Suddenly, COVID-19 has changed the world and the way people work. Companies had to accelerate something they knew was imminent in the future, but not immediate and extremely humongous. This situation poses a huge challenge for companies to survive and thrive in this complex business environment and for employees, who must adapt to this new way of working. An effective e-leadership, which promotes companies’ adaptability, is needed. This study investigates the existing knowledge on teleworking and e-leadership; and analyzes the supposed challenges. The literature review shows that companies with effective e-leadership can view teleworking as an opportunity. It is advantageous for not only companies’ productivity but also the environment and people who work remotely. However, a traditional or no leadership can result in some risks. Thriving in remote work environments implies that managers must adjust the companies’ structure, making them less hierarchical, and developing new abilities to establish a strong and trustworthy relationship with their employees to maintain their competitiveness, while retaining a genuine concern for their employees’ well-being. Similarly, successful e-leadership must be able to consolidate and lead effective virtual teams to accomplish organizational goals. This study contributes to the literature and leaders during the pandemic.

Palabras clave: autoeficacia, ansiedad y rendimiento académico. AbstractThe purpose of the current study was to determine whether psychological variables such self-efficacy perception and anxiety maintain a relation with academic performance in a group of 120 secondary (high school) students attending a private school in

The aim of this research is twofold. First, to identify the role of personal resources on burnout and work engagement in nursing staff and second to evaluate whether these last two concepts are or not, opposite faces of the same construct. Personal resources are understood as individuals’ aspects that make people more confident to control their environment successfully. This study used a cross-sectional approach with a sample composed of 219 Colombian nursing personnel all of them were women. In line with our predictions, personal resources were positively related to employees’ work engagement ( rxy = .40) and negatively to burnout ( rxy = -.51), as well as engagement and burnout showed to be different constructs that are inversely related ( rxy = -.95). The greater inverse correlation between personal resources and burnout seems to indicate that personal resources could be an important protective factor for nursing staff. Since personal resources can be developed, these findings have important implications for the human resource management in the health care settings. Due to the complexity of health work environment, further research needs to find more evidence to understand the role of personal resources in these environments.

Thriving at work refers to a psychological experience of learning (cognitive dimension) and vitality (affective dimension) to the workplace. Based on the Social Exchange Theory and the Socially Embedded Model of thriving, the purpose of this research is to observe whether contextual variables such as fairness perception, trust, and managerial coaching are related to affective organizational commitment and to examine if thriving at work plays a mediating role in these proposed relationships. Data was collected in two waves over a one-month time period from 936 employees of diverse public and private sectors. Strong empirical evidence was found for all direct and indirect hypothesized relationships through Smart PLS 3.0 (SmartPLS GmbH, Bönningstedt, Germany, 2015). The implications of the findings are also discussed.

una nueva perspectiva en psicología ResumenLa psicología positiva fue definida por Seligman (1999) como el estudio científico de las experiencias positivas, los rasgos individuales positivos, las instituciones que facilitan su desarrollo y los programas que ayudan a mejorar la calidad de vida de los individuos, mientras previene o reduce la incidencia de la psicopatología. Fue definida también como el estudio científico de las fortalezas y virtudes humanas, las cuales permiten adoptar una perspectiva más abierta respecto al potencial humano, sus motivaciones y capacidades. El propósito de este artículo es presentar una revisión teórica acerca de este movimiento reciente reciente en la psicología desde un enfoque cognitivo comportamental, sus antecedentes, definición, principales presupuestos, campos aplicados en los que ha tenido mayores adelantos y algunas perspectivas de desarrollo. AbstractThe positive psychology was defined by Seligman (1999) as a scientific study of the positives experiences, positives individual's traits, the institutions that facilitate its development and the programs that help to improve the quality of life, whereas prevent or reduce the incidence of psychopathology. Its was describe too, like a scientific study of the human strengths and virtues, that which led them adopt a wide perspective as regard to human potential, his motivations and capacities. The purpose of this paper is to present a theoretical revision concerning the recent movement of the psychology from a cognitive behavioral approach, its antecedents, mains suppositions, applies fields that it was had more advances, and some developmental perspectives.

The aim of this study is determine if Entrepreneurial Intention is related to Psychological Capital in business students. Self-efficacy, Hope, Optimism and Resiliency, which are all dimensions of psychological capital, were assessed with the General Self-Efficacy Scale (GSE), the Hope Scale (HS), the Life Orientation Test Revised (LOT-R) and the Resilience Scale (RS), respectively. The Entrepreneurial Intention was assessed through five statements. According to the results, Entrepreneurial Intention is related to all dimensions of Psychological Capital, mainly with Self-efficacy and Resilience. Psychological Capital as an integrated construct was related to Entrepreneurial Intention as a whole. These findings provide additional evidence about the importance to study Psychological capital as an integrated construct instead of studying its dimensions separately, even more so when studied in relation to Entrepreneurial Intention. In spite of the advances in the knowledge about the individual differences related to entrepreneurial intentions, it is necessary to continue studying this phenomenon, considering that the results are still scarce and inconclusive.

The mechanism connecting the antecedents to positive attitudes like affective commitment (AC) and positive behaviors like organizational citizenship behavior (OCB) is an under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation and civility as antecedents of affective commitment and organizational citizenship behavior through the mediating mechanism of self-efficacy. The process by Hayes (2013) was used to analyze time-lagged and multi-source data collected from 335 employees of educational and telecom sector. Results indicate that the relationship of affective commitment with family motivation and civility is partially mediated whereas the relationship of organizational citizenship behavior with family motivation and civility is fully mediated by self-efficacy. This study adds to the literature of family-work enrichment accounts by validating family motivation as a novel antecedent for positive behavioral outcomes. The implications of the study are discussed.

This paper reconceptualizes the Theory of Planned Behaviour (TPB) in the light of social cognitive theory to investigate the role of social capital, and specifically leadership skill as a social capital generating influence in formation of entrepreneurial intentions. Methodology: A new conceptualization of TPB is proposed to allow the impact of bonding and bridging cognitive social capital to be mediated by TPB constructs of perceived desirability and feasibility of entrepreneurship. Hypotheses are developed related to leadership skills, family background and social norms as external and internal indicators of social capital, and tested on primary data from 322 student respondents in a Colombian business school. Findings: Leadership skills, indicative of bridging cognitive social capital, are found to be strongly and significantly associated with entrepreneurial intentions through the mediating role of the core TPB constructs. Evidence for the role of bonding social capital through measures of the social acceptability of entrepreneurship and family background is mixed, and in the case of family background no indirect association with intentions is found. Research limitations/implications: Although the Latin American context would suggest significant population variation in personal and background resource, there is relatively little variation across this sample, particularly in terms of family background. Thus rates of graduate entrepreneurship may relate more closely to constraints acting on entry into higher education than on other background characteristics, and therefore that future work in similar contexts ought to be conducted across a wider socioeconomic sample. Practical implications: Opportunities to develop and enhance student perception of leadership ability through either education or experience might improve levels of graduate entrepreneurship, alongside traditional activities to raise self-efficacy and perceived salience of entrepreneurship. Originality/value: Student leadership skills have rarely been addressed in the context of entrepreneurship development. This paper highlights the relevance of this in a developing economy context.