Work engagement is one of the critical factors at an organization, so considering some factors such as leadership styles and organizational support is important. Lack of attention to these factors can lead to undesirable environments for workers. The purpose of this study is to conduct a systematic review based on these variables. Data for this research were gathered from databases of Web of Knowledge, psycarticles, Scopus, psycinfo, Web of Science, and Google Scholar. A total of 165 records were identified in databases. 15 records were discovered in other sources. 149 records remained after deleting duplicates. 117 of these records were examined, 52 registers excluded. 65 complete articles were chosen to be evaluated, and after 10 completed articles had been excluded, 55 studies ultimately remained for inclusion in the synthesis. Overall, leadership styles (transformational leadership and transactional leadership) and organizational support were found as two imperative organizational factors to access better outcomes at the workplace.

Background: Nurses’ work engagement is essential both for the quality of the service provided and occupational health. However, there is a lack of adequate information about nurses’ engagement in healthcare organizations that are affected by various factors in the context of Health Psychology.Purpose: This study was aimed at investigating the association between leadership styles of supervisors and work engagement, and elucidating the role of  organizational support in this relationship.Methods: A cross-sectional study was conducted on 85 nurses from the health organizations in Catalonia, Spain, recruited via a snowball procedure. Leadership styles and Three Outcome Scales (TOS) were evaluated through the Multifactorial Leadership Questionnaire (MLQ) as independent variables. POS as an Organizational Support Test assessed a mediating variable (POS), and work engagement as a dependent variable was evaluated by the Utrecht Job Involvement Scale (UWES).Results: The results displayed differences in work engagement depending on job positions. Besides, the results revealed a positive association between leadership styles and TOS with work engagement, other than laissez-faire. Additionally, POS illustrated a positive association with work engagement (r=0.447, p<0.01). Leadership styles except for laissez-faire and TOS positively affect POS; also, TOS significantly predicted work engagement (β=0.581, t(78)=2.196, p<.05). Furthermore, results confirmed that POS mediates the relationship between leadership styles and TOS with work engagement (z=-3.490; z=3.117; z=3.521; z=3.791, p=0.000).Conclusion: Transformational and transactional leadership are two main styles significantly affecting nurses’ engagement with their work, while laissez-faire decreases nurses’ work engagement; therefore, supervisors and leaders of healthcare organizations should consider it. Consequently, nurses with a high POS show superior engagement levels at work. The research sheds new light on health psychology and the clinical area, particularly in nurses’ work engagement.

This study aims to identify the factors that favor the intention to continue working or to retire in workers over 50 years old. The sample consisted of 186 workers of both sexes from the industry and services sectors who answered a questionnaire which recorded their perceived health, job quality and their perception of the benefits or drawbacks of continuing to work or taking early retirement. The results indicated that to continue in active employment is mainly seen as economically beneficial but negative for family life and health. In contrast, early retirement is seen as beneficial for family life and self-actualization but economically negative. A regression analysis revealed that the motivation to stay active occupationally depends on the perceived health and social support given at work, but mostly to have a positive vision of being active workforce.