Using careful measures of ascertainment in a primary school setting, these results provide relatively high estimates of the prevalence of FASD and raise the question of whether FASD is more common in the western world than previously estimated.

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The main objective is to study the effects of job crafting activities of elder care and nursing home employees on their perceived well-being and quality of care in two European countries, Spain and Sweden. The Job Crafting, the General Health, and the Quality of Care questionnaires were administered to 530 employees. Correlations and hierarchical regression analyses were performed. Results confirm the effects of job crafting on quality of care ( r = .291, p < .01; β = .261, p < .01; Δ R = .065, p < .01) and employees' well-being ( r = .201, p < .01; β = .171, p < .01; Δ R = .028, p < .01). A positive linear relationship was found between job crafting and well-being in Spain and Sweden and with quality of care in Spain. On the contrary, in Sweden, the relationship between job crafting and well-being was not linear. Job crafting contributes significantly to employees' and residents' well-being. Management should promote job crafting to co-create meaningful and productive work. Cultural effects are proposed to explain the differences found.

Background Maternal risk factors for fetal alcohol spectrum disorders (FASD) in Italy and Mediterranean cultures need clarification, as there are few studies and most are plagued by inaccurate reporting of antenatal alcohol use. Methods Maternal interviews (n=905) were carried out in a population-based study of the prevalence and characteristics of FASD in the Lazio region of Italy which provided data for multivariate case control comparisons and multiple correlation models. Results Case control findings from interviews seven years post-partum indicate that mothers of children with FASD are significantly more likely than randomly-selected controls or community mothers to: be shorter; have higher body mass indexes (BMI); be married to a man with legal problems; report more drinking three months pre-pregnancy; engage in more current drinking and drinking alone; and have alcohol problems in her family. Logistic regression analysis of multiple candidate predictors of a FASD diagnosis indicates that alcohol problems in the child’s family is the most significant risk factor, making a diagnosis within the continuum of FASD 9 times more likely (95% C.I. = 1.6 to 50.7). Sequential multiple regression analysis of the child’s neuropsychological performance also identifies alcohol problems in the child’s family as the only significant maternal risk variable (p<.001) when controlling for other potential risk factors. Conclusions Underreporting of prenatal alcohol use has been demonstrated among Italian and other Mediterranean antenatal samples, and it was suspected in this sample. Nevertheless, several significant maternal risk factors for FASD have been identified.

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With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC), and turnover intention (TI), this study explores the effect of JS on TI among employees with disabilities and the moderation effect of OC and its four dimensions on this main relationship. A total of 245 Special Employment Center (SEC) employees in Spain answered a questionnaire. To analyze the results, a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that OC and its dimensions have no significant effect on the direct relationship. However, some components of JS, such as the relationship with coworkers and with supervisors, play a significant role in the relationship with TI when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize TI at SECs.

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Título: Las políticas de responsabilidad social corporativa para la inclusión de las personas con discapacidad como predictores de identificación, compromiso y absentismo de los empleados. Resumen: Pocos estudios han analizado el efecto en los empleados de las políticas de Responsabilidad Social Corporativa (RSC) orientadas a la inclusión de las personas con discapacidades. La presente investigación examina el grado en que las percepciones de los empleados sobre dichas políticas están relacionadas con la identificación y el compromiso con la organización, y con el absentismo. Se administró un cuestionario a 104 empleados (tasa de participación: 41,1%). Se realizaron correlaciones, pruebas de varianza del método común, y regresiones lineales. Si bien el efecto de las políticas de RSC orientadas hacia el entorno de la organización han sido las más estudiadas, nuestra investigación pone de relieve el impacto de las políticas internas para la inclusión de las personas con discapacidad sobre el compromiso y la identificación de todos los empleados, las personas con y sin discapacidad, pero no así con el absentismo. Los resultados obtenidos contribuyen significativamente al diseño de estrategias que faciliten y mejoren la normalización del colectivo de personas con discapacidad en el mercado de trabajo, contribuyendo a su inserción laboral. Palabras clave: Absentismo; Compromiso; Políticas de responsabilidad social corporativa; Identificación; Personas con discapacidades.Abstract: Few studies have explored the effect on employees of corporate social responsibility (CSR) policies focused on the inclusion of people with disabilities. The present research examines the extent to which employees' perceptions of CSR policies aimed at the employment of disabled people are related to organizational identification, commitment, and absenteeism. A questionnaire was administered to 104 employees (participation rate: 41.1%). Correlations and common method variance tests, and linear regressions were performed. Only the internal-focus policies have an effect on employees' identification and commitment, although the effect of external-focus policies have been more deeply studied. There were no significant results related to absenteeism. Our research highlights the impact of internal-focus policies for the inclusion of people with disabilities in the commitment and identification of all employees, those with and without disabilities. The results also contribute significantly to the design of strategies that facilitate and enhance the normalization of these employees in the labor market, helping practitioners to target these companies as future employers of people with disabilities.