Most theories of job crafting understand the term to refer to an individual activity, and only a few studies have focused on collaborative job crafting. The present study has two aims. First, to adapt and validate a Spanish version of the Individual and Collaborative Crafting Scale. Second, to test a simple mediation model of engagement on the relationship between individual and collaborative crafting and job satisfaction. The sample consisted of 301 people. The data were analyzed using the Smart PLS statistical program, version 3.2.6., using the partial least squares (PLS) path modeling method. The results reveal that the Spanish language version of the Individual and Collaborative Crafting Scale is both valid and reliable. Moreover, engagement was found to fully mediate the relationship between job crafting and job satisfaction, with the hypothesized model explaining 78.4% of the variance observed in job satisfaction. Job crafting y satisfacción laboral: el papel mediador del engagement R E S U M E N La mayor parte de las teorías de job crafting han estudiado el término como una actividad individual. Pocas investigaciones se han centrado en el crafting colaborativo. El presente estudio tiene dos objetivos. Se pretende adaptar y validar la versión española de la escala de crafting individual y colaborativo. Además, se pretende poner a prueba un modelo de mediación simple del engagement sobre la relación entre el crafting individual y colaborativo y la satisfacción laboral. La muestra está formada por 301 personas. El análisis de datos se llevó a cabo con el programa Smart PLS v. 3.2.6. usando mínimos cuadrados parciales (PLS). Los resultados muestran que la escala de crafting individual y colaborativo en castellano es válida y fiable. Además, existe una mediación completa del engagement en la relación job crafting-satisfacción. El modelo hipotetizado explica un 78.4% de la varianza de la satisfacción laboral. Palabras clave: Crafting individual Crafting colaborativo Engagement Satisfacción laboral Mínimos cuadrados parciales

The global emergency produced by COVID-19 has been a turning point for health organizations. Healthcare professionals have been exposed to high levels of stress and workload. Close contact with infected patients and the infectious capacity of COVID-19 mean that this group is especially vulnerable to contagion. In various countries, the Fear of COVID-19 Scale has been shown to be a fast and reliable tool. Early detection of fear complements clinical efforts to prevent emotional disorders. Thus, concepts focused on positive occupational health, such as Job Crafting or psychological empowerment (PE), have been examined as a tool to prevent mental health problems at work. In this work, we intended to adapt and validate the 7-item Fear of COVID-19 Scale in health workers (N = 194). The interpretation of the measurement model indicates adequate values of internal consistency reliability, and convergent and discriminant validity. The overall goodness of fit of the model was also adequate. The structural model indicates that the implementation of job crafting measures in health services leads to workers’ greater PE. High levels of anxiety and depression prevent health professionals from psychologically detaching from work. In turn, PE can reduce the emotional disorders caused by the fear of COVID-19.

In the present study, the demands-control-support model has served as the basis for the assessment of occupational strain. This model has been used as a predictor of health problems. It has also been associated with organizational outcomes and behaviors. The purpose of this study is to relate job demands and resources with job satisfaction and intention to quit the union. We intend to test a multiple mediation model with psychological empowerment and union commitment as mediator variables. The investigation was carried out with 953 delegates of a Spanish trade union (healthcare professionals). We collected 401 questionnaires. Multiple mediation analyses were performed with bootstrapping techniques using the SPSS PROCESS macro. The results underlined the effects of multiple mediation of empowerment and commitment in the relation between resources and job satisfaction. This mediation was also observed in the relation between resources and intention to quit. The lack of relation between demands and satisfaction or intention to quit is of interest. In the presence of adequate resources, delegates are empowered and committed to their union, which leads to lower dissatisfaction and lower rates of quitting. This study advises organizations to give greater importance to motivational and attitudinal factors to attenuate occupational strain.

Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent and authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as a motivational factor in organizational psychology. In this study, the aim is to systematically review, analyze and quantify correlational empirical research focusing on empowerment, as understood by the theory developed by Spreitzer et al. (1995a, b), using meta-analytical techniques. The study also analyses the antecedents and consequences of PE and explores potential moderators of the relationship between this variable and its correlates. The electronic search encompassed studies dating from the publication of Spreitzer's empowerment scale (Academy of Management Journal, 38, 1442–1465, 1995b) up to January 2019. It was conducted in database aggregators, as well as in Metabus, occupational psychology journals and doctoral thesis repositories. Of the 1110 records identified, 94 were included in the meta-analysis. Most of the studies included used purposive or convenience sampling and had a cross-sectional study design. We focused on searching for studies that use a survey analysis approach. We extracted information about effect size (ES) in the associations between PE and its antecedents and consequences, and used the Comprehensive Meta-analysis 2.0 program to carry out the analyses (Borenstein et al., 2005). Effect size was calculated as the Pearson correlation (r), processed using Fisher's Z transformation. A random effects model was used and heterogeneity was analyzed to detect moderator variables. In relation to antecedents, in all meta-analyses, non-significant results were found only for education (r = -.001, CI [-.06, .06]) and organizational rank (r = .10, CI [-.16, .36]). All meta-analyses focusing on the association between psychological empowerment and its consequences returned significant results. Job satisfaction (r = .50) and organizational commitment (r = .51) had the largest effect sizes. Our results suggest which factors may be more important for generating empowerment among employees in accordance with the profession in which they work and their culture of origin. The main novelty offered by our results is that they indicate that age moderates the relationship between empowerment and the majority of the antecedents studied, a finding not reported in other meta-analyses. The present meta-analysis may help encourage organizations to pay more attention to PE, focusing their efforts on improving or strengthening certain structures or factors. Empowerment initiatives or programs focused on employee well-being lead to a workplace in which people are motivated and have a sense of purpose. Our results allow us to recommend interventions that enhance and improve the antecedents of EP. Finally, the present meta-analysis may help encourage organizations to pay more attention to the antecedents and consequences of PE, focusing their efforts on improving or strengthening certain structures or factors.

Este estudio trasversal tuvo como objetivo explorar si el impacto del desequilibrio de esfuerzo-recompensa en las quejas de salud es moderado por la sobreimplicación. Participó una muestra de 164 médicos españoles que llenaron un cuestionario de papel y lápiz. El efecto negativo del desequilibrio de esfuerzo-recompensa percibido en las quejas de salud subjetivas fue más fuerte para los empleados con sobreimplicación alta o media, mientras que fue positivo y no significativo para aquellos con una baja implicación. El presente estudio puede contribuir a una mejor comprensión de cómo y cuándo el desequilibrio de esfuerzo-recompensa aumenta el riesgo de quejas de salud subjetivas. En consecuencia, la intervención temprana diseñada para amortiguar los efectos negativos del desequilibrio de esfuerzo-recompensa debería centrarse en aumentar el nivel individual de sobreimplicación.