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This article aims to provide researchers interested in using Ryff's Scales of Psychological Wellbeing with additional information to make an informed decision on the scales and items to use. It builds on the discussion in the literature on the six factor structure of this measure. An alternative shortened version of this wellbeing measure (Van Dierendonck 2004). Personality and Individual Differences, 36, 629-643) was analyzed in a combined Spanish language sample from Spain and Columbia. Using confirmatory factor analysis, one-, two-, three-and six-factor models were compared. The results showed that indeed four out the six dimensions overlapped considerably. Nevertheless, the model that fit the data best was the six factor model with one underlying second order well-being factor, hereby confirming Ryff's model in a non-Anglo-Saxon culture.Keywords Well-being Á Measurement People have always been interested in the answer to the question: What is a good life? Frequently, the good life is directly connected to well-being and a happy life. Already in the age of the old Greeks, Aristotle wrote that the quest for happiness is the most important striving of men. Now-a-days, we see that the attention for the good life increases within the social sciences. Research into the good life has been encouraged by the seminal work of Ryff (1989a, b). She developed an integrated theoretical framework of well-being on the basis of an extensive literature review. The most important perspectives were: life span theories (e.g., Erikson 1959), clinical theories on personal growth (e.g., Maslow 1968;Rogers 1961;Allport 1961) and the criteria of positive mental health formulated by Jahoda (1958). In addition, she incorporated insights from her own research on development during the course of life (Ryff 1995;Ryff and Keyes 1995) and on an elaborate overview

This paper tests and confirms the cross-cultural equivalence of the Servant Leadership Survey (SLS) in eight countries and languages: The Netherlands, Portugal, Germany, Iceland, Italy, Spain, Turkey and Finland. A composite sample consisting of 5201 respondents from eight countries that all filled out the SLS was used. A three-step approach was adopted to test configural invariance, measurement equivalence, and structural equivalence. For the full 30-item version of the SLS, configural invariance and partial measurement equivalence were confirmed. Implications of these results for the use of the SLS within cross-cultural studies are discussed.

We aimed to gain a better understanding of the personality-burnout process by examining the effects of emotional regulation ability through both cross-sectional and a pre-post social and emotional learning intervention studies. The sample was composed of 243 Spanish public school teachers. Data were collected using the Maslach Burnout Inventory-Educators Survey, the Big Five Inventory, and the Mayer-Salovey-Caruso Emotional Intelligence Test. Our results indicated that emotional regulation ability significantly influences the effect of personality on Personal Accomplishment, a positive dimension of the Maslach Burnout Inventory. Although copious amounts of research have linked Big Five personality traits and burnout, to our knowledge this is the first study that has studied associations between personality and burnout, including a social and emotional learning intervention program aimed at reducing burnout. Considering that intra-and interpersonal emotional management are core demands on teachers, our results show the relevance of developing intervention programs focused on social and emotional abilities.

Esta es la versión de autor del artículo publicado en: This is an author produced version of a paper published in: El acceso a la versión del editor puede requerir la suscripción del recurso Access to the published version may require subscription Spanish Journal of PsychologyThe current way of organizing and working together in organizations is undergoing continual change.Organizations face challenges and difficulties to which they must adapt in order to be competitive, particularly when facing the current recession, new technology improvements, merges and differences that come with a global market, and changes in both customer and employee needs and values (Rodríguez-Carvajal, Moreno-Jiménez, de Rivas-Hermosilla, Álvarez-Bejarano, & Sanz-Vergel, 2010). At the same time, there is an increasing demand for a more ethical peoplecentered management (van Dierendonck, 2011), a management that can combine the constant demand for efficiency and efficacy with a moral focus. Within this context, leadership has been pinpointed as a key factor to achieving committed workers as well as prosperous organizations (Luthans, 2002;van Dierendonck, 2011). In this line, servant leadership (SL) may play an important contribution in achieving those goals. At this respect, SL has been proposed as a leadership style specifically focused on people and their development (Greenleaf, 1977). Greenleaf described a servant leader as follows: "The servant-leader is servant first. It begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead." (Spears, 1998, p. 1). Therefore, a servant leader is one who is mainly concerned about his followers (Greenleaf, 1977). In contrast to other leadership theories as for example transformational leadership, inspiring leadership or Level 5 leadership, SL makes explicit the moral and social concerns and it sets first followers´ needs even over organizational goals (Hunter et al., 2013, van Dierendonck, 2011. In its application, this leadership has been observed to be related to effective performance, organizational citizenship behavior, job satisfaction, commitment and the appearance of organizational trust climate, among others (e.g. Hunter et al., 2013; van Dierendonck, 2010, for a review).Based on its value, the global context brings also the challenge of studying SL within a cross-cultural setting so that attention for possible culture differences should be brought to the front (Mooij & Hofstede, 2010 Abstract. Servant Leadership emphasizes employee's development and growth within a context of moral and social concern. Nowadays, this management change towards workers´ wellbeing is highlighted as an important issue. The aims of this paper are to adapt to Spanish speakers the Servant Leadership Survey (SLS) by van Dierendonck and Nuijten (2011), and to analyze its factorial validity through confirmatory factor analysis and measurement invariance in three countries. A sample of 638 working people from three Spanish-speaking countries (Spain, Argentina and Me...

Despite the emphasis of servant leadership theory on the attention provided to workers' needs and goals, there is a lack of empirical knowledge on the relationship between servant leadership and employees' goal attainment. We provide a theoretical model of the mechanism by which this strong focus of servant leadership on a worker's individual development positively influences the worker's goal attainment. Through a diary study with 126 workers over five consecutive working days, the results indicated a positive within-person indirect effect of servant leader behaviors on goal attainment a day later through two parallel paths: the meaning in life at night and vitality the next morning. These results provide the first empirical support for the assumption of servant leadership as a promoter of employees' goals, and highlights how servant leadership positively influences the integration of work as part of life and the energy resources of workers to achieve their daily goals.

The Five Facets Mindfulness Questionnaire (FFMQ) is a popular tool in mindfulness research. However, its psychometric qualities and its replicability have caused controversy. This study carried out a psychometric review and a conceptual replication of the FFMQ latent structure. The review showed that previous validation studies of the FFMQ used nonoptimal methods. In addition, this conceptual replication study tested the structure of the FFMQ using frequentist and Bayesian techniques. The original structure did not provide a good fit with both techniques, while the proposed alternative provided mixed results. We also found systematic fit improvements in both techniques when the Observe facet was excluded and method factors were included. With these findings, we conclude that the conceptual replication of the FFMQ’s structure failed. Alternatively, we propose a new provisional FFMQ model with a set of recommendations regarding its application. Future research proposals on improving techniques and models toward mindfulness assessment are also presented and discussed.

This study's general objective was to analyze whether different types of cognitive emotion regulation strategies (CERS), namely adaptive strategies-specifically positive refocusing and positive reappraisal-and maladaptive strategies-self-blame, catastrophizing, and rumination-mediated the neuroticism-depression relationship in children 9-12 years old, and whether gender and school transition moderated the relationships proposed. A self-reporting measure was administered to 315 children to evaluate said variables. The resulting data were analyzed using structural equations. The study verified that maladaptive CERS partially mediated neuroticism's relationship with depression, while adaptive CERS, though negatively associated with depression, did not show a mediating effect on this relationship. The results provide evidence of the mediating function of maladaptive CERS on the neuroticism-depression relationship. Gender and school transition did not moderate the relationships proposed. Because, by their very nature, these strategies are modifiable, these results constitute an important finding that can be transferred to the design and content of child mental health prevention and promotion programs.