Resultados de investigación

Base de datos ( PRY084_19_140622_V0) en formato .sav (SPSS IBM Statistics v.26). Estos datos han sido obtenidos en el marco del proyecto “Acoso LGBTQ+fóbico en adolescentes andaluces: una realidad invisibilizada” (PRY084/19) financiado por la Fundación Pública Andaluza Centro de Estudios Andaluces., Fundación Pública Andaluza Centro de Estudios Andaluces.

Este plan describe la gestión de los datos que se crearán en el proyecto EPPIA , su tratamiento conservación. Los datos del proyecto serán FAIR (Findable, Accessible, Interoperable and Reusa-ble). La protección de los datos se garantizará de acuerdo con las normas institucionales.

In the absence of a Spanish version of the Leadership Virtues Questionnaire, this study aims to propose a short form of the scale by conducting a cultural adaptation and analyzing its factor structure. In Study 1, the procedure following ITC guidelines and qualitative analysis is performed, leading to the reformulation of several items. In Study 2, 550 workers (Samples 1 and 2) responded to this Spanish version, and the fit of the measurement models proposed for the original proposal of the instrument was tested. Since no model fit adequately, in Study 3 an EFA was carried out with Sample 1, and two items per factor were extracted. In Study 4, the fit of the measurement models to the data was tested through CFAs with Sample 2, resulting in an optimal second-order factor model. In addition, other evidence related to the construct validity of the instrument was proven., This research was supported by the Spanish Ministry of Science and Innovation through the project PID2020-116521RB-I00, funded by MCIN/AEI/10.13039/501100011033, and by a predoctoral fellowship (FPU18/00302).

The files within the .rar file describe the knowledge base for study crafting (12 documents) and for self-regulated learning (850 documents), according to the systematic reviews conducted on the Web of Science on June 13th of 2025. The .rar file contains two files prepared for the program SciMAT.

El presente proyecto pretende estudiar los mecanismos de fijación y movilidad de los elementos, algunos de ellos tóxicos, en medios acuáticos continentales salinos a través de la formación y agregación de nanofases minerales. Se plantea como hipótesis de partida del proyecto que la permanencia en la columna de agua o la acumulación de distintos tipos de metales en diferentes compartimentos de los humedales dependerá de su afinidad por algunos ligandos y las condiciones ambientales (pH, gradientes redox, salinidad, contenido en materia orgánica, actividad de microrganismos). Con el fin de dilucidar la validez de dicha hipótesis, se examinarán sedimentos lacustres y fluviales salinos ricos en materia orgánica de dos regiones sometidas a intensas actividades contaminantes: el olivar mediterráneo andaluz y una cuenca fluvial de un país emergente con escasa regulación en el uso de productos fitosanitarios agrícolas y afectada por la contaminación de una fundición, el río Chicamocha en Colombia. Así mismo, se realizará una evaluación experimental del comportamiento de los elementos en mesocosmos que reproduzcan los compartimentos ambientales de los humedales salinos (columna de agua, sedimentos sumergidos con interfase agua-sedimento, suelos y sedimentos emergidos y periódicamente sumergidos). Se llevará a cabo un enfoque novedoso centrado en el análisis de la estabilidad de las fases a nivel de nanoescala que integre la caracterización mineral mediante técnicas de alta resolución (FIB, HRTEM) y la determinación precisa de las propiedades ambientales de las aguas y sedimentos (pH, condiciones redox, materia orgánica, actividad de microorganismos, …)

Enhanced solar PV Capacity Factors database (NUTS 3, hourly, 1990–2020) for Spain., Enhanced solar PV Capacity Factors database (NUTS 3, hourly, 1990–2020) for Spain, resulting from this work: Guadalupe Sánchez-Hernández, Antonio Jiménez-Garrote, Miguel López-Cuesta, Inés M. Galván, Ricardo Aler, David Pozo-Vázquez, A novel method for modeling renewable power production using ERA5: Spanish solar PV energy, Renewable Energy, Volume 240, 2025, 122120, ISSN 0960-1481, https://doi.org/10.1016/j.renene.2024.122120. When quoting this dataset, please refer this publication., This study was conducted in the framework the MET4LOWCAR research project (reference PID2019-107455RB-C21/AEI/10.13039/501100011033 and PID2019-107455RB-C22/AEI/10.13039/501100011033), financed by the Spanish Research Agency, Spain. Guadalupe Sánchez-Hernández also thanks the support from UE-Junta de Andalucía, Spain co-funded postdoctoral fellowship PAIDI2020-DOC_01110. The authors acknowledge the Spanish TSO Red Eléctrica for yielding actual wind and solar PV generation data.

The COVID-19 pandemic has forced many employees to introduce different degrees of teleworking, leading to a transformation of the psychosocial work environment. In this study, we analyzed whether the relationship between a labor resource, social support, and a personal resource, vigor at work, is affected by the work modality (face-to-face, hybrid that includes face-to-face work and telework time, and telework caused by the current pandemic situation). Five hundred and forty-three employees answered an online questionnaire about their perceptions of the levels of social support, vigor experienced in the last month, and work modality. Seniority in the organization and the gender of the employees were controlled for. The model fit was significant [F(7, 535) = 20.816, p < 0.001], accounting for 21% of the variation in vigor (R2 = 0.21). The interaction was also significant [F(2, 535) = 4.13, p < 0.05], with an increase of 1% in the explanation of the variance in vigor at work (ΔR2 = 0.01). Differences were found in the positive relationship between levels of social support and vigor at work, among the face-to-face and telework modalities (hybrid and telework), but not between teleworking modalities. As a result, we posit that the different forms of telework moderate (buffer) the relationship experienced between labor resources (social support) and personal resources (vigor at work). This implies that, for the design of teleworking conditions, it is necessary to provide work resources similar to those in face-to-face settings, such as social support., This research was supported by the University of Jaén through the financial support of the last author (EI_SEJ7_2019)

Background: Several studies have suggested that leaders showing high levels of authentic leadership increase workers’ overall job satisfaction, which is composed of different aspects with some distinctions among them. Furthermore, the implication of affective and motivational variables, such as vigor and engagement at work, respectively, have not been jointly considered for analysing the differences and similarities between public and private organizations. Thus, this study aims to analyze whether vigor at work and engagement at work play a mediating role between authentic leadership and different aspects of job satisfaction, considering both public and private organizations, to propose a trans-organizational model. Method: In this cross-sectional and cross-sectoral study, 1029 workers in private (n = 619) and public (n = 410) organizations from Spain participated completing a questionnaire. Results: Structural equation modelling was used to perform a multigroup mediation analysis (public versus private organizations) in which the invariance between groups was previously explored. The model showed a good fit to the data in which authentic leadership affected the dimensions of job satisfaction both directly and indirectly (through vigor at work and engagement). However, authentic leadership had a greater positive effect on vigor at work for private organizations; whereas work engagement was not significantly related to the job satisfaction dimension related to legal aspects for public organizations. Conclusion: The vigor at work and work engagement were important variables to explain the authentic leadership-job satisfaction relationship in both private and public organizations. Nevertheless, the relationship between work engagement and the dimensions of job satisfaction was different for both organizations., This study was supported by the Spanish Ministry of Science and Innovation through the project PID2020-116521RB-I00, funded by CIN/AEI/10.13039/501100011033, and by a predoctoral fellowship (FPU18/00302).