https://hdl.handle.net/20.500.12412/2520 2026-07-05T22:11:30Z 2026-07-05T22:11:30Z Rey-Tienda, Sierra https://hdl.handle.net/20.500.12412/7302 2026-06-16T21:00:15Z 2026-06-01T00:00:00Z

Análisis del bienestar y la satisfacción del personal docente e investigador universitario: una aplicación desde el enfoque de demandas y recursos Rey-Tienda, Sierra En las últimas décadas, la academia ha experimentado profundas transformaciones estructurales asociadas a la expansión de los sistemas de evaluación basados en el rendimiento y a la progresiva intensificación del trabajo. En la actualidad, se espera que el profesorado destaque simultáneamente en docencia, investigación, tareas administrativas, visibilidad internacional, transferencia del conocimiento, rankings y compromiso externo, a menudo en entornos marcados por la incertidumbre, la competencia y un apoyo institucional limitado. Estas presiones han contribuido a que hoy en día los límites entre la vida profesional y personal sean casi imperceptibles, lo que se ha traducido en una preocupación genuina por la salud mental, la satisfacción laboral y el bienestar subjetivo en el ámbito académico. Más allá de su función como organizaciones dedicadas a la generación y transmisión de conocimiento, las universidades actúan como instituciones públicas con una clara responsabilidad social en la promoción de condiciones laborales justas, éticas y sostenibles. Esta responsabilidad no se limita a su misión educativa, sino que se extiende a la forma en que el trabajo académico es organizado y valorado. En este sentido, el creciente debate sobre el bienestar en el ámbito académico se alinea estrechamente con los principios recogidos en la Agenda 2030 para el Desarrollo Sostenible de las Naciones Unidas. Los Objetivos de Desarrollo Sostenible (ODS), adoptados como un marco global para fomentar sociedades inclusivas y sostenibles, reconocen la salud, el bienestar y el trabajo decente como pilares fundamentales del progreso social. En este marco, el ODS 3 impulsa la salud y el bienestar, y el ODS 8 promueve el trabajo decente, el empleo productivo y el crecimiento inclusivo. En el ámbito de la educación superior, estos objetivos implican que salvaguardar la salud mental y la calidad del trabajo del personal académico no constituye únicamente una cuestión organizativa interna, sino un compromiso social más amplio. Con objeto de traducir en un problema organizativo investigable estas preocupaciones de la sociedad en general y de las instituciones académicas en particular, esta tesis se centra en cómo las condiciones laborales académicas se estructuran como demandas (ej. estrés por el rol, desequilibrio entre el trabajo y la vida personal) y recursos (ej. control del trabajo, apoyo social) que determinan el bienestar y las actitudes laborales. El modelo de Demandas y Recursos Laborales (Job Demands– Resources Model) ofrece un mecanismo parsimonioso para explicar las vías de tensión y motivación, mientras que la teoría del Ajuste Persona-Organización (PersonOrganization Fit) se centra en el análisis de la compatibilidad, que es particularmente relevante en contextos impulsados por la vocación, como el académico. La integración de estas perspectivas nos permite conectar las presiones institucionales (por ejemplo, la gestión del rendimiento, la precariedad) con las experiencias y los resultados individuales. Apoyándose en estos dos enfoques teóricos, la tesis adopta perspectivas analíticas tanto relacionales como configuracionales para captar la complejidad del presente tópico de investigación.; En abierto se puede consultar la parte no embargada de la Tesis Doctoral

2026-06-01T00:00:00Z Castro González, Pilar Tuncay Zayer, Linda McGrawth, Mary Ann https://hdl.handle.net/20.500.12412/7223 2026-04-24T21:00:35Z 2019-11-29T00:00:00Z

Men and masculinities in a changing world: (de)legitimizing gender ideals in advertising Castro González, Pilar; Tuncay Zayer, Linda; McGrawth, Mary Ann Purpose Conversations surrounding gender are sweeping the globe as the voices and lived experiences of people are being heard and shared at unprecedented rates. Discourses about gender in advertising are embedded in cultural narratives and legitimatized by a broad system of institutional structures and actors, at both macro and micro/consumer levels. This study aims to explore how consumers (one type of institutional actor) engage in legitimizing/delegitimizing messages of gender in the marketplace. Design/methodology/approach This research draws on a qualitative approach, specifically the use of in-depth interviews with men across three global contexts. Findings This research identifies the ways in which men engage in (de)legitimizing messages of masculinity in advertising such as reiteration, reframing, ascribing to alternate logics and prioritizing personal norms. Research limitations/implications Across three contexts, this research theorizes the (de)legitimization of gender ideals in advertising and situates consumer narratives within broader institutional forces, providing a holistic understanding of the phenomenon. Practical implications Understanding the ways in which individuals either accept or reject gendered ideals in media aids advertising and marketing professionals in tailoring messages that resonate with audiences. Social implications Understanding how individuals negotiate their gender and the messages they deem as legitimate are crucial to understanding gender issues related to consumer welfare and public policy. Originality/value While research has examined advertising practitioners’ views regarding gender from an institutional perspective, research on how consumers construct and maintain the legitimacy of gendered messages in the marketplace is scarce. This research theorizes and illustrates the (de)legitimization of gender ideals across three contexts.

2019-11-29T00:00:00Z Aman-Ullah, Attia Aziz, Azelin Ariza Montes, José Antonio Han, Heesup https://hdl.handle.net/20.500.12412/7181 2026-05-29T09:44:30Z 2025-03-01T00:00:00Z

Workplace tele pressure and innovative work performance. A moderation mediation study through work-family conflicts and job burnout Aman-Ullah, Attia; Aziz, Azelin; Ariza Montes, José Antonio; Han, Heesup Purpose – This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating influence of job burnout between the work-family conflict and innovative work performance. Design/methodology/approach – Data for the present study were collected through structured questionnaires from 285 employees working in the public and private sector universities. Data were analysed through SPSS and Smart-PLS. Findings – Results confirmed the relationship between workplace tele pressure and innovative work performance, the mediating effect of work-family conflict between workplace tele pressure and innovative work performance and the moderating influence of job burnout between work-family conflicts and innovative work performance. Originality/value – This study model is supported by the job demands-control model and effort-recovery theory, which is being tested for the first time to support the relationship between workplace tele pressure and innovative work performance. Further, the model “workplace tele pressure → work-family conflicts → job burnout→innovative work performance” was developed and tested for the first time to study the technologybased pressure in the education sector. Keywords Workplace tele pressure, Work-family conflicts, Job burnout, Innovative work performance, Job demands-resource theory, Effort-recovery theory; Se trata de la versión aceptada del artículo. Se puede consultar la versión final en https://doi.org/10.1108/EJIM-07-2023-0539

2025-03-01T00:00:00Z Rey-Tienda, Sierra Ariza Montes, José Antonio Leal Rodríguez, Antonio Luis https://hdl.handle.net/20.500.12412/7180 2026-05-29T09:46:45Z 2025-06-01T00:00:00Z

Competitiveness in university research and its impact on professors’ mental health: an exploratory analysis of demands and resources Rey-Tienda, Sierra; Ariza Montes, José Antonio; Leal Rodríguez, Antonio Luis The adoption of a highly competitive university model that emphasizes excellence and national accreditation has induced substantial transformations and systemic pressures on Spanish academics. When engaged in teaching, research, and managerial roles, university professors face challenges that adversely affect their mental health. This research explores this topic further by adopting the job demands–resources theoretical framework to analyse the relationships between role stress (RS), social support (SS), and mental health (MH), including work engagement (WE) as a mediator construct. The empirical study, conducted through surveys, administered a questionnaire to 340 Spanish academics in the field of social sciences. Using partial least squares (PLS) and necessary condition analysis (NCA), the study validates the hypothesized relationships, demonstrating the strong and direct impact of job demands and resources on the mental health of university academics. The results indicate that RS had a relationship of necessity and a negative correlation with MH through WE. In contrast, SS had a direct positive effect on MH both independently and through the mediation of WE. Finally, WE revealed not only a relationship of necessity but also a direct positive impact on MH. This paper contributes valuable insights that have the potential to shape policies and interventions aimed at fostering a healthier, less competitive, and more supportive academic environment.

2025-06-01T00:00:00Z