000144693 001__ 144693
000144693 005__ 20240906111328.0
000144693 0247_ $$2doi$$a10.1080/10803548.2024.2358676
000144693 0248_ $$2sideral$$a139596
000144693 037__ $$aART-2024-139596
000144693 041__ $$aeng
000144693 100__ $$0(orcid)0000-0002-4252-115X$$aAsensio-Martínez, Ángela$$uUniversidad de Zaragoza
000144693 245__ $$aPilot study of an online brief mindfulness-based intervention to improve the well-being of managers and reduce their stress at work
000144693 260__ $$c2024
000144693 5060_ $$aAccess copy available to the general public$$fUnrestricted
000144693 5203_ $$aObjectives. The COVID-19 pandemic, remote work and new technologies have heightened workplace pressures. Effective response and essential organizational changes require business leaders to be more adaptable, with managers’ presence playing a pivotal role in successful implementation. The study assesses a brief mindfulness-based emotional regulation for managers (MBERM) intervention, to reduce workplace stress and enhance managerial well-being. Methods. An 8-week non-randomized controlled trial was conducted with a waiting list control group and an intervention group. Pre–post differences were measured by Student’s t test or Wilcoxon test, and effect size calculated using the Hedge’s g formula. The sample included 23 managers (17 men and six women) with average age 50 years. The study assessed anxiety and depressive symptoms, psychological flexibility, perceived self-efficacy, general work-related well-being, perceived stress and mindfulness. Results. Statistically significant changes were observed in the intervention group in depression, anxiety, work-related acceptance and action, general self-efficacy, exhaustion, alienation, stress and non-reactivity. The control group showed no statistically significant changes in any of the variables. Conclusion. The MBERM intervention could improve the emotional and work-related well-being of managers and reduce stress levels and burnout. Further study of this intervention is needed to promote adherence and ensure a long-term improvement.
000144693 536__ $$9info:eu-repo/grantAgreement/ES/DGA/B21-23R-GAIAP$$9info:eu-repo/grantAgreement/ES/ISCIII-RICAPPS/RD21-0016-0005
000144693 540__ $$9info:eu-repo/semantics/openAccess$$aby-nc-nd$$uhttp://creativecommons.org/licenses/by-nc-nd/3.0/es/
000144693 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/acceptedVersion
000144693 700__ $$aAdame, Lorena
000144693 700__ $$0(orcid)0000-0003-2683-7346$$aAguilar-Latorre, Alejandra$$uUniversidad de Zaragoza
000144693 700__ $$aMillán, Benito
000144693 700__ $$aDomínguez-García, Marta$$uUniversidad de Zaragoza
000144693 700__ $$0(orcid)0000-0002-5494-6550$$aMagallón-Botaya, Rosa$$uUniversidad de Zaragoza
000144693 7102_ $$14009$$2740$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicología Social
000144693 7102_ $$11007$$2610$$aUniversidad de Zaragoza$$bDpto. Medicina, Psiqu. y Derm.$$cArea Medicina
000144693 7102_ $$14009$$2735$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicolog.Evolut.Educac
000144693 773__ $$g30, 3 (2024), 858-866$$pInternational Journal of Occupational Safety and Ergonomics$$tInternational Journal of Occupational Safety and Ergonomics$$x1080-3548
000144693 8564_ $$s631802$$uhttps://zaguan.unizar.es/record/144693/files/texto_completo.pdf$$yPostprint
000144693 8564_ $$s1563277$$uhttps://zaguan.unizar.es/record/144693/files/texto_completo.jpg?subformat=icon$$xicon$$yPostprint
000144693 909CO $$ooai:zaguan.unizar.es:144693$$particulos$$pdriver
000144693 951__ $$a2024-09-06-10:24:12
000144693 980__ $$aARTICLE