Preventing Psychological Wear in Healthy Organizations. Research in the State of Hidalgo, Mexico

Materials and methods: Non-experimental, cross-sectional quantitative study of 188 employees in different business sectors, State of Hidalgo, Mexico. Instrument: a battery for the study of psychosocial work conditions “CTCPS-MAC”. A bivariate and multivariable logistic regression analysis was made with IBM SPSS Statistics 21 of psychological wear and psychosocial factors. Results: Work Context (p=0.000 Exp (B) = 5.565) infers a greater risk of cognitive-emotional psychological wear. Behavioral level: individual factors (p=0.000 Exp (B) = 8.531) and work context (p=0.000 Exp (B) = 4.759). Physiological level: work content (p=0.000 Exp (B) = 8.765) Conclusions: Probability of psychological wear at the behavioral level: 94.87% in employees with a negative perception of their personal traits and the work/family interrelation. Physiological level: 97.70% for employees in the morning or morning/afternoon shift, good perception of individual factors regarding their personal traits and psychological risk buffers and a bad perception of company characteristics, equipment and physical agents

CORRESPONDENCE BETWEEN PERSONALITY AND JOB TITLE

Does the position held by an individual in a company fit into his/her personality? The answer to this question is yes. This is because there is significant relationship between the characteristics possessed by a worker which includes his character, personality and way of life, with the current position he/she is holding in an organization. The evolution of man is in accordance with technological advancement, new cultures, social and economic developments, among other phenomena. In other words, the success in the position given to a person will depend largely on his/her personality from a mental and physical point of view. This aim of this paper is to analyze the part of clinical psychology which is associated with human talent through a series of characteristics and personality traits. Personality traits and characteristics are crucial for the proper performance of a worker in a specific job

THE “VALLE DEL SABATO” AND THE SULPHUR MINES OF TUFO AND ALTAVILLAIRPINA

Two the mining companies, two the properties, two the related factories: the Di Marzo and the SocietàAnonimaIndustrieMinerarie (SAIM); two the families, of noble origins, who contributed to the mid-1800s to radical changes in the Valley, including through a direct and personal relationship with social initiatives in favour of the working society. The phenomenon began a new era of development resulting in significant transformations in the social-economic structures and in the organization of the inhabitants. Along with tanning pole, sulphur mines soon became the flagship reality of entrepreneurship irpina, attracting the interest of other businessman and banking groups. The thriving mining went on until the early 1970 's when the international competition and of the oil companies made cheaper sulfur extraction for other routes. At present the Administration and municipalities concerned intended to start an enhancement of industrial archaeology, preparing a feasibility study for the use of such mines by large sections of the people. It is an immense historical, cultural, industrial and natural and anthropological heritage, that should not be lost; therefore the project of a geomining park of the sulphur mines of Tufo and AltavillaIrpina(Italy) can offer to local populations another opportunity for development. Pending its establishment, the production of DOCG wines with the presence of the Greco di Tufo, a white wine produced in the municipalities of the province of Avellino, including Tufo and AltavillaIrpina, continues to enhance the Irpinia territory

BURNOUT SYNDROME AND ENGAGEMENT, A DESCRIPTIVE STUDY IN PUBLIC SECTOR WORKERS

This research was conducted in 300 public sector administrative workers in the State of Hidalgo, México. The objective was to determine the levels of Burnout (MBI) and Engagement (UWES) that may be present in such personnel. The results show that 45.3% of employees have a high level of Burnout in the emotional exhaustion dimension and 60% show a medium level in the dimension, dedication of Engagement