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The relation between the Intrinsic Motivation at Work with the personality variables Goal Orientation and Tenacity (conscientiousness) was investigated, in order to replace the variable Growth Need of the motivational model proposed by Hackman and Oldham (1980). The instruments were applied to a sample of employees (N = 228) of a textile company pertaining to 60 different positions. The results showed that the Intrinsic Motivation at Work presented a positive relation with the Goal Orientation centered in the Learning (r = 0.43; p < ,01). Finally one provides suggestions for future investigation on the subject, and with aims of application in the scope of the administration of the Human Resources.

In this article the author begins by discussing the similarity and differences between individual learning, and organizational system learning from a behavioral standpoint as an introduction to the analysis of Learning Organization, an ideal type of organization that focuses on the learning of each of its members and of the whole system. The article then presents a diagnosis and elaboration of a Learning Organization using the Dimensions of the Learning Organization Questionnaire (DLOQ), an instrument developed by Watkins and Marsick (1998) aimed at measuring the Learning Culture. This instrument can be applied in any other approach of organizational change

 Currently, as a consequence of the covid-19 pandemic, it has become relevant to carry out work from a different environment than the local organization, using information and communication technologies (ICT) as the main resource, a work modality known as Telework. This document is aimed at disseminating the main contributions that psychologists can make in favor of the performance and well-being of the personnel involved. Previously, a theoretical framework based on an investigation of the respective bibliography is presented.

The basic characteristics of the analysis of human resources centered on the concept of personal energy are presented, as well as certain strategies that allow workers to recover their physical, mental and emotional level, after the daily wear and tear when performing their functions. In addition, it inquires about the “Emotional Work”. The document is mainly aimed at psychologistsand other professionals who provide services to labor organizations giving priority to human resources.

Organizational Development is analyzed from a learning. Related perspective, in congruence with the major existing literary contributions, and goes on to discuss characteristics inherent to a learning organization- as well as identifying possible courses of action that may be deemed conducive to the development of an organization of such type. Finally, a series of comments are elaborated with regard to the shortcomings to this approach.

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Currently, work organizations require constant changes in response to an environment that demands it. It is proposed that Organizational Psychologists could provide professional services to facilitate such changes from the perspective of three methodologies: Design Thinking (PDD), Employee Experience Design (DEx), and Appreciative Inquiry (IA), and two strategies for the development of adaptive resources of workers: Promoting Learning and providing Coaching and Psychological Counseling. The document is aimed primarily at students interested in Organizational Psychology, and those who manage diplomas and masters in this area. In addition, information is included that could be useful to Educational Psychologists.

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The basic characteristics of the MAC (Meaning and Attentional Components) model about boredom according to Westgate (2018) are presented. Its usefulness for the work of the psychologist. The possibility to apply it to any context. What is its theoretical foundation and basic research. Its links with some approaches and interventions in other areas of psychology. What future research can be facilitated with the model as a reference. Finally, it is used to analyze a collective reaction of citizens as a public expression of protest

Three interventions are presented to promote teamwork in organizations: Team Development, Team Building, and Team Training. This study is motivated by the need to specify the differencesbetween these interventions. It is aimed mainly at Psychology students. The document includes essential aspects from a practical perspective and intends to encourage students to continue learning on the subject, which is currently experiencing extraordinary development.

The present work proposes that one of the roles of the professional psychologist is the work of Coaching, understanding this as the support to the client (coachee) so that he achieves his significant goals. The existence of a new subspecialty in Psychology, Coaching Psychology, which would allow psychologists to carry out Coaching activities with a scientific basis, stands out. In addition, organizational psy xpertise in the application of Solution-Focused Coaching.

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The present work seeks to increase the interest of psychologists to promote the creativity of people, in the specialties of Organizational, Clinical, and Educational psychology. He highlights the application of mindfulness and recommends learning about “lateral thinking” useful for creative problem solving. The document is mainly oriented for students of the professional career of psychology

This paper introduces a proposal for allowing labor organizations to achieve a competitive advantage in enhancing their workers´learning, for which supervisors should play a principal roles, in providing conditions stimulating a continuous learning. The kind of learning emphasized is the one informally acquired, unlike formal procedures of traditional training. Finally, there are two questionnaires on the supervisor´s made as a learning  facilitator, which might be used in labor training programs.

The main contributions of psychology within the context of a more efficient use of time by workers in the execution of their duties are hereby presented. First, a theoretical framework is included touching upon: climate and culture, personality, chronotype, procrastination, cyberslacking. The second part deals with certain psychological interventions aimed at fostering a more rational use of time.

This article emphasizes that the main role of organizational psychologists should be, facilitate and promote the learning of workers, groups, and the company as a whole. Give this address would allow a better professional contribution, and at the same time would be a challenge to increase their level of expertise.The text focuses only on the level of individual learning. In first part included a theoretical framework, to then present some actions can or could perform the psychologist to facilitate the learning of the workers. Finally a questionnaire is included in the annex to perform a brief diagnosis of the potential offered by an organization to stimulate continuous learning of staff.        

This paper is related to the experience of boredom of personnel in workplaces, as well as its consequences. The contributions of empirical research, which has recently increased against the evidence of a continuous rise of that state, are emphasizedThe text includes aspects such as: definition, characteristics, measurement, and process analysis. Then, there are some suggestions to carry out future researches on the subject. Finally,practical guidelines are presented for its prevention or diminution.

 Currently, as a consequence of the covid-19 pandemic, it has become relevant to carry out work from a different environment than the local organization, using information and communication technologies (ICT) as the main resource, a work modality known as Telework. This document is aimed at disseminating the main contributions that psychologists can make in favor of the performance and well-being of the personnel involved. Previously, a theoretical framework based on an investigation of the respective bibliography is presented.