The shift to telework and hybrid arrangements has prompted organizations to reevaluate leadership competencies specific to remote environments. Therefore, we developed the Leadership Competencies for Telework (LCT) scale, designed for telework settings and addressing new challenges such as telework-life balance and virtual distance. The validation process included two studies: (1) Two content validity panels with 27 experts, and (2) validation of the 67-item scale through a survey of 543 Spanish teleworkers. Confirmatory factor analysis supported a five-factor structure: Digital Communication, Digital Trust-Building, Remote Goal Management, Remote Relationships Development, and Telework-Life Balance Support. The scale demonstrated high reliability (α < 0.90 for all factors) and validity, correlating with key outcomes such as job satisfaction, professional isolation, telework-life conflict, and organizational citizenship behaviors. The LCT scale provides organizations with a validated tool for assessing and developing effective telework leadership. Future research could validate the scale through longitudinal studies, exploring its predictive power over time.

Flexible work arrangements, such as teleworking, have gained massive and unprecedented usage for creating work environments that foster well-being and productivity. Yet empirical evidence is still scant and not much is known about the role of organizational climate(s) in this process. Accordingly, the present study was set out to investigate the mediating mechanisms linking flexible teleworking to scientific productivity by considering climate for well-being dimensions, the climates for excellence and for innovation, and eudaemonic well-being as mediating constructs. Data were collected from 358 members of 48 Spanish European Research Council (ERC) granted teams and analyses were conducted both at the individual and team level, after checking for the relevant aggregation indexes. Relevant and significant relations were found within the hypothesized statistical model both at the individual and team level of analysis. The climate dimension of team support and the climate for innovation, together with eudaimonic well-being, resulted to be linked by significant relationships suggesting a potential mediating path. Also, empirical evidence supported considering gender as a control variable for the relationship between flexible teleworking and the climate dimension of work-life balance. In conclusion, climate variables and eudaimonic well-being represent relevant variables for the explanation of the relationship between flexible teleworking and scientific productivity. Practical and theoretical implications, and limitations are further discussed in the article.

Understanding happiness and well-being has been one of the central issues for psychologists in recent decades. Happiness orientations have been identified as important pathways toward different types of well-being, and so the development and validation of scales for their measurement is an important step in their study. The present research aims to adapt and validate the Spanish Orientations to Happiness Scale (SOTH), a 6-item scale based on the Orientations to Happiness Questionnaire. This brief scale, which measures hedonic and eudemonic orientations, was administered to 1,647 Spanish workers. Scale structure was subjected to exploratory (EFA) and confirmatory (CFA) factor analysis to obtain evidence of factorial validity. Evidence for convergent validity was assessed by correlating the scale with two measures of hedonic and eudaimonic well-being, and discriminant validity was assessed with the average variance extracted (AVE). Results of EFA showed a two-factor solution, and CFA partially supported this structure, χ2(8,N= 793) = 36.61, p < .001; RMSEA = .06; SRMR = .05; CFI = .97; ACFI = .96. Results also demonstrated appropriate convergent and discriminant validity. The SOTH Scale has been shown to be reliable (CR indices > .72) and valid (AVE = .50), and so it is a valuable tool for assessing orientations to happiness in the Spanish context. Finally, the scientific value and practical utility of the scale are discussed.

Leader-member Exchange (LMX) theory has been shown to be one of the most compelling theories for understanding the effects of leadership on organizational behavior. This theory proposes that leaders establish differentiated relationships with each of their subordinates according to the exchanges produced between them. Recently, the concept of LMX differentiation has been introduced into the theory to extend research from the dyadic to the group level. The present paper uses a longitudinal design to analyze the moderator role of LMX differentiation in the relationship between mean LMX and innovation climate in a sample of 24 healthcare teams. The results showed no direct effects of mean LMX on changes in innovation climate over time. However, they provide support for the moderator effect of LMX differentiation in this relationship, as it was stronger when LMX differentiation was low than when it was high.