Responsibilities in case of non compliance with preventive regulations
Authorship
C.A.A.
Master in Labour Management (2ª ed)
C.A.A.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
The analysis carried out in this study aims to address the liability regime for occupational risk prevention established by our legal system. It will examine and develop the duties of obligated parties in guaranteeing safety and health at work, and specifically the cases of non compliance with their duties as responsible parties. Regarding the different liability regimes established, we find their various peculiarities depending on the type, degree, and nature of the non compliance or transgression of the rule, and the consequence arising from said transgression. Thus, the study addresses liability in the administrative, civil, and criminal spheres, as well as the surcharge on social security benefits. Furthermore, in addition to analyzing the elements that distinguish these responsibilities, it addresses the concurrence between them, which may be complementary or alternative, depending on the legal framework in question. Finally, a more practical approach to the topic is taken, analyzing a recent ruling that deals with the study carried out in the work, so that the application by the courts of the regulations analyzed can be observed.
The analysis carried out in this study aims to address the liability regime for occupational risk prevention established by our legal system. It will examine and develop the duties of obligated parties in guaranteeing safety and health at work, and specifically the cases of non compliance with their duties as responsible parties. Regarding the different liability regimes established, we find their various peculiarities depending on the type, degree, and nature of the non compliance or transgression of the rule, and the consequence arising from said transgression. Thus, the study addresses liability in the administrative, civil, and criminal spheres, as well as the surcharge on social security benefits. Furthermore, in addition to analyzing the elements that distinguish these responsibilities, it addresses the concurrence between them, which may be complementary or alternative, depending on the legal framework in question. Finally, a more practical approach to the topic is taken, analyzing a recent ruling that deals with the study carried out in the work, so that the application by the courts of the regulations analyzed can be observed.
Direction
FERNANDEZ MARTINEZ, SILVIA (Tutorships)
FERNANDEZ MARTINEZ, SILVIA (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
Perceived Control Expectancy in Job Search and Subjective Well-Being: A Study with Unemployed Individuals
Authorship
A.D.G.
Master in Labour Management (2ª ed)
A.D.G.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
The general objective of the present study was to examine the perceived expectations and subjective well-being of unemployed individuals when seeking employment, and to determine whether there is a relationship between these two variables and between each of them and sociodemographic variables such as sex, age, education, and experience. The study comprised 103 unemployed participants. The following instruments were used: the Perceived Control Expectations in Job Search Scale by Piqueras et al. (2016), the Mood Assessment Scale by Diener and Biswas-Diener (2008), and the Satisfaction with Life Scale by Diener et al. (1985). The results indicated that none of the variables sex, age, experience, receipt of unemployment benefits, or job search method had an influence on either perceived expectations or subjective well-being among the unemployed. However, the variables education and duration of unemployment did have an influence: participants with higher levels of education showed a greater external locus of control, while those who had been unemployed for a shorter period of time demonstrated a greater internal locus of control and perceived success.
The general objective of the present study was to examine the perceived expectations and subjective well-being of unemployed individuals when seeking employment, and to determine whether there is a relationship between these two variables and between each of them and sociodemographic variables such as sex, age, education, and experience. The study comprised 103 unemployed participants. The following instruments were used: the Perceived Control Expectations in Job Search Scale by Piqueras et al. (2016), the Mood Assessment Scale by Diener and Biswas-Diener (2008), and the Satisfaction with Life Scale by Diener et al. (1985). The results indicated that none of the variables sex, age, experience, receipt of unemployment benefits, or job search method had an influence on either perceived expectations or subjective well-being among the unemployed. However, the variables education and duration of unemployment did have an influence: participants with higher levels of education showed a greater external locus of control, while those who had been unemployed for a shorter period of time demonstrated a greater internal locus of control and perceived success.
Direction
LADO CAMPELO, MARIO ANTONIO (Tutorships)
LADO CAMPELO, MARIO ANTONIO (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
Performance Appraisal: Design of an evaluation system for an organization in the Telecommunications sector
Authorship
T.F.R.
Master in Labour Management (2ª ed)
T.F.R.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
The objective of this study is to design a proposal for a Performance Appairsal System based on a multidimensional model. This model integrates a methodological framework of Likert scales, behavior-based ratings (BARS), and the recording of critical incidents. Performance appraisal is one of the most relevant practices in the field of human resources, mainly in the labor field of companies and organizations, as well as being the subject of analysis in sociolabor and human resources audit. The purpose of the work is to evaluate the three dimensions that comprise performance in a balanced manner: task performance, contextual behavior, and organizational contribution. It aims to demonstrate that this tool is hierarchically scalable within the organizational structure without losing objectivity and individualization of the process, as well as to demonstrate that it serves as a tool to enhance human capital and its development.
The objective of this study is to design a proposal for a Performance Appairsal System based on a multidimensional model. This model integrates a methodological framework of Likert scales, behavior-based ratings (BARS), and the recording of critical incidents. Performance appraisal is one of the most relevant practices in the field of human resources, mainly in the labor field of companies and organizations, as well as being the subject of analysis in sociolabor and human resources audit. The purpose of the work is to evaluate the three dimensions that comprise performance in a balanced manner: task performance, contextual behavior, and organizational contribution. It aims to demonstrate that this tool is hierarchically scalable within the organizational structure without losing objectivity and individualization of the process, as well as to demonstrate that it serves as a tool to enhance human capital and its development.
Direction
LADO CAMPELO, MARIO ANTONIO (Tutorships)
LADO CAMPELO, MARIO ANTONIO (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
The geographic mobility: critical points
Authorship
I.G.M.
Master in Labour Management (2ª ed)
I.G.M.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
Geographic mobility, regulated in Article 40 of the Workers' Statute, constitutes a key instrument within Spanish labour law designed to balance the need for flexible mobility of company employees with the protection of their rights. In this article, certain gaps can be observed; therefore, Article 138 of the Law on Social Jurisdiction will also be used for a more detailed analysis. The main objective of this paper is to analyse this legal concept in depth, exploring its essential characteristics and the specifics of its practical application, as well as reflecting on its nature as a tool for internal flexibility and its impact on labour relations. This concept is addressed through a study of current legislation and the regulatory framework established in the Workers' Statute, placing special emphasis on the legal requirements for its implementation, the justifiable causes that must be present, and the procedure that companies must follow, whether individually or collectively. The analysis is also complemented by a review of the most relevant case law, providing an empirical perspective on the conflicts arising from the application of these modifications.
Geographic mobility, regulated in Article 40 of the Workers' Statute, constitutes a key instrument within Spanish labour law designed to balance the need for flexible mobility of company employees with the protection of their rights. In this article, certain gaps can be observed; therefore, Article 138 of the Law on Social Jurisdiction will also be used for a more detailed analysis. The main objective of this paper is to analyse this legal concept in depth, exploring its essential characteristics and the specifics of its practical application, as well as reflecting on its nature as a tool for internal flexibility and its impact on labour relations. This concept is addressed through a study of current legislation and the regulatory framework established in the Workers' Statute, placing special emphasis on the legal requirements for its implementation, the justifiable causes that must be present, and the procedure that companies must follow, whether individually or collectively. The analysis is also complemented by a review of the most relevant case law, providing an empirical perspective on the conflicts arising from the application of these modifications.
Direction
MELLA MENDEZ, LOURDES (Tutorships)
MELLA MENDEZ, LOURDES (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
Job Satisfaction, Occupational Stress and the relation to Job Performance in human resources professionals.
Authorship
N.C.G.M.
Master in Labour Management (2ª ed)
N.C.G.M.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
The employee’s health and satisfaction is a top priority for the success of the companies of the future, which is why this correlational research study studies the relationship between job satisfaction, occupational stress, and their influence on the job performance of 73 human resources professionals. Job satisfaction is understood as the negative or positive perception that an employee has about different aspects of their job, and occupational stress is the effect people have in reaction to one or more stressors encountered at work, which can be either positive or negative and, in chronic cases, can lead to burnout syndrome. These concepts are gaining popularity in the corporate space due to their importance and ability to generate considerable economic losses for a company. The Minnesota Satisfaction Questionnaire by Weiss et al. (1967) is used to assess the variable of job satisfaction, and the Maslach Burnout Inventory by Maslach et al. (1997) is used to measure occupational stress and burnout in this sample. The statistical analysis of the questionnaire responses exceeds a coefficient of 0.70, obtaining high levels of reliability. The results of this study indicate that the sociodemographic factor of age has a relevant impact on this sample on both job satisfaction and occupational stress. Finally, it is concluded that job satisfaction and occupational stress not only have an inverse correlation, but they also influence job performance in positive factors such as intrinsic satisfaction and personal fulfilment, which is why it is determined that these are good predictors of job performance.
The employee’s health and satisfaction is a top priority for the success of the companies of the future, which is why this correlational research study studies the relationship between job satisfaction, occupational stress, and their influence on the job performance of 73 human resources professionals. Job satisfaction is understood as the negative or positive perception that an employee has about different aspects of their job, and occupational stress is the effect people have in reaction to one or more stressors encountered at work, which can be either positive or negative and, in chronic cases, can lead to burnout syndrome. These concepts are gaining popularity in the corporate space due to their importance and ability to generate considerable economic losses for a company. The Minnesota Satisfaction Questionnaire by Weiss et al. (1967) is used to assess the variable of job satisfaction, and the Maslach Burnout Inventory by Maslach et al. (1997) is used to measure occupational stress and burnout in this sample. The statistical analysis of the questionnaire responses exceeds a coefficient of 0.70, obtaining high levels of reliability. The results of this study indicate that the sociodemographic factor of age has a relevant impact on this sample on both job satisfaction and occupational stress. Finally, it is concluded that job satisfaction and occupational stress not only have an inverse correlation, but they also influence job performance in positive factors such as intrinsic satisfaction and personal fulfilment, which is why it is determined that these are good predictors of job performance.
Direction
LADO CAMPELO, MARIO ANTONIO (Tutorships)
LADO CAMPELO, MARIO ANTONIO (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
Diversity management in organisations: A estudy on the emplyees' perception
Authorship
P.P.Á.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
P.P.Á.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
Defense date
02.20.2026 10:00
02.20.2026 10:00
Summary
Precedent: as a reflection of society, organisations rely on diverse workforces increasingly. Managing diversity, beyond being a moral issue, is a key factor in achieving organisational goals. The aim of this study has been to examine the employees’ perception of how diversity is managed in their companies. Method: 102 workers (41 men and 61 women) from companies in different economic sectors. Results: it has been shown that workers identify different sources of diversity in their organisations and that there is a great lack of knowledge about the diversity policies that are being implemented in the companies. Conclusion: The results suggest the need to improve internal communication by integrating diversity management into the culture of organisations.
Precedent: as a reflection of society, organisations rely on diverse workforces increasingly. Managing diversity, beyond being a moral issue, is a key factor in achieving organisational goals. The aim of this study has been to examine the employees’ perception of how diversity is managed in their companies. Method: 102 workers (41 men and 61 women) from companies in different economic sectors. Results: it has been shown that workers identify different sources of diversity in their organisations and that there is a great lack of knowledge about the diversity policies that are being implemented in the companies. Conclusion: The results suggest the need to improve internal communication by integrating diversity management into the culture of organisations.
Direction
OTERO MORAL, INMACULADA (Tutorships)
OTERO MORAL, INMACULADA (Tutorships)
Court
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)
Design and implementation of a performance selection and evaluation system in a family business
Authorship
S.R.V.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
S.R.V.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
Defense date
02.20.2026 10:00
02.20.2026 10:00
Summary
The purpose of this work is to design and implement a personnel selection system and a performance evaluation system in a family-owned company. Family businesses, by their very nature, often lack formal talent management processes, which can affect both the objectivity of recruitment and the development and motivation of employees. Professionalising these procedures not only allows the most suitable candidates to be selected for each position, but also establishes clear and fair criteria for assessing employee performance. Through the application of human resources tools adapted to the context and culture of the family business, it is possible to boost organisational efficiency, improve the working environment and facilitate the long-term sustainability of the business.
The purpose of this work is to design and implement a personnel selection system and a performance evaluation system in a family-owned company. Family businesses, by their very nature, often lack formal talent management processes, which can affect both the objectivity of recruitment and the development and motivation of employees. Professionalising these procedures not only allows the most suitable candidates to be selected for each position, but also establishes clear and fair criteria for assessing employee performance. Through the application of human resources tools adapted to the context and culture of the family business, it is possible to boost organisational efficiency, improve the working environment and facilitate the long-term sustainability of the business.
Direction
MOSCOSO RUIBAL, SILVIA (Tutorships)
MOSCOSO RUIBAL, SILVIA (Tutorships)
Court
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)
Economic-financial analysis of Inditex
Authorship
I.S.L.
Master in Labour Management (2ª ed)
I.S.L.
Master in Labour Management (2ª ed)
Defense date
02.19.2026 10:00
02.19.2026 10:00
Summary
In the present work, an economic-financial analysis of the company belonging to the Inditex group, “ZARA España S.A.”, is carried out together with one of its competitors in the textile sector, “Loewe”, as a reference for corresponding to a company similar in size and activity. The guidelines followed for the development of the work were based on starting from an in-depth analysis of Inditex. It begins by contextualizing the history and structural characteristics of the Inditex group and its brands. Subsequently, it continues by explaining the behavior of the textile sector at different scales with its particularities and ends by delving into the company under study through an internal analysis and a study of its financial statements. To carry out the object of study of the work, the annual accounts of Zara are used as the flagship brand of the Inditex group. For obtaining the data, the SABI database is used. It starts from a horizontal and vertical analysis of the financial statements, as well as the calculation and interpretation of the ratios of financial equilibrium, short- and long-term credit risk, and profitability. The results show that both companies have good financial health, taking into account some singularities and contrasts for each of them. Zara has a larger size, sales volume and turnover, as well as a high generation of liquidity. For its part, Loewe presents higher margins and more balanced ratios in the financial statements. This does not mean that the competing company Loewe is in a better position than Zara. The high turnover ratios (inventories, customers...) present in our company allow it to maintain an overall economic-financial balance.
In the present work, an economic-financial analysis of the company belonging to the Inditex group, “ZARA España S.A.”, is carried out together with one of its competitors in the textile sector, “Loewe”, as a reference for corresponding to a company similar in size and activity. The guidelines followed for the development of the work were based on starting from an in-depth analysis of Inditex. It begins by contextualizing the history and structural characteristics of the Inditex group and its brands. Subsequently, it continues by explaining the behavior of the textile sector at different scales with its particularities and ends by delving into the company under study through an internal analysis and a study of its financial statements. To carry out the object of study of the work, the annual accounts of Zara are used as the flagship brand of the Inditex group. For obtaining the data, the SABI database is used. It starts from a horizontal and vertical analysis of the financial statements, as well as the calculation and interpretation of the ratios of financial equilibrium, short- and long-term credit risk, and profitability. The results show that both companies have good financial health, taking into account some singularities and contrasts for each of them. Zara has a larger size, sales volume and turnover, as well as a high generation of liquidity. For its part, Loewe presents higher margins and more balanced ratios in the financial statements. This does not mean that the competing company Loewe is in a better position than Zara. The high turnover ratios (inventories, customers...) present in our company allow it to maintain an overall economic-financial balance.
Direction
LOPEZ PEREZ, SUGEY DE JESUS (Tutorships)
LOPEZ PEREZ, SUGEY DE JESUS (Tutorships)
Court
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
MIRANDA BOTO, JOSE MARIA (Chairman)
Taboada Villa, Jorge (Secretary)
GIL OTERO, LIDIA (Member)
The relationship between job crafting, positive psychological capital, work engagement, and occupational performance.
Authorship
I.M.T.P.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
I.M.T.P.
Master's Degree in Occupational and Organisational Psychology and Legal-Forensic Psychology
Defense date
02.20.2026 10:00
02.20.2026 10:00
Summary
The present study aimed to analyze the relationship between job crafting, positive psychological capital, and work engagement, as well as to examine the joint contribution of these variables in predicting the different dimensions of job performance. The sample consisted of 188 employees from diverse occupational sectors, who completed a self-administered questionnaire including measures of job crafting, positive psychological capital (hope, self-efficacy, resilience, and optimism), work engagement, and job performance (task performance, contextual performance, and counterproductive work behaviors). Bivariate correlation analyses and regression analyses were conducted to test the proposed predictive models. The results showed positive associations between job crafting, positive psychological capital, and work engagement. In addition, job crafting was positively related to task performance and negatively related to counterproductive work behaviors. Regression analyses indicated that hope and self-efficacy remained positive predictors of job crafting, whereas resilience and optimism showed negative effects when considered jointly. Regarding job performance, job crafting predicted task performance and counterproductive work behaviors, while work engagement and resilience were mainly associated with contextual performance. Overall, the findings highlight the relevance of job crafting as a key mechanism for understanding how psychological resources are translated into work behaviors and performance outcomes.
The present study aimed to analyze the relationship between job crafting, positive psychological capital, and work engagement, as well as to examine the joint contribution of these variables in predicting the different dimensions of job performance. The sample consisted of 188 employees from diverse occupational sectors, who completed a self-administered questionnaire including measures of job crafting, positive psychological capital (hope, self-efficacy, resilience, and optimism), work engagement, and job performance (task performance, contextual performance, and counterproductive work behaviors). Bivariate correlation analyses and regression analyses were conducted to test the proposed predictive models. The results showed positive associations between job crafting, positive psychological capital, and work engagement. In addition, job crafting was positively related to task performance and negatively related to counterproductive work behaviors. Regression analyses indicated that hope and self-efficacy remained positive predictors of job crafting, whereas resilience and optimism showed negative effects when considered jointly. Regarding job performance, job crafting predicted task performance and counterproductive work behaviors, while work engagement and resilience were mainly associated with contextual performance. Overall, the findings highlight the relevance of job crafting as a key mechanism for understanding how psychological resources are translated into work behaviors and performance outcomes.
Direction
OTERO MORAL, INMACULADA (Tutorships)
OTERO MORAL, INMACULADA (Tutorships)
Court
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)
Leirós Lobeiras, Luz Isabel (Chairman)
CUADRADO GONZALEZ, DAMARIS (Secretary)
LADO CAMPELO, MARIO ANTONIO (Member)