<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0212-9728</journal-id>
<journal-title><![CDATA[Anales de Psicología]]></journal-title>
<abbrev-journal-title><![CDATA[Anal. Psicol.]]></abbrev-journal-title>
<issn>0212-9728</issn>
<publisher>
<publisher-name><![CDATA[Universidad de Murcia]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0212-97282020000200019</article-id>
<article-id pub-id-type="doi">10.6018/analesps.36.2.395431</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Adaptation and validation of the healthy employee questionnaire of the HERO model]]></article-title>
<article-title xml:lang="es"><![CDATA[Adaptación y validación del cuestionario del empleado saludable del modelo HERO]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Gómez-Chacón]]></surname>
<given-names><![CDATA[Ramón]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Fernández]]></surname>
<given-names><![CDATA[Jerónimo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Morales-Sánchez]]></surname>
<given-names><![CDATA[Verónica]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Hernández-Mendo]]></surname>
<given-names><![CDATA[Antonio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Centro de Estudios Universitarios Cardenal Spínola CEU  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Sevilla  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad de Málaga  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>09</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>09</month>
<year>2020</year>
</pub-date>
<volume>36</volume>
<numero>2</numero>
<fpage>361</fpage>
<lpage>369</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S0212-97282020000200019&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S0212-97282020000200019&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S0212-97282020000200019&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: Organisations are implementing actions to improve the health and quality of life of their employees. This fact therefore has an impact on companies and their employees, the latter being characterised by five strengths: engagement, resilience, self-efficacy, optimism and hope. The Healthy Employee Questionnaire measures eight dimensions, so the aim of the work is to validate the instrument by reducing the construct of the healthy employee from eight dimensions to five dimensions and to ascertain the reliability of the instrument as a means of evaluating the healthy employee. 287 employees (208 men and 79 women) aged 20-59 participated in this study. The fit of the five- and eight-dimensional models was analysed by Confirmatory Factor Analysis (CFA), using the Robust Maximum Likelihood estimation method. The incremental indices (CFI and NNFI) and the absolute SRMR showed a good fit in both models being higher than .90 and lower than .08, respectively. In terms of model comparison, a significant increase in the Satorra-Bentler Chi Square contrast statistic was observed in the five versus eight-dimensional model, although the reduction of the CFI in the five-dimensional model did not exceed the criterion of .01, which allowed both models to be considered as similar in terms of fit. The two models showed satisfactory results in terms of fit, this fact confirming the reduction of the healthy employee questionnaire from eight dimensions to five dimensions.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen: Las organizaciones están implementando acciones para la mejora de la salud y calidad de vida de sus empleados. Este hecho repercute por tanto en las empresas y en sus empleados, caracterizándose éstos últimos por disponer de cinco fortalezas como son el engagement, la resiliencia, la autoeficacia, el optimismo y la esperanza. El cuestionario del empleado saludable mide ocho dimensiones, por lo que el objetivo del trabajo es validar el instrumento reduciendo el constructo del empleado saludable de ocho dimensiones a cinco dimensiones y constatar la fiabilidad del mismo como medio de evaluación del empleado saludable. 287 empleados (208 hombres y 79 mujeres) de edades comprendidas entre 20-59 años participaron en este estudio. Se analizó el ajuste de los modelos de cinco y ocho dimensiones mediante un Análisis Factorial Confirmatorio (AFC), utilizando el método de estimación de Máxima Verosimilitud Robusto. Los índices incrementales (CFI y NNFI) y el absoluto SRMR mostraron un buen ajuste en ambos modelos al ser superiores a ,90 e inferior a ,08 respectivamente. En cuanto a la comparación de modelos se observa un aumento significativo del estadístico de contraste Chi Cuadrado de Satorra-Bentler en el modelo de cinco frente al de ocho dimensiones, aunque la reducción del CFI en el modelo de cinco dimensiones no superó el criterio de ,01, lo que permitió considerar ambos modelos como similares en cuanto a ajuste. Ambos modelos mostraron resultados satisfactorios en cuanto al ajuste, este hecho confirma el uso del cuestionario del empleado saludable de ocho dimensiones a cinco dimensiones.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Organisation]]></kwd>
<kwd lng="en"><![CDATA[healthy employee]]></kwd>
<kwd lng="en"><![CDATA[engagement]]></kwd>
<kwd lng="en"><![CDATA[resilience]]></kwd>
<kwd lng="en"><![CDATA[optimism]]></kwd>
<kwd lng="en"><![CDATA[self-efficacy]]></kwd>
<kwd lng="en"><![CDATA[hope]]></kwd>
<kwd lng="es"><![CDATA[Organización]]></kwd>
<kwd lng="es"><![CDATA[empleado saludable]]></kwd>
<kwd lng="es"><![CDATA[engagement]]></kwd>
<kwd lng="es"><![CDATA[resiliencia]]></kwd>
<kwd lng="es"><![CDATA[optimismo]]></kwd>
<kwd lng="es"><![CDATA[autoeficacia]]></kwd>
<kwd lng="es"><![CDATA[esperanza]]></kwd>
</kwd-group>
</article-meta>
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