The loss of influence of conventional media, due to the emergence of the Internet, has increased the concerns of brands in terms of ascertaining how to influence different segments that exist in Spain. However, there is a factor that continues to influence people: the opinions of third parties (formerly offline and now also online). Therefore, it is interesting for brands to analyse new opinions transmitted online by third parties, that may also be influencers and who are the focus of this study.

With this in mind, this research focuses on the perception of women between 25 and 45 years old, (a segment of Spanish society – the target group) of the Sense Girls (as key influencers in the fashion, beauty and Fitness/Life & Style sectors, important for the target group) on YouTube and Instagram, focusing on how they communicate and how they could be taken into account in the field of marketing/communication.

Since this information could not be obtained from secondary sources, an ad hoc quantitative (questionnaire) and qualitative (focus group, in-depth interviews, channel analysis) investigation has been carried out.

As a result of this research, it can be concluded that the Sense Girls should be used in the marketing strategies of brands, differentiating communication types for each of the clusters into which women between 25 and 45 are divided.

Concern for the future of employment is a recurring theme whenever a process of disruptive change in technology takes place. Economic analysis has shown that technology does not destroy work, but it skews skills and abilities, and displaces tasks, jobs, occupations and people. Generally, in the long term, the consequences of these technological waves on work tend to be positive because they are linked to increases in productivity, new economic activity, higher employment and salary improvements for people working in firms or sectors related to technological innovation. In addition, the effects of job substitution can be offset in the long term if firms’ strategies and policies, especially in terms of human resource management, take the form of active employment policies that train and reskill displaced people. This general form of interaction of technology with work has been questioned with the recent digital wave characterized, among other factors, by the explosion of intelligent robotics. According to some authors, the rate of substitution of human labour by robots will be so fast that they can hardly be compensated by the usual route of increases in demand and productivity. Other authors argue just the opposite, and frame the current dynamics within the context of the traditional interactions between technology and work. However, robotics is non-human work, has very particular and dynamic characteristics, offers a wide range of possibilities of use and, at the same time, generates fears too. In this article, we will analyse the employment implications of new robotics, paying special attention to the human resources management.

The changes in the 21st Century are constant and, within the framework of VUCA (Volatility, Uncertainty, Complexity, Ambiguity) that we face, digitization in all the areas of organizations has an increasingly mainstream dimension, which also has an impact on people management. In this article, we review the key elements that must be considered in relation to people management and digitization, as well as the current state of the art in terms of the implementation of tools for improving our functions in the field of personal development.

Addiction and passion for work have a great influence on workers' occupational health and, in this study, we analyse these concepts in order to ascertain whether they are the same or different concepts. Moreover, we evaluate the predictive capacity of variable criteria on addiction and passion for work. The research participants were 513 workers (48.1% men, 51.9% women), obtained through non-probabilistic sampling. Fisher's Test shows that work addiction and passion for work are different constructs. The predictive capacity is determined by variables such as personality, engagement, self-efficacy, ICO, life satisfaction and lifestyle with respect to workaholism and passion at work. In conclusion, workaholism and passion at work are different constructs, which can be predicted by the abovementioned variables.

Addiction and passion for work have a great influence on workers' occupational health and, in this study, we analyse these concepts in order to ascertain whether they are the same or different concepts. Moreover, we evaluate the predictive capacity of variable criteria on addiction and passion for work. The research participants were 513 workers (48.1% men, 51.9% women), obtained through non-probabilistic sampling. Fisher's Test shows that work addiction and passion for work are different constructs. The predictive capacity is determined by variables such as personality, engagement, self-efficacy, ICO, life satisfaction and lifestyle with respect to workaholism and passion at work. In conclusion, workaholism and passion at work are different constructs, which can be predicted by the abovementioned variables.

Occupational health is an important issue in people's lives. Having healthy companies that contribute to maintaining and improving the health of their workers and their environment also has direct effects on the performance, productivity and benefits of organizations. The effects on workers of the implementation of different healthy company programmes are analysed. Three different and complementary models are presented so that professionals responsible for people in organizations can choose which model best suits their needs. The models of healthy companies are proposed by the ENWHP, created with the support of the European Union, by AENOR, through which a Healthy Company certificate can be obtained, and by the WONT team at the Universitat Jaume I, which has a clear psychosocial focus. Fulfilling the specifications of any of these models will allow an affirmative answer to the question posed.

The Spanish economy is more productive but employment rates have not returned to levels prior to the recession. Therefore, the main challenge is reducing unemployment and temporary employment, creating quality, stable and productive jobs that help reduce inequality, as well as resuming the path of convergence with more advanced economies. The model of flexicurity is defined as a strategy to modernize the labour market through two paths that converge: flexibility (for both business and workers, to respond to the needs of both) and safety (for workers who must be able to develop their careers, expand their skills and receive support from social security systems during periods of inactivity). However, this model of Danish flexicurity cannot be implemented directly to each Member State or region of the European Union, but rather it must be adapted to each context with an adequate combination of instruments that respond in our region to the debate between different social and political sensitivities. The goal is not increasing precariousness through flexibility, but rather flexible specialization.

Evidence-based people management is an approach to the profession and practice of people management that focuses on increasing the use of critical thinking and the best evidence available for decision-making. This article puts forward several reasons why people management practitioners do not adopt a more evidence-based approach and argues how useful this approach can be for organizations. A seven-stage process is presented for making decisions that make better use of evidence: identifying, asking, acquiring, appraising, aggregating, applying and assessing. There are four sources of evidence that can improve the quality of decisions in people management: scientific evidence, organizational data, professional experience and stakeholder input. Finally, practical suggestions are offered for implementing this approach in organizations, as well as the main objections presented by managers are outlined.

In recent years, we have witnessed a paradigm shift in social sciences and the motivations that steer the relationships between people, moving from what has been described as an ‘ego-system’, in which priority is given to one’s own wellbeing, to what could be referred to as an ‘ecosystem’, in which the wellbeing of the community is prioritized. Focusing on the organizational sphere, the conditions of the environment in which companies operate, as well as recent events related to the unethical and selfish conduct of their leaders, are paving the way for a new set of contemporary or emerging leadership styles in which human values are attributed particular significance. A number of studies analyse the consequences of this new trend of leadership styles for individuals, groups and organizations, but other studies recommend an analysis of the consequences of the specific behaviours or conducts of the leaders: altruism, humility, empowerment, capacity for forgiveness and focus on sustainability, to give just a few examples. Some conclusions are presented, as well as the challenges posed in this new line of work.