<?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>0120-0534</journal-id>
<journal-title><![CDATA[Revista Latinoamericana de Psicología]]></journal-title>
<abbrev-journal-title><![CDATA[rev.latinoam.psicol.]]></abbrev-journal-title>
<issn>0120-0534</issn>
<publisher>
<publisher-name><![CDATA[Fundación Universitaria Konrad Lorenz]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0120-05342021000100037</article-id>
<article-id pub-id-type="doi">10.14349/rlp.2021.v53.5</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Human resource practices and employee wellbeing from a gender perspective: The role of organizational justice]]></article-title>
<article-title xml:lang="es"><![CDATA[Prácticas de recursos humanos y bienestar de los empleados desde una perspectiva de género: el papel de la justicia organizacional]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Sora]]></surname>
<given-names><![CDATA[Beatriz]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Caballer]]></surname>
<given-names><![CDATA[Amparo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Buades]]></surname>
<given-names><![CDATA[M. Esther]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="Aaf"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universitat Rovira I Virgili  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,University of Valencia  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,University of the Balearic Islands  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2021</year>
</pub-date>
<volume>53</volume>
<fpage>37</fpage>
<lpage>46</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0120-05342021000100037&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0120-05342021000100037&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0120-05342021000100037&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction/objective:  HR practices have been widely studied in the literature. However, critical research gaps remain unexplored. Little attention has been paid to the relationship between HR practices and well-being, or the mechanisms that explain the effect of HR on employees&#8217; wellbeing, and the role of gender in this relationship. Hence, this study aims to examine the relationship between HR practices and well-being (eudemonic and hedonic) through organizational justice, taking into account gender.  Method:  A convenience sampling technique was used in a correlational design. The sample was composed of 1647 employees from 42 Spanish organizations. Our measures were HR practices, organizational justice, and hedonic and eudemonic wellbeing. Multi-group structural equation models were computed.  Results:  The results supported our hypothesis, which mainly stated that (1) organizational justice (distributive, procedural and interactional justice) mediated the relationship between HR practices and eudemonic and hedonic well-being; (2) there were differences between men and women in this mediation.  Conclusions:  Human resource practices and organizational justice offer tools to HR managers in order to maintain and improve employees&#8217; well-being levels within their organizations.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción/objetivo:  Las prácticas de recursos humanos (RRHH) han sido ampliamente estudiadas en la literatura. Sin embargo, existen importantes carencias de investigación al respecto. Por ejemplo, se ha prestado poca atención a la relación entre las prácticas de RRHH y el bienestar, al mecanismo que explica el efecto de los RRHH en los empleados, y se ha pasado por alto el papel del género en las prácticas de RRHH. Por tanto, este estudio se dirige a examinar la relación entre las prácticas de RRHH y el bienestar (eudemónico y hedónico) por medio de la justicia organizacional, teniendo en cuenta el género.  Método:  Se utilizó un muestreo por conveniencia en un diseño correlacional. La muestra se compuso de 1647 trabajadores de 42 organizaciones españolas. Los instrumentos utilizados midieron prácticas de RRHH, justicia organizacional, y bienestar hedónico y eudemonico. Se realizaron modelos de ecuaciones estructurales multigrupo.  Resultados:  Los resultados confirmaron nuestras hipótesis, que afirmaban principalmente que (1) la justicia organizacional (justicia distributiva, de procedimiento e interactiva) mediaba la relación entre las prácticas de RRHH y el bienestar eudemónico y hedónico; (2) hay diferencias entre hombres y mujeres en esta mediación.  Conclusiones:  Las prácticas de RRHH y la justicia organizacional ofrecen herramientas a los directores de RRHH sobre cómo actuar para mantener y mejorar los niveles de bienestar de los empleados dentro de sus organizaciones.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[HR practices]]></kwd>
<kwd lng="en"><![CDATA[organizational justice]]></kwd>
<kwd lng="en"><![CDATA[well-being]]></kwd>
<kwd lng="en"><![CDATA[gender.]]></kwd>
<kwd lng="es"><![CDATA[Prácticas de RRHH]]></kwd>
<kwd lng="es"><![CDATA[justicia organizacional]]></kwd>
<kwd lng="es"><![CDATA[bienestar]]></kwd>
<kwd lng="es"><![CDATA[género.]]></kwd>
</kwd-group>
</article-meta>
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