<?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>0185-3325</journal-id>
<journal-title><![CDATA[Salud mental]]></journal-title>
<abbrev-journal-title><![CDATA[Salud Ment]]></abbrev-journal-title>
<issn>0185-3325</issn>
<publisher>
<publisher-name><![CDATA[Instituto Nacional de Psiquiatría Ramón de la Fuente Muñiz]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0185-33252025000300125</article-id>
<article-id pub-id-type="doi">10.17711/sm.0185-3325.2025.016</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Attitudes and opinions of Human Resources personnel towards the work capacities of people with mental disorders: creation of a scale and analysis in three cities]]></article-title>
<article-title xml:lang="es"><![CDATA[Actitudes y opiniones del personal de recursos humanos hacia las capacidades laborales de las personas con trastornos mentales: creación de una escala y análisis en tres ciudades]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Guzmán-Ramírez]]></surname>
<given-names><![CDATA[Marianne]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Durand-Arias]]></surname>
<given-names><![CDATA[Sol]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ortega-Ortiz]]></surname>
<given-names><![CDATA[Hiram]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Benemérita Universidad Autónoma de Puebla  ]]></institution>
<addr-line><![CDATA[Puebla Puebla]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Instituto Nacional de Psiquiatría Ramón de la Fuente Muñiz  ]]></institution>
<addr-line><![CDATA[Ciudad de México ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Instituto Nacional de Psiquiatría Ramón de la Fuente Muñiz  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2025</year>
</pub-date>
<volume>48</volume>
<numero>3</numero>
<fpage>125</fpage>
<lpage>133</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S0185-33252025000300125&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S0185-33252025000300125&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S0185-33252025000300125&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction Work activity constitutes a pillar of well-being and self-identification for everyone, including those with mental disorders (MD) wishing to access and maintain competitive jobs. Human Resources (HR) professionals constitute essential mediators, capable of preventing discrimination, and facilitating the inclusion of those with mental disorders (MD) in the labor market.  Objectives 1) Describe the attitudes and opinions of HR personnel from companies in Guadalajara, Puebla and Mexico City (CDMX) towards people with MD. 2) Create a scale to measure the attitudes and opinions of HR personnel regarding the work capacity of people with MD.  Method This is an observational, analytical, prospective, and cross-sectional study with 62 participants, using the Community Attitudes to Mental Illness Scale (CAMI) and the Opinions about Mental Illness Scale (OMI). In addition, the authors developed and validated a measurement tool called Opinions about the Work Capacity of People with Mental Disorders Scale (OCAL-TM).  Results The findings revealed no significant variations between cities on any of the three scales. The OCAL-TM scale, validated and comprising 10 items, demonstrated high reliability (&#945; = .874).  Discussion and conclusion The study identified negative perceptions regarding the work capacities of individuals, which can translate into stigma and discrimination. This points to the need to provide mental health information to HR personnel to foster greater tolerance and workplace inclusion.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción La actividad laboral es un pilar de bienestar y autoidentificación personal, incluso para aquellos con algún trastorno mental (TM), quienes desean acceder y mantener un trabajo competitivo. Los profesionales de Recursos Humanos (RH) emergen como mediadores esenciales, capaces de prevenir la discriminación, y facilitar la inclusión de personas con TM en el mercado laboral.  Objetivo Describir las actitudes y opiniones del personal de RH de empresas en Guadalajara, Puebla y Ciudad de México (CDMX) hacia las personas con TM. Generar una escala que mida las opiniones del personal de RH sobre las capacidades laborales de las personas con TM.  Método Estudio observacional, analítico, prospectivo y transversal. Se utilizó la Escala de Actitudes de la Comunidad hacia la Enfermedad Mental (CAMI) y la Escala de Opiniones sobre la Enfermedad Mental (OMI). Se desarrolló y validó una herramienta de medición denominada &#8220;Escala de Opiniones sobre las Capacidades Laborales de las personas con Trastornos Mentales&#8221; (OCAL-TM).  Resultados La muestra estuvo compuesta por 62 individuos. No se encontraron variaciones significativas entre las ciudades para las tres escalas. La escala OCAL-TM, validada y estructurada con 10 ítems, demostró una alta confiabilidad (&#945; = 0.874).  Discusión y conclusión A través de este estudio, se identificaron percepciones negativas hacia las capacidades laborales de las personas con TM, lo cual puede traducirse en estigma y discriminación. Por lo anterior, se requiere brindar mayor información de salud mental al personal de RH con el objetivo de fomentar una mayor tolerancia e inclusión laboral.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Human resources]]></kwd>
<kwd lng="en"><![CDATA[mental disorders]]></kwd>
<kwd lng="en"><![CDATA[stigma]]></kwd>
<kwd lng="en"><![CDATA[workplace inclusion]]></kwd>
<kwd lng="en"><![CDATA[scales]]></kwd>
<kwd lng="en"><![CDATA[work]]></kwd>
<kwd lng="es"><![CDATA[Recursos humanos]]></kwd>
<kwd lng="es"><![CDATA[trastornos mentales]]></kwd>
<kwd lng="es"><![CDATA[estigma]]></kwd>
<kwd lng="es"><![CDATA[inclusión laboral]]></kwd>
<kwd lng="es"><![CDATA[escalas]]></kwd>
<kwd lng="es"><![CDATA[trabajo]]></kwd>
</kwd-group>
</article-meta>
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