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PurposeEmployability has been studied in different disciplines (e.g. occupational health and career) and has been seen as a personal resource with overall positive outcomes. The present research investigates the behavioral implications of (perceived) employability and responds to the recent call of research that perceived employability could have not only positive but also negative behavioral implications. Furthermore, this study aims to reduce the asymmetry of data set and replication of existing results in non-Western economies.Design/methodology/approachMultinationals were taken as context to test the hypotheses, and a sample of 230 white-collar employees was drawn from fast-moving consumer goods companies. Partial least square–structural equation modeling through SmartPLS was used to analyze the data.FindingsIn light of social exchange theory, the present research identified the dark side of employability, which may impair the employer–employee relationship. Perceived employability did not relate significantly with in-role performance, nor did it correlate with organizational citizenship behavior, that is, a discretionary behavior promotes the efficient and effective functioning. However, perceived employability had a positive significant relationship with OCBI, that is, helping supervisors and coworkers with heavy workloads, as well as with counterproductive behaviors.Practical implicationsEmployable workers have always been considered key players and an asset for organizations due to their high productivity skills. A balanced employer–employee relationship creates a mutual win; therefore, a carefully drafted human resources policy may help organizations to fulfill the needs of employable workers and reap optimal benefits in terms of productivity. Behavioral training to supervisors/managers may help to assertively deal with employees' negative behavior without further escalation.Originality/valueThe present study suggests a paradoxical perspective in employability – a behavior debate, which is in an initial phase where it is difficult to determine whether employable workers are productive to the organizations or not.

In Mediterranean regions worldwide, climate and landscape change increased the occurrence and the risk of (very) large and intense fires, which override the current firefighting capacity. Fire management policies, largely focused on fighting at the expense of prevention, have proven inadequate to address this challenge. Agricultural abandonment has shaped rural mountain areas in many parts of Southern Europe since the last century, owing to diverse socio-economic and biophysical constraints such as reduced job opportunities, poor generational renewal, low accessibility and soil productivity. The cessation of traditional livestock and agricultural practices caused by rural exodus has favoured more homogeneous and flammable landscapes —with strong side-effects on fire regime, ecosystem services and biodiversity. In fact, the challenge for managers and policy makers is no longer simply how to reduce wildfire impacts but how to reconcile socio-economic impacts of fires with their ecological benefits. Fire-smart management would clearly enable a more balanced integration of positive (reducing species competition, diseases and pests or fire intensity, and increase fire protection in wildland-urban interfaces) and negative contributions of fire to human well-being, which would inform better decision making in fire management policy and land-use planning. In practice, fire-smart landscapes can be obtained by fuel-reduction treatments and by fuel type conversion, rather than by fuel isolation. From this perspective, proactive management should therefore focus on reshaping vegetation (fuel) configuration to foster more fire-resistant and/or fire-resilient landscapes while simultaneously ensuring the long-term supply of ecosystem services and biodiversity conservation. In contrast, rewilding has been proposed as an opportunity for biodiversity conservation in abandoned landscapes. However, rewilding is challenged by the increasing fire risk associated with more flammable landscapes, and the loss of open-habitat specialist species. Here we present three complementary studies carried out in the frame of the FirESmart project (https://firesmartproject.wordpress.com) focusing on two contrasting land-use policy scenarios (Rewilding vs High Nature Value farmlands) based on stakeholders’ perception of fire-landscape dynamics, and their potential impacts on biodiversity conservation and ecosystem services. Our studies were implemented in a transboundary protected area, the Gerês-Xurés Biosphere Reserve, where we predicted the potential impacts in terms of fire regime change, species conservation and carbon sequestration. Our studies contribute to the increasing evidence of agricultural policies as essential tools to ensure biodiversity while reducing fire hazard, an aspect that has been frequently neglected when assessing the beneficial effects of agricultural policies. Also, our findings suggest using fire to enhance rewilding as an alternative management strategy in our study area — an issue that decision makers and managers should consider when implementing rewilding initiatives in other fire-prone regions. These studies represent the needs of local communities in these mountainous areas, which are heavily affected by rural abandonment, fire regimes, and loss of natural resources. These rural communities try to keep alive the few and scarce agricultural activities and manage the mountain landscapes. However, the reduced investment and financial support of these isolated communities has led to the decline of these traditional fuel and habitat management tools.

Purpose A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers tend to report lower affective commitment and consequently poorer work outcomes. However, different generations of workers may conceive temporary work differently from each other. The purpose of this paper is to explore how different generations of temporary workers, respond to human resource practices (HRP), which in turn influences their affective commitment and work performance. Design/methodology/approach The sample is comprised of 3,876 temporary agency workers (TAWs) from seven temporary employment agencies in Portugal. The authors undertook multiple group SEM analyses to test a moderated mediation model that accounts for TAWs’ affective commitment (toward the agency and the client company) across three generations (Baby Boomers, Generation X and Millennials) in the relationship between human resources practices and overall perceived performance. Findings After controlling for gender, age and tenure, the authors find generational differences in the perceptions of HRP and perceived performance. The results support the moderator effect of generations in the direct and indirect relationships – through both affective commitments – between TAWs’ perceived HRP and perceived performance. Research limitations/implications The cross-sectional design limits the possibility to make causal inferences. Originality/value This study contributes to a better understanding of how different generations respond to temporary employment relationships. The findings suggest important differences in the way in which the same HRP system relates (directly and indirectly thorough affective commitment toward the client) with their perceived performance across different generations.

Purpose The purpose of this paper is to examine the link between employer psychological contract (PC) fulfillment and employee attitudes (job satisfaction, organizational commitment and intention to leave the organization) by using employees’ perceptions of PC violation and organizational justice as serial mediators. Design/methodology/approach Data from 44 managers and 880 employees from 44 Spanish organizations were analyzed through multilevel structural equation modeling. Findings Results showed that employees’ feelings of PC violation and justice perceptions mediated the relationships between the employers’ PC fulfillment assessed by managers and job satisfaction and organizational commitment assessed by employees. The mediation effect was not significant for employees’ intention to leave the organization. Originality/value This study contributes to understand the process through which PC influences work outcomes, outlining the relevance of organizational justice as social exchange theory and PC theory (Guest, 2004) stated. In addition, present results extend the influence of PC on work outcomes from the individual to the organizational level.

Purpose This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of this paper is to analyze the contribution of perceptions of support from organizations to autonomous motivation for temporary agency employment, the relationship of motivations with workers’ well-being and the mediating role of motivations between perceptions of organizational support (POS) and workers’ well-being. Design/methodology/approach The hypotheses were tested with a sample of 3,983 temporary agency workers and using structural equation modeling. Findings The authors verified that POS from the agency contributed to both autonomous motivation and controlled motivation for temporary agency employment, whereas POS from the client company only contributed to autonomous motivation for temporary agency employment. Moreover, autonomous motivation for temporary agency employment was positively associated with workers’ well-being. Contrary to expectations, controlled motivation for temporary agency employment was not significantly associated with workers’ well-being. As predicted, autonomous motivation for temporary agency employment was a mediator in the relationship between POS and workers’ well-being. Research limitations/implications The study relies on self-reported data, and it does not have a longitudinal design. Practical implications An important implication of this research study is that organizations, through the support provided to the workers, may contribute positively to increase workers’ autonomous motivation for temporary agency employment, and, in turn, more autonomous motivation for temporary agency employment relates to higher levels of workers’ well-being. Originality/value The study innovates by including in the same model variables that may contribute to workers’ motivation for temporary agency employment as well as the outcomes that may arise from workers’ motivation for temporary agency employment.

There has been little consensus around the sequential relationship between organizational affective commitment and workers’ wellbeing. In line with the Conservation of Resources Theory, results of this two-wave study with a contact center employee sample (N = 483) showed that organizational affective commitment decreases work ill-being (i.e., burnout) and increases work wellbeing (i.e., work-engagement). Furthermore, in keeping with the loss spiral assumption of this theory, the mediating role of burnout in the affective commitment-health relationship was supported in this study. However, in accordance with the Job Demand-Resources, work engagement was found not to prevent effects on health. The findings have implications for the organizational affective commitment theory, as well as for organizational occupational health policies and interventions.

Workers’ motivations and the work–family relationship are two subjects that have been capturing the attention of researchers and practitioners. However, to date, little is known about the link between the two subjects. Thus, this research aimed to investigate the relationships among each type of motivation conceptualized in self-determination theory and work–family conflict, work–family enrichment, and work–family balance. In addition, the current study intended to investigate the relationships among work–family conflict, work–family enrichment, and Work–family balance. Data were collected through a self-administered questionnaire. To test the hypotheses, the PROCESS macro was used. The results suggested that intrinsic motivation is negatively associated with work–family conflict and positively associated with work–family enrichment and work–family balance. Additionally, identified regulations seem to be positively associated with work–family enrichment and work–family balance. However, contrary to expectations, this study revealed a positive relationship between introjected regulation and work–family enrichment and work–family balance. Concerning external regulation (material and social) and amotivation, globally, the findings were consistent with the hypotheses, i.e., the higher the external regulation and amotivation, the higher work–family conflict and the lower the work–family enrichment and work–family balance. Moreover, the higher the work–family conflict, the lower the work–family balance, and the higher the work–family enrichment, the higher the work–family balance. Theoretical and practical implications are discussed.

This study sought to examine how operational demands hinder individual well-being in firefighters, and also the extent to which fire chiefs’ transformational leadership style acts as an operational resource to attenuate this relationship. A total of 115 firefighters participated in the study and completed surveys over seven consecutive days. The results suggest that individuals’ well-being trajectories are not influenced by operational demands while individuals’ well-being is enhanced over time by team leaders’ transformational leadership. The implications of these findings are discussed and future research directions are advanced.

IntroductionAlthough research on work-family relationship have shown the relevance of balance between these two life domains to explain well-being, the analysis of this effect during COVID-19 lockdown has not yet been examined.ObjectivesIn this study based on the work-family boundary theory management, we considered that the segmentation from work-to-family had a positive relationship with work-family balanced, which in turn had a positive relationship with flourishing.MethodA sample of 108 teleworkers during the first COVID-19 lockdown (March-April 2020) in Portugal without previous experience with telework answered an on-line questionnaire.ResultsThe results analyzed with PROCESS (model 4) allowed us to observe that work-to-family segmentation was related with work-family balance and that this work-family balance was the mechanism that explained the positive relationship between work-to-family segmentation and flourishing.ConclusionTelework is a situation that makes it difficult to establish boundaries between work and family. There must be tools that invest in the development of skills of teleworkers to segment work and family, in order to promote a balance between these domains and, consequently promote teleworkers’ well-being.

Purpose The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation. Design/methodology/approach The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models. Findings The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship. Research limitations/implications The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results. Practical implications Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being. Originality/value This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed. publishersversion published

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

This investigation aimed to explore the mediator role of study engagement (i.e., study vigor and dedication) in the association between self- and other-focused emotion regulation abilities and occupational commitment in a sample of pre-service teachers. The sample was comprised of 249 students (65.5% female, Mage = 27 years) of a master’s degree in teacher training for secondary education. Results showed the relationship between self-focused emotion regulation ability and occupational commitment to be fully mediated by levels of vigor. No significant results were found regarding a mediator model involving other-focused emotion regulation as predictor. Although these findings warrant prospective replication, they provide evidence that development of self-focused emotion regulation skills (rather than other-focused skills) may facilitate occupational commitment among beginning teachers through desirable states that facilitate energy and reduce the likelihood of fatigue at work. These results are discussed in terms of their practical implications for developing interventions to improve pre-service teachers’ well-being and commitment.

Purpose No component of the human capital management has been more overlooked by companies than the process of welcoming new recruited employees – the on-boarding phase. This paper aims to present a three-component perspective of on-boarding and a contribution to measuring the employees’ perceptions based on three dimensions of welcoming: structured corporate welcome, manager welcome and coworkers welcome. Design/methodology/approach An empirical study based on a self-reported survey was conducted to test the model and an on-boarding employees’ perceptions proposed scale. The authors hypothesized that the three on-boarding components relate positively to some critical work outcomes (e.g. work engagement and affective organizational commitment). Analyses using a sample of 347 workers from Portuguese firms showed that the three-component on-boarding scale had adequate validity and all three components of on-boarding were positively related to the work outcomes included in this study. Findings Findings suggest that an effective onboarding process, based on the three-component perspective (corporate welcome, manager welcome and coworkers welcome), is a significant contribution to promote organizational affective commitment and work engagement of new employees. Originality/value The paper addresses the need for organizations to design on-boarding programs based on an integrated perspective, not only formal corporate activities but also preparing managers and coworkers to host effectively new employees. Strong association with work outcomes enables a better understanding on how onboard can contribute to an engaged and retained workforce.

This study evaluates the relationship between the high-performance work system (HPWS) as perceived by the Portuguese Navy military and their affective (AC), normative (NC), and continuance commitme...

The current study developed and tested the indirect effect of the relational job characteristics (i.e., perceived prosocial impact and perceived social value) on the burnout syndrome through the autonomous motivation. The cross-sectional survey data analysis of 1,538 Portuguese contact center workers was analyzed using the software package Mplus to conduct structural equation models. Autonomous motivation partially explains the negative relation between the relational job characteristics and burnout. However, the direct relationship between perceived prosocial impact and burnout was not significant. To promote awareness about the perceived value and impact of work and to invest in the interactions between workers and customers are the major practical implications of this study.

PurposeThe purpose of this paper is to analyze the moderating role of affective commitment in the relationship between work-personal life conflict (WPLC) and burnout in the contact center environment.Design/methodology/approachData were obtained through the participation of a sample of Portuguese employees (n=2,055) of a large company in the contact center sector. Data were analyzed using the Process tool.FindingsThe results support the existence of a positive relationship between both dimensions of WPLC (i.e. time and strain) and burnout (i.e. exhaustion and cynicism). Moreover, the study confirms that the affective commitment moderates the relationship between both dimensions of WPLC and cynicism, buffering these relationships.Research limitations/implicationsThe cross-sectional design and the reliance on self-report measures are the main limitations of this study, although no causality was claimed and method biases were controlled.Practical implicationsContact center managers should develop human resources practices that aid employees to conciliate work and life. Furthermore, these work-life balance practices should be used together with high involvement human resources practices that promote employees’ affective commitment.Originality/valueThis study provides evidence for the need to reconceptualize the traditional work-family conflict, stressing the importance of considering the interference between domains of life, especially in sectors that tend to have young employees.

Purpose: Different research papers into various occupational groups demonstrate the importance of engagement for the wellbeing of both employees and organizational results. However, the study of this phenomenon and that of other positive factors in professional staff caring for persons with intellectual disabilities is scarce. For this reason, the objective of this work was to test a theoretical model concerning the relationship between engagement, a positive factor, and self-efficacy in carers of persons with an intellectual disability, using emotional intelligence as a mediating variable.Materials and methods: Three hundred and eleven carers participated in the study. Self-report measures with adequate psychometric properties were provided to evaluate engagement, self-efficacy, and emotional intelligence.Results and conclusions: The structural equation models (SEM) showed a significant relation between self-efficacy and engagement. In addition, one of the dimensions of emotional intelligence, namely the use of emotions (UOE), was a full mediator in this relationship. The other dimensions showed no relation to engagement. Thus, the UOE was a fundamental factor for self-efficacy to imply engagement. For this reason, intervention programs in wellbeing and health in the workplace should include specific training in this skill among their objectives.Implications for rehabilitationCarers are very important persons in the lives of individuals with intellectual disabilities.There was a significant relationship between self-efficacy and engagement and use of emotions was a full mediator in this relationship.The intervention programs should include training the emotional intelligence among their objectives in order to optimize engagement.

Using social exchange theory as the foundation, this research examines the consequences of qualitative job insecurity on voice behavior, considering the indirect effect of affective organizational commitment. The hypotheses raised are tested using data drawn from a sample of 137 employees of a retailer in Chile at three time points. Workers with high qualitative job insecurity reported lower affective organizational commitment, which in turn decreased their voice behavior. Organizational leaders could encourage employee voice behaviors by reducing their perceptions of qualitative job insecurity and increasing their affective organizational commitment.

It is broadly acknowledged that contact center employees are subject to high levels of stress. In this profession, there is a distinction between back-office and front-office employees. In addition, employees may perform duties in various companies with different characteristics (i.e., human resources practices, job characteristics, social support, work–personal life relationship, among others). Thus, this study focuses on the analysis of the contact centers’ (CC) psychosocial work environment and employees’ levels of stress and well-being, seeking to understand whether they change due to the specific nature of the duties they perform and the characteristics of the company. This study involved 1440 participants from 15 companies. The results indicate that front-office and back-office duties influence the perception of some job characteristics and their environment and, consequently, the stress and well-being of these employees. Furthermore, the exhaustion and general well-being of employees are seemingly independent of the duties performed and common to all companies. However, the job characteristics, psychosocial environment and employees’ levels of cynicism, work engagement and general stress were found to change according to the company in which they worked, thus highlighting the need for action in the psychosocial environment of these work duties.

Background: Significant exposure to critical incidents characteristic of military police work has a potentially traumatic effect and multiple consequences for the mental health of these professionals, such as Post Traumatic Stress Disorder (PTSD). This study aims to investigate the occurrence of PTSD in this occupational group and its correlations with socio-demographic and occupational variables. Methods: This is a cross-sectional study of Rio de Janeiro’s Military Police officers (n = 3.577). Data was collected from self-reported questionnaires applied in an institutional health program. Post-Traumatic Stress Disorder Checklist—Civilian version was used to assess PTSD. Results: Rates of 16.9% for full PTSD and 26.7% for partial PTSD were found. Based on logistic regression analysis, female officers and police officers in lower ranks of the military hierarchy and performing administrative duties were found to be at most risk of developing PTSD. Conclusions: These results suggest the need to further understand the predictive organizational and individual variables of PTSD correlated with the increased vulnerability of professionals in order to contribute to institutional policies for the prevention and rehabilitation of these cases.

Based on the work-family enrichment theory, this study analyzes the contribution of work-family and family-work enrichment to explain the military&rsquo, s well-being during a peacekeeping mission. The data used were collected in a sample of 306 Brazilian soldiers, who were married and/or had children, during the phase named &ldquo, employment of troops&rdquo, (i.e., when peacekeepers had been in the Haitian territory and, as a result, away from their families, for between three to five months). Data analysis was performed using the Structural Equations Model. It was observed that the military&rsquo, s perception of their spouses&rsquo, support for their participation during the mission had a positive relationship with both family-to-work enrichment and work-to-family enrichment, and the work-to-family enrichment mediated the relationship between the perception of the spouses&rsquo, support and the military&rsquo, s health perception and general satisfaction with life. Theoretical and practical implications were discussed and limitations and suggestions for future research were presented.

This chapter builds on several studies about the relational job design (organizational practice) and nurses’ wellbeing from different healthcare organizations in Portugal. Altogether, studies demonstrate that the psychological effects of relational job characteristics (RJCs), namely affective commitment to patients, perceived social impact and social worth explain additional variance of nurses´ work engagement and burnout, even controlling for the effects of other well-studied job characteristics. Furthermore, these effects spillover to the life and the organizational domains. Indeed, we found that the psychological effects of RJCs affect nurses’ life satisfaction and perceived health, and nurses’ affective commitment to the organization through work engagement and burnout. With this set of studies, we explore the potential role of interactions with patients to improve nurses’ wellbeing, which is a less explored avenue when considering patients’ role in the Healthy Healthcare systems.

The current study developed and tested a mediation model that accounts for the procedural justice in the relationship between the perception of job insecurity and affect. We used a sample of 681 wo...

Our study tests the perceived organizational support-burnout-satisfaction relationship based on stressor-strain-outcome model of stress (Koeske & Koeske, ) and on the conservation of resources theory (Hobfoll, ) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression-based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers' life. Practical implications and future research are discussed and proposed.

This study aims to analyze the role of emotional intelligence as a predictor of health students' well-being (i.e., burnout and life satisfaction) over time. A longitudinal, 1 year lagged study was conducted at 2 points in time with a sample of 303 Spanish students of Medicine, Physiotherapy and Nursing. The results indicated that others' emotion appraisals and use of emotion had a positive direct effect on satisfaction with life, and self-emotion appraisals had a positive indirect effect on burnout. This research represents a contribution within the framework of health students' well-being concerns, providing significant practical implications for future consideration by health education institutions for graduate doctors, physiotherapists and nurses, who will present higher levels of emotional intelligence and, consequently, greater well-being and better quality care for future patients.

The suicide rate in the police force (Fuerzas y Cuerpos de Seguridad-FFCCSS) is estimated to be greater than that of the general population. The objectives of this paper are to detect mental health problems, in particular depression and anxiety, and to analyze the moderating effect of coping strategies on the relation between mental health and suicide ideation in police officers. The Suicidal Behavior Questionnaire (SBQ-R), Beck’s Depression Inventory (BDI), the Anxiety Inventory (STAI), and the Brief Cope have all been used in the study. The sample consists of 98 Spanish police officers, of whom 91.8% were male. The results indicate that depression and anxiety can predict suicidal ideation. Nevertheless, it must be said that coping strategies do not have a moderating effect in the relation between mental health and suicidal ideation in this professional group.

Purpose To analyze the relationship between technology-assisted supplemental work (TASW) and well-being in the workplace – burnout and engagement. Furthermore, this study aims to test the relationship between TASW and burnout, mediated by work-to-family conflict (WFC) and the relationship between TASW and engagement mediated by work-to-family enrichment (WFE). Design/methodology/approach The data was collected from a service company operating in Portugal. A total of 338 responses from a services company in Portugal were analyzed. Two statistical programs were used for the data analysis: IBM statistical package for the social sciences (SPSS 25.0) and SPSS analysis of moment structures (AMOS 25.0). Findings The results highlight the positive relationship between TASW and engagement and the relationship between TASW and burnout, which only exists when WFC is present. Moreover, the relationship between TASW and engagement is stronger through WFE. Originality/value Using the conservation of resources theory as a framework, the results contribute to the literature by shedding further light upon the positive effects of TASW on employees’ well-being and the work and family relationship.

Purpose The purpose of this paper is to compare part-time and full-time employees, analyzing the relationship between job characteristics and workplace well-being (i.e. burnout and engagement) and the mediating role of the work-to-life conflict with a sample of 736 employees from 14 Portuguese call center companies. Design/methodology/approach The hypotheses were tested with multiple group analysis on two samples: part-time and full-time employees. Findings The results confirm that in both the part-time and full-time subsamples employees’ perceptions of job characteristics are related to their well-being, and the work-to-life conflict partially mediates this relationship. Moreover, the study confirms that the relationship between employees’ perceptions of job demands and the work-to-life conflict and between the work-to-life conflict and workplace well-being were stronger for full-time than for part-time employees. Research limitations/implications The co-relational and cross-sectional design should be regarded as limitations. Moreover, each variable was only assessed with self-reported measures, and the sample comprised call center employees from only one country (Portugal), which may constrain the generalization of these results. Practical implications Part-time work is a good solution in order to prevent the work-to-life conflict. Furthermore, a reduced workload and time pressure, enhanced decision latitude and supervisory support appear to be crucial work characteristics for employees juggling their work with other roles and in the promotion of well-being at work. Originality/value This research study provides evidence that the traditional vision of the work-family conflict requires a broader conceptualization by considering the interference between life roles, particularly in the case of full-time young employees.

Purpose This paper aims to explore the extent to which participation in a previous graduate recruitment programme affects graduates’ organisational affective commitment and their desire to remain. Design/methodology/approach With the support of a Portuguese organisation that annually operates a trainee programme to attract the best graduates from top universities, a questionnaire with human resource management (HRM) practices, affective commitment and turnover intention scales was used, with data collected from 168 recent recruited graduates representing two groups: graduates with previous participation in the trainee programme and graduates non-trainees. Findings Despite the company’s expectation that graduate trainees would present higher levels of affective commitment and lower intentions to voluntarily leave than employees recruited by traditional procedures, the t-test results show no significant differences between groups. However, correlations for both groups show a significant positive association between perceived HRM practices and affective commitment and a negative relation with turnover intention. These results suggest that placing a high value on HR practices leads to reinforcement of employment relations and a decrease in the desire to voluntarily leave. Practical implications The findings suggest the need for organisations to rethink their recruitment strategies and raise an interesting question with regard to organisational strategy: is it useful or fair to create two groups of graduates within the same organisation, because we may be promoting the development of two micro-cultures? Originality/value The study with this specific group is needed because of an increased implementation of trainee programmes all over Europe as a means of attracting graduates. The literature is scarce, focusing only on trainees’ attitudes compared to those recruited through traditional procedures.

The present research aims to validate and adapt a performance management measure in Portugal. In this study participated 1815. Stable and adequate psychometric properties were obtained (factorial validity, internal consistency and convergent validity). The measure consists of 28 items, divided into 5 factors (supervisor-employee relationship, favorable feedback, unfavorable feedback, document, and results), and coded on a 5-point Likert scale, which differs from the structure found by the originals authors. Furthermore, the relationship between this measure and the reaction to feedback was analyzed. We obtained a positive correlation between the sub-dimensions of this scale and the one regarding the reaction to feedback. In conclusion, this scale is a valuable asset as it allows a multidimensional perspective of performance management. In other words, it allows the analysis of the results following from the appraisal and the provision of valuable data regarding the communication of those results to the employees.

This study of 175 military employees working in three units of the Portuguese Marine Corps tested the mediated effect of work–family conflict and enrichment on the relationship between job characteristics and well-being at work (i.e., burnout; engagement). Using job demands, job autonomy, and supervisor support as job characteristics, and consistent with the assumptions of acclaimed work well-being models (i.e., job demands–control and support, job demands–resources model, and conservation of resources theory), the structural equation modeling analysis revealed that job characteristics are related to both work–family conflict and enrichment, which, in turn, explain militaries’ burnout and engagement. Work–family enrichment mediated the relationship between job characteristics (i.e., autonomy and supervisor support) and engagement, and work–family conflict not only mediated the relationship between job characteristics (i.e., demands and supervisor support) and burnout but also acted as a mediator between these variables and engagement.

The need for a strong organizational commitment and a high work engagement have been frequently labelled by organization as critical success factors to achieve higher performance. But are they in fact related to employee performance? And if so, do they have the same strength and intensity as performance predictors? In this study, we used a Work Engagement Scale, commitment scale and employee performance measured through an almost real performance measure, where employees were asked to indicate the latest year's performance appraisal rating reported by their manager. Data analysed (N = 274 workers) first confirmed the existence of a positive relation between performance and effective commitment, normative commitment and work engagement with engagement showing a stronger association. Second, only work engagement was relevant to explain employee performance because commitment did not present significant predictor strength. An important implication of this study is that employers should assume the relevance of developing adequate and challenging work conditions, human resources practices and atmosphere so that employees can increase their passion for the work they are doing. Company leaders should self-address some related questions raised from this study: are some employees in the company engaged with their work but not committed to the organization? Committed to stay with the company but not engaged with their work? Copyright © 2017 John Wiley & Sons, Ltd.

Background Nursing work has indisputable relational characteristics, however there is scarce research that examines nurses’ work and wellbeing using a relational job design framework. Aim The aim is to study the relationships between job characteristics and nurses’ work-related wellbeing. More specifically, this study focuses on the unique contribution of psychological effects of relational job characteristics to nurses’ work engagement and burnout, beyond the effects of other job characteristics commonly studied in association with wellbeing, namely quantitative job demands and control. Design and participants Cross-sectional research design, in which 409 Portuguese hospital registered nurses participated. Method Data were collected using an online survey. Statistical procedures included structural equation modelling and multiple regression analysis. Results Data suggest that perceived social impact and perceived social worth are related to nurses’ work engagement and burnout beyond the effects of quantitative job demands and control. Conclusions The study of the relationships between psychological effects of relational job characteristics and work-related outcomes (such as nurse work-related wellbeing) is relevant, as these relational job design variables explain variance in these outcome variables, beyond other job design constructs (specifically job demands and control). Implications Theoretical implications include the value of studying the impact of psychological effects of relational job characteristics on wellbeing outcomes among nurses. As for practical implications, hospitals may address relational job characteristics in order to increase their nurses’ perceptions of their job's impact and the social worth attributed to their work, which is positively related to work engagement and negatively related to burnout.

Resumo O engajamento no trabalho é definido pelo equilíbrio entre funções cognitiva e afetiva do profissional. O estudo objetiva identificar a relação entre o engajamento e a idade dos profissionais de enfermagem, em termos de vigor, dedicação e absorção, atuantes em diferentes organizações de saúde. Com corte transversal, nível de complexidade descritiva, abordagem quantitativa, contempla 900 profissionais da enfermagem inscritos no Coren-RS, Brasil. O instrumento de pesquisa abrange questões sociodemográficas e o questionário breve de engajamento no trabalho de Utrecht. Os resultados apontam um nível médio de engajamento, especialmente no atributo relacionado à dedicação. Níveis mais elevados de engajamento foram identificados em profissionais com até 34 anos e com mais de 40 anos de idade. Abstract Work engagement is defined by a balance between the cognitive and affective part of the professional. This study aims to identify the relationship between the engagement and the age of nursing professionals, in terms of vigor, dedication and absorption, acting in different health organizations. The cross-sectional study, with descriptive complexity level, quantitative approach, includes 900 nursing professionals enrolled in the Coren-RS, Brazil. The research instrument covers sociodemographic issues and the brief engagement questionnaire in Utrecht's work. The results indicate an average level of engagement, specially for the attribute related to dedication. Higher engagement levels were identified in professionals up to 34 years and over 40 years of age.

Predicting academic performance is of key importance to the success, wellbeing and prosperity of students, their families, the economy, and the society at large. This study investigates the relationship between academic engagement, psychological capital (PsyCap) and academic performance. Data were collected in two different universities, one in Spain and another in Portugal. Students completed two self-report questionnaires regarding academic engagement and Psychological Capital. Academic performance was assessed through Grade Point Average, provided by the universities at the end of the exam period. The samples consisted of 389 and 243 undergraduate students, respectively. Results showed a positive relationship between academic engagement and PsyCap, on the one hand, and academic performance on the other, in both samples. Results also supported PsyCap as a full mediator in the relationship between academic engagement and academic performance. Exploration of alternative models yielded superior fit for the proposed model. Accordingly, academically engaged students were likely to experience higher levels of PsyCap, which in turn positively impacted their academic performance. The results point to the importance of considering psychological predictors, rather than the prevalent reliance on traditional predictors of academic performance.

High quality contact and customer relationships are key services for all types of firms. To achieve this high quality performance standard, companies need highly motivated and committed employees, and human resources managers are responsible for designing and implementing practices capable of satisfying both economic exchanges and social exchanges in employee-organization relationships. The aim of this study is to analyze the relationships between monetary incentive expectation and affective commitment, in addition to the mediating role of motivation orientation in this relationship, in contact center employees. In particular, based on the social exchange theory (Blau, 1964), the social exchange model of Cropanzano and Mitchell (2005), and the self-determination theory (Deci, Olafsen, & Ryan, 2017), our study adopts a multilevel perspective to examine these relationships in a sample of 2367 contact center employees from 297 teams (3 or more members). The results showed that the level of performance-contingent rewards (team-level) guides the team’s autonomous motivation (team-level), which, in turn, fosters employees’ affective commitment (individual-level). The results have practical implications for human resource managers and for interventions aimed to promote contact center employees’ affective commitment, taking performance-contingent rewards into account.

This study used a cross-sectional design and a person-centered approach in order to test the addictive and interactive strain hypotheses of Job Demands&ndash, Control Model to explain burnout. A large sample (n = 6357) of Portuguese workers (nurses, bank employees, retail traders, and contact center agents) was used. Through latent profile analysis (LPA), first latent profiles of demands and control were identified and then it was examined how these profiles differed in workplace well-being (engagement and burnout) through an ANCOVA. The four hypothesized profiles (i.e., &ldquo, high-strain&rdquo, &ldquo, low-Strain&rdquo, passive&rdquo, and &ldquo, active&rdquo, ) and one more profile denominated &ldquo, moderate active&rdquo, emerged from LPA analysis. The hypotheses were supported in both addictive effects and interactive effects (buffer hypothesis), suggesting that the difficulty in finding consistent support for the buffer hypothesis might be related to the use of variable-centered approaches. Moreover, this reinforces that, in organizational practice, job control is a crucial characteristic to face job demands, as job control will buffer job demands&rsquo, harmful effects on workplace well-being.

Nurse well-being is a crucial factor in the quality of care given to patients and in patient safety. The purpose of this study was to investigate the relationships between the psychological effects of relational job characteristics (PERJCs) and indicators of well-being in hospital nurses. The data for this correlational study were collected from an online survey responded to by a sample of 620 hospital nurses (335 Portuguese and 285 Brazilian). Statistical procedures included structural equation modeling and multigroup analysis. A full mediation model was supported by data analysis, in which work-related well-being (i.e., engagement and burnout) explained the relationships between hospital nurses' perceived social worth and their context-free well-being. Moreover, in the Portuguese sample, the perceived social impact on client lives and the affective commitment to clients were indirectly related to the context-free well-being of nurses, through work engagement. Practical implications are presented in order to foster the PERJCs, thus contributing to nurse well-being.

The psychometric properties of Wong and Law’s (2002) Emotional Intelligence Scale (WLEIS) were analyzed. Participants were 954 medical students: 481 from the University of Extremadura (Spain) and 473 from the University of Lisbon (Portugal). Following Messicks’ validation framework, we analyzed the scale’s response process, internal structure and relationship with other variables (i.e., engagement). Descriptive statistics, scale reliability, item characteristics, and exploratory and confirmatory analyses supported the distribution of the sixteen items across four factors. Convergent validity analyzed through the ρvc (η) index showed that all the factors were in the 50% criterion. The factors shared, on average, 23% of the variance showing adequate discriminant validity. Furthermore, the correlations among EI dimensions and engagement were all positive and significant. Overall, the WLEIS demonstrated good psychometric properties. Thus, this study ensures that WLEIS is a valid instrument in Portugal and Spain to evaluate EI in medical students.

University workers have been marginalized in efforts to establish well-being at work and well-being outside the workplace. To date, no studies analyzing well-being have distinguished between teaching and research academic staff (TRAS) from the service and administrative staff (SAS). The purpose of this paper is to contribute to the promotion of the well-being of university workers. Data were collected from a representative sample of workers (N = 565) at the University of Extremadura (Spain) and were analyzed using Structural Equation Modeling and multi-group analyses. The results show that well-being at work is distinct for the TRAS and the SAS in terms of engagement, professional efficacy, and cynicism. The results also indicate that well-being at work has effects on well-being outside the workplace and that these effects vary according to the professional activity of university staff. This paper discusses these differences as well as their practical implications and makes suggestions for future ...

Theoretical and empirical research has provided mixed arguments and evidence for the effects of temporary agency work on workers’ well-being. This study aims to go one critical step further by comparing the workplace and general well-being of workers who continue to have this employment status with others who obtain a direct contract and others who remain unemployed. Temporary agency workers longitudinal data (n = 289) was used, and three groups were compared: (1) maintaining a temporary agency contract (n = 187), (2) obtaining a direct contract (n = 57), and (3) remaining unemployed (n = 45). Covariance analyses adjusted for background variables showed that those who obtained a direct contract experienced a decrease in job insecurity but experienced an increase in job demands, while those who continued to have a temporary agency contract maintained these job conditions. However, in terms of workplace well-being, the temporary agency contract was not found to be more detrimental than a direct contract, but in terms of life satisfaction, unemployment was found to be more detrimental than other transitions. A temporary agency contract does not have an inevitable negative effect on workers’ well-being.