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Abstract Background This study aimed to explore the role of psychological detachment from work in the relationship of boundary violations and flourishing, as well as gender differences among university teachers during mandatory telework. We developed and tested a moderate mediation model where psychological detachment was the explanatory mechanism of the relationship between boundary violations with flourishing and using gender as the moderating variable. Methods A cross-sectional study was conducted with a sample of 921 Brazilian university teachers (mean age 44 years, 681 women and 240 men) during mandatory telework. Multigroup analysis and moderate mediation were performed using Mplus 7.2. Results Psychological detachment mediated the relationship between boundary violations (in both directions) and flourishing and work-to-family violations were more harmful to women’ recovery instead family-to-work violations were more harmful to men’ recovery, among university teachers during mandatory telework. Conclusion By focusing on boundary violations in the context of mandatory telework, the study sheds light on the impact of blurred boundaries between work and personal life. This contributes both literature on work-life balance and literature recovery. Moreover, it helps to understand a crisis setting of remote work. Further, the study’s findings regarding gender differences highlight how men and women may experience and cope with boundary violations differently during mandatory telework, supporting future specific interventions across genders.

Background: In peacekeeping operations, soldiers are often exposed to the same traumatic factors as in conventional war and may also be subject to physical risks and psychological stressors associated with post-traumatic stress disorder (PTSD). According to the Conservation of Resources Theory (COR), PTSD stems from resource depletion and inadequate restoration.Objectives: To discuss and meta-analyse PTSD-related factors among peacekeepers, based on the COR theory, framing them as resources or loss/threat of loss of resources.Methods: A systematic literature search was performed with relevant keywords, 51 articles were reviewed and 21 of them meta-analysed.Results: Factors mentioned in prior reviews, reinforced by ours, include: family/community and military support as resources; single marital status, female gender, serving in infantry, and longer time since deployment as lack of resources. Factors mentioned in prior reviews, confirmed by our meta-analysis, include: education, rank, and problem-focused coping as resources; negative perceptions about deployment, combat/trauma exposure, deployment stressors, and deployment duration as lack of resources. Factors overlooked in prior reviews include: age as a resource; negative life events, and negative social interactions as lack of resources. Comorbidities include: physical health problems, post-deployment impact on functioning, and post-deployment psychopathology (e.g., depression, substance use).Conclusions: Significantly more individual than contextual factors were identified. While some factors inherent to missions (e.g., combat exposure, deployment stressors) cannot be mitigated, others are crucial to prevent peacekeepers’ PTSD (e.g., coping strategies, deployment duration, perceptions about deployment, social interactions, support during deployment) and to inform selection and monitoring by the Armed Forces (e.g., pre-, during and post-deployment psychopathology). However, the findings should be interpreted with caution due to limitations (e.g., publication bias, study heterogeneity) that may have affected the generalizability and strength of the recommendations.

ObjectiveTo know the incidence of aggressions in Primary Care, and to determine the psychological symptoms that may accompany these experiences. A transversal study was carried out in North-Eastern Spain, in 2022.Methods207 participants (60.9% women, mean age 48.8 years), primary care professionals (nurses and doctors), responded to Questionnaire of Sociodemographic and Occupational variables, List of Aggressions, General Health Questionnaire, Posttraumatic Stress Disorder Checklist, and Maslach Burnout Inventory.Results57.49% had suffered aggressions in the last year (44.4% threats, 55.1% insults and 18.4% physical aggressions). They showed more psychological symptoms than those who had not been assaulted: re-experiencing, avoidance, distancing, emotional or cognitive disturbances and hypervigilance, as well as to emotional exhaustion, depersonalization and low personal realization. Although no statistically significant differences were found in terms of the number of victims with respect to gender, men showed more symptoms of trauma.ConclusionThe data show the increase of violent episodes in Primary Care. Although the attacks perpetrated in this sector do not usually present the magnitude required for the diagnosis of post-traumatic stress, many of its symptoms were manifested in those who had suffered violence. Likewise, a relationship was found between aggression and burnout. The need to have post-incident protocols is evident, raising awareness among professionals about the importance of reporting episodes, as well as designing and implementing prevention plans. The damage generated by these behaviors does not only affect nurses and doctors, but, indirectly, all users of the health system.

Informed by Social Exchange Theory, this study has developed a mediation model that explains the role of I-deals in the relationship between perceived supervisor support and employees’ discretionary behaviors (i.e., voice and silence). Using a sample of 140 Chile employees, results from our structural equation modeling, indicated that the relationship between supervisor support and employees’ voice (positive) and silence (negative) was mediated by task I-deals. However, we found that the relationship between supervisor support and employees’ voice (negative) was mediated by task I-incentive while this type of I-deals did not mediate the relationship between supervisor support and employees’ silence. This research expands the I-deals literature by focusing on the provision of I-deals to their subordinates and by analyzing the outcomes of incentive I-deals and task I-deals to employees’ discretionary behaviors. Supervisors and HR departments might utilize task I-deals to help facilitate desirable employee outcomes, namely more voice and less silence.

Relationally enriched jobs can foster psychological states, which, with respect to the beneficiaries of one’s work, drive one’s motivation. These states can be measured with the psychological effects of relational job characteristics scale, an instrument for which the validity is, at present, only supported by preliminary evidence. Accordingly, the present study’s objective was to test a set of psychometric properties reflecting the validity and reliability of the interpretations proposed for this scale. Findings drawn from a sample of 2011 K-12 Brazilian teachers suggested that a tridimensional structure with some residual covariances afforded the best fit. Given the existence of high inter-factor correlations, a second-order factor was proposed as a complementary, if not necessary, feature. Internal consistency omega and alpha coefficients attested to the scores’ reliability, and the factor structure achieved indicates invariance across public state, public municipal, and private Brazilian schools. Different relationships with prosocial motivation and work engagement were identified, suggesting validity of the scale based on relationships with other variables.

The present study aims to understand the influence of time spent in higher education on academic burnout and engagement, exploring the mediating role of psychological capital (PsyCap). To this end, a data analysis was conducted on a sample of 4242 Portuguese undergraduate students. The results support a significant and negative relationship between time spent in higher education and PsyCap, a significant negative relationship between PsyCap and academic burnout, and a significant positive relationship between PsyCap and academic engagement. Additionally, a mediating effect of PsyCap was observed between time spent in higher education and academic burnout and engagement, to the extent that more time spent in higher education was associated with lower PsyCap, which, in turn, was related to higher burnout and lower academic engagement. However, this mediation was only fully evident in the relationship with burnout. These findings contribute to a better understanding of well-being in the university context, specifically in terms of how PsyCap changes over the time spent in higher education and its potential impact on student well-being. Limitations, suggestions for future studies, and implications derived from the results are also discussed.

Abstract The aim of this article is to present evidence of validity for the ‘work-family conflict scale’ with a sample of 10,383 professionals working in Brazilian public security. Cross-validation procedures were applied through the definition of two subsamples, exploratory and confirmatory factor analyses were performed. All ethical procedures were followed. The results found in both the exploratory factor analysis (‘Work Interference with Family’ Factor, with factor loadings between .91 and .81 and alpha of .93, and ‘Family Interference with Work’ Factor, with factor loadings between .96 and .71 and alpha of .90) and the confirmatory analysis (χ2/df .98; TLI >.98; RMSEA

IntroductionThe main objective of this study is to analyze the effect of transformational leadership on firefighters’ well-being and understand the moderating role of the frequency of intervention in rural fires in this relationship.MethodsA total of 90 responses of Portuguese professional firefighters were analyzed in two waves (T1 and T2) separated by a period of 3 weeks during which the frequency of intervention in rural fires were also recorded on a daily basis.ResultsThere is a direct and positive effect, albeit small, of the transformational leadership dimensions on flourishing. Moreover, the frequency of intervention in rural fires amplified the effect of individual consideration on this wellbeing indicator, and it was observed that the more frequent the firefighters intervene in rural fires, the stronger the effect of this leadership dimension on their flourishing.DiscussionThese results contribute to the literature to the extent that they highlight the role of transformational leadership in promoting well-being in high-risk professions, thus supporting the assumptions of the Conservation of Resources Theory (COR). Some practical implications are presented, as well as limitations and suggestions for future studies.

The phenomenon of information and communication technology (ICT)-assisted after-hours work has led to rising academic interest in examining its impact on workers’ lives. ICT-assisted after-hours work may intrude on the home domain and contribute to higher work–family/life conflict, lower work–family/life balance, or higher work–family/life enrichment (the last one owing to the acquisition of competencies transferable to the home domain). Additionally, owing to cultural and societal differences in gender roles, the relationships between ICT-assisted after-hours work and work–family/life management variables may differ between female and male workers. To analyze the current empirical findings, this study performed a literature review with 38 articles and a meta-analysis with 37 articles. Our findings showed that ICT-assisted after-hours work was positively related to work–family/life enrichment (r = 0.335, p

The imposition of telework due to the COVID-19 pandemic brought with it the need for individuals to readjust their work-non-work boundaries. In this crisis situation, individuals’ needs to manage these boundaries may have been influenced by contextual factors, such as family-supportive supervisor behaviors (FSSB) and macro-structural aspects, such as the country to which the teleworkers belong. This study tests the mediating effect of boundary control on the relationship between FSSB and satisfaction with life and examines the moderating effect of the country (Pakistan vs. Portugal) in the relationship between FSSB and boundary control. With a sample of 108 Portuguese and 118 Pakistani individuals, the results were analyzed using Process tool. FSSB was found to be important for teleworkers to control their boundaries and for their satisfaction with life and this control was also seen to contribute to higher levels of life satisfaction. Differences between the two countries were observed: boundary control mediates the relationship between FSSB and satisfaction with life for Pakistani teleworkers and these workers are more dependent on FSSB to exercise boundary control than Portuguese teleworkers. This study highlights the importance of considering contextual factors when implementing telework. Practical implications are discussed.

Leaders are crucial to ensuring the well-being of their subordinates. This study aims to understand the effects of two leadership styles (empowering vs. directive) on subordinates’ well-being in an emergency situation (i.e., rural fire). A simulation study was conducted with two experimental conditions (empowering vs. directive leadership), and the subordinates’ stress levels were measured before and after the simulated episode. Contrary to expectations, empowering leadership had no significant effect on subordinates’ stress levels, while directive leadership contributed to reducing them. As expected, this effect was stronger for the subordinates with higher levels of stress prior to the simulated episode.

Purpose - This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach - The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings - A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover intentions was verified. A total serial mediation effect was also found from perceived internal employability and affective commitment in the relationship between organisational practices of competences development (i.e., training, individualised support and functional rotation) and turnover intentions. Practical implications - These practices should be developed by leaders of organisations in order that employees feel that the organisation is investing in their development, which can lead to an increase in their emotional attachment towards the organisation and consequently increase their desire to stay in the organisation. Originality/value - This study makes two important contributions. First, it confirms the existence of a significant and negative relationship between perceived internal employability and turnover intentions. Second, it proves the existence of a total serial mediation effect of perceived internal employability and affective commitment in the relationship between organisational practices of competences development and turnover intentions.

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.

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.

There is currently great concern over the increase in the cases of university students with mental health problems as the numbers have doubled over recent years. Nevertheless, there is also total agreement concerning the relationship between positive psychological variables and mental health. The objective of this study was to know the relationship between the risk of mental health disorders and the variables of gender, affects, academic engagement, satisfaction with life, health perception and the perception of happiness, as well as predict the risk of suffering mental health disorders. The sample comprised 461 students from the Science Faculty of the University of Extremadura (Spain), of whom 50.3% were women. We used the General Health Questionnaire (GHQ12) to assess mental health, The results indicate that 65.6% of the students showed a risk of suffering from mental health disorders. A greater number of negative affect is related to a greater risk of suffering mental health disorders; while the perception of both health and happiness are related to a lower risk. Similarly, it should be said that the results demonstrate that being a woman increases the risk of suffering mental health disorders by 63.7%.

O campo de estudo do desenho do trabalho tem incidido sobre os aspectos do trabalho que podem contribuir para a motivação e o bem-estar dos trabalhadores, bem como para resultados positivos para as organizações. Os aspetos relacionais do trabalho, algo negligenciados nos quadros de referência prevalecentes até recentemente, têm despertado uma crescente atenção por parte de vários autores do campo do desenho do trabalho (e.g., Grant & Parker, 2009), durante as últimas duas décadas, fruto da progressiva evolução, a nível global, para uma sociedade de serviços. Um dos objetivos deste artigo de natureza teórica prende-se com a análise de conceitos do modelo do desenho relacional do trabalho de Adam Grant (2007), em paralelo com outras abordagens, com um historial anterior, ao estudo do contato com clientes e seus efeitos nos trabalhadores, nomeadamente do burnout e do trabalho emocional. Pretende-se igualmente apresentar implicações teóricas e práticas decorrentes dos estudos realizados no âmbito do quadro de referência do desenho relacional do trabalho, bem como desafios para investigação futura neste campo.

In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker’s expectations toward the organization.

Changes in families and in the structure of the workforce have contributed to a change in traditional roles, leading to an increase of the number of men and women who simultaneously have family and work responsibilities. Because the workforce has different sources of support in the labor environment – organizational, supervisor, and coworker support – it becomes important to study the impacts that each of these sources of support has on workers’ general well-being and to understand whether the existent work-family conflict explains this relationship. Indeed, the present research aims to examine the relationship between perceived support and general well-being as well as the mediating effect of work-life conflict on this relationship. The data were collected from a company from the textile industry, composing a sample of 821 store operators. The results show that work-life conflict helps explain the relationship between support from the organization and coworkers and workers’ general well-being. However, supervisor support did not relate to work-family conflict. Based on the specific managerial characteristics of this company, some plausible explanations for these results are provided. Practical implications related to the results obtained are presented, in addition to the research limitations and suggestions for future research.

This study's aim is to analyze the consequences of the deterioration of working conditions caused by the economic downturn on occupational health, well-being, perceptions, and job attitudes in workers with disabilities. A sample of 31 workers with disabilities in ordinary firms (i.e., not in protégé employment organizations) was used, with repeated measures being taken in 2013 and 2014. After identifying objective indicators and expert assessments of these workers' working conditions, we tested these workers' relationships with perceived organizational support, supervisors and coworker support, job satisfaction, intention to quit, perceived stress, burnout, and life satisfaction. Parametric and non-parametric analyses indicate that these variables are sensitive, with statistically significant differences, to the worse working conditions perceived in 2014 compared to 2013. The consequences of these results are discussed in relation to the effects of the economic downturn on the quality of working life of people with disabilities, and on the increase of discrimination towards them.

In this study, a quantitative diary design was used to examine within-person relationships among daily negative events, emotional intelligence facets, and levels of academic exhaustion and engagement. The research was conducted with a sample of 63 Portuguese health science students (48 females and Mage = 22.3 years) from medicine (n = 33) and psychology (n = 30) degrees who completed a daily survey for 2 weeks (550 diary entries). The results showed a positive association between daily negative events and exhaustion, whereas daily negative events were not associated with academic engagement. Furthermore, the use of emotions emerged as a key emotional intelligence facet associated with reduced exhaustion and enhanced engagement over and above negative events. Taken together, these data highlight the use of emotions as a salient emotional intelligence facet in the context of daily academic exhaustion and engagement. Although preliminary, these findings have the potential to inform emotional intelligence facets that could be improved through training intervention as a means to enhance positive functioning within the higher education environment.

Este artigo apresenta o desenvolvimento de um modelo conceitual da relação entre a insegurança laboral e o desempenho laboral, mediada pelo comprometimento organizacional afetivo e moderada pelo apoio organizacional percebido em uma empresa chilena, que sofreu um processo de downsizing. Este estudo baseou-se em um desenho de corte transversal em 400 funcionários chilenos do setor de varejo. Nossos resultados apontam que a insegurança laboral influencia negativamente o desempenho laboral, e tal relação é parcialmente mediada pelo comprometimento organizacional afetivo. Verificou-se também que um elevado nível de apoio organizacional percebido intensifica a relação negativa entre insegurança laboral e comprometimento organizacional afetivo. A fim de minimizar os efeitos negativos da insegurança laboral em relação aos sobreviventes de uma estratégia de downsizing, uma intervenção eficaz é sugerida por meio do desenvolvimento de uma comunicação mais realista em termos de expectativas do trabalhador em relação à organização.

Basándonos en la literatura del contrato psicológico, el presente estudio examina la emergencia de relaciones de empleo contingentes, que implican a los trabajadores contratados, la agencia de empleo y la organización cliente en cuyas instalaciones trabajan los empleados. Esta muestra incluye 88 empleados de oficina, que trabajan para cuatro agencias portuguesas. Los resultados sugieren que el cumplimiento percibido de las obligaciones del cliente se relaciona positivamente con el cumplimiento percibido de las obligaciones de la agencia y que estos constructos son independientes uno de otro. Además, como se esperaba, hemos encontrado que la percepción de inseguridad en el trabajo se relaciona negativamente con el cumplimiento de las obligaciones de la agencia. No se encontraron relaciones entre la empleabilidad y el cumplimiento percibido de obligaciones del cliente. Los resultados tienen implicaciones para la práctica y la investigación futura.

RESUMONeste estudo avaliamos em que medida a Teoria da Troca Social podia ser utilizada para explicar as respostas dos trabalhadores temporários de agência (TTA). Aplicamos um questionário a uma amostra de 953 TTA e utilizamos Modelos de Equações Estruturais para analisar os resultados. Verificamos que o sistema de práticas de gestão de recursos humanos se relacionava positivamente com o comprometimento afetivo (β = 0,58; p < 0,01) e com o engagement (β = 0,24; p< 0,01), explicando 40% e 30% dessas variáveis, respectivamente. O cumprimento do contrato psicológico por parte da organização mediava parcialmente a relação entre este sistema e essas respostas positivas dos trabalhadores. Uma importante implicação deste estudo é que o investimento nos TTA relaciona-se com respostas positivas da sua parte.

Este estudo investigou o efeito que a disponibilização de práticas conciliadoras do trabalho e da família por parte das organizações tem na satisfação que os trabalhadores experienciam com o seu trabalho; também analisou o papel que a facilitação do trabalho na família desempenha enquanto mediadora da relação entre estas variáveis. Os dados foram obtidos mediante a participação de 342 sujeitos, 171 casais, casados ou vivendo maritalmente, os quais responderam a um questionário. Os participantes estavam empregados em uma grande variedade de profissões e organizações. Os resultados suportam a hipótese de que a facilitação do trabalho na família medeia a relação entre as práticas de conciliação e a satisfação com o trabalho. Deste modo, os resultados salientam o papel importante que esta facilitação desempenha nas atitudes dos empregados perante as práticas organizacionais conciliadoras do trabalho e da família, apresentando, assim, uma explicação sobre o mecanismo por meio do qual as práticas de conciliação têm impacto positivo na satisfação dos empregados.

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.