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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.
Eloísa Guerrero-Barona; Mónica Guerrero-Molina; Maria Chambel; Juan Moreno-Manso; Natalia Bueso-Izquierdo; Carlos Barbosa-Torres. Suicidal Ideation and Mental Health: The Moderating Effect of Coping Strategies in the Police Force. International Journal of Environmental Research and Public Health 2021, 18, 8149 .
AMA StyleEloísa Guerrero-Barona, Mónica Guerrero-Molina, Maria Chambel, Juan Moreno-Manso, Natalia Bueso-Izquierdo, Carlos Barbosa-Torres. Suicidal Ideation and Mental Health: The Moderating Effect of Coping Strategies in the Police Force. International Journal of Environmental Research and Public Health. 2021; 18 (15):8149.
Chicago/Turabian StyleEloísa Guerrero-Barona; Mónica Guerrero-Molina; Maria Chambel; Juan Moreno-Manso; Natalia Bueso-Izquierdo; Carlos Barbosa-Torres. 2021. "Suicidal Ideation and Mental Health: The Moderating Effect of Coping Strategies in the Police Force." International Journal of Environmental Research and Public Health 18, no. 15: 8149.
Using the Conservation of Resources Theory and the Self-Determination Theory1-3 as theoretical frameworks, a model for this study was tested, which considers firefighters’ autonomous motivation, work–family conflict, and well-being. The hypothesized model was tested using a sample of 201 firefighters from the Special Civil Protection Force in Portugal. Results revealed that autonomous work motivation was significantly related to both work–family conflict and satisfaction with life. In addition, work–family conflict was negatively related to satisfaction with life. More interestingly, the results showed that work–family conflict acted as a mechanism that helped to explain the relationship between autonomous motivation and satisfaction with life. These results underline the importance of understanding the mechanisms through which higher satisfaction with life occurs, with a view to the creation of appropriate interventions.
Msc Daniel Dominguez; Maria José Chambel; Rui Pedro Ângelo; Hugo Raposo. Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role. Journal of Emergency Management 2021, 19, 307 -315.
AMA StyleMsc Daniel Dominguez, Maria José Chambel, Rui Pedro Ângelo, Hugo Raposo. Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role. Journal of Emergency Management. 2021; 19 (3):307-315.
Chicago/Turabian StyleMsc Daniel Dominguez; Maria José Chambel; Rui Pedro Ângelo; Hugo Raposo. 2021. "Work–family conflict and firefighters’ satisfaction with life: The autonomous motivation role." Journal of Emergency Management 19, no. 3: 307-315.
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.
Vânia Carvalho; Alda Santos; Maria Ribeiro; Maria Chambel. Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing. Sustainability 2021, 13, 7339 .
AMA StyleVânia Carvalho, Alda Santos, Maria Ribeiro, Maria Chambel. Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing. Sustainability. 2021; 13 (13):7339.
Chicago/Turabian StyleVânia Carvalho; Alda Santos; Maria Ribeiro; Maria Chambel. 2021. "Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing." Sustainability 13, no. 13: 7339.
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.
Filipa Sobral; Maria Chambel; Filipa Castanheira. The Temporary Agency Worker’s Motivation Profile Analysis. International Journal of Environmental Research and Public Health 2021, 18, 6779 .
AMA StyleFilipa Sobral, Maria Chambel, Filipa Castanheira. The Temporary Agency Worker’s Motivation Profile Analysis. International Journal of Environmental Research and Public Health. 2021; 18 (13):6779.
Chicago/Turabian StyleFilipa Sobral; Maria Chambel; Filipa Castanheira. 2021. "The Temporary Agency Worker’s Motivation Profile Analysis." International Journal of Environmental Research and Public Health 18, no. 13: 6779.
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.
Sergio Mérida-López; Natalio Extremera; Maria Chambel. Linking Self- and Other-Focused Emotion Regulation Abilities and Occupational Commitment among Pre-Service Teachers: Testing the Mediating Role of Study Engagement. International Journal of Environmental Research and Public Health 2021, 18, 5434 .
AMA StyleSergio Mérida-López, Natalio Extremera, Maria Chambel. Linking Self- and Other-Focused Emotion Regulation Abilities and Occupational Commitment among Pre-Service Teachers: Testing the Mediating Role of Study Engagement. International Journal of Environmental Research and Public Health. 2021; 18 (10):5434.
Chicago/Turabian StyleSergio Mérida-López; Natalio Extremera; Maria Chambel. 2021. "Linking Self- and Other-Focused Emotion Regulation Abilities and Occupational Commitment among Pre-Service Teachers: Testing the Mediating Role of Study Engagement." International Journal of Environmental Research and Public Health 18, no. 10: 5434.
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.
Diogo Gonçalves-Candeias; Maria Chambel; Vânia Carvalho. Is Stress in Contact Centers Inevitable? International Journal of Environmental Research and Public Health 2021, 18, 2999 .
AMA StyleDiogo Gonçalves-Candeias, Maria Chambel, Vânia Carvalho. Is Stress in Contact Centers Inevitable? International Journal of Environmental Research and Public Health. 2021; 18 (6):2999.
Chicago/Turabian StyleDiogo Gonçalves-Candeias; Maria Chambel; Vânia Carvalho. 2021. "Is Stress in Contact Centers Inevitable?" International Journal of Environmental Research and Public Health 18, no. 6: 2999.
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.
Fernanda Dias Campos; Maria Chambel; Sílvia Lopes; Paulo Dias. Post-Traumatic Stress Disorder in the Military Police of Rio de Janeiro: Can a Risk Profile Be Identified? International Journal of Environmental Research and Public Health 2021, 18, 2594 .
AMA StyleFernanda Dias Campos, Maria Chambel, Sílvia Lopes, Paulo Dias. Post-Traumatic Stress Disorder in the Military Police of Rio de Janeiro: Can a Risk Profile Be Identified? International Journal of Environmental Research and Public Health. 2021; 18 (5):2594.
Chicago/Turabian StyleFernanda Dias Campos; Maria Chambel; Sílvia Lopes; Paulo Dias. 2021. "Post-Traumatic Stress Disorder in the Military Police of Rio de Janeiro: Can a Risk Profile Be Identified?" International Journal of Environmental Research and Public Health 18, no. 5: 2594.
Based on the work-family enrichment theory, this study analyzes the contribution of work-family and family-work enrichment to explain the military’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 “employment of troops” (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’s perception of their spouses’ 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’ support and the military’s health perception and general satisfaction with life. Theoretical and practical implications were discussed and limitations and suggestions for future research were presented.
Carolina Silveira-Rodrigues; Maria José Chambel; Vânia Sofia Carvalho. Positive Psychology in Context of Peacekeeping Militaries: A Mediation Model of Work-Family Enrichment. International Journal of Environmental Research and Public Health 2021, 18, 429 .
AMA StyleCarolina Silveira-Rodrigues, Maria José Chambel, Vânia Sofia Carvalho. Positive Psychology in Context of Peacekeeping Militaries: A Mediation Model of Work-Family Enrichment. International Journal of Environmental Research and Public Health. 2021; 18 (2):429.
Chicago/Turabian StyleCarolina Silveira-Rodrigues; Maria José Chambel; Vânia Sofia Carvalho. 2021. "Positive Psychology in Context of Peacekeeping Militaries: A Mediation Model of Work-Family Enrichment." International Journal of Environmental Research and Public Health 18, no. 2: 429.
This study, including 658 nurses, tested the mediating effect of work–family conflict (WFC) and family–work conflict (FWC) in the relationship between family characteristics (i.e. cohesion and flexibility) and family satisfaction. Using the circumplex model of family systems by Olson and the conflict between work and family, regression analysis using PROCESS software revealed that both WFC and FWC were negatively related to family satisfaction. More interestingly, WFC was observed to mediate the relationship between family flexibility and family satisfaction, and FWC to mediate the relationship between family cohesion and family satisfaction. The theoretical and practical implications are also discussed. Practitioner points It is necessary to take into account the relationship between work and family characteristics (e.g. cohesion and flexibility) to explain family satisfaction. Thus, the need to focus on the particularities of WFC and FWC and family functioning, their strategies and fields of intervention are relevant. For organisations, particularly for human resource management, it is important to recognise the importance of the characteristics of a worker’s family because these will be relevant to the relationship established between the work and family domains. For clinicians, particularly family therapists, this study contributes to a new understanding of the impact of family functioning in contexts external to the family, namely the professional context.
Mário Jorge Neto; Joana Sequeira; Ilda Massano‐Cardoso; Maria José Chambel. Flexibility, cohesion and family satisfaction: The impact of conflict between work and family. Journal of Family Therapy 2020, 1 .
AMA StyleMário Jorge Neto, Joana Sequeira, Ilda Massano‐Cardoso, Maria José Chambel. Flexibility, cohesion and family satisfaction: The impact of conflict between work and family. Journal of Family Therapy. 2020; ():1.
Chicago/Turabian StyleMário Jorge Neto; Joana Sequeira; Ilda Massano‐Cardoso; Maria José Chambel. 2020. "Flexibility, cohesion and family satisfaction: The impact of conflict between work and family." Journal of Family Therapy , no. : 1.
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–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., “high-strain”, “low-Strain”, “passive”, and “active”) and one more profile denominated “moderate active”, 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’ harmful effects on workplace well-being.
Mafalda Gameiro; Maria José Chambel; Vânia Sofia Carvalho. A Person-Centered Approach to the Job Demands–Control Model: A Multifunctioning Test of Addictive and Buffer Hypotheses to Explain Burnout. International Journal of Environmental Research and Public Health 2020, 17, 8871 .
AMA StyleMafalda Gameiro, Maria José Chambel, Vânia Sofia Carvalho. A Person-Centered Approach to the Job Demands–Control Model: A Multifunctioning Test of Addictive and Buffer Hypotheses to Explain Burnout. International Journal of Environmental Research and Public Health. 2020; 17 (23):8871.
Chicago/Turabian StyleMafalda Gameiro; Maria José Chambel; Vânia Sofia Carvalho. 2020. "A Person-Centered Approach to the Job Demands–Control Model: A Multifunctioning Test of Addictive and Buffer Hypotheses to Explain Burnout." International Journal of Environmental Research and Public Health 17, no. 23: 8871.
Previous studies on the work-family relationship have analyzed the influence of work-family conflict and work-family enrichment on an individuals’ lives, namely on their well-being and health. Besides, attempts have been made to analyze the influence of other aspects of the labor context on this relationship, such as job insecurity. However, few have analyzed this relationship and interaction from a longitudinal perspective. Thus, the main purpose of this study is to analyze the moderating role of job insecurity in the work-family relationship and the perceived health of 373 workers of a Portuguese bank, across time. The results showed a negative influence of work-family conflict on perceived health 5 years after. Also, job insecurity was found to offset the relationship between work-family enrichment and perceived health, acting as a buffer. This research allows for a better understanding of how job insecurity, a characteristic of modern-day employment, can impact workers' quality of life. This paper also refers to some practical implications, in addition to the limitations of the study, and presents suggestions for future research in this context.
Rita Bandeira; Maria José Chambel; Vânia Sofia Carvalho. Influence of the Work-Family Relationship on Perceived Health 5-Years Later: The Moderating Role of Job Insecurity. Social Indicators Research 2020, 153, 635 -650.
AMA StyleRita Bandeira, Maria José Chambel, Vânia Sofia Carvalho. Influence of the Work-Family Relationship on Perceived Health 5-Years Later: The Moderating Role of Job Insecurity. Social Indicators Research. 2020; 153 (2):635-650.
Chicago/Turabian StyleRita Bandeira; Maria José Chambel; Vânia Sofia Carvalho. 2020. "Influence of the Work-Family Relationship on Perceived Health 5-Years Later: The Moderating Role of Job Insecurity." Social Indicators Research 153, no. 2: 635-650.
High quality contact and customer relationships are key services for all types of firms. To achieve this high quality perfomance 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) model, 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 participants). 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.
Carlos-María Alcover; Maria José Chambel; Yolanda Estreder. Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model. Journal of Economic Psychology 2020, 81, 102307 .
AMA StyleCarlos-María Alcover, Maria José Chambel, Yolanda Estreder. Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model. Journal of Economic Psychology. 2020; 81 ():102307.
Chicago/Turabian StyleCarlos-María Alcover; Maria José Chambel; Yolanda Estreder. 2020. "Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model." Journal of Economic Psychology 81, no. : 102307.
PurposeThe increasing interest of organizations to innovate and survive in the market, combined with a decreasing level of trust in their leaders, has now led thinkers and researchers to begin exploring beyond traditional leadership theories. The literature indicates that, due to the lack of a strong and explicit moral dimension, positive leadership may be incomplete. The purpose of this study is to understand the creativity mechanism that is fostered by authentic leadership through empowerment and commitment to the supervisor.Design/methodology/approachThe data of 214 employees were collected from the strategic units (product generation, customer services, marketing and sales) of all five telecoms which are currently operating in Pakistan. The parallel mediation model was used to analyze the hypothesized model.FindingsResults confirmed that authentic leadership leverages creativity. Mediation results further confirmed that creativity increases when employees feel empowered and are committed to an authentic leader. However, contrast analysis indicated that empowerment has a stronger role in increasing creativity.Research limitations/implicationsNot limited to theoretical debate, the present study emphasized that organizations improve creativity by adopting a management model which delivers moral values along with an efficient, transparent system and empowered culture. Managers should be trained to develop authentic traits so that they can then identify and address critical areas which will serve to nurture creative and innovative behavior in their followers.Originality/valueAuthentic leadership is an emerging concept, yet debate on authentic leadership and creativity is in the establishment phase. The present study highlights that authentic leadership is not simply a consequence of success or the development of a pool of loyal subordinates; rather, empowered leadership at all levels is at the heart of a successful organization.
Hassan Imam; Muhammad Baqar Naqvi; Sajid Ali Naqvi; Maria José Chambel. Authentic leadership: unleashing employee creativity through empowerment and commitment to the supervisor. Leadership & Organization Development Journal 2020, 41, 847 -864.
AMA StyleHassan Imam, Muhammad Baqar Naqvi, Sajid Ali Naqvi, Maria José Chambel. Authentic leadership: unleashing employee creativity through empowerment and commitment to the supervisor. Leadership & Organization Development Journal. 2020; 41 (6):847-864.
Chicago/Turabian StyleHassan Imam; Muhammad Baqar Naqvi; Sajid Ali Naqvi; Maria José Chambel. 2020. "Authentic leadership: unleashing employee creativity through empowerment and commitment to the supervisor." Leadership & Organization Development Journal 41, no. 6: 847-864.
Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.
Daniel Dominguez; María José Chambel; Vânia Sofia Carvalho. Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment. The Spanish Journal of Psychology 2020, 23, 1 .
AMA StyleDaniel Dominguez, María José Chambel, Vânia Sofia Carvalho. Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment. The Spanish Journal of Psychology. 2020; 23 ():1.
Chicago/Turabian StyleDaniel Dominguez; María José Chambel; Vânia Sofia Carvalho. 2020. "Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment." The Spanish Journal of Psychology 23, no. : 1.
Purpose Employability 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/approach Multinationals 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. Findings In 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 implications Employable 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/value The 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.
Hassan Imam; Maria José Chambel. Productivity or illusion? Assessing employees' behavior in an employability paradox. Employee Relations: The International Journal 2020, 42, 1271 -1289.
AMA StyleHassan Imam, Maria José Chambel. Productivity or illusion? Assessing employees' behavior in an employability paradox. Employee Relations: The International Journal. 2020; 42 (6):1271-1289.
Chicago/Turabian StyleHassan Imam; Maria José Chambel. 2020. "Productivity or illusion? Assessing employees' behavior in an employability paradox." Employee Relations: The International Journal 42, no. 6: 1271-1289.
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.
Filipa Sobral; Eddy S. Ng; Filipa Castanheira; Maria José Chambel; Bas Koene. Dealing with temporariness. Personnel Review 2019, 49, 406 -424.
AMA StyleFilipa Sobral, Eddy S. Ng, Filipa Castanheira, Maria José Chambel, Bas Koene. Dealing with temporariness. Personnel Review. 2019; 49 (2):406-424.
Chicago/Turabian StyleFilipa Sobral; Eddy S. Ng; Filipa Castanheira; Maria José Chambel; Bas Koene. 2019. "Dealing with temporariness." Personnel Review 49, no. 2: 406-424.
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.
Yolanda Estreder; Inés Tomás; Maria José Chambel; José Ramos. Psychological contract and attitudinal outcomes: multilevel mediation model. Personnel Review 2019, 48, 1685 -1700.
AMA StyleYolanda Estreder, Inés Tomás, Maria José Chambel, José Ramos. Psychological contract and attitudinal outcomes: multilevel mediation model. Personnel Review. 2019; 48 (7):1685-1700.
Chicago/Turabian StyleYolanda Estreder; Inés Tomás; Maria José Chambel; José Ramos. 2019. "Psychological contract and attitudinal outcomes: multilevel mediation model." Personnel Review 48, no. 7: 1685-1700.
Nursing work has indisputable relational characteristics, however there is scarce research that examines nurses’ work and wellbeing using a relational job design framework. 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. Cross-sectional research design, in which 409 Portuguese hospital registered nurses participated. Data were collected using an online survey. Statistical procedures included structural equation modelling and multiple regression analysis. 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. 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). 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.
Alda Santos; Maria José Chambel; Filipa Castanheira. Wellbeing among hospital nurses: A cross-sectional study of the contributions of relational job characteristics. International Journal of Nursing Studies 2019, 105, 103438 .
AMA StyleAlda Santos, Maria José Chambel, Filipa Castanheira. Wellbeing among hospital nurses: A cross-sectional study of the contributions of relational job characteristics. International Journal of Nursing Studies. 2019; 105 ():103438.
Chicago/Turabian StyleAlda Santos; Maria José Chambel; Filipa Castanheira. 2019. "Wellbeing among hospital nurses: A cross-sectional study of the contributions of relational job characteristics." International Journal of Nursing Studies 105, no. : 103438.
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.
Sílvia Lopes; Maria José Chambel; Francisco Cesário. Linking perceptions of organizational support to temporary agency workers’ well-being. International Journal of Organizational Analysis 2019, 27, 1376 -1391.
AMA StyleSílvia Lopes, Maria José Chambel, Francisco Cesário. Linking perceptions of organizational support to temporary agency workers’ well-being. International Journal of Organizational Analysis. 2019; 27 (5):1376-1391.
Chicago/Turabian StyleSílvia Lopes; Maria José Chambel; Francisco Cesário. 2019. "Linking perceptions of organizational support to temporary agency workers’ well-being." International Journal of Organizational Analysis 27, no. 5: 1376-1391.
This study investigates the relationship between academic engagement, psychological capital (PsyCap) resources (efficacy, hope, optimism, resilience) and academic performance. Data were collected in two different universities, one in Spain (N = 389) and another in Portugal (N = 243). Undergraduate students completed 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. Results showed a positive relationship between academic engagement, PsyCap, and academic performance 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 a superior fit for the proposed model. Accordingly, academically engaged students were likely to experience higher levels of psychological resources, 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.
Isabel M. Martinez; Carolyn M. Youssef-Morgan; Maria José Chambel; Alexandra Marques-Pinto. Antecedents of academic performance of university students: academic engagement and psychological capital resources. Educational Psychology 2019, 39, 1047 -1067.
AMA StyleIsabel M. Martinez, Carolyn M. Youssef-Morgan, Maria José Chambel, Alexandra Marques-Pinto. Antecedents of academic performance of university students: academic engagement and psychological capital resources. Educational Psychology. 2019; 39 (8):1047-1067.
Chicago/Turabian StyleIsabel M. Martinez; Carolyn M. Youssef-Morgan; Maria José Chambel; Alexandra Marques-Pinto. 2019. "Antecedents of academic performance of university students: academic engagement and psychological capital resources." Educational Psychology 39, no. 8: 1047-1067.