Do people want to be vaccinated against COVID-19? Herd immunity is dependent on individuals’ willingness to be vaccinated since vaccination is not mandatory. Our main goal was to investigate people’s intention to be vaccinated and their intentions to vaccinate their children. Moreover, we were interested in understanding the role of the personal characteristics, psychological factors, and the lockdown context on that decision. Therefore, we conducted an online survey during the lockdown in Portugal (15 January 2021 until 14 March 2021). Participants completed a socio-demographic questionnaire, questions about their intentions of being vaccinated, concerns about the vaccine, a COVID-19 attitudes and beliefs scale, a COVID-19 vaccine attitudes and beliefs scale, and the Domain-Specific Risk-Taking (DOSPERT) Scale. Our results showed that from the 649 participants, 63% of the participants reported being very likely to have the vaccine, while 60% reported being very likely to vaccinate their children. We conducted two linear regression models, explaining 65% of the variance for personal vaccination and 56% of the variance for children vaccination. We found that the COVID-19 vaccine general beliefs and attitudes were the main determinants of vaccination intention. Additionally, our proposed artificial neural network model was able to predict with 85% accuracy vaccination intention. Thus, our results suggest that psychological factors are an essential determinant of vaccination intention. Thus, public policy decision makers may use these insights for predicting vaccine hesitancy and designing effective vaccination communication strategies.

Human resource management system (HRMS) is an organizational instrument that sends organizational messages to employees. If we consider that HRMS can be an indicator of organization’s involvement towards employees’ it is relevant to understand its impact in employees’ organizational commitment and study indicators that can help unravel the black box between HRMS and positive results, associating an emerging approach, sustainable HRMS that relates HRMS with sustainability, having as common features the association with positive results for employees. Recent literature has tested organizational trust (OT) as a relevant indicator in the understanding of this process. There have been studies that have debated and tested OT in managers as a mediator or moderator of HRMS on affective commitment (AOC) and support for both have been found. In this study, we attempt to contribute to the development of the field, by considering the terminological, conceptual and statistical distinction between moderator and mediator, testing two alternative models that may elucidate the relationship between these variables. 1328 valid responses with employees and managers from 21 Portuguese organizations were collected. A factor analysis, a cluster analysis, moderation tests using hierarchical linear regression, pos hoc tests and mediation tests with sequential regressions were performed. HRMS dimensions are mediated (partially or totally) by OT in manager towards AOC. HRMS dimensions (HR relationship with employees, comprehensibility, utility, visibility and distributive justice) influences OT in manager, which, in turn, influences AOC. Regarding moderation, the interaction between distributive justice and OT, pos-hoc tests showed that when distributive justice increases and levels of OT in manager is high, OAC increases rapidly. It seems that the importance of the distributive justice of HRMS only becomes relevant on OAC, if OT in manager is present. This empirical test of the HRMS model also suggests its reframing in two meta-dimensions: A. the agents of HR system, the HR relationship with employees based on their competence, consistent behavior, ability to solve problems and listening to people; and B. the effects of the system itself, possibly Visibility is the most relevant attribute. We suggest that these interactions between HR agents and employees are relevant and may lead to generalizations about the HRMS.

Uncertainty has been shown to reduce the willingness to cooperate in various social dilemmas and negatively affect prosocial behavior. However, some studies showed that uncertainty does not always decrease prosocial behavior, depending on the type of uncertainty. More specifically, recent research has shown that prosocial behavior tends to increase under impact uncertainty—uncertainty about the consequences for others if they become infected. In addition, researchers have argued that intuition favors prosocial behavior while deliberation leads to selfish behavior. Our study explored how intuitive (time pressure) or deliberate mental processing, under outcome, or impact uncertainty affect prosocial behavior in the context of the COVID-19 pandemic. Our sample consists of 496 participants, and we used a 4 (COVID-19 scenario: Control vs. Impact Uncertainty vs. Worst-Case vs. Indirect Transmission) by 2 (decision time: time delay vs. time pressure) between-subjects design. Results suggest that participants are more inclined to stay at home (prosocial intention) when forced to make their decisions intuitively rather than deliberately. Additionally, we found that uncertainty does not always decrease prosocial behavior. It seems that uncertainty does not affect the prosocial intention in a scenario with a real infectious disease. These findings suggest that the distinction between outcome and impact uncertainty may be due to the realism of experimental stimuli interventions.

Shift work, especially if it involves night work and/or weekend work, may represent disadvantages for workers and their families at the level of family, social life, and health. The present study evaluates the impacts of three work shifts (morning, afternoon and night) on sleep, family and social life as well as satisfaction with work schedules. In total, 373 Portuguese textile workers participated in this study; all were men. The results indicated that night shift workers had greater sleep disturbances and less satisfaction with their work schedules. On the other hand, morning shift workers were most satisfied with family and social life in association with their work schedules. Based on the results, implications of the practice have been reflected.

A especialização das funções de gestão teve e tem efeito a possibilidade de aprofundamento de cada uma das áreas de gestão como uma área de conhecimentos específicos, embora, em contrapartida, possa ter feito perder alguma validade pragmática aos corpos de conhecimentos específicos assim desenvolvidos. A análise da literatura e da prática da gestão de recursos humanos sugere a sua inadequação no caso das PME. O artigo explora esta hipótese através da análise de um estudo de caso em que são analisadas as práticas de gestão de recursos humanos que têm lugar uma empresa em que não existe uma função de recursos humanos diferenciada. A análise do caso sugere que existem vários intervenientes na gestão de recursos humanos que agem de formas não explicitamente coordenadas, as quais se foram desenvolvendo ao longo do tempo. Em atuação obtém, no entanto, efeitos em termos de gestão de recursos humanos que correspondem a dois critérios centrais da estrutura de gestão da empresa: a manutenção de uma estrutura de poder centralizada e autocrática e a rapidez de resposta adequada ao mercado em que opera. Esta forma de atuação é instável dadas as alterações no contexto da empresa, que implicaram, entre outras coisas, o início de um processo de certificação de qualidade. Não parece, contudo, possível pensar na sua modificação à luz dos quadros tradicionais da gestão de recursos humanos sem considerar modificações mais profundas de todo o processo organizativo da empresa, o que sugere a necessidade de aprofundar esta questão da validade pragmática do corpo de conhecimentos especializado da gestão de recursos humanos.DOI: http://dx.doi.org/10.17575/rpsicol.v13i1/2.568

A investigação sobre o impacto do trabalho por turnos na vida familiar e social tende a privilegiar apenas a perspetiva dos trabalhadores, sendo rara a investigação que compara a perspetiva de terceiros. Considerando esta limitação, o presente estudo contempla a perspetiva dos cônjuges de trabalhadores por turnos rotativos na compreensão do impacto do trabalho por turnos em dimensões da vida familiar e social, procurando avaliar se existem diferenças na perceção dos impactos na díade. Participaram no estudo 51 casais. Verificou-se um acordo moderado nas análises de diferenças das díades, no que diz respeito ao impacto do trabalho por turnos. Por outro lado, tendo em conta os diferentes horários de trabalho de cada membro do casal, os resultados mostraram uma diferença significativa, entre os dois grupos de díades, nas correlações entre o ponto de vista do cônjuge e o ponto de vista do trabalhador sobre a dimensão “Vida de Casal”.