This page has only limited features, please log in for full access.
The construction industry is notoriously high risk for accidents, injuries, and deaths, particularly for non-national or migrant workers, who comprise a significant proportion of the workforce. This paper presents an international, qualitative study focused on exploring the challenges which influence the safety of migrant construction workers in Italy, Spain, and the UK. Based on a comprehensive review of the literature, we formulated two research questions about the challenges relating to safety that migrant workers face and the challenges to safety training effectively improving migrant workers’ safety behaviours. We present our template analysis of semi-structured interviews and focus groups with 88 participants from four occupational groups across all three countries. This identified commonalities and differences in interpretations of the primary challenges to migrant workers’ safety, amongst participants from the various occupational groups (workers, site supervisors, safety trainers and safety experts) in Italy, Spain, and the UK. These were associated with: increased use of subcontractors; dilution of safety standards down the supply chain; pressure to breach safety regulations on site; differing safety-related attitudes and behaviours due to national cultural differences, language barriers and issues relating to training (provision, delivery, language, content and transfer). Finally, we summarise the contributions and limitations of our study, arguing further interventions related to safety training are needed, along with ethnographic studies to explore how both macro-level and contextual factors affect safety outcomes for migrant construction workers.
Rose Shepherd; Laura Lorente; Michela Vignoli; Karina Nielsen; José María Peiró. Challenges influencing the safety of migrant workers in the construction industry: A qualitative study in Italy, Spain, and the UK. Safety Science 2021, 142, 105388 .
AMA StyleRose Shepherd, Laura Lorente, Michela Vignoli, Karina Nielsen, José María Peiró. Challenges influencing the safety of migrant workers in the construction industry: A qualitative study in Italy, Spain, and the UK. Safety Science. 2021; 142 ():105388.
Chicago/Turabian StyleRose Shepherd; Laura Lorente; Michela Vignoli; Karina Nielsen; José María Peiró. 2021. "Challenges influencing the safety of migrant workers in the construction industry: A qualitative study in Italy, Spain, and the UK." Safety Science 142, no. : 105388.
The happy-productive worker thesis (HPWT) is considered the Holy Grail of management research, and it proposes caeteris paribus, happy workers show higher performance than their unhappy counterparts. However, eudaimonic well-being in the relationship between happiness and performance has been understudied. This paper provides a systematized review of empirical evidence in order to make a theoretical contribution to the happy-productive worker thesis from a eudaimonic perspective. Our review covers 105 quantitative studies and 188 relationships between eudaimonic well-being and performance. Results reveal that analyzing the eudaimonic facet of well-being provides general support for the HPWT and a much more comprehensive understanding of how it has been studied. However, some gaps and nuances are identified and discussed, opening up challenging avenues for future empirical research to clarify important questions about the relationship between happiness and performance in organizations.
José Peiró; David Montesa; Aida Soriano; Malgorzata Kozusznik; Esther Villajos; Jorge Magdaleno; Nia Djourova; Yarid Ayala. Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review. Sustainability 2021, 13, 3174 .
AMA StyleJosé Peiró, David Montesa, Aida Soriano, Malgorzata Kozusznik, Esther Villajos, Jorge Magdaleno, Nia Djourova, Yarid Ayala. Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review. Sustainability. 2021; 13 (6):3174.
Chicago/Turabian StyleJosé Peiró; David Montesa; Aida Soriano; Malgorzata Kozusznik; Esther Villajos; Jorge Magdaleno; Nia Djourova; Yarid Ayala. 2021. "Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review." Sustainability 13, no. 6: 3174.
System Innovation (SI) is a critical approach in driving individual and collective actions towards sustainable development (SD). This article presents the validation process of the Climate-KIC Professional Competence Framework (CF) for SI. This framework is based on principles of system thinking and the need for human capital to deal with challenges related to long-term sustainability. It comprises twenty competences grouped into five stages that describe contexts where professionals implement transformations: Exploring, Framing, Designing, Implementing and Strengthening. The stages are not linear or strictly sequential because overlapping and loops are frequent in transformational and disruptive changes. The CF fulfils several functions in the development of human and social capital: competences’ assessment, their development and training, and their certification to make them more interpretable in the labour market. The methodology for assessing professionals’ competences and the certification procedure are described. Overall, the CF aims to promote the development and visibility of human capital in a critical area for sustainability.
José M. Peiró; Vicente Martínez-Tur; Nanja Nagorny-Koring; Christoph Auch. A Framework of Professional Transferable Competences for System Innovation: Enabling Leadership and Agency for Sustainable Development. Sustainability 2021, 13, 1737 .
AMA StyleJosé M. Peiró, Vicente Martínez-Tur, Nanja Nagorny-Koring, Christoph Auch. A Framework of Professional Transferable Competences for System Innovation: Enabling Leadership and Agency for Sustainable Development. Sustainability. 2021; 13 (4):1737.
Chicago/Turabian StyleJosé M. Peiró; Vicente Martínez-Tur; Nanja Nagorny-Koring; Christoph Auch. 2021. "A Framework of Professional Transferable Competences for System Innovation: Enabling Leadership and Agency for Sustainable Development." Sustainability 13, no. 4: 1737.
The construction sector is known as a high-risk sector with many safety challenges. It is also characterised by a large number of migrant workers and these workers report higher accident rates than native workers. This paper presents the design of the CSTP (Construction Safety Training Programme). The CSTP is a theory-based training program aimed at improving safety behaviours in construction sites acknowledging the particular challenges migrant workers face. Based on second and third generational models of training, we developed a training program that addresses the challenges faced by migrant workers in the construction industry, namely language and cultural barriers, times pressures, difficult living conditions and separation between native and migrant workers, all of which may have a detrimental impact on a shared safety culture and joint understanding of the importance of safety performance. The CSTP consists of five modules, both face-to-face and online teaching to facilitate sensemaking and social learning. A crucial underlying element of the CSTP is the importance of not only technical skills, but also non-technical skills such as communication, teamwork, decision making, situational awareness and management of stress and fatigue. We propose that the strong theoretical learning principles embedded in the training program are likely to increase transfer of training that could help the construction sector develop safe working cultures.
Michela Vignoli; Karina Nielsen; Dina Guglielmi; Marco Giovanni Mariani; Luminita Patras; Jose Maria Peirò. Design of a safety training package for migrant workers in the construction industry. Safety Science 2021, 136, 105124 .
AMA StyleMichela Vignoli, Karina Nielsen, Dina Guglielmi, Marco Giovanni Mariani, Luminita Patras, Jose Maria Peirò. Design of a safety training package for migrant workers in the construction industry. Safety Science. 2021; 136 ():105124.
Chicago/Turabian StyleMichela Vignoli; Karina Nielsen; Dina Guglielmi; Marco Giovanni Mariani; Luminita Patras; Jose Maria Peirò. 2021. "Design of a safety training package for migrant workers in the construction industry." Safety Science 136, no. : 105124.
In the construction sector, there is a high risk for accidents, injuries, and fatalities, particularly for migrant workers who comprise a large proportion of the workforce. This article presents a systematic literature review of current safety training provision for migrant construction workers. In the interests of rigor, we draw on the learning, training transfer, and training effectiveness literatures, exploring not only the extent to which training brings about the intended outcomes, in terms of enhanced safety behaviors, and reduced accidents and injuries, but also the factors that influence learning and transfer of training back to the working environment. The literature search revealed only 18 peer-reviewed articles have been published since 2000, which is particularly surprising, given the disproportionate accident and fatality rates for migrant workers. Consequently, we propose a research agenda to enhance safety training for low skilled, migrant and native construction workers, drawing on cognitive and social constructivist instructional design models, which view training as a dynamic process involving active participation of trainees. We advocate the importance of attending to the situational context in which workers are embedded, including labor market conditions, social relations, and cultural differences. Finally, we propose the need for further longitudinal, multidimensional research to evaluate the impact of safety training on learning, transfer of training, and individual- and organizational-level outcomes, such as behavior change, and accident and fatality rates. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
José María Peiró; Karina Nielsen; Felisa Latorre; Rose Shepherd; Michela Vignoli. Safety training for migrant workers in the construction industry: A systematic review and future research agenda. Journal of Occupational Health Psychology 2020, 25, 275 -295.
AMA StyleJosé María Peiró, Karina Nielsen, Felisa Latorre, Rose Shepherd, Michela Vignoli. Safety training for migrant workers in the construction industry: A systematic review and future research agenda. Journal of Occupational Health Psychology. 2020; 25 (4):275-295.
Chicago/Turabian StyleJosé María Peiró; Karina Nielsen; Felisa Latorre; Rose Shepherd; Michela Vignoli. 2020. "Safety training for migrant workers in the construction industry: A systematic review and future research agenda." Journal of Occupational Health Psychology 25, no. 4: 275-295.
Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2). La innovación permite que las organizaciones respondan eficazmente a cambios rápidos en su entorno empresarial, residiendo en gran medida tal capacidad innovadora en sus trabajadores y trabajadoras. Mientras que estos deben ser innovadores, sus puestos con frecuencia suponen demandas elevadas que pueden hacerles difícil innovar en su trabajo. La hipótesis activa del modelo demandas-control sugiere que puestos muy exigentes pero con suficiente autonomía mejoran el desempeño innovador. La mejora de un importante recurso atencional en el trabajo como el mindfulness podría desempeñar un papel similar, precisándose más investigación a este nivel. El objetivo principal de este estudio es examinar la contribución relativa de la autonomía y el incremento en mindfulness como moderadores de la relación de las exigencias del puesto con el desempeño innovador. Los resultados obtenidos con 221 trabajadores indicaron que en situaciones previas de gran demanda de trabajo (T1) aquellos trabajadores que aumentan su capacidad de mindfulness serán más innovadores en el futuro (T2).
Pilar Martín-Hernández; José Ramos; Ana Zornoza; Eva M. Lira; José M. Peiró. Mindfulness and Job Control as Moderators of the Relationship between Demands and Innovative Work Behaviours. Revista de Psicología del Trabajo y de las Organizaciones 2020, 36, 000 -000.
AMA StylePilar Martín-Hernández, José Ramos, Ana Zornoza, Eva M. Lira, José M. Peiró. Mindfulness and Job Control as Moderators of the Relationship between Demands and Innovative Work Behaviours. Revista de Psicología del Trabajo y de las Organizaciones. 2020; 36 (2):000-000.
Chicago/Turabian StylePilar Martín-Hernández; José Ramos; Ana Zornoza; Eva M. Lira; José M. Peiró. 2020. "Mindfulness and Job Control as Moderators of the Relationship between Demands and Innovative Work Behaviours." Revista de Psicología del Trabajo y de las Organizaciones 36, no. 2: 000-000.
Research has progressed in theoretically and conceptually defining career sustainability and its indicators. However, research is needed to understand the relationship between those indicators and the way individual and organizational factors contribute to it over time. We add to this literature by considering performance and wellbeing as indicators of sustainable careers. Specifically, we considered patterns in the relationship between performance and wellbeing, used as proxies for a sustainable career, and the effects of different human resource (HR) practices and age on career sustainability. Data came from two waves of 653 employees and their supervisors in 26 organizations in Spain. Multinomial regression showed no direct relationships between HR practices and a sustainable career pattern. However, we found interactions between age and six HR practices in their relationship with four wellbeing-performance patterns. Specifically, performance appraisal, recruitment and selection, security, and exit management were more beneficial to younger employees, whereas contingent pay and a competitive salary were more beneficial to older employees. This study highlights that HR practices and age together act as antecedents of employees' wellbeing and performance, that is, a sustainable career pattern. It enhances our understanding of the role of HR practices in career sustainability and demonstrates the value of a contingency approach to HRM.
Núria Tordera; José M. Peiró; Yarid Ayala; Esther Villajos; Donald Truxillo. The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age. Journal of Vocational Behavior 2020, 120, 103444 .
AMA StyleNúria Tordera, José M. Peiró, Yarid Ayala, Esther Villajos, Donald Truxillo. The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age. Journal of Vocational Behavior. 2020; 120 ():103444.
Chicago/Turabian StyleNúria Tordera; José M. Peiró; Yarid Ayala; Esther Villajos; Donald Truxillo. 2020. "The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age." Journal of Vocational Behavior 120, no. : 103444.
A supportive upward voice environment is critical in nuclear power plants in order to provide energy in a sustainable manner. In high–reliability organizations, front–line employees’ suggestions and concerns enable the early identification of potential problems that might have catastrophic consequences (e.g., a nuclear accident). Despite this, previous research has mostly focused on person–centered antecedents of upward voice and, to a lesser extent, the influence of the supervisor–subordinate relationship, while neglecting the importance of the organizational context. This study responds to the aforementioned research lacuna. It examined the relationship between participative decision making and upward voice, and the mediating role of trust in leadership in this relationship. Moreover, it further extends previous research by examining the role of safety climate, which is expected to moderate both the direct and the indirect effect of participative decision making on upward voice. The sample was composed of 495 workers from two nuclear power plants from the same organization. Findings supported the hypothesized moderated mediation model: the indirect effect of participative decision making (PDM) on upward voice via trust in leadership was contingent upon the level of the safety climate. The indirect effect became weaker as the safety climate increased. These findings support the relevance of the organizational context.
Inmaculada Silla; Francisco J. Gracia; José M. Peiró. Upward Voice: Participative Decision Making, Trust in Leadership and Safety Climate Matter. Sustainability 2020, 12, 3672 .
AMA StyleInmaculada Silla, Francisco J. Gracia, José M. Peiró. Upward Voice: Participative Decision Making, Trust in Leadership and Safety Climate Matter. Sustainability. 2020; 12 (9):3672.
Chicago/Turabian StyleInmaculada Silla; Francisco J. Gracia; José M. Peiró. 2020. "Upward Voice: Participative Decision Making, Trust in Leadership and Safety Climate Matter." Sustainability 12, no. 9: 3672.
Organizations must improve their employees’ performance in order to compete effectively. Evidence shows that flow experiences enhance performance. However, a dynamic approach to this phenomenon is needed. Furthermore, different work patterns (based on task profiles) can have specific environmental requirements (office types). This research aims to analyze the dynamic relationship between office workers’ flow and in‐role and extra‐role performance, considering work pattern‐office type fit as a predictor of the initial level of each of these three variables. Eighty‐three workers participated in this diary study. Results of the latent growth model showed a positive association between: 1) the initial levels of flow and in‐role and extra‐role performance; and 2) the changes in flow and in‐role and extra‐role performance. Furthermore, Work Pattern‐Office Type FIT directly influenced workers’ flow. In addition, flow mediated between Work Pattern‐Office Type FIT and in‐role performance. Our results show that workspaces that fit employees’ work patterns are more likely to induce flow, which, in turn, will have beneficial consequences for the organization.
Aida Soriano; Malgorzata W. Kozusznik; José M. Peiró; Evangelia Demerouti. Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance. Applied Psychology 2020, 70, 759 -787.
AMA StyleAida Soriano, Malgorzata W. Kozusznik, José M. Peiró, Evangelia Demerouti. Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance. Applied Psychology. 2020; 70 (2):759-787.
Chicago/Turabian StyleAida Soriano; Malgorzata W. Kozusznik; José M. Peiró; Evangelia Demerouti. 2020. "Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance." Applied Psychology 70, no. 2: 759-787.
Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.
Jaime Andrés Bayona; Amparo Caballer; José María Peiró. The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement. Sustainability 2020, 12, 2336 .
AMA StyleJaime Andrés Bayona, Amparo Caballer, José María Peiró. The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement. Sustainability. 2020; 12 (6):2336.
Chicago/Turabian StyleJaime Andrés Bayona; Amparo Caballer; José María Peiró. 2020. "The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement." Sustainability 12, no. 6: 2336.
Work characteristics influence job performance but the individual values, reflected on the importance that employees place on each work characteristic, may affect this relationship. Drawing insights from personal salience and person-job fit theory, our research explored the partial mediation effect of importance given to work characteristics in the relation between 18 work characteristics and job performance in a sample of Colombian workers from different economic sectors (N = 817). We found that 17 out of 18 work characteristics indirectly influenced job performance through its effect on importance. These findings emphasize the role of personal antecedents on job performance with clear implications for research and practice (job design and selection).
José M. Peiró; Jaime Andrés Bayona; Amparo Caballer; Annamaria Di Fabio. Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design-performance relationships. Personality and Individual Differences 2020, 157, 109808 .
AMA StyleJosé M. Peiró, Jaime Andrés Bayona, Amparo Caballer, Annamaria Di Fabio. Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design-performance relationships. Personality and Individual Differences. 2020; 157 ():109808.
Chicago/Turabian StyleJosé M. Peiró; Jaime Andrés Bayona; Amparo Caballer; Annamaria Di Fabio. 2020. "Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design-performance relationships." Personality and Individual Differences 157, no. : 109808.
The happy-productive worker thesis (HPWT) assumes that happy employees perform better. Given the relevance of teams and work-units in organizations, our aim is to analyze the state of the art on happy-productive work-units (HPWU) through a systematic review and integrate existing research on different collective well-being constructs and collective performance. Research on HPWU (30 studies, 2001–2018) has developed through different constructs of well-being (hedonic: team satisfaction, group affect; and eudaimonic: team engagement) and diverse operationalizations of performance (self-rated team performance, leader-rated team performance, customers’ satisfaction, and objective indicators), thus creating a disintegrated body of knowledge about HPWU. The theoretical frameworks to explain the HPWU relationship are attitude–behavior models, broaden-and-build theory, and the job-demands-resources model. Research models include a variety of antecedents, mediators, and moderating third variables. Most studies are cross-sectional, all propose a causal happy–productive relationship (not the reverse), and generally find positive significant relationships. Scarce but interesting time-lagged evidence supports a causal chain in which collective well-being leads to team performance (organizational citizenship behavior or team creativity), which then leads to objective work-unit performance. To conclude, we identify common issues and challenges across the studies on HPWU, and set out an agenda for future research.
M. Esther García-Buades; José M. Peiró; María Isabel Montañez-Juan; Malgorzata W. Kozusznik; Silvia Ortiz-Bonnín. Happy-Productive Teams and Work Units: A Systematic Review of the ‘Happy-Productive Worker Thesis’. International Journal of Environmental Research and Public Health 2019, 17, 69 .
AMA StyleM. Esther García-Buades, José M. Peiró, María Isabel Montañez-Juan, Malgorzata W. Kozusznik, Silvia Ortiz-Bonnín. Happy-Productive Teams and Work Units: A Systematic Review of the ‘Happy-Productive Worker Thesis’. International Journal of Environmental Research and Public Health. 2019; 17 (1):69.
Chicago/Turabian StyleM. Esther García-Buades; José M. Peiró; María Isabel Montañez-Juan; Malgorzata W. Kozusznik; Silvia Ortiz-Bonnín. 2019. "Happy-Productive Teams and Work Units: A Systematic Review of the ‘Happy-Productive Worker Thesis’." International Journal of Environmental Research and Public Health 17, no. 1: 69.
In organizations, psychologists have often tried to promote employees’ well-being and performance, and this can be achieved through different pathways. The happy-productive worker thesis states that ‘happy’ workers perform better than ‘unhappy’ ones. However, most studies have focused on hedonic well-being at the expense of the person’s eudaimonic experience. This study examines whether orientations to happiness (i.e., life of pleasure/meaning) are related to hedonic (i.e., perception of comfort) and eudaimonic (i.e., activity worthwhileness) experiences that, in turn, improve performance. We applied multilevel structural equation modeling to diary data (68 office workers; n = 471 timepoints). We obtained significant effects of: life of pleasure on self-rated performance through activity worthwhileness, life of meaning on performance (self-rated, rated by the supervisor) through activity worthwhileness, and life of meaning on performance rated by the supervisor through perception of comfort. Results show more significant paths from/or through eudaimonia to performance than from/or through hedonia. The results suggest that the pursuit and/or experience of eudaimonic happiness is more beneficial for work performance than the pursuit and/or experience of hedonic happiness. Theoretical and practical implications for organizations are discussed.
José M. Peiró; Malgorzata W. Kozusznik; Aida Soriano. From Happiness Orientations to Work Performance: The Mediating Role of Hedonic and Eudaimonic Experiences. International Journal of Environmental Research and Public Health 2019, 16, 5002 .
AMA StyleJosé M. Peiró, Malgorzata W. Kozusznik, Aida Soriano. From Happiness Orientations to Work Performance: The Mediating Role of Hedonic and Eudaimonic Experiences. International Journal of Environmental Research and Public Health. 2019; 16 (24):5002.
Chicago/Turabian StyleJosé M. Peiró; Malgorzata W. Kozusznik; Aida Soriano. 2019. "From Happiness Orientations to Work Performance: The Mediating Role of Hedonic and Eudaimonic Experiences." International Journal of Environmental Research and Public Health 16, no. 24: 5002.
Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer in the spotlight. Sustainable HRM has become the new approach, emphasizing the need to attend to organizational results directed toward reaching different goals and integrating the needs of diverse stakeholders. Moreover, in response to the challenges that organizations face in volatile, uncertain, complex, and ambiguous (VUCA) environments, Human Resource (HR) practices can contribute to the development of idiosyncratic deals (negotiation of individual HR practices) that might facilitate employees’ creativity and eudaimonic well-being in the long term and, thus, the sustainability of these organizations. Thus, the aim of this study is to test the mediating role of idiosyncratic deals (i-deals) in the unfolding relationship between HR practices, eudaimonic well-being and creative performance. Using a longitudinal database (three waves), the hypotheses are tested using structural equations modeling. The results support the idea that HR practices function as an antecedent for i-deals. More specifically, i-deals fully mediate the relationship between HR practices and eudaimonic well-being. In turn, i-deals and eudaimonic well-being fully mediate the relationship between HR practices and creative performance, which suggests that, through i-deals, HR practices become more beneficial for both employees and employers. In conclusion, these results are important for sustainable HR development, because HR practices enhance i-deals, which increase well-being, enhancing performance in the long term.
Esther Villajos; Núria Tordera; José M. Peiró. Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management. Sustainability 2019, 11, 6933 .
AMA StyleEsther Villajos, Núria Tordera, José M. Peiró. Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management. Sustainability. 2019; 11 (24):6933.
Chicago/Turabian StyleEsther Villajos; Núria Tordera; José M. Peiró. 2019. "Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management." Sustainability 11, no. 24: 6933.
Research in human spaceflight has extensively documented how microgravity environments, such as spaceflight across Low Earth Orbit (LEO), affects astronauts’ and Spaceflight Participants’ emotions. However, a more refined understanding of this topic will become especially relevant as national and international space agencies increase the duration of manned space missions, and as the private sector fully enters the aerospace arena. In this paper, we analyze the strengths and weaknesses of the four main types of interventions for dealing with the stressors associated with human spaceflight (i.e., ergonomic, physiological, psychological, and psychosocial), and then elaborate on a psychosocial intervention grounded on evidence-based interventions across several fields of psychological research. Among the components of such interventions, we recommend adopting advanced stress coping strategies, developing emotional and intercultural competencies and crafting a shared social identity among crew members. Our proposed intervention aims to enhance the efficacy of social support as a key coping mechanism and applies to crewmembers and spaceflight participants of diverse cultural backgrounds who, most likely, will work using computer-mediated communication (CMC).
Lucas Monzani; Malgorzata Kozusznik; Pilar Ripoll; Rolf Van Dick; José M. Peiró. Coping in the final frontier: An intervention to reduce spaceflight-induced stress. Psychologica 2019, 62, 57 -77.
AMA StyleLucas Monzani, Malgorzata Kozusznik, Pilar Ripoll, Rolf Van Dick, José M. Peiró. Coping in the final frontier: An intervention to reduce spaceflight-induced stress. Psychologica. 2019; 62 (1):57-77.
Chicago/Turabian StyleLucas Monzani; Malgorzata Kozusznik; Pilar Ripoll; Rolf Van Dick; José M. Peiró. 2019. "Coping in the final frontier: An intervention to reduce spaceflight-induced stress." Psychologica 62, no. 1: 57-77.
Purpose The purpose of this paper is to study the human resource management (HRM)–performance linkage by exploring alternative relationships between different HRM practices, categorised as either calculative or collaborative, and employee turnover and organisational and financial outcomes, in Uruguayan multinational companies (MNCs) and domestic companies, to better understand the implications of the Latin American context in this relationship. Design/methodology/approach The study is performed at the firm level, using data from a representative sample of 274 firms, including both multinationals and locally owned firms in Uruguay, collected through the Cranet 2009 survey. The authors tested the hypotheses of the proposed model using structural equation modelling (SEM) and hierarchical multiple regression analysis. Findings Empirical results show that collaborative HRM practices are significantly related to lower employee turnover rates, whereas calculative HRM practices are significantly associated with higher organisational and financial outcomes. These findings show the importance of the Latin American context in the relationships between HRM practices and firms’ outcomes. Research limitations/implications The use of survey data with single respondents might produce reliability problems. Additionally, the data used are cross-sectional, making it difficult to determine causality. Practical implications Managers in MNCs and local firms in the context of developing economies and Latin American cultures must be aware that different types of HRM practices will influence different outputs and impacts on overall outcomes. Originality/value The paper examines the extent to which HRM practices have a significant relationship with firm performance. In addition, it identifies the differential effects of calculative and collaborative HRM practices on performance, using data from a Latin American contextual setting rarely examined, in order to determine similarities and differences from results obtained in US and European contexts.
Alvaro Cristiani; José M. Peiró. Calculative and collaborative HRM practices, turnover and performance. International Journal of Manpower 2019, 40, 616 -642.
AMA StyleAlvaro Cristiani, José M. Peiró. Calculative and collaborative HRM practices, turnover and performance. International Journal of Manpower. 2019; 40 (4):616-642.
Chicago/Turabian StyleAlvaro Cristiani; José M. Peiró. 2019. "Calculative and collaborative HRM practices, turnover and performance." International Journal of Manpower 40, no. 4: 616-642.
Sustaining employees' well-being and high performance at work is a challenge for organizations in today's highly competitive environment. This study examines the dynamic reciprocal relationship between the variability in office workers' eudaimonic well-being (i.e., activity worthwhileness) and their extra-role performance. Eighty-three white-collar employees filled in a diary questionnaire twice a day, once in the morning and once in the afternoon, on four consecutive working days. The results show that eudaimonic well-being displays clear variability in a short time frame. In addition, Bayesian Multilevel Structural Equation Models (MSEMs) reveal a significant positive relationship between the levels of state eudaimonic well-being in the afternoon and the increase in the levels of state extra-role performance from that afternoon to the next morning. Moreover, the overall levels of self-reported state eudaimonic well-being across the diary measurements are significantly and positively related to the overall levels of extra-role performance assessed by the supervisor during the diary measurement. Finally, there is a significant negative relationship between the amount of intra-individual variability in state eudaimonic well-being during the week and the overall levels of self-rated state extra-role performance during the same week. These findings shed light on the dynamic nature of both the eudaimonic component of well-being and performance, highlighting the importance of eudaimonic well-being for extra-role performance and expanding the happy-productive worker thesis. The results suggest that the daily eudaimonic experience of meaning at work should complement the experience of hedonic well-being because it is an important factor in achieving better and more sustainable employee performance on a daily basis.
Małgorzata W. Kożusznik; José M. Peiró; Aida Soriano. Daily eudaimonic well-being as a predictor of daily performance: A dynamic lens. PLOS ONE 2019, 14, e0215564 .
AMA StyleMałgorzata W. Kożusznik, José M. Peiró, Aida Soriano. Daily eudaimonic well-being as a predictor of daily performance: A dynamic lens. PLOS ONE. 2019; 14 (4):e0215564.
Chicago/Turabian StyleMałgorzata W. Kożusznik; José M. Peiró; Aida Soriano. 2019. "Daily eudaimonic well-being as a predictor of daily performance: A dynamic lens." PLOS ONE 14, no. 4: e0215564.
Understanding happiness and well-being has been one of the central issues for psychologists in recent decades. Happiness orientations have been identified as important pathways toward different types of well-being, and so the development and validation of scales for their measurement is an important step in their study. The present research aims to adapt and validate the Spanish Orientations to Happiness Scale (SOTH), a 6-item scale based on the Orientations to Happiness Questionnaire. This brief scale, which measures hedonic and eudemonic orientations, was administered to 1,647 Spanish workers. Scale structure was subjected to exploratory (EFA) and confirmatory (CFA) factor analysis to obtain evidence of factorial validity. Evidence for convergent validity was assessed by correlating the scale with two measures of hedonic and eudaimonic well-being, and discriminant validity was assessed with the average variance extracted (AVE). Results of EFA showed a two-factor solution, and CFA partially supported this structure, χ2(8, N = 793) = 36.61, p .72) and valid (AVE = .50), and so it is a valuable tool for assessing orientations to happiness in the Spanish context. Finally, the scientific value and practical utility of the scale are discussed.
Laura Lorente; Núria Tordera; José María Peiró. Measurement of Hedonic and Eudaimonic Orientations to Happiness: The Spanish Orientations to Happiness Scale. The Spanish Journal of Psychology 2019, 22, E11 .
AMA StyleLaura Lorente, Núria Tordera, José María Peiró. Measurement of Hedonic and Eudaimonic Orientations to Happiness: The Spanish Orientations to Happiness Scale. The Spanish Journal of Psychology. 2019; 22 ():E11.
Chicago/Turabian StyleLaura Lorente; Núria Tordera; José María Peiró. 2019. "Measurement of Hedonic and Eudaimonic Orientations to Happiness: The Spanish Orientations to Happiness Scale." The Spanish Journal of Psychology 22, no. : E11.
Managers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers’ low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.
Lucas Monzani; Michael Knoll; Steffen Giessner; Rolf Van Dick; José María Peiró. Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohibitive Voice. The Spanish Journal of Psychology 2019, 22, E2 .
AMA StyleLucas Monzani, Michael Knoll, Steffen Giessner, Rolf Van Dick, José María Peiró. Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohibitive Voice. The Spanish Journal of Psychology. 2019; 22 ():E2.
Chicago/Turabian StyleLucas Monzani; Michael Knoll; Steffen Giessner; Rolf Van Dick; José María Peiró. 2019. "Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohibitive Voice." The Spanish Journal of Psychology 22, no. : E2.
Energy efficiency (i.e., the ratio of output of performance to input of energy) in office buildings can reduce energy costs and CO2 emissions, but there are barriers to widespread adoption of energy efficient solutions in offices because they are often perceived as a potential threat to perceived comfort, well-being, and performance of office users. However, the links between offices' energy efficiency and users' performance and well-being through their moderators are neither necessary nor empirically confirmed. The purpose of this study is to carry out a systematic review to identify the existing empirical evidence regarding the relationships between energy-efficient solutions in sustainable office buildings and the perceptions of employees' productivity and well-being. Additionally, we aim to identify relevant boundary conditions for these relationships to occur. A systematic literature search of online databases for energy efficiency literature (e.g., Environment Complete, GreenFILE), employee literature (e.g., PsycINFO, Business Source Complete) and general social science literature (e.g., Academic Search Complete) yielded 34 empirical studies. Also, inclusion and exclusion criteria were set. The results suggest that it is possible to decouple energy costs from organizational outcomes such as employee well-being and performance. Also, they indicate the existence of moderators and mediators in the relationship between green office building solutions and well-being/performance. Directions for future research and the implications for practice considering different stakeholders interested in implementing green building solutions, adopting energy-saving measures in offices, and improving employees' functioning are suggested.
Malgorzata W. Kozusznik; Laurentiu Paul Maricutoiu; José M. Peiró; Delia Mihaela Vîrgǎ; Aida Soriano; Carolina Mateo-Cecilia. Decoupling Office Energy Efficiency From Employees' Well-Being and Performance: A Systematic Review. Frontiers in Psychology 2019, 10, 1 .
AMA StyleMalgorzata W. Kozusznik, Laurentiu Paul Maricutoiu, José M. Peiró, Delia Mihaela Vîrgǎ, Aida Soriano, Carolina Mateo-Cecilia. Decoupling Office Energy Efficiency From Employees' Well-Being and Performance: A Systematic Review. Frontiers in Psychology. 2019; 10 ():1.
Chicago/Turabian StyleMalgorzata W. Kozusznik; Laurentiu Paul Maricutoiu; José M. Peiró; Delia Mihaela Vîrgǎ; Aida Soriano; Carolina Mateo-Cecilia. 2019. "Decoupling Office Energy Efficiency From Employees' Well-Being and Performance: A Systematic Review." Frontiers in Psychology 10, no. : 1.