The difference between having workers involved in their work, on the one hand, or too exhausted to contribute, on the other, can be tenuous and compromise work orientation. The positive outcomes of career calling (a deep purpose and meaningfulness in work characterized by vigor, dedication, and absorption) to organizations are clear, namely the relationship of career calling with high levels of commitment and engagement. However, the dark side of career calling remains a less explored point. The main purpose of this study analyzes this side of career calling and explores the relationship between sense of work purpose—perceived career calling—and workaholism. The sample consists of 743 Portuguese employees from different sectors of activity. The main hypothesis intends to test the presence of career orientation as a mechanism to explain the ambiguity of career calling outcomes, that is, the mediating effect of career orientation on the relationship between career calling and workaholism. The results showed that the workers’ career orientation helps to explain this relationship. Career orientation partially mediated the relation between career calling and the positive dimension of workaholism, involvement and enjoyment, and completely mediated the relation between career calling and negative dimensions of workaholism, drive. These results allow us to reflect on career calling, and how organizations manage workforce efforts to avoid work addiction and the negative consequences that compromise workforce sustainability. Career calling was looked at as an element of a mixed profile work orientation, rather than not just as a pure work orientation. Theoretical and practical implications are discussed.

The aim of this research is to reflexively analyze and discuss organizational citizenship behaviors. By conducting an empirical test based on the assertions within the fields of the positive organizational behavior and the social identity theory, the specific objective is to analyze the relationship between organizational citizenship and sociodemographic and professional variables. A study was carried out by surveying employees of Portuguese hotel units. The sample consisted of 798 employees, mostly males, between 30 and 34 years old, with secondary school education, serving as operatives or undifferentiated employees, and having middle levels of seniority in the organization. The main results show that hotel employees develop organizational citizenship behaviors, albeit of different types and levels, which are supported by some sociodemographic and professional variables. The findings show that age and seniority are the most important and strongest variables significantly related to organizational citizenship behaviors. This study has several implications, highlighting the role and support that managers and decision-makers must have in reinforcing positive voluntary personal and social behaviors among hotel employees. This research aims to contribute to the formulation and implementation of management strategies anchored in organizational citizenship behaviors, supporting the formulation of management systems centered on behavioral attitudes at work in the context of the hotel sector.

This article analyzes consumer, local producer, and retailer green orientation regarding local food production and consumption in an urban food market context. This approach extends previous research, mainly focused on green orientation of consumers, by including a broader analysis of the perceptions of different relevant stakeholders. For this purpose, an empirical study was carried out in the context of a local urban market of a medium-sized city through the application of a survey to producers, retailers, and consumers, which included a green orientation scale. Results showed that local consumers and local retailers have a similar high level of green orientation, while local producers are less green-oriented. These conclusions highlight the importance of the green “values” in local communities and the need to reinforce marketing efforts and specific training programs to different stakeholders, namely local producers focused on sustainability.

The outbreak and pandemic of COVID-19 forced people into extreme isolation and social distancing, with significant limitations on various activity sectors, including sports. This study aimed to assess the psychological health status of athletes during sports lockdown. Additionally, we intend to verify the mediating role of sleep disorders in stress perception and subjective happiness. Our sample was composed of 1492 Portuguese athletes from eight different team sports. During sports lockdown, athletes were found to have high stress levels and low subjective happiness levels and experience sleep disorders. Finally, these results conclude that sports lockdowns harm athletes’ psychological health and well-being. Pay cuts to athletes are an extra stress factor that exacerbate these adverse effects on psychological health. Finally, sleep is a mediator variable between stress perception and subjective happiness levels. This study’s significant contributions, limitations, and future directions are discussed in the conclusion.

Objective: To Identify and analyze the relationship between human resources management practices and the organizational commitment of workers at a Private Social Solidarity Institution. Theoretical Framework: It focuses on the study of high-performance work practices (Pfeffer, 1998; Becker et al., 2001) and Meyer and Allen (1991, 1997) organizational commitment model, based on three components, underlying three psychological states: affective, normative, and calculative. Method: A case study was carried out in a Private Social Solidarity Institution, based on a semi-directive interview with the person responsible for the institution and the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and on workers' perception of high-performance work practices (Esteves, 2008). The sample is mostly made up of female professionals, between 35 and 44 years old, with a degree or 12th year of scholarity, with functions in the area of ​​education. Results and Discussion: It is concluded that human resources management practices are present in different ways in this organization and that workers are committed at different levels. At the same time, there is a correlation, sometimes statistically significant, between human resources practices and normative commitment and a low correlation, without statistical significance, between human resources practices and affective commitment. Research Implications: It allows the enrichment of knowledge of human resources management practices and organizational commitment, as well as the relationships they establish with each other in a particular context associated with social solidarity institutions, contributing to the design of management systems focused on organizational behavior. Originality/Value: It was the first study carried out in a national context on the two constructs in social solidarity institutions, contributing to increasing knowledge about the interrelationship between the two constructs by highlighting the importance of a relational and reflective approach to the importance of organizational behavior.

Os desafios colocados aos Recursos Humanos são cada vez maiores. A par da crescente evolução tecnológica e das suas consequências na organização do trabalho, no conteúdo dos empregos e no aumento das qualificações dos trabalhadores, é reconhecida necessidade dos empregadores investirem em mão de obra qualificada, para permitir uma maior qualidade e desempenho dos seus recursos humanos. Assim, urge implementar programas de ação destinados a promover a formação profissional contínua, dinamizando a conceção da formação e a modernização na gestão, nas metodologias e nos equipamentos necessários à formação profissional contínua, que respondam à evolução das necessidades de formação. Assim,o presente estudo centrou-se numa abordagem das novas tecnologias aplicadas à formação em contexto organizacional. O objeto de estudo foram as diferentes entidades pertencentes à Loja do Cidadão de Setúbal, que fazem parte de um serviço descentralizado que integram a AMA– Agência para a Modernização Administrativa. Como objetivos pretendeu-se analisar a importância da formação b-learning enquanto instrumento de desenvolvimento dos trabalhadores nas Lojas do Cidadão. Focar o seu estudo nas modalidades de formação utilizadas no b-learning que permitiram a formação contínua dos funcionários de uma organização que tem os seus serviços descentralizados, existindo a necessidade de se atualizarem para estarem preparados para enfrentar as mudanças que surgem num ambiente de incertezas e mudança contínua. Perceber de que forma as novas tecnologias de informação e comunicação, podeam ser uma ferramenta preponderante quando colocadas à disposição dos trabalhadores na sua formação contínua, para que os mesmos respondam de forma eficiente e eficaz, atendendo à cultura organizacional e padrões de qualidade esperados no âmbito comportamental que lhes é solicitada pela organização. Em termos metodológicos utilizou-se a metodologia qualitativa que pretendeu delinear um processo de investigação do tema anteriormente proposto, ao nível do conhecimento exploratório. Para tal, recorreu-se à metodologia do estudo de caso, a qual pretendeu verificar o impacto registado na organização e nos indivíduos, dos processos de formação e das aprendizagens realizadas. Para recolha de informação utilizou-se a técnica de entrevista semiestruturada (ao responsável da formação, formador/tutor e formandos das ações), a análise documental e análise de conteúdo de diferentes tipos de documentação produzida pela organização no decorrer das ações. Através dos instrumentos utilizados pretendeu-se aferir se foi efetivamente uma boa decisão estratégica da organização em estudo, a utilização das novas tecnologias, nomeadamente ao nível da introdução da metodologia b-learning na formação contínua dos trabalhadores. Como conclusão, conseguiu-se apurar que existiu uma evolução no contexto cultural e organizacional da organização em estudo, pelo facto de introduzir estrategicamente novas tecnologias de informação e comunicação, através da implementação da metodologia de formação de ações b-Learning no ano 2008. Foi criado um departamento de formação (2010) para responder eficazmente às necessidades da mesma, com a introdução de novos cursos, considerando a sua missão, os seus valores e os padrões de desempenho exigidos aos trabalhadores que prestam atendimento ao público, na prossecução dos objetivos da Agência para a Modernização Administrativa em geral e na Loja do Cidadão de Setúbal em particular, no período de 2008 a 2011.