Onboarding is crucial for the creation of a lasting bond between employees and the organization and, consequently, for the retention of new hires. However, there is a lack of research on the mechanisms by which onboarding influences employees turnover intention. Based on the Socialization of Resources Theory, the study analyses the role of organizational identification and employee well-being as possible links between onboarding and turnover intention. Previous onboarding research has primarily focused on corporate welcome sessions, while often neglecting the role of managers and coworkers in helping newcomers adjust effectively. This study aims to fill this gap by considering three dimensions of onboarding: Corporate Welcome, Managers’ Welcome, and Coworkers’ Welcome. A total of 114 complete responses were collected through an online survey shared on social networks during May/June, 2023. Most participants work in the private sector, in small/medium-sized companies operating in Portugal. Structural Equations Modelling with Partial Least Squares was used to test the hypothesis under study. The results evidence a positive effect of onboarding on employees’ well-being and on organizational identification. Workplace well-being mediates the relationship between onboarding and turnover intention. Additionally, the findings show that there are significant differences for gender, since the effect of Managers’ Welcome on Turnover Intention is stronger for males and the effect of Workplace Well-being on Turnover Intention is stronger for females. The model explains 65.4% of turnover intention variance.

There is evidence that perceptions of employability lead to positive results for organizations and individuals alike. The relationship between perceptions of employability and development of skills is, although relevant, an understudied area of research. This study analyses this relationship in a sample of 196 students who participated in the Erasmus program between 2013 and 2017. Using fuzzy set qualitative comparative analysis (fsQCA), we analyse how configurations of five types of skills (Career-orientation skills, Adaptability skills, Managerial skills, Personal skills and Teamwork skills) combine to produce perceptions of employability. Results show that, although Erasmus students perceive a positive development in all groups of skills, students perceive a higher development on Adaptability skills. Results also show that there is no single type of skills that can be developed to promote perceptions of employability but, instead, there are two distinct configurational groupings of skills that lead to perceptions of employability: one configuration has two core conditions—Adaptability skills and Teamwork skills—and the other configuration includes three core conditions—Career-orientation skills, Managerial skills and Personal skills. These configurations match the two main motivations for choosing an international exchange as a strategy to enhance employability: pursuing an international career and pursuing distinction from peers.

Type 1 diabetes mellitus (T1DM) is one of the important causes of chronic kidney disease (CKD) and end-stage renal failure (ESRF). Even with the best available treatment options, management of T1DM poses significant challenges for clinicians across the world, especially when associated with CKD and ESRF. Substantial increases in morbidity and mortality along with marked rise in treatment costs and marked reduction of quality of life are the usual consequences of onset of CKD and progression to ESRF in patients with T1DM. Simultaneous pancreas-kidney transplant (SPK) is an attractive and promising treatment option for patients with advanced CKD/ESRF and T1DM for potential cure of these diseases and possibly several complications. However, limited availability of the organs for transplantation, the need for long-term immunosuppression to prevent rejection, peri- and post-operative complications of SPK, lack of resources and the expertise for the procedure in many centers, and the cost implications related to the surgery and postoperative care of these patients are major issues faced by clinicians across the globe. This clinical update review compiles the latest evidence and current recommendations of SPK for patients with T1DM and advanced CKD/ESRF to enable clinicians to care for these diseases.

Family-friendly practices (FFP) are viewed as an important tool to achieve equal opportunities and a supportive culture, with potential benefits for the organizational image and its employer branding. To date, however, there is an imperfect understanding of whether FFP affect firm performance and what are the mechanism of the possible association. This study tests a comprehensive model to investigate whether FFP affect firm performance and analyzes the role played by work–life balance (WLB) as a mediator between the provision of FFP and employee attitudes and firm performance.Using a sample of 724 public and private Portuguese companies and Partial Least Squares (PLS) regression, the results show that the availability of FFP indeed has a positive influence on WLB, organizational commitment, and job satisfaction, but it does not impact family satisfaction. Moreover, WLB mediates the relationship between FFP and firm performance. It is noteworthy that men and women do not perceive the impact of these practices the same way, with FFP having a greater impact on female job satisfaction than on their male counterparts. In addition, participants with lower levels of education and lower levels of annual income perceive a stronger impact of FFP on organizational commitment and WLB than the remaining participants. Men and participants with lower levels of education also perceive a stronger impact of WLB on family satisfaction.

Purpose: Work overload has become a relevant issue in the Information Technology (IT) industry, with negative effects for individuals and organizations alike. This study aims to analyse the role of personal resources in a broad model regarding the effects of work overload on performance and well-being for the particular case of IT professionals. Considering the specificities of the IT industry, three personal resources were included in this study: one stable personality variable (conscientiousness) and two more malleable variables (work-life balance and psychological detachment).Design/methodology/approach: To test the model, the authors use a sample of 144 IT Portuguese professionals. The authors collected data through an online questionnaire shared in social networks and IT social network communities. The authors use partial least squares (PLS) for data analysis.Findings: The results show that work overload negatively impacts on employees’ life satisfaction, psychological detachment, work-life balance and task performance. Conscientiousness is positively related with two positive outcomes: task performance and life satisfaction. Work-life balance has a mediating effect in the relationship between work overload and life satisfaction.Practical implications: These findings emphasize the need to promote conscientiousness in IT professionals, as well as reduce workload and promote family-friendly working environments to foster work-life balance and life satisfaction.Originality/value: By testing this model, the authors aim to contribute to the current knowledge on the role of personal resources in the Job Demands-Resources model, which is still unclear and under-researched.

Although research on procrastination at work is scarce, existing studies indicate its negative effects in multiple spheres of personal and professional life, with repercussions on individuals’ well-being and social sustainability. This study proposes a model that aims to clarify the relationships between the antecedents and consequences of procrastination at work. We follow a bi-dimensional conceptualization of procrastination at work, using the dimensions of soldiering and cyberslacking. The model includes boredom at work as a predictor and work stress and job satisfaction as outcomes. Data from a sample of 287 participants were analyzed with Partial Least Squares. Results show that boredom at work is positively associated with both soldiering and cyberslacking. Results also show that soldiering increases work stress and decreases job satisfaction. Cyberslacking has no significant effects on work stress or job satisfaction. The theoretical and practical implications of this study are further discussed.