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In recent decades, human resource management (HRM) in health organizations has faced several problems associated with employees' efficiency and happiness, which has been particularly exacerbated after the pandemic crisis. In this scenario, this study seeks to analyze nurses' turnover intention by comparing Portuguese public and private healthcare organizations. As determining factors, transformational leadership, perceived organizational support and organizational commitment were considered.

A survey was digitally applied to 277 nurses from Portuguese public and private healthcare organizations.

Results suggested that there are differences in nurses' turnover intentions: there is a greater likelihood of nurses in the private sector planning to leave the healthcare organizations the nurses work for when compared to public hospital nurses. Furthermore, nurses in public hospitals perceive lower levels of transformational leadership, organizational support and organizational commitment than those in the private sector. The underlying cause as to the intention of leaving the public sector resides in normative commitment. On the other hand, lower affective commitment explains the intention to abandon the private sector.

This study is relevant for human resource managers and administrators in public and private hospitals since it enables a diagnosis of the situation, as well as a definition of the most appropriate policies for each of the sectors as a strategy to attract and retain health professionals.

This study is significant as the study provides a better understanding of the reasons which lead nurses to consider leaving the organization where the nurses work and the difference between nursing professionals in public and private hospitals.

The purpose of this article is to compare graduates' score rates in two multiple mini-interview (MMI) stations designed to assess graduates from several academic areas: confidant vs stress interview and synchronous vs asynchronous. This relates to three transversal competences (TCs) (learning to learn [LL], positive professional attitude [PPA] and market orientation [MO]) and analyses the impact of global performance during interviews, in the context of the hypothetical hiring decision.

The paired samples t-test was employed to compare the scores obtained by 130 graduates in two assessment exercises, which were designed to evaluate the same set of TCs. Multiple linear regression models were estimated to model the effect of global performance during the interview on the hypothetical hiring decision.

Results indicate a significant difference in averages between the graduates' TCs scores in confidant interviews, when compared with stress interviews. However, this is only observed in synchronous evaluations. In both interviews, the assessment of the participant's global performance has a significant effect on the hypothetical hiring decision.

In the confidant interview, the interviewer was also the synchronous evaluator, which may have affected their focus on the evaluation process. The order in which graduates participated in the confidant and stress interviews varied, thus possibly influencing their performance.

The results are relevant for HEIs, graduates and employers involved in the evaluation of TCs.

The article derives from a broader research project which adapted the MMI model to other academic areas. It considers two instruments to evaluate graduates' TCs and two assessment circumstances.

The purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.

A questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.

Regression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.

Ethical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.

Considering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.

The added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

The purpose of this paper is to disclose the perceptions of Portuguese employers regarding the transferable competencies (TCs) that enhance the employability of recent management graduates, the mechanisms for their development and the role played by different agents (faculties, students and companies) in this process.

Participants were 41 chief executive officers and human resource managers belonging to the same number of companies located in northern Portugal. A semi-structured interview guide allowed the participants to express their views through their own words and in depth.

The participants identified the TCs they seek in recent management graduates, including several cognitive competencies, emotional intelligence competencies and social intelligence competencies. They discerned the curricular internship and the Erasmus+ program as the most effective mechanisms to develop undergraduates’ TCs. The role of companies in the development of the TCs of students and recent graduates was acknowledged; nonetheless, these employers expect greater involvement from Portuguese faculties and students.

Although the results of this exploratory study cannot be generalized to the Portuguese population of employers, it contributes to uncover and understand their perceptions, hence providing a basis for subsequent investigations using larger samples.

Portugal is a particularly relevant context to conduct this research given the recent financial crisis and ensuing pressure on new graduates to deliver good performance rapidly, as well as the involvement of Portuguese universities in processes of international evaluation and accreditation. However, little information has thus far become available regarding employers’ perceptions of management graduates’ TCs.

The main aim of this study is to explore the moderating role of ethical leadership on the indirect effect of work–family conflict on nurses' job satisfaction via hindrance stress.

A questionnaire was answered by 224 nursing professionals working in public and private health institutions.

A mediation–moderation model was estimated, and the results thereof indicated that work–family conflict has an indirect negative effect on satisfaction through the mediation mechanism of hindrance stress. Results also show that ethical leadership enhances this mediated relationship.

The cross-sectional data limited the generalization of results. Future research should develop longitudinal studies, which will allow for conclusions to be drawn with regard to inferences of causality.

It is recommended that health organizations should develop ethical training for their leaders. By doing so, they will address two issues: the conciliation between work and family as well as the reduction of job stress, which will subsequently improve job satisfaction.

The originality of this empirical study lies in the exploration of the moderating role of ethical leadership in the indirect effect of work–family conflict, which, in turn, impacts on job satisfaction via the hindrance stress experienced by nurses. The study is innovative in the sense that it seeks to gain a greater understanding of the moderation–mediation mechanisms of the variables under study.

The experience of working from home, which people had to deal with in the aftermath of the global pandemic crisis, was a test of resilience and does not necessarily have to be analysed in a negative light. In this sense, this study aims to analyse the impact of the perceived schedule flexibility, in the context of telework, on stress and satisfaction with family life among academic staff. To this end, a model was implemented to analyse the mediation role of family–work conflict.

Data was collected from 248 questionnaires presented to educators and office staff at universities when teleworking was initiated due to the pandemic confinement. Structural equation analysis was designed to test the study hypotheses.

By applying a model which uses the effect of mediation of the family–work conflict, the results revealed that the perception of flexibility resulting from telework influences stress at work, as well as satisfaction with family life among academic staff.

There is a need to study the conditions required in the implementation of telework. This study is specifically intended to deepen some of the findings of previous studies in this area and to provide a greater understanding of how perceived flexibility can contribute to a decrease in stress and higher levels of satisfaction by reducing family interference with work.

This paper aims to contribute to the understanding of the three‐dimensional model of organizational commitment proposed by Meyer and Allen (e.g., 1991). It focuses on whether continuance commitment should be considered one‐dimensional or bidimensional (low alternatives; high sacrifices). Whether affective commitment should be divided into two components (affective commitment; future in common) or if it should remain as a one‐dimensional construct is also discussed. The paper also considers a “new” factor identified by Rego (2003), which he named “psychological absence”, but which we denominated here as accommodating commitment. Besides the confirmatory factor analysis, the paper shows how four dimensions of organizational justice (distributive, procedural, interpersonal, and informational) explain organizational commitment. The sample comprises 366 individuals from 22 organizations operating in Portugal. The predictive value of the justice perceptions for both instrumental commitment components is quite weak, despite ranging from 25 per cent to 36 per cent for the other components. Procedural and interpersonal justice are the main predictors. The accommodating dimension improves the fit indices of the factorial model, but its meaning is not clear. It is also not clear whether one should consider it as a new component of commitment or whether its items should be removed from the measuring instruments. The findings suggest that some gains can be achieved in the partition of the affective and instrumental commitment, but further research is necessary to clarify the issue.

The aim of this paper is to suggest an instrument to measure trust in a team leader, within an R&D context.

The material was collated from available literature and semi‐structured interviews. A total of 192 valid answers were collected from scientists and professionals working in R&D teams in Portugal.

The factor analysis allowed for the extraction of four components: “integrity”, “benevolence”, “concern”, and “ability”.

The paper suggests the need to test the validity of the measuring tool in other contexts.

A new measurement instrument for trust in the team leader is developed in the context of R&D teams.