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Article
Publication date: 23 September 2019

Sílvia Lopes, Maria José Chambel and Francisco Cesário

This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of…

Abstract

Purpose

This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of this paper is to analyze the contribution of perceptions of support from organizations to autonomous motivation for temporary agency employment, the relationship of motivations with workers’ well-being and the mediating role of motivations between perceptions of organizational support (POS) and workers’ well-being.

Design/methodology/approach

The hypotheses were tested with a sample of 3,983 temporary agency workers and using structural equation modeling.

Findings

The authors verified that POS from the agency contributed to both autonomous motivation and controlled motivation for temporary agency employment, whereas POS from the client company only contributed to autonomous motivation for temporary agency employment. Moreover, autonomous motivation for temporary agency employment was positively associated with workers’ well-being. Contrary to expectations, controlled motivation for temporary agency employment was not significantly associated with workers’ well-being. As predicted, autonomous motivation for temporary agency employment was a mediator in the relationship between POS and workers’ well-being.

Research limitations/implications

The study relies on self-reported data, and it does not have a longitudinal design.

Practical implications

An important implication of this research study is that organizations, through the support provided to the workers, may contribute positively to increase workers’ autonomous motivation for temporary agency employment, and, in turn, more autonomous motivation for temporary agency employment relates to higher levels of workers’ well-being.

Originality/value

The study innovates by including in the same model variables that may contribute to workers’ motivation for temporary agency employment as well as the outcomes that may arise from workers’ motivation for temporary agency employment.

Details

International Journal of Organizational Analysis, vol. 27 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 5 January 2022

Paulo Dias, Sílvia Lopes and Ricardo Peixoto

This study aims to examine the associations among mastering new technologies, teleworkers’ voluntariness and involuntariness and employee well-being (i.e. work engagement and…

Abstract

Purpose

This study aims to examine the associations among mastering new technologies, teleworkers’ voluntariness and involuntariness and employee well-being (i.e. work engagement and exhaustion). To the best of the authors’ knowledge, no studies have explored the relationships among these constructs in the same conceptual model.

Design/methodology/approach

Data were collected from a sample of 451 individuals performing telework in Portugal. AMOS was used to test all hypotheses of the study.

Findings

The findings showed a positive relationship between mastering new technologies and teleworkers’ voluntariness and a negative relationship between mastering new technologies and teleworkers’ involuntariness. However, contrary to expectations, voluntariness in teleworking was not significantly related to either work engagement or exhaustion. However, consistent with the theoretical background of self-determination theory, involuntariness in teleworking was negatively related to work engagement and positively related to exhaustion.

Originality/value

This study contributes to the literature by addressing the analysis of telework-related variables that may impact workers’ well-being. Implications for human resource management policies and knowledge management are discussed.

Details

Journal of Knowledge Management, vol. 26 no. 10
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 6 May 2021

Maria José Chambel, Vânia S. Carvalho, Sílvia Lopes and Francisco Cesário

The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and…

Abstract

Purpose

The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation.

Design/methodology/approach

The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models.

Findings

The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship.

Research limitations/implications

The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results.

Practical implications

Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being.

Originality/value

This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

Details

International Journal of Organizational Analysis, vol. 29 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 31 August 2022

Silvia Lopes, Paulo C. Dias, Ana Sabino, Francisco Cesário and Ricardo Peixoto

The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being…

1027

Abstract

Purpose

The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion).

Design/methodology/approach

A cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro.

Findings

The findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion.

Practical implications

Managers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework.

Originality/value

Although teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being.

Details

Employee Relations: The International Journal, vol. 45 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 8 May 2017

Maria José Chambel, Vânia Sofia Carvalho, Francisco Cesário and Silvia Lopes

The purpose of this paper is to compare part-time and full-time employees, analyzing the relationship between job characteristics and workplace well-being (i.e. burnout and…

2756

Abstract

Purpose

The purpose of this paper is to compare part-time and full-time employees, analyzing the relationship between job characteristics and workplace well-being (i.e. burnout and engagement) and the mediating role of the work-to-life conflict with a sample of 736 employees from 14 Portuguese call center companies.

Design/methodology/approach

The hypotheses were tested with multiple group analysis on two samples: part-time and full-time employees.

Findings

The results confirm that in both the part-time and full-time subsamples employees’ perceptions of job characteristics are related to their well-being, and the work-to-life conflict partially mediates this relationship. Moreover, the study confirms that the relationship between employees’ perceptions of job demands and the work-to-life conflict and between the work-to-life conflict and workplace well-being were stronger for full-time than for part-time employees.

Research limitations/implications

The co-relational and cross-sectional design should be regarded as limitations. Moreover, each variable was only assessed with self-reported measures, and the sample comprised call center employees from only one country (Portugal), which may constrain the generalization of these results.

Practical implications

Part-time work is a good solution in order to prevent the work-to-life conflict. Furthermore, a reduced workload and time pressure, enhanced decision latitude and supervisory support appear to be crucial work characteristics for employees juggling their work with other roles and in the promotion of well-being at work.

Originality/value

This research study provides evidence that the traditional vision of the work-family conflict requires a broader conceptualization by considering the interference between life roles, particularly in the case of full-time young employees.

Details

Career Development International, vol. 22 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 16 June 2022

Ana Sabino, Elizabete Basilio, Silvia Lopes, Maria José Chambel, Paulo C. Dias and Francisco Cesário

This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction…

Abstract

Purpose

This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction, considering the moderating role of age groups.

Design/methodology/approach

A cross-sectional survey design with a sample of 350 individuals was used in this study.

Findings

A cross-sectional survey design with a sample of 350 individuals was used in this study.

Originality/value

By addressing the moderating role of age, this study is original and has practical implications for age diversity management.

Objetivo

Este estudo tem como objetivo estudar a relação entre a sobrequalificação, a empregabilidade, a insegurança no trabalho percebidas e satisfação das necessidades psicológicas globais, considerando o papel moderador dos grupos etários.

Design/metodologia/abordagem

Foi utilizado neste estudo um desenho de pesquisa transversal com uma amostra de 350 indivíduos.

Resultados

A sobrequalificação percebida, a empregabilidade percebida e a insegurança no trabalho percebida estão, em geral, significativamente relacionadas com a satisfação das necessidades psicológicas globais. No entanto, essas relações diferem entre as faixas etárias. Ou seja, para os indivíduos mais jovens, foi observada uma relação negativa entre a perceção de sobrequalificação e a satisfação das necessidades psicológicas globais, e para os indivíduos de meia-idade, a empregabilidade percebida está positivamente relacionada à satisfação das necessidades psicológicas globais, enquanto a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais. Finalmente, para os indivíduos mais velhos, a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais.

Originalidade

Ao abordar o papel moderador da idade, este estudo é original e tem implicações práticas para a gestão da diversidade em função do grupo etário.

Objetivo

Este estudio examina la relación entre la sobrecualificación percibida, la empleabilidad percibida, la inseguridad laboral percibida y la satisfacción de las necesidades psicológicas globales, considerando el papel moderador de los grupos de edad.

Diseño/metodología/enfoque

En este estudio se utilizó un diseño de encuesta transversal con una muestra de 350 individuos.

Resultados

La sobrecualificación percibida, la empleabilidad percibida y la inseguridad laboral percibida estaban, en general, significativamente relacionadas con la satisfacción de las necesidades psicológicas globales. Sin embargo, estas relaciones difieren entre los grupos de edad. En concreto, para los individuos más jóvenes, se observó una relación negativa entre la sobrecualificación percibida y la satisfacción de las necesidades psicológicas globales, y para los individuos de mediana edad, la empleabilidad percibida se relacionó positivamente con la satisfacción de las necesidades psicológicas globales, mientras que la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales. Finalmente, para los individuos de mayor edad, la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales.

Originalidad

Al abordar el papel moderador de la edad, este estudio es original y tiene implicaciones prácticas para la gestión de la diversidad de edad en el contexto de las políticas de RRHH de las organizaciones.

Article
Publication date: 11 June 2018

Alexandre Gomes G. Silva, Pedro Lopes Ferreira and Fernanda Bento Daniel

The purpose of this paper is to investigate Portuguese hospital inpatient satisfaction.

Abstract

Purpose

The purpose of this paper is to investigate Portuguese hospital inpatient satisfaction.

Design/methodology/approach

The study was conducted at a major university hospital in Portugal. Using the IAQH-IA mailed questionnaire, data were collected over three months (March to June 2015) from patients and families. From 1,500 former inpatients, 434 participated (29 percent response rate). Using the structural equation modeling, the authors derived satisfaction models and analyzed the relationship between quality, satisfaction and patient attitudes. Inferential statistics (bivariate analysis) were used to deal with global satisfaction determinants.

Findings

The satisfaction model was confirmed using factor analysis. Results show that developing a system for delivering timely information to both patient and relatives is relevant. Communication is a fundamental aspect for patients, which to date, seems to have been neglected by hospital managers. Education and current perceived health are important global satisfaction determinants.

Practical implications

Hospital managers can use the authors’ findings to measure and improve operational performance.

Originality/value

Knowledge about patient perception and satisfaction leads to continuing improvement in healthcare quality.

Details

International Journal of Health Care Quality Assurance, vol. 31 no. 5
Type: Research Article
ISSN: 0952-6862

Keywords

Article
Publication date: 18 November 2020

André Escórcio Soares, Miguel Pereira Lopes, Rosa Lutete Geremias and Aldona Glińska-Neweś

We propose an integrative model of how leaders (individual level) effectively relate to their social networks as a whole (network level). Additionally, we focus both on the leader…

Abstract

Purpose

We propose an integrative model of how leaders (individual level) effectively relate to their social networks as a whole (network level). Additionally, we focus both on the leader constructs and the followers shared constructs about those networks.

Design/methodology/approach

Our conceptual paper uses the integration of literature from two main bodies of knowledge: individual and shared cognitions, fundamentally from psychology, and a structural perspective, mainly from sociology, organisational studies and social network analysis. We take a psycho-structural approach which allows the emergence of new perspectives on the study of leadership and more specifically on the study of relational leadership.

Findings

We propose a leader-network exchange (LNX) theory focussed on the behaviours and cognitions of leaders and followers as well as the relations between them.

Research limitations/implications

Our model represents a new perspective on leader–followers relationship by stressing the importance of both followers and leaders' cognitions. We highlight the importance of the relationships between followers on the creation of shared meaning about the leader.

Practical implications

Our model helps leaders and managers make sense of the cognitions and behaviours of their teams. By considering the teams characteristics, i.e. cognitions and network structure, it allows leaders to adopt the most appropriate behaviours for effective leadership. Leadership and management development programmes designed around our model will enhance the use of networking skills.

Originality/value

Contrary to the traditional view of LMX, our approach considers the social context of leaders and followers. It also adds a new layer of knowledge going beyond what members think of their leaders by considering the social networks of leaders and followers.

Details

Journal of Organizational Change Management, vol. 33 no. 6
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 2 August 2022

Mateus Manfrin Artêncio, Alvaro Luis Lamas Cassago, Janaina de Moura Engracia Giraldi, Silvia Inês Dallavalle Pádua and Fernando Batista Da Costa

A region can be registered as a geographical indication (GI) when its human or natural characteristics influence product attributes. However, GI registration is a complex process…

Abstract

Purpose

A region can be registered as a geographical indication (GI) when its human or natural characteristics influence product attributes. However, GI registration is a complex process that can lead applicants to conflicts and resource waste. Since metabolomics can support product typicality, it can be an effective tool to evidence the place-product link, essential for GI registration. With the aim of increasing GI registration efficiency, this research aimed to map the Brazilian GI registration process from end to end, using business process model and notation (BPMN), and evaluate the application of metabolomics techniques as facilitator.

Design/methodology/approach

A qualitative exploratory study was proposed, with the Brazilian GI registration process as unit of analysis. Primary data was obtained through twelve in-depth interviews with GI producers, members of supporting institutions and metabolomics experts. Based on the collected data, the complete GI registration map was designed with bpmn.io software.

Findings

Results provided a clear view of the GI registration process. Interviewees considered the selection of the appropriate GI category, the establishment of GI common rules, product specification and the confirmation of the place-product link as the most demanding requirements. Since the last two involve specifying the influence of the origin on products, the use of metabolomics was suggested as a powerful tool to complete these stages.

Research limitations/implications

The theoretical contribution is provided by the interweave of the three scientific fields mentioned (GI, business process management (BPM) and metabolomics) to contribute to the still small body of literature on GI-related processes. Additionally, other theoretical contributions are the presentation of a GI registration map associated to the use of “omics” techniques as process facilitator.

Practical implications

The practical contribution of this work is the establishment of an end-to-end view of the entire GI registration process, which makes easier for applicants to engage, plan resources and achieve the GI label. Furthermore, metabolomics acts as a facilitator since its data can be used for different purposes on the way to GI registration.

Social implications

Results can be used to facilitate GI registration, reducing resources demanded from applicants. GI labels provide product protection, better selling prices and competitive advantages for producers, which are positive outcomes in countries with a commodity-based economy like Brazil.

Originality/value

The originality of the study lies in the approach used to map the GI registration process, as well as the suggestion of metabolomics as facilitator in some of its stages.

Details

Business Process Management Journal, vol. 28 no. 4
Type: Research Article
ISSN: 1463-7154

Keywords

Abstract

Details

Social Enterprise Journal, vol. 20 no. 2
Type: Research Article
ISSN: 1750-8614

1 – 10 of 38