PORG - Artigos em revistas internacionais
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- Developmental assets in emerging adulthood—Systematic reviewPublication . Soares, Ana Sofia; Pais-Ribeiro, José Luis; Silva, IsabelCharacterizing emerging adulthood as a period of the life course has proven to be relevant in understanding development and intervention with a focus on a positive orientation in the life course trajectory. Characterized by individualization, this period implies that people are increasingly compelled to depend on their own resources to build their life course trajectory. Identifying which resources place the person on a positive developmental trajectory becomes more relevant. Within the field of the Positive Youth Development, the Developmental Assets® model specifically focuses on which resources, that is, which personal and contextual characteristics of emerging adults can favor a positive orientation in the trajectory of the life course. The objective of this investigation is to analyze the utilization of the Developmental Assets model in the emerging adult population. In the review process, the Preferred Reporting Items for Systematic Review and Meta-Analysis Protocols (PRISMA-P) protocol was applied. Research was conducted in July 2023 in electronic databases, namely: Web of Science, Scopus, Science Direct, ERIC, PsycArticles, SciELO and B-on. In this review, 13 articles published between 1999 and 2023 were included. Results indicate diversity in adopted methods, both on conceptualization of the concept and its operationalization. Results of the analysis of studies included indicate the relevance of applying the Developmental Assets model in emerging adults and the importance of its exploration in future investigations. The utilization of the model in the population of emerging adults is suggested as a strategy focusing on a positive developmental trajectory
- Mindfulness fills in the blank spaces left by affective uncertainty uplifting adaptive behaviorsPublication . Junça-Silva, Ana; Caetano, AntonioDrawing on the integrative model of uncertainty tolerance, we aimed to investigate whether uncertainty relates to adaptive performance, at the within-person level. We argue that daily uncertainty at work will trigger negative affective reactions that, in turn, will minimize adaptive performance. Moreover, we focus on socio-cognitive mindfulness as a cross-level moderator of the indirect relationship of uncertainty on adaptive performance via negative affect. To capture changes in daily life and test our model, we conducted two diary studies across 5-working days: One with a sample of telecommuters (n = 101*5 = 505), and the other with a sample of non-telecommuters (n = 253*5 = 1,265). Study 1 took place between February and March of 2021 (during the mandatory confinement), and Study 2 occurred between April and May 2021 (out of the mandatory confinement). Both studies were conducted in Portugal. The multilevel results showed that at the day-level of analysis, uncertainty decreased adaptive performance through the enhanced negative affect. Moreover, at the person-level of analysis mindfulness moderated (a) the direct relationship of uncertainty to adaptive performance, and (b) the indirect relationship of uncertainty to adaptive performance via negative affect, in such a way that it became weaker when mindfulness was higher (multilevel-mediated moderation effect). This relation was different between Studies 1 and 2; that is, in Study 1, teleworkers who were high on mindfulness engaged in more adaptive performance when negative affect was high. In Study 2, adaptive performance significantly decreased, when negative affect was higher, even though this effect was weaker for mindful of individuals. The findings show that mindfulness helps to fill in the spaces of the affective uncertainty attenuating its detrimental effects.
- Burnout and suicidal behaviours in health professionals in Portugal: The moderating effect of self-esteemPublication . Jesus, Alexandra de; Pitacho, Liliana; Moreira, AnaThe main objective of this study was to investigate the effect of burnout on suicidal behaviours and the mediating effect of self-esteem in this relationship. A total of 1172 healthcare professionals working in Portugal’s private and public sector organisations participated in this study. The results indicate a high level of burnout among these professionals and that exhaustion (β = 0.16; p < 0.001) and disengagement (β = 0.24; p < 0.001) positively and significantly affect suicidal behaviours. In turn, self-esteem has a significant and negative effect (β = −0.51; p < 0.001) on suicidal behaviours. Self-esteem moderates the relationship between disengagement and suicidal behaviours (B = −0.12; p < 0.001) and the relationship between exhaustion and suicidal behaviours (B = −0.11; p < 0.001), representing an essential variable for future lines of research, namely on the role of self-esteem in preventing burnout and suicidal behaviours in professionals from other professional areas.
- Leadership and turnover intentions in a public hospital: The mediating effect of organisational commitment and moderating effect by activity departmentPublication . Martins, Patrícia; Nascimento, Generosa; Moreira, AnaAbstract: This research aimed to study the effect of leadership (transformational and transactional) on turnover intentions and whether this relationship is mediated by organisational commitment and moderated by the department of activity. To this end, it was hypothesized that: (1) leadership has a negative and significant association with turnover intentions; (2) leadership has a positive and significant association with affective organisational commitment; (3) organisational commitment has a negative and significant association with turnover intentions; (4) organisational commitment has a mediating effect on the relationship between leadership and turnover intentions; (5) the department to which the employee belongs has a moderating effect on the relationship between leadership and organisational turnover intentions. The sample consists of 477 participants working at the Hospital Professor Doutor Fernando Fonseca (HFF) in Portugal, performing their functions in several departments. This is a quantitative, correlational, and cross-sectional study. The results indicate that transformational leadership has a negative and significant effect on turnover intentions and a positive and significant effect on affective and normative commitment. Transactional leadership negatively and significantly affects all three components of organisational commitment. Affective and normative commitment has a negative and significant effect on turnover intentions. Calculative commitment has a positive and significant effect on turnover intentions. Affective commitment and calculative commitment have a partial mediating effect on the relationship between transformational leadership and organisational turnover intentions. The department to which the employee belongs does not have a moderating effect on the relationship between leadership and turnover intentions. It has been proven that leadership plays an extremely important role in the smooth running of this hospital unit.
- Complex tasks, delegation, and flexibility: What role for engagement and shared leadership?Publication . Dionísio, António Luis; Dionísio, Andreia; Sousa, Maria José; Moreira, AnaTask complexity is one of the main factors studied by academics and is at the center of leaders’ concerns. It is related to delegation and flexibility, which are enhanced by workers’ engagement and depend on how leadership is shared. In this context, this research was carried out with the main objective of testing the serial mediating effect of engagement and shared leadership on the relationship between task complexity and flexibility and the relationship between task complexity and delegation. The sample for this study consists of 368 participants, all of whom work in organizations based in Portugal. The results indicate that task complexity is positively and significantly associated with engagement, shared leadership, flexibility, and delegation. Shared leadership has a positive and significant association with flexibility and delegation. The serial mediating effect of engagement and shared leadership on the relationship between task complexity and flexibility was confirmed. The serial mediating effect of engagement and shared leadership on the relationship between task complexity and delegation was not confirmed.
- Perceived organizational culture and turnover intentions: The serial mediating effect of perceived organizational support and job insecurityPublication . Salvador, Mónica; Moreira, Ana; Pitacho, LilianaThis study aims to analyze the relationship between perceived organizational culture (POC) and turnover intentions (TI) and if this relationship is mediated by perceived organizational support (POS) and job insecurity (JI). For this purpose, the following hypotheses were formulated: (1) POC (support, goals, innovation, and rules) has a negative and significant relationship with TI; (2) POC (support, goals, innovation, and rules) has a positive and significant relationship with POS (affective and cognitive); (3) POS (affective and cognitive) has a negative and significant relationship with TI; (4) POS (affective and cognitive) has a negative and significant relationship with JI; (5) JI has a positive and significant relationship with TI; and (6) POS (affective and cognitive) and JI both represent a serial indirect effect in the relationship between POC (support, goals, innovation and rules) and the TI. This study's sample includes 661 participants working in organizations based in Portugal. The results indicate that only the perception of supportive and goal culture has a negative and significant association with TI; POC has a positive and significant association with POS; POS has a negative and significant association with JI and TI; JI has a positive and significant association with TI; affective POS and JI have a serial mediation effect in the relationship between supportive and goal POC and TI; cognitive POS and JI have a serial mediation effect in the relationship between goal POC and TI. [ABSTRACT FROM AUTHOR]
- Competencies development: The role of organizational commitment and the perception of employabilityPublication . Moreira, Ana; Sousa, Maria José; Cesário, Francisco José SantosThe main objective of this study was to analyze the mediating effect of perceived employability (internal and external) and the organizational commitment in the relationship between the organizational practices of competencies development (OPCD) and the turnover intentions. The sample consists of 2099 participants, all of them working in organizations based in Portuguese territory. The existence of a significant and negative effect of the OPCD, of perceived internal employability and the organizational commitment in the turnover intentions, has been proven. There was also a significant and positive effect of perceived external employability on turnover intentions. Finally, the serial mediating effect of perceived employability and organizational commitment in the relationship between OPCD and turnover intentions was proven.
- Self-Determined Motivation and Competitive Anxiety in Athletes/Students: A Probabilistic Study Using Bayesian NetworksPublication . Ponseti, Francisco Javier; Almeida, Pedro Henrique Garcia Lopes de; Lameiras, João; Martins, Bruno; Olmedilla Zafra, Aurelio; López-Walle, Jeanette; Reyes, Orlando; Garcia Mas, AlexandreThis study attempts to analyze the relationship between two key psychological variables associated with performance in sports - Self-Determined Motivation and Competitive Anxiety - through Bayesian Networks (BN) analysis. We analyzed 674 university students that are athletes from 44 universities that competed at the University Games in Mexico, with an average age of 21 years (SD = 2.07) and with a mean of 8.61 years' (SD = 5.15) experience in sports. Methods: Regarding the data analysis, firstly, classification using the CHAID algorithm was carried out to determine the dependence links between variables; Secondly, a BN was developed to reduce the uncertainty in the relationships between the two key psychological variables. The validation of the BN revealed AUC values ranging from 0.5 to 0.92. Subsequently, various instantiations were performed with hypothetical values applied to the "bottom" variables. Results showed two probability trees that have extrinsic motivation and amotivation at the top, while the anxiety/activation due to worries about performance was at the bottom of the probabilities. The instantiations carried out support the existence of these probabilistic relationships, demonstrating their scarce influence on anxiety about competition generated by the intrinsic motivation, and the complex probabilistic effect of introjected and identified regulation regarding the appearance of anxiety due to worry about performance.
- Rebound effects in persuasion: considering potential ironic effects of suppression and correction / Efectos rebote en la persuasión: una consideración de los posibles efectos irónicos de la supresión y la corrección / Efectos rebote en la persuasión: una consideración de los posibles efectos irónicos de la supresión y la correcciónPublication . Silva, Pedro José dos Santos Ponte da; Garcia-Marques, Teresa; Wegener, Duane T.Previous theory and research in persuasion has failed to examine possible ironic effects of attempting to suppress or to correct for influences of a potentially biasing source. Yet, because people often encounter sets of persuasive communications in order (e.g., in advertising), such rebound effects seem possible. Data on such possibilities are scarce, however. Here we present a relevant study. It followed the typical single-shot persuasive message with a second message on an unrelated topic but employed a similar type of (potentially biasing — attractive or unattractive) source. Attitudes following the second communication showed increased source impact for participants asked to suppress source-related thoughts during the first message (especially when the second message was encountered under load). Instructions to correct for potential source effects during the first message did not show ironic effects following the second message. This relatively small study is not enough to make definitive claims, but it suggests that rebound effects of thought suppression are possible in (repeated) persuasion settings. Future research and open questions regarding ironic effects are discussed.
- The work-to-life conflict mediation between job characteristics and well-being at workPublication . Chambel, Maria José; Carvalho, Vânia Sofia; Cesário, Francisco José Santos; Lopes, SilviaPurpose – 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. Keywords Burnout, Part-time employees, Work engagement, Work-life conflict, Job demands-control-support model Paper type Research paper
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