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- Relational job characteristics and well-being of Brazilian K-12 teachersPublication . Klein, Natan; Costa, Carlos; Pereira, Cícero Roberto; Chambel, M.J.; Marôco, JoãoA teacher’s relationship with students can be a source of more than stress. The attributes of relational jobs either promote positive (e.g., work engagement) or inhibit negative (e.g., exhaustion) psychological states that constitute potential predictors of teachers’ general well-being (e.g., health perception). The present study tests hypotheses regarding the relationships between the psychological efects of relational job characteristics and teachers’ work-related and context-free well-being indicators. Preschool, primary, and secondary Brazilian school teachers (n=2205) responded to a cross-sectional survey. Data were analyzed by multiple mediator structural equation modeling. The psychological efects of relational job characteristics predicted exhaustion, engagement, and health perception. Findings support indirect efects on health perception of exhaustion and engagement. Data were interpreted according to the job demands-resources model, where the relational job characteristics constitute essential resources that foster work engagement, diminish burnout, and indirectly afect more generalized well-being states such as general health. Possible explanations for the relationships are discussed.
- Competences development and turnover intentions: the serial mediation effect of perceived internal employability and affective commitmentPublication . Moreira, Ana; Cesário, Francisco José Santos; Chambel, M.J.; Castanheira, FilipaPurpose – This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach – The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings – A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover intentions was verified. A total serial mediation effect was also found from perceived internal employability and affective commitment in the relationship between organisational practices of competences development (i.e., training, individualised support and functional rotation) and turnover intentions. Practical implications – These practices should be developed by leaders of organisations in order that employees feel that the organisation is investing in their development, which can lead to an increase in their emotional attachment towards the organisation and consequently increase their desire to stay in the organisation. Originality/value – This study makes two important contributions. First, it confirms the existence of a significant and negative relationship between perceived internal employability and turnover intentions. Second, it proves the existence of a total serial mediation effect of perceived internal employability and affective commitment in the relationship between organisational practices of competences development and turnover intentions.
- A psychometric assessment of a human resources practice measure for temporary agency workersPublication . Sobral, Filipa; Chambel, M. J.; Castanheira, Filipa; Cesário, Francisco José SantosStudies have proposed and validated several measures that evaluate employee's perceptions of the human resources practices (HRP). However, given the changes occurring in the labor market, there is a need to develop a measure specially adapted to the contingent workers specific employment relationship. Thus, this study assesses an HRP system scale that was administered to temporary agency workers (TAW) to examine the scale's response process, internal structure and relation to other variables (i.e., affective commitment). The measure was administered to 4,551 Portuguese TAW. The Messick's validation framework (1995) was use and two sectors were compared. Descriptive analyses, scale reliabilities, item characteristics, exploratory, confirmatory, and multiple group analyses demonstrated that the measure had good psychometric properties. Moreover, there were positive correlations between the HRP scale and affective commitment. The results contribute to a better understanding of managing TAW's in agencies and client companies. HRP are a valuable method for "communicating" with these workers, who are then able to recognize and respond to the investment. This is the first study to develop and assess the psychometric properties of an HRP system measure for TAW and to cross-validate it with workers' affective commitment towards both companies that are involved in this employment relation.