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- King Arthur's Lessons for Leadership and Superior Performance—From Screen to Real LifePublication . Sabino, Ana; Cesário, Francisco José Santos; Andrade, Luís José Nunes; Teobaldi, Filipeinexistente
- Measuring sustainability: A validation study of a Triple Bottom Line (TBL) Scale in PortugalPublication . Sabino, Ana; Moreira, Ana; Cesário, Francisco José Santos; Pinto Coelho, MafaldaStudies on sustainability using the Triple Bottom Line (TBL) approach are increasing. However, there is no consensus on how to measure the economic, social, and environmental dimensions of sustainability based on TBL theory. Despite numerous proposals, there is a lack of integrated measures covering all three dimensions simultaneously and having a human-centered approach. This gap is particularly pronounced in Portugal, where no existing scale adequately meets the needs of academics and practitioners. To address this challenge, and based on existing measures that encompass the nature of each TBL dimension, we present and validate a 15-item TBL scale, with 5 items per dimension: economic, social, and environmental. To test convergent validity and contribute to the discussion regarding the links between TBL and Corporate Social Responsibility (CSR), we also analyzed the association between each TBL dimension and each CSR dimension. Using a sample of 635 participants, divided into two independent sub-samples, we conducted comprehensive statistical analyses, including exploratory and confirmatory factor analysis, reliability testing, and convergent and discriminant analysis, followed by invariance testing of the TBL scale. The results suggest that the proposed measure fits the Portuguese sample, and all psychometric results are robust. We also establish the links between the three dimensions of TBL— economic, social, and environmental—and the CSR dimensions, as convergent validity is verified between social TBL and employees' CSR practices. We discuss theoretical and practical implications, as well as limitations and suggestions for future research.
- Through the lens of workers’ motivation: Does it relate to work–family relationship perceptions?Publication . Lopes, Sílvia; Sabino, Ana; Dias, Paulo C.; Rodrigues, Anabela; Chambel, Maria José; Cesário, Francisco José SantosWorkers’ motivations and the work–family relationship are two subjects that have been capturing the attention of researchers and practitioners. However, to date, little is known about the link between the two subjects. Thus, this research aimed to investigate the relationships among each type of motivation conceptualized in self-determination theory and work–family conflict, work–family enrichment, and work–family balance. In addition, the current study intended to investigate the relationships among work–family conflict, work–family enrichment, and Work–family balance. Data were collected through a self-administered questionnaire. To test the hypotheses, the PROCESS macro was used. The results suggested that intrinsic motivation is negatively associated with work–family conflict and positively associated with work–family enrichment and work–family balance. Additionally, identified regulations seem to be positively associated with work–family enrichment and work–family balance. However, contrary to expectations, this study revealed a positive relationship between introjected regulation and work–family enrichment and work–family balance. Concerning external regulation (material and social) and amotivation, globally, the findings were consistent with the hypotheses, i.e., the higher the external regulation and amotivation, the higher work–family conflict and the lower the work–family enrichment and work–family balance. Moreover, the higher the work–family conflict, the lower the work–family balance, and the higher the work–family enrichment, the higher the work–family balance. Theoretical and practical implications are discussed.
- Students’ motivation for a sustainable career in the hospitality industry in PortugalPublication . Cesário, Francisco José Santos; Sabino, Ana; Moreira, Ana; Portugal, Miguel; Correia, AntóniaBased on the intersection between Sustainable Development Goal (SDG) 4 “Quality Education” and SDG 8 “Decent Work and Economic Growth”, the main purpose of this study, framed by the self-determination theory, was to identify the relationship between the factors that motivate students to pursue a career in the hospitality and tourism industry and their commitment to the university and to their program, guaranteeing a more sustainable career. Methodologically, a survey was used to assess students’ perceptions about their commitment to conclude their BA academic program and their time at university, and to identify the types of motivation to pursue a future career in hospitality and tourism. The study took place, with the participation of 305 students, in one of the leading Portugal universities in hospitality and tourism. By leveraging the structural equation modelling technique, we tested how extrinsic and intrinsic motivations for a career in the hospitality and tourism industry contribute to the commitment to the program and the university. Results suggested that students’ commitment to remain in the university and their commitment to conclude their BA program are mainly associated with introjected motivation. This study highlights the need to study higher education systems to boost sustainable human resources management, mainly creating bridges between education systems and industry to allow individuals to have more sustainable careers.
- Pro-environmental messages in job advertisements and the intentions to apply—The mediating role of organizational AttractivenessPublication . Pinto Coelho, Mafalda; Cesário, Francisco José Santos; Sabino, Ana; Moreira, Ana: Environmental sustainability is a concept with increasing importance in the way organizations think and outline their cultures, practices, and business strategies to become more attractive. In this sense, the present study aims to understand whether organizations that publish job advertisements regarding sustainable culture and ecological concerns are perceived as more attractive and generate higher intentions to apply. A quantitative study was made with a sample comprising 443 participants. The results suggested that job advertisements with pro-environmental messages generate a higher organizational attractiveness. In addition, organizational attractiveness does not mediate the relationship between the type of advertisement (green vs. non-green) and intentions to apply. Additionally, the results suggested that individuals with greater individual environmental responsibility and intentions of pro-environmental behavior have a greater intention to apply, facing green job advertisements. The role of organizations in adopting green practices to attract and retain the best talent is also discussed, as well as suggestions for future studies.
- Linking organizational cynicism to prosocial voice and defensive silence through the mediating role of bullying at workPublication . Sabino, Ana; Gonçalves, Sónia P.; Cesário, Francisco José SantosABSTRACT: Purpose – The purpose of this study is to investigate the influence of organizational cynicism on prosocial voice and defensive silence and to verify the mediating role of workplace bullying in these relationships. Design/methodology/approach – A cross-sectional survey design with a sample of 205 individuals was used in this study. Findings – The hypotheses were confirmed as organizational cynicism plays a significant and negative influence on prosocial voice and a significant and positive influence on defensive silence. In addition, workplace bullying partially mediates both relationships. Originality/value – This study contributes to a deeper understanding of organizational cynicism and workplace bullying influences on prosocial voice and defensive silence. It investigates a relationship that, to the best of the authors’ knowledge, has not been studied yet. It also contributes to the discussion regarding the close relationship between prosocial voice and defensive silence.
- Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?Publication . Lopes, Silvia; Dias, Paulo C.; Sabino, Ana; Cesário, Francisco José Santos; Peixoto, RicardoPurpose – 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. Keywords Employees’ fit to telework, Voluntariness, Involuntariness, Work well-being, Work engagement, Exhaustion Paper type Research paper
- Adaptation of the Work-Related Quality of Life-2 Scale (WRQoL-2) among Portuguese WorkersPublication . Sabino, Ana; Moreira, Ana; Cesário, Francisco José Santos; Dias Pinto, MafaldaABSTRACT: n the present study we aimed to fulfill two main goals. The first was to adapt the WRQoL-2 Scale among Portuguese workers and the second was to verify the associations between WRQoL-2 dimensions and perceived organizational performance dimensions (e.g., social and economic). To reach our research goals, we used a sample of 635 Portuguese workers. The WRQoL Scale has been widely used for academic and practical ends and comprises six dimensions: Job and Career Satisfaction, Control at Work, General Well-Being, Home–Work Interface, Stress at Work, and Working Conditions. Recently, the authors proposed a revised measure—WRQoL-2—in which they added a seventh dimension—Employee Engagement. As this second version had not yet been translated into the Portuguese language for Portugal, this was our first goal. By performing a set of statistical analyses such as EFA, CFA, reliability, convergent and discriminant validity, and invariant analysis, the results suggested a six-factor structure where the dimensions of Job and Career Satisfaction and Employee Engagement were united. The final structure suggested good reliability as well as convergent and discriminant validity as it showcased invariance according to gender and sector. Because there is a lack of studies focusing on the links between quality of work life and organizational performance, we then tested the interplay between WRQoL-2 and perceived organizational performance dimensions, and we verified that, although most are significantly associated, the results suggest a low intensity. This work also presents several theoretical and practical implications.
- O silêncio dos colaboradores de Van Dyne, Ang e Botero (2003) : estudo da validade fatorial e da invariância da medida para PortugalPublication . Sabino, Ana; Cesário, Francisco José SantosResumo: O silêncio dos colaboradores tem sido entendido como a decisão deliberada do indivíduo em reter informação, opiniões e sugestões acerca da organização. Nos últimos anos tem-se verificado um acréscimo de estudos sobre este constructo verificando-se, no entanto, falta de consistência teórica e empírica. O presente estudo tem como objetivo estudar a validade fatorial e a invariância da medida proposta por van Dyne, Ang e Botero (2003) para Portugal. Partindo de uma estrutura teórica tridimensional, os resultados sugerem que, para a população portuguesa, a medida é invariante e composta por duas dimensões que se correlacionam, negativamente. Uma primeira denominada de silêncio de adesão que corresponde ao silêncio prosocial de van Dyne et al. (2003) e uma dimensão de rejeição composta pela junção das dimensões defensiva e submissa de van Dyne et al. (2003). As implicações teóricas e práticas são discutidas.
- Green human resources practices and person-organization fit: The moderating role of the personal environmental CommitmentPublication . Cesário, Francisco José Santos; Sabino, Ana; Moreira, Ana; Azevedo, TeresaBased on the 2030 Agenda of the United Nations (UN), where 17 Sustainable Development Goals (SDGs) are identified, the present study aims to (1) propose a measure for the perception of green human resources management practices; (2) investigate its relationship with the employees’ personorganization fit, and (3) analyze the moderating role of personal environmental commitment in the relationship between the perception of green human resources management practices and employees’ person-organization fit. A quantitative and hypothetical-deductive approach was used, and a sample of 204 Portuguese employees responded to an online questionnaire. The results showed (1) that the proposed measure for the perception of green HR practices was adapted to the Portuguese population and showed excellent internal consistency; (2) a significant and positive relationship between perceived green HR practices and person-organization fit; and (3) that this relationship can be moderated by high personal environmental commitment. The study presents novelty and contributes to the existing literature concerning green HR practices by proposing an adapted measure, relating it to person-organization fit, and verifying the moderated role of personal environmental commitment. Thus, the effective implementation of green HRM practices is highlighted to promote positive consequences in the organization and the employees.