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- Conflict (Work-Family and Family-Work) and task performance: The role of well-being in this relationshipPublication . Moreira, Ana; Encarnação, Tiago; Viseu, J.; Au-Yong-Oliveira, ManuelRecent societal changes have brought new challenges to contemporary organisations, e.g., how to properly manage the work-family/family-work dyad and, thus, promote adequate task performance. This paper aimed to study the relationship between conflict (work-family and familywork) and task performance, and whether this relationship was moderated by well-being. Thus, the following hypotheses were formulated: (1) conflict (work-family and family-work) is negatively associated with task performance; (2) conflict (work-family and family-work) is negatively associated with well-being; (3) well-being is positively associated with task performance; and (4) well-being moderates the relationship between conflict (work-family and family-work) and task performance. A total of 596 subjects participated in this study, all employed in Portuguese organisations. The results underlined that only family-work conflict was negatively and significantly associated with task performance. Work-family conflict established a negative and significant relationship with well-being. Well-being was positively and significantly associated with performance and moderated the relationship between conflict (work-family and family-work) and task performance. These results show that organisations should provide employees with situations that promote their wellbeing, especially in Portugal, where a relationship culture exists (rather than task culture, which is predominant in the USA and Canada, for example) which means that additional and considerable time must be dedicated to personal and family matters for people to fit in and be accepted harmoniously.
- Job crafting and job performance: The mediating effect of engagementPublication . Moreira, Ana; Encarnação, Tiago; Viseu, J.; Sousa, MariaThe main purpose of this study was to investigate whether work engagement mediates the relationship between job crafting and job performance. To this end, the following hypotheses were formulated: (1) job crafting establishes a positive and significant association with job performance; (2) job establishes a positive and significant association with work engagement; (3) work engagement establishes a positive and significant association with job performance; (4) work engagement mediates the association between job crafting and job performance. The sample was composed of 453 participants working in organisations based in Portugal. The hypotheses formulated in this study were tested by performing simple and multiple linear regressions. The results indicated that only increasing structural job resources and increasing challenging job demands established a positive and significant association with task performance. Increasing structural job resources, increasing social job resources, and increasing challenging job demands established a positive and significant association with citizenship performance and work engagement. Work engagement established a positive and significant association with task performance and citizenship performance. Only a partial mediating effect, through work engagement, was observed on the association between increasing challenging job demands and task performance, and between increasing social job resources and citizenship performance.