17 research outputs found
Mercado de Trabajo y Flexibilidad Laboral: Una perspectiva operativa en Portugal
Tese de Doutoramento em Ciencias del Trabajo pela Universidad de Cádi
Competencies development: The role of organizational commitment and the perception of employability
The 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.info:eu-repo/semantics/publishedVersio
Green human resources practices and person-organization fit: The moderating role of the personal environmental Commitment
Based 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.info:eu-repo/semantics/publishedVersio
King Arthur's Lessons for Leadership and Superior Performance—From Screen to Real Life
inexistenteinfo:eu-repo/semantics/publishedVersio
Pro-environmental messages in job advertisements and the intentions to apply—The mediating role of organizational Attractiveness
: 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.Fundação para a Ciência e Tecnologia - FCTinfo:eu-repo/semantics/publishedVersio
Students’ motivation for a sustainable career in the hospitality industry in Portugal
Based 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.Based 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 careersinfo:eu-repo/semantics/publishedVersio
Contrato de trabajo, compromiso y satisfacción: Moderación de la empleabilidad
La búsqueda de prácticas flexibles de gestión de los
recursos humanos viene desempeñando un papel importante
para el desarrollo estratégico de las organizaciones
y en particular en contextos de profunda crisis
económica y financiera como la actual en Portugal, con
una situación de desempleo creciente y un clima generalizado
de inseguridad laboral. Este estudio pretende
examinar si la percepción de empleabilidad por parte de
los trabajadores puede desempeñar un papel moderador
en la relación entre formas más flexibles de contratación,
como el trabajo temporal, y las actitudes laborales.
Resultados sugieren que la percepción de empleabilidad
puede tener un efecto moderador en la relación entre el
tipo de contrato de trabajo y el compromiso afectivo y
la satisfacción laboral de los trabajadores bajo contrato
directo con la organización pero esta interacción no se
ha encontrado para trabajadores con contrato de trabajo
temporal con las Agencias de Empleo. ------ ABSTRACT ------ The search for flexible practices of human resources management comes playing an important role for the strategic organizational
development and specially in contexts of deep economic and financial crisis like the present one in Portugal, with an increasing unemployment
and a generalized climate of job insecurity. This study tries to examine if perception of employability by employees moderates the relationship
between flexible forms of hiring, such as temporary work, and job attitudes like affective commitment and job satisfaction. Results suggest
the moderating role of employability for workers under direct contract with the organization but this interaction has not been pointed for
workers with an temporary work contract with Employment Agencies. ------ RESUMO ------- A busca por práticas flexíveis da gestão dos recursos humanos vem desempenhando um papel importante para o desenvolvimento estratégico
das organizações e, em particular, nos contextos da profunda crise econômica e financeira como a que vive hoje Portugal, com uma situação de desemprego
crescente e um clima generalizado de insegurança laboral. Este estudo pretende examinar se a percepção de empregabilidade por parte dos trabalhadores
pode desempenhar um papel moderador na relação entre as formas mais flexíveis de contratação, como o trabalho temporário, e as atitudes laborais.
Resultados sugerem que a percepção de empregabilidade pode ter um efeito moderador na relação entre o tipo de contrato de trabalho e o compromisso
efetivo e a satisfação laboral dos trabalhadores com contrato direto com a organização, mas esta interação não foi encontrada para os trabalhadores com
contrato de trabalho temporário com as Agências de Emprego
Sistemas de recompensa: Uma analise empírica de antecedentes e consequências
O objectivo principal deste estudo consistiu em
analisar os antecedentes e consequências da configuração
do sistema de recompensas. O trabalho avaliou a
influência da cultura dominante de uma organização
nas características do sistema de recompensas, bem
como os efeitos deste no desempenho dos sujeitos. A
questão de partida era: qual o contributo da configuração
do sistema de recompensas de uma organização
para a explicação do nível do desempenho dos seus
trabalhadores? Este problema de investigação pode por
sua vez subdividir-se nas seguintes questões: que dimensões
da cultura organizacional influenciam a configuração
do sistema de remuneração? Quais os efeitos
do sistema de recompensas de uma organização no desempenho
dos seus trabalhadores? Os resultados sugerem
que as características do sistema de recompensas
de uma organização sofrem influências da cultura organizacional
dominante, no que se refere nomeadamente
ao nível da orientação competitiva ou orientação
humanista. A cultura dominante e o nível de remuneração
influem de forma significativa na percepção
de equidade, ou seja, organizações com cultura orientada
para a competição geram percepções de iniquidade
enquanto que organizações de matiz cooperativo
promovem percepções de equidade. Por último, as características
do sistema de recompensas influenciam
múltiplas dimensões do desempenho organizacional.ABSTRACT: This study analyzed some antecedents and consequences
of an organization’s reward system. The study
evaluated the influence of the dominant culture on the
characteristics of the reward system, as well as the
effects of this system on organizational behavior. The
departing question was: what is the contribution of the
reward system to the explanation of behavior in organizations?
This research problem was subdivided in
the following questions: what dimensions of the culture
organizational do influence the compensation system?
What are the effects of the reward system? Results
suggest that the characteristics of rewards are influenced
by the dominant cultural type, operationalized
as competitive and humanist orientations. Culture
and reward systems influence the perception of fairness,
in the sense that organizations with competitive
cultures tend to generate more perceptions of inequity,
while cooperative organizations promote perceptions
of equity.info:eu-repo/semantics/publishedVersio
Antiulcerogenic activity of the hydroalcoholic extract of leaves of Annona muricata Linnaeus in mice
AbstractAnnona muricata Linnaeus, popularly known as “graviola” and also called soursop, is a species typical of countries with a tropical climate, and it is used in folk medicine as an anticancer, analgesic and antispasmodic agent. The aim of the present study was to validate the gastroprotective activity of the hydroalcoholic extract of the leaves of A. muricata (HEAM) and to investigate the underlying mechanisms of action for this effect. Gastric lesions were induced in mice by absolute ethanol, acidified ethanol or indomethacin. Before, the animals were pretreated with saline, omeprazole or HEAM orally at doses of 50–400mg/kg. To determine the mechanism of action of the extract, we investigated, using specific inhibitors, the involvement of nitric oxide (NO), prostaglandins (PGEs), ATP-dependent K+ channels and α2-noradrenergic receptors. HEAM showed significant antiulcer activity against lesions induced by absolute ethanol, acidified ethanol or indomethacin, which was mediated by endogenous gastric prostaglandins
Employees perceptions of the importance of human resources management practices
Increased research has been focused on establishing positive effects of HR practices on behaviors outcomes and firm performance and less attention has been taken to the perceptions of employees about the importance of the HR management practices on their professional development and career success. In particularly, we wanted to understand these perceptions under a deep economic and labor recession context, such as the one in Portugal between 2010-2014. With this assumption, our study aims to present an instrument that accurately captures employees’ perceptions of the importance of Human Resources management practices promoted by organizations. Based on literature, a written questionnaire was developed and data from 525 Portuguese workers were collected between November 2013 and January 2014. Validity of the questionnaire was analyzed and its results confirmed the existence of seven HR practices integration, training, performance management, career management, internal communication, rewards and celebration-demonstrating the questionnaire’ construct validity. Perceptions about each of the Human Resources management practices by employees were found to be positively related to global perception of HR activities, however perceptions showed a low valuation of the practices. These results encourage addressing the gap in literature with adequate measures from the point of view of employees‘ perceptions about the importance of HR activities in the Portuguese context