O excesso de trabalho mata ou dá prazer? : Uma exploração dos antecedentes e consequentes do workaholismo

O objectivo deste trabalho é examinar o workaholismo em termos dos seus antecedentes e consequentes. A problemática tem sido pouco tratada na literatura especializada, pelo que a investigação aproveitou esta lacuna para realizar uma análise exploratória de alguns temas associados ao workaholismo. Utilizou-se o Work Addiction Risk Test (Robinson, 1998) para identificar os indivíduos que, numa empresa de cosméticos, maiores valores registaram no teste. Posteriormente, esses indivíduos foram entrevistados, a fim de explorar e conhecer as suas perspectivas relativamente aos conteúdos sob observação. Os resultados encontrados permitem tecer comparações entre o que é proposto na literatura e a realidade prática. O artigo discute a noção de workaholismo, as suas causas, os seus efeitos sobre as pessoas, e a perspectiva dos sujeitos sobre o tópico. Contrastam-se ainda os resultados da fase quantitativa com a fase qualitativa da investigaçãoinfo:eu-repo/semantics/publishedVersio

Transformational change in organisations: a self-regulation approach

Purpose – The purpose of the present paper is to advance a testable model, rooted on well-established control and self-regulation theory principles, explaining the causal links between change-related sensemaking, interpretation, readiness and subsequent behavioural action. Design/methodology/approach – Following a review of the two motivation theories and clarification of change-related sensemaking, interpretation, and readiness concepts, the paper proposes a series of research propositions (illustrated by a conceptual model) clarifying how these concepts interact with self-regulating mechanisms. In addition, the feedback model exemplifies how cognitive processes triggered by new knowledge structures relate to behavioural action. Findings – The model expands upon other existing frameworks by allowing the examination of multi-level factors that account for, and moderate causal links between, change-related sensemaking,interpretation, readiness, and behavioural action. Suggestions for future research and guidelines for practice are outlined. Practical implications – The variables and processes depicted in the model provide guidelines for change management in organisations, both for individuals and for groups. By eliciting important self-regulating functions, change agents will likely facilitate sensemaking processes, positive interpretations of change, change readiness, and effective change behaviours. Originality/value – This paper makes two contributions to the literature. First, it offers a comprehensive and dynamic account of the relationships between change-related sensemaking, interpretation, readiness, and behavioural action decision-making. Second, it elucidates the impact of human agency properties, namely the interplay of efficacy perceptions, social learning, and self-regulating mechanisms on these change-related cognitive processes and subsequent behavioural outcomes.info:eu-repo/semantics/publishedVersio

The strength of human resource practices and transformational leadership: impact on organisational performance

The Human resource (HR) strength concept (Bowen, D., and Ostroff, C. 2004, ‘Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System,’ Academy of Management Review, 29, 2, 203–221) reflects the capacity of an HR system to transmit messages characterised by high distinctiveness, consistency and consensus. HR systems are therefore affecting perceptions and interpretations of organisational realities, such as climate and culture. Furthermore, Bowen and Ostroff (2004) suggest that organisational climate mediates the relationship between HR strength and performance. The leadership literature advocates that leaders are people who are able to create a social context in which employees are guided towards a shared interpretation, understanding and perception of the organisational climate (Yukl, G.A. 1989, Leadership in Organizations, Englewood Cliffs, NJ: Prentice Hall). In summary, bothHR strength and leadership are two environment dimensions shaping and moulding employees’ perceptions and interpretations. The current study explores the relationships between HR strength, leadership, organisational climate and performance. 323 questionnaires were used to gather information from a company in the industrial sector. The results show a positive relationship between the variables; however, mediating effects of climate were only observed between leadership and performance.info:eu-repo/semantics/publishedVersio

Guest Editors’ Introduction: Is the HRM process important? Past, current, and future challenges

Ten years ago, Bowen and Ostroff (2004) criticized the one-sided focus on the content-based approach, where researchers take into account the inherent virtues (or vices) associated with the content of HR practices to explain performance. They explicitly highlight the role of the psychological processes through which employees attach meaning to HRM. In this first article of the special section entitled “Is the HRM Process Important?” we present an overview of past, current, and future challenges. For past challenges, we attempt to categorize the various research streams that originated from the seminal piece. To outline current challenges, we present the results of a content analysis of the original 15 articles put forward for the special section. In addition, we provide the overview of a caucus focused on this theme that was held at the Academy of Management annual meeting in Boston in 2012. In conclusion, we discuss future challenges relating to the HRM process approach and review the contributions that have been selected—against a competitive field—for this special issue.info:eu-repo/semantics/publishedVersio

Personality and psychological capital as indicators of future job success? : A multicultural comparison between three European countries

The main goal of this research was to study psychological capital and its relationship with personality across cultures. This was achieved by comparing the main variables across three distinct cultural settings: Eastern Europe (Bulgaria), Nordic Europe (Finland), and South Europe (Portugal). Altogether 231 people answered the questionnaires. Results indicated that personality and psychological capital were connected. In particular, Extraverted (p < 0.01), iNtuitive (p < 0.01) and Thinking people (p < 0.01) revealed higher scores in all psychological capital dimensions than their counterparts: Introverted, Sensing and Feeling people. There were also significant differences concerning the level of psychological capital in different countries. The Portuguese sample scored highest in all the dimensions of psychological capital, whereas Finnish indicated the lowest scores of the three countries. When all variables are taken together, results show that the highest psychological capital scores are observed in the “Portuguese perceiving” group; the lowest psychological capital scores are found in the “Finnish introverted” group. Bulgarians did not differ significantly in their scores. These results illustrate important and previously unidentified relationships between psychological capital and personality in distinct cultures. All together, and from a theoretical standpoint, the findings point to the need to explore the effect of culture on psychological capital; the relationships between personality and psychological capital also need further exploration. There are also practical implications, which are discussed at the end of the text. The fact that the questionnaires were collected from students in distinct scientific areas in the three countries may represent a drawback. Studies of psychological capital are very recent. After a first phase of instrument development, the next step is to build knowledge regarding the relationships between psychological capital and other well-established individual, social and organizational constructs. The current research aimed at contributing to this stream of works.info:eu-repo/semantics/publishedVersio

Tradução e adaptação da escala DOSC («Dimensions of Self-Concept») à população portuguesa

O objectivo deste trabalho foi o de traduzir e adaptar para a população portuguesa a escala DOSC, «Dimensions of Self-Conceptn (Dimensões do Auto- -Conceito), de Michael e Smith (1989). A DOSC avalia o auto-conceito académico em 5 dimensões: nível de aspiração, ansiedade, satisfação e interesse académico, liderança e iniciativa, e identificação versus alienação. A adaptação da escala envolveu estudos de fidelidade e de validade de constructo numa amostra de 305 estudantes universitários. A consistência interna das escalas mostrou ser satisfatória. O coeficiente O para a globalidade da DOSC exibiu um valor de .88, demonstrativo de alta fidelidade. A validação do conceito teve várias fontes de informação: anáiise factorial, correlações itedescaias e medidas concorrentes (utilizou-se o SAS-Escala de Auto-Avaliação da Ansiedade, o STAI-Inventário da Ansiedade Estado/Traço, e o ICAC-Inventário Clínico de Auto-Conceito). Os primeiros dois procedimentos confirmaram a existência dos 5 atributos teóricos e as correlações com o STAI e o SAS revelaram-se superiores com a dimensão ansiedade da DOSC. As correlações com o ICAC foram muito baixas, indicação de dois constructos de natureza diferente. A validade preditiva foi nula, tendo utilizado como critérios de desempenho escolar a média de entrada para o curso e duas notas de Psicologia. ------- ABSTRACT ------ Data are presented on the translation, reliability, construct vaiidity, and norms, of the Dmensions of Self-Concept (DOSC) scale (Michael, Smith, and Michael, 1989), Form H. This instrument has five subscales: Level of Aspiration, Anxiety, Academic Interest and Satisfaction, leadership and Initiative, and Identification versus Alienation. Reliability estimates (interna1 consistency) for 305 college students are good (.78 to .88). Construct validity had severa1 sources of information: factorial validity, item/scale correlations, and concurrent validity (it was used the State-Trait Anxiety Scale-STAI, the State Anxiety Scaie-SAS, and a portuguese scale of self- -concept: the Self-Concept Clinic Inventory -ICAC). The first two stated the existence of the 5 dimensions; the correlations between SAS and STAI with the Anxiety DOSC subscale were greater than with the other 4 subscales. The correlations between DOSC and ICAC were very low, indicating two constructs of different nature. The predictive validity against three university grades was nul

Introdução ao Número Especial: Mudança Organizacional

O tema deste número de COeG é a Mudança Organizacional. Mas este número encerra também mudança de forma, com uma nova secção destinada a divulgar artigos de opinião. Ao nível dos conteúdos, os artigos que compõem este número especial abordam um assunto actual e importante: a mudança nas e das organizações. Tornou-se já um lugar comum afirmar que a mudança é a única constante da vida nas e das instituições e da sociedade, pelo que não causa estranheza o interesse que este tema tem vindo a suscitar por parte de académicos e gestores. As dinâmicas individuais e organizacionais para responder às, ou mesmo despoletar as, mudanças no seu meio envolvente são o principal objecto de análise neste número especial da revista Comportamento Organizacional e Gestão

Introdução ao número especial «The R&D Management Conference»

No presente número da COeG são mostrados alguns dos trabalhos apresentados na conferência, conduzidos por investigadores cujo traço de união é a expressão em língua portuguesa, e que exploram assuntos a diversos níveis da gestão da inovação e da tecnologia, desde o político ao estratégico, do processual ao operacional. A COeG alia-se, assim, a outras revistas científicas patrocinadoras e/ou apoiantes do evento, como a The R&D Management Journal, e a Creativity and Innovation Management, que apresentam brevemente edições especiais relacionadas com a reunião em Sesimbra

Limites e infinitos para o desenho de uma ausência

Inexistent