Formação para a empregabilidade e implicação afectiva dos trabalhadores temporários : o papel moderador do voluntarismo

Tese de mestrado, Psicologia (Psicologia dos Recursos Humanos, do Trabalho e das Organizações), Universidade de Lisboa, Faculdade de Psicologia, 2011O presente estudo pretende explorar o efeito da formação que promove a empregabilidade e do voluntarismo na implicação afectiva numa amostra de trabalhadores temporários de agência de três organizações do sector industrial (N=279). Mais especificamente, pretende-se investigar o impacto da formação que promove a empregabilidade, interna e externa, na implicação afectiva e o papel do voluntarismo como moderador destas relações. De acordo com a teoria da troca social e com a norma da reciprocidade, esperava-se que a organização ao satisfazer uma necessidade importante dos trabalhadores temporários, i.e., o desenvolvimento da sua empregabilidade, tanto interna como externa, criasse nestes a obrigação de responder reciprocamente com a implicação afectiva. Para além disto, é provável que a procura de flexibilidade dos trabalhadores temporários com elevado voluntarismo os torne menos implicados com a organização, como tal, previa-se que o voluntarismo intensificasse ou atenuasse o efeito da formação que promove a empregabilidade (interna e externa) na implicação afectiva. As hipóteses foram testadas através da realização de regressões hierárquicas e os resultados mostram que a percepção que os trabalhadores temporários têm da formação que recebem como promovendo a sua empregabilidade interna está positivamente relacionada com a implicação afectiva destes com a organização. Os dados revelam que esta relação é mais fraca quando os trabalhadores temporários têm elevado voluntarismo. Não foi encontrada uma relação significativa entre a formação que promove a empregabilidade externa e a implicação afectiva dos trabalhadores temporários, e o voluntarismo não actua como moderador desta relação.The aim of this study was to explore the effect of training that promotes employability and of voluntariness on affective commitment among a sample of temporary agency workers from three industry organizations (N= 279). Specifically, the current study investigated the impact that training that promotes internal and external employability has on affective commitment and the role of voluntariness as a moderator of these relations. According to social exchange theory and the norm of reciprocity, it was expected that the satisfaction of an important need of temporary workers by the organization, i.e., the development of their internal and external employability, would lead to an obligation on the behalf of the workers to respond reciprocally with affective commitment. Moreover, it’s likely that the search of flexibility by temporary workers with high voluntariness will make them less committed with the organization, therefore, it was thought that the voluntariness would deepen or soften the effect of training that promotes (internal and external) employability on affective commitment. The hypotheses were tested by hierarchical regressions and the results show that the perception that temporary workers hold about the training they receive as a promoter of its internal employability is positively related with their affective commitment toward the organization. The data reveal that this relation is weaker for temporary workers with high voluntariness. It wasn’t found a significant relation between training that promotes external employability and the affective commitment of temporary workers, nor did the voluntariness moderate this relation

Training, exhaustion, and commitment of temporary agency workers: A test of employability perceptions

Versão pós-print.The aim of this study was to analyse whether the social exchange between temporary agency workers (TAWs) and the client organization is associated with a perception of training. In this study, we developed and tested a moderated mediation model that accounts for TAWs’ exhaustion and desire to obtain a direct contract with the client company in the relationship between the perception of training and affective commitment. Our hypotheses were tested on a sample of 425 blue-collar workers from four Portuguese companies with temporary agency work contracts. Our findings support a conditional indirect relationship between the perception of TAWs that the training provided by the client company facilitates their internal employability and their commitment towards this company via exhaustion for those TAWs who have a low desire to have a direct contract with this company. In addition, our findings show that TAWs do not reciprocally respond to the training that promotes external employability, as this factor is not associated with the affective commitment of these individuals, although exhaustion is associated with this perception. Moreover, we discuss the implications of these findings for the human resource management of TAWs

Aprender com as plantas: um projeto sobre a biodiversidade no campus na formação de professores

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Characterisation of microbial attack on archaeological bone

As part of an EU funded project to investigate the factors influencing bone preservation in the archaeological record, more than 250 bones from 41 archaeological sites in five countries spanning four climatic regions were studied for diagenetic alteration. Sites were selected to cover a range of environmental conditions and archaeological contexts. Microscopic and physical (mercury intrusion porosimetry) analyses of these bones revealed that the majority (68%) had suffered microbial attack. Furthermore, significant differences were found between animal and human bone in both the state of preservation and the type of microbial attack present. These differences in preservation might result from differences in early taphonomy of the bones. © 2003 Elsevier Science Ltd. All rights reserved