Decent work and the effect of the COVID-19 pandemic: A two-wave study1.

BACKGROUND: The world is going through a challenging historical moment, with the COVID-19 pandemic affecting billions of lives and communities worldwide. OBJECTIVE: Building on the widespread negative impact of the pandemic on the socio-economic context, and consequently on the labour market, the aim of this study was to analyse the effect of the COVID-19 pandemic on workers' perception of decent work. METHODS: The Decent Work Questionnaire was administered to 243 workers from seven Portuguese organisations at two-time points (before and during the pandemic). RESULTS: Results revealed a positive and significant effect of the COVID-19 pandemic on six of seven dimensions of decent work, particularly those related to Meaningful Remuneration for the Exercise of Citizenship and Health and Safety. CONCLUSION: The positive effects of social comparison processes are stronger than the negative effects of the adverse socio-economic context. Faced with the COVID-19 pandemic, workers may have compared their work situation with the condition of other workers, activating an increase in their subjective perception of the value of their current reality.

A Systematic Review of the Impact of Remote Working Referenced to the Concept of Work-Life Flow on Physical and Psychological Health.

BACKGROUND: COVID-19 accelerated the adoption of remote working in which employers' obligations for employees' health and well-being extended into the home. This paper reports on a systematic review of the health impacts of remote working within the context of COVID-19 and discusses the implications of these impacts for the future role of the occupational health nurse. METHOD: The review protocol was registered with PROSPERO (CRD42021258517) and followed the PRISMA guidelines. The review covered 2020-2021 to capture empirical studies of remote working during the COVID-19 pandemic, their physical and psychological impacts and mediating factors. RESULTS: Eight hundred and thirty articles were identified. After applying the inclusion criteria, a total of 34 studies were reviewed. Most studies showed low to very low strength of evidence using the GRADE approach. A minority of studies had high strength of evidence. These focused on the reduced risk of infection and negative effects in terms of reduced physical activity, increased sedentary activity, and increased screen time. CONCLUSION/APPLICATION TO PRACTICE: The synergy of work and personal well-being with the accelerated expansion of remote working suggests a more active role in the lives of workers within the home setting on the part of occupational health nurses. That role relates to how employees organize their relationship to work and home life, promoting positive lifestyles while mitigating adverse impacts of remote working on personal well-being.

Toxic Leadership and Empowering Leadership: Relations with Work Motivation.

Purpose: The present study aims to verify the association between two opposing models of leadership, toxic and empowering, and the different dimensions of work motivation. Participants and Methods: Three questionnaires (Toxic Leadership Scale, Empowering Leadership Questionnaire, and Multidimensional Work Motivation Scale) were applied to 408 workers. Cluster analysis was performed. Results: Cluster analysis produced eight clusters based on the different configurations of leadership dimensions, namely coercive, centralizer, false paternalistic, toxic role model, coach, narcissistic-empowering, toxic, and empowering. Those clusters relate differently to work motivation dimensions. Conclusion: The profiles with higher scores in empowering leadership dimensions are more generally related to autonomous regulation (identified and intrinsic work motivation). The profiles with higher toxic leadership dimensions are more related to amotivation and controlled regulation (extrinsic work motivation). One profile stood out: the narcissistic-empowering profile that combines high scores in narcissistic leadership and empowering leadership dimensions. This profile unexpectedly relates significantly to autonomous regulation. This study contributed to the knowledge of the work motivation dimensions concerning empowerment and toxic leadership. Therefore, it contributes to deepening the nomological network of the concepts and providing inputs to human resource processes suitable to improving the organizational results and the workers' quality of life.

Decent Work and Burnout: A Profile Study With Academic Personnel.

This research explores the relationship between Decent Work (DW) and Burnout in Portuguese and Brazilian academic personnel. We focus on identifying profiles resulting from the relationship between these variables. Seven hundred twenty-seven participants composed the sample (Portuguese = 334; Brazilian = 393), and data were collected online using the Decent Work Questionnaire (DWQ) and the Personal Burnout subscale from the Copenhagen Burnout Inventory (CBI). Results of multiple linear regressions showed that two DW dimensions were significant and negatively related to Burnout: Fundamental Principles and Values at Work and Adequate Working Time and Workload. We found four profiles by performing a cluster analysis: Low Decent Work; High Decent Work; and two other profiles with DW deficit in at least one DW dimension: Low Fundamental Principles and Values at Work and Low Adequate working time and workload. Moreover, 71% of the total sample showed some decent work deficit. Differences between Burnout and the DW dimensions were analyzed through a MANOVA. In our sample, considering the broad dimensions of DW, Burnout seems to be mainly dependent on the deficit of aspects related to the quality of treatment and interpersonal relationships at work (e.g., perceptions of fairness, participation, non-discrimination) as well as the balance of the workload and the adequacy of the working hours. Interventions aiming at improvements must focus on those two dimensions.

Empirical research on multisource feedback in performance appraisal: a literature review / Investigação empírica sobre feedback de múltiplas fontes na avaliação de desempenho: revisão de literatura / Investigación empírica sobre multisource feedback en la evaluación del desempeño: revisión de la literatura

Multi-source feedback (MSF) in performance appraisal (PA) enhances fair and objective PA processes. This literature review describes and characterizes the empirical research on MSF in PA processes or as a measurement tool, and proposes new and future research directions considering the gaps found. Using B-ON, EBSCO host and ProQuest and the keywords 'multisource or multi-source', 'performance', and 'appraisal or evaluation or assessment', 162 articles were obtained. After applying the inclusion and exclusion criteria, 37 articles were retained and analyzed. The results demonstrate that the implementation of MSF in PA has increased. It has a political component, allowing organizations to get closer to the concept of decent work and the 2030 Agenda, and a strategic component, enabling employees to increase their performance. In-depth knowledge of MSF in PA requires further studies on its psychometric properties; its cultural sensitivity; links with organizational strategy, policy, and philosophy; and long-term impact.

O feedback de múltiplas fontes (MSF) na avaliação de desempenho (AD) incrementa processos de AD objetivos e justos. Esta revisão de literatura descreve e caracteriza a investigação empírica sobre o MSF nos processos de AD ou como ferramenta de medição e propõe novas e futuras orientações de investigação tendo em conta as lacunas na literatura revista. Recorrendo à B-ON, EBSCO host e ProQuest e às palavras-chave: 'multisource or multi-source', 'performance', 'appraisal or evaluation or assessment', obtiveram-se 162 artigos. Após a aplicação dos critérios de inclusão e exclusão, 37 artigos foram retidos e analisados. Os resultados demonstram que a implementação do MSF na AD aumentou. Este tem uma componente política, permitindo às organizações aproximarem-se do conceito de trabalho digno e da agenda 2030, e uma componente estratégica, possibilitando aos colaboradores incrementar o seu desempenho. O conhecimento aprofundado do MSF na AD carece de mais estudos sobre as suas propriedades psicométricas, a sua sensibilidade cultural, ligação com a estratégia organizacional, política e filosofia, e impacto a longo prazo.

La retroalimentación de múltiples fuentes (MSF - Multisource Feedback) en la evaluación del desempeño (ED) mejora los procesos de ED objetivos y justos. Esta revisión de la literatura describe y caracteriza la investigación empírica sobre MSF en procesos de ED o como una herramienta de medición y propone nuevas y futuras direcciones de investigación teniendo en cuenta las brechas en la literatura revisada. Utilizando B-ON, EBSCO host y ProQuest y las palabras clave: 'multisource or multi-source', 'performance', 'appraisal or evaluation or assessment', se obtuvieron 162 artículos. Tras aplicar los criterios de inclusión y exclusión, se conservaron y analizaron 37 artículos. Los resultados demuestran que la implementación de MSF en ED ha aumentado. Esto tiene un componente político, que permite a las organizaciones acercarse al concepto de trabajo digno y de la agenda 2030, y un componente estratégico, que permite a los empleados incrementar su desempeño. El conocimiento profundo de MSF en ED carece de más estudios sobre sus propiedades psicométricas, su sensibilidad cultural, su vínculo con la estrategia organizacional, la política y la filosofía, y su impacto a largo plazo.

Decent work, work motivation and psychological capital: An empirical research.

BACKGROUND: The Decent Work (DW) concept, proposed by the International Labour Organization, can be enriched by the contributions of a Work, Organizational and Personnel Psychology (WOPP) perspective. Namely, it would be important to relate DW perceptions to the main concepts in the WOPP realm. Understanding these relations would expand our knowledge of the nomological network of the DW concept and of its practical implications. OBJECTIVE: To analyze the relationships between DW, work motivation and psychological capital among knowledge workers in Portugal and Brazil. METHODS: The Decent Work Questionnaire (DWQ), a previously validated measure of 7 dimensions of DW from a WOPP perspective, the Multidimensional Work Motivation Scale (MWMS), and the Psychological Capital Questionnaire (PCQ) were administered to 2912 knowledge workers. Relations among concepts were analyzed by canonical correlation analyses and linear regression. RESULTS: The DW dimension Fulfilling and Productive Work was positively associated with intrinsic and identified work motivation, and negatively with amotivation. A second significant canonical variate related (negatively) Social Protection (DW dimension) to extrinsic material work motivation. Results from regression analysis support the idea that DW promotes psychological capital. CONCLUSIONS: Results suggest that DW is an important predictor of work motivation and psychological capital. Practical implications for human resources management are presented.

Decent work and work motivation in lawyers: an empirical research / Trabalho digno e motivação para o trabalho em advogados: uma pesquisa empírica / Trabajo decente y motivación para el trabajo de los abogados: una investigación empírica

This study aimed for better understanding of the effect of decent work on work motivation in lawyers in Portugal and Brazil (N = 611). The Decent Work Questionnaire (DWQ) and Multidimensional Work Motivation Scale (MWMS) were applied. The results of analysis of the canonical correlations showed the presence of two operating mechanisms (two significant canonical correlations). They suggest that fulfilling-and-productive-work is associated positively with intrinsic-and-identified-work-motivation and negatively with amotivation. It was also observed that an adequate working-time/workload is negatively associated with material-extrinsic-motivation (such as money). Summarizing, the results suggest that decent work, especially some of its dimensions, has an important role in promoting work motivation through two main mechanisms, the first one called 'worthy working life as part of being a citizen in society' and the second one called 'contextual life comfort and committed effort'. Limitations and practical implications conclude this article.

O presente estudo objetivou uma melhor compreensão dos efeitos do trabalho digno sobre a motivação para o trabalho em advogados de Portugal e do Brasil (N = 611). Foram aplicados o Questionário de Trabalho Digno e a Escala Multidimensional de Motivação para o Trabalho. Os resultados da análise das correlações canônicas evidenciaram dois mecanismos significativos atuantes. Elas sugerem que o trabalho realizante e produtivo está associado positivamente às motivações para o trabalho intrínseca e identificada e negativamente à desmotivação. Adicionalmente, observou-se que um adequado tempo/carga de trabalho se encontra negativamente associado à motivação extrínseca material (como dinheiro). Em resumo, os resultados sugerem que o trabalho digno, especialmente algumas de suas dimensões, tem um papel importante na promoção da motivação para o trabalho através de dois mecanismos principais, designados: 'vida de trabalho digna como parte de ser um cidadão na sociedade' e o segundo 'uma situação de vida confortável e esforços empenhados'. As limitações e implicações práticas concluem este artigo.

El presente estudio objetivó una mejor comprensión de los efectos del trabajo decente sobre la motivación para el trabajo de los abogados de Portugal y Brasil (N = 611). Se aplicaron el Cuestionario-del-Trabajo-Digno y la EscalaMultidimensional-de-Motivación-para-el-Trabajo. Los resultados del análisis de las correlaciones canónicas evidenció la presencia de dos mecanismos actuantes significativos. Estos sugieren que el trabajo-realizante-y-productivo está asociado positivamente a las motivaciones-intrínseca-e-identificada para el trabajo y negativamente a la desmotivación. Adicionalmente, se observó que un tiempo/carga-de-trabajo-adecuado se encuentra negativamente asociado a la motivación-extrínseca-material (como el dinero). En resumen, los resultados sugieren que el trabajo decente, especialmente algunas de sus dimensiones, tienen un papel importante en la promoción de la motivación para el trabajo a través de dos mecanismos principales, llamados: 'vida laboral digna, parte de ser un ciudadano en sociedad' y el segundo 'situación de vida confortable y esfuerzo empeñado'. Las limitaciones e implicaciones prácticas concluyen este artículo.

Exploring the advantages of using social network sites (SNSs) in dental medicine organisations.

Purpose The purpose of this paper is to deepen and contribute to knowledge of the use of social network sites (SNSs) in organisations, and more precisely, identify the advantages. Design/methodology/approach To reach this objective, a cross-section study was adopted based on application of a questionnaire, the final sample consisting of 78 dental medicine organisations in Portugal. Findings The results obtained lead to the conclusion that a great number of the organisations studied are connected to SNSs, particularly Facebook. The advantages associated with marketing tools and breaking down barriers between the organisation and the world are those highlighted most in this study. Practical implications According to the empirical evidence obtained, organisations are found to use these sites for other purposes, such as communicating with clients/patients and receiving feedback on the service provided to increase satisfaction and improve the quality of services. Originality/value The study contributes to advancing theory in the field of internet research strategic. More precisely, this study is associated with the creation of a theoretical framework that shows the advantages of using SNSs in an innovative context: dental medicine organisations. A categorisation of these advantages and some implications for theory and practice are also some contributions of this study.

Authentic Leadership Questionnaire: invariance between samples of Brazilian and Portuguese employees

The Authentic Leadership Questionnaire (ALQ) is used to assess authentic leadership (AL). Although ALQ is often used in empirical research, cross-cultural studies with this measure are scarce. Aiming to contribute to filling this gap, this study assesses the invariance of the ALQ measure between samples of Brazilian (N= 1019) and Portuguese (N= 842) employees. A multi-group confirmatory factor analysis was performed, and the results showed the invariance of the first- and second-order factor models between the Brazilian and Portuguese samples. The results are discussed considering their cultural setting, with the study's limitations and future research directions being pointed out. (AU)