http://hdl.handle.net/10174/305 2026-04-06T07:14:52Z 2026-04-06T07:14:52Z Badotti, Sofia http://hdl.handle.net/10174/39392 2025-10-07T10:53:56Z 2025-06-30T23:00:00Z

Title: Antecedents of Psychological Capital (PsyCap): An Analysis of Technical and Social Variables Authors: Badotti, Sofia Abstract: Over the past two decades, positive psychology researchers have explored the intricacies of psychological capital (PsyCap), a multidimensional latent construct comprising resilience, selfefficacy, optimism, and hope, because it promotes desirable job attitudes and behaviors and enhances job performance. Despite its established associations with favorable organizational outcomes, the antecedents of PsyCap remain underexplored, limiting understanding of factors fostering its development. This study aimed to identify the technical (role conflict and role ambiguity) and social (supervisor support and perceived organizational justice) antecedents of PsyCap. A quantitative method with a cross-sectional design was employed to achieve this objective, collecting data via an online protocol consisting of self-report measures and a sociodemographic questionnaire. The sample comprised 723 Portuguese Workers, with 42.8% females and 57.2% males, meeting the inclusion criteria of being at least 18 years old and in active employment. Multiple linear regression using R software has been selected as this research’s primary data analysis technique. The analysis revealed that procedural and interpersonal justice were positively associated with PsyCap, while distributive and informational justice were not. Contrary to expectations, role conflict was positively associated with PsyCap, while role ambiguity established a negative relations. Supervisor support was not significantly related to PsyCap. These findings emphasize the importance of fair treatment and positive organizational interactions in enhancing PsyCap and highlight the nuanced roles of role stressors in its development. This study provides evidence to guide organizational practices to foster psychological resources in employees.

2025-06-30T23:00:00Z Prado, Nayane http://hdl.handle.net/10174/39391 2025-10-07T10:53:25Z 2025-06-30T23:00:00Z

Title: Playful Work Design Measure: Validation Study for a Portuguese Sample Authors: Prado, Nayane Abstract: Work design perspectives have recently focused on bottom-up strategies, such as job crafting and playful work design (PWD). However, in the literature, there has not yet been a concern to understanding how these constructs are distinguished, how they distinguish themselves from other proactivity-related concepts (e.g., proactive personality), and how they relate to different work attitudes and behaviors, as well as job performance. This study contributed to adapting and validating a PWD measure for a Portuguese working sample. Also, it intended to differentiate the concepts of job crafting and PWD and observe how they relate to different work-related aspects (e.g., work engagement, job satisfaction, self-reported job performance, affective commitment, and emotional exhaustion). Data was collected through an online research protocol composed of self-reported measures and a sociodemographic questionnaire. The data collection resulted in 597 valid responses from Portuguese workers (68% females) aged 18 years or older (M=39.93; SD=12.68; Mdn=41). This research followed a quantitative method using a cross-sectional design and a non-probabilistic sampling technique. Data analysis techniques included descriptive statistics, confirmatory factor analysis (CFA), testing for factor, convergent, discriminant, and criterion validity, and reliability. Results showed that the Portuguese version of the PWD measure presented evidence of factor, convergent, discriminant, and criterion validity and of reliability. Thus, this measure can be considered accurate and precise for use in academic and professional settings; that is, organizations can foster an environment that appreciates and allows employees to feel more comfortable molding their work experience, either by engaging in tasks in their own way or by making them more fun. Furthermore, the study proved that there is enough evidence to affirm that PWD and job crafting are similar and are directly related to proactive personality but different when it comes to the effects of their dimensions on work-related aspects (e.g., increasing structural job resources and increasing challenging job demands, dimensions of job crafting, showed a higher correlation magnitude with work engagement than the dimensions of PWD). Therefore, they are different constructs.

2025-06-30T23:00:00Z Ruiz, Ana Paula http://hdl.handle.net/10174/39390 2025-10-07T10:53:10Z 2024-12-01T00:00:00Z

Title: Papel moderador do capital psicológico e da perceção de suporte organizacional no conflito trabalho-família e bem-estar psicológico nos enfermeiros Authors: Ruiz, Ana Paula Abstract: Atualmente existe um problema global com impacto na saúde física e mental dos enfermeiros. Dos vários desafios a que estes profissionais estão sujeitos, o conflito trabalho-família (CTF) destaca-se como uma das exigências mais significativas, impactando negativamente o bemestar psicológico (BEP), o que reforça a necessidade de identificar mecanismos que mitiguem esta situação. Assim, o presente estudo objetivou compreender os mecanismos moderadores, de origem individual (capital psicológico positivo; PsyCap) e laboral (perceção de suporte organizacional; POS), que intervêm na relação entre as exigências laborais (CTF) e o resultado de trabalho desejável (BEP), à luz da teoria Job Demands-Resources (JD-R). Os dados foram recolhidos via EUSurvey entre julho e setembro de 2024, através de um protocolo composto por cinco instrumentos de autorresposta. A amostra consistiu em 40 enfermeiros da Unidade Local de Saúde Baixo Alentejo, predominantemente mulheres (87.5%) com 51 anos ou mais (47.5%), num relacionamento (75%) e com filhos (92.5%) de idades variadas, sendo que apenas metade dispunha de rede de apoio, e a maioria (95%) trabalhava a tempo inteiro. O CTF apresentou uma associação negativa com o PsyCap, POS, engagement no trabalho e BEP, enquanto as restantes variáveis mostraram relações positivas entre si. Os enfermeiros sem rede de apoio apresentaram níveis mais altos de CTF, enquanto os que possuíam redes de apoio relataram maior BEP e POS. Os resultados indicaram que apenas o PsyCap moderou a associação entre o CTF e o BEP. O POS não atuou como moderador, destacando a necessidade de ser reforçado para desempenhar um papel mais eficaz. Estes aspetos ressaltam a importância das organizações implementarem intervenções de promoção do PsyCap e o fortalecimento do suporte organizacional.

2024-12-01T00:00:00Z Lakićević, Miljana http://hdl.handle.net/10174/39389 2025-10-07T10:53:01Z 2025-05-31T23:00:00Z

Title: Unpacking Social Economy: The Mediating Role of Eudaimonic Well-being in the Relationship between Employee Support HR Practices and Creative Performance across Social Economy Organizations Authors: Lakićević, Miljana Abstract: The importance of human resource practices (HRP) for organizational success is well recognized in several studies. HRP have consistently positively affected employee performance and job satisfaction. More recently, attention has shifted toward integrating sustainability into human resource management, emphasizing the role of people management in supporting long-term organizational and societal goals. At the same time, there is a growing need to explore how sustainable HRP vary according to different organizational objectives, particularly in companies whose aims extend beyond purely economic outcomes. Therefore, this study focused on social economy (SE) organizations, an increasingly important sector with a social purpose and environmental vocation as its defining characteristics. When considering existing literature, there is an evident need for research incorporating less contextual measures of job satisfaction to promote an approach to business that considers the overall well-being of employees. Additionally, the commonly used performance measures tend to concentrate on a traditional view of task-related performance, neglecting the importance of creative performance, including contributing to novel ideas and solutions. Finally, limited insight exists about distinctions among social economy organizations. They have proven to be an option that meets the expectations of the Sustainable Development Goals (SDGs) and are an alternative to traditional capital-based enterprises. Given the rapid changes and unprecedented challenges of the current global landscape, understanding nuanced aspects of employee well-being and performance is crucial for effective HR management and organizational sustainability. This study investigated how employee-support HRP influence creative performance (CP), considering the mediating role of eudaimonic well-being (EWB). The study sought to explore whether the specific organizational type within the Social Economy acts as a boundary condition for our model. The study included 1.589 participants from various sectors of Spain's social economy who responded to anonymous, online, self-report questionnaires. Path analysis was performed, and it confirmed direct effects between all variables, as well as a partial mediating role of EWB, in the overall sample. However, multi-group analysis revealed that not all relationships are significant when examined within social economy organizations separately, and in some, EWB fully mediates the relationship between HRP and CP. We conclude that, although the model is robust when the entire sector is considered, there are underlying differences between SE organizations that should be further examined. Practical implications of these results are discussed, limitations addressed, and further research directions recommended.

2025-05-31T23:00:00Z