Suchergebnisse

ABSTRACT Purpose: Test job fulfillment as a mediator of the relationship between work design and presenteeism in teachers. Originality/value: Presenteeism is one of the reasons for teachers to underperform in the classroom. Many models explain organizational results, among which the Job Characteristics Model. That model, however, has not yet been tested with presenteeism, and, as it proposes, it will be predicted by work design mediated by positive work-related attitudes (i.e., eudaimonic well-being). Design/methodology/approach: A total of 2,282 public school teachers participated in the study, of which 71.1% were women. They completed the scale of job fulfillment, the Stanford Presenteeism Scale, and the full work design taxonomy in the Brazilian version. Direct and mediated relationships were tested, and the Job Characteristics Model was partially confirmed. Findings: For not completing work, mediation is confirmed only to the task identity subcategory of work design. Here, direct relationships with scheduling autonomy and social support were observed. For avoiding distraction, mediation occurred only for social support, and comfort at work. The subcategories decision-making autonomy, physical demands, and job complexity are directly related. We discuss the mediating role of critical psychological states and other positive triggers that could mediate the relationship between work design and organizational outcomes, such as emotions.

ABSTRACT Purpose: To describe the sources of the meaning of work. This research was carried out with civil servants who implement employment policies in the Federal District of Brazil, trying to reintegrate people back into the labor market. Originality/value: This work describes how the different sources affect the construction of the meaning of work. We include and test the service user as a relevant source for the meaning of work. Design/methodology/approach: Qualitative design. It uses semi--structured interviews and content analysis with the previous model based on the Rosso, Dekas, and Wrzesniewski (2010) directions. Findings: Three of the four proposed sources of the meaning of work were found: Self, Others, and Context. The Spiritual Life source does not arise in the content analysis. The most frequent source was Context, followed by Others and Self. Work Design was the most frequent theme in the Others category. It suggests that the relation between the job and self is core to the meaning of work. Not all proposed themes by the authors emerge in each category. Finally, in the Others source, the service user frequently emerges, indicating its pertinence to the meaning of work. Explanatory hypotheses are discussed for the sources and themes that emerge.

The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work—MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility i-deals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic's first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between i-deals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between i-deals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.

The International Labor Organization considers that gender equality and hours for free time and adequate rest are part of the essential dimensions of decent work. This work aims to analyze parents' reinvigorating experiences in the situation of mandatory telework, controlled by job satisfaction. The research has been developed in Brazil, one of the countries most affected by the extension of the confinement entailing from political and economic decisions that have worsened the health crisis. The survey was responded to by 535 respondents, of which 286 were parents. Results show higher means between parents in experiences of relaxation, mastery, control, and psychological detachment. Although considered a high-protective strategy, the latter is little used by both parents. Another tendency found in the results is that children's presence at home negatively affects mothers more than fathers regarding job satisfaction with mandatory telework entailing from the pandemic. Balancing work and family is not an easy equation. It is even worse in a society where women, mainly mothers, blame themselves when they want to relax or decide to take on challenging activities. In the social light, it seems unsustainable to have more responsibility for family care, and this responsibility is not followed by recovery.

The International Labor Organization considers that gender equality and hours for free time and adequate rest are part of the essential dimensions of decent work. This work aims to analyze parents' reinvigorating experiences in the situation of mandatory telework, controlled by job satisfaction. The research has been developed in Brazil, one of the countries most affected by the extension of the confinement entailing from political and economic decisions that have worsened the health crisis. The survey was responded to by 535 respondents, of which 286 were parents. Results show higher means between parents in experiences of relaxation, mastery, control, and psychological detachment. Although considered a high-protective strategy, the latter is little used by both parents. Another tendency found in the results is that children's presence at home negatively affects mothers more than fathers regarding job satisfaction with mandatory telework entailing from the pandemic. Balancing work and family is not an easy equation. It is even worse in a society where women, mainly mothers, blame themselves when they want to relax or decide to take on challenging activities. In the social light, it seems unsustainable to have more responsibility for family care, and this responsibility is not followed by recovery.

ORIENTATION: The coronavirus disease 2019 (COVID-19) pandemic has caused a 'coronafication' of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run. RESEARCH PURPOSE: The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis. MOTIVATION FOR THE STUDY: The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19. RESEARCH APPROACH/DESIGN AND METHOD: This article uses conceptual argumentation. MAIN FINDINGS: The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis. PRACTICAL/MANAGERIAL IMPLICATIONS: On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic. CONTRIBUTION/VALUE-ADD: This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.

Orientation: The coronavirus disease 2019 (COVID-19) pandemic has caused a 'coronafication' of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run. Research purpose: The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis. Motivation for the study: The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19. Research approach/design and method: This article uses conceptual argumentation. Main findings: The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis. Practical/managerial implications: On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic. Contribution/value-add: This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.