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The lockdown requirement, caused by SARS-CoV-2 (COVID-19), led to people having to follow a work from home regime. This pandemic made workers more vulnerable, causing emotional disorders that impacted their work performance. This online survey aimed to identify the psychological and emotional impacts of the COVID-19 pandemic on Brazilian workers, testing the predictive effect between physical and emotional fatigue factors, and expectations about their performance. The participants were 153 workers from different sectors or departments of the University of Brasilia following the work from home modality. To achieve the main aim of this study, the questionnaire 'Feeling Fatigue Scale' by Yoshitake, and the nine items of the 'Achievement' factor of the 'Well-being at Work' questionnaire by Paschoal and Tamayowere applied. Study data were collected between February and August 2020. Statistically significant differences were found between cognitive aspects (difficulties in attention to work

The COVID-19 pandemic and pandemic-related measures have impacted the lives and work-related activities of Antarctic researchers. To explore these impacts, we designed, piloted and disseminated an online survey in English, Russian, Spanish and Chinese in late 2020 and early 2021. The survey explored how the pandemic affected the productivity of Antarctic researchers, their career prospects and their mental wellbeing. Findings exposed patterns of inequities. For instance, of the 406 unique responses to the survey, women appeared to have been affected more adversely than men, especially in relation to mental health, and early-career researchers were disadvantaged more than their mid- or late-career colleagues. Overall, a third of the research participants reported at least one major negative impact from the pandemic on their mental health. Approximately half of the participants also mentioned that the COVID-19 pandemic had some positive effects, especially in terms of the advantages that working from home brought and opportunities to attend events, network or benefit from training workshops online. We conclude with a series of recommendations for science administrators and policymakers to mitigate the most serious adverse impacts of the pandemic on Antarctic research communities, with implications for other contexts where scientific activities are conducted under extreme circumstances.

Purpose This paper aims to propose a model of teamwork effectiveness in space and analog environments (SAE). Design/methodology/approach A systematic literature review was conducted to examine the state-of-the-art of teamwork literature in SAE. A total of 37 research papers were reviewed and the results were organized according to the input-mediator-output-input (IMOI) framework. Findings Based on 37 empirical research papers, the findings suggest that the teams working in SAE are challenged with contextual (e.g. time, isolation and confinement), collective (e.g. autonomy, culture) and individual (e.g. personality) attributes. These are inputs to team processes (e.g. interpersonal processes; communication) and emergent states (e.g. climate; emotions), which mediate team (e.g. performance; cohesion) and individual (e.g. psychological well-being) outputs. Research limitations/implications Given the review nature of the manuscript, the final proposed model depicting empirical findings lacks validation evidence when considered in its entirety, although pieces have been validated. Additionally, the focus only on papers that included team-level empirical SAE research (excluding individual-level studies), undoubtedly contributed to a smaller number of papers extracted. Originality/value This paper integrates empirical findings regarding the factors impacting team performance in SAE into a proven framework (IMOI). This integration can provide a common baseline, using a widely accepted methodology and framework, that serves to guide future research, identify gaps and guide practice.

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.,The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.,The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.,This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.,O objetivo deste artigo e avaliar diferencas entre colaboradores de empresas familiares e nao familiares no que respeita as suas percecoes das praticas de employer branding e niveis de contrato psicologico. Alem disso, com foco nas empresas familiares, foi avaliada a relacao entre as percecoes de employer branding dos colaboradores e os niveis de contrato psicologico.,A evidencia empirica e baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas nao familiares. Os participantes responderam a um questionario que avaliou as percecoes sobre as praticas de employer branding e os niveis de contrato psicologico. Todos os respondentes trabalham em empresas privadas de pequena e media dimensao.,Os resultados confirmaram as hipoteses de investigacao, sugerindo que os colaboradores de empresas familiares apresentam percecoes de employer branding e niveis de contrato psicologico mais elevados do que os colaboradores de empresas nao familiares. Os resultados revelaram ainda que as percecoes de employer branding estao positivamente relacionadas com os niveis de contrato psicologico dos colaboradores de empresas familiares.,Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparacao entre empresas familiares e nao familiares. Procurando, ainda, que oferecer insights sobre a relacao entre as percecoes de employer branding e os niveis de contrato psicologico dos colaboradores de empresas familiares.,El proposito de este articulo cientifico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las practicas de employer branding y los niveles de contrato psicologico. Ademas, centrandonos en las empresas familiares, evaluamos la relacion entre las percepciones de los empleados sobre las practicas de employer branding y los niveles de contrato psicologico.,La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las practicas de employer branding y los niveles de contrato psicologico. Todos los encuestados trabajan en pequenas y medianas empresas privadas.,Los resultados confirmaron las hipotesis de la investigacion. Los empleados de empresas familiares muestran una mayor percepcion de las practicas de employer branding y los niveles de contrato psicologico que los empleados de empresas no familiares. Los resultados tambien revelan que las percepciones de las practicas de employer branding estan relacionadas positivamente con los niveles de contrato psicologico de los empleados de las empresas familiares.,Este articulo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporaneos, aun poco abordados en la comparacion entre empresas familiares y no familiares. Al mismo tiempo, este articulo busca ofrecer ideas sobre la relacion entre las practicas de employer branding y los niveles de contrato psicologico de los empleados que trabajan en empresas familiares.

Purpose This paper aims to test if team reflexivity is a countermeasure to the detrimental effect of team virtuality on team performance improvement, in decision-making teams. Design/methodology/approach Study 1 regarded 210 individuals (N = 44 teams) executing five decision-making tasks. Study 2 regarded 60 individuals (N = 20 teams) executing four decision-making tasks. Study 1 was longitudinal, with no experimental manipulation. Study 2 had an experimental longitudinal design comprising two between-team manipulations: medium of communication and team reflexivity; the outcome was team performance improvement. Findings Study 1’s results show that team reflexivity positively moderates the effect of virtuality on team performance improvement over time. Study 2’s results shows that a reflexivity manipulation benefits face-to-face teams more so than virtual teams, probably because team reflexivity is more effective when media richness is high. Originality/value The implications of reflexivity’s lack of effect in low virtuality (Study 1) and high virtuality (Study 2) teams are discussed. This study contributes to the team learning and virtual teams’ literatures by expanding current knowledge on how team reflexivity can facilitate team learning under face-to-face versus virtual communication conditions.

The current COVID-19 pandemic has highlighted an ongoing phenomenon: Virtual Teams (VTs) are now a ubiquitous feature of organizations. This undeniable transformation of the way individuals and teams work brings challenges for vital team processes, including coordination, information exchange, and interpersonal relationships, as well as for many other fundamental aspects, such as leadership or emotional exchanges. Understanding the specificity of Virtual teams is the reason behind this Special Section. We aim at pushing research on virtual teams forward, by widening theoretical frameworks that explore the experience of teamworking virtually. In this editorial, we introduce the collected papers highlighting their contributions, and describe four avenues to shape future research on VTs, motivated by those papers.

A saúde mental no trabalho é um tema de grande relevância e impacto no cotidiano das organizações. Lideranças têm, cada vez mais, que lidar com demandas cada vez mais constantes no ambiente laboral. A implementação de ações de prevenção a transtornos psicológicos e comportamentais, bem como de provimento de suporte emocional, vem sendo cada vez mais requerida. Considerando que o trabalho é essencial para a formação da identidade humana, este artigo tem como objetivo analisar, a partir do relato verbal de quinze lideranças de uma Organização pública brasileira, vivências relacionadas à saúde mental no trabalho. Mais especificamente, apresenta-se, aqui, a importância atribuída ao trabalho à vida profissional destas lideranças. Por meio da psicodinâmica do trabalho, descrevem-se sentidos atribuídos ao trabalho, discutindo seus impactos à psique humana. Quinze entrevistas em profundidade foram realizadas com lideranças formais da Organização em estudo. Estas lideranças são estratégicas à Organização. Realizou-se análise de conteúdo categorial considerando entrevistas transcritas. Como resultados, identificou-se forte vinculação afetiva das lideranças com a Organização em estudo. A gestão da qualidade de vida no trabalho foi apontada como essencial na Organização. O ato de trabalhar implica sentir-se útil e valorizado. A pesquisa fornece aos profissionais da administração pública uma compreensão abrangente de questões relacionadas ao fator humano no trabalho. Este artigo demonstra que a administração pública brasileira precisa estar atenta ao desenvolvimento de boas práticas de gestão de pessoas. Várias questões relevantes são apresentadas e discutidas na busca pela conformidade nas práticas de desenvolvimento de pessoas.

Teams with shared leadership arrangements are ubiquitous in twenty-first century organizations. Although transitions in leadership are a common and key feature of such teams, there is little insight into how and when leadership arrangements transition over time. Bridging the shared leadership and team adaptation literatures, we present a model of Leadership Transitions in Teams to describe the adaptive process through which teams intentionally modify the existing leadership arrangement. The basic assumption underlying this model is that leadership transitions occur when there is a mismatch between the team’s needs and its current leadership arrangement. Such a mismatch results from an anticipated or observed change. If it is anticipated, team members can democratically discuss and try out a new leadership arrangement, preventing mismatch and thus lowered team effectiveness. In contrast, if the mismatch has already occurred, teams are more likely to adopt a less democratic process—either a coalition-based or intervening-based process—to change the leadership arrangement in their team to counteract faltering team effectiveness. We propose that the ways in which leadership transition episodes can unfold and relate to team effectiveness will depend on the type (determined by the timing of the leadership transition episode in relation to the change), approach (determined by the extent to which there is consensus on if and how to change the leadership transition episode), and boundary conditions of leadership transition episodes. We advance an agenda for research on leadership transitions in teams and outline practical implications for teams with shared leadership structures.

This study sought to examine how operational demands hinder individual well-being in firefighters, and also the extent to which fire chiefs’ transformational leadership style acts as an operational resource to attenuate this relationship. A total of 115 firefighters participated in the study and completed surveys over seven consecutive days. The results suggest that individuals’ well-being trajectories are not influenced by operational demands while individuals’ well-being is enhanced over time by team leaders’ transformational leadership. The implications of these findings are discussed and future research directions are advanced.

This study integrates the job demands-resources model and authentic leadership theory to test the general hypothesis that authentic leadership is a job resource that enables flourishing and performance in healthcare teams. Furthermore, this article tests the hypothesis that the daily bed occupancy is a job demand that weakens this relationship. Participants were 106 nurses that were distributed across 33 teams from two hospitals. The results suggest that the authentic leadership of team leaders is positively related with subjective and objective team performance, but only when daily bed occupancy is low. Authentic leadership had no relationship with team flourishing, regardless of the daily bed occupancy. Our findings suggest that the extent to which authentic leadership is adequate to promote the performance of teams working in a hospital setting is sensitive to contextual boundary conditions. Leading authentically might only be effective under specific circumstances. Fundação para a Ciência e Tecnologia - FCT info:eu-repo/semantics/publishedVersion

The global outbreak of coronavirus SARS-CoV-2 (COVID-19) disease is affecting every part of human lives. Several researchers investigated to understand how temperature, humidity and air pollution had an influence on COVID-19 transmission. Transmission of COVID-19 due to temperature and humidity is a pertinent question. There is a lack of study of Covid-19 in tropical climate countries. This study aims to analyze the correlation between weather and Covid-19 pandemic in Brasília and Manaus, two states of Brazil. The research topic is important to know how the climate affects or predisposes the spread of COVID-19. This knowledge will provide elements to decision-makers regarding health and public health standards and decisions. This study employed a secondary data analysis of surveillance data of Covid-19 from the Ministry of Health of Brazil and weather from the National Institute of Meteorology of Brazil. These are Brazilian public organizations that, on a daily basis, record this information on a systematic basis of dates. They are central federal organizations, responsible for data analysis and public policy planning to combat Covid-19. The data are reliables and obtained from reliable government sources. We systematically record all information for 51 days, during a period of high disease growth in the country. The components of weather include low temperature (°C), high temperature (°C), temperature average (°C), humidity (%), and amount of rainfall (mm). Pearson-rank correlation test showed that high temperature (r=.643; p

Research has demonstrated the value of team adaptation for organizational teams. However, empirical work on interventions that teams can take to increase adaptive team performance is scarce. In response, this study proposes a concept mapping intervention as a way to increase teams’ ability to adapt following a task change. Particularly, this study examines the effect of a concept mapping intervention on team transition adaptation (the drop in performance after a change) and reacquisition adaptation (the slope of performance after the change) via its effect on task mental models and transactive memory systems. We conducted a longitudinal experimental study of 44 three-person teams working on an emergency management simulation. Findings suggest that the concept mapping intervention promotes reacquisition adaptation, task mental models, and transactive memory systems. Results also suggest that task mental models mediate the effect of the concept mapping intervention on reacquisition adaptation. A post hoc analysis suggests that the concept mapping intervention is only effective if it leads to high task mental model accuracy. Our study presents concept mapping as a practical intervention to promote shared cognition and reacquisition adaptation. Fundação para a Ciência e Tecnologia - FCT info:eu-repo/semantics/acceptedVersion

We build on Nonlinear Dynamic Systems (NDS) theory to examine if team performance change across a complete performance cycle is nonlinear, and if such change is related with team processes change over time. Participants were 214 teams enrolled in one management competition. The hypotheses were tested using nonlinear regressions and catastrophe modeling. The results of the nonlinear regression model support the hypothesis that change in team performance over time follows a cusp catastrophe distribution, R2Cusp = .93, F(5, 1065) = 16889.82, p.001; and that team processes do function as asymmetry (transition and action processes) and bifurcation (interpersonal processes) factors. The results also suggest that the cusp catastrophe model (R2 = .68) explains team performance better than the linear (R2 = .05) and logistic models (R2 = .07). This study reiterates the importance of incorporating the NDS perspective within the teamwork literature to leverage our knowledge about the way teams perform over time.

The current study builds on the non-linear Dynamic Systems (NDS) perspective to test the assumption that change in sickness absenteeism is non-linear, and that such change is due to workload, team adaptability and task cohesion. Participants were 37 firefighter teams (n = 250 individuals) from a main European capital city. The research hypotheses were tested using SPSS and the “cusp” package, in the statistical software R. The results suggest that change in sickness absenteeism behaviours over time is non-linear, with the cusp catastrophe model predicting such behaviours better than the linear and logistic models. In our model, task cohesion functions as an asymmetry factor (i.e., the independent variable that determines the strength and discrepancy between the two stable states of the dependent variable) leading to a linear change in sickness absenteeism. Interestingly, both workload and team adaptability function as bifurcation (i.e., the independent variable that determines the change between the two stable states of the order parameter) and asymmetry factors leading to non-linear and linear change in sickness absenteeism over time. This study contributes to the growing evidence that incorporating the NDS perspective enables a better understanding of action teams, namely those working in extreme environments. info:eu-repo/semantics/acceptedVersion

This documentregards thereport of the research project "Team Adaptation during Antarctica Summer Campaigns", supported by the Portuguese Polar Program (PROPOLAR). It contains general findings about teamwork in Antarctica and recommendations for practice.&nbsp

PurposeThe negative consequences of job insecurity on the well-being of individuals are well known. However, the perceptions of job insecurity over time and how some factors such as social support may affect them have received limited attention. This study follows precarious schoolteachers for three weeks before the end of their contract to explore how their perceptions of job insecurity evolve over time.Design/methodology/approachThe participants were 47 precarious schoolteachers who first completed a general questionnaire, then a diary survey on nine occasions over the course of the three weeks. Data was analysed with MPLUS 7.3.FindingsThe results suggest intra-individual differences regarding the way job insecurity was perceived over time. An additional discovery was that support provided by the school principal was negatively related to changes in job insecurity over time.Research limitations/implicationsThe relatively small sample size, which includes only precarious schoolteachers, and the methodology complexity of the diary are limitations of this study.Practical implicationsThis study highlights the subjective nature of the perceptions of job insecurity. It also shows the importance of the school principal's social support towards precarious schoolteachers; therefore, practitioners should propose interventions to enhance the quality of principal–teachers relationships.Originality/valueThis study contributes to the literature by investigating how perceptions of job insecurity evolve over time and the role of social support.

This research tested whether observing members of a dyad behave in synchrony influences observers' expectations and intentions about that dyad. In four studies, participants observed a dyad move in synchrony and were asked to make inferences about them. Results suggest that interpersonal synchrony serves as a social cue, such that observers expect the members of the dyad to work well together. Moreover, synchrony makes observers more likely to want to affiliate with the dyad. These findings shed light on how the social function of synchrony extends beyond the people who experience it to those who observe it. info:eu-repo/semantics/submittedVersion

This study examines teams as complex adaptive systems (tCAS) and uses latent growth curve modeling to test team cohesion as an initial condition conducive to team performance over time and the mediational effect of team coordination on this relationship. After analyzing 158 teams enrolled in a business game simulation over five consecutive weeks, we found that change in team coordination was best described by a continuous linear change model, while change in team performance was best described by a continuous nonlinear change model; and the mediation latent growth curve model revealed a negative indirect effect of team cohesion on the level of change in team performance over time, through the level of change in team coordination. This study contributes to the science of teams by combining the notions of initial conditions with co-evolving team dynamics, hence creating a more refined temporal approach to understanding team functioning. Fundação para a Ciência e a Tecnologia - FCT info:eu-repo/semantics/publishedVersion

Purpose Current organizations face a complex competitive landscape driven by globalization and technology that puts them in the course of a new economic age. This complexity stresses learning and innovation as fundamental mechanisms for organizational survival. This paper aims to propose that how learning and innovation emerge and affect organizational performance can be better understood through the complexity leadership theory. Design/methodology/approach The authors review literature on complexity leadership theory, learning and innovation in complex bureaucratic environments and then present reflections regarding how learning and innovation can be achieved through the interaction of three complexity leadership functions: adaptive, administrative and enabling. This conceptual framework suggests that individuals are in constant interaction, exchange information, influence each other and collectively produce emergent properties that promote effective learning and innovation. Findings We propose that learning and innovation can be better achieved in organizations if the complexity leadership theory is applied as an alternative to centralized forms of influence and control. Originality/value This paper presents a reflection on the benefits of the complexity leadership theory as an alternative framework to understand organizational leadership. Furthermore, this paper proposes that the complexity leadership theory is more adequate to generate learning and innovation in complex, fast-changing work environments.

University professors face numerous challenges, especially when teaching issues related to political behavior. Recent studies in Brazil have shown that technology, clarity of information and impartial debates in the classroom have led to the development of more frequent political behaviors among Brazilian students. However, this research subject remains poorly addressed in Brazil. We investigated the development of political attitudes and political behavior of undergraduate students in Brasilia, Brazil. We applied questionnaires to students (N = 349) in undergraduate courses (social, exact and health sciences) of a public university in Brasilia (Federal District), capital of Brazil. Principal Components Analysis was used and three dimensions of political attitudes were created: (i) Degree of political knowledge Factor (PK), (ii) Positive Feelings about Politics Factor (PFP) and (ii) Negative Feelings about Politics Factor (NFP). The results suggest that students from social sciences undergraduate courses have a higher PK average in comparison to other student groups. Moreover, a linear regression model was developed for PFP factor. For PFP and NFP, the students from the social sciences areas were statistically significant (p

This study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis. Fundação para a Ciência e a Tecnologia - FCT info:eu-repo/semantics/publishedVersion

Self-leadership is designed to influence positive outcomes like individuals’ innovative capacity in the workplace. Nevertheless, research on the relationship between self-leadership and individual innovation has failed to determine which self-leadership strategies contribute to innovation. Thus, this study aims to: explore the existence of different profiles of self-leadership strategies in hospital nurses and, test if these different profiles have different effects on individuals’ ability to be innovative. 288 nurses participated in this study. Firstly, data was analysed using Cluster analysis. Secondly, to verify the significance of the association between self-leadership clusters and individual innovation chi-square tests were conducted and the adjusted residuals were considered. Results revealed the existence of 3 different clusters of self-leadership, and that individual innovation is more frequent when all self-leadership strategies are used. The findings suggest that self-leadership strategies vary between individuals and that they all should be fostered in order to promote individual innovation. A auto-liderança tem como objetivo o desenvolvimento de resultados positivos como é o caso do desenvolvimento da capacidade de se ser inovador no local de trabalho. Contudo, até ao momento, a investigação sobre a relação entre a auto-liderança e a inovação individual não foi capaz de determinar quais as estratégias de auto-liderança que contribuem para que um individuo seja inovador. Por isto, este estudo tem como objetivos: explorar a existência de diferentes perfis de estratégias de auto-liderança em enfermeiros/as hospitalares e, verificar se estes perfis têm diferentes efeitos sobre a capacidade destes indivíduos serem inovadores. 288 enfermeiros/as participaram neste estudo. Inicialmente, os dados foram analisados ??por meio de uma análise de Clusters. Seguidamente, e por forma a verificar o significado da associação entre os clusters de auto-liderança e a inovação individual, levaram-se a cabo testes de qui-quadrado e realizou-se uma análise de resíduos ajustados. Os resultados evidenciaram a existência de três clusters de auto-liderança e, que a inovação individual é mais frequente quando todas as estratégias de auto-liderança são utilizadas. Desta forma sugere-se que as estratégias de auto-liderança variam entre os indivíduos e, que todas as estratégias devem ser propagadas a fim de promover a inovação individual.

This research tested the hypothesis that enabling leadership behaviors are positively related to the objective and subjective dimensions of teamwork effectiveness. Hypotheses testing was done during a laboratory task in which 40 teams of 5 people each (N = 200) engaged in a simulation task using the pc game SimCity4. The results suggest that enabling leadership and task cohesion are not related to team performance, R2 = .08, MSE = 1.02, F(4, 35) = .79, p = .54; and that enabling leadership is positively related to team viability, mediated by task cohesion, R2 = .71, MSE = 0.31, F(4, 35) = 21.87, p < .001. These findings also suggest that engaging in enabling leadership behaviors promotes team member commitment to a shared goal, which in turn enhances the shared perception that the team has the necessary conditions to keep working together on future assignments. Esta investigação testou a hipótese de que os comportamentos de facilitação estão positivamente relacionados com as dimensões objetiva e subjetiva da eficácia das equipas de trabalho. Participaram neste estudo 40 equipas de 5 elementos (N = 200), onde se utilizou o jogo de computador SimCity4. A análise dos efeitos diretos e indiretos sugere que os comportamentos de facilitação e a coesão de tarefa não se relacionam com o desempenho, R2 = .08, M.S.E = 1.02, F(4, 35) = .79, p = .54; e que a coesão de tarefa medeia a relação entre comportamentos de facilitação e a viabilidade, R2 = .71, MSE = 0.31, F(4, 35) = 21.87, p < .001. Estes resultados sugerem que a prática de comportamentos de facilitação promove a união dos membros da equipa, o que por sua vez é importante para a crença partilhada de que a equipa tem condições para continuar unida no futuro. La presente investigación probó la hipótesis de que los comportamientos de facilitación están positivamente relacionados con las dimensiones objetiva y subjetiva de la eficacia de los equipos de trabajo. En este estudio participaron 40 equipos de 5 elementos (N = 200), donde se utilizó el juego de ordenador SimCity4. El análisis de los efectos directos e indirectos sugiere que el comportamiento de facilitación y la cohesión de tareas no están relacionados con el rendimiento, R2 = .08, MSE = 1.02, F(4, 35) = .79, p = .54; y que la cohesión de tarea media la relación entre comportamientos de facilitación y la viabilidad, R2 = .71, MSE = 0.31, F(4, 35) = 21.87, p < .001. Estos resultados sugieren que la práctica de comportamiento de facilitación promueve la unión de los miembros del equipo, así como la creencia compartida de que el equipo tiene condiciones para continuar unido en el futuro. info:eu-repo/semantics/publishedVersion

WOS:000323856900005 (Nº de Acesso Web of Science) For emergency response teams such as SWAT (special weapons and tactics) or police tactical teams, team performance comes with life or death consequences. Nevertheless, research gives little attention to the dynamics particular to teams performing in extreme, dangerous, and stressful situations. In teams like police tactical teams the ability to coordinate members' actions and expertise, while adapting to evolving circumstances, is paramount. This study examines the combined effects of team implicit coordination and transactive memory systems on team adaptive behaviors and performance in a sample of 42 real police tactical teams. Contrary to predictions in the literature, our findings suggest that team implicit coordination can benefit performance even for teams performing nonroutine tasks. Moreover, we found that the relationship between team implicit coordination and team adaptive behaviors is strengthened by transactive memory systems. In the end, we discuss the implications of these findings and point new directions for future research.

Recent theoretical contributions have suggested a theory of leadership that is grounded in complexity theory, hence regarding leadership as a complex process (i.e., nonlinear; emergent). This article tests if complexity leadership theory promotes efficiency in work groups. 40 groups of five participants each had to complete four decision making tasks using the city simulation game SimCity4. Before engaging in the four decision making tasks, participants received information regarding what sort of leadership behaviors were more adequate to help them perform better. Results suggest that if complexity leadership theory is applied, groups can achieve higher efficiency over time, when compared with other groups where complexity leadership is not applied. This study goes beyond traditional views of leadership as a centralized form of control, and presents new evidence suggesting that leadership is a collective and emergent phenomenon, anchored in simple rules of behavior. Fundação para a Ciência e a Tecnologia (FCT) info:eu-repo/semantics/publishedVersion

Purpose– While scales were developed to measure individual adaptive performance (IAP), fewer contributions have been done to assess the construct at the team level of analysis. This issue is addressed through two related studies: Study 1 builds on Pulakoset al.(2000) to develop a measure of IAP. Study 2 follows from the results in Study 1 and tests a measure of team adaptive performance (Chan, 1998).Design/methodology/approach– Scale development was done adopting a single level (Study 1) and multi-level (Study 2) structural equations modeling approach.Findings– Results suggest that both measures of individual and team adaptive performance are reliable and show evidence supporting the adequacy of adopting referent-shift methodologies to the measurement and aggregation of team members’ rating of team adaptive performance.Originality/value– The study offers a reliable, parsimonious and easy to apply measure of individual and team adaptive performance in organizational work environments.

During the last 30 years, significant debate has taken place regarding multilevel research. However, the extent to which multilevel research is overtly practiced remains to be examined. This article analyzes 10 years of organizational research within a multilevel framework (from 2001 to 2011). The goals of this article are (a) to understand what has been done, during this decade, in the field of organizational multilevel research and (b) to suggest new arenas of research for the next decade. A total of 132 articles were selected for analysis through ISI Web of Knowledge. Through a broad-based literature review, results suggest that there is equilibrium between the amount of empirical and conceptual papers regarding multilevel research, with most studies addressing the cross-level dynamics between teams and individuals. In addition, this study also found that the time still has little presence in organizational multilevel research. Implications, limitations, and future directions are addressed in the end.

Versão pré-print, This article explores the relationship between goal orientation, self-leadership dimensions, and adaptive and proactive work role performances. The authors hypothesize that learning orientation, in contrast to performance orientation, positively predicts proactive and adaptive work role performances and that this relationship is mediated by self-leadership behavior-focused strategies. It is posited that self-leadership natural reward strategies and thought pattern strategies are expected to moderate this relationship. Workers (N = 108) from a software company participated in this study. As expected, learning orientation did predict adaptive and proactive work role performance. Moreover, in the relationship between learning orientation and proactive work role performance through self-leadership behavior-focused strategies, a moderated mediation effect was found for self-leadership natural reward and thought pattern strategies. In the end, the authors discuss the results and implications are discussed and future research directions are proposed.

WOS:000306590800011 (Nº de Acesso Web of Science) “Prémio Científico ISCTE-IUL 2013” This study aimed to adapt the Revised Self-Leadership Questionnaire (RSLQ) (Houghton and Neck in J Manag Psychol 17(8):672–691, 2002) for the Portuguese population. 720 professionals, and university and post-graduate students participated in this study. The RSLQ factorial structure was accessed through exploratory and multi group confirmatory factor analysis. From the 9 sub dimensional and 34 items original scale, only 7 sub dimensions and 21 items were preserved. The model tested through cross-validation multigroup analysis proved to be totally invariant across the groups, suggesting good model fit.

Tese de mestrado, Psicologia (Secção de Psicologia dos Recursos Humanos, do Trabalho e das Organizações), 2009, Universidade de Lisboa, Faculdade de Psicologia e de Ciências da Educação Nível de preservação: critical, Criado em: 2009-08-25 11:40:51, Criado por: creator:MARTA, Alterado em: 2009-08-25 14:33:09, Modificado por: viewer:internal Made available in DSpace on 2010-07-21T10:52:51Z (GMT). No. of bitstreams: 2 18773_ulsd_dep.17741_Dissertacao_Pedro_Quinteiro_5523.pdf: 594001 bytes, checksum: 1b255f8bd031c94c5b1f8b2b1a68d4b6 (MD5) 18773.xml: 10432 bytes, checksum: fde57d306f9ea49fb8e87b67fc64cf0a (MD5) Previous issue date: 2009

Dissertação de Mestrado apresentada no Ispa – Instituto Universitário, para a obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações A presente dissertação tem como objetivo a compreensão do impacto da liderança no bem-estar dos colaboradores, nomeadamente, como uma liderança dark pode incrementar o stress dos liderados. Sendo bastante vasto o contexto organizacional, optou-se por afunilar a investigação para uma realidade de tipologia de empresa, ou seja, achou-se oportuno fazer uma comparação entre empresas familiares e não familiares, tendo em conta as suas diversas características. Para além de se ter procurado confirmar a relação entre a liderança dark dos líderes (Dark Triad da personalidade, composta pelo maquiavelismo, narcisismo e psicopatia) e o stress dos colaboradores, estas foram ainda estudadas separadamente, de forma a se perceber se ambas apresentavam diferenças significativas quando comparadas entre empresas familiares e não familiares. Por último, estudou-se a moderação do tipo de empresa na relação destas duas variáveis. A amostra do estudo é constituída por 220 participantes portugueses, sendo que 87 trabalhavam em empresas familiares e 126 trabalhavam em empresas não familiares. Foi elaborado, e aplicado, um questionário online constituído pelas versões reduzidas e traduzidas da Escala de Estresse no Trabalho (Paschoal & Tamayo, 2004), da escala Dirty Dozen (Pechorro et al., 2019), e por questões demográficas. Os resultados obtidos demonstraram que quanto maior a perceção de traços de liderança dark nos líderes, maiores os níveis de stress reportados pelos liderados. Estas variáveis revelaram diferenças significativas quando comparadas separadamente, em empresas familiares e não familiares, sendo que os traços associados à tríade negra da liderança são mais acentuados em empresas familiares. Os resultados também revelaram que os colaboradores das empresas familiares sentem maiores níveis de stress quando percecionam traços da tríade negra da liderança mais acentuados nos seus líderes, comparativamente aos colaboradores das empresas não familiares. ABSTRACT: This dissertation aims to understand the impact of leadership on the well-being of employees, namely, how a dark leadership can increase the stress of those who are led. Since the organizational context is quite vast, it was decided to funnel the investigation to a company typology reality, that is, it was considered opportune to make a comparison between family and non-family companies, taking into account their different characteristics. In addition to trying to confirm the relationship between dark leadership of leaders (Dark Triad of personality, composed of Machiavellianism, narcissism and psychopathy) and employee stress, these were also studied separately, in order to understand if both had significant differences, when compared between family and non-family businesses. Finally, the moderation of the type of company in the relationship between these two variables was studied. The study sample consists of 220 Portuguese participants, 87 of whom worked in family businesses and 126 worked in non-family businesses. An online questionnaire consisting of the reduced and translated versions of the Work Stress Scale (Paschoal & Tamayo, 2004), the Dirty Dozen scale (Pechorro et al., 2019), and demographic issues was prepared and applied. The results obtained showed that the greater the perception of dark leadership traits in the leaders, the greater the stress levels reported by the followers. These variables revealed significant differences when compared separately, between family and non-family businesses, and the traits associated with the black leadership triad are more pronounced in family businesses. The results also revealed that employees of family companies feel higher levels of stress when they perceive more pronounced traits of the dark triad of leadership in their leaders, compared to employees of non-family companies.

Dissertação de Mestrado no ISPA – Instituto Universitário para obtenção de grau de Mestre na em Psicologia Social e das Organizações Resumo: Que significado atribui ao trabalho um trabalhador em funções públicas afeto às carreiras gerais? A reforma da Administração Pública portuguesa tem sido focada na falta de eficiência e eficácia (excesso de organismos e trabalhadores), levando o poder político nas últimas três décadas a implementar os princípios do New Public Management na gestão pública. O diagnóstico, no entanto, tem sido abordado como uma questão de excesso de funcionários públicos. O objetivo deste estudo exploratório foi perceber que significados atribui ao trabalho os trabalhadores afetos às carreiras gerais nos seus três níveis (assistentes operacionais, assistentes técnicos e técnicos superiores), utilizando a versão abreviada da Escala de Significados Atribuídos ao Trabalho, ESAT-R (Sobral, 2008). No estudo participaram 195 trabalhadores, não se verificando diferenças significativas entre o efeito da Carreira sobre as quatro dimensões da escala. No entanto, verificou-se uma diferença significativa entre os sexos dos participantes e a dimensão Económica do Trabalho, traduzida numa maior importância para as mulheres ABSTRACT: What meaning does a worker undertaking public functions give to his job in general careers? The Portuguese Public Administration reform has been focused on the lack of efficiency and effectiveness (excess of organisms and public employees), leading the political authorities in the last three decades to implement the principles of New Public Management in public management. The diagnosis, however, has been approached as an issue of excess of public workers. The goal of this exploratory study is to understand the meanings given to work by the workers in general careers in its three levels (operational assistants, technical assistants and higher technicians), using the abbreviated version of the «Escala de Significados Atribuídos ao Trabalho, ESAT-R (Sobral, 2008)». This study had 195 participants, with no significant differences between the Career effect on the four dimensions of the scale. Nonetheless, it was observed a significant difference between the sexes of the participants and the Economic Dimension of Work, which translated in a greater importance for women.

Dissertação de Mestrado , apresentada no Ispa – Instituto Universitário para a obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações O principal objetivo desta dissertação de mestrado foi estudar a relação entre carga de trabalho, conflito trabalho-família e bem-estar, em contexto aeronáutico. Para tal, propôs-se a existência de um papel mediador – o conflito trabalho-família. Neste estudo participaram 180 tripulantes e foi aplicado um questionário online constituído pelas versões portuguesas das escalas NASA-TLX, Work-Family Conflict Scale, Utrecht Work Engagement Scale e Maslach Burnout Inventory- General Survey. Para se analisar o bem-estar foram considerados dois polos, um positivo e outro negativo, respetivamente: o engagement e o burnout. Os resultados demonstraram a existência de duas relações de mediação totais em tripulantes: entre a carga de trabalho, o conflito trabalho-família e o engagement; e ainda, entre a carga de trabalho, o conflito trabalho-família e o burnout. The main objective of this master's thesis was to study the relationship between workload, work-family conflict, and well-being in an aeronautical context. To this end, it was proposed the existence of a mediating role - the work-family conflict. In this study 180 crewmembers participated, and an online questionnaire was applied, consisting of the Portuguese versions of the NASA-TLX, Work-Family Conflict Scale, Utrecht Work Engagement Scale and Maslach Burnout Inventory- General Survey. In order to analyze well-being, two poles were considered, one positive and one negative, respectively: engagement and burnout. The results showed the existence of two total mediation relations in crewmembers: between workload, work-family conflict, and engagement; and between workload, work-family conflict, and burnout.

Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para a obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações O principal objetivo desta dissertação prende-se com o estudo da relação entre a presença de traços Dark Triad (i.e., maquiavelismo, narcisismo e psicopatia) em chefias e colaboradores, e a satisfação laboral dos colaboradores. Esta dissertação pretende ainda testar o papel moderador destes mesmos traços nos colaboradores, na relação descrita. Neste estudo, participaram 312 profissionais de socorro e de saúde. Foi elaborado, e aplicado, um questionário online constituído pelas versões portuguesas do Dirty Dozen (DD) e do Minnesota Satisfaction Questionnaire – versão reduzida (MSQ). Os resultados demonstraram que a presença de traços da Dark Triad nas chefias influencia negativamente a satisfação com o trabalho dos colaboradores. Verificou-se também que esta relação é moderada pela presença reduzida de traços psicopatas em colaboradores. Contudo, não foi encontrado qualquer tipo de efeito de moderação em colaboradores com traços maquiavélicos, traços narcísicos, bem como em colaboradores cuja presença de traços psicopatas é elevada. ABSTRACT: The main goal of this study was to provide further information on the study of the relationship between leaders’ dark triad traits (i.e., machiavellianism, narcissism, and psychopathy) and their subordinates’ job satisfaction, as well as the moderating role of the subordinates’ dark triad traits in this relationship. A total of 312 health and rescue professionals participated in this study. These had to answer an online questionnaire that was made up with the portuguese versions of the Dirty Dozen (DD) and the Minnesota Satisfaction Questionnaire – Short Form (MSQ). The results showed that leaders with dark triad traits influence, in a negative way, their subordinates’ job satisfaction. Additionally, the results showed that subordinates with low levels of psychopathic traits have a moderating role in the relationship mentioned previously. This moderating effect does not happen if the subordinates have either machiavellian or narcissistic traits, or high levels of psychopathic traits.

Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção do grau de Mestre na especialidade de Psicologia Social e das Organizações. O estudo foi motivado pela ausência de estudos sobre o efeito moderador da importância atribuída às práticas de recursos humanos, na relação entre a perceção das práticas de recursos humanos e o engagement, dos colaboradores, pelo qual pouco se sabe. Segundo Harter et al. (2009) o engagement está relacionado com vários aspetos de desempenho laboral, portanto, perceber se a importância atribuída tem um papel mediador, na relação entre a perceção das práticas de recursos humanos e o engagement, poderá ser uma forma de personalizar as práticas de gestão de recursos humanos e, consequentemente, levar a melhores resultados de produtividade. Face a tal ausência, desenhou-se este estudo não experimental com o objetivo de perceber se existe ou não um efeito de moderação da variável anteriormente referida em profissionais a trabalhar por conta de outrem em Portugal. O estudo conta com a participação de 152 indivíduos, com idades entre 21 e 63 anos, com a maioria a laboral no setor terciário (86.8%) e com um Diretor de Recursos Humanos (78.3%). Utilizaram-se a escala de Perceção Global de Práticas de Recursos Humanos de Cesário (2015) e uma versão traduzida da escala ISA Engagement Scale de Soane et al. (2012). Construiu-se também uma escala adaptada da escala de Cesário (2015) para aferir a importância atribuída às práticas de gestão de recursos humanos. Os resultados confirmam a existência de um efeito de moderação, pelo que a Importância Atribuída exerce um papel moderador nas relações entre as Perceções das Práticas de Recursos Humanos e o Engagement, indo de encontro à presente literatura. The study was motivated by the absence of studies on the moderating effect of the importance attributed to human resources practices, on the relationship between the perception of human resources practices and the engagement of employees, for which little is known, and make way for future studies. According to Harter et al. (2009) engagement is related to various aspects of work performance, therefore, understanding whether the importance attributed has a moderation effect in the relationship between the perception of human resources practices and engagement may be a way to personalize practices of human resources management and, consequently, lead to better productivity outcomes. Given this absence, this non-experimental study was designed with the aim of understanding whether or not there is a moderation effect of the mentioned variable in employees working Portugal. The study has the participation of 152, aged between 21 and 63 years, with the majority working in the tertiary sector (i.e. services) (86.8%) and with a Human Resources Director (78.3%). It was used the scale of Global Perception of Human Resources Practices by Cesário (2015) and a translated version of the ISA Engagement Scale by Soane et al. (2012). A scale adapted from the scale of Cesário (2015) was also constructed to assess the importance attributed to human resource management practices. The results confirm the existence of a moderating effect, whereby the Attributed Importance plays a moderating role in the relations between Perceptions of Human Resources Practices and Engagement,supporting the present literature.