Percorrer por autor "Geremias, Rosa Lutete"
A mostrar 1 - 5 de 5
Resultados por página
Opções de ordenação
- Evaluating the serial mediating role of job satisfaction and self-efficacy in the relationship betweenwork–family conflict and turnover intention of Portuguese employeesPublication . Geremias, Rosa Lutete; Cavaco, Lia; Sotomayor, Ana MariaPrevious studies conducted in Portugal on work–family conflict and turnover intention have focused on analyzing how difficulties in balancing employees’ work and personal lives affect individual commitment and performance, and little attention has been paid to analyzing factors that may reduce turnover intentions. Therefore, the present study fills a relevant gap in the literature by analyzing other factors that influence turnover intention. This study aimed to analyze the direct and indirect relationship between work–family conflict and turnover intention, with job satisfaction and self-efficacy mediating this relationship. The sample included 277 employees from different sectors in Portugal. The results confirmed that work–family conflict is positively related to turnover intention and that job satisfaction and self-efficacy serially mediate the relationship between work–family conflict and turnover intention. These results suggest that managers should consider analyzing workloads while improving well-being at work so that employees can pay attention to some aspects of their personal lives to reduce work–family conflict and turnover intentions. In addition, the results emphasize the importance of promoting self-efficacy through the continuous design of training plans for better guidance and coordination in the execution of tasks.
- Facing organizational crises: the importance of validating psychological capital scale using Angolan samplePublication . Geremias, Rosa Lutete; Lopes, Miguel Pereira; Soares, André EscórcioPurpose: The main goal of this study was to validate the Angolan version of the PCQ-24, using samples of employees who develop their work in adverse situations and need to deal daily with different constraints in their work environment. Originality/value: Although several studies have confirmed the factorial validity of the psychological capital scale in different countries, this is a pioneering validation study of psychological capital in Angola, using two independent samples (sample 1 = 478 employees, and sample 2 = 200 employees). Design/methodology/approach: The present study uses a quantitative methodology. Confirmatory factor analysis was used to test the five competing models reported in previous studies with cultures similar to Angola (e.g., Portugal and Brazil). Findings: Contrary to previous findings in studies performed in countries with cultures similar to Angola, the results show that the 4-factor model had a better fit for the data. The discriminant validity of the psychological capital scale was confirmed by performing the correlation analysis with internal learning. Validation of the psychological capital scale in Angola may provide managers with tools to assess and develop the psychological capabilities of their employees. The validation of the psychological capital scale may contribute to the organizational assessment processes in an uncertain context.
- Improving organizational commitment among healthcare employees in Angola: the role of psychological capital and perceived transformational leadershipPublication . Geremias, Rosa Lutete; Lopes, Miguel Pereira; Sotomayor, Ana MariaWhile previous studies conducted in sub-Saharan African countries have focused on verifying standards of clinical care and assessing challenges faced by healthcare professionals, the present study fills a gap in the literature in that it explores the factors that may drive the organizational commitment of healthcare professionals in Angola. This study aimed to analyze the relationship between psychological capital and organizational commitment through perceived transformational leadership. Therefore, using the quantitative methodology, a self-report questionnaire was applied to 342 healthcare professionals (174 male, 168 female) from different public and private hospitals located in three large cities in Angola. The results confirmed that psychological capital is positively related to affective commitment and that perceived transformational leadership is a mediating variable of this relationship. Therefore, this study highlights the role of psychological capital and perceived transformational leadership in improving affective commitment in challenging environments.
- Linking psychological capital to organizational commitment: the moderating role of perceived aversive leadership of employees in AngolaPublication . Geremias, Rosa Lutete; Lopes, Miguel Pereira; Sotomayor, Ana MariaOrganizational commitment is an indicator of organizational performance, regarding the attainment of competitive advantages. Knowing the factors that promote or inhibit organizational commitment fills a gap in the literature in the area of aversive leadership in Angola and reinforces the role of managers in promoting employees’ organizational commitment. This study aimed to analyze the moderating role of perceived aversive leadership in the relationship between psychological capital and organizational commitment. Although recent studies have indicated the negative effects of aversive leadership on organizational outcomes, the role of perceived aversive leadership on employees’ organizational commitment has not been tested. To this end, we applied a self-report questionnaire from 335 employees from different sectors of activity in Angola to examine this relationship. To analyze the results of the study, we used structural equation modeling. The results showed that the relevance of psychological capital in organizational commitment is highlighted when perceived aversive leadership is low. On the other hand, when perceived aversive leadership is high, employees will exhibit lower levels of organizational commitment. This study may influence the adoption of more sophisticated leadership selection techniques, based on behavioral and situational interviews, to ensure that professionals with aversive behaviors cannot hold positions of responsibility.
- Relating workaholism to job stress: serial mediating role of job satisfaction and psychological capital of nurses in AngolaPublication . Geremias, Rosa LuteteBackground/Objectives: Previous studies conducted in sub-Saharan African countries have concentrated on examining the challenges of nursing training and the organizational commitment of healthcare professionals, with little attention paid to exploring the mechanisms that contribute to reducing nurses’ job stress. Consequently, the present study addresses a significant gap in the literature by offering an overview of the factors contributing to understanding job stress among nurses in Angola. This study aimed to analyze the direct and indirect relationship between workaholism and job stress with job satisfaction and psychological capital mediating this relationship. Methods: Using the quantitative methodology with a cross-sectional design, a questionnaire was administered to 340 nurses (172 men and 168 women). Results: The results confirmed that workaholism is positively related to job stress and that job satisfaction and psychological capital serially mediate the relationship between workaholism and job stress. Conclusions: These findings highlight the importance of fostering job satisfaction and psychological capital by establishing favorable work environments and promoting nurses’ physical and emotional well-being. In addition, these results may encourage healthcare leaders to create well-designed break areas for nurses to take restorative breaks.