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de Pinto Ferreira Pitacho, Liliana Alexandra
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- Study of the mediating effect of social support and interpersonal conflicts in the relationship between work overload and work-life conflictPublication . Pitacho, Liliana; Lima, Daniela; Cordeiro, João Pedro PinaIn today's dynamic organizational landscape, constant changes have heightened pressure on businesses, exposing workers to a multitude of psychosocial risk factors that can detrimentally affect their professional and personal well-being. Among these factors, work overload has emerged as a significant concern, driven by the competitive demands placed on organizations. This study investigates the role of social factors within the organizational context as potential buffers or amplifiers of the effects of work overload, specifically focusing on social support from peers and levels of interpersonal conflict. Our sample comprises 203 workers, predominantly women (81.8%), with an average age of 40.05 years, representing diverse sectors. Findings reveal that work overload contributes to increased work-life conflict levels. Social support acts as a protective factor in this relationship, and interpersonal conflicts exacerbate this relationship. These insights hold theoretical and practical significance, offering organizations guidance on leveraging the social climate to mitigate the adverse effects of stressors like work overload.
- The relationship between career calling and workaholism: the mediating role of career orientationPublication . Pitacho, Liliana; Cordeiro, João Pedro PinaThe difference between having workers involved in their work, on the one hand, or too exhausted to contribute, on the other, can be tenuous and compromise work orientation. The posi‐ tive outcomes of career calling (a deep purpose and meaningfulness in work characterized by vigor, dedication, and absorption) to organizations are clear, namely the relationship of career calling with high levels of commitment and engagement. However, the dark side of career calling remains a less explored point. The main purpose of this study analyzes this side of career calling and explores the relationship between sense of work purpose—perceived career calling—and workaholism. The sample consists of 743 Portuguese employees from different sectors of activity. The main hypothesis intends to test the presence of career orientation as a mechanism to explain the ambiguity of career calling outcomes, that is, the mediating effect of career orientation on the relationship between ca‐ reer calling and workaholism. The results showed that the workers’ career orientation helps to ex‐ plain this relationship. Career orientation partially mediated the relation between career calling and the positive dimension of workaholism, involvement and enjoyment, and completely mediated the relation between career calling and negative dimensions of workaholism, drive. These results allow us to reflect on career calling, and how organizations manage workforce efforts to avoid work ad‐ diction and the negative consequences that compromise workforce sustainability. Career calling was looked at as an element of a mixed profile work orientation, rather than not just as a pure work orientation. Theoretical and practical implications are discussed.
- Employees’ conflict management in the hospitality industry: an empirical study on the importance of sociodemographic variablesPublication . Cordeiro, João Pedro Pina; Pitacho, LilianaThis research focuses on the analysis of conflict management styles from a constructive perspective. Its main objective is to identify and reflect on the styles of conflict management in the hospitality industry in Portugal. The specific objective is to analyze the relationship between conflict management styles and sociodemographic variables among employees in Portuguese hotel units. The sample consists of 798 employees, mainly male, between 30 and 34 years old, with secondary school education, who are mostly operating staff or undifferentiated employees, and with middle levels of seniority in the organization. The results suggest that employees use different strategies to manage organizational conflicts, with an emphasis on compromising and integrating styles. At the same time, conflict management styles are differently determined by certain sociodemographic variables of the employees. This research helps in the design and implementation of constructive conflict management strategies for managers, which contribute to the formulation of management systems focused on behaviors and attitudes of professionals in the context of the hotel sector.