Ana Moreira
I am a very curious person who loves researching in the field of Social and Organisational Psychology.I am persistent and I like challenges. One of the biggest challenges in my life was to radically change my life professionally at the age of 52.
At the moment I am teaching courses in Organisational Psychology, Organisational Behaviour, Strategic Human Resources Management, Human Capital and Corporate Coaching, Research Methodology and Data Processing and Analysis (SPSS, AMOS Graphics; Macro Process).
I also supervise Master's dissertations and PhD theses in the areas of: Leadership, Engagement, Organisational Commitment, Exit Intentions, Skills Development, Employability, Organisational Culture, Artificial Intelligence.
Phone: 961357970
Address: Largo Jorge Moutinho de Albuuerque, Nº 3 - 4º A
2780-255 Oeiras
At the moment I am teaching courses in Organisational Psychology, Organisational Behaviour, Strategic Human Resources Management, Human Capital and Corporate Coaching, Research Methodology and Data Processing and Analysis (SPSS, AMOS Graphics; Macro Process).
I also supervise Master's dissertations and PhD theses in the areas of: Leadership, Engagement, Organisational Commitment, Exit Intentions, Skills Development, Employability, Organisational Culture, Artificial Intelligence.
Phone: 961357970
Address: Largo Jorge Moutinho de Albuuerque, Nº 3 - 4º A
2780-255 Oeiras
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Papers by Ana Moreira
reach our research goals, we used a sample of 635 Portuguese workers. The WRQoL Scale has been widely used for academic and practical ends and comprises six dimensions: Job and Career Satisfaction, Control atWork, GeneralWell-Being, Home–Work Interface, Stress atWork, andWorking Conditions. Recently, the authors proposed a revised measure—WRQoL-2—in which they added a seventh dimension—Employee Engagement. As this second version had not yet been translated into
the Portuguese language for Portugal, this was our first goal. By performing a set of statistical analyses such as EFA, CFA, reliability, convergent and discriminant validity, and invariant analysis, the results
suggested a six-factor structure where the dimensions of Job and Career Satisfaction and Employee Engagement were united. The final structure suggested good reliability as well as convergent and discriminant validity as it showcased invariance according to gender and sector. Because there is a lack of studies focusing on the links between quality of work life and organizational performance, we then tested the interplay between WRQoL-2 and perceived organizational performance dimensions, and we verified that, although most are significantly associated, the results suggest a low intensity. This work also presents several theoretical and practical implications.
reach our research goals, we used a sample of 635 Portuguese workers. The WRQoL Scale has been widely used for academic and practical ends and comprises six dimensions: Job and Career Satisfaction, Control atWork, GeneralWell-Being, Home–Work Interface, Stress atWork, andWorking Conditions. Recently, the authors proposed a revised measure—WRQoL-2—in which they added a seventh dimension—Employee Engagement. As this second version had not yet been translated into
the Portuguese language for Portugal, this was our first goal. By performing a set of statistical analyses such as EFA, CFA, reliability, convergent and discriminant validity, and invariant analysis, the results
suggested a six-factor structure where the dimensions of Job and Career Satisfaction and Employee Engagement were united. The final structure suggested good reliability as well as convergent and discriminant validity as it showcased invariance according to gender and sector. Because there is a lack of studies focusing on the links between quality of work life and organizational performance, we then tested the interplay between WRQoL-2 and perceived organizational performance dimensions, and we verified that, although most are significantly associated, the results suggest a low intensity. This work also presents several theoretical and practical implications.
The study included 525 participants and collaborators in different organizations across the Portuguese territory. The results revealed a positive and significant impact of the HRM practices on the OCB and the perception of Employability, both Internal and External. A significant impact of the perception of Employability, Internal and External, on the OCB was proven partially, i.e., only on one scale dimension. The mediating effect of the perception of Employability, both Internal as External, in the relationship between the HRM and OCB was not proven. It was concluded that the Perception of Employability, Internal and External, can be a critical factor in the current labour context and that the HRM practices have a positive and significant effect on the OCB and the perception of Employability.