Browsing by Author "Cervai, Sara"
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- Objective and subjective career success: individual, structural, and behavioral determinants on European hybrid workersPublication . Hildred, Kiall; Piteira, Margarida; Cervai, Sara; Pinto, Joana CarneiroIntroductionIn the current worldwide labor context, where a disruption took place and employees experience. MethodsParticipated in this study 739 European hybrid workers who fulfilled an online assessment protocol. ResultsResults indicate that higher ages, higher educational levels, being married, having children, working. DiscussionThis study makes a unique contribution to the extant research on hybrid workers' careers, specifically.
- Remote work and human resources challenges from the Covid-19 pandemic scenario: the cases of Italy and PortugalPublication . Piteira, Margarida; Cervai, Sara; Duarte, Rosana; Hildred, Kiall; Pinto, Joana CarneiroThis study presents the preliminary results of a European project (EURECA) being carried out in Italy and Portugal. One of its aims is to understand the role of remote work arising from the recent pandemic. The question that drove this research was: What is the role of remote work resulting from the emergent changes of the 2019 pandemic scenario in Portuguese and Italian organisations?. Case studies were used as the methodological approach, and the qualitative and inductive work directed the research, guided by the assumptions of practice-based theory. Thus, interviews were conducted with human resource managers and/or directors of companies/public institutions. So far, the sample comprises 16 organisations. The results show that before the crisis, which lasted about two years, most organisations did not engage in remote work. Afterwards, human resources practices had to adapt to this new reality, and hybrid work (a combination of remote and face-to-face work) is currently present in most of the organisations studied. New challenges are also appearing in this area, including new information systems, career management, and training and performance evaluation, among others. Hence, this new model of work design also brings new challenges to organisations and management. The implications pressing issue are several: practical (for management and organisations); theoretical (new inputs on HR practices, remote working and change management); and methodological (reinforcing the importance of case studies and practice-based theory in a comparative analysis of the Portuguese and Italian contexts). Avenues for further research are also proposed.
- Remote work, career strategies and organisational challenges by the European countries in the post-2019 pandemic scenario: preliminary results of the EURECA projectPublication . Piteira, Margarida; Pinto, Joana Carneiro; Cervai, Sara; Hildred, Kiall; Corte, Catarina; Duarte, Rosana; Martinis, MartinaCurrent work intends to present the preliminary results of an international project (EURECA) developed by a team from Católica Research Centre for Psychological, Family and Social Wellbeing of Faculdade de Ciências Humanas/Universidade Católica Portuguesa (UCP), SOCIUS/CSG/Instituto Superior de Economia e Gestão, Instituto Superior de Contabilidade e Administração de Lisboa (ISCAL)/Instituto Politécnico de Lisboa (IPL), and Università degli Studi di Trieste (UniTs, Italy). The EURECA Project, still in progress, seeks to understand the career management strategies and remote work design in response to the Covid-19 pandemic lockdown. Quantitative and qualitative studies have resulted from the project. Data collection took place between 2022/2023 in several European countries. The quantitative studies (4 in total) were based on a questionnaire assessing career dimensions, and a total of 739 European hybrid workers have participated in it. These 4 studies have highlighted: (1) perceived (objective and subjective) career success; (2) strategic career behaviours among European remote workers; (3) country-Level Individualism vs Collectivism comparisons; and, (4) a comparative study between Poland and Portugal on remote working and career management. Regarding the qualitative data, two case studies were generated (Italy and Portugal), and 17 organisations were observed. The main objective of the latter was to understand the role of remote work for career management and the resulting organisational challenges. Theoretical, methodological, and practical implications are further discussed and avenues for future research advanced.
- Strategic career behaviours among hybrid workers: testing a general European modelPublication . Hildred, Kiall; Piteira, Margarida; Cervai, Sara; Pinto, Joana CarneiroIntroduction: This study investigates the antecedents and consequences of strategic career management behaviours in a sample. Methods: A total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n = 398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction. Results: Results indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction. Discussion: Strategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work.