A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work-family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.

This study examines whether the relationship between the employees’ perceived job autonomy may be prone to the contextual influence of supervisor support and presenteeism climate in explaining the attendance behaviors of presenteeism–the employees’ decision to attend work despite being ill or not feeling well. Does work context play a role on presenteeism climate and the specific act of presenteeism? This study includes 213 health care employees (e.g., nurses, doctors) working in one private hospital in Lebanon. We used the ordinary least squared (OLS) regressions path analytical framework and bootstrapping methods to estimate the hypothesized moderated-mediation models. Our findings indicate that healthcare job resources (job autonomy) is correlated with the presenteeism climate and the occurrence of presenteeism attendance behaviors. We also found that this relationship is mediated by presenteeism climate and that supervisor support moderates the observed indirect relationship. This study extends the organizational attendance research domain to presenteeism climate by explaining for both doctors and nurses how contextual variables explains the relationship between jobs resources and presenteeism attendance behaviors. Supervisor support plays an important role in encouraging task autonomy and thus allowing employees increase their perception of empowerment to manage their actions at work. Overall, healthcare managers should ensure that employees understand their roles and duties and have an up-to-date, clearly defined role (e.g., job description) so that they can meet their organizations’ goals.

Work design refers to the study, creation, and modification of the composition, content, structure of tasks and roles and the environment in which they are performed. A measure with evidence of validity is necessary to understand the impact of work design on people and organizations. To obtain such evidence in the Brazilian context, we conducted two studies to adapt an instrument developed in a different cultural context. Study 1 performed an exploratory factor analysis assessing the latent structure of the Work Design Questionnaire (N = 1,017). Study 2 confirmed the fit of the structure found (N = 1,224) and the robustness of the taxonomy investigated. The structure identified in the analysis corroborated one of the originally proposed models, including 18 subcategories and 71 items presenting adequate psychometric indexes. Adaptação do Questionário de Desenho do Trabalho para o Brasil Resumo O desenho do trabalho diz respeito ao estudo, à criação e à modificação da composição, do conteúdo, da estrutura e do ambiente no qual tarefas e papéis são desempenhados. Entender o impacto do desenho do trabalho sobre as pessoas e organizações depende da existência de medida com evidências de validade. Para obter tais evidências no contexto brasileiro, conduzimos dois estudos, visando adaptar um instrumento advindo de outros contextos culturais. O Estudo 1 realizou uma análise fatorial exploratória da estrutura do Work Design Questionnaire (N = 1.017), enquanto o Estudo 2 confirmou o ajuste da estrutura encontrada (N = 1.224) e a robustez da taxonomia investigada. De modo geral, a estrutura corroborou um dos modelos originalmente propostos, com uma solução composta por 18 subcategorias e 71 itens, que apresentou índices psicométricos adequados. Adaptación del Cuestionario de Diseño del Trabajo para Brasil Resumen El diseño del trabajo se refiere al estudio, creación y modificación de la composición, contenido, estructura y ambiente en el que se desempeñan tareas y roles. Entender el impacto del diseño del trabajo sobre las personas y organizaciones, depende de la existencia de medidas con evidencias de validez. Para obtener estas evidencias en el contexto brasileño, realizamos dos estudios, con el fin de adaptar el instrumento proveniente de otros contextos culturales. El Estudio 1 realizó un análisis factorial exploratorio de la estructura del Work Design Questionnaire (N = 1.017). El Estudio 2 confirmó el ajuste de la estructura encontrada (N = 1.224) y la robustez de la taxonomía investigada. En general, la estructura corroboró uno de los modelos originalmente propuestos, con una solución compuesta por 18 subcategorías y 71 ítems, que presento índices psicométricos adecuados.

Orientation: The coronavirus disease 2019 (COVID-19) pandemic has caused a ‘coronafication’ of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run.Research purpose: The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis.Motivation for the study: The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19.Research approach/design and method: This article uses conceptual argumentation.Main findings: The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis.Practical/managerial implications: On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic.Contribution/value-add: This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.

The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work—MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility i-deals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic’s first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between i-deals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between i-deals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.