Employees' turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions. Design/methodology/approach A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness, and turnover intentions. We used a multilevel statistical approach considering both the individual and the hotel levels of analysis. Findings Through multilevel statistics, our findings suggest that both at the individual and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions. Research limitations/implications Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey. Practical implications Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, in order to increase job embeddedness, managers should also rethink the organizational dynamics of this industry. Originality/value This research provides empirical evidence of the antecedents and mediators of employees' intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).

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In this study, we present the development of a vocational interest scale for university students studying psychology. Three dimensions were extracted through principal component analysis, namely, organizational, educational, and clinical psychology. A second study with confirmatory factor analysis replicated the same three factors obtained in the first study. We found significant positive correlations between clinical and educational psychology with the social dimension of Holland's model. The enterprising dimension appeared to be significantly and positively correlated with the organizational psychology component. Implications and suggestions for future research are discussed. KeywordsCareer interests Á Vocational guidance Á Holland's model Résumé. Intérêts professionnels des étudiants en psychologie dans les filières spécialisées: É vidences psychométriques et corrélations avec les dimensions du RIASEC Dans cette étude, nous présentons le développement d'une échelle d'intérêts vocationnels pour les étudiants universitaires en psychologie. Trois dimensions ont été extraites au moyen d'une analyse en composantes principales, nommément, la psychologie du travail et des oganisations, scolaire et clinique. Une seconde étude menée au moyen d'une analyse factorielle confirmatoire a répliqué les même trois facteurs obtenus dans la première étude. Nous avons trouvé des corrélations significatives positives entre la psychologie clinique et scolaire et la dimension sociale du modèle de Holland. La dimension entrepreneuriale apparaît & Aristides I. Ferreira aristides.ferreira@iscte.pt être significativement et positivement corrélée avec la composante de la psychologie du travail et des organisations. Des implications et suggestions pour de futures recherches sont discutées. Zusammenfassung. Berufliche Interessen von Studierenden in Psychologischen Fachrichtungen: Psychometrische Evidenz und Korrelationen mit den RIASEC Dimensionen In dieser Studie stellen wir die Entwicklung einer Berufsinteressen Skala für Universitätsstudenten in Psychologie vor. Drei Dimensionen wurden durch eine Hauptkomponentenanalyse extrahiert: organisatorische, pädagogische und klinische Psychologie. Eine zweite Studie mit einer konfirmatorischen Faktorenanalyse repliziert die gleichen drei Faktoren wie in der ersten Studie. Wir fanden signifikant positive Korrelationen zwischen klinischer und pädagogischer Psychologie mit der sozialen Dimension des Holland-Modells. Die unternehmerische Dimension schien signifikant und positiv mit der organisationspsychologischen Komponente zu korrelieren. Auswirkungen und Anregungen für die zukünftige Forschung werden diskutiert.Resumen. Intereses de carrera de los estudiantes de las especialidades de los grados de Psicología: Evidencias psicométricas y correlaciones con las dimensiones del RIASEC En este estudio presentamos el desarrollo de una escala de intereses vocacionales para los estudiantes de psicología. Se extraen tres dimensiones a través del análisis de componentes principales, esto es: psicología educ...

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O presente estudo visa a construção, análise e operacionalização psicométrica de um inventário de personalidade. Tendo por base o modelo teórico Big Five, o processo de construção do inventário decorreu ao longo de três estudos. O Estudo 1 visou o desenvolvimento e construção dos itens (n=97); o Estudo 2 de natureza exploratória, pretendeu avaliar o comportamento dos itens e a reação dos participantes face aos mesmos (n=173); e o Estudo 3, de caráter confirmatório teve como objetivo validar os resultados obtidos na análise fatorial exploratória (n=407). Os resultados encontrados mostram que este inventário apresenta propriedades psicométricas bastante satisfatórias, e como tal é um instrumento válido e fiável, que poderá constituir uma alternativa aos instrumentos atualmente utilizados em processos de recrutamento e seleção.

Purpose Research has shown that corporate policies affect customers’ decisions. The purpose of this paper is to focus on the influence of human resources (HR) practices on investment intentions in the financial sector. Design/methodology/approach Data were obtained from 548 managers and management students. Participants were presented real news regarding two banks with contrasting HR practices. Subsequently, they had to choose – from a given virtual amount – their investment allocations. Findings Results primarily showed that participants decided to invest more money in the bank which was more profitable to them, regardless of that bank’s HR practice. But, most importantly, when the news was specifically addressed to the in-group (managers), participants decided to invest more money in the bank with the HR practice by which they identified more, although being less profitable to them. Originality/value The findings demonstrate the urgency for organizations to manage effectively their HR practices, as they serve as a vehicle to corporate reputation, thus affecting the relationship with the stakeholders and investors’ decisions.

Based on social cognitive, reasoned action, and basic needs theories, this study examines whether co-rumination with others about the job search mediates the positive relation between state negative affect and job search intentions. In addition, we looked at how this positive indirect effect interacts with the social support received from different sources (such as friends, family, and significant others) at the beginning and six months after the initial job search process. Using a sample of 87 graduates (job seekers) from a Portuguese masters program, we used multilevel modeling to test this moderated mediation. Ages ranged from 22 to 53 years old ( M = 29.45; SD = 7.60). Data were collected using measures to assess negative affect, co-rumination, perceived social support, and job search intentions. We found an indirect effect of state negative affect on job search intentions; when job seekers perceive higher levels of social support from significant others at the beginning of the job search, the positive, mediating role of co-rumination in this relationship is increased. Further, for a sub-sample of six-month job seekers, this positive indirect effect increased when there was also an increased perception of social support from family. Discussion focuses on implications for theory and practice and the role of co-rumination for unemployed people during job search.

The instruments that are constituted by inquiries that intend to investigate the opinions, behaviors and attitudes, instead of putting the person to the test, intend to find out how they would act in a given situation. Although there are no right or wrong answers, there is a tendency to respond in a socially acceptable way, even if the answer does not correspond to reality. This problem can be overcome through the Q-sort methodology that combines quantitative and qualitative data and analytical techniques that are not present in other methods. In this way, it consists of presenting the participants with a set of statements on a given topic and asking them to classify them according to their opinion, according to a predefined distribution, which is generally approximately normal. This methodology forces participants to distribute the score among the items on the scale, thus avoiding the constraints associated with social desirability and the tendency to respond in the same way or always through the midpoint to different questions. Another advantage is that it provides linearity and near-normality to the scale, which makes it possible to compare subjects more easily. Nevertheless, its advantages, Q-sort methodology also has negative points because forced-choice measures produce ipsative data that lead to distorted scales and problematic psychometric properties. As the data are obtained by ordering a set of items or by forcefully choosing one item over another, it is impossible to achieve very high or very low values on all scales, which gives rise to a large number of negative values that, in turn, result in an average correlation between the scales, which is also negative. In view of the above, it was considered relevant to apply the Q-sort methodology to a personality inventory, whose data were collected from 175 university students attending the Portuguese higher education institution which specializes in the area of economic and business sciences. The Q-sort methodology plays a crucial role in personality inventories by offering a subjective and personalized approach to assessing personality traits. It enables a more thorough and contextual analysis of individual traits, thereby contributing to a deeper and more comprehensive understanding of the human personality. The results of the empirical study showed that despite the mean values being negative or very close to zero, they allowed the grouping of respondents according to their similarities in terms of their personality traits depending on the course they attend.