Sílvia Lopes

Overview of Common Spectroscopic Methods to Determine the Orientation/Alignment of Membrane Probes and Drugs in Lipidic Bilayers

The in-depth location and orientation of membrane probes and drugs inserted in lipidic bilayers are regarded important key-properties that cannot be overlooked during molecular design and synthesis. Several spectroscopic phenomena (e.g. excitonic interaction) and molecular recognition (e.g. ligand-receptor interaction) depend on these properties. However, molecular orientation in lipidic membranes is scarcely addressed. This paper overviews some of the most important techniques and methodologies used to study orientation of molecules relative to the surrounding lipidic matrix, namely: FTIR linear dichroism, UV-Vis linear dichroism, Time-resolved fluorescence anisotropy, NMR, and Surface Plasmon Resonance.

Work context support and Portuguese soldiers’ well-being: The mediating role of autonomous motivation.

Using self-determination theory ( Deci & Ryan, 2008) as the theoretical framework, we tested a model for this study that considers soldiers’ perceptions of organizational support and leader–member exchange (LMX), work motivation, and well-being at work. The hypothesized model was tested using a representative sample of 1,045 Portuguese soldiers. Results revealed that autonomous work motivation was significantly related to both contextual factors (organizational support and LMX). In addition, autonomous work motivation was positively related to work engagement and negatively related to burnout, and controlled motivation showed the opposite pattern. More interesting, the results showed that autonomous work motivation as a mechanism that helped to explain the relationship between both contextual factors and workplace well-being. The present results underscore the importance of understanding the mechanisms through which higher work engagement and lower burnout take place, eventually leading to appropriate interventions.

International trends in health science librarianship: Part 4 – Four Southern European countries

This is the fourth in a series of articles exploring international trends in health science librarianship in four Southern European countries in the first decade of the 21st century. The invited authors are from Greece, Italy, Spain and Portugal. Future issues will track trends in Latin America and Central Europe.

Relational job characteristics and work engagement: Mediation by prosocial motivation.

This study tested the relation between perceived social impact, social worth, and work engagement in the military, and mediating effects of prosocial motivation. We tested hypotheses using structural equation modeling analysis in a field study with 322 officers and sergeants and 1,045 soldiers of the Portuguese Army. Results confirmed that perceived social impact and social worth were associated with work engagement. Furthermore, regardless of the rank category, perceived social impact was associated with higher prosocial motivation, which in turn was associated with higher work engagement. In the soldiers subsample, results further indicated that soldiers’ perceived social worth was associated with higher prosocial motivation, which in turn was related to higher work engagement. The direct effects of perceived social impact and social worth on work engagement, and the mediating role of prosocial motivation supported the hypothesis that perceptions of social impact and social worth may strengthen the motives to “do good” (prosocial motivation), leading to an upward spiral that cultivates work engagement among members of the military.

Does Work-Family Conflict Mediate the Associations of Job Characteristics With Employees’ Mental Health Among Men and Women?

Job characteristics are important to work-family conflict (WFC). Additionally, is well established that WFC has a negative impact on mental health. As such, this research aims to examine the role of WFC as a mechanism that explains the relationship between job characteristics (i.e., those establishing by the Job Demands-Control-Support Model) and workers’ mental health. Moreover, based on gender inequalities in work and non-work roles, this study analyzed gender as moderator of this mediation. Specifically, the relationship between job characteristics and WFC and the relationship between WFC and mental health could be stronger for women than for men. With a sample of 254 workers from a Portuguese services company, (61% males), and based on a multiple-group analysis, the results indicated that the WFC mediates the relationship between job characteristics (i.e., job demands and job control) and mental health. It was reinforced that job demands and lack of control could contribute to employees’ stress and, once individual’ energy was drained, the WFC could emerge. Ultimately, may be due to the presence of this conflict that individuals mental health’ is negatively affected. Contrary to our expectations, this relationship is not conditioned by gender (Z-scores were non-significant). The study results have implications for human resource management, enhancing the knowledge on the relationship between the WFC and workers’ mental health.

The work-to-life conflict mediation between job characteristics and well-being at work: Part-time vs full-time employees

The purpose of this paper is to compare part-time and full-time employees, analyzing the relationship between job characteristics and workplace well-being (i.e. burnout and engagement) and the mediating role of the work-to-life conflict with a sample of 736 employees from 14 Portuguese call center companies.,The hypotheses were tested with multiple group analysis on two samples: part-time and full-time employees.,The results confirm that in both the part-time and full-time subsamples employees’ perceptions of job characteristics are related to their well-being, and the work-to-life conflict partially mediates this relationship. Moreover, the study confirms that the relationship between employees’ perceptions of job demands and the work-to-life conflict and between the work-to-life conflict and workplace well-being were stronger for full-time than for part-time employees.,The co-relational and cross-sectional design should be regarded as limitations. Moreover, each variable was only assessed with self-reported measures, and the sample comprised call center employees from only one country (Portugal), which may constrain the generalization of these results.,Part-time work is a good solution in order to prevent the work-to-life conflict. Furthermore, a reduced workload and time pressure, enhanced decision latitude and supervisory support appear to be crucial work characteristics for employees juggling their work with other roles and in the promotion of well-being at work.,This research study provides evidence that the traditional vision of the work-family conflict requires a broader conceptualization by considering the interference between life roles, particularly in the case of full-time young employees.

Measuring Job Satisfaction in Portuguese Military Sergeants and Officers: Validation of the Job Descriptive Index and the Job in General Scale.

This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables.