Nike's 2001 Corporate Responsibility Report constituted one of the earliest and most detailed wage-transparency disclosures in the global apparel sector. A prior empirical analysis by Mart & iacute;nez (2018) evaluated only 34 countries included in secondary sources, suggesting that Nike could have significantly increased factory wages without jeopardizing profitability. This article presents a replication and methodological extension using the full dataset of 51 countries and 556,722 workers originally reported by Nike. After reconstructing missing wage data using standardized imputation techniques and converting gross wages into total labor costs, we evaluate Nike's wage structure against two internationally recognized poverty thresholds (60 and 150 USD /month). Simulation results reveal that even under conservative assumptions, Nike would have remained highly profitable in 2001 had it doubled or tripled wages for workers earning below these thresholds. Doubling wages in the ten countries below 60 USD /month, for example, would still leave Nike with more than $520 million in net income. These findings reinforce-and substantially strengthen-the conclusions of the 2018 study, demonstrating that living-wage implementation was economically feasible within Nike's historical operating margins. The results contribute to ongoing debates on corporate responsibility, wage justice, and the economic viability of ethical supply-chain practices.
Leaders have a critical role in promoting working conditions that actively consider the health and wellbeing of employees. Therefore, studying the impacts leadership produce at work is key. This study analyzes the relationship between leadership and conflict management styles, specifically examining how followers' perception of managers' leadership readiness relates to their perception of managers' conflict management styles. The study included 185 participants (67.6% men; 28.1% women), all employees of a metalworking company, with ages between 19 and 67 years old (M = 38.14; SD =10.94). It was evaluated leadership (cycles, styles, and antecedent factors) and conflict management styles. The results showed that: (a) followers perceived that managers should turn clearer their leadership philosophy, practice, and criteria; and (b) positive perceptions of managers' leadership were associated with higher levels of transformational conflict management style and lower levels of hesitant and competitive conflict management styles. Overall, this study indicates that there is a gap between followers' and managers' perceptions of leadership and that a more positive evaluation of leadership readiness relates to more positive management styles by the leaders.
Workplace harassment is not a recent phenomenon, but it has intensified in recent decades, constituting one of the dimensions of the degradation and dehumanisation of work and employment in the current stage of capitalism. Regulation of workplace harassment was only implemented very belatedly in the Portuguese legal system, in 2003. In addition to legislative regulation, this phenomenon can be regulated through collective bargaining, a privileged instrument for preventing it and, consequently, allowing for work environments free of this behaviour, considering that this is a matter where legislation is not mandatory, so that workers' and employers' representatives can negotiate provisions that reinforce what is legislated. This article aims to analyse how regulation has been carried out in the collective bargaining. It concludes that, despite significant quantitative growth, it is not widely disseminated, since very few agreements address the issue and, when they do, in most cases they qualitative developments, with the emergence of some provisions that constitute examples of good practice.
Residential Structures for the Elderly People (care homes) play an essential role in the social response to support aging populations, reflecting the growing rate of aging in Portugal. These services are carried out by people in different, specific professional categories exposed to labour risks that affect the workers' physical, mental, and social health. Analysing and assessing the risks inherent in the various jobs is key to controlling them and preventing accidents and occupational illnesses. This study involves analysing the risks to which workers in a care home are exposed and, consequently, the preventive measures best suited to eliminating and controlling risks. The methodology involves the application of a questionnaire drawn up based on bibliographical research duly adjusted for the different professional categories. Subsequently, through non-participant observation, the existing risks were surveyed and evaluated, with the other sources of information being duly considered. The results show the need for specific training for the organization's employees and the implementation of lesserused preventive measures, which require more significant investment and support for their application in similar care-home institutions.
In recent years, and especially after the pandemic, mental health at work in professionals whose activity involves human interaction has been worsening. Health professionals who work in support of addictive behaviors and dependencies face increased challenges due to the characteristics of the patients with whom they interact, being less investigated regarding their psychological illness and motivation to work. This study aims to identify the levels of burnout, engagement (as motivation to work) and anxiety/depression, as well as their relationship with psychological and psychiatric absenteeism. Through an online questionnaire, 233 health professionals participated, all working in the Area of Addictive Behaviors and Dependencies in the northern region. The results indicated 31% of the sample with moderate/high levels of burnout, 49% with low engagement and nearly 14% with clear symptoms of anxiety and depression. Moreover, 18% have been on sick leave in the last two years for psychological reasons. It was clearly identified a risk group with absenteeism in the last two years, characterized by higher levels of burnout, anxiety and depression, and less involvement with work (namely less vigor and dedication). Regular monitoring of psychological variables and the promotion of mental health at work are suggested.
This study investigates the prevalence and determinants of burnout among young adult employees in Poland, focusing on a sample of 166 respondents surveyed via Google Forms. Using the Polish adaptation of the Maslach Burnout Inventory, we analyzed three dimensions of burnout: emotional exhaustion, depersonalization, and personal accomplishment. Six demographic variables were considered, age, gender, education level, monthly salary, civil status, and family structure, with only the civil status of individuals being significantly linked to burnout. Individuals who did not have a partner reported higher burnout than those living with a partner, highlighting the importance of social factors in reducing burnout. Beyond this, prioritizing job satisfaction over salary emerged as a significant factor, with individuals who prioritized that reported lower burnout. Perceived salary adequacy, as opposed to the actual monthly salary, and perceived physical health correlated significantly with reduced burnout levels, emphasizing the impact of financial and health perceptions on employee well-being. Additionally, perceptions of managerial fairness and freedom of expression significantly influenced burnout, underlining the importance of supportive workplace environments. Overall, the results suggest that while most demographic factors may not significantly influence burnout, social factors, subjective evaluations of job, and organizational culture play a crucial role as indicators of employee mental health. This research underscores the need for organizations to foster environments that promote satisfaction, fairness, and open communication to mitigate burnout risks among young employees.
Recent studies show that the experience of stress in the judiciary is a phenomenon with an impact on the health of the judicial professionals, but also on the level of performance and ability to fulfill their duties. This study aims to evaluate the burnout inducing symptoms and other psychosocial factors of Portuguese judges working, in Judicial Courts of First Instance, attending to sociodemographic (age and gender) and work characteristics (years as judge, displacement and satisfaction with the place of assignment. A sample of 413 Portuguese judges completed an online survey with (i) a sociodemographic and working data questionnaire, (ii) the Copenhagen Psychosocial Questionnaire (COPSOQ) to evaluate health indicators (general health, sleeping problems and stress) and (iii) the Oldenburg Burnout Inventory (OLBI) to evaluate burnout. Regarding the working characteristics, the results showed that the satisfaction with the place of assignment were correlated with the general health, sleeping problems and stress, and also it was a good predictor of judges' burnout. Furthermore, more years of service was also associated with worse health indicators and burnout. The relevance of the satisfaction of the place of assignment demonstrated the need to reevaluate the norms in which public tenders are carried out, with the aim of creating a fairer appointment system that causes less damage to the life of judges.
The issue of accidents at work linked to the protection of occupational safety and health has been an international political concern for decades. Despite various advances, statistics on accidents at work (fatal and non-fatal) still show a relatively high incidence in some EU countries, particularly in Portugal. Occupational safety and health issues are at the centre of European social policies and national public policies. The aim of this article is to identify, based on an analysis of Portuguese case law, the most frequent issues relating to accidents at work in the courts. Jurisprudence was analysed and collecting summaries 330 judgments from the higher courts, the main themes on accidents at work discussed at judicial level Portugal were identified. This study reveals information that will be important for political decision-makers and social partners in responding to and preventing this important labour problem. It was possible to identify, in terms of frequency, six groups of descriptors (and their respective sub-themes) specifically related to the procedural vicissitudes of accidents at work in Portuguese courts: 'Proof' (with 55 frequencies); 'Liability, reparation and services' (68 frequencies); 'Compliance guarantee' (63 frequencies); 'Labour Accident Fund (26 frequencies); reporting an accident at work (11 frequencies) and 'Prescription and forfeiture' frequencies). The main conclusion/recommendation of this study is that, considering the gap in the literature on the subject, further research is needed into the procedural vicissitudes inherent in labour accident lawsuits in Portugal.
Work-related musculoskeletal disorders (WRMSDs) represent a significant occupational issue globally, particularly among production manufacturing workers. This study aims to identify and analyze the risk factors contributing to WRMSDs using a systems approach and Structural Equation Modeling (SEM) in manufacturing companies in Qom Province, Iran. A cross-sectional study was conducted in 2024 among 393 employees selected via stratified random sampling. Data were gathered through self-reported questionnaires, including individual and behavioral, Depression, Anxiety, Stress Scale-21, and Nordic Musculoskeletal Questionnaires, alongside Ergonomics Checkpoints and documented workplace measures. Results indicated a high WRMSDs prevalence (76.8%), with the lower back (42.5%) and knees (35.6%) most affected. SEM analysis revealed that workplace environmental factors (e.g., noise, vibration) and behavioral factors (e.g., sleep quantity, physical activity) significantly contribute to WRMSDs, both directly and indirectly via psychological mediators. Individual factors, such as age and work experience, showed direct associations with WRMSDs, while job-related factors had limited impact. Psychological factors emerged as both direct contributors and key mediators. These findings underscore the multifactorial nature of WRMSDs and the necessity for integrated interventions addressing workplace conditions and psychological well-being. This systems-based approach highlights effective strategies for mitigating WRMSDs in manufacturing settings.
The Portuguese business structure is mainly made up of micro, small and medium-sized companies, which do not always have the physical, material and human resources to develop their operational processes most sustainably. These companies represent a source of employment for a large number of workers. The main objectives of this work are to highlight the importance of using the Balanced Scorecard instrument and SIPOC, communicated through Visual Management, as tools for improving the work process in an SME in the transport sector. The methodology is of the case study type, with participant observation. As the main result of implementing these tools, there was an improvement in several internal processes inherent to the development of its activity, systematizing and developing various actions within the scope of its operational activity. These changes are related, to a large extent, to the computerization of some processes, particularly those relating to the control of the fleet, loads and trips, which were carried out manually and are now carried out in a computerized way, which have made themselves felt improving the well-being of workers, essentially top management.
The increasing diversity of educational environments, as well as changes in the educational system resulting from social and political transformations, bring new and constant demands to the teaching profession. In recent years, teachers have drawn attention to the need to better understand their work contexts in order to promote their well-being. This study aims to contribute to the understanding of the relationship between carrying out illegitimate tasks in the work context and work family conflict, considering organizational culture as a moderating variable. The study was carried out using a questionnaire administered online to a convenience sample of 131 teachers teaching in Basic Education and/or Secondary Education. The results highlighted the perception of carrying out illegitimate tasks and the presence of work-family conflict with moderate values. Allows also verify the moderating role that organizational culture plays in the relationship between the performance illegitimate tasks by teachers and work-family conflict.
Job satisfaction is a critical factor influencing employee well-being and productivity. However, the underlying factors may differ across occupational groups. In order to enhance workplace outcomes, it is essential to understand how work role function, stress, and quality of life impact job satisfaction in both blue-collar and white-collar workers. With structural equation modeling, we investigated the relationships between job satisfaction and work role function, stress, and quality of life for blue-collar and white-collar workers. We conducted interviews with 175 blue-collar and 162 white-collar workers. The Short Form-12 health survey (SF-12), Perceived Stress Scale (PSS), Work Role Function Questionnaire (WRFQ), and Minnesota Satisfaction Questionnaire (MSQ) were performed. As a result of the structural equation model, mental quality of life increased WRFQ and decreased PSS, and physical quality of life increased WRFQ in both groups. In addition, WRFQ increased job satisfaction in blue-collar workers, and PSS decreased job satisfaction in white-collar workers. We conclude that job satisfaction is affected by work role function in blue-collar workers and job stress in white-collar workers.
This exploratory study analyses the requirements of the Directive on European Posting of Workers and the perceptions about the respect of working conditions in Spain and Poland. A posted worker is an employee who is sent by his employer, for a given period, to carry out his tasks in the territory of a Member State other than the State in which he normally works. Working conditions is one of the thorniest issues that have led to different revisions of the European Union (EU) Directives on posting of workers. The promulgation of posting of Workers Directive (EU PWD 96/71/EC) and its Enforcement Directive (PWD 2014/67/EU) contributed to specify the working conditions of employees sent by their employers to work to another EU country. To achieve the objective of this study, a survey to different social agents was conducted (public officers, trade unions members, posted workers, and employers). The sample consisted of 251 participants from Poland (65%) and Spain (35%). The findings show that, according to the participants, the working conditions are respected partially: minimum wage levels, times of rest and vacation periods, and conditions of work are some of the aspects that are not respected in hosting countries. The main key improvement of working conditions that brings the recent revised Directive (PWD 2018/957) are discussed. Some implications and future perspectives are underlined.
: Along with other activity sectors, women play an increasingly active role in Agriculture. However, its role, despite being extremely important, was not always visible. Based on the research question 'How has the role and contribution of women in agriculture evolved in the Portuguese economy from the beginning of the 20th century to the present day?', which five specific objectives were formulated regarding the evolution of women's role in Agriculture, in terms of participation, earnings and education, a semi-quantitative methodology was used, based on secondary data sources, with a markedly descriptive nature, to respond to the proposed objectives. In conclusion, it is highlighted that although throughout the 20th century and until, essentially, at the end of the 1960s, women assumed a role of invisibility (forced to be socially imposed), their role was fundamental, since which was filling labour gaps, also counterbalancing the family's meagre income, and taking care of the fields, not leaving them abandoned. Women in Agriculture play a prominent role in all analysed spheres, whether as agricultural producers or rural managers. Women have a high level of education, positioning themselves through a robust professionalisation process, which allows them a sustainable presence in a competitive job market and a sector of activity that, despite being often neglected, is fundamental for human survival. However, the pernicious salary inequality persists between male and female groups in this sector of activity.
The impact of psychosocial factors on organizations has been identified nationally and internationally, with a warning about the risks to workers' health (stress, burnout, depression, anxiety, musculoskeletal symptoms...) and the consequences for organizations (loss of productivity, quality, absenteeism, presenteeism...). From a psychosocial risk management perspective, the first step is to identify and characterize the psychosocial risk factors to which workers are exposed and the consequences for their health and safety. After obtaining a rigorous and reliable diagnosis of the risk factors, it is possible to define measures to mitigate and prevent them. This requires psychosocial risk assessment tools that have been validated for Portugal and accepted internationally, which allows for comparability and benchmarking with other countries, or even within the same country, between sectors of activity or other characteristics of the population (type of employment, working hours...). Making data, tools, and instruments available in digital format has also become increasingly important for organizations. Based on this need and the validation of the Copenhagen Psychosocial Questionnaire (COPSOQ) for Portugal, the Portuguese Observatory of Occupational Psychosocial Factors was created and developed.
Bullying in the workplace poses considerable challenges to workers' health and organisational sustainability, with healthcare professionals being particularly exposed. This study aimed to identify the prevalence and most frequent behaviours of bullying and to analyse its relationship with sociodemographic and professional variables. A quantitative, descriptive, correlational, and crosssectional study was carried out involving 509 healthcare professionals, selected by a convenience sample. The data collection instrument included questions for sociodemographic and professional characterisation and the Negative Acts Questionnaire - Revised (Borges & Ferreira, 2015; Einarsen & Hoel, 2001). The prevalence of bullying varied according to different criteria, with rates of 27.9% (criterion 1), 7.9% (criterion 2), and 6.7% (criterion 3). The most frequent behaviours were associated with the Quality/Work Overload and Work Undervaluation subscales. Age, length of professional experience, professional category, department, type of schedule, and multiple jobs were variables related to the subscales of the Negative Acts Questionnaire - Revised.
Professional practice in healthcare settings has negatively impacted workers' health and the quality of care provided, highlighting engagement at work as being particularly important. This study identifies the levels of engagement among health professionals at a hospital centre in the north of Portugal, considering its relationship with sociodemographic and professional variables. An online questionnaire for sociodemographic and professional characterisation and the Utrecht Work Engagement Scale were applied to 325 professionals. Results showed similar workers' engagement levels (9 items). Their dimensions showed higher values in Vigour and Dedication. Workers without children, with less experience, senior technicians, workers from the Outpatient Department and Functional Liaisons, workers with precarious contracts or who did not find their work stressful had higher average levels of Vigour. In the Dedication dimension, higher levels were found in workers without children, women, with precarious contracts, those less experienced, and those who did not find their work stressful. In the Absorption dimension, the average values were higher among workers who did not find their work stressful. These study results call for the attention of workers, managers, and organisations to the importance of implementing health -promoting strategies to increase these professionals' Vigour, Dedication, and Absorption.
In today's dynamic organizational landscape, constant changes have heightened pressure on businesses, exposing workers to a multitude of psychosocial risk factors that can detrimentally affect their professional and personal well-being. Among these factors, work overload has emerged as a significant concern, driven by the competitive demands placed on organizations. This study investigates the role of social factors within the organizational context as potential buffers or amplifiers of the effects of work overload, specifically focusing on social support from peers and levels of interpersonal conflict. Our sample comprises 203 workers, predominantly women (81.8%), with an average age of 40.05 years, representing diverse sectors. Findings reveal that work overload contributes to increased work-life conflict levels. Social support acts as a protective factor in this relationship, and interpersonal conflicts exacerbate this relationship. These insights hold theoretical and practical significance, offering organizations guidance on leveraging the social climate to mitigate the adverse effects of stressors like work overload.
The objective is to assess whether the extent to which employee resilience and organizational culture would be significantly related to and statistically predict the three facets of employee work engagement. Resilience was measured by four facets (Determination, Endurance, Adaptability, and Recuperability); and Organization Culture was measured for three types (Bureaucratic, Innovative, and Supportive). The dependent measures were the three facets of Work Engagement (Cognitive, Emotional, and Physical). This research by questionnaire was conducted in 2023. The questionnaires completed by 316 full-time workers revealed that all four facets of employee resilience had significant positive correlations with all three types of work engagement. Also, all three facets of work engagement were significantly higher in Innovative and Supportive cultures compared to Bureaucratic cultures. The regression analyses performed showed that the resilience factors of Determination and Adaptability were strong positive predictors of all three facets of work engagement. Furthermore, Innovative culture had additional positive effects on all three facets of work engagement; while Supportive culture had an additional positive effect on Emotional Work Engagement. The implications of the results for management are also discussed in this paper.
This article aims to debate the thought on the conceptual ontology of work. T It offers a reflection on work as an emancipatory dimension of working men and women, emerging from this the debate on the material perception attributed to work and capable of distancing it from its most essential form, reconfiguring it to historical perspectives and ethical systems, in light of the social organization around the idea of work. It is exposed the definition adopted by the ILO and how an explanatory void emerges from it, precisely regarding the concept of work, an effective absence of its ontological dimension which, starting from here, is reflected in the most diverse national and international instances. There is a necessary normative adjustment to how work can be understood in socioeconomic relations, modeling and shaping labor market policies in terms of their substance. The first chapter suggests a historical -philosophical retrospective regarding the evolution of the concept and definitions of work. The second chapter explores the dialectic between definition and concept. The third chapter will manifest the intention to repair the existing explanatory void by evoking the ontological significance of work in the philosophical sense.
