Soares Marques Nazaré, Lopes Miguel Pereira, Gonçalves Sónia P
Escola de Ciências Económicas e das Organizações, Universidade Lusófona de Humanidades e Tecnologias, Lisboa, Portugal.
Centro de Administração e Políticas Públicas, Instituto Superior de Ciências Sociais e Políticas, Universidade de Lisboa, Lisboa, Portugal.
Front Psychol. 2021 Jul 19;12:669524. doi: 10.3389/fpsyg.2021.669524. eCollection 2021.
The flexibility of markets and international agreements have lured a growing number of companies to expand their business beyond frontiers in search for new markets and a bigger business network. Specifically, expatriates became keystones to implant and promote the so desired expansion into international markets, Particularly, Fly-in fly-out (FIFO) flexpatriates. Although FIFO work practices are widely used, little is known about how to promote these professionals' perceived job satisfaction (JS) across the course of their work cycles. That is why the goal of our research is to test the positive psychological capital (PsyCap) applicability to Portuguese FIFO flexpatriates. In the midst of the positive psychology theories, Luthans et al. (2007b) underline that workers are the psychological capital of any organization. Therefore, the development of the PsyCap becomes crucial and also contributes to the promotion of JS, nowadays a construct intertwined with well-being. As such, we developed and applied a HERO-(hope, self-efficacy, resilience, and optimism)-micro-intervention in order to assess whether it moderated the relationship between a FIFO flexpatriates PsyCap and their JS. The research took place over three distinct moments, both PsyCap and JS were measured before and after the HERO micro-intervention, and again 3 months later. The data collected shows that a positive correlation exists between FIFO flexpatriates PsyCap and JS. Moreover, our results pointed out that the micro-intervention enhanced FIFO flexpatriates PsyCap, and also showed that this increase lasted over (at least) 3 months.
市场和国际协议的灵活性吸引了越来越多的公司拓展业务，跨越国界寻找新市场和更大的商业网络。具体而言，外派人员成为在国际市场植入并推动这种理想扩张的关键因素，尤其是“飞进飞出”（FIFO）型灵活外派人员。尽管FIFO工作模式被广泛应用，但对于如何在这些专业人员的工作周期中提升他们的工作满意度（JS）却知之甚少。这就是我们的研究目标是测试积极心理资本（PsyCap）对葡萄牙FIFO灵活外派人员适用性的原因。在积极心理学理论中，卢桑斯等人（2007b）强调员工是任何组织的心理资本。因此，PsyCap的发展变得至关重要，也有助于提升工作满意度，如今工作满意度这一概念与幸福感相互交织。为此，我们开发并应用了一种HERO（希望、自我效能感、心理韧性和乐观主义）微观干预措施，以评估它是否调节了FIFO灵活外派人员的PsyCap与其工作满意度之间的关系。研究分三个不同阶段进行，在HERO微观干预前后以及3个月后分别测量了PsyCap和工作满意度。收集到的数据表明，FIFO灵活外派人员的PsyCap与工作满意度之间存在正相关。此外，我们的结果指出，微观干预增强了FIFO灵活外派人员的PsyCap，并且还表明这种增强持续了（至少）3个月。
