1,720,988 research outputs found
Investigating the relationship between resilience and work-family conflict among Italian workers: a mixed-method multi-sample research project.
No full textThe work-family interface has recently gathered impetus from researchers because of the COVID-19 pandemic which has brought changes in working modalities as well as in ways of living everyday life. Despite the recent enrichment of the literature on this topic, little is known about the potential protective role of resilience in relation to work-family conflict and its outcomes. Shedding light on this can provide suggestions on how to practically help workers. Therefore, the current dissertation aims to fill this gap.
The dissertation briefly revises the state of the art on work-family interface issues and, through the lens of the Conservation of Resources theory, on resilience. Afterwards, considering the relevance of the topic in today’s working environment, the thesis provides a systematic review of the literature on the association between resilience and work-life interface facets. Next, in Study 1, work-family conflict is found to partially mediate the relationship between moral distress and burnout in a sample of 153 Italian healthcare workers. Additionally, resilience buffered this relationship, so that highly resilient professionals experienced lower work-family conflict than their less resilient colleagues, regardless of moral distress levels. Moreover, professionals who most often adopted positive refocusing tendencies were less vulnerable to burnout when faced with morally distressing situations than their counterparts. Thereafter, in Study 2, work-family conflict is found to partially mediate the association between patient verbal aggression and emotional exhaustion in a sample of 197 Italian healthcare professionals during the COVID-19 pandemic. Furthermore, dehumanization tendencies and resilience moderated this relationship. More specifically, healthcare professionals were less likely to develop emotional exhaustion when they had high resilience levels and, at the same time, they rarely tended to ascribe patients non-uniquely human traits. Study 3 revealed a total mediation of work-family conflict in the link between workload and job satisfaction in a sample of 168 Italian air traffic controllers during pandemic times. In addition, resilience buffered this relationship in such a way that highly and moderately resilient air traffic controllers were less likely to experience job dissatisfaction under high workload conditions than their poorly resilient colleagues. Furthermore, the qualitative findings allowed a deeper understanding of the personal experiences of air traffic controllers with the different variables investigated (e.g., the impact of the COVID-19 pandemic, protective resources, work-life interface, etc.). Finally, the buffering role of resilience in relation to work-family conflict has been detected also in Study 4. More specifically, this research conducted on a sample of 266 Italian workers during the COVID-19 outbreak showed that technostress was related to psycho-physical malaise and work-family conflict, both directly and indirectly through the mediation of the fear of COVID-19 and working excessively, respectively. Moreover, the loss of a loved one due to COVID-19 exacerbated the first relationship, while resilience buffered the second one. Said differently, in contrast to lowly or moderately resilient workers, those with high levels of resilience have not experienced work-family conflict even when they tended to work excessively.
In conclusion, this dissertation contributed to the literature on the work-family link by demonstrating that work-family conflict is a mechanism through which job-related risk factors lead workers to develop a negative state of wellbeing and job dissatisfaction. Additionally, evidence of the protective role of resilience in relation to work-family conflict has been provided. Overall, the findings of this dissertation provided several suggestions for the adoption of useful practices in the work environment.Ingles
A Mixed-Method Study on Job Satisfaction Among Air Traffic Controllers During the Pandemic: The Roles of Work-Family Interface and Resilience
No full textOld trends in new clothing? Exploring the quiet quitting phenomenon through a scoping review
Full text linkQuite Quitting (QQ), defined as employees' limited engagement with work and reluctance to take on extra or non-essential tasks, gained attention in the post-pandemic era. However, recent studies suggest that QQ might not represent an entirely novel phenomenon, indicating a need for further exploration to ensure coherent theoretical development. Through a scoping review, this paper aims to synthesize the literature on QQ, mapping its antecedents and consequences. Following the PRISMA guidelines, 22 articles sourced from Scopus, Web of Science, PsycINFO, and Econlit were analyzed using the Theory, Context, Characteristic, Method and the Nomological Network frameworks. The analysis of the articles, published between 2022 and 2024, revealed a growing interest in this topic. Although a universal definition did not emerge, common themes were identified across the several definitions provided: minimal effort, absence of formal resignation, prioritization of work-life balance, disengagement and coping with stress. Additionally, the nomological network showed occupational health factors, personal and job resources, work attitudes, behaviors, and risk factors as predictors of QQ. Well-being, burnout, and job satisfaction emerged as critical mediators in understanding QQ behaviors. Notably, the review identifies turnover intention as a primary outcome linked to QQ. However, most studies employed cross-sectional designs, underscoring the need for longitudinal research to confirm causal relationships. This scoping review is the first to thoroughly examine QQ, highlighting its complexities and emphasizing the need for further research to recognize QQ not merely as “an old trend in new clothing” but as a distinct phenomenon with unique challenges and potential benefits
Resilienza e ottimismo come importanti risorse personali dei professionisti sanitari coinvolti nella gestione della pandemia
No full textL’emergenza sanitaria legata al COVID-19 rappresenta una potenziale minaccia per il benessere e il funzionamento lavorativo dei professionisti sanitari. Pertanto, è importante individuare le risorse personali in grado di sostenere la salute psico-fisica e la soddisfazione lavorativa dei professionisti sanitari durante il periodo pandemico. In accordo con la teoria della Conservazione delle Risorse, il presente studio si propone di comprendere in quale modo la capacità di cogliere aspetti positivi derivanti dall’emergenza possa associarsi a soddisfazione lavorativa e salute psico-fisica, ipotizzando che una visione ottimistica della situazione pandemica possa mediare tale relazione. 184 professionisti sanitari impiegati in un ospedale del Nord Italia (tra i primi ad essere coinvolti nella gestione pandemica) hanno partecipato alla ricerca compilando un questionario self-report anonimo volto alla misurazione di: resilienza e ottimismo (Capitale Psicologico), salute psico-fisica (General Health Questionnaire-12), soddisfazione lavorativa (un item) e alcuni aspetti legati all’esposizione diretta e vicaria al COVID-19 (check-list ad hoc). Sono state condotte analisi descrittive, confronti tra i gruppi e analisi di mediazione I risultati mostrano come persone più resilienti tendano acogliere maggiormente gli aspetti positivi legati all’emergenza. Ciò consente loro di essere ottimisti e, pertanto, di provare maggiore soddisfazione professionale e minori sintomi psicosomatici. Questo studio evidenzia come resilienza e ottimismo rappresentino importanti risorse personali in grado di favorire il funzionamento psicologico e lavorativo dei professionisti sanitari impegnati nella gestione della pandemia. Ciò, a sua volta, suggerisce come le aziende sociosanitarie possano beneficiare dall’implementazione di programmi formativi volti a rafforzare tali risorse, quali training di resilienza psicologica
Mind your language! how and when victims of email incivility from colleagues experience work-life conflict and emotional exhaustion
No full textHow Is Job Insecurity Related to Workers’ Work–Family Conflict during the Pandemic? The Mediating Role of Working Excessively and Techno-Overload
No full textFrom moral distress to burnout through work-family conflict: the protective role of resilience and positive refocusing
No full textThis study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals experienced low work-family conflict, regardless of moral distress levels. Moreover, professionals who frequently used positive refocusing were less vulnerable to burnout following moral distress
La resilienza come fattore di protezione del benessere in azienda.
No full textIntroduzione. Sulla base della teoria della Conservazione delle Risorse (Hobfoll, 1989), la resilienza
rappresenta un’importante risorsa personale poiché può aiutare i lavoratori a fronteggiare
efficacemente le sfide professionali, favorendo il mantenimento del loro benessere psicologico.
Studiare il ruolo di protezione di tale risorsa all’interno del contesto lavorativo è di particolare
interesse poiché essa può essere rafforzata attraverso specifici training.
Obiettivi. Questo studio si propone di indagare la presenza di differenze tra lavoratori aventi diversi
livelli di resilienza nella percezione di possibili fonti di stress lavoro-correlato e il ruolo di protezione
di tale caratteristica individuale rispetto allo sviluppo di esiti negativi di salute.
Metodo. 179 lavoratori impiegati in diverse divisioni aziendali di una multinazionale italiana hanno
compilato un questionario self-report che analizzava: resilienza (Connor-Davidson Resilience Scale);
fonti di stress-lavoro correlato (Questionario Strumento Indicatore; Occupational Checkup System);
burnout (Maslach Burnout Inventory); stato di salute psico-fisica (Occupational Stress Inventory). Le
analisi dei dati hanno previsto statistiche descrittive, ANOVA e regressioni.
Risultati. I lavoratori maggiormente resilienti tendono a percepire un maggiore controllo sul proprio
lavoro e supporto da parte di colleghi e superiori, un minor conflitto di ruolo, una maggiore capacità
di gestire i cambiamenti interni, una maggiore percezione di equità e sintonia con i valori aziendali.
Inoltre, controllando per le variabili demografiche e le fonti di stress lavoro-correlato, la resilienza
protegge i lavoratori dallo sviluppo di sintomi fisici (β = -.32; p<.001) e psicologici (β = -.48;
p<.001), promuovendo l’efficacia professionale (β = .41; p < .001).
Limiti. Questo studio trasversale utilizza soltanto misure self-report.
Aspetti innovativi. Analizzando come lavoratori con diversi livelli di resilienza percepiscono
molteplici potenziali fonti di stress lavoro-correlato e il ruolo di protezione di tale risorsa rispetto a
svariati esiti di salute, questo studio fornisce ulteriore supporto circa l’importanza di fornire ai
lavoratori training di resilienza psicologica
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
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