1,721,464 research outputs found
Insicurezza lavorativa e burnout come conseguenza: spiegare questa relazione attraverso i processi di scambio sociale
No full textIntroduzione: L’insicurezza lavorativa è oggi considerata una delle principali fonti di stress lavorativo che può determinare una riduzione del benessere psicologico, fino ad arrivare al burnout. Diverse ricerche hanno dimostrato questa relazione, noi tuttavia intendiamo focalizzarci sui meccanismi che la possono spiegare e che sono coinvolti nel tradurre le percezioni di insicurezza in esaurimento emotivo, l’elemento cardine del burnout. Invece delle classiche teorie dello stress, la nostra spiegazione fa riferimento a due teorie collegate allo scambio sociale, cioè quella del contratto psicologico e della giustizia organizzativa.
Metodo: 322 operai di tre cartiere in provincia di Trento hanno partecipato all’indagine in cui sono state misurate l’insicurezza lavorativa (IL), l’esaurimento emotivo (EE), la rottura del contratto psicologico (RCP) e la giustizia distributiva (GD). Tre diversi modelli di mediazione sono stati testati per verificare quello più predittivo di burnout, considerando IL come variabile indipendente e rispettivamente come mediatori RCP, GD, e RCP+GD (quest’ultimo in un three-path mediational model).
Risultati: Il modello più esplicativo della relazione IL-EE è quello che considera come mediatori sia RCP che GD, connessi l’uno all’altro in una catena causale. Il modello spiega il 43% della varianza e gli indici di fit sono buoni (TLI=.94; CFI=.95; RMSEA=06).
Conclusioni: Lo studio evidenzia che anche i processi di scambio sociale possono spiegare la riduzione del benessere psicologico determinata dall’insicurezza lavorativa. Questo risultato può fornire un importante contributo teorico per comprendere meglio la natura dell’insicurezza. Da un punto di vista pratico, focalizzandosi sui fattori collegati alla relazione di scambio organizzativo, sono state identificate delle variabili sulle quali il management può intervenire (contratto psicologico e giustizia distributiva) per migliorare la relazione insicurezza-burnout
“Explaining the Relationship between Job Insecurity and Organizational Discretionary Behaviours: Breach of Psychological Contract and Organizational Justice as Mediators”
No full textJob insecurity has become an important concern for organizations in the last decade mainly due to uncertain economic conditions and global competition. In this study, we integrate Psychological Contract Theory and Organizational Justice Theory to explain employees behavioural responses to job insecurity, as these outcomes did not receive much research attention thus far. We propose and test a model examining the mediating processes underlying the relationship between job insecurity and two opposite organizational discretionary behaviours, namely Organizational Citizenship Behaviours and Deviant Behaviours. In particular, we argue that job insecurity is positively related to breach of the psychological contract and negatively associated to organizational justice perceptions. Furthermore, we assume that psychological contract breach and organizational justice mediate the relationship between job insecurity and organizational discretionary behaviours (OCB and DB). A total of 322 blue collar workers in Italy are used to test the hypotheses derived from our framework. The results showed that job insecurity is related to OCB and DB indirectly (full mediation) through both Breach of the Psychological Contract and the perception of Organizational Injustice. The consequences of these findings for theory and practice are highlighted in the discussio
When Justice Works: Testing the Uncertainty Management Model among Italian employees”.
Full text linkOrganizational justice can play an important role in buffering the harmful effects of job insecurity on work attitudes and behaviours (e.g. Brockner and Greenberg, 1990). There is widespread empirical evidence of the positive role of organisational justice, building on social
exchange theory as theoretical explanation (e.g. Cohen-Charash and Spector, 2001). A limitation of social exchange-based explanations of employee behaviour is that these theories do not specify the conditions under which fairness concerns become important for employees. An alternative model that states accounts for this omission is Uncertainty Management Theory (UMT: Lind and Van den Bos, 2002). According to UMT, people especially rely on justice information when they are confronted with uncertainty: in this condition fairness
judgements have a stronger impact on a variety of outcomes. This study tested the Uncertainty Management Model among Italian employees. In accordance with the model, we hypothesize
that organizational justice moderates the negative relationship between job insecurity and work attitudes (commitment and satisfaction) and behaviours (performance and organizational
citizenship behaviour). We hypothesise that the effects of job insecurity on outcomes will be particularly strong in an unjust job situation. Consequently, high job insecurity together with
low organizational justice will be associated with low levels of organizational commitment, job satisfaction, job performance and organizational citizenship behaviours; in turn, negative
effects of the job insecurity for work attitudes and behaviours are moderated by high perceived justice. Data will be gathered in an organization of north-east of Italy, including temporary and permanent workers. The results will be presented at the conference
Understanding ideological trends in Dutch society: Middendorp's contributions
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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
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Workaholism: About the concept, its antecedents, consequences, and prevention
No full textThe term workaholism has been part of our everyday vocabulary for almost four decades now. Given the widespread use of this term among lay people, it is quite remarkable that our scientific understanding of workaholism is as yet quite limited. The current chapter addresses the concept, antecedents, consequences and prevention of workaholism. Below is the outline
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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