1,721,080 research outputs found
Stressor-emotion model of counterproductive work behavior: An Italian research [Il modello stressor-emotion dei comportamenti controproduttivi nelle organizzazioni: Una ricerca nel contesto Italiano]
No full textThe aim of this paper is to examine, for the first time in Italy, the stressoremotion model of counterproductive work behaviors. Relations among job stressors, negative emotional reactions to work, counterproductive work behavior, were investigated on a sample of more than 1.000 employees of both public and private sector. Results of structural equation models are consistent with the theoretical framework and highlight the role of job stressors (interpersonal conflicts, workload, organizational constraints) in influencing negative emotions that in turn influence both organizational and interpersonal counterproductive work behaviors
Il ruolo della riflessività nel promuovere l’orientamento delle organizzazioni verso l’innovazione.
No full textRassegna sul disimpegno morale nei contesti organizzativi
No full textL’obiettivo principale del lavoro è presentare una rassegna sul disimpegno morale in ambito
organizzativo, ovvero quei meccanismi socio-cognitivi che permettono di agire in
contraddizione con il proprio codice morale e in contrasto con le norme organizzative,
senza dovervi abdicare. Tali meccanismi possono contribuire a spiegare i fattori individuali,
organizzativi e le loro interazioni che influenzano la messa in atto di comportamenti
controproduttivi nelle organizzazioni e, in generale, tutti i comportamenti devianti in
esse agiti. Gli approfondimenti del costrutto nella direzione introdotta, possono essere
considerati un utile punto di partenza per ulteriori sforzi finalizzati ad una maggiore comprensione
dei processi che possono facilitare i comportamenti devianti e contro l’etica e
la morale sul lavoro
Come la riflessività promuove l’apertura delle organizzazioni verso l’innovazione: il ruolo delle pratiche di riflessività e del clima di gruppo per l’innovazione
No full textTeam reflexivity is a learning process that supports change and promotes organizational innovativeness. It enhances the adoption of forms of creative thinking, reducing internal conflicts and improving the teamwork climate. This research aims to examine the relationship between the use of knowledge management practices oriented toward reflexivity and openness to innovation, considering also the mediation role of two team climate variables: the participative safety and the support for innovation. The results of structural equation model, tested on 411 workers, confirm the role of reflexivity in promoting innovation, both directly and through the support for innovation. The participative safety, although it is influenced by the reflexivity, does not affect openness toward innovation
The vicious cycle of error aversion approach: the role of negative and moral emotions in enhancing organizational errors
No full textRecent literature on error management suggested that the way organizations cope with errors depends on the different approaches they may adopt, according to their prevailing cultural models (van Dyck al, 2005). In fact, in cultures adopting an error management approach, employees effectively manage the consequences of errors and appraise them as a learning opportunity. Conversely, in cultures adopting an error aversion approach, employees a) feel strained when they realize they've made a mistake and b) tend to cover or deny it, to blame who made the wrong action (Catino, 2008; van Dyck al, 2005). To the best of our knowledge, only few studies have investigated the aversion approach of the error culture (Bauer, 2008; Harteis al, 2008; van Dyck et al, 2005) and none of them have examined its relationship with negative emotions and errors (Zhao & Olivera, 2006, Zhao, 2011). The aim of this research is to study the influence of error aversion dimensions (strain and covering up) on errors through the mediation of negative (e.g. irritation, worry, anxiety, frustration) and moral (e.g. embarrassment, guilt, shame) emotions. Results of a structural equation model on a sample of 351 employees (65% females, mean age 39 years SD=10) working in 79 teams of different organisations, attested that both error aversion dimensions (strain and covering) are associated with moral emotions, while only the strain dimension is associated with negative emotions; in turn, emotions are associated with errors. Overall, our results confirm the hypothesised relationship between error aversion approach and errors, as well the mediation role played by negative and moral emotions
Premises for innovation: italian validation and dimensionality of the inventory of organizational innovativeness (IOI)
No full textLiterature underlines the role of the organizational orientation toward innovation as a precursor of
its effective capability to generate and adopt innovations, in this way gaining competitive advantages. However less
attention has been devoted to the methodological issues concerning how to measure this construct. Indeed, the
few existing measures are often one-dimensional and neglect the multiple facets of this construct. In this paper we
examine the multidimensional IOI-Inventory of Organizational Innovativeness (Tang, 1999) with the aim of verifying
its psychometrics properties, validating it in the Italian context, and exploring the relationships among its dimensions
and other related constructs (servant leadership, climate for support to innovation, climate for participative safety) and
outcomes (performance and innovation adoption). Results of the confirmatory factor analysis on a sample of 616 Italian
employees did not support the theoretical 9-factor structure. The subsequent exploratory factor analysis attested for a
6-factor model in line with the empirical solution emerged in a previous research. Results of the correlations confirmed
the relationship of the IOI’s dimensions with both correlated and outcomes measures. Overall, findings of this study
attested for the good psychometric properties of the IOI and support that this inventory is a reliable and valid measure
of the organizational orientation toward innovation to be used to assess the different facets that contribute to promote
the innovation adoption
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