1,721,004 research outputs found
Il rammarico nei processi decisionali
No full textRegret is the most frequently studied emotion in decision making. The aim of the present review is to offer a systematic analysis of experimental studies on regret in decision making, in order to highlight the most robust findings and to bring up inconsistencies and open issues. We first analyze the complex phenomenology of regret and then discuss the main theories of regret in decision making. Finally, we present a selective review of the most significant studies devoted to the neural processes underlying regret
Oltre la valutazione del rischio stress lavoro-correlato: l’approccio dei Management Standards per il benessere organizzativo
No full textLa valutazione approfondita del rischio stress lavoro-correlato (SLC), oltre a soddisfare un obbligo normativo, rappresenta un momento per riflettere sulle condizioni di salute di un’organizzazione e sugli elementi su cui intervenire per migliorarle. Nel presente contributo vengono riportati i risultati ottenuti dalla valutazione approfondita dello SLC condotta in un’azienda di facility management tramite la somministrazione dell’HSE Management Standards Indicator Tool (HSE-MS IT) e ulteriori misure atte a valutare lo stress percepito, la soddisfazione lavorativa e la motivazione al lavoro. Hanno partecipato allo studio 196 operai di un’azienda che si occupa di pulizie ospedaliere, industriali e civili. Dalla valutazione approfondita è emersa la presenza di rischio nelle dimensioni Domanda, Relazioni, e Supporto dei Colleghi e di rischio grave nella dimensione Controllo. L’analisi delle correlazioni e delle regressioni multiple hanno permesso di identificare le aree organizzative significativamente associate allo stress percepito, alla soddisfazione lavorativa e alla motivazione. Tramite modelli di path analysis si è inoltre valutato l’effetto diretto e indiretto dei Management Standards su queste tre misure di output. Domanda, Controllo e Relazioni hanno un effetto diretto sullo stress percepito, mentre il Supporto dei Colleghi e il Supporto dei Superiori influiscono rispettivamente sulla soddisfazione e sulla motivazione al lavoro. Lo stress percepito ha inoltre un effetto diretto sulla soddisfazione lavorativa, che a sua volta influenza la motivazione al lavoro.
In conclusione, una valutazione approfondita del rischio SLC che integri il tradizionale approccio basato sui Management Standards considerando ulteriori misure di benessere organizzativo costituisce un’occasione utile per identificare non solo i fattori che possono produrre SLC, ma anche le aree di gestione che possono incidere su dimensioni, quali ad esempio la motivazione e la soddisfazione lavorativa, che contribuiscono criticamente al benessere complessivo di un’azienda
The Regret and Disappointment Scale: An instrument for assessing regret and disappointment in decision making.
No full textThe present article investigates the effectiveness of methods traditionally used to distinguish between the emotions of regret and disappointment and presents a new method — the Regret and Disappointment Scale (RDS) — for assessing the two emotions in decision making research. The validity of the RDS was tested in three studies. Study 1 used two scenarios, one prototypical of regret and the other of disappointment, to test and compare traditional methods with the RDS. Results showed that only the RDS clearly differentiated between the constructs of regret and disappointment. Study 2 confirmed the validity of the RDS in a real-life scenario. Study 3 showed the advantages of the RDS over the traditional methods in gambling situations commonly used in decision making research, and provided evidence for the convergent validity of the RDS
Dopo la terza media? Una ricerca sulla scelta scolastica e lavorativa: fattori rilevanti e stereotipi
No full textIntroducing the Ordinal Turnover Intention Scale (OTIS): A cross-sectional validation in Italian employees and foundation for longitudinal research
Full text linkIntroduction: Employee turnover represents a critical challenge for organizations, impacting
productivity, costs, and workplace stability. Traditional measures of turnover intention typically assess its intensity but fail to capture its dynamic and multi-stage nature. The present study introduces and provides a preliminary validation of the Italian version of the Ordinal Turnover Intention Scale (OTIS), a new tool designed to capture the employees’ position within the turnover decision-making process.
Methods: A cross-sectional study was conducted using an online survey platform. Participants (N = 303 Italian employees) completed the OTIS, along with a traditional turnover intention measure and validated scales assessing job satisfaction, work engagement, and occupational stress. Reliability was assessed using the correction for attenuation formula for single-item measures, and construct validity was evaluated using confirmatory factor analysis (CFA). Criterion validity was examined through correlational analyses. Ordinal logistic regression and path analysis were performed to explore the relationships among turnover intention and its antecedents, based on the Job Demands-Resources model.
Results: Findings demonstrated that the OTIS categories align with the expected progression of turnover intention. The scale exhibited good reliability and convergent validity, as evidenced by its correlation with the traditional turnover intention measure. Criterion validity was further supported by the associations between OTIS scores and known antecedents of turnover intention. Path analysis revealed that work engagement and occupational stress influenced turnover intention indirectly through their effects on job satisfaction.
Discussion: The OTIS provides a simple yet flexible approach to assessing turnover intention, improving upon traditional intensity-based measures. Its ability to capture the dynamic nature of turnover intention holds promise for both researchers and organizations seeking to understand and mitigate voluntary employee departures. A longitudinal study is ongoing to further evaluate its predictive validity
Internet-based brief interventions for behavioural change: results of a RCT on risky drinking.
No full textHow the fear of COVID-19 changed the way we look at human faces
Full text linkDo we look at persons currently or previously affected by COVID-19 the same way as we do with healthy ones? In this eye-tracking study, we investigated how participants (N = 54) looked at faces of individuals presented as “COVID-19 Free”, “Sick with COVID-19”, or “Recovered from COVID-19”. Results showed that participants tend to look at the eyes of COVID-19-free faces longer than at those of both COVID-19-related faces. Crucially, we also found an increase of visual attention for the mouth of the COVID-19-related faces, possibly due to the threatening characterisation of such area as a transmission vehicle for SARS-CoV-2. Thus, by detailing how people dynamically changed the way of looking at faces as a function of the perceived risk of contagion, we provide the first evidence in the literature about the impact of the pandemic on the most basic level of social interaction
Behavioral dysregulation at work: A moderated mediation analysis of sleep impairment, work-related stress, and substance use
Full text linkBackground: Sleep impairment and work-related stress are common issues that influence employee well-being and organizational outcomes. Impaired sleep depletes cognitive and emotional resources, increasingstress and the likelihood of counterproductive work behaviors directed toward the organization (CWB-O). This cross-sectional study, guided by the conservation of resources (COR) theory, explores the relationships between impaired sleep, work-related stress, and CWB-O, considering substance use as a dysfunctional coping strategy. Methods: A sample of 302 Italian employees completed an online survey. Sleep impairment was assessed using the Insomnia Severity Index, work-related stress was assessed with the Perceived Stress Scale, CWB-O was assessed with the Counterproductive Work Behavior Checklist, and substance use as a coping strategy was assessed using the Brief COPE. A moderated mediation model was tested to examine the indirect effects of sleep impairment on CWB-O via work-related stress, with substance use moderating both the sleep–stress and stress–CWB-O relationships. Results: The results supported the hypothesis that the relationship between sleep impairment and CWB-O is mediated by work-related stress. Sleep difficulties significantly increased work-related stress, which in turn led to higher levels of CWB-O. Substance use did not moderate the relationship between sleep and work-related stress. It did, however, significantly moderate the relationship between work-related stress and CWB-O, with higher levels of substance use amplifying the impact of stress on behavioral dysregulation. Conclusion: This study contributes to our understanding of how impaired sleep, work-related stress, and substance use interact to influence deviant behaviors at work. The findings align with COR theory, highlighting the role of resource depletion and dysfunctional coping in workplace behavior, and suggest that organizational interventions should also consider programs aimed at improving sleep quality and addressing substance use to reduce the likelihood of deviant behaviors at work
Look ma(rket), No Hands! Optimism Bias and Illusion of Control in Finance Professionals
Full text linkThe optimism bias is the tendency to judge one’s own risk as
less than the risk of others. In the present study we found that
also finance professionals (N = 60) displayed an optimism
bias when forecasting the return of an investment made by
themselves or by a colleague of the same expertise. Using a
multidimensional approach to the assessment of risk
perception, we found that participants’ forecasts were biased
not because they judged negative consequences as less likely
for themselves, but because they were overconfident in their
ability to avoid and control them
Relationships between individual attitudes and occupational stress. A cross-sectional study
Full text linkUnderstanding the impact of work attitudes on occupational stress is essential to promote employee wellbeing and productivity. This study investigates the associations between different work attitudes (work annoyance, individual social capital, overcommitment, and work engagement) and the perceived stress. A cross-sectional survey conducted among 1290 employees from various occupational sectors assessed their attitudes and stress levels using validated psychometric scales. Statistical analyses, including a hierarchical regression and a moderation analysis, examined the predictive value of each attitude and the potential buffering role of social capital. The results indicate that work annoyance and overcommitment are positively associated with stress, which suggests that perceiving job conditions as frustrating and investing excessive effort without the appropriate rewards contribute to psychological strain. Conversely, social capital and work engagement exhibit a protective effect, with workplace relationships and a positive approach to work mitigating stress levels. Moreover, social capital moderates the relationship between overcommitment and stress, thus highlighting its buffering effect. These findings emphasize the importance of fostering a supportive work environment that reduces negative attitudes while promoting engagement and social cohesion. Organizational interventions aimed at improving workplace relationships, recognizing employees’ contributions, and encouraging a balanced work culture could be effective strategies to enhance the workers’ wellbeing and mitigate occupational stress
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