1,720,967 research outputs found
Psychological correlates of e-waste recycling intentions and behaviors: A meta-analysis
Full text linkE-waste recycling is important for environmental sustainability. Despite the well-established infrastructure in place, only a small portion of users recycle e-waste. The present meta-analysis aimed to investigate the strength of key theory-based correlates of e-waste recycling intentions and behavior. We focused on hypothesized relationships between constructs from four relevant theories (i.e., extended theory of planned behavior, value-belief-norm theory, habit theories, and behavioral reasoning theory). A total of 36 studies were included in the final selection. Studies were coded for four moderators of model effects: age, gender, region of data collection, and study quality. Effect sizes from 37 samples (N = 18,410) were analyzed through bare-bones and psychometric meta-analysis. Consistently with the assumptions of the theory of planned behavior, the relationship between e-waste recycling intentions and actual behavioral outcomes had a very large effect size. Attitudes, policy effectiveness, and convenience were shown to be related to e-waste recycling intentions with very large effect sizes. Studies included presented high heterogeneity. In the final part of the manuscript, we explore methods for pinpointing potential intervention strategies aimed at facilitating e-waste recycling
Job Expectations and Professional Role Identity in Gambian Journalists: The Mediation Role of Job Satisfaction
Full text linkThis study investigates, in a sample of journalists, the relationship between meeting job expectations and professional role identity. Specifically, job expectations concerning career develop- ment, remuneration, and relationships with users were examined, while professional role identity was contextualised to the field of journalism. Following Mellado, we conceptualized journalists’ role identity as composed by the three dimensions of watchdog, propagandist, and citizen-oriented. An online questionnaire was administered from December 2021 to January 2022 and 74 Gambian journalists living in Gambia and in European countries answered the survey. The results indicated that job satisfaction fully mediated the relationship between meeting the expectations of the rela- tionship with users and the citizen-oriented role identity. Additionally, job satisfaction mediated the relationship between met expectations of career development and both citizen-oriented and watchdog professional role identities. These findings suggest that meeting expectations of career development and interaction with citizens is related to journalists’ role identities focused on controlling the political and economic establishment and empowering people. The theoretical and practical implications of these results are discussed
The impact of cultural intelligence on burnout among practitioners working with migrants: an examination of age, gender, training, and language proficiency
Full text linkMigrants are a vulnerable population that often requires specialized care and support. Practitioners who work with migrants must be knowledgeable about the unique challenges they face. Some first-line practitioners are better equipped to work in intercultural environments because they possess higher cultural intelligence (CQ). This study aims to examine the impact of cultural intelligence on burnout among practitioners working in 15 countries. It also compares levels of CQ in relation to age, gender, education, intercultural training, and language proficiency in the workplace. The participants in the study were professionals working primarily with migrants (N = 258) from 15 countries. The results indicate that motivational cultural intelligence significantly reduces burnout levels, while the cognitive and the behavioural dimensions do not have any effect. Practitioners who have undergone intercultural training have higher levels of cultural intelligence, and this type of training may be effective in improving cultural intelligence. The study provides organizations with insight on how to select and train first-line practitioners, focusing on developing cultural competencies and intrinsic motivation to prevent burnout among their staff and ultimately improve the quality of services
The Psychological and Professional Well-Being of Doctoral Students: Insights from Two Cohorts of a Major Italian University
No full textAlthough the doctoral path provides a unique opportunity for learning and professional growth, recent research has highlighted a significant prevalence of psychological problems among doctoral students. For this reason, it is crucial to shed light on this issue, understand the factors involved in PhD students' well-being, and inform potential solutions to address the dysfunctional aspects of doctoral programs. This scholarly work presents findings from a comprehensive investigation conducted between 2020 and 2021 among doctoral students from a large Italian University. Based on the Job Demands-Resources Model, we present two studies aimed at identifying the resources and work-related factors associated with psychological and professional well-being outcomes for doctoral students, including anxiety, depression, burnout, and satisfaction with the doctoral program. Study 1 adopted a quantitative approach and involved 243 PhD students surveyed in 2020. Study 2, conducted in 2021 and involving 264 PhD students , further expanded the previous study's findings with a revised quantitative approach, complementing it with a qualitative inquiry. Their results indicate that doctoral students -being outcomes are connected to a combination of structural factors within the doctoral program and relational and psychological aspects. Among the factors examined, the supervisor-student relationship emerged as a significant determinant of many well-being outcomes. Based on these results, the chapter discusses their implications. Awareness-raising and support interventions are suggested to address the challenges experienced by doctoral students and enhance their psychological and professional well-being (e.g., information meetings, awareness campaigns, and help desks), while adopting a collaborative approach, ongoing evaluation, and feedback loops
The Psychological and Professional Well-Being of Doctoral Students: Insights from Two Cohorts of a Major Italian University
No full textAlthough the doctoral path provides a unique opportunity for learning and professional growth, recent research has highlighted a significant prevalence of psychological problems among doctoral students. For this reason, it is crucial to shed light on this issue, understand the factors involved in PhD students' well-being, and inform potential solutions to address the dysfunctional aspects of doctoral programs. This scholarly work presents findings from a comprehensive investigation conducted between 2020 and 2021 among doctoral students from a large Italian University. Based on the Job Demands-Resources Model, we present two studies aimed at identifying the resources and work-related factors associated with psychological and professional well-being outcomes for doctoral students, including anxiety, depression, burnout, and satisfaction with the doctoral program. Study 1 adopted a quantitative approach and involved 243 PhD students surveyed in 2020. Study 2, conducted in 2021 and involving 264 PhD students , further expanded the previous study's findings with a revised quantitative approach, complementing it with a qualitative inquiry. Their results indicate that doctoral students -being outcomes are connected to a combination of structural factors within the doctoral program and relational and psychological aspects. Among the factors examined, the supervisor-student relationship emerged as a significant determinant of many well-being outcomes. Based on these results, the chapter discusses their implications. Awareness-raising and support interventions are suggested to address the challenges experienced by doctoral students and enhance their psychological and professional well-being (e.g., information meetings, awareness campaigns, and help desks), while adopting a collaborative approach, ongoing evaluation, and feedback loops
‘Is it me or ... ?’. A multimethod study to explore the impact of personal and contextual factors on PhD students’ well-being
Full text linkAs PhD students’ well-being gathers relevance, exploring what factors influence it and how is crucial. Therefore, this study quantitatively examined the joint effect of personal and contextual variables on PhD students’ well-being and qualitatively assessed their perceptions about the main issues they faced during their doctoral course. Through a multimethod study, we collected quantitative data from 216 Italian PhD students, 123 of whom responded to an open-ended question. We tested a moderating mediation model to understand whether (1) there was an indirect relationship between self-efficacy and exhaustion, mediated by the perceptions of impostor syndrome; (2) supervisor instrumental support moderated the self-efficacy – impostor syndrome relationship and the indirect relationship abovementioned. Quantitative findings showed that self-efficacy was negatively associated with exhaustion via perceptions of impostor syndrome. Concerning the moderation effect, when self-efficacy was high, the higher the supervisor support, the lower the perceptions of impostor syndrome. When self-efficacy was low, the higher the supervisor support, the higher the perceptions of impostor syndrome. Qualitative findings reported various personal and contextual aspects PhD students perceived as problematic, which may jeopardise their well-being. These results may inform policymakers and academic staff interventions for promoting PhD students’ well-being
Industry 4.0 and Human Resource Management Processes: A Qualitative Study.
No full textIndustry 4.0 and Human Resource Management Processes: A Qualitative Study
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
Managing Digital Transformation (Revisited): Some Reflections
No full textThe present chapter situates within the burgeoning debate about the role of innovation in societal progress, particularly on the intricate and multifaceted relationship between workers and technology led by the digitalization of work. The digital area involves revisiting work and employment with job sectors using technology as the means for work, businesses, and organizations realizing ventures through technology. Moreover, digitalization is not only reimagining how work is performed (e.g., remote work, augmentation, advanced automation, collaborative robotics, machine learning, artificial intelligence, etc.) but also leading to revisiting workers’ relationships with work, organizations, and society. The disparate aspects of the digitalization of work echo the imperative for reflections on its definitions and implications. In parallel with the revisitation of work and employment in the digital era, the chapter revisits the role of human resources management. It proposes a series of reflections on what it means and what it takes to manage digital transformation. It does so by assuming a human-centric perspective that emphasizes the centrality of humans (workers) in digital transformation. Firstly, the chapter argues that the role of human resources in change management is the nexus between workers and organizations. It then discusses the role of leaders in driving this revolution and the role of organizational culture as a means for supporting workplace transformation. It concludes by reflecting on talent acquisition and workers’ training and education as fundamental processes to develop the required skills in the workforce
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