109 research outputs found
Gli insegnanti e il presentismo: a scuola in salute e in malattia.
No full textIl crescente interesse nei confronti del benessere degli insegnanti nasce dalla consapevolezza per cui i grandi cambiamenti e le profonde mutazioni della società attuale hanno interessato anche il mondo della scuola e di riflesso la categoria degli insegnanti. Alcune ricerche mostrano che il presentismo (presenza del lavoratore sul posto di lavoro anche quando non vi sono le condizioni psicofisiche adeguate) si verifica soprattutto in quegli ambiti professionali che prevedono un forte coinvolgimento con un utente, come avviene per molte professioni sanitarie e per gli insegnanti, tenuto conto del rapporto con gli studenti (Aronsson & Gustafsson, 2005). Studi recenti suggeriscono che la mancanza di risorse lavorative adeguate e l’insicurezza lavorativa contribuiscono a creare le condizioni per la comparsa del presentismo. L’obiettivo del presente studio è stato quello di esaminare la relazione tra richieste (es. insicurezza lavorativa) e risorse lavorative (es. supporto da parte del Dirigente Scolastico), presentismo, ed alcuni indicatori di benessere (es. burnout, work engagement). Hanno partecipato allo studio 212 insegnanti di scuola secondaria di secondo grado, ai quali è stato somministrato un questionario contenente scale validate. I risultati preliminari mostrano che, in situazioni problematiche, gli insegnanti tendono ad essere presenti anche se malati per prevenire la perdita di risorse, ma è possibile identificare alcuni fattori in grado di moderare questa relazione. Alla luce dei cambiamenti sociali e organizzativi che caratterizzano l’attuale sistema scolastico, simili risultati sottolineano l’importanza di agire sulle risorse lavorative per promuovere il benessere degli insegnanti e prevenire il presentismo
Smartphone-based interventions for employees’ well-being promotion: a systematic review
No full textOccupational Psychology faces challenges concerning the promotion of employees’ well-being and health. The use of emergent technologies (e.g. smart-phone) has revealed new opportunities to deliver effective, cheap and early interventions. By following the international PRISMA statement guidelines, this systematic review aims to bring together workplace smartphone-based interventions, targeting employees’ well-being and psycho-physical health, to address the lack of studies focused on workplace settings. Results were drawn from 31 quantitative and qualitative studies, testing smartphone applications. The authors extracted multiple information for each article: focus, target, theoretical background, users’ engagement and study design. Findings show the lack of theoretical background, reliable study design and the prevalence of physical health interventions. Moreover, our review identifies the importance of users’ engagement for an intervention’s effectiveness. It is relevant to design specific mHealth interventions, to provide employees with the skills to cope with and manage work-stress and enhance their general health and well-being
Depersonalization or Cynicism, Efficacy or Inefficacy: What are the Dimensions of Teacher Burnout?
No full textThe aims of the present study were: (1) to investigate the role of efficacy beliefs using negatively worded inefficacy items instead of positive ones; (2) to establish whether depersonalization and cynism can be considered two different dimensions of the teacher burnout syndrome. Our results showed that compared with efficacy beliefs inefficacy beliefs relate more strongly to the other burnout dimensions. Moreover, using partial disaggregation method, we found a better fit for the four-factor model with separate depersonalization and cynism dimensions, than for the three-factor model in which depersonalization and cynism were collapsed into one factor.
It is concluded that future research on teacher burnout should use the inefficacy scale as the “third dimension” of burnout, rather than efficacy, and include the cynism and depersonalization constructs
Attaccamento o senso del dovere? Al lavoro tra engagement, burnout e presentismo.
No full textLe organizzazioni tendono oggi ad incentivare un sistema di valori, definito come “work ethics”, basato su alto commitment, proattivita, disapprovazione dell’assenza (Hansen e An--‐ dersen, 2008) non considerando, tuttavia, gli effetti negativi che alcune condotte possono determinare. A tal proposito, ol tre agli esiti tradizionalmente considerati (es. burnout), studi recenti hanno cominciato ad esaminare il costrutto del presentismo, partendo da alcune evidenze empiriche che mettono in luce come andare a lavorare quando si e malati, sia in grado di creare maggiori danni e una maggiore perdita di produttivita per l’organizzazione rispetto all’assenteismo (Collins et al., 2005), con effetti sulla salute generale del lavoratore, sull’esaurimento e su un atteggiamento negativo verso il lavoro. L’obiettivo di questo lavoro e esaminare se differenti combinazioni stressanti (es. elevata responsabilita e incertezza verso il futuro) e motivanti (es. mantenimento del contratto psicologico), possono tradursi in differenti esiti con ricadute positive e Atti Congresso AIP 25-28 settembre 2013 - Padova Sezione Psicologia per le Organizzazioni 12 negative per il lavoratore e l’organizzazione. A tal fine, sono stati coinvolti nello studio 192 insegnanti di scuola secondaria, ai quali e stato somministrato un questionario contenente scale validate. In linea con l’obiettivo del presente simposio i risultati ampliano il dibattito relativo alle molteplici sfaccettature del lavorare eccessivamente e in condizioni di incertezza tipiche del lavoro odierno, mostrando come la differente combinazione di caratteristiche stressanti e motivanti, influenzi il benessere dei lavoratori e delle organizzazioni, nei termini di burnout, work engagement e presentismo. Il presente lavoro, su cui e in corso una nuova rilevazione, si propone di ampliare la riflessione sulle tendenze contrapposte che caratterizzano attualmente le organizzazioni, in cui il confi ne tra l’essere motivato e l’essere dipendente dal lavoro appare estremamente sottile
Gli orientamenti motivazionali nello sport: un contributo italiano alla validazione del TEOSQ e del PMCSQ-2
No full textThe aim of this study was to examine the psychometric properties of italian version of two relevant inventories of the Achievement Goal Theory in sport: the 13-item version of the Task and Ego Orientation in Sport Questionnaire (Duda & Nicholls, 1992) and the 29-item version of the Perceived Motivational Climate in Sport Questionnaire (Newton & Duda, 1993).
Data was collected among 487 athletes (76% males), drawn from a range of different sports, aged 13 to 33 years (mean 16.90 and s.d.3.65), which mainly compete at the regional level and that were contacted during an usual medical-sport examination.
Exploratory principal component analysis provided acceptable support for the two-dimension structure of the TEOSQ, as well as the internal consistency reliability. Acceptable results were also shown for the general scales of the PMCSQ-2, whereas some doubts remain for his specific scales. At present, this research go on with the involvement of other athletes of different competitive level, in training and competition context, to verify, by structural equations models, the links between these dimensions and their inventories
Engaged sì, workaholic no: il ruolo di engagement e workaholism sulla salute e il benessere dei Dirigenti Scolastici
No full textIl presente studio si è proposto di esaminare da un lato le differenze tra work engagement e workaholism nei termini delle loro associazioni con la salute e il benessere, nonché con aspetti della sfera relazionale e lavorativa; dall’altro la natura della relazione, sia di tipo lineare che non lineare, tra work engagement e workaholism. 208 Dirigenti Scolastici (65.9% donne) hanno compilato un questionario costituito da scale validate. I risultati del modello di equazioni strutturali confermano che il work engagement e il workaholism sono due costrutti distinti, le cui associazioni con il benessere sono differenti. Non è emersa invece alcuna relazione tra work engagement e workaholism, né di tipo lineare, né curvilineo
New Technologies in the Workplace: Can Personal and Organizational Variables Affect the Employees’ Intention to Use a Work-Stress Management App?
No full textOrganizations are interested in finding new and more effective ways to promote the well-being of their workers, to help their workers manage work-related stress. New technologies (e.g., smartphones) are cheaper, allow more workers to be reached, and guarantee their anonymity. However, not all employees agree on the use of new technological interventions for the promotion of well-being. Consequently, organizations need to investigate technological acceptance before introducing these tools. By considering the technology acceptance model (TAM) framework, we investigate both the influence of workers’ perceived usefulness and ease of use on their intentions to use apps that help them managing work stress. Moreover, we contribute to the extension of this model by considering both personal (i.e., self-efficacy, personal innovativeness) and organizational (i.e., organizational support for innovation) variables. Our research involved 251 participants who completed an online self-report questionnaire. The results confirm the central hypothesis of the TAM and the influence of other variables that could influence acceptance of new technologies, such as apps that help manage work stress, and the intentions to use them. These results could help organizations ensure technological acceptance and usage by their workers, increasing the effectiveness of new technologies and interventions to promote well-being
The determinants of Teachers’ Wellbeing: the mediating role of Mental Fatigue
No full textIn recent years, many studies have focused on the determinants and consequences of teacher
stress. One of the most recent theoretical models concerning stress is the Job Demands-Resources
(JD-R) model. This study examines one process – namely the energetic process – which supposes
that high job demands exhaust employees’ mental and physical resources and therefore cause ill
health. Particularly, this study examines the mediating role of mental fatigue between three job
demands of teachers (workload, inequity and work/family confl ict) and three consequences of
stress: psychological and physical symptoms and work satisfaction. An Italian version of the selfreport
Questionnaire for Psychosocial Work Environment and Stress (PWSQ) was administered
to 697 teachers belonging to a random sample of 17 school organizations. The results showed that
mental fatigue has a mediating role in the relationship between work/family confl ict and the three
outcomes considered, namely psychological and physical symptoms, and work satisfaction. This
study has an important implication for intervention strategy because mental fatigue is a pre-strain
condition which arises before more intense outcomes, such as stress-related diseases occur. Identifi
cation of this condition allows prevention of the consequences of stress
A three wave study of job resources, self-efficacy and work engagement among Italian school teachers.
No full textBy utilizing a three-wave longitudinal design, the present study tested the motivational process of the Job Demands-Resources model among Italian schoolteachers (N1⁄4104). Specifically, it aims to test how job resources, self-efficacy and work engagement are related over time. Results of structural equation modelling analysis showed that the model with reciprocal relationships between resources and work engagement exhibited the best fit with the data. Job resources and self-efficacy had a short- (4 months) and longer term (8 months) lagged effect on work engagement, but the reverse pattern was true as well: Work engagement had a shortand long-term lagged effect on job resources and self-efficacy. These findings suggest that is important to think in terms of reciprocity: Resourceful environments and self-efficacy beliefs mean engaged teachers, and vice versa
Conflitto lavoro/famiglia, burnout e work engagement negli insegnanti: Il ruolo moderatore delle risorse lavorative e personali
No full textThe present study contributes to the literature on the JobDemands-Resources Model in the Italian school context.The aim of this paper is to examine how the interactionbetween work-family conflict (i.e., a typical job demand)and opportunities to learn and to develop and self-efficacy(i.e., typical job and personal resources, respectively)affect the core dimensions of burnout (exhaustion anddepersonalization) and work engagement (vigor and dedication).Hypotheses were tested with a cross-sectionaldesign among 143 teachers of a junior high school in thenorth of Italy. Results of moderated multiple regressionanalysis partially supported the hypotheses as the opportunitiesto learn and to develop buffered against theaversive effects of work-family conflict on depersonalization,whereas self-efficacy moderated the relationshipbetween work-family conflict and vigor. From a practicalviewpoint, our findings suggest that opportunities tolearn and to develop and self-efficacy are important resourcesthat help teachers to reduce the negative effectsrelated to work-family conflict
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