1,720,984 research outputs found
Psychological flexibility as a resource for preventing compulsive work and promoting well-being: a JD-R framework study
Full text linkPurpose: In today’s high-demand work environments, characterised by an expectation for individuals to possess resources to manage workloads effectively, workaholism poses a significant threat to employee well-being. This study aims to investigate the impact of work overload and psychological flexibility on compulsive work behaviours and well-being. Design/methodology/approach: This study applies the Job Demands-Resources model and uses structural equation modelling to analyse data collected from 305 adult workers aged 19–65. Psychological flexibility and work overload are examined as antecedents of compulsive work behaviour, with flourishing and life satisfaction as outcomes. Findings: The results indicate that compulsive work behaviour mediates the relationship between work overload and psychological flexibility on well-being outcomes. Psychological flexibility was found to be a crucial resource in reducing workaholic tendencies, leading to improved flourishing and life satisfaction. Research limitations/implications: The implications for human resources include practical strategies and targeted interventions to help individuals navigate organisational demands, prevent compulsive work behaviours and improve overall well-being. Originality/value: This study offers new insights into the role of psychological flexibility as a personal resource in reducing compulsive work tendencies and enhancing both hedonic and eudaimonic well-being in high-demand work environments
Employability and job insecurity: The role of personal resources on work-related stress
Full text linkThis study is aimed to assess the effect of both employability and personal resources, in terms of pro-activity and self-efficacy, on the relationship between job insecurity and psycho-social distress. Using survey data from 211 participants, among employed, unemployed and workers in transition, we analyzed the incidence of employability, pro-activity and efficacy on psycho-social distress. Our results showed that the above-mentioned variables significantly differed by participants’ gender and age. The structural theoretical model proposed to assess the significance of the hypothesized paths exhibited good fit with the data. Thus, all our hypotheses were supported. Findings are in line with previous research, and practical implications may give significant effects when applied in new labor policies undertaken by local governments
The relationship between psychological flexibility and career adaptability as resources to promote well-being
Full text linkOne of career counseling goals is to understand how to promote the well-being of people facing the unforeseen challenges of the changing world of work. The study investigates the relationship between psychological flexibility, career adaptability and well-being. 498 adult participants reply to Acceptance and Action Questionnaire-II, Career Adapt-Abilities Scale, Satisfaction with life scale, and Flourishing Scale. Results show that career adaptability mediates the relationship between psychological flexibility and life satisfaction as well as between psychological flexibility and flourishing, suggesting that career adaptability could be considered a personal resource that enhances the effects of psychological flexibility on hedonic and eudemonic well-being, fostering the ability to adapt to changes in self and situation. Implications for future studies and career counselling are presented
Unlocking the power of meaningful work: elevating engagement and satisfaction in the realm of decent jobs
Full text linkPurpose: Sustainable development must address the challenge of ensuring decent work for all (SDG 8) and promoting good health and well-being (SDG 3). This study aims to assess the relationship between decent and meaningful work and their impact on work engagement and job satisfaction among adult workers. Decent work goes beyond mere employment, encompassing standards for a fulfilling life, including fair compensation and workplace security, while fostering personal development and social integration. Following the psychology of working theory (PWT), decent work is a prerequisite to the attainment of meaningful work, viewed as a positive belief system about one’s work and its potential positive impact on life and the world. Design/methodology/approach: A sample of 276 adult workers, aged 21–70 years (M = 43.55, SD = 11.76), was surveyed to explore the association between decent and meaningful work and the following impact on work engagement and job satisfaction. Structural equation modelling was employed. Findings: The study identified meaningful work as a crucial mediator between decent work and the outcomes of work engagement and job satisfaction. Practical implications: The findings highlight the importance of cultivating meaningful work experiences to enhance workplace well-being.Organisations should prioritize interventions to promote both decent and meaningful work to align with sustainable development goals and improve employee satisfaction and engagement. Originality/value: Our findings emphasize the pivotal role of decent work and, consequently, meaningful work in shaping employees’ well-being
The role of social identity in predicting customer's choice of non-traditional products and services
No full textThe present study aims at exploring the importance of social identification with consumers’ group in predicting the intention to buy, within a modified version of the Theory of Self-Regulation (Bagozzi, 1992; Bagozzi & Edwards, 1998). The research involved 1718 customers of non-traditional products and services, which are organic food (N=300), phytotherapy (N=367), homeopathy (N=250), oriental medicine (N=420), and musicotherapy (N=381), coming from all around Italy. For each service/product, the following variables were measured: 1. Affective attitude; 2. Evaluative attitude; 3. Perceived Behavioural Control; 4. Subjective Norms; 5. Behaviour frequency (mean= 4.13 times/month); 6. Behaviour recency (39 times/year); 7. Desire to buy 8; Intention to buy; 9. Social Identity. We regressed these TSR’s components on the Intention to Buy. Results indicated that Organic food’s customers are guided by Desire to buy, Perceived Behavioral Control and Behavior Recency, whereas Desire to buy and Behavior Recency explain Musicotherapy choice. Most importantly, in three areas out of five, Social Identity account for a significant part of variance of the Intention to buy variable. In these three services, the only other significant predictor is Desire to buy. The direction in which Social Identity predicts the Intention to buy is positive, except for oriental medicine, so that for phytotherapy and homeopathy a high sense of Social Identity predicts a high Intention to buy. On the contrary, it is reasonable to hypothesize that eastern medicine’s customers feels the need to preserve their own, western, identity
L’orientamento nel XXI secolo: approcci e competenze per gli orientatori.
No full textCareer development is a dynamic process that begins before individuals engage in professional activities and significantly influences personal well-being. Modern careers, characterized by the absence of defined boundaries, are increasingly shaped by transitions and intra- and inter-organizational changes. In planning for the future, individual desires intersect with contextual factors, sometimes conflicting with them: risks, uncertainty, and abrupt changes can hinder career planning, often requiring significant personal resources to overcome such challenges. Faced with these changing contexts, reflections are necessary regarding the most suitable approaches in the field of 21st-century career guidance and the competencies of those who engage in these activities. Approaches and theoretical models such as positive psychology (Seligman e Csikszentmihalyi, 2000), life design (Savickas et al., 2009), and the System Theory Framework (McMahon e Patton, 1995; Patton e McMahon, 2021) have identified psychological resources and processes useful for addressing current challenges in planning for the future, considering the reciprocal influence between individuals and their contexts. Furthermore, the importance of promoting career planning that contributes to building inclusive and sustainable future contexts has emerged (Di Maggio et al., 2020). Regarding the competencies of career counsellors, they are increasingly required to consider the individual and contextual realities of their clients and address complex constructs and issues, different from those traditionally characterizing the history of career counselling. For this reason, the International Association for Educational and Vocational Guidance (2018) has identified 12 core competencies and 14 specialized competencies that career practitioners should possess, defining future worthwhile developments. In summary, this contribution aims to outline the main approaches in the field of career guidance and define the profile and characteristics of professionals who wish to engage in career counselling
Psychometric properties and gender invariance of the Work-related Acceptance and Action Questionnaire (WAAQ) in the Italian context
Full text linkIntroduction: This research paper aims to validate the Work-related Acceptance and Action Questionnaire (WAAQ, Bond et al., 2013) in the Italian context, demonstrating gender invariance. This measure was developed to address the need for a brief contextual measure of psychological flexibility in professional domains. Methods: Five studies were conducted. In Study 1, the scale was culturally adapted; parallel analysis and Exploratory Factor Analysis were conducted. Study 2 tested the structure, and the model fit of the 7-item scale through confirmatory factor analysis and internal consistency indices. Study 3 examined concurrent validity. Study 4 verified the temporal reliability using the test-retest method. Study 5 analyzed gender invariance. Results: In Study 1, the scale confirmed its one-factorial structure, accounting for 59.73% of the variance. Study 2 demonstrated a good model fit of the 7-item scale in the Italian context. Study 3 showed negative correlations with psychological inflexibility and positive correlations with life satisfaction, flourishing, and work engagement. Study 4 verified the temporal stability of the scale. Study 5 confirmed configural, metric, scalar, and residual invariance regarding gender. Discussion: Overall, the results support the WAAQ's validity and reliability for assessing work-related psychological flexibility, making it a valuable tool for researchers and practitioners. Take-home message: The research presents the Italian validation of the Work-related Acceptance and Action Questionnaire (WAAQ), providing a reliable and valid measure for researchers and practitioners in clinical and organizational contexts
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