43 research outputs found
I am engaged, I feel good, and I go the extra-mile: Reciprocal relationships between work engagement and consequences
No full textEl objetivo del presente estudio fue examinar las relaciones longitudinales entre el engagement en el trabajo, los problemas de salud mental, la satisfacción laboral y el rendimiento extra-laboral (tradicionalmente considerados como " consecuencias " del engagement) en términos de causalidad recíproca. Partiendo de la teoría de conservación de los recursos, la teoría de ampliación y construcción de las emociones positivas y los estudios anteriores, nuestra hipótesis fue que las relaciones entre el engagement y esos resultados son recíprocas en el tiempo. El estudio se realizó en una muestra de 157 maestros de escuela y el intervalo de tiempo era de cinco meses. Los resultados de análisis de modelos de ecuaciones estructurales muestran que el modelo de las relaciones recíprocas entre el engagement y los resultados mostraba el mejor ajuste a los datos. Específicamente, el engagement en T1 predijo los problemas de salud mental, la satisfacción laboral y las conductas de ciudadanía organizacional en T2. Por otra parte, los problemas de salud mental en T1 se relacionaban negativamente con el engagement en T2, mientras que la satisfacción laboral en T1 y los comportamientos organizacionales de ciudadanía en T1se relacionaron positivamente con el engagement en T2. En general, nuestros resultados proporcionan evidencia de una influencia recíproca entre engagement en el trabajo y estos constructos, lo que significa que ninguno de ellos puede considerarse sólo como causa o sólo como consecuencia
Presenteeism “on the desk”: The relationships with work responsibilities, work-to-family conflict and emotional exhaustion among Italian schoolteachers
No full textPurpose. The purpose of this paper is to examine the antecedents and consequences of the phenomenon of presenteeism in the educational sector. Particularly, the authors tested the relationship between excessive work responsibilities, presenteeism, work-to-family conflict and workers’ emotional exhaustion.
Design/methodology/approach. A self-report questionnaire was administered to 264 teachers in secondary schools.
Findings. A subsequent mediation of presenteeism and work-to-family conflict between work responsibilities and emotional exhaustion was found.
Originality/value. The findings of this study will provide help today’s organisations for better understanding and managing the new phenomenon of presenteeism in order to promote workers’ well-being and performance
Is it Possible to Motivate Teachers? The role of Organizational Identification
No full textAbstractThe present study aims to explore the mediational role of organizational identification and work engagement in the relationship between professional development and job satisfaction, using the motivational process of the Job Demands-Resources (JD-R) model. Data were collected on a sample of 202 Italian teachers working in primary and secondary schools. Results of a bootstrapping model with multiple mediators operating in serial supported the hypothesis that opportunities for professional development enhance job satisfaction in teachers. In addition, we contributed to the extension of the JD-R model by adding the role of organizational identification as a mediator within the motivational process
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
“Woulda, Coulda, Shoulda”. Workers’ Proactivity in the Association between Emotional Demands and Mental Health
No full textThe present study aimed to explore the mediating role of hostile customer relations in the
association between emotional dissonance and workers’ mental health. Moreover, the moderating
role of proactive personality as a buer against hostile customer relations was assessed. Emotional
demands become crucial within professions that involve a direct relationship with clients and, if
poorly managed, can negatively aect workers’ health and performance. Accordingly, data were
collected on a sample of n = 918 mass-retail employees working for one of the leading Italian
supermarket companies. Most participants were women (62.7%) with a mean age = 40.38 (SD = 7.68).
The results of a moderated mediation analysis revealed that emotional dissonance was related to more
hostile customer relations that, in turn, were associated with higher rates of mental health symptoms.
Proactive personality emerged as a protecting factor that prevented the onset of conflicts with clients,
particularly among workers experiencing high levels of emotional dissonance. The identification of
resources enabling management of emotional demands could suggest suitable adaptive strategies for
customer-facing roles, thus preventing the occurrence of adverse mental health symptoms
Dal lavoro al non-lavoro: uno studio sui profili di adattamento al pensionamento
No full textQuesto lavoro è finalizzato allo studio dell’adattamento degli individui che hanno affrontato la transizione al pensionamento. Per indagare le conseguenze del pensionamento è stata utilizzata la scala “Consequences of Early Work Retirement”, che valuta l’impatto del ritiro dal mondo del lavoro sugli obiettivi di vita personali, le relazioni familiari e l’integrazione sociale. I dati sono stati raccolti su un campione di 200 partecipanti (età media = 63.06; ds = 4.32). Mediante cluster analysis sono stati identificati tre profili di adattamento al pensionamento. I risultati della MANOVA e del test del Chi Quadrato mostrano che i profili individuati differiscono in relazione a fattori individuali e correlati al lavoro, le risorse personali e sociali e la soddisfazione di vita e per il pensionamento.This paper is aimed at exploring the adjustment of individuals who have faced the transition to retirement. The consequences of this transition have been assessed through the “Consequences of Early Retirement Work”, which investigates the impact of retirement on personal aims, family relationships and social integration.
Data were collected on a sample of 200 participants (mean age = 63.06; SD = 4.32). Using a cluster analysis, three profiles of retirement adjustment have been identified. The results of MANOVA and Chi Square Test indicated that these profiles show significant differences concerning individual and work related factors, personal and social resources, life satisfaction and retirement satisfaction
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
What drives teacher engagement: a study of different age cohorts
No full textDespite the growing body of research on work engagement, little is known about what drives work engagement among different age cohorts. This study aims to investigate whether engagement varies across age cohorts and examine the job resources that foster teacher engagement. A questionnaire was distributed to 537 teachers who were employed in elementary, lower and upper secondary school. Findings show that work engagement did indeed vary across the diverse age group and is influenced by different resources. In line with previous studies, data revealed that the engagement of younger teachers is driven by the opportunity for development and interaction with colleagues, while older employees appreciate the opportunity to see their competencies acknowledged. What is most noteworthy is the opportunity to design practices and to provide every age group with the appropriate set of motivators
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
