1,721,004 research outputs found
De outra perspectiva: medicina narrativa e narrativas de profissionais de saúde durante a pandemia da COVID-19
Full text linkContrasting COVID-19 is widely debated but often treated from a clinical or, at most, managerial perspective. Less attention is instead assigned to a narrative view of the problem. However, the stories of those who combat this pathogen teach us the need to use storytelling strategies to counteract the effects of the disease on patients and its consequences on healthcare providers. This contribution aims to address the COVID-19 issue from the perspective of narrative medicine, first by defining it and then by reporting some healthcare professionals' experiences. It intends to highlight the importance that medicine has not only on the patient but also on healthcare professionals. It offers a brief review of some of their narratives, focusing on experiences with different tones and struggles and emphasizing the importance of narrative in one's work in supporting patients. In addition, this contribution also aims to reason that not everything can be solved with words, as they help but do not solve everyday problems.La lucha contra el COVID-19 es ampliamente debatida, pero a menudo se trata desde una perspectiva clínica o, como mucho, gerencial. En cambio, se asigna menos atención a una visión narrativa del problema. Sin embargo, las historias de quienes combaten este patógeno nos enseñan la necesidad de utilizar estrategias de narración para contrarrestar los efectos de la enfermedad en los pacientes y sus consecuencias en los proveedores de atención médica. Esta contribución tiene como objetivo tratar el tema del COVID-19 desde la perspectiva de la medicina narrativa, reportando experiencias de los proveedores de atención médica y destacando la importancia que tiene no solo para el paciente sino también para los proveedores de atención médica. Ofrece un breve repaso de algunas de sus narraciones, centrándose en las experiencias con diferentes tonos y luchas y destacando la importancia que la narrativa tiene en el propio trabajo de apoyo a los pacientes. Además, este artículo también quiere razonar que no todo se puede resolver con palabras, ya que ayudan pero no resuelven los problemas cotidianos.A luta contra a COVID-19 é amplamente debatida, mas frequentemente tratada de uma perspectiva clínica ou, no máximo, de gestão. Em vez disso, é dada menos atenção a uma visão narrativa do problema. No entanto, as histórias daqueles que combatem este patogéneo ensinamnos a necessidade de utilizar estratégias narrativas para contrariar os efeitos da doença nos doentes e as suas consequências nos prestadores de cuidados de saúde. Esta contribuição visa tratar a questão da COVID-19 da perspectiva da medicina narrativa, relatando experiências de prestadores de cuidados de saúde e salientando a importância que tem não só para o doente mas também para os prestadores de cuidados de saúde. Oferece uma breve panorâmica de algumas das suas narrativas, concentrando-se em experiências com diferentes tons e lutas e salientando a importância da narrativa no próprio trabalho de apoio ao paciente. Por fim, este documento também quer raciocinar que nem tudo pode ser resolvido com palavras, uma vez que estas ajudam mas não resolvem problemas quotidianos
Smart working in Italia: origine, diffusione e possibili esiti
No full textLa presente rassegna affronta il tema del lavoro agile o smart working, e si pone tre obiettivi: 1) ricostruire brevemente l'origine dello smart working in Italia e illustrare la varietà di forme di lavoro agile disponibili per dipendenti e organizzazioni; 2) presentare i risultati della ricerca internazionale relativi agli effetti del lavoro flessibile su conflitto lavoro-famiglia, soddisfazione lavorativa, identificazione e commitment organizzativo, relazioni interpersonali con i colleghi e prestazione lavorativa; infine, 3) indicare alcune possibili ricerche future.This review addresses the issue of agile work, or smart working, and has three goals: 1) to shortly describe the history of the legal and normative acts that introduced and regulate the smart working in Italy and to illustrate the variety of agile work arrangements available to employees and organizations; 2) to present the results of international research on the effects of smart working on work-family conflict, job satisfaction, organizational identification and commitment, relationship with colleagues and job performance; 3) to propose some new directions for future research on this topic
Volunteers’ satisfaction with the voluntary association: Exploring the role of service climate, organizational identification, and understanding motivation
Full text linkThis study employs the Attraction-Selection-Attrition model and Social Identity Theory to examine if organizational identification mediates the relationship between volunteers’ perception of service climate and satisfaction with the voluntary association they belong to. The study also investigates if understanding motivation, a component of motivation to volunteer, moderates the relationship between volunteers’ organizational identification and satisfaction with the voluntary association. A cross-sectional study was conducted using an online questionnaire completed by 166 participants serving as volunteers in a Red Cross local committee in an Italian city. Results suggest that there is a significant positive relationship between service climate and satisfaction with the voluntary association. Additionally, it was observed that organizational identification partially and positively mediates the relationship between service climate and satisfaction with the voluntary association. Contrary to what expected, the moderation effect was negative instead of positive. Specifically, the findings suggest that understanding motivation improves the satisfaction with the voluntary association when volunteers have low level of organizational identification but decreases the satisfaction with the voluntary association when volunteers have high level of organizational identification. In the discussion, it is emphasized the importance of volunteers’ satisfaction with the association for organizational functioning and discussed the moderation results in the context of known theories. Finally, the paper presents the practical and research implications of the findings
Transformational leadership and innovation adoption: Is there a moderation role of personal initiative and job control?
Full text linkHospital managers and chief physicians, but also doctors and nurses, in an effort to face constant changes, are involved in innovation. This study examines if transformational leadership style is related to adoption of employees’ suggestions, and if personal initiative and job control moderate this relationship. Nurses, doctors, and auxiliary and technical collaborators (n = 137), of an Italian public hospital, participated in this study. Results show that transformational leadership was correlated to innovation adoption but, when examined moderators were included in the analysis, the relation was no more signi-ficant. Personal initiative and job control did not moderate the relationship between transformational leadership and innovation adoption but they do have a significant direct effect on innovation adoption. Findings suggest that innovation in hospitals is more related to personal variables, like personal initiative and job control, rather than to transformational leadership
The Influence of Working from Home vs. Working at the Office on Job Performance in a Hybrid Work Arrangement: A Diary Study
No full textWorking from home (WFH) has become increasingly common, and its impact on job performance is particularly interesting to researchers. Prior research has established a positive correlation between remote work and job performance, but the underlying mechanisms still need to be fully understood. This diary study addresses this issue by applying the Job Demands-Resources (JD-R) theory and developing a mediation model that identifies two processes responsible for the positive and negative relationships of WFH (compared to working at the office or WATO) with job performance. The study was conducted in a public organization, and 203 employees engaged in hybrid work arrangements answered an online survey for eight consecutive workdays. Results showed that working from home (WFH) had an indirect positive relationship with job performance through daily concentration and work engagement. Instead, no significant indirect relationship of WFH with daily job performance through daily social isolation and tension was observed. However, a disengagement “effect” was found, as the indirect relationship of WFH with daily job performance via daily social isolation and work engagement was negative and statistically significant. Theoretically, this study supports a motivational mechanism linking WFH to job performance, does not support the health-impairment process triggered by WFH, and emphasizes the importance of considering the complex interplay between job demands and motivational states. From a practical standpoint, the study suggests that organizations implementing hybrid work should enhance employee motivation, for instance, by providing tools to improve employee concentration and addressing potential feelings of social isolation when working from home
The Dark Side of Remote Work: A Critical Review and a Call to Action to Address Remote Work Inequalities
No full textAim/Purpose: This paper critically examines how remote and hybrid work, though widely celebrated for increasing flexibility and sustainability, can reproduce or exacerbate structural, organizational, and psychological inequalities among employees. Background: While remote work is often associated with positive outcomes, mainstream discussions underrepresent the disparities it can generate. This paper addresses this gap by applying a Critical Work and Organizational Psychology (CWOP) perspective to analyze inequities across access, control, and well-being. Methodology: This is a concept-driven critical review. The selection of literature prioritized theoretical depth and relevance rather than exhaustive coverage. The analysis is interpretative and interdisciplinary, informed by work psychology, organizational studies, and labor sociology. Contribution: The paper introduces a multidimensional critique of remote work, offering theoretical insights and practical recommendations to promote equity in remote and hybrid work environments. Findings: Remote work access is stratified by job level, socioeconomic status, and digital infrastructure. Organizational control, biased monitoring, and visibility bias reinforce hierarchies. Individual disparities, such as psychological capital, caregiving burdens, and digital competence, further marginalize certain groups. Recommendations for Practitioners: Organizations should adopt role-based eligibility, provide equitable resources, use outcome-based evaluations, and support caregivers and mental health needs. Recommendations for Researchers: Future studies should assess the long-term impact of remote work on marginalized groups and examine how emerging technologies affect workplace equity. Impact on Society: The findings highlight the risk that remote work may deepen societal inequalities if equity is not a central design goal. Future Research: Research should explore intersectional impacts and the ethical integration of AI and digital tools in remote work
Leadership condivisa, consolidamento delle alleanze e prestazione di gruppo nelle reti tra imprese: uno studio time-lagged
No full textThis paper investigates the relationship between shared leadership and perception of team performance in 13 inter-organizational governing teams. It also investigates whether stability of the alliance and expectation of continuing the collaboration moderate the relationship. The survey took place in two waves: shared leadership was measured at T1 and perception of team performance at T2, 18 months later. Results show that shared leadership negatively predicts perception of team performance, especially in newly established teams/alliances and in those that do not intend to continue the collaboration, while it has a positive effect on teams that already collaborated in the past and that intend to continue their collaboration.Il contributo indaga la relazione tra leadership condivisa e percezione della prestazione di gruppo in 13 gruppi di governo di aggregazioni di impresa, nonché il ruolo moderatore del consolidamento della rete e dell'aspettativa di proseguire la collaborazione inter-organizzativa. L'indagine si è svolta in due tempi: la leadership condivisa misurata a T1 e la percezione della prestazione di gruppo a T2, 18 mesi dopo. I risultati mostrano che la leadership condivisa predice negativamente la percezione della prestazione di gruppo, soprattutto nei gruppi/alleanze di nuova costituzione e in quelli che non hanno intenzione di proseguire la collaborazione, mentre ha un effetto positivo su quelli che hanno già collaborato in passato e in quelli che intendono proseguire la loro collaborazione
Advantage of remote workstation and job performance: The impact of worktime autonomy and remote work intensity
No full textGrounded on the Affective Event Theory and the Quality of Telework Model, this cross-sectional study examined the impact of perceived advantage of remote workstation on remote work performance and if this relationship is mediated through remote work intensity and moderated by worktime autonomy. The perceived advantage of remote workstation was operationalised as the arithmetical difference between perceived home office and in-site office workstation quality. A sample of 349 Italian researchers involved in hybrid work arrangements completed an online questionnaire. Results show that employees who preferred their home office than in-office workplace tended to perform better remotely; the mediating effect of remote work intensity was not observed; finally, worktime autonomy positively moderated the relationship between perceived advantage of remote workstation and remote work intensity. This study offers theoretical and practical insights for designing effective hybrid workplaces, emphasising the importance of workstation quality and worktime autonomy in determining remote work performance
Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation
Full text linkFrom mid-March to the end of May 2020, millions of Italians were forced to work from home because of the lockdown provisions imposed by the Italian government to contain the COVID-19 epidemic. As a result, many employees had to suddenly switch to remote work, experiencing both troubles and opportunities. Social isolation from colleagues and the workplace represents a typical aspect of remote work which increased significantly during the social confinement imposed by the government. This study investigates the correlates of social isolation in terms of stress, perceived remote work productivity and remote work satisfaction, proposing the sequential mediation of stress and perceived remote work productivity, and the moderating role of concern about the new coronavirus. An online survey was conducted, and the responses of 265 employees showed the deleterious role of social isolation in stress, which leads to decreased perceived remote work productivity that, in turn, is related to remote work satisfaction. Furthermore, the results suggest that concern about the virus moderates the relationships between social isolation and remote work satisfaction, from one side, and remote work perceived productivity and remote work satisfaction from the other. This latter result suggests that the indirect sequential effect of social isolation on remote work satisfaction is conditional on concern about the virus. Some conclusions are drawn to support managers and HR officers in the choices to better manage employees’ work during the health emergency
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