Organizations that integrate new technologies, such as collaborative robots, often struggle to maintain workers’ psychological well-being during transitions. Integrating new technologies can, in fact, negatively impact job satisfaction, motivation, and organizational culture. It is thus essential to prioritize workers’ psychological sustainability to benefit fully from these technologies’ advantages, such as reduced production times and increased flexibility. This study evaluates the impact of eight guidelines designed to support organizations in optimizing human–robot collaboration. The guidelines focus on safety, training, communication, worker agency, and stakeholder involvement. We investigated possible implementation solutions and assessment methods or KPIs for each guideline. We conducted an online survey targeting experts in robotics to gather opinions on the guidelines’ potential impact on workers’ psychological well-being, safety, and performance. The survey also asked about implementation solutions and KPIs for evaluating their effectiveness. Proposed solutions, such as demonstration videos and hands-on training, have the potential to enhance users’ perceived safety and confidence in the system. KPIs, such as subjective perceived safety, risk assessment, and user satisfaction, can be employed to assess the success of these implementations. The study highlights key strategies for ensuring workers’ psychological well-being, optimizing performance, and promoting a smooth integration of robotic technologies. By addressing these factors, organizations can better navigate technology integration challenges, fostering a more sustainable and human-centric approach to deploying robotic systems in the workplace.

The work environment of practitioners working with migrants may be very demanding as they are frequently exposed to the sad narratives of such a vulnerable population, the lack of professional support, or the frequent change of policies towards refugees and asylum seekers. Little research has been conducted to explore the job satisfaction of practitioners working with migrants and the organizational characteristics that can hinder or promote such satisfaction. The present study investigated the relationship between work-related barriers (i.e., intra-organizational, legal, and interaction-related barriers) and job satisfaction of practitioners working with migrants, also testing if perceived organizational efficacy is mediating this relation. This study was part of a larger European funded project, and participants were 428 First-Line Practitioners working with migrants in various sectors (e.g., social and health services, immigration and asylum services, or border guards) and working in several European countries. Data were collected through an online survey in the period between October and December 2020. Results showed that intra-organizational and legal barriers had a negative impact on job satisfaction, while interaction-related barriers did not have any. Perceived organizational efficacy mediated the relationship between two work-related barriers (intra-organizational and interaction-related barriers) and job satisfaction. These findings suggest that organizations working with migrants should focus on addressing intra-organizational and legal barriers, and on implementing actions aimed at building employees’ collective efficacy beliefs to improve their job satisfaction.

Information about the paper titled "MASTER STUDENTS’ DISCUSSION ON THE BEST MEASUREMENT OF LOCAVORISM AS A CONSUMER BEHAVIOUR" at IATED Digital Library