Corporate websites are crucial in recruitment, as the prospective applicants’ experiences in digital recruitment may influence their intentions. Therefore, understanding how opportunity-to-perform perceptions (OPP) integral to procedural justice experienced by potential applicants while visiting a corporate recruitment website impact their reactions towards the company can be key. This study aims to elucidate the influence of OPP on applicants’ intentions to apply (ITA) via corporate websites. Specifically, it explores the indirect relationship between OPP during recruitment and ITA one month after visiting a company website, mediated by organizational attractiveness and ITA measured immediately after and one week after the website visit. This multi-wave study collected 260 cases from master’s students in psychology who completed a questionnaire across waves. Hypotheses were tested using the PROCESS macro in SPSS. The findings highlighted a serial mediation pathway, wherein the indirect connection between OPP and ITA after one month was mediated through organizational attractiveness, ITA immediately after, and one week after website visits. The results highlight the importance of enhancing procedural justice corporate websites to influence applicants’ perceptions and intentions positively and improve recruitment outcomes. Future research should explore the effect of long-term justice perceptions as a basis for a sustainable employee–employer relationship.

The current theorising of career self-management advocates that personal resources that support an adaptive transition to work are bound to individual agency. Yet, research still needs to enrich the empirical exploration of how behaviours in personal life affect careers. For this reason, we explored the impact of mental-health activities—a group of self-help activities that people can perform to increase their mental health—on movement capital among Italian new entrants in the labour market. We also explored a mechanism underlying this relationship by testing the mediating role of flourishing and career engagement. We collected data from 229 Italian university students and recent graduates through an online questionnaire. Contrary to our expectations, we found no significant direct relationship between mental-health activities and movement capital, yet the results supported an indirect relationship. The findings contribute to existing evidence about how personal life behaviours affect career self-management and advance the understanding of the role of mental health activities. This work suggests ways to encourage engagement in self-help behaviours and implement public and higher education interventions to foster these behaviours’ benefits for an adaptive transition to work.

Job crafting—employees’ proactive modification of their work—has gained attention as a potential stress management strategy. This study examined how job crafting dimensions moderate relationships between work conditions and stress perceptions. Integrating Effort–Reward Imbalance and Job Demands–Resources models, we tested whether three job crafting dimensions (increasing structural resources, social resources, and challenging demands) moderate the translation of factual work conditions into stress perceptions. Survey data from 376 Italian employees revealed that factual effort and reward indicators positively predicted their perceived counterparts. Contrary to expectations, increasing structural resources amplified rather than buffered the effort perception relationship, suggesting that certain crafting strategies may heighten rather than reduce awareness of work demands. As hypothesized, increasing social resources buffered the effort relationship and strengthened the reward relationship. Increasing challenging demands showed no significant moderating effects. These findings reveal that job crafting dimensions have differential rather than uniformly positive effects on stress perception processes. While social crafting appears consistently beneficial, structural crafting may have unintended consequences under certain conditions. Organizations should recognize that job crafting interventions require nuanced implementation. The study advances theory by demonstrating boundary conditions for job crafting effectiveness and challenging assumptions about its uniformly positive effects.

Background: Feedback Orientation (FO) reflects how individuals value, accept, and use feedback in a way that influences learning, performance, and sustainable career development. While this concept has been empirically examined, the psychometric properties of the Feedback Orientation Scale (FOS) have received sparse attention outside English-speaking contexts, with no validation in the Italian context. This study aimed to adapt and validate the Italian version of the FOS. Methods: A sample of 1092 employees from diverse occupational sectors completed the FOS, also using measures of job satisfaction and perceptions of the feedback environment. The dataset was randomly split to conduct both exploratory and confirmatory factor analyses, followed by reliability and validity testing and measurement invariance analyses across groups. Results: Analyses confirmed the original four-factor structure—Utility, Social Awareness, Accountability, and Feedback Self-Efficacy—and supported a higher-order FO construct. The Italian FOS showed acceptable reliability and validity, with expected correlations with job satisfaction and the feedback environment. Measurement invariance was also tested to examine the scale’s equivalence across groups. Conclusions: These initial findings provide support for the Italian FOS as a promising instrument with acceptable psychometric properties, extending the cross-cultural understanding of feedback orientation and offering a useful basis for investigating feedback processes in organizational settings.

Corporate websites play a critical role in digital recruitment, influencing job seekers’ perceptions and intentions to apply. This study examines how website aesthetics—Classic Aesthetics (CA) and Expressive Aesthetics (EA)—interact with corporate reputation to shape applicants’ intention to apply (ITA). Using a two-wave survey with 435 participants, we explore the mediating role of organizational attractiveness and the moderating effect of Corporate Reputation (CR). The results indicate that both CA and EA influence ITA through organizational attractiveness, but the moderating effect of CR is significant only in the indirect relationship between EA and ITA: when the CR is low the effect of EA is higher.These findings underscore the meaningful influence of website aesthetics on applicants’ initial perceptions, illustrating how different design elements shape both their views of the recruitment medium and the organization.

This study explores the dynamics of workplace safety, specifically examining how both objective and subjective age moderate the relationships between safety climate, safety motivation, and safety behaviors. It aims to understand how age-related perceptions shape safety attitudes and practices, highlighting the psychological and contextual factors involved in promoting safe behavior at work. A cross-sectional survey was conducted on 333 Italian employees from various occupational sectors. Data were collected through an online questionnaire including validated measures of safety climate, safety motivation, safety compliance, safety participation, chronological age, and subjective age. Moderated mediation analyses were conducted to examine the interplay between these variables. Findings indicate that a positive safety climate enhances safety motivation, which in turn predicts both safety compliance and participation. Safety motivation emerged as a key mediator in this relationship. Subjective age did not directly affect safety behaviors but significantly interacted with safety climate and motivation, indirectly shaping safety outcomes. Chronological age showed weaker effects compared to subjective age. By incorporating subjective age into safety research, this study provides novel insights into the psychological mechanisms underlying safety behavior. It emphasizes the need for age-aware interventions and highlights the importance of considering both motivational processes and age-related perceptions in promoting workplace safety, especially in an increasingly age-diverse workforce.