This study investigated the impact of organizational culture (OC) on deviant behaviors in the workplace (workplace deviant behaviors: WDB). We tested the hypothesis that different types of OC (according to the Competing Values Framework model) had an impact on WDB, in addition to the effect of Big Five personality traits. Survey research was undertaken with 954 employees of 30 enterprises in the public and private field, using a hierarchical model approach (HLM) to test the effects of four types of OC (Clan; Adhocracy; Market, Hierarchy) on WDB, over and above the effect of Five Personality traits. The HLM results partially supported our hypotheses, showing that the OC had a significant effect on WDB, with the adhocracy and clan cultures characterized by lower levels of WDB. Managerial implications about the importance of managing the OC are discussed.

The Italian government adopted measures to prevent the spread of coronavirus 2019 (COVID-19) infection from March 9, 2020, to May 4, 2020 and imposed a phase of social distancing and self-isolation to all adult citizens. Although justified and necessary, psychologists question the impact of this process of COVID-19 isolation on the mental health of the population. Hence, this paper investigated the relationship between neuroticism, boredom, fantasy engagement, perceived control over time, and the fear of COVID-19. Specifically, we performed a cross-sectional study aimed at testing an integrative moderated mediation model. Our model assigned the boredom to the mediation role and both the fantasy engagement and perceived control of time to the role of moderators in the relationship between neuroticism and the fear of COVID-19. A sample of 301 subjects, mainly women (68.8%), aged between 18 and 57 years (M_age = 22.12 years; SD = 6.29), participated in a survey conducted in the 1st-week lockdown phase 2 in Italy from May 7 to 18, 2020. Results suggested that neuroticism is crucial in coping with the COVID-19 pandemic, in line with literature showing high neurotic people having greater emotional reactivity and scarce resources to manage stress. We also found that people with high neuroticism tend to feel bored, and the relationship between neuroticism and boredom seems enhanced if one is involved in negative fantasies. Therefore, this result could also explain the positive effect between boredom and fear of COVID-19 we found in the current study. However, our data show that perceived control over time moderates the association between boredom and fear toward COVID-19. Having a high perceived control over time allows people to reduce boredom’s effect on fear of COVID-19. In conclusion, we retain that psychological treatment programs could improve the individuals’ perceived control over time to modulate anxiety toward the fear of COVID-19 and promote psychological well-being.

This study examines job involvement and work engagement as predictors of affective commitment. Specifically, we test the proposal of Hallberg and Schaufeli (2006) that work engagement is a mediator of the relationship between job involvement and affective commitment using a survey of 405 Italian working adults. To test the model, mediation effects technique and structural equation modelling were applied to the collected data. Our hypothesis that work engagement fully mediates the relationship between job involvement and affective commitment was supported. This is the first study to demonstrate the importance of job involvement in promoting affective commitment via three dimensions of work engagement. We therefore assert that HR managers should direct their available resources to promoting job involvement and work engagement in their employees.