This study aimed to explore a possible process explaining the relationship between workaholism and sleep disorders, including two mediators: work–family conflict and emotional exhaustion. Moreover, since a possible buffering role of work engagement was recently proposed against the detrimental effects of workaholism, the aim was to examine the moderating role of work engagement in the relationship between workaholism and several outcomes such as work–family conflict, emotional exhaustion, and sleep disorders. Two models were tested using conditional process analysis for testing direct and indirect effects on a sample of 395 employees: (1) a serial multiple mediation model, and (2) the same serial multiple mediation model including the moderating role of work engagement. Results showed a significant mediating effect of both work–family conflict and emotional exhaustion. Moreover, work engagement moderated the relationship between workaholism and work–family conflict and the relationship between workaholism and emotional exhaustion. This work contributes to the understanding of the process underlying the relationship between workaholism and sleep disorders and to the literature reporting the possible protective role of work engagement on the negative outcomes of workaholism. Practical implications are also discussed.

Following Wright’s theory, the process of acceptance of disability helps persons with an acquired disability to change their attitudes toward it. Consequently, a sense of self-satisfaction was developed, a de-emphasis on disability salience was placed, and compensatory behavioral qualities were acquired. Together, these factors promote an individual’s adjustment according to disability-related strengths and difficulties. Our cross-sectional study examines how acceptance of disability influences flourishing, characterized by high well-being and low distress. Due to the exploratory nature of the study, two research questions were formulated: Would each factor of acceptance of disability positively predict each dimension of well-being? (RQ1); Would each factor of acceptance of disability negatively predict distress? (RQ2). Additionally, we considered gender effects. 107 Italian adults with acquired physical disabilities [M_year (SD) = 48.12 (14.87)] filled out an e-survey. Measures of acceptance of disability, well-being, and distress were used. The results indicate that self-satisfaction is a key predictor of flourishing while de-emphasizing disability salience only predicts purpose in life. Compensatory behavioral qualities predicted personal growth, positive relationships, life purposes, and self-acceptance. Gender did not significantly affect outcomes. Despite being preliminary, these initial results support the acceptance of disability as a personal resource for promoting flourishing. They suggest the potential for interventions to help individuals with disabilities process grief and accept their new self-representation.

Universities are developing more education initiatives to increase the entrepreneurial mindset of students to enhance the social sustainability and self-employment. Young people should work to increase their managerial and soft skills in order to face the process of innovation and change. This exploratory study identifies some features of the participants in the first edition of the contamination laboratory (CLab) of the University of Salento (Lecce, Italy) whose mission is to develop creativity, soft skills and entrepreneurial mindset. In particular, it aims to investigate the relationship between career insight, social network and career self-management in a sample of University’s students during a training course organized according to the basic principles of Entrepreneurship Education. Data collection is carried out before and after the project. Results highlighted that there are significant differences before and after the course attendance in terms of personal and professional growth. These preliminary results present innovative aspects. From a theoretical point of view, the study laid the groundwork for future research in employability and entrepreneurial skills topics. About the practical implications, the study can provide some suggestions to promote and plan sustainable interventions in order to encourage young entrepreneurship and employability.

In this study, we highlight Life Crafting Scale (LCS) factor structure and model specifications by using partial least squares structural equations modelling (PLS-SEM) and confirmatory composite analysis (CCA), with a sample of Italian students ( $$n=953$$n = 953 ). From the validation results obtained through PLS-CCA, we identify the emergence of both the reflective nature of the scores of the LCS subscale and an alternative measurement model of the LCS scores as a second-order reflective–reflective model.

Background: Job crafting is a proactive behavior displayed by workers to modify the boundaries of their roles, adapting them to their own needs, which is positively associated with motivational processes and negatively associated with mechanisms that compromise well-being. Methods: Starting from this framework, the objective of this study is to assess the strategic role of job crafting in the relationship between job insecurity and work engagement, psychological well-being and emotional exhaustion, and also to specifically investigate how much age impacts these behaviors and the relationship between job crafting and employability. The hypotheses were explored using partial least squares structural equation modeling (PLS-SEM) and validated using 5000 bootstrap re-samples, differentiating the models by the type of contract and organization of origin. Results: The results confirm the crucial role of job crafting in improving individual well-being and increasing processes of higher expendability in the job market and its protective role against stress mechanisms. Conclusions: Therefore, the results highlight the potentially beneficial effects of job crafting interventions, which are capable of providing tools to facilitate individual and cultural growth.

Introduction: Over the last few decades, various strategies have been investigated, in order to improve workers' wellbeing by empowering workers themselves as agents of change. The individual processes enabling workers to shape their professional context to better suit their needs include job crafting, a bottom-up strategy associated with numerous positive outcomes. The COVID-19 pandemic induced significant changes in the work environment, indirectly prompting workers to find new ways to manage their tasks. This study draws on the theoretical framework provided by the Job Demands-Resources model to examine the relationships between job crafting, job resources—specifically self-efficacy and positive emotions—and strategies to cope with organizational change.Methods: To achieve this objective, analyses were conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) and validated through 5,000 bootstrap resamples. A sample of 782 workers, selected through non-probabilistic convenience sampling, completed a questionnaire between May and July 2020. Variables measured included personal resources, such as self-efficacy and positive emotions, job crafting, age, and coping with organizational change, assessed via several items drawn from validated scales.Results: The findings showed that, during the pandemic, job crafting played a significant role in enhancing personal resources, as defined by the Job Demands-Resources model, promoting growth processes and facilitating adaptation to change.Discussion: From a practical perspective, job crafting proved to be an important strategy for activating positive psychological and emotional resources, even during periods of extreme turbulence and transformation. The practical implications and limitations of the study are discussed.