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Emanuela Ingusci
Department of History, Society and Human Studies, University of Salento, Via di Valesio Angolo Viale San Nicola, 73100 Lecce, Italy

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Journal article
Published: 06 August 2021 in Sustainability
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Human Resource Management (HRM) processes are considered the beating heart of any successful organization. Recently, several studies have highlighted how organizations can use commitment-oriented HR practices to generate organizational and individual effectiveness. The aim of this study was to verify whether the perception of HRM practices could be able to elicit extra-role behaviors and, at the same time, whether this relationship could be mediated by employability and learning conditions. The analyses were carried out on a sample of 1219 Italian workers using Structural Equation Models. The structural model yielded good fit indices and the results showed a significant and positive effect of the perception of HRM practices on both employability and learning. However, the perception of HRM practices is not directly associated with extra-role behaviors, but only through the effect of both mediators (full mediation). Practical implications about the importance of creating working conditions that are adequately oriented to the development of individual skills in order to produce indirect beneficial effects on the organization are discussed.

ACS Style

Francesco Pace; Emanuela Ingusci; Fulvio Signore; Giulia Sciotto. Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work. Sustainability 2021, 13, 8803 .

AMA Style

Francesco Pace, Emanuela Ingusci, Fulvio Signore, Giulia Sciotto. Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work. Sustainability. 2021; 13 (16):8803.

Chicago/Turabian Style

Francesco Pace; Emanuela Ingusci; Fulvio Signore; Giulia Sciotto. 2021. "Human Resources Management Practices Perception and Extra-Role Behaviors: The Role of Employability and Learning at Work." Sustainability 13, no. 16: 8803.

Journal article
Published: 08 April 2021 in International Journal of Environmental Research and Public Health
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During the first months of 2020, the world, and Italy at an early stage, went through the COVID-19 emergency that had a great impact on individual and collective health, but also on working processes. The mandatory remote working and the constant use of technology for employees raised different implications related to technostress and psycho-physical disorders. This study aimed to detect, in such a period of crisis and changes, the role of organizational communication considering the mediating role of both technostress and self-efficacy, with psycho-physical disorders as outcome. The research involved 530 workers working from home. A Structural Equations Model was estimated, revealing that organizational communication is positively associated with self-efficacy and negatively with technostress and psycho-physical disorders. As mediators, technostress is positively associated with psycho-physical disorders, whereas self-efficacy is negatively associated. As regards mediated effects, results showed negative associations between organizational communication and psycho-physical disorders through both technostress and self-efficacy. This study highlighted the potential protective role of organizational communication that could buffer the effect of technostress and enhance a personal resource, self-efficacy, which is functional to the reduction of psycho-physical disorders. This study contributed to literature underlying the role of communication in the current crisis and consequent reorganization of the working processes.

ACS Style

Margherita Zito; Emanuela Ingusci; Claudio Cortese; Maria Giancaspro; Amelia Manuti; Monica Molino; Fulvio Signore; Vincenzo Russo. Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic. International Journal of Environmental Research and Public Health 2021, 18, 3933 .

AMA Style

Margherita Zito, Emanuela Ingusci, Claudio Cortese, Maria Giancaspro, Amelia Manuti, Monica Molino, Fulvio Signore, Vincenzo Russo. Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic. International Journal of Environmental Research and Public Health. 2021; 18 (8):3933.

Chicago/Turabian Style

Margherita Zito; Emanuela Ingusci; Claudio Cortese; Maria Giancaspro; Amelia Manuti; Monica Molino; Fulvio Signore; Vincenzo Russo. 2021. "Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic." International Journal of Environmental Research and Public Health 18, no. 8: 3933.

Journal article
Published: 07 December 2020 in Sustainability
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Sustainable human resource management practices represent one of the main organizational strategy to survive and to prosper within the fast-moving current scenario. According to this view, sustainability is strictly linked to the consideration of the unique and distinctive value that each human resource means for organizations. The recent COVID19 pandemic is having a serious impact on organizations and on their employees, it is profoundly changing the working modalities, mainly introducing smart working practices that were showed to have significant consequences on workers’ wellbeing. This study aims to investigate employees’ perception of sustainable HRM in the frame of the COVID19 emergency, exploring if and to what extent perceptions of involvement and organizational support together with individual coping strategies associated with organizational change could influence positive organizational behaviors, namely organizational engagement and extra-role behavior. The research involved 549 participants who completed a self-report online questionnaire encompassing psycho-social measures of the abovementioned variables. Results confirmed the important role played by sustainable HRM practices both for the capitalization of human resources and of organizational performance in a time of great uncertainty and global crisis. Implications for theory and HRM practice development were also discussed.

ACS Style

Amelia Manuti; Maria Giancaspro; Monica Molino; Emanuela Ingusci; Vincenzo Russo; Fulvio Signore; Margherita Zito; Claudio Cortese. “Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19. Sustainability 2020, 12, 10216 .

AMA Style

Amelia Manuti, Maria Giancaspro, Monica Molino, Emanuela Ingusci, Vincenzo Russo, Fulvio Signore, Margherita Zito, Claudio Cortese. “Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19. Sustainability. 2020; 12 (23):10216.

Chicago/Turabian Style

Amelia Manuti; Maria Giancaspro; Monica Molino; Emanuela Ingusci; Vincenzo Russo; Fulvio Signore; Margherita Zito; Claudio Cortese. 2020. "“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19." Sustainability 12, no. 23: 10216.

Journal article
Published: 16 October 2020
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During the health emergency in 2020, in order not to interrupt production processes and at the same time to protect the health of citizens and workers, alternative working methods were adopted different from the traditional ones, to which workers were directed without any previous notice or specific training. The purpose of the research is to explore the relationships between meaning of work, job crafting and emotional exhaustion during the first month of lockdown in the Italian territory. The study therefore aims to identify possible strengthening factors related to working well-being. The different constructs were detected through an online questionnaire from 11 March to 2 April 2020, involving 405 subjects. After verifying the reliability of the constructs, a mediation model was performed using nonparametric structural equations (PLS-SEM). Model’s constructs show adequate reliabilities. The study highlights the total mediation of job crafting in the relationship between the meaning of work and emotional exhaustion. In particular, the regression relationship between meaning of work and emotional exhaustion is equal to c’=-0.04, p=0.480. On the contrary, the relationship between the meaning of work and job crafting is a=0.44 (p<0.001), and the one between job crafting and emotional exhaustion is b=-0.14, p=0.014. The results suggest that job crafting can be considered a factor able to buffer workers’ emotional exhaustion and can guide new lines of intervention, in particular in relation to post-emergency reactivation.

ACS Style

Fulvio Signore; Claudio Giovanni Cortese; Sara Parisi; Vincenzo Russo; Margherita Zito; Emanuela Ingusci. Job crafting e benessere lavorativo: un’indagine esplorativa nel periodo dell’emergenza sanitaria. 2020, 111, 478 -492.

AMA Style

Fulvio Signore, Claudio Giovanni Cortese, Sara Parisi, Vincenzo Russo, Margherita Zito, Emanuela Ingusci. Job crafting e benessere lavorativo: un’indagine esplorativa nel periodo dell’emergenza sanitaria. . 2020; 111 (6):478-492.

Chicago/Turabian Style

Fulvio Signore; Claudio Giovanni Cortese; Sara Parisi; Vincenzo Russo; Margherita Zito; Emanuela Ingusci. 2020. "Job crafting e benessere lavorativo: un’indagine esplorativa nel periodo dell’emergenza sanitaria." 111, no. 6: 478-492.

Original article
Published: 29 September 2020 in International Journal of Training and Development
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This study aimed at verifying the causal assumptions of a recent employability model examining the associations of employability with different clusters of predictors, and with both subjective and objective career success as outcomes. Through a time‐lagged research design, antecedent variables were assessed at time 1, employability at time 2 and career success at time 3. The initial sample included 1288 Italian employees. Among them, 680 participated to the second survey, and 600 to the third/last survey (attrition rate = 53.4%). Structural equation modelling analyses were implemented to examine associations between variables. Employability mediated the associations between core self‐evaluations, proactive personality and educational level on one side, and subjective career success on the other side. In regards to objective career success, employability mediated the effects by core self‐evaluations and proactive personality. Several implications for both research (i.e. employability and career success literature) and practice (individual‐ and organizational‐level interventions) can be drawn.

ACS Style

Alessandro Lo Presti; Maria Elena Magrin; Emanuela Ingusci. Employability as a compass for career success: a time‐lagged test of a causal model. International Journal of Training and Development 2020, 24, 301 -320.

AMA Style

Alessandro Lo Presti, Maria Elena Magrin, Emanuela Ingusci. Employability as a compass for career success: a time‐lagged test of a causal model. International Journal of Training and Development. 2020; 24 (4):301-320.

Chicago/Turabian Style

Alessandro Lo Presti; Maria Elena Magrin; Emanuela Ingusci. 2020. "Employability as a compass for career success: a time‐lagged test of a causal model." International Journal of Training and Development 24, no. 4: 301-320.

Journal article
Published: 23 July 2020 in Sustainability
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During the first months of 2020, the Covid-19 pandemic has affected several countries all over the world, including Italy. To prevent the spread of the virus, governments instructed employers and self-employed workers to close their offices and work from home. Thus, the use of remote working increased during the pandemic and is expected to maintain high levels of application even after the emergency. Despite its benefits for both organizations and workers, remote working entails negative consequences, such as technostress. The present study had a double aim: to test the psychometric characteristics of the Italian translation of the brief version of the technostress creators scale and to apply the scale to investigate technostress during the Covid-19 emergency. The research involved 878 participants for the first study and 749 participants for the second one; they completed a self-report online questionnaire. Results confirmed the three-factor structure of the Italian technostress creators scale and highlighted positive relationships between workload, techno-stressors, work–family conflict and behavioural stress. The role of remote working conditions has been analysed as well. The study provided a useful tool for the investigation of technostress in the Italian context. Moreover, it provided indications for practice in the field of remote working and workers’ wellbeing.

ACS Style

Monica Molino; Emanuela Ingusci; Fulvio Signore; Amelia Manuti; Maria Giancaspro; Vincenzo Russo; Margherita Zito; Claudio Cortese. Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale. Sustainability 2020, 12, 5911 .

AMA Style

Monica Molino, Emanuela Ingusci, Fulvio Signore, Amelia Manuti, Maria Giancaspro, Vincenzo Russo, Margherita Zito, Claudio Cortese. Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale. Sustainability. 2020; 12 (15):5911.

Chicago/Turabian Style

Monica Molino; Emanuela Ingusci; Fulvio Signore; Amelia Manuti; Maria Giancaspro; Vincenzo Russo; Margherita Zito; Claudio Cortese. 2020. "Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale." Sustainability 12, no. 15: 5911.

Journal article
Published: 28 October 2019 in Sustainability
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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.

ACS Style

Giustina Secundo; Elisa De Carlo; Andreina Madaro; Giuseppe Maruccio; Fulvio Signore; Emanuela Ingusci. The Impact of Career Insight in the Relation with Social Networks and Career Self-Management: Preliminary Evidences from the Italian Contamination Lab. Sustainability 2019, 11, 5996 .

AMA Style

Giustina Secundo, Elisa De Carlo, Andreina Madaro, Giuseppe Maruccio, Fulvio Signore, Emanuela Ingusci. The Impact of Career Insight in the Relation with Social Networks and Career Self-Management: Preliminary Evidences from the Italian Contamination Lab. Sustainability. 2019; 11 (21):5996.

Chicago/Turabian Style

Giustina Secundo; Elisa De Carlo; Andreina Madaro; Giuseppe Maruccio; Fulvio Signore; Emanuela Ingusci. 2019. "The Impact of Career Insight in the Relation with Social Networks and Career Self-Management: Preliminary Evidences from the Italian Contamination Lab." Sustainability 11, no. 21: 5996.

Original article
Published: 12 October 2019 in International Journal of Training and Development
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This article reports the development and initial validation of a multidimensional measure of employability based on the theoretical model of Lo Presti and Pluviano (2016). Four different studies were designed and implemented. Study 1 was a qualitative study that involved a group of 15 labour market experts and aimed at developing the items pool. In Study 2, an exploratory factor analysis of 526 employees was carried out to examine the structure of the employability measure as previously obtained. Study 3 aimed at verifying the employability measure that had emerged from Study 2 through confirmatory factor analysis of 699 employees, resulting in a 28‐item shortened version encompassing the original four employability dimensions. Finally, in Study 4, concurrent and predictive validity of the definitive version of the employability measure were tested on a sample of 712 employees. Implications for vocational guidance and human resource management, as well as future employability research, are discussed.

ACS Style

Alessandro Lo Presti; Emanuela Ingusci; Maria Elena Magrin; Amelia Manuti; Fabrizio Scrima. Employability as a compass for career success: development and initial validation of a new multidimensional measure. International Journal of Training and Development 2019, 23, 253 -275.

AMA Style

Alessandro Lo Presti, Emanuela Ingusci, Maria Elena Magrin, Amelia Manuti, Fabrizio Scrima. Employability as a compass for career success: development and initial validation of a new multidimensional measure. International Journal of Training and Development. 2019; 23 (4):253-275.

Chicago/Turabian Style

Alessandro Lo Presti; Emanuela Ingusci; Maria Elena Magrin; Amelia Manuti; Fabrizio Scrima. 2019. "Employability as a compass for career success: development and initial validation of a new multidimensional measure." International Journal of Training and Development 23, no. 4: 253-275.

Journal article
Published: 18 April 2019 in International Journal of Environmental Research and Public Health
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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.

ACS Style

Liliya Scafuri Kovalchuk; Carmela Buono; Emanuela Ingusci; Francesco Maiorano; Elisa De Carlo; Andreina Madaro; Paola Spagnoli. Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis. International Journal of Environmental Research and Public Health 2019, 16, 1402 .

AMA Style

Liliya Scafuri Kovalchuk, Carmela Buono, Emanuela Ingusci, Francesco Maiorano, Elisa De Carlo, Andreina Madaro, Paola Spagnoli. Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis. International Journal of Environmental Research and Public Health. 2019; 16 (8):1402.

Chicago/Turabian Style

Liliya Scafuri Kovalchuk; Carmela Buono; Emanuela Ingusci; Francesco Maiorano; Elisa De Carlo; Andreina Madaro; Paola Spagnoli. 2019. "Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis." International Journal of Environmental Research and Public Health 16, no. 8: 1402.

Journal article
Published: 02 April 2019 in International Journal of Environmental Research and Public Health
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This study investigated job crafting as mediator and its relation with job satisfaction and work-family conflict, considering job autonomy as antecedent. The research involved 389 participants working in a public organization. A structural equations model was estimated revealing that job autonomy is positively associated with job crafting and job satisfaction, and negatively associated with work-family conflict. Job crafting is positively related with job satisfaction and work-family conflict, as adverse effect of job crafting. As regards mediated effects, results show positive associations between job autonomy and both job satisfaction and work-family conflict through job crafting. This study contributes to literature, considering positive and negative outcomes, covering the lacking literature on job crafting and work-family conflict, and suggesting implications for employees' well-being.

ACS Style

Margherita Zito; Lara Colombo; Laura Borgogni; Antonino Callea; Roberto Cenciotti; Emanuela Ingusci; Claudio Giovanni Cortese. The Nature of Job Crafting: Positive and Negative Relations with Job Satisfaction and Work-Family Conflict. International Journal of Environmental Research and Public Health 2019, 16, 1176 .

AMA Style

Margherita Zito, Lara Colombo, Laura Borgogni, Antonino Callea, Roberto Cenciotti, Emanuela Ingusci, Claudio Giovanni Cortese. The Nature of Job Crafting: Positive and Negative Relations with Job Satisfaction and Work-Family Conflict. International Journal of Environmental Research and Public Health. 2019; 16 (7):1176.

Chicago/Turabian Style

Margherita Zito; Lara Colombo; Laura Borgogni; Antonino Callea; Roberto Cenciotti; Emanuela Ingusci; Claudio Giovanni Cortese. 2019. "The Nature of Job Crafting: Positive and Negative Relations with Job Satisfaction and Work-Family Conflict." International Journal of Environmental Research and Public Health 16, no. 7: 1176.

Original research article
Published: 22 January 2019 in Frontiers in Psychology
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No validated instruments for assessing school users’ satisfaction are available. This paper means to contribute to address this lack. It outlines a new instrument of measurement of school users’ satisfaction – QUASUS (QUestionnaire for the Analysis of the School User’s Satisfaction). The main peculiarity of QUASUS lies in the fact that it pays specific attention to the dimension of prosumership, namely the view of the client-service co-constructive relation as a constitutive component of the service’s construction and delivery. The study reports the output of an initial validation study of the instrument. Based on two samples of parents (N = 2802 and N = 1365) from Italian schools, analyses provided support to the hypotheses tested: QUASUS proved to be characterized by a good level of reliability (HP1); is able to detect the component comprising the school users’ satisfaction (HP2); proves a global connotation of the experience of the school by a unidimensional measure of the overall satisfaction (HP3), associated significantly with the prosumership (HP4).

ACS Style

Piergiorgio Mossi; Emanuela Ingusci; Marco Tonti; Sergio Salvatore. QUASUS: A Tool for Measuring the Parents’ School Satisfaction. Frontiers in Psychology 2019, 10, 1 .

AMA Style

Piergiorgio Mossi, Emanuela Ingusci, Marco Tonti, Sergio Salvatore. QUASUS: A Tool for Measuring the Parents’ School Satisfaction. Frontiers in Psychology. 2019; 10 ():1.

Chicago/Turabian Style

Piergiorgio Mossi; Emanuela Ingusci; Marco Tonti; Sergio Salvatore. 2019. "QUASUS: A Tool for Measuring the Parents’ School Satisfaction." Frontiers in Psychology 10, no. : 1.

Journal article
Published: 15 January 2019 in Sustainability
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Based on the theoretical approach of the psychology of sustainability and sustainable development and on the theoretical Job Demands-Resources model, this contribution aims to explore the mediating effect of seeking challenges on the relationship between workload and contextual performance and the moderating effects of individual adaptability and organizational career growth in this process. The study involved a convenience sample from different occupational sectors. Data from 178 employees were collected with a self-report questionnaire administered at times T1 and T2 (six months later) and then analyzed through conditional process analysis. Challenging job demands (T1) fully mediated the relationship between workload (T1) and contextual performance (T2); furthermore, individual adaptability (T1) moderated the relationship between workload (T1) and challenging job demands (T1), and organizational career growth (T2) moderated the relationship between challenging job demands (T1) and contextual performance (T2). The results imply that seeking challenges can represent an effective approach to promote sustainable development through improvement of performance at work, maintaining its sustainability over time. The present study is innovative because in the new framework of the psychology of sustainability and sustainable development is able to link workload, seeking challenges, career growth and performance in a two-wave study that not only has theoretical implications for organizations but also operative and practical spillovers.

ACS Style

Emanuela Ingusci; Paola Spagnoli; Margherita Zito; Lara Colombo; Claudio G. Cortese. Seeking Challenges, Individual Adaptability and Career Growth in the Relationship between Workload and Contextual Performance: A Two-Wave Study. Sustainability 2019, 11, 422 .

AMA Style

Emanuela Ingusci, Paola Spagnoli, Margherita Zito, Lara Colombo, Claudio G. Cortese. Seeking Challenges, Individual Adaptability and Career Growth in the Relationship between Workload and Contextual Performance: A Two-Wave Study. Sustainability. 2019; 11 (2):422.

Chicago/Turabian Style

Emanuela Ingusci; Paola Spagnoli; Margherita Zito; Lara Colombo; Claudio G. Cortese. 2019. "Seeking Challenges, Individual Adaptability and Career Growth in the Relationship between Workload and Contextual Performance: A Two-Wave Study." Sustainability 11, no. 2: 422.

Original paper
Published: 05 November 2018 in VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations
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Inspired by the relational framework (Bassi, in: Franz, Hochgerner, Howaldt (eds) Challenge social innovation, Springer, Berlin, pp 325–350, 2012; Donati in Ital J Sociol Educ 5(1):19–35, 2013) and designed to integrate psychological and sociological aspects, a measure of social added value (SAV) was developed and validated. A study was conducted in the South of Italy on a sample of non-profit and voluntary organization members (N = 394) to examine the statistical validity and psychometric properties of the SAV scale. Confirmatory factor analyses showed that a third-order factor model, saturated by two second-order variables (internal and external relational goods) and eight first-order variables (sense of organizational community, quality of internal relations, influence, social responsibility towards members of the organization, users and stakeholders, organizational identification, and quality of external relations) obtained good satisfactory fit indexes. Additional analyses revealed that shared member values were positively associated with SAV and that there were differences among organizations according to their legal forms and the organizational roles available. Theoretical, methodological, and practical implications of the findings are discussed.

ACS Style

Terri Mannarini; Cosimo Talò; Gianvito D’Aprile; Emanuela Ingusci. A Psychosocial Measure of Social Added Value in Non-profit and Voluntary Organizations: Findings from a Study in the South of Italy. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations 2018, 29, 1315 -1329.

AMA Style

Terri Mannarini, Cosimo Talò, Gianvito D’Aprile, Emanuela Ingusci. A Psychosocial Measure of Social Added Value in Non-profit and Voluntary Organizations: Findings from a Study in the South of Italy. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations. 2018; 29 (6):1315-1329.

Chicago/Turabian Style

Terri Mannarini; Cosimo Talò; Gianvito D’Aprile; Emanuela Ingusci. 2018. "A Psychosocial Measure of Social Added Value in Non-profit and Voluntary Organizations: Findings from a Study in the South of Italy." VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations 29, no. 6: 1315-1329.

Journal article
Published: 29 June 2018 in The Open Psychology Journal
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Introduction:In recent years, scientific interest in generational differences has increased. More attention has been paid to the younger (Y generation) and to older workers (baby boom generation), little attention has been given to the X generation, composed of people who are between 35 and 50 years old. This paper aimed to examine the role of age in the relationship between diversity climate and job crafting, focusing on the middle aged (X generation).Objective and Methods:Based on lifespan development, self-regulation and job demands-resources theory, we postulated that the association between diversity climate and job crafting weakens with age. Specifically, we hypothesized that age can moderate the positive relationship between diversity climate and job crafting. The participants were 271 employees from different Italian organizations.Results:The results from hierarchical regression analysis showed that the relationship between diversity climate and job crafting is stronger in middle aged workers rather than in older workers.Conclusions:The findings suggest that diversity climate, in terms of organizational fairness, inclusion and personal diversity value can play a crucial role in the influence of job crafting which is, in turn, essential to improve positive organizational outcomes. Limitations and theoretical and operative implications are discussed.

ACS Style

Emanuela Ingusci. Diversity Climate and Job Crafting: The Role of Age. The Open Psychology Journal 2018, 11, 105 -111.

AMA Style

Emanuela Ingusci. Diversity Climate and Job Crafting: The Role of Age. The Open Psychology Journal. 2018; 11 (1):105-111.

Chicago/Turabian Style

Emanuela Ingusci. 2018. "Diversity Climate and Job Crafting: The Role of Age." The Open Psychology Journal 11, no. 1: 105-111.

Journal article
Published: 13 March 2018 in Journal of Health Organization and Management
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Purpose The purpose of this paper is twofold: first, to investigate the goodness of the input-process-output (IPO) model in order to evaluate work team performance within the Italian National Health Care System (NHS); and second, to test the mediating role of reflexivity as an overarching process factor between input and output. Design/methodology/approach The Italian version of the Aston Team Performance Inventory was administered to 351 employees working in teams in the Italian NHS. Mediation analyses with latent variables were performed via structural equation modeling (SEM); the significance of total, direct, and indirect effect was tested via bootstrapping. Findings Underpinned by the IPO framework, the results of SEM supported mediational hypotheses. First, the application of the IPO model in the Italian NHS showed adequate fit indices, showing that the process mediates the relationship between input and output factors. Second, reflexivity mediated the relationship between input and output, influencing some aspects of team performance. Practical implications The results provide useful information for HRM policies improving process dimensions of the IPO model via the mediating role of reflexivity as a key role in team performance. Originality/value This study is one of a limited number of studies that applied the IPO model in the Italian NHS. Moreover, no study has yet examined the role of reflexivity as a mediator between input and output factors in the IPO model.

ACS Style

Flavio Urbini; Antonino Callea; Antonio Chirumbolo; Alessandra Talamo; Emanuela Ingusci; Enrico Ciavolino. Team performance in the Italian NHS: the role of reflexivity. Journal of Health Organization and Management 2018, 32, 190 -205.

AMA Style

Flavio Urbini, Antonino Callea, Antonio Chirumbolo, Alessandra Talamo, Emanuela Ingusci, Enrico Ciavolino. Team performance in the Italian NHS: the role of reflexivity. Journal of Health Organization and Management. 2018; 32 (2):190-205.

Chicago/Turabian Style

Flavio Urbini; Antonino Callea; Antonio Chirumbolo; Alessandra Talamo; Emanuela Ingusci; Enrico Ciavolino. 2018. "Team performance in the Italian NHS: the role of reflexivity." Journal of Health Organization and Management 32, no. 2: 190-205.

Journal article
Published: 06 November 2017 in Personnel Review
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Purpose The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships. Design/methodology/approach The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees. Findings Consistent with social identity theory, results show that job insecurity is related to reduced levels of identification with the organization and, consequently, to low task and contextual performance. These findings suggest that employees’ behaviors in job insecure contexts are also driven by evaluations about the perceived belongingness to the organization. Practical implications The research supports initial evidence that it is possible to prevent low performance resulting from job insecurity by designing interventions to boost organizational identification. By ensuring a sense of belonging and providing a positive basis for employees’ social identity, managers may increase involvement and attachment to the organization. Originality/value This study provides a deeper understanding of behavioral reactions to job insecurity and adds a path unexplored so far, by introducing a theoretical perspective from social psychology. Job insecurity may represent a specific condition that leads organizational identification to be a key mechanism for employees and their behaviors.

ACS Style

Beatrice Piccoli; Antonino Callea; Flavio Urbini; Antonio Chirumbolo; Emanuela Ingusci; Hans De Witte. Job insecurity and performance: the mediating role of organizational identification. Personnel Review 2017, 46, 1508 -1522.

AMA Style

Beatrice Piccoli, Antonino Callea, Flavio Urbini, Antonio Chirumbolo, Emanuela Ingusci, Hans De Witte. Job insecurity and performance: the mediating role of organizational identification. Personnel Review. 2017; 46 (8):1508-1522.

Chicago/Turabian Style

Beatrice Piccoli; Antonino Callea; Flavio Urbini; Antonio Chirumbolo; Emanuela Ingusci; Hans De Witte. 2017. "Job insecurity and performance: the mediating role of organizational identification." Personnel Review 46, no. 8: 1508-1522.

Research article
Published: 08 September 2014 in Economic and Industrial Democracy
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In the last decades, research on the relationship between contract type, job insecurity and outcomes has been constantly increasing. Previous evidence indicated that job insecurity moderates the impact of contract type (permanent vs temporary) on job satisfaction. The present study aims to investigate these relationships considering two facets (intrinsic and extrinsic) of job satisfaction and psychological contract violation as mediator, in the mediated moderation model. Participants were 638 employees of different Italian organizations, with open-ended or fixed-term contract. As hypothesized, results indicated that job insecurity moderates the relationship between contract type and intrinsic and extrinsic job satisfaction differently for contract type. The job insecurity effects were more negative for permanent workers regarding intrinsic job satisfaction and more negative for temporary workers regarding extrinsic job satisfaction. The mediated moderation analyses supported the study’s main hypothesis, pointing out that psychological contract violation negatively mediated the interaction effects.

ACS Style

Antonino Callea; Flavio Urbini; Emanuela Ingusci; Antonio Chirumbolo. The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation. Economic and Industrial Democracy 2014, 37, 399 -420.

AMA Style

Antonino Callea, Flavio Urbini, Emanuela Ingusci, Antonio Chirumbolo. The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation. Economic and Industrial Democracy. 2014; 37 (2):399-420.

Chicago/Turabian Style

Antonino Callea; Flavio Urbini; Emanuela Ingusci; Antonio Chirumbolo. 2014. "The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation." Economic and Industrial Democracy 37, no. 2: 399-420.