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Dr. Monica Molino
Department of Psychology, University of Turin, Torino, Italy

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0 Well-being
0 Work-family dynamics
0 Work and Organizational Psychology
0 workaholism
0 Technostress

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workaholism
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Journal article
Published: 15 June 2021 in La Medicina del lavoro
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Remote working (more appropriately, mandatory work from home) during the Covid-19 healthcare emergency has increased significantly. Amidst many critical issues, work-family conflict (WFC) remains a central topic, due to the hardships in separating different life domains, the pervasiveness of technology, and decreased opportunities for recovery, all considering new, emerging job demands. Although many studies have involved healthcare workers, less attention has been paid to technical-administrative staff (TA); moreover, previous studies about the impact of remote working on WFC have provided mixed results. The study aims at examining the relationships between WFC and cognitive demands, off-work hours technology assisted job demands (off-TAJD) and recovery, in the TA of a hospital in northwest Italy. A sample of 211 individuals (response rate of 58%), in line with the population, filled in an online self-report questionnaire in the second half of April 2020. Multiple regression analysis showed a positive relationship between WFC and perceived ICT stress, off-TAJD and cognitive demands, and a negative relationship with recovery. The results confirm the role of cognitive demands, technology overload and invasiveness, as potential predictors of WFC. The results also indicate the mitigating role of recovery, even in the face of a prolonged and forced experience of remote work. The study emphasises the need for transparent policies, based on trust, autonomy and right to disconnect, and the centrality of training, especially for supervisors, on topics such as evaluation of results, proper recovery management and correct use of technology.

ACS Style

Chiara Ghislieri; Monica Molino; Valentina Dolce; Domenico Sanseverino; Michele Presutti. Work-family conflict during the Covid-19 pandemic: teleworking of administrative and technical staff in healthcare. An Italian study: Work-family conflict during the Covid-19 pandemic in healthcare. La Medicina del lavoro 2021, 112, 229 -240.

AMA Style

Chiara Ghislieri, Monica Molino, Valentina Dolce, Domenico Sanseverino, Michele Presutti. Work-family conflict during the Covid-19 pandemic: teleworking of administrative and technical staff in healthcare. An Italian study: Work-family conflict during the Covid-19 pandemic in healthcare. La Medicina del lavoro. 2021; 112 (3):229-240.

Chicago/Turabian Style

Chiara Ghislieri; Monica Molino; Valentina Dolce; Domenico Sanseverino; Michele Presutti. 2021. "Work-family conflict during the Covid-19 pandemic: teleworking of administrative and technical staff in healthcare. An Italian study: Work-family conflict during the Covid-19 pandemic in healthcare." La Medicina del lavoro 112, no. 3: 229-240.

Earlycite article
Published: 20 May 2021 in Personnel Review
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Purpose This study aims to explore cross-border and sedentary workers' job satisfaction, analyzing the role played by employability dimensions (occupational expertise, anticipation/optimization and personal flexibility), a job resource (autonomy) and job demands (job insecurity and toxic leadership), using the job demands–resources (JD-R) model as a theoretical framework. Moreover, this study tried to detect possible discrepancies between the two subsamples. Design/methodology/approach The study involved a sample of 250 employees, 40% of whom were frontier workers. Data were collected with a self-report questionnaire and analyzed with SPSS 25. A hierarchical regression analysis and t-test for independent samples were performed. Findings The findings evidenced differences between the two subsamples concerning the job satisfaction predictors. Specifically, for cross-border workers, optimization/anticipation appeared significantly positively related to job satisfaction. For sedentary workers, toxic leadership and job insecurity were significantly negatively related to job satisfaction. Autonomy was positively related to the outcome for both samples. Furthermore, cross-border workers reported a higher level of optimization/anticipation, personal flexibility and job satisfaction than sedentary workers. Originality/value This paper contributed to fill a gap currently present in the literature on the cross-border population, with a specific focus on job satisfaction. This study confirmed the existence of peculiar working dynamics for cross-border workers.

ACS Style

Sophie Wodociag; Valentina Dolce; Monica Molino. Cross-border and sedentary workers' job satisfaction. Personnel Review 2021, ahead-of-p, 1 .

AMA Style

Sophie Wodociag, Valentina Dolce, Monica Molino. Cross-border and sedentary workers' job satisfaction. Personnel Review. 2021; ahead-of-p (ahead-of-p):1.

Chicago/Turabian Style

Sophie Wodociag; Valentina Dolce; Monica Molino. 2021. "Cross-border and sedentary workers' job satisfaction." Personnel Review ahead-of-p, no. ahead-of-p: 1.

Original research article
Published: 12 April 2021 in Frontiers in Psychology
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The radical changes deriving from the COVID-19 emergency have heavily upset some of the most familiar routines of daily work life. Abruptly, many workers have been forced to face the difficulties that come with switching to remote working. Basing on the theoretical framework proposed by the Job Demands-Resources model, the purpose of this paper was to explore the effect of work overload (workload and techno overload), on behavioral stress, meant as an outcome linked to the health impairment process. Furthermore, the aim of the study was to explore the mediating role of job crafting, considered as a second-order construct consisting of two dimensions (increasing structural resources and increasing challenging demands) in the abovementioned relation. Participants were 530 workers experiencing remote working or work-from-home during the first COVID-19 lockdown in Italy (March–May 2020). Hypotheses were explored by using three different latent variables, measured reflexively through indicators on a 5-point scale, extracted from validated questionnaires. Data analysis was performed through Structural Equation Modeling; to test the mediation, bootstrap validation was computed (n = 2,000). Results showed that the mediation of job crafting was partial. More specifically, the direct effect between work overload and behavioral stress was positive; moreover, the indirect, negative effect through the mediation of job crafting was also significant. Therefore, results showed that job crafting can play a crucial role as a protective factor supporting the activation and adjustment of suitable resources; these resources can be useful to deal with the negative effects of work overload, particularly under the condition of heavy remote working and use of technologies, on individual outcomes. Starting from the current global scenario of the pandemic that has not yet ceased its effects, the study suggested decisive theoretical and practical implications. Accordingly, findings extended the current trends in occupational health psychology research, with special reference to the mainstream topic “work and COVID-19” in the Italian context. Finally, results can give suggestions to companies engaged in managing change, recommending that they build a collaborative workplace at the individual and collective level to implement job crafting interventions and enrich the personal and organizational resources of workers, which is useful cope with the current demands.

ACS Style

Emanuela Ingusci; Fulvio Signore; Maria Luisa Giancaspro; Amelia Manuti; Monica Molino; Vincenzo Russo; Margherita Zito; Claudio Giovanni Cortese. Workload, Techno Overload, and Behavioral Stress During COVID-19 Emergency: The Role of Job Crafting in Remote Workers. Frontiers in Psychology 2021, 12, 655148 .

AMA Style

Emanuela Ingusci, Fulvio Signore, Maria Luisa Giancaspro, Amelia Manuti, Monica Molino, Vincenzo Russo, Margherita Zito, Claudio Giovanni Cortese. Workload, Techno Overload, and Behavioral Stress During COVID-19 Emergency: The Role of Job Crafting in Remote Workers. Frontiers in Psychology. 2021; 12 ():655148.

Chicago/Turabian Style

Emanuela Ingusci; Fulvio Signore; Maria Luisa Giancaspro; Amelia Manuti; Monica Molino; Vincenzo Russo; Margherita Zito; Claudio Giovanni Cortese. 2021. "Workload, Techno Overload, and Behavioral Stress During COVID-19 Emergency: The Role of Job Crafting in Remote Workers." Frontiers in Psychology 12, no. : 655148.

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.

Earlycite article
Published: 07 January 2021 in Journal of Global Mobility: The Home of Expatriate Management Research
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Purpose This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences. Furthermore, the research investigates the specific job and personal demands and resources related to the different types of international work experiences. Design/methodology/approach This study provides an in-depth subjective reconstruction of the international professional experience of 37 male and female top managers employed in Italy, using semi-structured interviews. Findings Participants highlighted the benefits of their international assignments (IAs) in terms of the development of managerial, soft and cross-cultural skills. Family issues and cultural differences were frequently cited as challenges by the top managers interviewed. Culture shock and perceived difficulty in managing multicultural teams were reported by both women and men. Men reported experiencing long periods of separation from their family more often than women and cited the support of their partner as a valuable resource. In addition to the support of a partner, women also indicated that certain job resources and welfare policies played a crucial role. Moreover, women appear to be more interested in work-family management issues, thus suggesting that the traditional division of roles between men and women continues to persist in Italy. Originality/value This study provides an insight into the extrinsic factors linked to career success, as well as the challenges and the resources associated with different forms of global work other than traditional expatriation. It takes into consideration a specific country, Italy, where a traditional family paradigm persists, providing an insight into better understanding the link between IA experiences and gender roles in global mobility. Managerial implications are also discussed.

ACS Style

Valentina Dolce; Monica Molino; Sophie Wodociag; Chiara Ghislieri. Gender paths in international careers: an approach centred on demands and resources. Journal of Global Mobility: The Home of Expatriate Management Research 2021, 9, 65 -89.

AMA Style

Valentina Dolce, Monica Molino, Sophie Wodociag, Chiara Ghislieri. Gender paths in international careers: an approach centred on demands and resources. Journal of Global Mobility: The Home of Expatriate Management Research. 2021; 9 (1):65-89.

Chicago/Turabian Style

Valentina Dolce; Monica Molino; Sophie Wodociag; Chiara Ghislieri. 2021. "Gender paths in international careers: an approach centred on demands and resources." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 1: 65-89.

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: 31 October 2020 in Social Sciences
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During the Covid-19 pandemic, people started teleworking intensively, which has led to some benefits in terms of economic continuity, but also some complaints. International teams of scholars have pointed out the new work-related challenges, underlining leaders’ role in successfully managing them. This study aimed at investigating the role of destructive leadership in the job demands–resources and recovery model during the Covid-19 pandemic. In detail, this study intended to assess (1) whether destructive leadership is positively associated with off-work-hours technology-assisted job demand (off-TAJD) and cognitive demands, as well as whether it decreases autonomy, (2) whether two demands—off-TAJD and cognitive demands—and two resources—social support and autonomy—are respectively negatively and positively related to recovery, and (3) whether recovery mediates the relationship between demands, resources, and exhaustion. A total of 716 French remote workers (61% were women) took part in this study. Data were collected using a self-report questionnaire. A multi-group structural equation model was used to test the hypotheses. The findings confirmed a significant association between destructive leadership, the two job demands, and autonomy; furthermore, all three variables mediated the relationship between destructive leadership and recovery. The findings showed the key role played by recovery as a mediator between, on one hand, off-TAJD, cognitive demands, autonomy, and social support, and, on the other hand, exhaustion. This study highlighted the role of destructive leadership, job resources, job demands, and recovery as determinants of exhaustion, illustrating their relationships in a sample of remote workers. Practical implications are discussed.

ACS Style

Valentina Dolce; Emilie Vayre; Monica Molino; Chiara Ghislieri. Far Away, So Close? The Role of Destructive Leadership in the Job Demands–Resources and Recovery Model in Emergency Telework. Social Sciences 2020, 9, 196 .

AMA Style

Valentina Dolce, Emilie Vayre, Monica Molino, Chiara Ghislieri. Far Away, So Close? The Role of Destructive Leadership in the Job Demands–Resources and Recovery Model in Emergency Telework. Social Sciences. 2020; 9 (11):196.

Chicago/Turabian Style

Valentina Dolce; Emilie Vayre; Monica Molino; Chiara Ghislieri. 2020. "Far Away, So Close? The Role of Destructive Leadership in the Job Demands–Resources and Recovery Model in Emergency Telework." Social Sciences 9, no. 11: 196.

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: 03 April 2020 in International Journal of Environmental Research and Public Health
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Thanks to the rapid advances of technology, we are currently experiencing the fourth industrial revolution, which is introducing several changes in how organizations operate and how people learn and do their work. Many questions arise within this framework about how these transformations may affect workers’ wellbeing, and the Work and Organizational Psychology is called upon to address these open issues. This study aims to investigate personal and organizational antecedents (resilience, goal orientation and opportunities for information and training) and one consequence (work engagement) of technology acceptance within factories, comparing white- and blue-collar workers. The study involved a sample of 598 workers (white-collar = 220, blue-collar = 378) employed at an Italian company who filled in a self-report questionnaire. In both samples, the multi-group structural equation model showed a positive relationship between resilience, opportunities for information and training, and technology acceptance, which in turn showed a positive association with work engagement. All indirect effects were significant. This study investigated the motivational dynamics related to the introduction of new technologies within factories involving the little-studied population of blue-collar workers. Results highlighted the importance of providing information and opportunities for training to all employees, in order to support Industry 4.0 transformations without impacting on workers’ motivation.

ACS Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. The Promotion of Technology Acceptance and Work Engagement in Industry 4.0: From Personal Resources to Information and Training. International Journal of Environmental Research and Public Health 2020, 17, 2438 .

AMA Style

Monica Molino, Claudio G. Cortese, Chiara Ghislieri. The Promotion of Technology Acceptance and Work Engagement in Industry 4.0: From Personal Resources to Information and Training. International Journal of Environmental Research and Public Health. 2020; 17 (7):2438.

Chicago/Turabian Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. 2020. "The Promotion of Technology Acceptance and Work Engagement in Industry 4.0: From Personal Resources to Information and Training." International Journal of Environmental Research and Public Health 17, no. 7: 2438.

Research reports
Published: 03 March 2020 in Europe’s Journal of Psychology
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Dual-income families are challenged by several issues in terms of conciliation between the working environment, the family context and the management of children. This paper, consistently with spillover and crossover hypotheses, aimed at examining the intermediate role of work-family balance, linking on work-family organizational support, work-to-family enrichment and conflict as predictors, and on family-life satisfaction of dual-income families’ both partners as final outcomes. It was expected that work-family organizational support would be related to lower work-to-family conflict and higher enrichment and, through them, with higher work-family balance; moreover, a positive association between work-family balance and family-life satisfaction of both partners was assumed. 390 double-income heterosexual couples participated in our study; 76.2% of the couples were parents. Structural equation modelling results showed that work-family balance was negatively predicted by work-to-family conflict and positively predicted by work-to-family enrichment. Furthermore, work-family organizational support positively predicted work-to-family enrichment, which also mediated its effect on work-family balance. Crossover and spillover effects were also confirmed, given that positive associations between work-family balance and family-life satisfaction of both partners were found. Implications for future research and organizational interventions aimed at both improving work-family balance and promoting greater satisfaction in family life are discussed.

ACS Style

Alessandro Lo Presti; Monica Molino; Federica Emanuel; Alfonso Landolfi; Chiara Ghislieri. Work-family organizational support as a predictor of work-family conflict, enrichment, and balance: Crossover and spillover effects in dual-income couples. Europe’s Journal of Psychology 2020, 16, 62 -81.

AMA Style

Alessandro Lo Presti, Monica Molino, Federica Emanuel, Alfonso Landolfi, Chiara Ghislieri. Work-family organizational support as a predictor of work-family conflict, enrichment, and balance: Crossover and spillover effects in dual-income couples. Europe’s Journal of Psychology. 2020; 16 (1):62-81.

Chicago/Turabian Style

Alessandro Lo Presti; Monica Molino; Federica Emanuel; Alfonso Landolfi; Chiara Ghislieri. 2020. "Work-family organizational support as a predictor of work-family conflict, enrichment, and balance: Crossover and spillover effects in dual-income couples." Europe’s Journal of Psychology 16, no. 1: 62-81.

Original article
Published: 03 September 2019 in Journal of Nursing Management
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The study investigated the association of narcissistic leadership, workload and emotional demands with nurses' job satisfaction and the mediational role of meaningful work. Considering the strong positive relationship that meaningful work has with job satisfaction, investigating its antecedents is crucial. A group of 602 nurses participated in the study completing a self-report questionnaire. Structural equation model analysis was applied. Narcissistic leadership showed a negative association while emotional demands showed a positive one with meaningful work. The three determinants had a negative association with job satisfaction, while meaningful work showed a positive one. The indirect relationship with job satisfaction mediated by meaningful work was negative for narcissistic leadership and positive for emotional demands. The study adds to the literature mainly by the investigation of the mediational role of meaningful work in a sample of nurses. Measures should promote supportive, instead of narcissistic, leadership behaviours. Moreover, nurses should be assisted in identifying emotional demands as a meaningful aspect of their work.

ACS Style

Chiara Ghislieri; Claudio G. Cortese; Monica Molino; Paola Gatti. The relationships of meaningful work and narcissistic leadership with nurses’ job satisfaction. Journal of Nursing Management 2019, 27, 1691 -1699.

AMA Style

Chiara Ghislieri, Claudio G. Cortese, Monica Molino, Paola Gatti. The relationships of meaningful work and narcissistic leadership with nurses’ job satisfaction. Journal of Nursing Management. 2019; 27 (8):1691-1699.

Chicago/Turabian Style

Chiara Ghislieri; Claudio G. Cortese; Monica Molino; Paola Gatti. 2019. "The relationships of meaningful work and narcissistic leadership with nurses’ job satisfaction." Journal of Nursing Management 27, no. 8: 1691-1699.

Journal article
Published: 16 January 2019 in Sustainability
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Job demands typical of the current working environments and negative leadership styles may be considered unsustainable factors able to decrease workers well-being. Moreover, contrary to the idea that workaholism is an innate individual characteristic, a recent perspective considers the working context able to foster its insurgence. In order to investigate unsustainable dynamics within organizations, this study aimed at examining whether (1) destructive leadership increases workload and supplemental work supported by technology, (2) the three job demands increases workaholism, and (3) workaholism mediates their relationship with exhaustion. A convenience sample of 432 workers filled in a self-report questionnaire. The structural equation model results showed a positive relationship between destructive leadership and workload, off-work hour Technology-Assisted Job Demand (off-TAJD), and workaholism. Moreover, both workload and off-TAJD partially mediated the relationship between destructive leadership and workaholism. Finally, workaholism was a mediator between the three demands and exhaustion. The study confirmed a positive association between job demands and workaholism, and, in turn, their association with exhaustion, highlighting in particular the role of two under-investigated determinants, namely destructive leadership and off-TAJD, as unsustainable working conditions. Despite limitations, above all the cross-sectional design, this study provided useful indications for research and practice.

ACS Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. Unsustainable Working Conditions: The Association of Destructive Leadership, Use of Technology, and Workload with Workaholism and Exhaustion. Sustainability 2019, 11, 446 .

AMA Style

Monica Molino, Claudio G. Cortese, Chiara Ghislieri. Unsustainable Working Conditions: The Association of Destructive Leadership, Use of Technology, and Workload with Workaholism and Exhaustion. Sustainability. 2019; 11 (2):446.

Chicago/Turabian Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. 2019. "Unsustainable Working Conditions: The Association of Destructive Leadership, Use of Technology, and Workload with Workaholism and Exhaustion." Sustainability 11, no. 2: 446.

Mini review article
Published: 28 November 2018 in Frontiers in Psychology
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With rapid advances in technology in several fields of human life, we are entering the Fourth Industrial Revolution (FIR), which is changing the way businesses create value, people do their work and individuals interact and communicate with each other. In this framework, many questions have arisen about how these transformations affect workers, organizations and societies, and Work and Organizational Psychology (WOP) has been called upon to address some of these open issues. In particular, this article focuses on two aspects of the FIR. The first considers the expansion of automation in the workplace and raises questions such as: how is the relationship between workers and technology changing? How is it affecting people’s well-being? How can we expect it to affect employment and equality in the future? The second is related to how job transformation will influence requirements for knowledge and skills; the main question is: which competence profile, considering hard and soft skills, is required and expected in the work of the future? The aim of the present paper is to improve the understanding of some of the major issues that workers and organizations are, or will be, asked to face, by providing information that will be useful to facilitate debate, research and interventions. In the conclusion section, research, and practical implications at organizational, political and institutional levels are discussed.

ACS Style

Chiara Ghislieri; Monica Molino; Claudio G. Cortese. Work and Organizational Psychology Looks at the Fourth Industrial Revolution: How to Support Workers and Organizations? Frontiers in Psychology 2018, 9, 1 .

AMA Style

Chiara Ghislieri, Monica Molino, Claudio G. Cortese. Work and Organizational Psychology Looks at the Fourth Industrial Revolution: How to Support Workers and Organizations? Frontiers in Psychology. 2018; 9 ():1.

Chicago/Turabian Style

Chiara Ghislieri; Monica Molino; Claudio G. Cortese. 2018. "Work and Organizational Psychology Looks at the Fourth Industrial Revolution: How to Support Workers and Organizations?" Frontiers in Psychology 9, no. : 1.

Correction
Published: 25 October 2018 in Frontiers in Psychology
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Corrigendum: A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners' Family Life Satisfaction

ACS Style

Federica Emanuel; Monica Molino; Alessandro Lo Presti; Paola Spagnoli; Chiara Ghislieri. Corrigendum: A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners' Family Life Satisfaction. Frontiers in Psychology 2018, 9, 1 .

AMA Style

Federica Emanuel, Monica Molino, Alessandro Lo Presti, Paola Spagnoli, Chiara Ghislieri. Corrigendum: A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners' Family Life Satisfaction. Frontiers in Psychology. 2018; 9 ():1.

Chicago/Turabian Style

Federica Emanuel; Monica Molino; Alessandro Lo Presti; Paola Spagnoli; Chiara Ghislieri. 2018. "Corrigendum: A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners' Family Life Satisfaction." Frontiers in Psychology 9, no. : 1.

Journal article
Published: 04 September 2018 in International Journal of Environmental Research and Public Health
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Workaholics generally allocate an excessive amount of time and energy to their work at the expense of having time for recovery from work. Nevertheless, a complete recovery is an essential prerequisite for well-being. This study examines the moderating role of workaholism in the relationship between daily recovery and daily exhaustion. Data were collected among 95 participants who completed a general questionnaire and a diary booklet for five consecutive working days. Multilevel analysis results confirmed a cross-level interaction effect of workaholism, showing that the negative relationship between recovery and exhaustion at the daily level is weaker for those with a high (versus low) level of workaholism. These insights suggest the promotion of interventions aimed at addressing workaholism among workers, and the design of projects able to stimulate recovery from work, particularly for workaholics.

ACS Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. Daily Effect of Recovery on Exhaustion: A Cross-Level Interaction Effect of Workaholism. International Journal of Environmental Research and Public Health 2018, 15, 1920 .

AMA Style

Monica Molino, Claudio G. Cortese, Chiara Ghislieri. Daily Effect of Recovery on Exhaustion: A Cross-Level Interaction Effect of Workaholism. International Journal of Environmental Research and Public Health. 2018; 15 (9):1920.

Chicago/Turabian Style

Monica Molino; Claudio G. Cortese; Chiara Ghislieri. 2018. "Daily Effect of Recovery on Exhaustion: A Cross-Level Interaction Effect of Workaholism." International Journal of Environmental Research and Public Health 15, no. 9: 1920.

Original research article
Published: 15 August 2018 in Frontiers in Psychology
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Background: In the last years, many changes have involved the labor context: new ways of working, more flexibility and uncertainty, new and more insecure job contracts. In this framework, perceived job insecurity, worker’s perception about potential involuntary job loss, has received renewed interest, also for those workers with a permanent contract in Italy. Consequences of job insecurity on work-related outcomes such as job satisfaction have been demonstrated; nevertheless, its possible effects outside the workplace seem to be underestimated so far. Moreover, literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner’s stressors and the other partner’s strain. Aim: According to spillover and crossover theories, this study aim was to investigate the relationship between job insecurity and family life satisfaction of both partners, through the mediation of job satisfaction. The model has been simultaneously tested in two groups, women and men, in a sample of permanent workers. Method: The research involved a convenience sample of 344 employees with permanent contract (53% female) from different occupational sectors. Participants (focal persons) and their partners filled out a self-report questionnaire. Results: The multi-group SEM indicated a full mediation of job satisfaction in the relationship between job insecurity on the one side, and both individual’s and his/her partner’s family life satisfaction on the other side in both groups. Conclusion: These study findings highlighted how job insecurity may be indirectly and negatively related to both members’ family life satisfaction, through the mediation of job satisfaction. As regards gender, similar spillover and crossover patterns emerged, contributing to that literature that highlights a greater similarity in the models of interaction between work and family among women and men. Interventions should be aimed at reducing perception of job insecurity among workers, including those with permanent contract. Employers should improve communication and flow of information about future organizational changes. Moreover, interventions useful to monitor and reinforce employees’ job satisfaction should be planned. Finally, career practitioners may provide counseling and coaching projects aimed at strengthening employees’ employability and their ability to deal with changes.

ACS Style

Federica Emanuel; Monica Molino; Alessandro Lo Presti; Paola Spagnoli; Chiara Ghislieri. A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners’ Family Life Satisfaction. Frontiers in Psychology 2018, 9, 1481 .

AMA Style

Federica Emanuel, Monica Molino, Alessandro Lo Presti, Paola Spagnoli, Chiara Ghislieri. A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners’ Family Life Satisfaction. Frontiers in Psychology. 2018; 9 ():1481.

Chicago/Turabian Style

Federica Emanuel; Monica Molino; Alessandro Lo Presti; Paola Spagnoli; Chiara Ghislieri. 2018. "A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners’ Family Life Satisfaction." Frontiers in Psychology 9, no. : 1481.

Clinical trial
Published: 28 June 2018 in PLOS ONE
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The interest in the promotion of entrepreneurship is significantly increasing, particularly in those countries, such as Italy, that suffered during the recent great economic recession and subsequently needed to revitalize their economy. Entrepreneurial intention (EI) is a crucial stage in the entrepreneurial process and represents the basis for consequential entrepreneurial actions. Several research projects have sought to understand the antecedents of EI. This study, using a situational approach, has investigated the personal and contextual determinants of EI, exploring gender differences. In particular, the mediational role of general self-efficacy between internal locus of control (LoC), self-regulation, and support from family and friends, on the one hand, and EI, on the other hand, has been investigated. The study involved a sample of 658 Italian participants, of which 319 were male and 339 were female. Data were collected with a self-report on-line questionnaire and analysed with SPSS 23 and Mplus 7 to test a multi-group structural equation model. The results showed that self-efficacy totally mediated the relationship between internal LoC, self-regulation and EI. Moreover, it partially mediated the relationship between support from family and friends and EI. All the relations were significant for both men and women; however, our findings highlighted a stronger relationship between self-efficacy and EI for men, and between support from family and friends and both self-efficacy and EI for women. Findings highlighted the role of contextual characteristics in addition to personal ones in influencing EI and confirmed the key mediational function of self-efficacy. As for gender, results suggested that differences between men and women in relation to the entrepreneur role still exist. Practical implications for trainers and educators are discussed.

ACS Style

Monica Molino; Valentina Dolce; Claudio Giovanni Cortese; Chiara Ghislieri. Personality and social support as determinants of entrepreneurial intention. Gender differences in Italy. PLOS ONE 2018, 13, e0199924 .

AMA Style

Monica Molino, Valentina Dolce, Claudio Giovanni Cortese, Chiara Ghislieri. Personality and social support as determinants of entrepreneurial intention. Gender differences in Italy. PLOS ONE. 2018; 13 (6):e0199924.

Chicago/Turabian Style

Monica Molino; Valentina Dolce; Claudio Giovanni Cortese; Chiara Ghislieri. 2018. "Personality and social support as determinants of entrepreneurial intention. Gender differences in Italy." PLOS ONE 13, no. 6: e0199924.

Research article
Published: 05 February 2018 in PLOS ONE
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Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

ACS Style

Margherita Zito; Federica Emanuel; Monica Molino; Claudio Giovanni Cortese; Chiara Ghislieri; Lara Colombo. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PLOS ONE 2018, 13, e0192126 .

AMA Style

Margherita Zito, Federica Emanuel, Monica Molino, Claudio Giovanni Cortese, Chiara Ghislieri, Lara Colombo. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PLOS ONE. 2018; 13 (2):e0192126.

Chicago/Turabian Style

Margherita Zito; Federica Emanuel; Monica Molino; Claudio Giovanni Cortese; Chiara Ghislieri; Lara Colombo. 2018. "Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction." PLOS ONE 13, no. 2: e0192126.

Original research article
Published: 30 June 2017 in Frontiers in Psychology
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Background: The relationship between Technology-Assisted Supplemental Work and well-being outcomes is a recent issue in scientific literature. Whether the use of technology for work purpose in off-work time may have a positive or negative impact on work-family balance remains an open question and the role of gender in this relationship is poorly understood. Aim: According to the JD-R theory, this study aimed to investigate the relationship between off-work hours Technology Assisted Job Demand (off-TAJD) and both Work-Family Conflict (WFC) and Work-Family Enrichment (WFE). Moreover, it considered two general job demands, workload and emotional dissonance, and one job resource, supervisory coaching. Method: The hypotheses were tested with a convenience sample of 671 workers. Data were collected with a self-report questionnaire and analyzed with SPSS 23 and through multi-group structural equation model (Mplus 7). Results: The estimated structural equation model (Chi-square (510) = 1041.29; p < .01; CFI = .95; TLI = .95; RMSEA = .06 (.05, .06); SRMR = .05. M = 319 / F = 352) showed that off-TAJD was positively related to WFC in both subsamples; off-TAJD was positively related also to WFE only in the Male group. Workload was positively related to WFC in both Male and Female subsamples. Emotional dissonance was positively related to WFC in both subsamples and was negatively related to WFE. Supervisory coaching was strongly, positively related to WFE in both groups, and only in the Male subsample presented a low negative relationship with WFC. Conclusion: This study contributes to the literature on new challenges in work-life interface by analyzing the association between off-TAJD and Work-Family Conflict and Enrichment. Our findings suggest it is important to pay attention to gender differences in the study of the impact of supplemental work carried out during off-work hours using technology on the work-life interface. In fact, employee perception of Company demands of being available during off-work time, with the use of technology, may have different consequences for men and women, indicating potential differences in the centrality of the working role. Practical implications, at both cultural and organizational levels, should address the use of technology during leisure time.

ACS Style

Chiara Ghislieri; Federica Emanuel; Monica Molino; Claudio G. Cortese; Lara Colombo. New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory. Frontiers in Psychology 2017, 8, 1070 .

AMA Style

Chiara Ghislieri, Federica Emanuel, Monica Molino, Claudio G. Cortese, Lara Colombo. New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory. Frontiers in Psychology. 2017; 8 ():1070.

Chicago/Turabian Style

Chiara Ghislieri; Federica Emanuel; Monica Molino; Claudio G. Cortese; Lara Colombo. 2017. "New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory." Frontiers in Psychology 8, no. : 1070.

Journal article
Published: 18 November 2016 in Journal of Nursing Management
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This study investigated how work relationships (perceived organisational support, supervisor and co-worker work–family backlash) and job demands (workload, emotional dissonance) can interact with work–family conflict and work–family enrichment. Despite the extensive literature on the work–family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work–family interface. The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Analyses showed that work–family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work–family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work–family enrichment and both backlash dimensions. The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work–family enrichment and to prevent work–family conflict. The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors.

ACS Style

Chiara Ghislieri; Paola Gatti; Monica Molino; Claudio G. Cortese. Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash. Journal of Nursing Management 2016, 25, 65 -75.

AMA Style

Chiara Ghislieri, Paola Gatti, Monica Molino, Claudio G. Cortese. Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash. Journal of Nursing Management. 2016; 25 (1):65-75.

Chicago/Turabian Style

Chiara Ghislieri; Paola Gatti; Monica Molino; Claudio G. Cortese. 2016. "Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash." Journal of Nursing Management 25, no. 1: 65-75.