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The ongoing epidemiological crisis has suddenly steered us towards a new futuristic work scenario in which most service sector employees work remotely, which could be a permanent reality for most service sector employees. This paper focuses on the strategic role that leadership could play in the radical change process that is taking place in work environments. Particular attention was paid to the role of ‘middle managers’ who perform an important function as a link between the strategic vision of top management and the workforce. In addition, special attention was paid to gender differences in work-life dynamics, which are particularly relevant in countries with traditional cultural identities. As this is a conceptual contribution, the most recent studies on this specific role of middle managers have been taken into account and embedded in the current scenario. Therefore, the main contribution in terms of originality was that the current review aimed to leverage such a legacy of knowledge and create a system of evidence-based practical implications for effectively supporting change in organizational culture through the identification of the most appropriate middle management leadership models for remote working that could prevent and/or limit any psychosocial risks (e.g., workaholism and technostress) and longer-term outcomes such as sustainable work-life interface.
Paola Spagnoli; Amelia Manuti; Carmela Buono; Chiara Ghislieri. The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working. Behavioral Sciences 2021, 11, 112 .
AMA StylePaola Spagnoli, Amelia Manuti, Carmela Buono, Chiara Ghislieri. The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working. Behavioral Sciences. 2021; 11 (8):112.
Chicago/Turabian StylePaola Spagnoli; Amelia Manuti; Carmela Buono; Chiara Ghislieri. 2021. "The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working." Behavioral Sciences 11, no. 8: 112.
The current study aims at examining the relationship between the perfectionism two-factor model (i.e., concerns and strivings) and burnout dimensions measured by using the BAT (Burnout Assessment Tool) through a longitudinal study. A two-wave cross-lagged study was conducted using path analysis in SEM (Structural Equation Modeling) of 191 workers. Results confirmed the predictive role of perfectionistic concerns on the burnout dimensions, whereas perfectionistic strivings were not significantly related, suggesting that perfectionism should be monitored by employers and clinicians to prevent employee burnout. Limitations and future research directions are envisaged.
Paola Spagnoli; Carmela Buono; Liliya Scafuri Kovalchuk; Gennaro Cordasco; Anna Esposito. Perfectionism and Burnout During the COVID-19 Crisis: A Two-Wave Cross-Lagged Study. Frontiers in Psychology 2021, 11, 631994 .
AMA StylePaola Spagnoli, Carmela Buono, Liliya Scafuri Kovalchuk, Gennaro Cordasco, Anna Esposito. Perfectionism and Burnout During the COVID-19 Crisis: A Two-Wave Cross-Lagged Study. Frontiers in Psychology. 2021; 11 ():631994.
Chicago/Turabian StylePaola Spagnoli; Carmela Buono; Liliya Scafuri Kovalchuk; Gennaro Cordasco; Anna Esposito. 2021. "Perfectionism and Burnout During the COVID-19 Crisis: A Two-Wave Cross-Lagged Study." Frontiers in Psychology 11, no. : 631994.
Research on the relationship between perfectionism and heavy work investment is all cross-sectional. It mainly considers these constructs as unidimensional, neglecting to examine possible relationships among these constructs' sub-dimensions. Thus, there is a lack of evidence supporting the predictive role of different perfectionism dimensions (perfectionistic concerns and strivings) in heavy work investment dimensions such as workaholism and work engagement. The current study addressed this gap by examining these relationships with two cross-lagged panel models (CLPM). Results based on 431 (T1) and 213 (T2) workers supported the predictive role of perfectionistic concerns at T1 on two T2 workaholism sub-dimensions of working excessively and working compulsively. Perfectionistic strivings at T1 also predicted three sub-dimensions of work engagement at T2: vigor, dedication, and absorption. Practical implications of these positive and negative aspects of perfectionism might suggest managers assess workers' perfectionism and to hire individuals high in perfectionistic strivings because it could be a predictor of work engagement. In contrast, they should try to mitigate workers' perfectionistic concerns tendencies by taking a more regulatory role to encourage employees to not overinvest in perfecting their work to their detriment. Study limitations and future directions for research are discussed.
Paola Spagnoli; Liliya Scafuri Kovalchuk; Michelle S. Aiello; Kenneth G. Rice. The predictive role of perfectionism on heavy work investment: A two-waves cross-lagged panel study. Personality and Individual Differences 2021, 173, 110632 .
AMA StylePaola Spagnoli, Liliya Scafuri Kovalchuk, Michelle S. Aiello, Kenneth G. Rice. The predictive role of perfectionism on heavy work investment: A two-waves cross-lagged panel study. Personality and Individual Differences. 2021; 173 ():110632.
Chicago/Turabian StylePaola Spagnoli; Liliya Scafuri Kovalchuk; Michelle S. Aiello; Kenneth G. Rice. 2021. "The predictive role of perfectionism on heavy work investment: A two-waves cross-lagged panel study." Personality and Individual Differences 173, no. : 110632.
Although remote working can involve positive outcomes both for employees and organizations, in the case of the sudden and forced remote working situation that came into place during the COVID-19 crisis there have also been reports of negative aspects, one of which is technostress. In this context of crisis, leadership is crucial in sustainably managing and supporting employees, especially employees with workaholic tendencies who are more prone to developing negative work and health outcomes. However, while research on the role of the positive aspects of leadership during crises does exist, the negative aspects of leadership during the COVID-19 crisis have not yet been studied. The present study aimed to explore the role of authoritarian leadership in a sample of 339 administrative university employees who worked either completely from home or from home and the workplace. The study examined the moderating effect of a manager on this relationship and the connections between workaholism and technostress through conditional process analysis. Results pointed out that high authoritarian leadership had an enhancing effect, whereas low authoritarian leadership had a protective effect on the relationship between workaholism and technostress, only in the group of complete remote workers. Thus, authoritarian leadership should be avoided and training leaders to be aware of its effect appears to be essential. Limitations, future directions for the study, and practical implications are also discussed.
Paola Spagnoli; Monica Molino; Danila Molinaro; Maria Luisa Giancaspro; Amelia Manuti; Chiara Ghislieri. Workaholism and Technostress During the COVID-19 Emergency: The Crucial Role of the Leaders on Remote Working. Frontiers in Psychology 2020, 11, 620310 .
AMA StylePaola Spagnoli, Monica Molino, Danila Molinaro, Maria Luisa Giancaspro, Amelia Manuti, Chiara Ghislieri. Workaholism and Technostress During the COVID-19 Emergency: The Crucial Role of the Leaders on Remote Working. Frontiers in Psychology. 2020; 11 ():620310.
Chicago/Turabian StylePaola Spagnoli; Monica Molino; Danila Molinaro; Maria Luisa Giancaspro; Amelia Manuti; Chiara Ghislieri. 2020. "Workaholism and Technostress During the COVID-19 Emergency: The Crucial Role of the Leaders on Remote Working." Frontiers in Psychology 11, no. : 620310.
Research on workaholism (also called work addiction by some scholars, especially in the clinical psychology field) has increased substantially in the last few years
Cristian Balducci; Paola Spagnoli; Malissa Clark. Advancing Workaholism Research. International Journal of Environmental Research and Public Health 2020, 17, 9435 .
AMA StyleCristian Balducci, Paola Spagnoli, Malissa Clark. Advancing Workaholism Research. International Journal of Environmental Research and Public Health. 2020; 17 (24):9435.
Chicago/Turabian StyleCristian Balducci; Paola Spagnoli; Malissa Clark. 2020. "Advancing Workaholism Research." International Journal of Environmental Research and Public Health 17, no. 24: 9435.
Decision-making autonomy may have played a crucial role in protecting, or on the contrary, intensifying the onset of negative psychological outcomes for workers with roles with responsibilities during the lockdown due to the Covid-19 crisis. The present study analyzed the emotional dimension of workaholism in relation to emotional exhaustion, considering decision-making autonomy as a moderator of this relationship, in a sample of 101 managers and freelancers in the middle of the lockdown in Italy (early April 2020). Results showed that the relationship between negative (workaholic) emotions and emotional exhaustion was moderated by decision-making autonomy and this moderation differed for managers and freelancers. In particular, the results showed that in the target of managers high levels of negative emotional experiences related to workaholism and low decision-making autonomy are associated with higher levels emotional exhaustion, while high levels of emotional experiences linked to workaholism and high decision-making autonomy produced significantly lower levels of emotional exhaustion. On the contrary, low levels of job autonomy were associated to higher level of emotional exhaustion when negative (workaholic) emotions were low for the freelancers. Limitations are related to the limited sample and the cross-sectional nature of the study. Practical implications lie in considering decision-making autonomy as a double-edged sword, such that when low it could be a risk for managers and when high it could be a risk for freelancers.
Paola Spagnoli; Danila Molinaro. Negative (Workaholic) Emotions and Emotional Exhaustion: Might Job Autonomy Have Played a Strategic Role in Workers with Responsibility during the Covid-19 Crisis Lockdown? Behavioral Sciences 2020, 10, 192 .
AMA StylePaola Spagnoli, Danila Molinaro. Negative (Workaholic) Emotions and Emotional Exhaustion: Might Job Autonomy Have Played a Strategic Role in Workers with Responsibility during the Covid-19 Crisis Lockdown? Behavioral Sciences. 2020; 10 (12):192.
Chicago/Turabian StylePaola Spagnoli; Danila Molinaro. 2020. "Negative (Workaholic) Emotions and Emotional Exhaustion: Might Job Autonomy Have Played a Strategic Role in Workers with Responsibility during the Covid-19 Crisis Lockdown?" Behavioral Sciences 10, no. 12: 192.
The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored and promoted by managers, especially when workload, and consequently, the possible risk of workaholism, cannot be avoided.
Paola Spagnoli; Nicholas J. Haynes; Liliya Scafuri Kovalchuk; Malissa A. Clark; Carmela Buono; Cristian Balducci. Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship. International Journal of Environmental Research and Public Health 2020, 17, 6536 .
AMA StylePaola Spagnoli, Nicholas J. Haynes, Liliya Scafuri Kovalchuk, Malissa A. Clark, Carmela Buono, Cristian Balducci. Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship. International Journal of Environmental Research and Public Health. 2020; 17 (18):6536.
Chicago/Turabian StylePaola Spagnoli; Nicholas J. Haynes; Liliya Scafuri Kovalchuk; Malissa A. Clark; Carmela Buono; Cristian Balducci. 2020. "Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship." International Journal of Environmental Research and Public Health 17, no. 18: 6536.
Purpose The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict. Design/methodology/approach Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents. Findings Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men. Originality/value This is the first study addressing the possible negative effect of OCG on a specific target of employees.
Paola Spagnoli; Alessandro Lo Presti; Carmela Buono. The “dark side” of organisational career growth. International Journal of Manpower 2019, 41, 152 -167.
AMA StylePaola Spagnoli, Alessandro Lo Presti, Carmela Buono. The “dark side” of organisational career growth. International Journal of Manpower. 2019; 41 (2):152-167.
Chicago/Turabian StylePaola Spagnoli; Alessandro Lo Presti; Carmela Buono. 2019. "The “dark side” of organisational career growth." International Journal of Manpower 41, no. 2: 152-167.
Recent contributions have reported sleep disorders as one of the health impairment outcomes of workaholism. A possible factor affecting the sleep-wake cycle might be the intensive use of smartphones. The current study aimed to explore the role of intensive smartphone use in the relationship between workaholism and the sleep-wake cycle. Two serial multiple mediation models were tested on a sample of 418 employees, who filled self-report questionnaires measuring workaholism, use of smartphones, sleep quality and daytime sleepiness, using conditional process analysis for testing direct and indirect effects. Results supported our hypotheses regarding two serial multiple mediation models—that intensive smartphone use and poor sleep quality mediated the relationship between workaholism and daytime sleepiness, and that smartphone use and daytime sleepiness mediated the relationship between workaholism and poor quality of sleep. Although the use of a cross-sectional design and the snowball technique for collecting data can be considered as possible limitations, the current study is one of the first to document the potential detrimental role of the intensive smartphone use on the workaholism-sleep disorders relationship.
Paola Spagnoli; Cristian Balducci; Marco Fabbri; Danila Molinaro; Giuseppe Barbato. Workaholism, Intensive Smartphone Use, and the Sleep-Wake Cycle: A Multiple Mediation Analysis. International Journal of Environmental Research and Public Health 2019, 16, 3517 .
AMA StylePaola Spagnoli, Cristian Balducci, Marco Fabbri, Danila Molinaro, Giuseppe Barbato. Workaholism, Intensive Smartphone Use, and the Sleep-Wake Cycle: A Multiple Mediation Analysis. International Journal of Environmental Research and Public Health. 2019; 16 (19):3517.
Chicago/Turabian StylePaola Spagnoli; Cristian Balducci; Marco Fabbri; Danila Molinaro; Giuseppe Barbato. 2019. "Workaholism, Intensive Smartphone Use, and the Sleep-Wake Cycle: A Multiple Mediation Analysis." International Journal of Environmental Research and Public Health 16, no. 19: 3517.
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.
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 StyleLiliya 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 StyleLiliya 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.
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.
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 StyleEmanuela 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 StyleEmanuela 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.
Although the interplay between workaholism and work engagement could explain several open questions regarding the Heavy Work Investment (HWI) phenomenon, few studies have addressed this issue. Thus, with the purpose of filling this literature gap, the present study aimed at examining a model where job-related negative affect mediates the relationship between the interplay of workaholism and work engagement, and anxiety before sleep. Since gender could have a role in the way the interplay would impact on the theorized model, we also hypothesized a moderated role of gender on the specific connection concerning the interplay between workaholism and work engagement, in relation to job-related negative affect. Conditional process analysis was conducted on a sample of 146 participants, balanced for gender. Results supported the mediating model and indicated the presence of a moderated role of gender, such that engaged workaholic women reported significantly less job-related negative affect than disengaged workaholic women. On the contrary, the interplay between workaholism and work engagement did not seem significant for men. Results are discussed in light of the limitations and future directions of the research in this field, as well as the ensuing practical implications.
Paola Spagnoli; Cristian Balducci; Liliya Scafuri Kovalchuk; Francesco Maiorano; Carmela Buono. Are Engaged Workaholics Protected against Job-Related Negative Affect and Anxiety before Sleep? A Study of the Moderating Role of Gender. International Journal of Environmental Research and Public Health 2018, 15, 1996 .
AMA StylePaola Spagnoli, Cristian Balducci, Liliya Scafuri Kovalchuk, Francesco Maiorano, Carmela Buono. Are Engaged Workaholics Protected against Job-Related Negative Affect and Anxiety before Sleep? A Study of the Moderating Role of Gender. International Journal of Environmental Research and Public Health. 2018; 15 (9):1996.
Chicago/Turabian StylePaola Spagnoli; Cristian Balducci; Liliya Scafuri Kovalchuk; Francesco Maiorano; Carmela Buono. 2018. "Are Engaged Workaholics Protected against Job-Related Negative Affect and Anxiety before Sleep? A Study of the Moderating Role of Gender." International Journal of Environmental Research and Public Health 15, no. 9: 1996.
Paola Spagnoli; Cristian Balducci; Franco Fraccaroli. A two-wave study on workplace bullying after organizational change: A moderated mediation analysis. Safety Science 2017, 100, 13 -19.
AMA StylePaola Spagnoli, Cristian Balducci, Franco Fraccaroli. A two-wave study on workplace bullying after organizational change: A moderated mediation analysis. Safety Science. 2017; 100 ():13-19.
Chicago/Turabian StylePaola Spagnoli; Cristian Balducci; Franco Fraccaroli. 2017. "A two-wave study on workplace bullying after organizational change: A moderated mediation analysis." Safety Science 100, no. : 13-19.
PurposeAlthough Colquitt’s Organizational Justice Scale (COJS) is one of the most widely used organizational justice scales (OJS) worldwide, a rigorous adaptation and validation in Italy is still missing. Accordingly, the purpose of this paper is to examine the construct validity and reliability of the Italian translation of the scale.Design/methodology/approachFactorial and concurrent validity were examined to assess construct validity. A confirmatory factorial analysis through structural equation modelling was conducted on five factorial models: one-factor, two-factor, three-factor, four-factor and second-order factor model. Concurrent validity implied the examination of the relationships between organizational justice and job satisfaction (convergent validity) and between organizational justice and workplace bullying (discriminant validity).FindingsEvidence of the prevalence of the original Colquitt (2001) four-factor model was found, though also the second-order model obtained adequate goodness of fit. Findings supported both convergent and discriminant validity. Reliability analysis reported evidence of excellent internal consistency. Thus, the Italian version of the OJS can be used in Italy for research and practical purposes.Originality/valueThis is the first study properly addressing the factorial and concurrent validity of the OJS in Italy.
Paola Spagnoli; Maria Luisa Farnese; Francesca D’Olimpio; Andrea Millefiorini; Liliya Scafuri Kovalchuk. Psychometric properties of the Italian version of Colquitt’s Organizational Justice Scale (OJS). International Journal of Organizational Analysis 2017, 25, 861 -874.
AMA StylePaola Spagnoli, Maria Luisa Farnese, Francesca D’Olimpio, Andrea Millefiorini, Liliya Scafuri Kovalchuk. Psychometric properties of the Italian version of Colquitt’s Organizational Justice Scale (OJS). International Journal of Organizational Analysis. 2017; 25 (5):861-874.
Chicago/Turabian StylePaola Spagnoli; Maria Luisa Farnese; Francesca D’Olimpio; Andrea Millefiorini; Liliya Scafuri Kovalchuk. 2017. "Psychometric properties of the Italian version of Colquitt’s Organizational Justice Scale (OJS)." International Journal of Organizational Analysis 25, no. 5: 861-874.
Organizational Career Growth scale (OCG scale) is a measure of employee perceptions of their chances of development and advancement within an organization. Despite the growing interest of scholars in this field, research using the OCG scale is in its early infancy. The current study aims to contribute to the validation of the OCG scale by testing its dimensionality and measurement invariance across Italian (N = 882) and Chinese (N = 256) samples. Structural Equation Modeling with Confirmatory Factorial Analysis, Multi-Group Confirmatory Factorial Analysis and latent means analysis were used. The four-factor model of the OCG scale prevailed both in the Italian and Chinese samples. Moreover, full metric and partial scalar invariance were achieved. Overall, the results supported the factorial validity and cross-cultural equivalence of the OCG scale. Latent means examination showed evidence of significantly higher latent means in the Chinese sample for three dimensions of the OCG scale (career goal progress, professional ability development, promotion speed) than in the Italian sample. Limitations, suggestions for future research and practical implications are discussed.
Paola Spagnoli; Qingxiong Weng. Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. The International Journal of Human Resource Management 2017, 30, 2951 -2970.
AMA StylePaola Spagnoli, Qingxiong Weng. Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. The International Journal of Human Resource Management. 2017; 30 (21):2951-2970.
Chicago/Turabian StylePaola Spagnoli; Qingxiong Weng. 2017. "Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China." The International Journal of Human Resource Management 30, no. 21: 2951-2970.
The aim of this study is to analyze the role of individual characteristics and social norms as variables that explain early-stage entrepreneurial activity before and during the European crisis. We used the Global Entrepreneurship Monitor Adult Population Survey data from Southern European countries (Greece, Spain, Italy and Portugal) and Northern European countries (Sweden, Norway and Finland) in 2007, 2010, 2012 and 2013. We performed logistic regression analysis to identify the role of individual characteristics (self-efficacy, perceptions of opportunities, role model and risk perceptions) and social norms (desirable career choice, status and respect and public media) on the early-stage entrepreneurial activity (TEA). Results show that individual characteristics are the most important predictor of entrepreneurial activity, and this effect stays stable throughout the time of the crisis; and social norms have an absent or low effect on entrepreneurial activity, with slight fluctuations during the crisis. These results highlight the role of individual predictors on the entrepreneurial activity despite the macroeconomic environment, which empathizes the importance of education and training to promote the entrepreneurial mindset and attitude.
Susana C. Santos; Antonio Caetano; Paola Spagnoli; Sílvia Fernandes Costa; Xaver Neumeyer. Predictors of entrepreneurial activity before and during the European economic crisis. International Entrepreneurship and Management Journal 2017, 13, 1263 -1288.
AMA StyleSusana C. Santos, Antonio Caetano, Paola Spagnoli, Sílvia Fernandes Costa, Xaver Neumeyer. Predictors of entrepreneurial activity before and during the European economic crisis. International Entrepreneurship and Management Journal. 2017; 13 (4):1263-1288.
Chicago/Turabian StyleSusana C. Santos; Antonio Caetano; Paola Spagnoli; Sílvia Fernandes Costa; Xaver Neumeyer. 2017. "Predictors of entrepreneurial activity before and during the European economic crisis." International Entrepreneurship and Management Journal 13, no. 4: 1263-1288.
The current study aimed at examining a moderated mediation model based on the theoretical framework of organizational socialization. In particular, the mediating effect of organizational career growth (OCG) in the relationship between organizational socialization learning and work outcomes (job satisfaction and performance) was assessed through a multigroup approach on an overall sample of 474 Italian employees. Specifically, structural equation modeling through the bootstrap method was used to test the mediation hypotheses on three dichotomous moderating variables: gender (men/women), parenthood (parents/not parents), and tenure (newcomers/expert employees). Results showed a moderated mediation effect (total mediation) of OCG in the relationship between organizational socialization learning and performance and a mediation effect of OCG in the relationship between organizational socialization learning and job satisfaction. Results are discussed on the light of the original contribution provided, as well as limitations, suggestions for further research and practical implications.
Paola Spagnoli. Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model. Journal of Career Development 2017, 47, 249 -265.
AMA StylePaola Spagnoli. Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model. Journal of Career Development. 2017; 47 (3):249-265.
Chicago/Turabian StylePaola Spagnoli. 2017. "Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model." Journal of Career Development 47, no. 3: 249-265.
The development of sound evidence-based entrepreneurial potential assessment tools is particularly recommended to foster entrepreneurship and to evaluate specific entrepreneurial training initiatives in schools and universities. The present study is aimed at examining construct, convergent and discriminant validity of the Attitude Toward Enterprise test (ATE test) in Italy. Configural and measurement invariance were conducted for testing construct validity using Structural Equation Modeling on three groups of students: high school; university undergraduate; and university postgraduate. Correlational and reliability analyses were conducted to test convergent, discriminant and consistency of the scale. Results show that the Italian version of the scale is a valuable tool for research and practical purposes in Italy. Limitations and suggestions for further research are also discussed.
Paola Spagnoli; Susana C. Santos; Antonio Caetano. ADAPTATION OF THE ATTITUDE TOWARD ENTERPRISE TEST IN THE ITALIAN HIGH SCHOOL AND UNIVERSITY CONTEXTS. Journal of Developmental Entrepreneurship 2017, 22, 1750005 .
AMA StylePaola Spagnoli, Susana C. Santos, Antonio Caetano. ADAPTATION OF THE ATTITUDE TOWARD ENTERPRISE TEST IN THE ITALIAN HIGH SCHOOL AND UNIVERSITY CONTEXTS. Journal of Developmental Entrepreneurship. 2017; 22 (1):1750005.
Chicago/Turabian StylePaola Spagnoli; Susana C. Santos; Antonio Caetano. 2017. "ADAPTATION OF THE ATTITUDE TOWARD ENTERPRISE TEST IN THE ITALIAN HIGH SCHOOL AND UNIVERSITY CONTEXTS." Journal of Developmental Entrepreneurship 22, no. 1: 1750005.
Purpose Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the interaction effect of two particular negative outcomes of organizational change, such as high workload and job insecurity, on workplace bullying. Design/methodology/approach Participants in the study were 134 Italian workers who had just experienced an organizational change. A multiple regression analysis, using the stepwise method, was conducted to test for whether workload, job insecurity, and their interactions predicted workplace bullying. Findings Results show that high level of workload is related to workplace bullying; job insecurity is not directly related to workplace bullying; the interaction between high workload and job insecurity enhanced the risk for workplace bullying. In particular, when the level of job insecurity is high there is a stronger relationship between workload and bullying, compared to when the level of job insecurity is low. Research limitations/implications The cross-sectional design applied does not allow inference on the causal relationships between the predictors and outcomes. Practical implications In order to decrease the occurrence of bullying, managers should avoid that employees experience high workload after organizational change by carefully designing the reengineering process. Additionally, they should try to reduce, as far as possible, employee perceptions of job insecurity. Originality/value The focus of the study is on the “survivors” after organizational change and on particular interaction of workplace bullying’s causes that could extremely enhance the risk of the phenomena.
Paola Spagnoli; Cristian Balducci. Do high workload and job insecurity predict workplace bullying after organizational change? International Journal of Workplace Health Management 2017, 10, 2 -12.
AMA StylePaola Spagnoli, Cristian Balducci. Do high workload and job insecurity predict workplace bullying after organizational change? International Journal of Workplace Health Management. 2017; 10 (1):2-12.
Chicago/Turabian StylePaola Spagnoli; Cristian Balducci. 2017. "Do high workload and job insecurity predict workplace bullying after organizational change?" International Journal of Workplace Health Management 10, no. 1: 2-12.
Entrepreneurial self-efficacy (ESE) seems to play a key role in the entrepreneurial career choice. The main goal of this study is to examine the reliability and validity of the ESE Scale proposed by McGee, Peterson, Mueller, and Sequeira both in Italy and Portugal. In particular, this study aims to strengthen and extend previous evidence of the Italian version of the ESE Scale and to assess its psychometric properties in Portugal. Furthermore, it aims at investigating the differences between two groups of participants both in Italy and Portugal: entrepreneurs and students. Construct, convergent, and discriminant validity of the ESE Scale were assessed through confirmatory factorial analysis and multigroups confirmatory factorial analysis using structural equation modeling. Configural, full metric, and partial scalar invariance were achieved. Moreover, correlational analysis, reliability analysis, and one-way analysis of variance were conducted. The findings support the use of the ESE Scale in Italy and Portugal for research and practical purposes. Limitation and suggestion for further research are also discussed.
Paola Spagnoli; Susana Correia Santos; António Caetano. A Contribution Toward the Adaptation and Validation of the Entrepreneurial Self-Efficacy Scale in Italy and Portugal. Journal of Career Assessment 2016, 25, 670 -687.
AMA StylePaola Spagnoli, Susana Correia Santos, António Caetano. A Contribution Toward the Adaptation and Validation of the Entrepreneurial Self-Efficacy Scale in Italy and Portugal. Journal of Career Assessment. 2016; 25 (4):670-687.
Chicago/Turabian StylePaola Spagnoli; Susana Correia Santos; António Caetano. 2016. "A Contribution Toward the Adaptation and Validation of the Entrepreneurial Self-Efficacy Scale in Italy and Portugal." Journal of Career Assessment 25, no. 4: 670-687.