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Mr. Ferdinando Toscano
Department of Psychology, University of Bologna

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0 Innovation
0 Leadership
0 Organizational Behavior
0 Organizational Culture
0 teleworking

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Short Biography

Currently, PhD Student at the Department of Psycology of the Alma Mater Studiorum - University of Bologna after a MS in Psychology of Organizations and Services (full marks with honors) and a BS in Psychological Sciences (full marks with honors). My research interests concern new ways of working (especially teleworking), leadership processes in organizations, organizational cultura and climate, innovation.

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Journal article
Published: 15 August 2021 in European Journal of Investigation in Health, Psychology and Education
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This case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work.

ACS Style

Salvatore Zappalà; Ferdinando Toscano; Gabriela Topa. The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era. European Journal of Investigation in Health, Psychology and Education 2021, 11, 866 -877.

AMA Style

Salvatore Zappalà, Ferdinando Toscano, Gabriela Topa. The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era. European Journal of Investigation in Health, Psychology and Education. 2021; 11 (3):866-877.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano; Gabriela Topa. 2021. "The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era." European Journal of Investigation in Health, Psychology and Education 11, no. 3: 866-877.

Letter to the editor
Published: 27 July 2021 in Journal of Occupational & Environmental Medicine
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ACS Style

Davide Giusino; Nick Bowman; Ferdinando Toscano. Work from Home (WFH) during COVID-19. Journal of Occupational & Environmental Medicine 2021, Publish Ah, 1 .

AMA Style

Davide Giusino, Nick Bowman, Ferdinando Toscano. Work from Home (WFH) during COVID-19. Journal of Occupational & Environmental Medicine. 2021; Publish Ah ():1.

Chicago/Turabian Style

Davide Giusino; Nick Bowman; Ferdinando Toscano. 2021. "Work from Home (WFH) during COVID-19." Journal of Occupational & Environmental Medicine Publish Ah, no. : 1.

Fast track article
Published: 20 April 2021 in Journal of Occupational & Environmental Medicine
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Objective: The COVID-19 pandemic made Working From Home (WFH) the new way of working. This study investigates the impact that family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership have on employees’ productivity, work engagement, and stress experienced when WFH during the pandemic. Methods: This cross-sectional study analyzed data collected through an online questionnaire completed by 209 employees WFH during the pandemic. The assumptions were tested using hierarchical linear regression. Results: Employees’ family-work conflict and social isolation were negatively related, while self-leadership and autonomy were positively related, to WFH productivity and WFH engagement. Family-work conflict and social isolation were negatively related to WFH stress, which was not affected by autonomy and self-leadership. Conclusion: Individual- and work-related aspects both hinder and facilitate WFH during the COVID-19 outbreak.

ACS Style

Teresa Galanti; Gloria Guidetti; Elisabetta Mazzei; Salvatore Zappalà; Ferdinando Toscano. Work From Home During the COVID-19 Outbreak. Journal of Occupational & Environmental Medicine 2021, 63, e426 -e432.

AMA Style

Teresa Galanti, Gloria Guidetti, Elisabetta Mazzei, Salvatore Zappalà, Ferdinando Toscano. Work From Home During the COVID-19 Outbreak. Journal of Occupational & Environmental Medicine. 2021; 63 (7):e426-e432.

Chicago/Turabian Style

Teresa Galanti; Gloria Guidetti; Elisabetta Mazzei; Salvatore Zappalà; Ferdinando Toscano. 2021. "Work From Home During the COVID-19 Outbreak." Journal of Occupational & Environmental Medicine 63, no. 7: e426-e432.

Original manuscript
Published: 21 December 2020 in Journal of Nursing Scholarship
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Purpose This study aims to explore the role of individual (work engagement, personal initiative), group (transformational, transactional, passive‐avoidant leadership) and organisational factors (support for innovation climate) in fostering the two components of nurses’ innovative behaviours, idea generation and idea implementation. Design and Method A cross‐sectional study was conducted in an Italian public hospital, in two departments that had been created by merging other departments. A self‐report questionnaire was completed by 118 nurses. Hierarchical regression analysis was used to test the hypotheses. Findings Respondents reported a high frequency of idea generation followed by idea implementation. Personal initiative and passive‐avoidant leadership were significantly and positively related to nurses’ idea generation and idea implementation. Support for innovation was positively related to idea implementation. Transactional and transformational leadership did not show any relationships with the two innovative work behaviours. Conclusions This study shows that nurses’ innovative work behaviour is a complex and multi determined behaviour, influenced by individual, group, and organisational factors. It also shows that low levels of passive‐avoidant leadership may contribute to innovation. Clinical Relevance Healthcare policies and strategies are needed to support a leadership style that allows space for autonomy, and that, together with support for innovation and personal initiative, facilitates nurses’ idea generation and idea implementation.

ACS Style

Salvatore Zappalà; Ferdinando Toscano; Marina V. Polevaya; Elena V. Kamneva. Personal Initiative, Passive‐Avoidant Leadership and Support for Innovation as Antecedents of Nurses’ Idea Generation and Idea Implementation. Journal of Nursing Scholarship 2020, 53, 96 -105.

AMA Style

Salvatore Zappalà, Ferdinando Toscano, Marina V. Polevaya, Elena V. Kamneva. Personal Initiative, Passive‐Avoidant Leadership and Support for Innovation as Antecedents of Nurses’ Idea Generation and Idea Implementation. Journal of Nursing Scholarship. 2020; 53 (1):96-105.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano; Marina V. Polevaya; Elena V. Kamneva. 2020. "Personal Initiative, Passive‐Avoidant Leadership and Support for Innovation as Antecedents of Nurses’ Idea Generation and Idea Implementation." Journal of Nursing Scholarship 53, no. 1: 96-105.

Journal article
Published: 24 November 2020 in Sustainability
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From mid-March to the end of May 2020, millions of Italians were forced to work from home because of the lockdown provisions imposed by the Italian government to contain the COVID-19 epidemic. As a result, many employees had to suddenly switch to remote work, experiencing both troubles and opportunities. Social isolation from colleagues and the workplace represents a typical aspect of remote work which increased significantly during the social confinement imposed by the government. This study investigates the correlates of social isolation in terms of stress, perceived remote work productivity and remote work satisfaction, proposing the sequential mediation of stress and perceived remote work productivity, and the moderating role of concern about the new coronavirus. An online survey was conducted, and the responses of 265 employees showed the deleterious role of social isolation in stress, which leads to decreased perceived remote work productivity that, in turn, is related to remote work satisfaction. Furthermore, the results suggest that concern about the virus moderates the relationships between social isolation and remote work satisfaction, from one side, and remote work perceived productivity and remote work satisfaction from the other. This latter result suggests that the indirect sequential effect of social isolation on remote work satisfaction is conditional on concern about the virus. Some conclusions are drawn to support managers and HR officers in the choices to better manage employees’ work during the health emergency.

ACS Style

Ferdinando Toscano; Salvatore Zappalà. Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation. Sustainability 2020, 12, 9804 .

AMA Style

Ferdinando Toscano, Salvatore Zappalà. Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation. Sustainability. 2020; 12 (23):9804.

Chicago/Turabian Style

Ferdinando Toscano; Salvatore Zappalà. 2020. "Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation." Sustainability 12, no. 23: 9804.

Journal article
Published: 21 September 2020 in European Journal of Investigation in Health, Psychology and Education
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This paper describes the validation process of the Persian version of the Women Workplace Culture Scale and provides information about the perception of this culture in an Iranian working environment. A 30-item Persian version of the Women Workplace Culture (WWC) Questionnaire was administered to women working in public departments of the city of Bojnord, Iran (N = 200). As a result of a theory- and data-driven bottom-up empirical approach, a reduced 10-item three-dimensional scale was achieved entailing (I) perceived societal barriers for career development, (II) perceived organizational barriers, and (III) sexual harassment. This parsimonious solution showed satisfactory values of reliability, factorial validity and convergent-discriminant validity analysis based on correlations with the unidimensional 10-item Perceived Stress Scale and the 12-item Career Success Questionnaire. The scale can be used to measure women workplace culture in Iran and other Persian-speaking, Islamic-Arabic countries. It can also constitute a starting point for organizational diagnosis in projects aimed to enhance working women’s occupational health and societal participation.

ACS Style

Ferdinando Toscano; Davide Giusino; Tayebe Rahimi Pordanjani. Revisiting the Women Workplace Culture Scale: Validation and Psychometric Properties of a Three-Factor Structure in an Iranian Study Sample. European Journal of Investigation in Health, Psychology and Education 2020, 10, 915 -934.

AMA Style

Ferdinando Toscano, Davide Giusino, Tayebe Rahimi Pordanjani. Revisiting the Women Workplace Culture Scale: Validation and Psychometric Properties of a Three-Factor Structure in an Iranian Study Sample. European Journal of Investigation in Health, Psychology and Education. 2020; 10 (3):915-934.

Chicago/Turabian Style

Ferdinando Toscano; Davide Giusino; Tayebe Rahimi Pordanjani. 2020. "Revisiting the Women Workplace Culture Scale: Validation and Psychometric Properties of a Three-Factor Structure in an Iranian Study Sample." European Journal of Investigation in Health, Psychology and Education 10, no. 3: 915-934.

Original article
Published: 30 January 2020 in Journal of Nursing Management
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To validate the Ethical Leadership Scale by Brown, Treviño and Harrison (2005) in Italian language, and assess, in healthcare setting, whether ethical leadership is related to leader-member exchange and also job satisfaction, work engagement, cynicism, and organizational service climate BACKGROUND: Ethics is a key component in healthcare professions, and leaders have to encourage ethical behaviour. Unfortunately, no instrument is currently validated in Italy and the associations between this construct and the proposed measures have been under-studied. A cross-sectional study was conducted in a large organization offering healthcare services. All employees were invited to fill an on-line survey. The answers of 637 respondents, working in 48 centres for elderly and disabled people, were examined with exploratory and confirmatory factor analyses and aggregated at the centre level to test the association among the examined measures. The 10 items on the ethical leadership scale load on a single factor, negatively related to cynicism and positively related to the other examined variables. The proposed scale is a reliable tool to assess the ethical leadership of Italian healthcare managers and nurse leaders. Supporting ethical leadership may stimulate employees' work attitudes and promote organizational service climate.

ACS Style

Salvatore Zappalà; Ferdinando Toscano. The Ethical Leadership Scale (ELS): Italian adaptation and exploration of the nomological network in a health care setting. Journal of Nursing Management 2020, 28, 634 -642.

AMA Style

Salvatore Zappalà, Ferdinando Toscano. The Ethical Leadership Scale (ELS): Italian adaptation and exploration of the nomological network in a health care setting. Journal of Nursing Management. 2020; 28 (3):634-642.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano. 2020. "The Ethical Leadership Scale (ELS): Italian adaptation and exploration of the nomological network in a health care setting." Journal of Nursing Management 28, no. 3: 634-642.

Journal article
Published: 31 July 2019 in Psychologica
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Hospital managers and chief physicians, but also doctors and nurses, in an effort to face constant changes, are involved in innovation. This study examines if transformational leadership style is related to adoption of employees’ suggestions, and if personal initiative and job control moderate this relationship. Nurses, doctors, and auxiliary and technical collaborators (n = 137), of an Italian public hospital, participated in this study. Results show that transformational leadership was correlated to innovation adoption but, when examined moderators were included in the analysis, the relation was no more significant. Personal initiative and job control did not moderate the relationship between transformational leadership and innovation adoption but they do have a significant direct effect on innovation adoption. Findings suggest that innovation in hospitals is more related to personal variables, like personal initiative and job control, rather than to transformational leadership.

ACS Style

Salvatore Zappalà; Ferdinando Toscano. Transformational leadership and innovation adoption: Is there a moderation role of personal initiative and job control? Psychologica 2019, 62, 119 -130.

AMA Style

Salvatore Zappalà, Ferdinando Toscano. Transformational leadership and innovation adoption: Is there a moderation role of personal initiative and job control? Psychologica. 2019; 62 (1):119-130.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano. 2019. "Transformational leadership and innovation adoption: Is there a moderation role of personal initiative and job control?" Psychologica 62, no. 1: 119-130.

Journal article
Published: 03 February 2019 in Sustainability
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According to psychology of sustainability, healthy organizations conduct successful businesses, regenerate employees’ belongingness, and promote organizational and individual growth and change. In line with this assumption, this study investigates: a) The relation between perceived supervisor support and the affective, normative, and continuance components of commitment to change (CtC), and b) the mediating role of organizational identification on the relation between perceived supervisor support and components of CtC. Participants were 243 employees of a company that, in order to introduce a new organizational vision, was implementing multiple change initiatives. Results show the direct effect of perceived supervisor support on affective and normative CtC, the partial mediating effect of organizational identification on affective and normative CtC, and the full mediating effect on continuance CtC. Such results extend previous studies and are in line with the assumptions of the psychology of sustainability: Supervisor support can be considered as a primary preventive intervention that increases employees’ belongingness and encourages them to commit to change initiatives.

ACS Style

Salvatore Zappalà; Ferdinando Toscano; Simone Alfio Licciardello. Towards Sustainable Organizations: Supervisor Support, Commitment to Change and the Mediating Role of Organizational Identification. Sustainability 2019, 11, 805 .

AMA Style

Salvatore Zappalà, Ferdinando Toscano, Simone Alfio Licciardello. Towards Sustainable Organizations: Supervisor Support, Commitment to Change and the Mediating Role of Organizational Identification. Sustainability. 2019; 11 (3):805.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano; Simone Alfio Licciardello. 2019. "Towards Sustainable Organizations: Supervisor Support, Commitment to Change and the Mediating Role of Organizational Identification." Sustainability 11, no. 3: 805.

Journal article
Published: 31 December 2018
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ACS Style

Salvatore Zappalà; Ferdinando Toscano; Simone Donati; Alessandro Malinconico; Ilaria Papola. Shared leadership: The Italian version of an overall cumulative scale. 2018, 1 .

AMA Style

Salvatore Zappalà, Ferdinando Toscano, Simone Donati, Alessandro Malinconico, Ilaria Papola. Shared leadership: The Italian version of an overall cumulative scale. . 2018; ():1.

Chicago/Turabian Style

Salvatore Zappalà; Ferdinando Toscano; Simone Donati; Alessandro Malinconico; Ilaria Papola. 2018. "Shared leadership: The Italian version of an overall cumulative scale." , no. : 1.