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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.
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.
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 StyleChiara 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 StyleChiara 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.
Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.
Michael Knoll; Martin Götz; Elisa Adriasola; Amer Ali Al‐Atwi; Alicia Arenas; Kokou A. Atitsogbe; Stephen Barrett; Anindo Bhattacharjee; Norman D. Blanco C.; Sabina Bogilović; Grégoire Bollmann; Janine Bosak; Cagri Bulut; Madeline Carter; Matej Černe; Susanna L. M. Chui; Donatella Di Marco; Gesa S. Duden; Vicki Elsey; Makoto Fujimura; Paola Gatti; Chiara Ghislieri; Steffen R. Giessner; Kenta Hino; Joeri Hofmans; Thomas S. Jønsson; Pazambadi Kazimna; Kevin B. Lowe; Juliana Malagón; Hassan Mohebbi; Anthony Montgomery; Lucas Monzani; Anne Nederveen Pieterse; Muhammed Ngoma; Emir Ozeren; Deirdre O'Shea; Christina Lundsgaard Ottsen; Jennifer Pickett; Anna A. Rangkuti; Sylwiusz Retowski; Farzad Sattari Ardabili; Razia Shaukat; Silvia A. Silva; Ana Šimunić; Niklas K. Steffens; Faniya Sultanova; Daria Szücs; Susana M. Tavares; Arun Tipandjan; Rolf van Dick; Dimitri Vasiljevic; Sut I. Wong; Hannes Zacher. International differences in employee silence motives: Scale validation, prevalence, and relationships with culture characteristics across 33 countries. Journal of Organizational Behavior 2021, 42, 619 -648.
AMA StyleMichael Knoll, Martin Götz, Elisa Adriasola, Amer Ali Al‐Atwi, Alicia Arenas, Kokou A. Atitsogbe, Stephen Barrett, Anindo Bhattacharjee, Norman D. Blanco C., Sabina Bogilović, Grégoire Bollmann, Janine Bosak, Cagri Bulut, Madeline Carter, Matej Černe, Susanna L. M. Chui, Donatella Di Marco, Gesa S. Duden, Vicki Elsey, Makoto Fujimura, Paola Gatti, Chiara Ghislieri, Steffen R. Giessner, Kenta Hino, Joeri Hofmans, Thomas S. Jønsson, Pazambadi Kazimna, Kevin B. Lowe, Juliana Malagón, Hassan Mohebbi, Anthony Montgomery, Lucas Monzani, Anne Nederveen Pieterse, Muhammed Ngoma, Emir Ozeren, Deirdre O'Shea, Christina Lundsgaard Ottsen, Jennifer Pickett, Anna A. Rangkuti, Sylwiusz Retowski, Farzad Sattari Ardabili, Razia Shaukat, Silvia A. Silva, Ana Šimunić, Niklas K. Steffens, Faniya Sultanova, Daria Szücs, Susana M. Tavares, Arun Tipandjan, Rolf van Dick, Dimitri Vasiljevic, Sut I. Wong, Hannes Zacher. International differences in employee silence motives: Scale validation, prevalence, and relationships with culture characteristics across 33 countries. Journal of Organizational Behavior. 2021; 42 (5):619-648.
Chicago/Turabian StyleMichael Knoll; Martin Götz; Elisa Adriasola; Amer Ali Al‐Atwi; Alicia Arenas; Kokou A. Atitsogbe; Stephen Barrett; Anindo Bhattacharjee; Norman D. Blanco C.; Sabina Bogilović; Grégoire Bollmann; Janine Bosak; Cagri Bulut; Madeline Carter; Matej Černe; Susanna L. M. Chui; Donatella Di Marco; Gesa S. Duden; Vicki Elsey; Makoto Fujimura; Paola Gatti; Chiara Ghislieri; Steffen R. Giessner; Kenta Hino; Joeri Hofmans; Thomas S. Jønsson; Pazambadi Kazimna; Kevin B. Lowe; Juliana Malagón; Hassan Mohebbi; Anthony Montgomery; Lucas Monzani; Anne Nederveen Pieterse; Muhammed Ngoma; Emir Ozeren; Deirdre O'Shea; Christina Lundsgaard Ottsen; Jennifer Pickett; Anna A. Rangkuti; Sylwiusz Retowski; Farzad Sattari Ardabili; Razia Shaukat; Silvia A. Silva; Ana Šimunić; Niklas K. Steffens; Faniya Sultanova; Daria Szücs; Susana M. Tavares; Arun Tipandjan; Rolf van Dick; Dimitri Vasiljevic; Sut I. Wong; Hannes Zacher. 2021. "International differences in employee silence motives: Scale validation, prevalence, and relationships with culture characteristics across 33 countries." Journal of Organizational Behavior 42, no. 5: 619-648.
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.
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 StyleValentina 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 StyleValentina 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.
’Insecure’ jobs and alternating between periods of unemployment and periods of employment under fixed-term contracts are increasingly widespread among the youth in Europe. This phenomenon is an important risk factor for young people’s well-being. Despite the growing number of studies, some issues have still not been adequately addressed. Compared to the high number of quantitative studies, the number of qualitative researches is limited: in fact, few studies have tackled this topic from a qualitative standpoint, highlighting the dynamics and the subjective processes which operate in this relationship and considering the different functions that work can have for the individual. Another aspect that has not been adequately dealt with is represented by the coping strategies that young people put in place to deal with job insecurity, and which have consequences on their well-being. The present article on the Italian case is intended to give a contribution in these directions. In particular, it analyses the way in which a group of 40 unemployed or temporarily employed young people, in-depth interviewed, subjectively describe the relationship between job insecurity and well-being, and reflects on coping strategies to face job insecurity and related perceived consequences. In doing this, the authors consider the role of individual factors, as well as of meso and macro ones, given that—for example—the national contexts have a role in influencing the way in which job insecurity is perceived and managed by individuals. The results highlight the complexity of this relationship, in which the intertwining of factors at different levels plays a very important role in determining the coping strategies and the overall well-being of people: individually, like the functions and the subjective meanings of work for the youth, but also in meso and macro terms, such as the familial support and relationships, and the institutional and public resources available.
Rosy Musumeci; Chiara Ghislieri. Some Voices from Italian Youth on Well-Being: How to Cope with Job Insecurity? Social Sciences 2020, 9, 58 .
AMA StyleRosy Musumeci, Chiara Ghislieri. Some Voices from Italian Youth on Well-Being: How to Cope with Job Insecurity? Social Sciences. 2020; 9 (4):58.
Chicago/Turabian StyleRosy Musumeci; Chiara Ghislieri. 2020. "Some Voices from Italian Youth on Well-Being: How to Cope with Job Insecurity?" Social Sciences 9, no. 4: 58.
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.
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 StyleMonica 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 StyleMonica 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.
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.
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 StyleChiara 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 StyleChiara 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.
For workers, perceived job insecurity represents a threat and an obstacle towards achieving a decent and sustainable dimension of wellbeing at work and in life. Using the theoretical background of the psychology of sustainability and sustainable development, the aim of this study is to deepen the relation between subjective job insecurity, self-related health and life satisfaction considering the effect of personal resources, such as specific coping strategies that people may undertake facing job insecurity perceptions. The hypotheses were tested in a convenience sample of 769 employees in France. Data were collected with a self-report questionnaire and analyzed with the Statistical Package for the Social Science (IBM SPSS). Results showed that job insecurity was negatively related to self-reported health and life satisfaction; furthermore, problem-focused coping of the type of job, social support and training searching behaviors resulted in worsening this negative relationship. This study expanded the understanding of coping in the context of job insecurity and showed the limitations that proactive coping strategies have against job insecurity. These results encourage the debate on how far is it possible to attain sustainable wellbeing by relying on personal resources when job insecurity is experienced.
Marianna Giunchi; Anne-Marie Vonthron; Chiara Ghislieri. Perceived Job Insecurity and Sustainable Wellbeing: Do Coping Strategies Help? Sustainability 2019, 11, 784 .
AMA StyleMarianna Giunchi, Anne-Marie Vonthron, Chiara Ghislieri. Perceived Job Insecurity and Sustainable Wellbeing: Do Coping Strategies Help? Sustainability. 2019; 11 (3):784.
Chicago/Turabian StyleMarianna Giunchi; Anne-Marie Vonthron; Chiara Ghislieri. 2019. "Perceived Job Insecurity and Sustainable Wellbeing: Do Coping Strategies Help?" Sustainability 11, no. 3: 784.
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.
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 StyleMonica 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 StyleMonica 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.
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.
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 StyleMonica 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 StyleMonica 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.
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.
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 StyleMonica 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 StyleMonica 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.
Burnout represents a relevant risk for ambulance volunteers. According to the Job Demands-Resources model, role conflict and social support can be considered as antecedents of burnout which, in turn, may lower affective commitment. This study aims to investigate the relationship between social support, role conflict, and affective commitment, as mediated by job burnout. Survey data were collected from 352 Italian volunteers and analyzed using structural equation modeling methods. Social support was confirmed as a protective factor, and role conflict as an antecedent of burnout which, in turn, decreases affective commitment. The relationship between role conflict and affective commitment is mediated by burnout which, on the contrary, does not mediate the effect of social support on affective commitment. Social support may protect against burnout. Because of its positive effects on a personal and an organizational level, affective commitment may be increased raising levels of supervisor support and reshaping role expectations. It could be useful to carry out future longitudinal studies, in order to confirm the antecedents and effects of job burnout; furthermore, this research should be extended to other ambulance organizations, in order to generalize the results; finally, multi-group analyses would allow to bring out possible differences between paid-staff and volunteers.
Ilaria Setti; Margherita Zito; Lara Colombo; Claudio Giovanni Cortese; Chiara Ghislieri; Piergiorgio Argentero. Well-Being and Affective Commitment among Ambulance Volunteers: A Mediational Model of Job Burnout. Journal of Social Service Research 2018, 44, 236 -248.
AMA StyleIlaria Setti, Margherita Zito, Lara Colombo, Claudio Giovanni Cortese, Chiara Ghislieri, Piergiorgio Argentero. Well-Being and Affective Commitment among Ambulance Volunteers: A Mediational Model of Job Burnout. Journal of Social Service Research. 2018; 44 (2):236-248.
Chicago/Turabian StyleIlaria Setti; Margherita Zito; Lara Colombo; Claudio Giovanni Cortese; Chiara Ghislieri; Piergiorgio Argentero. 2018. "Well-Being and Affective Commitment among Ambulance Volunteers: A Mediational Model of Job Burnout." Journal of Social Service Research 44, no. 2: 236-248.
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.
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 StyleMargherita 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 StyleMargherita 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.
The study investigated two followership behaviors, followers’ active engagement and followers’ independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources—workload and emotional dissonance for job demands, and meaningful work for job resources—which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers’ active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers’ independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers’ behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization.
Paola Gatti; Chiara Ghislieri; Claudio G. Cortese. Relationships between followers’ behaviors and job satisfaction in a sample of nurses. PLOS ONE 2017, 12, e0185905 -e0185905.
AMA StylePaola Gatti, Chiara Ghislieri, Claudio G. Cortese. Relationships between followers’ behaviors and job satisfaction in a sample of nurses. PLOS ONE. 2017; 12 (10):e0185905-e0185905.
Chicago/Turabian StylePaola Gatti; Chiara Ghislieri; Claudio G. Cortese. 2017. "Relationships between followers’ behaviors and job satisfaction in a sample of nurses." PLOS ONE 12, no. 10: e0185905-e0185905.
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.
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 StyleChiara 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 StyleChiara 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.
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.
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 StyleChiara 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 StyleChiara 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.
Federica Emanuel; Monica Molino; Chiara Ghislieri; Riccardo Ghini; Alberto Tortone; Claudio Giovanni Cortese. From work-related stress evaluation to organizational wellbeing promotion: the case of an Italian pharmaceutical company. La Medicina del lavoro 2016, 107, 1 .
AMA StyleFederica Emanuel, Monica Molino, Chiara Ghislieri, Riccardo Ghini, Alberto Tortone, Claudio Giovanni Cortese. From work-related stress evaluation to organizational wellbeing promotion: the case of an Italian pharmaceutical company. La Medicina del lavoro. 2016; 107 (5):1.
Chicago/Turabian StyleFederica Emanuel; Monica Molino; Chiara Ghislieri; Riccardo Ghini; Alberto Tortone; Claudio Giovanni Cortese. 2016. "From work-related stress evaluation to organizational wellbeing promotion: the case of an Italian pharmaceutical company." La Medicina del lavoro 107, no. 5: 1.
Background: Emotional labor, defined as the process of regulating feelings and expressions as part of the work role, is a major characteristic in call centers. In particular, interacting with customers, agents are required to show certain emotions that are considered acceptable by the organization, even though these emotions may be different from their true feelings. This kind of experience is defined as emotional dissonance and represents a feature of the job especially for call center inbound activities. Aim: The present study was aimed at investigating whether emotional dissonance mediates the relationship between job demands (workload and customer verbal aggression) and job resources (supervisor support, colleague support and job autonomy) on the one hand, and, on the other, affective discomfort, using the job demands-resources model as a framework. The study also observed differences between two different types of inbound activities: customer assistance service and information service. Method: The study involved agents of an Italian Telecommunication Company, 352 of whom worked in the customer assistance service and 179 in the information service. The hypothesized model was tested across the two groups through multi-group structural equation modeling. Results: Analyses showed that customer assistance service agents experience greater customer verbal aggression and emotional dissonance than information service agents. Results also showed, only for the customer assistance service group, a full mediation of emotional dissonance between workload and affective discomfort, and a partial mediation of customer verbal aggression and job autonomy, and affective discomfort. Conclusion: This study’s findings contributed both to the emotional labor literature, investigating the mediational role of emotional dissonance in the job demands-resources model, and to call center literature, considering differences between two specific kinds of inbound activities. Suggestions for organizations and practitioners emerged in order to identify practical implications useful both to support employees in coping with emotional labor and to promote well-being in inbound call centers. In detail, results showed the need to improve training programs in order to enhance employees’ emotion regulation skills, and to introduce human resource practices aimed at clarifying emotional requirements of the job.
Monica Molino; Federica Emanuel; Margherita Zito; Chiara Ghislieri; Lara Colombo; Claudio G. Cortese. Inbound Call Centers and Emotional Dissonance in the Job Demands – Resources Model. Frontiers in Psychology 2016, 7, 1133 .
AMA StyleMonica Molino, Federica Emanuel, Margherita Zito, Chiara Ghislieri, Lara Colombo, Claudio G. Cortese. Inbound Call Centers and Emotional Dissonance in the Job Demands – Resources Model. Frontiers in Psychology. 2016; 7 ():1133.
Chicago/Turabian StyleMonica Molino; Federica Emanuel; Margherita Zito; Chiara Ghislieri; Lara Colombo; Claudio G. Cortese. 2016. "Inbound Call Centers and Emotional Dissonance in the Job Demands – Resources Model." Frontiers in Psychology 7, no. : 1133.
Purpose – Different studies underline that perceived job insecurity (PJI) has negative consequences at both individual and organisational level. Some authors investigated PJI in temporary agency workers (TAWs) but these studies did not focus on specific countries and did not discuss the relationship with job exhaustion. Other researchers explored gender differences in PJI and found different results; some investigated differences in PJI perception and others its relationship with the outcome of stress or well-being. The purpose of this paper is to inquire about the effects of PJI (as a demanding condition) on job exhaustion, considering the mediation role of workload and exploring differences between male and female TAWs. Design/methodology/approach – This research involved 474 Portuguese TAWs (209 men, 265 women). Data were collected through a self-report questionnaire; data analyses were performed using IBM Spss Statistics 22 for descriptive statistics, correlations and t-test; Mplus7 was used to estimate a multi-group structural equation model and to test the mediation. Findings – The results confirmed that workload is a mediator and indicated gender differences in how PJI relates to workload and job exhaustion in TAWs. In fact, the mediation of workload in the relationship between PJI and job exhaustion was partial in men and total in women: in the women group the direct effect of PJI on job exhaustion is not significant, and the indirect effect mediated by workload is significant; in the men group both direct and indirect effects are significant. Originality/value – This paper contributes to extend the research on job insecurity of TAWs in a specific national context and highlights gender differences in the relationship between PJI and job exhaustion.
Marianna Giunchi; Federica Emanuel; Maria José Chambel; Chiara Ghislieri. Job insecurity, workload and job exhaustion in temporary agency workers (TAWs). Career Development International 2016, 21, 3 -18.
AMA StyleMarianna Giunchi, Federica Emanuel, Maria José Chambel, Chiara Ghislieri. Job insecurity, workload and job exhaustion in temporary agency workers (TAWs). Career Development International. 2016; 21 (1):3-18.
Chicago/Turabian StyleMarianna Giunchi; Federica Emanuel; Maria José Chambel; Chiara Ghislieri. 2016. "Job insecurity, workload and job exhaustion in temporary agency workers (TAWs)." Career Development International 21, no. 1: 3-18.
Monica Molino; Claudio G. Cortese; Arnold B. Bakker; Chiara Ghislieri. Do recovery experiences moderate the relationship between workload and work-family conflict? Career Development International 2015, 20, 686 -702.
AMA StyleMonica Molino, Claudio G. Cortese, Arnold B. Bakker, Chiara Ghislieri. Do recovery experiences moderate the relationship between workload and work-family conflict? Career Development International. 2015; 20 (7):686-702.
Chicago/Turabian StyleMonica Molino; Claudio G. Cortese; Arnold B. Bakker; Chiara Ghislieri. 2015. "Do recovery experiences moderate the relationship between workload and work-family conflict?" Career Development International 20, no. 7: 686-702.