Aims and objectives.  To determine whether a specific training course will enhance empathic skills in student nurses during a 3‐year degree course. The study considers levels of empathy in student nurses and assesses whether these can be increased.Background.  Empathy is accepted as a critical component of supportive relationships. Many scholars have argued that empathy provides health professionals with the capacity to improve the health of patients, so it should ideally be taught to make health professionals more responsive to patient needs.Design.  Cohort longitudinal study.Methods.  Data were collected using the Italian version of the Balanced Emotional Empathy Scale (BEES). The study was designed to guarantee repeated measurements of levels of emotional empathy in the pre‐ and postintervention phases. This allowed us to evaluate the development and improvement of empathy and to measure the effects of extra training on the students’ empathy skills. Two groups took part in the study: the Intervention and the Control Groups. Students in the Intervention Group attended additional seminars and laboratories in small groups with tutors to learn and develop communicative and empathic abilities.Results.  One hundred and three participants (76% women) completed the study. Data showed that the training course was effective, especially for women: BEES scores 31·60 at pre‐intervention phase and 42·91 at the end of the academic course. Results regarding men were less clear, and the study discusses these unexpected, anomalous findings.Conclusion.  According to literature, men and women have different empathic traits, and we found that they show disparate empathic tendencies. More women than men took advantage of the training course. In any case, our data show that specific training courses are effective.Relevance to clinical practice.  As our study shows, empathy is a skill that may be taught. So it would be advisable to introduce these into the traditional nursing curriculum.

Keeping volunteers committed and engaged is one of the toughest challenges for NPOs. The aim of the present study is to investigate the individual and organizational factors that promote volunteer satisfaction and, vice versa, foster intentions to quit. Two hundred forty-seven volunteers operating in four different NPOs were asked to fill in a self-report questionnaire that aimed to explore their motivations to volunteer, their degree of satisfaction and their perception of the organizational climate in the NPO they worked with, in addition to providing details of the activities which they were involved in. Results showed that the organizational climate mediates the relationship between autonomous motivation and satisfaction, as well as that between external motivation and intentions to leave an organization.

Orientation: Organisations need energetic and dedicated employees to enhance the quality of their services and products continuously. According to the Conservation of Resources Theory, it is possible to increase work engagement of employees by improving their personal resources.Research purpose: The main aim of this study was to examine the extent to which an improvement in psychological capital, as a personal resource, might enhance work engagement of employees in the public sector.Motivation for the study: This study was developed to investigate how and to what extent interventions aiming at fostering higher work engagement through the enhancement of psychological capital were certainly effective.Research design, approach and method: To improve psychological capital, a new resource-based intervention programme (FAMILY intervention) was developed and applied, in which six dimensions – namely framing, attitudes, meaningfulness, identity, leading self and yoked together – were improved. A semi-experimental research design (pre-test and post-test) was used to conduct this study. Participants were 54 employees working in an Italian public health administration. In the pre-test and post-test stages, data were collected by using the psychological capital and work engagement scales.Main findings: Results showed that there is a positive relationship between psychological capital and work engagement in the pre-test and post-test stages, considered separately. In addition, comparing pre-test and post-test results revealed that the intervention programme significantly improved both psychological capital and work engagement. This shows that an improvement in psychological capital is consistent with an increase in work engagement.Conclusion: Together, these findings prove that psychological capital can be considered as a set of personal resources which lead to increased work engagement.Contribution/value-add: This study bridged the gap found in the literature between the role of psychological capital in fostering higher work engagement and the extent to which interventions are effective among employees working in public administration.

International Voluntary Service (IVS) is slowly becoming more popular as more and more people take breaks from their studies or careers to volunteer abroad. However, research on the motivation of volunteers is quite limited and mainly conducted by means of qualitative methods. This study attempts to analyze the motivations that prompt people to serve internationally. I used the Volunteer Functions Inventory (VFI) plus some items that refer to specific motives gathered from literature. The results show multiple and mixed motivations that, according to the correlational analysis, can be grouped into two motivational patterns, one “outward focused” and the other “inward focused.” These patterns are variously associated with some perceived facets of the experience abroad. Finally, the importance of understanding the various motivations and how matching them to the sending program might enhance volunteer satisfaction is discussed.