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With the advent of the COVID-19 pandemic, telework became widely used to ensure work activities and protect employee health. However, its rapid implementation has led to little attention to its quality and increased inequalities between companies and employees. The widespread adoption of telework has also challenged HRD departments in helping employees to be satisfied with their 'new way of working'. From the post-pandemic perspective, challenges related to high-quality telework implementation and employee's satisfaction should be addressed. This study investigates how the Telework Quality Model core resources are related to teleworkers' job satisfaction, involving 1192 teleworkers from large companies (LCs) and small-medium enterprises (SMEs). A multi-group structural equation model was used to test the association between TQM core resources and teleworkers' job satisfaction. The results showed that the four core components of TQM were correlated with employee job satisfaction. Three of the four TQM resources were significantly associated with job satisfaction among both LCs and SMEs, while the functional remote workstation component was not associated with job satisfaction among SMEs. The TQM proves to be a valuable tool for HRD professionals, especially in the post-pandemic phase, when there is a need to overcome implementation limitations and develop high-quality teleworking. [ABSTRACT FROM AUTHOR]

Promoting workplace safety is crucial in occupational health and safety (OHS). However, existing studies have primarily concentrated on accident prevention, overlooking the role of resources in encouraging safety. This research investigates the impact of a personal resource, namely hope, on safety participation, considering its interaction with job resources and job demands using the Job Demands-Resources (JD-R) model in the context of safety. A cross-sectional study was conducted in a large company managing European shopping centers (N = 262). Of the sample, 52.3% of participants were female. Data were collected through an online questionnaire and analyzed using model 92 of Andrew F. Hayes' Process Macro to test the hypothesized moderate serial mediation model. Our results highlighted that (1) hope directly correlates with safety participation, (2) hope and job dedication mediate the relationship between autonomy and safety participation, and (3) high job demands can undermine the beneficial effects of resources (i.e., autonomy, hope, and job dedication) on safety participation. These results suggest that workers with personal resources like hope are more likely to engage in safety practices, displaying increased dedication and focus on safety. However, excessive job demands can challenge the effectiveness of these resources in promoting safety participation. This study offers a novel perspective by integrating safety participation into the JD-R model framework. [ABSTRACT FROM AUTHOR]

Work-related stress significantly jeopardizes employees' physical and mental health due to the considerable time they spend at work. Smartphone-based interventions provide a promising solution, eliminating traditional face-to-face interventions' barriers. However, the elements that influence workers' intentions to use this still remain unexplored. This study explores the link between health belief model (HBM) and technology acceptance model (TAM) factors. In this study, 336 Italian workers (64% female) answered an online questionnaire. We employed a structural equation model (SEM) to analyze the data. The results unveiled an indirect relationship: individuals perceiving health risks were more inclined to use stress-management apps, mediated by perceived utility (PU). This study underscores the significant potential of integrating the HBM with the TAM in predicting users' preparedness for smartphone-based health interventions. These findings not only hold substantial value but also illuminate a path forward for professionals and organizations, offering insights to tailor and optimize smartphone tools for stress management and the promotion of workplace well-being. Ultimately, this research paves the way for the cultivation of healthier work environments, marking a noteworthy contribution to the field. [ABSTRACT FROM AUTHOR]

Objectives. Occupational health and safety (OHS) is a relevant issue for many systems and stakeholders. This systematic literature review aims to expand knowledge on this topic starting from the integrated safety model (ISM) and to evaluate the role of psychological capital (PsyCap) on safety behaviours (SBs) (i.e., safety performance and prevention of occupational accidents and injuries). Methods. A total of 2704 studies was initially identified in the Scopus, PsycINFO and Web of Science databases. After rigorous screening, 20 empirical studies were included. Results. The results showed the relevant contribution of PsyCap in promoting SBs as a direct antecedent, a mediator between organizational factors and SBs or a moderator between job demands and SBs. Conclusion. Findings indicate that when workers feel resourceful, they feel also more confident and engaged, and, in turn, more focused on safety issues. Moreover, the results sometimes turn out to be contradictory, showing the dark side of personal resources. Considering these results, a plan to monitor and develop PsyCap could be implemented to promote SBs and safety environment. Indeed, PsyCap can be an essential individual resource for behaving safely also by reducing job demands' perceptions and improving safety leadership. [ABSTRACT FROM AUTHOR]

Through a survey of Italian Physicians in the post-COVID era, we found that Burnout and Fear of being infected by COVID-19 (as risk factors) increased physicians' turnover intention. On the contrary, self-efficacy proved to be a protective factor in preventing turnover intention, decreasing both burnout and Fear of being infected. Purpose: This research investigates risk and protective factors affecting physicians' turnover intention during the post–COVID-19 era. Design/Methodology/Approach: A cross-sectional online survey study of 958 physicians working in Lombardy (Northern Italy) hospitals was conducted. Findings: In the post–COVID-19 era, burnout significantly increases physicians' turnover intention. The same is true for fear of being infected by COVID-19 (FIC), which indirectly affects turnover intention via burnout. The higher FIC and burnout, the higher intention to leave the job or working unity. Self-efficacy significantly decreases turnover intention by reducing FIC and burnout. Originality/Value: Implementing turnover preventive programs in healthcare professionals is essential, mainly reducing BO and promoting physicians' personal resources, such as self-efficacy. [ABSTRACT FROM AUTHOR]

The COVID-19 crisis has brought about massive and sudden changes in the way people work and has created new emotional strains on workers. For this reason, being an emotional business leader is necessary for an organization's survival and employees' well-being. This qualitative study aims: (1) to explore the quality of emotions expressed by business leaders during the COVID-19 crisis, (2) to go into detail on how business leaders managed their own emotions, and (3) to investigate how they managed emotions shown by employees in their company. We interviewed 38 business leaders from 11 Italian companies. The main emotion reported by the leaders we interviewed was anxiety, caused in part by the development of the pandemic and related to uncertainty about the future. Results also showed that some leaders considered emotions as a secondary matter, or something to overcome for the good of their role. Other leaders showed a higher level of emotional intelligence and were able to empathize with their followers, communicate their vision and feelings, and create positive and constructive relationships. The theoretical and practical implications of these results are also discussed. [ABSTRACT FROM AUTHOR]

Starting from the insights of social identity theory and social exchange theory, the present study aimed to understand how social support and organizational identification relate to work engagement. Moreover, it sought to verify if social support and organizational identification interact with each other to explain work engagement three months later. A longitudinal study was conducted on a sample of 150 employees, in which organizational identification, social support, and work engagement were measured through a questionnaire. The results show that when employees can count on their supervisors' and colleagues' support, they will be more engaged in their work. In addition, when an employee strongly identifies with their organization, the employee's evaluation of the social support received from colleagues and supervisors becomes less critical in determining their work engagement. These results confirm our hypotheses and extend the findings of previous research on withdrawal behaviors. From a practical point of view, it seems important for organizations to invest in increasing identification, as well as in building a high-quality social exchange relationship, especially when levels of organizational identification are low or decreasing. [ABSTRACT FROM AUTHOR]

Background: This study aimed to standardize the Copenhagen Burnout Inventory (CBI), a psychometrically sound, worldwide-spread tool among Italian physicians. Methods: Nine hundred and fifteen Italian physicians were webadministered the CBI, Patient Health Questionnaire-8 (PHQ-8), Generalized Anxiety Disorder-7 (GAD-7) and General Self-Efficacy Scale (GSE). The present CBI included 18 items (range=19-90) assessing Personal, Workrelated and Client-related Burnout. Client-related adaptation was performed. Construct validity, factorial structure (Confirmatory Factor Analysis) and internal consistency were tested. Diagnostic accuracy was assessed simultaneously against the PHQ-8, GAD-7 and GSE. All CBI measures yielded optimal internal consistency (Cronbach's a=0.90-0.96). Results: The CBI met its original three-factor model (CFI=0.94; TLI=0.93; RMSEA=0.09; SRMR=0.04), was positively related to the PHQ-8 (r=0.76) and GAD-7 (r=0.73), whereas negatively with the GSE (r=0.39) and yielded optimal diagnostics (AUC=0.93; sensitivity=0.91 and specificity=0.85 at the optimal cutoff of 69/90). Conclusion: The CBI is thus a valid, reliable, and normed tool to assess burnout levels in physicians. [ABSTRACT FROM AUTHOR]

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Due to the working conditions imposed by the COVID-19 pandemic, teleworking also known as remote work has witnessed an increase in use, prompting a resurgence of interest in the topic among researchers. This article analyzes the evolution of literature before, during, and after the pandemic, as well as the research foci through an application of the antecedents, decisions, and outcomes framework. A systematic literature review methodology was employed using the evidence from 136 articles from 2016 to 2023. This review is about 'telework literature in business, management, and accounting areas published in English'. Opportunities are identified for future studies and the findings afford managers with the advantage of understanding the crucial dimensions of telework. The bibliometric analysis revealed the significant impact of the COVID-19 pandemic on the widespread acceptance of teleworking globally, accompanied by a surge in studies on this subject. Additionally, the study provides deeper insights into the progression of teleworking literature since 2016 and organizes the various topics explored in this field. [ABSTRACT FROM AUTHOR]

This article studies the relationship between teleworking and job quality in 2021 for reference countries in Latin America, namely, Argentina, Brazil, and Colombia. Teleworking is an increasingly important alternative line of work; hence, it is relevant to investigate its influence on the quality of jobs. To this end the following points are addressed: (i) the definitions of teleworking and job quality are conceptually reviewed; (ii) the relationships between both concepts are identified in the literature; (iii) a comparable job quality index is constructed for each of the countries studied using factorial analysis, ensuring the objective nature of the data is considered rather than preconceived judgments; and (iv) the characteristics of job quality and the constructed index are compared in a controlled manner using a propensity score matching model. This research finds that teleworkers, compared to other workers with similar observable characteristics, have higher labor income in Colombia and Argentina. In addition, teleworkers work fewer hours per week and have similar levels of job stability across the three countries. Regarding teleworkers in Brazil and Colombia, a gap in social security coverage is observed and needs to be addressed. [ABSTRACT FROM AUTHOR]

Challenges when many people moved their jobs from the office to home because of COVID-19 pandemic restrictions have put stress on employees' daily routine and professional lives. This article investigated the experience of individuals working not at the office and disclosed consequences of occupational stress such as mental and physical exhaustion, social deprivation, decreased work commitment, professional cynicism, and professional burnout. The preliminary study was based on a survey of 202 employees in Lithuania who were teleworking from home throughout the pandemic. According to the results, it can be assumed that teleworking had rather negative effects on employee wellbeing, as many teleworkers tended to suffer mental and physical exhaustion and social deprivation when working from home within pandemic. The psycho-emotional state of employees seems to be a key factor influencing the intellectual resources of an organization in a period of uncertainty. [ABSTRACT FROM AUTHOR]