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The use of double charge exchange reactions is discussed in view of their application to extract information that may be helpful to determinate the nuclear matrix elements entering in the expression of neutrinoless double beta decay half-life. The strategy adopted in the experimental campaigns performed at INFN - Laboratori Nazionali del Sud and in the analysis methods within the NUMEN project is briefly described, emphasizing the advantages of the multi-channel approach to nuclear reaction data analysis. An overview on the research and development activities on the MAGNEX magnetic spectrometer is also given, with a focus on the chosen technological solutions for the focal plane detector which will guarantee the performances at high-rate conditions.

In the last years, there is a growing debate on reproducibility and quality of empirical results within the psychological science. In his target article, Massimo Grassi (2018), as many other scholars, argues that psychological science is living a reproducibility crisis and that the only way to overcome it is changing the paradigm. Moving from this view, the present work challenges the thesis of a current reproducibility crisis in psychology. Moreover, it proposes a new perspective concerning reproducibility and quality issues, by looking at two usually overlooked aspects: the epistemological ground of psychological science and the way in which editorial system and careers are organized.

Gli autori dell’articolo «Stress lavoro-correlato: Questioni aperte e direzioni future» hanno svolto un eccellente lavoro di analisi critica sugli aspetti passati ed attuali legati allo stress lavoro-correlato e al benessere occupazionale. In particolare, in questo commento ci soffermeremo sulle sfaccettature e sulle sfide legate a due specifici aspetti: i lavoratori d’età differenti e l’identificazione organizzativa. Considerando il focus dell’articolo bersaglio di Balducci e Fraccaroli, maggiormente centrato su aspetti individuali legati allo stress-lavoro correlato, il presente elaborato tratterà le tematiche citate sopra enfatizzando maggiormente il ruolo del contesto/organizzazione.

Recent theorizing applying the social identity approach to leadership proposes a four‐dimensional model of identity leadership that centres on leaders’ management of a shared sense of ‘we’ and ‘us’. This research validates a scale assessing this model – the Identity Leadership Inventory (ILI). We present results from an international project with data from all six continents and from more than 20 countries/regions with 5,290 participants. The ILI was translated (using back‐translation methods) into 13 different languages (available in the Appendix S1) and used along with measures of other leadership constructs (i.e., leader–member exchange [LMX], transformational leadership, and authentic leadership) as well as employee attitudes and (self‐reported) behaviours – namely identification, trust in the leader, job satisfaction, innovative work behaviour, organizational citizenship behaviour, and burnout. Results provide consistent support for the construct, discriminant, and criterion validity of the ILI across countries. We show that the four dimensions of identity leadership are distinguishable and that they relate to important work‐related attitudes and behaviours above and beyond other leadership constructs. Finally, we also validate a short form of the ILI, noting that is likely to have particular utility in applied contexts.

Le attività di valutazione nelle organizzazioni di lavoro conoscono da qualche anno un nuovo versante applicativo che si aggiunge alle più consolidate aree di valutazione degli esiti, della qualità, del merito e del potenziale. Si tratta della valutazione dei fattori di rischio psicosociale e dello stress lavoro-correlato che ha avuto un significativo incremento anche nel settore pubblico, grazie alle norme di legge recentemente recepite a livello nazionale. Condurre valutazioni sui rischi psicosociali con strumentazioni adeguate (ad esempio, interpellando i lavoratori coinvolti e non poggiandosi solo su dati aggregati di archivio) e utilizzando modelli interpretativi consolidati, può offrire una serie di evidenze empiriche che mostrano un volto solitamente trascurato dell’organizzazione di lavoro. Il volto del potenziale disagio individuale vissuto dalle persone che operano nell’organizzazione, disagio individuale che, a sua volta, può costituire il primo segnale di un malessere organizzativo più diffuso. Allo stesso tempo, le valutazioni dei fattori di rischio possono mettere in luce gli aspetti organizzativi che costituiscono un potenziale generatore di stress (ad esempio eccessivi carichi di lavoro; ambiguità di ruolo, ecc.), così come possono individuare le risorse organizzative che funzionano da elemento “protettivo” contro il logoramento psicologico (ad esempio, il supporto dei colleghi; l’autonomia e la responsabilità esercitata). Per mettere in luce questo volto poco conosciuto del lavoro di insegnante e delle organizzazioni in cui operano, abbiamo deciso di inserire nel rapporto del Comitato Provinciale di Valutazione un capitolo un po’ atipico, dedicato ad una ricerca ancora in corso di realizzazione. L’indagine, voluta da IPRASE e realizzata in collaborazione con il Dipartimento di Scienze della Cognizione e della formazione dell’Università di Trento, ha riguardato circa 10 istituti ed ha coinvolto oltre 500 insegnanti. In questa sede saranno presentati i dati relativi a 5 scuole (analizzate nel 2010-11) in quanto per le altre (analizzate nel 2011-12) la raccolta ed elaborazione dei dati era ancora in corso al momento della stesura del presente capitolo. L’analisi dei modelli teorici relativi allo stress lavoro correlato costituisce la prima parte del capitolo. La rassegna è dedicata soprattutto ai risultati conseguiti in altre ricerche su organizzazioni scolastiche. Ci è sembrata indispensabile per mettere in evidenza i modelli più recenti di analisi dello stress correlato in cui il benessere individuale e la qualità della vita organizzativa costituiscono un punto di equilibrio tra, da un lato, domande e esigenze del lavoro e del contesto organizzativo, e dall’altro le risorse individuali e sociali che la persona ha a disposizione sul posto di lavoro. A questa rassegna fa seguito la descrizione di alcuni dati della ricerca condotta nelle scuole del Trentino. Sebbene rivolta solo ad alcune scuole, e quindi non rappresentativa dell’intero universo scolastico del territorio, la ricerca ha un punto di forza nella sua struttura longitudinale: cioè l’analisi ripetuta nel tempo (a inizio e fine anno scolastico) dei fattori di rischio psicosociale e della diffusione dello stress lavoro correlato. Come si vedrà, il contributo nel suo complesso offre indicazioni che vanno oltre l’esclusiva individuazione del livello di benessere/malessere degli insegnanti, tema peraltro importante in quanto molto spesso trattato con categorie concettuali semplificate e con toni scandalistici. Permette infatti di focalizzare anche alcune problematiche organizzative e di gestione del lavoro di insegnante che hanno effetti significativi sugli esiti della professione (motivazione, qualità della relazione con gli studenti, dedizione, tensione all’innovazione, ecc.). Per tali ragioni, riteniamo siano di interesse all’interno di questo rapporto.

Purpose: Using the COR (Conservation of Resources; Hobfoll, 1989) theory as a framework, we hypothesized that overcommitment plays a role in the burnout escalation process. We further specified our model by testing a moderation effect of job satisfaction. Specifically, we propose a mediational moderated model in which burnout increases overcommitment, which in its turn leads to an escalation of burnout one month later. We further expected a buffering effect of job satisfaction in the link between overcommitment and burnout at time 2. Design/Methodology: The study was conducted using a longitudinal (time lag: one month) design on all employees of the personnel department of the Autonomous Province of Trento in Italy (longitudinal response rate was 77,48%). To test our hypotheses we used the PROCESS macro (Hayes, 2012), computing a mediational moderated model. Results: Analyses confirmed our hypotheses. Overcommitment increased burnout over time, and job satisfaction moderated the negative impact of this excessive work involvement on employees exhaustion. Limitations: Our study is limited to a small sample of Italian workers employed in the public sector, so more research is necessary to extend our findings to other contexts. Research/Practical Implications: The buffering effect of job satisfaction could represent a compensation effect, that could mask, but not eliminate, the influence of overcommitment on burnout, with possible detrimental effects in the long run. Future research should address this problem. Originality/Value: To the best of our knowledge, this is the first study to empirically address the moderating effect of job satisfaction in the burnout escalation process.

Introduction: In recent years there has been increasing attention to the phenomenon of workaholism (e.g. Porter, 2001) – initially defined as the compulsion or the uncontrollable need to work incessantly (Oates, 1968). One of the reasons for this interest is the fact that the world of work has changed profoundly and continues to change rapidly (Näswall, Hellgren, & Sverke, 2008), with workers being asked to adapt to new kinds of demands. In this context, it is believed that the influence of personal characteristics on employee well-being will increase and will possibly overcome in importance that of situational (organizational) characteristics (Cunningham, De La Rosa, & Jex, 2008). Workaholism is one of such personal characteristics. Previous research on the health correlates of workaholism has revealed that the phenomenon is negatively related to a number of health outcomes such as burnout and psychosomatic complaints (e.g., Kubota, Shimazu, Kawakami, Takahashi, Nakata, et al., 2010). However, most research on workaholism to date has been based exclusively on selfreported data and/or has used cross sectional research designs. In the present study we seek to strengthen previous findings by using self- and observer-reported data, objective data, and a longitudinal research design. Method: We conducted two different studies. Study one (N = 50; 37.5% females), for which data collection is still open, has focused on professionals and employees at the managerial level of different organizations. We have collected self-reported data on workaholism, as well as self- and observer-reported data on job related affective well being. Furthermore, participant’s blood pressure was also measured. Study two (N=234; 86.5% females) was a one-year, self-reported, follow-up study conducted on employees (i.e. medical doctors, nurses, and administrative staff) of a National Health Care Service agency. In Study two we have assessed workaholism at both waves, together with common psychosocial risks (i.e. job demand and role stressors) and generic stress symptoms. In both studies, we have used widely-known, well validated psychometric tools, with workaholism being assessed by means of the Dutch Work Addiction Scale (Schaufeli et al., 2008). The analyses of Study one mainly consisted of correlations between workaholism, on the one hand, and self - and observer-reported job-related affective well being and blood pressure on the other. In Study two a cross-lagged full panel design was used to test for whether workaholism affected generic stress symptoms one year later, over and above the effect of gender and psychosocial risks which were prevalent in the investigated work context. Main results: In Study one preliminary analyses showed that workaholism correlated negatively with self -reported job-related affective well being, r = -.35. The correlation was very similar when the criterion measure was observer-reported (i.e. usually the partner of the study participant), r = -.31. A more fined-grained look at the components of job-related affective well being showed that workaholism correlated positively with high arousal (e.g. anger) and low arousal (e.g. pessimism) job-related negative affect (r = .27, and r = .44, respectively); it correlated negatively with low arousal (e.g. satisfaction) job-related positive affect (r = -.33); and it didn’t correlate with high arousal (e.g. enthusiasm) jobrelated positive affect (r = .02). The same pattern of correlations emerged when observerreported job-related affective well-being was used as a criterion variable. Partial correlation (controlling for gender and age) between workaholism and systolic blood pressure was r = .31. Results of Study two revealed that workaholism and gender (0=males; 1 = females) had a significant longitudinal positive impact on generic stress symptoms (with workaholism explaining 2.5% additional variance), while the effect of common psychosocial risks on the same criterion was not significant. Implications and conclusion: Results of our two studies corroborate and extend results of previous research on workaholism (e.g. Kubota et al., 2010) by using multisource, objective and longitudinal data. Workaholism emerges as an individual vulnerability factor with adverse effect on psychological and physical health. These results call for the development of strategies to limit workaholic behaviour in organizations. It has been suggested (Schaufeli et al., 2009) that this might be done by training supervisors to pay attention to the work habits of their subordinates, and to encourage them to maintain a balanced life. It has also been suggested (Schaufeli et al., 2009) that workaholics could be referred to an occupational physician for personal counselling. Of course, this entails workaholics must be understood as individuals with psychological and behavioural problems, which is not always the case. Thus, at present, there is a need to disseminate adequate knowledge on the potential personal and organizational costs of workaholism.

Introduzione: Negli anni recenti c’è stata una crescente attenzione nei confronti del fenomeno della dipendenza da lavoro (workaholism) e dei suoi correlati psicofisici. Nel presente studio ci proponiamo di fornire un contributo approfondito alla validazione italiana di uno degli strumenti di ricerca più utilizzati per la valutazione del workaholism, la Dutch Work Addiction Scale (DUWAS). Metodo: Per le analisi sono stati utilizzati i dati relativi a quattro diverse indagini condotte in Italia tra il 2009 ed il 2011 (N = 952; 61% donne), di cui una longitudinale con un follow-up ad un anno, ed i dati relativi ad un campione olandese (N = 7523; 42,4% donne), questi ultimi impiegati per valutare l’invarianza della versione italiana della scala rispetto alla sua versione originale. Risultati: I risultati delle analisi fattoriali confermano nei dati italiani una soluzione a due fattori (Lavorare eccessivamente e Lavorare compulsivamente) della DUWAS. Inoltre la soluzione ottenuta mostra invarianza metrica con quella confermata sui dati olandesi. La consistenza interna della versione italiana della DUWAS e delle sue scale componenti è adeguata (alfa > 0,70 in tutti i casi) ed i punteggi dello strumento mostrano un’elevata correlazione al retest effettuato ad un anno di distanza (r > 0,50), in linea con la concezione secondo la quale il workaholism è una caratteristica personale relativamente stabile. Le ulteriori analisi evidenziano che la DUWAS correla positivamente con l’esperienza di stati affettivi negativi lavoro-correlati a bassa (ad es. pessimismo) ed alta (ad es. rabbia) attivazione e con l’esperienza di sintomi di ansia e depressione. Conclusioni: Nel complesso i risultati danno evidenzia di adeguate proprietà psicometriche della versione italiana della DUWAS e suggeriscono che la scala può essere utilizzata per condurre ricerca sul workaholism in Italia.

The increasing aging of the work population, on one hand, and the increasing rates of work instability and unemployment among young people, on the other hand, make the maintaining of an engaged and highly performing workforce a great challenge for both researchers and practitioners. A crucial role may be played by job identity. The present paper aims at examining age differences on job identity and how patterns of personal and social identities in specific age group are differentially related to the organizational citizenship behaviours. Participants were 515 teachers (85.4% women) divided into settling-in adults (aged 24-39 years), prime working years (aged 40-54 years), and approaching retirement employees (aged 55-64 years). Analyses of variance revealed that identity commitment and organizational identification were higher in older teachers, while group identification was higher in younger employees. Regression analyses were used to test whether various facets of job identity had a different effect on organizational citizenship behaviours in the various age groups. Implications and future research agenda are discussed.

Background: Although it is widely acknowledged that in certain occupations emotional demands may be a critical phenomenon for workers’ health, this has been traditionally taken for granted and their role in the stress process has not often been directly assessed. Objectives: To examine the relationship between emotional demands and mental distress, adjusting for the potential effect of common psychosocial factors (workload, job control, social support, role stressors, and poor relationships) and personal psychological factors (i.e. having been diagnosed with anxiety or depressive disorder).Methods: A cross-sectional study on a sample of nurses of the National Healthcare Service was carried out (N=256, 81.3% women). The psychosocial factors considered were assessed by means of widely known and validated scales. The examined health outcome (i.e. mental distress) was operationalized by means of the General Health Questionnaire (12-item version). Covariates: gender, age, tenure and shiftwork. Analyses: a series of logistic regressions. Results: Exposure to emotional demands was a risk factor for mental distress. The resulting risk was not altered when adjusting for other psychosocial and personal factors. In the final model emotional demands, workload and role stressors, in addition to having been diagnosed with anxiety or depressive disorder, were significant risk factors for nurses’ mental distress. Conclusions: Emotional demands may substantially impact on nurses’ mental distress. These results give rise to concern in relation to work-stress prevention in certain professions, given that emotional demands are not included in the most common psychosocial risk assessment tools currently available, which may then miss identifying an important precondition of work stress.

Drawing on the Social Identity Approach principles, we explored the relationship between organizational identification (individual, group, and shared), job satisfaction, and collective actual turnover. We hypothesize that (a) shared identification moderates the within-person relationship between individual organizational identification and job satisfaction, namely, the effect is stronger for groups in which the level of shared organizational identification is higher; (b) group job satisfaction mediates the relationship between group organizational identification and collective actual turnover. This study was conducted in a large Italian firm (N = 1090; sale locations = 91). Data were collected using both surveys (e.g., job satisfaction) and archive data (collective actual turnover). By means of Bayesian Multilevel Structural Equation Models, we supported the moderating role played by shared organizational identification in the relationship between individual organizational identification and job satisfaction, while no evidence was found for the mediational hypothesis. We discuss the theoretical and practical implications for management.

The study assesses the psychometric properties of the Italian version of the Norwegian Teacher Self-Efficacy Scale - NTSES. Multiple group confirmatory factor analysis was used to explore the measurement invariance of the scale across two countries. Analyses performed on Italian and Norwegian samples confirmed a six-factor structure of the scale with a strong factorial invariance. The analyses conducted on the Italian sample supported good internal consistency and test-retest reliability. The Italian version of the NTSES showed expected correlations with measures of job-related well-being. These results confirm the good psychometric properties of the Italian version of the NTSES. © 2013 Elsevier Ltd.

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.

Background: Recent research postulated that organizational identification plays an important role in employees’ health and well-being. Building on the Social Identity Approach as a framework, we test the so-called social cure hypothesis, according to which group-based processes of social support should reduce employees’ psychological distress. Design and Methods: While there is a considerable amount of cross-sectional evidence concerning the positive role played by organizational identification in this dynamic, there is a lack of full panel studies. This study tries to fill this gap by using data from a sample of technical and administrative staff of a University in Italy at three time points (N = 96). Data were analyzed using Autoregressive Cross-Lagged Panel models. Results: We found support for the hypothesized longitudinal mediational model. Specifically, strongly identified employees tend to receive more social support, and this in turn reduces psychological distress over time. Conclusions: This study is the first test of the social cure hypothesis in an organizational context that uses a panel study design. We discuss the theoretical and practical implications for management.

Inspired by the Conservation of Resource theory (Hobfoll, 1989), this study investigated the role of a broad set of personal vulnerabilities, social, and work-related stressors and resources as predictors of workers’ well-being during the COVID-19 outbreak. Participants were 594 workers in Italy. Results showed that personality predispostions, such as positivity, neuroticism and conscientiousness as well as key aspects of the individuals’ relationship with their work (such as job insecurity, type of employment contract or trust in the organization) emerged as factors promoting (or hampering) workers’ adjustment during the COVID -19 outbreak. Interactions between stressors and resources were also found and discussed. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-021-02408-w.

By drawing on effort-recovery theory, we conducted two studies to explore the short-term process through which workaholism may affect health and to assess the implications of such a process for job performance. In Study 1 we hypothesised that workaholic tendencies would affect daily workload and that daily workload would mediate the relationship between workaholic tendencies and daily emotional exhaustion. Data were provided by 102 workers consisting mostly of entrepreneurs, managers and self-employed individuals, who were followed for ten consecutive working days. Multilevel structural equation modelling, controlling for the general level of workload, neuroticism and conscientiousness, supported the hypotheses. Building on the results of Study 1, in Study 2 we hypothesised that workaholism would lead in the long run to a decline in job performance. Study 2 considered 519 employees of a large organisation and focused on their supervisors’ performance ratings in two successive years. Workaholism was used to predict change in work performance. Work engagement was included in the model as a concurrent predictor of work performance. Contrary to what was hypothesised, workaholism did not affect performance; only work engagement did so, and in a positive way. The implications of the obtained results for further research on workaholism are discussed.

Background and aimsWe studied the quality of the job-related emotional experiences associated with work addiction. We hypothesized that work addiction would fuel both a higher level of daily job-related negative affect and a lower level of daily job-related positive affect and that such affective experiences would mediate the relationship between work addiction and emotional exhaustion reported at the end of the working day. Additionally, in light of typical behaviors and cognitions associated with work addiction, we also hypothesized that work addiction would modify the relationships between day workload and same day emotional strain reactions (i.e., job-related negative affect and job-related positive affect).MethodsParticipants were 213 workers (42.5% female), most of whom holding a high-profile job position, who were followed for 10 consecutive working days in the context of a daily diary study.ResultsMultilevel analyses controlling for neuroticism revealed that work addiction was uniquely and positively related to daily job-related negative affect and that the latter mediated the relationship between work addiction and daily emotional exhaustion. On the other hand, work addiction was not negatively related to daily job-related positive affect; this relationship emerged only when removing neuroticism from the model. Additionally, work addiction strengthened the relationship between day workload and day job-related negative affect.DiscussionResults indicate that work addicted are characterized by the experience of a negatively connotated affect during work, and that this kind of affect may be a mechanism explaining the work addiction-burnout relationship.

Workaholism and overcommitment are often used as interchangeable constructs describing an individual&rsquo, s over-involvement toward their own job. Employees with high levels in both constructs are characterized by an excessive effort and attachment to their job, with the incapability to detach from it and negative consequences in terms of poor health and job burnout. However, few studies have simultaneously measured both constructs, and their relationships are still not clear. In this study, we try to disentangle workaholism and overcommitment by comparing them with theoretically related contextual and personal antecedents, as well as their health consequences. We conducted a nonprobability mixed mode research design on 133 employees from different organizations in Italy using both self- and other-reported measures. To test our hypothesis that workaholism and overcommitment are related yet different constructs, we used partial correlations and regression analyses. The results confirm that these two constructs are related to each other, but also outline that overcommitment (and not workaholism) is uniquely related to job burnout, so that overcommitment rather than workaholism could represent the true negative aspect of work drive. Additionally, workaholism is more related to conscientiousness than overcommitment, while overcommitment shows a stronger relationship with neuroticism than workaholism. The theoretical implications are discussed.

Scopo del presente lavoro è quello di fornire un primo contributo alla validazione italiana del Copenhagen Burnout Inventory (CBI; Kristensen et al., 2005). Seguendo le considerazioni degli autori, esistono vari motivi per cui criticare il Maslach Burnout Inventory. Per questo gli autori hanno proposto un nuovo strumento per misurare il burnout che si sviluppa su due punti chiave: da un lato si afferma che il burnout è definibile esclusivamente in termini di stanchezza ed esaurimento, dall’altro che è legato a specifici ambiti. Gli autori indicano tre ambiti, che definiscono altrettante scale: burnout personale, burnout dovuto al lavoro nel suo complesso e burnout dovuto al lavoro di contatto con gli altri. I risultati dell’indagine condotta su un gruppo di insegnanti (N = 348) evidenziano una buona consistenza interna delle tre scale e la prevista stabilità temporale delle tre misure a sei mesi di distanza. La struttura fattoriale del CBI è sufficientemente ben descritta dai tre fattori postulati. Le tre scale mostrano il pattern atteso di correlazioni con una serie di variabili che la ricerca ha mostrato essere in relazione al burnout, tra le quali sintomi di stress, nevroticismo e soddisfazione lavorativa. Nel complesso i risultati danno indicazioni di validità ed affidabilità della versione italiana del CBI.

Employee organizational identification has been proposed and found to be positively related to employee health and well-being. The empirical evidence, however, is not unequivocal, and some authors have suggested possible downsides of identification with the organization as a whole or with a group within it. The potential negative effect of over-identification was tested empirically for the first time in the present paper. Two studies were conducted; Study 1 was cross-sectional and used a sample of Italian law court clerks (N195) and Study 2 was longitudinal and employed a sample of Italian teachers (N140 at T2). We proposed a curvilinear mediation model with identification curvilinearly predicting workaholism, and workaholism, in turn, negatively affecting employee well-being. This curvilinear link between organizational identification and workaholism means that workaholism at first decreases with growing identification, but when identification becomes too strong, workaholism increases. The results confirmed our hypotheses, and we discuss theoretical and practical implications

Using the Conservation of Resources (COR - Hobfoll, 1989, 2011) theory as a framework we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2. A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using a bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.

Vengono ricostruiti gli elementi esenziali dei dei differenti profili lavorativi dei laureati in psicologia. Successivamente sulla base di interviste a testimoni privilegiati (enti, istituzioni, aziende) che occupano gli psicologi sono indentificate le aree di inserimento professionale e i differenti insiemi di competenze professionali che possono facilitare l'inserimento lavorativo.