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Background: The likelihood of being absent from work due to a health disorder may increase in the presence of work-related psychosocial risk factors, such as high job demands, and decrease with protective factors like organizational justice. Additionally, personal characteristics, including age, can influence workers’ risk exposure and overall health. Due to the physiological aging of individuals, the aging workforce is expected to be more susceptible to work disability and, consequently, more prone to sickness absence (SA). However, there’s a lack of consensus on measuring age in SA studies. Therefore, the aim of this study is to understand better the relationship between age and SA when workers are exposed to work- related psychosocial factors. Method: This contribution is part of a larger study on SA prevention. Initially, a systematic literature review was conducted following the PRISMA Checklist to identify longitudinal studies exploring the causal relationship between work-related psychosocial factors and SA. Three online databases (i.e., PsycINFO, Medline, and Web of Science) were searched, and publications from 2012 to 2023 were included. Subsequently, a deeper analysis was undertaken to investigate how age was measured and utilized in the predictive models. Results: The systematic literature review included 31 longitudinal studies. Age in years was exclusively treated as a continuous variable in 23 studies, with the mean and standard deviation values reported in all of them. In four studies, age was solely a categorical variable, with varying age groups identified across articles. Two studies used age both continuously and categorically, depending on the statistical analyses conducted. Age information was absent in two other studies, and 11 studies did not report the age range. In the predictive models, age was mainly a covariate (n=23) with other non-work-related factors (e.g., sex) or an independent variable assessing its direct effect on SA (n=5). Three

Background: Work-related psychosocial factors (WRPFs), both risk and protective, play a relevant role in the development of health problems causing sickness absence (SA). The high rates of SA in health care workers (HCWs) lead to consequences on individuals, organizations, and society. While some regions legislated the duty of employers to consider WRPFs in their prevention plans, there is no consensus on which validated tools should be used to measure these factors. This systematic literature review has two objectives: 1) to list extant validated tools used to measure WRPFs predicting HCWs’ SA, and 2) to evaluate their quality based on their psychometric and practical properties. Method: This contribution is part of a larger PRISMA-compliant systematic literature review aimed at identifying the WRPFs that predict SA. Using the PsycINFO, Medline, and Web of Science online databases, the search first targeted prospective studies on WRPFs and SA published between 2012 and 2023. Then, the validated, self-report tools that yielded significant predictors (i.e., WRPFs) of SA in HCWs were identified. Next, an assessment of the properties, both psychometric (i.e., content validity, factorial validity, internal consistency, convergent validity, stability, and predictive validity of SA in HCWs) and practical (i.e., administration duration, ease of use, ease of interpretation, and availability in French or English), was performed following a rigorous method (Larivière et al., 2021; Gragnano et al., 2021; Villotti et al., 2021). The information reported in the included prospective studies and the validation studies of the tools was used to make the assessments. For each tool, the psychometric and practical properties were crossed, and an overall “excellent”, “good”, or “questionable” quality assessment was applied. Results: The search queries yielded 1087 records, 774 after duplicates, and 47 papers were fully read for eligibility. Based on inclusion criteria, 31 were included

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.

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.

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.

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.

Nonostante i numerosi interventi e le iniziative messe in atto a partire dalla pubblicazione del Decreto Legislativo n. 81 del 2008, il problema della sicurezza sul lavoro permane, con un trend di crescita degli incidenti e degli infortuni negli ultimi anni (INAIL, 2022). I dati dimostrano la necessità di costruire sistemi diversi di salute e sicurezza sul lavoro, analizzando tutte le risorse e le competenze disponibili, comprese quelle psicologiche, per prevenire questo fenomeno. In risposta a questa esigenza, la presente tesi si è concentrata sull'indagine del ruolo del Capitale Psicologico (PsyCap) nella promozione delle prestazioni di sicurezza e nella prevenzione dei micro-incidenti. Lo PsyCap è considerato in psicologia del lavoro un costrutto essenziale per la promozione della salute e della performance organizzativa, dato il suo impatto significativo sugli atteggiamenti e sui comportamenti dei lavoratori. Sulla base dei meccanismi teorici sottostanti, lo PsyCap potrebbe anche aiutare i lavoratori a concentrarsi sui temi della sicurezza e a motivarli ad agire per promuoverla. Il capitolo 1 esamina sistematicamente gli studi pubblicati sul legame tra PsyCap e i comportamenti di sicurezza al lavoro. I risultati mostrano (1) la presenza di una relazione diretta e indiretta tra PsyCap e performance di sicurezza, (2) il ruolo di mediatore di PsyCap nella relazione tra fattori organizzativi e comportamenti di sicurezza (cioè, partecipazione alla sicurezza, conformità alla sicurezza, incidenti e infortuni), e (3) il ruolo di moderatore di PsyCap nell'associazione tra richieste di lavoro (o fattori di stress) e comportamenti di sicurezza (cioè, partecipazione alla sicurezza, conformità alla sicurezza, incidenti e infortuni). Il capitolo 2, di natura empirica, si concentra sul ruolo della speranza, una delle sottodimensioni dello PsyCap, nel promuovere la partecipazione alla sicurezza. Il capitolo dimostra che avere obiettivi e pianificare il raggiungimento deg, Despite many interventions and initiatives have been implemented since the publication of the Legislative Decree n. 81\2008, the occupational safety problem remains, with a growing trend of accidents and injuries in recent years (INAIL, 2022). The data demonstrate the need to build different occupational health and safety systems by analysing all available resources and skills, including psychological ones, to prevent this phenomenon. In response to this need, the present dissertation focused on investigating the role of Psychological Capital (PsyCap) in promoting safety performance and preventing micro-accidents. PsyCap is considered in occupational psychology, as an essential construct for promoting organizational health and performance, given its significant impact on workers’ attitudes and behaviours. From this dissertation perspective, based on its underlying theoretical mechanisms, PsyCap can also help workers focus on safety issues and motivate them to take action for its promotion. Thus, PsyCap’s role in promoting safety will be verified. Chapter 1 systematically reviews studies on PsyCap and safety behaviours. The results of the systematic literature review show (1) the presence of a direct and indirect relationship between PsyCap and safety performance, (2) the mediator role of PsyCap in the relationship between organisational factors and safety behaviours (i.e., safety participation, safety compliance, accidents, and injuries) and (3) the moderator role of PsyCap in the association between job demands (or stressors) and safety behaviours (i.e., safety participation, safety compliance, accidents, and injuries). Chapter 2 focuses on the role of hope, as a subdimension of PsyCap, in promoting safety participation. It verifies that having goal-directed and planning to meet goals (hope) helps workers provide the willingness (job dedication) to reach goals and, in turn, behave more frequently in safety participation. In addition, it shows that job resources con

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.

Purpose: Several studies investigated prevalence and determinants of physicians’ burnout during the peak of the COVID-19 pandemic, but only a few during the chronic phase of the pandemic. This study thus aimed to examine this topic referring to the “post-COVID-19 era”, defined as a chronic and likely-to-be endemic status quo. Methods: A cross-sectional, online survey (November 2021–January 2022) was addressed to physicians in Lombardia (Northern Italy). Besides socio-demographic and COVID-19-related data, measures of personal, work- and patient-related burnout (Copenhagen Burnout Inventory; CBI), depression (Patient Health Questionnaire-8), anxiety (General Anxiety Disorder-7), and self-efficacy (General Self-Efficacy Scale) were collected. Linear/generalized linear models were run to test associations/predictions of interest. Results: Among the 958 respondents, burnout symptoms were clinically significant in 18.5% of them. Predictive models showed that female sex (OR = 0.73, 95% CI 0.42–1.27), younger age (OR = 0.94, 95% CI 0.59–1.48), shorter job tenure (OR = 1.01, 95% CI 0.62–1.65), trainee status (OR = 1.41, 95% CI 1.16–7.10), higher PHQ-8 (OR = 1.260, 95% CI 1.16–1.37), and GAD-7 scores (OR = 1.19, 95% CI 1.10–1.30) increased the risk to suffer from clinical burnout. COVID-19-related variables were mostly not related/associated to burnout levels. Conclusion: In Italy, physicians’ burnout is moderately prevalent also in the chronic phase of the pandemic, with its determinants being more intrinsic than environmental. The development of effective interventions is needed to help physicians cope with the new challenges of their job.

Introduzione. Lo smart-working è stato, e rimane, un elemento chiave per affrontare il rischio sanitario legato alla pandemia Covid-19 senza dovere fermare le attività produttive. Nel settore bancario si è passati da uno scarso ad un quasi totale impiego di tale modalità lavorativa nel giro di pochi giorni. L’implementazione dello smart-working richiede, in condizioni normali, molti sforzi organizzativi e diverso tempo affinché essa sia di qualità. Quali sono quindi gli esiti di un processo tanto straordinario? Quale la qualità dello smart-working implementato e quale il livello associato di benessere del lavoratore? Per decifrare la situazione il presente lavoro adotta/propone un modello di qualità dello smart-working che identifica le caratteristiche necessarie affinché questo sia di qualità: qualità e flessibilità degli spazi in ufficio, adeguatezza e salubrità della postazione di lavoro da remoto, flessibilità temporale del lavoro, chiarezza degli obiettivi e leadership transazionale. Obiettivi. Considerando il settore bancario lombardo durante il periodo di lock-down, il presente lavoro si propone di individuare le differenti tipologie di smart-working implementate e descriverle rispetto alle caratteristiche socio-anagrafiche, engagement e esaurimento emotivo. Metodo. In collaborazione con la FISAC di Milano dal 20 aprile al 20 maggio 2553 lavoratori hanno fornito online i dati socio-anagrafici, i livelli di engagement ed esaurimento emotivo, e il livello delle 7 caratteristiche dello smart-working esperite. Proprio a partire da queste 7 caratteristiche è stata condotta una latent profile analysis per identificare gruppi di lavoratori con differenti tipologie di smart-working. I profili emersi sono stati descritti attraverso test di indipendenza del Chi-quadrato per le variabili socio-anagrafiche e con delle ANOVA per quanto riguarda le differenze tra età, engagement e esaurimento emotivo. Risultati. Emergono quattro profili di smart-working: 1) buona qualità d

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.

Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT). The sample consists of 260 workers from three Italian organizations. Through principal component analysis and Cronbach’s alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership. ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower. The Job Demands-Resources model was useful to explain the effects of telework. Implications for future research and practice are presented.

Sebbene numerosi studi abbiano finora dimostrato l’influenza delle risorse lavorative e personali sul work engagement, non appaiono ancora del tutto chiari i meccanismi psicologici e fisiologici alla base di questa relazione (Bakker e Demerouti, 2017). In questa direzione si inserisce la ricerca di Wang, Li e Li (2017) in cui si dimostra che l’affettività positiva media parzialmente la relazione tra la resilienza, la leadership trasformazionale e il work engagement. Un altro meccanismo, in grado potenzialmente di spiegare l’impatto delle risorse sul work engagement, chiama in causa il costrutto della giustizia organizzativa. In letteratura sono presenti diverse evidenze che dimostrano come la giustizia sia un costrutto che influenza notevolmente il livello di coinvolgimento dei lavoratori (Lowe e Vodanovich, 1995). Partendo dalla cornice teorica della Broaden-and-Build theory (Fredrickson, 2001), l’obiettivo principale della presente ricerca è pertanto quello di approfondire simili meccanismi, verificando il ruolo dell’affettività positiva e della giustizia organizzativa (procedurale e interazionale) nella relazione tra le risorse lavorative (es. chiarezza di ruolo), le risorse personali (es. il capitale psicologico), il work engagement e la prestazione lavorativa extra-ruolo. Lo studio, che presenta un disegno longitudinale, è stato condotto presso un’azienda italiana che si occupa dei servizi di operation e back office bancario. Al T1, 174 lavoratori (58% uomini; età media: 49.6 anni; ds: 9.2) hanno completato un questionario online comprendente, tra le altre, scale validate per la misurazione delle risorse lavorative, del capitale psicologico, dell’affettività positiva, del work engagement e della performance extra-ruolo. Al T2 (circa tre mesi dopo il T1) hanno risposto complessivamente 116 lavoratori; tuttavia, solo per 71 di questi è stato possibile appaiare i codici con quelli dei soggetti che avevano risposto anche al T1. I primi risultati sembrano con