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Background: mHealth (e.g., the use of mobile devices such as smartphones and tablets for delivering healthcare services) has become a crucial resource in pediatric healthcare, providing children with psychoeducation and distraction, and enhancing treatment compliance. Amico H, a newly developed application, is targeted at ameliorating children’s and parents’ experience of pediatric medical procedures and communication with healthcare professionals. With the virtual environment of a castle, Amico H is a mHealth app for children, offering interactive games and psychoeducational support during medical treatments. The present experience explores the impact of the Amico H prototype on children, teens, and parents in terms of pleasantness, usability, and usefulness. Method: A total of 99 children and teens aged 4-19 years (10.53 ± 3.69 years; 73% female), both hospitalized (28%) or not and N=32 caregivers (72% mothers) responded to an ad-hoc survey on the app’s user experience. Descriptive analyses and group comparisons have been computed. Results: Findings highlight that children and caregivers were highly amused and satisfied by Amico H. Compared to teens, children needed more help from adults in the use of the app. Conclusion: All the results indicate that Amico H is a powerful tool to ameliorate pediatric hospitalization experience and to promote children’s knowledge about health and medical procedures. The need for age-specific versions of Amico H emerged. Future directions and limits are 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.

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

Obiettivi Questa tesi si propone di contribuire alla teorizzazione su e pratica per la promozione dell’occupabilità sostenibile (OS), facendo chiarezza sulla parzialmente confusa letteratura esistente sul tema. Il lavoro include quattro studi con l’obiettivo, rispettivamente di: 1) revisionare la letteratura sugli interventi per l’OS che tengono in conto di aspetti di salute, produttività e lavoro di valore nel lungo periodo; 2) presentare un nuovo strumento che misura le capability e analizzare le associazioni statistiche tra i principali elementi rilevanti per l’OS; 3) valutare le relazioni tra capability, accettazione della tecnologia e performance legata al compito di lavoratori che collaborano con bracci robotici; 4) proporre una ricerca-azione innovativa finalizzata a valutare e promuovere l’OS. Metodi e Risultati Per realizzare l’Obiettivo 1, è stata inizialmente condotta un’analisi sistematica della letteratura (Studio 1). Gli interventi per l’OS che considerano capability di salute, produttività e lavoro di valore nel lungo periodo sono risultati avere, complessivamente, più effettivi positivi sugli outcomes di OS. Successivamente, per raggiungere l’Obiettivo 2, sono state usate un’analisi in componenti principali (PCA) e una network analysis (Studio 2). Il set di capability di salute, produttività, lavoro di valore e lungo periodo definisce al meglio l’OS e forma la base teorica per la costruzione del Capability Index come strumento per valutare tutte le classi di capability. Tale strumento ha buone caratteristiche psicometriche. Le capability sono statisticamente associate ad aspetti individuali, come risorse e motivazione, e ad aspetti organizzativi, come politiche, leadership e pratiche di bilanciamento lavoro-salute. Sono inoltre legate alla performance e soddisfazione individuale. Per realizzare l’Obiettivo 3, sono state condotte analisi di mediazione moderata (Studio 3). In condizioni di bassi livelli di accettazione della tecnologia (ad esempi, Objectives This thesis aims at advancing research and practice on Sustainable Employability (SE) conceptualization, measurement and interventions, by adding clarity to the partial overlapping and heterogeneity of existing scientific literature in the field. Four studies, respectively aiming at: 1) reviewing literature on SE workplace interventions addressing health, productivity, valuable work and long-term perspective capabilities; 2) presenting a new instrument to measure SE capabilities and analyzing SE network associations; 3) assessing the relationships between SE capabilities, technology acceptance and task performance of workers collaborating with robots; and 4) proposing an innovative SE action-research aimed at evaluating and promoting SE were included. Methods and Results To reach Objective 1, a systematic review of literature was first conducted (Study 1). SE interventions addressing health, productivity, valuable work, and long-term capabilities resulted to have more positive effects on SE outcomes. To achieve Objective 2, Principal Component Analysis (PCA) and network analysis were used (Study 2). The set of health, productivity, valuable-work and long-term perspective capabilities better defined SE and formed the basis for the development of the Capability Index to measure all classes of capabilities. This new instrument had good psychometric properties. Further, capabilities were connected both to individual aspects – such as resources and motivation – and organizational aspects, such as organizational policies, leadership and work-health balance practices, and were associated with individual job performance and satisfaction. Next, in order to accomplish Objective 3, moderated mediation analyses were performed (Study 3). In conditions of low levels of acceptance of technology (i.e., collaborative robotics), health and productivity capabilities mediated the relationship between SE policies and task performance. Finally, to meet Objective 4, descriptive

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.

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.

Background: Governments and employers aim to promote sustainable employability (SE) in aging societies. In the Netherlands, an instrument for capturing the employee perspective on SE, the MAastricht Instrument for Sustainable Employability (MAISE-NL), has recently been developed. This study seeks to validate the Italian version of the MAISE (MAISE-IT). Methods: The MAISE-IT (a translated and culturally adapted version of the MAISE for the Italian population), the Work-Health Balance questionnaire and a demographic survey (age, gender, education, and occupational activity) were completed online by 455 respondents (328 public administration workers and 127 respondents recruited from social networks). Construct and criterion validity were tested by CFA; reliability, correlational analyses and subgroup differences with ANOVAs. Results: The CFA analysis revealed that the MAISE-IT consists of 12 scales distributed in four areas: (1) Meaning of SE; (2) Level and Factors affecting SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting SE. Construct and criterion validity and reliability were good. Italian workers reported a moderately high level of SE. They regarded employers to be somewhat more responsible for SE than employees. Conclusions: This study showed the validity of the MAISE-IT in the Italian context. The MAISE-IT is valuable for tapping employees’ needs in order to develop SE interventions tailored to the employee perspective.

This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases covering the period from January 1999 to February 2022. Fourteen studies are included. Considering SE core components, all interventions cover the valuable work component in terms of content, and the majority also cover the health component. Interventions addressing at least three SE components have more positive effects on SE outcomes. More positive effects are found for valuable work outcomes. Overall, the findings highlight the importance of developing workplace interventions considering a comprehensive model of SE and promoting an organizational culture for SE. Future directions and limits are discussed.