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2. How to promote teleworkers' job satisfaction? the Telework Quality Model and its application in small, medium, and large companies.

Author

Margheritti, Simona, Picco, Eleonora, Gragnano, Andrea, Dell'aversana, Giuseppina, and Miglioretti, Massimo

Subjects
JOB satisfaction, STRUCTURAL equation modeling, TELECOMMUTING, INDUSTRIAL hygiene, SMALL business
Abstract

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]

Published
2024
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7. Can psychological capital promote safety behaviours? A systematic review.

Author

Margheritti, Simona, Negrini, Alessia, and Miglioretti, Massimo

Subjects
WELL-being, PSYCHOLOGY information storage & retrieval systems, INDUSTRIAL safety, META-analysis, SYSTEMATIC reviews, WORK-related injuries, OCCUPATIONAL hazards, INDUSTRIAL hygiene
Abstract

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]

Published
2023
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8. Physicians' Turnover Intention During the 'Post-COVID-19' Era: Risk and Protective Factors

Author

Margheritti, S, Giorgi, I, Magnone, S, Miglioretti, M, Fiabane, E, Margheritti, Simona, Giorgi, Ines, Magnone, Stefano, Miglioretti, Massimo, Fiabane, Elena, Margheritti, S, Giorgi, I, Magnone, S, Miglioretti, M, Fiabane, E, Margheritti, Simona, Giorgi, Ines, Magnone, Stefano, Miglioretti, Massimo, and Fiabane, Elena

Abstract

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.

Published
2023

9. Health, Stress and Technologies: Integrating Technology Acceptance and Health Belief Models for Smartphone-Based Stress Intervention

Author

Paganin, G, Margheritti, S, Farhane-Medina, N, Simbula, S, Mazzetti, G, Paganin, Giulia, Margheritti, Simona, Farhane-Medina, Naima Z., Simbula, Silvia, Mazzetti, Greta, Paganin, G, Margheritti, S, Farhane-Medina, N, Simbula, S, Mazzetti, G, Paganin, Giulia, Margheritti, Simona, Farhane-Medina, Naima Z., Simbula, Silvia, and Mazzetti, Greta

Abstract

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.

Published
2023

10. PROMOTING OCCUPATIONAL SAFETY BEHAVIOURS: THE ROLE OF PSYCHOLOGICAL CAPITAL

Author

NEGRINI, ALESSIA, Margheritti, S, MIGLIORETTI, MASSIMO, MARGHERITTI, SIMONA, NEGRINI, ALESSIA, Margheritti, S, MIGLIORETTI, MASSIMO, and MARGHERITTI, SIMONA

Abstract

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

Published
2023

11. Building Work Engagement in Organizations: A Longitudinal Study Combining Social Exchange and Social Identity Theories

Author

Simbula, S, Margheritti, S, Avanzi, L, Simbula, Silvia, Margheritti, Simona, Avanzi, Lorenzo, Simbula, S, Margheritti, S, Avanzi, L, Simbula, Silvia, Margheritti, Simona, and Avanzi, Lorenzo

Abstract

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.

Published
2023

12. Prevalence and determinants of Italian physicians’ burnout in the “post-COVID-19” era

Author

Fiabane, E, Margheritti, S, Aiello, E, Magnone, S, Miglioretti, M, Gabanelli, P, Giorgi, I, Fiabane, Elena, Margheritti, Simona, Aiello, Edoardo Nicolò, Magnone, Stefano, Miglioretti, Massimo, Gabanelli, Paola, Giorgi, Ines, Fiabane, E, Margheritti, S, Aiello, E, Magnone, S, Miglioretti, M, Gabanelli, P, Giorgi, I, Fiabane, Elena, Margheritti, Simona, Aiello, Edoardo Nicolò, Magnone, Stefano, Miglioretti, Massimo, Gabanelli, Paola, and Giorgi, Ines

Abstract

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.

Published
2023

13. PROMOTING OCCUPATIONAL SAFETY BEHAVIOURS: THE ROLE OF PSYCHOLOGICAL CAPITAL

Author

MARGHERITTI, SIMONA, Margheritti, S, and MIGLIORETTI, MASSIMO

Subjects
Risorse personali, PsyCap, Safety performance, Capitale Psicologico, Comportamenti sicuri, Performance sicure, Safety behaviour, M-PSI/06 - PSICOLOGIA DEL LAVORO E DELLE ORGANIZZAZIONI, Health and Safety, Salute e sicurezza, Personal resource
Abstract

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 degli stessi (speranza) aiuta i dipendenti a fornire la volontà (dedizione al lavoro) di raggiungere gli obiettivi e, di conseguenza, a comportarsi più frequentemente in termini di partecipazione alla sicurezza. Inoltre, avvalora che le risorse lavorative contribuiscono alla relazione precedente come antecedenti di PsyCap e che l'effetto virtuoso della dedizione al lavoro nel promuovere la partecipazione alla sicurezza scompare quando il carico di lavoro è troppo elevato. Infine, il capitolo 3 testa longitudinalmente il ruolo antecedente di PsyCap nella promozione dei comportamenti di sicurezza e la sua relazione con le richieste e le risorse lavorative. I risultati mostrano che (1) PsyCap predice la performance di sicurezza (sia la conformità che la partecipazione) nel tempo, (2) PsyCap è antecedente della performance di sicurezza anche quando le richieste di lavoro sono elevate, e (3) le risorse lavorative promuovono indirettamente la performance di sicurezza attraverso la loro associazione con PsyCap. In sintesi, il principale contributo della presente tesi è il riconoscimento del ruolo dello PsyCap nell'aumento delle prestazioni di sicurezza, suggerendo che il suo miglioramento è utile per la promozione della sicurezza. Esplorare il ruolo dello PsyCap nella promozione dei comportamenti di sicurezza ha contribuito in modo rilevante agli studi in questo settore, ampliando le prospettive proposte nell' Integrated Safety Model (ISM) e del Job Demands-Resources Model (JD-R) applicato alla sicurezza. Dal punto di vista pratico, i risultati suggeriscono alle organizzazioni di creare programmi che promuovano i comportamenti di sicurezza. Non solo riducendo la distanza tra conoscenza e conformità, ma anche incoraggiando l'autoefficacia, la speranza, l'ottimismo e la resilienza che possono contribuire a promuovere i comportamenti di sicurezza anche di natura partecipativa. 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 contribute to the previous relationship as antecedents of PsyCap and that the virtuous effect of job dedication in promoting safety participation disappears when the workload is too high. Finally, chapter 3 longitudinally tests the antecedent role of PsyCap in promoting safety behaviours and its relationship with job demands and resources. The results show that (1) PsyCap predicts safety performance (both compliance and participation) over time, (2) PsyCap is antecedent of safety performance also when job demands are high, (3) job resources indirectly promote safety performance through their association with PsyCap. In sum, the main contribution of the present dissertation is recognizing PsyCap’s role in increasing safety performance, suggesting that its improvement could be helpful for safety promotions. Exploring the role of PsyCap in promoting safety behaviours was an essential contribution to studies in this area, expanding the perspectives proposed in the Integrated Safety Model (ISM) and the Job Demands-Resources Model (JD-R) applied to safety. From the practical point of view, organizations would be advised to create programs that promote safety behaviours, not only by reducing the distance between knowledge and compliance but also by encouraging self-efficacy, hope, optimism, and resilience which can help promote safety behaviours.

Published
2023

18. Can psychological capital promote safety behaviours? A systematic review

Author

Margheritti, S, Negrini, A, Miglioretti, M, Margheritti, Simona, Negrini, Alessia, Miglioretti, Massimo, Margheritti, S, Negrini, A, Miglioretti, M, Margheritti, Simona, Negrini, Alessia, and Miglioretti, Massimo

Abstract

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.

Published
2022

22. No todo teletrabajo es valioso

Author

Miglioretti, Massimo, Gragnano, Andrea, Margheritti, Simona, and Picco, Eleonora

Subjects
Teletrabajo, Cuestionario, Bienestar, Empleados, Modelo JD-R, Telework, Questionnaire, Wellbeing, Employees, JD-R model
Abstract

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. Antes del COVID-19, el teletrabajo era una de las principales medidas que adoptaban las empresas para fomentar el bienestar de los empleados, pero la evidencia de sus efectos era dudosa. Este estudio tiene como objetivo 1) desarrollar y validar un cuestionario que mide la calidad del teletrabajo (QoT-q) y 2) evaluar el impacto del teletrabajo en el compromiso laboral de los empleados y el equilibrio trabajo-familia en el caso del teletrabajo de alta calidad (HqT), teletrabajo de baja calidad (LqT) y ningún teletrabajo (NoT). La muestra está formada por 260 trabajadores de tres organizaciones italianas. A través del análisis de componentes principales y los valores alfa de Cronbach, la QoT-q final comprendía tres áreas: 1) lugares de trabajo ágiles, 2) trabajador flexible y 3) liderazgo virtual. Los ANOVA mostraron que los recursos laborales, el compromiso laboral y el equilibrio entre el trabajo y la familia son significativamente más altos entre HqT, mientras que las demandas laborales no difieren o son más bajas. El modelo demandas-recursos del puesto de trabajo ha sido útil para explicar los efectos del teletrabajo. Se presentan las implicaciones para la investigación y la práctica futura.

Published
2021
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23. Not All Telework is Valuable [No todo teletrabajo es valioso]

Author

Miglioretti, Massimo, Gragnano, Andrea, Margheritti, Simona, Picco, Eleonora, Miglioretti, M, Gragnano, A, Margheritti, S, and Picco, E

Subjects
Questionnaire, Wellbeing, JD-R model, Employee, Telework
Abstract

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.

Published
2021

24. Not All Telework is Valuable [No todo teletrabajo es valioso]

Author

Miglioretti, M, Gragnano, A, Margheritti, S, Picco, E, Miglioretti, Massimo, Gragnano, Andrea, Margheritti, Simona, Picco, Eleonora, Miglioretti, M, Gragnano, A, Margheritti, S, Picco, E, Miglioretti, Massimo, Gragnano, Andrea, Margheritti, Simona, and Picco, Eleonora

Abstract

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.

Published
2021

25. Psychometric properties of the Copenhagen Burnout Inventory (CBI) in Italian Physicians.

Author

AIELLO, EDOARDO NICOLÒ, FIABANE, ELENA, MARGHERITTI, SIMONA, MAGNONE, STEFANO, BOLOGNINI, NADIA, MIGLIORETTI, MASSIMO, and GIORGI, INES

Abstract

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]

Published
2022
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27. Qualità dello smart-working nel settore finanziario durante l’epidemia Covid-19

Author

Gragnano, Andrea, Simbula, Silvia, Picco, Eleonora, Margheritti, Simona, Miglioretti, Massimo, Gragnano, A, Simbula, S, Picco, E, Margheritti, S, and Miglioretti, M

Subjects
Smart working, engagement, esaurimento, M-PSI/06 - PSICOLOGIA DEL LAVORO E DELLE ORGANIZZAZIONI
Abstract

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 di smart-working generalizzata, 2) buona qualità dello smart-working a parte gli aspetti relativi alla postazione di lavoro da remoto, 3) cattiva qualità rispetto agli aspetti legati all’ufficio e alla sua gestione, 4) generalizzata cattiva qualità. Oltre le differenze socio-anagrafiche, che saranno discusse in dettaglio, le analisi hanno mostrato come i livelli di engagement siano significativamente differenti tra tutti e 4 i profili emersi (D1(3,1722.1) = 43.749, p < .001) mentre l’esaurimento emotivo differisca solo tra profili positivi e negativi (D1(3,1984.8) = 56.396, p < .001). Ricadute applicative. Il legame tra le caratteristiche socio-anagrafiche considerate e i profili di smart-working permette di ragionare sulle figure lavorative che rischiano di peggiorare la qualità della loro vita lavorativa se forzate a fare smartworking. Il legame rilevato tra i profili di smart-working e il benessere lavorativo è un dato a sostegno del modello sulla qualità dello smart-working proposto, che potrebbe risultare utile nei processi di implementazione dello smart-working Limiti. Un disegno di ricerca longitudinale avrebbe permesso di raccogliere maggiori evidenze della relazione tra i profili e il benessere dei lavoratori. Inoltre, data la condizione “forzata” gli aspetti dello smart working legati alla qualità dello spazio di lavoro da casa hanno avuto un grande peso nella determinazione dei profili che in condizioni normali potrebbe essere ridimensionata

Published
2020

29. "No Need to Dress to Impress" Evidence on Teleworking during and after the Pandemic: A Systematic Review.

Author

Almeida, Filomena, Rodrigues, Helena, and Freitas, Patrícia

Subjects
TELECOMMUTING, BIBLIOMETRICS, COVID-19 pandemic, PANDEMICS, BUSINESS literature
Abstract

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]

Published
2024
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30. Teleworking and Job Quality in Latin American Countries: A Comparison from an Impact Approach in 2021.

Author

Oviedo-Gil, Yanira Marcela and Cala Vitery, Favio Ernesto

Subjects
QUALITY of work life, TELECOMMUTING, PROPENSITY score matching, FACTOR analysis, WORKING hours
Abstract

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]

Published
2023
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31. Occupational Stress-Induced Consequences to Employees in the Context of Teleworking from Home: A Preliminary Study.

Author

Raišienė, Agota Giedrė, Danauskė, Evelina, Kavaliauskienė, Karolina, and Gudžinskienė, Vida

Subjects
JOB stress, TELECOMMUTING, MENTAL fatigue, EMPLOYEE well-being, PSYCHOLOGICAL stress, COVID-19 pandemic
Abstract

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]

Published
2023
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