Andrea Bobbio

Servant leadership in Italy and its relation to organizational variables

This paper aimed to investigate three issues. First, the validation of the multi-dimensional Servant Leadership Survey (SLS) within the Italian context. Second, to enhance insight into the degree of servant leadership behaviour displayed by Italian leaders in organizational settings. Third, to support the fact that in Italy, too, servant leadership is positively correlated to leadership integrity, organizational commitment and organizational citizenship behaviour while it is negatively correlated to cynicism towards one’s own work. A sample of about 800 adults, males and females, currently employed in profit and non-profit organizations, took part in the study. The factorial structure of SLS found support, and the survey showed satisfactory psychometric properties and reliability. Servant leadership expressed by Italian leaders turned out to be lower than in The Netherlands and in the UK. SLS scores were positively associated with leadership integrity, organizational commitment and organizational citizenship behaviour, and negatively associated for cynicism.

Relation of Physical Activity and Self-Esteem

The aim of this study was to examine the relation between self-esteem appraisal and physical activity testing a convenience sample of 211 individuals, ages 19 to 35 years and selected from the general population after a brief structured interview. They were grouped by sport habits into three distinct groups named Athletes, Nonathletes, and Sedentary people, and then were examined for significant differences in self-esteem scores measured via the Heatherton and Polivy State Self-esteem Scale which assesses three correlated factors, respectively, Performance, Social, and Appearance. As hypothesized, self-esteem scores between-groups differences emerged for the Appearance factor only, and the Sedentary group scored comparatively lower than the other two groups.

Antecedents of hospital nurses’ intention to leave the organization: A cross sectional survey

BACKGROUND Leadership and perceived organizational support inspire trust in the leader and in the organization. Consequently, these aspects may contribute to a reduction in job burnout among nurses and, in the end, of the intention on their part to leave the hospital. It is crucial to develop models in order to simultaneously test the correlations between these relevant psychosocial variables, so that complexity of the nursing work environment may be better understood. OBJECTIVES We expected to give support to and to further corroborate results in the literature linking perceived leadership style – and particularly servant leadership – perceived organizational support, trust in the leader and in the organization, job burnout among nurses and their subsequent intention to leave the hospital. DESIGN Cross-sectional study. SETTING Two Italian large size public hospitals. PARTICIPANTS Two samples including both graduates and non-graduates members of the nursing staff. Overall mean age was equal to 42.06 years while the general mean for tenure was 12.99 years. Data were collected in 2012. METHODS A regression model with latent variables was tested via structural equation modeling using LISREL. The multi-sample procedure was also applied in order to test invariance of results between the two samples. RESULTS Servant leadership was positively associated with trust in the leader and perceived organizational support was positively associated with trust in the organization. Trust in the leader and trust in the organization displayed a negative correlation with the emotional exhaustion and cynicism factors of job burnout, and a positive correlation with the professional efficacy factor. Furthermore, trust scores mediated the effects of servant leadership and perceived organizational support on job burnout factors. The cynicism factor was negatively associated with intention to leave the organization and it also mediated the effects of both trust in the leader and servant leadership on intention to leave. On the other hand, trust in the organization turned out to be directly and negatively related to intention to leave. CONCLUSIONS Servant leadership and perceived organizational support showed their relevance in the nursing setting. The role of trust in the leader, trust in the organization and job burnout factors as mediating variables received support. Interestingly enough, the higher the cynicism score the higher the intention to leave the hospital. The results achieved may have practical implications not only for recruitment and training of nurse managers but also for hospital management.

A Contribution to the Validation of the Motivation to Lead Scale (MTL): A Research in the Italian Context

The study is a contribution to the validation of the Motivation to Lead Scale (MTL), recently proposed by Chan and Drasgow (2001) in order to reveal three types of motivation to be a leader. Participants are 624 university and post-degree specialization students, both male and female, who answered self-report structured questionnaires. The factorial structure of the MTL Scale was investigated through exploratory and confirmatory factor analysis and via multi-sample procedures. Following the analyses, the original scale was reduced into a 15-item form with satisfactory reliability. Other analyses showed the existence of correlations between the MTL Scale, the Social Desirability Scale and the McClelland Scales. Results indicate that the MTL Scale can be considered a useful research instrument in social, personality and organizational psychology. Correlations with the Social Desirability and McClelland Scales should be taken into consideration in order to improve and apply the MTL Scale.

Nurse moral disengagement

Background: Ethics is a founding component of the nursing profession; however, nurses sometimes find it difficult to constantly adhere to the required ethical standards. There is limited knowledge about the factors that cause a committed nurse to violate standards; moral disengagement, originally developed by Bandura, is an essential variable to consider. Research objectives: This study aimed at developing and validating a nursing moral disengagement scale and investigated how moral disengagement is associated with counterproductive and citizenship behaviour at work. Research design: The research comprised a qualitative study and a quantitative study, combining a cross-validation approach and a structural equation model. Participants and research context: A total of 60 Italian nurses (63% female) involved in clinical work and enrolled as students in a postgraduate master’s programme took part in the qualitative study. In 2012, the researchers recruited 434 nurses (76% female) from different Italian hospitals using a convenience sampling method to take part in the quantitative study. Ethical considerations: All the organisations involved and the university gave ethical approval; all respondents participated on a voluntary basis and did not receive any form of compensation. Findings: The nursing moral disengagement scale comprised a total of 22 items. Results attested the mono-dimensionality of the scale and its good psychometric properties. In addition, results highlighted a significant association between moral disengagement and both counterproductive and citizenship behaviours. Discussion: Results showed that nurses sometimes resort to moral disengagement in their daily practice, bypassing moral and ethical codes that would normally prevent them from enacting behaviours that violate their norms and protocols. Conclusion: The nursing moral disengagement scale can complement personnel monitoring and assessment procedures already in place and provide additional information to nursing management for designing interventions aimed at increasing compliance with ethical codes by improving the quality of the nurses’ work environment.

Empirical Scenarios of Fake Data Analysis: The Sample Generation by Replacement (SGR) Approach

Many self-report measures of attitudes, beliefs, personality, and pathology include items whose responses can be easily manipulated or distorted, as an example in order to give a positive impression to others, to obtain financial compensation, to avoid being charged with a crime, to get a job, or else. This fact confronts both researchers and practitioners with the crucial problem of biases yielded by the usage of standard statistical models. The current paper presents three empirical applications to the issue of faking of a recent probabilistic perturbation procedure called Sample Generation by Replacement (SGR; Lombardi and Pastore, 2012). With the intent to study the behavior of some statistics under fake perturbation and data reconstruction processes, ad-hoc faking scenarios were implemented and tested. Overall, results proved that SGR could be successfully applied both in the case of research designs traditionally proposed in order to deal with faking (e.g., use of fake-detecting scales, experimentally induced faking, or contrasting applicants vs. incumbents), and in the case of ecological research settings, where no information as regards faking could be collected by the researcher or the practitioner. Implications and limitations are presented and discussed.

The appeal of the devil’s eye: social evaluation affects social attention

Humans typically exhibit a tendency to follow the gaze of conspecifics, a social attention behaviour known as gaze cueing. Here, we addressed whether episodically learned social knowledge about the behaviours performed by the individual bearing the gaze can influence this phenomenon. In a learning phase, different faces were systematically associated with either positive or negative behaviours. The same faces were then used as stimuli in a gaze-cueing task. The results showed that faces associated with antisocial norm-violating behaviours triggered stronger gaze-cueing effects as compared to faces associated with sociable behaviours. Importantly, this was especially evident for participants who perceived the presented norm-violating behaviours as far more negative as compared to positive behaviours. These findings suggest that reflexive attentional responses can be affected by our appraisal of the valence of the behaviours of individuals around us.

Employer branding in nonprofit organizations. An exploration of factors that are related to attractiveness, identification with the organization, and promotion: The case of emergency

This paper explores the application of the Employer Branding model in nonprofit organizations. We focus on attributes of the organization that may affect its attractiveness, identification with the organization, and promotion. We conducted a questionnaire-based survey on actual and potential aidworkers from Emergency, an Italian charity that offers free medical assistance to war victims. The questionnaire included measures of organizational identification, attractiveness, symbolic and instrumental attributes and intentions to promote the organization. Results showed that the attractiveness of the organization depended on symbolic rather than instrumental attributes. Unlike previous research on Employer Branding, however, instrumental attributes did not influence the attractiveness of the organization and, additionally, decreased promotion. These findings may contribute to extending the Employer Branding model by including a psychosocial perspective and also suggest important management implications for nonprofit organizations.

Analysis of the interplay between depression, anxiety, and psychological resources in adolescence using self-report measures

Abstract Objective. Following recent literature which stresses the importance of broadening the conceptualization of mental functioning in youth, this paper aims to investigate structural relations between indicators of anxiety, depressive symptoms, and psychological resources in non-referred Italian adolescents, as captured by the Strengths and Difficulties Questionnaire (SDQ; 26), the Spence Childrens Anxiety Scale (SCAS; 44) and the Children Depression Inventory (CDI; 30). Methods. A hierarchical model which considers both the interplays and overlaps between these instruments is tested by means of Confirmatory Factor Analysis, in order to explore the possibility to use the three tools within a meaningful screening battery. First, validity and reliability of SDQ, SCAS, and CDI is successfully controlled thanks to three appropriate preliminary studies, an evidence not already acquired in the Italian context for the adolescent population. Then, the focal study devises and tests a model that merges indicators of the SDQ, SCAS, and CDI scales into four correlated factors, that is, Psychological Resources, Externalized behavior problems, Internalized Fear and Internalized Anxious Misery. Conclusions. Overall, findings corroborate the combined use of SDQ, SCAS, and CDI as a screening battery for the assessment of mental functioning in youth adopting a dimensional rather than a categorical approach.

CIO inventory: A new tool for measuring personality traits common to psychopathy and narcissism and their interaction with gender

A lack of empathy, interpersonal dominance, aggression and the exploitation of others are the key features of both narcissism and psychopathic disorders. With the aim to better capture the shared facets of these traits, this study developed a new tool named the Capability to Influence Others (CIO) Inventory, which is based on the pleasantness evaluation of ten items-verbs presented in the infinitive form. The inventory, characterized by very quick submission, was administered to 67 males and 100 females and was correlated with the concurrent Narcissistic Personality Inventory (NPI) and Levenson Self-Report Psychopathy Scale (LSRP). An exploratory factor analysis supported the presence of only one factor in both the male and female groups. Internal consistency of the CIO was very good for both men (Cronbachs alpha = 0.85; 95% CIs: 0.80-0.90) and women (Cronbachs alpha = 0.83; 95% CIs: 0.77-0.87). Further statistics showed a high correlation between the CIO and the LSRP-F1 (primary psychopathy) in both genders (r > 0.47). Clear gender differences were found in the correlation between the CIO and the NPI: the correlation was high (r = 0.58) in males and absent in females. The CIO may represent a quick and low demanding tool for a preliminary screening of individuals with high psychopathic/narcissistic traits from community samples, forensic institutions, high schools and company personnel.