Barbara Barbieri

Regulatory Modes and Entrepreneurship: The Mediational Role of Alertness in Small Business Success

Previous studies suggest that entrepreneurs play a key role in the success of their ventures. But relatively little is currently known about how they produce such effects. The present research provides data suggesting that two modes of entrepeneurs’ self‐regulation—locomotion and assessment—enhance a firms success through their effects on the components of alertness. This mediational model was tested and supported with data from 120 entrepreneurs. Locomotion was positively related to the scanning and search component, while assessment was positively related to the association and evaluation components. These findings are discussed in terms of the role of founders’ self‐regulation in the performance of their companies.

One size doesn’t fit all: the influence of supervisors’ power tactics and subordinates’ need for cognitive closure on burnout and stress

The present research investigated the notion of fit between supervisors’ power tactics and subordinates’ need for cognitive closure (NFCC) on subordinates’ burnout and stress. Subordinates who tend to avoid ambiguity (high NFCC) were expected to experience relatively less burnout (Study 1) and stress (Study 2) if their supervisors utilize harsh (controlling and unequivocal) power tactics and more burnout and stress if their supervisors utilize soft (autonomy-supportive and equivocal) power tactics. In contrast, it was expected that subordinates who avoid firm and binding conclusions (low NFCC) would experience relatively less burnout and stress if their supervisors use soft power tactics and more burnout and stress if they use harsh power tactics. Two studies conducted in diverse organizational settings supported these hypotheses. Collectively, these results support the conclusion that soft (vs. harsh) power tactics are not always associated with better (vs. worse) organizational outcomes. Theoretical and practical implications for organizations are discussed.

Handling conflict at work The role of fit between subordinates' need for closure and supervisors' power tactics

Purpose – This research aims to explore the notion of fit between subordinates’ need for cognitive closure and supervisors’ power tactics on organizational conflict management. Design/methodology/approach – Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study. Findings – Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors’ use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure. Originality/value – This study highlights the importance of s...

Learning the Ropes: The Protective Role of Mentoring in Correctional Police Officers’ Socialization Process

Formal mentoring is an individualized and contextualized socialization tactic to enhance newcomers’ learning—acknowledged as essential in the early career stage—that can be of particular value when entering a fairly unpredictable and stressful workplace. This research aims to understand the moderating role of formal mentoring in the relationship between organizational socialization and 2 adjustment indicators, a positive 1 (commitment) and a negative 1 (turnover intention). A questionnaire was administered to 117 correctional police officer newcomers, as prisons are especially critical work contexts for newcomers. The results show a direct effect from both socialization and mentoring on commitment and turnover, and an interaction between socialization and mentoring on turnover, although not on commitment. When the socialization process progresses steadily, both socialization and mentoring contribute to good adjustment, but when traditional tactics go wrong, a different learning source (formal mentoring) exerts a protective function, limiting newcomers’ intention to quit. These findings give support to the usefulness of mentoring in a law enforcement context and provide some insight into defining formal mentoring programs.

Social support, work engagement, and non-vocational outcomes in people with severe mental illness

The relationships between social support (i.e., supportive relationship between supervisor-coworker), work engagement, self-esteem, and self-awareness (i.e., identity and perceived personal health), were investigated in a group of patients with severe mental illness (i.e., patients suffering from schizophrenia, bipolar disorder, and mood disorders). Seventy Italian working patients were administered the Italian version of the following scales: a) Utrecht Work Engagement Scale, b) Work Climate Questionnaire, c) Rosenberg Self-Esteem Scale, d) Self-Awareness (identity and perceived personal health) ad hoc scale. Results showed that social support is positively related to work engagement, self-awareness, and self-esteem. Moreover, the relationships between social support and identity appeared to be fully mediated by perceived personal health. Practical implications are discussed.

You can see how things will end by the way they begin : The contribution of early mutual obligations for the development of the psychological contract

This study explores dynamic processes in the development of the psychological contract, focusing on the interaction of obligations related to the two parties (i.e., employees’ perceptions of both their own and the organization’s obligations fulfillment) on attitudinal outcomes (organizational commitment and turnover intention) during the initial stage of the employment relationship. In a twofold cross-sectional and two-wave study on newly hired correctional police officers, we examined: (a) whether perception of organizational obligations fulfillment moderates the relationship between employee obligations and their attitudes (Study 1, n.500); (b) the direct and moderated influence of perceived obligations at the entrance stage on those in the following months (Study 2, n.223). Results confirmed that, in the eyes of the newcomer, the obligations fulfillment of each of the two parties interact, having an additional effect beyond the main direct effects, in influencing both subsequent obligations perceptions and, through this, the outcome variables. Theoretical and practical implications of the findings are discussed.

La ricerca azione per il miglioramento dell’accoglienza in psichiatria

Nell’ambito del Dipartimento di Salute Mentale di Cagliari, e stata realizzata una ricerca azione finalizzata alla costruzione di un manuale del ciclo dell’accoglienza per il miglioramento dell’offerta sanitaria e la promozione del benessere organizzativo degli operatori. Il contributo illustra il contesto con il quale il progetto si e confrontato, le modalita di avvio con la committenza, la realizzazione del setting e i metodi di intervento utilizzati. Si propongono due livelli di lettura del progetto. Il primo, per mezzo di un’analisi qualitativa dei dati, illustra i principali oggetti di apprendimento costruiti dai partecipanti per la realizzazione del manuale dell’accoglienza. Il secondo propone una riflessione sui processi relazionali attivati dall’intervento tra i diversi attori/ruoli coinvolti.