Marco Depolo

Can an opportunity to learn at work reduce stress?: A revisitation of the job demand‐control model

Purpose – This paper aims to extend the stress‐buffering hypothesis of the demand‐control model. In addition to the control variable, it seeks to analyse the role of an opportunity for learning and development (L&D) in the workplace as a moderator variable between increased demands and need for recovery.Design/methodology/approach – A questionnaire was administered to 199 employees (middle managers and clerical workers) at the district court of a region in North Italy during a period of training activities on stress management.Findings – The results show that control and personal development perform a moderating role in the relationship between workload and the need for recovery by reducing exhaustion.Research limitations/implications – The first limitation concerns the cross‐sectional design of the study, which does not make it possible to establish the direction of the causal relations hypothesised. Moreover, further research will be necessary to identify organisational strategies able to develop the pe...

Early Retirement: A Meta-Analysis of Its Antecedent and Subsequent Correlates

Early or voluntary retirement (ER) can be defined as the full exit from an organizational job or career path of long duration, decided by individuals of a certain age at the mid or late career before mandatory retirement age, with the aim of reducing their attachment to work and closing a process of gradual psychological disengagement from working life. Given the swinging movements that characterize employment policies, the potential effects of ER—both for individuals and society—are still controversial. This meta-analysis examined the relationships between ER and its antecedent and subsequent correlates. Our review of the literature was generated with 151 empirical studies, containing a total number of 706,937 participants, with a wide range of sample sizes (from N = 27 to N = 127,384 participants) and 380 independent effect sizes (ESs), which included 171 independent samples. A negligible ES value for antecedent correlates of early retirement (family pull, job stress, job satisfaction, and income) was obtained (which ranged from r = −0.13 to 0.19), while a fair ES was obtained for workplace timing for retirement, organizational pressures, financial security, and poor physical and mental health, (ranging from r = 0.28 to 0.25). Regarding ER subsequent correlates, poor ESs were obtained, ranging from r = 0.08 to 0.18 for the relationships with subsequent correlates, and fair ESs only for social engagement (r = −0.25). Examination of the potential moderator variables has been conducted. Only a reduced percentage of variability of primary studies has been explained by moderators. Although potential moderator factors were examined, there are several unknown or not measurable factors which contribute to ER and about which there are very little data available. The discussion is aimed to offer theoretical and empirical implications suggestion in order to improve employees well-being.

Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement

Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees’ well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role played by the gain cycle of resources. Our findings show that age matters, and that greater consideration should be devoted to age differences in order to design appropriate human resources practices that foster work engagement and satisfaction.

Overwork climate scale: psychometric properties and relationships with working hard

Purpose – The purpose of this paper is to evaluate whether employees’ tendency to work excessive hours is motivated by the perception of a work environment that encourages overwork (overwork climate). Thus, this study introduces a self-report questionnaire aimed at assessing the perception of a psychological climate for overwork in the workplace. Design/methodology/approach – In Study 1, the overwork climate scale (OWCS) was developed and evaluated using principal component analysis (n=395) and confirmatory factor analysis (n=396). In Study 2, the total sample (n=791) was used to explore the association of the overwork climate with opposite types of working hard (work engagement and workaholism). Findings – Two overwork climate dimensions were distinguished, namely, overwork endorsement and lacking overwork rewards. The lack of overwork rewards was negatively associated with engagement, whereas workaholism showed a strong positive association with overwork endorsement. These relationships remained signifi...

Bridge employment quality and its impact on retirement adjustment: A structural equation model with SHARE panel data

Bridge employment refers to the workforce participation pattern displayed by older workers between their partial retirement and their complete withdrawal from the workforce. Based on Shultz’s (2003) model of antecedents and consequences of bridge employment, this article proposes a set of hypotheses, using SHARE panel data (N = 634) from Wave 1 (2004) and Wave 2 (2006). These data are analyzed via structural equation modeling (SEM), testing both a direct effects model and a partial mediation model. Results show that bridge employment quality partially mediates the influences of T1 antecedents on T2 consequences. The implications of this study are discussed at both the theoretical and practical level.

Human-Automation Interaction in Automated Vehicles: An Innovative HMI Design Approach. The Case of Elderly and Cyclists

In recent years, significant progresses have been achieved in automated driving technologies and highly Automated Vehicles (AVs) are expected to become available to end-users within a decade. At the same time, many countries around the world are facing a demographic shift toward an aging society. Level 3 to 4 AVs will allow users to be released from the driving task for extended periods; however, they will be requested to take back control of the vehicle in specific situations. In the specific case of older road users, take over request stations could lead to significant complications in safety as well as mobility. Furthermore, communication needs to grant safe interactions between AVs and vulnerable road users, such as cyclists, should be deeply investigated and solutions should be proposed. This highlights the importance of designing AVs interfaces that are user friendly, safe, adaptable, and accessible for elderly drivers and for vulnerable road users.

When helpers need help: A case study on the 2012 earthquakes in Italy

BACKGROUND After two strong earthquakes in the Emilia region in Italy, many HCWs had to deal with the psychological consequences of the aftershocks. OBJECTIVE The aims of this case study were a) to describe the psychosocial condition of the HCWs affected by the earthquake; b) to present an intervention immediately after the earthquake on HCWs in a post-disaster situation using a mixed-method approach. METHODS A mixed-method study was conducted collecting qualitative data (during Group Counselling sessions) and quantitative data (through questionnaires). RESULTS The results suggested that the impact of the earthquake was very strong, as more than 80% perceived at least a severe impact event capable of altering their ability to function; most of the thoughts and feelings were related to death and fear. CONCLUSIONS This study adds knowledge about how to plan interventions aiming to help those workers at both individual and organisational level.

Supervisor/peer involvement in evaluation Transfer of Training process and results reliability: A research in an Italian Public Body

Purpose The aim of this paper is to present a study performed in conjunction with a branch of the Italian Public Italian Administration, the ISSP (Istituto Superiore di Studi Penitenziari – the Higher Institute of Penitentiary Studies). The study aimed to develop a Transfer of Training (ToT) evaluation methodology that would be both scientifically robust and practitioner-friendly, in an attempt to build a bridge between researchers and practitioners on the topic of ToT process evaluation. Design/methodology/approach The ToT evaluation system was built using an action research approach, taking into account workplace specifics and stakeholder needs. An “action research” (with the researchers involved throughout the ToT system building phases) and a “Focus Group” (to identify factors influencing ToT and to define items and grids for behavioural assessment) were used. Findings This study showed that the active engagement of stakeholders (trainees and their supervisors and colleagues) is useful in designing context-adapted tools for ToT evaluation and can help organizations improve the fit between their training activities and organizational goals. Research limitations/implications The generalizability of the proposed ToT evaluation methodology is not guaranteed, and the procedure needs to be replicated and monitored in different organizational settings and cultures. Practical implications The organization decided to implement the ToT evaluation methodology developed during the course of the study for all future training programmes. Originality/value In this study, a ToT evaluation methodology was built that will be both scientifically robust and practitioner-friendly.

Salute psicologica e lavoro: fattori di rischio occupazionale e organizzativo

L’articolo presenta l’approccio della Psicologia alla salute occupazionale, mostrando le relazioni dell’attivita lavorativa con l’identita personale e sociale, con lo status sociale e con il benessere psicologico, cosi come gli aspetti del lavorare che possono influenzare il benessere psicologico. Stress e burnout sono descritti come esempi delle conseguenze negative derivanti da cattive condizioni di lavoro, utilizzando la nozione di rischio psicosociale. I risultati della ricerca sullo stress mostrano poi i correlati psicofisiologici, il ruolo dei fattori ambientali, il processo che va dalla esposizione al rischio, alle risposte di fronteggiamento e agli esiti dello stress, a livello individuale, interpersonale e organizzativo. Vengono discussi i problemi metodologici legati al misurare lo stress e gli effetti della insicurezza lavorativa. In chiusura si auspicano possibili convergenze tra diritto e psicologia, per contribuire alla salute occupazionale nei contesti di lavoro.

Passaggio d'impresa: uno studio di aspetti psico-sociali

Il passaggio d’impresa risulta un processo multiforme che da luogo a molte discipline di portare i loro contributi. Secondo un’ottica psicosociale risultano di particolare interesse gli aspetti propri delle transizioni di ruolo, le dinamiche stabilita/cambiamento e la negoziare, tra i soggetti, di un significato condiviso all’azione. Tramite focus group e stata compiuta un’indagine con obiettivo quello di iniziare a comprendere percezioni, opinioni, rappresentazioni ed atteggiamenti circa le situazioni ed i momenti in cui gli imprenditori ed i subentranti incominciano a pensare al passaggio d’impresa. Quanto emerso indica che in sostanza la struttura del processo e comune ma il contenuto di tale processo di transizione e diverso per i singoli individui che lo affrontino; un altro aspetto rilevato e la non collocazione nel tempo dell’inizio del passaggio; infine risultano centrali le sovrapposizioni impresa-famiglia.