Marco Depolo

Self-Efficacy and Workaholism as Initiators of the Job Demands-Resources Model.

Purpose – This study aims to investigate school principals well‐being by using the job demands‐resources (JD‐R) model as a theoretical framework. It aims at making a significant contribution to the development of this model by considering not only job demands and job resources, but also the role of personal resources and personal demands as predictors of work engagement and burnout. In particular, it was hypothesised that job demands may mediate the relationship between workaholism and burnout, whereas job resources may mediate the relationship between self‐efficacy and work engagement and burnout.Design/methodology/approach – A survey study was conducted. In total, 224 school principals (67 percent women) during training activities completed a questionnaire.Findings – The results of SEM analyses largely supported the hypotheses by showing that personal variables operate as initiators of health impairment and motivational processes.Research limitations/implications – The study lends support to the litera...

Retirement and Wealth Relationships: Meta-analysis and SEM

Meta-analytic procedures were used to examine relationships between objective income (OI), perceived adequacy of income, and retirement and their consequences. The authors’ review of the literature generated 90 independent samples obtained from 71 primary studies with 115,129 participants, which provided 136 independent effect sizes (ESs). A high effect size (r = .37) was found for the subjective income–retirement planning relation and a medium ES (r = .29) for the OI–retirement planning relation. Regarding retirement consequences, both objective and subjective incomes were positively related to retirement adjustment indicators, with low ES for OI–life satisfaction, OI–retirement income satisfaction, and retirement satisfaction. Structural equation analysis using the pooled correlation matrix allowed testing a more complex model. Potential moderator variables were examined, and it was found that they explained only a small percentage of variability of primary studies. Results and theoretical and empirical implications are discussed.

Prevenzione dello stress lavoro correlato: validazione di uno strumento per la valutazione dei rischi psicosociali nella scuola

Il presente lavoro ha l’obiettivo di presentare lo strumento Questionario sul Benessere a Scuola (QBS) e la relativa validazione. Il questionario e finalizzato alla valutazione dei rischi psicosociali e alla promozione del benessere organizzativo nella scuola. Partendo dall’analisi della letteratura e della normativa di riferimento e grazie al contributo di esperti del settore e stato predisposto un questionario per individuare i fattori di rischio psicosociale relativi al contesto e al contenuto lavorativo. Hanno risposto al questionario 953 persone che lavorano all’interno della scuola (82% docenti). I risultati mostrano la validita e l’attendibilita dello strumento proposto per valutare i fattori di rischio psicosociale nella scuola, segnalandone un possibile uso nella valutazione dello stress lavoro correlato. Gli stessi fattori permettono inoltre di discriminare diversi tipi di esiti (benessere, fatica mentale, ecc.). I risultati possono, quindi, essere considerati una conferma di quanto richiamato dalla normativa attuale in materia di sicurezza sul lavoro rispetto ai potenziali effetti delle caratteristiche del lavoro e dell’organizzazione del lavoro sulla salute dei lavoratori.

Mentoring and group identification as antecedents of satisfaction and health among nurses: What role do bullying experiences play? ☆ ☆☆ ★

BACKGROUNDnPrior studies have been unable to determine underlying mechanisms by which the negative relation with mentors affects mentees satisfaction and health. We consider the Social Identity Theory as theoretical framework to understand the possible influence of negative mentoring on mentees.nnnOBJECTIVEnThe aim of the study is to examine the relationship between: 1) negative mentoring experiences and group identification and, 2) nurses job satisfaction and health complaints, as mediated by nurses bullying experiences.nnnDESIGNnA longitudinal design was used.nnnMETHODSnThe study employs a longitudinal design, with Time 1 (May-June 2010) and Time 2 (2010 September-October 2010). At Time 1 we assessed negative mentoring experiences and group identification, while at Time 2 we assessed workplace bullying, job satisfaction and health complaints.nnnRESULTSnThe results have confirmed the hypothesized relationship. Data analysis has revealed a partial mediation model in which negative mentoring experiences and group identification explained job satisfaction. This mediation has not been found in the case of health complaints.nnnCONCLUSIONSnThis study expands the application of Social Identity Theory to nurses mentoring. The findings of the study support that negative mentoring experiences and group identification affect job satisfaction among nurses due to workplace bullying. Prevention of pervasive long term effects of negative mentoring relationships has been suggested.

Getting vaccinated or not getting vaccinated? Different reasons for getting vaccinated against seasonal or pandemic influenza.

BackgroundA large number of studies have investigated the motivation behind health care workers (HCWs) taking the influenza vaccine. But with the appearance of pandemic influenza, it became important to better analyse the reasons why workers get vaccinated against seasonal and/or pandemic influenza.MethodsThree main categories of reasons were identified with an Exploratory Factor Analysis. An analysis of variance (ANOVA) was used to verify the existence of differences between three categories of choices (taking of seasonal and pandemic vaccine, only the seasonal vaccine or none). In addition, a multinomial logistic regression analysis was performed to analyse the association between stated intentions and update of seasonal and pandemic vaccine. Questionnaires were returned from 168 HCWs (67.3% women).ResultsThe results showed that age and being well-informed about vaccination topics are the most important variables in determining the choice to take the vaccine.ConclusionsThe results highlight the importance of enhancing education programs to improve awareness among HCWs concerning the benefits of taking the influenza vaccination, with particular attention paid to younger workers.

Solving a methodological challenge in work stress evaluation with the Stress Assessment and Research Toolkit (StART): a study protocol.

BackgroundStress evaluation is a field of strong interest and challenging due to several methodological aspects in the evaluation process. The aim of this study is to propose a study protocol to test a new method (i.e., the Stress Assessment and Research Toolkit) to assess psychosocial risk factors at work.DesignThis method addresses several methodological issues (e.g., subjective vs. objective, qualitative vs quantitative data) by assessing work-related stressors using different kinds of data: i) organisational archival data (organisational indicators sheet); ii) qualitative data (focus group); iii) worker perception (questionnaire); and iv) observational data (observational checklist) using mixed methods research. In addition, it allows positive and negative aspects of work to be considered conjointly, using an approach that considers at the same time job demands and job resources.DiscussionThe integration of these sources of data can reduce the theoretical and methodological bias related to stress research in the work setting, allows researchers and professionals to obtain a reliable description of workers’ stress, providing a more articulate vision of psychosocial risks, and allows a large amount of data to be collected. Finally, the implementation of the method ensures in the long term a primary prevention for psychosocial risk management in that it aims to reduce or modify the intensity, frequency or duration of organisational demands.

La rilevazione dei fattori di rischio psicosociale alla luce del job demands-resources model

Questo studio verifica il Job Demands-Resources (JD-R) Model, il quale assume che le domande e le risorse lavorative evocano due processi paralleli e differenti: un processo energetico e un processo motivazionale. 159 infermieri hanno compilato un questionario che misura le domande (iniquita e dissonanza emotiva) e le risorse lavorative (controllo e supporto sociale), burnout, engagement, intenzione di turnover e soddisfazione lavorativa. I risultati supportano la validita del JD-R model e confermano l’esistenza di entrambi i processi. Nello specifico: l’esaurimento emotivo media l’effetto delle domande sul turnover, l’engagement media l’effetto delle risorse sulla soddisfazione. Allo stesso tempo anche le risorse lavorative sono associate all’esaurimento emotivo. Complessivamente i risultati suggeriscono implicazioni pratiche per la valutazione dello stress lavorativo.