Silvia Simbula

A three-wave study of job resources, self-efficacy and work engagement among Italian schoolteachers

By utilizing a three-wave longitudinal design, the present study tested the motivational process of the Job Demands-Resources model among Italian schoolteachers (N = 104). Specifically, it aims to test how job resources, self-efficacy and work engagement are related over time. Results of structural equation modelling analysis showed that the model with reciprocal relationships between resources and work engagement exhibited the best fit with the data. Job resources and self-efficacy had a short- (4 months) and longer term (8 months) lagged effect on work engagement, but the reverse pattern was true as well: Work engagement had a short- and long-term lagged effect on job resources and self-efficacy. These findings suggest that is important to think in terms of reciprocity: Resourceful environments and self-efficacy beliefs mean engaged teachers, and vice versa.

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...

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.

When the job is boring: the role of boredom in organizational contexts

OBJECTIVE The present study investigates the role of boredom within the Job Demands-Resources model. Although empirical evidence suggests that the incidence of boredom at work is widespread, the study of job boredom remains neglected today. PARTICIPANTS Data were collected from 269 mass-retail workers, by means of structured face-to-face interviews. METHODS Results of multiple mediation analyses partially supported our hypotheses. RESULTS Boredom mediates the relationship between transformational leadership, low learning opportunities and general dysphoria, while work engagement mediates the relationship between transformational leadership, low learning opportunities and job satisfaction as well as general dysphoria. CONCLUSIONS Taken together, our results confirm the suitability of conceptualizing boredom within the JD-R model and contribute to the ongoing conceptualization of both the boredom literature and the JD-R literature.

THE DETERMINANTS OF TEACHERS' WELL-BEING The Mediating Role of Mental Fatigue

Faktoren des Wohlbefi ndens von Lehrern: Die Vermittlerrolle mentaler Erschopfung: In den vergangenen Jahren haben sich zahlreiche Studien damit befasst, welche Faktoren Stress bei Lehrern bedingen und welche Folgen dieser haben kann. Eines der neuesten theoretischen Modelle im Zusammenhang mit Stress stellt das Modell Anforderungen und Ressourcen am Arbeitsplatz (JD-R, Job Demands-Resources) dar. Dieser Artikel untersucht einen bestimmten Prozess – den Energie-Prozess –, ausgehend von der Annahme, dass durch die hohen Anforderungen am Arbeitsplatz alle mentalen und korperlichen Ressourcen von Angestellten ausgeschopft werden, was negative Auswirkungen auf ihre Gesundheit hat. Die Studie untersucht insbesondere die Rolle, die mentale Erschopfung als Mittlerin zwischen drei verschiedenen Anforderungen an Lehrer am Arbeitsplatz einerseits (Arbeitsbelastung, Ungleichheiten, Konfl ikt zwischen Arbeit und

Presenteeism “on the desk”: The relationships with work responsibilities, work-to-family conflict and emotional exhaustion among Italian schoolteachers

Purpose – The purpose of this paper is to examine the antecedents and consequences of the phenomenon of presenteeism in the educational sector. Particularly, the authors tested the relationship between excessive work responsibilities, presenteeism, work-to-family conflict and workers’ emotional exhaustion. Design/methodology/approach – A self-report questionnaire was administered to 264 teachers in secondary schools. Findings – A subsequent mediation of presenteeism and work-to-family conflict between work responsibilities and emotional exhaustion was found. Originality/value – The findings of this study will provide help today’s organisations for better understanding and managing the new phenomenon of presenteeism in order to promote workers’ well-being and performance.

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.