Suchergebnisse

'Insecure' jobs and alternating between periods of unemployment and periods of employment under fixed-term contracts are increasingly widespread among the youth in Europe. This phenomenon is an important risk factor for young people's well-being. Despite the growing number of studies, some issues have still not been adequately addressed. Compared to the high number of quantitative studies, the number of qualitative researches is limited: in fact, few studies have tackled this topic from a qualitative standpoint, highlighting the dynamics and the subjective processes which operate in this relationship and considering the different functions that work can have for the individual. Another aspect that has not been adequately dealt with is represented by the coping strategies that young people put in place to deal with job insecurity, and which have consequences on their well-being. The present article on the Italian case is intended to give a contribution in these directions. In particular, it analyses the way in which a group of 40 unemployed or temporarily employed young people, in-depth interviewed, subjectively describe the relationship between job insecurity and well-being, and reflects on coping strategies to face job insecurity and related perceived consequences. In doing this, the authors consider the role of individual factors, as well as of meso and macro ones, given that—for example—the national contexts have a role in influencing the way in which job insecurity is perceived and managed by individuals. The results highlight the complexity of this relationship, in which the intertwining of factors at different levels plays a very important role in determining the coping strategies and the overall well-being of people: individually, like the functions and the subjective meanings of work for the youth, but also in meso and macro terms, such as the familial support and relationships, and the institutional and public resources available.

International audience ; In relation to the professional commitment and the emotional exhaustion, this research explored the differences between the national executive commuters (NEC, 349 participants) and the international executive commuters (IEC, 242 participants) through a survey questionnaire. Regarding the professional commitment and the emotional exhaustion, no statistically significant differences emerged. For the IEC, the hierarchical support was irrelevant whereas support from colleagues was essential. The hierarchical responsibility seemed to positively impact their professional commitment and to negatively affect their emotional exhaustion. The study highlighted their great professional commitment level and their low emotional exhaustion. The results suggested examining these dynamics in order to identify specific management policies. ; Mobilisant une enquête par questionnaire, cette recherche quantitative compare le dévouement professionnel et l'épuisement émotionnel des cadres pendulaires nationaux (CPN = 349) et internationaux (CPI = 242). À partir du modèle exigence/ressources (Bakker & Demerouti, 2007), elle examine les déterminants de ces deux variables. Concernant le dévouement professionnel et l'épuisement émotionnel, aucune différence significative n'a été mise en évidence. Pour les CPI, le soutien hiérarchique s'avère peu important ; le soutien des collègues semble indispensable. La responsabilité hiérarchique produit des effets positifs sur l'engagement professionnel mais nuit à leur bien-être émotionnel. L'étude souligne leur niveau d'engagement professionnel élevé et leur faible épuisement émotionnel. Les résultats suggèrent d'approfondir l'examen de ces dynamiques afin de mettre en place des politiques spécifiques.

International audience ; In relation to the professional commitment and the emotional exhaustion, this research explored the differences between the national executive commuters (NEC, 349 participants) and the international executive commuters (IEC, 242 participants) through a survey questionnaire. Regarding the professional commitment and the emotional exhaustion, no statistically significant differences emerged. For the IEC, the hierarchical support was irrelevant whereas support from colleagues was essential. The hierarchical responsibility seemed to positively impact their professional commitment and to negatively affect their emotional exhaustion. The study highlighted their great professional commitment level and their low emotional exhaustion. The results suggested examining these dynamics in order to identify specific management policies. ; Mobilisant une enquête par questionnaire, cette recherche quantitative compare le dévouement professionnel et l'épuisement émotionnel des cadres pendulaires nationaux (CPN = 349) et internationaux (CPI = 242). À partir du modèle exigence/ressources (Bakker & Demerouti, 2007), elle examine les déterminants de ces deux variables. Concernant le dévouement professionnel et l'épuisement émotionnel, aucune différence significative n'a été mise en évidence. Pour les CPI, le soutien hiérarchique s'avère peu important ; le soutien des collègues semble indispensable. La responsabilité hiérarchique produit des effets positifs sur l'engagement professionnel mais nuit à leur bien-être émotionnel. L'étude souligne leur niveau d'engagement professionnel élevé et leur faible épuisement émotionnel. Les résultats suggèrent d'approfondir l'examen de ces dynamiques afin de mettre en place des politiques spécifiques.

International audience ; In relation to the professional commitment and the emotional exhaustion, this research explored the differences between the national executive commuters (NEC, 349 participants) and the international executive commuters (IEC, 242 participants) through a survey questionnaire. Regarding the professional commitment and the emotional exhaustion, no statistically significant differences emerged. For the IEC, the hierarchical support was irrelevant whereas support from colleagues was essential. The hierarchical responsibility seemed to positively impact their professional commitment and to negatively affect their emotional exhaustion. The study highlighted their great professional commitment level and their low emotional exhaustion. The results suggested examining these dynamics in order to identify specific management policies. ; Mobilisant une enquête par questionnaire, cette recherche quantitative compare le dévouement professionnel et l'épuisement émotionnel des cadres pendulaires nationaux (CPN = 349) et internationaux (CPI = 242). À partir du modèle exigence/ressources (Bakker & Demerouti, 2007), elle examine les déterminants de ces deux variables. Concernant le dévouement professionnel et l'épuisement émotionnel, aucune différence significative n'a été mise en évidence. Pour les CPI, le soutien hiérarchique s'avère peu important ; le soutien des collègues semble indispensable. La responsabilité hiérarchique produit des effets positifs sur l'engagement professionnel mais nuit à leur bien-être émotionnel. L'étude souligne leur niveau d'engagement professionnel élevé et leur faible épuisement émotionnel. Les résultats suggèrent d'approfondir l'examen de ces dynamiques afin de mettre en place des politiques spécifiques.

A new book "Becoming adult in hard times: current and future issues on job insecurity and autonomy" by EXCEPT scholars from the University of Turin (Italy) and Umea University (Sweden) has been published. In the book, the authors look beyond unemployment rates to focus on the direct effects of the recent economic recession on young people's daily lives. The book examines in detail the consequences of early job insecurity and labour market exclusion (i.e. unemployment or economic inactivity) for European youth's autonomy in terms of leaving parental home and forming their own family.. Through a fruitful scientific dialogue between sociology and psychology, the authors critically discuss available literature on the transition from youth to adult life.

With rapid advances in technology in several fields of human life, we are entering the Fourth Industrial Revolution (FIR), which is changing the way businesses create value, people do their work and individuals interact and communicate with each other. In this framework, many questions have arisen about how these transformations affect workers, organizations and societies, and Work and Organizational Psychology (WOP) has been called upon to address some of these open issues. In particular, this article focuses on two aspects of the FIR. The first considers the expansion of automation in the workplace and raises questions such as: how is the relationship between workers and technology changing? How is it affecting people's well-being? How can we expect it to affect employment and equality in the future? The second is related to how job transformation will influence requirements for knowledge and skills; the main question is: which competence profile, considering hard and soft skills, is required and expected in the work of the future? The aim of the present paper is to improve the understanding of some of the major issues that workers and organizations are, or will be, asked to face, by providing information that will be useful to facilitate debate, research and interventions. In the conclusion section, research, and practical implications at organizational, political and institutional levels are discussed.

During the Covid-19 pandemic, people started teleworking intensively, which has led to some benefits in terms of economic continuity, but also some complaints. International teams of scholars have pointed out the new work-related challenges, underlining leaders' role in successfully managing them. This study aimed at investigating the role of destructive leadership in the job demands–resources and recovery model during the Covid-19 pandemic. In detail, this study intended to assess (1) whether destructive leadership is positively associated with off-work-hours technology-assisted job demand (off-TAJD) and cognitive demands, as well as whether it decreases autonomy, (2) whether two demands—off-TAJD and cognitive demands—and two resources—social support and autonomy—are respectively negatively and positively related to recovery, and (3) whether recovery mediates the relationship between demands, resources, and exhaustion. A total of 716 French remote workers (61% were women) took part in this study. Data were collected using a self-report questionnaire. A multi-group structural equation model was used to test the hypotheses. The findings confirmed a significant association between destructive leadership, the two job demands, and autonomy; furthermore, all three variables mediated the relationship between destructive leadership and recovery. The findings showed the key role played by recovery as a mediator between, on one hand, off-TAJD, cognitive demands, autonomy, and social support, and, on the other hand, exhaustion. This study highlighted the role of destructive leadership, job resources, job demands, and recovery as determinants of exhaustion, illustrating their relationships in a sample of remote workers. Practical implications are discussed.

Purpose
Higher education (HE) institutions can play a fundamental role in achieving the Sustainable Development Goals. However, universities often face various obstacles to sustainability management, leading to a lack of strategies for implementing governance for sustainability (GFS). The purpose of this paper is to propose a model, based on work and organizational psychology (WOP), for the analysis, promotion and implementation of GFS in HE. The model includes five dimensions: culture, leadership, teamwork, communication and transition management.


Design/methodology/approach
Using a mixed methods approach, GFS was investigated in four Piedmontese (Northern Italy) universities and in their sustainability network, applying the model proposed in this paper.


Findings
The five dimensions of the model have proven to be fundamental to the development of GFS in HE. Each dimension was filled with experiences from specific contexts through data collection, highlighting specificities and barriers. Furthermore, the mixed methods approach and the WOP perspective proved to be effective in addressing sustainable transitions in HE.


Originality/value
A practical proposal for analyzing and improving HE sustainable transitions in a WOP perspective is still missing, as well as a model that identifies organizational dimensions that should be monitored. This study not only provides an example of this transition but also confirms the importance that the literature attributes to the specificities and barriers of dimensions such as culture, leadership, teamwork, communication and transition management in this context.

Recently, Loscalzo and Giannini have proposed Studyholism as a possible new clinical condition, highlighting its potential antecedents and outcomes. The present study investigates the moderating role of Internet addiction in the relationship between Studyholism, academic exhaustion and insomnia. Three hundred and eighteen Italian university students (85.50% female; mean age = 22.98 ± 4.34) participated in the survey during the third wave of the COVID-19 pandemic. The two moderation models were tested using the structural equation model with Mplus 7. Results showed a significant direct effect of Studyholism on both academic exhaustion and insomnia and also confirmed the moderating role of Internet addiction in the aforementioned relationships. Although there is a linear relationship between Studyholism and the outcomes, at lower levels of Internet addiction, there is a greater effect of Studyholism on both academic exhaustion and insomnia than at medium and high levels of Internet addiction. Based on these findings, we suggest screening students who report insomnia and academic exhaustion for both Internet addiction and Studyholism, as they might both contribute to these negative health-related aspects.

During the COVID-19 pandemic, universities worldwide have provided continuity to research and teaching through mandatory work from home. Taking into account the specificities of the Italian academic environment and using the Job Demand-Resource-Recovery model, the present study provides, through an online survey, for the first time a description of the experiences of a large sample of academics (N = 2365) and technical and administrative staff (N = 4086) working in Italian universities. The study analyzes the main differences between genders, roles or work areas, in terms of some job demands, recovery experiences, and outcomes, all important dimensions to achieve goals 3, 4, and 5 of the 2030 Agenda for Sustainable Development. The results support the reflections on gender equality measures in universities and provide a general framework useful for further in-depth analysis and development of measures in order to improve well-being (SDG 3), quality of education (SDG 4), and gender equality (SDG 5).

Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, and measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.