Remote, Disconnected, or Detached? Examining the Effects of Psychological Disconnectedness and Cynicism on Employee Performance, Wellbeing, and Work-Family Interface.

Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work-family boundaries and brought to the forefront employees' sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. While both workplace disconnectedness and cynicism involve a toxic sense of detachment, they refer to different psychological mechanisms. The present study aims to examine how employee workplace disconnectedness differs from their cynicism, and how both constructs differentially exert their detrimental effects on employee performance, work-family interface, and wellbeing. Using anonymous survey data collected online in 2021 and 2022 from a sample of in-person and flexible workers nested within organizations, conceptual distinctiveness between workplace disconnectedness and cynicism was supported. Measurement invariance across the two groups was supported, and subsequent structural invariance analyses suggested a similar pattern of results for flexible and in-person workers. Specifically, compared to disconnectedness, cynicism exerted higher negative effects on mental health and higher positive effects on cognitive failures and family-to-work conflict. Conversely, compared to cynicism, disconnectedness exerted higher negative effects on performance and work-to-family conflict. That is, feeling indifferent toward others particularly affects mental health and errors, while feeling excluded especially hampers productivity and family life. Theoretical and practical (e.g., inclusive leadership, support groups) implications of these results are discussed in light of the globally rising rates of hybrid work arrangements and related costs for employee wellbeing and productivity.

Is Gender an Antecedent to Workplace Stressors? A Systematic Review and an Empirical Study Using a Person-Centred Approach.

OBJECTIVE: Work is a key domain of life in which gender inequality can manifest, yet gender is rarely the explicit focus of research seeking to understand exposure to stressors. We investigated this research gap in two studies. METHODS: Study 1 was a systematic review of the relationship between gender and key stressors (e.g., high demands, poor support, lack of clarity and control). From a total of 13,376,130 papers met our inclusion criteria. Study 2 was a cross-sectional study that included 11,289 employees nested within 71 public organisations (50.6% men). Through a latent profile analysis, we investigated the profiles of stressors separately from men and women. RESULTS: The systematic review revealed that, for all stressors, a significant proportion of studies found no significant gender differences, and the review found mixed evidence of greater exposure for both men and women. The results of Study 2 revealed that both genders could be optimally represented by three psychosocial risk profiles reflecting medium, low and high stressors. The results also showed that while the shape of profiles was similar for both genders, men had a higher probability than women of being in the virtuous (i.e., low stressors) profile, and the opposite pattern emerged for the average profile (i.e., medium levels of stressors). Men and women displayed the same likelihood of being classified in the at-risk profile (i.e., high levels of stressors). CONCLUSION: Gender differences in exposure to stressors are inconsistent. Although the literature on gender role theory and the gendering of work suggests different exposures to stressors in men and women, we find little empirical support for this.

Momentary gustative-olfactory sensitivity and tonic heart rate variability are independently associated with motivational behavior.

Deficits in motivational functioning including impairments in reward learning or reward sensitivity are common in psychiatric disorders characterized by anhedonia. Recently, anhedonic symptoms have been exacerbated by the pandemic caused by the Coronavirus disease 2019 (COVID-19) in the general population. The present study examined the putative associations between loss of smell (anosmia) and taste (ageusia) sensitivity, irrespective of COVID-19 infection, and anhedonia, measured by a signal-detection task probing the ability to modify behavior as a function of rewards (Probabilistic Reward Task; PRT). Tonic heart rate variability (HRV) was included in the model, due to its association with both smell and taste sensitivity as well as motivational functioning. The sample included 114 healthy individuals (81 females; mean age 22.2 years), who underwent a laboratory session in which dispositional traits, resting HRV and PRT performance were assessed, followed by a 4-days ecological momentary assessment to obtain daily measures of anosmia and ageusia. Lower levels of tonic HRV and lower momentary levels of smell and taste sensitivity were associated with impaired reward responsiveness and ability to shape future behavioral choices based on prior reinforcement experiences. Overall, the current results provide initial correlational evidence that could be fruitfully used to inform future experimental investigations aimed at elucidating the disruptive worldwide mental health consequences triggered by the pandemic.

Demand-Resource Profiles and Job Satisfaction in the Healthcare Sector: A Person-Centered Examination Using Bayesian Informative Hypothesis Testing.

Work characteristics may independently and jointly affect well-being, so that whether job demands deplete or energize employees depends on the resources available in the job. However, contradictory results on their joint effects have emerged so far in the literature. We argue that these inconsistencies can be partially explained by two arguments in the contemporary literature in the field. First, most studies in the job design domain are based on classic variable-centered methodologies which, although informative, are not well suited to investigate complex patterns of interactions among multiple variables. Second, these studies have mainly focused on generic work characteristics (e.g., workload, control, support), and are lacking in occupational specificity. Thus, to overcome these limitations, in the current research we include generic and occupation-specific work characteristics and adopt a person-centered approach to (a) identify different patterns of interactions of job demands and resources in a sample of healthcare employees, and (b) determine the degree to which these patterns are associated with employee well-being. We involved a sample of 1513 Italian healthcare providers and collected data on key job demands (workload, emotional dissonance, patient demands and physical demands) and resources (control, management support and peers' support). We focused on job satisfaction as a broad indicator of well-being. Latent profile analysis revealed four profiles of job demands and resources: high strain-isolated, resourceless, resourceful and active job on the ward. The results of Bayesian informative hypothesis testing showed the highest support for the hypothesis stating that healthcare employees belonging to the active job on the ward profile (medium-high demands, high resources) were the most satisfied. Conversely, employees belonging to the high strain-isolated profile (high demands, low resources) and the resourceless profile (medium-low demands, low resources) were the least satisfied. Overall, our study confirms the key role played by job resources in determining well-being in high-risk sectors, demonstrating that job satisfaction can develop both in challenging and less demanding situations. On a practical level, mapping the complexity of the healthcare psychosocial work environment has important implications, allowing for a better assessment process of employee well-being and helping to identify the most effective and fitting interventions.

The impact of emotional contagion on workplace safety: Investigating the roles of sleep, health, and production pressure.

Using emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of production pressure (i.e., a contextual demand) on the relationship between emotional contagion and employee poor sleep and health. Data from 1000 employees in Italy showed that the conditional indirect effects of contagion of anger, but not of joy, on accidents and injuries via sleep and health problems were intensified as levels of production pressure increased. Furthermore, contagion of anger was positively associated with both sleep disturbances and health problems whereas contagion of joy was negatively related to only sleep disturbances. These findings suggest that the effect of anger that employees absorb during social interactions at work likely persists when coming at home and represents an emotional demand that impairs the physiological functions that regulate restorative sleep and energies recharging; and, this effect is even stronger among employees who perceived higher levels of organizational production pressure.

Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study.

Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and how these might lead to the emergence of distinct latent profiles of JI, and, moreover, how those profiles might covary with well-being, personal resources, and performance. Using conservation of resources (COR) theory as our overarching theoretical framework and latent profile analysis as our methodological approach, we sought to fill this gap. To evaluate the external validity of our study results, we used employee sample data from two different countries (Italy and the USA) with, respectively, n = 743 and n = 494 employees. Results suggested the emergence of three profiles (i.e., the "secure", the "average type", and the "insecure") in both country samples. The "secure" group systematically displayed a less vulnerable profile in terms of physical and psychological well-being, self-rated job performance, positive orientation, and self-efficacy beliefs than the "insecure" group, while the "average" type position on the outcomes' continua was narrower. Theoretically, this supports COR's notion of loss spirals by suggesting that differing forms of JI appraisals tend to covary within-person. Practical implications in light of labor market trends and the COVID-19 pandemic are discussed.

Perseverative Cognition in the Positive Valence Systems: An Experimental and Ecological Investigation.

Perseverative cognition (PC) is a transdiagnostic risk factor that characterizes both hypo-motivational (e.g., depression) and hyper-motivational (e.g., addiction) disorders; however, it has been almost exclusively studied within the context of the negative valence systems. The present study aimed to fill this gap by combining laboratory-based, computational and ecological assessments. Healthy individuals performed the Probabilistic Reward Task (PRT) before and after the induction of PC or a waiting period. Computational modeling was applied to dissociate the effects of PC on reward sensitivity and learning rate. Afterwards, participants underwent a one-week ecological momentary assessment of daily PC occurrence, as well as anticipatory and consummatory reward-related behavior. Induction of PC led to increased response bias on the PRT compared to waiting, likely due to an increase in learning rate but not in reward sensitivity, as suggested by computational modeling. In daily-life, PC increased the discrepancy between expected and obtained rewards (i.e., prediction error). Current converging experimental and ecological evidence suggests that PC is associated with abnormalities in the functionality of positive valence systems. Given the role of PC in the prediction, maintenance, and recurrence of psychopathology, it would be clinically valuable to extend research on this topic beyond the negative valence systems.

BIS and BAS Sensitivities at Different Levels of Personality Description: A Latent-Variable Approach with Self- and Informant-Ratings.

We examine the structural overlap of the Behavioral Inhibition System (BIS) and the Behavioral Approach System (BAS) with Stability and Plasticity, the two higher-order factors encompassing the Big Five. Carver and White's BIS/BAS and the Big Five Inventory were administered to a sample of 330 adults, serving both as targets and informants. Self- and other-ratings were modeled by using the Correlated Trait-Correlated Method model. BIS and BAS correlated highly with metatraits, after method variance and measurement error were partialled out: BIS was positively related to Stability, while BAS was positively related to Plasticity and negatively related to Stability. After the higher-order factors were controlled, the BIS was highly and positively related to Emotional stability, whereas the BAS had a small but significant relationship with Extraversion. Findings are discussed with regard to the most appropriate level of generality/specificity at which the personality correlates of BIS and BAS can be investigated.

Effects of Presleep Cognitive Intrusions on Subjective Sleep and Next-Day Cognitive Performance in Insomnia.

Presleep cognitive intrusions about next-day activities, or proprioceptive and environmental stimuli, are thought to trigger insomnia in neurocognitive models. Recent research showed that intrusive cognitions at bedtime may interact with sleep in influencing next-day emotional functioning; their effects on cognitive functioning, however, is largely unknown. We tested the effects of presleep cognitive intrusions on subjective sleep and next-day cognitive performance in 80 participants, either with chronic insomnia or good sleepers. Presleep intrusions were inspected using a validated questionnaire and sleep was assessed with a sleep diary. Cognitive functioning the following morning was measured using a task-switching paradigm assessing executive functions. Structural equation modeling with manifest variables (i.e., path analysis) shows that presleep cognitive intrusions predicted increased sleep onset latency and wake after sleep onset, and lowered sleep efficiency. Moreover, task-switching accuracy was independently predicted by presleep cognitive intrusions in the previous night in those with insomnia but not in controls, beyond the effects of trait anxiety, task-switching components, and previous night's sleep. Findings confirm detrimental effects of presleep intrusions on sleep continuity and suggest the presence of links between presleep conscious activity and next-day executive performance in patients with insomnia, with the need to better elucidate potential mediators.

Economic stress, emotional contagion and safety outcomes: A cross-country study.

BACKGROUND: Economic instability produced by financial crises can increase employment-related (i.e., job insecurity) and income-related (i.e., financial stress) economic stress. While the detrimental impact of job insecurity on safety outcomes has been extensively investigated, no study has examined the concurrent role of financial stress let alone their emotion-related predictors. OBJECTIVE: The present cross-country research sought to identify the simultaneous effects of affective job insecurity and financial stress in predicting employee safety injuries and accidents under-reporting, and to examine the extent to which emotional contagion of positive/negative emotions at work contribute to the level of experienced economic stress. METHODS: We performed multi-group measurement and structural invariance analyses. RESULTS: Data from employees in the US (N = 498) and Italy (N = 366) suggest that financial stress is the primary mediator between emotional contagion and poor safety outcomes. Moreover, greater anger-contagion predicted higher levels of financial strain and job insecurity whereas greater joy-contagion predicted reduced economic stress. CONCLUSIONS: Our findings support the relevance of considering the concurrent role of income-and employment-related stressors as predictors of safety-related outcomes. Theoretical and practical implications for safety are discussed in light of the globally increasing emotional pressure and concerns of income- and employment-related economic stress in today's workplace, particularly given the recent pandemic spread of the coronavirus disease (COVID-19).

Multilevel Job Demands and Resources: Cross-level Effects of Competing Organizational Facet-Specific Climates on Risky Safety Behaviors.

Both individual demands (i.e., workload) and organizational demands and resources (i.e., production pressure and safety climates) may affect the likelihood that employees undertake risky safety behaviors in different ways. Adopting an organizational multilevel perspective, the aim of the present research was fourfold: 1) to examine the impact of individual-level job demands (i.e., workload) on the enactment of risky safety behaviors; 2) to evaluate the effects of coexisting and competing organizational facet-specific climates (i.e., for safety and for production pressure) on the above outcome; 3) to assess their cross-level interactions with individual job demands, and 4) to test the interaction among such organizational demands and resources in shaping risky behaviors. A series of multilevel regression models tested on surveydata from 1375 employees nested within 33 organizations indicated that high workload increases the likelihood of employees enacting risky safety behaviors, while organizational safety and production pressure climates showed significant and opposite direct effects on this safety outcome. Moreover, organizational safety climate significantly mitigated the effect of individual job demands on risky safety behaviors, while organizational production pressure climate exacerbated this individual-level relationship. Finally, organizational safety climate mitigates the cross-level direct effect of organizational production pressure climate on the enactment of risky safety behaviors.

The Interplay among Age and Employment Status on the Perceptions of Psychosocial Risk Factors at Work.

While the role of individual differences in shaping primary appraisals of psychosocial working conditions has been well investigated, less is known about how objective characteristics of the employee profile (e.g., age) are associated with different perceptions of psychosocial risk factors. Moreover, previous research on the link between employment status (i.e., work contract) and such perceptions has provided mixed results, leading to contradictory conclusions. The present study was conducted on a nationally representative sample of theItalian employed workforce surveyed with computer-assisted telephone interviewing (CATI) methodology. The principal aim of the study is to bridge this gap in the extant literature by investigating the interplay between two key characteristics of the employee profile (i.e., age and work contract) in shaping employees' perceptions of psychosocial risk factors. Given the disparate literature scenario on the interplay between age and employment status in shaping primary appraisals of psychosocial stressors, we formulated and compared multiple competitive informative hypotheses. Consistent with the principles of the conservation of resources (COR) theory, we found that older contingent employees reported a higher level of psychosocial risk than their permanent peers who, in turn, were more vulnerable than middle-aged and younger workers (regardless of their employment status). These results highlight the importance of simultaneously assessing multipleobjective variables of the employee profile (i.e., age and employment status) which may act to shape subjective perceptions of psychosocial risk factors for work-related stress. Given our findings, employers and policy makers should consider older contingent employees as one of the workforce sub-populationsmost vulnerable to negative work environments.

Reliability, Validity and Empirical Dimensionality of the Minnesota Nurses' Perceptions of Nursing Diagnoses Scale Among Italian Nursing Students.

BACKGROUND AND PURPOSE: Perceptions toward nursing diagnosis (ND) may represent core drivers of its adoption within clinical practice. Few studies have investigated perceptions toward ND within nursing academic contexts. The study was conducted to validate the Italian version of the Minnesota Nurses' Perceptions of Nursing Diagnoses (MNPND) scale on a sample of Italian nursing students and explore the psychometric structure of perceptions in a sample drawn from this population. METHODS: A cross-sectional survey with an online self-administered questionnaire was used. The study used exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). RESULTS: A three-factorstructure was obtained from parallel analysis and EFA. This was confirmed using CFA; fit statistics: MLRχ² (132) = 230.150, p <. 001; CFI = 0.94; TLI = 0.93; RMSEA = 0.05 [90% CI = 0.041-0.064]; SRMR = 0.056). CONCLUSIONS: The MNPND scale is a useful instrument to measure nursing students' perceptions of ND.

Do Temporary Workers More Often Decide to Work While Sick? Evidence for the Link between Employment Contract and Presenteeism in Europe.

European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness absence. We investigated the link between employment contract and PP using cross-sectional data from 20,240 employees participating in the 2015 European Working Conditions Survey. Workers were grouped by type and duration of employment contract. The link between contract and PP was estimated using a multilevel Poisson model adjusted for socio-demographical, occupational and health-related covariates. We found that European employees worked 39% of the days they were ill. In contrast to previous studies, temporary workers were significantly more likely to decide for presenteeism than permanent workers were, especially when the contract was limited to less than 1 year. Controlling for perceived job insecurity did just marginally attenuate this association. Presenteeism was also more common among young and middle-aged workers; however, we did not find a significant interaction between contract and age affecting presenteeism. In conclusion, the employment contract is an important determinant of presenteeism. Our results give reason to believe that temporary workers show increased attendance behavior independent of job insecurity, because they are less likely to have access to social protection in case of illness.

Cognitive failures in response to emotional contagion: Their effects on workplace accidents.

The purpose of this study was to examine contagion of positive and negative emotions among employees as an antecedent of cognitive failures and subsequent workplace accidents. Using emotional contagion theory and the neural model of emotion and cognition, we tested the proposition that higher contagion of anger (i.e., a negative emotion accompanied by dysfunctional cognition) would be associated with greater cognitive failures, whereas higher contagion of joy (i.e., a positive emotion accompanied by pleasant information processing, attention and positive cognition) would be associated with fewer cognitive failures. In turn, cognitive failures were predicted to be related to higher rates of subsequent workplace accidents. Using a two-wave lagged design, anonymous survey data collected from N = 390 working adults in the U.S. supported the hypothesized mediation model. Specifically, emotional contagion of anger positively predicted cognitive failures, whereas emotional contagion of joy negatively predicted cognitive failures. Furthermore, cognitive failures positively predicted experienced accidents and fully mediated the relationship between contagion of joy/anger and experienced accidents. These findings suggest that lapses in cognitive functioning may be prevented by positive emotions (and enhanced by negative emotions) that employees absorb during social interactions at work and represent a more proximal source of accidents in comparison to emotions. Theoretical and practical implications of these results are discussed in light of the globally rising rates of workplace accidents and related costs for safety.

Assessing the Risk of Stress in Organizations: Getting the Measure of Organizational-Level Stressors.

Great Britain's Health and Safety Executive (HSE) developed the Management Standards Indicator Tool to help organizations to assess and monitor organizational risks of work-related stress through surveying employees about the psychosocial risks for stress in their jobs. The use of employee-level data for deriving an organizational-level measure of psychosocial risks assumes that the constructs have equivalent meanings at different levels. However, this isomorphic condition has never been tested and this study fills this gap. Using data collected by the Italian Workers' Compensation Authority (INAIL) from 66,188 employees nested in 775 organizations, we demonstrate that the organizational-level measure representing the seven dimensions of the Management Standards Indicator Tool is equivalent, though not identical, to the individual-level measure. This implies that the organizational level is not a mirror of the aggregation of the individual level, and that the risk of work-related stress in an organization may derive not simply from bottom-up processes, but may be generated by top-down influences (e.g., organizational policies). Interventions may then be meaningfully targeted at the organizational level in the expectation that they will reduce the risk of work-related stress among the entire workforce, the valid measurement of which can be performed through the HSE's Management Standards Indicator Tool.

Assessing Objective and Verifiable Indicators Associated With Work-Related Stress: Validation of a Structured Checklist for the Assessment and Management of Work-Related Stress.

Risk assessment represents an essential part of any successful intervention in health and safety at work. The most prominent European methodologies propose multi-method approaches for identifying the risks associated with work-related stress. Nevertheless, the most widely used method is the self-administered questionnaire. By adapting the UK Management Standards approach, the Italian National Workers Compensation Authority (INAIL) developed a checklist for the assessment of objective and verifiable indicators of work-related stress. This checklist is filled in by a steering group composed of homogenous groups of workers. Through a web-platform developed by INAIL, a considerable amount of data over the last 5 years has been collected throughout Italy. The aims of this study are to examine the psychometric properties as well as the practical validity of the checklist in a wide sample of Italian companies. The sample comprised 5,301 homogeneous groups of workers nested within 1,631 organizations. The checklist measures two main areas: (1) the organizational indicators of work-related stress (sentinel events) and (2) four and six factors related respectively to content and context of work. Multilevel and multivariate analyses revealed that the checklist shows adequate factor structure and criterion validity. Results also demonstrate that small companies and the public and healthcare sector show higher risk levels. These results support the use of the checklist as a structured and generalizable tool for assessing and monitoring the risks associated with work-related stress.

Machiavellian Ways to Academic Cheating: A Mediational and Interactional Model.

Academic cheating has become a pervasive practice from primary schools to university. This study aims at investigating this phenomenon through a nomological network which integrates different theoretical frameworks and models, such as trait and social-cognitive theories and models regarding the approaches to learning and contextual/normative environment. Results on a sample of more than 200 Italian university students show that the Amoral Manipulation facet of Machiavellianism, Academic Moral Disengagement, Deep Approach to Learning, and Normative Academic Cheating are significantly associated with Individual Academic Cheating. Moreover, results show a significant latent interaction effect between Normative Academic Cheating and Amoral Manipulation Machiavellianism: "amoral Machiavellians" students are more prone to resort to Academic Cheating in contexts where Academic Cheating is adopted as a practice by their peers, while this effect is not significant in contexts where Academic Cheating is not normative. Results also show that Academic Moral Disengagement and Deep Approach to learning partially mediate the relationship between Amoral Manipulation and Academic Cheating. Practical implications of these results are discussed.

Translation and Testing of the Italian Version of FAMCARE-2: Measuring Family Caregivers' Satisfaction With Palliative Care.

Family satisfaction is an important outcome of palliative care and is a critical measure for health care professionals to address when assessing quality of care. The FAMCARE-2 is a widely used measure of family satisfaction with the health care received by both patient and family in palliative care. In this study, a team of Italian researchers culturally adapted the FAMCARE-2 to the Italian language and psychometrically tested the instrument by measuring satisfaction of 185 family caregivers of patients admitted into two palliative care services. FAMCARE-2 showed excellent levels of internal consistency (Cronbach's α coefficient = .96) and test-retest reliability ( r = .98, p < .01). The confirmatory factor analysis showed a single-factor structure with good fit. Satisfaction levels were significantly correlated with family caregivers being females with less education, patient length of care, and place of assistance and death. This scale can help health care professionals identify which aspects of care need improvement and enable family caregivers to manage their challenging role.

Psychometric Characteristics of a New Scale for Measuring Self-efficacy in the Regulation of Gambling Behavior.

Since its introduction in 1977, self-efficacy has proven to be a fundamental predictor of positive adjustment and achievement in many domains. In problem gambling studies, self-efficacy has been defined mainly as an individual's ability to avoid gambling in risky situations. The interest in this construct developed mainly with regard to treatment approaches, where abstinence from gambling is required. Very little is known, however, regarding self-efficacy as a protective factor for problem gambling. This study aims to fill this gap, proposing a new self-efficacy scale which measures not only the ability to restrain oneself from gambling but also the ability to self-regulate one's gambling behavior. Two studies were conducted in which the data from two Italian prevalence surveys on problem gambling were considered. A total of about 6,000 participants were involved. In the first study, the psychometric characteristics of this new self-efficacy scale were investigated through exploratory and confirmatory factor analyses. The results indicated the presence of two different factors: self-efficacy in self-regulating gambling behavior and self-efficacy in avoiding risky gambling behavior. The second study confirmed the replicability of the two-factor solution and displayed high correlations among these two self-efficacy dimensions and different measures of gambling activities as well as other psychological variables related to gambling (gambling beliefs, gambling motivation, risk propensity, and impulsiveness). The results of logistic regression analyses showed the particular importance of self-regulating gaming behavior in explaining problem gambling as measured by Problem Gambling Severity Index and South Oaks Gambling Screen, thus proving the role of self-efficacy as a pivotal protective factor for problem gambling.