High strain and low social support at work as risk factors for being the target of third-party workplace violence among healthcare sector workers.

INTRODUCTION: Healthcare workers are particularly vulnerable to third-party workplace violence. The experience of work-related stress, by threatening the psychological balance of healthcare workers, making them less effective in managing the relationship with patients and their family members, may significantly contribute to third-party violence. OBJECTIVE: To investigate whether stress-related psychosocial situations at work as defined by the widely known Demand-Control model, and the level of work-related social support, act as risk factors for third-party violence among healthcare workers. Specifically, we explored whether the risk of violence is higher in situations associated with higher levels of work-related stress (i.e., active or passive situations, and especially the high strain situation) when compared to a work situation related to lower levels of stress (i.e., low strain situation). We also explored whether the risk of violence is lower at higher levels of social support. METHOD: Cross-sectional study on 633 healthcare workers. Psychosocial work situations and third-party workplace violence have been operationalized by using well validated scales. RESULTS: Logistic regressions including a number of relevant covariates (e.g., gender, job role, night shift work) revealed that, compared to a low strain situation, an active or passive situation had an increased risk for workplace violence. However, the highest risk was observed for a high strain situation (i.e., the situation associated with the highest level of work-related stress). High social support acted as a protective factor. CONCLUSION: Healthcare workers' experience of stress at work may make them more vulnerable to third-party violence. Ensuring better psychosocial working conditions may contribute to the prevention of workplace violence and its consequences.

[Perception of shift work, burnout and sleep disturbances: a study among call centre operators]. / Percezione del lavoro a turni, burnout e sonno disturbato: uno studio sugli operatori di call centre.

BACKGROUND: Shift work is often considered to be a factor that can negatively affect health and sleep quality. However, it is usually considered as a structural factor of the job and not as a perception of a work demand. OBJECTIVES: The study aimed at analyzing the relationship between perception of shift work, burnout and sleep disturbances in a potentially stressful context, namely the call centre setting. METHODS: Call centre operators (N=510) completed a questionnaire encompassing the following scales: perceptions of shift work, monotony, time pressure, exhaustion, cynicism and sleep disturbances. We conducted two hierarchical regressions in order to analyze the contribution of the perception of shift work on burnout dimensions (exhaustion and cynicism), beyond the contribution of socio-demographical variables, and of two specific job stressors for call centre operators, namely monotony and time pressure. The mediating role of exhaustion and cynicism between the perception of shift work and sleep disturbances was also explored. RESULTS: The perception of shift work was associated with operators' burnout, beyond the effect of socio-demographic variables and other job stressors. In addition, the relationship between the perception of shift work and sleep disturbances was fully mediated by exhaustion and partially mediated by cynicism. CONCLUSIONS: Perceived shift work may represent a risk factor for the health of call centre operators that should be monitored and possibly managed through specific organizational interventions.

Self-efficacy, perceptions of context, and burnout: a multilevel study on nurses.

BACKGROUND: The role of personal and situational factors in burnout development in the hospital context is well known. The majority of studies used standardized and generic scales and focused exclusively on the individual level of analysis, underestimating the role of teamwork effects. OBJECTIVES: This study adopted a contextualized and multilevel approach in order to examine the different roles of individual and unit level nurse efficacy beliefs and hospital perceptions of context in predicting job burnout. METHODS: Nurses (N=1020) belonging to 118 units completed two measures specifically tailored for the nursing environment: nurse self-efficacy, perceptions of context (teamwork, supervisor, management, and workload) together with MBI-GS exhaustion and cynicism scales. Multilevel confirmatory factor analysis was performed in order to verify the internal validity of nurse self-efficacy and hospital perceptions of context scales. A multilevel structural equation model was tested at individual and unit levels, using nurse self-efficacy, hospital perceptions of context and age as predictors of exhaustion and cynicism. RESULTS: The good psychometric properties of the scales were confirmed. At individual level, nurse self-efficacy was the strongest predictor of both burnout dimensions. Exhaustion was also predicted by perception of workload and perception of management, while cynicism was also predicted by perceptions of teamwork, workload, and age. At unit level, perceptions of workload and teamwork emerged as predictors of unit exhaustion and cynicism, respectively. CONCLUSIONS: Based on our results, it is possible to plan distinct individual and/or unit-focused interventions in order to prevent hospital staff burnout.

The Relationship between Patients' Demands and Workplace Violence among Healthcare Workers: A Multilevel Look Focusing on the Moderating Role of Psychosocial Working Conditions.

Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.

Techno-Stress Creators, Burnout and Psychological Health among Remote Workers during the Pandemic: The Moderating Role of E-Work Self-Efficacy.

During the COVID-19 pandemic, remote working was pervasively implemented, causing an increase in technology-related job demands. Concurrently, there was an increase in psychological problems in the occupational population. This study on remote workers tested a moderated mediation model positing burnout, conceptualized according to the Burnout Assessment Tool, as the mediator between techno-stressors and psychological health outcomes and e-work self-efficacy as a protective personal resource. A sample of 225 remote workers filled out anonymous questionnaires measuring techno-stressors, e-work self-efficacy, burnout, and psychological health symptoms (i.e., depressive mood and anxiety symptoms). The data were analyzed using structural equation mediation and moderated mediation models, adopting a parceling technique. The results showed that burnout totally mediated the relationship between techno-stressors and depressive mood, while partially mediating the association between techno-stressors and anxiety symptoms. Moreover, e-work self-efficacy buffered the positive effects of techno-stressors on depressive mood and anxiety symptoms through burnout. The present research attested to the relevance of techno-stressors for the psychological health of remote workers and supported burnout as a mediator of this process, although anxiety symptoms were also directly related to techno-stressors. Moreover, the protective role of domain-specific self-efficacy was confirmed in the realm of remote working. Limitations and practical implications are discussed.

Italian Validation of the 12-Item Version of the Burnout Assessment Tool (BAT-12).

The Burnout Assessment Tool (BAT) has shown satisfactory validity evidence in several countries, with the 23-item version of the instrument reporting adequate psychometric properties also in the Italian context. This paper is aimed to present results from the Italian validation of the 12-item version of the BAT. Based on a sample of 2277 workers, our results supported the factorial validity of a higher-order model represented by 4 first-order factors corresponding to the core dimensions of burnout, namely exhaustion, mental distance, and emotional and cognitive impairment. The measure invariance of the BAT-12 between data collected before and during the COVID-19 pandemic was supported. However, ANCOVA results suggest a higher score on the second-order burnout factor on data collected during the COVID-19 pandemic in comparison with earlier data. In line with the JD-R model, the BAT-12 total score reported a positive association with job demands (i.e., workload, time pressure, and role conflict) and a negative association with job resources (i.e., job autonomy, coworkers' support) and personal resources (i.e., optimism, social self-efficacy, and task self-efficacy). Additionally, the BAT-12 showed a negative association with work engagement components (i.e., vigor, dedication, and absorption) and positive job attitudes (i.e., job satisfaction, affective commitment). All in all, our results identify the Italian version of the BAT-12 as a brief and reliable tool for measuring burnout among workers.

Bringing social interaction at the core of organizational neuroscience.

Organizations are composed of individuals working together for achieving specific goals, and interpersonal dynamics do exert a strong influence on workplace behaviour. Nevertheless, the dual and multiple perspective of interactions has been scarcely considered by Organizational Neuroscience (ON), the emerging field of study that aims at incorporating findings from cognitive and brain sciences into the investigation of organizational behaviour. This perspective article aims to highlight the potential benefits of adopting experimental settings involving two or more participants (the so-called "second person" approach) for studying the neural bases of organizational behaviour. Specifically, we stress the idea that moving beyond the individual perspective and capturing the dynamical relationships occurring within dyads or groups (e.g., leaders and followers, salespersons and clients, teams) might bring novel insights into the rising field of ON. In addition, designing research paradigms that reliably recreate real work and life situations might increase the generalizability and ecological validity of its results. We start with a brief overview of the current state of ON research and we continue by describing the second-person approach to social neuroscience. In the last paragraph, we try and outline how this approach could be extended to ON. To this end, we focus on leadership, group processes and emotional contagion as potential targets of interpersonal ON research.

Psychometric Properties of the Italian Version of the Burnout Assessment Tool (BAT).

The most popular instrument to measure burnout is the Maslach Burnout Inventory (MBI). Recently, to overcome some of the limitations of the MBI, a new instrument has been proposed, namely the Burnout Assessment Tool. The purpose of this study is to examine the psychometric properties of the Italian version of the BAT. This tool is comprised of a set of four core dimensions (BAT-C; i.e., exhaustion, mental distance, cognitive and emotional impairment) and two secondary symptom dimensions (BAT-S; i.e., psychological and psychosomatic complaints). Data were collected on a sample of 738 participants from heterogeneous sectors and professional roles. In the sample women were slightly overrepresented (52.9%), the participants had a mean age of 41.57 years (SD = 10.51) and a mean organizational tenure of 9.65 years (SD = 8.50). The reliability and factorial structure of the BAT-C and BAT-S, together with the convergent and discriminant validity of BAT-C and MBI were explored, as well as the incremental validity to the BAT-C, over and beyond the MBI. Our results confirmed the factorial validity of a two-factor second-order factor model (BAT-C and BAT-S) represented by 4 first-order factors in the case of BAT-C and 2 first-order factors for BAT-S. Results also attested that BAT-C explains additional variance of the BAT-S, above and beyond what is explained by the MBI-GS. All in all, this study provided evidence that the Italian version of BAT represents a reliable and valid tool for measuring burnout in the work context.

The Bright and Dark Sides of Resources for Cross-Role Interrupting Behaviors and Work-Family Conflict: Preliminary Multigroup Findings on Remote and Traditional Working.

Using boundary management and conservation of resources theories, we examined how job resources (i.e., job autonomy and goal-oriented leadership) and a work-related personal resource (i.e., personal initiative at work) relate to cross-role interrupting behaviors-i.e., interrupting the work (or non-work) role to attend to competing non-work (or work) demands-and how, in turn, they correlate with work-family conflict. Furthermore, we examined differences in the proposed nomological network between workers adopting traditional and remote ways of working. Using a multigroup structural equation modelling approach on a sample of 968 employees from an Italian telecommunications company, we found that: (a) job autonomy was positively related to both work interrupting non-work behaviors and to non-work interrupting work behaviors, (b) goal-oriented leadership was negatively related to non-work interrupting work behaviors, (c) personal initiative at work was positively related to work interrupting non-work behaviors and, finally, (d) cross-role interrupting behaviors were positively related to work-family conflict. Additionally, our findings revealed previously undocumented results; (a) mediating patterns in how resources relate, through cross-role interrupting behaviors, to work-family conflict and (b) non-invariant associations among job autonomy, cross-role interrupting behaviors and work-family conflict across traditional and remote workers. The limitations and theoretical and practical implications of the present study are discussed.

The effects of authentic leadership, six areas of worklife, and occupational coping self-efficacy on new graduate nurses' burnout and mental health: A cross-sectional study.

BACKGROUND: New nurse burnout has personal and organizational costs. The combined effect of authentic leadership, person-job fit within areas of worklife, and occupational coping self-efficacy on new nurses' burnout and emotional wellbeing has not been investigated. OBJECTIVES: This study tested a model linking authentic leadership, areas of worklife, occupational coping self-efficacy, burnout, and mental health among new graduate nurses. We also tested the validity of the concept of interpersonal strain at work as a facet of burnout. DESIGN: A cross-sectional national survey of Canadian new graduate nurses was conducted. PARTICIPANTS: Registered nurses working in direct patient care in acute care settings with less than 3 years of experience were selected from provincial registry databases of 10 Canadian provinces. A total of 1009 of 3743 surveyed new graduate nurses were included in the final sample (useable response rate 27%). METHODS: Participants received a mail survey package that included a letter of information, study questionnaire, and a $2 coffee voucher. To optimize response rates non-responders received a reminder letter four weeks after the initial mailing, followed by a second survey package four weeks after that. Ethics approval was obtained from the university ethics board prior to starting the study. Descriptive statistics and scale reliabilities were analyzed. Structural equation modelling with maximum likelihood estimation was used to test the fit between the data and the hypothesized model and to assess the factor structure of the expanded burnout measure. RESULTS: The hypothesized model was an acceptable fit for the data (χ(2) (164)=1221.38; χ(2) ratio=7.447; CFI=.921; IFI=.921; RMSEA=.08). All hypothesized paths were significant. Authentic leadership had a positive effect on areas of worklife, which in turn had a positive effect on occupational coping self-efficacy, resulting in lower burnout, which was associated with poor mental health. CONCLUSIONS: Authentic leaders may play an important role in creating positive working conditions and strengthening new nurses' confidence that help them cope with job demands, thereby protecting them from developing burnout and poor mental health. Leadership training to develop supervisors' authentic leadership skills may promote the development of person-job fit, thereby increasing occupational self-efficacy and new nurses' wellbeing.

The Work Agentic Capabilities (WAC) Questionnaire: validation of a new measure / El Cuestionario de Capacidades Agénticas en el Trabajo: validación de una nueva medida

Agentic capabilities refer to the basic capabilities of mind that, according to social cognitive theory, allow people to proactively influence their functioning and external context. This study presents a new scale, namely the Work Agentic Capabilities (WAC) questionnaire, that consists of 28 items and measures forethought capability, self-regulation capability, self-reflection capability and vicarious capability in the organizational context. Accordingly, an exploratory (N = 290) and a confirmatory factor analysis (N = 300) demonstrated a four-factor structure. Agentic capabilities were positively correlated with psychological capital and its dimensions i.e., self-efficacy, hope, optimism and resiliency), positive job attitudes (work engagement and job satisfaction), proactive organizational behaviours (job crafting and organizational citizenship behaviours), perceived job performance, and promotion prospects. Finally, we discuss meaningful differences in the mean values of agentic capabilities associated with sociodemographic and organizational variables. Results suggest that the WAC questionnaire can be reliably used to measure agentic capabilities

Las capacidades agénticas aluden a aquellas capacidades de la mente que según la teoría social cognitiva permiten a las personas influir de un modo proactivo en su funcionamiento y en el contexto externo. El presente estudio presenta una nueva escala, el cuestionario de Capacidades Agénticas en el Trabajo (WAC, por sus siglas en inglés), compuesto de 28 ítems que mide la capacidad de previsión, autorregulación, autorreflexión y vicaria en el contexto organizativo. Un estudio con análisis factorial exploratorio (N = 290) y confirmatorio (N = 300) descubrió una estructura de cuatro factores. Las capacidades agénticas correlacionaban positivamente con el capital psicológico y sus dimensiones (es decir, esperanza, optimismo y resiliencia), las actitudes laborales positivas (engagement y satisfacción en el trabajo), la percepción del desempeño laboral y las perspectivas de promoción. Por último abordamos las diferencias significativas de los valores medios de las capacidades agénticas asociadas a las variables sociodemográficas y organizativas. Los resultados indican que el cuestionario WAC puede utilizarse de modo fiable para medir las capacidades agénticas

Personalities of politicians and voters: unique and synergistic relationships.

A rare collection of personality assessments from 103 Italian politicians revealed predictable patterns of contrasts and similarities with personality dimensions from a large normative sample (N = 4,578). Three modal personality characteristics distinguished politicians, with their significantly higher levels of Energy, Agreeableness, and Social Desirability, from the general public. Comparability between politicians and the public existed on dimensions of Emotional Stability, Conscientiousness, and Openness (Big Five Questionnaire assessment). Politicians from rival coalitions differed on several dimensions; center-right was higher than center-left in Energy and Conscientiousness. Congruencies emerged between politicians and voters for their coalition on all personality dimensions, except that center-left politicians were higher in Energy than center-left voters, and center-right politicians were higher than voters in both Energy and Agreeableness.

Continuity or discontinuity of the life-style in central Italy during the Roman Imperial Age-Early Middle Ages transition: diet, health, and behavior.

Dento-alveolar pathologies and alterations (dental wear, caries, abscesses, ante mortem tooth loss (AMTL), calculus, hypoplastic defects, and chipping) and skeletal markers of health (cribra orbitalia and periostitis) were analyzed in two skeletal samples from the necropolises of Quadrella (I-IV c. AD) and Vicenne-Campochiaro (VII c. AD) in the Molise region of central Italy. The aim was to determine if the Roman Imperial Age-Early Middle Ages transition characterized by political, socioeconomic, and cultural transformations affected the biology of these populations, particularly their alimentation and health status. The frequencies of caries and AMTL, similar in the two samples, suggest a high consumption of carbohydrates. The higher levels of heavy wear, calculus, and interproximal chipping in the Vicenne population indicate a greater use of fibrous foods (both meat and others), in line with the dietary model of Germanic peoples. Health conditions do not appear to have been good in either period, as shown by the high frequencies of linear hypoplasia and the presence of cribra orbitalia and periostitis. The diet of the individuals buried with horses of the Vicenne population did not differ from that of the rest of the population, whereas there were evident differences in the use of the teeth for nonmasticatory activities among these individuals. Therefore, from the point of view of alimentation and health status, the profound socioeconomic and cultural transformations during the Late Antiquity-Early Middle Ages transition do not seem to have been translated into a true discontinuity of the two Molisan populations.