Introduction: Building on the motivational process of the job demandsresources (JD-R) theory, in ... more Introduction: Building on the motivational process of the job demandsresources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods: In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion: Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective wellbeing that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.
The academic interest in smart working, a form of flexible work characterized by the use of techn... more The academic interest in smart working, a form of flexible work characterized by the use of technology to conduct one’s work, has dramatically increased over recent years, especially during the COVID-19 pandemic. Building on the job demands–resources (JD-R) model, in this study we investigate whether smart working affects the longitudinal association between perceived work characteristics, such as workload and social support (SS), and workers’ health and well-being, in terms of exhaustion. Overall, 185 workers completed a self-report questionnaire at two time points (four-month time-lag) during the COVID-19 outbreak. The results from moderated multiple regression analysis partially support our predictions. The longitudinal association between workload and exhaustion was positive—although marginally significant—for smart workers, but nonsignificant for in-person workers. Contrarily, the longitudinal association between SS and exhaustion was negative for in-person workers, but nonsign...
The ongoing outbreak of COVID-19 is deeply affecting the way people work, with changes concerning... more The ongoing outbreak of COVID-19 is deeply affecting the way people work, with changes concerning the labor market (e.g., increasing unemployment), work practices (e.g., smart working), the emergence of new risk factors (e.g., the perceived risk of infection at work) and the accentuation of traditional ones (e.g., workload). In this study, we investigated whether smart working (SW) could affect the well-known association between the perceived characteristics of the work environment and workers' health and well-being. More specifically, building on the Job Demands-Resources (JD-R) model we hypothesized that workload and perceived social support (PSS), as relevant job demands and resources (i.e., risk and protective factors), may be associated with emotional exhaustion (EE) over time. We also hypothesized that working condition, that is, smart vs in-person working, may affect these longitudinal relationships. We expected the positive association between workload and EE to be stronger, while the negative association between PSS and EE to be weaker, for smart workers. A longitudinal study was carried out in a sample of workers from different organizations in Italy (N = 292). Participants completed an online questionnaire between the end of October 2020 and the first half of November 2020 (i.e., T1) and four months later (i.e., T2). Workload and PSS were measured at T1 using scales taken from the Qu-Bo Test and the SAPH@W Questionnaire, respectively, two instruments standardized for the Italian context. Emotional exhaustion was assessed at T2 using the scale taken from the Italian adaptation of the Maslach Burnout Inventory. The hypothesized relationships were tested using moderated multiple regression. Workload at T1 was positively associated with EE at T2, whereas the association between PSS at T1 and EE at T2 was negative. Furthermore, SW moderated the association between PSS and EE, which was negative and significant for in-person workers, but non-significant for smart workers. Our study confirmed that, in line with the JD-R, workload and PSS can be conceived as risk and protective factors for EE, respectively. Interestingly, when considering the moderating role of SW, results showed that, to date, PSS may not be a valuable job resource for smart workers. Hence, although SW has proved useful and sometimes necessary during the COVID-19 pandemic, possible negative aspects of SW as implemented in the pandemic-related emergency (e.g., social separation and work-to-family conflict) need to be carefully considered. In terms of prevention, supervisors should be encouraged to foster a sense of belonging, trust and results-based management.
The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk fac... more The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results...
Introduction: Building on the motivational process of the job demandsresources (JD-R) theory, in ... more Introduction: Building on the motivational process of the job demandsresources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods: In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion: Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective wellbeing that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.
The academic interest in smart working, a form of flexible work characterized by the use of techn... more The academic interest in smart working, a form of flexible work characterized by the use of technology to conduct one’s work, has dramatically increased over recent years, especially during the COVID-19 pandemic. Building on the job demands–resources (JD-R) model, in this study we investigate whether smart working affects the longitudinal association between perceived work characteristics, such as workload and social support (SS), and workers’ health and well-being, in terms of exhaustion. Overall, 185 workers completed a self-report questionnaire at two time points (four-month time-lag) during the COVID-19 outbreak. The results from moderated multiple regression analysis partially support our predictions. The longitudinal association between workload and exhaustion was positive—although marginally significant—for smart workers, but nonsignificant for in-person workers. Contrarily, the longitudinal association between SS and exhaustion was negative for in-person workers, but nonsign...
The ongoing outbreak of COVID-19 is deeply affecting the way people work, with changes concerning... more The ongoing outbreak of COVID-19 is deeply affecting the way people work, with changes concerning the labor market (e.g., increasing unemployment), work practices (e.g., smart working), the emergence of new risk factors (e.g., the perceived risk of infection at work) and the accentuation of traditional ones (e.g., workload). In this study, we investigated whether smart working (SW) could affect the well-known association between the perceived characteristics of the work environment and workers' health and well-being. More specifically, building on the Job Demands-Resources (JD-R) model we hypothesized that workload and perceived social support (PSS), as relevant job demands and resources (i.e., risk and protective factors), may be associated with emotional exhaustion (EE) over time. We also hypothesized that working condition, that is, smart vs in-person working, may affect these longitudinal relationships. We expected the positive association between workload and EE to be stronger, while the negative association between PSS and EE to be weaker, for smart workers. A longitudinal study was carried out in a sample of workers from different organizations in Italy (N = 292). Participants completed an online questionnaire between the end of October 2020 and the first half of November 2020 (i.e., T1) and four months later (i.e., T2). Workload and PSS were measured at T1 using scales taken from the Qu-Bo Test and the SAPH@W Questionnaire, respectively, two instruments standardized for the Italian context. Emotional exhaustion was assessed at T2 using the scale taken from the Italian adaptation of the Maslach Burnout Inventory. The hypothesized relationships were tested using moderated multiple regression. Workload at T1 was positively associated with EE at T2, whereas the association between PSS at T1 and EE at T2 was negative. Furthermore, SW moderated the association between PSS and EE, which was negative and significant for in-person workers, but non-significant for smart workers. Our study confirmed that, in line with the JD-R, workload and PSS can be conceived as risk and protective factors for EE, respectively. Interestingly, when considering the moderating role of SW, results showed that, to date, PSS may not be a valuable job resource for smart workers. Hence, although SW has proved useful and sometimes necessary during the COVID-19 pandemic, possible negative aspects of SW as implemented in the pandemic-related emergency (e.g., social separation and work-to-family conflict) need to be carefully considered. In terms of prevention, supervisors should be encouraged to foster a sense of belonging, trust and results-based management.
The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk fac... more The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results...
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