Work addiction and its association with personality traits, general distress, and self-esteem among adult Italian workers

Background: Work addiction has become a topic of increasing research interest but has been little studied in Italy. Therefore, the aim of the present study was to investigate the associations between work addiction, assessed with a recently validated psychometric scale (i.e., Italian version of Bergen Work Addiction Scale, [BWAS]) and other psychological constructs. Methods: The sample comprised 367 Italian workers (Mean 16.11 years; SD±11.28) who completed a survey including the BWAS (Mean 19.422; SD±6.365), Depression Anxiety Stress Scales-21 (Mean 40.866; SD±29.865), Dutch Workaholism Scale (Mean 24.837; SD±6.488), Need for Recovery Scale (Mean 12.946; SD±7.340), Ten Item Personality Inventory (TIPI, Extraversion (Mean 4.253; SD±1.506); Agreeableness (Mean 5.431; SD±1.111), Conscientiousness (Mean 5.792; SD±1.067), Neuroticism (Mean 4.507; SD±1.480), Openness (Mean 4.801; SD±1.122), and Rosenberg’s Self-Esteem Scale (Mean 21.850; SD±6.796). Results: The results indicated that work addiction was positively associated with stress, anxiety, and depression, as well as with the number of hours worked and need for recovery. Moreover, BWAS scores explained 20.1% of an individual’s general psychological distress (i.e., depression, anxiety, and stress). Personality variables explained only a small amount of the variance in work addiction (15.4%). Conclusion: In the present study, a positive and significant association was found between the BWAS (assessing work addiction) and the DUWAS (assessing workaholism). Although work addiction and workaholism are different constructs, they have many characteristics in common. The study expands the work addiction literature base and demonstrates important associating factors in the Italian context

Psychometric Evaluation of the Italian Version of the COVID-19 Vaccine Conspiracy Beliefs Scale

Abstract: Introduction: The present study adapted the Vaccine Conspiracy Beliefs Scale (VCBS) developed by Shapiro and colleagues (2016) in the specific context of COVID-19 and examined the psychometric properties of an Italian version of the scale (VCBS-COVID19/Ita). Methods: We modified the 7 items of the VCBS to address conspiracy beliefs specifically regarding COVID-19 vaccines and translated them into Italian. We collected the data from a group of 1,179 subjects (73% female). We used confirmatory factor analysis (CFA) to examine the dimensional structure of the VCBS-COVID19/Ita and multigroup CFA (MG CFA) to evaluate the measurement invariance across gender. Results: We found support for a one-factor solution for the VCBS-COVID19/Ita. The one-factor model was factorially invariant across gender. Additionally, we determined the VCBS-COVID19/Ita scores to be associated with COVID-VAX dimensions, providing support for the convergent and divergent validity of the Italian version of the VCBS-COVID19. Discussion: Our results provide evidence that the Italian version of the VCBS-COVID19 is reliable, valid, and, thus, potentially useful for research on COVID-19. Study limitations and future research directions are discussed

Editorial: Psychosocial Job Dimensions and Distress/Well-Being: Issues and Challenges in Occupational Health Psychology

Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress

Psychosocial Job Dimensions and Distress/Well-Being: Issues and Challenges in Occupational Health Psychology

Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress

La staffa continua a bracci verticali e passo variabile per le strutture in c.a.

Lo studio si rivolge principalmente ai professionisti ingegneri, architetti, geometri, ed illustrai molteplici vantaggi della staffa continua "Spirex" rispetto a quella tradizionale

Development and Validation of a brief Occupational Coping Self-Efficacy questionnaire for Nurses (OCSE-N)

This paper is a report of a study to develop and test the psychometric properties of the Occupational Coping Self-Efficacy for Nurses Scale. In 2006, 1383 nurses completed the following measures: Occupational Coping Self-Efficacy Questionnaire for Nurses, Coping Inventory for Stressful Situations Short Form and Maslach Burnout Inventory. Based on a randomized split of the data, we conducted exploratory factor analysis on group 1 data (n = 691) and confirmatory factor analysis within the framework of structural equation modelling on group 2 data (n = 692). The exploratory results revealed two factors: Coping Self-Efficacy to cope with the occupational burden (Cronbach alpha = 0•77) and Coping Self-Efficacy to cope with the relational burden (alpha = 0•79). In the confirmatory group, the two-factor structure was tested against an alternative one-factor structure and confirmed as the best solution. Correlation patterns between the Occupational Coping Self-Efficacy for Nurses Scales, and both coping and burnout variables, supported the criterion-related validity of the Occupational Coping Self-Efficacy for Nurses dimensions. Nurses can have two basic and distinct coping self-efficacy beliefs: beliefs about occupational burden and beliefs about relational difficulties in the workplace. Research is needed into how efficacy evaluations shift as a result of specific stress management interventions

Psychometric properties of the Maslach Burnout Inventory for Human Services among Italian nurses: a test of alternative models

Aim The purpose of this study was to test the factor structure of an Italian version of the Maslach Burnout Inventory for Human Service employees. In addition we examined the reliability and construct validity of the scale. Background There is increasing evidence that nurses are at risk of experiencing burnout. Despite the vast international use of the Maslach Burnout Inventory-Human Service Survey, its factor structure and reliability are not beyond question. Method In a sample of nurses (N=1613) six alternative factor models of the instrument were tested using confirmatory factor analysis. Furthermore, we examined the invariance of the pattern of factor loadings of the model that better fitted the data across gender groups. To test construct validity, participants completed four subscales of Symptoms Check List 90-R. Internal consistency was evaluated computing Cronbach's alpha estimates of the scales. The study was conducted in 2007 and 2008 in Italy. Results The factor analysis provided support for a 20-item version identifying the three original dimensions. The model was found to be factorially invariant between men and women. Correlations between the latent MBI-HSS dimensions and distress variables were in line with theoretical predictions. Reliability was supported by acceptable Cronbach's alpha indexes. Conclusion The Maslach Burnout Inventory-Human Service Survey has acceptable validity and reliability for measuring burnout among nurses, and can help healthcare managers to offer interventions to reduce burnout among nurses. Limitations of the study and suggestions for further research are highlighted