Not all remote workers are similar: Technology acceptance, remote work beliefs, and wellbeing of remote workers during the second wave of the covid-19 pandemic

Although a large part of the world’s workforce engaged in mandatory Work from Home during the COVID-19 pandemic, the experience was not the same for everyone. This study explores whether different groups of employees, based on their work and organizational characteristics (i.e., organizational size, number of days per week working from home, working in team) and personal characteristics (i.e., remote work experience, having children at home), express different beliefs about working remotely, acceptance of the technology necessary to Work from Home, and well-being. A study was conducted with 163 Italian workers who answered an online questionnaire from November 2020 to January 2021. A cluster analysis revealed that work, organizational, and personal variables distinguish five different types of workers. ANOVA statistics showed that remote workers from big companies who worked remotely several days a week, had experience (because they worked remotely before the national lockdowns), and worked in a team, had more positive beliefs about working remotely, higher technology acceptance, and better coping strategies, compared to the other groups of workers. Practical implications to support institutional and organizational decision-makers and HR managers to promote remote work and employee well-being are presented

Motivations for volunteerism, satisfaction, and emotional exhaustion: The moderating effect of volunteers' age

This investigation aims to explore the moderating role of volunteers' age in the relation between motivations for volunteering and, respectively, satisfaction with volunteerism and emotional exhaustion. A longitudinal study was conducted with a sample of 241 Spanish healthcare volunteers. Results show that volunteers' age moderates the relations between social motivations and satisfaction, and social motivations and volunteers' emotional exhaustion, and also between growth motivations and satisfaction, and volunteers' emotional exhaustion. The relationships between security motivations and satisfaction and emotional exhaustion are not moderated by age. Our findings underline that, for younger volunteers, satisfaction decreases when social motives are high, rather than low, and, in the opposite, emotional exhaustion increases when growth motives are high, rather than low. For older volunteers, instead, the only significant effect concern satisfaction, which is higher when social motives are high, rather than low

Can Activity Worthwhileness Explain OCB-I Change? The Mediating Role of Positive Emotions

The competitiveness of today's markets requires employees to do more than is formally expected from them by collaborating with others to benefit the organization (e.g., organizational citizenship behavior focused on individuals, OCB-I). Based on the idea that eudaimonic wellbeing positively influences OCB-I, and considering that positive emotions lead to optimal functioning and important work outcomes, this study analyzes the mediating role of positive emotions in the relationship between activity worthwhileness and OCB-I. Results of hierarchical regressions in a two-wave longitudinal study with a sample of 108 white collar employees show that activity worthwhileness indirectly (but not directly) explains change in OCB-I through positive emotions. Therefore, when it comes to improving performance in the workplace, investment in both hedonic and eudaimonic wellbeing contributes to more effectively benefitting both employees and organizations

Extreme Kuiper Belt Object 2001 QG298 and the Fraction of Contact Binaries

Extensive time-resolved observations of Kuiper Belt object 2001 QG298 show a lightcurve with a peak-to-peak variation of 1.14 +-0.04 magnitudes and single-peaked period of 6.8872 +- 0.0002 hr. The mean absolute magnitude is 6.85 magnitudes which corresponds to a mean effective radius of 122 (77) km if an albedo of 0.04 (0.10) is assumed. This is the first known Kuiper Belt object and only the third minor planet with a radius > 25 km to display a lightcurve with a range in excess of 1 magnitude. We find the colors to be typical for a Kuiper Belt object (B-V = 1.00 +- 0.04, V-R = 0.60 +- 0.02) with no variation in color between minimum and maximum light. The large light variation, relatively long double-peaked period and absence of rotational color change argue against explanations due to albedo markings or elongation due to high angular momentum. Instead, we suggest that 2001 QG298 may be a very close or contact binary similar in structure to what has been independently proposed for the Trojan asteroid 624 Hektor. If so, its rotational period would be twice the lightcurve period or 13.7744 +- 0.0004 hr. By correcting for the effects of projection, we estimate that the fraction of similar objects in the Kuiper Belt is at least 10% to 20% with the true fraction probably much higher. A high abundance of close and contact binaries is expected in some scenarios for the evolution of binary Kuiper Belt objects.Comment: 15 text pages,6 figures(Color),5 Tables, Accepted to AJ for May 200

The Impact of Work-Related Barriers on Job Satisfaction of Practitioners Working with Migrants

Abstract The work environment of practitioners working with migrants may be very demanding as they are frequently exposed to the sad narratives of such a vulnerable population, the lack of professional support, or the frequent change of policies towards refugees and asylum seekers. Little research has been conducted to explore the job satisfaction of practitioners working with migrants and the organizational characteristics that can hinder or promote such satisfaction. The present study investigated the relationship between work-related barriers (i.e., intra-organizational, legal, and interaction-related barriers) and job satisfaction of practitioners working with migrants, also testing if perceived organizational efficacy is mediating this relation. This study was part of a larger European funded project, and participants were 428 First-Line Practitioners working with migrants in various sectors (e.g., social and health services, immigration and asylum services, or border guards) and working in several European countries. Data were collected through an online survey in the period between October and December 2020. Results showed that intra-organizational and legal barriers had a negative impact on job satisfaction, while interaction-related barriers did not have any. Perceived organizational efficacy mediated the relationship between two work-related barriers (intra-organizational and interaction-related barriers) and job satisfaction. These findings suggest that organizations working with migrants should focus on addressing intra-organizational and legal barriers, and on implementing actions aimed at building employees’ collective efficacy beliefs to improve their job satisfaction

Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping Review of Reviews

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided