Age Diversity Climate Affecting Individual‐Level Work‐Related Outcomes

The present study answers the call for more studies to investigate the age diversity climate’s effect on individual‐level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old (M = 46.10, SD = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job‐related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job‐related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate’s predictive value for turnover intentions and job‐related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies

Effect of wood gasification biochar on soil physicochemical properties and enzyme activities, and on crop yield in a wheat-production system with sub-alkaline soil

Biochar may have beneficial effects on soil depending on its properties and pedoclimatic conditions. Highly sloping soils are prone to erosion and organic matter depletion, and biochar can be useful to restore soil fertility and quality, and crop yields. To test the effect of wood gasification biochar (WGB), we conducted a field experiment applying 0 and 60 Mg ha 1 of WGB only (no fertilizer) to a sub-alkaline and fine-textured soil under Mediterranean climate conditions. The effect of WGB on the soil physicochemical properties and on 12 enzyme activities involved in the C, N, P, and S cycles was monitored during a wheat-growing season along with its effect on grain yield. The results show that WGB was rather recalcitrant, and the application of a high dose of it had no effect on most of the soil physicochemical properties, enzyme activities and wheat grain yield. Since enzyme activities involved in the C cycle were similar in WGB-treated and not-treated soils, WGB failed to stimulate organic matter mineralization during the monitored period, with no contribution to N and P supply. Since WGB can contribute to soil C stock with no detrimental effects on wheat yield, wood gasification can allow recycling waste woody materials of urban origin to produce energy and return biochar back to agricultural soils. We suggest that future studies on WGB focus on the effect of its aging in soil on soil physicochemical and biochemical properties, and on crop performances

Sviluppare la carriera lavorativa. Risorse personali e metodi d'intervento

Il volume sintetizza inizialmente (primo capitolo) i nuclei di interesse nella gestione delle risorse umane che la letteratura specialistica ha da tempo messo in evidenza, ma che nell\u2019attuale fase di cambiamento del lavoro, dei contesti organizzativi e degli stessi lavoratori ritornano in primo piano come problemi da affrontare. Il secondo capitolo parte dalla nota distinzione tra carriera oggettiva e soggettiva mostrando come al tendenziale declino della prima corrisponda l\u2019aumento di importanza della seconda. Si pone attenzione al significato di questo costrutto collegandolo con i processi di socializzazione lavorativa e organizzativa e con gli effetti che le tattiche messe in atto dalle organizzazioni producono nel delineare percorsi di carriera pi\uf9 o meno soddisfacenti. Ma \ue8 oggi possibile continuare a parlare di carriera? L\u2019analisi critica della nozione di \uabnuove carriere\ubb apre la strada al ruolo proattivo delle persone nel gestire le loro carriere, potenziando quelle risorse personali e situazionali che rendono possibile il self-management. Assumendo tale prospettiva, il terzo capitolo esplora il costrutto di \ue0ncore di carriera riprendendo l\u2019elaborazione originale di Schein e mostrando i suoi ascendenti teorici e le connessioni con altri approcci relativi al self professionale. In particolare, si d\ue0 conto dell\u2019evoluzione del costrutto e dei suoi arricchimenti emersi con la ricerca empirica nonch\ue9 della gamma di funzioni conoscitive e operative oggi attribuibili alle \ue0ncore. Nel quarto capitolo si dedica ampio spazio alle metodologie usate per la ricerca sulle \ue0ncore e per gli interventi consulenziali basati su questo costrutto. Vengono trattati differenti tipi di strumenti, sia quantitativi che qualitativi, descritti in modo puntuale anche sulla base di esemplificazioni. Il quinto e sesto capitolo sono strettamente integrati. Entrambi si riferiscono a interventi di sostegno alla costruzione personale della carriera realizzabili nelle diverse fasi di sviluppo della persona. Nel quinto capitolo si mette in risalto la possibilit\ue0 di arricchire tali interventi intra-organizzativi introducendo la logica e gli strumenti delle \ue0ncore di carriera per facilitare il raggiungimento di una migliore congruenza tra orientamenti della persona e caratteristiche della realt\ue0 lavorativa. Nel sesto capitolo lo sguardo \ue8 rivolto all\u2019esterno della singola organizzazione, ovvero verso i diversi attori sociali (sistema formativo, servizi pubblici e privati di orientamento e di placement, centri per l\u2019impiego, societ\ue0 di outplacement, ecc.) che svolgono funzioni rilevanti nell\u2019attuazione di politiche attive del lavoro. Anche in questo caso l\u2019utilizzo dei dispositivi connessi alle \ue0ncore di carriera pu\uf2 rendere disponibile alla persona spazi di sostegno, funzionali al suo sforzo di autoregolare e dirigere il suo cammino socio-professionale

Career anchors effects on work transitions: an exploratory longitudinal study

Studio empirico di tipo longitudinale che si propone di mettere in evidenza gli effetti di differenti transizioni occupazionali nel corso della carriera lavorativa. Viene utilizzata la nozione di \ue0ncora di carriera come caratteristica del self in grado di modulare gli effetti delle transizioni psicosociali. Sono stati intervistati mediante questionario 173 lavoratori in transizione in un'azienda italiana di servizi. Le misure hanno riguardato: self-efficacy, \ue0ancore di carriera, soddisfazione per la carriera e nbenessere psicologico. I risultati si riferiscono a lavoratori nella fase di ingresso organizzativo e in mobilit\ue0 di ruolo. Sono state effettuate due rilevazioni nel corso del tempo per testare gli effetti del cambiamento. I risultati confermano l'importanza di possedere \ue0ncore di carriera nel delneare outcomes positivi dell'esperienza professionale. In particolarei lavoratori in mobilit\ue0 interna con almeno un'\ue0ncora di carriera percepiscono meno camiamento personale nella seconda rilevazione rispetto a chi non possiede un'\ue0ncora come predetto dalla teoria di E. Schein

HSE management standards indicator tool and positive work-related outcomes

Purpose \u2013 The purpose of this paper is to evaluate if the Management Standards (MS) Indicator Tool developed by the Health and Safety Executive (HSE) for the assessment of work-related stress is associated with positive work-related outcomes. Design/methodology/approach \u2013 In total, 326 employees of an Italian firm filled in a questionnaire including the HSE Indicator Tool (measuring MS) and validated scales investigating personal development, job performance and Organizational Citizenship Behaviour (OCB). Regression analyses were run to evaluate the explained variance of the outcomes and the demands/control interaction effect hypothesized by Karasek\u2019s active learning hypothesis. Findings \u2013 The MS explained variance of all the outcomes analysed and the active learning hypothesis was confirmed for personal development. Contrary to previous studies on negative stress-related outcomes, \u201cjob content\u201d MS were the most important predictors. However, higher job demands were unexpectedly positively associated with the outcomes. Practical implications \u2013 Taking into account positive work-related outcomes could provide organizations with additional information for the development of interventions with greater emphasis on preventive orientation (improvement of health, well-being and motivation, rather than only work stress reduction). Originality/value \u2013 The study provides new insight into the relationship between MS and positive work-related outcomes, thus expanding the nomological network of the Indicator Tool questionnaire and giving empirical evidence to the notion of the \u201cbusiness case\u201d for work stress prevention. Firms performing well on MS could expect greater worker development and higher performance

The Relationship between Workaholism and Personal Burnout in Dual-Earner Couples: An Analysis Using the Actor-Partner Interdependence Model

This study tested the workaholism-personal burnout relationship by using the Actor-Partner Interdependence Model in a sample of 138 Italian dual-career couples. Specifically, in line with previous literature, the presence of actor and partner 'effects' was hypothesized, whereby the level of workaholism of men and women influences their own level of personal burnout (actor effect) and that of their partners (partner effect). In addition, the moderating role of the presence and number of children in the relationship between workaholism and personal burnout was also analyzed. The results confirmed a significant actor effect. In contrast, the partner effect was partially confirmed (only for the pathway from female partner workaholism to male partner personal burnout). In addition, the presence of children played a key role. First, it strengthened the positive relationship between the female partner's workaholism and the male partner's personal burnout. Second, it attenuated the positive relationship between a female's workaholism and her own personal burnout. The obtained results are discussed, and based on these, considerations are provided on possible interventions to decrease the potential impact of workaholism on couples' well-being and the implications for a sustainable work and family life