ITALIAN ADAPTATION OF WARR’S JOB-RELATED AFFECTIVE WELL-BEING SCALE: FACTORIAL STRUCTURE AND RELATIONSHIPS WITH THE HSE MANAGEMENT STANDARDS INDICATOR TOOL

Standardized methodological frameworks including the UK Health and Safety Executive Manage-ment Standards (HSE-MS) have been proposed to aid comparison across organizations in quantifying job stressors. In contrast, the measurement of job strain (and job-related well-being) has been character-ized by lower standardization, resulting in multiple conceptualizations and indicators. Here, we evaluated the psychometrics of the Italian adaptation of Warr’s (1990a) Job-related Affective Well-being Scale (W-JAWS), and its suitability as a job strain indicator to be integrated with the HSE-MS approach. In line with previous studies, data from 541 civil servants supported a 4-factor measurement model (i.e., Anxi-ety, Comfort, Depression, and Enthusiasm), and highlighted linear relationships with multiple HSE-MS risk indicators (i.e., Demand, Control, Peer Support, Change, and Role). Overall, our findings qualify the W-JAWS as a suitable standardized job strain indicator tool, which could be used synergically within the HSE-MS approach to provide comparable results across organizations and countries

Psychometric properties of a 36-item version of the \u201cstress management competency indicator tool\u201d

The development of supervisors\u2019 behaviours has been proposed as an innovative approach for the reduction of employees\u2019 work stress. The UK Health and Safety Executive (HSE) developed the \u201cStress Management Competency Indicator Tool\u201d (SMCIT), designed to be used within a learning and development intervention. However, its psychometric properties have never been evaluated, and the length of the questionnaire (66 items) limits its practical applicability. We developed a brief 36-item version of the questionnaire, assessed its psychometric properties and studied the relationship with the employees\u2019 psychosocial work environment. 353 employees filled in the brief SMCIT and the \u201cStress Management Indicator Tool\u201d. The latter is a self-report questionnaire developed by the UK HSE, measuring workers\u2019 perceptions of seven dimensions of the psychosocial work environment that if not properly managed can lead to harm. Data were analysed with structural equation modelling and multiple regressions. The results confirmed the factorial structure of the brief SMCIT questionnaire and mainly supported the convergent validity and internal consistency of the scales. Furthermore, with few exceptions, the relations hypothesized between supervisors\u2019 competencies and the psychosocial work environment were confirmed, supporting the criterion validity of the revised questionnaire and the UK HSE framework. We conclude that the brief 36-item version of the SMCIT represents an important step toward the development of interventions directed at supervisors and we discuss the practical implications for work stress prevention

Stress-preventive management competencies, psychosocialwork environments, and affective well-being: A multilevel, multisource investigation

The Management Competencies for Preventing and Reducing Stress atWork framework represents one of the few tailored models of leadership for work stress prevention purposes, but it has never been empirically evaluated. The aim of this study was to investigate whether supervisors\u2019 stress-preventive management competencies, as measured by the Stress Management Competencies Indicator Tool (SMCIT), are related to employees\u2019 affective well-being through psychosocial work environmental factors. To this end, multilevel structural equation modelling (MSEM) was developed and tested, including data provided by both supervisors and employees. Supervisors (n = 84) self-assessed their stress-preventive management competencies (i.e., being respectful and responsible, managing and communicating existing and future work, reasoning and managing difficult situations, and managing the individual within the team) with a previously validated reduced version of the SMCIT. The supervised employees (n = 584) rated job content (e.g., job demands) and work context (e.g., role clarity) psychosocial factors and their job-related affective well-being. Supervisors\u2019 job-related affective well-being was also included in the tested model. The results revealed that the stress-preventive competencies factor was related to employees\u2019 affective well-being through the psychosocial work environment only when the latter was operationalized by means of contextual work factors. Supervisors\u2019 affective well-being was related to their stress-preventive competencies, but it was not related to employees\u2019 affective well-being. We discuss the implications of the results obtained

Violazione del contratto psicologico e socializzazione organizzativa: uno studio esplorativo.

La relazione esistente tra contratto psicologico (CP) e socializzazione organizzativa (SO) è stata studiata limitatamente all’effetto della seconda sul primo. L’obiettivo è di evidenziare l’importanza della relazione opposta (l’effetto del CP sulla socializzazione) e valutare un primo modello di riferimento. In particolare, si ipotizza che violazioni del CP durante la socializzazione possano influenzare le modalità di adattamento al nuovo ruolo e che questa relazione sia moderata da variabili personali (àncore di carriera). I risultati relativi ad una indagine longitudinale condotta su 78 lavoratori di una azienda mediante questionario, mostrano conferme parziali al modello proposto. In base ai risultati ottenuti si ritiene di interesse lo sviluppo degli studi in questo ambito e si evidenziano aspetti critici da affrontare nelle future ricerche

Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation

The Management Competencies for Preventing and Reducing Stress at Work framework represents one of the few tailored models of leadership for work stress prevention purposes, but it has never been empirically evaluated. The aim of this study was to investigate whether supervisors’ stress-preventive management competencies, as measured by the Stress Management Competencies Indicator Tool (SMCIT), are related to employees’ affective well-being through psychosocial work environmental factors. To this end, multilevel structural equation modelling (MSEM) was developed and tested, including data provided by both supervisors and employees. Supervisors (n = 84) self-assessed their stress-preventive management competencies (i.e., being respectful and responsible, managing and communicating existing and future work, reasoning and managing difficult situations, and managing the individual within the team) with a previously validated reduced version of the SMCIT. The supervised employees (n = 584) rated job content (e.g., job demands) and work context (e.g., role clarity) psychosocial factors and their job-related affective well-being. Supervisors’ job-related affective well-being was also included in the tested model. The results revealed that the stress-preventive competencies factor was related to employees’ affective well-being through the psychosocial work environment only when the latter was operationalized by means of contextual work factors. Supervisors’ affective well-being was related to their stress-preventive competencies, but it was not related to employees’ affective well-being. We discuss the implications of the results obtained