‘Possunt, quia posse videntur’: They can because they think they can. Development and validation of the Work Self-Efficacy scale: Evidence from two studies

Positive mental health of Latin American university professors: A scientific framework for intervention and improvement

The post-pandemic stage covid-19 has revealed overloads, ambiguities, and conflicts of teachers in the performance of new roles in hybrid classrooms that demanded an urgent adaptation, this highlighted the need for priority attention to the mental health of teachers, however, there are still insufficient studies that transcend the diagnosis and are committed to establish proposals for improvement. OBJECTIVE: This study aims to establish a proposal for the promotion of positive mental health (PMH). METHODS: The study was deployed from a qualitative approach; using an ethnomethodological design that allowed studying how teachers create meanings and sense in their work context, an appreciative interview was conducted with an affirmative theme that allowed teachers to expose their experiences that were systematized and processed with ATLAS. ti software. The application of the interview was conducted online through a Google form, during the months of February and March 2023. Three hundred university professors who experienced the pandemic in universities in Brazil, Chile, Colombia, Ecuador, Mexico, and Peru participated, based on a convenience sampling. RESULTS: The results of the deductive phase confirmed Lluch's PMH theoretical framework; however, new nuances or variations have been identified, which must be considered in the complex and dynamic nature of each PMH factor. From there, the results of the inductive phase allowed revealing emerging concepts, that is, new categories that would have the function of improving the PMH factors, which is why they have been denominated: dynamizing nuclei. PMH dynamizing nuclei are adjustment to work environment, soft skills, work-family balance, self-motivation, self-efficacy, subjective well-being, proactive strategies, engagement, resilience. CONCLUSIONS: Finally, with the results of both phases, the creation of an integrated model was generated, which was evaluated by six experts in a round of feedback, who highlighted the relevance of the findings and offered recommendations that were considered in the study. The new integrated model has revealed an interesting association, since it not only legitimizes the PMH's dynamizing cores, but also informs on which specific factor of the PMH these cores have the greatest impact, which has a high guiding value for intervention and improvement based on focused strategies.

Leadership effectiveness through coaching: Authentic and change-oriented leadership

There has been an increasing shift towards individually owned leader development programs within organizations. Whilst leadership coaching is one of these and is gaining in popularity, the mechanisms of its effect remain poorly understood. We develop and investigate a model in which leadership coaching enhances leader effectiveness through coaching's positive effect on authentic and change-oriented leadership behaviours as well as self-efficacy. To assess the model, multi-source data were collected for organizational leaders (N = 70) pre- and post-coaching. To investigate mechanisms of coaching's effect, relations between latent change scores were assessed in structural equation modelling using partial least squares indicating that after accounting for base-line scores, coaching-related increases in authentic leadership behaviour has the largest total effect on leadership effectiveness.

Cross-cultural adaptation and psychometric properties of the Italian version of the Orthorexia Nervosa Inventory (ONI)

BACKGROUND

Orthorexia Nervosa (ON) is an emerging clinical condition characterized by a pathological fixation with healthy eating. Recently, the Orthorexia Nervosa Inventory (ONI) has emerged as a promising tool for assessing orthorexic tendencies and behaviours, aiming to overcome the well-established limitations of existing measures for ON. The present study aimed to examine the psychometric properties of the Italian version of the ONI.

METHODS

A total of 879 participants (Mage = 33.22 years, SD = 9.19; 56.9% females) completed the ONI along with the Düsseldorf Orthorexia Scale (DOS), measures of disordered eating, obsessive-compulsive symptoms (OCD), and psychosocial impairment. To establish the factorial validity of the ONI, a competing measurement modeling approach was employed by comparing standard confirmatory factor analytic (CFA) with exploratory structural equation modeling (ESEM) solutions. Model-based omega coefficients were computed to examine the internal consistency of the scale. Factorial invariance tests across gender were conducted within a multi-group framework.

RESULTS

A three-factor first-order ESEM solution provided the best and most parsimonious representation of the data: χ2(207) = 558.641, p < .001, RMSEA = 0.044 (90% CI 0.040-0.048), CFI = 0.976, TLI = 0.968, SRMR = 0.036. The three latent dimensions, labelled behaviors, emotions, and impairments, showed excellent internal consistency (ω > 0.88). Furthermore, ONI scores were found to be positively correlated with DOS scores, disordered eating, OCD symptoms, and psychosocial impairment, supporting its convergent and criterion validity. Eventually, the ONI was factorially invariant across gender.

CONCLUSIONS

Overall, the present study provides evidence for the satisfactory psychometric properties of the ONI in the Italian context, endorsing its use in both clinical and research settings.

The relationship between internalized weight stigma and physical and mental health-related quality of life in a large sample of women: a structural equation modeling analysis

PURPOSE

Health-related quality of life (HRQOL) refers to an individual's perception of their physical and mental health status over time. Although emerging evidence has documented a negative association between weight stigma (i.e., negative weight-related attitudes and beliefs towards individuals with overweight or obesity) and mental HRQOL, its influence on physical HRQOL still needs to be fully clarified. This study aims to investigate the impact of internalized weight stigma on mental and physical HRQOL by employing a structural equation modeling (SEM) approach.

METHODS

The Short Form Health Survey 36 (SF-36) and the Weight Bias Internalization Scale (WBIS) were administered to a sample of 4450 women aged 18-71 (M_age = 33.91 years, SD = 9.56) who self-identified in a condition of overweight or obesity (M_BMI = 28.54 kg/m²; SD = 5.86). Confirmatory factor analysis (CFA) was conducted to assess the dimensionality of the scales before testing the proposed structural model.

RESULTS

After establishing the adequacy of the measurement model, SEM results revealed that internalized weight stigma was significantly and negatively associated with both mental (β = - 0.617; p < 0.001) and physical (β = - 0.355, p < 0.001) HRQOL.

CONCLUSION

These findings offer additional support to prior research by confirming the association between weight stigma and mental HRQOL. Moreover, this study contributes to the existing literature by strengthening and extending these associations to the physical HRQOL domain. Although this study is cross-sectional in nature, it benefits from a large sample of women and the use of SEM, which offers advantages over traditional multivariate techniques, e.g., by explicitly accounting for measurement error.

LEVEL OF EVIDENCE

Level V, descriptive cross-sectional study.

Interaction through social media: Development and validation of a social network site self-efficacy scale (SNS-SES)

Today, more than ever before, awareness of our ability to interact with others through and use social network sites (SNSs) is of fundamental importance, in light of the fact that we are connected to the Web 24 h a day, 7 days a week. Studies of social media in recent decades have shown that self-efficacy is one of the key variables affecting individual online behavior. The general aim of the studies presented here was to develop and validate a new self-report scale measuring self-efficacy in SNS use (an SNS self-efficacy scale, or SNS-SES). Across two studies, a total of 1295 Italian adolescents and adults (ages 15 to 89; M = 38.21, SD = 15.6) participated. The SNS-SES consists of 24 items assessing four factors of self-efficacy in SNS use: task-oriented/technological, task-oriented/social, interpersonal, and emotional. Exploratory and confirmatory factor analyses showed a clear factorial validity of this stable four-factor solution.

Bifactor exploratory structural equation modeling: A meta-analytic review of model fit

Multivariate behavioral research often focuses on latent constructs—such as motivation, self-concept, or wellbeing—that cannot be directly observed. Typically, these latent constructs are measured with items in standardized instruments. To test the factorial structure and multidimensionality of latent constructs in educational and psychological research, Morin et al. (2016a) proposed bifactor exploratory structural equation modeling (B-ESEM). This meta-analytic review (158 studies, k = 308, N = 778,624) aimed to estimate the extent to which B-ESEM model fit differs from other model representations, including confirmatory factor analysis (CFA), exploratory structural equation modeling (ESEM), hierarchical CFA, hierarchical ESEM, and bifactor-CFA. The study domains included learning and instruction, motivation and emotion, self and identity, depression and wellbeing, and interpersonal relations. The meta-analyzed fit indices were the χ²/df ratio, the comparative fit index (CFI), the Tucker-Lewis index (TLI), the root mean square error of approximation (RMSEA), and the standardized root mean squared residual (SRMR). The findings of this meta-analytic review indicate that the B-ESEM model fit is superior to the fit of reference models. Furthermore, the results suggest that model fit is sensitive to sample size, item number, and the number of specific and general factors in a model.

Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study

Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and how these might lead to the emergence of distinct latent profiles of JI, and, moreover, how those profiles might covary with well-being, personal resources, and performance. Using conservation of resources (COR) theory as our overarching theoretical framework and latent profile analysis as our methodological approach, we sought to fill this gap. To evaluate the external validity of our study results, we used employee sample data from two different countries (Italy and the USA) with, respectively, n = 743 and n = 494 employees. Results suggested the emergence of three profiles (i.e., the "secure", the "average type", and the "insecure") in both country samples. The "secure" group systematically displayed a less vulnerable profile in terms of physical and psychological well-being, self-rated job performance, positive orientation, and self-efficacy beliefs than the "insecure" group, while the "average" type position on the outcomes' continua was narrower. Theoretically, this supports COR's notion of loss spirals by suggesting that differing forms of JI appraisals tend to covary within-person. Practical implications in light of labor market trends and the COVID-19 pandemic are discussed.

Uncertainty and Well-Being amongst Homeworkers in the COVID-19 Pandemic: A Longitudinal Study of University Staff

The COVID-19 pandemic heightened uncertainties in people's lives-and was itself a source of fresh uncertainty. We report a study of homeworkers on whether such uncertainties, and particularly those related to their work environment, are associated with lower levels of well-being and whether this association is exacerbated by prior poor well-being. We focus on five uncertainties surrounding the pandemic and employment-the virus, the job quality, workload, logistics of work lives, and support from the employer. Our empirical tests show that uncertainties around the virus, employer support, and their job quality have the strongest negative associations with well-being. These are based on data collected over three time periods in the first year of the pandemic from a sample of university staff (academics and non-academics) and well-being is measured on two continua, anxiety-contentment and depression-enthusiasm. The effects of uncertainties around workload and logistics are less pronounced, but more apparent among employees with better (not poorer) past well-being, at various times of the recession. The study adds to our understanding of the pandemic and highlights the need to link uncertainty to mental health more than it has in the past.

Withstanding Moral Disengagement: Moral Self-Efficacy as Moderator in Counterproductive Behavior Routinization

Moral disengagement plays an important role in the routinization of counterproductive work behavior (CWB) as a key mediator. What remains unclear are the factors that could attenuate the power of moral disengagement in this process. Building on social-cognitive theory, we hypothesize the moderating role of moral self-efficacy and suggest the importance of two different dimensions: self-reflective and behavioral moral self-efficacies. While the former should buffer the CWB-moral disengagement path over time, the latter should buffer the moral disengagement-CWB path. After presenting the psychometric properties of the moral self-efficacy scale in two independent samples (Study 1: United Kingdom, N = 359; Study 2: Italy, N = 1308), we test the posited multi-wave moderated-mediated model. Results from a structural equation model supported our hypotheses. Results demonstrate that the routinization of CWB through the mediation of moral disengagement over time is conditionally influenced by the two moral self-efficacy dimensions. Employees high in capability to look back and question the assumptions that affected their behavior (i.e., self-reflective moral self-efficacy) are less likely to morally disengage as a result of previous engagement in CWB. Employees high in capability to morally self-regulate (i.e., behavioral moral self-efficacy) are less likely to engage in CWB as a result of their moral disengagement. Results of the conditional indirect effect suggest that previous engagement in CWB is not translated in future engagement in CWB for those individuals high in both moral self-efficacy dimensions.

Development and validation of the e-Work Self-Efficacy Scale to assess digital competencies in remote working

The COVID-19 pandemic accelerated the adoption of remote working practices worldwide. This has focussed attention on the need to identify the competencies employers and employees should train and develop to build digital resilience, enabling the benefits of remote working to be realised while mitigating potential risks. This contribution presents a multifaceted e-Work Self-Efficacy Scale, which supports a recently developed Digital Resilience Competency Framework (DRCF), assessing e-skills, trust building, self-care, remote social skills, and remote emotional self-efficacy beliefs. Data from 670 non-managerial employees (54.0% males) from a telecommunications company based in the Czech Republic were analysed, providing support for a bi-factor model. Latent Profile Analysis identified three clusters, characterised by different profiles: the Well-adjusted (with a reasonably good balance in engagement, satisfaction, and productivity), the Unhealthily dedicated (suffering some difficulties in setting boundaries), and the Distrustful self-shielding (the most compromised) remote workers. The results reinforce the importance of focusing on digital resilience competencies to promote sustainable, productive, engaging and healthy remote working. The e-Work Self-Efficacy Scale is a practical and effective organisational tool for managers and employees to use to assess and build digital resilience and sits alongside the Digital Resilience Competency Framework.

Exoskeleton acceptance and its relationship to self-efficacy enhancement, perceived usefulness, and physical relief: A field study among logistics workers

Objective

This field study aimed to explore the effects of exoskeleton use on task-specific self-efficacy beliefs of logistics workers and to relate these effects to usefulness perceptions and technology acceptance.

Background

A growing number of industrial companies have shown interest in having employees wearing exoskeletons to support their physical health. However, psychological consequences of exoskeleton use and mechanisms associated with workers' acceptance or rejection of exoskeletons are not yet sufficiently understood.

Methods

A total of 31 logistics workers of a vehicle manufacturing company reported on their work-related self-efficacy, that is, how capable they felt of performing tasks related to their job well, before partaking in half-hour trials of a passive lift-assistive exoskeleton (Laevo V2.5) during their normal work. Afterward, they completed a questionnaire on their exoskeleton-supported self-efficacy and indicated how useful they found the exoskeleton, how much physical relief they felt from wearing it, and how willing they were to continue with its use.

Results

Overall, wearing the exoskeleton did not lead to increased work-specific self-efficacy. However, indications of interaction effects were found between baseline self-efficacy, perceived physical relief, and perceived usefulness in such a way that workers who experienced the exoskeleton as more strain-relieving or more useful were also more likely to report a post-trial growth in their self-efficacy beliefs. A positive change in self-efficacy, in turn, was associated with a greater willingness to further use the exoskeleton at the workplace.

Organizational Citizenship Behavior Predicts Quality, Creativity, and Efficiency Performance: The Roles of Occupational and Collective Efficacies

Although numerous studies have shown that prosocial behavior impacts performance within organizations, the mechanisms that encourage or discourage these effects have rarely been explored. Two studies were conducted to shed light on the role of psychological beliefs on prosocial dynamics in predicting organizational performance. In Study 1, employees’ beliefs in their inner job-related resources (Occupational Efficacy – OE) were examined as a predictor of OCB. It was posited that OE, which is an inner resource, should positively predict OCB. Study 2 examined whether Collective Efficacy (CE), which is an external resource over which employees have less control, would moderate the OCB-performance prediction. Overall, performance and three core dimensions of performance (quality, creativity and efficiency) were assessed to better capture the specific influence of OCB effects on performance. In Study 1, employees completed inventories measuring their OE, OCB and performance. In Study 2, employees completed inventories measuring their CE and OCB. In addition, their managers completed inventories measuring the CE of their employees’ teams and their employees’ performance. The results of Study 1 revealed that OE emerged as an antecedent of OCB in predicting performance. In Study 2, OCB positively predicted employee performance above and beyond and the effects of their managers’ tenure in position, and CEs. In addition, both employees’ and managers’ CEs moderated the effects of OCB on performance: the performance effects of OCB increased as employees’ and managers’ CE increased, and specifically performance efficiency and performance creativity. These findings contribute to a better theoretical and practical understanding of the core factors that affect the organizational dynamics of prosocial behaviors that can lead to higher performance, and the ways in which OCB positively predicts performance in organizational settings.