The Italian Validation of OSCI: The Organizational and Safety Climate Inventory

The Individual Work Performance Questionnaire: Psychometric Properties of the Italian Version

Individual work performance can be defined as individual behaviour capable of generating value and a competitive advantage for the organization. Furthermore, this construct is linked to other fundamental variables that constitute worker well-being, such as job satisfaction and engagement. Although important, a complete measure of individual work performance is still lacking in the Italian context. The objective of this work is to validate the Individual Work Performance Questionnaire (IWPQ) within the Italian organisational context. The IWPQ is a multi-dimensional construct consisting of task performance, contextual performance, and counterproductive work behavior. To investigate the psychometric properties of the Italian IWPQ, 1053 participants were enrolled, whose ages ranged between 19 and 69 years. EFA, CFA, and MCFA analyses were performed to test the structural factors of the IWPQ. The results supported the validity of the IWPQ in the Italian context; the final structure consisted of 17 items. Multigroup confirmatory factor analysis showed that the factor solution was invariant across both gender and occupational categories and found evidence of metric, uniqueness, scalar, and structural invariance. Convergent validity was also tested and demonstrated. Adequate studies on the importance of individual performance can be used to better understand and distinguish the different components affecting performance.

The Effect of Psychosocial Safety Climate on Engagement and Psychological Distress: A Multilevel Study on the Healthcare Sector

All work sectors have been affected by the impact of the COVID-19 pandemic. The perception of risk combined with the lack of safety and fear for their own safety have caused severe psychological discomfort in workers. Of all the work sectors, the most affected was certainly the healthcare sector. In hospitals, medical staff were at the forefront of the battle against COVID-19, providing care in close physical proximity to patients and had a direct risk of being exposed to the virus. The main objective of the study was to investigate the perception of a psychosocial safety climate and the effect on engagement and psychological stress in a sample of 606 healthcare workers (physicians 39.6%, nurses 41.3%, healthcare assistant 19.1%), belonging to six organisations and organised into 11 working groups. Furthermore, we wanted to investigate the mediating effect of workaholism at both individual and group level. The results partially confirmed our hypotheses and the mediating effect at the individual level of working compulsively. A psychosocial safety climate in healthcare workers led to a decrease in engagement through the mediation of working compulsively. The mediating effect of working compulsively might be due to a climate that did not guarantee or preserve the psychological health and safety of healthcare workers. In this research, the most important limit concerns the number of organisations and the number of groups.

Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism

Existing literature reported a shared awareness about the effects of the organisational climate (OC). The promotion of a positive OC, and a supportive and fair diversity climate, affected the workforce’s behaviour, especially performance and satisfaction. Scholars stated that the way employees respond to dissatisfaction could be explained through the EVLN (Exit, Voice, Loyalty, Neglect) model. Two main aims were examined in our study: investigating the role of diversity climate in the mediation between the OC and all the dissatisfaction outcomes; and analysing the moderating effect that cynicism could have in this assumed model. Seven-hundred and twenty-one participants were enrolled to participate in this study. A structural equation model and multigroup analyses were used to test the hypotheses. Results showed that the diversity climate mediated the effect of OC on outcomes variables, both in negative and positive terms. Consistent with the literature, fairness and inclusion emerged as central in the impact that organisational policies could have on employees’ Loyalty and desire of Exit and Neglect. Moderation results indicated that high cynicism facilitated employees’ perception of exclusion and fairness towards their organisation, while low levels promoted Loyalty. Thus, the OC aimed at implementing a tolerance and sustainability culture is a core predictor variable.

Cross-Cultural Adaptation, Psychometric Properties and Measurement Invariance of the Italian Version of the Job Satisfaction Scale

The JSS is based on the theoretical position that job satisfaction represented an affective or attitudinal reaction to a job, and today is one of the most popular instruments used in I-O psychology. This paper discusses the contribution to the validation of an Italian adaptation of the Job Satisfaction Survey. Five hundred and twenty-seven participants (258 men, 269 women) were enrolled to participate in this study, aged between 19 and 65 (M_age = 36.0, SD = 11.7). The sample mostly worked in public administration, in health care, and in the educational sector. A self-report questionnaire is used to investigate the psychometric properties of this scale, also measuring other variables. A back-translation procedure is used. The results pinpointed the goodness of the scale and the normality distribution. Confirmative factor analyses and multigroup confirmative factor analyses were performed to verify the factorial structure of the scale. The results confirmed the same factorial structure of the original version, suggesting a nine higher-order factor structure. The results from the multigroup confirmatory factor analysis showed that this factor solution was invariant across gender (men vs. women) and found evidence for metric invariance, uniqueness invariance, and scalar and structural invariance. The findings confirmed the applicability in the Italian context.