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Introduction—Decision making (DM) is a fundamental responsibility for managers, with significant implications for organizational performance and strategic direction. The increasing complexity of modern business environments, along with the recognition of human reasoning limitations related to cognitive and emotional biases, has led to a heightened interest in harnessing emerging technologies like Artificial Intelligence (AI) to enhance DM processes. However, a notable disparity exists between the potential of AI and its actual adoption within organizations, revealing skepticism and practical challenges associated with integrating AI into complex managerial DM scenarios. This systematic literature review aims to address this gap by examining the factors that influence managers' adoption of AI in DM. Methods—This study adhered to the PRISMA guidelines. Articles from 2010 to 2024 were selected from the Scopus database using specific keywords. Eligible studies were included after rigorous screening and quality assessment using checklist tools. Results—From 202 articles screened, a data synthesis of 16 eligible studies revealed seven major interconnected factors acting as key facilitators or barriers to AI integration within organizations. These factors—Managers' Perceptions of AI, Ethical Factors, Psychological and Individual Factors, Social and Psychosocial Factors, Organizational Factors, External Factors, and Technical and Design Characteristics of AI—were then organized into a complex analytical framework informed by existing theoretical constructs. Discussion—This contribution provides valuable insights into how managers perceive and interact with AI systems, as well as the conditions necessary for successful integration into organizational DM processes. [ABSTRACT FROM AUTHOR]

Purpose: Prior studies on entrepreneurial intention have shown that different orientations exist regarding entrepreneurial engagement: one looking at the growth of a venture (growth-oriented) and the other looking at the maintenance of an entrepreneurial autonomy (independence-oriented). Filling a gap in the literature concerning the reasons why individuals develop different orientations of entrepreneurial intention, this study revolves around achievement goal motivation (mastery, performance and avoidance approaches) and self-regulatory modes (locomotion and assessment), since both are thought to be at the origin and maintenance of an action willingness. Design/methodology/approach: In a sample of 209 undergraduates, we administered a structured questionnaire at the beginning of an elective entrepreneurship education programme. Through a set of hierarchical regressions we examined the specific role of achievement goal motivation and regulatory modes in relation to the two orientations of intention. Findings: Our findings show that, on the one hand, growth-oriented intention is related to a performance approach and both locomotion and assessment regulatory modes. On the other hand, independence-oriented intention is related to an avoidance approach. Research limitations/implications: These results illuminate the theoretical connections between entrepreneurial intention and motivation and provide implications for entrepreneurship education and the relationship between intention and consequent behaviour. Originality/value: This study is among the first to provide an empirical exploration of the motivational and regulatory drivers that lie beneath a growth-oriented and an independent-oriented intention, offering a theoretical explanation about the development of different intentions towards venture creation. Our findings illuminate on the urgency to consider entrepreneurial intention as a multi-dimensional construct if we are to understand the intention-behaviour nexus.

In recent years, Italian Public Administrations (PAs) have swiftly adapted to flexible work arrangements due to the impact of COVID-19. The flexible work has led to addressing new challenges including the need to balance work demands with family commitments, a lack of social support, struggles with inadequate technology, and managing home interruptions that negatively affect home performance. Based on the job demands-resources (JD-R) model, the present study aims at examining the negative impact of home interruptions on smart working performance and the moderating role of two potential job resources: organizational support and perceived quality of the smart working. A convenience sample of 301 Italian public employees engaged in smart working completed an online questionnaire. Multivariate regression analysis results showed that organizational support plays a moderating role in reducing the negative effect of interruptions on home performance. However, the findings did not support a moderating role for the perceived quality of smart working. Overall, these findings highlight the critical role of social factors in buffering the negative effects of smart working, as compared to the quality of the technological arrangements. This information could be valuable for organizations looking to enhance the effectiveness of smart working by focusing on organizational support. [ABSTRACT FROM AUTHOR]

Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees' well-being in SW. [ABSTRACT FROM AUTHOR]

In the work context, employees must cope with everyday demands, which deplete psychological resources (e.g., direct attention and concentration). The environment's perceived quality (i.e., perceived restorativeness) helps people recover from job demands by restoring the psychological resources depleted during working hours. Therefore, this study examines the possible moderating effect of restorativeness (i.e., fascination and compatibility dimensions) between job demands (i.e., cognitive demands and work overload) and a specific form of attention, such as mindfulness, within the Job Demands–Resources Model. To achieve this aim, a cross-sectional study was conducted on a sample of 210 Italian employees working in five different sectors. They completed a self-report questionnaire in their work context. The hypotheses were verified with linear regression analyses, including age, gender, and hours per day worked as control variables. The findings show that cognitive demands are significantly and negatively correlated with mindfulness and that the demands–mindfulness relationship is weaker among employees who perceived greater restorative quality regarding "compatibility" with the work context. Conversely, work overload is not significantly correlated with mindfulness. Overall, these findings highlight the importance of considering the levels of restorativeness (i.e., compatibility) in the work context for indirectly enhancing mindfulness. In particular, a work environment with compatible characteristics can help employees recover from job demands. [ABSTRACT FROM AUTHOR]

The characteristics of learning environments are relevant for promoting academic engagement and learning achievement. Thus, this study seeks to identify whether perceived characteristics of the learning environment, and specifically, the sub-dimensions of Perceived Restorativeness (compatibility, being away, extent, fascination), can promote academic Engagement and self-efficacy using the Job Demands-Resources Model as the underlying conceptual framework. Further, we tested the mediating effect of self-efficacy on the relationship between Perceived Restorativeness and academic engagement. Data were collected from a sample of 188 Italian university students. Hierarchical multivariate regression analysis indicated that a restorative quality of the learning environment (i.e., compatibility and fascination) was positively correlated with academic engagement, but that there was a non-significant relationship between being Away and academic engagement and between extent and academic engagement. Regression analyses showed significant indirect effects of compatibility and extent through students' self-Efficacy. Further, self-efficacy was a complete mediator between extent and academic engagement. Furthermore, self-efficacy was found to play a partially mediating role between compatibility and academic engagement. The results of this study provide important information that students, teachers and designers should pay attention to levels of restorative quality in the environment for improving engagement and self-efficacy. [ABSTRACT FROM AUTHOR]

Job insecurity is attributable to the fear of being exploited by the organization and may have negative effects on employees. For example, it may lead employees to adopt non-compliant or deviant behaviors that harm individuals and their organization. However, knowledge about specific fears that have positive or negative effects on employees and organizations is limited. Therefore, this study aimed to detect the main fears related to job insecurity in an organization and the hidden meanings included in each of these fears that may cause negative and positive effects on important work-related outcomes. Further, we identified safety behaviors related to the previously identified fears. Notably, we investigated whether fears reduce well-being, the number of accidents and near misses, and behaviors related to safety and whether they increase the perceived probability of making mistakes. We conducted 65 focus groups with 37 managers/employees and 180 workers in separate groups. Furthermore, they completed a self-report questionnaire. We identified eleven fears and related meanings and ten safety behaviors. Multivariate regression analyses revealed that fears were significantly negatively associated with well-being and safety behaviors but not with the probability of making mistakes and causing accidents. Thus, fears play a key role in promoting behaviors, organizational strategies, and employees' well-being. The analysis results show that fears are included in a main general factor and suggest a new way to consider fears at work. Given our findings, we propose a new definition of fear in the organization. [ABSTRACT FROM AUTHOR]

The recent COVID-19 pandemic and related social distancing measures have significantly changed worldwide employment conditions. In developed economies, institutions and organizations, both public and private, are called upon to reflect on new organizational models of work and human resource management, which - in fact - should offer workers sufficient flexibility in adapting their work schedules remotely to their personal (and family) needs. This study aims to explore, within a Job Demands-Resources framework, whether and to what extent job demands (workload and social isolation), organizational job resources (perceived organizational support), and personal resources (self-efficacy, vision about the future and commitment to organizational change) have affected workers' quality of life during the pandemic, taking into account the potential mediating role of job satisfaction and perceived stress. Using data from a sample of 293 workers, we estimate measurement and structural models, according to the Item Response Theory and the Path analysis frameworks, which allow us to operationalize the latent traits and study the complex structure of relationships between the latent dimensions. We inserted in the model as control variables, the socio-economic and demographic characteristics of the respondents, with particular emphasis on gender differences and the presence and age of children. The study offers insights into the relationship between remote work and quality of life, and the need to rethink human resource management policies considering the opportunities and critical issues highlighted by working full-time remotely. [ABSTRACT FROM AUTHOR]

Due to the coronavirus disease 2019 (COVID-19) epidemic, global economies have suffered an exogenous shock never seen before with a strong economic and psychosocial impact on organizations. Italy, in the context of the research, has been severely affected. The economic crisis has mainly affected women. In this scenario, entrepreneurial perceived success (objective and subjective) is influenced by increasingly burdensome job demands that entrepreneurs have to face up. Using the job demand-resources model, the study aims to broaden the knowledge of the determinants of entrepreneurial perceived success in the current emergency moment. In particular, as regards of the demands, alongside the specific entrepreneurial demands (time demands, uncertainty and risk, and responsibility), we also decided to include the negative interface family–work in both directions from-family-to-work (NEGWIF) and from-work-to-family (NEGFIW). Regarding the resources, we considered entrepreneurial self-efficacy (researching, planning, marshaling, implementing people, and implementing financial), proactive and elaborate social strategies (SS), and both directions of the positive interface: from-family-to-work (POSWIF) and from-work-to-family (POSFIW). All participants are women entrepreneurs (N = 137) who have completed a self-report questionnaire. We explored the associations between demands, resources, and the dimensions of success through hierarchical regressions. As for the demands, time demands, uncertainty and risk, NEGWIF, and NEGFIW negatively influenced the perceived entrepreneurial success. Regarding resources, planning, implementing financial, proactive and elaborate SS positively influenced the perceived entrepreneurial success. [ABSTRACT FROM AUTHOR]

Severe pneumonia is pathological manifestation of Coronavirus Disease 2019 (COVID-19), however complications have been reported in COVID-19 patients with a worst prognosis. Aim of this study was to evaluate the role of high sensitivity cardiac troponin I (hs-TnI) in patients with SARS-CoV-2 infection. we retrospectively analysed hs-TnI values measured in 523 patients (median age 64 years, 68% men) admitted to a university hospital in Milan, Italy, and diagnosed COVID-19. A significant difference in hs-TnI concentrations was found between deceased patients (98 patients) vs discharged (425 patients) [36.05 ng/L IQR 16.5–94.9 vs 6.3 ng/L IQR 2.6–13.9, p < 0.001 respectively]. Hs-TnI measurements were independent predictors of mortality at multivariate analysis adjusted for confounding parameters such as age (HR 1.004 for each 10 point of troponin, 95% CI 1.002–1.006, p < 0.001). The survival rate, after one week, in patients with hs-TnI values under 6 ng/L was 97.94%, between 6 ng/L and the normal value was 90.87%, between the normal value and 40 ng/L was 86.98, and 59.27% over 40 ng/L. Increase of hs-TnI associated with elevated mortality in patients with COVID-19. Troponin shows to be a useful biomarker of disease progression and worse prognosis in COVID-19 patients. [ABSTRACT FROM AUTHOR]

Nonprofit organizations (NPOs) promote citizens' participation in community life through several different kinds of organizations: some more informal (such as associations and volunteering groups), others more formal or public (such as charities and foundations). This heterogeneity, as well as the well-known peculiarities of NPOs when compared to profit and public ones, poses new challenges to their management. In the constant need to find balance between financial constraints and social value, a main resource for NPOs is the management of intangible assets, such as knowledge, positive relationships within the organization and with users, external image, loyalty and commitment, and so on. From the literature on for-profit organizations, it is well known that proper management of intangible assets improves an organization's sustainable competitive advantage, not only by enhancing its members' affiliation and commitment but even by enhancing their productivity. This is particularly relevant when taking into account the main role of volunteers in the third sector. Volunteers, indeed, show different job attitudes and organizational behaviors than paid employees, as their membership and accountability are less formalized and they frequently lack a proper teamwork, due to the high volunteer turnover. At the same time, from the managers point of view, managing volunteers and paid workers require higher skills and competencies than managing human resources in for-profit organizations. Developing these reflections and considerations, we aim to conduct a systematic literature review on the association between intangible assets and performance in NPOs. The literature will be conducted following the indications from the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. It provides an evidence-based minimum set of items to be included in the review, as well as a workflow to properly manage and choose the papers to be included. The authors conducted the research using EBSCO, ProQuest, and Scopus databases. [ABSTRACT FROM AUTHOR]

Purpose: The SECI model (Nonaka, 1994) is the best-known conceptual framework for understanding knowledge generation processes in organizations. To date, however, empirical support for this framework has been overlooked. The present study aims to provide an evidence-based groundwork for the SECI model by testing a multidimensional questionnaire Knowledge Management SECI Processes Questionnaire (KMSP-Q) designed to capture the knowledge conversion modes theorized by Nonaka. Methodology: In a twofold study, the SECI model was operationalized via the KMSP-Q. Specifically, Study One tested its eight-dimensional structure through exploratory and confirmatory factorial analyses on 372 employees from different sectors. Study Two examined the construct validity and reliability by replicating the KMSP-Q factor structure in knowledge-intensive contexts (on a sample of 466 health-workers), and by investigating the unique impact of each dimension on some organizational outcomes (i.e., performance, innovativeness, collective efficacy). Findings: The overall findings highlighted that the KMSP-Q is a psychometrically robust questionnaire in terms of both dimensionality and construct validity, the different knowledge generation dimensions being specifically linked to different organizational outcomes. Research/Practical Implications: The KMSP-Q actualizes and provides empirical consistency to the theory underlying the SECI model. Moreover, it allows for the monitoring of an organization's capability to manage new knowledge and detect the strengths/weaknesses of KM-related policies and programs. Originality/Value: This paper proposes a comprehensive measure of knowledge generation in work contexts, highlighting processes that organizations are likely to promote in order to improve their performance through the management of their knowledge resources. [ABSTRACT FROM AUTHOR]

This paper aims to investigate the relationship between Italian teachers' well-being, socio-demographic characteristics and professional background. Using data from the 2015 wave of the Program for International Student Assessment (PISA) we considered information collected by the questionnaire completed by a total of 6,491 teachers in the sampled schools. Moving from existing literature on teachers' well-being, we investigate several aspects related to the teachers' working environment, career motivation and investment, and job satisfaction. We assess the variability in the observed outcomes attributable to school factors and heterogeneity between disciplines. Measurement models are combined in a multilevel setting in order to define teachers' well-being on a broad perspective while accounting for the multiple sources of heterogeneity due to several factors (e.g., discipline, teacher professional background, and individual differences) occurring at different levels of the data structure. In general, results show that the teachers' positive perception of the working environment in terms of availability of adequate human and physical resources, and professional development opportunities, provide a substantial state of well-being at work, and are related to teachers' job satisfaction. Moreover, results highlight the key role of transformational leadership in defining a teacher's well-being. Findings and implications are discussed. [ABSTRACT FROM AUTHOR]

Although group‐related uncertainties have been shown to drive subgroups' pursuit of autonomy, it is unclear whether all group‐related uncertainties motivate subgroup autonomy. We hypothesized that social identity‐uncertainty, not politico‐economic uncertainty, about one's subgroup is a key driver of support for subgroup autonomy. We measured Sardinian participants' (N = 174) relative subgroup (Sardinian) and superordinate group (Italian) identity‐centrality, identity‐uncertainty, and politico‐economic uncertainty to predict support for subgroup autonomy and superordinate group fragmentation. Results showed that subgroup identity‐uncertainty, not politico‐economic uncertainty, elicited stronger support for subgroup autonomy, especially among highly identified subgroup members. Superordinate group fragmentation was predicted by relatively weaker superordinate identity‐centrality. Results suggest that subgroups' pursuit of autonomy is driven by the hopes of reducing identity‐uncertainty. [ABSTRACT FROM AUTHOR]

This study explores dynamic processes in the development of the psychological contract, focusing on the interaction of obligations related to the two parties (i.e., employees' perceptions of both their own and the organization's obligations fulfillment) on attitudinal outcomes (organizational commitment and turnover intention) during the initial stage of the employment relationship. In a twofold cross-sectional and two-wave study on newly hired correctional police officers, we examined: (a) whether perception of organizational obligations fulfillment moderates the relationship between employee obligations and their attitudes (Study 1, n.500); (b) the direct and moderated influence of perceived obligations at the entrance stage on those in the following months (Study 2, n.223). Results confirmed that, in the eyes of the newcomer, the obligations fulfillment of each of the two parties interact, having an additional effect beyond the main direct effects, in influencing both subsequent obligations perceptions and, through this, the outcome variables. Theoretical and practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Previous studies suggest that entrepreneurs play a key role in the success of their ventures. But relatively little is currently known about how they produce such effects. The present research provides data suggesting that two modes of entrepeneurs' self-regulation-locomotion and assessment-enhance a firm's success through their effects on the components of alertness. This mediational model was tested and supported with data from 120 entrepreneurs. Locomotion was positively related to the scanning and search component, while assessment was positively related to the association and evaluation components. These findings are discussed in terms of the role of founders' self-regulation in the performance of their companies. [ABSTRACT FROM AUTHOR]

Background. As revealed by national surveys and comparisons with other countries, Italian students may have difficulties in learning mathematical content, and geometry in particular.Aim. This research aimed at ascertaining if, with respect to traditional methods, the structural characteristics of simulation games designed on the basis of specific theoretical and methodological choices can: (a) facilitate comprehension and improve the retention of geometric concepts; (b) increase pupils’ motivation to learn geometry; (c) affect perceived social and scholastic self-efficacy.Method. This mixed method research included an experimental and a control group and a qualitative analysis of an open-ended examination.Results. Our research with Y4 primary pupils (n=104) indicates that students who learned geometrical concepts via the simulation game had a higher level of both content retention and level of abstraction compared with those in the control group.Conclusions. The results of this study highlight the didactic effectiveness of simulation games with reference to the cognitive aspects of the learning process and indicate the need to develop design models for geometry-based simulations. [ABSTRACT FROM AUTHOR]