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Aim: The study investigated the association of narcissistic leadership, workload and emotional demands with nurses' job satisfaction and the mediational role of meaningful work. Background: Considering the strong positive relationship that meaningful work has with job satisfaction, investigating its antecedents is crucial. Method: A group of 602 nurses participated in the study completing a self‐report questionnaire. Structural equation model analysis was applied. Results: Narcissistic leadership showed a negative association while emotional demands showed a positive one with meaningful work. The three determinants had a negative association with job satisfaction, while meaningful work showed a positive one. The indirect relationship with job satisfaction mediated by meaningful work was negative for narcissistic leadership and positive for emotional demands. Conclusion: The study adds to the literature mainly by the investigation of the mediational role of meaningful work in a sample of nurses. Implications for Nursing Management: Measures should promote supportive, instead of narcissistic, leadership behaviours. Moreover, nurses should be assisted in identifying emotional demands as a meaningful aspect of their work. [ABSTRACT FROM AUTHOR]

Copyright of BPA - Applied Psychology Bulletin (Bollettino di Psicologia Applicata) is the property of Giunti O.S. Organizzazioni Speciali and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of BPA - Applied Psychology Bulletin (Bollettino di Psicologia Applicata) is the property of Giunti O.S. Organizzazioni Speciali and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aim This study investigated how work relationships (perceived organisational support, supervisor and co-worker work-family backlash) and job demands (workload, emotional dissonance) can interact with work-family conflict and work-family enrichment. Background Despite the extensive literature on the work-family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work-family interface. Method The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Results Analyses showed that work-family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work-family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work-family enrichment and both backlash dimensions. Conclusion The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work-family enrichment and to prevent work-family conflict. Implications for nursing management The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors. [ABSTRACT FROM AUTHOR]

Aim In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. Background In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. Method A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Results Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Conclusions Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. Implications for Nursing Management To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. [ABSTRACT FROM AUTHOR]

During the first months of 2020, the world, and Italy at an early stage, went through the COVID-19 emergency that had a great impact on individual and collective health, but also on working processes. The mandatory remote working and the constant use of technology for employees raised different implications related to technostress and psycho-physical disorders. This study aimed to detect, in such a period of crisis and changes, the role of organizational communication considering the mediating role of both technostress and self-efficacy, with psycho-physical disorders as outcome. The research involved 530 workers working from home. A Structural Equations Model was estimated, revealing that organizational communication is positively associated with self-efficacy and negatively with technostress and psycho-physical disorders. As mediators, technostress is positively associated with psycho-physical disorders, whereas self-efficacy is negatively associated. As regards mediated effects, results showed negative associations between organizational communication and psycho-physical disorders through both technostress and self-efficacy. This study highlighted the potential protective role of organizational communication that could buffer the effect of technostress and enhance a personal resource, self-efficacy, which is functional to the reduction of psycho-physical disorders. This study contributed to literature underlying the role of communication in the current crisis and consequent reorganization of the working processes.

Workaholics generally allocate an excessive amount of time and energy to their work at the expense of having time for recovery from work. Nevertheless, a complete recovery is an essential prerequisite for well-being. This study examines the moderating role of workaholism in the relationship between daily recovery and daily exhaustion. Data were collected among 95 participants who completed a general questionnaire and a diary booklet for five consecutive working days. Multilevel analysis results confirmed a cross-level interaction effect of workaholism, showing that the negative relationship between recovery and exhaustion at the daily level is weaker for those with a high (versus low) level of workaholism. These insights suggest the promotion of interventions aimed at addressing workaholism among workers, and the design of projects able to stimulate recovery from work, particularly for workaholics.

Aim: The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work-family conflict (WFC) and job satisfaction., Background: Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention., Method: The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues., Results: The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction., Conclusion: WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction., Implications for Nursing Management: Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.

Aim: The purpose of this research was to determine the factors that lead to feelings of job satisfaction and dissatisfaction experienced by nurses operating in three Italian hospitals., Background: A high level of job satisfaction is related to a feeling of well-being, productivity and patient satisfaction. Furthermore, job satisfaction is considered capable of reducing turnover and absenteeism., Method: Data were collected using the narrative interview technique. Sixty-four interviews were undertaken, resulting in the collection of 381 stories: 207 referring to job satisfaction experiences and 174 referring to job dissatisfaction experiences., Results: The five job satisfaction factors are: job content; professional relationships; responsibility, independence and professional growth; relationships with patients and their families; and relationships with coordinators. The four job dissatisfaction factors are: coordinator management style; activity programming and organization; relationships with doctors; and relationships with patients., Conclusions: Results indicate that the present nursing management techniques should be improved to become more effective in increasing job satisfaction. To be more precise there emerge three separate areas of improvement: investment in professional training and managerial training; renovation of organizational models; and permanent monitoring of job satisfaction.