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The instability resulting from major changes in recent decades has fostered a climate of uncertainty and risk that has had repercussions in terms of unemployment, social inequality, and precariousness. To cope with this phenomenon, especially in the context of career transitions, individuals have had to activate multiple psychological resources. In particular, these resources are required in the transition from academic life to the world of work and in the propensity and courage to make certain choices. In our study, we examined two main hypotheses: the mediating effect of courage and proactive personality in the relationship between career adaptability and university satisfaction in a sample of 657 (336 Italian and 321 Spanish) psychology students attending their final year of studies; through a multigroup analysis, the comparison of the two different subsamples, coming from different cultural contexts: Italian and Spanish. The results suggest important differences between these two groups.

Objectives: The research aimed to test the job demands-resources (JD-R) model on a sample of Italian oncology workers, and the role of perceived organizational support (POS) as a moderator of the effects of JD on outcomes (job satisfaction and burnout [BO]). Methods: Based on the JD-R model, a correlational study was designed to investigate the relationships between JD, POS as a job resource, self-esteem (as a personal resource), and job outcomes (BO and job satisfaction); the research involved a sample of oncology nurses (N = 235) from an Italian public hospital, who completed a questionnaire during working hours. Relationships between variables were investigated with multiple regressions and moderation analysis. Results: Results confirmed that JD predict both BO and job satisfaction; POS is a weak predictor of job outcomes, but its mediator role in the JD-outcomes relationship was confirmed: the more the nurses perceive a supportive organization, the weaker the positive relationship between JD and BO. Significance of results: Findings are consistent with other contributions that highlighted that organizational job resources may attenuate the adverse effect of JD on positive and negative outcomes: POS may play a central role in employee well-being and health, acting as a possible moderator, and somehow defusing the positive association between JD and outcomes. [ABSTRACT FROM AUTHOR]

One of career counseling goals is to understand how to promote the well-being of people facing the unforeseen challenges of the changing world of work. The study investigates the relationship between psychological flexibility, career adaptability and well-being. 498 adult participants reply to Acceptance and Action Questionnaire-II, Career Adapt-Abilities Scale, Satisfaction with life scale, and Flourishing Scale. Results show that career adaptability mediates the relationship between psychological flexibility and life satisfaction as well as between psychological flexibility and flourishing, suggesting that career adaptability could be considered a personal resource that enhances the effects of psychological flexibility on hedonic and eudemonic well-being, fostering the ability to adapt to changes in self and situation. Implications for future studies and career counselling are presented. [ABSTRACT FROM AUTHOR]

The aim of this paper was to validate and examine the psychometric properties of the 9-item Temporal Satisfaction With Life Scale (TSWLS) in the Italian context. Four studies were conducted. In Study 1, we performed an exploratory factor analysis. The 3-factor structure — past life satisfaction, present life satisfaction, and future life satisfaction — was confirmed. In Study 2 we tested the structure of the nine items of the scale, based on confirmatory factor analysis. The 3-factor structure with a high-order factor was the best factorial solution. In Study 3 we tested the concurrent validity of the TSWLS. The scale was significantly and positively related with life satisfaction, flourishing, and positive affects, and negatively related with negative affects. In Study 4 we showed the stability of the TSWLS using the testretest method after an interval of four weeks. [ABSTRACT FROM AUTHOR]