International Journal of Environmental Research and Public Health

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13 pages, 1134 KiB

Open AccessArticle

The Eco-Generativity Scale (EGS): A New Resource to Protect the Environment and Promote Health

by Annamaria Di Fabio and Andrea Svicher

Int. J. Environ. Res. Public Health 2023, 20(15), 6474; https://doi.org/10.3390/ijerph20156474 - 28 Jul 2023

Cited by 6 | Viewed by 1627

Abstract

(1) Background: Environmental issues are among society’s most pressing concerns as they can significantly impact the environment and human health. The Eco Generativity Scale (EGS), a 28-item four-factor scale has been introduced to promote a constructive outlook on the matter. It encompasses two [...] Read more.

(1) Background: Environmental issues are among society’s most pressing concerns as they can significantly impact the environment and human health. The Eco Generativity Scale (EGS), a 28-item four-factor scale has been introduced to promote a constructive outlook on the matter. It encompasses two types of generativity, namely ecological and social generativity, as well as environmental identity and agency/pathways. The aim of the current study was to examine the EGS’s psychometric properties among 375 Italian university students. (2) Methods: To evaluate the scale’s factor structure, both exploratory and confirmatory factor analyses were conducted. Internal consistency was evaluated via Cronbach’s alphas and McDonald’s omega. Concurrent validity was analyzed with the Positive and Negative Affect Scale (PANAS), Satisfaction with life Scale (SWLS), Meaningful Life Measure (MLM), and Flourishing Scale (FS). (3) Results: The exploratory factor analysis showed the best fit for a four-factor solution. Confirmatory factor analysis revealed that a four-factor higher-order model provided the best fit to the data with good internal consistency. Furthermore, each factor and the total score showed a good concurrent validity with the PANAS, SWLS, MLM, and FS. (4) Conclusions: The Eco-Generativity Scale (EGS) showed good psychometric properties for its use in research and intervention as a promising tool to measure eco-generativity. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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17 pages, 439 KiB

Open AccessArticle

Dimensional Structure of MAPS-15: Validation of the Multidimensional Academic Procrastination Scale

by Marcela Paz González-Brignardello and Ángeles Sánchez-Elvira Paniagua

Int. J. Environ. Res. Public Health 2023, 20(4), 3201; https://doi.org/10.3390/ijerph20043201 - 11 Feb 2023

Cited by 3 | Viewed by 2236

Abstract

Academic procrastination is a complex behavior that hampers the cyclical process of self-regulation in learning, impeding the flow of actions necessary to achieve the goals and sub-goals that students have set out to attain. It has a high frequency of occurrence and has [...] Read more.

Academic procrastination is a complex behavior that hampers the cyclical process of self-regulation in learning, impeding the flow of actions necessary to achieve the goals and sub-goals that students have set out to attain. It has a high frequency of occurrence and has been linked to lessened student performance and a decrease in psychological and physical well-being. The objective of this study is to analyze the psychometric characteristics of a new academic procrastination scale MAPS-15 (Multidimensional Academic Procrastination Scale) applicable in self-regulated learning environments through a cross-validation study (exploratory factor analysis and confirmatory factor analysis). The sample consisted of 1289 students from a distance/online university, with a wide age range and sociocultural variability. The students completed self-reported online questionnaires on two dates: during the university access and adaptation phase and before the first period of compulsory exams. One-, two- and three-factor structures were tested as well as a second-order structure. The results support a three-dimensional structure of MAPS-15: core procrastination, a pure dimension of procrastinating behavior and difficulty in carrying out the action; poor time management, a dimension related to time organization and perceived control over time; and work disconnection, a dimension conceptually related to lack of persistence, and work interruptions. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

16 pages, 3386 KiB

Open AccessArticle

Relationships between Humor Styles and the Big Five Personality Traits in Workers: A Network Analysis

by Annamaria Di Fabio, Alessio Gori and Andrea Svicher

Int. J. Environ. Res. Public Health 2023, 20(2), 1008; https://doi.org/10.3390/ijerph20021008 - 05 Jan 2023

Cited by 4 | Viewed by 2752

Abstract

In this study, we investigated the relationship between the four humor styles (Affiliative, Self-enhancing, Aggressive, and Self-defeating) assessed via the Humor Styles Questionnaire (HSQ) and the ten facets of the Big Five Questionnaire (BFQ) through network analysis. Four hundred and sixty-two Italian workers [...] Read more.

In this study, we investigated the relationship between the four humor styles (Affiliative, Self-enhancing, Aggressive, and Self-defeating) assessed via the Humor Styles Questionnaire (HSQ) and the ten facets of the Big Five Questionnaire (BFQ) through network analysis. Four hundred and sixty-two Italian workers (61.3% women; M_age = 48.59; SD = 10.75) participated in the study and filled out the HSQ and the BFQ. Both centrality indexes (Expected Influence [EI]) and bridge nodes were calculated. In addition, the stability and accuracy of the network were checked. The network analysis revealed that HSQ Self-enhancing (EI = 0.63) showed the highest centrality among the HSQ styles, whereas BFQ Emotion Control (EI = 1.10) showed the highest centrality among BFQ facets; it also revealed that they were positively linked. Furthermore, HSQ Self-defeating emerged as the second-most-central humor style, negatively associated with BFQ Emotion Control. Concerning Bridge dimensions, four nodes were identified: HSQ Aggressive Humor, BFQ Emotion Control, BFQ Dynamism, and BFQ Dominance, with positive links between humor and personality except for Aggressive humor and Emotion Control, which showed negative links. On the basis of these results, the high centrality of HSQ Self-enhancing indicates the possibility of using this node as a starting point to foster positive and adaptive humor styles. The centrality of HSQ Self-defeating suggests that strength-based interventions could be focused to increase adaptive humor styles and to decrease them in order to enhance health-promoting humor styles. Furthermore, the bridge node of the HSQ Aggressive humor style with specific personality facets shows its possible use in intervention to both resize and to adaptively improve relationships between humor and personality. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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19 pages, 1378 KiB

Open AccessArticle

How to Prevent Hostile Behaviors and Emotional Exhaustion among Law Enforcement Professionals: The Negative Spiral of Role Conflict

by María Ángeles López-Cabarcos, Analía López-Carballeira and Carlos Ferro-Soto

Int. J. Environ. Res. Public Health 2023, 20(1), 863; https://doi.org/10.3390/ijerph20010863 - 03 Jan 2023

Cited by 4 | Viewed by 2117

Abstract

The nature and characteristics of the current work environment of law enforcement professionals point out role-conflict situations as one of the main reasons leading to the occurrence of hostile behaviors and the worsening of employees’ well-being. Precisely, this research analyzes the mediating role [...] Read more.

The nature and characteristics of the current work environment of law enforcement professionals point out role-conflict situations as one of the main reasons leading to the occurrence of hostile behaviors and the worsening of employees’ well-being. Precisely, this research analyzes the mediating role of role conflict between laissez-faire leadership and hostility or police professionals’ emotional exhaustion. To mitigate the negative effects of role-conflict situations, the moderating role of certain personal resources such as self-efficacy, and organizational variables such as interactional justice, the meaning of the work and family–work enrichment is also analyzed. Structural equation modeling and multigroup analysis are used in a sample of 180 police professionals. The results show that role conflict fully and positively mediates the relationships between laissez-faire leadership and hostile behaviors or emotional exhaustion. Moreover, self-efficacy and interactional justice moderates the relationship between laissez-faire leadership and role conflict; the meaning of the work moderates the relationships between role conflict and hostile behaviors, and family–work enrichment moderates the relationship between role conflict and employees’ emotional exhaustion. The huge relevance of the work of law enforcement professionals and its implications for society justify this research, which aims to highlight the importance of avoiding role-conflict situations to improve labor welfare and prevent counterproductive and unhealthy behaviors. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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14 pages, 751 KiB

Open AccessArticle

Unleashing the Furr-Recovery Method: Interacting with Pets in Teleworking Replenishes the Self’s Regulatory Resources: Evidence from a Daily-Diary Study

by Ana Junça-Silva

Int. J. Environ. Res. Public Health 2023, 20(1), 518; https://doi.org/10.3390/ijerph20010518 - 28 Dec 2022

Cited by 5 | Viewed by 1683

Abstract

This study is based on the conservation of resources theory and the recovery step model in order to further explore the furr-recovery method—a mechanism through which workers break their routine by taking micro-moments to interact with their “furry co-workers,” thus relieving their fatigue [...] Read more.

This study is based on the conservation of resources theory and the recovery step model in order to further explore the furr-recovery method—a mechanism through which workers break their routine by taking micro-moments to interact with their “furry co-workers,” thus relieving their fatigue and tension or other negative affective states. Based on this, we argue that this method not only serves the purpose of restoring self-regulatory resources but also ameliorates mental health. Accordingly, this study aims to analyze how daily human–animal interactions during teleworking positively influence teleworkers’ mental health, via recovering their self-regulatory resources, at the within-person level. Full-time teleworkers completed multiple online surveys for 5 consecutive workdays (N = 211 × 5 = 1055 daily observations). Multilevel path analysis results showed that on days on which employees had more micro-moments to interact with their “furry co-workers” during the day, they experienced a higher self-regulatory capacity and felt better while working. In sum, the findings give support for the theoretical resource perspective of interacting with pets as an effective energy management strategy while at work. This research extends the theoretical understanding of regulatory resources as a cognitive mechanism that links HAIs to employee mental health. Moreover, the findings outlined here offer practical implications by highlighting the furr-recovery method, a method that teleworkers who own pets may use as a strategy during the working day to restore resources needed to be healthier. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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15 pages, 1922 KiB

Open AccessArticle

Environmental Transformational Leadership and Green Innovation in the Hotel Industry: Two Moderated Mediation Analyses

by Ibrahim A. Elshaer, Manal A. Abdelrahman, Alaa M. S. Azazz, Mahmaod Alrawad and Sameh Fayyad

Int. J. Environ. Res. Public Health 2022, 19(24), 16800; https://doi.org/10.3390/ijerph192416800 - 14 Dec 2022

Cited by 12 | Viewed by 2537

Abstract

This research aims to investigate the relationships between transformational environmental leadership (ETL), organizational citizenship behavior for the environment (OCBE), and green innovation (GI). At the same time, green perceived organizational support (GPOS) and promotion focus (PF) roles were examined as moderators. Integrating transformational [...] Read more.

This research aims to investigate the relationships between transformational environmental leadership (ETL), organizational citizenship behavior for the environment (OCBE), and green innovation (GI). At the same time, green perceived organizational support (GPOS) and promotion focus (PF) roles were examined as moderators. Integrating transformational leadership, ability-motivation-opportunity (AMO), social exchange, expectancy, and regulatory focus theories, a quantitative research-based methodology was adopted with structural equation modelling (SEM), and smart partial least squares (PLS) program to analyze the obtained data from 388 guest-contact employees. The results show that ETL positively affects OCBE; in return, OCBE mediated the association between ETL and GI. The results also approved the positive moderation effects of the GPOS and PF variables on the association between ETL and OCBE. In the context of the hotel industry, we discuss the implications that these results have for both research and practice. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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10 pages, 1090 KiB

Open AccessArticle

The Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS): A Multidimensional Item Response Theory Analysis in Italian Workers

by Andrea Svicher, Letizia Palazzeschi, Alessio Gori and Annamaria Di Fabio

Int. J. Environ. Res. Public Health 2022, 19(24), 16786; https://doi.org/10.3390/ijerph192416786 - 14 Dec 2022

Viewed by 1772

Abstract

Gratitude is a promising resource from a healthy organizational perspective. It is related to many positive outcomes at work. The Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS) is the most widely used self-report questionnaire to detect gratitude. The present study examined GRAT-RS (the [...] Read more.

Gratitude is a promising resource from a healthy organizational perspective. It is related to many positive outcomes at work. The Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS) is the most widely used self-report questionnaire to detect gratitude. The present study examined GRAT-RS (the Italian version) by implementing multidimensional item response theory (MIRT) analyses to explore its psychometric properties. The participants were 537 Italian workers. Confirmatory factor analyses (CFA) of the GRAT-RS and MIRT analyses using the Grade Response Model were run. The MIRT discrimination and MIRT difficulty parameters were calculated. A test information function (TIF) and measure of reliability associated with (TIF) scores were also implemented. CFA highlighted that a bifactor model showed the best fit. Hence, MIRT analyses were carried out by implementing a bifactor model. The MIRT bifactor structure showed a good data fit with discrimination parameters ranging from good to excellent and adequate reliability. The good psychometric properties of GRAT-RS were confirmed, highlighting the questionnaire as a reliable tool to measure gratitude in Italian workers. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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12 pages, 1052 KiB

Open AccessArticle

It Is Better for Younger Workers: The Gain Cycle between Job Crafting and Work Engagement

by Gabriela Topa and Mercedes Aranda-Carmena

Int. J. Environ. Res. Public Health 2022, 19(21), 14378; https://doi.org/10.3390/ijerph192114378 - 03 Nov 2022

Cited by 5 | Viewed by 1376

Abstract

Job Crafting has been proposed as a new perspective, consisting in a bottom-up strategy to achieve person–job fit by emphasizing employees’ active participation and spontaneous change in job design, which is specifically adequate for older workers. Despite this fact, the cyclical influence between [...] Read more.

Job Crafting has been proposed as a new perspective, consisting in a bottom-up strategy to achieve person–job fit by emphasizing employees’ active participation and spontaneous change in job design, which is specifically adequate for older workers. Despite this fact, the cyclical influence between Work Engagement and Job Crafting over time has been less researched. We postulated that a gain cycle could be observed in the relationships between Job Crafting and its outcomes. Hence, we tested a longitudinal moderated mediation model in which Work Engagement increases over time through an increment in Job Crafting behaviors (Hypothesis 1), while this process is moderated by workers’ age (Hypothesis 2). The present study follows a three-wave design where participants (N = 126) responded to online surveys at three measurement waves, three months apart. At Time 1 and Time 3, we assessed Work Engagement, Job Crafting behavior, and demographic variables, while at Time 2 we only assessed Job Crafting. Our findings partially differ from what was expected. The findings supported that the relationship between Work Engagement at Time 1 and changes in Job Crafting behavior across time was negative and non-significant, failing to provide support for Hypothesis 1. Related to Hypothesis 2, our results are mixed. Although the interaction between changes in Job Crafting and workers’ age did not demonstrate a statistical influence on Work Engagement at Time 3, our findings suggested that the direct influence was complemented by a negative indirect effect through the longitudinal increase of Job Crafting, which mainly affects aged workers. Practical and theoretical implications are discussed. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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11 pages, 337 KiB

Open AccessArticle

Job Crafting in Nursing: Mediation between Work Engagement and Job Performance in a Multisample Study

by Gabriela Topa and Mercedes Aranda-Carmena

Int. J. Environ. Res. Public Health 2022, 19(19), 12711; https://doi.org/10.3390/ijerph191912711 - 05 Oct 2022

Cited by 3 | Viewed by 1999

Abstract

Job crafting is considered a specific form of proactive behavior whereby workers actively change the actual or perceived characteristics of their jobs in order to better match the demands placed on them and the resources available. As nursing could be considered a stressful [...] Read more.

Job crafting is considered a specific form of proactive behavior whereby workers actively change the actual or perceived characteristics of their jobs in order to better match the demands placed on them and the resources available. As nursing could be considered a stressful profession, job crafting is proposed as a mediator between nurses’ work engagement and job performance. Hence, the main objective of this study was to provide empirical evidence on job crafting in nursing, including the three most prominent conceptualizations of the construct. The present research covers three independent empirical studies of registered or practical nurses of Spanish public and private hospitals: Study 1 (N = 699), Study 2 (N = 498), and Study 3 (N = 308). (3) Our results support the hypothesis that nurses’ job engagement and job-crafting behaviors can affect their job performance. Our finding corroborates that engaged nurses can act to proactively change their jobs, but comparing different job-crafting conceptualizations and measures, the current findings support that effectiveness of diverse job crafting behaviors could vary. To sum up, as the JDR approach proposed, the present study supports the position that work engagement influences job performance, as well as the mediating role of job crafting in this relationship. The current study takes this knowledge one step further by revealing that not all types of job-crafting behaviors are equally efficient and not all types are adequate for specific working environments, such as nursing. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

12 pages, 698 KiB

Open AccessArticle

Towards Meaning in Life: A Path Analysis Exploring the Mediation of Career Adaptability in the Associations of Self-Esteem with Presence of Meaning and Search for Meaning

by Alessio Gori, Eleonora Topino, Andrea Svicher and Annamaria Di Fabio

Int. J. Environ. Res. Public Health 2022, 19(19), 11901; https://doi.org/10.3390/ijerph191911901 - 21 Sep 2022

Cited by 3 | Viewed by 2256

Abstract

In the contemporary world of work, workers are engaged more frequently in career choices to cope with changing work and working conditions. In this scenario, the well-being of workers is under threat. This study aims to examine the effect of career adaptability as [...] Read more.

In the contemporary world of work, workers are engaged more frequently in career choices to cope with changing work and working conditions. In this scenario, the well-being of workers is under threat. This study aims to examine the effect of career adaptability as a preventive resource on the relationship between self-esteem and meaning in life. Three-hundred Italian workers (67.3% females, mean age = 41.90; SD = 12.54) completed an online survey enclosing the Career Adapt-Abilities Scale, the Rosenberg self-esteem scale, and the Meaning in Life Questionnaire. Data were analyzed through a path analysis by implementing a mediation model to test the hypothesized relationship. The results show that career adaptability partially mediated the relationship between self-esteem and meaning in life, both considering the presence of meaning and the search for meaning dimensions. The findings expand current knowledge on the relationship between self-esteem, career adaptability and meaning in life in workers with implications for research and intervention. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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9 pages, 773 KiB

Open AccessArticle

Gratitude in Organizations: Psychometric Properties of the Italian Version of the Gratitude Resentment and Appreciation Test–Revised Short (GRAT–RS) in Workers

by Letizia Palazzeschi, Andrea Svicher, Alessio Gori and Annamaria Di Fabio

Int. J. Environ. Res. Public Health 2022, 19(17), 11084; https://doi.org/10.3390/ijerph191711084 - 04 Sep 2022

Cited by 3 | Viewed by 1817

Abstract

In a healthy organization’s framework and strength-based prevention perspectives, gratitude represents an important resource. Gratitude is a worthy construct able to promote the well-being of both workers and organizations. Gratitude is also an interesting variable in relation to success, efficiency and productivity in [...] Read more.

In a healthy organization’s framework and strength-based prevention perspectives, gratitude represents an important resource. Gratitude is a worthy construct able to promote the well-being of both workers and organizations. Gratitude is also an interesting variable in relation to success, efficiency and productivity in organizations that can be increased through specific training. Gratitude is, therefore, considered a promising resource for both individuals and organizations. This study aims at analyzing the psychometric properties of the Italian version of the Gratitude Resentment and Appreciation Test–Revised Short (GRAT–RS). Participants were 359 Italian workers from different public and private organizations. Factor structure, internal consistency, and concurrent validity were analyzed. Confirmatory factor analysis supported a multidimensional bifactor structure. Good internal consistency and concurrent validity were established. Results indicated that the Italian version of the Gratitude Resentment and Appreciation Test–Revised Short (GRAT–RS) is a valid instrument to detect gratitude in the Italian context with workers. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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18 pages, 3823 KiB

Open AccessArticle

The Sustainable Development Goals Psychological Inventory: A Network Analysis in Italian University Students

by Andrea Svicher, Alessio Gori and Annamaria Di Fabio

Int. J. Environ. Res. Public Health 2022, 19(17), 10675; https://doi.org/10.3390/ijerph191710675 - 27 Aug 2022

Cited by 3 | Viewed by 1815

Abstract

The Sustainable Development Goals Psychological Inventory (SDGPI) is a recently developed self-report questionnaire that assesses interest, motivation, and self-efficacy associated with each of the 17 Sustainable Development Goals (SDGs) advanced by the United Nations. This study aims to investigate, via network analysis, (a) [...] Read more.

The Sustainable Development Goals Psychological Inventory (SDGPI) is a recently developed self-report questionnaire that assesses interest, motivation, and self-efficacy associated with each of the 17 Sustainable Development Goals (SDGs) advanced by the United Nations. This study aims to investigate, via network analysis, (a) the relationships between interest, motivation, and self-efficacy for each SDG and (b) the most central SDGs. To this end, 417 Italian university students (73.9% females and 26.1% males; mean age: 22.20; DS = 3.02) were assessed through the SDGPI, and two network structures were estimated. The first network structure investigates links (edges) between interest, motivation, and self-efficacy in relation to each specific SDG. The second network structure investigates most central SDGs as the sum of interest, motivation, and self-efficacy for each specific SDG. Regarding results, the first network structure showed that five SDGs had strong and statistically significant edges between interest, motivation, and self-efficacy; seven SDGs had strong and statistically significant edges between interest and motivation but not self-efficacy; five SDGs had no statistically significant edges linking the other dimensions. The second network structure revealed that SDG 2 (Zero Hunger) and SDG 7 (Affordable and clean energy) were the most central nodes. Implications for research, tailor-made interventions, and prevention were discussed. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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Other

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22 pages, 1131 KiB

Open AccessSystematic Review

Psychological Contract Breach and Outcomes: A Systematic Review of Reviews

by Gabriela Topa, Mercedes Aranda-Carmena and Berta De-Maria

Int. J. Environ. Res. Public Health 2022, 19(23), 15527; https://doi.org/10.3390/ijerph192315527 - 23 Nov 2022

Cited by 6 | Viewed by 3482

Abstract

A psychological contract is a set of individual beliefs that a person has about the reciprocal obligations and benefits established in an exchange relationship, such as an employment relationship in an organizational setting. A psychological contract breach is a subjective experience referred to [...] Read more.

A psychological contract is a set of individual beliefs that a person has about the reciprocal obligations and benefits established in an exchange relationship, such as an employment relationship in an organizational setting. A psychological contract breach is a subjective experience referred to the perception of one of the parties that the other has failed to adequately fulfill its obligations and promises. Breaches have been systematically connected to employees’ attitudes and behaviors that hamper the employment relationship. Despite its apparent clarity, some relevant topics about psychological contract breach, psychological contract fulfillment and the relationships with their consequences still remain unclear. The main objective of this review of reviews is to conduct a review of reviews on psychological contract breaches, considering both systematic reviews and metanalytical papers with the purpose of synthesizing the evidence to date under the psychological contract theory. Using the SPIDER tool, our systematic review of reviews focuses on: (a) Sample; (b) Phenomenon of Interest; (c) Design; (d) Evaluation; and (e) Research type. Finally, only eight systematic reviews and meta-analyses met the inclusion criteria. Of the eight reviews included, seven were meta-analyses while the other was a systematic quantitative review. This study describes the available empirical research on psychological contract breaches and fulfillment and summarizes the meta-analytical evidence on their relationships with attitudinal and behavioral outcomes, as well as the role of potential moderator variables. Due to the methodological caveats of the reviews themselves and of the primary studies they were based on, our conclusions about the impact of psychological contract breaches on outcomes still remain tentative. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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12 pages, 667 KiB

Open AccessSystematic Review

Investigating the Role of Remote Working on Employees’ Performance and Well-Being: An Evidence-Based Systematic Review

by Bruna Ferrara, Martina Pansini, Clara De Vincenzi, Ilaria Buonomo and Paula Benevene

Int. J. Environ. Res. Public Health 2022, 19(19), 12373; https://doi.org/10.3390/ijerph191912373 - 28 Sep 2022

Cited by 17 | Viewed by 11664

Abstract

Remote working refers to a working model in which employees can pursue work tasks outside the organization due to the use of technology. Several research papers showed that different assumptions are linked to remote work because of the flexibility and autonomy granted to [...] Read more.

Remote working refers to a working model in which employees can pursue work tasks outside the organization due to the use of technology. Several research papers showed that different assumptions are linked to remote work because of the flexibility and autonomy granted to employees when working remotely or from home. This review consistently aims to describe remote work’s role in employees’ well-being and performance. Using the Preferred Reporting Items for Systematic reviews and Meta-analyses (PRISMA) guidelines, 20 peer-reviewed papers published from 2010 until 2021 were selected for this review. Findings showed various and mixed consequences on employees’ performance and well-being. Specifically, remote working affects employees’ perceptions about themselves and their workplaces and contributes to their physical and mental health, particularly regarding work-life balance. Managerial implications for remote working implementation will be discussed in the paper. Full article

(This article belongs to the Special Issue The 2nd Edition of Rethinking Work in the Digital Era to Protect the Environment and Promote Health)

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