Background/Objectives: Healthcare professionals operate in complex and demanding environments characterized by high workloads, emotional strain, and organizational pressures that can undermine well-being. According to Self-Determination Theory, the fulfillment of core psychological needs (autonomy, competence, and relatedness) leads to increased job satisfaction, a key indicator of occupational well-being. Additionally, leadership plays a central role in shaping needs-fulfilling environments. Drawing on Leader-Member Exchange Theory (LMX), which emphasizes that high-quality leader-follower relationships foster greater discretion, provide learning opportunities, and build constructive team interactions, this study aimed to examine whether supportive leadership is associated with job satisfaction through the mediation of autonomy, team task cohesion, and perceived training opportunities. Methods: Data were collected from a local health authority in Northern Italy through an anonymous online survey, completed by 697 healthcare professionals, including 546 non-medical healthcare staff (primarily nurses) and 151 physicians. Structural equation modeling with a robust maximum likelihood estimator was employed to test the mediation model, including professional role as a covariate. Results: Higher LMX was positively and directly associated with job satisfaction, through the partial mediation of autonomy, team cohesion, and training opportunities, all positively associated with satisfaction. Team task cohesion showed the strongest associations with both LMX and satisfaction. Physicians reported slightly higher levels of autonomy, training opportunities, and job satisfaction than non-medical professionals. Conclusions: The findings suggest that supportive leadership contributes to healthcare professionals' job satisfaction both directly and indirectly by contributing to core needs fulfillment. Interventions that strengthen relational quality, promote team cohesion, and enhance professional development may help sustain well-being and adaptive functioning in high-demand healthcare environments.

Digital transformation is redefining work processes and employee motivation. Successful digital transformations occur in people-oriented environments that satisfy workers’ core psychological needs for autonomy, competence, and relatedness. Leaders are central in this process, developing supportive relationships and providing fulfilling job resources. Grounded in Self-Determination Theory (SDT) and Leader-Member Exchange theory (LMX), this study investigates how supportive leadership fosters engagement by enhancing job autonomy, digital literacy, and team task cohesion, resources satisfying core psychological needs. Data were collected from two Italian organizations differing in digital integration: a private IT company (n = 459) and a public healthcare organization (n = 389). A multigroup structural equation model was employed to test the hypothesized relationships. Results showed that in the IT company supportive leadership was positively associated with job autonomy (β = 0.48, p < .001), team task cohesion (β = 0.41, p < .001), and digital literacy (β = 0.17, p = .001), which partially mediated its effect on engagement. In the healthcare organization, supportive leadership was related to job autonomy (β = 0.45, p < .001), team task cohesion (β = 0.54, p < .001), and digital literacy (β = 0.19, p = .002), with all variables significantly mediating the relationship with engagement except for digital literacy. These findings indicate that the mechanism linking leadership and engagement operates consistently across contexts, while the role of digital literacy is context-dependent. The study contributes a novel integrative perspective by combining the motivational lens of SDT with the relational focus of LMX and offers practical implications for leadership, digital upskilling, and team cohesion across stages of digital transformation.

The integration of generative artificial intelligence (GAI) chatbots into the workplace is reshaping how people engage with their tasks, eliciting doubts about user experience, professional identity, and performance. While much attention has been given to productivity concerns, less is known about how individual perceptions and attitudes toward chatbot use relate to psychological ownership of work. Building on theories of self-efficacy and technology acceptance, this study adopts a person-centred approach to explore how employees’ experiences with chatbot tools cluster into distinct profiles and how these relate to ownership and performance outcomes. Employing a cross-sectional survey design with convenience sampling, data were collected from 186 working adults who had used a chatbot for work in the past month. A latent profile analysis (LPA) based on perceptions of chatbot usability, usefulness, concerns, and occupational self-efficacy identified four user profiles: casual users, hesitant adopters, assured enthusiasts, and tech-averse sceptics. Results showed that psychological ownership was significantly higher in casual users and assured enthusiasts compared to the other two profiles. Assured enthusiasts also reported the highest ownership of chatbot-assisted work and performance, with significant differences from all other groups. While hesitant adopters had the second-highest integration of chatbots in their performance, their general performance remained lower, suggesting that frequent use may not translate into higher performance when coupled with low self-efficacy and ambivalence. This exploratory study contributes to emerging conversations on AI adoption in the workplace by emphasising the importance of psychological dimensions, pointing to the intersection between perceived utility and usefulness, emotional positioning, and professional identity. Understanding these user profiles can support organisations in tailoring training, communication, and policies to promote more meaningful and responsible integration of AI tools, fostering both individual well-being and organisational adaptability in the age of automation.

The way in which remote working is interpreted by organizations (by top management, by human resources management), even in its being an element of possible sustainability, may vary in relation to national work cultures and laws, with differences between countries. This study, in particular, aims to trace the differences and similarities in terms of how organizations regulate and manage remote working by considering 294 organizations of four different countries: France (n = 92), Switzerland (n = 82), Italy (n = 60), and Quebec (n = 60). In each country, each response relates to an entire organization. The findings show that perceived pressure from the environment to implement remote working is higher in Quebec (Canada) than in Switzerland and Italy. In terms of regulations, 90% of Quebec organizations reported to have approved an internal regulation for remote working compared with European countries, ranging between 72% (for Italy) and 76% (for France). Finally, the findings confirm the role played by top-management positive beliefs for remote working and pressure from the environment for the implementation of different adaptations: All these findings show differences in particular between Quebec and European countries that are interesting to better understand and debate.

In recent decades, low birth rates, delayed parenthood, and a decline in the average number of children per couple have become prevalent issues, sparking growing scientific interest in understanding their causes. While cultural, social, and gender-related factors have been widely examined, work-related dimensions remain underexplored within work and organizational psychology. This qualitative study explores how individuals make sense of the interplay between perceived work-related factors (specifically, working conditions, organizational culture, the work-family interface, and career ambitions) and declared fertility intentions. Semi-structured interviews were conducted with 33 participants (22 women; 19 without children, 14 with one child; aged 24–45). A subtle realist positioning was adopted, and template analysis was employed to examine the data. The findings highlight how participants interpret multiple work-related dimensions as relevant to their fertility intentions, including high job demands, job insecurity, and family-unfriendly organizational cultures. Concerns about work-family conflict also emerged as central. At the personal level, career ambitions and self-efficacy were identified as key dimensions. Notably, the perception of career-parenthood interference is often associated with limited or postponed decisions about having children. This study contributes to a better understanding of the work-related dimensions that can contribute to shaping fertility intentions and offers practical recommendations for interventions.

Remote working is increasingly being recognized as a practice that can advance organizational sustainability across environmental, economic and social dimensions. However, little is known about how employees perceive its benefits within small and medium-sized enterprises (SMEs), and about the role of leadership in shaping these perceptions. This study aimed to identify distinct profiles of perceived remote working benefits and to examine how socio-demographic characteristics and leader–member exchange (LMX) predict profile membership. Data were collected through an online survey administered to 377 employees of a medium-sized Italian IT company. Measures included perceived benefits of remote working and supportive leadership, and analyses were conducted using latent class analysis (LCA) and multinomial logistic regression. Results revealed four profiles: Enthusiastic Supporters (37%), Cautious Adopters (25%), Remote Work Skeptics (22%), and Core Pragmatists (17%). Younger employees were more likely to belong to the Enthusiastic Supporters category, while supportive leadership increased the probability of being Cautious Adopters rather than Skeptics. These findings stress the importance of considering diverse employee experiences when implementing remote work policies and highlight the role of leadership in fostering positive evaluations of remote working. The study provides practical insights for SMEs aiming to align remote working practices with sustainability goals.

Academic employment has shifted from focusing primarily on teaching and research to including broader institutional responsibilities. This expansion of roles has impacted academics’ overall well-being, with additional challenges arising from the integration of new technologies. In demanding professional contexts like academia, work passion, intended as an enduring love for a meaningful activity, plays a critical role in shaping motivation, well-being, and work-life balance. This study is grounded in the dualistic model of passion, which distinguishes between two different facets: harmonious passion, internalized and aligned with personal goals, and obsessive passion, driven by compulsive, external factors. This research involved 1,119 Italian academics across 11 universities during the COVID-19 lockdown, investigating the interplay between the two facets of work passion—harmonious and obsessive—and work-family conflict and insomnia, through a multigroup structural equation model. Results revealed that harmonious passion was associated with reduced work-family conflict and insomnia, while the opposite was true for obsessive passion. Moreover, work-family conflict mediated the relationship between passion and insomnia. Notably, female academics reported higher levels of work-family conflict and insomnia compared to their male counterparts. These findings underscored the protective role of harmonious passion in fostering work-family balance and mitigating sleep-related issues, contrasting with the potential adverse outcomes associated with obsessive passion. The implications suggest the need for governmental and organizational efforts to address factors contributing to obsessive behaviors in academia. Moreover, creating a supportive environment that facilitates the positive integration of work passion with other life domains is crucial.

Introduction. This study examined the role of the "safety climate", or the organization's attention to health and safety of workers, and of job demand and resources in relation with job satisfaction. Wellbeing at work is a topic of growing interest, in line with the legislation and the 264 programs on health and safety of workers and management and the evaluation of psychosocial risks. Several studies show that organizational actions concerning health and safety can be an indicator of the attention to employees' wellbeing, even if studies about the relationship between safety climate and some psychosocial outcomes are scant. Methods. The study analysed the relationship between job demand, job resources, safety climate and job satisfaction in three different occupational contexts (public authority, N = 224; social care organization, N = 115; pharmaceutical company, N = 127); workers were divided into groups based on the risk level appeared in the objective assessment of work-related stress, in order to identify differences. The self-report questionnaire gathered information about: job satisfaction, work efforts, supervisors' support, colleagues support, safety climate (a between .72 and .93).Data analysis provided: Cronbach a, analysis of variance, correlations, stepwise multiple regressions. Results. The results showed that job satisfaction (R} between .23 and .88) had a negative relationship with efforts and a positive relationship with job resources and safety climate. Conclusions. It emerges the importance of safety climate: to support and promote wellbeing at work, organizations could endorse training and information programs on health and safety for all workers and management, not only for professional groups with high-risk level. Future studies could explore the relation between safety climate and other outcomes, such as emotional exhaustion or objective indicators of organizational health (e.g. absenteeism, accidents, ...).

In the past two decades, sustainability has gained significant attention, influencing global agendas. This paper examines the relationship between Governance for Sustainability (GfS) and organizational dynamics through the lens of Work and Organizational Psychology (WOP). While existing literature predominantly focuses on macro-level governance, this study addresses the overlooked micro and meso levels. By exploring dimensions such as culture and leadership, it sheds light on critical issues for organizations navigating sustainable change. Emphasis is placed on the "human factor" and its connection to WOP. Implications for research and practice are discussed, with a focus on advancing the GfS field through WOP themes.

Recently, Loscalzo and Giannini have proposed Studyholism as a possible new clinical condition, highlighting its potential antecedents and outcomes. The present study investigates the moderating role of Internet addiction in the relationship between Studyholism, academic exhaustion and insomnia. Three hundred and eighteen Italian university students (85.50% female; mean age = 22.98 ± 4.34) participated in the survey during the third wave of the COVID-19 pandemic. The two moderation models were tested using the structural equation model with Mplus 7. Results showed a significant direct effect of Studyholism on both academic exhaustion and insomnia and also confirmed the moderating role of Internet addiction in the aforementioned relationships. Although there is a linear relationship between Studyholism and the outcomes, at lower levels of Internet addiction, there is a greater effect of Studyholism on both academic exhaustion and insomnia than at medium and high levels of Internet addiction. Based on these findings, we suggest screening students who report insomnia and academic exhaustion for both Internet addiction and Studyholism, as they might both contribute to these negative health-related aspects.

During the COVID-19 pandemic, many workers have been forced to work from home. In this situation, the boundaries between work and private life have become particularly blurred, and recovering from work was even more difficult than in traditional times, with negative consequences for workers’ health. Among the psychological experiences that might underlie the recovery process, mastery played a crucial role as people sought new stimuli and challenging situations. However, there are few articles that have explored the role of this specific recovery experience, its antecedents, and the health consequences under conditions of work from home. Therefore, in this multiwave study, we aimed to investigate the role of mastery as a mediator between supervisor support and insomnia problems. The study was conducted during the COVID-19 pandemic in Italy and had a three-wave design. A convenience sample of 130 employees (67% women) completed an online questionnaire. Hypotheses were tested using a three-wave autoregressive cross-lagged panel model. According to the results, supervisor support at Time 1 was positively related to mastery at Time 2, which in turn showed a negative association with insomnia at Time 3. The results demonstrated that mastery experiences have played a crucial role during COVID-19 mandatory work from home, which points to some potential implications for workers’ health in the adoption of teleworking beyond the emergency situation.

Despite a growing interest in diversity and inclusion at work in research and organizational practice, few organizations implement effective inclusive initiatives, and there is a lack of tools to assess inclusive leadership (IL) in the workplace. Following the Job Demands-Resources model and the positive leadership framework, we propose an Italian adaptation of Ashikali's IL scale (2019), with the aim of testing its psychometric properties, exploring the construct's nomological network, and testing its potential predictive validity. We hypothesized that IL, information and training opportunities would have a positive relationship with job satisfaction through the mediation of the perception of a diversity climate, while workload has a negative relationship. The cross-sectional study was conducted with an online survey addressed to a sample of Italian workers (N = 567). We conducted confirmatory factor analyses and analyses of variance to test the psychometric properties of the instrument, and path analysis to examine the associations between IL, perception of diversity climate, and job satisfaction. The results show that the instrument has acceptable psychometric properties and that IL has a positive association with inclusive work climate, which in turn is positively related with job satisfaction; however, older workers and blue-collar workers perceive less IL. Investing in IL training and development can be a great benefit to both employees and the organization.

This study, based primarily on job demands–resources model in the context of recovery, uses a mixed methods approach to examine the role that some work and family demands and boundary management tactics play in explaining work-nonwork balance and some related constructs, while also accounting for gender inequalities. The research involved 553 remote workers during the first lockdown in France caused by the COVID-19 pandemic. The results confirmed that a high number of work-related emails or phone calls outside of working hours and the constant presence of children at home were risk factors; conversely, good supervisor support was positively related to recovery experiences and negatively related to work-family conflict and insomnia. Women reported higher levels of insomnia symptoms and had more difficulty disengaging from work and restoring their energy than men. The use of effective tactics– planning, having your own space to work, coordinating with your partner - was made more difficult by workload, use of technology, demands at home, the size of the home and, for women, likely gender inequalities.

BACKGROUND:Recognition of the factors that influence academic performance in university students constitutes one of the key objectives of education researchers. Few studies have been conducted in this sphere in relation to veterinary students; however, considering the high levels of depression, anxiety symptoms, and decreased life satisfaction revealed in recent literature for this demographic, understanding these factors is of great importance. Moreover, the literature on veterinary education has mostly focused on cognitive factors as antecedents to academic performance, while very little attention has been directed toward personal characteristics.METHODS:The present cross-sectional study aims to investigate the relationships between psychological characteristics (internal locus of control and self-efficacy), academic fit, well-being (engagement and exhaustion), and academic performance (average grade) among veterinary students. The study was conducted in the Department of Veterinary Sciences at the University of Turin between September 2021 and January 2022 involving 231 students.RESULTS:The results of the Structural Equation Model confirmed a positive relationship between both internal locus of control and self-efficacy and academic fit, which in turn showed a positive relationship with engagement and a negative relationship with exhaustion. Finally, a significant positive relationship between engagement and academic performance was highlighted. Indirect effects were also significant, confirming the mediating role of academic fit and engagement.CONCLUSIONS:The study contributes to the literature by demonstrating the direct and indirect relationships among the variables selected in a sample group of veterinary students. These findings provide information for practical interventions that could support the academic experience and prospects of veterinary students by improving their psychological parameters and well-being.

While university students have experienced increased stress, anxiety, and study obsession (studyholism) during the COVID-19 emergency, supportive university environments and academic self-efficacy (ASE) were found to be protective factors. However, the perception of overstudying could have impaired ASE's protection against studyholism, akin to workaholism. Following the job-demands resource model, this contribution examines the moderating roles of study load and teaching staff support in the relationship between ASE and exhaustion, mediated by studyholism. 6736 students from 11 universities (69.8% females; Mean age 24.67 years) completed a self-report survey concerning various academic and life aspects. Results showed that ASE was partially mediated by studyholism in its negative relationship with exhaustion. Both study load and support moderate this relationship, although the interaction effect between studyholism and ASE is positive. Nonetheless, ASE plays a protective role for all levels of study load and support, while studyholism is confirmed to have a significant impact on exhaustion, both directly and through its mediating role. Considering the high scores of both studyholism and exhaustion in this sample, the enhancement of ASE should be complemented by teacher support centered around opportunities to review study strategies with the students and strong attention to preventive measures, such as in itinerant evaluation, which could enhance both the perception of positive support and strengthen ASE.

Population Medicine considers the following types of articles:• Research Papers -reports of data from original research or secondary dataset analyses.• Review Papers -comprehensive, authoritative, reviews within the journal's scope.These include both systematic reviews and narrative reviews.• Short Reports -brief reports of data from original research.• Policy Case Studies -brief articles on policy development at a regional or national level.• Study Protocols -articles describing a research protocol of a study.• Methodology Papers -papers that present different methodological approaches that can be used to investigate problems in a relevant scientific field and to encourage innovation.• Methodology Papers -papers that present different methodological approaches that can be used to investigate problems in a relevant scientific field and to encourage innovation.

PurposeHigher education (HE) institutions can play a fundamental role in achieving the Sustainable Development Goals. However, universities often face various obstacles to sustainability management, leading to a lack of strategies for implementing governance for sustainability (GFS). The purpose of this paper is to propose a model, based on work and organizational psychology (WOP), for the analysis, promotion and implementation of GFS in HE. The model includes five dimensions: culture, leadership, teamwork, communication and transition management. Design/methodology/approachUsing a mixed methods approach, GFS was investigated in four Piedmontese (Northern Italy) universities and in their sustainability network, applying the model proposed in this paper. FindingsThe five dimensions of the model have proven to be fundamental to the development of GFS in HE. Each dimension was filled with experiences from specific contexts through data collection, highlighting specificities and barriers. Furthermore, the mixed methods approach and the WOP perspective proved to be effective in addressing sustainable transitions in HE. Originality/valueA practical proposal for analyzing and improving HE sustainable transitions in a WOP perspective is still missing, as well as a model that identifies organizational dimensions that should be monitored. This study not only provides an example of this transition but also confirms the importance that the literature attributes to the specificities and barriers of dimensions such as culture, leadership, teamwork, communication and transition management in this context.

This study is part of a framework that views study abroad programs as an opportunity for experiential and transformative learning. Using a mixed-methods approach with a quantitative multi-wave study, this research examined the relationship between cultural intelligence and the internationalism career anchor - the individual predisposition and desire for international mobility for work. This study considers the role of resilience and intercultural interactions as predictors of cultural intelligence. In addition, we examined the transformative learning process by relating the development of cultural intelligence to specific critical incidents or critical experiences in intercultural interactions that can be considered triggers of the learning process. A sample of 170 outgoing Italian Erasmus students completed a self-report questionnaire prior to departure and another upon return home. The study also included a control group (n = 52) consisting of students from the same university who had not participated in the Erasmus program. The results revealed the positive value of the Erasmus experience, particularly in terms of strengthening the internationalism career anchor, cognitive cultural intelligence and resilience. The results also showed that students' pre-departure resilience and intercultural interactions with other international students from different countries can explain higher levels of cultural intelligence and the desire to work abroad or take on global work assignments. No significant change across time was found for the same variables in the control group. In addition, the critical experiences reported by students highlighted a strong cognitive and motivational component associated with the Erasmus program. Some practical implications for higher education are discussed.