Italy's aging population has raised concerns about sustaining careers, particularly in education, where teachers are among the oldest professional groups globally. Risks such as burnout, limited career progression, and increasing digitalization highlight the need to understand which organizational practices support teachers' late-career sustainability. Drawing on a sample of 800 Italian teachers aged 50 and above, we applied latent profile analysis to examine patterns of perceived organizational support. Four organizational practices —organizational climate, leadership, work design, and individual development—were considered, alongside individual career resources measured through Career Adapt-abilities. Four distinct profiles emerged, relating differently to three career sustainability indicators: work engagement (happiness), perceived health (health), and self-rated job performance (productivity). Organizational practices strongly influenced engagement and health, but not self-rated performance. Age and gender did not predict profile membership or outcomes. Findings offer insights for supporting older teachers' career sustainability and suggest practical strategies for schools and higher education institutions.

The aging workforce demands evidence-based human resource practices that lengthen working lives. Building on the Conservation of Resources theory (Hobfoll 1989), we investigate which organizational practices are indispensable for expanding older workers' occupational future time perspective (OFTP)-people's perceived opportunities and remaining time at work (Zacher and Frese 2009). A necessary condition analysis of survey data from 3077 workers aged 50+ in nine countries tests nine domains of the Later Life Workplace Index (LLWI) as potential minimal viable practices. All domains exhibited statistically significant necessity effects; however, using the conventional threshold (Dul et al. 2023), only later life supportive leadership and adaptive work design reached the level considered meaningfully necessary. The remaining domains showed smaller, near necessity effects, suggesting a pattern of partial necessity across HRM practices. Exploratory analyses along the Tightness-Looseness cultural continuum suggested that necessity thresholds tended to be higher in culturally Tight than Loose societies, highlighting the importance of context-sensitive HRM. This study refines theorizing on career sustainability, introduces necessity logic to the work and aging literature, and offers managers evidence-based tools to prevent insurmountable shortcomings. Failure to meet the identified LLWI thresholds will typically result in suboptimal OFTP.

AIM:This study examines the impact of direct supervisors' leadership on employee psychological distress during crises. Specifically, it explores the relationship between people-oriented and bottom-line-mentality informed leader behaviors and employee psychological distress. The study further hypothesizes that employees' sense of control functions as a psychological mechanism in this relationship and that this indirect effect is moderated by personal and national economic threat, both of which are particularly salient during crises. METHOD:A quantitative survey was conducted in three waves among 854 employees across Europe (Germany, Italy, the Netherlands and Spain) during the COVID-19 pandemic, a highly salient global crisis. RESULTS:Findings indicate that employees with people-oriented leaders report lower psychological distress, mediated by an enhanced sense of control. In contrast, bottom-line-mentality informed leadership is associated with a diminished sense of control, and further with greater psychological distress. These effects are exacerbated under higher personal and national economic threat. CONCLUSION:This study advances understanding of how constructive and destructive leadership behaviors influence employees' psychological well-being during crises, particularly under economic strain. The findings provide actionable insights for leaders, organizations, and policymakers on mitigating employee psychological distress through leadership strategies that foster a sense of control.

This study aims to develop and validate a short form of the Later Life Workplace Index (LLWI). The LLWI measures organizational practices relevant to older workers' ability, motivation, and opportunity to continue working in later life. It consists of nine domains comprising three to four conceptual indicators each. We applied a combined qualitative and quantitative strategy to reduce the original LLWI 80-item measure into a 29-item short form (LLWI-SF). Different language versions were developed and applied to samples in ten countries: Belgium (N = 444), Germany (N = 387), Italy (N = 408), Japan (N = 349), Korea (N = 350), Norway (N = 140), Poland (N = 353), Portugal (N = 306), the Netherlands (N = 317), and the United States (N = 370). Our data provides evidence for the reliability and validity of the LLWI-SF in the ten countries and languages. Moreover, partial measurement invariance of the LLWI-SF is supported despite the diverging regulatory and cultural contexts. Thus, we provide a short but holistic measure of organizational practices for older workers that can be efficiently used in research and practice.

BACKGROUND: The academic environment is known for its high demands in research, teaching, and administration, that along with increasing publish or perish culture can lead to reduced psychological well-being and mental health issues. OBJECTIVE: This study aimed to investigate the associations between workaholism, work engagement, and burnout among academics in Montenegro. METHODS: A cross-sectional design was used to develop anonymous online survey. Data was collected from 131 participants employed as teaching and research staff at public and private universities. To measure the variables of interest we used: ultra- short Utrecht Work Engagement Scale (UWES-3), the work-related burnout subscale from the Copenhagen Burnout Inventory (CBI-7) and the Dutch Work Addiction Scale (DUWAS-10). Psychometric network analysis was employed to examine the relationships among variables. RESULTS: The findings revealed two distinct clusters: the first containing the dimensions of work engagement and the second containing burnout and the dimensions of workaholism. The two clusters were connected with the dimensions of dedication- burnout having the strongest edge (-0.25 and -0.40). In the cross-sample network the strongest connection was burnout - working excessively (.35). No significant differences in network density (0.80 (12/15 edges)) and global strength (p p = 0.159) in the networks of public and private universities were found. CONCLUSION: Results of the network centrality and the edge strength analyses suggest that the interventions focused at increasing dedication while not fostering a work environment that encourages working excessively might be the key to preventing and reducing burnout in academia across contexts of public and private universities.

Parenting support programmes are one of the most effective means of improving the mental health of caregivers and children. This study used a pre-post control group design with 970 participants to evaluate a group workshop programme (Support, not Perfection) designed to support caregivers of children zero to six in Serbia. Compared to those in the control group, parents who participated in the intervention reported significantly larger gains in positive parenting self-efficacy (e.g., empathy, positive discipline; Cohen d's range from 0.20 to 0.40), and decreases in depressive symptomatology and child behaviour problems (ds = -0.22). Programme effects did not differ based on caregiver gender, attendance (alone or with a co-parent), or challenges faced (levels of own depression or child's behavioural problems). These results suggest that Support, not Perfection is a scalable programme that can be used in low- and middle-income countries to improve parent and child well-being.

The electrophysiological findings in children with attention-deficit/hyperactivity disorder (AD/HD) have been repeatedly examined through a series of event-related potential (ERP) studies involving tasks that require inhibitory processing. Previous behavioral studies showed that the difficulty in response withholding for AD/HD children is enhanced by the preceding Go-trial. However, studies on the effects of the preceding response execution on the inhibitory ERP components in children with AD/HD have been scarce. Twelve children with AD/HD (6 with predominantly inattentive type, 6 with combined type) and 12 exhibiting typical development took a visual continuous performance test (CPT) involving Go/NoGo methodology. The effect of the preceding trial was analyzed by comparing ERP components and performance data between switch and repeat trials. Within-group comparison revealed that a significantly larger amplitude of NoGo-N200 for NoGo-switch (Go/NoGo) versus NoGo-repeat (NoGo/NoGo) was observed across sagittal regions in the control group but not in the AD/HD one. Between-group comparison revealed that the amplitude of NoGo-N200 for NoGo-switch across sagittal regions was significantly smaller in the AD/HD group than in the control one. The effect of the preceding trial on NoGo-N200 did not differ between two AD/HD subtypes. Moreover, the amplitudes and latencies of the ERP components elicited by Go-trials were not influenced by the type of preceding trial. These results suggested that the effect of preceding response execution on NoGo-N200 is greatly affected in children with AD/HD.

We investigated the moderating role of employee socioeconomic status (SES) in the relationship between leadership and employee well-being. Leadership forms an important predictor of how (un)well employees feel. Conceptualizing leadership effects and employee SES from a job demands-resources perspective, we propose that the relationship between leadership and employee well-being is stronger among employees with lower SES. These workers tend to have fewer resources and can benefit more from constructive leadership, but are burdened more by destructive leadership. We find support for this in two studies: In the first, a comprehensive meta-analysis of 219 studies and 241 independent samples (N = 120.596), we found that two markers of lower employee SES (i.e., lower education and lower occupation status) moderate the relationship of constructive and destructive leader behaviors with well-being. In the second study, we analyzed a large-scale representative employee sample (N = 62.602) and extended these findings by examining nonpermanent work contract as an additional occupation facet, and low income as another marker of lower SES. Additionally, we show that resources (autonomy, self-efficacy) and demands (work pressure, cognitive demands) represent possible mechanisms through which constructive and destructive leadership relate to well-being. Specifically, the indirect relationship of constructive and destructive leadership with well-being, through job demands and resources, was generally stronger among employees with lower SES. In addition, the findings provide support for a stronger role of leadership in the well-being of employees with lower SES, a large group of employees who are oftentimes not the central focus of leadership scholars or organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Purpose With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs. Design/methodology/approach A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary. Findings Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses' adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance). Research limitations/implications The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication. Practical implications Stimulating development of nurses' career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch. Originality/value Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses' employability and in-role performance.

The goal of the current study was to investigate the relationships among psychological resources, career barriers, and job search self-efficacy in a sample of post-2014 Syrian refugees. Participants included 330 refugees in Greece and the Netherlands. Data were obtained using paper-based surveys, with all measures translated into Arabic. Drawing from career construction theory (Savickas, 2005), we hypothesized that adaptive readiness, operationalized in terms of psychological capital, would be positively related to job search self-efficacy through career adaptability. In addition, social and administrative career barriers were hypothesized to moderate the first stage of the indirect effect between psychological capital and job search self-efficacy, such that this relationship is weaker when refugees experience higher career barriers. Results indicated that individuals with higher psychological capital more confidently engaged in job search behavior in the destination country, mostly due to their enhanced career adaptability. However, this relationship weakened when participants experienced higher social barriers and strengthened when they experienced higher administrative barriers. The findings provide further support for the career construction model of adaptation (Savickas & Porfeli, 2012) and pinpoint career adapt-ability resources as critical self-regulatory strengths that help individuals in this particularly vulnerable group adapt to occupational transitions. Moreover, the results highlight the potentially detrimental role of social barriers in this process. Based on the results, we offer implications for formulating training and career construction theory-based career counseling focused on enhancing career adaptability and psychological capital.