Leading through gaze: Enhanced social attention in high-rank members of a large-scale organization.

Human attention is naturally directed where others are looking. Primate research indicates that this phenomenon is influenced by the social rank of the gazer. Whether this applies to human societies remains underexplored.

Direct and indirect longitudinal relationships among self-efficacy, job performance and career advancements.

The present study examined the longitudinal relations among work self-efficacy beliefs, job performance and career success, defined as objective career advancements. We argued that job performance would mediate both the influence of worker's self-efficacy beliefs on career success and the influence of career success on subsequent self-efficacy beliefs. The participants were 976 employees of one of the largest companies in Italy, assessed at three time points (i.

Neurophysiological markers of asymmetric emotional contagion: implications for organizational contexts.

Emotions play a vital role within organizations, impacting various crucial aspects of work such as job satisfaction, performance, and employee well-being. Understanding how emotional states spread in organizational settings is therefore essential. Recent studies have highlighted that a leader's emotional state can influence their followers, with significant consequences on job performance.

Dynamic associations of relational conflicts at work and consequent negative emotion dynamics with diurnal cortisol variations.

This study examines the predictive value of conflict and conflict-related variations in negative emotion dynamics, with respect to three cortisol indicators (cortisol awakening responses; overall cortisol output; diurnal cortisol slopes). A total of 166 workers provided momentary reports on conflict(s) with colleagues and negative emotions 10 times a day for 2 workdays and salivary cortisol samples 5 times a day. The results of latent growth curve piecewise multilevel models revealed that the occurrence of a conflict and the number of conflicts introduced significant variations in specific cortisol parameters indicating greater cortisol levels throughout the day.

Bringing social interaction at the core of organizational neuroscience.

Organizations are composed of individuals working together for achieving specific goals, and interpersonal dynamics do exert a strong influence on workplace behaviour. Nevertheless, the dual and multiple perspective of interactions has been scarcely considered by Organizational Neuroscience (ON), the emerging field of study that aims at incorporating findings from cognitive and brain sciences into the investigation of organizational behaviour. This perspective article aims to highlight the potential benefits of adopting experimental settings involving two or more participants (the so-called "second person" approach) for studying the neural bases of organizational behaviour.

Italian Validation of the 12-Item Version of the Burnout Assessment Tool (BAT-12).

The Burnout Assessment Tool (BAT) has shown satisfactory validity evidence in several countries, with the 23-item version of the instrument reporting adequate psychometric properties also in the Italian context. This paper is aimed to present results from the Italian validation of the 12-item version of the BAT. Based on a sample of 2277 workers, our results supported the factorial validity of a higher-order model represented by 4 first-order factors corresponding to the core dimensions of burnout, namely exhaustion, mental distance, and emotional and cognitive impairment.

The Bright and Dark Sides of Resources for Cross-Role Interrupting Behaviors and Work-Family Conflict: Preliminary Multigroup Findings on Remote and Traditional Working.

Using boundary management and conservation of resources theories, we examined how job resources (i.e., job autonomy and goal-oriented leadership) and a work-related personal resource (i.

Where you came from and where you are going: The role of performance trajectory in promotion decisions.

Despite the clear theoretical link between promotions and job performance, the few studies that have tested this relationship have instead found that the role of job performance level in determining promotions is much less than might be expected. In 4 studies, we propose and test a different way of thinking about the performance-promotion relationship. Prospect theory, spiraling theory, and sponsored and contest mobility were used to support the notion that change in performance is at least as important to the prediction of promotion decisions as is absolute level of performance.

The Nature of Job Crafting: Positive and Negative Relations with Job Satisfaction and Work-Family Conflict.

This study investigated job crafting as mediator and its relation with job satisfaction and work-family conflict, considering job autonomy as antecedent. The research involved 389 participants working in a public organization. A structural equations model was estimated revealing that job autonomy is positively associated with job crafting and job satisfaction, and negatively associated with work-family conflict.

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Background:: Several empirical studies have investigated Job Burnout and its predictors, underlining the role of situational and organizational factors. The Perceptions of Context construct (PoC) has yet to be studied in healthcare contexts.

The costly burden of an inauthentic self: insecure self-esteem predisposes to emotional exhaustion by increasing reactivity to negative events.

Background And Objectives: A long research tradition has investigated the impact of stress on university students by assuming that individuals have a limited reservoir of resources, and that negative events and circumstances progressively drain resources thereby producing exhaustion. A recent research tradition, instead, has focused on the detrimental consequences of discrepant levels of implicit (ISE) and explicit (ESE) self-esteem on the development of stress-related symptoms. The present research attempted to merge the aforementioned approaches, with the aim of explaining significant predictors of stress.

The effects of authentic leadership, six areas of worklife, and occupational coping self-efficacy on new graduate nurses' burnout and mental health: A cross-sectional study.

Background: New nurse burnout has personal and organizational costs. The combined effect of authentic leadership, person-job fit within areas of worklife, and occupational coping self-efficacy on new nurses' burnout and emotional wellbeing has not been investigated.

Objectives: This study tested a model linking authentic leadership, areas of worklife, occupational coping self-efficacy, burnout, and mental health among new graduate nurses.

Self efficacy, perceptions of social context, job satisfaction and their relationship with absence from work. An integrated model founded on social cognitive theory.

Background: Absenteeism is a major concern for organizations and companies since it has negative repercussions on productivity and represents a huge cost due to sick pay and expensive temporary replacement of employees who are obliged to take long-term absences.

Objectives: The current study aimed at focussing on absenteeism and its causes through the investigation of a conceptual model founded on social cognitive theory where self-efficacy and Perceptions of Social Context (PoSC, i.e.

Self-efficacy, perceptions of context, and burnout: a multilevel study on nurses.

Background: The role of personal and situational factors in burnout development in the hospital context is well known. The majority of studies used standardized and generic scales and focused exclusively on the individual level of analysis, underestimating the role of teamwork effects.

Objectives: This study adopted a contextualized and multilevel approach in order to examine the different roles of individual and unit level nurse efficacy beliefs and hospital perceptions of context in predicting job burnout.