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The purpose of this paper is to examine the structure, reliability, construct validity, and group invariance of the Italian version of the Bohn Organizational Efficacy Scale (OES), a self-report questionnaire for organizational efficacy assessment in the business context.

The first study included Italian employees of a pasta factory (n=120) to test divergent, convergent, and discriminant validity of the OES with existing instruments. The second study combined three hospital (n=180 Italian health workers) to confirm the structure of the scale.

Exploratory and confirmatory factor analyses confirmed the three-factor solution (collaboration, sense of mission and future, and sense of resilience), and that the structure of the scale was the same across employees of hospital and pasta factory. Results revealed a high internal reliability. The OES correlated positively with corresponding aspects of organizational functioning, well-being, and job satisfaction. The scale did not correlate with measures of general self-efficacy and personal empowerment. Levels of job satisfaction and well-being resulted higher among people with moderate/high organizational efficacy than among adults with low organizational efficacy.

Because of the chosen research approach could lead to common method variance issues: it will be important to determine the associations of OES with non-self-report assessments of the same construct.

The OES can be applied optimally in the empirical study of factors influencing organizational setting and used in training aiming at strengthening employees’ collective skills.

The OES is a valid instrument to measure organizational efficacy. Findings highlighted a strong relationship between collective efficacy, job satisfaction and well-being.

This study aims to examine the reliability and validity of the Arabic version of the attribution questionnaire (AQ).

The AQ is designed to assess attitudes, affects and behavioral intentions related to a hypothetical person diagnosed with schizophrenia. The original English version was translated into Literary Arabic. A total of 310 students registered in different universities, with medical and paramedical establishments excluded completed the Arabic version of AQ. Reliability was tested using Cronbach’s alpha coefficients. Structural equation modeling was used to test hypothesized paths. Correlations among exogenous (e.g. responsibility) and endogenous (e.g. help) variables in the path were examined. Fit indicators were then examined for equations that were identified.

The results revealed that the Arabic version of AQ showed acceptable psychometric properties in the assessment of stigma in the Tunisian population. All factors of this Arabic version showed Cronbach’s alpha values equal to or greater than 0.72. Structural equation models for the responsibility and dangerousness models were mostly supported. The Arabic version of AQ is valid and reliable for the assessment of stigma in Tunisian and Arabic-speaking populations.

The Arabic version of AQ may be used to promote research on stigma toward people with mental illness in larger and more representative Tunisian and Arabic-speaking populations, which will help to further address the complex and multifaceted phenomenon of stigma toward people with mental illness.

This is the first validated stigma measure in the Tunisian socio-cultural context.

Innovation has long been an area of interest to social scientists, and particularly to psychologists working in organisational settings. The team climate inventory (TCI) is a facet‐specific measure of team climate for innovation that provides a picture of the level and quality of teamwork in a unit using a series of Likert scales. This paper describes its Italian validation in 585 working group members employed in health‐related and other contexts. The data were evaluated by means of factorial analysis (including an analysis of the internal consistency of the scales) and Pearson’s product moment correlations. The results show the internal consistency of the scales and the satisfactory factorial structure of the inventory, despite some variations in the factorial structure mainly due to cultural differences and the specific nature of Italian organisational systems.

The purpose of this paper is to contribute to the validation of the Organizational Justice Index (OJI) by Hoy and Tarter (2004), a self-report questionnaire for teachers’ perceptions of fairness in the operation and administration of schools.

In two studies the authors validated the Italian version of the OJI. Study 1 included 164 Italian high school teachers (76.8 percent were female) to test structure and construct validity. Study 2 involved 200 teachers (permanent and temporary teachers) to confirm the structure of the scale, test the construct and criterion validity, and invariance.

Confirmatory factor analyses confirmed the one-factor solution and that the structure of the scale was the same across teachers. Results revealed high internal reliability. The OJI correlated positively with equity, school climate, and job satisfaction, and negatively with depression and burnout.

Since the research approach could lead to common method variance issues, it will be important to determine the associations of OJI with non-self-report assessments.

The OJI can be applied optimally to: assess potential organizational problems prior to conducting major interventions; investigate school dynamic problems; target interventions designed to enhance perception of organizational justice; incorporate evaluation of organizational justice as part of regular employee assessments.

Overall findings fill the need of standardized measures of organizational justice for specific context. The OJI is a valid instrument to measure organizational justice in school, involving different type of teachers.

The aim of this paper is to present the Italian version of the Aston Team Performance Inventory (the ATPI), to assess its psychometric properties and whether its factor structure reflects the input-process-output (I-P-O) model.

The ATPI was administered to 702 Italian employees working in teams, recruited from the National Health Service (50.3 percent) and from public and private organizations (49.7 percent). To assess the psychometric properties of the ATPI's items, evaluation of discriminating power was performed. In addition to the reliability analyses, a confirmatory factor analysis of the full I-P-O model was also conducted.

Significant results of the Italian version of the ATPI arise from the psychometric properties, dimensions and factor structure. Results align with the English version of the inventory.

The sample was limited and was not selected randomly. Future research should, therefore, expand the sample size and involve several types of Italian organizations. Considering these significant results, future research should validate the Italian version of the ATPI.

To the authors' knowledge, the Italian literature is missing instruments for the assessment of team performance in organizations. Consequently, the present study provides evidence of the value of the Italian version of the ATPI.

The purpose of this paper is to present the Italian validation of the standards for communities for children and adolescents (SCIA) Questionnaire, an evaluation tool of communities quality standards, based on the “Service Standards for Therapeutic Communities for Children and Young People – 2nd edition” of the Community of Communities (2009), that enables an empirical, multidimensional and complex evaluation of the therapeutic community (TC) “system”. It is a self-report that sets out and measures variables that allow to get an overview of organisational models and the possible development areas to improve the effectiveness of the protection of child and adolescents in community treatment. The validation and a preliminary analysis to develop a short version of the SCIA are presented.

The questionnaire (composed, in the extended form, by 143 items) was administered to 101 community workers, 20 males (19.8 per cent) and 81 females (81.2 per cent) aged between 24 and 61 years (M=36.20, SD=8.4). The analysis of reliability (Cronbach’s α) and a series of exploratory factor analysis allowed to eliminate redundant or less significant items.

The short form of the self-report consists of 67 items, divided into seven subscales, which explore different areas of intervention in TCs. Despite the limitations due to the small sample size, the utility of this tool remains confirmed by its clinical use and the development of good operating practices.

The SCIA Questionnaire responds to the need to adopt empirical variables in the process of evaluation of the communities. The SCIA is also a useful tool for clinical evaluation, as it allows a detailed observation of residential community treatment with children and adolescents that allows to analyse and monitor the structural and organisational aspects and the quality of practices that guide the interventions.

Although Colquitt’s Organizational Justice Scale (COJS) is one of the most widely used organizational justice scales (OJS) worldwide, a rigorous adaptation and validation in Italy is still missing. Accordingly, the purpose of this paper is to examine the construct validity and reliability of the Italian translation of the scale.

Factorial and concurrent validity were examined to assess construct validity. A confirmatory factorial analysis through structural equation modelling was conducted on five factorial models: one-factor, two-factor, three-factor, four-factor and second-order factor model. Concurrent validity implied the examination of the relationships between organizational justice and job satisfaction (convergent validity) and between organizational justice and workplace bullying (discriminant validity).

Evidence of the prevalence of the original Colquitt (2001) four-factor model was found, though also the second-order model obtained adequate goodness of fit. Findings supported both convergent and discriminant validity. Reliability analysis reported evidence of excellent internal consistency. Thus, the Italian version of the OJS can be used in Italy for research and practical purposes.

This is the first study properly addressing the factorial and concurrent validity of the OJS in Italy.

This qualitative research explores the relationship between religiosity, suicide thoughts and drug abuse among 55 homeless people, interviewed with interpretative phenomenological analysis. Analyzing the thematic structure of the participants' narrations, important main themes appeared in order to avoid suicide, among which family, the certainty of finding a solution and the will to live. However, the suicide ideation inheres in about 30% of participants, almost all believers, addicted and/or alcoholics. Results suggest that religiosity and meaning of death neither prevent from substances abuse and alcoholism, nor is a protective factor against suicide ideation. Meanings of life are the most important reasons for living, and when they are definitively considered unworkable, alcohol and drug help to endure life in the street. A specific model is discussed.

This paper aims to propose an organizing framework of a possible relationship between working environment and bullying at work.

A total of 926 Italian employees completed the Majer D'Amato Organizational Questionnaire 10 (MDOQ10) and the Negative Acts Questionnaire Revised (NAQ‐R) in order to test the relationship between climate and bullying.

The study finds that organizational climate is a critical antecedent of bullying at work. Organizational climate dimensions at a singular level, and interaction among them, impact on bullying at work.

The impact of working environment on bullying at work is supported.

Innovation among team members has long been an area of interest to social scientists, and particularly to industrial/organizational psychologists. The purpose of this paper is to examine the factor structure of the Team Climate Inventory (TCI), a multidimensional team‐level measure of team‐working style, in Greece.

The TCI was translated into Greek and administered to a total of 52 work teams (n=236 individuals) in clerical and shop floor working positions employed in a variety of jobs in the public and private sector.

An item analysis indicated that all original TCI items, except one, should be retained in the Greek version of the TCI. Further analyses yielded high internal consistency both for the full scale and for the four dimensions, and also acceptable discriminant validity among the four scales. An exploratory factor analysis was also successful in extracting the four original factors, accounting for 55.67 percent of the total variance.

The results provided further support for the validity of the original version of the TCI.

It is concluded that the Greek adaptation of the TCI is a potentially useful instrument to measure group climate dimensions that may facilitate work teams' innovative capacity.

The findings provided support for the adequacy of the TCI to measure team climate for innovation in Greece