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Article
Publication date: 6 February 2017

Paola Spagnoli and Cristian Balducci

Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the…

1791

Abstract

Purpose

Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the interaction effect of two particular negative outcomes of organizational change, such as high workload and job insecurity, on workplace bullying.

Design/methodology/approach

Participants in the study were 134 Italian workers who had just experienced an organizational change. A multiple regression analysis, using the stepwise method, was conducted to test for whether workload, job insecurity, and their interactions predicted workplace bullying.

Findings

Results show that high level of workload is related to workplace bullying; job insecurity is not directly related to workplace bullying; the interaction between high workload and job insecurity enhanced the risk for workplace bullying. In particular, when the level of job insecurity is high there is a stronger relationship between workload and bullying, compared to when the level of job insecurity is low.

Research limitations/implications

The cross-sectional design applied does not allow inference on the causal relationships between the predictors and outcomes.

Practical implications

In order to decrease the occurrence of bullying, managers should avoid that employees experience high workload after organizational change by carefully designing the reengineering process. Additionally, they should try to reduce, as far as possible, employee perceptions of job insecurity.

Originality/value

The focus of the study is on the “survivors” after organizational change and on particular interaction of workplace bullying’s causes that could extremely enhance the risk of the phenomena.

Details

International Journal of Workplace Health Management, vol. 10 no. 1
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 11 November 2019

Paola Spagnoli, Alessandro Lo Presti and Carmela Buono

The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.

Abstract

Purpose

The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.

Design/methodology/approach

Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents.

Findings

Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men.

Originality/value

This is the first study addressing the possible negative effect of OCG on a specific target of employees.

Details

International Journal of Manpower, vol. 41 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 6 November 2017

Paola Spagnoli, Maria Luisa Farnese, Francesca D’Olimpio, Andrea Millefiorini and Liliya Scafuri Kovalchuk

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…

Abstract

Purpose

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.

Design/methodology/approach

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).

Findings

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.

Originality/value

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

Details

International Journal of Organizational Analysis, vol. 25 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 15 June 2012

Paola Spagnoli and Antonio Caetano

This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the…

9122

Abstract

Purpose

This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment.

Design/methodology/approach

Data from 190 new police officers in a three‐wave longitudinal survey were analysed by structural equation modelling (SEM).

Findings

Results showed that: satisfaction with human resource practices completely mediated the relationship between openness to experience and normative commitment; satisfaction with the work itself completely mediated the relationship between conscientiousness and normative commitment whereas it partially mediated the relationship between extroversion and affective commitment.

Research limitations/implications

This study is focused on the police context. Future studies should investigate other contexts for comparison.

Practical implications

The predictive effect of personality on both job satisfaction and organisational commitment has some practical utility with regard to selection practices. During the organisational entry process, organisations should monitor different aspects of job satisfaction in order to foster a positive environment for employees.

Originality/value

To the authors' knowledge, this is the first study that investigates the process linking personality to job satisfaction and organisational commitment in a unique longitudinal model during the organisational socialisation process.

Details

Career Development International, vol. 17 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 June 2012

Paola Spagnoli, Antonio Caetano, Giancarlo Tanucci and Vera Lourenço de Sousa

Despite more than three decades of studies, the role of information‐seeking during organizational socialization remains ambiguous. The purpose of this paper is to investigate the…

Abstract

Purpose

Despite more than three decades of studies, the role of information‐seeking during organizational socialization remains ambiguous. The purpose of this paper is to investigate the mediating role played by information‐seeking behaviour during the organizational socialization process.

Design/methodology/approach

Two different information‐seeking behaviors (implicit and explicit) were considered as mediators in the relationship between personality (extroversion, openness to experience, conscientiousness), organizational variables (LMX and POS) and organizational socialization outcomes (task mastery, social integration, role ambiguity, role conflict). Analysis carried out with SEM (structural equation modelling) on longitudinal survey data from 316 new police officers during their first six months of work showed interesting results regarding the two hypothesized mediators.

Findings

In particular, the results show that the two information‐seeking behaviors seem to be related to different paths that link personality and social‐exchange variables to organizational outcomes.

Originality/value

The paper's findings provide useful clues for a better understanding of the role of information‐seeking behaviour during the socialization process and highlight the importance of social support in predicting newcomer adjustment.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 10 no. 1
Type: Research Article
ISSN: 1536-5433

Keywords

Content available
Article
Publication date: 1 June 2012

Rita Campos e Cunha

130

Abstract

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 10 no. 1
Type: Research Article
ISSN: 1536-5433

Article
Publication date: 12 June 2017

Maria I. Simeon, Piera Buonincontri, Fernando Cinquegrani and Assunta Martone

This paper aims to analyse online reviews to explore the experiences of tourists related to cultural attractions. Furthermore, the study identifies similarities and differences…

1307

Abstract

Purpose

This paper aims to analyse online reviews to explore the experiences of tourists related to cultural attractions. Furthermore, the study identifies similarities and differences between cultural attractions and identifies tourists’ preferences.

Design/methodology/approach

Content analysis and principal component analysis are applied to 12.592 online reviews, in Italian, posted on TripAdvisor by tourists who visited 58 cultural attractions of Naples (Italy) between 2011 and 2014.

Findings

Findings reveal five critical components of tourists’ experience related to cultural attractions: wonder, authenticity, relaxation, discovery and knowledge. Findings show that tourists can interpret cultural attractions in different ways.

Research limitations/implications

This study makes advancements on the relationships between tourists’ experience and cultural attractions. Research limitations are related to the geographical context and to the database, which presents a strong standardisation of evaluations, almost never negative. Furthermore, the analysis is limited to online reviews written in Italian language. Future studies will be dedicated to explore reviews in other languages and on other cultural destinations.

Practical implications

The study draws managerial implications at local and general level. Locally, findings provide suggestions and practical implications to support the tourism policies and marketing of Naples. At general level, the paper provides implications for destination manager organisations and policy makers to strengthen the attractiveness of cultural attractions, develop destination marketing strategies and offer more satisfying cultural experiences.

Originality/value

This is one of the first studies that uses online reviews to explore the experiences of tourists who visit cultural attractions.

Details

Journal of Hospitality and Tourism Technology, vol. 8 no. 2
Type: Research Article
ISSN: 1757-9880

Keywords

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