How individuals perceive the risk of COVID-19 influences their mental health and protective behaviors. Therefore, the development of an instrument to capture COVID-19-related worries and fears is ...relevant. This study aims to develop and validate the CoV-WoFe to measure COVID-19-related worries and fears.
An online questionnaire was completed by 593 participants during Christmas 2020 and by 328 participants during Summer 2021, from which 88 participants formed a longitudinal sample.
Analyses confirmed a robust adjustment for consistency over time and a gender-invariant bifactorial structure. Factor 1 represented worry about the health consequences of COVID-19 and Factor 2 represented the perceived physiological symptoms associated with fear of COVID-19. Construct validity was evidenced by: the expected relations between the CoV-WoFe and other theoretically related constructs; the serial mediating role of both dimensions in the relationship that security values establish with protective behaviors against COVID-19 and with anxiety; and the expected gender differences in the Cov-WoFe.
The CoV-WoFe represents a short, valid, reliable, gender-invariant tool that is easy to apply in both the health professional and research context to assessCOVID-19-related worries and fears, which are variables of relevance for spread of the virus and for mental health.
Workplace bullying has been a topic of increasing interest since the 90s. Several studies have contributed to a better understanding of the antecedents and consequences of being exposed to negative ...acts at work during a prolonged period of time. However, there is a lack of validated instruments in Italian to map workplace bullying. Consequently, the goal of the present study is twofold. First, the authors aim to validate the Italian version of the Negative Acts Questionnaire-Revised (NAQ-R: Einarsen and Hoel, 2001; Einarsen, et al., 2009). Second, the authors aim to establish the prevalence of workplace bullying. Results from 3,112 employees nested within 25 Italian organizations revealed that a reduced version of 17 items with a two-factor structure provided the best fit. Moreover, the prevalence of bullying was 15.2 per cent according to the criteria proposed by Mikkelsen and Einarsen (2001). Furthermore, significant correlations between bullying dimensions and organizational climate were found, which provided additional support for using the NAQ-Italian reduced version. Implications to prevent bullying and improve employees' well-being using this method are discussed.
Non-profit organizations (NPOs) are a complex working context whose main characteristic resides in the dichotomy between paid staff and volunteers. Despite its benefits for goal achievement, this ...circumstance can be also a challenge, for both groups' interaction, for their comprehension of their own role and to HR management. The aim of this study was to explore factors that may contribute to promote job satisfaction among NPOs' members.
Combining two different data analyses, serial multiple mediation analyses and cluster analyses, first we analyze whether there are differences between paid staff and volunteers in perceived intrapersonal conflict and performance and its effect on job satisfaction, and second, we analyze whether there is an additional profiles distribution that reflects more adequately the reality of NPOs, despite the formal roles that coexist in these organizations (paid staff and volunteers).
Results confirm that paid staff and volunteers differ on their perceived job satisfaction level, with volunteers being more satisfied. This relationship is serially mediated by role conflict, role ambiguity, and performance. Another characteristic of the NPOs is that the dichotomy between paid staff and volunteers does not capture well the reality of the labor relations between members of both groups and the organization. To explore this phenomenon, we perform a cluster analysis based on paid staff and volunteers' perceptions. Cluster analyses demonstrate the existence of three rather homogenous profiles.
Additionally, practical implications for HR management in NPOs and future research lines to understand this organizational context dynamics are also discussed.
Related to the research of working conditions, the link between organizational factors and health was traditionally analyzed using linear models. However, the literature analysis suggests ...inconsistencies in linear models predicting workers’ health levels. To clarify this issue, this exploratory research compares the linear and non-linear relationships between job demands-resources (task complexity, time pressure, contact with users, and job autonomy), and the psychological and physical symptoms of employees working in the main five service subsectors: commerce, horeca (hotels, restaurants, and cafés), public administration, education, and healthcare. With a final sample of 4,047 participants, our study data were extracted from the II Andalusian Working Conditions Survey. Following the theoretical framework of JD-R Model and considering the Vitamin Model theoretical approach for non-linear relationships, our results showed that there were significant differences among the five subsectors analyzed regarding the linear and non-linear relationships between job demands-resources and psychological and physical symptoms of employees. Furthermore, task complexity generated non-linear relationships in higher proportion than time pressure and contact with users. Likewise, non-linear relationships found showed a U-shape. Moreover, the findings of non-linear relationships suggested that medium levels of task complexity should not be exceeded to avoid further negative impact on psychological and physical symptoms for service sector employees, preserving their health. Finally, some general practical implications of work environment interventions are suggested.
Ruxolitinib is the front-line non-palliative treatment for myelofibrosis (MF). However, a significant number of patients lose or present suboptimal response, are resistant or have unacceptable ...toxicity. In an attempt to improve response and avoid the adverse effects of this drug, we evaluated the combination of 17 drugs with ruxolitinib in
models of peripheral blood mononuclear cells from MF patients and cell lines. We found that the combination ruxolitinib and nilotinib had a synergistic effect against MF cells (ΔEC
nilotinib, -21.6%). Moreover, the addition of prednisone to combined ruxolitinib/nilotinib improved the synergistic effect in all MF samples studied. We evaluated the molecular mechanisms of combined ruxolitinib/nilotinib/prednisone and observed inhibition of JAK/STAT (STAT5, 69.2+11.8% inhibition) and MAPK (ERK, 29.4+4.5% inhibition) signaling pathways. Furthermore, we found that the triple therapy combination inhibited collagen protein and
gene expression in human bone marrow mesenchymal cells. Taken together, we provide evidence that combined ruxolitinib/nilotinib/prednisone is a potential therapy for MF, possibly through the anti-fibrotic effect of nilotinib, the immunomodulatory effect of ruxolitinib and prednisone, and the anti-proliferative effect of ruxolitinib. This combination will be further investigated in a phase Ib/II clinical trial in MF.
Objectives:
The chronic restrictions to mitigate the new SARS-CoV-2 virus may result in pandemic fatigue. This study set out to develop a short, reliable, valid, and gender-invariant instrument—the ...Pandemic Fatigue Scale (PFS).
Methods:
In the first phase, 300 students responded to a pilot questionnaire that allowed the reduction and refinement of the items. In the second phase, the validity, reliability, and invariance of the scale were explored among a sample of 596 participants.
Results:
Factor exploratory and confirmatory analyses confirmed a robust adjustment for the bifactorial structure that explained 79,36% of the variance. The two factors identified were 1) people’s demotivation in continuing to follow the recommended protective behaviors (
neglect
) and 2) people’s boredom regarding the pandemic-related information (
boredom
). The pattern of relations between the Pandemic Fatigue Scale and other variables—find through correlation, mediation, and path analyses—and the gender differences—find in the ANOVA analyses—provided strong evidence of the construct validity. Moreover, the PFS was shown to be invariant regarding gender in a multigroup factor confirmatory analysis.
Conclusion:
The instrument can be of utility for professionals and researchers to assess pandemic fatigue, a variable that can affect the adoption of protective measure to avoid catching and spreading the virus.
Many studies have focused on the negative effects of discrimination on workers' well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts ...or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers' psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers' well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.
Cardiovascular disease (CVD) is the world's most prevalent chronic disease and the leading chronic cause of morbidity. There are several psychosocial factors associated with quality of life during ...CVD. Our main objectives were to analyze the roles of conscientiousness, subjective wellbeing and self-efficacy beliefs. The sample comprised 514 patients (mean age 63.57 years) who were assessed twice over a nine-month interval. At Time 1, participants answered a questionnaire assessing conscientiousness, perceived subjective wellbeing (positive and negative affect, life satisfaction), cardiac self-efficacy and health-related quality of life (HRQoL). The same variables (except for conscientiousness) were re-assessed at Time 2. Results showed that conscientiousness had a positive relation with subjective wellbeing, cardiac self-efficacy, and HRQoL at Time 1. Moreover, cardiac self-efficacy at Time 1 had a positive longitudinal effect on HRQoL at Time 2, while controlling for autoregressive effects. Mediation analyses indicated that the relationship between conscientiousness and HRQoL was mediated by positive affect and cardiac self-efficacy. These results suggest the usefulness of psychosocial interventions aimed at promoting positive affect and self-efficacy beliefs among CVD patients.
Non-profit organizations (NPOs) are quite complex in terms of organizational structure, diversity at the workplace, as well as motivational mechanisms and value rationality. Nevertheless, from the ...perspective of organizational psychology, the systematic analysis of this context is scarce in the literature, particularly regarding conflicts. This qualitative study analyzes types, prevalence, and consequences of conflicts in a large NPO considering as theoretical framework several consolidated organizational psychology theories: conflict theory, social comparison theory, and equity theory. Conflicts were analyzed taking into account volunteers' perspective, who have been the consistent protagonist in NPO research, but also considering paid staff's perspective as one of the main stakeholders in these organizations, whose relative power has increased in the past decade due to the professionalization of the NPO's sector. Results confirmed the existence of four types of conflicts: task, process, status, and relationship conflicts. Relationship conflict is the least reported type, revealing the protection factor that values and engagement with a social aim have on this organizational context. The most relevant finding is the strong difference between paid staff and volunteers in conflict perceptions, showing paid staff, overall, higher levels of conflicts than volunteers. Findings also show stronger negative consequences for paid staff compared to volunteers. Theoretical and practical implications are discussed.
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