Alessandra Sacchi, Monica Molino, Egidio Dansero, Alessia Antonella Rossi and Chiara Ghislieri
Higher education (HE) institutions can play a fundamental role in achieving the Sustainable Development Goals. However, universities often face various obstacles to sustainability…
Abstract
Purpose
Higher education (HE) institutions can play a fundamental role in achieving the Sustainable Development Goals. However, universities often face various obstacles to sustainability management, leading to a lack of strategies for implementing governance for sustainability (GFS). The purpose of this paper is to propose a model, based on work and organizational psychology (WOP), for the analysis, promotion and implementation of GFS in HE. The model includes five dimensions: culture, leadership, teamwork, communication and transition management.
Design/methodology/approach
Using a mixed methods approach, GFS was investigated in four Piedmontese (Northern Italy) universities and in their sustainability network, applying the model proposed in this paper.
Findings
The five dimensions of the model have proven to be fundamental to the development of GFS in HE. Each dimension was filled with experiences from specific contexts through data collection, highlighting specificities and barriers. Furthermore, the mixed methods approach and the WOP perspective proved to be effective in addressing sustainable transitions in HE.
Originality/value
A practical proposal for analyzing and improving HE sustainable transitions in a WOP perspective is still missing, as well as a model that identifies organizational dimensions that should be monitored. This study not only provides an example of this transition but also confirms the importance that the literature attributes to the specificities and barriers of dimensions such as culture, leadership, teamwork, communication and transition management in this context.
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Valentina Dolce, Monica Molino, Sophie Wodociag and Chiara Ghislieri
This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences…
Abstract
Purpose
This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences. Furthermore, the research investigates the specific job and personal demands and resources related to the different types of international work experiences.
Design/methodology/approach
This study provides an in-depth subjective reconstruction of the international professional experience of 37 male and female top managers employed in Italy, using semi-structured interviews.
Findings
Participants highlighted the benefits of their international assignments (IAs) in terms of the development of managerial, soft and cross-cultural skills. Family issues and cultural differences were frequently cited as challenges by the top managers interviewed. Culture shock and perceived difficulty in managing multicultural teams were reported by both women and men. Men reported experiencing long periods of separation from their family more often than women and cited the support of their partner as a valuable resource. In addition to the support of a partner, women also indicated that certain job resources and welfare policies played a crucial role. Moreover, women appear to be more interested in work-family management issues, thus suggesting that the traditional division of roles between men and women continues to persist in Italy.
Originality/value
This study provides an insight into the extrinsic factors linked to career success, as well as the challenges and the resources associated with different forms of global work other than traditional expatriation. It takes into consideration a specific country, Italy, where a traditional family paradigm persists, providing an insight into better understanding the link between IA experiences and gender roles in global mobility. Managerial implications are also discussed.
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Sophie Wodociag, Valentina Dolce and Monica Molino
This study aims to explore cross-border and sedentary workers' job satisfaction, analyzing the role played by employability dimensions (occupational expertise…
Abstract
Purpose
This study aims to explore cross-border and sedentary workers' job satisfaction, analyzing the role played by employability dimensions (occupational expertise, anticipation/optimization and personal flexibility), a job resource (autonomy) and job demands (job insecurity and toxic leadership), using the job demands–resources (JD-R) model as a theoretical framework. Moreover, this study tried to detect possible discrepancies between the two subsamples.
Design/methodology/approach
The study involved a sample of 250 employees, 40% of whom were frontier workers. Data were collected with a self-report questionnaire and analyzed with SPSS 25. A hierarchical regression analysis and t-test for independent samples were performed.
Findings
The findings evidenced differences between the two subsamples concerning the job satisfaction predictors. Specifically, for cross-border workers, optimization/anticipation appeared significantly positively related to job satisfaction. For sedentary workers, toxic leadership and job insecurity were significantly negatively related to job satisfaction. Autonomy was positively related to the outcome for both samples. Furthermore, cross-border workers reported a higher level of optimization/anticipation, personal flexibility and job satisfaction than sedentary workers.
Originality/value
This paper contributed to fill a gap currently present in the literature on the cross-border population, with a specific focus on job satisfaction. This study confirmed the existence of peculiar working dynamics for cross-border workers.
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Monica Molino, Claudio G. Cortese, Arnold B. Bakker and Chiara Ghislieri
The purpose of this paper is to investigate the role of four recovery experiences (psychological detachment from work, relaxation, mastery, and control) in preventing work-family…
Abstract
Purpose
The purpose of this paper is to investigate the role of four recovery experiences (psychological detachment from work, relaxation, mastery, and control) in preventing work-family conflict (WFC). Specifically, on the basis of WFC and recovery theories the authors hypothesized that workload would be positively related to WFC, and that recovery experiences would moderate this relationship.
Design/methodology/approach
The research involved 597 Italian employees (on pay-role or self-employed) from different occupational sectors. Participants filled-in an on-line questionnaire. Moderated structural equation modelling were used to test the hypotheses.
Findings
Results showed a positive relationship of workload with WFC. Regarding the hypothesized interaction effects, the relationship between workload and WFC was particularly strong under condition of low (vs high) psychological detachment, low relaxation, and low control.
Originality/value
This study highlights the beneficial role of recovery experiences in preventing the spillover of workload to the family domain, showing their moderating effects for the first time. These findings have several implications for both future research and practitioners.
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Monica Molino, Chiara Ghislieri and Claudio G. Cortese
Several studies have pointed out the importance of work‐family enrichment (WFE) for individuals' well‐being and organizations and for this reason, it seems important to understand…
Abstract
Purpose
Several studies have pointed out the importance of work‐family enrichment (WFE) for individuals' well‐being and organizations and for this reason, it seems important to understand how organizations may promote it. This study attempts to understand the role of organizational resources and, particularly, of opportunities for professional development (OPD), in promoting WFE. Specifically, it aims to test the mediation role of OPD between job resources (supervisor and colleague support, job security) and WFE.
Design/methodology/approach
The study was conducted using a self‐report questionnaire administered to 353 employees and self‐employed workers from different occupational sectors.
Findings
Filling a gap in the literature, the results showed that two job resources (supervisor support and job security) increase OPD which, in turn, mediates the relationship between the two job resources and WFE. Colleague support showed only a direct positive effect on WFE.
Research limitations/implications
The first limitation of this research concerns the cross‐sectional design of the study, due to which no causal conclusions can be drawn. Moreover, future research might integrate some job demands and additional job resources into the model. Finally, regarding OPD, it is necessary to improve both understanding and measurement of this construct.
Practical implications
Based on the study's findings, organizations are encouraged to improve opportunities for job training and professional development, with important benefits for individuals, in terms of quality of work and life, and for organizations, in terms of better job attitudes and performance. Moreover, with regard to job security, more protection should be given to workers in order to enhance the quality of workplace learning and extra‐work life.
Originality/value
This study highlights the importance of integrating OPD into work‐family studies, demonstrating their role in enhancing the quality of life in the family domain. Furthermore, this study is one of the first to focus on job security as a significant resource in promoting professional development.