The challenge of eco-generativity. Embracing a positive mindset beyond eco-anxiety: a research agenda.

Climate change has emerged as a tough challenge affecting the world's society and economy in the twenty-first century. Furthermore, it has been determined that global warming and climate change have detrimental effects on human health both physical and psychological. In this framework, eco-anxiety has emerged as a new construct to assess the distress in relation to climate change and its effects. In the current article, after a study of the literature regarding both eco-anxiety and generativity related to environmental issues, in the search for a healthy response to eco-anxiety, we propose the construct of eco-generativity as a sustainable development-related concept for the health of planet earth and people in the present and in the future. Accordingly, we explore the definitions of generativity in relation to the ecological environment, examining the development of the concept in accordance with the most recent research. Subsequently, according to the lens of psychology of sustainability and sustainable development, we propose key elements of eco-generativity in terms of construct and measures. Finally, a research agenda for future research and intervention on eco-generativity is provided.

The Eco-Generativity Scale (EGS): A New Resource to Protect the Environment and Promote Health.

(1) Background: Environmental issues are among society's most pressing concerns as they can significantly impact the environment and human health. The Eco Generativity Scale (EGS), a 28-item four-factor scale has been introduced to promote a constructive outlook on the matter. It encompasses two types of generativity, namely ecological and social generativity, as well as environmental identity and agency/pathways. The aim of the current study was to examine the EGS's psychometric properties among 375 Italian university students. (2) Methods: To evaluate the scale's factor structure, both exploratory and confirmatory factor analyses were conducted. Internal consistency was evaluated via Cronbach's alphas and McDonald's omega. Concurrent validity was analyzed with the Positive and Negative Affect Scale (PANAS), Satisfaction with life Scale (SWLS), Meaningful Life Measure (MLM), and Flourishing Scale (FS). (3) Results: The exploratory factor analysis showed the best fit for a four-factor solution. Confirmatory factor analysis revealed that a four-factor higher-order model provided the best fit to the data with good internal consistency. Furthermore, each factor and the total score showed a good concurrent validity with the PANAS, SWLS, MLM, and FS. (4) Conclusions: The Eco-Generativity Scale (EGS) showed good psychometric properties for its use in research and intervention as a promising tool to measure eco-generativity.

Hedonic and eudaimonic well-being for sustainable development in university students: personality traits or acceptance of change?

Introduction: The psychology of sustainability and sustainable development aims to contribute to the establishment of a culture of sustainability regarding the 2030 Agenda and its 17 sustainable development goals. Methods: In this framework, this study examined the associations between acceptance of change and well-being (hedonic and eudaimonic sides), controlling for the effects of personality traits, in 284 Italian university students. Results: Acceptance of change explained additional variance over personality traits regarding hedonic and eudaimonic well-being. Discussion: Acceptance of change could thus represent a promising well-being resource from the perspective of strength-based prevention, opening future perspectives to face the challenges of sustainable development, particularly concerning Goal 3 of the 2030 Agenda: "Good health and well-being."

Human capital sustainability leadership: From personality traits to positive relational management.

Introduction: Constructing positive and supportive relationships is fundamental for healthy workers and healthy organizations and to cope with the current challenging work scenario. Organizations need to acknowledge the relevance of the relationships for workers and organizational well-being and adopt managing practices that enhance healthy relationships for sustainability and sustainable development. Methods: The current research sought to investigate the associations between positive relational management (PRM) and human capital sustainability leadership (HCSL), taking into account personality traits. The big five questionnaire (BFQ), the PRM Scale (PRMS), and the HCSL Scale (HCSLS) were administered to 191 Italian workers. Results: Findings displayed that PRM was able to add incremental variance over personality traits referring to HCSL. Discussion: In terms of strength-based prevention perspectives for healthy organizations, PRM may be a favorable construct linked to HCSL.

Relationships between Humor Styles and the Big Five Personality Traits in Workers: A Network Analysis.

In this study, we investigated the relationship between the four humor styles (Affiliative, Self-enhancing, Aggressive, and Self-defeating) assessed via the Humor Styles Questionnaire (HSQ) and the ten facets of the Big Five Questionnaire (BFQ) through network analysis. Four hundred and sixty-two Italian workers (61.3% women; Mage = 48.59; SD = 10.75) participated in the study and filled out the HSQ and the BFQ. Both centrality indexes (Expected Influence [EI]) and bridge nodes were calculated. In addition, the stability and accuracy of the network were checked. The network analysis revealed that HSQ Self-enhancing (EI = 0.63) showed the highest centrality among the HSQ styles, whereas BFQ Emotion Control (EI = 1.10) showed the highest centrality among BFQ facets; it also revealed that they were positively linked. Furthermore, HSQ Self-defeating emerged as the second-most-central humor style, negatively associated with BFQ Emotion Control. Concerning Bridge dimensions, four nodes were identified: HSQ Aggressive Humor, BFQ Emotion Control, BFQ Dynamism, and BFQ Dominance, with positive links between humor and personality except for Aggressive humor and Emotion Control, which showed negative links. On the basis of these results, the high centrality of HSQ Self-enhancing indicates the possibility of using this node as a starting point to foster positive and adaptive humor styles. The centrality of HSQ Self-defeating suggests that strength-based interventions could be focused to increase adaptive humor styles and to decrease them in order to enhance health-promoting humor styles. Furthermore, the bridge node of the HSQ Aggressive humor style with specific personality facets shows its possible use in intervention to both resize and to adaptively improve relationships between humor and personality.

The Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS): A Multidimensional Item Response Theory Analysis in Italian Workers.

Gratitude is a promising resource from a healthy organizational perspective. It is related to many positive outcomes at work. The Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS) is the most widely used self-report questionnaire to detect gratitude. The present study examined GRAT-RS (the Italian version) by implementing multidimensional item response theory (MIRT) analyses to explore its psychometric properties. The participants were 537 Italian workers. Confirmatory factor analyses (CFA) of the GRAT-RS and MIRT analyses using the Grade Response Model were run. The MIRT discrimination and MIRT difficulty parameters were calculated. A test information function (TIF) and measure of reliability associated with (TIF) scores were also implemented. CFA highlighted that a bifactor model showed the best fit. Hence, MIRT analyses were carried out by implementing a bifactor model. The MIRT bifactor structure showed a good data fit with discrimination parameters ranging from good to excellent and adequate reliability. The good psychometric properties of GRAT-RS were confirmed, highlighting the questionnaire as a reliable tool to measure gratitude in Italian workers.

Satisfaction with life in workers: A chained mediation model investigating the roles of resilience, career adaptability, self-efficacy, and years of education.

Satisfaction with life is a core dimension of well-being that can be of great importance in the workplace, in light of the close link between worker health and organizational success highlighted by the perspective of healthy organizations. This study aimed at analyzing the factors associated with satisfaction with life, focusing on the role of resilience, career adaptability, self-efficacy, and years of education. A sample of 315 workers (67% women; Mage = 34.84 years, SD = 12.39) filled out the Satisfaction with Life Scale, General Self-Efficacy Scale, Career Adapt-Abilities Scale, the 10-item Connor-Davidson Resilience Scale, and a demographic questionnaire. Data were analyzed by implementing a chained mediation model. Results showed a significant and positive relationship between resilience and satisfaction with life, partially moderated by the chained effect of career adaptability and self-efficacy, controlling for education. When inserted as a covariate, education showed a significant and negative association with satisfaction with life. Such findings contribute to enriching the field of research on the factors that contribute to the well-being of workers and may have important practical implications for interventions in organizations.

Towards Meaning in Life: A Path Analysis Exploring the Mediation of Career Adaptability in the Associations of Self-Esteem with Presence of Meaning and Search for Meaning.

In the contemporary world of work, workers are engaged more frequently in career choices to cope with changing work and working conditions. In this scenario, the well-being of workers is under threat. This study aims to examine the effect of career adaptability as a preventive resource on the relationship between self-esteem and meaning in life. Three-hundred Italian workers (67.3% females, mean age = 41.90; SD = 12.54) completed an online survey enclosing the Career Adapt-Abilities Scale, the Rosenberg self-esteem scale, and the Meaning in Life Questionnaire. Data were analyzed through a path analysis by implementing a mediation model to test the hypothesized relationship. The results show that career adaptability partially mediated the relationship between self-esteem and meaning in life, both considering the presence of meaning and the search for meaning dimensions. The findings expand current knowledge on the relationship between self-esteem, career adaptability and meaning in life in workers with implications for research and intervention.

The Sustainable Development Goals Psychological Inventory: A Network Analysis in Italian University Students.

The Sustainable Development Goals Psychological Inventory (SDGPI) is a recently developed self-report questionnaire that assesses interest, motivation, and self-efficacy associated with each of the 17 Sustainable Development Goals (SDGs) advanced by the United Nations. This study aims to investigate, via network analysis, (a) the relationships between interest, motivation, and self-efficacy for each SDG and (b) the most central SDGs. To this end, 417 Italian university students (73.9% females and 26.1% males; mean age: 22.20; DS = 3.02) were assessed through the SDGPI, and two network structures were estimated. The first network structure investigates links (edges) between interest, motivation, and self-efficacy in relation to each specific SDG. The second network structure investigates most central SDGs as the sum of interest, motivation, and self-efficacy for each specific SDG. Regarding results, the first network structure showed that five SDGs had strong and statistically significant edges between interest, motivation, and self-efficacy; seven SDGs had strong and statistically significant edges between interest and motivation but not self-efficacy; five SDGs had no statistically significant edges linking the other dimensions. The second network structure revealed that SDG 2 (Zero Hunger) and SDG 7 (Affordable and clean energy) were the most central nodes. Implications for research, tailor-made interventions, and prevention were discussed.

Gratitude in Organizations: Psychometric Properties of the Italian Version of the Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS) in Workers.

In a healthy organization's framework and strength-based prevention perspectives, gratitude represents an important resource. Gratitude is a worthy construct able to promote the well-being of both workers and organizations. Gratitude is also an interesting variable in relation to success, efficiency and productivity in organizations that can be increased through specific training. Gratitude is, therefore, considered a promising resource for both individuals and organizations. This study aims at analyzing the psychometric properties of the Italian version of the Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS). Participants were 359 Italian workers from different public and private organizations. Factor structure, internal consistency, and concurrent validity were analyzed. Confirmatory factor analysis supported a multidimensional bifactor structure. Good internal consistency and concurrent validity were established. Results indicated that the Italian version of the Gratitude Resentment and Appreciation Test-Revised Short (GRAT-RS) is a valid instrument to detect gratitude in the Italian context with workers.

Insight orientation scale: A promising tool for organizational outcomes-A psychometric analysis using item response theory.

Insight is a construct carried out into different theoretical orientations with increasing application out of the boundaries of clinical psychology. Recent studies have investigated insight also as a promising variable for organizational outcomes. Given the relevance of Insight in promoting change, this paper aimed at describing the psychometric analysis of one of the shortest, most agile, and most versatile tool for measuring some of the characteristics of insight, the Insight Orientation Scale (IOS), using Item Response Theory. To achieve this goal, we applied a Mixed Rash Model to the IOS. Data from 1,445 individuals were analyzed by the means of WIN-MIRA and Multilog. Based on the likelihood statistics (CAIC) we assumed a three-class solution for the IOS. Results also indicated that the greater part of items had good discrimination and threshold parameters. These findings confirmed psychometric stability of the IOS highlighting its measurement precision, supporting its utility in both research and practice.

The Big Three Perfectionism Scale-Short Form: An item response theory analysis of Italian workers.

Background: The present study examined the psychometric properties of the Big Three Perfectionism Scale-Short Form (BTPS-SF) using Rasch and Mokken item response theory (IRT) analyses, which have not previously been applied to the BTPS-SF. Materials and methods: A total of 401 Italian workers (M age = 46.78; SD = 10.1; male = 48.9%; female = 51.1%) completed the BTPS-SF questionnaire. We conducted confirmatory factor analyses of the BTPS-SF and IRT analyses using the generalized partial credit model (GPCM) and Mokken scale analysis. Discrimination and difficulty parameters were calculated. The Loevinger coefficient of scalability was computed. Item characteristic curves (ICC), test information function (TIF), and differential item functioning (DIF) for gender were calculated. Results: A three-factor solution revealed the best fit. Thus, IRT analyses were performed for each BTPS-SF factor: rigid perfectionism (RP), self-critical perfectionism (SP), and narcissistic perfectionism (NP). All the items showed Loevinger coefficients from medium to strong and discrimination parameters from medium to very high. No DIF for gender was found. Conclusion: The Big BTPS-SF shows good psychometric properties for Italian workers. Future research is warranted to examine the findings in workers from different countries.

The Protective Role of Mature Defense Mechanisms on Satisfaction with Life in the COVID-19 Era: A Moderated Mediation Analysis.

The COVID-19 pandemic significantly influenced people's lives, with non-negligible consequences for the perception of well-being. This study sought to examine the effect of anxiety, post-traumatic impairment, and mature defenses on life satisfaction during the COVID-19 pandemic. One thousand three hundred thirty-nine Italian individuals (30% male; 70% female; Mage = 34.70; SD = 11.83) completed an online survey enclosing the Satisfaction with Life Scale, State-Trait Anxiety Inventory-Form X3, Impact of event scale-revised, and the Forty Item Defense Style Questionnaire. To test the hypothesized relationship, data were analyzed by applying a moderated-mediation analysis, a regression-based approach. Results showed that the negative effect of anxiety on life satisfaction was partially mediated by post-traumatic impairment, with a significant moderation effect of mature defenses on the relationship between post-traumatic impairment and life satisfaction. Specifically, with higher levels of mature defenses, the effects of post-traumatic impairment on consequences of the COVID-19 emergency on well-being. Furthermore, the protective role of mature defenses in facing post-traumatic impairment was shown. Such data may have applicative implications in different contexts in a management perspective of the different pandemic phases, contributing to more effective positive strength-based preventive actions to also support positive healthy organizations.

Occupational Fatigue: Relationship With Personality Traits and Decent Work.

Psychology of working theory (PWT) and psychology of working framework (PWF) offered a psychological view of decent work. The present study examined the associations among personality traits, decent work and Occupational Fatigue Exhaustion Recovery Scale (OFER). Two hundred and thirty four participants filled out the Big Five Questionnaire, the Italian version of the Decent Work Scale, and the Italian version of the OFER Scale. Hierarchical regressions showed that decent work explained incremental variance beyond personality traits with respect to OFER both considering total score and its three dimensions (chronic fatigue, acute fatigue, persistent fatigue). The present study underlined the value of decent work in relation to occupational fatigue beyond the contributions of personality, in particular in relation to the dimensions of Adequate compensation and Free time and rest for less occupational fatigue (both as total and as dimensions).

The Psychology of Sustainability and Sustainable Development: Advancing Decent Work, Inclusivity, and Positive Strength-Based Primary Preventive Interventions for Vulnerable Workers.

This study discusses the contribution of the psychology of sustainability and sustainable development to the wellbeing of vulnerable workers. The psychology of sustainability and sustainable development is a current area of the research study in the field of sustainability science. It deals with sustainability as a framework to recognize and integrate the value of the psychological approach in the construction of processes linked to sustainable development. Accordingly, the psychology of sustainability and sustainable development could provide sustainable development processes for the employment of vulnerable workers. The contribution starts with the definition of the coordinates of a sustainable development process for vulnerable workers, anchoring it to the principles of decent work and inclusivity. Subsequently, positive variables involved in the sustainable development processes and their relationship with decent work and inclusivity are discussed. Moreover, positive healthy organizations are introduced as work environments capable to take care of the wellbeing, also, of vulnerable workers. Lastly, the applications of positive strength-based primary preventive interventions for vulnerable workers are analyzed. Perspectives for further research studies and interventions are also examined.

Constructing Well-Being in Organizations: First Empirical Results on Job Crafting, Personality Traits, and Insight.

The construct of job crafting is gaining increasing attention in the research and practice of work psychology in light of the positive effects it has on workers and the organizational context. On this basis, the present study aimed to explore the associations between the Big Five personality traits and job crafting (and its subdimensions, individual job crafting and collaborative job crafting), as well as investigating the role of insight in mediating these relationships. A sample of 159 Italian workers took part in the study and completed the self-report measures. Results showed a positive association between extraversion, agreeableness and conscientiousness and job crafting (total), individual job crafting, and collaborative job crafting, with significant mediations of insight orientation. Openness was positively associated with job crafting (total) and individual job crafting, but not with the collaborative subdimension, with insight orientation that mediated existing relationships. Emotional stability and job crafting (total) or its subdimensions were found to have no significant relationships. These findings suggest that insight orientation could represent a promising resource for job crafting, both in terms of primary prevention, strength-based prevention, and healthy organizations.

Personality traits, workers' age, and job satisfaction: The moderated effect of conscientiousness.

Job satisfaction has gained increasing interest in the world of work and a vast field of research has been stimulated regarding its antecedents. Among these, personality traits have received consistent and significant attention, with a particular emphasis on conscientiousness. To delve deeper and detail these aspects, in the present research, a moderation model was hypothesized, with the aim of investigating the effect of age on the association between conscientiousness (and its subdimensions scrupulousness and perseverance) and job satisfaction. The age-moderated interactions of the other Big Five personality traits were also explored. The study involved 202 Italian workers (92 men, 110 women) with a mean age of 44.82 years (SD = 10.56) who completed the Big Five Questionnaire and the Job Satisfaction Scale. The results showed a positive association between conscientiousness and job satisfaction. This was moderated by age to the extent that it was significant for younger and average-age workers and was less significant for older workers. Similar results were found for the subdomain of perseverance, while the relationship between scrupulousness and job satisfaction was not significant. Furthermore, no age-moderated interaction between the other Big Five personality traits and Job satisfaction were found. Such data supports interactive models that highlight the need to integrate personality traits with other factors in exploring the antecedents of job satisfaction. These findings provide additional elements to an understanding of the factors contributing to workers satisfaction, and could have important applicative implications in a framework for healthy organizations and the well-being movement.

Job Crafting: A Challenge to Promote Decent Work for Vulnerable Workers.

In recent years, the decent work agenda has called upon vocational psychologists to advance psychological research and intervention to promote work as a human right. Furthermore, the COVID-19 pandemic is having disproportionate consequences on vulnerable workers, such as unemployment and underemployment, highlighting the need to enhance access to decent work for these workers. As a response, the present perspective article advances job crafting as a promising way to shape decent work for marginalized workers. To this end, the article deals with decent work and job crafting, starting with the definition of decent work according to the psychology of working theory (PWT) and examining the evolution of the construct of job crafting. Subsequently, the literature on job crafting is discussed, focusing on variables related to the PWT model of decent work and their effect on vulnerable workers. Finally, possibilities for further research and intervention aimed at promoting decent work through job crafting are discussed.

Which personality traits can mitigate the impact of the pandemic? Assessment of the relationship between personality traits and traumatic events in the COVID-19 pandemic as mediated by defense mechanisms.

The COVID-19 pandemic has had a significant influence on the lives of people around the world and could be a risk factor for mental health diseases. This study aimed to explore the psychological impact of the COVID-19 pandemic by identifying patterns related to post-traumatic symptoms by considering personality and defensive styles. Specifically, it was hypothesized that neuroticism was negatively associated with impact of event, as opposed to extraversion, agreeableness, conscientiousness, and openness traits. The mediation role of mature, neurotic, and immature defenses in these relationships was also investigated. This study involved 557 Italian individuals (71.3% women, 28.7% men; Mage = 34.65, SD = 12.05), who completed an online survey including the Impact of Event Scale-Revised, Forty Item Defense Style Questionnaire (DSQ-40) and Ten Item Personality Inventory. Results showed a nonsignificant effect for extraversion and openness on impact of event. The negative influence of neuroticism was instead confirmed in a partial parallel mediation involving significant effects from immature and neurotic defenses in the indirect path. Finally, agreeableness and conscientiousness delineated two protective pathways regarding impact of event, determining two total parallel mediation models in which both these personality traits were negatively associated with immature defensive styles, and conscientiousness was also positively related to mature defenses. These findings provide an exploration post-traumatic symptom patterns during the COVID-19 pandemic, involving the big five personality traits and defense mechanisms. These results may be useful for developing interventions, treatments, and prevention activities.

The relationship of compassion and self-compassion with personality and emotional intelligence.

The two studies presented in this article examine the relationships of personality traits and trait emotional intelligence (EI) with compassion and self-compassion in samples of Italian workers. Study 1 explored the relationship between trait EI and both compassion and self-compassion, controlling for the effects of personality traits in 219 workers of private Italian organizations. Hierarchical regression analyses revealed that trait EI explained variance beyond that accounted for by personality traits in relation to both compassion and self-compassion. Study 2 analyzed the contribution of trait EI in mediating the relationship between personality traits and both compassion and self-compassion of 231 workers from public Italian organizations with results supporting the mediating role of trait EI.