Laura Petitta
Biographic Data
| ID | 3516481 |
|---|---|
| NAME | Laura Petitta |
| GIVEN NAMES | Laura |
| FAMILY NAME | Petitta |
| SIGNATURE | PETITTA L |
| AFFILIATIONS | Sapienza University of Rome |
| ORCID | 0000-0002-1683-2253 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 0 |
Contextual Emotions in Organizations: A Latent Profile Analysis of Their Co-Occurrence and Their Effects on Employee Well-Being
Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional …
Preparing for a rainy day: A regulatory focus perspective on job insecurity and proactive career behaviors
Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation model that links job insecurity to two proactive career behaviors — networking and seeking mentorship — …
A conceptual model of mindful organizing for effective safety and crisis management. The role of organizational culture
The Covid-19 pandemic has involved nations world-wide in the necessity to manage and control the spread of infection, and challenged organizations to effectively counteract an unchartered medical crisis while preserving the safety of workers. While the pandemic and geopolitical turmoil caused by the war in Ukraine are recent examples of complex environments that require effective safety and crisis management, organizations may generally need to f…
The impact of emotional contagion on workplace safety: Investigating the roles of sleep, health, and production pressure
Using emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of prod…
Remote, Disconnected, or Detached? Examining the Effects of Psychological Disconnectedness and Cynicism on Employee Performance, Wellbeing, and Work–Family Interface
Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work-family boundaries and brought to the forefront employees' sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. W…
Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study
Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and…
How group goal setting mediates the link between individual-level emotion-related factors and team performance
Goal setting theory states that its principles (i.e., specific, difficult goals lead to higher performance than general tasks) and the four mediating factors (i.e., attention, strategies, effort, and persistence) of the goal–performance link can be generalized to the workgroup level. However, less is known about individual-level emotional dynamics within a team that shape team-level motivation and strategies and subsequent team performance. Using…
Multilevel Job Demands and Resources: Cross-Level Effects of Competing Organizational Facet-Specific Climates on Risky Safety Behaviors
Both individual demands (i.e., workload) and organizational demands and resources (i.e., production pressure and safety climates) may affect the likelihood that employees undertake risky safety behaviors in different ways. Adopting an organizational multilevel perspective, the aim of the present research was fourfold: 1) to examine the impact of individual-level job demands (i.e., workload) on the enactment of risky safety behaviors; 2) to evalua…
The Interplay among Age and Employment Status on the Perceptions of Psychosocial Risk Factors at Work
While the role of individual differences in shaping primary appraisals of psychosocial working conditions has been well investigated, less is known about how objective characteristics of the employee profile (e.g., age) are associated with different perceptions of psychosocial risk factors. Moreover, previous research on the link between employment status (i.e., work contract) and such perceptions has provided mixed results, leading to contradict…
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How group goal setting mediates the link between individual-level emotion-related factors and team performance
Goal setting theory states that its principles (i.e., specific, difficult goals lead to higher performance than general tasks) and the four mediating factors (i.e., attention, strategies, effort, and persistence) of the goal–performance link can be generalized to the workgroup level. However, less is known about individual-level emotional dynamics within a team that shape team-level motivation and strategies and subsequent team performance. Using…
Multilevel Job Demands and Resources: Cross-Level Effects of Competing Organizational Facet-Specific Climates on Risky Safety Behaviors
Both individual demands (i.e., workload) and organizational demands and resources (i.e., production pressure and safety climates) may affect the likelihood that employees undertake risky safety behaviors in different ways. Adopting an organizational multilevel perspective, the aim of the present research was fourfold: 1) to examine the impact of individual-level job demands (i.e., workload) on the enactment of risky safety behaviors; 2) to evalua…
The Interplay among Age and Employment Status on the Perceptions of Psychosocial Risk Factors at Work
While the role of individual differences in shaping primary appraisals of psychosocial working conditions has been well investigated, less is known about how objective characteristics of the employee profile (e.g., age) are associated with different perceptions of psychosocial risk factors. Moreover, previous research on the link between employment status (i.e., work contract) and such perceptions has provided mixed results, leading to contradict…
Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study
Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and…
A conceptual model of mindful organizing for effective safety and crisis management. The role of organizational culture
The Covid-19 pandemic has involved nations world-wide in the necessity to manage and control the spread of infection, and challenged organizations to effectively counteract an unchartered medical crisis while preserving the safety of workers. While the pandemic and geopolitical turmoil caused by the war in Ukraine are recent examples of complex environments that require effective safety and crisis management, organizations may generally need to f…
The impact of emotional contagion on workplace safety: Investigating the roles of sleep, health, and production pressure
Using emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of prod…
Remote, Disconnected, or Detached? Examining the Effects of Psychological Disconnectedness and Cynicism on Employee Performance, Wellbeing, and Work–Family Interface
Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work-family boundaries and brought to the forefront employees' sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. W…
Contextual Emotions in Organizations: A Latent Profile Analysis of Their Co-Occurrence and Their Effects on Employee Well-Being
Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional …
Preparing for a rainy day: A regulatory focus perspective on job insecurity and proactive career behaviors
Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation model that links job insecurity to two proactive career behaviors — networking and seeking mentorship — …
Psychology (9 works) · Social Psychology (9 works) · Job Satisfaction and Organizational Behavior (5 works) · Social Psychology (5 works) · Computer Science (4 works) · Economics (4 works) · Employment and Welfare Studies (4 works) · Clinical Psychology (3 works) · Occupational Health and Safety Research (3 works) · Political science (3 works)