Matteo Ronchetti
Biographic Data
| ID | 4441517 |
|---|---|
| NAME | Matteo Ronchetti |
| GIVEN NAMES | Matteo |
| FAMILY NAME | Ronchetti |
| SIGNATURE | RONCHETTI M |
| AFFILIATIONS | Istituto Nazionale per l'Assicurazione Contro gli Infortuni sul Lavoro |
| ORCID | 0000-0003-4217-4482 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 2 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2013 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Preventing workplace aggression through a multi-actor perspective
Background Despite extensive research on workplace aggression, far less attention has been paid to how regulatory frameworks structure its prevention and management. Although national policies establish legal duties and guidance, it remains unclear how prevention is conceptualised, how responsibilities and interventions are articulated for different actors (perpetrators, targets and bystanders), and the extent to which policy aligns with contempo…
Beyond boundaries
This longitudinal investigation explores the role of technology as resource and job autonomy in influencing remote workers’ engagement and private lives during the transition to remote work, spurred by the COVID-19 pandemic. Data of 194 employees of the Italian Public Administration were collected across three time points: pre-remote work (T0, December 2018), limited remote work (T1, December 2019), and full-time remote work during the pandemic (…
The suspension of morality in organisations
While considerable attention has been devoted to understanding how individual characteristics influence unethical actions, far less research has examined the role of social and organisational processes. We introduce the concept of organisational moral disengagement (OrgMD), drawing on Bandura’s moral agency theory, to explain how unethicality may be fostered in organisations. OrgMD is a multilevel construct, capturing perceptions of the mechanism…
Quiet Workaholics? The Link Between Workaholism and Employee Silence and Moral Voice as Explained by the Social‐Cognitive Theory of Morality
When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social‐cognitive theory of morality, we propose that this occurs because workaholism…
Demand–Resource Profiles and Job Satisfaction in the Healthcare Sector
Work characteristics may independently and jointly affect well-being, so that whether job demands deplete or energize employees depends on the resources available in the job. However, contradictory results on their joint effects have emerged so far in the literature. We argue that these inconsistencies can be partially explained by two arguments in the contemporary literature in the field. First, most studies in the job design domain are based on…
Improving Working Conditions and Job Satisfaction in Healthcare
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additi…
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…
Young Workers’ Access to and Awareness of Occupational Safety and Health Services
Young workers are in particular need of occupational safety and health (OSH) services, but it is unclear whether they have the necessary access to such services. We compared young with older workers in terms of the access to and awareness of OSH services, and examined if differences in employment conditions accounted for age-differences. We used survey data from Italy (INSuLA 1, 2014), with a sample of 8000 employed men and women aged 19 to 65 ye…
The relevance of socio-demographic and occupational variables for the assessment of work-related stress risk
The findings suggest that the assessment and management of work-related stress risk should consider specific socio-demographic and occupational risk factors such as gender, age, educational level, job status, shift work, commuting time, job contracts
Hard and soft law approaches to addressing psychosocial risks in Europe
Psychosocial risks in the workplace have been identified as some of the most significant emerging risks, particularly since issues such as work-related stress, which is closely linked to psychosocial risks, are widely recognised as major challenges in modern occupational safety and health. This paper presents the policy framework and key initiatives that have been implemented for the management of psychosocial risks in the workplace in Europe. It…
The suspension of morality in organisations
While considerable attention has been devoted to understanding how individual characteristics influence unethical actions, far less research has examined the role of social and organisational processes. We introduce the concept of organisational moral disengagement (OrgMD), drawing on Bandura’s moral agency theory, to explain how unethicality may be fostered in organisations. OrgMD is a multilevel construct, capturing perceptions of the mechanism…
Quiet Workaholics? The Link Between Workaholism and Employee Silence and Moral Voice as Explained by the Social‐Cognitive Theory of Morality
When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social‐cognitive theory of morality, we propose that this occurs because workaholism…
The relevance of socio-demographic and occupational variables for the assessment of work-related stress risk
The findings suggest that the assessment and management of work-related stress risk should consider specific socio-demographic and occupational risk factors such as gender, age, educational level, job status, shift work, commuting time, job contracts
Hard and soft law approaches to addressing psychosocial risks in Europe
Psychosocial risks in the workplace have been identified as some of the most significant emerging risks, particularly since issues such as work-related stress, which is closely linked to psychosocial risks, are widely recognised as major challenges in modern occupational safety and health. This paper presents the policy framework and key initiatives that have been implemented for the management of psychosocial risks in the workplace in Europe. It…
Young Workers’ Access to and Awareness of Occupational Safety and Health Services
Young workers are in particular need of occupational safety and health (OSH) services, but it is unclear whether they have the necessary access to such services. We compared young with older workers in terms of the access to and awareness of OSH services, and examined if differences in employment conditions accounted for age-differences. We used survey data from Italy (INSuLA 1, 2014), with a sample of 8000 employed men and women aged 19 to 65 ye…
Improving Working Conditions and Job Satisfaction in Healthcare
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additi…
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…
Demand–Resource Profiles and Job Satisfaction in the Healthcare Sector
Work characteristics may independently and jointly affect well-being, so that whether job demands deplete or energize employees depends on the resources available in the job. However, contradictory results on their joint effects have emerged so far in the literature. We argue that these inconsistencies can be partially explained by two arguments in the contemporary literature in the field. First, most studies in the job design domain are based on…
Beyond boundaries
This longitudinal investigation explores the role of technology as resource and job autonomy in influencing remote workers’ engagement and private lives during the transition to remote work, spurred by the COVID-19 pandemic. Data of 194 employees of the Italian Public Administration were collected across three time points: pre-remote work (T0, December 2018), limited remote work (T1, December 2019), and full-time remote work during the pandemic (…
The suspension of morality in organisations
While considerable attention has been devoted to understanding how individual characteristics influence unethical actions, far less research has examined the role of social and organisational processes. We introduce the concept of organisational moral disengagement (OrgMD), drawing on Bandura’s moral agency theory, to explain how unethicality may be fostered in organisations. OrgMD is a multilevel construct, capturing perceptions of the mechanism…
Quiet Workaholics? The Link Between Workaholism and Employee Silence and Moral Voice as Explained by the Social‐Cognitive Theory of Morality
When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social‐cognitive theory of morality, we propose that this occurs because workaholism…
Preventing workplace aggression through a multi-actor perspective
Background Despite extensive research on workplace aggression, far less attention has been paid to how regulatory frameworks structure its prevention and management. Although national policies establish legal duties and guidance, it remains unclear how prevention is conceptualised, how responsibilities and interventions are articulated for different actors (perpetrators, targets and bystanders), and the extent to which policy aligns with contempo…
Psychology (7 works) · Employment and Welfare Studies (6 works) · Workplace Health and Well-being (6 works) · Social Psychology (5 works) · Social Psychology (5 works) · Medicine (4 works) · Occupational Health and Safety Research (4 works) · Gerontology (3 works) · Poison control (3 works) · Political science (3 works)