Valerio Ghezzi
Biographic Data
| ID | 7878879 |
|---|---|
| NAME | Valerio Ghezzi |
| GIVEN NAMES | Valerio |
| FAMILY NAME | Ghezzi |
| SIGNATURE | GHEZZI V |
| AFFILIATIONS | Sapienza University of Rome |
| ORCID | 0000-0003-2457-7923 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 0 |
Beyond boundaries: How autonomy and technology promote work engagement and well-being in remote workers
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 (…
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 …
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…
Demand–Resource Profiles and Job Satisfaction in the Healthcare Sector: A Person-Centered Examination Using Bayesian Informative Hypothesis Testing
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…
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…
Exploring psychopathological distress in Italian university students seeking help: A picture from a university counselling service
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…
BIS and BAS Sensitivities at Different Levels of Personality Description: A Latent-Variable Approach with Self- and Informant-Ratings
We examine the structural overlap of the Behavioral Inhibition System (BIS) and the Behavioral Approach System (BAS) with Stability and Plasticity, the two higher-order factors encompassing the Big Five. Carver and White's BIS/BAS and the Big Five Inventory were administered to a sample of 330 adults, serving both as targets and informants. Self- and other-ratings were modeled by using the Correlated Trait-Correlated Method model. BIS and BAS cor…
Beyond an Associative Conception of Automatic Self-Evaluations: Applying the Relational Responding Task to Measure Self-Esteem
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…
Do Temporary Workers More Often Decide to Work While Sick? Evidence for the Link between Employment Contract and Presenteeism in Europe
European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness …
No prominent works on this page.
Do Temporary Workers More Often Decide to Work While Sick? Evidence for the Link between Employment Contract and Presenteeism in Europe
European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness …
Beyond an Associative Conception of Automatic Self-Evaluations: Applying the Relational Responding Task to Measure Self-Esteem
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…
BIS and BAS Sensitivities at Different Levels of Personality Description: A Latent-Variable Approach with Self- and Informant-Ratings
We examine the structural overlap of the Behavioral Inhibition System (BIS) and the Behavioral Approach System (BAS) with Stability and Plasticity, the two higher-order factors encompassing the Big Five. Carver and White's BIS/BAS and the Big Five Inventory were administered to a sample of 330 adults, serving both as targets and informants. Self- and other-ratings were modeled by using the Correlated Trait-Correlated Method model. BIS and BAS cor…
Exploring psychopathological distress in Italian university students seeking help: A picture from a university counselling service
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…
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…
Demand–Resource Profiles and Job Satisfaction in the Healthcare Sector: A Person-Centered Examination Using Bayesian Informative Hypothesis Testing
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…
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…
Beyond boundaries: How autonomy and technology promote work engagement and well-being in remote workers
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 (…
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 …
Psychology (11 works) · Social Psychology (10 works) · Social Psychology (6 works) · Economics (5 works) · Employment and Welfare Studies (5 works) · Workplace Health and Well-being (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Applied Psychology (3 works) · Clinical Psychology (3 works) · Computer Science (3 works)