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The transition to university appears to be a complex and delicate time in students' lives, involving a sequence of changes regarding both the personal/affective and social/professional spheres, facilitating students' ability to adapt to a new life context. It represents a challenging time that requires students to use adaptive resources to face many changes, including a new academic environment (Park and Adler Health Psychology, 22(6), 627, 2003; Anderson et al. International Journal of Educational Research, 33(4), 325-339, 2000). This paper presents an investigation that focuses on Italian students in transition to university to assess existing gender and age differences in coping strategies and optimism. Furthermore, the study also was designed to explore the impact that coping strategies and optimism have on students' life satisfaction. The sample consists of 298 first-year undergraduate Italian students enrolled in social science courses at the University of Cagliari (Sardinia): 152 (51%) were female and 146 (49%) were male. The ages of the participants ranged from 18 to 37 years, with a mean age of 23.2 years (SD = 3.9) The statistical analysis revealed a strong influence from optimism and coping strategies on life satisfaction, as well as an important role played by both gender and age in shaping students' coping strategies, optimism, and life satisfaction. This research could contribute to helping students better face this life transition, thereby increasing life satisfaction and class-attendance levels, improving academic performance, and reducing the number of university dropouts. (HRK / Abstract übernommen).

Flexible work arrangements have the potential to enhance work–life balance and contribute to more sustainable work environments. However, they may also increase fatigue and lead to greater work–life conflict (WLC). This study offers a novel contribution by examining the relationship between flexible work arrangements—focusing in particular on the cognitive demands of flexible work (CDFW), which encompass the task structuring, scheduling of working times, planning of working place, and coordination with others—and WLC. Specifically, the study investigates the mediating role of workload in this relationship. Furthermore, it also explores whether perceived organizational support (POS) moderates the indirect relationships between CDFW and WLC, within the framework of the Job Demands-Resources (JD-R) model. Data were collected from a sample of 419 employees in the Italian public sector. The study also controls for potential confounding variables, such as age, gender, duration of employment in public administration, and weekly working hours, to account for their influence on work–life balance and workload. The results highlight a significant positive relationship between planning of the working place and WLC. Additionally, workload plays a mediating role between CDFW subdimensions and WLC. However, POS does not moderate the mediated relationship between CDFW and WLC.

Background In Italy, telecare has experienced significant growth in recent years, especially following the COVID-19 pandemic. This modality helps overcome geographic and time barriers, proving to be a valuable tool for ensuring access to care and improving the quality of life for patients. However, implementing telecare requires several challenges for nurses such as difficulty to adapt to a remote relationship, lack of training and adequate technological resources, and concerns about data security and privacy. The aim of the study is to explore nurses’ experience with telecare and their perceptions about its positive and negative implications for caring and the profession. Methods A qualitative study with semi-structured interviews was carried out by involving ten nurses working with telecare service from the Local Health Authority of a city in a central-Italy region. Results Four main themes emerged: (1) the benefits of telecare, (2) the disadvantages of telecare, (3) opportunities for professional growth, and (4) challenges in telecare. Conclusions The results of this study suggest that effective implementation of telecare should take into account not only its potential benefits for patients and nurses but also the challenges related to the nurse-patient relationship and technological barriers. To improve healthcare it is important to invest in training, develop accessible technologies, share patient data and integrate telecare into traditional care models, in order to foster an holistic and individualized approach. Clinical trial number Not applicable.

Background: Perfectionism is a growing concern among university students, who face high expectations, demanding workloads, and complex academic tasks. These pressures often lead to stress, negatively impacting performance, well-being, and career trajectories. Existing measures of perfectionism and related stress lack focus on their causes and relevance to students. Methods: This study developed and psychometrically tested an inventory assessing the causes (ROOTS), manifestations (MPS-R), and stress (IPSS-R) related to perfectionism. A multicenter cross-sectional online survey was conducted across multiple Italian universities with 469 students. The ROOTS tool was developed, and the MPS and IPSS were adapted following established guidelines. Content validity was examined, and pilot testing was performed. Confirmatory factor analyses tested three-factor models with a second-order factor for each instrument. Construct validity and reliability were also assessed. Results: The ROOTS, MPS-R, and IPSS-R demonstrated strong structural and construct validity, with acceptable reliability. Significant correlations highlighted the interconnectedness of perfectionism’s causes, manifestations, and stress. Conclusions: The Perfectionism Inventory offers a comprehensive tool for identifying causes, manifestations, and consequences of perfectionism in university students. It can help educators and policymakers develop strategies to mitigate its impact on mental health and academic success. Future research should explore its applicability in other populations.

Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees’ well-being in SW.

Turnover intentions are a phenomenon that affects the life of organizations and causes highly negative consequences. Based on previous studies, it is possible to consider antecedents to turnover in terms of both individual and social perceived resources, which previous research does not usually examine simultaneously. The aim of this study was to explore the role of both resources (individual and social) on turnover intentions. Thus, we hypothesized that perceived social support and self-efficacy have an impact on turnover intentions and that this relationship is mediated by interpersonal conflict and Affective Commitment. A total of 392 Italian employees completed a self-report questionnaire. A structural equation model was tested. The results showed that interpersonal conflict and Affective Commitment fully mediated the relationship between social support, self-efficacy and turnover intentions. Practical implications are discussed.

The characteristics of learning environments are relevant for promoting academic engagement and learning achievement. Thus, this study seeks to identify whether perceived characteristics of the learning environment, and specifically, the sub-dimensions of Perceived Restorativeness (compatibility, being away, extent, fascination), can promote academic Engagement and self-efficacy using the Job Demands-Resources Model as the underlying conceptual framework. Further, we tested the mediating effect of self-efficacy on the relationship between Perceived Restorativeness and academic engagement. Data were collected from a sample of 188 Italian university students. Hierarchical multivariate regression analysis indicated that a restorative quality of the learning environment (i.e., compatibility and fascination) was positively correlated with academic engagement, but that there was a non-significant relationship between being Away and academic engagement and between extent and academic engagement. Regression analyses showed significant indirect effects of compatibility and extent through students’ self-Efficacy. Further, self-efficacy was a complete mediator between extent and academic engagement. Furthermore, self-efficacy was found to play a partially mediating role between compatibility and academic engagement. The results of this study provide important information that students, teachers and designers should pay attention to levels of restorative quality in the environment for improving engagement and self-efficacy.

In the work context, employees must cope with everyday demands, which deplete psychological resources (e.g., direct attention and concentration). The environment’s perceived quality (i.e., perceived restorativeness) helps people recover from job demands by restoring the psychological resources depleted during working hours. Therefore, this study examines the possible moderating effect of restorativeness (i.e., fascination and compatibility dimensions) between job demands (i.e., cognitive demands and work overload) and a specific form of attention, such as mindfulness, within the Job Demands–Resources Model. To achieve this aim, a cross-sectional study was conducted on a sample of 210 Italian employees working in five different sectors. They completed a self-report questionnaire in their work context. The hypotheses were verified with linear regression analyses, including age, gender, and hours per day worked as control variables. The findings show that cognitive demands are significantly and negatively correlated with mindfulness and that the demands–mindfulness relationship is weaker among employees who perceived greater restorative quality regarding “compatibility” with the work context. Conversely, work overload is not significantly correlated with mindfulness. Overall, these findings highlight the importance of considering the levels of restorativeness (i.e., compatibility) in the work context for indirectly enhancing mindfulness. In particular, a work environment with compatible characteristics can help employees recover from job demands.

Stress is measured through the use of tools that allow detection in large samples, and the search effort is directed to validating tools to ensure that they are predictable. The Perceived Stress Scale (PSS) is one of the three most commonly used tools to measure perceived stress. The three versions of the PSS have never been evaluated for use with Italian workers. Therefore, the overall aims of this study are to translate and clarify the psychometric properties of the Italian versions, known as IPSS-14, IPSS-10, and IPSS-4 for use with Italian precarious workers. A sample of 649 precarious workers (mean age = 39.6, SD = 10.1) participated in this study, which consisted of 393 males and 256 females. The sample was randomly split into two for exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to investigate the PSS structure. The two-factor models for the three Italian versions of PSS showed a better fit than the single-factor models. The reliability was high for IPSS-14 and IPSS-10. The results suggest that the psychometric properties of IPSS-10 are greater than those of IPSS-14 and IPSS-4. Therefore, IPSS-10 can be reliably used to measure perceived stress and is a suitable tool to incorporate the support/intervention programs for Italian precarious workers.

In recent years, Italian Public Administrations (PAs) have swiftly adapted to flexible work arrangements due to the impact of COVID-19. The flexible work has led to addressing new challenges including the need to balance work demands with family commitments, a lack of social support, struggles with inadequate technology, and managing home interruptions that negatively affect home performance. Based on the job demands-resources (JD-R) model, the present study aims at examining the negative impact of home interruptions on smart working performance and the moderating role of two potential job resources: organizational support and perceived quality of the smart working. A convenience sample of 301 Italian public employees engaged in smart working completed an online questionnaire. Multivariate regression analysis results showed that organizational support plays a moderating role in reducing the negative effect of interruptions on home performance. However, the findings did not support a moderating role for the perceived quality of smart working. Overall, these findings highlight the critical role of social factors in buffering the negative effects of smart working, as compared to the quality of the technological arrangements. This information could be valuable for organizations looking to enhance the effectiveness of smart working by focusing on organizational support.