Examinando por Autor "Alcover, Carlos-Maria"

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“Aging-and-Tech Job Vulnerability”: A proposed framework on the dual impact of aging and AI, robotics, and automation among older workers
(Organizational Psychology Review, 2021-04) Alcover, Carlos-Maria; Guglielmi, Dina; Depolo, Marco; Mazzetti, Greta
As the aging population and workforce constitute a worldwide concern, it is becoming necessary to predict how the dual threat of aging and technology at work increases the job vulnerability of older workers and jeopardizes their employability and permanence in the labor market. The objective of this paper is twofold: (1) to analyze perceptions of artificial intelligence, robotics, and automation in work settings and the expected impact of these technologies on older workers to contextualize this emergent phenomenon; and (2) to propose a general model related to “Aging- and-Tech Job Vulnerability” to explain and predict the combined effect of aging and AI/robotics/ automation on job insecurity and additional outcomes among older workers. The propositions of the Age-and-Tech Job Vulnerability model developed in this paper seek to present a first approach for the conceptual advance and research on this emerging phenomenon and entails several the- oretical and practical implications for organizational psychology.
Differential efficacy of physical exercise and mindfulness during lunch breaks as internal work recovery strategies: a daily study
(European Journal of Work and Organizational Psychology - Routledge Taylor & Francis, 2023-06) Díaz-Silveira, Cintia; Santed-Germán, Miguel Ángel; Burgos-Julián, Francisco A.; Ruiz-Íñiguez, Raquel; Alcover, Carlos-Maria
This study aims to identify whether daily activities during the lunch break, performed before eating, are associated with improvements in several indicators related to recovery from work stress. No existing studies examine the daily effects of sitting mindfulness meditation and aerobic physical exercise prac- ticed during lunch break as daily internal work recovery activities. This three-armed randomized con- trolled trial was carried out over 22 working days with service sector workers (n = 94, age mean, 46.8) The RCT was registered in ClinicalTrials.gov, Identifier: NCT03728062. The mindfulness group received a mindfulness-based intervention (sitting meditation), while the physical exercise group practiced an aerobic exercise program with the same time intervals as the mindfulness group (15–30 minutes); the third group was the control group. We measured daily effects on fatigue, psychological detachment, sleep quality, stress symptoms, and attention problems. Measurements of daily variables were collected through an ad hoc App. Growth curve analysis reveals that mindfulness and physical exercise can effectively reduce fatigue, stress boschphysicalBosch physical exercise significantly improved sleep quality.
Individual agency and structure perceptions in intentions to withdrawal from work early/late in the mid-and late-career
(Personnel Revie, 2022-03) Alcover, Carlos-Maria; Bargsted, Mariana; Yeves, Jesús
Purpose – In the context of an aging workforce and uncertain labor markets, it is a priority to identify and analyze what factors influence intentions regarding motivation to continue working, how and when to retire. From the life course perspective, this paper aims to capture the individual agency and structure perceptions to withdrawal from work early/late intentions in the mid- and late-career, identifying voluntary/involuntary factors underlying these intentions. Design/methodology/approach – Hypotheses were tested using multiple regression analyses based on a cross-sectional design, with a representative sample of 414 Chilean workers over the age of 45. Findings – The results depict several patterns of contextual factors operating at different levels underlying mid- and late-career-related intentions. Specifically, they identify how perceptions of individual agency and structure are significantly associated with voluntary and involuntary factors that guide intentions to stay working or retire early, as well as to prolong working life and to lean toward bridge employment. Originality/value – This study contributes to identifying perceptions of individual agency and structure in career intentions and can help individuals and organizations clarify the voluntary and involuntary factors behind work–life intentions in their middle and final career stages. In addition, the results can contribute to international research in this field by providing information on the underrepresented Ibero-American context.
Maintaining and engaging older workers at work: the trigger role of personal and psychosocial resources
(The International Journal of Human Resource Management, 2021-06) Vignoli, Michela; Zaniboni, Sara; Chiesa, Rita; Alcover, Carlos-Maria; Guglielmi, Dina; Topa, Gabriela
Because the working population age is increasing, organiza- tions are struggling to find ways to maintain employees’ desire and interest in staying on at work. Accordingly, the aim of this study is to enhance knowledge concerning the role played by personal resources (i.e. work ability) and psy- chosocial aspects (i.e. older workers stereotypes) in influ- encing desired retirement age and work engagement in older workers. Data was collected twice, using question- naires on a sample of 565 older workers working in a pub- lic organization in Italy. Specifically, work ability, age stereotypes on older workers and desired retirement age were measured at T1, while work engagement was meas- ured at T2 (eight months later). Using the Preacher and Hayes approach, a moderated mediation analysis was per- formed controlling for age, self-rated health, expected retirement age, tenure and job position. Results showed that older workers with higher levels of work ability and lower perceptions that in their environment there are age stereotypes, desire to work longer, and in turn stay engaged at work.
Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model
(Journal of Economic Psychology - Elsevier, 2020) Alcover, Carlos-Maria; Chambel, Maria José; Estreder, Yolanda
High quality contact and customer relationships are key services for all types of firms. To achieve this high quality performance standard, companies need highly motivated and committed em- ployees, and human resources managers are responsible for designing and implementing prac- tices capable of satisfying both economic exchanges and social exchanges in employee-organi- zation relationships. The aim of this study is to analyze the relationships between monetary incentive expectation and affective commitment, in addition to the mediating role of motivation orientation in this relationship, in contact center employees. In particular, based on the social exchange theory (Blau, 1964), the social exchange model of Cropanzano and Mitchell (2005), and the self-determination theory (Deci, Olafsen, & Ryan, 2017), our study adopts a multilevel perspective to examine these relationships in a sample of 2367 contact center employees from 297 teams (3 or more members). The results showed that the level of performance-contingent rewards (team-level) guides the team’s autonomous motivation (team-level), which, in turn, fosters employees’ affective commitment (individual-level). The results have practical implica- tions for human resource managers and for interventions aimed to promote contact center em- ployees’ affective commitment, taking performance-contingent rewards into account.
Perceived organizational support-burnout-satisfaction relationship in workers with disabilities: The moderation of family support
(Scandinavian Journal of Psychology - John Wiley & Sons, 2018-12) Alcover, Carlos-Maria; Chambel, Maria José; Fernández, Juan José; Rodríguez, Fernando
Our study tests the perceived organizational support-burnout-satisfaction relationship based on stressor–strain–outcome model of stress (Koeske & Koeske, 1993) and on the conservation of resources theory (Hobfoll, 1989) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression-based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers’ life. Practical implications and future research are discussed and proposed.
Sustainable Employability in the Mid and Late Career: An Integrative Review
(Journal of Work and Organizational Psychology, 2021-12) Alcover, Carlos-Maria; Mazzetti, Greta; Vignoli, Michela
In the last decade, interest in investigating the sustainable employability (SE) of older workers has gained ground, generating a significant number of theoretical and empirical contributions. However, the construct of SE lacks a definition accepted by the scientific community and unified measurement criteria, which has led to results that, so far, do not allow us to draw solid conclusions on its relevance. The aim of this integrative review is twofold. Firstly, we review the theoretical formulations and definitions proposed, as well as the main empirical results of the studies and interventions on SE. Our review includes 31 studies (26 empirical and five theoretical; total sample size N = 33,368). Secondly, proposals and suggestions are offered aimed at integrating the previous results and advancing in the definition, operationalization, and measurement of SE, with the ultimate goal of increasing its value for future research in the mid-and late-career domain.
Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers
(PLOS One, 2018-04) Alcover, Carlos-Maria; Topa, Gabriela
Drawing on job design theories and a conceptual framework of work-related goals and moti- vation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employ- ment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45–65 and beyond. We differentiated between groups of older workers in mid career (45–55 years of age) and in their later careers (56 years and beyond). Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relation- ships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.