Examinando por Autor "Guglielmi, Dina"

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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.
Comparison between the Spanish and Italian early work retirement models: A cluster analysis approach
(Emerald, 2012-05-14) Alcover, Carlos-María; Crego, Antonio; Guglielmi, Dina; Chiesa, Rita
Purpose ¿ The aim of this study is to compare the Spanish and Italian early work retirement (EWR) models in a sample comprising individuals from both countries based on the level of voluntariness involved in labour market exit, psychosocial outcomes, perceived consequences, socio-demographic variables and motivation. Design/methodology/approach ¿ The authors used a cluster analysis approach to carry out a cross-sectional study based on a total sample of 1,131 early retirees (605 Spaniards and 526 Italians) drawn from different industries. Findings ¿ In the Spanish but not in the Italian case, EWR was predominantly perceived as forced. K-means cluster analysis identified four groups of early retirees in both countries based on perceived outcomes of EWR. Two of these clusters represent extreme positive and negative assessments of early retirement consequences, while the remaining two reflect intermediate positions. Research limitations/implications ¿ These results show that the involuntary Spanish EWR model is associated with a significant negative outcomes cluster, whereas voluntary early retirees in Italy are significantly grouped in the positive outcomes cluster. Variables referring to early exit motives, attitudes towards work and post-working life and psychosocial adjustment are employed to define the clusters. Originality/value ¿ This study reveals the existence of significant differences in the level of voluntariness between EWR in Spain and its Italian counterpart, in line with the findings obtained by other researchers. The findings support the conclusions of studies that suggest the existence of differences in post-employment life depending on the level of voluntariness concerned in retirement from the labour market.
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.