Organizational Interventions Research Articles

The Effect of Technology Integration, Work-Life Balance, and Job Stress on Employee Well-Being in the Art Industry in Jakarta

This quantitative study investigates the impact of technology integration, work-life balance, and job stress on employee well-being within the art industry in Jakarta. Through a cross-sectional survey of 150 professionals, data were collected and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS 3). The measurement model assessment confirmed the reliability and validity of the measurement instrument, while the structural model estimation revealed significant direct and indirect effects among the variables. The findings indicate that technology integration positively influences employee well-being, while work-life balance and job stress play significant roles in shaping employee welfare. These results underscore the importance of organizational strategies and interventions aimed at promoting a healthier, more supportive work environment within the art industry. The study contributes to a deeper understanding of the factors influencing employee well-being in the context of creative professions and provides valuable insights for organizational leaders, policymakers, and practitioners.

Research on the Intervention of Social Organizations in the Governance of Service Poverty for Rural Empty-nest Elderly: A Case Study of County S in Jiangxi Province

There are multiple dimensions of deficiencies in elderly care services for rural empty-nest elderly in China, necessitating the intervention of social organizations. Social organizations possess various advantages in participating in rural elderly care services, reflecting their importance and necessity in the governance of service poverty from the perspectives of governance concepts, governance subjects, and governance mechanisms. Combining the theory of collaborative governance and based on service cases of a social work agency in County S, Jiangxi Province, this study explores the collaborative mechanisms and governance effectiveness of the government, social organizations, villages, and social forces in the governance of service poverty for empty-nest elderly. It summarizes shortcomings, proposes countermeasures, and improves the multi-subject collaborative governance model for rural empty-nest elderly care services, which consists of government leadership, social organizations as operating entities, villages, volunteers, and other forces, aiming to promote the experience of the case to other underdeveloped areas.

Infection prevention practice in home healthcare: a mixed-method study in two Swiss home healthcare organisations.

Infection prevention and control (IPC) research has long neglected the home healthcare sector with its unique challenges. This study aimed to gain an understanding of the barriers to the implementation of infection prevention practices relevant to this setting, the related attitudes, perceived relevance and priorities from the home healthcare worker perspective in Switzerland. The mixed-method study involved semi-structured interviews (n = 18) and an anonymous web-based survey (n = 144) among nursing assistants and nurses from two home healthcare organizations in northwest Switzerland. Questions in both sub-studies focused on perceived challenges to infection prevention practices, perceived relevance, and related attitudes and mitigation strategies. Using an exploratory-sequential design, survey questions were designed to quantify and complement the findings from the interview study. Healthcare workers in these two organisations felt adequately protected, trained and supported by their organisations regarding IPC (survey agreement rates > 90%). General challenges to IPC in the home environment most agreed on were lack of cleanliness, lack of space, and the priorities of the patient to be respected (survey agreement rates 85.4%, 77.1%, and 70.8%, respectively). Practices and perceived challenges in the case of colonisation with multi-drug resistant organisms (MDRO) and potentially infectious diarrheal or respiratory illnesses varied highly regarding information transfer, use of protective equipment, and use and disinfection practices of multi-use equipment. Challenges to hand hygiene, sharps safety, waste management and decontamination of equipment did not feature as a prominent concern. This study is the first to characterise the implementation of infection prevention practices and the related challenges in home healthcare in Switzerland. Home healthcare workers describe various challenges related to infection prevention practices as largely manageable in their work routine, and generally show satisfaction with the support provided by their organisations regarding IPC precautions. Key findings regarding challenges amenable to interventions include uncertainty and inconsistency regarding the management of MDRO colonisation and acute illnesses, and gaps in information transfer. Those challenges may benefit from both organisational interventions and further research into the level of precautions that are appropriate to the home healthcare setting.

A Scoping Review of Nurse-Led Medical-Surgical Knowledge Translation Interventions to Improve In-Hospital Clinical Practice in the WHO Afro Region

The process of placing research knowledge into action and thereby ensuring its dissemination is very important in healthcare currently. Although nurse-led knowledge translation interventions have become an important focus in the high-income countries, the extent of such interventions in the World Health Organization (WHO) Afro Region is not well established. This scoping review aimed to map the evidence of nurse-led knowledge translation interventions in the countries in the WHO Afro Region using the Joanna Briggs Institute (JBI) Scoping Review Methodology. A systematic electronic search of articles was carried out in selected electronic data bases using various search engines. All 688 eligible identified articles were imported into the Systematic Reviews Web App (Beta) Rayyan. The selection process included title and abstract screening, and full text article screening. A Prisma flow diagram detailing the procedure was developed. The review process resulted in 21 selected articles. The results showed minimal publications between 2013 and 2019 with a sudden increase in 2020 (n = 5) and 2021 (n = 4). The Eastern WHO Afro Region contributed 48% of the studies, followed by the Western WHO Afro Region with 43%. Ten countries were selected through the process of screening according to where nurse-led medical-surgical knowledge translation interventions were found. Nigeria contributed 33%, followed by Uganda with 19%. The scoping review concluded that studies be appraised for their ability to promote evidence-based knowledge, skills and behaviour in both rural and urban clinical settings. More of these studies need to be conducted in the WHO Afro Region. More focused systematic reviews should be conducted to sum up the best available research on these specific questions, supported by findings by clinical setting, type of intervention, and outcomes.

How Resilient are Lucid Motivators? Endeavoring Reforms for Effects of Psycho-social Factors on Workers Health Through Concurrent Engineering

BackgroundAs the tremendous impact of extreme workloads, arduous working conditions, and disorganization disrupt humane job definitions in some industries, the need for workplace re-articulation was interfered to ameliorate psycho-social factors and suggest organizational intervention strategies. Especially for colossally wounded health-care (HC) systems, today it is now even more unrealizable to retain workforce resilience considering the immense impact of overwhelming working conditions. MethodsThis study introduces employment of concurrent engineering tools to re-design humane workplaces annihilating abatement over devoured resources. The study handles HC-workforce resilience in a pioneering motive to introduce transformation of well-known motivators and proposes solutions for retention and resilience issues grounding on HC workers’ own voice. ResultsThe proposed adjustable approach introduces integral use of focus group studies, SWARA, and QFD methods, and was practiced on a real-world case regarding Turkish HC workforce. The paper also presents widespread effects of findings by tendering generalized psycho-social rehabilitation strategies. Results confirmed the modifications of the most potent incessant motivators. Conclusion“Burn out issues” and “Challenging work” were found as the most important motivator and satisfier, respectively, to be exigently fulfilled. Corrective interventions, required resolutions, and workplace articulation connotations were arbitrated in terms of entire outcomes on four dimensions in three different planning periods considering the current status, repercussions of pandemic, and contingency of similar catastrophes. Descriptive illustrations were additionally presented to support deducted interpretations.

Perspectives and Experiences of Stakeholders on Self-Disclosure of Peers in Mental Health Services.

With the movement towards recovery-oriented mental health (MH) services, individuals with MH lived-experience are increasingly employed as peer providers (peers). Peers are unique in that they bring knowledge from experience and eye-level connection to service users that enhance the quality of services and humanize MH systems' culture. In Israel, hundreds of peers are employed in various roles and settings across the MH system. However, peer integration into MH services faces challenges. One issue involves the use of self-disclosure (SD) in MH services which varies with explicitness across roles and settings. This study sought to understand perspectives and experiences regarding peers' SD (use & sharing of knowledge from experience) among different stakeholders in MH health services. Six focus groups and 4 semi-structured interviews (N = 42) were conducted as a part of a larger international project (UPSIDES; ERC Horizon 2020, Moran et al., Trials 21:371, 2020). Data was transcribed verbatim and analyzed using thematic analysis. Four categories and 7 themes were identified regarding current perspectives and experiences with peers' SD in MH organizations: (i) Restrained or cautious organizational approach to SD; (ii) Attitudes of peers to SD approach; (iii) The influence of designated peer roles on SD; and (iv) Unwarranted SD of peers working in traditional roles. The findings reveal that peers' SD in MH services is a complex process. Organizationalapproaches were often controlling of non-designated peers' SD practices; participants had diverse attitudes for and against peers' SD; SD occurred according to personal preferences, specific peer role and the director's approach to peers' SD; Conflictual SD dilemmas emerged in relation to service users and staff. SD sometimes occurs unwarrantely due to ill mental health. The presence of peer-designated roles positively impacts peers' SD. We interpret thecurrent mix of views and general conduct of peer SD practice in statutory MH services as related to three aspects: 1. The presence of a traditional therapeutic SD model vs. a peer SD model - with the former currently being dominant. 2. Insufficient proficiency and skill development in peers' SD. 3. Stigmatic notions about peer SD among service users and staff. Together, these aspects interrelate and sometimes create a negative cycle create tension and confusion.A need to develop professionalism of peer SD in statutory services is highlighted alongside enhancing staff and service user acknowledgement of the value of peer SD. Developing peer-designated roles can positively impacts peer SD in MH statutory services. Training, support, and organizational interventions are required to further support for peer-oriented SD and the enhancement of a person-centered and recovery orientation of MH services.

Complexity embraced: a new perspective on the evaluation of organisational interventions

ABSTRACT Organisational interventions are recommended to address the root causes of ill-health in organisations. Yet, the evidence for their effectiveness is inconclusive, likely because such interventions are complex, and their effectiveness depends on how and in which contexts the interventions are implemented. This makes organisational interventions challenging to evaluate. While multiple factors affecting implementation and intervention outcomes have been uncovered, it remains unclear which of them are necessary and which are sufficient to produce desired outcomes. To move forward, we argue that the field would benefit from using a theory of causation that better reflects that factors can combine in various ways, that there may be multiple paths to the same outcome, and that a factor can be necessary for bringing about an outcome and thus always leads to it, or sufficient, implying that multiple factors can independently lead to the same outcome. We believe that the use of evaluation designs that align with this type of causation, such as the configurational comparative methods in general and coincidence analysis in particular, will be a significant turning point for the field. The proposed paradigm will improve the precision of current frameworks and models for the evaluation and implementation of organisational interventions.

Building blocks of good governance: Fostering an ethical work climate in public sector organizations

AbstractPromoting an ethical work environment in public‐sector organizations is crucial for good governance, particularly in developing countries that face internal and external pressures to modernize their public service and combat corruption. This study examined the mechanisms by which an ethical environment in public‐sector organizations is enhanced by investigating the role that employee public service motivation (PSM) as well as ethical leadership plays in the workplace. Utilizing first‐hand data collected in 2022 through a survey of public employees working at the Jordanian ministries and public sector agencies, the study showed that public employees in Jordan enjoy a high level of PSM, which was positively correlated with an ethical work environment. This relationship was, however, improved when mediated by ethical leadership, indicating the importance of ethical leadership as an organizational intervention to promote a more ethical workplace. The implications, contributions, and limitations of the study were further discussed.

Beyond Aesthetics: Contemporary Art as an Answer to Critics Towards Arts-Based Methods in Organizations

Research showed that art could improve organizations through a kind of importation of artistic skills related to creativity and uncertainty management. Three critics have emerged to contest such artistic interventions in organizations: technical criticism, highlighting practical difficulties of the process; representational criticism which relies on social representations of art; conceptual criticism, which shows unbridgeable differences between art and management. This article explores contemporary art as a potential answer to these critics. Contemporary art gives up esthetic matters and does not need any know-how: everyone can practice it (technical answer). This post-esthetic art appears rather as a professional method than transcendental inspiration (representational answer). The difficult transition between these representations contributes to a greater creativity (conceptual answer). Switching to the paradigm of contemporary art shows the importance of the translation process between art and management, which should be placed at the heart of arts-based methods.

The effects of different types of organisational workplace mental health interventions on mental health and wellbeing in healthcare workers: a systematic review.

To determine if and which types of organisational interventions conducted in small and medium size enterprises (SMEs) in healthcare are effective on mental health and wellbeing. Following PRISMA guidelines, we searched six scientific databases, assessed the methodological quality of eligible studies using QATQS and grouped them into six organisational intervention types for narrative synthesis. Only controlled studies with at least one follow-up were eligible. We identified 22 studies (23 articles) mainly conducted in hospitals with 16 studies rated of strong or moderate methodological quality. More than two thirds (68%) of the studies reported improvements in at least one primary outcome (mental wellbeing, burnout, stress, symptoms of depression or anxiety), most consistently in burnout with eleven out of thirteen studies. We found a strong level of evidence for the intervention type "Job and task modifications" and a moderate level of evidence for the types "Flexible work and scheduling" and "Changes in the physical work environment". For all other types, the level of evidence was insufficient. We found no studies conducted with an independent SME, however five studies with SMEs attached to a larger organisational structure. The effectiveness of workplace mental health interventions in these SMEs was mixed. Organisational interventions in healthcare workers can be effective in improving mental health, especially in reducing burnout. Intervention types where the change in the work environment constitutes the intervention had the highest level of evidence. More research is needed for SMEs and for healthcare workers other than hospital-based physicians and nurses.

Workplace interventions to prevent suicide: A scoping review.

To map organisational interventions for workplace suicide prevention, identifying the effects, mechanisms, moderators, implementation and economic costs, and how interventions are evaluated. Suicide is a devastating event that can have a profound and lasting impact on the individuals and families affected, with the highest rates found among adults of work age. Employers have a legal and ethical responsibility to provide a safe working environment for their employees, which includes addressing the issue of suicide and promoting mental health and well-being. A realist perspective was taken, to identify within organisational suicide prevention interventions, what works, for whom and in what circumstances. Published and unpublished studies in six databases were searched. To extract and map data on the interventions the Effect, Mechanism, Moderator, Implementation, Economic (EMMIE) framework was used. Mechanisms were deductively analysed against Bronfenbrenner's socio-ecological model. From 3187 records screened, 46 papers describing 36 interventions within the military, healthcare, the construction industry, emergency services, office workers, veterinary surgeons, the energy sector and higher education. Most mechanisms were aimed at the individual's immediate environment, with the most common being education or training on recognising signs of stress, suicidality or mental illness in oneself. Studies examined the effectiveness of interventions in terms of suicide rates, suicidality or symptoms of mental illness, and changes in perceptions, attitudes or beliefs, with most reporting positive results. Few studies reported economic costs but those that did suggested that the interventions are cost-effective. It seems likely that organisational suicide prevention programmes can have a positive impact on attitudes and beliefs towards suicide as well reducing the risk of suicide. Education, to support individuals to recognise the signs and symptoms of stress, mental ill health and suicidality in both themselves and others, is likely to be an effective starting point for successful interventions.

Membangun Kapasitas Tata Kelola Pengawasan Ketenagakerjaan Bidang Keselamatan dan Kesehatan Kerja (K3)

The issue of implementing national K3 labor inspection includes two main aspects, namely governance and capacity building. The two main issues relate to weak awareness of the importance of implementing OSHMS in the workplace, weak understanding of K3 as part of human rights, weak criminal sanctions related to K3, relatively low coverage of K3 supervision, overlapping technical K3 regulations between institutions, weak quality, quantity and competence of K3, as well as the lack of synergy and integration of the operational supervision system between the central and regional governments. The author analyzes empirical data and reviews previous research using a systematic flow prism framework, and juxtaposes it with the fundamental theoretical concepts of governance, capacity building and labor inspection. The results of the analysis produce a hypothetical framework for building capacity for labor inspection governance in the K3 sector. This requires strategic intervention in human resource capacity, organizations and institutions, as well as governance that needs to be jointly constructed on the basis of an agreement on the principle of joint involvement. So, during the management and implementation process, each stakeholder/actor can be adaptive, the system and implementation of supervision can be more effective and efficient, where continuity and feedback from the accumulated process can reduce the impact and influence of uncertainty and the dynamics of a dynamic workforce environment.

Boosting the Organizational Performance: Ethical Climate as a Moderator for Optimizing Risk Management Practices in the Saudi Public Sector

Purpose: Drawing upon contingency theory, this study aims to investigate the relationship between risk management practices (RMPs), ethical climate (EC), and organizational performance (OP) in public organizations within the Kingdom of Saudi Arabia (KSA). Specifically, the study explores the moderating effect of EC in shaping the relationship between RMPs and OP. Design/methodology/approach: Survey data were collected from a convenience sampling of 392 senior government directors within public organizations in the KSA through an online questionnaire. The relationships between study constructs were analyzed using PLS-SEM with the bootstrapping technique. Findings: The study's findings reveal a significant positive impact of both RMPs and EC on organizational performance. Notably, the research demonstrates that ethical climate significantly moderates the positive relationship between RMPs and OP, highlighting the critical importance of ethical conduct in maximizing the effectiveness of risk mitigation strategies. Research limitations/implications: The study's focus on the Saudi public sector and its use of a convenience sampling technique, primarily comprising senior government directors, are significant limitations when interpreting this study's findings. Expanding research to incorporate diverse organizational settings could significantly enhance this work's generalizability and practical implications. Additionally, focusing solely on EC as a moderator in the RMP-OP relationship overlooks other potentially relevant factors. Future research could delve deeper into the mechanisms through which ethical climate strengthens the impact of RMPs on performance, providing valuable guidance for organizational interventions. Originality/value: This study's originality lies in its first-time examination of ethical climate as a moderator in the relationship between RMPs and organizational performance within Saudi public organizations. Further, study findings expanded the scope of contingency factors demonstrating that a strong ethical climate significantly amplifies the positive impact of RMPs on performance, providing compelling evidence for considering ethical climate as a crucial contingency factor for public sector success.

Can Music Reduce Stress and Anxiety in the Operating Room Team? Insights from a Cross-Sectional Study in Northern Italy Healthcare Services.

Music evokes positive emotions and reduces stress and anxiety. Operating room (OR) staff face various challenges which can lead to high levels of stress. The aim of the study is to assess whether listening to music during intraoperative phases improves the work environment by reducing anxiety and stress in the entire surgical team. A prospective observational study was conducted from February to September 2023, involving medical personnel, nursing staff, and nursing students. They were divided into two groups: Group 1 with music during surgical procedures, and Group 2 without music. Participants were administered two validated instruments: the Zung Anxiety Self-Assessment Scale (SAS) to measure anxiety, and the Positive and Negative Affect Schedule to assess emotions generating stress. Additional items were included for demographics, job satisfaction, and the organization method. Music did not impact anxiety, but increased positive emotions while reducing negative ones. Music had an ancillary effect, highlighting the need for significant organizational interventions aimed at increasing operator satisfaction, including offering voluntary instead of mandatory assignments to nursing staff. Music appears to reduce stress in the intraoperative team when supported by a positive work environment in which assigned operators have chosen to work in the OR.

Leaders as the targets of workplace bullying - prevalence and outcomes

PurposeBullying of leaders is an underexplored topic in organizational research. To fill this knowledge gap, the aims of this study were to determine the prevalence of bullying of leaders and to examine whether holding a formal leadership position influences the relationships between exposure to bullying and the outcomes job satisfaction and depression.MethodsData from two separate surveys were employed: (1) A cross-sectional occupation specific sample comprising 678 Norwegian child welfare social workers; (2) A nationally representative probability sample of 1,608 Norwegian employees with two time-points (6 months’ time-lag).ResultsAnalyzing multiple indicators of workplace bullying, holding a formal leadership position had no impact on the initial risk of being bullied. Analyses of prospective data showed that leaders report a somewhat stronger increase in levels of bullying over time compared to non-leaders, although the effect size was small. With exception of a small buffering effect on the cross-sectional association between exposure to bullying behaviors and job satisfaction in the second sample, holding a leadership position had no effect on the strength of the association between bullying and outcomes.ConclusionThe findings show that leaders have the same risk of being bullied and are influenced by bullying in roughly the same manner as non-leaders. Organizational measures and interventions against bullying should therefore consider leaders as a risk group in line with other employees.

Organizational Factors Affecting Burnout in Veterinary Nurses: A Systematic Review

ABSTRACT Situated within an important nexus for many human–animal relationships is the profession of veterinary nursing, a profession in which burnout is an increasing problem, affecting wellbeing and retention and, consequently, animal welfare. Self-care strategies can reduce the effects of burnout in the short term. However, organizational interventions are required to achieve long term change. This study aimed to determine the prevalence of burnout in veterinary nurses and identify organizational risk factors, in accordance with the Areas of Worklife model, that must be addressed to reduce burnout in this population. Seven databases and Google Scholar were searched using terms related to “burnout” and “veterinary nurses.” Primary empirical studies published in English that examined organizational factors related to burnout in veterinary nurses were eligible for inclusion. Article screening and selection was completed by two reviewers and quality assessment was carried out using two validated quality assessment tools. Twelve articles were identified: nine cross-sectional surveys and three mixed-methods studies. Available data were insufficient to accurately determine burnout prevalence, but it appears that veterinary nurses are at moderate to high risk of developing burnout. Organizational risk factors for burnout in veterinary nurses were identified in all six Areas of Worklife domains (Workload, Control, Reward, Community, Fairness, and Values). Common risk factors include high workload, low control and autonomy, underutilization, low remuneration, co-worker incivility, inequitable treatment, poor work–life balance, and exposure to animal suffering, euthanasia, and death. Recommended management strategies include increased opportunities for skill utilization and development, workload and task adjustments, and increased schedule control. However, the extent to which these strategies are effective in individuals and practicable for organizations remains poorly understood. Future research should address how these risk factors impact individuals and organizations to better inform organizational intervention strategies.

Feasibility of a Capacity Building Organizational Intervention for Worker Safety and Well-being in the Transportation Industry: Pivoting to Address the COVID-19 Pandemic and Social and Political Unrest in Chile.

This study developed, implemented, and evaluated the feasibility of executing an organizational capacity building intervention to improve bus driver safety and well-being in a Chilean transportation company. Method: Through an implementation science lens and using a pre-experimental mixed methods study design, we assessed the feasibility of implementing a participatory organizational intervention designed to build organizational capacity. Result: We identified contextual factors that influenced the intervention mechanisms and intervention implementation and describe how the company adapted the approach for unexpected external factors during the COVID-19 pandemic and social and political unrest experienced in Chile. Conclusions: The intervention enabled the organization to create an agile organizational infrastructure that provided the organization's leadership with new ways to be nimbler and more responsive to workers' safety and well-being needs and was robust in responding to strong external forces that were undermining worker safety and well-being.

Prevalence and determinants of burnout among South African doctors during the COVID-19 pandemic.

Burnout, resulting from chronic workplace stress that has been unsuccessfully managed, has previously been documented in doctors. The coronavirus disease 2019 (COVID-19) pandemic has increased occupational challenges faced by doctors, potentiating their risk for burnout. This study aimed to determine the prevalence and determinants of burnout among medical doctors during the COVID-19 pandemic. Three public sector hospitals in Gqeberha, South Africa. A cross-sectional study of 260 voluntary participants was conducted. Participants completed self-administered electronic questionnaires. Logistic regression analysis was performed to explore the determinants of burnout. The prevalence of burnout in this study was 78%. Burnout was significantly associated with being a medical intern or community-service medical officer (adjusted odd ratio [AOR] = 6.72, 1.71-26.40), being in the lowest income band (AOR = 10.78, 2.55-45.49), and using alcohol to manage work-related stress (AOR = 3.01, 1.12-8.04). Job-related factors associated with burnout were experiencing high conflict at work (AOR = 5.04, 1.92-13.20) and high role ambiguity and role conflict (AOR = 4.49, 1.98-10.18). Low support at work (AOR = 9.99, 3.66-27.23), medium job satisfaction (AOR = 5.38, 2.65-10.93) and medium support at work (AOR = 3.39, 1.71-6.73) were positively associated with burnout. Participants with medium (AOR = 0.28, 0.10-0.80) and high levels of resilience (AOR = 0.08, 0.03-0.25) were protected against burnout. Coronavirus disease 2019-related factors were not significantly associated with burnout. The burnout prevalence among South African medical doctors at public hospitals during the COVID-19 pandemic was high and strongly associated with job stress factors. Given the increased prevalence of burnout among doctors and the strong associations with job stress factors, mitigation of burnout requires targeted organisational interventions.

ESDM intervention in severe preschool autism: an Italian Case report, psychological and social medicine reflections

Background The goal of our contribution is to discuss a preschool intervention based on the Early Start Denver Model and the use of the main tools for the detection of adaptive behaviour in cases of autism: Vineland, ABAS. Case presentation: the work is the presentation of a clinical case that has benefited from an intervention with the Early Start Denver Model methodology for the benefit of a child with socio-cultural and economic disadvantages. This early intervention, in a child of 36 months, which followed the diagnosis, was possible thanks to the intervention of many third-sector organizations which allowed this child, with a serious autism profile, to receive an evidence-based intervention for free. At the beginning of the intervention, the child presented a diagnosis of severe autism with absence of gaze, vocalizations and other communicative impairments. The level of motor clumsiness was also quite high, as were stereotypies. Conclusions: Research has shown the usefulness of intervening in this area with an early assessment and/or diagnosis and immediate intervention; however, public health services are not always able to maintain this pace. Our contribution therefore shows on the one hand the evidence of the improvements achieved by the child despite the low intensity of the treatment, and on the other hand, demonstrates the total versatility and adaptability of the Denver Model to the Italian context. In our conclusions, there are also some reflections on the tools used to measure adaptive behavior which seem to have a number of limitations and criticalities.

Examining the predictive validity of a managerial coaching scale: a longitudinal study.

Managerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought to assess the predictive validity of the widely used Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure managerial coaching scale (CBI), employing a longitudinal design and following the testing of the causal hypothesized relationship framework. Three hypotheses were evaluated using three commonly associated variables with managerial coaching (role clarity, job satisfaction, and organization commitment), using longitudinal data collected over two waves from full-time US employees (n = 313). The study followed a two-wave design, collecting data over two time points to test for longitudinal measurement invariance and three reciprocal cross-lagged models. Results detected statistically significant cross-lagged and reciprocal cross-lagged effects in the role clarity and organization commitment models, highlighting a reciprocal relationship between managerial coaching behaviors and the two variables. However, only the reciprocal cross-lagged effect was statistically significant in the job satisfaction model. Findings suggest the predictive validity of the CBI scale for role clarity and organization commitment. Moreover, results indicate employee attitudes influenced managerial coaching behaviors over time across all three models, emphasizing the potential impact of employee attitudes on leadership effectiveness. This study highlights the complex relationships between managerial coaching and workplace outcomes, offering nuanced insights for improved understanding.