Enhancing Workers’ Well-Being. Scientific and social relevance of managing stress in the workplace

Purpose. Despite work-related stress is one of the most studied topic in organizational psychology, many aspects as for example the use of different measures (e.g. subjective and objective, qualitative and quantitative) are still under debate. According to this, in order to enhance knowledge concerning which factors and processes contribute to create healthy workplaces, this thesis is composed by four different studies aiming to understand: a) the role of relevant antecedents (e.g. leadership, job demands, work-family conflict, social support etc.) and outcomes (e.g. workplace phobia, absenteeism etc.) of work-related stress; and b) how to manage psychosocial risk factors in the workplace. The studies. The first study focused on how disagreement between supervisors and their employees on leadership style (transformational and transactional) could affect workers well-being and work team variables. The second and third study used both subjective and objective data in order to increase the quality of the reliability of the results gained. Particularly, the second study focused on job demand and its relationship with objective sickness leave. Findings showed that despite there is no direct relationship between these two variables, job demand affects work-family conflict, which in turn affect exhaustion, which leads to absenteeism. The third study analysed the role of a new concept never studied before in organizational settings (workplace phobia), as a health outcome in the JD-R model, demonstrating also its relationship with absenteeism. The last study highlighted the added value of using the mixed methods research approach in order to detect and analyse context-specific job demands which could affects workers’ health. Conclusion. The findings of this thesis answered both to open questions in the scientific literature and to the social request of managing psychosocial risk factors in the workplace in order to enhance workers well-being.

Before It's Too Late: INGOs' Handling of Conflict Risk in South Sudan

What do international non-governmental organisations (INGOs) do before and during the escalation of conflicts? The academic literature primarily focuses on these organisations' behaviour during an evident crisis rather than on how they anticipate the escalation of conflicts, assess the situation in which they find themselves, and decide on strategies to cope with the possibility of upcoming violence. Such lopsided focus persists despite calls for INGOs to become more proactive in managing their programmes and their staff members' safety. Mindful of this imbalance, the present study provides a causal explanation of how decision-makers in INGOs anticipate and react to the risk of low-level violence escalating into full-blown conflicts. This thesis aims to explain these actors' behaviour by presenting it as a two�step process involving how INGOs conduct risk assessments and how they turn these assessments into decisions. The study performs a structured, focused comparison of seven INGOs operating in South Sudan before the so-called Juba Clashes of 7 July 2016. Based on an analytical framework of INGO decision�making stemming from political risk analysis, organisational decision-making theory and conflict studies literature, the study reconstructs decision-making via process-tracing combined with mixed methods of data collection.