The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict (WFC) in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative, and quantitative workload, are positively associated with WFC in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected job resources, in terms of support from supervisor (SS), job autonomy (JA), and participation in decision making (PDM), to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining WFC, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with WFC. Secondly, job resources, including SS and PDM, buffered this association, which was stronger when resources were low. On the contrary, JA did not buffer the association between workload and WFC. Overall, the results of this study are consistent with the JD-R model and contribute to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely SS and PDM, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing WFC among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of WFC.

Abstract. The aim of this study is to examine, with a longitudinal design, the moderating role of workload in the relationship between perfectionism and workaholism. It was hypothesized that self-oriented perfectionism (SOP) and socially prescribed perfectionism (SPP) predict an increase in workaholism and that workload may exacerbate this association. Four hundred and thirty workers completed a self-report questionnaire at two different time points, and the hypothesized relationships were tested using structural equation modeling. Overall, SOP and SPP were not associated with workaholism over time. The interaction between SOP, but not SPP, and workload was significant. SOP predicted an increase in workaholism over time in workers facing high workload. Accordingly, SOP may be a risk factor for workaholism when workload is high.

This study aimed to investigate the association between narcissism and two forms of heavy work investment, namely, workaholism and work engagement. More specifically, it was hypothesized that narcissism is positively associated with both workaholism and work engagement, with workload moderating these relationships, which are expected to be stronger when the workload is high. Overall, 217 workers completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results partially supported our predictions. Narcissism was positively associated with workaholism and its dimensions of working excessively and working compulsively only in individuals facing a high workload. Furthermore, narcissism was positively associated with work engagement and its dimensions of vigor and dedication (but no absorption) in employees with average levels of workload. Finally, the workload exacerbated the relationship between narcissism and work engagement and its dimensions so that these associations were stronger when the workload was high. Overall, our study suggested that in a work environment characterized by moderate levels of demand, individuals with strong narcissistic components might inherently feel energetic and dedicated (i.e., engaged) at work. Differently, in a demanding work environment, workers with high narcissism might experience higher work engagement, but they could also be at risk of workaholism.

The positive consequences of the research entail both theoretical and practical aspects.

"The need to effectively fight against work-related stress and anxiety, especially due to the COVID-19 outbreak, is crucial. Employees have been faced with two options: adapting to the online environment or risking contagion in public locations ? both stressful conditions. Therefore, recovery actions were requested by organizations. To understand recovery processes, refer to the Effort-Recovery Model and the Theory of Conservation of Resources. According to the literature, one should not be excessively exposed to work demands, but, conversely, acquire new resources, including personal ones, to recover those that have been lost. Recovery processes can be initiated through what we call recovery experiences. In recent years, literature and practice have been enriched with contributions about the use of virtual reality (VR) as a tool for combating anxiety disorders, reducing stress, and developing soft skills. VR proposes a technology that allows people to be immersed in a virtual environment and to interact with different stimuli: it can be used in combination with psychology techniques to improve health and well-being. A four-step protocol, based on VR, was proposed to a small private company to improve health and performance by learning specific recovery techniques; the protocol aimed to reduce the levels of work-related stress and anxiety, in addition to enhancing personal resources such as resilience, stress management, and self-efficacy. The participants were the employees and managers of the company (N = 14) who were administered a four-week training protocol comprising four one-hour VR-based sessions. Two sessions (the first and the third) focused on body consciousness, while the other two were psychological techniques (“Virtual Three Good Things” and “Best Possible Self”). The obtained data showed a decrease in anxiety and stress and an improvement in personal resources. Data also showed greater effectiveness of the VR-based protocol compared to similar interventions conducted without VR. Qualitative observation is relevant as it shows a great emotional impact of the VR-based protocol, as well as a high perception of efficacy. The limitations of the study are primarily related to the number of participants: further restrictions due to a regional worsening of the pandemic made an intermission necessary. Agreements are already in place with the parent company to encorauge more applications. The objectives and the protocol can be a useful contribution to support employees in managing stress. VR technology can greatly help psychologists to be effective in organizations."