Objective: The COVID-19 pandemic made working from home (WFH) the new way of working. This study investigates the impact that family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership have on employees’ productivity, work engagement, and stress experienced when WFH during the pandemic. Methods: This cross-sectional study analyzed data collected through an online questionnaire completed by 209 employees WFH during the pandemic. The assumptions were tested using hierarchical linear regression. Results: Employees’ family-work conflict and social isolation were negatively related, while self-leadership and autonomy were positively related, to WFH productivity and WFH engagement. Family-work conflict and social isolation were negatively related to WFH stress, which was not affected by autonomy and self-leadership. Conclusion: Individual- and work-related aspects both hinder and facilitate WFH during the COVID-19 outbreak.

Objective: Demographic changes involving western countries and later retirements due to the recent pension reforms induce a gradual aging of the workforce. This imply an increasing number of workers with health problems and a decreasing of ability to work. In this direction, the present study aims at examining the role of job and personal resources between age and work ability within nurses.Method: The study was cross-sectional and not randomized; data were collected by a self-report questionnaire during a multi-center survey conducted in two Italian hospitals in 2016. In this way, 333 nurses were reached.Results: Multiple linear regression showed that age is significantly and negatively associated to work ability, and that job resources (e.g., decision authority and meaning of work) and personal resources (e.g., hope and resilience) moderate the relationship between age and work ability.Discussion: These results highlight that investing in work and personal resources to support WA is even more relevant for those professions where high physical effort is required.

Background Past studies in the teaching context provided evidence of the role of mindfulness-based intervention in improving occupational wellbeing. This study aims to increase the extant knowledge by testing the mechanism that links teachers’ mindfulness at work to occupational wellbeing. Rooted in the job demand–resource model, the mindfulness trait is conceptualized as a personal resource that has the ability to impact and interact with job demands and resources, specifically workload stress appraisal and perceived meaningfulness of work, in affecting teachers’ burnout. Methods A sample of primary, middle, and secondary school teachers (N = 605) completed a questionnaire that aimed to assess teachers’ mindfulness trait and the measures of the quality of occupational life in the school context. Confirmatory factor analysis (CFA) was conducted to test the model fit indices; further analyses were performed to test the hypotheses about mediation and moderation effects. Results The CFA showed good model fit indices. Further analyses highlighted that teachers’ mindfulness is negatively associated with workload stress appraisal and that positively influenced work meaning, in turn mediating the relationship between mindfulness and burnout. Finally, mindfulness moderated the effect of workload stress appraisal on burnout. Conclusions Rooted in the job demand–resource model, this study emphasizes an underrepresented personal resource, that is, the mindfulness trait at work, and the links that favor its impact on burnout. Practical and future research implications are also discussed.

Fluorescence bioimaging is a non-invasive technique that permits to investigate living organism in real time with high tridimensional resolution. Properly engineered fluorescent (or photoluminescent) nanoparticles promise to surpass conventional fluorescent molecular probes as contrast agent. Photoluminescent semiconductor quantum dots show, for example, enhanced brightness and photostability. Concerns arising from the toxic metal content of quantum dots prompted the search for alternative inorganic nanoparticles with similar properties but less hazardous. Gold is almost unanimously considered to

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Fluorescent nanoparticles (NPs) are unique contrast agents for bioimaging. Examples of molecular-based fluorescent NPs with brightness similar or superior to semiconductor quantum dots have been reported. These ultra-bright NPs consist of a silica or polymeric matrix that incorporate the emitting dyes as individual moieties or aggregates and promise to be more biocompatible than semiconductor quantum dots. Ultra-bright materials result from heavy doping of the structural matrix, a condition that entails a close mutual proximity of the doping dyes. Ground state and excited state interactions between the molecular emitters yield aggregation-caused quenching (ACQ) and proximity-caused quenching (PCQ). In combination with Föster resonance energy transfer (FRET) ACQ and PCQ originate collective phenomena that produce amplified quenching of the nanoprobes. In this focus article, we discuss strategies to achieve ultra-bright nanoprobes avoiding ACQ and PCQ also exploiting aggregation-induced emission (AIE). Amplified quenching, on the other hand, is also proposed as a strategy to design stimuli-responsive fluorogenic probes through disaggregation-induced emission (DIE) in alternative to AIE. As an advantage, DIE consents to design stimuli-responsive materials starting from a large variety of precursors. On the contrary, AIE is characteristic of a limited number of species. Examples of stimuli-responsive fluorogenic probes based on DIE are discussed.

Work ability is a central concept in studies concerning the health of the aging workforce. The aim of the present study was to understand the role of work ability in the Job Demands-Resources model and, specifically, to establish whether and through which mechanisms it operates as a personal resource in the health-impairment process. Two-hundred and 2 female kindergarten teachers aged 50 and over completed self-reporting questionnaires. Data analyses were performed using structural equation model (SEM) and moderated regression analyses. The findings indicated that work ability plays a mediating role in the relationship between job characteristics (that are job demands and job resources) and exhaustion. Conversely, the results showed that work ability did not moderate the relationship between job demands and exhaustion. Overall, the results suggest that work ability can be appropriately considered a crucial resource, which can affect workers' health and well-being by supporting workers to deal with job demands and optimally use job resources. From a practical point of view, the findings suggest that organizations should implement monitoring actions and intervention programs aimed at fine-tuning job demands and job resources over the entire work life. This can promote the conservation of work ability and, thus, sustain workers' well-being into the latter stages of their careers.

Nurse administrators should adopt interventions aimed at fostering organisational efficiency in an effort to reduce nurse co-worker incivility.