Ricerc@Sapienza

Employee well-being represents a key feature of organizational optimal functioning. Recent extensions of the Job Demands-Resources Model to the multilevel framework suggested that multiple job demands and job resources may simultaneously operate in shaping employees' well-being across multiple levels of the organizational system. Individual perceptions of policies, procedures and practices of the organization (i.e., psychological climate) are generally associated with employee well-being. Similarly, the common elements of such perceptions, emerging from the social interactions among members of the organization (i.e., organizational climate), are supposed to affect work affective experiences.
However, research in this area is scarce and many issues remain uninvestigated. First, it is unclear to what extent employee well-being may vary as a function of individual and organizational differences. Second, it is still unclear how organizational climate relates to its individual-level counterpart. Third, a lack of evidence regards how multiple psychological and organizational facet-specific climates can simultaneously affect employee well-being. Fourth, studies comparing the magnitude of such effects across multiple levels of analysis are still very scarce.
Adopting a multilevel research design, the present research aims to fill this gap, investigating job insecurity and for safety climates representing, respectively, one job demand and one job resource operating at both levels of analyses in shaping job satisfaction and job-related affective well-being (see FIGURE1). We expect that 1) dimensions of employee's well-being are dependent by individual differences 2) a nontrivial proportion of their variability may be attributable to organizational differences 3) the facet-specific climates will be isomorphic across the two levels of analysis 4) job insecurity and safety climate will affect both job satisfaction and job-related affective well-being at each level of analysis.