Wednesday 22 July 08:15
- 09:45
Hall: 03 - Volta
Chair:
Guglielmi Dina
Discussant:
Van Der Heijden Beatrice Ijm
Division: Division 1: Work and Organizational Psychology
This symposium addresses how recent social, organizational, and health-related transformations are reshaping the interplay between individuals, work, and well-being across the life course. In contexts characterized by increasing uncertainty, evolving career patterns, and changing care systems, individuals are required to continuously adapt to new roles, expectations, and environments. Within this scenario, psychosocial dynamics play a crucial role in determining how people experience and manage these transitions, influencing both vulnerability and resilience.
This symposium brings together diverse perspectives, spanning both personal and professional domains, and focuses on how individual resources (such as motivation and self-efficacy), relational factors (e.g., social support), and organizational practices (e.g., Green HRM strategies) jointly shape health-related outcomes. By integrating perspectives from health and work psychology, the symposium provides a comprehensive view of how different forms of participation in work and care systems can either promote or hinder well-being.
These studies collectively explore how psychosocial resources can support adaptation in moments of change, while also highlighting how their absence may lead to disengagement, exhaustion, or unequal opportunities.
The first contribution examines the transition from pediatric to adult healthcare among emerging adults with chronic illness, focusing on psychosocial determinants of adaptation. Findings show that health-related quality of life, introjected motivation, social support, and emotional regulation self-efficacy are significantly associated with transition experiences, underscoring the importance of strengthening psychosocial resources to support continuity of care.
The second study investigates quiet quitting and its association with need for recovery and exhaustion across career stages. Results reveal distinct patterns: behavioral disengagement is more strongly linked to exhaustion in early-career workers, while emotional disengagement becomes more salient in later stages. Indirect effects through recovery needs are consistent across groups, highlighting the central role of recovery processes.
The third contribution presents longitudinal evidence on the Individual Placement and Support (IPS) model for individuals with severe mental illness. While confirming its effectiveness in promoting employment, the study identifies disparities related to diagnosis and nativity, pointing to the need for tailored, context-sensitive interventions to foster sustainable inclusion.
Finally, the fourth study explores the relationship between Green HRM practices and employee well-being. Findings indicate that sustainability-oriented HR practices reduce emotional exhaustion through increased work engagement, with stronger effects in medium and large organizations, emphasizing the role of organizational context in shaping well-being outcomes.
