Human capital sustainability leadership: From personality traits to positive relational management

Introduction

Constructing positive and supportive relationships is fundamental for healthy workers and healthy organizations and to cope with the current challenging work scenario. Organizations need to acknowledge the relevance of the relationships for workers and organizational well-being and adopt managing practices that enhance healthy relationships for sustainability and sustainable development.

Methods

The current research sought to investigate the associations between positive relational management (PRM) and human capital sustainability leadership (HCSL), taking into account personality traits. The big five questionnaire (BFQ), the PRM Scale (PRMS), and the HCSL Scale (HCSLS) were administered to 191 Italian workers.

Results

Findings displayed that PRM was able to add incremental variance over personality traits referring to HCSL.

Discussion

In terms of strength-based prevention perspectives for healthy organizations, PRM may be a favorable construct linked to HCSL.

Fighting Incivility in the Workplace for Women and for All Workers: The Challenge of Primary Prevention

This article discusses the role of several constructs, such as workplace relational civility (WRC), positive relational management (PRM), and emotional intelligence (EI), as possible primary preventive resources to effectively deal with interpersonal mistreatment in the workplace (i.e., incivility). Since women endure workplace incivility more frequently than men, their well-being is particularly at risk. Thus, the possibilities for further research and primary prevention interventions in line with the achievement of the fifth Sustainable Development Goal (SDG 5) are discussed.

Positive Relational Management for Healthy Organizations: Psychometric Properties of a New Scale for Prevention for Workers

This contribution aims at evaluating the psychometric properties of the Positive Relational Management Scale (PRMS) in a sample of 251 Italian workers. The dimensionality, reliability, and concurrent validity of the scale were investigated. Confirmatory factor analysis supported a correlated three-dimensional version of the scale, comprising Respect, Caring, and Connectedness. Latent correlations among the dimensions were moderate-to-strong (0.44-0.57), but suggestive of the multidimensionality of the scores. In addition, good internal consistency was confirmed. The concurrent validity is good as the Pearson's correlations between PRMS and measure for social support, life satisfaction, life meaningfulness, and flourishing range from 0.39 to 0.52. The results indicate that the PRMS is a valid instrument for measuring positive relational management at work in the Italian context within a positive preventive perspective.