Dr. Monzani is an Assistant Professor of Organizational Behavior at Ivey Business School (Western University). Previously, he was a lecturer in Leadership at the Graduate School of Management of Plymouth University (United Kingdom). Also, he is an associate researcher at both the Institute for Organizational Development and Quality of Work Life of the University of Valencia (Spain) and the and Center for Leadership and Behavior in Organizations at Goethe University (Frankfurt, Germany). Dr. Monzani completed a two-year postdoctoral fellowship at the Ian O. Ihnatowycz Institute for Leadership at the Ivey Business School of Western Ontario University (Canada). He holds a Ph.D. in Psychology of Human Resources by the University of Valencia and is an Erasmus Mundus Master in Work, Organizational, and Personnel Psychology.
His research interest lies within advanced concepts in organizational behavior, such as exemplary leadership, commitment to lead, and other topics bridging neuropsychology with Organizational behavior. Whenever possible, Lucas Monzani combines his research activities with his professional practice as an executive consultant. He has extensive experience in wide array of topics of corporate life, such as leadership potential assessment & development, executive coaching, advanced recruitment & selection techniques, virtual team-building. As a consultant, Dr. Monzani contributed to several leadership development projects within the Department of Peacekeeping Operations (DPKO) of the United Nations.
-
Van Dick, R.; Cordes, B. L.; Lemoine, J. E.; Steffens, N. K.; Haslam, S. A.; Akfirat, S. A.; Ballada, J. A.; Bazarov, T.; Aruta, J. J. B. R.; Avanzi, L., et al., 2022, "Identity Leadership, Employee Burnout, and the Mediating Role of Team Identification: Evidence from the Global Identity Leadership Development Project", International Journal of Environmental Research and Public Health
Abstract: Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership will contribute to stronger team identification among employees and, through this, be associated with reduced burnout. We tested this model with unique data sets from the Global Identity Leadership Development (GILD) project with participants from all inhabited continents. We compared two data sets from 2016/17 (N=5,290; 20 countries) and 2020/21 (N=7,294, 28 countries) and found very similar levels of identity leadership, team identification, and burnout across the five years. An inspection of the 2020/21 data at the onset and later in the COVID-19 pandemic showed stable identity leadership levels, and slightly higher levels of both burnout and team identification. Supporting our hypotheses, we found almost identical indirect effects (2016/17: b = -.132; 2020/21: b = -.133) across the five-year span in both data sets. Using a subset of N=111 German participants surveyed over two waves, we found the indirect effect confirmed over time with identity leadership (at T1) predicting team identification and, in turn, burnout three months later. Finally, we explored whether there could be a “too-much-of-a-good-thing”-effect for identity leadership. Speaking against this, we found a u-shaped quadratic effect whereby ratings of identity leadership at the upper end of the distribution were related to even stronger team identification and a stronger indirect effect on reduced burnout.
Link(s) to publication:
http://dx.doi.org/10.3390/ijerph182212081
-
Monzani, L.; Frenzel, S.; Junker, N. M.; Bolatov, A.; Haslam, S. A.; Haslam, C.; Hausser, J. A.; Kark, R.; Mojzisch, L.; Reicher, S. D., et al., (Forthcoming), "Keeping ‘US’ Safe: Evidence that National Leaders’ Identity Leadership Predicts Adherence to COVID-19 Health-protective Non-Pharmaceutical Interventions", Bmj Open
Abstract: Objectives: To investigate whether citizens’ adherence to health-protective non-pharmaceutical interventions (NPIs) during the COVID-19 pandemic is predicted by identity leadership, wherein leaders are perceived to create a sense of shared national identity.
Design: Observational two-wave study. Hypotheses testing was conducted with structural equation modelling.
Setting: Data collection during the COVID-19 pandemic in China, Germany, Israel, and the US in April/May 2020 and four weeks later.
Participants: Adults in China (N = 548, 66.6% women), Germany (N = 182, 78% women), Israel (N = 198, 51.0% women), and the US (N = 108, 58.3% women).
Measures: Identity leadership (assessed by the four-item ILI-SF) at Time 1, perceived shared national identification (PSNI; assessed with four items) and adherence to health-protective NPIs (assessed with 10 items that describe different health-protective interventions; e.g., wearing facemasks) at Time 2.
Results: Identity leadership was positively associated with PSNI (95%CI .11 to .30, p<.001) in all countries. This, in turn, was related to more adherence to health-protective NPIs in all countries (95%CI .03 to .36, 0.001≤ p≤0.017) except Israel (95%CI -.03 to .27, p=0.119). In Germany, the more people saw Chancellor Merkel as engaging in identity leadership, the more they adhered to health-protective NPIs (95%CI .04 to .18, p=.002). In the US, in contrast, the more people perceived President Trump as engaging in identity leadership, the less they adhered to health-protective NPIs (95%CI -.17 to -.04, p=.002).
Conclusions: National leaders can make a difference by promoting a sense of shared identity among their citizens because people are more inclined to follow health-protective NPIs to the extent that they feel part of a united “us”. However, the content of identity leadership (perceptions of what it means to be a nation’s citizen) is essential, because this can also encourage people to disregard such recommendations.
-
Frenzel, S. B.; Junker, N. M.; Avanzi, L.; Erkens, V. A.; Haslam, S. A.; Haslam, C.; Häusser, J. A.; Knorr, D.; Meyer, I.; Mojzisch, A., et al., 2022, "Perceptions of the Targets and Sources of COVID-19 Threat are Structured by Group Memberships and Responses are Influenced by Identification with Humankind", Psychologica Belgica, March 62(1): 75 - 88.
Abstract: The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social groups ranging from those that are psychologically close and smaller (family, friends, neighbors) to those that are more distal and larger (people living in Germany, humankind). We hypothesized that psychologically closer groups would be perceived as less affected by COVID-19 as well as less threatening than more psychologically distal groups. Based on social identity theorizing, we also hypothesized that stronger identification with humankind would change these patterns. Furthermore, we explored how these threat perceptions relate to adherence to COVID-19 health guidelines. In line with our hypotheses, latent random-slope modelling revealed that psychologically distal and larger groups were perceived as more affected by COVID-19 and as more threatening than psychologically closer and smaller groups. Including identification with humankind as a predictor into the threat target model resulted in a steeper increase in threat target perception patterns, whereas identification with humankind did not predict differences in threat source perceptions. Additionally, an increase in threat source perceptions across social groups was associated with more adherence to health guidelines, whereas an increase in threat target perceptions was not. We fully replicated these findings in a subgroup from the original sample (N = 989) four weeks later. We argue that societal recovery from this and other crises will be supported by an inclusive approach informed by a sense of our common identity as human beings.
Link(s) to publication:
https://www.psychologicabelgica.com/articles/10.5334/pb.1043/
http://dx.doi.org/10.5334/pb.1043
-
Bracht, E. M.; Monzani, L.; Boer, D.; Haslam, S. A.; Kerschreiter, R.; Lemoine, J. E.; Steffens, N. K.; Akfirat, S. A.; Avanzi, L.; Barghi, B., et al., 2022, "Innovation Across Cultures: Connecting Leadership, Identification, and Creative Behavior in Organizations", Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale
Abstract: Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising reponses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high vs. low on collectivism. Power distance did not influence the relations.
Link(s) to publication:
https://iaap-journals.onlinelibrary.wiley.com/doi/full/10.1111/apps.12381
http://dx.doi.org/10.1111/apps.12381
-
Seijts, G. H.; Monzani, L.; Woodley, H. J. R.; Mohan, G., 2022, "The Effects of Character on the Perceived Stressfulness of Life Events and Subjective Well-Being of Undergraduate Business Students", Journal of Management Education, February 46(1): 106 - 139.
Abstract: Stress and the associated correlates, such as depression, alcohol abuse, and suicidal ideation, are a global issue among college and university students. We assert that character is a personal resource that students have at their disposal to address personal, social, and environmental challenges they may encounter in their personal and academic lives. The results of a field study involving undergraduate business students show that character, operationalized as a higher-order construct consisting of 11 inter-related dimensions, has a direct effect on the subjective well-being of students and an indirect effect through the perceived stressfulness of life events. Our results imply that it is essential for faculty and students at management education institutions to fully appreciate the importance of character for effective functioning and to develop the various character dimensions to address adverse personal, social, and environmental situations in a positive fashion.
Link(s) to publication:
https://journals.sagepub.com/doi/full/10.1177/1052562920980108#:~:text=The%20results%20of%20a%20field,perceived%20stressfulness%20of%20life%20events.
http://dx.doi.org/10.1177/1052562920980108
-
Frenzel, S.; Junker, N.; Avanzi, L.; Bolatov, A.; Haslam, A. S.; Häusser, J.; Kark, R.; Meyer, I.; Mojzisch, A.; Monzani, L., et al., (Forthcoming), "A trouble shared is a trouble halved: The role of family identification and identification with humankind in well-being during the COVID-19 pandemic", British Journal Of Social Psychology
Abstract: The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. We assessed social groups ranging from physically close groups (family, close friends and neighborhood) to physically distant and larger groups (people living in the same country and humankind). We predicted that physically closer groups would be perceived as less affected (threatened) by COVID-19 as well as less threatening than physically more distant groups. Based on the social identity approach, we also assumed that stronger identification with the most inclusive group (humankind) would amplify these patterns. In a nationwide survey (N=1474) German participants indicated the degree to which they perceived COVID-19 as a threat to their family/close friends, neighborhood, members of their country, and humankind. They also indicated the degree to which they felt threatened by these groups and we measured their identification with humankind. Results supported most of our hypotheses. Using latent random-slope modelling, we found a positive linear trend in the perception of the target group of the threat and the source of the threat: More inclusive and more distant groups were perceived as more affected by COVID-19 and as more threatening than more exclusive and physically closer groups. Identification with humankind amplified the change in threat perception such that the positive linear trend for the threat target was steeper with increasing identification. However, the positive linear trend for the threat source was not amplified by identification with humankind
Link(s) to publication:
http://dx.doi.org/10.1111/bjso.12470
-
Monzani, L.; Mateu, G.; Martinez, J.; Hernandez Bark, A. S., 2021, "Reducing the cost of being the boss: Authentic leadership suppresses the effect of role stereotype conflict on antisocial behaviors in leaders and entrepreneurs", Frontiers In Psychology, November 12
Abstract: What drives entrepreneurs to engage in antisocial economic behaviors? Without dismissing entrepreneurs’ agency in their decision-making processes, our study aims to answer this question by proposing that antisocial economic behaviors are a dysfunctional coping mechanism to reduce the psychological tension that entrepreneurs face in their day-to-day activities. Further, given the overlap between the male gender role stereotype and both leader and entrepreneur role stereotypes, this psychological tension should be stronger in female entrepreneurs (or person who identifies with the female gender role).
We argue that besides the well-established female gender role – leader role incongruence, female entrepreneurs also suffer a female gender role – entrepreneur role incongruence. Thus, we predicted that men (or those identifying with the male gender role) or entrepreneurs (regardless of their gender identity) that embrace their roles to an extreme, are more likely to engage in antisocial economic behaviors, such as cheating or trying to harm competitors’ businesses, than women or managers respectively. Finally, we predicted that embracing an authentic leadership style might mitigate this effect.
We tested our predictions in two laboratory studies (Phase 1 and 2). For Phase 1 we recruited a sample of French Business school students (N = 82). For Phase 2 we recruited a sample of Costa Rican male and female entrepreneurs, using male and female managers as reference groups (N = 64). Our results show that authentic leadership reduced the likelihood of entrepreneurs and men of engaging in antisocial economic behaviors such as lying to harm one’s competition or seeking an unfair advantage.
Link(s) to publication:
http://dx.doi.org/10.3389/fpsyg.2021.760258
-
Monzani, L.; Escartin, J.; Ceja, L.; Bakker, A. B., 2021, "Blending Mindfulness Practices and Character Strengths Increases Employee Wellbeing: A second-order meta-analysis and a follow-up Field Experiment", Human Resource Management Journal, November 31(4): 1025 - 1062.
Abstract: This study summarizes the existing literature on Mindfulness-Based Interventions (MBIs) and their effect on employee wellbeing criteria and extends it by testing MBIs against a Mindfulness-Strengths Based Intervention (MSBI). Given that extant MBIs focus on restoring wellbeing, our first hypothesis was that MBIs would perform better on reducing negative emotional states than on promoting wellbeing. To test our first hypothesis, we conducted a second-order meta-analysis, which summarized 13 first-order meta-analyses (k = 311). MBIs had stronger effects on reducing negative emotions (𝑔 = -.74) than on increasing wellbeing (𝑔
= .58). Then, we conducted a follow-up field experiment, comparing how an MSBI performed against an MBI on employee wellbeing criteria. An MSBI combines mindful meditation, mindful living, and Character Strengths-Based Interventions (CSBI). Our second hypothesis was that an MSBI would outperform an MBI on increasing employee wellbeing criteria. During an MSBI, participants (a) attain a conscious state of mindful awareness, and (b) direct their attention towards the discovery and habitual exercise of their character strengths. To test our second hypothesis, we randomly assigned employees of a small Spanish healthcare organization to either an MSBI or an MBI intervention group. We measured employee wellbeing, before and after the intervention, using two well-established measures of hedonic and eudaimonic wellbeing. Our results show that both interventions were successful and had a large effect on both wellbeing criteria. Further, as predicted, the MSBI group reported higher absolute scores of wellbeing than the MBI group. Implications for theory and practice are discussed, and detailed appendices for practitioners are provided.
Link(s) to publication:
http://dx.doi.org/10.1111/1748-8583.12360
-
Monzani, L.; Seijts, G. H.; Crossan, M. M., 2021, "Character matters: The network structure of leader character and its relation to follower positive outcomes", PLOS One, September 16(9): e0255940 - e0255940.
Abstract: We investigated the relationship between self-ratings of leader character and follower positive outcomes – namely, subjective well-being, resilience, organizational commitment, and work engagement – in a public-sector organization using a time-lagged cross-sectional design involving 188 leader – follower dyads and 22 offices. Our study is an important step forward in the conceptual development of leader character and the application of character to enhance workplace practices. We combined confirmatory factor analysis and network-based analysis to determine the factorial and network structure of leader character. The findings revealed that a model of 11 inter-correlated leader character dimensions fit the data better than a single-factor model. Further, judgment appeared as the most central dimension in a network comprising the 11 character dimensions. Moreover, in a larger network of partial correlations, two ties acted as bridges that link leader character to follower positive outcomes: judgment and drive. Implications for theory and practice are discussed.
Link(s) to publication:
http://dx.doi.org/10.1371/journal.pone.0255940
-
Knoll, M.; Götz, M.; Adriasola, E.; Al-Atwi, A. A.; Arenas, A.; Atitsogbe, K. A.; Barrett, S.; Bhattacharjee, A.; Blanco C, N. D.; Bogilovic, S., et al., 2021, "International Differences in Employee Silence Motives: Scale Validation, Prevalence, and Relationships with Culture Characteristics across 33 Countries", Journal of Organizational Behavior, June 42(5): 619 - 648.
Abstract: Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.
Link(s) to publication:
http://dx.doi.org/10.1002/job.2512
-
Espí-Lopez, G.; Monzani, L.; Zurriaga, R., 2020, "The beneficial effects of therapeutic craniofacial massage on Quality of Life, mental heath, and menopausal symptoms: a randomized controlled clinical trial", Complementary Therapies in Medicine, June 51: 102415 - 102415.
Abstract: Objective. The objective of this study was to determine the effect of massage in the craniofacial area in menopausal women after the treatment and one month after its completion, and to measure its influence on quality of life in relation to symptoms of menopause, mental health, and body image perception. Design. 50 participants with menopause, aged 45-65 years, participated in a single-blind randomized controlled trial. Participants were randomly assigned to two groups: craniofacial massage group (CMG), who received massage treatment (n=25), and control group (CG), without treatment (n=25). Prior to randomization, all participants provided demographic and clinical information. Quality of life, mental health and body image perception were evaluated at three time points: at the beginning of the study, at the end, and one month after finishing the treatment. Results A repeated-measures multivariate analysis of variance (RM-MANOVA) was used to determine if mean scores in the criteria differed significantly between time points within subjects. The results obtained indicate that the cranial massage techniques had a positive effect on participants’ mental health; partially ameliorated the decrease in scores on the Menopause Rating Scale; and stopped the decrease in Body Image perception’s scores. Conclusions The craniofacial massage protocol, applied to the craniofacial sphere, constitutes a complementary and valid therapy-based therapeutic option for clinicians in the treatment of different symptoms that occur in the climacteric period.
Link(s) to publication:
http://dx.doi.org/10.1016/j.ctim.2020.102415
-
Espí-Lopez, G. V.; Monzani, L.; Zurriaga, R.; Dugailly, P-M.; Vicente-Herrero, T.; Andersen, L. L., 2020, "Cross-cultural Adaptation of the Body Satisfaction and Global Self Perception Questionnaire for Subjects with Non-specific Musculoskeletal Disorders", Indian Journal of Science and Technology, February 13(7): 817 - 831.
Abstract: Background: Assessing patient’s cognitions and emotions about
their physical body is an important part of rehabilitation planning, as
musculoskeletal disorders can lead to a change in bodily perceptions.
Methods: This study explores the validity and reliability of the Body
Satisfaction and Global Self-Perception Questionnaire (QSCPGS)]
in the Spanish population. In addition to calculating Cronbach’s
alpha, we conducted Exploratory Factor Analysis and Confirmatory
Factor Analyses to test the scale’s validity. We then conducted a
test–retest and longitudinal measurement invariance test to explore
our measure’s reliability. Results: Our final sample consisted of 147
subjects with non-specific musculoskeletal disorders (M = 32 years,
SD = 15.06), who provided two data points in a 30-day period. A
reduced, four-factor model fit the data better [(χ2 = 92.51*; df =
71; df = χ2/df = 1.30; RMSEA= .04; CFI = .95; TLI = .94; SRMR = .05;
WRMR = .84)] than any other model. The re-test validity analyses
revealed that the four-factor model was stable over time. Finally,
the reduced scale correlated with the SF-36 Quality of Life inventory
and participants’ BMI. Conclusions: The QSCPGSe (Spanish version
QSCPGS) is a reliable and effective tool for measuring body image
perceptions that are more accurate than the original scale.
Link(s) to publication:
http://www.indjst.org/index.php/indjst/article/view/149850/104643
http://dx.doi.org/10.17485/ijst/2020/v13i07/149850,
-
Monzani, L.; Kozusznik, M. W.; Ripoll, P.; Van Dick, R.; Peiró, J. M., 2019, "Coping in the final frontier: An intervention to reduce spaceflight-induced stress", Psychologica, September 62(1): 55 - 77.
Abstract: Research in human spaceflight has extensively documented how microgravity environments, such as spaceflight across Low Earth Orbit (LEO), affects astronauts’ and Spaceflight Participants’ emotions. However, a more refined understanding of this topic will become especially relevant as national and international space agencies increase the duration of manned space missions, and as the private sector fully enters the aerospace arena. In this paper, we analyze the strengths and weaknesses of the four main types of interventions for dealing with the stressors associated with human spaceflight (i.e., ergonomic, physiological, psychological, and psychosocial), and then elaborate on a psychosocial intervention grounded on evidence-based interventions across several fields of psychological research. Among the components of such interventions, we recommend adopting advanced stress coping strategies, developing emotional and intercultural competencies and crafting a shared social identity among crew members. Our proposed intervention aims to enhance the efficacy of social support as a key coping mechanism and applies to crewmembers and spaceflight participants of diverse cultural backgrounds who, most likely, will work using computer-mediated communication (CMC).
Link(s) to publication:
https://www.researchgate.net/publication/329844886_Coping_in_the_final_frontier_An_intervention_to_reduce_spaceflight-induced_stress_Psychologica
http://dx.doi.org/10.14195/1647-8606_62-1_3
-
Monzani, L.; Knoll, M.; Giesnner, S.; van Dick, R.; Peiró, J. M., 2019, "Between a rock and a hard place: Direct and combined effects of authentic leadership, organizational identification, and team prototypicality on Managerial voice", Spanish Journal of Psychology, March 21(eX): 1 - 20.
Abstract: Managers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers’ low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.
Link(s) to publication:
http://dx.doi.org/10.1017/sjp.2019.1
-
van Dick, R.; Lemoine, J.; Steffens, N.; Kerschreiter, R.; Akfirat, S. A.; Avanzi, L.; Dumont, K.; Epitropaki, O.; Fransen, K.; Giessner, S., et al., 2018, "Identity leadership going global: Results from an international validation study of the Identity Leadership Inventory", Journal of Occupational and Organizational Psychology, December 91(4): 697 - 728.
Abstract: Recent theorizing applying the social identity approach to leadership proposes a four-dimensional model of identity leadership that centers on leaders’ management of a shared sense of “we” and “us”. The present research validates a scale assessing this model — the Identity Leadership Inventory (ILI). We present results from an international project with data from all six continents and from more than 20 countries/regions with 5,290 participants. The ILI was translated (using back-translation methods) into 13 different languages (available in the Appendix) and used along with measures of other leadership constructs (i.e. LMX, transformational, and authentic leadership) as well as employee attitudes and (self-reported) behaviors — namely identification, trust in the leader, job satisfaction, innovative work behavior, organizational citizenship behavior, and burnout. Results provide consistent support for the construct, discriminant, and criterion validity of the ILI across countries. We show that the four dimensions of identity leadership are distinguishable and that they relate to important work-related attitudes and behaviors above and beyond other leadership constructs. Finally, we also validate a short form of the ILI, noting that is likely to have particular utility in applied contexts
Link(s) to publication:
http://dx.doi.org/10.1111/joop.12223
For more publications please see our Research Database