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.
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Seijts, G. H.; Monzani, L.; Woodley, H. J. R.; Mohan, G.,
(Forthcoming), "The Effects of Character on the Perceived Stressfulness of Life Events and Subjective Well-Being of Undergraduate Business Students", Journal of Management Education.
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:
http://dx.doi.org/10.1177/1052562920980108
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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.,
(Forthcoming), "International Differences in Employee Silence Motives: Scale Validation, Prevalence, and Relationships with Culture Characteristics across 33 Countries", Journal of Organizational Behavior.
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
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Monzani, L.; Escartin, J.; Ceja, L.; Bakker, A. B.,
(Forthcoming), "Blending Mindfulness Practices and Character Strengths Increases Employee Wellbeing: A second-order meta-analysis and a follow-up Field Experiment", Human Resource Management Journal.
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.
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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
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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
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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,
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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
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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
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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
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Monzani, L.; Zurriaga, R.; Espí-López, G. V.,
2018, "Anxiety and the severity of Tension-Type Headache mediate the relation between headache presenteeism and workers’ productivity", PLoS One, July 13: 1 - 16.
Abstract: The primary objective of this study was to explore the mechanisms and conditions whereby Tension-Type Headache (TTH) presenteeism relates to health-related loss of productivity as a result of both reduced physical and mental health. To this end, Structural Equation Modeling (SEM) was used to conduct a secondary data analysis of a randomized clinical trial involving 78 Tension-type Headache (TTH) patients. The results showed that TTH presenteeism did not directly relate to health-related loss of productivity, either due to physical, or mental health problems. However, through anxiety-state, TTH presenteeism decreased patients’ productivity, as consequence of reduced physical and mental health. Moreover, by increasing the severity of the Tension-Type Headache, TTH presenteeism indirectly decreased patients’ productivity as consequence of reduced physical health (but not mental health). Finally, our results show that such indirect effects only occur when the cause of TTH is non-mechanical (e.g., hormonal causes, etc.). Our work provides an integrative model that can inform organizational behaviorists and health professionals (e.g., physiotherapists). Implications for organizational health are discussed.
Link(s) to publication:
http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0201189
http://dx.doi.org/10.1371/journal.pone.0201189
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Crossan, M. M.; Byrne, A.; Seijts, G. H.; Reno, M.; Monzani, L.; Gandz, J.,
2017, "Toward a Framework of Leader Character in Organizations", Journal of Management Studies, November 54(7): 986 - 1018.
Abstract: While the construct of character is well grounded in philosophy, ethics, and more recently psychology, it lags in acceptance and legitimacy within management research and mainstream practice. Our research seeks to remedy this through four contributions. First, we offer a framework of leader character that provides rigor through a three-phase, multi-method approach involving 1,817 leaders, and relevance by using an engaged scholarship epistemology to validate the framework with practicing leaders. This framework highlights the theoretical underpinnings of the leader character model and articulates the character dimensions and elements that operate in concert to promote effective leadership. Second, we bring leader character into mainstream management research, extending the traditional competency and interpersonal focus on leadership to embrace the foundational component of leader character. In doing this, we articulate how leader character complements and strengthens several existing theories of leadership. Third, we extend the virtues-based approach to ethical decision making to the broader domain of judgment and decision making in support of pursuing individual and organization effectiveness. Finally, we offer promising directions for future research on leader character that will also serve the larger domain of leadership research.
Link(s) to publication:
http://dx.doi.org/10.1111/joms.12254
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Escartin, J.; Monzani, L.; Leong, F.; Rodriguez-Carballeir, A.,
2017, "A reduced form of the Workplace Bullying Scale - the EAPA-T-R: A useful instrument for daily diary and experience sampling studies", Work and Stress, January 31(1): 42 - 62.
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Espi-Lopez, G. V.; Lopez Bueno, L.; Vincente Herrero, M. T.; Martinez Arnau, F. M.; Monzani, L.,
2016, "Efficacy of manual therapy treatment for tension-type headache in anxiety and depressive disorders. A randomized controlled clinical trial", International Journal of Osteopathic Medicine, December 22: 11 - 20.
Abstract: Introductionbr Tension-type headache (TTH) is a highly prevalent disorder with a significant socio-economic impact. The purpose of this study was to test the efficacy of three manual therapy treatments for reducing TTH-related anxiety and depression.brbr Subjects and methodsbr A clinical trial was conducted on 84 participants diagnosed with tension-type headache forming 4 groups: the first group received suboccipital soft tissue treatment (ST) the second group was treated with articulatory techniques (AT) the third group underwent a combination of both techniques (ST and AT), while the fourth group was the control group. Treatment sessions were administered over four weeks, with post-treatment assessment, and follow-up at one month. We conducted repeated measures analysis of covariance (RM-MANCOVA) to evaluate the effect of treatment on between and within-subject conditions and their interaction on reported depression and anxiety.brbr Resultsbr All treatments resulted in a moderate’ reduction of psychological symptoms associated with TTH (Cohen's f .31 for anxiety trait f .35 for anxiety state and f .35 for depression). However, their efficacy varied across treatments, TTH types and the elapsed time between measurements.brbr Conclusionbr Treatments including an articulatory technique showed a greater efficacy than a soft tissue technique, or a combination of both, for the reduction of TTH-related anxiety and depression levels in these participants.
Link(s) to publication:
http://dx.doi.org/10.1016/j.ijosm.2016.05.003
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Espi-Lopez, G. V.; Zurriaga, R.; Monzani, L.,
2016, "The effect of manipulation plus massage therapy versus massage therapy alone in people with tension-type headache. A randomized controlled clinical trial", European Journal of Physical and Rehabilitation Medicine, October 52(5): 606 - 617.
Abstract: BACKGROUND:br Manipulative techniques have shown promising results for relief of tension-type headache (TTH), however prior studies either lacked a control group, or suffered from poor methodological quality. The aim of this study was to compare the effect of spinal manipulation combined with massage versus massage alone on range of motion of the cervical spine, headache frequency, intensity and disability in patients with TTH.brbr DESIGN:br Randomized, single-blinded, controlled clinical trial.brbr SETTING:br University clinic.brbr POPULATION:br We enrolled 105 subjects with TTH.brbr METHODS:br Participants were divided into two groups: 1) manipulation and massage 2) massage only (control). Four treatment sessions were applied over four weeks. The Headache Disability Inventory (HDI) and range of upper cervical and cervical motion were evaluated at baseline, immediately after the intervention and at a follow-up, 8 weeks after completing the intervention.brbr RESULTS:br Both groups demonstrated a large (ƒ1.22) improvement on their HDI scores. Those that received manipulation reported a medium-sized reduction (ƒ0.33) in headache frequency across all data points (P<0.05) compared to the control group. Both groups showed a large within-subject effect for upper cervical extension (ƒ0.62), a medium-sized effect for cervical extension (ƒ0.39), and large effects for upper cervical (ƒ1.00) and cervical (ƒ0.27) flexion. The addition of manipulation resulted in larger gains of upper cervical flexion range of motion, and this difference remained stable at the follow-up.brbr CONCLUSIONS:br These findings support the benefit of treating TTH with either massage or massage combined with a manipulative technique. However, the addition of manipulative technique was more effective for increasing range of motion of the upper cervical spine and for reducing the impact of headache.brbr CLINICAL REHABILITATION IMPACT:br Although massage provided relief of headache in TTH sufferers, when combined with cervical manipulation, there was a stronger effect on range of upper cervical spine motion.
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Monzani, L.; Braun, S.; Van Dick, R.,
2016, "It takes two to tango: The interactive effect of authentic leadership and organizational identification on employee silence intentions", German Journal of Human Resource Management: Zeitschrift fuer Personalforschung, August 30(3-4): 246 - 266.
Abstract: Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short-term interests of the leader, who might perceive voicing problems as disloyal, and the long-term interests of the organization, which might suffer severe costs because of silence. In this article we propose a theoretical model that bridges authentic leadership and organizational identification to test their joint effect on organizational silence responses (exit, loyalty and neglect). Based on previous work, we hypothesized that authentic leadership is positively related to employees’ loyalty (a passive yet constructive response). However, in dilemmatic situations this effect should be buffered by a high organizational identification (as a result of conflicting loyalties). Similarly, in such situations, we predicted that the influence of authentic leadership on employees’ destructive responses may be counter-productive if not matched with a high organizational identification. We tested our proposed model with an online vignette study that involved 458 employees from German-speaking countries from diverse work sectors. We used a realistic scenario comprising a dilemmatic situation, in which a decision between voice and silence had to be made. Our results partially support the hypotheses. Implications for management and future research directions are discussed.
Link(s) to publication:
http://dx.doi.org/10.1177/2397002216649896
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