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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EspĂ-Lopez, G.; Monzani, L.; Zurriaga, R.,
(Forthcoming), "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.
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.
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EspĂ-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.; PeirĂł, 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.; PeirĂł, 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.; EspĂ-LĂłpez, 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 (Ć’1.22) improvement on their HDI scores. Those that received manipulation reported a medium-sized reduction (Ć’0.33) 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 (Ć’0.62), a medium-sized effect for cervical extension (Ć’0.39), and large effects for upper cervical (Ć’1.00) and cervical (Ć’0.27) 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, "The moderator role of organizational identification in the relation between authentic leadership and followers’ silence intentions", German Journal of Human Resource Management: Zeitschrift fuer Personalforschung, August 30: 3 - 4.
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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Monzani, L.; Zurriaga, R.; Espi-Lopez, G. V.; Andersen, L. L.,
2016, "Manual Therapy for Tension-type Headache related to Quality of Work Life and Work Presenteeism: A secondary analysis of a randomized controlled trial", Complementary Therapies in Medicine, April 25: 86 - 91.
Abstract: OBJECTIVE:br The objective of this research is to evaluate the efficacy of manual therapy for tension-type headache (TTH) in restoring workers quality of work life, and how work presenteeism affects this relation. brbr DESIGN:br This study is a secondary analysis of a factorial, randomized clinical trial on manual therapy interventions. Altogether, 80 patients (85% women) with TTH and without current symptoms of any other concomitant disease participated.brbr INTERVENTIONS:br An experienced therapist delivered the treatment: myofascial inhibitory technique (IT), articulatory technique (AT), combined technique (IT and AT), and control group (no treatment).brbr RESULTS:br In general, all treatments as compared to our control group had a large effect (f.69) in the improvement of participants' quality of work life. Work presenteeism interacted with TTH treatment type's efficacy on participant's quality of work life. The inhibitory technique lead to higher reports of quality of work life than other treatment options only for participants with very low frequency of work presenteeism. In turn, TTH articulatory treatment techniques resulted in higher reports of quality of work life for a high to very high work presenteeism frequency.brbr CONCLUSION:br Articulatory manipulation technique is the more efficient treatment to improve quality of work life when the frequency of work presenteeism is high. Implications for future research and practice are discussed.
Link(s) to publication:
https://doi.org/10.1016/j.ctim.2016.01.008
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Buunk, A. P.; Zurriaga, R.; Gonzales-Navarro, P.; Monzani, L.,
2016, "Attractive Rivals May Undermine Career Advancement Expectations and Enhance Jealousy. An Experimental Study", European Journal of Work and Organizational Psychology, March 25(6): 790 - 803.
Abstract: This experiment with 119 adult females examined the effect of a rival’s attractiveness on jealousy and career advancement expectations in a simulated work setting where individuals had to compete for a job promotion. We hypothesized that an attractive rival would evoke relatively more jealousy and lower career advancement expectations, especially in individuals high in Intrasexual Competitiveness. In addition, we examined the moderating effects of characteristics attributed to the rival in terms of popularity, professionalism, and unfriendliness. The results showed that, overall, an attractive rival induced more jealousy and lower career advancement expectations than an unattractive rival. Especially among women who attributed unfriendliness to their rival, the attractiveness of the rival induced higher levels of jealousy and lower career advancement expectations. Among women high in Intrasexual Competitiveness, the rival’s attractiveness induced lower career advancement expectations. It is recommended that managers and human resource officials pay particular attention to how physical attractiveness may interfere with female employees’ professional development, and to the important role of emotions in the workplace.
Link(s) to publication:
http://dx.doi.org/10.1080/1359432X.2016.1156085
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Monzani, L.; Ripoll, P.; Peiro, J. M.,
2015, "Winning the hearts and minds of followers: The interactive effects of follower’s emotional competencies and goal setting types on trust in leadership", Revista Latinoamericana de PsicologĂa, February 47(1): 1 - 15.
Abstract: Followers’ trust is essential for effective leadership. While initial approaches to trust focused on trust-related information, recent findings suggest that trust also has an affective component. Therefore, emotional competencies such as emotional attention, clarification and repair could predict trust in leadership, in early stages of the follower-leader relation. However, as this relation develops in time, trust-related judgments may shift from followers’ emotions towards leaders’ behaviors such as goal setting practices. As goals can be set in either a directive or participative way, followers with different levels of emotional competences should have distinct emotional responses towards these goal-setting types. On this rationale, we evaluated a possible interactive effect between goal setting types and emotional competencies on followers’ trust in leadership. For this, we conducted a two-wave experiment, randomly assigning 228 participants to two possible experimental conditions (directive vs. participative goal setting) or a control group (unspecific Do your best goals). We used multivariate regression analyses to test our hypotheses, controlling for demographic factors (participants age, biological gender and previous work experience) and stable personality traits. While there were no differences in trust in leadership across experimental conditions, followers’ emotional competencies at work session 1 had positive main effects on followers’ trust in leadership. At work session 2, significant interaction effects between directive goal setting type and both emotional clarity and repair indicate that only setting goals in a directive way will compensate low levels of followers’ emotional clarity and repair. brbr La confianza de los seguidores es un elemento esencial de un liderazgo eficaz. Las aproximaciones tempranas a la formaciĂłn de la confianza hacia los lĂderes, adoptaron un enfoque basado en evaluaciones basadas en informaciĂłn. Sin embargo, avances recientes en la investigaciĂłn de la confianza sugiere que estas evaluaciones tambiĂ©n contienen un componente afectivo. En este estudio proponemos que las competencias emocionales, como (1) atenciĂłn, (2) claridad y (3) reparaciĂłn emocional predecirán la confianza hacia el lĂder en momentos tempranos de la relaciĂłn lĂder-seguidor. A medida que esta relaciĂłn se desarrolla en el tiempo, las evaluaciones sobre la fiabilidad del lĂder cambiaran su objetivo, más precisamente de las emociones que el lĂder despierta a la manera en que este establece las metas. Debido a que las metas pueden ser establecidas de manera directiva o participativa, los seguidores con diferentes niveles en estas tres competencias emocionales, deberĂan presentar diferentes respuestas emocionales hacia dichas prácticas de establecimiento de metas. Basándonos en esta idea, evaluamos un posible efecto interactivo de las competencias emocionales y el tipo de establecimiento de metas sobre los puntajes de confianza hacia el lĂder de los seguidores. Para esto, realizamos un experimento longitudinal de dos sesiones de trabajo al cual asistieron 228 participantes. Las competencias emocionales de los seguidores en la primera sesiĂłn de trabajo tuvieron un efecto positivo sobre su confianza en el lĂder, mientras que se detectĂł un efecto de interacciĂłn entre la reparaciĂłn emocional y el tipo de establecimiento de metas. En la segunda sesiĂłn de trabajo, solo se detectaron efectos de interacciĂłn entre la claridad y la reparaciĂłn emocional y el establecimiento de metas directivo. Este resultado indica que el hecho de establecer metas, y no como estas se establecen es lo que compensara el efecto negativo sobre la confianza en el lĂder de bajos niveles de claridad y reparaciĂłn emocional de los seguidores.
Link(s) to publication:
http://dx.doi.org/10.1016/S0120-0534(15)30001-7
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Monzani, L.; Ripoll, P.; Peiro, J. M.,
2014, "The moderator role of followers’ personality traits in the relation between leadership styles, two types of task performance and work result satisfaction", European Journal of Work and Organizational Psychology, September 24(3): 444 - 461.
Abstract: Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.
Link(s) to publication:
http://dx.doi.org/10.1080/1359432X.2014.911173
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