Ciência-IUL    Autores    Silvia Dello Russo    Currículo
Resumo CV

Silvia Dello Russo holds a PhD in Organizational Psychology from Universitá Sapienza of Rome, Italy, and in 2010 she received the award for the best PhD theses in organizational psychology by the Italian Association of Psychology (AIP). Before joining ISCTE-IUL (2012-2018) she was post-doc researcher at Universitá Sapienza (Rome, Italy) and visiting post-doc researcher at Aston Business School (Birmingham, UK). She has been also visiting researcher at Catholic University of Rome and WU University of Vienna, and has experience in teaching a variety of subjects within the fields of Organizational Behavior, Human Resource Management and Organizational Psychology. She has received funding for her research projects by the FCT (2013; 2018) and the SIOP Foundation (2016). Her research has been published in such journals like: Journal of Organizational Behavior, Human Resource Management, Journal of Vocational Behavior, International Journal of Human Resource Management, Journal of Occupational and Organizational Psychology, Applied Psychology: An International Review, Journal of Leadership and Organizational Studies. She is an Associate Professor at TBS Education (France) since 2019, and an integrated member of BRU-IUL. 

You can visit her latest project website: 

Qualificações Académicas
Universidade/Instituição Tipo Curso Período
Università Sapienza di Roma
Doutoramento Work and Organizational Psychology 2008
Università Sapienza di Roma
Mestrado Integrado Work and Organizational Psychology 2004
Áreas de Investigação
HRM practices for development. HRM practices are investigated as a means through which organizations can foster and support individuals' development and motivation that ultimately benefit also the organizational performance. Single practices have been explored, such as 360° feedback and training, and their effects (e.g., subsequent performance, the durability of the intervention).  Among the specific practices, a major role is occupied by performance appraisal and performance management that are the object of a dedicated line of research. Within this line, the validity of the tools adopted for evaluation was examined and, more recently, the relationship between rater and ratee and its effects on perceived fairness of the process.  The study of bundles of HRM practices (vs. single practices) has been pursued as well, with a specific attention to the healthcare setting, via a systematic literature review and empirical studies. In particular, through a recent study she showed how the strength of HRM practices implementation is related to hospital departments' higher appropriateness of cares.  Ongoing research projects within this line of research include the relational aspects underlying performance appraisals (subject of recent research grants and applications) as well as the study of HRM practices bundles during the recent Portuguese financial crisis.
Interaction individual-organizational context. Within this line of research a number of aspects of the organizational setting have been explored, together with their effects on individual attitudes (), motivations (e.g., motivation to lead) and behaviors (e.g, absenteeism, job performance). All these aspects cover: the structural context (e.g., decentralization), the physical context (e.g., the physical arrangement of the offices), the task context (e.g., autonomy, task variety) and, more extensively, the social context. Within the social context, a number of her published studies investigated how workers perceive the social constituents of their organization (namely, colleagues, top management and direct leaders). More recently, her attention has focused on the perception of one's leader and especially the quality of the relationship with the leader (i.e., LMX) and current research projects and collaborations revolve around this core topic.
Work Motivation and aging. Several variables have been investigated as motivational drivers of individual organizational behaviors, especially job performance but also absences from work. These span more distal motivational drivers (e.g., personality traits, organisational commitment) as well as more proximal determinants, such as motivational orientations, self-efficacy beliefs, goals and their features according to the goal setting theory, and finally the emotions triggered by specific events at work.  More recently Dr. Dello Russo has turned her attention to the different motivational profiles of individuals along their working lifespan, comparing older and younger workers. This topic has been the main theme of a recently funded project and continues as one of the current projects.
Psicologia Ciências Sociais
Economia e Gestão Ciências Sociais