Evidence-based Training Interventions

Training interventions concern a wide area largely dealt by Industrial Organizational Psychology.

Continuos improvements in skills and development of the workforce potentials to the highest level, are essential elements to assure performance and effectiveness of an Organization.

Many studies have shown that workers who have experienced a feeling of a lack of or insufficient preparation, with the consequent perception of being inadequate over the task requested, can easily experience a difficulty in adapting  themselves to the Organization , with consequent deterioration of their commitment to work: typical features of the burnout syndrome (work stress related).

Investing in every single worker will make him feeling more responsible to his job, more involved into the company goal and more well-being. All these aspects will lead him to be more productive.

Frequent training interventions bring benefits not only to the single worker, but to the whole Organization.

There are a multiplicity of training interventions that can be implemented by I/O psychologists: from individuals, such as Coaching, Mentoring or Managerial training, to groups, such as Team Building, or to those aimed at developing some basic constructs of the Work and Organization Psychology as a Resource-Based Training.

Coaching is a process that enables learning and development to occur and thus performance to improve. To be successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place.

Mentoring is an off-line process where one person offer help, guidance, advice and support to facilitate the learning or development of another.

Team building is a process of diagnosing team dynamics and instituting plans and processes to improve team performance.

In the resource-based intervention programme (ie FAMILY) for APRESO psychological capital can be considered one of the personal resources able to increase the positive results related to work, such as work engagement and well-being.

The purpose of APRESO is to promote advanced training courses, seminars, conferences, study days on issues of interest to establish relationships with local Organizations, other research centers, Public and Private Associations, to build up a collaboration in the field of research.


Parsloe, E, (1999). The Manager as Coach and Mentor.
Clutterbuck, D & Megginson, D, (1999). Mentoring Executives and Directors.
Gibb Dyer, W. (2015). Team Building, Volume 11, Organizational Behaviour.
Costantini, A., De Paola, F., Ceschi, A., Sartori, R., Meneghini, A. M., Di Fabio, A., (2017). Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme.