How occupational physicians pay attention to the values of employees: a qualitative study

PURPOSE

The Dutch Association for Occupational Medicine considers employee values to be an essential pillar in occupational medicine. The occupational physician should focus on what an employee finds valuable. However, it is unclear how occupational physicians comply with this policy and pay attention to employee values. The present study aims to fill this gap by mapping to what extent occupational physicians pay attention to employee values.

METHOD

We used an exploratory qualitative research method through in-depth interviews with 10 Dutch occupational physicians. Additionally, two non-participating observations were conducted.

RESULTS & CONCLUSION

The results show that values remain mostly implicit and are applied intuitively or unconsciously but not explicitly. Hence, the ethical requirements of the Dutch Association for Occupational Medicine policy remain underexposed and under-executed. Multiple facets foster or impede a conversation about values. As far values were mentioned they were mainly extrinsic, social, and prestige-oriented. Intrinsic values were hardly mentioned. However, a few occupational physicians explicitly stated that they pay attention to values and reported that heeding to employee values contributes to better collaboration and decision-making with the employee. We argue that paying attention to intrinsic values may improve the overall work quality of occupational physicians and benefit employee well-being.

Under pressure - Nursing staff's perspectives on working hours and recovery during the COVID-19 pandemic: A qualitative study

Background

The COVID-19 pandemic contributed to increased pressure on healthcare systems. During periods when the demands exceed the capacity of healthcare organizations, adaptive strategies are used to meet these demands. During the COVID-19 pandemic, working hours for nursing staff were reorganized and extended. This has posed challenges for recovery, which may be a key factor for maintaining health and safety under such conditions.

Objectives

The aim of the study was to bring insights into how nursing staff perceived their working hours and recovery during the COVID-19 pandemic, and if they experienced any changes in their sleep and well-being.

Design

A qualitative descriptive design was chosen, as it is suitable for gaining insight into perceptions and experiences.

Methods

Qualitative semi-structured interviews were conducted using an interview guide. The interviews were analyzed using thematic analysis. Sixteen registered nurses and six certified nursing assistants from four Swedish hospitals participated in the study.

Results

The organization of working hours during the COVID-19 pandemic was considered suboptimal and resulted in more demanding working hours and poor recovery. Nursing staff experienced loss of control as they lost influence over working hours, working hours became more unpredictable and the boundaries between work and leisure became blurred. Nursing staff also experienced a decline in their health and well-being, including extreme fatigue, impaired sleep and physical/mental changes.

Conclusion

The strategies used by healthcare organizations to meet increasing demands during the COVID-19 pandemic contributed to impaired recovery and well-being of nursing staff, which could generate negative feedback loops contributing to depletion of resources at the organizational level.

Exploring barriers to employee voice among certified nursing assistants: A qualitative study

BACKGROUND

Research shows that voice-the communication of ideas, concerns, and perspectives by employees to those in positions to instigate changes-is related to job satisfaction, retention, and organizational improvement. Nevertheless, health care professionals often do not exercise voice. Although researchers have explored the barriers registered nurses working in hospitals experience in expressing their voices, there has been a notable lack of attention in research and practice to the voice of certified nursing assistants working in long-term care settings.

PURPOSES

Ensuring that certified nursing assistants can exercise voice is essential for the welfare and well-being of this occupational group and critical for the success of their organizations. Therefore, we explore the barriers certified nursing assistants encounter that hinder them from exercising voice.

METHODOLOGY

We conducted seven focus groups in which 24 Dutch certified nursing assistants participated.

RESULTS

The results show that respondents were not always willing to exercise voice, which stemmed primarily from negative prior experiences with exercising voice. Respondents were further not always able to exercise voice, as the conditions under which they had to do so were unfavorable. Finally, respondents sometimes lacked the necessary skills to convey their ideas, concerns, and perspectives effectively.

PRACTICE IMPLICATIONS

Our findings indicate that health care managers must address multiple factors if they wish to enhance the voice of certified nursing assistants.

How Identity Impacts Bystander Responses to Workplace Mistreatment

Integrating a social identity approach with Cortina's (2008) theorizing about selective incivility as modern discrimination, we examine how identification-with an organization, with one's gender, and as a feminist-shapes bystanders' interpretations and responses to witnessed incivility (i.e., interpersonal acts of disrespect) and selective incivility (i.e., incivility motivated by targets' social group membership) toward women at work. We propose that bystanders with stronger organizational identification are less likely to perceive incivility toward female colleagues as discrimination and intervene, but female bystanders with stronger gender identification are more likely to do so. Results from two-wave field data in a cross-lagged panel design (Study 1, N = 336) showed that organizational identification negatively predicted observed selective incivility 1 year later but revealed no evidence of an effect of female bystanders' gender identification. We replicated and extended these results with a vignette experiment (Study 2, N = 410) and an experimental recall study (Study 3, N = 504). Findings revealed a "dark side" of organizational identification: strongly identified bystanders were less likely to perceive incivility as discrimination, but there were again no effects of women's gender identification. Study 3 also showed that bystander feminist identification increased intervention via perceived discrimination. These results raise doubts that female bystanders are more sensitive to recognizing other women's mistreatment as discrimination, but more strongly identified feminists (male or female) were more likely to intervene. Although strongly organizationally identified bystanders were more likely to overlook women's mistreatment, they were also more likely to intervene once discrimination was apparent.

The mediating role of psychological empowerment in perceptions of decent work and work immersion among Chinese nurses: A cross-sectional study

AIM

The purpose of this study was to explore the relationships among perceptions of decent work, psychological empowerment, and work immersion among nurses, hypothesizing that psychological empowerment mediates the relationship between perceptions of decent work and work immersion.

BACKGROUND

At present, there are many studies on nurses' perceptions of decent labor and work immersion in China, but the relationship between them has not been discussed from a psychological perspective.

METHODS

The sample consisted of clinical nurses in Jiangxi, Zhejiang, Hubei, and Guangdong provinces, China, and the nurses' general information, decent labor perception, psychological empowerment, and work immersion scores were assessed using the General Information Scale, Decent Labor Perception Scale, Psychological Empowerment Scale, and Work Immersion Scale, respectively. Pearson correlation analysis and structural equation modeling were used to analyze the data.

RESULTS

The total scores of nurses' perceptions of decent work, psychological empowerment, and work immersion were at a moderate level. The total nurse work immersion score and each dimension score were positively correlated with the total nurse decent work perception score and the total psychological empowerment score. Decent work perception and psychological empowerment directly and positively predicted work immersion; decent work perception also indirectly acted on work immersion through psychological empowerment.

CONCLUSIONS AND IMPLICATIONS FOR NURSING AND HEALTH POLICY

Nurses' work immersion was moderate, and this study explored the mechanisms by which perceptions of decent work affect nurses' work immersion from a psychological perspective, validating the mediating role of psychological empowerment. This study emphasizes that nursing managers should fully understand the importance of nurses' work immersion, continuously improve nurses' decent labor perceptions, enhance their psychological empowerment level, improve their work immersion, and enhance the quality of nursing services.

Short Mindfulness Meditations During Breaks and After Work in Everyday Nursing Care: A Simple Strategy for Promoting Daily Recovery, Mood, and Attention?

BACKGROUND

Nurses experience high job demands, which makes recovery particularly necessary to maintain well-being and performance. However, these demands also make recovery challenging. Short mindfulness meditations could potentially help alleviate this paradox.

METHODS

Two ecological momentary intervention studies were conducted among geriatric nurses (Study 1: break study) and hospital nurses (Study 2: after-work study) to investigate whether short audio-guided mindfulness meditations are beneficial for recovery during breaks and psychological detachment after work. Furthermore, break recovery and after-work detachment were examined as mediators of the associations between mindfulness meditations and after-break/after-sleep mood and attention after respective recovery periods. Multilevel path models were based on a sample of 38 nurses and 208 after-break surveys in the break study and 26 nurses and 192 after-sleep surveys in the after-work study.

RESULTS

Compared to breaks spent as usual, breaks that incorporated short mindfulness meditations were associated with higher break recovery, which mediated the positive associations between mindful breaks and after-break calmness, valence, and energetic arousal. Only with certain constraints did mindfulness meditations predict a lower rate of attention failures. In the after-work study, short mindfulness meditations were positively related to psychological detachment, which mediated the positive associations between the intervention and after-sleep valence and calmness.

CONCLUSION/APPLICATION TO PRACTICE

Both pilot studies showed that short mindfulness meditations aid in recovery among nurses. However, to fully utilize the advantages of recovery-promoting breaks, structural changes are necessary to ensure that breaks of an appropriate duration are consistently implemented.

Personal value preferences, multifaceted job satisfaction and burnout in Israeli high-tech

This study investigates connections between personal value preferences, satisfaction with different facets of the job and burnout among high-tech workers. The study's sample included 175 individuals (43% females) working in the high-tech industry in Israel. A high level of satisfaction with work content was associated with low burnout and high professional accomplishment, and satisfaction with coworkers was associated with low burnout. Satisfaction with supervisor, salary and promotion opportunities did not affect high-tech workers' burnout and professional accomplishment. A high preference for achievement values was associated with high professional accomplishment. A high preference for power values was associated with low satisfaction with all job facets. In addition, power values increased burnout indirectly by reducing satisfaction with work content and coworkers. Power values also decreased personal accomplishment indirectly by reducing satisfaction with work content. A high preference for self-direction values was associated with high satisfaction with salary and promotion opportunities. Finally, high preferences for achievement and universalism values were associated with high satisfaction with promotion opportunities. The theoretical and practical implications of the obtained results are discussed.

The Connection Between Dark Traits and Emotional Intelligence: A Multistudy Person-Centered Approach

OBJECTIVE

Several studies have analyzed the relationship between Emotional Intelligence (EI) and dark personality, but the results are inconclusive. One study tested correlations between traits that may underlie a person-centered profile of "dark EI." Our study aimed to replicate and extend that research, identifying profiles in Spaniards and examining the differences between the profiles based on different variables of interest.

METHOD

Two studies were designed, the first one (N = 1241) focused on trait EI and the Dark Triad, and the second one expanding the previous (N = 392) focusing on ability EI and the Dark Tetrad.

RESULTS

Three profiles were obtained in both studies: nondark and non-EI profile, dark profile, and average narcissistic and high EI profile. The latter showed the highest self-esteem, strengths, well-being, and civic engagement, and the lowest psychological difficulties and personal distress.

CONCLUSIONS

Our results reinforced the findings of the study we replicated, not supporting the presence of dark EI, but also not supporting the presence of high EI with very low levels of dark traits. These results have implications when designing preventive actions to improve emotional education.

A Mixed-Methods Investigation into the Interplay Between Supportive Work Environment, Achievement Emotions, and Teaching for Creativity as Perceived by Chinese EFL Teachers

Teaching for creativity (TfC) has recently received increased attention in English-as-a-foreign-language (EFL) contexts. Previous studies confirmed that TfC links with achievement emotions (AEs) in this context. Additionally, a supportive work environment (SWE) has been shown to be associated with AEs. However, relationships among all three variables - SWE, AEs, and TfC - have not been adequately explored in EFL contexts, nor have the underlying bases for these links been elucidated. In this study, we adopted a mixed-methods approach to investigate the complex associations between SWE, AEs (anxiety, pride, enjoyment, and anger), and TfC as perceived by 441 Chinese EFL teachers. Quantitative results revealed that SWE, four AEs, and TfC were significantly correlated, with small to large effect sizes. Furthermore, the four AEs collectively mediated the relationship between SWE and TfC in our structural equation model. Qualitative interviews with 15 EFL teachers provided nuanced insights into possible reasons for these statistical patterns. We discuss the theoretical and pedagogical implications of these findings and suggest directions for future research.

Camouflaging, internalized stigma, and mental health in the general population

BACKGROUND

Camouflaging, the strategies that some autistic people use to hide their differences, has been hypothesized to trigger mental health ramifications. Camouflaging might reflect ubiquitous impression management experiences that are not unique to autistic people and similarly impact the mental health of non-autistic people.

AIMS

We first examined whether individuals in the general population camouflage and manage impressions while experiencing mental health repercussions, and how gender and neurodivergent traits modified these associations. We then assessed how camouflaging and impression management arose from internalized stigma, and their inter-relationships in shaping mental health outcomes.

METHODS

Data were collected from 972 adults from a representative U.S. general population sample, with measures pertaining to camouflaging, impression management, mental health, internalized stigma, and neurodivergent traits. Multivariate hierarchical regression and moderated mediation analyses were used to address the two research aims.

RESULTS

Both camouflaging and self-presentation (a key component of impression management) were associated with mental health presentations in the general population, which overlapped with those previously reported in autistic people. These associations were more pronounced in women compared with men and were of different directions for individuals with higher autistic traits versus higher ADHD traits. Internalized stigma might be a key stressor that could elicit camouflaging and impression management through social anxiety, which in turn might lead to adverse mental health outcomes.

CONCLUSIONS

These findings advance the conceptual clarity and clinical relevance of camouflaging and impression management across social and neurodiverse groups in the general population. The ramifications of camouflaging and impression management underscore the need to alleviate internalized stigma for better mental health across human groups.

Individual power in human motivation - Review and theoretical perspective

There are many studies in Psychology and other sciences about the concept of power. We believe that individual power is one of the most critical factors in human motivation, which is considered by prominent motivation theories, like Choice Theory or McClelland's Human Motivation Theory. This paper aims to study the concept of power, considering ego and social orientation. The extensive literature review allowed us to describe the concepts related to those orientations and to induce a theoretical model that may typify and explain the relationships between the two perspectives of power. The model might contribute to describing four motivational profiles, namely the imperator, with high ego-power and power over others orientation; the supporter, with low ego-power and power with other orientation; the leader, with high ego-power and power with others orientation; and the controller, with low ego-power and power over others orientation. The Ego-Social Power Motivation Model could help describe the power signature of an individual. This individual picture might help psychologists work on motivations, attitudes, and behaviours to enhance people's lives and well-being.

Talking About Privilege: Framing Inequality as Advantage Is More Likely for Inequality in Positive Than in Negative Outcomes

Inequality is often one-sidedly framed as disadvantage, a practice identified as problematic by empirical research and critical scholarship, as it renders privilege invisible and shapes perceptions of and reactions to inequality. Importantly, inequality can mean differences in positive (e.g., promotions) or negative outcomes (e.g., harassment). Drawing on cognitive processes involved in (group) comparisons and the processing of positive and negative content, we predict that the valence of outcomes moderates the preference for disadvantage (vs. advantage) frames. We coded social media posts on gender inequality (Study 1, n = 1,402) and had participants in an online experiment (Study 2, n = 164) describe gender and sexual orientation inequality in positive and negative outcomes. Confirming hypotheses, people overall used disadvantage frames more, but were more likely to use advantage frames for inequality in positive (compared with negative) outcomes. We discuss theoretical implications for inequality framing research and practical implications for privilege awareness interventions.

The effect of non-verbal mimicry on evaluations in interactions with cognitively (dis)similar individuals

Non-verbal mimicry (i.e., being posturally similar by copying another person's body language) has been shown to increase evaluations of the mimicker. Concurrently, extensive research in social psychology has demonstrated a negative effect on interpersonal evaluations when one perceives others as cognitively dissimilar, often resulting in interpersonal conflicts. Across two experiments (Experiment 1: N = 159, Experiment 2: N = 144), we tested our hypotheses that mimicry, compared with no mimicry, will make mimickers come across as more likable and competent regardless of whether they were perceived as cognitively dissimilar or not (Experiment 1) and regardless of the extent to which they were perceived as cognitively dissimilar (Experiment 2). Broadly, we found support for our hypotheses, and via mediation sensitivity analyses, we found that the effect of mimicry, at least for likability, was mediated by participants' perceived personal similarity to the mimicker. Non-verbal mimicry may thus be one way of alleviating interpersonal conflicts via increasing perceptions of personal similarity regardless of initial cognitive dissimilarity.

When advisors do not know what is best for advisees: Uncertainty inhibits advice giving

While seeking advice can be beneficial for advisees, advisors may not always possess the necessary knowledge to provide appropriate guidance. Poor-quality advice can mislead advisees rather than offering assistance. Despite the research interest in advisees, few studies have investigated advisors' psychological and behavioral responses, especially when they faced uncertainty regarding the optimal course of action for advisees. To fill this gap, we developed novel paradigms aiming at manipulating advisors' uncertainty, allowing for a systematic investigation of advisors' behavior, motivation, and emotion. Across four studies, we consistently found that advisors under uncertainty give less advice. Furthermore, we observed that uncertainty modulates advisors' motivation to influence, worry about harm to others, and/or sense of power. The motivation to influence and/or worry about harm to others can mediate the effect of uncertainty on advice giving. Besides, we identified nuanced distinctions in the effects of ambiguity and risk, two distinct types of uncertainty, on advisors' psychological processes. Our findings shed light on advisors' self-monitoring of the quality of their advice, thereby contributing to a deeper understanding of advisor-advisee communication from the perspective of advisors.

Impact of liminality and rituals on professional identity formation in physician training

PURPOSE

The transition from medical student to practicing physician affects the complex processes of professional identity formation and professionalism, which have a lasting effect on the physician's career development. This study explored two different transitional processes of medical students in Taiwan, the associated rituals during this transitional period (the 'liminal phase') and their effect on the formation of professional identity.

METHOD

Using snowball sampling, we recruited 13 medical students from two training systems: six from the traditional postgraduate year programme and seven from the accelerated postgraduate year (A-PGY) programme. Semi-structured interviews were thematically analysed to identify significant themes that encapsulated trainees' experiences. A consistent and mutually confirmed discussion ensured the identification of robust recurring themes.

RESULTS

A comparative analysis of the two training modalities provided critical insights into the relative impact of the training dynamics. The A-PGY cohort, subjected to an altered 'incorporation' ritual, encountered an influx of unexpected symbolic social power, complicating their transformation within the liminal phase. Without a defined internship like in the PGY system, A-PGY trainees exhibited confusion and inconsistencies in professional identity formation marked by conflicting internal and external perceptions. This ambiguity affected their clinical training, social integration and overall development of professionalism. The absence of a structured, sequential liminal phase increased conflict and diminished motivation, culminating in an incomplete self-crafting journey for A-PGY trainees.

CONCLUSIONS

This study highlights the impact of the well-sequenced implementation of rituals in liminality on professional identity formation. A good transition training programme for medical students should compass sequential rituals in the liminal phase, including clear starting and ending points, supervision by seniors, guided reflection and plenty of opportunities for observation and imitation in context. Optimal training and pivotal elements in a medical training system warrant delicate design and further research when developing and changing the structure of the training programme.

Are female directors more employee-friendly? Board gender diversity and employee benefits: evidence from China

The imperative of gender diversity in corporate governance and the adoption of a human-centric governance paradigm are intensifying globally. The structure of board directors, key influencers to corporate decisions, notably shape policies, crucially in emerging markets like China where gender issues are still evolving. Therefore, employing a penal dataset comprising 8,973 firm-year observations from publicly A-share-listed Chinese firms spanning 2006 to 2021, this study empirically examines the impact of board gender diversity on the responsiveness to both employee monetary incentives and non-monetary rewards. The findings unveil a positive correlation, indicating an augmentation in per-employee compensation and an increased likelihood of implementing non-monetary programs, including stock-ownership plans, retirement benefits, and occupational safety certification, in the presence of higher board gender diversity. Notably, these positive associations are more accentuated in state-owned firms, as well as those with lower executive compensation and diminished institutional ownership. Our results remain consistent after considering robustness as well as endogeneity. This empirical evidence not only contributes robust statistical support to the ongoing global initiatives advocating for gender diversity in corporate governance but also underscores the efficacy of boards of directors in effectively managing stakeholder interests, particularly in fostering employee-friendly practices within emerging markets like China.

Servant leadership and employee voice behavior: the role of employee work reflection and employee proactive personality

Despite the recent proliferation of scholarly investigations on servant leadership, clarity remains elusive regarding the specific mechanisms and conditions underpinning employee cognitive processes and their responses to servant leadership. Drawing upon social cognitive theory, proposes a moderated mediation model tested through a time-lagged field data from 489 employees in Study 1 and an experimental data in Study 2. We found that servant leadership indirectly enhances employee voice behavior through increased employee work reflection. Additionally, we considered employee proactive personality as a boundary condition for the positive effect of servant leadership. Our results show that servant leadership prompts employee work reflection only when the level of employee proactive personality is high, which in turn increases employee voice behavior. This study presents significant theoretical and practical implications through the integration of social cognitive theory with servant leadership research.

Brainstorming: Interbrain coupling in groups forms the basis of group creativity

Although the impact of group dynamics on creativity is widely recognized, prior research has primarily concentrated on individuals in isolation from social context. To address this lacuna, we focus on groups as the fundamental unit of analysis. We used functional near-infrared spectroscopy (fNIRS) to examine brain activity in groups of four during brainstorming discussions. We assessed interbrain coupling in the dorsolateral prefrontal cortex (DLPFC), a brain region linked to flexibility, and in the inferior frontal gyrus (IFG), a region associated with imitation. Our findings demonstrate that creativity-focused discussions induced interbrain coupling both in regions related to flexibility and herding. Notably, interbrain coupling in the IFG was associated with more imitation of responses. Critically, while interbrain coupling in the DLPFC positively predicted group creativity, in the IFG it negatively predicted creativity. These findings suggest that increase in group mindsets of flexibility relative to herding is important for enhancing group creativity.

Nursing peer feedback: Optimizing our relationships with human resources and collective bargaining organizations

Nursing leaders have recognized the need for consistent mechanisms to promote and sustain nursing professionalism. Peer-to-peer feedback and peer review are widely effective for nurse professionalism and self-regulation, patient care outcomes, and retention. Unprofessional behavior has been noted as widespread in health care and the effects on patients, clinicians, and organizations have been well-documented. Approximately 10% of the registered nurses in the United States belong to a collective bargaining unit (CBU) or union. This article will describe how a peer feedback program to address unprofessional behavior was implemented in a Magnet nursing practice with CBU representation.

Nurse middle managers' proactive work behavior: antecedents and consequences on innovative work behavior and job performance

PURPOSE

Healthcare organizations require more proactive behaviors from nursing professionals. However, nurse managers' proactivity has rarely been analyzed in the literature and little is known about the antecedents and consequences of their proactive behavior at work. This study examines the relationships between job characteristics (i.e. job autonomy and job variety), psychological empowerment, proactive work behavior and job effectiveness indicators (i.e. innovative work behavior, job performance). We tested a model in which psychological empowerment and proactive work behavior sequentially mediate the relationship between job characteristics and job effectiveness.

DESIGN/METHODOLOGY/APPROACH

A cross-sectional study was conducted among nurse middle managers from a French hospital (N = 321). A hypothetical model was developed based on existing theory. Structural equation modeling was used to test the hypotheses.

FINDINGS

Results show that psychological empowerment and proactive work behavior fully mediate the relationship between job characteristics and innovative work behavior, and partially mediate the relationship between job characteristics and job performance.

ORIGINALITY/VALUE

This study provides insights for understanding how job characteristics can contribute to fostering the proactivity of nurse middle managers and how their proactive work behavior can be positively related to innovative work behavior and job performance. Findings raise several implications for hospital administrators and upper management seeking new ways to enhance nurse middle managers' proactive work behavior and push further their effectiveness at work.

The punishment intensity for research misconduct and its related factors: An exploratory study on hospitals in Mainland China

Previous studies have found that factors such as gender and academic positions do not influence the severity of administrative actions taken by institutions. However, this study provides partly inconsistent evidence. It focuses on incidents of research misconduct in hospitals across Mainland China and explores factors related to punishment using a large cross-sectional dataset (N = 815). Regression analysis revealed a significant correlation between authorship order and the punishment intensity (p < 0.05). Under specific conditions, there was a significant correlation between the professional title (senior) and punishment intensity (p = 0.001), and an interaction between professional title and types of research misbehavior. Further analysis of simple effects showed that, in cases of fabrication and falsification, and combinations of multiple research misbehavior, researchers with senior titles received significantly lighter punishments compared to those with junior, intermediate, and associate senior titles (p < 0.05). The study unveils the potential accountability patterns (collective accountability and tiered punishment) that may be adopted by hospitals in Mainland China, as well as the challenges faced in ensuring fairness, emphasizing the importance of independent investigative bodies for incidents of research misconduct, and advocating for fairness as a priority in governance of research misconduct.

Perceived warmth and competence predict callback rates in meta-analyzed North American labor market experiments

Extensive literature probes labor market discrimination through correspondence studies in which researchers send pairs of resumes to employers, which are closely matched except for social signals such as gender or ethnicity. Upon perceiving these signals, individuals quickly activate associated stereotypes. The Stereotype Content Model (SCM; Fiske 2002) categorizes these stereotypes into two dimensions: warmth and competence. Our research integrates findings from correspondence studies with theories of social psychology, asking: Can discrimination between social groups, measured through employer callback disparities, be predicted by warmth and competence perceptions of social signals? We collect callback rates from 21 published correspondence studies, varying for 592 social signals. On those social signals, we collected warmth and competence perceptions from an independent group of online raters. We found that social perception predicts callback disparities for studies varying race and gender, which are indirectly signaled by names on these resumes. Yet, for studies adjusting other categories like sexuality and disability, the influence of social perception on callbacks is inconsistent. For instance, a more favorable perception of signals like parenthood does not consistently lead to increased callbacks, underscoring the necessity for further research. Our research offers pivotal strategies to address labor market discrimination in practice. Leveraging the warmth and competence framework allows for the predictive identification of bias against specific groups without extensive correspondence studies. By distilling hiring discrimination into these two dimensions, we not only facilitate the development of decision support systems for hiring managers but also equip computer scientists with a foundational framework for debiasing Large Language Models and other methods that are increasingly employed in hiring processes.

Why does one trust? A 360-degree perspective on the role of position power in weighting trustworthiness factors

The purpose of the current paper is to explore the influence of the perceived trustworthiness factors of ability, benevolence and integrity on general and specific trust across supervisors, subordinates and peers with the same focal referent. This study used a 360-degree approach to examine how positional power asymmetries influence the relationship between trustworthiness and trust for a general and situation-specific referent. Data were obtained from military supervisors (N = 200), peers (N = 123), and subordinates (N = 85). Measures of trustworthiness and trust of a common military officer were obtained. Supervisors and subordinates differed in their relative weighting of trustworthiness factors (i.e. ability, benevolence, and integrity) when evaluating general and specific trust. Peers evidenced no difference in the relative weighting of trustworthiness factors. The relationship between benevolence and specific trust was stronger for subordinates than for supervisors. One implication of our findings is that trust can develop differently in bottom-up versus top-down organizational relationships. This study provides evidence that supervisors and subordinates emphasize different aspects of trustworthiness when evaluating their trust of a focal officer, and this process was different for general versus specific trust referents. The study also extends previous research by replicating previous findings across raters.

Midwife gender proclivity: Differential effects of expectant mothers' demographic factors in Zimbabwe

A survey of 300 expectant mothers, in their third trimester, was conducted in Bindura district of Zimbabwe. The causal study was done over a period of 6 months with the intention of determining the differential effects of various demographic factors of expectant mothers on midwife gender preferences. Data was collected using a short questionnaire on demographic factors and expectant mothers' preferences of male or female midwives. A binary logistics regression and odds ratios were used to analyse data. Our results revealed that specific demographics show preferences regarding the gender of midwives. Older women (aged 40 and above), who are married, having their first child, members of the African religion, and with less formal education, tend to prefer midwives of the same gender. Younger women (aged 18-39), those with prior pregnancy experience, Christians, and urban residents, generally were indifferent to midwife gender. Implications of the study were proffered.

'You come as a human being…': exploring sense of equality in arts interventions through an ethnographic study of Shared Reading

Research shows that the arts hold a particular potential for promoting health, well-being and social inclusion for vulnerable people. However, the use and consumption of the arts tend to be socially skewed in favour of people with high cultural, social and economic capital. While extensive research has been conducted on how to create equal access to arts activities for vulnerable groups, little research has investigated how to ensure meaningful engagement with the arts by this group. Shared Reading (SR) has had considerable success in engaging vulnerable groups in collective literary practices, and research suggests that this may partly be due to the unique forms of social and literary engagement that the concept fosters. These forms of engagement, we suggest, lay the foundation for a sense of equality among participants that may promote social connectedness and well-being. On this basis, the present study aims to investigate whether and how a sense of equality may play a role in SR practices. The study found that SR promotes a sense of equality by creating a space where social interaction and relatedness does not hinge on social roles, but rather on lived experiences-and vulnerabilities inherent to these-conveyed through literary texts and shared among participants. However, to promote a sense of equality in SR, meaningful engagement for all participants must be ensured, making facilitation an essential element of SR practices and an important focus in arts interventions in general. We conclude that SR, and arts interventions more generally, may be a promising way to promote a sense of equality, but further research is needed on the specific qualities of and potential contexts for the promotion of a sense of equality.

The motivations and reputational consequences of spreading conspiracy theories

Some people deliberately spread conspiracy theories. What are the reputational benefits and costs of doing so? The Adaptive-Conspiracism hypothesis proposes that it pays to be vigilant against possible conspiracies, especially in case of intergroup threat. Those who spread conspiracy theories may therefore be seen as valuable group members. Few studies have focused on the reputational impact of spreading a conspiracy theory. We conducted five studies (NPilot = 303; NStudy1 = 388; NStudy2 = 560; NStudy3 = 391; NStudy4 = 373) where participants rated a conspiracy spreader (vs. a neutral person) on a range of personality traits in different intergroup contexts. The results indicated that conspiracy spreaders were consistently perceived as more dominant and less warm than people making non-conspiratorial claims about certain events. Moreover, intergroup conflict attenuated the negative effects of spreading conspiracy theories on competence and warmth. These findings support the notion that besides drawbacks, spreading conspiracy theories can have benefits for the spreader's reputation, particularly during an intergroup conflict.

The power of coaches' emotions: A case study on how coaches' facial expressions impact performance of young female synchronized ice-skaters

OBJECTIVES

The present study aimed to investigate the impact of coaches' pleasant and unpleasant facial expressions on affects and team performance of young elite female synchronized ice-skaters.

METHODS

Initially, the coach provided a neutral explanation of the exercise, which was followed by the athletes' execution. The ice-skaters then received either pleasant or unpleasant feedback from the coach, completed two questionnaires, and performed the exercise again. The study involved two familiar and two unfamiliar coaches.

RESULTS

Coaches' pleasant expressions increased athletes' arousal/hedonic tone and positive affect, while coaches' unpleasant expressions heightened athletes' negative affect. Moreover, participants significantly performed better after receiving an unpleasant facial expression by the coach. Receiving pleasant/unpleasant feedback from a familiar or unfamiliar coach did not have a significant impact on team pre- and post-feedback performance.

CONCLUSIONS

The findings suggest that coaches' facial expressions impacted athletes' positive/negative affect, and that, under specific circumstances, receiving unpleasant feedback from the coach can improve team performance.

When High Subjective Social Status Becomes a Burden: A Japan-U.S. Comparison of Biological Health Markers

High subjective social status (SSS) is believed to protect health in the current literature. However, high SSS entails social responsibilities that can be stressful in collectivistic cultural contexts. Here, we tested the hypothesis that those socialized in collectivistic societies (e.g., Japan) recognize their high social status as entailing social duties difficult to ignore even when they are excessive. Using cross-cultural survey data (N = 1,289) and a measure of biological health risk (BHR) by biomarkers of inflammation and cardiovascular malfunction, we found that higher SSS predicted lower BHR for American males. In contrast, higher SSS predicted higher BHR for Japanese males, mediated by the perceived difficulty of disengaging from their current goals. In both cultural groups, females showed no association between SSS and BHR. These findings suggest that social status has differing health implications, depending on the relative salience of privileges and burden-producing responsibilities in different cultural contexts.

Choosing Money Over Meaningful Work: Examining Relative Job Preferences for High Compensation Versus Meaningful Work

People sometimes must choose between prioritizing meaningful work or high compensation. Eight studies (N = 4,177; 7 preregistered) examined the relative importance of meaningful work and salary in evaluations of actual and hypothetical jobs. Although meaningful work and high salaries are both perceived as highly important job attributes when evaluated independently, when presented with tradeoffs between these job attributes, participants consistently preferred high-salary jobs with low meaningfulness over low-salary jobs with high meaningfulness (Studies 1-5). Forecasts of happiness and meaning outside of work helped explain condition differences in job interest (Studies 4 and 5). Extending the investigation toward actual jobs, Studies 6a and 6b showed that people express stronger preferences for higher pay (vs. more meaningful work) in their current jobs. Although meaningful work is a strongly valued job attribute, it may be less influential than salary to evaluations of hypothetical and current jobs.

Proactive behaviors and health care workers: A systematic review

BACKGROUND

Proactive behaviors at work refer to discretionary actions among workers that are self-starting, change oriented, and future focused. Proactive behaviors reflect the idiosyncratic actions by individual workers that shape the delivery and experience of professional services, highlight a bottom-up perspective on workers' agency and motivation that can influence organizational practices, and are associated with a variety of employee and organizational outcomes.

PURPOSE

This systematic review aims to understand the various forms of proactive behaviors in health care workers that have been studied, and how these proactive behaviors are associated with employee-level outcomes and quality of care.

METHODS

Systematic review of articles published to date on proactive behaviors in health care workers.

RESULTS

Based on the identification of 40 articles, we find that job crafting, active problem solving, voice, extra-role behaviors, and idiosyncratic deals have been investigated as proactive behaviors among health care workers. Among these, job crafting is the most commonly studied (35% of articles), and it has been conceptualized and measured in the most consistent way, including as individual- and group-level phenomena, and as organizational interventions. Studies on active problem solving, which refers to workers accepting responsibility, exercising control, and taking action around anticipated or experienced problems at work, have not been consistently investigated as a form of proactive behavior but represent 25% of the articles identified in this review. Overall, this review finds that proactive behaviors in health care is a burgeoning area of research, with the majority of studies being cross-sectional in design and published after 2010, and focused on workers' job satisfaction as the outcome.

PRACTICE IMPLICATIONS

Health care workers and managers should consider the distinct influences and contributions of proactive behaviors as ways to improve employee-level outcomes and quality of care.

Can agentic messages help? Linguistic strategies to counteract voice-based sexual orientation discrimination

Gay men who believe to sound 'gay' expect to be discriminated against because of their voices and gay-sounding men are discriminated against in the hiring process. We examined whether uttering an agency-based message decreased discrimination expectancy and enactment. In Study 1a (N = 256; gay and bisexual men) and Study 1b (N = 216; gay men), speakers uttered agentic (vs. neutral) messages. We assessed their self-perception as gay sounding, agency self-attribution and discrimination expectancy. Uttering agentic (vs. neutral) messages made the speakers self-perceive as more agentic and this decreased discrimination expectancy. Additionally, self-perception as gay sounding predicted discrimination expectancy. In Study 2 (N = 466), heterosexual participants listened to gay- and straight-sounding speakers uttering either neutral or agentic messages and rated them in terms of agency and employability. Gay-sounding speakers uttering agentic messages were less likely to be discriminated against than when uttering neutral messages. Results show the positive impact of linguistic strategies involving agentic messages to reduce discrimination expectancy and hiring biases.

Effect of purpose-based career coaching on career decision-making

To enhance coaching experiences in career development, diverse approaches must be developed and tested. This study’s objective was to determine the effectiveness of a purpose-based career coaching framework on career decision-making difficulties. In this study, randomized experimental conditions and interviews were combined. A theoretical sampling procedure was used for a period of two years to generate samples for the study. A total of 187 youths were recruited, but 78 did not meet the study criteria, while 29 declined to take part. A sample of 80 youths met the study criteria and completed all phases of the study. Twelve one-to-one sessions, aligning with the Pb-CC framework, covered core techniques such as reimagining, spiritualizing, self-discovery, career exploration, identifying, and matching. Qualitative data was collected using a researcher-developed interview protocol, consisting of three open-ended questions such as: “How would you describe the meaning or purpose of your life?; What is the category of career that relates to your purpose?; and What do you believe about purpose and career?” In addition, Career Decision-Making Scale (CDDS) was used to collect data. Quantitative data were analyzed using repeated measures analysis of variance, while qualitative data were analyzed using thematic analysis, which includes the organization of data, the identification and development of themes, the saturation of themes, and the presentation of themes. At the end of the intervention, participants successfully identified their purpose and skillfully matched it with suitable careers. The effect of purpose-based career coaching has been found to be significant on career decision making. These findings bear practical significance for career counselling, policy implementation, industrialization, research and career development.

Health care workers' self-perceived meaning of residential care work

BACKGROUND

Attracting and supporting a sustainable long-term care (LTC) workforce has been a persistent social policy challenge across the globe. To better attract and retain a sustainable LTC workforce, it is necessary to adopt a unified concept of worker well-being. Meaning of work is an important psychological resource that buffers the negative impacts of adverse working conditions on workers' motivation, satisfaction, and turnover intention. The aim of this study was to explore the positive meaning of care work with older people and its implications for health care workers' job satisfaction and motivation to work in the LTC sector.

METHODS

This study adopted a qualitative descriptive design that pays particular attention to health care workers; such as nurses, personal care workers; as active agents of the meaning making and reframing of care work in LTC communities in a East Asia city. In-depth semi-structured interviews were conducted with thirty health care workers in LTC communities in Hong Kong. Thematic analysis was employed for data analysis.

RESULTS

The research findings indicate that while health care workers perform demanding care work and experience external constraints, they actively construct positive meanings of care work with older people as a helping career that enables them to facilitate the comfortable aging of older people, build affectional relationships, achieve professional identity, and gain job security.

CONCLUSIONS

This qualitative study explores how health care workers negotiate the positive meaning of older people care work and the implications of meaningful work for workers' job satisfaction and motivation to work in the LTC sector. The importance of a culturally sensitive perspective in researching and developing social policy intervention are suggested.

Sex ratios in vocal ensembles affect perceptions of threat and belonging

People often interact with groups (i.e., ensembles) during social interactions. Given that group-level information is important in navigating social environments, we expect perceptual sensitivity to aspects of groups that are relevant for personal threat as well as social belonging. Most ensemble perception research has focused on visual ensembles, with little research looking at auditory or vocal ensembles. Across four studies, we present evidence that (i) perceivers accurately extract the sex composition of a group from voices alone, (ii) judgments of threat increase concomitantly with the number of men, and (iii) listeners' sense of belonging depends on the number of same-sex others in the group. This work advances our understanding of social cognition, interpersonal communication, and ensemble coding to include auditory information, and reveals people's ability to extract relevant social information from brief exposures to vocalizing groups.

Be careful what you wish for: Individuals perceived to desire status are afforded less status

In multiple studies, we found that people who are viewed as possessing a stronger desire for status are, ironically, afforded lower status by others. Coworkers who were viewed as having a higher (versus lower) desire for status (Study 1a and 1b), and individuals who were described as having a higher desire for status (versus a lower desire for status or no information), were afforded lower status (Studies 2, 3a, and 3b). Mediation analyses and an experimental manipulation of the mediator (Study 3a and 3b) suggested that the observed negative effect of desire for status on status was mediated primarily by perceptions of low prosociality. These findings have important implications for status organizing processes in groups.

Organizational learning and innovation: A bibliometric analysis and future research agenda

Organizational learning and innovation research have received increasing attention from researchers in recent years. However, there is a need to understand the research development of this topic and its trends. Therefore, this study aims to provide a comprehensive view of this field by conducting a bibliometric analysis of 773 research articles published over the past 41 years. The study identifies the journals, researchers, countries, institutions, and references in terms of productivity, citations, co-citations, common keywords, and their developments over three periods using the VOS viewer software. The results show a strong connection between organizational learning and organizational innovation. The number of publications related to organizational learning and innovation has continuously increased. The United States of America (USA) ranked first, contributing 21.86 % of the total publications. Additionally, the "Universidad de Granada" has been ranked first in overall publication output (16 publications, 2.07 %). The focus of researchers in this field has expanded to include different and new topics such as innovation performance and ambidexterity. The results of this paper may help academics and practitioners better understand research development trends and hotspots in the field of organizational learning and innovation and provide a comprehensive view of future research.

The association between socioeconomic status perception and mental health among Chinese older adults: the mediating roles of social trust and justice

BACKGROUND

Mental health is a matter of quality of life among older adults. This study aimed to explore the association between the socioeconomic status (SES) perception and mental health of older adults using data from 2017 Chinese General Social Survey (CGSS).

METHODS

Ordinary least squares (OLS) regression was used to analyse the association between SES perception and mental health, and the substitution model and variable methods were used to check the robustness of the results. Moreover, we adopted the Sobel model to analyse the mediating roles of social trust and justice.

RESULTS

SES perception was positively associated with mental health, and this association was mediated by social trust and justice. This kind of positive association was mainly embodied in those groups with the highest or lowest objective SES. In other words, this study confirmed the phenomenon of "a contented mind is a perpetual feast" in Chinese society.

CONCLUSIONS

Higher SES perception is associated with improved mental health for Chinese older adults. It is imperative to prioritize efforts to enhance the perceptual abilities of older adults, particularly those with the highest or lowest objective SES, to promote their overall subjective well-being.

Teachers' Punishment Intensity and Student Observer Trust: A Moderated Mediation Model

During social interactions, people decide whether to trust an actor based on their punitive behaviour. Several empirical studies have indicated that punishment intensity impacts observer trust, yet the underlying mechanism remains to be elucidated. This study included 242 junior high school students and was conducted to investigate the relationship between teachers' punishment intensity and levels of student bystander trust. Additionally, the mediating role of trustworthiness and the moderating role of group relationships were explored. The results showed that the relationship between punishment intensity and observer trust follows an inverted U-shaped pattern. In addition, mild punishment boosts observer trust by improving perceived trustworthiness (ability and integrity) compared to no punishment, while harsh punishment reduces observer trust more than mild punishment by diminishing perceived trustworthiness (ability, benevolence, and integrity). More importantly, group relationships positively moderate the relationship between punishment intensity and observer trust. Specifically, compared to mild or no punishment, harsh punishment decreases trustworthiness (ability, benevolence, and integrity) in close teacher-student relationships but has less impact on neutral relationships. The above findings demonstrate that guiding educators in developing appropriate disciplinary concepts contributes to enhancing student observer trust.

When leaders disclose uncertainty: Effects of expressing internal and external uncertainty about a decision

It is generally assumed that decision-makers appear more competent and trustworthy when exuding confidence in their choices. However, many decisions are by their nature uncertain. Is it possible for a decision-maker to admit uncertainty and still be trusted? We propose that the communicated type of uncertainty may matter. Internal uncertainty, which signals lack of knowledge or a low degree of belief, may be viewed more negatively than external uncertainty, which is associated with randomness and complexity. The results of a series of experiments suggested that people viewed leaders as more competent when they expressed uncertainty about a decision in external ("It is uncertain") rather than internal terms ("I am uncertain"), overall effect size d = 0.45 [0.16, 0.74]. Paradoxically, when asked directly, participants expressed that leaders should be open about uncertainty rather than exuding confidence and downplaying uncertainty. A final study suggested that decision makers were more willing to reveal uncertainty about a choice to others when they perceived the uncertainty as more external and less internal and expected more positive and fewer negative consequences from expressing external rather than internal uncertainty.

Do Work-Related Factors Moderate the Association Between Subjective Nearness-to-Death and Psychological Distress?

The COVID-19 pandemic has been associated with increased existential concerns, as well as with significant changes in the work force. The current study examined the availability of meaning in work and belonging to a work group as personal resources which may mitigate psychological distress associated with feeling close to death. Data were collected from 450 working Israelis, and results indicated that the connection between feeling close to death and distress was not significant for individuals reporting high levels of belonging and meaning. Implications are discussed from the perspective of Terror Management Theory.

What drives disagreement about moral hypocrisy? Perceived comparability and how people exploit it to criticize enemies and defend allies

Charges of hypocrisy are usually thought to be to be damning. Yet when a hypocrisy charge is made, there often remains disagreement about whether or not its target really is a hypocrite. Why? Three pre-registered experiments (N = 2599) conceptualize and test the role of perceived comparability in evaluating hypocrisy. Calling someone a hypocrite typically entails invoking a comparison-one meant to highlight internal contradiction and cast moral character into question. Yet there is ambiguity about which sorts of comparisons are valid in the first place. We argue that disagreements about moral hypocrisy often boil down to disagreements about comparability. Although the comparability of two situations should not depend on whose behavior is being scrutinized, observers shift comparability judgments in line with social motives to criticize or defend. In short, we identify a cognitive factor that can help to explain why, for similar patterns of behavior, people see hypocrisy in their enemies but consistency in themselves and their allies.

Does leader-member exchange ambivalence hinder employee well-being? Exploring relations with work engagement and emotional exhaustion

Recent research has introduced the concept of leader-member exchange (LMX) ambivalence and has shown that it can be detrimental to employee task performance. Drawing on self-determination theory and models of LMX development, this research investigates whether LMX ambivalence may also negatively influence employee well-being. In a two-wave field study with 278 employees in a large police organisation, we found that LMX ambivalence was significantly associated with two focal measures of work-related well-being: work engagement and emotional exhaustion, through its influence on psychological need fulfilment. Perceived positive meaning in work was found to buffer the negative effects of LMX ambivalence on psychological need fulfilment and well-being. Overall, these results contribute to the occupational health literature by demonstrating that psychological need fulfilment helps explain why LMX ambivalence negatively affects work related well-being outcomes and underscores the important role of positive meaning in work as a buffer for these relationships.

Meaning of working for older nurses and nursing assistants in Sweden: A qualitative study

Meaningful work is related to the motivation to continue to work in older ages and later retirement. This qualitative study addresses calls for further research on the meaning of working for older workers using the Interpretative Phenomenological Analysis approach to explore in-depth the dimensions underlying the subjective experience of meaningful work among 27 nurses and nursing assistants aged 55-75 years. The findings show that work was perceived as a primary source of: (1) personal identity (2) purpose and contribution, (3) competence and accomplishment, (4) social contacts and belongingness, (5) activity, routines and purposeful use of time, and (6) economic security and freedom. These qualitative findings may be applied in interventions aiming to encourage extended working lives in key welfare occupations, which are facing significant staff shortages.

Hiding in plain view: An historical perspective on the study of morality in personality psychology

OBJECTIVE

We aim to identify the major ideas and trends in the study of morality within personality psychology over the past 100 years.

METHOD

Our historical review is organized into three sections, examining moral dimensions in personality from the standpoints of the person as (1) a social actor (moral traits), (2) a motivated agent (the mental infrastructure of morality), and (3) an autobiographical author (moral life stories).

RESULTS

Within the field of personality psychology, a great deal of research into morality has been hiding for decades in plain view. Accordingly, we trace the history of research on socialization and instrumental competence, altruism, moral traits and virtues, the dimensions of morality inherent in the authoritarian personality, personal values, moral reasoning, moral intuitions, and the life stories constructed by people who have distinguished themselves for moral excellence, as evidenced in extraordinary bravery, compassion, or generativity.

CONCLUSIONS

In a multitude of ways, human beings express and experience individual differences in their moral engagement of the world, all of which fall within the purview of personality psychology.

Moral beacons: Understanding moral character and moral influence

OBJECTIVE

We introduce the concept of moral beacons-individuals who are higher in moral character than their peers and prominent within their social environment-and examine the degree to which moral beacons increase the moral awareness of their peers.

BACKGROUND

Using data from cohorts of students in graduate business education across two universities, we applied theory and methods from organizational behavior, personality psychology, and social networks analysis to test two research questions about moral beacons.

METHOD

We used latent profile analysis of data from personality questionnaires and social network surveys completed by graduate business students at two universities (N = 502) to identify individuals classified as moral beacons. We used peer nominations and an in-class business case discussion exercise to assess moral influence.

RESULTS

Latent profile analysis identified a latent class of moral beacons in our sample. These individuals received more nominations from their peers in end-of-class surveys as guides for moral thought and action and positively impacted the moral awareness of their peers in a discussion of a difficult business case about possible lead poisoning of employees, but did not significantly change their counterparts' moral awareness in a different case.

CONCLUSIONS

These results provide promising initial evidence that moral beacons can be distinguished from their peers by both moral character and social prominence and can act as guides for others, at times encouraging greater consideration of the moral aspects of situations and decisions. As these results are the first of their kind, we encourage further replication and investigations of moral beacons and moral influence in other settings.

A systematic literature review of the stereotype content model in the fields of psychology and marketing: main themes examined in the literature and an agenda for future research in marketing

The stereotypes content model indicates that two traits (i.e., warmth and competence) govern individuals' impression formation. The great variety of research that has used this theory since the early 2000s leads to a need for a structured overview of prior findings. The goal of this study is to provide a concise map of research streams and present a research agenda. We conducted a systematic literature review of 955 articles. A bibliographic coupling analysis showed four clusters, i.e., (1) the general theoretical foundations of the SCM, (2) the societal impact of key stereotypes (with emphasis on gender), (3) research in clinical psychology and child development, and (4) marketing. Taking a closer look at research in marketing (using co-occurrence analysis), six research streams were identified, including research on branding, country-of-origin, front-line service providers, prosocial consumer behavior, perception of endorsers, and, more recently, on artificial intelligence (AI). The review presents key findings and research gaps across these topics. Finally, we reviewed the few articles that, although not falling into these streams, opened important research veins. This process provided the essential information to present a promising and complete research agenda, to continue building knowledge with impactful implications in different contexts.

The relationships between certified nursing assistants' voice behaviour and job satisfaction, work engagement and turnover intentions: A two-wave survey study

AIM

Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions.

DESIGN AND METHODS

Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for.

RESULTS

Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found.

CONCLUSION

While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction.

IMPLICATIONS AND IMPACT

Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns.

PATIENT OR PUBLIC INVOLVEMENT

Three certified nursing assistants have contributed to the development of the survey.

The role of self-representation in emotional contagion

Although prior research has implied that emotional contagion occurs automatically and unconsciously, convincing evidence suggests that it is significantly influenced by individuals' perceptions of their relationships with others or with collectives within specific social contexts. This implies a role for self-representation in the process. The present study aimed to offer a novel explanation of the interplay between social contexts and emotional contagion, focusing on the contextualized nature of self-representation and exploring the social factors that shape emotional contagion. It further posits a causal loop among social contexts, self-representation, and emotional contagion. Drawing from the lens of self-representation, this study concludes with a discussion on potential research directions in this field, commencing with an exploration of the antecedents and consequences of emotional contagion and self-representation.

A study on the double-edged sword effect of inclusive leadership on employees' work behaviour-dual path perspective of cognition and affection

In order to cope with the volatile social environment and organisational change, more and more scholars call on leaders to stimulate subordinate effectiveness to a greater extent with inclusive behaviour. Existing studies focus on the positive impact of inclusive leadership, but ignore its potential negative impact. This study integrates Cognition-affection Personality System Theory to explore the double-edged sword mechanism of inclusive leadership on subordinates' work behaviour. Through the data analysis of 518 paired questionnaires collected in three stages, the results are as follows: Inclusive leadership has a positive impact on subordinates' psychological entitlement and state gratitude; Psychological entitlement and state gratitude play mediation roles not only between inclusive leadership and work withdrawal behaviour, but also between inclusive leadership and active behaviour; Subordinate narcissistic personality moderates the positive effect of inclusive leadership on psychological entitlement and state gratitude, and then moderates the indirect effect of inclusive leadership on subordinate work withdrawal behaviour and proactive behaviour through psychological entitlement and state gratitude. The above results expand the research on the action mechanism and boundary conditions of inclusive leadership in Chinese organisational context, and provide practical guidance for organisational managers to effectively conduct inclusive leadership.