The Relationship Between Pharmacist Resilience, Burnout, and Job Performance

Background: Resilience aids healthcare professionals in navigating through and bouncing back from stressful situations in the workplace. Resilience can increase job satisfaction, work motivation, and professional commitment while decreasing burnout, and ultimately job turnover. More resilient employees experience lower instances of burnout and greater life satisfaction. Objective: The primary study objective is to determine the relationship that pharmacist resilience has on burnout and job performance. Methods: Licensed pharmacists in Florida were sent a Qualtrics survey (Qualtrics, Provo, UT) via email, which included demographics data, and valid and reliable assessment tools for resilience, burnout, and job performance. Linear regressions were used to test if resilience significantly predicted each of the output variables: burnout and job performance. Results: Survey responses were received from 942 pharmacists. The regressions showed that resilience significantly predicted both burnout (β1 = -.701, P < .001) and job performance (β1 = .35, P < .001). As resilience increased, the levels of burnout decreased, and job performance increased. Resilience explained 29% of the variance in burnout, and 11% of the variance in job performance. Conclusion: The results of this study suggest that resilience significantly predicts both pharmacist work-related burnout and job performance. The more resilient the pharmacist, the lower the chances of work-related burnout and the higher the likelihood of better job performance. Organizations should pursue opportunities to educate healthcare workers on methods to increase resilience and to bring attention to the importance of this topic.

Is Men's Heterosexuality Perceived as More Precarious Than Women's? An Intersectional, Race-by-Gender Analysis

People perceive men's masculinity to be more precarious, or easier to lose, than women's femininity. In the present article, we investigated (a) whether men's heterosexuality is likewise perceived to be more precarious than women's, and if so, (b) whether this effect is exaggerated when the targets in question are Black rather than White. To investigate these questions, we conducted three experiments (one of which was conducted on a probability-based sample of U.S. adults; total N = 3,811) in which participants read about a target person who either did or did not engage in a single same-sex sexual behavior. Results revealed that participants questioned the heterosexuality of men more than the heterosexuality of women when they engaged (vs. did not engage) in same-sex sexual behavior. Surprisingly, these effects were not moderated by whether targets were Black versus White. Results are interpreted in light of recent models of intersectional stereotyping.

The Mediating Role of Rumination and Self-Regulation Between Self-Generated Stress and Psychological Well-Being

In this study, we aimed to examine the relationships between self-generated stress (SGS) and psychological well-being (PWB) and the mediating role of self-critical rumination (SCR) and self-regulation in this relationship. In this direction, the Self-Generated Stress Scale (SGSS) was adapted into Turkish in the first study. In the second study, we tested the mediating role of SCR and self-regulation in the relationship between SGS and PWB in university students. The findings showed that the Self-Generated Stress Scale is a valid and reliable measurement tool for Turkish culture and PWB and self-regulation have partial mediating roles in the relationship between SGS and PWB. These results contribute to a better understanding of the association between SGS and PWB.

How Job Stress Affect Flow Experience at Work: The Masking and Mediating Effect of Work-Related Rumination

This study proposes and tests a theoretical model of how two types of stressors (challenge and hindrance stressors) elicit perseverative cognition processes in individuals (as characterized by two types of work-related rumination), and how, through this mechanism, these stressors can further affect individuals' flow experience at work. Our model is largely supported by structural equation modeling analyses of a longitudinal questionnaire-based survey (n = 344). We find that challenge stressors have a significant, positive, direct impact on the experience of flow. Additionally, both challenge and hindrance stressors simultaneously activate problem-solving pondering and affective rumination in employees; affective rumination inhibits flow, while problem-solving pondering promotes flow. The results of a bootstrap sampling analysis further indicate the presence of the masking and mediating effects of work-related rumination in the effects of these stressors on flow experience. The theoretical and practical implications of these findings are discussed.

An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange

Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.

Therapy matchmaking: Patient-therapist match in personality traits and attachment style

OBJECTIVE

This study examined the relationships between patient-therapist similarity and therapy outcome. We aimed to explore whether patient-therapist match in personality and attachment styles leads to a better therapy outcome.

METHOD

We collected data from 77 patient-therapist dyads in short-term dynamic therapy. Patients' and therapists' personality traits (Big-5 Inventory) and attachment styles (ECR) were assessed prior to beginning therapy. Outcome was measured on the OQ-45.

RESULTS

When patients and therapists scored either high or low on neuroticism and conscientiousness we found a decrease in symptoms from beginning to end of therapy. When patients' and therapists' combined scores were either high or low on attachment anxiety, we found an increase in symptoms.

CONCLUSION

Match or mismatch on personality and attachment style in therapy dyads contributes to therapy outcome.

The Impact of high-performance work system perceived by medical staff on job satisfaction: the mediating role of self-efficacy

As the mainstay of healthcare, the job satisfaction of medical staff deserves attention. This study aimed to explore the correlation between the perception of the high-performance work system (P-HPWS) and job satisfaction of medical staff in public hospitals and to further investigate the mediating effect of self-efficacy. From November 2019 to January 2020, a cross-sectional survey on working doctors and nurses was conducted in five tertiary public hospitals in China. A total of 520 participants were surveyed. The P-HPWS, job satisfaction, and self-efficacy were assessed using the 25-item self-administered scale, six-item job satisfaction questionnaire, and the General Self-Efficacy Scale, respectively. Linear regression and mediation effects models were used to identify the associations between primary variables. The results showed a significant positive correlation between P-HPWS and job satisfaction (P < 0.01), while self-efficacy played a mediating role between P-HPWS and job satisfaction. This finding reveals the benefits of improving employees' P-HPWS and self-efficacy on their job satisfaction, and that hospitals can improve their management systems by implementing and refining HPWS.

Taken to the extreme: Transformational leadership, psychological capital, and follower health outcomes in extreme contexts

The purpose of this study is to examine the boundary conditions of transformational leadership, follower psychological capital, and their effects on follower mental health outcomes. Specifically, we utilize archival, multi-wave data from a military sample to examine whether the negative relationship between transformational leadership and adverse follower stress outcomes increases as the context shifts from a relatively safe environment to one in which follower lives are at risk. Additionally, psychological capital, a constellation of personal psychological resources, is also assessed to account for individual buffers against extreme stressors. Findings from the current study suggest that the negative relationship between transformational leadership and follower stress increases significantly when the context shifts to a high-risk, mortality-salient environment.

Behavioural outcomes of interprofessional education within clinical settings for health professional students: A systematic literature review

Interprofessional education facilitates collaborative practice, which promotes high-quality patient care and patient safety. Interprofessional education (IPE) experiences within clinical settings provide an opportunity for the development of interprofessional collaborative practice competence. The aim of this systematic review was to review the literature evaluating interprofessional education for health professional students within clinical settings and summarize the behavioral outcomes. Databases searched were PubMed, Embase, Scopus, Web of Science, Taylor & Francis Online, ERIC and PsycINFO. Full-text articles were independently screened by two reviewers and included if agreed. Outcomes were analyzed using Kirkpatrick's model modified for IPE. Studies with behavioral change outcomes were analyzed and synthesized using narrative methods. Included studies provided evidence that IPE experiences in clinical settings can enable students to develop and integrate interprofessional collaborative practice competencies, across diverse types of settings. Key tasks enabling students to achieve these learning outcomes included synchronous patient consultations, collaborative development of integrative health-care plans outside of patient consultations, and participation in socialization with health-care teams. There were limitations in the methodological design of the included studies, with limited use of comparator groups and validated tools, high usage of self-report data and serious risk of bias identified across all quantitative included studies. In conclusion, high-quality research designed to measure the construct of behavioral change is lacking. Such research could further investigate the key tasks in IPE experiences in clinical settings that are necessary for students to develop the range of required collaborative practice competencies and integrate these. This could provide clarification regarding if and how this could be achieved across different types of clinical placements.

Hybridity enabled: A research synthesis of the enabling conditions for hybrid professionalism in healthcare

Hybrid professionals in healthcare organizations play a critical role, the characteristics, processes and implications of which have been thoroughly studied by scholars in the field. However, not as much attention has been paid to the conditions under which such roles might be taken by professionals entering the ground of management. This gap results into a lack of conceptual clarity and eventually ends being an obstacle in framing and ameliorating the tools needed to act such a role in its different phases. This is a research area worthy of a finer-grained understanding: the ability of organizations to effectively support role hybridization, in fact, is a requisite for professionals-managers' willingness to stay in the role and cope with the complexity that such a two-fold position entails, no matter what. Based on the results of a scoping literature review, this paper presents the enabling conditions for hybrid professionalism in healthcare, and proposes a classification of them into categories corresponding to different facets of hybrid role-taking: opportunities for interaction with management, tools supporting sense-making, and provision of delegation and autonomy. For each of these categories, organizational and management tools discussed in the literature are presented. The results of the study provide a road-map of the enabling conditions for hybrid professionalism that aims to be of practical convenience for managers and policy-makers in health care. Eventually, suggestions for organizational design and personnel management, as well as directions for further research, are highlighted.

Patient satisfaction with therapeutic education in oncology: Antecedents, consequences, and the moderating effect of perceived value

This research aims to deepen our understanding of patients' satisfaction with therapeutic patient education (TPE) in oncology. The research model proposed was tested, with structural equation modeling, on 207 French breast-cancer patients who participated in a TPE program. The results confirm that post-TPE empowerment and relational proximity to the TPE team are two major antecedents of patient's satisfaction-and attitude and word-of-mouth toward TPE are two important consequences of this concept of satisfaction. However, the established relationships are moderated by the patients' profiles (i.e., utilitarin believers, passionate followers, or holistic followers) in terms of the perceived value of their own experience of patient education. These results will enable stakeholders to adapt their TPE promotion strategies to the profiles of the patients. The study will also help to demonstrate and highlight the patient benefits of TPE to various stakeholders and thus will favor access to this personalized care practice, which is essential in the management of chronic diseases, but is still limited in oncology.

Ripple Effects of Abusive Supervision

Abusive supervision (AS) is relentless in damaging employees' personal and professional life. This study examines the underlying mechanism through which AS damages employees' job and life satisfaction and, most importantly, the boundary conditions that help attenuate the cascading effects of AS. Using a sample of 187 employees from a large public sector organization, this study found that job tension transmits the antagonistic effects of AS to employees' job and life satisfaction. However, these effects were low for employees who were high rather than low in the personality trait of resilience. The study contributes to the AS literature by explicating job tension as one possible underlying mechanism and resilience as a personality trait that helps diminish the deleterious effects of AS on employees' job tension and wellbeing. Theoretical contributions and practical implications are discussed.

The first year of private practice - new graduate physiotherapists are highly engaged and satisfied but edging toward burnout

BACKGROUND

A greater understanding of physiotherapists' work-life during their first year of work in private practice, and whether their experiences are mediated by personal traits, may provide valuable information to support their transition and retention.

OBJECTIVES

Describe the first year of practice for graduate physiotherapists in terms of employee engagement, job satisfaction, performance, and burnout, and evaluate the relationship between these measures and personal traits (resilience, grit, mind-set).

DESIGN

One-year longitudinal mixed-methods study.

METHODS

Twenty new graduate physiotherapists completed questionnaires evaluating resilience, grit, and mind-set within 1-week of commencing employment. Engagement and job satisfaction were evaluated at 3, 6 and 12-months, and burnout evaluated at 12-months. Performance data (number of patients seen, revenue) were collected throughout the year. Individual semi-structured interviews were conducted at baseline, 3, 9 and 12-months.

RESULTS

Engagement and satisfaction were high at all time points. At 12-months, burnout was at a medium level. Resilience was positively associated with job satisfaction at 6 (ρ = 0.56, p = .019) and 12-months (ρ = 0.54, p = .027). Engagement (ρ = -0.57, p = .04) and job satisfaction (ρ = -0.56, p = .03) were negatively associated with burnout at 12-months. All participants remained passionate about their work although increasing administrative burden and patient complexity contributed to feelings of burnout.

CONCLUSIONS

Resilience was positively associated with job satisfaction suggesting those with capacity to 'bounce back' were more satisfied and engaged with their job. Although moderate levels of burnout were reported at 12-months, those with higher job satisfaction and employee engagement had lower levels of burnout. Participants proposed practical strategies to help mitigate burnout.

Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention

Building upon the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) and the extensive research on employee turnover intention and well-being, we examined various demands and resources in relation to these outcomes. This study examined the differential relationship between job demands, and personal and job resources, and two organizational outcomes: turnover intention and emotional exhaustion. The job demands were role overload, role conflict, role ambiguity, and work-life balance. The job resources were resilience, servant leadership, relatedness, autonomy, job opportunities, pay satisfaction, and person-organization fit. An online questionnaire was administered to full-time employees via Qualtrics panel (N = 364). Job demands were positively related to emotional exhaustion, and personal and job resources were negatively related to turnover intention. Using relative weights analysis, demands and resources were found to account for different amounts of variance in the outcome variables. This study informs our understanding of and contributes to the advancement of the JD-R model to encompass various job demands and personal and job resources and their differential relationship to emotional exhaustion and turnover intention.

Psychometric Properties and Factor Structure of the German Version of the Fear of COVID-19 Scale

Fear is a fundamental response in the face of a life-threatening pandemic, such as COVID-19. To assess COVID-19-related fear, the Fear of COVID-19 Scale (FCV-19S) has been recently developed and validated in many countries across the globe. The current study aimed to adapt the FCV-19S into German and to examine its psychometric properties. Participants (N = 866) were asked to complete the FCV-19S, report their perceived risk of contracting the virus, and their willingness to comply with mask wearing. Confirmatory Factor Analysis supported both a two-factor structure (emotional and somatic fear) and a more parsimonious one-factor model. Among demographic variables, only female gender was positively associated with the FCV-19S. Moreover, the measure was associated with increased risk perception and compliance with mask wearing. Results suggest that the FCV-19S has good psychometric properties in German and can be used in future work.

How anxiety relates to blood donation intention of non-donors: the roles of moral disengagement and mindfulness

Blood donation anxiety is a major psychological obstacle for blood donation. However, it remains unclear what the mechanism underlying the relationship between anxiety and blood donation intention is and what factor(s) will buffer the negative effects of anxiety. Based on social cognitive theory, we theorized a model delineating the mechanism with which blood donation anxiety was related to blood donation intention. Data were collected in a three-wave online survey including 425 individuals and was analyzed using hierarchical multiple regression with SPSS 24.0 software. The results indicated that the negative relationship between blood donation anxiety and blood donation intention was mediated by moral disengagement. Meanwhile, mindfulness was found to play a buffering role in the relationship between blood donation anxiety and moral disengagement as well as the indirect relationship between blood donation anxiety and blood donation intention via moral disengagement. Our findings advanced the understanding of the detrimental consequences of blood donation anxiety and demonstrated that while blood donation anxiety came at a high cost, it can be managed.

Organizational citizenship behavior in the military context: Are we missing the mark?

Organizational citizenship behavior (OCB), discretionary behavior that promotes organizational effectiveness, is a well-developed construct with great importance to the military. Despite its significance, few studies have examined OCB within the armed services. Those that have tended to use existing OCB scales without additional validation and only minimal adaptation to the military context. This is problematic because of the distinctive features of the American armed services, such as the substantial power leaders possess to compel behavior and the uniqueness of behaviors that create military value. The purpose of this study is to develop and validate five OCBs and a second-order OCB factor that are fully discretionary and produce unique and substantial value for the military. These military OCBs include sacrificing, providing positive word-of-mouth endorsement of the military, voluntary retention in the organization, voluntary participation in activities, and use of services that improve welfare and readiness. Some of these behaviors are so vital that the military could not achieve its mission without them. This study also seeks to understand and assess antecedents of military OCB. Using survey data from several Army populations and a series of validation analyses, the results reveal five military OCB factors, a second-order OCB construct, and four new military OCB antecedents. Opportunities and implications for the use of military OCBs are developed and the limitations of the study are examined.

"We're not broken. We're human." A qualitative meta-synthesis of health-care providers' experiences participating in well-being programs

INTRODUCTION

Protecting health-care provider (HCP) well-being is imperative to preserve health-care workforce capital, performance, and patient care quality. Limited evidence exists for the long-term effectiveness of HCP well-being programs, with less known about physiotherapists specifically.

PURPOSE

To review and synthesize qualitative research describing experiences of HCP, generate lessons learned from the greater population of HCP participating in workplace well-being programs, and then to inform programs and policies for optimizing psychological well-being in an understudied population of physiotherapists.

METHODS

This qualitative meta-synthesis included a systematic literature search conducted in September 2020; critical appraisal of results; and data reduction, re-categorizing, and thematic extraction (reciprocal translation) with interpretive triangulation.

RESULTS

Twenty-five papers met the inclusion criteria. Participants included physicians, nurses, and allied health providers. All programs targeted the individual provider and included psychoeducational offerings, supervision groups, coaching, and complementary therapies. Four themes were constructed: 1) beneficial outcomes across a range of programs; 2) facilitators of program success; 3) barriers to program success; and 4) unmet needs driving recommendations.

CONCLUSIONS

The findings enhance our understanding of diverse individual-level programs to address HCP well-being. Beneficial outcomes were achieved across program types with system-level support proving critical; however, HCP described barriers to program success (HCP characteristics, off-site programs, institutional culture) and remaining needs (resources, ethical dissonance) left unaddressed. Organizations should offer individual-level programs to support physiotherapists in the short term while pursuing long-term, system-level change to address drivers of well-being.

An insight on the complete chloroplast genome of Gomphocarpus siniacus and Duvalia velutina, Asclepiadoideae (Apocynaceae)

Abstract We studied the complete chloroplast genome of Gomphocarpus siniacus and Duvalia velutina from Asclepiadoideae subfamily; due to their medicinal importance and distribution worldwide their interest became high. In this study we analyzed the complete chloroplast genomes of G. siniacus and D. velutina using Illumina sequencing technology. The sequences were compared with the other species from Apocynaceae family. The complete genome of G. siniacus is 162,570 bp while D. velutina has154, 478 bp in length. Both genomes consist of 119 genes; encode 31 tRNA genes, and eight rRNA genes. Comparative studies of the two genomes showed variations in SSR markers in which G. siniacus possesses 223 while D. velutina has 186. This could be used for barcoding in order to aid in easy identification of the species. Phylogenetic analysis on the other hand reaffirms the tribal position of G. siniacus in Asclepiadeae and D. velutina in Ceropegieae. These findings could be used in subsequent research studies of angiosperms identification, genetic engineering, herb genomics and phylogenomic studies of Apocynaceae family.

Front-line employees' perceived COVID-19 event strength and emotional labor in the service industry: A moderated mediation model

COVID-19 pandemic has brought enormous challenges to employees worldwide, and thus, it is important to understand whether, how, and when perceived COVID-19 event strength can influence employees' work-related outcomes. Drawing on event system theory and affective events theory, this study examined the effect of perceived COVID-19 event strength on front-line service employees' emotional labor, namely, surface acting and deep acting, through the mediating role of anxiety. In addition, it explored job insecurity as a moderator in the relationship between perceived COVID-19 event strength and anxiety. This study analyzed two-wave data (N = 191) collected from front-line employees in the service industry and found that anxiety mediated the relationship between perceived COVID-19 event strength and surface acting but not deep acting, and that job insecurity moderated the relationship between perceived COVID-19 event strength and anxiety and the indirect effect of perceived COVID-19 event strength on surface acting but not on deep acting via anxiety. Implications and directions for future research are also discussed.

VOIS: A framework for recording Voice Over Internet Surveys

Verbal data provide researchers insight beyond that offered by text-based responses, including tone, reasoning elaboration, and experienced difficulty, among other processes. Additionally, it offers a less cognitively taxing way for participants to provide long responses. Verbal data collection methods are found in a variety of fields, mostly conducted in lab-based settings or requiring specialized hardware. Restricting verbal protocols to lab-based settings can have several drawbacks, including smaller sample sizes, biased populations, reduced adoption, and incompatibility with potential social distancing requirements. No method currently exists for researchers to collect verbal data within major online survey collection platforms. The current paper offers a user-friendly approach for collecting verbal data online, where a researcher can copy and paste JavaScript code into the desired survey platform. By providing a framework that does not require any advanced programming ability, researchers can collect verbal data in a scalable way using familiar modalities.

Medical professionals' agency and pharmaceuticalization: Physician-industry relations in Russia

In the contemporary world pharmaceuticals have become a go-to answer to a growing number of questions. This process of pharmaceuticalization gives rise to a concern with the increasing influence of the pharmaceutical industry on physicians' decision-making. Critics suggest that companies' for-profit-interests might compromise the integrity of medical practice. This article employs qualitative research methodology to explore how Russian physicians deal with the industry's efforts to expand and shape the use of pharmaceuticals. By bridging perspectives of social studies of science and sociology of professions, we offer a contextualized account of physicians' daily practices and interpretations related to pharmaceuticalization. The findings question conventional assumptions of physician-industry relations and allow to delineate a new form of medical professionalism that emerges in the context of pharmaceuticalization and cannot be reduced to either "resisting" industry marketing activities or "giving in" to them and thus corrupting biomedical expertise. Instead, the ways in which physicians navigate abundant sources of knowledge and use industry resources to overcome constraints of their organizational environment attest to mundane forms of agency exercised by physicians in their relations with industry.

Agreement in patient-therapist alliance ratings and its relation to dropout and outcome in a large sample of cognitive behavioral therapy for panic disorder

Objective: The therapeutic alliance is related to treatment outcome but less is known about the agreement on alliance between patients and therapists and its relationship to outcomes. We examined the association of patient-therapist congruence of alliance perceptions, early and late in cognitive behavioral therapy for panic disorder in relation to symptom reduction and dropout. Method: Patients (n = 181) and their therapists provided alliance ratings early and late during 11-session treatment. Independent evaluators rated patients' symptomatic levels post-treatment. Polynomial regression and response surface analysis were used to examine congruence as a predictor of outcome. Results: Early in therapy, stronger combined patient-therapist alliances, regardless of agreement, predicted lower symptom severity at the end of therapy and a lower likelihood of dropout. Late in treatment, the outcome was worse when therapist ratings of the alliance were higher than those of the patient. Conclusions: Therapist-patient agreement on the strength of the alliance is important for symptom improvement and dropout. The study highlights the importance of understanding the dyadic nature of the alliance and its impact on therapeutic change.

Evlilik Çatışma Alanları İndeksi ve Çatışma Çözme Stilleri Envanteri’nin Geliştirilmesi: Geçerlik ve Güvenirlik Çalışmaları

The purpose of this study is to develop the Conflict Areas Index (CAI) to identify possible conflict areas that couples experience in their marriages and to develop the Conflict Styles Inventory (CSI) to assess how they deal with these conflicts. Exploratory (N=374) and confirmatory (N=152) factor analysis and test-retest (N=49) examinations were conducted with a sample of 575 married individuals in total. For the first scale, principal component analysis (PCA) was used to examine the construct validity of the CAI. According to the results, a single component giving frequency values for 15 different conflict areas was identified. In the criterion-related validity studies, the scale had a significant, negative, and strong correlation with the Relationship Assessment Scale (RAS) (r=-.72) and the level of satisfaction with the relationship (r=-.67). The Cronbach's alpha coefficient was found as .91. For the second scale, the construct validity of the CSI was examined using Exploratory Factor Analysis. The results revealed a three-dimensional structure named destructive, passive, and active conflict resolution styles. In the criterion-related validity studies, it was found significant and positive correlations between destructive (r=.14) and passive (r=.18) conflict resolution styles with CAI scores and a significant and negative correlation between active resolution style with CAI scores. In addition, there were significant and negative correlations between destructive (r=-.15) and passive (r=-.12) conflict resolution styles with the RAS scores and a significant and positive correlation between active conflict resolution style with the RAS scores. The Cronbach's alpha coefficients were .88, .87, and .87 for destructive, passive, and active conflict resolution styles, respectively. The correlation values between the scores of the CSI within a 14-day time interval were ⍴=.94, ⍴=.91, and ⍴=.83 for destructive, passive, and active conflict resolution styles, respectively. These results indicated that CAI and CSI have sufficient psychometric properties that can be used to assess conflict areas and conflict resolution styles of married individuals.

Role of leader member exchange on nurse's organisational citizenship behaviour from the Bugis tribe cultural perspective in Indonesia

PURPOSE

This research aims to look at the role of leader-member exchange (LMX) on the creation of organisational citizenship behaviour (OCB) in nurses of the Bugis tribe in the Inpatient Unit of the Labuang Baji Public General Hospital.

DESIGN/METHODOLOGY/APPROACH

This study used a cross-sectional research approach to gather the necessary data to perform an observational analysis. 98 nurses were selected through a purposive sampling technique.

FINDINGS

The research results indicate that the cultural characteristics of the Bugis people align closely with the siri' na passe value, with the criteria of sipakatau (humanity), deceng (good), asseddingeng (unity), marenreng perru (loyalty), sipakalebbi (mutual respect) and sipakainge (reminding each other).

ORIGINALITY

The patron-client relationship in the Bugis leadership system is reflected in the LMX concept and capable of creating the OCB in Bugis tribe nurses.

The Impact of a Job Crafting Intervention on Wellbeing in Health Care Leaders

BACKGROUND

Job Crafting is a strategy undertaken by highly motivated individuals to modify their own work. Educating individuals about the benefits of this approach has recently been explored in other professions as a wellbeing intervention.

OBJECTIVE

We aimed to demonstrate that a Job Crafting intervention for health care leaders would result in improved wellbeing, lower burnout, and enhanced job resources.

METHODS

Fourteen health care leaders across 6 departments at one academic medical center participated in a two-part workshop on Job Crafting between January 1, 2019 and December 31, 2020. Participants completed electronic surveys before and 4-6 weeks after the sessions. Pre- and post-intervention scores were compared using Wilcoxon signed rank sum tests.

RESULTS

Eighty-six percent of participants stated the sessions were useful and applicable to their jobs, with 93% stating they were a valuable use of time and would recommend sessions to others. Participant Job Crafting behaviors increased following the intervention, with 46% increasing structural and social resources (P = .03) and 85% decreasing Hindrance Demands (P = .02). Increased meaning in work was identified by 38% post-intervention (P = .04). No statistically significant differences were identified in Distress Scores at high risk for burnout pre- and post-intervention (86% for both), but 30% of participants had an absolute improvement (decrease) in their Distress Score.

CONCLUSIONS

A Job Crafting intervention was associated with high rates of satisfaction among participants and was successful in increasing Job Crafting behaviors and perceptions of meaningful work, but did not result in a change in risk for burnout in the short follow-up period.

Publishing in potentially predatory journals: Do universities adopt university leaders' dishonest behavior?

With the development of science digitalization, it became possible to detect dishonest behavior. The increasing magnitude of predatory publishing has boosted scientific research on the topic. While studies on university leaders' impact concentrate mainly on its positive effects on organizational performance, to date, little is known about whether academic leaders can negatively influence the organizations they lead depending on their engagement in academic misconduct. Using a sample of Russian universities and their leaders from 2010-2020, I ask whether universities tend to adopt leaders' dishonest behavior. Specifically, I analyzed whether universities increase publications in potentially predatory journals after a leader with such a record enters the office. Relying on a culture theory of academic misconduct, I discuss the role-related factors that contribute to a leader's influence over employees. I focus on whether the leader's influence relates to external incentives for universities to publish more, the leader's career development type, or the leader's and university's research area. The findings demonstrate that the share of publications in potentially predatory journals tends to increase if a leader with such publications assumes office, especially if the university is research-oriented. The results suggest that academic reputation of a leader matters to the university's consequent misconduct.

The effect of empowering leadership on miners' unsafe behavior: a cross-level chain mediation model

Miners' unsafe behavior has always been a key issue in coal mine safety management. Numerous studies have shown that leadership is an important factor influencing miners' unsafe behavior. A cross-level structural model was constructed based on social cognitive theory, using psychological safety and safety climate as intermediary variables, to analyze the effect of empowering leadership on miners' unsafe behavior. Data were gathered from 272 coal miners on 59 working teams. Multilevel regression analysis and the Monte Carlo method were employed to analyze the influence of the empowering leadership on miners' unsafe behavior. The results showed that empowering leadership was negatively related to miners' unsafe behavior. Psychological safety and safety climate mediated the relationship between empowering leadership and miners' unsafe behavior, and also jointly mediated in the chain. These findings enrich existing research results on miners' unsafe behavior and provide a beneficial enlightenment to coal mine safety management.

'If you had taken the lead…' - a qualitative study of patients with chronic conditions and their perspective in clinical encounters with medical students

OBJECTIVES

To explore what patients with chronic conditions emphasize as important in the patient-medical student conversation, and how the patients' experiences relate to trust.

METHODS

Twenty-one video-recorded sessions of patients' feedback in simulation-based communication courses for medical students were observed, transcribed, analyzed inductively and organized into three themes.

RESULTS

In the patients' feedback, three aspects were emphasized as important relating to trust: a) when the medical student relates medical information to the patient's lifeworld, b) when the student leads the patient throughout the conversation, and c) when the patient gets emotional support from the student. The patients felt that being met this way by the students grows trust and allows them to lean into the uncertainties they experience while still feeling safe.

DISCUSSION

The patients emphasize three aspects of importance in conversations with the medical students that grow trust. We argue that these aspects cannot be found in the traditional authority-led practice but can be found in leadership, which imply empathy and willingness to learn from patients. We suggest that students should learn that to effectively communicate with patients infers such leadership. By doing so, medical students can walk alongside their patients to build a relationship and nurture trust.

Closeness Discrepancies in Couple Relationships: A Dyadic Response Surface Analysis

Individuals can differ in the degree of closeness they desire in their romantic relationships: Some people may perceive their current level of closeness as just right, whereas others may feel not close enough or too close to their partners (referred to as negative and positive closeness discrepancy, respectively). This study (N = 1,177 individuals from 748 couples) examined the implications of closeness discrepancies for subjective relationship quality (SRQ) using dyadic response surface analysis. The analyses found evidence for linear, but not broad, closeness discrepancy effects: SRQ was lower for individuals reporting more negative closeness discrepancies and, independent of this actor effect, for individuals with partners who reported more negative closeness discrepancies. These results suggest that low levels of closeness paired with a strong desire for closeness can impair both partners' relational well-being.

Jumping with a parachute - is promoting research integrity meaningful?

Considering world-wide interest in prevalent research malpractice at higher education institutions, we focus on the role of European national research integrity promoters (ombudspersons, research funding organizations, research integrity networks) who play a role at the forefront of bringing systemic change. Given the constraints of the role of research integrity promoters, we strive to grasp the meaningfulness of their work. To accomplish that, we employ a qualitative research approach and use individual semi-structured interviews with 10 national research integrity promoters. Employing reflexive applied thematic analysis, we discuss our findings in light of the structural symbolic interactionist approach and sensemaking theory. We conclude that encapsulated in challenging prerequisites of the national research integrity promotion work, the meaningfulness of such work emerges through integrating research integrity in all aspects of academic life to entail indispensable systemic changes in academia.

An island of sanity during COVID-19 pandemic: Does pet attachment support buffer employees' stress due to job insecurity?

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study.

Work-family conflict, work engagement and unsafe behavior among miners in China

The present study aims to explore the relationship between work-family conflict and unsafe behavior among underground coal miners, testing the mediating role of work engagement in this relationship. A cross-sectional survey was conducted in Shanxi Province, China from June to August 2020. A total of 580 front-line miners were recruited for this study. Structural equation modeling was used to explore the mechanisms of work-family conflict on unsafe behavior. Findings revealed that time-based conflict, strain-based conflict and behavior-based conflict were positively related to unsafe behavior, and work engagement mediated the relationships between work-family conflict and unsafe behavior. Managers should alleviate miners' work-family conflict, providing effective organizational support to improve the miner's work engagement, and thus reduce their unsafe behavior.

Research on the influence of role stressors on unsafe behavior among construction workers in China

Individuals' unsafe behavior is identified as one of the important reasons leading to construction industry accidents. The purpose of the present study is to explore the mechanism of role stressors' impact on unsafe behavior, the mediating role of psychological strain and the moderating role of empowering leadership among construction workers. The sample used for the analyses in this study includes 600 employees from 10 different construction companies in China. Bootstrap analysis was performed to explore the mediating role of psychology strain, and hierarchical linear regression analysis was performed to explore the moderating role of empowering leadership. The results showed that role stressors were positively related to unsafe behavior; psychology strain mediates the relationship between role stressors and unsafe behavior; and empowering leadership moderates the relationship between psychological strain and unsafe behavior. The findings indicate that empowering leadership can decrease unsafe behavior.

How spiritual leadership affects team safety performance: the role of team reflexivity and work interdependence

Objectives. Frequent occurrence of workplace accidents may be caused by a lack of attention by team members to safety behaviors on the spiritual level. It is very important to investigate the incentive mechanism of spirit factor on team safety performance. Methods. Based on social cognition theory and social interaction theory, this study analyzed matching data from 717 employees across 173 teams, and verified the mechanism underlying team-level spiritual leadership on team safety performance. Results. Spiritual leadership not only helped improved a team's safety performance, but also affected it through team reflexivity. Meanwhile, work interdependence positively moderated the positive relationship between team reflexivity and team safety performance, as well as the mediating role of team reflexivity. Conclusions. The findings expanded the research scope of leadership style-safety performance at the team level, and provided guidelines for managers to promote safety and healthy development of a team in practice.

How organizational support can help employees mitigate the effects of distributive injustice: a hierarchical moderated mediation model

Objectives. At present, the mechanism of distributive justice leading to presenteeism is still unclear. We aim to explore the relationship among distributive justice, organization-based self-esteem, presenteeism and organizational support among Chinese medical workers by building a moderated mediation model. Methods. We employed a cross-level research design that aggregated organizational support to the organizational level. Medical staff from 50 different hospitals in China were invited to participate in the survey, and 1122 valid data questionnaires were obtained. We used hierarchical linear modelling to test this cross-level moderated mediation model. Results. Our results suggest that, at the individual level, organization-based self-esteem partially mediates the distributive justice-presenteeism relationship, and at the individual level, organizational support moderates the relationship between distributive justice and organization-based self-esteem. Conclusions. Distributive justice enhances individuals' organization-based self-esteem, which is associated with a reduction in presenteeism, and underscores the importance of organizations shaping an organizational support climate.

Employee Engagement as Human Motivation: Implications for Theory, Methods, and Practice

The central theoretical construct in human resource management today is employee engagement. Despite its centrality, clear theoretical and operational definitions are few and far between, with most treatments failing to separate causes from effects, psychological variables from organizational variables, and internal from external mechanisms. This paper argues for a more sophisticated approach to the engagement concept, grounding it in the vast psychological literature on human motivation. Herein lies the contribution of our paper; we argue that the apparent diversity of operational definitions employed by academics and practitioners can be understood as tentative attempts to draw ever nearer to key motivational concepts, but never quite get there. We review the leading definitions of employee engagement in the literature and find that they are reducible to a core set of human motives, each backed by full literatures of their own, which populate a comprehensive model of twelve human motivations. We propose that there is substantial value in adopting a comprehensive motivational taxonomy over current approaches, which have the effect of "snowballing" ever more constructs adopted from a variety of fields and theoretical traditions. We consider the impact of rooting engagement concepts in existing motivational constructs for each of the following: (a) theory, especially the development of engagement systems; (b) methods, including the value of applying a comprehensive, structural approach; and (c) practice, where we emphasize the practical advantages of clear operational definitions.

Eating versus sleeping: Lunchtime meals and naps relation to afternoon creativity at work

Based on the Conservation of Resources theory, we develop dual mechanisms by which lunchtime recovery activities predict creativity. Specifically, by conceptualizing the quality of lunchtime naps and meals as examples of recovery activities, we expect these recovery activities help individuals replenish their psychological resources in the form of more work engagement (affective process) and less cognitive depletion (cognitive process). Further, individuals are expected to utilize these available psychological resources to generate creative ideas. To test our model, we used a group-mean centering approach to focus on within-person effects by recruiting 230 employees working at construction sites in South Korea. Overall, after removing 242 invalid observations (omitting at least two items and not reporting the duration of a nap), we finalized a total of two-wave 1598 daily questionnaires. A high quality of lunchtime naps and meals helps individuals recover their emotional resources (more work engagement) and cognitive resources (less cognitive depletion), which predict individuals' creativity. Finally, although indirect effects of the two recovery activities on creativity via affective and cognitive processes were generally supported, the indirect effect of lunch nap quality on creativity via work engagement was not significant, suggesting most of the effect is due to meal quality rather than nap quality.

How sleep disturbance is associated with Chinese police officers' job satisfaction: A moderated mediation model

Tasked with a wide variety of duties, police officers often encounter stressful situations and suffer from sleep disturbance. Previous studies have found that police officers with sleep disturbance generally reported lower levels of job satisfaction; however, the psychological mechanisms by which sleep disturbance is associated with job satisfaction are still relatively underexplored. This study investigated how sleep disturbance was associated with job satisfaction via the mediation of job involvement and via the moderation of resilience among police officers. Data from a sample of 827 Chinese police officers (86.9% men) was analysed. Participants completed a written questionnaire assessing sleep disturbance, job satisfaction, job involvement, resilience, and demographic information. A moderated mediation model was conducted to examine the research questions. Sleep disturbance was negatively associated with job involvement, which, in turn, was positively associated with job satisfaction. Furthermore, both direct and indirect effects of sleep disturbance on job satisfaction were moderated by resilience. Specifically, the negative association between sleep disturbance and job satisfaction was significant only for those with low levels of resilience, but not for those with high levels of resilience. In addition, the positive association between job involvement and job satisfaction was stronger for those with higher resilience compared with those with lower resilience. The findings advance understanding of the psychological mechanisms underlying the association between sleep disturbance and job satisfaction among police officers.

Innovation in Nursing Practice: A Scoping Review

Conceptual clarity on nursing innovation is vital in educating and supporting innovative nurses. This analysis aimed to determine the state of innovation within nursing through a scoping review of the literature. Twenty-four articles were identified, and a constant comparison analysis discovered 3 components essential to the successful innovation: the innate characteristics of the nurse, teams, leader, workplace, and organization; the culture or environmental factors; and then the process components, which include the translation, assessment, outcome, and sustainability of an innovation. This review highlights the need to clarify what does or does not qualify something to be innovative. A Supplemental Digital Content video abstract is available at http://links.lww.com/ANS/A68 .

Establishing an index for monitoring occupational health and well-being of coal mines: Consideration of individual characteristics

It is crucial to enhance employee occupational health and well-being (OHW) for the well-run and prosperity of the industry, but there is very limited knowledge on the assessment of miners' well-being that differs from person to person. Within this study, a new more direct method, as well as an instrument was constructed to measure the OHW through data analysis based on a representative sample of coal miners (N = 1037). Initially, the causal pathway of job stress and health consequences was characterized by the driving force-pressure-state-impact-response (DPSIR) model. The OHW index was represented by hazards, vulnerability, and severity through the data envelopment analysis and stochastic frontier approach method. The result was that the severity of the consequences of inadequate organizational response was the dominant factor. 75% of employees with poor OHW work in mining, and digging areas, including various drivers and support workers. This study provides an innovative and complete description of the interaction mechanisms among job stress, job burnout, and health outcomes. It demonstrates that a three-level assessment method, namely hazards-vulnerability-severity, can effectively identify hierarchical management points. We provide metrics, objective data, and evidence-based recommendations on stress and health management for miners.

Time pressure, work-related spousal support seeking, and relationship satisfaction: Spillover and crossover effects among dual-earner couples

The present study examined how time pressure at work is transmitted to the home domain and how it affects individuals' (spillover) as well as their partners' relationship satisfaction (crossover). We examined the role of work-related spousal support seeking and proposed that it serves as a mediator of the spillover as well as the crossover process. We further explored whether the proposed spillover-crossover process is gender-contingent. Using a sample of 308 dual-earner couples, we found support for a positive link between time pressure at work and spousal support seeking. As hypothesised, spousal support seeking served also as a crossover mechanism. However, distinct spillover and crossover processes were found for men and women. These findings not only point to a new spillover and crossover mechanism but also highlight gender-specific patterns in the role of support seeking. As this coping strategy is feasible when job stressors are high, it should be considered a part of stress management trainings and organizational practices.

Effects of Chronotype and Social Jet-Lag on Neurocognitive Functioning

The chronotype, which reflects the circadian rhythm preferences of individuals in their daily activities and sleep-wake cycles, can be considered on a dimension of extreme morningism and extreme eveningism. Individuals with extreme morning and extreme evening chronotypes face many physical and psychological dangers due to accumulated sleep debt, short total sleep time and insufficient sleep efficiency. In extreme chronotypes, especially in extreme evening people, the social jet-lag effect due to the mismatch between social and circadian clocks is thought to exacerbate these dangers. More recent studies have suggested that social jet-lag and chronotype have many negative effects on cognitive functioning. The aim of this article is to review the impact of social jet-lag and chronotype on cognitive functioning.

Social network analysis: Understanding nurses' advice-seeking interactions

AIM

This study aimed to determine advice-seeking interactions of nurses in a private hospital by using social network analysis.

DESIGN

This study was designed as a cross-sectional descriptive study.

METHODS

The study was conducted in a private hospital with 70 nurses. The data were collected with a social network analysis questionnaire. The social network analysis (SNA) focused on certain values such as network density, component, degree centrality, and betweenness centrality. The SNA was carried out using UCINET, and statistical analyses were performed with SPSS version 23.0.

RESULTS

The network density was reported to be 0.062, and it was composed of three components. It was further noted that nurse Y1 was found to have the highest scores of degree and betweenness centrality. Chi-Square Automatic Interaction Detector (CHAID) analysis indicated that the most common variables that affected degree centrality score were education, department, and position.

CONCLUSION

It was concluded that social network analysis was a useful instrument to delineate strengths and weaknesses of seeking advice relationships among nurses.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

Top- and middle-level nursing managers occupy a significant position in advice-seeking networks. Nursing managers with higher education degrees will absolutely improve advice-seeking networks.

Good death disrupted: Nurses' moral emotions navigating clinical and public health ethics during the first wave of COVID-19 pandemic

AIM

To explore the moral emotions that frontline nurses navigated in endeavouring to ensure a 'good death' for hospital patients and care home residents during the first wave of the COVID-19 pandemic.

BACKGROUND

Under normal circumstances, frontline staff are focused on clinical ethics, which foreground what is best for individuals and families. Public health crises such as a pandemic require staff to adapt rapidly to focus on what benefits communities, at times compromising individual well-being and autonomy. Visitor restrictions when people were dying provided vivid exemplars of this ethical shift and the moral emotions nurses encountered with the requirement to implement this change.

METHODS

Twenty-nine interviews were conducted with nurses in direct clinical care roles. Data were analysed thematically informed by the theoretical concepts of a good death and moral emotions.

RESULTS

The data set highlighted that moral emotions such as sympathy, empathy, distress and guilt were integral to the decisions participants described in striving for a good palliative experience. Four themes were identified in the data analysis: nurses as gatekeepers; ethical tensions and rule bending; nurses as proxy family members; separation and sacrifice.

CONCLUSIONS

Participants reflected on morally compromising situations and highlighted agency through emotionally satisfying workarounds and collegial deliberations that enabled them to believe that they were party to painful but morally justifiable decisions.

IMPLICATIONS FOR THE PROFESSION AND PATIENT CARE

Nurses are required to implement national policy changes that may disrupt notions of best practice and therefore be experienced as a moral wrong. In navigating the moral emotions accompanying this shift, nurses benefit from compassionate leadership and ethics education to support team cohesion enabling nurses to prevail.

PUBLIC CONTRIBUTION

Twenty-nine frontline registered nurses participated in the qualitative interviews that inform this study.

REPORTING METHOD

The study adhered to the Consolidated Criteria for Reporting Qualitative Research checklist.

A Community of Practice on Environmental Design for Long-Term Care Residents with Dementia

The use of communities of practice (CoP) to support the application of knowledge in improved geriatric care practice is not widely understood. This case study's aim was to gain a deeper understanding of the knowledge-to-action (KTA) processes of a CoP focused on environmental design, to improve how persons with dementia find their way around in long-term care (LTC) homes. Qualitative data were collected (key informant interviews, observations, and document review), and analysed using emergent coding. CoP members contributed extensive knowledge to the KTA process characterized by the following themes: team dynamics, employing a structured process, technology use, varied forms of knowledge, and a clear initiative. The study's CoP effectively synthesized and translated knowledge into practical tools to inform changes in practice, programs, and policy on dementia care. More research is needed on how to involve patients and caregivers in the KTA processes, and to ensure that practical application of knowledge has financial and policy support.

Benchmarking outcomes for day surgery

In comparison to large acute care centers, Ambulatory Surgery Centers (ASCs) provide patient-centered, fast, efficient, effective, high-value, high-quality, reliable, and safe care. For these reasons, ASCs are often preferred working venues for perioperative staff and desirable partners for surgeons, proceduralists, and anesthesiologists. Given today's many headwinds, including inflation, downward rate pressures, increasing regulation, and near constant supply chain issues, not to mention increasing patient and procedural complexity, exemplary clinical and operational management is of paramount importance and requires frequent measurement and benchmarking. Benchmarking is critical to performance assessment and is vital for assessing existing processes and new pathways and protocols, and remains the best way to identify areas for improvement. This chapter provides the reader with an overview of key ASC-related performance indicators, what they mean, and how best to measure and compare them to local, regional, and national benchmarks.