Experiences of workplace conflicts by midwives and implications for their wellbeing in selected hospitals in the Northern Region of Ghana

AIM

Conflicts are ubiquitous in human societies and manifest in varied forms and scales within societies, communities and organisations. While many studies have investigated workplace conflicts, least attention has been paid to how midwives differently experience these conflicts and the impacts of these conflicts on their wellbeing. This study fills this gap by investigating the multifaceted impact of workplace conflicts on the wellbeing of midwives.

METHOD

The study employed a purely qualitative approach within the analytical framework of the Stress Theory of organisational conflicts. Thirty-five participants were selected for the study through an expert purposive sampling technique. Interviews and Focus Group Discussions were used to collect primary data for the study. Collected data were analysed using an inductive thematic analytical technique.

RESULTS

The findings highlight the multifaceted impact of conflict on both the professional and personal well-being of midwives. Conflicts induce severe physical and psychological strains on midwives, generate fears, angst, and anxieties, and disrupt social harmony prompting exclusion and discrimination among midwives in the hospital.

CONCLUSION

We argue that apart from task-demand generated stress, workplace conflicts prompt both physical and psychological stress on midwives which culminate into a myriad of physical, emotional, and mental health issues.

IMPLICATION FOR PRACTICE

Initiation of conflict resolution and mediation training programs for midwives so as to equip them with essential skills for effectively managing and resolving workplace conflicts. Setting up internal grievance mechanisms for midwives in their work places and training of midwives on social skills, and stress management skills.

Introducing and validating a single-item measure of identity leadership: The visual identity leadership scale (VILS)

In the present research, we introduce and validate a single-item measure of identity leadership-the visual identity leadership scale (VILS). The VILS uses Venn diagrams of sets of overlapping circles to denote different degrees of alignment between a leader's characteristics and behaviours and a group's values and goals. Key advantages of the VILS over other existing multi-item scales are that it provides a holistic assessment of identity leadership, is short, and can be adapted to address novel research questions that are impractical to address with existing scales (e.g. in diary studies, assessing multiple comparisons of many leaders or groups). Data from three studies (conducted in India, the United States and Germany) provide evidence of the VILS' construct reliability and validity. Results also showcase the instrument's capacity to be adapted to assess variations of identity leadership-for example, by assessing a leader's convergence with descriptive and ideal notions of collective self (i.e. with 'who we are' and 'who we want to be'). We discuss the value of including the VILS in the toolbox that researchers and practitioners can utilize to expand our understanding of identity processes in leadership and group behaviour.

A year-long case study of multicomponent interventions to promote physical activity in office workers: A randomized control trial

The purpose of this study was to identify if workplace interventions, (i.e., mindfulness classes and monetary incentives for gym attendance), influenced workers' physical activity. Office-based participants were randomized into one of four intervention assignments: 1) CONTROL (no interventions) (n = 40), 2) MINDFULNESS (n = 33), 3) GYM INCENTIVE (n = 41), or 4) BOTH mindfulness and gym incentive (n = 31). Activity-tracker and self-reported metabolic expenditure and step counts were gathered between January 2020 and December 2020 whereas the eight-week long interventions were provided between January and March 2020, when the impact of COVID-19 pandemic started. While physical activity decreased during the follow-up months, percent changes of physical activity at 1-, 2-, and 9-month follow-ups compared to baseline show no significant differences between or across the four intervention assignments (p > 0.05). These results suggest that the intervention assignments had no effect on physical activity from baseline. The lack of effectiveness of these interventions on participant physical activity could be attributed to the influence of the COVID-19 pandemic, and any effects of the interventions could not outweigh the effects of the pandemic.

Examining the Aftermath of Work-Family Conflict Episodes: Internal Attributions, Self-Conscious Emotions, Family Engagement, and Well-Being

Little empirical research exists on attributions that people make regarding work-family conflict that they experience. Our study used attribution theory to examine the aftermath of work-family conflict episodes. We used a diary method in which respondents reported their daily encounters with work-family conflict, attributions they made about its causes, feelings of guilt and shame they experienced, and their levels of daily family engagement and well-being after work. Based on Ilies et al. (2012) we hypothesized that internal attributions of work-family conflict would be associated with feelings of guilt and shame, and that these emotions would in turn be differentially associated with daily after-work outcomes. We also hypothesized that the degree to which individuals were satisfied with the resolution of their work-family conflict would moderate the relationship between internal attribution and guilt/shame. Results largely supported our hypotheses, with guilt demonstrating a positive link to family engagement while shame showed a negative association. We also found that shame, but not guilt, was negatively associated with daily well-being. One's level of satisfaction with the resolution of work-family conflict emerged as a key variable as well. Lastly, we discuss the theoretical and practical ramifications of our findings.

Work-related resilience, engagement and wellbeing among music industry workers during the Covid-19 pandemic: A multiwave model of mindfulness and hope

We surveyed workers in the performing arts sector to explore the role of positive mindsets in facilitating work-related resilience, engagement and reduced stress using retrospective reporting surveys during the Covid-19 work shut down period. Integrating conservation of resources theory with research on metacognitive self-regulation, we controlled for the severity of the Covid-19 impact and negative affect and found that hope (but not mindfulness) predicted professional engagement, resiliency and reduced tension and distress over time. Further, the relationships between hope and outcomes were mediated by positive affect (PA). Mindfulness was not indirectly (via PA) related to outcomes (i.e., engagement, resiliency, job tension, distress) but was directly and negatively related to job tension and distress. These findings suggest that in times of intense stress or adversity, future-oriented thinking such as hope may be more effective than mindfulness in sustaining positive mindsets and action-oriented outcomes such as engagement. Implications for practice and future research are discussed.

Watching for a snake in the grass: Objectification increases conspiracy beliefs

Objectification, being treated as a tool to achieve someone's instrumental goals, is a common phenomenon. A workplace supervisor may view employees solely in terms of their output; likewise, friends may be seen only for their potential for personal and social advancement. We conducted five studies (N = 1209) to test whether objectification increases conspiracy beliefs through thwarted trust and whether postobjectification increases in conspiracy beliefs carry behavioural implications. While conspiracy beliefs may have evolved as a strategy for survival, they may be considered maladaptive in the modern world. Therefore, understanding the antecedents, underlying mechanisms, and implications of conspiracy beliefs is essential. We measured (Study 1) and manipulated objectification (Studies 2-5), consistently finding that objectification decreased trust, thereby increasing conspiracy beliefs (Studies 1-5). This effect remained after considering negative emotions (Study 2). Increased conspiracy beliefs following objectification positively predicted unethical tendencies, and the effect of objectification on unethical tendencies was serially mediated by trust and conspiracy beliefs (Study 4). Restoring objectified people's trust weakened their conspiracy beliefs and unethical tendencies (Study 5). We discussed the implications of our findings, proposing directions for researchers, practitioners, managers, and policymakers for theoretical advancement, healthier coping, and promotion of well-being.

Xenophobia and Xenophilia, the Bright and Dark Sides of Attitude Towards Foreigners: A Self-Determination Theory Approach

Introduction: The intensification of the migration phenomenon led to a growing interest in the public domain about the attitudes towards foreigners. Xenophobia and xenophilia are two opposite orientations towards foreigners, that could be considered the consequences of the interaction between several factors. Based on the self-determination theory, this study aims to verify that a bright pathway composed by intrinsic goal, needs satisfaction and altruism could explain xenophilia, whereas a dark pathway composed by extrinsic goal, needs frustration, and egoism could explain xenophobia in a group of Italian emerging adult. Methods: A group of 306 Italian emerging adults (aged 18-24), completed questionnaires and structural equation modelling was used to test the hypothesized model. Results: The results showed a relation between intrinsic goals and needs satisfaction, conversely needs satisfaction was related to altruism, moreover altruism was related to xenophilia. On the other hand, extrinsic goals were related to need frustration; moreover, need frustration was related to egoism and egoism was related to xenophobia. Discussion: These results were discussed within the Italian context for a better general comprehension of both xenophobia and xenophilia in a SDT framework.

Comparison of stress, anxiety and depression levels of health, education and security sector employees: The effect of psychological resilience

This study compared the stress, anxiety and depression levels in employees working in the health, education and security sectors. The study also investigated the effect of psychological resilience on stress, anxiety, and depression levels and whether the stress, anxiety, depression and psychological resilience levels of employees differ according to occupational and demographic variables. In this cross-sectional study, 1222 employees participated, comprising 50.8% from the health sector, 37.7% from education, and 11.5% from security. Data were collected using the Stress, Anxiety, and Depression Scale-21 and the Brief Resilience Scale. The study revealed varying rates of severe stress (49.1%), anxiety (74.0%), and depression (53.2%) among participants. Health employees experienced higher stress (52.1%), anxiety (77.0%), and depression (58%) rates compared to those in education (46.4%, 72.4%, and 48.4%) and security sectors (44.3%, 66.4%, and 48.5%). Health employees exhibited higher stress, anxiety, and depression levels, signifying a significant difference. Furthermore, the research identified psychological resilience as a crucial predictor of stress, anxiety, and depression. Additionally, these mental health issues were more prevalent among younger individuals with less work experience, females, private sector employees, singles, and those without children. The findings of the study showed that the level of stress, anxiety and depression was high in employees working in all three sectors (health, education and security), but mental problems were more common in health employees. The fact that psychological resilience is a significant predictor of stress, anxiety and depression levels indicates that this factor should be taken into account.

Need satisfaction in daily well-being: Both social and solitude contexts contribute to well-being

Daily need satisfaction for relatedness (social connection), autonomy (volitional self-congruent action), and competence (self-efficacy) fosters well-being, but those findings primarily reflect experiences during social interactions. A three-week daily diary study (N = 178) explored psychological need satisfaction in two key everyday contexts: solitude and social. Holding constant the benefits of need-satisfying social contexts, autonomy satisfaction during solitude was key to peaceful affect, whereas competence satisfaction during solitude contributed to lower loneliness; both psychological needs in solitude contributed to evaluating the day as more satisfying. Relatedness-deficiency in solitude did not contribute to loneliness; instead, those who were relatedness-deficient in social interactions felt lonely. Further, need satisfaction in solitude compensated for deficient needs in social contexts, reducing loneliness (autonomy and relatedness) and increasing day satisfaction (all needs) when social contexts failed to satisfy needs. Findings suggest daily solitude can shape daily well-being and further attention is needed to understand and ultimately improve everyday solitude.

The Extent to Which Technostress Is Related to Employees' Work-Life Fit: A Multilevel Meta-Analysis

BACKGROUND

This multilevel meta-analytic review is designed to analyze and quantify the effect size of the association between technostress and work-life fit among employees.

METHOD

By adhering to the PRISMA 2020 Statement, seven databases (i.e., PubMed, PsycARTICLES, PsycINFO, the Psychology and Behavioral Sciences Collection, MEDLINE, Wiley Online Library, and Web of Science) were searched for studies reporting the association between technostress and work-life fit.

RESULTS

Out of the 476 articles that were screened, 7 met the established criteria and were subsequently included in this multilevel meta-analytic review. A majority of these studies highlighted the existence and intensity of the association between technostress and work-life fit, as evidenced by multiple Pearson's r. Our findings supported a medium association (Cohen's d = -0.41). Noteworthy differences were found when considering the interdependence of effect sizes within and between studies.

CONCLUSION

The results of this multilevel meta-analytic review underscore the significance of understanding this association to inform optimal choices in terms of welfare policies and organizational decisions that promote employee well-being. This knowledge may serve as a scientific foundation for viewing new technologies not merely as hurdles but also as potential resources.

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.

Team diversity and team performance: Paths to synergetic and disruptive effects

Team diversity holds promises and challenges for team performance. The promise of diversity lies in synergy generated from exchange and integration of diverse perspectives; the challenge lies in social categorization processes that give rise to biases favoring similar others over dissimilar others that disrupt team collaboration. I discuss theory capturing these paths to synergetic and disruptive effects and their contingencies as well as the evidence in research in team diversity and performance. I conclude that the evidence is consistent with the theory, but increasingly suffers from proliferation of moderators and mediators without integrative efforts to consolidate accumulating insights. I also identify theoretical parallels between the study of diversity and demographic dissimilarity as opportunity to develop integrative theory.

A social identity approach to crisis leadership

This paper discusses the importance of a social identity approach to crisis leadership in the context of global crises such as the Covid-19 pandemic and emphasizes the interconnected relationships between leaders and followers. I highlight the role of leaders in fostering unity and shaping citizens' responses especially during crises. I discuss the nature of crises and the significant role of political leaders in guiding societal responses and suggest that crisis leadership extends beyond individual competencies and behaviours and involves a shift from individual to collective responses. With this, I introduce the social identity approach to leadership that views leadership as a social influence process and emphasizes the importance of creating a sense of 'we-ness' among followers. Following from that, crisis leadership involves leaders constructing defining features of collective identity and efficacy to address crises appropriately. However, the value of this approach depends on the careful definition of shared identity boundaries, consideration of diverse experiences within society, the evolving nature of crisis leadership over time and potential consequences of crisis leadership. The sustainability of identity leadership, the dynamics of intergroup and subgroup processes, and the complexities of various crises are identified as areas requiring further research.

Interactions between the context of a health-care organisation and failure: the situational impact of failure on organisational learning

PURPOSE

This study aims to explore how health-care organisations learn from failures, challenging the common view in management science that learning is a continuous cycle. It focuses on understanding how the context of a health-care organisation and the characteristics of failure interact.

DESIGN/METHODOLOGY/APPROACH

Systematically collected empirical studies that examine how health-care organisations react to failures, both in terms of learning and non-learning, were reviewed and analysed. The key characteristics of failures and contextual factors are categorised at the individual, team, organisational and global level.

FINDINGS

Several factors across four distinct levels are identified as being susceptible to the situational impact of failure. In addition, these factors can be used in the design and development of innovations. Taking these factors into account is expected to stimulate learning responses when an innovation does not succeed. This enhances the understanding of how health-care organisations learn from failure, showing that learning behaviour is not solely dependent on whether a health-care organisation possesses the traits of a learning organisation or not.

ORIGINALITY/VALUE

This review offers a new perspective on organisational learning, emphasising the situational impact of failure and how learning occurs across different levels. It distinguishes between good and bad failures and their effects on a health-care organisation's ability to learn. Future research could use these findings to study how failures influence organisational performance over time, using longitudinal data to track changes in learning capacity.

Predicting undergraduate OSCE performance using traditional and construct-driven situational judgment tests at admission

Situational Judgement Tests (SJTs) are popular to screen for social skills during undergraduate medical admission as they have been shown to predict relevant study outcomes. Two different types of SJTs can be distinguished: Traditional SJTs, which measure general effective behavior, and construct-driven SJTs which are designed to measure specific constructs. To date, there has been no comparison of the predictive validity of these two types of SJTs in medical admission. With the present research, we examine whether the HAM-SJT, a traditional SJT, and the CD-SJT, a construct-driven SJT with an agentic and a communal scale, administered during undergraduate medical admission can predict OSCE (i.e., objective structured clinical examination) performance in a low-stakes (nLS = 159) and a high-stakes (nHS = 160) sample of medical students. Results showed a moderate positive relation between the communal scale of the CD-SJT and performance in OSCE stations with trained patients in the high-stakes sample (r =.20, p =.009). This SJT had also an incremental value in predicting the OSCE performance above and beyond GPA (i.e., grade point average), a science test (i.e., HAM-Nat), and gender (ß = 0.18, 95% CI [0.03; 0.33], p =.020). That is, individuals who chose more communal behavioral responses in the SJT were rated more favorably in interactions with trained patients in the OSCE. A comparable correlation coefficient was observed for the HAM-SJT when controlling for range restriction due to admission (rraw = 0.14 vs. rcontrolled = 0.20). Our research provides a first indication for the predictive validity of construct-driven SJTs in high-stakes undergraduate medical admission.

User interface design in mobile learning applications: Developing and evaluating a questionnaire for measuring learners' extraneous cognitive load

Mobile learning is increasingly popular due to its flexibility in timing and location. However, challenges such as small screen sizes and poor user interface design can elevate learners' cognitive load, especially extraneous cognitive load, which hinders learning. Extraneous cognitive load, stemming from user interface design complexity, must be minimized to enhance learning focus. Currently, there is no dedicated instrument for measuring extraneous cognitive load specific to mobile learning user interface design. This study aims to develop and evaluate a subjective instrument for measuring extraneous cognitive load caused by user interface design in mobile learning applications. Two sets of experiments were conducted: pretesting to establish the instrument's foundation with a small participant group, followed by pilot experiments to validate the instruments and refine experimental procedures. The NASA-TLX score was used to analyze the relationship between overall cognitive load and extraneous load across various user interface criteria. Understanding these relationships can guide user interface improvements to reduce extraneous cognitive load. Challenges encountered during pretesting and pilot experiments included participant fatigue, scale reliability issues, and incomplete data collection. To enhance reliability, adjustments were made: tasks were reduced, the scale was expanded from a 4-point to a 10-point format, and facilitators thoroughly verified data before participants concluded sessions. Creating a tool to measure how user interface design impacts users' extraneous load is important because it is the UI design, not the mobile app's content that affects extraneous load. However, general methods for measuring cognitive load may not accurately identify problems with user interface design. Therefore, an extraneous load-based method is needed. This will also eventually improve usability.

Exploring the relationship between patient safety culture and the full-range leadership theory in primary care settings: a conceptual analysis

PURPOSE

This study aims to investigate the conceptual relationship between full-range leadership theory (FRLT) and patient safety culture in primary care settings, aiming to understand how leadership styles influence the development and sustainability of a culture prioritizing patient safety.

DESIGN/METHODOLOGY/APPROACH

Using a conceptual analysis approach, the study builds a theoretical framework that integrates FRLT - which includes transformational, transactional and laissez-faire leadership styles - with the elements of patient safety culture. This framework serves as the basis for a comprehensive literature review, allowing for the formulation of hypotheses regarding the impact of each leadership style on patient safety culture.

FINDINGS

The analysis demonstrates that transformational leadership bolsters patient safety culture by fostering open communication, encouraging error reporting and facilitating continuous improvement. Transactional leadership yields mixed effects, effectively supporting compliance and operational outcomes but showing limitations in promoting a proactive safety culture. Conversely, laissez-faire leadership is associated with negative outcomes for patient safety culture, mainly due to its passive and detached approach.

ORIGINALITY/VALUE

The originality of this study is rooted in its focused examination of FRLT's impact on patient safety culture within primary care settings, the development of a unique conceptual framework and its contribution of actionable insights for health-care leadership. These elements collectively advance the understanding of how leadership can enhance patient safety culture, providing a solid foundation for future research and practical application in primary care environments.

Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions

Despite decades of research on trust in the workplace, researchers continue to struggle with fundamental questions regarding the conceptualization and measurement of organizational trust. To help clarify this construct, we revisit established trust definitions (Mayer et al. Academy of Management Review, 20(3), 709-734, Mayer et al., Academy of Management Review 20:709-734, 1995; Rousseau et al. Academy of Management Review, 23(3), 393-404, Rousseau et al., Academy of Management Review 23:393-404, 1998) and distinguish trust attitudes (i.e., positive expectations of others) from trust intentions (i.e., the willingness to be vulnerable). Using a three-study experimental design, we examined the causal effect of two distinct trust attitudes (i.e., cognition-based and affect-based) on two trust intentions (i.e., reliance and disclosure). We found that when cognition-based trust was high, participants were more willing to rely on a colleague (i.e., had higher reliance intentions). When affect-based trust was high, participants were more willing to share sensitive information with that colleague (i.e., higher disclosure intentions) and more willing to rely on a colleague (i.e., higher reliance intentions). We also examined the effect of mixed trust attitudes (i.e., feelings of low (vs. high) cognition-based trust paired with high (vs. low) affect-based trust). We found that, for reliance intentions, for the most part, high affect-based trust could be substituted with high cognition-based trust. Conversely, for disclosure intentions, high cognition-based trust could not substitute for high affect-based trust. The observed patterns indicate that affect-based and cognition-based attitudes are related yet distinct, with differential patterns of prediction with reliance and disclosure intentions. Our findings also underscore the importance of affect-based trust. By nurturing strong interpersonal bonds among employees, organizations can improve communication and collaboration, critical elements for organizational effectiveness.

The relationship between work-family conflict and job burnout among primary and secondary school teachers: the role of depression and cognitive reappraisal

Background

Primary and secondary school teachers are a high-risk group for job burnout, and how to alleviate their job burnout has become an increasingly urgent issue. Previous studies have paid less attention to the differential effects of the bidirectional interaction between work and family on the job burnout of the teachers. This study aim to explore the different impact of work-family conflict and family-work conflict on job burnout among primary and secondary school teachers, as well as its underlying mechanisms.

Methods

This study selected 2,184 primary and secondary school teachers in China (Mage = 37.26; SD = 9.40) as participants using a random sampling method. Using the SPSS Process 4.0 macro plugin constructed a moderated mediation model, the study explored the relationships between two different forms of work-family conflict, depression, cognitive reappraisal, and job burnout.

Results

The study results indicated that both forms of work-family conflict were significantly positively related to the job burnout, and this relationship was influenced by the mediating role of depression. Furthermore, cognitive reappraisal moderated the relationship between depression and job burnout.

Conclusion

This study revealed the potential pathways influencing job burnout among primary and secondary school teachers in the Chinese cultural context. Focusing on and alleviating work-family conflicts for primary and secondary school teachers is crucial for mitigating their occupational burnout. Additionally, teachers should also carefully and reasonably use cognitive reappraisal as an emotional regulation strategy to adjust the impact of depression on occupational burnout.

(Fire)fighting the pandemic: PTSD and depression symptom profiles and longitudinal correlates

Background: Firefighters face regular exposure to potentially traumatic events, which is associated with the development of post-traumatic stress disorder (PTSD) and depression. Despite the high comorbidity, there remains limited understanding of the co-occurrence of PTSD and depression in terms of symptom patterns. Due to the unique stressors added by the COVID-19 pandemic, it is relevant to also understand this comorbidity in light of the impact of the COVID-19 pandemic.Objective: This study aimed to identify PTSD and depression symptom profiles in firefighters, and correlates thereof, using latent profile analysis (LPA).Method: 139 Dutch Firefighters (93% male) completed self-report surveys prior to the COVID-19 pandemic (T1) and after the outbreak COVID-19 pandemic (T2) on PTSD, depression, COVID-19 related stressors and other relevant correlates.Results: LPA demonstrated the best fit for a three-profile solution for PTSD and depression at T2 encompassing a low symptom profile (35%), a moderate symptom profile (46%), and an elevated symptom profile (19%). Profiles displayed mostly below clinical range scores for both PTSD and depression at T2. PTSD severity at T1, depression severity at T1, loneliness at T2, COVID-19-related stressors at T2 were significantly and positively related to PTSD and depression symptom profiles at T2.Conclusion: Our results shed light on the resilience of firefighters. Even in light of COVID-19 pandemic, firefighters seemed to maintain generally low levels of psychopathology. Despite firefighters' overall resilience, our findings highlight loneliness and the negative impact of the COVID-19 pandemic as potential risk factors for increased severity of PTSD and depression symptoms.

When home stress translates to work: The impact of interpersonal conflict at home on employee silence

Compared to research about the effects of work-related interpersonal experiences on employee behaviours at home, research on whether and how home-related interpersonal experiences can affect employee behaviours at work has received less attention. This study aimed to contribute to this literature by examining whether interpersonal conflict at home can predict employee silence through exhaustion at work. The moderating effect of affective commitment on the relationship between interpersonal conflict at home and exhaustion was also explored. Using a two-wave design with data from 246 full-time employees, the current study found that interpersonal conflict at home positively predicted employee silence through exhaustion at work. Further, affective commitment exacerbated the relationship between interpersonal conflict at home and exhaustion at work. Our findings extend the understanding of mediating and moderating mechanisms for the effect of negative experiences at home on work behaviours.

A resource-oriented perspective on the aging workforce - exploring job resource profiles and their associations with various health indicators

BACKGROUND

Promoting older workers' health in the context of increasing labor force participation and skill shortages is crucial. Examining job resource profiles offers a promising approach to understanding how to promote and maintain the health of older workers within the workplace. However, it is unclear how different job resources interact within distinct worker subgroups. Thus, this study explores the association between the job resource profiles of distinct subgroups and various health indicators among older workers in Europe.

METHODS

Data from 4,079 older workers (age range: 50-60 years, 57% female) from waves 6 and 8 of the Survey of Health, Ageing and Retirement in Europe (SHARE) were analyzed. Latent profile analysis was employed to identify distinct job resource profiles using social support, recognition, job promotion, autonomy, and development opportunities. Associations between these profiles and various health indicators were examined, alongside the sociodemographic and socioeconomic characteristics associated with each profile.

RESULTS

Four distinct job resource profiles emerged: (I) average job resource workers (n = 2170, 53%), (II) high social job resource workers (n = 983, 24%), (III) low job resource workers (n = 538, 13%), and (IV) autonomous decision-making workers (n = 388, 10%). Workers in the (II) high social job resource profile had the highest socioeconomic status and reported the best self-perceived health, lowest depressive symptoms, and fewest limitations and chronic diseases. Conversely, workers in the (III) low job resource profile had the second-lowest socioeconomic status and reported the poorest health outcomes. Surprisingly, older workers with high autonomy (profile IV) had the lowest socioeconomic status and the second worst self-perceived health. This may be because they perceive themselves as autonomous while lacking support and recognition.

CONCLUSION

There is wide variation in the level and composition of resources available to older workers in the workplace. The most vulnerable subgroups, such as low job resource workers (profile III) and autonomous decision-making workers (profile IV), could benefit from tailored workplace health promotion interventions, such as support from supervisors or peers. Strengthening older workers' job resources, including social support and recognition, can improve their health and contribute to them remaining in the workforce.

Exploring the links between type and content of virtual background use during videoconferencing and videoconference fatigue

The popularity of remote working in recent years has led to a rise in the use of videoconferencing tools. However, these communication tools have also given rise to a phenomenon known as videoconference fatigue (VF). Using the limited capacity model of motivated mediated message processing and impression management theory as the theoretical framework, this study explores how different types and content of virtual backgrounds in videoconferencing influence people's VF and well-being. A survey of 610 users of videoconferencing tools revealed significant variations in the content and type of virtual backgrounds used during videoconferences. Our findings highlight three main points: first, there is a significant relationship between the use of virtual backgrounds and VF; second, pairwise comparisons showed that the type of virtual background significantly influences the amount of VF experienced by users; third, the content of virtual backgrounds also significantly impacts the level of VF experienced by users. These results suggest that careful selection of virtual backgrounds can mitigate VF and improve user well-being. Theoretical and practical implications are discussed.

Investigating the influence of selected leadership styles on patient safety and quality of care: a systematic review and meta-analysis

BACKGROUND

There is a popular belief that transformational leadership (TL) and servant leadership (SL) styles are influential in establishing a patient safety (PS) culture and improving the quality of care (QC). However, there are very few review articles investigating this phenomenon.

PURPOSE

This study performs a systematic review and meta-analysis to ascertain the influences of TL and SL on PS and QC.

METHODS

Published research work indexed in the two popular databases, that is, Scopus and PubMed, was selected based on the inclusion criteria. The systematic review was performed as per Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Data such as country of publication, year, data type, research design, target population, sample size and conclusion were selected from the studies.

RESULTS

There are pieces of evidence suggesting a medium to strong effect of TL on PS. At the same time, the effect of TL on QC is not direct but indirect and is mediated through variables such as fostering positive organisational culture and enhancing organisational outcomes such as job satisfaction, leader effectiveness and willingness of nurses to spend some extra effort. A total of 27 studies were selected for final evaluation and 11 reported a relationship between TL and PS. The 'Fisher r-to-z transformed correlation coefficients' ranged from 0.3769 to 0.8673. Similarly, a total of four studies reported the relationship between TL and QC, 'Fisher r-to-z transformed correlation coefficients' ranged from 0.0802 to 0.5101, with most estimates being positive (80%).

CONCLUSION

TL has a strong and positive effect on PS but a positive and weak effect on the QC. There is not much evidence to establish SL's influence on PS and QC.

The associations among type D personality and nomophobia, metacognitions about smartphone use, smartphone addiction in Chinese university freshmen: a two-wave study

OBJECTIVE

This study aimed to examine longitudinal associations of Type D personality and smartphone addiction, while also exploring the mediating roles of nomophobia and metacognitions about smartphone use.

METHODS

Type D Personality Scale-14 (T1), Nomophobia Questionnaire (T2), Metacognitions about Smartphone Use Questionnaire (T2) and Smartphone Addiction Scale Short Version (T2) were applied at two time points. 653 university freshmen (Mage= 18.56, SD = 0.65) from a university in China were surveyed.

RESULTS

(1) Type D personality was significantly and positively correlated with nomophobia, negative metacognition, and smartphone addiction. In contrast, the correlation between Type D personality and positive metacognition did not reach the significant level. (2) Compared with individuals with non-Type D personality, those with Type D personality scored significantly higher on nomophobia, negative metacognition, and smartphone addiction. However, the difference was not significant for positive metacognition. (3) Nomophobia and metacognitions about smartphone use fully mediated the relationship between Type D personality and smartphone addiction. While the mediating effects of nomophobia and negative metacognition were significant, the mediating effect of positive metacognition was not significant.

CONCLUSIONS

Type D personality can not only affect smartphone addiction directly but also indirectly through nomophobia and negative metacognition. Therefore, to prevent and intervene in smartphone addiction, we can start from both affect (nomophobia) and metacognition (negative metacognitions about smartphone use).

The role of previous experience in the analysis of the psychological contract and its outcomes during the socialization process: a signalling theory perspective

Psychological contract theory has largely neglected the role of previous experience. In this study, we examine how previous work experience influences outcomes of communication with organizational insiders during organizational socialization among healthcare staff. We develop a model based on signalling theory, within which information acquisition during socialization is associated with psychological contract fulfilment, which is in turn is related to better health, happiness, and social relationships. Moderated mediation analysis based on data collected at entry and three months later confirms indirect effects between three types of information acquisition and three employee outcomes via the mediating role of psychological contract fulfilment. Importantly, these indirect effects are present only for inexperienced newcomers. Our findings build on signalling theory and add to knowledge about how the psychological contract forms during early socialization. They also suggest that organizations should pay particular attention to inducting inexperienced newcomers.

Effects of job demands, job resources, personal resources on night-shift alertness of ICU shift nurses: a cross‑sectional survey study based on the job demands-resources model

BACKGROUND

A positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses' physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU.

OBJECTIVES

Based on the Job demands-resources (JD-R) model, this study examined the effects of job demands and job resources in the work environment, as well as personal resources, on the night-shift alertness of ICU shift nurses.

METHODS

This cross-sectional correlational exploratory study, conducted from July to September 2022, recruited 291 ICU shift nurses from a hospital in Beijing, China. The Copenhagen Psychosocial Questionnaire (COPSOQ), the Self-resilience scale, the General Self-Efficacy Scale (GSES), and the Psychomotor Vigilance Task (PVT) were used to subjectively and objectively measure the job demands, job resources, personal resources, and night-shift alertness. SPSS 26.0 and Mplus 8.3 were used to analyze the data and construct the structural equation model.

RESULTS

The night-shift reaction time was 251.0 ms (Median), indicating a relatively high level of alertness. Job demands were negatively correlated with both job resources (r=-0.570, P < 0.001) and personal resources (r=-0.462, P < 0.001), while a positive correlation existed between job resources and personal resources (r = 0.554, P < 0.001). The results show that increased job demands can lead to higher levels of nurse strain (β = 0.955, P < 0.001), whereas job resources were found that it can decrease strain (β=-0.477, P = 0.047). Adequate job resources can enhance motivation directly (β = 0.874, P < 0.001), subsequently reducing reaction time (β=-0.148, P = 0.044) and improving night-shift alertness among ICU shift nurses.

CONCLUSION

Enhancing ICU shift nurses' work motivation through bolstering job resources can boost night-shift alertness. However, it is noteworthy that, in this study, neither strain nor individual resources significantly influenced nurses' night-shift alertness. This may be attributed to the complexity of the ICU environment and individual differences. Future research should explore the relationship between these factors and nurses' work alertness.

Trajectories and predictors of gerontological service career adaptability among health science undergraduates: A longitudinal study

BACKGROUND

In response to the aging population, it is essential to examine gerontological service career adaptability among health science undergraduates.

OBJECTIVES

This study aimed to clarify the trajectories and predictors of health science undergraduates' gerontological service career adaptability.

DESIGN

This study adopted a longitudinal design.

SETTINGS

This study was conducted at four universities in China.

PARTICIPANTS AND METHODS

Health science undergraduates were recruited via convenience sampling. Data were collected in the third (Stage 1), sixth (Stage 2), and ninth (Stage 3) months of the participants' graduation year. A total of 471 undergraduates completed a three-stage self-report questionnaire that assessed gerontological service career adaptability, career motivation, proactive personality, and practice environment at Stage 1 and gerontological service career adaptability at Stages 2 and 3. The response rate was 76.84 %. Data analyses entailed multiple linear regression, a latent growth mixture model, and multiple logistic regression.

RESULTS

Three subgroups representing different gerontological service career adaptability trajectories were identified: rapidly growing (6.16 %), stably growing (87.47 %), and decreasing (6.37 %). Changes were observed primarily from the third to sixth months of the participants' graduation year. Health science undergraduates with high career motivation and a strongly proactive personality were likely to be in the decreasing group, whereas those with a supportive practice environment were predisposed to belong to the decreasing and stably growing groups.

CONCLUSIONS

The health science undergraduates' gerontological service career adaptability trajectories are heterogeneous, with the critical period spanning the third to sixth months of their graduation year. Gerontological service career adaptability grows stably among most undergraduates who have a supportive practice environment. Additionally, gerontological service career adaptability changes easily among undergraduates with high career motivation and a strongly proactive personality. Educators should implement tailored interventions to enhance gerontological service career adaptability based on health science undergraduates' traits.

Emotional exhaustion weakens the relationship between social media use and knowledge sharing behavior

PURPOSE

Knowledge sharing behavior is crucial for ensuring organizational success, fueling innovation, solving problems, and informing decision-making. While social media platforms offer powerful tools for employees to share knowledge, the intricate relationship between social media use and knowledge sharing behavior remains unclear. Few studies have examined the influencing mechanisms of emotional exhaustion on the above relationships, especially through self-determination perspective.

DESIGN/METHODOLOGY/APPROACH

As knowledge is inherently private to the individual, grounded in self-determination theory, this study employed a moderated mediation analysis to explore the internal mechanisms of social media use on employee knowledge sharing behavior. The survey of 356 full-time employees was collected from a large environmental protection group in China. Hypotheses are tested using hierarchical regression analysis and bootstrap tests.

FINDINGS

The results show that social media use positively affects employee knowledge sharing behavior; knowledge sharing intention partially positively mediates the influence of social media use on knowledge sharing behavior; emotional exhaustion negatively moderates the relationship between social media use and knowledge sharing intention.

CONTRIBUTION OF RESEARCH

The study identifies how two styles of social media use - work-related purpose and social-related purpose - affect knowledge sharing behavior. It significantly advances the understanding of social media use on knowledge sharing behavior from self-determination perspective.

PRACTICAL IMPLICATIONS

This study has several important practical implications for organizations seeking to facilitate employee knowledge sharing behavior through social media use. Organizations should improve employees' knowledge sharing intention and avoid emotional exhaustion.

Self-Leadership, Performance, and Life-Satisfaction: The Mediation Role of Flow at Work in a Three-Wave Study

Based on the self-determination model of flow and the Job Demands-Resources theory, the present study aims to analyze whether flow at work mediates the relation between self-leadership and job performance, and the relation between self-leadership and life satisfaction over time. The design of the study is longitudinal and is conducted in three waves. Data were analyzed using structural equation models on an initial sample of 316 employees. The results supported the proposed model. We identified an association between self-leadership at T1 and flow at T2 and between flow at T2 and performance and life satisfaction at T3. The results also indicated that flow at work fully mediates the relationships between self-leadership, job performance, and life satisfaction over time (T1 to T2 to T3). Overall, the present research emphasizes the importance of promoting general well-being in the workplace and guides how organizations can effectively implement interventions to support employees in achieving optimal performance and life satisfaction.

The effects of psychological safety and employee voice behavior on flight attendants' mindful safety practices adoption

Introduction

Flight attendants, as the front-line staff in the cabin, play a crucial role in improving air travel safety. This research explores how psychological safety affects flight attendants' adoption of mindful safety practices through voice participation. This mechanism also identifies ethical leadership and traditionality as two moderators.

Methods

A self-reported questionnaire was used to collect data from 621 flight attendants in Chinese private commercial airline companies. PLS-SEM (partial least square structured equation modeling) is used to examine the hypotheses proposed in the present study.

Results

After data analysis, the results reveal that the underlying mechanism covering both mediating and moderating effects through which flight attendants' voluntary and extra-role safety behavior could be improved.

Discussion

The findings extend the existing literature regarding the antecedents of flight attendants' mindful safety practices adoption and obstacles to employee voice participation. Managerial implications are also provided in the commercial aviation industry and discussed along with future research directions.

Three-way interaction effect of hindrance research stressors, inclusive mentoring style, and academic resilience on research creativity among doctoral students from China

With the increasingly intense academic competition, the stressors faced by doctoral students are gradually escalating. Based on the Job Demands-Resources Model, this study proposed a moderated moderation to explore how hindrance research stressors affect doctoral students' research creativity. Explicitly, the present study investigates whether the relationship between hindrance research stressors and research creativity is contingent on inclusive mentoring style and academic resilience. By analyzing the survey data from 538 valid questionnaire responses of doctoral students in China, this study has revealed that hindrance research stressors negatively relate to doctoral students' research creativity, and inclusive mentoring style from academic supervisors can mitigate the negative impact of hindrance research stressors on the research creativity of doctoral students. Furthermore, academic resilience strengthens the moderating effect of inclusive mentoring style. Specifically, it buffers the negative impact of hindrance research stressors on research creativity among doctoral students who receive high inclusive mentoring, but not among those with low levels of inclusive mentoring. These findings emphasize that effective strategies to enhance the research creativity of doctoral students who encounter hindrance stressors may require the joint consideration of contextual and personal resources.

The impact of psychological resilience and gender on the relationship between trauma-coping perception and levels of secondary traumatic stress in mental health workers

This study examined the mediating role of psychological resilience and gender on mental health workers' perceptions of coping with trauma and secondary traumatic stress. Following the February 6 earthquake, the study group consisted of 212 mental health workers who came from various provinces of Turkey to support the earthquake region. We collected data using the "Perception of Coping with Trauma Scale," "Secondary Traumatic Stress Scale," "Brief Psychological Resilience Scale," and "Personal Information Form." We conducted analyses using PROCESS Macro Model 4 and Model 8. The results show that the perception of coping with trauma indirectly affects secondary traumatic stress through psychological resilience. The relationship between men's perception of coping with trauma and their psychological resilience appears to be greater than that of women. The direct effect of perceptions of coping with trauma on secondary traumatic stress also varies by gender. As men's perceptions of coping with trauma and psychological resilience decrease, the level of secondary traumatic stress increases. We found no significant relationship between these three variables in women. We found that psychological resilience and gender mediate the relationship between perceptions of coping with trauma and secondary traumatic stress. While this relationship was significant for men, it was not significant for women.

Daily within-fluctuations in need frustration and implications for employee recovery and well-being: A mixed-methods study

INTRODUCTION

Daily variations in frustration of basic psychological needs (autonomy, competence, and relatedness) have received limited attention. This mixed-methods study examines such daily variations and their relations to recovery from work and employee well-being.

METHOD

The study uses multilevel modeling of repeated measures through daily surveys from a period of 8 working days across 2 consecutive weeks, combined with in-depth interviews. A sample of 54 Norwegian health-care workers completed a total of 242 daily surveys, and follow-up interviews were conducted with 10 participants.

RESULTS

Quantitative results showed that need frustration at work fluctuates from day to day, with competence frustration notably impairing recovery (i.e., lower psychological detachment and relaxation) and increasing ill-being (i.e., higher exhaustion and negative work affect). Autonomy frustration was related to increased exhaustion and sleep complaints, while relatedness frustration showed no significant relation to recovery, ill-being, or sleep. Qualitative findings corroborated and expanded on these results, offering deepened insights into how competence and, sometimes, relatedness need frustration hampered the recovery process and sleep.

CONCLUSION

The results of the current study add to the scarce body of literature on daily fluctuations in need frustration at work and its adverse consequences.

The impact of diversity management on innovative work behavior: the mediating role of employee engagement in an emerging economy

This study explored how diversity management fuels innovative employee behavior in the United Arab Emirates' (UAE) emerging economy. Surveying 120 individuals from various service organizations, the research found a strong connection between diversity initiatives, and employee engagement, ultimately leading to more innovative practices. Diversity management directly impacts employee engagement, which in turn significantly influence innovative work behaviors. Interestingly, employee engagement fully mediates the relationship between diversity and innovation. These findings highlight the crucial role of diversity management in fostering a culture of innovation. Organizations can leverage this by investing in training by equipping employees with skills to effectively engage across diverse teams as well as promoting inclusivity through cultivating a work environment that values and respects differences, fostering open communication and collaboration. By implementing these recommendations, organizations can harness the power of diverse perspectives to drive innovation and gain a competitive edge.

Daily use of self-leadership strategies and employee work engagement while working from home and the office

Employees' work engagement may vary by work location (office vs. home office), assuming that working at home requires greater self-regulation. Hence, self-leadership may play an important role when employees work at home. The present study investigates whether employees use self-leadership strategies (self-goal setting, self-reward, self-punishment, self-cueing, and visualization of successful performance) more often on home days than on office days. We also examine how these strategies are related to daily work engagement, and whether they are more effective for promoting work engagement depending on the work location. One hundred and one employees completed daily questionnaires on office and home days, resulting in 514 observations. Multilevel analyses revealed that employees reported higher use of self-goal setting, self-reward, and visualization on home days than on office days. Furthermore, we found that applying these strategies was positively related to day-specific work engagement. Nevertheless, self-cueing had no effect and self-punishment was detrimental to work engagement. Moreover, we found no support for the idea that the effectiveness of self-leadership strategies for promoting work engagement depends on the work location. These findings contribute to our understanding of self-leadership strategies promoting work engagement on home and office days.

The relationship between psychological capital and self-directed learning ability among undergraduate nursing students-a cross-sectional study

Background

Psychological capital has become a prominent focus in positive psychology, highlighting the positive influence of higher psychological capital on individuals. Self-directed learning ability is a fundamental skill for students, vital for enhancing academic performance and professional development, and is integral to the continuous learning process of nursing students. Recognizing the relationship between psychological capital and self-directed learning ability is crucial for the progress and development of undergraduate nursing students.

Objective

This study aims to investigate the correlation between psychological capital and self-directed learning ability in undergraduate nursing students, as well as to explore the factors that influence these variables.

Methods

A cross-sectional survey was conducted with 667 full-time undergraduate nursing students from a nursing school in Taizhou, China. Psychological capital and self-directed learning ability were assessed using the Psychological Capital Questionnaire and Self-Directed Learning Scale, respectively. Correlation and stepwise multiple regression analyses were then carried out to evaluate the relationship between psychological capital and self-directed learning ability among the participants.

Results

The study revealed that the psychological capital score averaged at 103.24 ± 15.51, while the self-directed learning scale score averaged at 230.67 ± 27.66. Variations in psychological capital scores were noted based on factors including grade level, being an only child, growth environment, monthly living expenses, parental education level, voluntary selection of nursing major, and club experience. Similarly, differences in self-directed learning scores were associated with factors such as grade level, gender, parental education level, and voluntary selection of nursing major. Moreover, a positive correlation was identified between the overall psychological capital scores and the total self-directed learning ability scores among nursing students. Notably, the multiple regression analysis highlighted that optimism and resilience played significant roles as predictors of self-directed learning ability.

Conclusion

Psychological capital is positively correlated with the self-directed learning ability of nursing students, with optimism and resilience identified as crucial predictors. Nursing educators can utilize strategies rooted in positive psychology and perseverance to improve the self-directed learning ability of nursing students.

From an identity process theory perspective: a daily investigation of why and when ostracism triggers ingratiation

Although existing studies suggest the relationship between ostracism and ingratiation, the knowledge about why and when ostracism promotes ingratiatory behaviors remains limited. Drawing from identity process theory, the current study examines the influence of ostracism on ingratiatory behaviors through the mediating role of self-identity threat on a daily timescale and the cross-level moderation of core self-evaluation. Through a diary study of 117 Chinese college students across 14 consecutive days, we found that daily ostracism had a positive indirect effect on daily ingratiatory behaviors through daily self-identity threat. Core self-evaluation of students weakened the indirect effect, such that only students with low core self-evaluation engaged in daily ingratiatory behaviors to cope with self-identity threat from ostracism. More importantly, supplemental analyses suggested that averaged daily ingratiatory behaviors were negatively related to perceived ostracism one week later. We discussed several theoretical and practical implications of these findings and proposed future research directions.

The coping strategies of individuals in multiple jeopardy settings: the case of unemployed older women

This research investigates the harmful consequences of discrimination on self-esteem and examines the coping options of individuals belonging to several stigmatized groups (i.e., unemployed older women) within the multiple jeopardy perspective. Our sample comprised 420 individuals selected by age, gender and professional status. We tested whether the positive and negative links between discrimination and psychological distress induced by discrimination, would vary according to the number of disadvantaged categories individuals belong to. An analysis of the mediating role of some coping options was also conducted. Overall, the results support most of our hypotheses and suggest that the assumed impact of perceived discrimination on psychological outcome increase with the cumulation of discriminations. We also found that, among the various coping options used by individuals in our sample, commitment, but not age-group identification, mediated the links between the cumulated discrimination and self-esteem. The discussion addresses issues related to workplace discrimination in light of the multiple jeopardy perspective.

Effects of Technostress on Psychological Contract Violation and Organizational Change Resistance

This study investigates the effects of technostress perceived by employees on psychological contract violations and resistance to organizational change, as information and communication technology is applied to various tourism industry work sites. This study's sample consisted of employees working in the Korean tourism industry in June 2023, who were surveyed using snowball sampling. Four hypotheses were proposed. First, technostress is associated with psychological contract violations. Second, psychological contract violations are associated with organizational change resistance. Third, technostress is associated with organizational change resistance. Fourth, psychological contract violations may play a mediating role in the relationship between technostress and organizational change resistance. All hypotheses in this study were adopted. Therefore, organizations and management in the tourism industry should identify and improve the factors that cause employee technostress arising from expanding information and communication technology to provide psychological stability.

Security providing leadership and work stress in Spanish Air Force

Leadership plays a key role in the well-being of military personnel, either contributing to health improvement or, conversely, becoming a source of stress. In the present study we propose that security providing leadership can reduce work stress in the military context. Furthermore, we suggest that security-providing leaders exert their positive influence on work stress by creating a psychological safety climate and preventing organizational dehumanization. A sample of 204 members (72.5% men) of the Spanish Air Force volunteered to participate in this empirical study and completed an online questionnaire and both the direct and indirect structural equation models were analyzed. Results show a negative relationship between security providing leadership and work stress. Additionally, organizational dehumanization and psychological safety climate act as mediators in this relationship. These results support this novel approach to leadership in the military context. They also offer new ways to create better organizational environments. By treating their subordinates in a personalized manner and supporting them, security-providing leaders can improve employees' perceptions of psychological safety climate and combat feelings of organizational dehumanization, which, in turn, can reduce work stress.

A longitudinal person-centered investigation of the multidimensional nature of employees' perceptions of challenge and hindrance demands at work

BACKGROUND AND OBJECTIVES

This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands.

DESIGN AND METHODS

We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite.

RESULTS

Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely.

CONCLUSIONS

These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning.

Effect of a Safety Leadership Training Including Coaching on Safety Performance and Climate in Wood-processing Companies

Background

The wood-processing industry has historically exhibited high rates of occupational hazards resulting in illness and injury. One of the major causes of high injury rates is small firm size, as resource constraints generally preclude hiring safety officers. This study examined the effect of a safety leadership training program that included coaching for managers on workers' safety behaviors and safety climate in three wood-processing companies.

Methods

One or two managers at each site participated in this study. The manager training consisted of safety leadership education, safety observation, positive or corrective feedback on workers' behaviors, goal setting, and low-cost rewards for meeting goals. The dependent variable was the percentage of safe employee behaviors recorded on a critical behavior checklist developed for this study. Safety climate was measured before and after the intervention. An AB multiple baseline design across settings was adopted. After the baseline (A), the training program (B) was introduced to each site at different points in time.

Results

After the introduction of safety leadership training, the mean rate of safety compliance increased by 15.3%, from 80.38% to 95.68%, and safety climate scores increased significantly from an average of 3.2 to 3.47.

Conclusion

These results suggest that safety leadership coaching can be effective in improving safety management in small sawmilling sites. Implications, limitations, and possible future research directions are discussed.

The Effectiveness of Group Interpersonal Therapy on Burnout Among Long-Term Care Workers

OBJECTIVE

Burnout syndrome can have a negative impact on people who work in occupations that require close interaction with others, contributing to a decline in their psychological well-being. This study aimed to examine the effectiveness of Group Interpersonal Therapy (IPT-G) in reducing burnout among care workers for older adults in a Turkish long-term care facility.

METHODS

The study employed a pretest-post-test randomised experimental design. Fifty care workers scoring 27 or above on emotional exhaustion and 10 or above on depersonalisation subscales of the Maslach Burnout Inventory (MBI) were randomly assigned to the intervention or control group for 8 weeks. The study utilised the World Health Organization (WHO) Group Interpersonal Therapy for Depression manual as a guide. The post-test was conducted immediately after the last session of the intervention.

RESULTS

In comparing pre- and post-test scores of the intervention group, a statistically significant difference was found in overall burnout scores (pretest M = 74.10, post-test M = 63.08, p < 0.001; d = 1.12). Additionally, emotional exhaustion scores (pretest M = 30.99, post-test M = 24.89, p < 0.001; d = 1.11) and depersonalisation scores (pretest M = 12.76, post-test M = 8.53, p < 0.001; d = 1.69) exhibited significant differences. However, no significant difference was observed in personal accomplishment scores (p > 0.05). The control group had no significant differences concerning the overall burnout scores and all three subscales (p > 0.05).

CONCLUSION

The IPT-G used in this study effectively decreased burnout among care workers in a long-term care facility in Türkiye. In addition, the participants reported high satisfaction with the IPT-G program.

IMPLICATIONS FOR PRACTICE

Our results support the usefulness of the IPT-G program for care workers in long-term care facilities considering adding it to their occupational health management. This research aimed to determine whether IPT-G successfully decreased care worker burnout. Future research focusing on various types of healthcare workers in long-term care facilities and examining factors such as burnout, job satisfaction and self-efficacy could provide more information on the effects of IPT-G.

A systematic review of leadership styles in healthcare sector: Insights and future directions

In light of the ongoing global health crisis, the significance of leadership within the healthcare sector has intensified. Given this consideration, the significance of appropriate leadership styles cannot be overstated. The objective of this paper is to critically review published studies on leadership elements in the healthcare sector. Using Bibliometrix R package and VOS viewer, we conducted bibliometric and network analyses on publications retrieved from the Web of Science (WOS) database, with content analysis integrated throughout the paper to deepen understanding. Ultimately, 243 articles were identified as relevant. The findings revealed transformational leadership emerges as the most extensively discussed leadership style. 91% of the articles' theme focus on quantitative research methods. This study synthesizes the influencing factors of the three most frequently discussed leadership styles-transformational, authentic, and ethical leadership-emphasizing the importance of job satisfaction and organizational citizenship behavior. And provides direction for future research through thematic analysis.

Pilot study of an online brief mindfulness-based intervention to improve the well-being of managers and reduce their stress at work

Objectives. The COVID-19 pandemic, remote work and new technologies have heightened workplace pressures. Effective response and essential organizational changes require business leaders to be more adaptable, with managers' presence playing a pivotal role in successful implementation. The study assesses a brief mindfulness-based emotional regulation for managers (MBERM) intervention, to reduce workplace stress and enhance managerial well-being. Methods. An 8-week non-randomized controlled trial was conducted with a waiting list control group and an intervention group. Pre-post differences were measured by Student's t test or Wilcoxon test, and effect size calculated using the Hedge's g formula. The sample included 23 managers (17 men and six women) with average age 50 years. The study assessed anxiety and depressive symptoms, psychological flexibility, perceived self-efficacy, general work-related well-being, perceived stress and mindfulness. Results. Statistically significant changes were observed in the intervention group in depression, anxiety, work-related acceptance and action, general self-efficacy, exhaustion, alienation, stress and non-reactivity. The control group showed no statistically significant changes in any of the variables. Conclusion. The MBERM intervention could improve the emotional and work-related well-being of managers and reduce stress levels and burnout. Further study of this intervention is needed to promote adherence and ensure a long-term improvement.

Creating a resilient pedagogy: Character strengths intervention for aspiring educators

Teachers play a crucial role in guiding learners through life's challenges. They face educational and socio-economic shifts while striving to teach for a better future. Our study focuses on equipping future teachers, called pre-service teachers, with resilience-building resources during their teacher training program. A potential antecedent to resilience, which facilitates cognitive strategies and attentional processes, is cognitive flexibility. We first tested whether cognitive flexibility predicts resilience. Next, relying on the tenets of positive psychology, which studies resilience, we developed and tested the effectiveness of character strengths intervention in enhancing pre-service teachers' resilience and cognitive flexibility. An individual's belief in their ability to change personal resources could influence how an intervention manifests. Hence, we studied how mindset impacts the intervention's effect on cognitive flexibility and, thus, resilience. We adopted a multi-method approach, guided by Polk's theory of resilience, to test out objectives. Using a cross-sectional design, study one (n = 273) found that cognitive flexibility significantly predicted resilience. Study two (N = 193; nexp = 133, ncont = 60) was a multi-site field experiment. We found that intervention significantly enhanced resilience (experimental group M = 29.62, control group M = 28.33) and cognitive flexibility (experimental group M = 54.42, control group M = 52.01). Further, a growth mindset, was found to moderate the indirect effect of character strengths intervention on resilience via cognitive flexibility. The study contributes to theoretical and practical advancements in resilience. Taken together, the findings highlight the cognitive-affective-behavioural makeup of resilience and, importantly, the role of cognitive flexibility. The intervention can be seamlessly integrated into teacher training curricula for a resilient future.

Competencies and employment after a university program in young people with intellectual disabilities

This study analyzes the relationship between the employability competencies acquired after completing an employment training program at university and the subsequent access to employment of young people with intellectual disabilities. To do this, the employability competencies of 145 students were analyzed at the end of the program (T1) and information was gathered on their career path at the time of the study (T2) (n = 72). Sixty-two per cent of the participants have had at least one job since graduation. Job competencies increase the probability of accessing and retaining employment in students who graduated at least 2 years before (X2 = 17.598; p < .001; r2 = .583). These results compel us to complement employment training programs with new opportunities and greater job accessibility.

Validity and reliability of a questionnaire to investigate people prone to accidents in different industries

Objectives. In recent years, workplace accidents have imposed a considerable cost on industries. Accident proneness is one of the most influential factors known to cause unsafe behaviors and occupational accidents. Therefore, the present study investigated the validity and reliability of the accident proneness questionnaire in industries. Methods. The questionnaire was developed to measure accident proneness in industries - the developed instrument was distributed in East Azarbaijan industries (1100 questionaries). Content validity, confirmatory factor analysis and exploratory factor analysis were used to examine the construct validity, and Cronbach's α and the test-retest method were used to examine the reliability and reproducibility of the instrument. Results. In the face validity section, the impact score of all items was determined to be >1.5. In the content validity section, the content validity index (CVI) and the content validity ratio (CVR) were higher than the standard value of 0.42. The Cronbach's α coefficient for all dimensions was 0.914. Conclusion. The findings of the study show that the accident proneness questionnaire in industries has acceptable validity and reliability, and can be used as a comprehensive, practical, robust and reliable instrument to investigate the accident proneness of different industries.

The Interplay Between Helping Behavior and Absenteeism in Teams: A Longitudinal Examination of Their Reciprocal Relationship in a Public Organization

This study employed a longitudinal model to investigate the reciprocal relationships between interpersonal citizenship behavior (OCB-I) and absenteeism at the team level. The research utilized four waves of data from a sample comprising over 5,000 employees in 168 teams within a large Canadian public organization. Drawing upon the focus theory of normative conduct and the collective identity perspective, our findings indicated that a positive change in OCB-I, which encompasses helping behaviors, led to a subsequent decrease in team absenteeism. In addition, emphasizing the identity perspective and allocation of time perspective, our study demonstrated that increased absenteeism within a given period was associated with a subsequent reduction in team OCB-I.