Gender-based in-group social influence can lead women to view a hostile sexist attitude as less prejudiced and more true

Social influence processes by which women come to judge a hostile sexist attitude as relatively true and unprejudiced were examined. Based upon status characteristics theory, women's judgments were expected to be more strongly influenced by a man's than a woman's interpretation of the sexist attitude as true or prejudiced. Based upon self-categorization theory, women's judgments were expected to be more strongly influenced by a woman's than a man's interpretation. Support was primarily observed for the self-categorization theory prediction. This effect, however, was initially suppressed by participants' acceptance of the legitimacy of gender status differences. A post-hoc mediational analysis revealed two pathways by which in-group social influence affected women's acceptance the relative veracity of negative claims about their own group: a direct path from shared in-group membership with the influencing agent, and an indirect path through their acceptance of the legitimacy of gender status differences. The research highlights how women's endorsement of sexist views can have the capacity to minimize other women's challenges of these views as prejudice.

Can artificial intelligence make elective hand clinic letters easier for patients to understand?

We investigated whether ChatGPT was able to increase the Flesch reading ease and the Flesch-Kincaid reading level of elective clinic letters written by hand surgeons. ChatGPT could not reliably simplify the hand clinic letters any further.

An inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors: the moderating effect of information and communication technology use

BACKGROUND

Village clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship.

METHODS

This was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS.

RESULTS

The results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0).

CONCLUSIONS

The work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors.

Assessing the dark personality traits with observer reports: A meta-analysis of inter-rater agreement on the Dark Triad and Dark Tetrad traits

Assessing dark personality traits with self-reports may be hampered by biases such as socially desirable responding. To address this, observer reports could be an effective complement or alternative to self-reports. This meta-analysis aimed to investigate the correlations of observer reports of the Dark Triad and Dark Tetrad traits with these traits' self-reports. A comprehensive search in PubMed, Web of Science, Scopus and PsycINFO yielded 24 studies that met the inclusion criteria (with 32 effect sizes) and included the assessment of at least one of the dark traits. Results showed positive self-observer correlations of medium-high magnitude for psychopathy (r = 0.47) and of medium magnitude for narcissism and Machiavellianism (respectively, r = 0.44 and 0.41). In addition, for Machiavellianism and psychopathy, it was shown that the better acquainted the observer and the observed, the higher the self-observer correlations. For sadism, no results could be obtained because only one study included the assessment of this trait. This is the first meta-analysis of inter-rater agreement in assessing the Dark Tetrad. The findings suggest that observer reports could be a supplement or even be alternatives to self-reports when assessing the Dark Tetrad traits.

Classroom anxiety, learning motivation, and English achievement of Chinese college students: The mediating role of self-efficacy

BACKGROUND/PURPOSE

In the context of deepening globalization, English, as the primary language for international communication, has become an indispensable component of personal academic, professional, and social capabilities. For college students, English proficiency is not only a key factor for academic success but also a crucial source of competitiveness in the future job market. By identifying key psychological factors such as classroom anxiety, learning motivation, and self-efficacy, this study aims to elucidate how these factors influence college students' English achievement, thereby filling the research gap in the current literature and proposing targeted educational strategies to improve students' English learning outcomes.

METHODS

This study adopts Social Cognitive Theory (SCT) and Self-Determination Theory (SDT) as its theoretical framework, constructing a model to explore the relationships among classroom anxiety, learning motivation, self-efficacy, and English achievement. Data were collected from 1000 randomly selected college students using the classroom anxiety scale, English learning motivation Scale, self-efficacy scale, and self-perceived English proficiency scale to analyze the impact of these psychological factors on English achievement.

RESULTS

The results indicate that classroom anxiety significantly negatively affects English achievement (β = -0.296; p < 0.001) and self-efficacy (β = -0.242; p < 0.001), while learning motivation (β = 0.145; p < 0.001) and self-efficacy (β = 0.328; p < 0.001) both significantly positively affect English Achievement. Further analysis reveals that self-efficacy plays a partial mediating role between classroom anxiety and English achievement, as well as between learning motivation and English achievement.

CONCLUSION

Classroom anxiety and learning motivation are important predictors of English achievement, with self-efficacy playing a critical mediating role. This finding highlights the importance of assessing and intervening in these psychological factors to improve English learning outcomes in the Chinese educational context. The results of this study not only provide new insights into the existing literature but also offer practical recommendations for educators and policymakers to better support students in their English learning.

Fairness matters for change: A multilevel study on organizational change fairness, proactive motivation, and change-oriented OCB

The success of organizational change often hinges on the perception of fairness within a change unit. This group-level organizational change fairness is crucial for enhancing proactive motivation states and fostering positive change-oriented organizational citizenship behavior (OCB). Rooted in the proactive motivation model, this study establishes a comprehensive multilevel framework to investigate the influence of group-level organizational change fairness on employees' change-oriented OCB. It explores the mediating role of three proactive motivational states and the moderating impact of perceived change impact. Analyzing data collected from 597 employees within 107 teams across 43 Chinese companies, our findings indicate that group-level perceived organizational change fairness significantly predicts employees' change-oriented OCB through organizational change self-efficacy, involvement, and positive emotional experiences. Furthermore, the study reveals that group-level perceived change impact moderates the relationship between group-level fairness perception and both change self-efficacy and positive emotional experiences, with stronger associations observed under conditions of low perceived change impact. These insights notably advance our understanding of the cross-level determinants influencing change-oriented OCB through perceived fairness and proactive motivation. Managers should focus on developing fairness perceptions to stimulate OCB by fostering employees' proactive motivation states, particularly during low-impact organizational changes. Our findings provide valuable implications for organizational change management practices.

The Predictive Role of Personality Disorders and Personality Traits in Death Anxiety

The current study investigates the interplay between personality traits, personality disorders, and death anxiety in a sample of 2331 participants (49% males; 51% females) across two phases. The Death Anxiety Scale, the Psychosocial Personality Inventory, and the Personality Diagnostic Questionnaire were utilized. The findings revealed significant predictive relationships between personality disorders and death anxiety. Positive correlations were observed between death anxiety and nine personality disorders, including avoidant (r = .227), borderline (r = .123), dependent (r = .157), depressive (r = .098), histrionic (r = .074), narcissistic (r = .111), negativistic (r = .103), obsessive-compulsive (r = .126), and schizotypal (r = .078) personality disorders (p < .001). Death anxiety had significant inverse correlations with leadership (r = -.101) and spirituality (r = -.099) traits (p < .005). Avoidant personality disorder projected the highest prediction for death anxiety (β = .227; p = .000). Leadership as a personality trait demonstrated an outstanding ability to prevent death anxiety (β = -.101; p = .013). These findings make a unique contribution to the literature of death anxiety, personality disorders, and personality traits.

Validation of the Internet entrepreneurial self-efficacy scale among Romanian technical students

This study's aim is to evaluate the Romanian version of the Internet Entrepreneurial Self-Efficacy Scale (IESES), a new assessment scale for online entrepreneurial self-efficacy, and estimate its psychometric properties in a sample of engineering students (N = 644; 317 females). The scale was translated and adapted into Romanian through a forward-backward method. The factorial structure was investigated using Confirmatory Factor Analysis (CFA) and multigroup-CFA for gender invariance. The scale was associated with instruments that measure entrepreneurial intention both traditionally and in the online environment (Individual Entrepreneurial Internet Scale and Entrepreneurial Intention Questionnaire) and components from the Theory of Planned Behavior (attitudes, subjective norms and perceived behavioral control). McDonald's omega and Cronbach's alpha coefficients were used to assess reliability. Traditional statistics are complemented by network analysis. Results show that adequate matching items for the 3-factor model and complete gender invariance is maintained. The three factors are associated with the internet and traditional entrepreneurial intention, and the components from the theory of planned behavior (attitudes, subjective norms, and perceived behavioral control). Internal consistency is excellent because α and ω values range between 0.834 and 0.919. In addition, discriminant validity was demonstrated. The network analysis suggests the relevance of technology utilization in the self-efficacy of online businesses in the case of engineering students. Overall, findings enable us to conclude that the Romanian version of the IESES is a valid, accurate instrument that can be implemented to evaluate self-efficacy related to the successful execution of an online business.

Individual and organizational interventions to reduce burnout in resident physicians: a systematic review and meta-analysis

BACKGROUND

Burnout among resident physicians during training has been prevalent, prompting training centers to introduce interventions at the individual or organizational level. However, empirical evidence is crucial before implementing such programs in practice.

METHODS

A systematic review and meta-analysis was carried out to evaluate the effectiveness of individual and organizational interventions in reducing burnout among resident physicians. Searching was done across five databases-PubMed, Scopus, ScienceDirect, Embase, and Cochrane Library from 1 December 2023 to 26 August 2024. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement was used for our reporting of study selection process. Eligibility criteria were randomized or non-randomized designs, with prospective intervention, with a comparator group focused on individual or organizational interventions reducing burnout, in any language and publication date. The Maslach Burnout Inventory scores for emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA) were the three outcome measures. Two investigators independently extracted the data. The risk of bias was evaluated using Cochrane risk-of-bias tool for randomized trials (RoB2) and non-randomized studies of interventions (ROBINS-I). Cohen's d and heterogeneity was estimated using a random-effects DerSimonian-Laird model and visualized by forest plots. Sensitivity analyses were carried out by leave-one-out meta-analysis.

RESULTS

We identified 33 eligible studies (n = 2536), comprising 25 (75.8%) individual intervention studies and 8 (24.2%) organizational intervention studies. Cohen's d for individual intervention versus control were as follows: EE -0.25 (95% CI -0.40 to -0.11, p < 0.01, I2 = 49.3%), and DP -0.17 (95% CI -0.32 to -0.03, p = 0.02, I2 = 50.0%). The organizational intervention showed no significant association with any domain. Sensitivity analyses were robust in all outcomes, with differences in intervention description and design identified as potential contributors to heterogeneity.

CONCLUSIONS

Various interventions, including individual coaching, meditation, and organization interventions, have been implemented to improve resident burnout. The effectiveness of intervention demonstrated none to small practical significance in improving burnout. Data inconsistency and high risk of bias across studies limited the validity of the pooled results. Further studies should focus on a combined approach.

REGISTRATION

The study was registered on PROSPERO, under PROSPERO registration number CRD42022349698.

The association between burnout, perceived organizational support, and perceived professional benefits among nurses in China

Objective

This study sought to investigate the relationship between burnout, perceived organizational support (POS) and perceived professional benefits (PPB)as well as to explore factors associated with burnout among nurses in Chinese public hospitals.

Methods

The purposive sampling method was used to collect data from May 2023 through August 2023. A total of 1058 nurses from 5 public hospitals in Beijing, China, completed the questionnaires. The study used a cross-sectional survey design with data obtained using the Maslach Burnout Inventory (MBI-GS), Perceived Organizational Support Scale, and Perceived Professional Benefits Scale. Pearson correlation was used to examine the association between burnout and perceived organizational support with perceived professional benefits, while multivariate regression was used to investigate the specific factors related to both perceived organizational support and perceived professional benefits influencing burnout.

Results

Effective response rate was 1058(93.34 %). The total mean score of burnout was (3.024 ± 0.711), range = (1.59-4.50). Pearson correlation showed that the total mean score of burnout was negatively correlated with the total mean score of POS (r = -0.223, p < 0.01. Additionally, the total mean score of burnout showed a negative correlation with the total mean score of PPB. Multiple linear regression analysis showed that affective perceived organizational support (p < 0.01) and superior support (p < 0.01), sub-dimensions of perceived organizational support, were the main factors influencing burnout. There were no demographic disparities in burnout, except that nurses with ≤8 shift hours per week at night had significantly higher burnout scores (3.19 ± 0.72).

Conclusions

The study's participants experienced moderately high level of burnout. the findings highlight perceived organizational support and perceived professional benefit can be critical in alleviating burnout, medical institutions and nursing managers should undertake timely and effective interventions to boost organizational support and improve the degree of benefit from their profession. It is also recommended that adequate organizational support be prioritized, with a primary focus on improving affective organizational support and strengthening supervisor support.

Teachers' professional journey: Charting achievement recognition, career adaptability, and task performance

The rapid technological advancement in higher education necessitates understanding the factors influencing university teachers' professional growth and task performance. This study investigates the relationships among Achievement Recognition, Career Adaptability, and Organizational Seniority, focusing on their impact on the task performance of Chinese university teachers. A longitudinal, time-lagged survey design was employed, collecting data from 1444 Chinese university teachers over three waves, each one month apart. The survey included Achievement Recognition, Career Adaptability, and Task Performance measures, with Organizational Seniority as a moderating variable. Achievement Recognition significantly predicted Career Adaptability. The interaction between career adaptability and organizational seniority was significant, indicating that the positive effect of career adaptability on task performance varied with levels of organizational seniority. Conditional Effects were substantial. Career Adaptability positively affected Work Performance for individuals with less than five years of seniority but had a weaker effect for those with 11-15 years and an adverse effect for those with >21 years of seniority. The indirect impact of Achievement Recognition on Work Performance through Career Adaptability was significant for newly employed workers but non-significant for experienced workers. The study underscores the importance of Achievement Recognition in enhancing Career Adaptability and, subsequently, Work Performance. The moderating role of Organizational Seniority suggests that interventions to boost Career Adaptability and Work Performance should be tailored to different career stages. Academic institutions should implement recognition programs, adaptability training, and mentorship schemes that consider faculty members' career stages to foster a high-performing, adaptable workforce.

Navigating the double-edged sword: How and when laissez-faire leadership affects Employees' challenging behavior

The majority of extant studies have found the detrimental role of laissez-faire leadership, but some researchers have revealed its potential benefits. The current research aims to investigate the double-edged nature of laissez-faire leadership. Drawing upon conservation of resources theory, we identify both the dark and bright sides of laissez-faire leadership because the nature of laissez-faire leaders not providing support resources can be perceived by employees as offering limited guidance from the resource loss perspective and offering freedom resources from the resource gain perspective. We propose and test the effects of laissez-faire leadership on employees' constructive challenging behavior through the mediators of work-related flow and work disengagement, and we posit that this mediating relationship is conditional on the moderator of coworker-support climate. Three independent studies (i.e., two vignette experiments in Study 1 with 52 participants and Study 2 with 77 participants, and a time-lagged field study in Study 3 with 277 employees) were conducted to consistently indicate the double-edged nature of laissez-faire leadership. Specifically, on the one hand, laissez-faire leadership is positively associated with subordinates' increased work disengagement, which in turn reduces their constructive challenging behavior (Study 1 and Study 3). On the other hand, laissez-faire leadership is positively associated with subordinates' work-related flow, which in turn enhances their constructive challenging behavior (Study 2 and Study 3). In addition, the coworker-support climate was found to positively moderate the relationship between laissez-faire leadership and subordinates' constructive challenging behavior via work-related flow.

Enhancing patient understanding in obstetrics: The role of generative AI in simplifying informed consent for labor induction with oxytocin

Informed consent is a cornerstone of ethical medical practice, particularly in obstetrics where procedures like labor induction carry significant risks and require clear patient understanding. Despite legal mandates for patient materials to be accessible, many consent forms remain too complex, resulting in patient confusion and dissatisfaction. This study explores the use of Generative Artificial Intelligence (GAI) to simplify informed consent for labor induction with oxytocin, ensuring content is both medically accurate and comprehensible at an 8th-grade readability level. GAI-generated consent forms streamline the process, automatically tailoring content to meet readability standards while retaining essential details such as the procedure's nature, risks, benefits, and alternatives. Through iterative prompts and expert refinement, the AI produces clear, patient-friendly language that bridges the gap between medical jargon and patient comprehension. Flesch Reading Ease scores show improved readability, meeting recommended levels for health literacy. GAI has the potential to revolutionize healthcare communication by enhancing patient understanding, promoting shared decision-making, and improving satisfaction with the consent process. However, human oversight remains critical to ensure that AI-generated content adheres to legal and ethical standards. This case study demonstrates that GAI can be an effective tool in creating accessible, standardized, yet personalized consent documents, contributing to better-informed patients and potentially reducing malpractice claims.

Social Comparison, Social Indispensability, or Both? On the Psychological Mechanisms Underlying Effort Gains in Swimming Relays

Members of swimming relays often show effort gains in relays (i.e., more effort and faster swimming times in the relay vs. the individual competition). The weakest relay members typically exhibit the most pronounced effort gains. However, the underlying psychological processes are unclear. Prior research suggests social comparisons with stronger fellow relay members, perceived social indispensability, or a combination of both processes as plausible mediators. In Study 1, using linear mixed model and regression analyses on N = 239 observations from 222 elite U.S. college swimmers, we found empirical support only for the social indispensability hypothesis. Study 2, a survey among N = 46 German national team swimmers, substantiated the results, because the athletes most often mentioned processes related to social indispensability as motivating them. Our findings offer theoretical conclusions for expectancy × value models on team member effort expenditure and practical implications for coaching and selecting the weakest members for swimming relays.

Perceived social support and prosocial behavior in medical students: Mediating effect of empathy and moderating role of moral identity

BACKGROUND

Prosocial behavior is essential for effective patient communication and building a positive doctor-patient relationship in medical students. Research on the factors influencing prosocial behavior in medical students is limited. This research aims to examine how perceived social support influences prosocial behavior among medical students, focusing on the mediating role of empathy and the moderating role of moral identity.

METHODS

This cross-sectional study included 2425 medical students from central and southern Jiangsu province. Participants were assessed using the Prosocial Behavior Scale, Interpersonal Response Index Scale, Moral Identity Scale, and Perceived Social Support Scale, with data collected through via an online questionnaire. SPSS PROCESS macro model 4.1 was used to examine the mediating effect and the moderating effect.

RESULTS

Perceived social support showed a significant positive correlation with prosocial behavior among medical students. The indirect effects of perceived social support on prosocial behavior through perspective taking (βindirect = 0.11, 95% Boot CI [0.09, 0.13]) and empathic concern (βindirect = 0.08, 95% Boot CI [0.06, 0.10]) confirmed the mediating roles of these variables, accounting for 32.05% and 23.82% of the total effect, respectively. However, personal distress did not mediate this relationship (βindirect = -0.004, 95% Boot CI [-0.01, 0.005]). Moral identity significantly moderated the effect of perceived social support on perspective taking (β = 0.05, p < 0.01) and the relationship between perspective taking and prosocial behavior (β = 0.12, p < 0.001). Additionally, moral identity also moderated the relationships between perceived social support and empathic concern (β = -0.05, p < 0.01) and between empathic concern and prosocial behavior (β = 0.08, p < 0.001). While the interaction between perceived social support and moral identity predicted personal distress (β = 0.04, p < 0.05), moral identity did not moderate the relationship between personal distress and prosocial behavior (β = 0.03, p = 0.12).

CONCLUSION

This study underscores the link between perceived social support and prosocial behavior, highlighting the significant roles of perspective taking, empathic concern, and moral identity in this relationship. These findings underscore the potential of cultivating these psychological mechanisms to foster caring and prosocial behaviors among medical students, providing important references for future educational interventions and policy formulation.

Dealing with job search reactions: How strength of music preference predicts job seekers' stress and knowledge-skill development

This research investigates the relationship between music preference strength and job search reactions, specifically stress and knowledge-skill development, with career adaptability as a mediating factor. Results obtained using a two-wave data collection procedure (wave one: N = 337; wave two: N = 188; the final sample size after matching: N = 182) reveal that music preference strength is positively correlated with career adaptability, which significantly mediates the relationship between music preference strength and both lower job search stress and greater knowledge-skill development. These findings suggest that fostering strong music preferences is associated with enhanced career adaptability, which predicts reduced stress and improved skill development during job searches. However, limitations to this research, such as the two-wave design and the exclusion of other theoretical explanations, call for caution in generalizing these results and interpreting causal relationships.

Psychometric properties of the Persian version of the workplace fun scale among nurses: a cross-sectional study

Previous research has highlighted the importance of workplace fun in enhancing employee satisfaction and performance, particularly in high-stress professions like nursing. However, a notable gap exists in understanding how workplace fun is perceived and measured among nurses in Persian-speaking countries. This study addresses this gap by translating the Workplace Fun Scale and assessing its psychometric properties among nurses. The findings will provide insights into the scale's applicability in these contexts and pave the way for healthcare organizations to significantly explore ways to enhance nurses' enjoyment of work in Persian-speaking countries. This survey, which involved 321 nurses from medical education centers in Ardabil, was conducted with a meticulous and rigorous methodology. Standard questionnaires collected the data, including a demographic form and the translated Workplace Fun Scale. The study examined the three aspects of workplace fun: fun activities, coworker socializing, and manager support for fun. Confirmatory factor analysis was used to validate the structure, and reliability was assessed through retest coefficients, Cronbach's alpha coefficients, and composite reliability coefficients. The data were analyzed using SPSS version 14 and LISREL version 8.8, ensuring the highest research standards. The validity of both form and content was confirmed through translation and reverse translation. The Workplace Fun Scale showed high internal consistency and reliability, with significant Cronbach's alpha coefficients, composite reliability, and two-week retest coefficients of 0.859, 0.885, and 0.459, respectively (all at the p < 0.01 level). Fit indices, including GFI (0.97), AGFI (0.94), CFI (0.99), NFI (0.98), TLI (0.97), and SRMR (0.04), indicated a good fit of the measurement model, confirming the validity of the scale in assessing workplace fun. The confirmatory factor analysis results indicated that the translated version of the workplace fun scale, adapted from Tews, exhibited a robust factor structure and internal homogeneity within the Iranian sample. Furthermore, the scale demonstrated positive internal validity and reliability in Persian translation. These findings suggest that the scale possesses acceptable psychometric properties, making it a valuable tool for assessing workplace fun among nurses in Persian-speaking countries.

Gender Swap in Virtual Reality for Supporting Inclusion and Implications in the Workplace

OCCUPATIONAL APPLICATIONSWe explored the potential impacts of a virtual gender swap on perceptions toward sexual harassment, which is a harmful behavior that lacks respect and inclusivity. Given that perceptions of harassing behaviors can vary, and that gender may influence one's interpretation of such behaviors, we implemented gender swap in virtual reality (VR) to examine changes in sensitivity to harassment across genders. Participants reported harassing behaviors as more inappropriate when embodying female avatars, regardless of their own gender. Our results suggest that gender swap in VR may raise awareness and narrow the gender gap in harassment perceptions, showing potential of VR-based interventions for immersive workplace training to effectively address biases and promote inclusivity among diversity, equity, and inclusion training. Our study also shows the potential of VR to simulate diverse scenarios and perspectives for tailored training experiences that cater to the specific needs and challenges of different occupational settings.

Children from the poor families seem to grow up earlier: An examination of how family economy stress links to career exploration

Career exploration, a critical antecedent to college students' career choices and employment, offers essential guidance for their career development. However, existing research has not explored how changes in family economic stress impact career exploration. Drawing on social cognitive career theory, this study aims to deepen our understanding of the complex interplay between family economic stress and career exploration among vocational school students. We tested our hypotheses using three-time lagged data collected from 600 vocational school students studying in mainland China. As expected, family economic stress positively predicts career exploration via love of money. Additionally, both students' effective part-time behavior and teacher support were found to positively moderate the indirect relationship between family economic stress and career exploration through love of money. We attempt to highlight the broader implications of understanding the nuanced ways in which economic background shapes career exploration. Theoretical and practical implications are discussed.

What algorithmic evaluation fails to deliver: respectful treatment and individualized consideration

As firms increasingly depend on artificial intelligence to evaluate people across various contexts (e.g., job interviews, performance reviews), research has explored the specific impact of algorithmic evaluations in the workplace. In particular, the extant body of work focuses on the possibility that employees may perceive biases from algorithmic evaluations. We show that although perceptions of biases are indeed a notable outcome of AI-driven assessments (vs. those performed by humans), a crucial risk inherent in algorithmic evaluations is that individuals perceive them as lacking respect and dignity. Specifically, we find that the effect of algorithmic (vs. human) evaluations on perceptions of disrespectful treatment (a) remains significant while controlling for perceived biases (but not vice versa), (b) is significant even when the effect on perceived biases is not, and (c) is larger in size than the effect on perceived biases. The effect of algorithmic evaluations on disrespectful treatment is explained by perceptions that individuals' detailed characteristics are not properly considered during the evaluation process conducted by AI.

Pain prevalence rates and the mediating role of negative affect in adults referred to personality disorder treatment: A cross-sectional study

Personality disorders (PDs) are prevalent among individuals with chronic pain, but less is known about the prevalence of pain in the PD population. This study therefore sought to explore the prevalence of current or everyday pain among individuals referred to outpatient PD treatment, and further explore the mediating role of negative affect in the relationship between PD severity and current pain. Data was retrieved from the Norwegian Network for PDs' quality register which included 4361 participants. Pain was operationalized using the EQ-5D-3L "pain or discomfort" item and four SCL-90-R pain-related items ("pain bothersomeness"). Rates of self-reported pain were explored both pre and post treatment to determine the persistency of the pain-related symptoms. The role of negative affect in the relationship between PD severity and pain was investigated by linear regression analysis. A substantial burden of pain-related symptoms was demonstrated, as 71% and 80% reported moderate to extreme pain or discomfort and pain bothersomeness, respectively. Muscle soreness was the most common pain (59%) followed by headache (48%), low back pain (46%), and heart or chest pain (34%). Moderate to extreme pain or discomfort was persistent for 77% of the participants who provided end of treatment data (mean treatment duration was 82 weeks). Negative affect mediated the relationship between PD severity and pain. To our knowledge, this is the first large-scale study on everyday pain in patients with PDs. The findings reveal that moderate to extreme pain is prevalent among persons with PDs and that this co-occurrence is driven by negative affect. PERSPECTIVE: Pain is a prevalent and potentially underrecognized symptom in personality disorders and persists until treatment termination for a large group of patients. This co-occurrence may be driven by a susceptibility to negative affect that is enhanced by personality disorder features.

Relationship between customer knowledge management and the value co-creation of fitness application customers: Mediating role of flow experience

PURPOSE

This study examined the impacts of customer knowledge management and flow experience on customer value co-creation and the mediating role of flow experience in the context of fitness apps.

DESIGN/METHODOLOGY/APPROACH

Using the questionnaire star platform to edit the questionnaire and collect data(n = 450). A structural equation modeling test was conducted to examine the relationships between the variables.

FINDINGS

The findings reveal that in a fitness app service scenario, customer knowledge management has a significant positive impact on customer flow experience, customer flow experience has a significant positive impact on customer value co-creation, and customer flow experience plays a partial mediating role in the path from customer knowledge management to customer value co-creation.

PRACTICAL IMPLICATIONS

The results could help fitness-app-related enterprises or service organizations understand the factors influencing and processes of customer participation in value co-creation and thus could help such enterprises and organizations formulate effective marketing strategies to realize customer value co-creation and ultimately to achieve their development goals.

ORIGINALITY/VALUE

Using value co-creation theory and customer-dominant logic, this study analyzed the effects of customer knowledge management, flow experience, and customer value co-creation in the context of fitness apps and examined the mediating role of flow experience. The findings fill a gap in the theoretical research regarding customer value co-creation in the context of fitness apps and expand the scope of research on customer knowledge management and flow experience.

Employment-related time poverty, time stress and food away from home behaviour: Panel evidence from Australia

This study examines the link between employment-related time poverty and food away from home (FAFH) behaviour. We use a large representative sample of Australians drawn from five waves of panel data from the Household, Income and Labour Dynamics in Australia (HILDA) survey. Endogeneity biases stemming from reverse causality and omitted variable issues are resolved using fixed effect-instrumental variable approach while other quasi-experimental methods are applied to check for consistency in findings. Overall, we find that employment-related time poverty is associated with an increase in the likelihood of engaging in FAFH behaviour. In specific terms, it is associated with an increase in the likelihood of consuming breakfast, dinner, and supper away from home. Employment-related time poverty is associated with an increase in FAFH tendencies more among females and those located in rural/remote communities. Regarding mealtimes, employment-related time poverty is associated with an increase in the drive towards FAFH behaviour more for lunch, followed by breakfast and dinner respectively. Psychological feeling of time stress is discovered as an important pathway via which time poverty is associated with an increase in FAFH tendencies.

Professional quality of life profiles and its associations with turnover intention and life satisfaction among nurses: a prospective longitudinal study

BACKGROUND

Nursing shortage is a global issue. Turnover intention and life satisfaction are significant predictors of turnover. The specific nature of nursing and stressful work schedules lead to impaired professional quality of life (ProQOL), and existing studies have confirmed the effect of a dimension of ProQOL (such as secondary trauma stress, burnout and compassion satisfaction) on turnover intention and life satisfaction. Yet the heterogeneity of ProQOL across individuals is not known. A lack of research on the relationship between potential ProQOL subgroups and turnover intention and life satisfaction, and the mechanisms underlying this relationship remain understudied. The study aimed to determine different ProQOL profiles, and their cross-sectional and longitudinal effects on turnover intention and life satisfaction, while exploring the mediating roles of job satisfaction and work engagement within the relationship.

METHODS

Data were collected at a tertiary hospital in a northeastern province of China. An online questionnaire was administered twice over the course of six months. 1832 and 900 participates provided cross-sectional and longitudinal data respectively. We used latent profile analysis (LPA) and K-means clustering to identify ProQOL profiles, and used the PROCESS macro program to conduct mediation analysis.

RESULTS

The LPA results supported a 4-profile solution, including balanced protection, good quality, traumatic satisfaction and burnout problem. ProQOL profiles directly predicted nurses' current and subsequent turnover intention and life satisfaction. In addition, job satisfaction and work engagement mediated the effects of ProQOL profiles on turnover intention and life satisfaction in cross-sectional sample, and mediated the effects of ProQOL profiles on turnover intention in longitudinal sample.

CONCLUSION

The findings suggest that nurses' ProQOL has distinct categorical characteristics and is strongly associated with turnover intention and life satisfaction. Hospital administrators should implement individualized, join management and interventions according to each profile. Furthermore, more attentions should focus on improving nurses' job satisfaction and work engagement levels to promote good work and life outcomes.

Parent-child communication and educational anxiety: a longitudinal analysis based on the common fate model

BACKGROUND

In the face of family stress and emerging family problems, the transactional model of stress and coping provides new perspectives for solving stress problems in the family. This study integrates it with the common fate model to reveal new paths for coping with educational anxiety problems from the level of parent-child dichotomous interaction in the family environment, aiming to provide some theoretical and practical support for alleviating parents' education anxiety.

METHODS

This study used a combination of interviews and questionnaires to stratify students and their parents from a public junior high school in Jinan City to participate in the study. Data were collected in two time periods (T1, T2; one year apart), and the demographic characteristics of parents and children, parent-child communication quality, education anxiety, and parent-child trust relationship of 495 families were finally analysed by SPSS 27.0.

RESULTS

The results found that (1) based on the Common Fate Model, quality of parent-child communication negatively predicted parents' education anxiety; (2) quality of parent-child communication positively predicted parent-child trust relationship; (3) parent-child trust relationship negatively predicted parents'education anxiety; (4) parent-child trust relationship mediated quality of parent-child communication and education anxiety.

CONCLUSIONS

This study sheds light on research related to stress coping and anxiety relief in the family environment, and provides theoretical and practical support for understanding the interaction between parents and children at the family level, and coping with stressful events together. It implies that future researchers should not only focus on one aspect when coping with and dealing with family problems, but should analyse the family as a whole, including the communication status and parent-child relationship between parents and children.

Fluid teams

Fluid teams are teams whose members are drawn from various technical domains or organizational divisions and assembled to undertake a critical, time-limited task. Members of these teams are rapidly assembled, have no prior familiarity or experience working together, must begin work immediately to accomplish the task, and then cease to exist following completion. In this article, we elaborate and clarify the construct of fluid teams, examine the challenges of the fluid team context for military team performance, and propose approaches for supporting fluid team performance.

Centralization or decentralization? Power allocation in team innovation management

Power disparity, as an important form of internal team hierarchy, presents a "double-edged sword effect". To reconcile the inconsistent effects and systematically explore the different mechanisms of power disparity, this study constructs a comprehensive theoretical model based on power functionalism and power conflict theory, with team coordination and team conflict as dual mediators, and power legitimacy as moderator. By collecting valid questionnaires from 76 teams across 27 different types of companies in various regions, statistical analysis and hypothesis testing were conducted on the data. The results conclude that power disparity positively influences team innovation performance through the team coordination path and negatively affects it through the team conflict path. However, under the moderating effect of power legitimacy, the negative effect of the team conflict path is suppressed, and the positive effect of the team coordination path is strengthened, thus ensuring that power disparity has a positive effect on team innovation performance. This study provides a useful reference for designing the power hierarchy within enterprises, and offers profound insights into effective organizational structure and decision-making processes.

Emotional aftermath of the 2020 U.S. presidential election: a study of hindsight bias in younger and older adults

Hindsight bias - also known as the knew-it-all-along effect - is a ubiquitous judgment error affecting decision makers. Hindsight bias has been shown to vary across age groups and as a function of contextual factors, such as the decision maker's emotional state. Despite theoretical reasons why emotions might have a stronger impact on hindsight bias in older than in younger adults, age differences in hindsight bias for emotional events remain relatively underexplored. We examined emotion and hindsight bias in younger and older adults (N = 272) against the backdrop of the 2020 U.S. presidential election. Participants predicted electoral college votes for the two presidential candidates before the election and were asked to remember their predictions approximately three weeks later, after the election results had been finalised. Republicans, for whom the electoral outcome was negatively tinged, exhibited greater hindsight bias for President Biden's result compared with Democrats, for whom the electoral outcome was positive. The asymmetry in hindsight bias between Republicans and Democrats was similar for younger and older participants. This study suggests that negative emotions may exacerbate hindsight bias, and that adult age differences in hindsight bias observed in laboratory settings may not translate to real-world contexts.

What makes proactive behaviors at work effective? Perspectives of health care executives

BACKGROUND

Proactive behaviors at work refer to behaviors that are self-starting, future focused, and change oriented. Proactive behaviors are generally thought of as positive and desired and can benefit both the employee (e.g., job promotion) and organization (e.g., innovation). These behaviors can, however, backfire (e.g., due to unintended consequences), reflecting the "initiative paradox."

PURPOSE

The aim of this study was to investigate, through the perspectives of health care executives, how employees can be more effective when engaging in proactive behaviors.

METHODOLOGY

We used the episodic narrative interview method. Health care executives narrated instances of perceived effective and ineffective proactive behaviors among employees. We then performed an inductive qualitative analysis of these episodes to identify emerging themes and dimensions.

RESULTS

The effectiveness of proactive behaviors among health care employees is shaped by three dimensions: managerial expectation (in)congruence (e.g., knowledge of expectations, engagement with chain of command), organizational priority (in)congruence (e.g., degree of alignment between individual and organizational benefits), and boundaries of action and change (e.g., nonadherence to regulatory or financial conditions). Among the dimensions, managerial expectations may be the most challenging for employees to navigate.

CONCLUSION

Engaging in proactive behaviors is not a straightforward process. Navigating multiple dimensions is necessary for health care employees to be effective.

PRACTICE IMPLICATIONS

Employees should be equipped with knowledge on relevant expectations, priorities, and boundaries when engaging in proactive behaviors at work. Health care leaders and managers should aim to clarify and periodically reassess these dimensions to facilitate effective proactive behaviors and to generate benefits for employees and the organization.

The work affective well-being under the impact of AI

Artificial intelligence (AI) technology is expected to help enterprises reduce costs and improve efficiency, but it may also threaten the employment of employees. It may form a substitution effect on employees' jobs and might make them experience negative work emotions. Employees' work emotions could then affect their innovative abilities, which in turn impacts the innovation ability and competitiveness of enterprises. Therefore, the impact of applying artificial intelligence technology on employees' work well-being has become a pressing issue for businesses today. Through empirical analysis of 349 questionnaire responses, we found that employees' STARA awareness negatively predicts their work affective well-being. Job stress mediates the relationship between STARA awareness and employees' work affective well-being. Psychological resilience moderates the relationship between STARA awareness and job stress, moderates the indirect effect of STARA awareness on employees' work affective well-being through job stress. Theoretical discussions and analyses of the mechanism through which STARA awareness affects employees' work affective well-being were conducted based on the Conservation of Resources theory. In practice, we provide valuable insights for employees and enterprises to address the impact of AI, enhance work affective well-being, and strengthen enterprises' innovation and competitiveness.

Quality factors affecting the continued use of mobile health apps in ethnic minority regions of Southwest China using PLS-SEM and ANN

Mobile technology has significantly accelerated the rapid development of healthcare services. Despite the convenience brought by the proliferation of mobile health (mHealth) apps, the challenge of promoting their continued use among patients has garnered attention from many scholars and administrators. Based on the Expectation Confirmation Model (ECM), this study explores the impact of quality elements on the continuance intention of mHealth apps in Southwest China's ethnic minority regions. Researchers conducted a structured questionnaire survey on 337 users of mHealth apps in these regions to measure their self-reported responses to seven constructs: information quality, system quality, service quality, perceived usefulness, confirmation, satisfaction, and continuance intention. The study uses the structural equation model-artificial neural network (SEM-ANN) approach to interpret the compensatory and non-linear relationships between predictors and continuance intention. The findings reveal that user satisfaction and perceived usefulness significantly predict the continuance intention to use mHealth apps. All other relationships were confirmed except for the non-significant relationships between service quality and confirmation, service quality and perceived usefulness, and system quality and perceived usefulness. Furthermore, based on the normalized importance obtained from the multilayer perceptron, the most critical predictors identified were satisfaction (100%), followed by information quality (70.2%), perceived usefulness (43.2%), system quality (25.1%), and confirmation (17.6%). Finally, this study presents theoretical and practical implications for the continuance intention towards mHealth apps in Southwest China's ethnic minority regions.

Decoding the influence of emotional and attentional states on self-control using facial analysis

Self-control plays a pivotal role in pursuing long-term goals related to health and financial well-being. While ample evidence suggests that humans are prone to occasional self-control lapses, little is known about how changes in emotional and attentional states affect the ability to maintain self-control. In two studies (N1 = 109 and N2 = 90), we used emotion recognition software to decode participants' facial expressions while manipulating their attentional and emotional states during a Psychomotor Vigilance Task (PVT) before exerting self-control in a subsequent task. Our findings reveal dissociable roles of attention and valence in maintaining self-control, depending on the distinct demands of the task. Specifically, performance in a subsequent cognitive task was predominantly associated with changes in attentional states during the PVT rather than valence. Conversely, preferences in a subsequent social task were associated with changes in valence states during the PVT, while attention showed no effect. This dissociation between attention-invoked and emotion-invoked lapses in self-control holds significant implications for psychological and economic models of self-control, ultimately contributing to the development of policies to mitigate the detrimental consequences of individual self-control lapses.

The interplay among burnout, and symptoms of depression, anxiety, and stress in Chinese clinical therapists

Burnout, depression, anxiety, and stress negatively impact the well-being and retention of healthcare professionals. The interplay of these symptoms is understudied. Utilizing network analysis, this study examined the interrelationships among these symptom clusters in clinical therapists in China. An anonymous survey was conducted among clinical therapists from 41 tertiary psychiatric hospitals in China. Burnout was assessed using the Maslach Burnout Inventory-Human Service Survey (MBI-HSS), while symptoms of depression, anxiety, and stress were assessed via the Depression, Anxiety, and Stress Scale-21 (DASS-21). Analyses were performed to identify central symptoms and bridge symptoms of this network. A total of 419 participants were included in this survey. The prevalence rate for burnout, depression, anxiety, and stress was 19.8%, 22.2%, 17.9%, and 8.6%, respectively. Network analysis indicated that stress symptoms had the highest expected influence values, closely followed by emotional exhaustion from MBI-HSS. Notably, emotional exhaustion emerged as the strongest bridge of expected influence. The stability of the expected influence and bridge expected influence was robust, with coefficients at 0.75. The study's findings underscore the importance of recognizing the central symptoms and bridge symptoms, which could lead to more effective early detection and intervention for burnout, depression, anxiety, and stress among clinical therapists.

Debiasing Judgements Using a Distributed Cognition Approach: A Scoping Review of Technological Strategies

OBJECTIVE

To review and synthesise research on technological debiasing strategies across domains, present a novel distributed cognition-based classification system, and discuss theoretical implications for the field.

BACKGROUND

Distributed cognition theory is valuable for understanding and mitigating cognitive biases in high-stakes settings where sensemaking and problem-solving are contingent upon information representations and flows in the decision environment. Shifting the focus of debiasing from individuals to systems, technological debiasing strategies involve designing system components to minimise the negative impacts of cognitive bias on performance. To integrate these strategies into real-world practices effectively, it is imperative to clarify the current state of evidence and types of strategies utilised.

METHODS

We conducted systematic searches across six databases. Following screening and data charting, identified strategies were classified into (i) group composition and structure, (ii) information design and (iii) procedural debiasing, based on distributed cognition principles, and cognitive biases, classified into eight categories.

RESULTS

Eighty articles met the inclusion criteria, addressing 100 debiasing investigations and 91 cognitive biases. A majority (80%) of the identified debiasing strategies were reportedly effective, whereas fourteen were ineffective and six were partially effective. Information design strategies were studied most, followed by procedural debiasing, and group structure and composition. Gaps and directions for future work are discussed.

CONCLUSION

Through the lens of distributed cognition theory, technological debiasing represents a reconceptualisation of cognitive bias mitigation, showing promise for real-world application.

APPLICATION

The study results and debiasing classification presented can inform the design of high-stakes work systems to support cognition and minimise judgement errors.

The impact of digital technology use on adolescents' subjective well-being: The serial mediating role of flow and learning engagement

While existing research has established the influence of digital technology use, flow, and learning engagement on students' subjective well-being, there remains a gap in understanding the interrelationships among these factors and the serial mediating role of flow and learning engagement in the relationship between digital technology use and adolescents' subjective well-being. This study examined the potential indirect roles of flow and learning engagement in the association between digital technology use and adolescents' subjective well-being. A paper-based survey was conducted among 1289 adolescents (M = 16.33, SD = 1.688) in Shandong Province. All participants completed a structured self-report questionnaire, including measures of digital technology use, flow, learning engagement, and subjective well-being. Data analyses were conducted using structural equation modeling via Amos 24.0 and SPSS 24.0. The results are as follows: (1) digital technology use has a significant and positive effect on adolescents' subjective well-being; (2) digital technology use significantly and positively affects adolescents' subjective well-being through flow; (3) digital technology use significantly and positively affects adolescents' subjective well-being through learning engagement; (4) digital technology use significantly and positively affects the subjective well-being of adolescents through both flow and learning engagement. This study underscores the benefits of digital technology in boosting adolescents' well-being and identifies flow and learning engagement as key mediators. Our findings equip educators and policymakers with insights to craft interventions that optimize digital technology's role in fostering adolescent development, presenting a fresh view on the intricate dynamics linking digital interaction with psychological health.

Building Employee Engagement and Resilience Through Strengths-Based Leadership

Modern careers are enacted in turbulent and stressful environments and workers face increasing uncertainty in navigating their careers. Therefore, it is essential to support workers in coping with stress by enhancing their resilience. We propose that strengths-based leaders help their workers to find their own unique pathway to developing resilience by building upon their pre-existing strengths. In turn, we propose that resilience allows workers to transform the support and opportunities provided by their strengths-based leader into the active state of work engagement. We conducted a two-wave time-lagged survey among a representative sample of 1,095 Dutch employees. Results of our structural equation modelling indicated that T1 strengths-based leadership was positively related to T2 employee work engagement and that T2 employee resilience mediated the relationship between strengths-based leadership (T1) and employee work engagement (T2). We conclude that strengths-based leadership might be a tool to develop a resilient and engaged workforce and make suggestions for developing strengths-based leadership.

Investing in green, sustaining the planet: The role of fintech in promoting corporate green investment in the Chinese energy industry

In recent years, fintech has rapidly developed on a global scale, bringing about significant transformations across various industries. Particularly in the energy sector, the potential of fintech to promote corporate green investment has increasingly become a focus. As the energy industry accounts for a significant proportion of global greenhouse gas emissions, guiding companies in implementing green investment has become an important issue for environmental protection and sustainable development. However, previous studies have rarely systematically investigated the influence of fintech on corporate green investment in the energy industry and the mechanisms involved. Hence, this study aims to bridge this research gap within the context of China. By utilizing valid survey data from 466 corporations in the Chinese energy industry and the method of structural equation modeling, the results indicate that: (1) Fintech can promote corporate green investment in the energy industry. (2) Fintech can promote corporate data-driven decision-making capability, information transparency, and sustainable development strategy. (3) Data-driven decision-making capability, information transparency, and sustainable development strategy can also promote corporate green investment in the energy industry. (4) Mediation analysis reveals that data-driven decision-making capability, information transparency, and sustainable development strategy each play a mediating role in the impact of fintech on corporate green investment. (5) Comparative analysis of the mediation effects indicates that there is a certain degree of difference among these three variables' mediating effects, but it did not reach a statistically significant level. This study provides rich insights for business practices, encouraging companies to strengthen their focus on green investment in the fintech era and offer guidance and recommendations to relevant stakeholders, thereby providing practical guidance for corporate green transformation and sustainable development. Finally, this research also contributes to policy development and optimization.

Direct and indirect longitudinal relationships among self-efficacy, job performance and career advancements

The present study examined the longitudinal relations among work self-efficacy beliefs, job performance and career success, defined as objective career advancements. We argued that job performance would mediate both the influence of worker's self-efficacy beliefs on career success and the influence of career success on subsequent self-efficacy beliefs. The participants were 976 employees of one of the largest companies in Italy, assessed at three time points (i.e., Waves 1, 2 and 3), spaced apart by 3 years. Job performance significantly mediated the relationship between self-efficacy beliefs and subsequent career success as well as the reverse influence of career success on subsequent self-efficacy beliefs. The posited conceptual model explained a significant portion of the variance in all endogenous variables and has implications for interventions intended to promote the development of individuals within organisations.

A comment on the Revised Diffusion Model for Conflict tasks (RDMC)

In conflict tasks, such as the Simon, Eriksen flanker, or Stroop task, a relevant and an irrelevant feature indicate the same or different responses in congruent and incongruent trials, respectively. The congruency effect refers to faster and less error-prone responses in congruent relative to incongruent trials. Distributional analyses reveal that the congruency effect in the Simon task becomes smaller with increasing RTs, reflected by a negative-going delta function. In contrast, for other tasks, the delta function is typically positive-going, meaning that congruency effects become larger with increasing RTs. The Diffusion Model for Conflict tasks (DMC; Ulrich et al., Cognitive Psychology, 78, 148-174, 2015) accounts for this by explicitly modeling the information accumulated from the relevant and the irrelevant features and attributes negatively- versus positively-sloped delta functions to different peak times of a pulse-like activation resulting from the task-irrelevant feature. Because the underlying function implies negative drift rates, Lee and Sewell (Psychonomic Bulletin & Review, 31(5), 1-31, 2024) recently questioned this assumption and suggested their Revised Diffusion Model for Conflict tasks (RDMC). We address three issues regarding RDMC compared to DMC: (1) The pulse-like function is not as implausible as Lee and Sewell suggest. (2) RDMC itself comes with a questionable assumption that different parameters are required for congruent and incongruent trials. (3) Moreover, we present data from a new parameter recovery study, suggesting that RDMC lacks acceptable recovery of several parameters (in particular compared to DMC). In this light, we discuss RDMC as not (yet) a revised version of DMC.

Navigating workplace conflicts and fostering innovative behaviors: the role of job commitment and socio-instrumental ESM utilization

This study explores the dynamics of intersection between workplace conflicts, job commitment, and socio-instrumental enterprise social media (ESM) utilization for improving innovation. This study proposes job commitment as a pivotal mediator that influences employees' attitudinal responses to the array of conflicts encountered in the workplace. Additionally, it introduce socio-instrumental ESM use as a potent moderator, influencing employees' appraisals of workplace conflicts. To illuminate the intricate tapestry of these interactions, we present a moderated mediation model that delineates the complex nomological network governing the interplay among workplace conflicts, job commitment, and the cultivation of innovative behaviors. Based on empirical data encompassing 447 employees, our findings illuminate the distinctive moderating roles played by these socio-instrumental ESM usage. These patterns differentially moderate the connections between workplace conflicts and job commitment, as well as the indirect connections between workplace conflicts and the stimulation of employee innovation through job commitment. This research significantly advances our theoretical understanding of the multifaceted interplay among workplace conflicts, job commitment, socio-instrumental ESM utilization, and employee innovation. Moreover, it offers implications that can faciliate organizational strategies aimed at fostering innovation. By recognizing the pivotal roles of job commitment and socio-instrumental ESM, organizations can strategically harness these factors to cultivate a culture of innovation, positioning themselves for success in an increasingly competitive and dynamic business environment.

Understanding hepatitis E vaccination intention among women of childbearing-age: A theory-based cross-sectional study

OBJECTIVES

The purpose of this study was to investigate the HEV vaccination intention, its determinants, and overall influence mechanisms among childbearing-age women.

METHOD

The current study was cross-sectional and conducted online from June 25, 2023 to September 25, 2023 in Nanjing, China. Logistic regression models were constructed to identify the intention-associated background factors. Technology Acceptance Model (TAM) and Theory of Planned Behavior (TPB) were integrated and expanded as TAM-TPB model to further investigate the determinants and overall influence mechanism of HEV vaccination intention among this population using structural equation modeling.

RESULTS

A total of 423 eligible participants were included in this study. High general HEV knowledge was independently associated with an increased intention to get HEV vaccination (OR = 1.97, 95 % CI: 1.11-3.58, P = 0.023). All the hypotheses proposed in the theoretical TAM-TPB model were supported, with perceived ease of use, perceived usefulness, attitude, subjective norm, and perceived behavioral control positively affecting the intention of HEV vaccination (all P values <0.05), while perceived risk (P = 0.003) exhibited an inverse association with HEV vaccination intention. The model achieved an acceptable fit, and the total explained variance of HEV vaccination intention was as high as 86.20 %. Moreover, no significant common method bias was observed.

CONCLUSION

This is the first theory-based study that explored the HEV vaccination intention, its determinants, and overall influence mechanism among childbearing-age women. The results of the current study are of great importance for improving the understanding of the HEV vaccination intention among females of childbearing age.

Impact of social support on PTSD : Chain mediating effects of insomnia and anxiety

Objective

To reveal the chain mediating roles of insomnia and anxiety between social support and PTSD in nursing staff under the stage of COVID-19 regular pandemic prevention and control in China.

Methods

A total of 784 nurses were recruited using the convenience sampling method in Jiangsu Province, China. Demographic questionnaire, Perceived Social Support Scale, Impact of Event Scale-Revised, Generalized Anxiety Disorder-7 and Insomnia Severity Index were applied to collect data.

Results

Social support, PTSD, insomnia and anxiety were significantly correlated with each other. Insomnia and anxiety acted as chain mediators between social support and PTSD.

Conclusion

Insufficient social support may trigger PTSD through the chain mediating effects of insomnia and anxiety in nursing staff under the stage of COVID-19 regular pandemic prevention and control. Measures focusing on social support, insomnia and anxiety should be taken to reduce or even prevent PTSD in nursing staff in Chinese hospitals in similar crises in the future.

Behavioral Experiments Online?

Online experiments offer several advantages over traditional laboratory experiments. However, for reaction time experiments, precise stimulus presentation and response detection is crucial. The precision of online experiments could be compromised due to increased variance arising from varying hardware configurations among participants, lack of control over experimental conditions, and the absence of an examiner. In this study, we conducted an online experiment using the avatar-Simon task to investigate whether small differences in reaction times could be examined using online experiments conducted with the experimental toolkit PsyToolkit. In the avatar-Simon task, participants respond to the color of vertically presented stimuli in front of avatars by pressing a left or right button. Reactions are faster when the position of the stimulus, defined from the avatar's point of view, matches the position of the response. Compared to the previous laboratory experiment, we observed lower effect sizes and more timeouts but were able to replicate the avatar-Simon effect overall. Based on further distributional and reliability analyses, PsyToolkit appears to be suitable tool to detect behavioral effects in the range of tens of milliseconds. We discuss differences and similarities with the original laboratory study and suggest how to address potential problems associated with online experiments.

Performing like a Learning Machine: The Emphasis on Performance Goals Results in Self-Objectification

Little attention has been given to self-objectification, which refers to viewing oneself as an instrument or object rather than a full human, in an educational context. To address this gap, the current research aims to test self-objectification among students, and we hypothesized that a performance goal orientation would result in self-objectification (H1), which would further predict reduced authenticity (H2). Six studies (N = 1,716) confirmed our hypotheses. Studies 1-2, employing cross-sectional and 2-wave designs, found a positive association between a performance goal orientation and self-objectification among college students. Study 3 further showed the link among middle school students (i.e., adolescents). Studies 4-5b employed experimental methodologies to demonstrate the causal relationship between the performance goal orientation and self-objectification. In addition, increased self-objectification triggered by the performance goal orientation was further related to reduced authenticity (Studies 3-5b). This work advances the understanding of self-objectification in the educational domain.

For Me or Against Me? Reactions to AI (vs. Human) Decisions That Are Favorable or Unfavorable to the Self and the Role of Fairness Perception

Public reactions to algorithmic decisions often diverge. While high-profile media coverage suggests that the use of AI in organizational decision-making is viewed as unfair and received negatively, recent survey results suggest that such use of AI is perceived as fair and received positively. Drawing on fairness heuristic theory, the current research reconciles this apparent contradiction by examining the roles of decision outcome and fairness perception on individuals' attitudinal (Studies 1-3, 5) and behavioral (Study 4) reactions to algorithmic (vs. human) decisions. Results from six experiments (N = 2,794) showed that when the decision was unfavorable, AI was perceived as fairer than human, leading to a less negative reaction. This heightened fairness perception toward AI is shaped by its perceived unemotionality. Furthermore, reminders about the potential biases of AI in decision-making attenuate the differential fairness perception between AI and human. Theoretical and practical implications of the findings are discussed.

Tackling nomophobia: the influence of support systems and organizational practices

This study investigates the growing issue of nomophobia, characterized by the anxiety of being without a mobile phone, in the workplace. Utilizing the broaden-and-build theory, this research examines the impact of supportive leadership, co-worker support, Human Resource Management (HRM) practices, and affective commitment on reducing nomophobia among employees. Data were collected from 393 employees across various educational organizations. Structural Equation Modeling (SEM) was employed to test the proposed hypotheses. The findings reveal that supportive leadership significantly reduces nomophobia by enhancing HRM practices and affective commitment. However, contrary to expectations, co-worker support was found to increase nomophobia, suggesting that informal communication and social interactions via mobile devices might exacerbate smartphone dependency. HRM practices emerged as a critical factor in mitigating nomophobia, more so than affective commitment. This study contributes to the literature by highlighting the complex dynamics of workplace relationships and offering practical insights for organizations aiming to reduce nomophobia and improve employee well-being.

The interplay of identity fusion, social norms, and pro-environmental behavior: an exploration using the dictator game

This research investigated how identity fusion with environmental issues interacts with social norms to shape pro-environmental behaviors, elucidating the psychological structure underlying environmental ideological engagement. Building upon a measure of identity fusion that captures both relational and doctrinal components of Zmigrod ideology framework, we found that higher identity fusion positively predicted donations to an environmental association in a Dictator Game paradigm. Importantly, results revealed an interaction between identity fusion and norm source on donation amounts. For individuals lower in environmental identity fusion, pro-environmental norms had a greater impact when originating from a source sharing their worldview (low-fused) compared to a distant group (high-fused). However, for individuals with high fusion, norm source proximity did not significantly impact donations. By illuminating this interplay between the relational and doctrinal facets of ideological thinking, this research advances understanding of the social and psychological motivators of environmental actions. These findings highlight the importance of considering identity alignment and social dynamics in fostering ecological engagement.

Psychosocial work environment in Swedish primary healthcare: a cross-sectional survey of physicians' job satisfaction, turnover intention, social support, leadership climate and change fatigue

BACKGROUND

Primary healthcare, the first line of care in many countries, treats patients with diverse health problems. High workload, time pressure, poor job control and negative interpersonal experiences with supervisors have been documented in primary healthcare. The work environment in primary healthcare is also affected by several types of changes.

AIM

We aimed to explore the levels of job satisfaction, turnover intention, social support, leadership climate and change fatigue according to physicians in Swedish primary healthcare. We also aimed to identify and characterize physicians exhibiting both high turnover intention and low job satisfaction, i.e., "discontent with current job".

METHODS

A cross-sectional survey based on a random sample of physicians working in Swedish primary healthcare.

RESULTS

Approximately one-quarter of the respondents were discontented with their current job. Discontent was negatively associated with poor general health and change fatigue among the respondents; social support from colleagues and a favorable leadership climate showed positive associations in terms of reducing the levels of discontent with current job.

CONCLUSIONS

The findings of this study highlight the association between low levels of job satisfaction and high levels of turnover intention (i.e., discontent with current job) among physicians in primary healthcare. Moreover, these variables exhibited a strong association with physicians' general health; poor health significantly increased the likelihood of discontent with current job. Our findings also show that experiencing change fatigue is associated with discontent with current job among physicians in primary healthcare. This knowledge can help identify and improve shortcomings within the psychosocial work environment in Swedish primary healthcare.

The impact of work-family conflict on occupational fatigue among endoscopy nurses in China: a moderated mediation model

Background

Endoscopy nurses in China face significant work-family conflicts, where the clash between high work demands and family responsibilities markedly increases the risk of occupational fatigue. This not only affects the nurses' physical and mental health and overall well-being, but also poses a threat to the quality of care and patient safety. This study, grounded in the Conservation of Resources theory, constructs a moderated mediation model to examine the mediating role of positive coping style in the relationship between work-family conflict and occupational fatigue among endoscopy nurses in China, as well as the moderating effect of perceived social support.

Methods

A convenience sampling method was employed to select 315 endoscopy nurses from 25 tertiary hospitals across 14 provinces in China. A questionnaire survey was conducted using the Fatigue Assessment Instrument, the Work-Family Conflict Scale, the Simplified Coping Style Questionnaire, and the Perceived Social Support Scale. The moderated mediation model was validated using Stata16.0.

Results

Our findings reveal that work-family conflict is a significant predictor of occupational fatigue, with a negative impact on positive coping style. Positive coping style, in turn, is negatively associated with occupational fatigue. Furthermore, positive coping style partially mediates the relationship between work-family conflict and occupational fatigue, accounting for 35.52% of the total effect. Additionally, perceived social support mitigates the negative effects of work-family conflict on positive coping style and occupational fatigue.

Conclusion

There exists a moderated mediation effect between work-family conflict and occupational fatigue among endoscopy nurses in China, wherein positive coping style serve as a mediating variable. Perceived social support mitigates the negative impact of work-family conflict on positive coping style, while enhancing the alleviating effect of positive coping style on occupational fatigue. Therefore, improving endoscopy nurses' levels of perceived social support and coping strategies may help to prevent and alleviate the occurrence of occupational fatigue.

Large language model use in clinical oncology

Large language models (LLMs) are undergoing intensive research for various healthcare domains. This systematic review and meta-analysis assesses current applications, methodologies, and the performance of LLMs in clinical oncology. A mixed-methods approach was used to extract, summarize, and compare methodological approaches and outcomes. This review includes 34 studies. LLMs are primarily evaluated on their ability to answer oncologic questions across various domains. The meta-analysis highlights a significant performance variance, influenced by diverse methodologies and evaluation criteria. Furthermore, differences in inherent model capabilities, prompting strategies, and oncological subdomains contribute to heterogeneity. The lack of use of standardized and LLM-specific reporting protocols leads to methodological disparities, which must be addressed to ensure comparability in LLM research and ultimately leverage the reliable integration of LLM technologies into clinical practice.