Understanding medical professionalism using express team-based learning; a qualitative case-based study

Medical Professionalism (MP) defined as values, behaviours and attitudes that promote professional relationships, public trust and patient safety is a vital competency in health profession education. MP has a distinctive uniqueness due to cultural, contextual, conceptual, and generational variations. There is no standard instructional strategy to probe the understanding of MP in a cohesive, structured, interactive manner. This study aimed to investigate undergraduate medical students' understanding of MP using express team-based learning (e-TBL) at both campuses of Royal College of Surgeons Ireland (RCSI). Using the key principles of a sociocultural theoretical lens in adult learning theory, we designed e-TBL as a context-learning-based educational strategy. We conducted three e-TBL sessions on cross-cultural communication and health disparities, a reflective report on clinical encounters, and professionalism in practice. We collected, collated, and analyzed the student experiences qualitatively using data gathered from team-based case discussions during e-TBL sessions. A dedicated working group developed very short-answer questions for the individual readiness assurance test (IRAT) and MP-based case scenarios for team discussions. In this adapted 4-step e-TBL session, pre-class material was administered, IRAT was undertaken, and team-based discussions were facilitated, followed by facilitator feedback. A qualitative inductive thematic analysis was performed, which generated subthemes and themes illustrated in excerpts. Our thematic analysis of data from 172 students (101 from Bahrain and 71 from Dublin) yielded four unique themes: incoming professional attitudes, transformative experiences, sociological understanding of professionalism, and new professional identity formation. This qualitative study provides a deeper understanding of medical students' perceptions of medical professionalism. The generated themes resonated with divergent and evolving elements of MP in an era of socioeconomic and cultural diversity, transformative experiences, and professional identity formation. The core elements of these themes can be integrated into the teaching of MP to prepare fit-to-practice future doctors.

Validation and Psychometric Properties of the Original Grit Scale (Grit-O) Among Cambodian Adolescents

Background

Cambodian youth face many unique challenges, such as high instances of poverty and intergenerational trauma. Grit, a person-level trait defined as having "perseverance and passion for long-term goals", may be particularly important in helping Cambodian youth to succeed despite the extreme challenges they face. To date, the Original Grit Scale (Grit-O) has not been translated in Khmer or validated for a sample of Cambodian youth.

Purpose

This study aimed to assess the reliability and validity of a Khmer translation of the Original Grit Scale (Grit-O) among urban Cambodian youth.

Research Design

A cross-section survey battery -including Grit-O and other relevant covariates -was administered to Cambodian youth.

Study Sample

Data were collected from 580 Cambodian adolescents (Mage = 15.85 years, SDage = 2.05, 63.7% female).

Data Collection and Analysis

Paper and pencil surveys were sent home from school with each participant and returned to the study team the next day. Analyses included calculating Cronbach's alphas, interitem correlations, correlations with relevant covariates and both a confirmatory and exploratory factor analysis.

Results

Cronbach's alphas and interitem correlations indicated that the full scale was not reliable for this sample, and that reliability improved when two items (I become interested in new pursuits every few months -reverse-scored and I finish whatever I begin) were excluded. The subscales Consistency of Interests and Perseverance of Effort were more reliable than the full scale. Correlations with relevant covariates indicated that the full scale was moderately valid. Factor analyses suggested that items 6 and 7 did not load well onto either identified factor.

Conclusions

Investigators measuring grit in a sample of Cambodian youth should consider excluding items 6 and 7 of Grit-O, and assessing the two subscales on their own, rather than treating them as indicators of a single higher-order construct.

A data-driven approach shows that individuals' characteristics are more important than their networks in predicting fertility preferences

People's networks are considered key in explaining fertility outcomes-whether people want and have children. Existing research on social influences on fertility is limited because data often come from small networks or highly selective samples, only few network variables are considered, and the strength of network effects is not properly assessed. We use data from a representative sample of Dutch women reporting on over 18 000 relationships. A data-driven approach including many network characteristics accounted for 0 to 40% of the out-of-sample variation in different outcomes related to fertility preferences. Individual characteristics were more important for all outcomes than network variables. Network composition was also important, particularly those people in the network desiring children or those choosing to be childfree. Structural network characteristics, which feature prominently in social influence theories and are based on the relations between people in the networks, hardly mattered. We discuss to what extent our results provide support for different mechanisms of social influence, and the advantages and disadvantages of our data-driven approach in comparison to traditional approaches.

Passionate and psychologically-undetached: A moderated-mediated investigation of psychological distress among engaged employees

Guided by the effort-recovery model and the dualistic model of passion, we tested a conditional process model that examined the relationships between work engagement, workplace passion, psychological detachment, and psychological distress among Japanese professionals. We conducted an online panel survey across two time points, six weeks apart (N = 202 matched responses) where we measured all the variables at both instances. Findings show that engaged employees become susceptible to psychological distress due to decreased levels of psychological detachment. The moderating role of work passion was partially supported: being obsessively passionate towards work exacerbates this relationship further while contrary to expectations, the moderating role of harmonious passion was not significant. Findings suggest the possibility that engaged employees are less likely to switch off, which predisposes them to ill-being at work, and this becomes apparent among employees with less volitional opportunities in the workplace.

COVID-19 safety leadership, perceived severity, and emotional exhaustion: Does safety culture matter?

INTRODUCTION

Emotional exhaustion is a major health-related issue that employees face, especially during crises such as pandemics. This study seeks to understand how safety leadership applied to the COVID-19 pandemic relates to emotional exhaustion, and to examine its mechanisms (i.e., perceived severity) along with its boundary condition (i.e., safety culture).

METHOD

A time lag study was conducted to collect data from 229 employees working in the service industry in Morocco. Data were analyzed through the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique using SmartPLS 4.

RESULTS

The results demonstrate that safety leadership is negatively related to emotional exhaustion. Additionally, they suggest that the relationship between COVID-19 safety leadership and perceived severity depends on the level of the moderating variable (i.e., safety culture). Specifically, the relationship is positive when safety culture is low, but is negative when safety culture is high.

PRACTICAL APPLICATIONS

The results of this study are important as they extend our knowledge of the nature of safety leadership and emotional exhaustion, and offer managers practical implications that can help to optimize safety leadership practices.

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

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

Extraverts Reap Greater Social Rewards From Passion Because They Express Passion More Frequently and More Diversely

Passion is stereotypically expressed through animated facial expressions, energetic body movements, varied tone, and pitch-and met with interpersonal benefits. However, these capture only a subset of passion expressions that are more common for extraverts. Indeed, in an initial dyadic study of supervisors and their subordinates (N = 330), extraverts expressed their passion more strongly through these stereotypical expressions of passion, and observers perceived extraverts as more passionate than introverts. Across three studies (Ntotal = 1,373), we subsequently developed a more comprehensive passion expressions and behaviors scale (PEBS). Using this measure in a daily diary study (N = 206, k = 1,862), we found that extraverts not only expressed their passion in more stereotypical ways, but through a broader variety of expressions in general. Extraverts are perceived as more passionate because they have a broader behavioral repertoire, express their passion more frequently and diversely, and thereby attain greater interpersonal rewards.

Working time reduction, mental health, and early retirement among part-time teachers at German upper secondary schools - a cross-sectional study

Objective

Many secondary school teachers work part-time in order to cope with the high workload and to remain as healthy as possible until regular retirement. However, due to the acute shortage of teachers, the increase in the teaching obligation for part-time teachers (PTT) has become a topic of discussion in Germany. Whether a reduction in teaching hours is associated with benefits for mental health has not yet become evident. Therefore, this study investigated the relationship between the real working hours of PTT and their mental health as well as individual pension prognosis.

Methods

The cross-sectional study included 5,905 PTT at German upper secondary schools (female proportion: 81%, average age: 44 ± 9 years) who logged their working hours over four weeks. Four part-time groups (PTG) were formed based on the proportion of a full-time position worked: maximum (<100-90% = PTGmax - reference group - 17%), high (<90-75% = PTGhigh - 34%), medium (<75-50% = PTGmed - 40%) and low (<50% = PTGlow - 9%) teaching commitment. These groups were compared in terms of their average weekly working hours, mental health (inability to recover, risk of burnout) and predicted retirement age.

Results

The contractually agreed working time is exceeded to a relevant extent for PTT. The extent of unpaid overtime increases significantly the lower the teaching obligation is and lies on average between -0.4 (PTGmax) and 7.3 (PTGlow) hours/week. A reduction in teaching hours is neither related to the mental health of teachers nor to their decision to retire early (42%) or regularly (58%). However, predicted retirement is mainly explained by mental health status, gender and age (variance explanation: 24%, OR of predictors: maximum 2.1). One third of PTT reported inability to recover, 47% burnout symptoms and 3% a burnout syndrome.

Conclusion

Mental health is also a risk for PTT; reducing teaching hours alone does not improve it. However, good mental health increases the chance of regular retirement. Therefore, instead of a legal obligation, PTT should be encouraged to increase the number of teaching hours voluntarily in order to counteract the general shortage of teachers.

The perceived role fit of women and men academics: evidence from the social sports sciences

Introduction

The underrepresentation of women in academia is often explained by the presence of gender stereotypes and the perception that women fit the role of an academic to a lesser extent. Based on social role theory and role congruity theory, this study investigates and estimates the perceived role fit of women and men academics in the social sports sciences.

Methods

Data were collected with a quantitative online survey. The sample (n = 792) includes individuals who study or work in sports economics, sport management, or sport sociology (referred to as social sports sciences). The questionnaire included items that reflect attributes of an ideal-typical academic as well as women and men academics in four dimensions, i.e., leadership, research methods, media visibility, and research topics. In the first step, these items were used to estimate a total role fit index for both women and men academics, as well as indices for all dimensions. In a second step, regression analyses were used to examine how respondents' individual characteristics (e.g., discipline, career stage, gender, presence of role models) are related to their perceived role fit indices and the differences in the perceived role fit.

Results and discussion

The role fit index ranges from 0 to 1, and women have a higher total role fit than men (0.77 vs. 0.75). The results suggest that women in the social sports sciences are perceived as a better fit for the role of an academic. In contrast to role congruity theory, women's leadership fit is higher than men's fit in this dimension (0.79 vs. 0.72). Regarding the associations of individual characteristics, professors seem to perceive a lower role fit for both genders than students. Furthermore, the difference between the perceived role fit of men and women is smaller for women respondents. Having a woman role model leads to a higher fit of women academics in the leadership dimension.

Effects of grit, calling, and resilience on the retention intention of general hospital nurses

AIM

This study aimed to determine the influence of personal factors such as grit, calling, and resilience on nurses' retention intention in South Korean general hospitals.

BACKGROUND

The global shortage and high turnover rate of nurses have become significant concerns with no clear solutions for increasing retention.

INTRODUCTION

Determining the factors related to the f general hospital nurses and retention intention is important for solving the problem of inadequate nursing personnel and improving the quality of nursing services.

METHODS

This study was a descriptive survey of 221 nurses working at a general hospital in South Korea from July 2021 to February 2022. Data were collected using self-reported online questionnaires, with measurement tools focusing on grit, calling, resilience, and retention intention. The STROBE checklist was used for reporting this study.

RESULTS

The average retention intention score was 5.35 ± 1.52 out of 8 points. Significant correlations were found between retention intention and grit, calling, and resilience. The factors influencing retention intention were job satisfaction, calling, marital status, and total career length, explaining 31.9% of the variance.

CONCLUSIONS

To enhance nurses' intention to remain at general hospitals, their job satisfaction and sense of a calling should be improved. Further research should be conducted to identify factors that influence retention intention, particularly among groups with low job retention, with consideration of individual characteristics that might affect retention intention.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

Increasing nurses' retention intention would alleviate the nursing shortage, help hospitals retain competent nurses, reduce turnover-related costs, and improve organizational efficiency. Resolving the nursing shortage is critical for improving patient safety and nursing service quality at general hospitals.

Individualistic powerfulness and collectivistic powerlessness corrupts: how power and cultural orientation influence corruption

Evidence from individualistic cultures suggests that power corrupts. Using a goals-based perspective, here we argue that power and culture jointly predict corrupt attitudes and behavior. Four studies (N = 447) and one meta-analysis were conducted to test these hypotheses. Study 1 investigated the joint effects of power and individuals' cultural orientations on corruption proclivity. Studies 2 and 3 assessed if power and cultural orientations affect actual corrupt behaviors (i.e. abuse of discretion in Study 2 and bribe-taking in Study 3). Study 4 tested the hypothesis at a national level, using monocultural samples both in the UK and China. The results consistently showed that the effects of power on corruption depend on culture: for collectivistic individual orientations and cultures, holding power predicts less corruption than lacking power; in contrast, holding power predicts more corruption for individualist orientations and cultures. Our findings represent the first direct experimental and correlational evidence regarding the links between power, culture, and corruption.

Transforming Passive Employee Engagement Into Active Engagement: Supervisor Development Feedback Valences on Feedback-Seeking Behavior

Employees' feedback-seeking behavior is an important way to develop and maintain self-awareness and interpersonal acuity, reduce uncertainty, boost creativity and improve innovative behavior and performance. Especially during the COVID-19 pandemic, working from home has become the new normal, supervisor feedback and employees feedback-seeking has an increasingly important impact on team creativity and team innovation performance.In the practice of organizational management, there is frequently a "feedback vacuum" between managers and employees. There is increasing research on feedback-seeking behavior in the field of OBHRM. This paper is the first to evaluate the impact of work meaning and positive attributions on workers' feedback-seeking behavior, and the cross-level effects of supervisor development feedback including variable valence. The paper analyzes supervisor-employee paired data from 158 supervisors and 659 employees using multi-source, multi-temporal data to draw the following conclusions: (1) Positive supervisor development feedback has a significant cross-level positive effect on employee feedback-seeking behavior, whereas negative supervisor development feedback does not affect employee feedback-seeking behavior; (2) Work meaningfulness mediates the cross-level relationship between positive supervisor development feedback and employees' feedback-seeking behaviors, whereas negative supervisor development feedback and employees' feedback-seeking behaviors do not; (3) Positive attributions positively moderate the relationship between positive supervisor development feedback and work meaningfulness; while positively moderating the relationship between negative supervisor development feedback and work meaningfulness; (4) Positive attributions have a moderating effect on supervisor development feedback that influences the indirect relationship to feedback-seeking behavior by work meaningfulness.

Content and process: organizational conflict and decision making

The foundational work in the Carnegie perspective established conflict as endemic to organizations and a driver of organizing behavior and decision making. Organizations as a system of coordinated action among interdependent individuals and groups with different preferences, interests, information, or knowledge create the potential for pervasive and ongoing latent goal conflict. At the same time, extant psychology research has devoted considerable attention to identifying the content and intensity of conflict, focusing on the relationship between different types of conflict and their impact on group outcomes. The Carnegie perspective also assumes that the need for joint decision-making and the differences in goals or perception of reality are never fully resolved. As a result, it has paid attention to the processes through which conflict is addressed - by attending sequentially to goals, decentralizing information, accumulating excess resources, and forming coalitions rather than formal mediating procedures. The assessment of the psychology and organizational theory research also suggests that future work focusing on organizational conflict as latent, situated, and dynamic would enable greater clarity on how organizations make decisions.

A multidimensional implicit approach to gender stereotypes

Research has widely explained gender inequalities in terms of gender stereotypes, according to which women are considered more nurturing, empathic, and emotional but less competent - than men. Recent evidence highlights that especially women are portrayed along multiple dimensions. In this research, we adopted an implicit Semantic Misattribution procedure to detect whether gender stereotypes have a multidimensional structure and are differently attributed to men and women. Results showed that Competence and Dominance-related terms were considered more masculine ones. In contrast, Morality and Physical Attractiveness were attributed to feminine ideograms to a higher and significant extent than masculine ones. Sociability was related to feminine and masculine ideograms almost to the same extent. The gathered evidence provided a multidimensional picture even composed of more judgment dimensions with reference to women highlighting how it can be difficult for them to meet all those multiple expectancies.

Creativity as a framework for innovation in dental education

Dental education is rich with examples of innovation as educators have responded to advances in knowledge, technology, the needs of the community, and most recently the challenges of the COVID-19 pandemic. Current challenges requiring innovative pedagogies include developing graduates who are interprofessional collaborative practice-ready, adapting to technological advances, embedding sustainability in the curriculum, and addressing equity and diversity in dental education. Creativity is the production of something that is novel and useful and is intimately linked to innovation which is the implementation of new and improved ways of doing things. To develop innovative pedagogies and address the current challenges facing dental education, educators and dental schools must reflect on the factors necessary for supporting creativity and innovation and seek to remove barriers to or biases against creativity. Here, we discuss the importance of creativity in supporting innovation in dental education, and call for leadership to actively support all elements of creativity for continued innovation to address the challenges we face in educating the future oral health workforce.

A Challenge to Orthodoxy in Psychology: Thomas Sowell and Social Justice

Psychologists address social-justice problems in their research and applied work, and their scholarly efforts have been influenced by assumptions, constructs, and hypotheses from the political left. Recently, some psychologists have called for increased intellectual and political diversity in psychology, particularly as such diversity may lead to improved problem-solving. As an attempt to increase intellectual diversity in psychology, we review here the scholarship of Thomas Sowell. His work represents a rich source of hypotheses for psychologists' future research. We focus on his views on the importance of freedom; the extent to which reforms can reduce freedom; the importance of free markets to human flourishing; the role of free markets in producing costs for discrimination; the way spontaneously ordered systems can contain knowledge that can be overlooked in reforms; and the importance of culture and cultural capital. We will also discuss Sowell's more thoroughgoing economic analyses of problems and solutions and his analyses of contingencies operating on politicians and reformers, as well as his views on conflicts in fundamental visions about human nature and the pivotal role of improvements in minority education.

Are you advocating for me? Social penalties toward teachers that (dis)confirm gender stereotypes during the COVID-19 pandemic

We investigated the effects of gender stereotype violations within the context of teaching during the COVID-19 pandemic as well as whether social penalties for violating gender stereotypes in this domain are moderated by trait levels of gender system justification. Participants (N = 254) rated four hypothetical teaching scenarios where target sex (male or female teacher) and reason for refusal to return to in-person teaching (advocating for one's self vs. advocating for others) were manipulated. Results showed that as predicted, participants with high levels of gender system justification rated self-advocating female teachers least favorably. Unexpectedly, participants with low levels of gender system justification rated self-advocating male teachers least favorably. Implications for gender stereotype violation are discussed as well as implications for those teaching during the COVID-19 pandemic.

Too hot to help or too cold to care? On the links between ambient temperature, volunteerism, and civic engagement

We investigated the relationship between ambient temperature and prosocial behaviour in real-life settings. It was guided by two mechanisms of opposite predictions, namely (1) higher temperatures decrease prosociality by harming well-being, and (2) higher temperatures increase prosociality by promoting the embodied cognition of social warmth. In Study 1, U.S. state-level time-series data (2002-2015) supported the first mechanism, with higher temperatures predicting lower volunteer rates through lower well-being. Study 2 furthered the investigation by probing the relationship between neighbourhood temperature and civic engagement of 2268 U.S. citizens. The data partially supported the well-being mechanism and reported findings contradictory to the social embodiment mechanism. Higher temperatures predicted lower interpersonal trust and subsequently lower civic engagement. The unexpected finding hinted at a cognitive effect of heat and a compensatory mechanism in social thermoregulation. We discussed the findings regarding their methodological strengths and weaknesses, with cautions made on ecological fallacies and alternative models.

[Long Working and Commuting Times as Risk Factors for Depressive Symptoms: Cross-Sectional and Longitudinal Analyses]

Hintergrund Regelmäßige lange Arbeitszeiten und Arbeitswege könnten negative Folgen für die psychische Gesundheit haben. Die Studienergebnisse hierzu sind jedoch nicht eindeutig und variieren nach Ländern. Die vorliegende Analyse prüft für Deutschland Zusammenhänge zwischen langen Pendel- bzw. Arbeitszeiten und depressiver Symptomatik.

Methode Die „Studie Mentale Gesundheit bei der Arbeit“ (S-MGA) ist eine Längsschnittuntersuchung einer Zufallsstichprobe sozialversicherungspflichtig Beschäftigter. An der Basiserhebung nahmen 3 413 Personen teil, von denen 2 019 nach 5 Jahren erneut befragt wurden. Wöchentliche Arbeits- und Pendelzeiten sowie Covariaten (Alter, Geschlecht, berufliche Position, psychosoziale Arbeitsbedingungen) wurden zur Basisuntersuchung erhoben. Depressive Symptome wurden zu beiden Messzeitpunkten mit dem Patient Health Questionnaire (PHQ-9) erfasst. Um Zusammenhänge zu untersuchen, wurden mittels logistischer Regression Odds Ratios mit 95%-Konfidenzintervallen unter Kontrolle von Covariaten kalkuliert. Es wurden sowohl Querschnitts- (nur Basiserhebung) als auch Längsschnittsanalysen (Basis- und Nacherhebung) durchgeführt.

Ergebnisse Zur Basiserhebung hatten 7% der Beschäftigten lange wöchentliche Arbeitszeiten von≥55 Stunden, weitere 8% arbeiteten 49 bis 54 Stunden. Im Querschnitt waren lange Arbeitszeiten mit einer moderaten Erhöhung der depressiven Symptomatik gegenüber der Normalarbeitszeit (35 bis<40 h/Wo) assoziiert. Wenn die nach fünf Jahren neu auftretende depressive Symptomatik betrachtet wurde, war der Zusammenhang für Arbeitszeiten von 55 und mehr Stunden deutlich ausgeprägt (Odds ratio (OR) 2,14; 95% Konfidenzintervall (KI) 1,11;4,12), nicht jedoch für Arbeitszeiten von 49 bis 54 Stunden (OR 1,26, KI 0,65;2,43). Beschäftigte, die wöchentlich zehn Stunden und mehr pendelten, hatten im Querschnitt häufiger eine depressive Symptomatik (OR 1,83; KI 1,13;2,94) im Vergleich zur Referenzgruppe, die<2,5 Stunden pendelte. Dieser Zusammenhang war im Längsschnitt nicht zu beobachten.

Schlussfolgerungen Die Ergebnisse legen nahe, dass überlange Arbeits- und Pendelzeiten mit einer depressiven Symptomatik bei Beschäftigten assoziiert sind, wobei die Effekte bzgl. Pendelzeit nur im Querschnitt zu finden waren. Die Ergebnisse unterstreichen die Bedeutung der Einhaltung von Arbeitszeitregelungen und der Vermeidung überlanger Arbeitszeiten für die Mitarbeitergesundheit. Zur Rolle des Pendelns sind weiterführende Untersuchungen nötig.

Does Existential Flexibility Associate With Individuals' Acceptance of Inequality? A Study Relating Existential Questing to Values and to Prejudice

This study investigated whether existential quest, a relatively new construct defining individual willingness to reflect on existential issues such as the meaning of life and death, was negatively associated with generalized prejudice through the mediation with personal values of universalism and conservation (conformity, security, and tradition). A structural equation model was performed on a convenience sample of 1136 Italian adults. Results confirmed a negative indirect relationship with generalized prejudice mediated by universalism. Findings support the argument that engagement with existential issues is associated with the value of universalism, which in turn is associated with lower levels of generalized prejudice. The present study contributes to the scholarly literature to explain the concept of existential quest.

Stress and well-being in autistic adults: Exploring the moderating role of coping

The wider stress literature points to negative associations between stress and well-being. Similarly, the use of engagement coping strategies and disengagement coping strategies in the face of stress are related to improved and reduced well-being respectively. However, in the autistic population stress and coping research is limited to date, and the extent to which coping may moderate the relationship between stress and well-being is not known. Using data from an Australian online study, we explored the potential moderating (i.e. buffering or exacerbating) role of coping in the relationship between stress and well-being in a sample of autistic adults (N = 86). Our findings indicated that increased stress was associated with lower well-being. Further, moderation analyses showed that while both engagement coping (e.g. problem solving, positive appraisal) and disengagement coping (e.g., self-distraction, being in denial) strategies had significant positive and negative direct effects on well-being respectively; engagement coping also moderated the relationship between stress and well-being, buffering the impact of stress on well-being. Our results illustrate the different underlying mechanisms by which coping strategies may be associated with stress and well-being. They also highlight the potential protective role of engagement coping strategies, which can be incorporated into the promotion and maintenance of well-being in autistic adults.

The influence of challenge research stressors on research creativity among Chinese doctoral students: a mediated moderation model

The research creativity of doctoral students is not solely fueled by their intrinsic motivation, but also thrives in an environment that offers challenging research opportunities, substantial support, and feedback from significant others. Based on the job demands-resources model, this study aims to explore the impact of challenge research stressors on the research creativity of Chinese doctoral students. A mediated moderation model was constructed to examine the mediating effect of achievement motivation and the moderating effect of supervisor developmental feedback on the relationship between challenge research stressors and research creativity. A total of 538 valid questionnaires were collected from doctoral students using convenience sampling and snowball sampling. The questionnaires included the Challenge Research Stressors Scale, the Research Creativity Scale, the Achievement Motivation Scale, and the Supervisor Developmental Feedback Scale. Regression analyses, bootstrap testing, and simple slope analyses were used to estimate the various relationships. The findings indicated that challenge research stressors had a positive effect on doctoral students' research creativity. Supervisor developmental feedback positively moderated the impact of challenge research stressors on the achievement motivation and research creativity of doctoral students. Achievement motivation partially mediated the influence of challenge research stressors on doctoral students' research creativity, and further fully mediated the interaction effect of challenge research stressors and supervisor developmental feedback on doctoral students' research creativity. These findings contribute not only to our understanding of the mechanisms and boundary conditions through which challenge research stressors impact the research creativity of doctoral students, but also provide valuable insights into how to stimulate and maintain their research creativity.

Realist Approach to Qualitative Data Analysis

BACKGROUND

A realist approach has gained popularity in evaluation research, particularly in understanding causal explanations of how a program works (or not), the circumstances, and the observed outcomes. In qualitative inquiry, the approach has contributed to better theoretically based explanations regarding causal interactions.

OBJECTIVE

The aim of this study was to discuss how we conducted a realist-informed data analysis to explore the causal interactions within qualitative data.

METHODS

We demonstrated a four-step realist approach of retroductive theorizing in qualitative data analysis using a concrete example from our empirical research rooted in the critical realism philosophical stance. These steps include (a) category identification, (b) elaboration of context-mechanism-outcome configuration, (c) demi-regularities identification, and (d) generative mechanism refinement.

RESULTS

The four-step qualitative realist data analysis underpins the causal interactions of important factors and reveals the underlying mechanisms. The steps produce comprehensive causal explanations that can be used by related parties-especially when making complex decisions that may affect wide communities.

DISCUSSION

The core process of realist data analysis is retroductive theorizing. The four-step qualitative realist data analysis facilitates this theorizing by allowing the researcher to identify (a) patterns, (b) fluctuation of patterns, (c) mechanisms from collected data, and (d) to confirm proposed mechanisms.

Concerns regarding Covid-19 vaccine certificates

Besides vaccine certificates, research suggests leaders also need to trigger society's intrinsic motivation to help in order to achieve lasting and equitable solutions.

When team members retaliate: The effect of LMX differentiation on team CWB

Leader-member exchange (LMX) differentiation, or a leader's differentiated treatments among team members, is a prevalent phenomenon in any type of organization due to constraints of personal, social, and organizational resources. Despite numerous empirical examinations of such phenomenon, the impact of LMX differentiation on group outcomes is inconsistent and inconclusive. Based on team diversity framework, we approach LMX differentiation as disparity and draw on social comparison theory and social exchange theory to examine the positive effect of LMX differentiation on team counterproductive work behavior (CWB) through a supervisory justice climate. In addition, we investigate leader competence as an essential boundary condition that influences the impact of LMX differentiation on supervisory justice climate and subsequent team CWB. Using a sample of 94 teams in South Korea, we found that LMX differentiation negatively impacts supervisory justice climate, subsequently promoting team CWB. Furthermore, when team members perceive their leader as incompetent, the positive impact of LMX differentiation on team CWB is strengthened. Theoretical and practical implications and directions for future research are discussed.

Clique Hierarchy Moderates the Association between Social Preference and Defending Behaviors in Early Adolescence: The Role of Gender Differences

Although social preference promotes adolescents' defending behaviors, its potential mechanisms across gender cliques remain unclear from the group dynamic perspective. This study investigated 2470 Chinese early adolescents (49% girls, Mage = 14.40, SD = 0.58) to explore how social preference and clique hierarchy are associated with defending behaviors and whether these associations differ across gender-specific cliques. The results revealed that social preference was positively related to defending behaviors in boys' cliques, but negatively in girls' cliques. Furthermore, the association was strengthened by hierarchization in boys' cliques but was weakened in girls' cliques, while the status structure strengthened the association in boys' but not girls' cliques. These findings hold crucial implications for understanding and promoting defending behaviors among adolescents.

"Few things in life are easy and worth doing": how the bi-directional relationships between meaningful work and work-related stress can both help and hinder wellbeing

Introduction

Meaning is a key part of psychological wellbeing, and the benefits of meaningful work are widely acknowledged. Many people seek meaning from their work, and some organizations aim to facilitate this through interventions. In parallel, work-related stress has become a significant occupational risk. This study seeks to understand the perspectives of those who find their work to be both meaningful and stressful, and to explore the relationships between these concepts.

Methods

Eleven women and six men, aged 34-61, primarily based in the UK, from the private, public, and third sectors were interviewed about their experiences of meaning and stress in their work. Using a social constructivist grounded theory approach, data collection and analysis ran in parallel.

Results

Findings indicate that meaningful work and work-related stress are inherently connected, with bi-directional relationships that can support and hinder wellbeing. Meaningfulness can both alleviate and exacerbate stress, and stress can both reinforce and reduce meaningfulness. Meaningfulness and stress can even feel co-dependent, depending on how participants perceive and make sense of their experience.

Discussion

With many individuals seeking greater meaningfulness from their work, the results suggest that they- and their employers-would benefit from understanding more about the potential harmful effects of meaningfulness, including implications for stress and possible knock-on consequences for health and work.

Korean Immigrant Mothers and the Journey to Autism Diagnosis and Services for Their Child in the United States

Since autism diagnosis is directly linked to the availability of supportive services, identifying best practices for early diagnosis of autism has long been a concern of professionals and families. Meanwhile, studies show persistent racial disparities in autism diagnosis. Although numerous clinical diagnostic guidelines have been published, there is not enough discussion of diagnostic procedures through the lens of culturally diverse families.

PURPOSE

This study focuses on the autism diagnostic experiences that Korean immigrant mothers had with their children.

METHODS

Eleven first-generation Korean-American mothers of children with autism were included in the study. The data was collected using semi-structured interviews in Korean.

RESULTS

The main five factors (i.e., cultural beliefs and values, language barriers, complex emotions, immigration and navigating systems, and facilitators and assets) that mainly influence the diagnosis process were identified through thematic analysis.

CONCLUSION

Dynamics are interactive within and between the factors, influencing the entire diagnostic process by either delaying or facilitating the identification of a child's autism and the provision of treatment.

Adding Fuel to the Collective Fire: Stereotype Threat, Solidarity, and Support for Change

We hypothesize a yet-unstudied effect of experiencing systemic stereotype threat on women's collective action efforts: igniting women's support for other women and motivation to improve organizational gender balance. Hypotheses are supported in two surveys (Study 1: N = 1,365 business school alumnae; Study 2: N = 386 women Master of Business Administration [MBA]), and four experiments (Studies 3-6; total N = 1,897 working women). Studies 1 and 2 demonstrate that experiencing stereotype threat is negatively associated with women's domain-relevant engagement (supporting extant work on the negative effects of stereotype threat), but positively associated with women's support and advocacy of gender balance. Studies 3 to 6 provide causal evidence that stereotype threat activation leads to greater attitudes and intentions to support gender balance, ruling out negative affect as an alternative explanation and identifying ingroup solidarity as a mechanism. We discuss implications for working women, women leaders, and organizations striving to empower their entire workforce through developing equitable and inclusive practices.

Development and validation of a personal responsibility scale for Chinese college students

Introduction

The complexity of the concept of responsibility has led to a relative lack of measuring tools. Meanwhile, the widely used measurement of conscientiousness in the Big Five personality traits suffers from inconsistencies in measuring personal responsibility. Therefore, measuring personal responsibility must be adapted to its cultural context. Spurred by these reasons, we developed a "Chinese College Student Personal Responsibility Scale" (CCSPRS) based on local theoretical foundations. Furthermore, we conducted a preliminary exploration using the new scale, examining the correlations between college students' responsibility, trust propensity, and prosocial behavior tendencies.

Methods

The initial version of the scale was subjected to item analysis, exploratory factor analysis (EFA), and confirmatory factor analysis (CFA) to form the formal version of the scale. A total of 1,038 college students were assembled. The reliability and validity of the scale were also analyzed. We collected data using the proposed CCSPRS, Interpersonal Trust Scale, and Prosocial Tendencies Measure Questionnaire and obtained 301 valid questionnaires.

Results

The scale's reliability and validity indicators met the development requirements, and the investigation revealed that women students scored significantly higher in responsibility than men students. Additionally, the responsibility scores were relatively high in the first and fourth years and low in the second and third years, presenting an approximate U-shaped trend. Besides, the college students' personal responsibility, trust propensity, and prosocial behavior tendencies were positively correlated.

Discussion

The proposed CCSPRS is an effective tool for measuring personal responsibility among Chinese college students. Additionally, this study analyzed the internal beliefs of individuals and concluded that personal responsibility, prosocial behavior, and trust propensity are closely interconnected, especially the relationship between responsibility and prosocial behavior.

Do I want to work from home today? Specific job crafting strategies of public service employees working from home during the COVID-19 pandemic in Germany: a qualitative study

Background

After the outbreak of the COVID-19 pandemic, employees in Europe increasingly worked from home. In the German public sector, many employees experienced working from home for the first time. Concurrently, employees could use job crafting activities to alter job demands and resources while working from home. This exploratory case study aims to shed light on how public service employees craft their job demands and job resources, and how they perceive job satisfaction and productivity while working from home during the COVID-19 pandemic. A novel theoretical approach is applied to explore crafting activities that target specific job demands and resources when working from home, using a combined framework of resource-based job crafting based on the Job Demands-Resources model and time-spatial job crafting.

Methods

Qualitative telephone interviews were conducted with employees from different public sectors in Germany between December 2021 and February 2022. According to the COREQ guidelines, the 12 semi-structured interviews were audio-recorded, transcribed verbatim, and content-analyzed using MAXQDA.

Results

The results suggest that employees, who were new to working from home, developed personal crafting strategies for their flexible work environment. These strategies supported them in coping with hindering job demands (e.g., measures regarding work-related availability or interruptions) by optimizing their working conditions. Additionally, employees used strategies to increase their social resources (e.g., initiating meetings with colleagues) and structural resources (e.g., installing additional work equipment, planning of office days and working-from-home days). The use of given job resources and optimization of job demands are closely linked to the time-spatial demands fit. Thereby, the time-spatial demands fit is used to combine workplaces, work hours, or work tasks with the provided resources and demands to achieve an optimal work environment, which also facilitates employees' productivity and satisfaction.

Conclusion

The results enrich the resource-based and time-spatial demand job crafting research by adding specific job crafting strategies utilized by public service employees. Furthermore, the results highlight job crafting strategies for enhancing job satisfaction and productivity when working from home in the post-pandemic world, thus offering valuable insights for researchers and practitioners.

What helps hospital staff in times of crisis: qualitative results of a survey on psychosocial resources and stressors in German hospitals during the COVID-19 pandemic

Background

Even before the COVID-19 pandemic, hospital workers faced a tremendous workload. The pandemic led to different and additional strain that negatively affected the well-being of employees. This study aims to explore psychosocial resources and strategies that were used by hospital staff.

Methods

In the context of an intervention study, employees of three German hospitals were questioned in writing in summer and fall 2020. Five open-ended questions about the pandemic were asked to capture corresponding effects on daily work routine. Answers of 303 participants were evaluated using structuring qualitative content analysis.

Results

Significant stressors and resources were identified in the areas of work content and task, social relations at work, organization of work, work environment and individual aspects. Stressors included, for example, emotional demands, conflicts, an increased workload, time and performance pressure. Important resources mentioned were, among others, the exchange with colleagues and mutual support. Sound information exchange, clear processes and guidelines and a positive work atmosphere were also important. In addition, the private environment and a positive mindset were perceived as helpful.

Conclusion

This study contributes to a differentiated understanding of existing psychosocial resources of hospital staff in times of crisis. Identifying and strengthening these resources could reduce stress and improve well-being, making hospital staff better prepared for both normal operations and further crisis situations.

Leader airtime management and team effectiveness in emergency management command and control (EMCC) teams

We investigated the relation between leader airtime management and team effectiveness in Emergency Management Command and Control (EMCC) teams. Leader airtime management concerns leaders' interventions to structure who shares information when using opening and closing statements to respectively stimulate or reduce information sharing. We coded leaders' airtime management statements across different meeting phases (structuring, information sharing, decision making) using video-recordings of 12 EMCC exercises involving two consecutive meetings each. Experts rated two components of team effectiveness: Team Situation Awareness (TSA) and Team Decision Making (TDM). We found that closing statements were more frequently used in the decision-making phase than in any other meeting phase. Also, leaders of teams with lower TSA used more opening statements in the decision-making phase of the first team meeting than leaders of teams with higher TSA. These results confirm the importance of the timing of leader airtime management for EMCC team effectiveness. Practitioner summary: We investigated leader airtime management and team effectiveness in EMCC teams. We video-coded 12 exercises; experts rated team effectiveness. In the decision-making phase, leaders use more closing statements, and leaders of less effective teams use more opening statements. Leaders are advised to adjust their airtime management to meeting phases.

His opportunity, her burden: A narrative critical review of why women decline academic opportunities

OBJECTIVES

This paper stems from a desire to deepen our own understanding of why women might 'say no' when allies and sponsors offer or create opportunities for advancement, leadership or recognition. The resulting disparity between representation by men and women in leadership positions, invited keynote speakers and publication counts in academic medicine is a stubborn and wicked problem that requires a synthesis of knowledge across multidisciplinary literature. Acknowledging the complexity of this topic, we selected a narrative critical review methodology to explore reasons why one man's opportunity might be a woman's burden in academic medicine.

METHODS

We engaged with an iterative process of identifying, reviewing and interpreting literature from Psychology (cognitive, industrial and educational), Sociology, Health Professions Education and Business, placing no restrictions on context or year of publication. Knowledge synthesis and interpretation were guided by our combined expertise, lived experience, consultations with experts outside the author team and these guiding questions: (1) Why might women have less time for career advancement opportunities? (2) Why do women have less time for research and leadership? (3) How are these disparities maintained?

RESULTS

Turning down an opportunity may be a symptom of a much larger issue. The power of social expectations, culture and gender stereotypes remains a resistant force against calls for action. Consequently, women disproportionately take on other tasks that are not as well recognised. This disparity is maintained through social consequences for breaking with firmly entrenched stereotypes.

CONCLUSIONS

Popular strategies like 'lean into opportunities', 'fake it till you make it' and 'overcome your imposter syndrome' suggest that women are standing in their own way. Critically, these axioms ignore powerful systemic barriers that shape these choices and opportunities. We offer strategies that allies, sponsors and peers can implement to offset the power of stereotypes.

Social integration, solidarity, and psychological health of internally displaced persons in Cameroon: Exploring the role of community satisfaction

Background/Introduction

Conflict-induced displacement continue to be a pressing public policy concern due to the adverse effects on the well-being of internally displaced persons (IDPs). Understanding the integration process of these individuals, particularly the role of solidarity and social integration in fostering a sense of belonging and improving their community experiences and psychological well-being, remains unclear. This study investigates the role of community satisfaction in the relationship among social integration, solidarity, and psychological health of IDPs in Cameroon.

Methods

Cross-sectional data from 428 displaced individuals in the Ntui subdivision, Cameroon, were analyzed using structural equation modeling (SEM). This technique tested four latent variables: social integration, solidarity, community satisfaction, and psychological health.

Results

The results show a direct association between solidarity and both community satisfaction (β = 0.282; p < 0.001) and psychological health (β = 0.137; p < 0.01). Community satisfaction also has a direct relationship with the psychological health of the IDPs (β = 0.292; p < 0.001). An indirect effect of solidarity on psychological health through community satisfaction was observed (β = 0.084 (SE = 0.025, CI = [0.047, 0.129], p < 0.001)). However, no mediational effect of community satisfaction was found on the association between social integration and psychological health. The model accounted for 7% of the variance in community satisfaction (R2 = 0.07) and 20% of the variance in psychological health (R2 = 0.20). Conclusion: The findings indicate a strong sense of solidarity among the displaced persons in the studied communities in Cameroon, which promotes their psychological health via community satisfaction. As such, interventions should aim to foster solidarity among displaced persons to enhance their community experiences and psychological health.

A scoping review exploring the impact and negotiation of hierarchy in healthcare organisations

Healthcare organisations are hierarchical; almost all are organised around the ranking of individuals by authority or status, whether this be based on profession, expertise, gender or ethnicity. Hierarchy is important for several reasons; it shapes the delivery of care, what is prioritised and who receives care. It also has an impact on healthcare workers and how they work and communicate together in organisations. The purpose of this scoping review is to explore the qualitative evidence related to hierarchy in healthcare organisations defined broadly, to address gaps in macro-level healthcare organisational research, specifically focusing on the (1) impact of hierarchy for healthcare workers and (2) how hierarchy is negotiated, sustained and challenged in healthcare organisations. After a search and screening, 32 papers were included in this review. The findings of this review detail the wide-reaching impacts that hierarchy has on healthcare delivery and health workers. The majority of studies spoke to hierarchy's impact on speaking up, that is, how it shaped communication between staff with differential status: not only what was said, but how it had an impact on what was acceptable to say, by whom and at what time. Hierarchy was also noted to have substantial personal costs, impacting on the well-being of those in less powerful positions. These findings also provide insight into the complex ways in which hierarchy was negotiated, challenged and reproduced. Studies not only detailed the way in which hierarchy was navigated day to day but also spoke to the reasons as to why hierarchy is often entrenched and difficult to shift. A number of studies spoke to the impact that hierarchy had in sustaining gender and ethnic inequalities, maintaining historically discriminatory practices. Importantly, hierarchy should not be reduced to differences between or within the professions in localised contexts but should be considered at a broad organisational level.

Development and validation of the Work-Home Integration Questionnaire (WHIQ)

The boundaries between work and private life are gradually blurring. More and more employees are involved in work during leisure time through cognitions, emotions or behaviours, in both negative and positive ways. This so-called work-home integration (WHI) can, on the one hand, hampers the necessary recovery from work and result in strain but, on the other hand, also restores resources and result in beneficial outcomes. In order to enhance our understanding of WHI and capture all its different forms, we suggest a new conceptualisation and measure of WHI. We therefore developed and validated the Work-Home Integration Questionnaire (WHIQ) in English, German and Slovene simultaneously using two cross-sectional studies (Study 1: N = 848; Study 2: N = 555) and a two-wave longitudinal study with a time lag of 1 month (Study 3: N = 379). Confirmatory factor analysis confirmed a three-factor structure with (1) negative cognitive-affective involvement, (2) positive cognitive-affective involvement and (3) behavioural involvement. Moreover, the WHIQ showed measurement invariance across the three languages and the results provide evidence for convergent, discriminant and incremental validity. Overall, the WHIQ is a reliable, valid and short measure to assess the extent to which employees are involved in work during leisure time.

Development and Validation of the Secondary Victimization Scale

Sexual violence is ubiquitous in the history of human relationships, with the victim being perceived as responsible for their own misfortune. This phenomenon is labelled secondary victimization and is manifested in blaming, minimizing the suffering, and avoiding the victim. This article presents evidence of the validity of a scale that measures individual differences in these three types of secondary victimization of rape victims. In Study 1, we developed the scale items and analyzed their content validity. In Study 2, we carried out an exploratory analysis of its factorial structure and verified the set-up of the items in three theoretically predicted factors (blaming, minimizing the suffering, and avoiding the victim), which had convergent validity with the Rape Myth Acceptance Scale, and discriminant validity with the Big Five Personality Traits, in addition to having concurrent validity with the Belief in a Just World Scale (BJWS). In Study 3, we confirmed this tri-factor structure using confirmatory analysis. In Study 4, we analyzed the predictive validity of the Secondary Victimization Scale (SVS), proposing the hypothesis that secondary victimization mediates the effect of BJWS on the participants' behavior towards a rape victim. The summary of the results shows consistent evidence of the SVS's validity.

Nurses' Rest Breaks and Fatigue: The Roles of Psychological Detachment and Workload

BACKGROUND

Rest breaks have been shown to reduce acute fatigue, yet not all nurses who take rest breaks report lower fatigue. Psychological detachment-letting go of work-related thoughts-during rest breaks and workload may be key factors in explaining this phenomenon.

OBJECTIVE

To examine the mediating role of psychological detachment during rest breaks and determine how workload moderated that pathway to lower acute fatigue among hospital nurses.

METHODS

In this cross-sectional study, data were collected from 1861 12-hour shift nurses who answered an online survey between July and September 2021. The survey included measures of occupational fatigue, psychological detachment from work, workload, and questions on breaks, work, health, and demographics. Structural equation modeling was used in Mplus 8.9 software to estimate the direct and indirect effects of rest breaks on acute fatigue at 3 levels of workload.

RESULTS

Nurses, on average, reported high acute fatigue, rarely experienced psychological detachment during rest breaks, and reported heavy workloads. Around 60% were able to sit down for a break on their last shift but with patient-care responsibilities. The relationship between taking a rest break and acute fatigue was fully mediated by psychological detachment from work. However, this relationship only held in the context of manageable workloads.

CONCLUSION

Our findings showed that within-shift recovery is possible when nurses can psychologically detach from work during rest breaks. However, this within-shift recovery mechanism was disrupted for nurses with heavy workloads.

The mother of violations: Motherhood as the primary expectation of women

Recent conservative political rhetoric support women having careers but emphasize that this should not be an obstacle to having children. We propose that this sentiment reflects the hierarchy of gender norms in today's society whereby motherhood is the ultimate role that women are expected to fulfil and denying such role evokes social penalties, above and beyond other prescribed gender norms. Across five experiments (N = 738), we predicted and found that voluntarily childless women elicit more negative reactions than mothers, and importantly, also more than women violating other gender norms in the realm of occupation (Study 1), power (Study 2) or sexual orientation (Study 3). We demonstrate that these patterns cannot be explained merely by a perceived lack of communal qualities of the non-mothers (Study 4) and also show that involuntary childless women do not receive the same negativity (Study 5). We discuss this, often neglected, gender bias and its resistance to social change.

The role of procedural justice and risk preference-based mechanisms in acceptance of public policy

The current study examines the relationship between procedural justice and acceptance of public policy, the mediating effect of uncertainty as well as the moderating effect of risk preference in this relationship. Study 1 conducted a questionnaire survey on 154 residents from Beijing. The results showed that risk preference moderated the effect of procedural justice on acceptance of public policy. Accordingly, Study 2 conducted a scenario experiment on 136 college students from Beijing to examine the mediating role of uncertainty, while retesting the moderating mechanism of risk preference in more detail. Results showed that risk preference significantly moderated the effect of procedural justice on acceptance of public policy. Specifically, uncertainty was more negatively associated with acceptance of public policy among the risk-averse individuals than risk-seeking individuals. Risk preference indirectly moderated the relationship between procedural justice and acceptance of public policy by moderating the relationship between uncertainty and acceptance of public policy.

One strike and you're a lout: Cherished values increase the stringency of moral character attributions

Moral dilemmas are inescapable in daily life, and people must often choose between two desirable character traits, like being a diligent employee or being a devoted parent. These moral dilemmas arise because people hold competing moral values that sometimes conflict. Furthermore, people differ in which values they prioritize, so we do not always approve of how others resolve moral dilemmas. How are we to think of people who sacrifice one of our most cherished moral values for a value that we consider less important? The "Good True Self Hypothesis" predicts that we will reliably project our most strongly held moral values onto others, even after these people lapse. In other words, people who highly value generosity should consistently expect others to be generous, even after they act frugally in a particular instance. However, reasoning from an error-management perspective instead suggests the "Moral Stringency Hypothesis," which predicts that we should be especially prone to discredit the moral character of people who deviate from our most deeply cherished moral ideals, given the potential costs of affiliating with people who do not reliably adhere to our core moral values. In other words, people who most highly value generosity should be quickest to stop considering others to be generous if they act frugally in a particular instance. Across two studies conducted on Prolific (N = 966), we found consistent evidence that people weight moral lapses more heavily when rating others' membership in highly cherished moral categories, supporting the Moral Stringency Hypothesis. In Study 2, we examined a possible mechanism underlying this phenomenon. Although perceptions of hypocrisy played a role in moral updating, personal moral values and subsequent judgments of a person's potential as a good cooperative partner provided the clearest explanation for changes in moral character attributions. Overall, the robust tendency toward moral stringency carries significant practical and theoretical implications.

The effect of team cultural tightness and transformational leadership on employee creative behavior: A cross-level moderated mediation model

In recent years, "cultural tightness-looseness" refers to the strength of social norms and tolerance for deviant behaviors perceived by individuals in society, and team cultural tightness applied at the organizational level represents the strength of team norms. According to the cultural tightness-looseness theory, this study explores the influence of team cultural tightness on employee creative behavior, as well as the moderating role of transformational leadership and the mediating role of work engagement. A questionnaire method was used to survey five enterprise organizations in China through three stages, and 288 paired questionnaires were finally obtained from leaders and employees. The results found that team cultural tightness has a significant negative effect on employee creative behavior through the mediating effect of work engagement. In other words, the more the team culture in the workplace tends to be loose, the more it stimulates employee work engagement, which in turn promotes employee creative behavior. In addition, transformational leadership played a significant positive moderating role in the model. Under the influence of transformational leadership style, the negative impact of team cultural tightness on employee work engagement and creative behavior can be mitigated. The study enriches the understanding of the influence and action mechanism of the cultural tightness-looseness theory on employee creative behavior. In future research, the action mechanism of team cultural tightness interacting with different leadership styles to influence employee creative behavior will be explored more deeply.

The honey-trap of workplace friendship: Developing and testing a three-way interaction model to understand when and why workplace friendship triggers employee withdrawal behaviour

Although previous research has found that workplace friendship has beneficial effects on employees' and organisations' consequences, knowledge regarding the complexity and dark sides of workplace friendship is limited. Our purpose is to develop and test a three-way interaction model that explains when and how negative outcomes of workplace friendship are likely to unfold considering both individual personality and contextual conditions. Based on the stressor-emotion model, we argue that workplace friendship may also be a stressor due to its conflicting and contradictory dual roles, which in turn triggers negative employees' emotions, thus, leading to withdrawal behaviour. Furthermore, we propose that emotional reactivity and task interdependence are individual and contextual factors that induce and catalyse the negative effect of workplace friendship. By analysing the data from 429 respondents, the result supported our hypotheses. Overall, our research provides a theoretical and empirical foundation for future research on the dark sides of workplace friendship.

Perspective-taking with affected others to promote climate change mitigation

Prior evidence suggests that perspective-taking may promote pro-environmental behavior, at least for low-cost behaviors or local environmental problems. Climate change, however, requires costly mitigation efforts and is a global problem. Thus, in this study, we examine whether perspective-taking in the context of climate change is effective in promoting mitigation behaviors, including actual and/or costly behaviors, the mechanisms through which perspective-taking works, and if the distance to the person adversely affected by climate change matters for the effect. We conducted an online experiment with a non-student sample from Germany (n = 557), utilizing a 2 × 2 factorial design, to investigate the impact of perspective-taking and distance on three outcome measures: a climate donation, signing a petition, and approval of mitigation policies. We find that perspective-taking does not promote these mitigation behaviors, yet it raises the degree perspective-takers value and - for close others - feel connected with the affected person. Exploratory analysis shows that dispositional perspective-taking and empathic concern are correlated with mitigation behaviors.

Development and validation of the adaptive leadership behavior scale (ALBS)

Due to the rapid changes in today's business world, leaders need to, more than ever, adequately and flexibly react to new and changing demands in the workplace. An instrument that captures adaptive leadership behavior is still missing, however. This study describes the development and validation of a concise and timely new leadership instrument, the Adaptive Leadership Behavior Scale (ALBS). Based on a thorough literature review, we developed 27 items as an initial item pool. We tested this set of items with leaders and followers in a pilot study to assess its relevancy and comprehensibility. In Study 1, a field study with 201 employees, we explored the internal structure of the initial item pool with a Principal Component Analysis (PCA). Based on the factor loadings resulting from a second PCA, we reduced the item pool, resulting in a 15-item scale for which we then assessed convergent and divergent validity. In Study 2, a field study with 311 employees, we replicated the findings of Study 1 and assessed additional convergent and divergent validity as well as the model fit with a Confirmatory Factor Analysis (CFA). In Study 3, a multi-source field study with 155 leader-follower dyads we replicated the CFA and additionally assessed criterion-related validity. Results show that the ALBS is a concise and valid instrument for assessing adaptive leadership behavior, thereby building the grounds to extend our understanding of antecedents, mechanisms and consequences of leadership in dynamic environments.

Modelling Innovation competence profiles: the empowering roles of self-monitoring and resilience

BACKGROUND

Innovation competence has been found to constitute distinct innovative abilities that must be analyzed together to get a more comprehensive picture of their effectiveness in various targeted groups. Drawn from the componential theory of creativity, such personal traits as individual resilience and self-monitoring play a critical role in developing innovation competence across students. This research aims to investigate the innovation competence profiles of students from various educational levels and study the role of individual resilience and self-monitoring in predicting the memberships of these profiles.

METHODS

A cross-sectional survey was conducted among university and college students, studying in a metropolitan area of the North-West region. The sampling scheme was stratified by the level of education and age. The questionnaire included items on the participants' demographics, including gender, age, and level of education, measures of innovative abilities, individual resilience, and self-monitoring. This study sought to create innovation competence profiles in the student population using latent profile analysis. Multinomial logistic regression was employed to identify the impact of individual resilience and self-monitoring on innovation competence profile membership.

RESULTS

A sample of 638 university and college students was analyzed. The latent profile analysis classified students into three different innovation competence profiles - strong, moderate, and weak - with college and female students being identified as the typical members of the weak profile. Individual resilience increases the odds of membership into the strong profile than to moderate and weak profiles. High self-monitors have higher chances of being profiled into the strong profile than the weak and moderate profiles compared to the low self-monitors.

CONCLUSIONS

Training investment aimed at boosting the innovative abilities of employees should consider the innovation competence profile of the beneficiaries to inform decisions about the appropriate level of intervention required. Likewise, educators could enrich their courses devoted to improving the innovative abilities of students with content that aims to improve their level of resilience accompanied by social support. Theoretical and practical implications are also discussed.

Disease-preventive behaviors and subjective well-being in the COVID-19 pandemic

BACKGROUND

Safety precautions and activity restrictions were common in the early, pre-vaccine phases of the COVID-19 pandemic. We hypothesized that higher levels of participation in potentially risky social and other activities would be associated with greater life satisfaction and perceived meaning in life. At the same time, prosocial COVID-preventive activities such as mask wearing should enhance life satisfaction.

METHOD

We assessed the impact of COVID-preventive behaviors on psychological well-being in October 2020. A nationally representative sample of U.S. adults (n = 831) completed a demographic questionnaire, a COVID-related behaviors questionnaire, a Cantril's Ladder item, and the Multidimensional Existential Meaning Scale. Two hierarchical linear models were used to examine the potential impact of COVID-preventive behaviors on life satisfaction and meaning in life while accounting for the influence of demographic factors.

RESULTS

The study revealed significant positive relationships between COVID-preventive behaviors and subjective well-being. Wearing a mask was significantly associated with higher life satisfaction, while maintaining social distancing of six feet and avoiding large groups were significantly associated with higher perceived meaning in life. Social activities including dining at restaurants and visiting friends and family were also significantly associated with higher life satisfaction and meaning in life, respectively.

CONCLUSION

The study's findings support the conclusion that disease prevention measures such as social distancing and mask wearing do not reduce, and may enhance, subjective well-being during a pandemic. Utilizing the unique context of the COVID-19 pandemic to examine relationships between behavior and subjective well-being, the study also indicates that shallow or medium-depth social activities are likely to be more central to life satisfaction, whereas narrower, deeper social interactions with friends and family are more important to perceived meaning in life.

What does it mean to follow? A critique of the followership literature and a conceptual model of the emergence of downward following

What does it mean to follow? In this paper, we systematically review the followership literature for the period 2017-2021. Our review shows that the followership literature suffers from three major issues that limit its validity. The followership field is dominated by a role-based approach equating direct reports with followers; empirical studies fail to study actual following behaviors, and there are no studies of downward following, which we define as any behavior or effort aimed at achieving a shared goal, carried out by an individual in a position of formal power who is influenced by one or more individuals in a position of inferior authority. Our manuscript builds on the process approach to study what it means to follow. We argue that the followership field needs to study actual followership behaviors at the micro "interaction episodes" and rely on quantitative behavioral coding. We then propose a conceptual, multi-level model that details antecedents and boundary conditions of the emergence of downward following. We conclude by discussing the organizational implications of our approach and model.

Fear of Reprisal and Change Agency in the Public Health and Social Service System: Protocol for a Sequential Mixed Methods Study

BACKGROUND

 Since they are key witnesses to the systemic difficulties and social inequities experienced by vulnerable patients, health and social service (HSS) professionals and clinical managers must act as change agents. Using their expertise to achieve greater social justice, change agents employ a wide range of actions that span a continuum from the clinical (microsystem) to the societal (macrosystem) sphere and involve actors inside and outside the HSS system. Typically, however, clinical professionals and managers act in a circumscribed manner, that is, within the clinical sphere and with patients and colleagues. Among the hypotheses explaining this reduced scope of action is the fear of reprisal. Little is known about the prevalence of this fear and its complex dynamics.

OBJECTIVE

 The overall aim is to gain a better understanding of the complex dynamic process leading to clinical professionals' and managers' fear of reprisal in their change agent actions and senior administrators' and managers' determination of wrongdoing. The objectives are (1) to estimate the prevalence of fear of reprisal among clinical professionals and managers; (2) to identify the factors involved in (a) the emergence of this fear among clinical professionals and managers, and (b) the determination of wrongdoing by senior administrators and managers; (3) to describe the process of emergence of (a) the fear of reprisal among clinical professionals and managers, and (b) the determination of wrongdoing by senior administrators and managers; and (4) to document the legal and ethical issues associated with the factors identified (objective 2) and the processes described (objective 3).

METHODS

 Based on the Exit, Voice, Loyalty, Neglect model, a 3-part sequential mixed methods design will include (1) a web-based survey (objective 1), (2) a qualitative grounded theory design (objectives 2 and 3), and (3) legal and ethical analysis (objective 4). Survey: 77,794 clinical professionals or clinical managers working in the Québec public HSS system will be contacted via email. Data will be analyzed using descriptive statistics. Grounded theory design: for each of the 3 types of participants (clinical professionals, clinical managers, and senior administrators and managers), a theoretical sample of 15 to 30 people will be selected via various strategies. Data will be independently analyzed using constant comparison process. Legal and ethical analysis: situations described by participants will be analyzed using, respectively, applicable legislation and jurisprudence and 2 ethical models.

RESULTS

 This ongoing study began in June 2022 and is scheduled for completion by March 2027.

CONCLUSIONS

 Instead of acting, fear of reprisal could induce clinical professionals to tolerate situations that run counter to their social justice values. To ensure they use their capacities for serving a population that is or could become vulnerable, it is important to know the prevalence of the fear of reprisal and gain a better understanding of its complex dynamics.

INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID)

PRR1-10.2196/48400.