The mediating role of flow state between recovery and energy levels: An experience sampling method study

This study uses a resource perspective that combines theories used commonly to explore recovery experiences as a theoretical framework and investigate the effects of recovery at the beginning of the workday on exhaustion and vigour at the end of the workday, with workflow in the morning as a mediator. An experience sampling method was used to collect data from 84 fulltime employees. Participants received three survey links each workday over a 2-week period, resulting in 837 days-level and 2517 data points. Hierarchical linear regression was used to test hypotheses, with results suggesting that greater recovery at the beginning of the workday correlated negatively with exhaustion and positively with vigour at the end of the workday. Recovery at the beginning correlated positively with flow state in the morning, and flow state correlated positively with vigour at the end of the workday. Flow state in the morning mediated the relationship between recovery level at the beginning and vigour at the end of the workday. These findings suggest the importance of recovery and the effects of flow state on employees' vigour.

Crafting a Job among Chinese Employees: The Role of Empowering Leadership and the Links to Work-Related Outcomes

The present study aims to examine the process through which empowering leadership shapes employees' work engagement and in-role performance by facilitating job-crafting behaviors, specifically seeking resources, seeking challenges, and reducing demands. Based on the extensive data from 733 Chinese employees across various organizations located predominantly in Chongqing and Xi'an, China, we carried out different types of statistical analysis such as confirmatory factor analysis (CFA) and structural equation modeling (SEM) to examine the relationships among empowering leadership, specific job-crafting behaviors, work engagement and in-role performance, test our hypothesis and our conceptual model. The results from structural equation modeling (SEM) suggested that empowering leadership was positively related to employees' work engagement and in-role performance; empowering leadership was positively related to employees' job crafting (seeking resources, seeking challenges and reducing demands); seeking resources, seeking challenges and reducing demands were positively related to in-role performance, and seeking challenges and reducing demands were positively related to work engagement. In the relationship between empowering leadership and in-role performance, seeking resources serves as a mediating factor. Similarly, seeking challenges mediates the association between empowering leadership and both work engagement and in-role performance. Furthermore, reducing demands mediates the links between empowering leadership and both work engagement and in-role performance. The implications of these findings are subsequently discussed.

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

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

How to Make an Internal Team Coach: An Integration of Research

Team coaching has been found to increase group effort, improve interpersonal processes, and increase team knowledge and learning. However, the team coaching literature is renowned for its inability to define team coaching itself-making it difficult to solidify its place in the world of team science. So far, there is no consensus on what specific training would serve internal leaders best, and how they would connect to the team coaching literature. We know leadership and team training are effective in improving organizational outcomes, but the gap in the literature lies in identifying what specific competencies internal team coaches need, and what training could fulfill these. In this piece, we seek to (1) identify what competencies internal team leaders need based on the outcomes we know team coaching yields, (2) identify specific behaviors that can fulfill these competencies, and (3) integrate the literature to form an evidence-based guide on what training to provide to internal team coaches. By doing so, we hope to provide a definitive understanding of what internal team coaches need to be successful.

Positive Development Patterns in Left-Behind Adolescents: Do Resilience and Making Sense of Adversity Have Beneficial Effects?

Purpose

Despite increased attention to the positive development of left-behind adolescents, research findings remain inconclusive. Utilizing latent profile analysis, we identified various positive development profiles among the left-behind adolescents and explored the association between resilience and positive development profiles, alongside the mediating role of making sense of adversity.

Methods

A multi-stage cluster sampling procedure was employed, randomly selecting four provinces-Zhejiang, Guangdong, Henan, and Jiangxi-from the central and coastal regions. The sample comprised 718 left-behind adolescents recruited from primary and junior high schools across grades 4, 5, 7, and 8. Three scales were utilized, and analyses included latent profile analysis and mediation analysis.

Results

Three latent subgroups of positive development among left-behind adolescents were identified: low, moderate, and high. Those with higher resilience and positive perceptions of adversity tended to belong to the high group rather than the low (β = -0.45, p < 0.001; β = -0.09, p < 0.001) or moderate group (β = -0.23, p < 0.001; β = -0.04, p < 0.05). Left-behind adolescents with higher negative perceptions of adversity tended to belong to the high group rather than the moderate group (β = -0.07, p < 0.01). Mediation analysis revealed that resilience facilitated the development of positive appraisals of adversity, subsequently increasing the likelihood of being categorized into the high (95% CI of -0.09 to -0.03) or moderate group (95% CI of -0.05 to -0.01) rather than the low group.

Conclusion

These findings hold significant implications for intervention formulation. Educators should focus on strengthening resilience and fostering positive perceptions of adversity among the low group. For the moderate group, maintaining moderate negative perceptions of adversity may stimulate the intrinsic potential for positive development more effectively.

Vaccine communication strategies among healthcare workers as a reflection of the Israeli Ministry of Health's communication strategies before and after the COVID-19 pandemic

Background

Healthcare workers play a central role in communicating information to the public regarding vaccines. Most of the literature has focused on healthcare workers' hesitancy and doubts about getting the flu vaccine themselves. However, few studies have dealt with how they perceive their role in communicating information regarding vaccines, especially following the COVID-19 pandemic.

Objectives

(1) To identify the communication strategies used by the Israeli Ministry of Health regarding vaccines during epidemic crises (before and after the COVID-19 pandemic); (2) To identify the communication strategies used by healthcare workers regarding vaccines before and after the COVID-19 pandemic.

Methods

A qualitative study based on in-depth interviews was conducted among healthcare workers and used a semi-structured protocol as a research tool. A total of 18 healthcare workers were sampled using purposeful and snowball sampling.

Results

Despite healthcare workers' perception that there has been a decrease in trust in the Israeli Ministry of Health among the public following the COVID-19 outbreak, they still rely on the Israeli Ministry of Health as their primary source of information and use the same communication strategies (such as fear appeals and correcting information) as of the Israeli Ministry of Health to communicate with the public, healthcare providers, and other relevant stakeholders.

Conclusion

Healthcare workers have been shaped by the professional socialization processes within the health system, leading to a predominant reliance on established communication strategies and informational channels. This reliance underscores the importance of evolving these methods to better engage with the public. To address this, there is a compelling need to innovate and adopt new communication techniques that emphasize effective dialogue and transparent interactions. By doing so, healthcare professionals can ensure that their outreach is not only informative but also responsive to the diverse needs and preferences of the community.

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

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

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

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

Empathetic leadership and employees' innovative behavior: examining the roles of career adaptability and uncertainty avoidance

Introduction

Career construction theory proposes that adaptivity affects career adapting through career adaptability. However, research on the mechanism of this pathway remains scarce. By applying career construction theory and conservation of resources theory, we hypothesize that career adaptability (concern, control, curiosity, and confidence) mediates the relationship between empathetic leadership (adaptivity) and innovative behavior (career adapting). Moreover, we posit that uncertain avoidance moderates the mediating mechanism.

Methods

Our study used SPSS23 and bootstrap methods (PROCESS) to test the proposed model. The sample comprised 301 employees from different firms in various industries. In this study, empathetic leadership-5, career adaptability-24, uncertainty avoidance-5, and innovative behavior-6 scales were used to measure empathetic leadership, career adaptability, and uncertainty avoidance.

Results

The results revealed that (1) empathetic leadership is positively related to employees' innovative behavior (2) Concern (H2a), control (H2b), curiosity (H2c), and confidence (H2d) mediate the relations between empathetic leadership and employee's innovative behavior (3) Uncertainty avoidance moderates the relationship between empathetic leadership and concern (H3a), control (H3b), curiosity (H3c), and confidence (H3d), such that this relationship is stronger when uncertainty avoidance is higher (4) Uncertainty avoidance moderates the indirect relationship between empathetic leadership and employee innovative behavior through concern (H4a), control (H4b), curiosity (H4c), and confidence (H4d), such that this indirect relationship will be stronger when uncertainty avoidance is high than when it is low.

Conclusion

We investigated how empathetic leadership affects innovative behavior. Based on career construction theory and conservation of resources theory, we also tested the hypothesis that concern, control, curiosity, and confidence play mediating roles in linking empathetic leadership (career adaptivity) to innovative behavior (career adapting). In addition, this study found that uncertainty avoidance does not always have negative effects. People with a high uncertainty avoidance tendency may be dependent more on empathetic leadership to improve their career adaptability, which promotes their innovative behavior.

Psychophysiological wellbeing in a class of dental students attending dental school: anxiety, burnout, post work executive performance and a 24 hours physiological investigation during a working day

Aim

To the best of our knowledge, dental school students have never been evaluated for stress, anxiety, burnout, physiological indexes during a 24-h working day, and executive function performance post-work and post-work after returning from vacation; therefore, this research has been conducted.

Methods

Data were acquired at the Dental School of the University of Padua on 16 students in their 4th year, far from the exam session. While performing clinical activity on the dental chair and during a working day, electrodermal activity (EDA), heart rate variability (HRV), and heart rate (HR) were recorded. Participants' stress was measured with the Perceived Stress Scale (PSS-10 scale) and anxiety with the General Anxiety Disorder Questionnaire (GAD-7) and State-Trait Anxiety Inventory (STAI-Y-2), while burnout with the Maslach Burnout Inventory (MBI-HSS). Executive functions were evaluated using the Tower of London test (TOL-R).

Results

Three students (2F/1M) had a GAD-7 score ≥ 10. Five students (4F/1M) showed trait anxiety. Moderate levels of perceived stress were reported in 85% of participants. MBI-HSS showed that 7 participants scored high on emotional exhaustion and 7 on depersonalization. TOL-R performance (M = 15.85, SD = 4.01) was below the normative value p < 0.00001. A second test, after the holidays, showed normal values. EDA was higher during children's treatment (p < 0.05), ANOVA showed high HR during working time (p < 0.001), and HRV was higher in males (p < 0.001).

Conclusion

Based on the sample size evaluated, it is reported that being a dental student has a moderate impact on stress, anxiety, and burnout while a strong impact on executive functions buffered by rest.

Professional identity work of nurse practitioners and family physicians in primary care in Quebec and Ontario - a study protocol

BACKGROUND

Solo medical practices in primary healthcare delivery have been abandoned in favor of interdisciplinary teamwork in most Western countries. Dynamics in interdisciplinary teams might however be particularly difficult when two or more autonomous health professionals develop similar roles at the practice level. This is the case of family physicians (FPs) and nurse practitioners (NPs), due to the fact that the latter might accomplish not only the traditional role proper to a nurse, but also several medical activities such as requesting diagnostic exams and prescribing medical treatments. The tensions that this overlap might generate and their implications in regard of the development of professional identities, and consequently of the quality of health care delivered, have been suggested, but rarely examined empirically. The goal of this study is to examine identity work, i.e., the processes of (re)construction of professional identities, of NPs and FPs working together in primary care interdisciplinary teams.

METHODS

A longitudinal, interpretive, and comparative multiple (n = 2) case study is proposed. Identity work theory in organizations is adopted as theoretical perspective. Cases are urban primary care multidisciplinary teams from two different Canadian provinces: Quebec and Ontario. Participants are NPs, FPs, managers, and patients. Data gathering involves audio-diaries, individual semi-structured and focus group interviews, observations, and archival material. Narrative and metaphor techniques are adopted for analyzing data collected. Within- and cross-case analysis will be performed.

DISCUSSION

For practice, the results of this investigation will: (a) be instrumental for clinicians, primary care managers, and policy decision-makers responsible for the implementation of interdisciplinary teamwork in primary healthcare delivery to improve decision-making processes and primary care team performance over time; (b) inform continuing interdisciplinary professional development educational initiatives that support competency in health professionals' identity construction in interdisciplinary primary care organizations. For research, the project will contribute to enriching theory about identity construction dynamics in health professions, both in the fields of health services and primary care education research.

The need for recovery: An investigation into short-term work-related fatigue in veterinary nurses

BACKGROUND

Veterinary nursing is physically and emotionally demanding, putting veterinary nurses at risk of acute work-related fatigue (AWRF). Despite the increased recognition of chronic occupational syndromes such as burnout and compassion fatigue in recent years, few studies have investigated how AWRF impacts individuals and the profession.

METHODS

An anonymous survey open to all UK-based registered veterinary nurses (RVNs) was distributed via email and social media. The survey investigated work patterns, hobbies, opinions about work and intentions to leave the veterinary profession. An English translation of the need for recovery (NFR) scale was used to quantify the AWRF.

RESULTS

The median NFR score from 387 responses was 81.8, indicating high levels of AWRF. Long shifts, sole-charge work and overtime were associated with higher scores, while having support at work and a better work-life balance were associated with lower scores. Higher scores were correlated with intentions to leave the profession.

LIMITATIONS

Although validated as a measure of AWRF, the unidimensional NFR scale oversimplifies the complexities of fatigue. A limited number of RVNs responded to the survey, reducing statistical power.

CONCLUSION

Although there is no single solution to staff turnover, the results from this survey suggest that addressing AWRF may improve retention of RVNs.

Linking servant leadership to followers' thriving at work: self-determination theory perspective

Previous studies have confirmed that servant leadership has a positive impact on thriving at work, however, the psychological mechanism in this process has not been fully understood. Based on Self-Determination Theory, this study examines the mediating effect of basic psychological needs and the moderating effect of power distance on the relationship between servant leadership and followers' thriving at work. The results from the between-subject experimental design (Study 1) indicate that servant leadership can satisfy followers' three basic psychological needs. And the results from a questionnaire survey of 455 civil servants at two-time points (Study 2) indicate: (1) Servant leadership has a significantly positive impact on followers' thriving at work; (2) All three basic psychological needs satisfaction serve as a mediator in the relationship between servant leadership and followers' thriving at work; (3) Power distance negatively moderates the relationship between servant leadership and the satisfaction of three basic psychological needs, meaning that the lower on the power distance, the stronger the positive relationship between servant leadership and the satisfaction of three basic psychological needs; (4) Power distance negatively moderates the mediating effects of competence needs satisfaction and relatedness needs satisfaction in the relationship between servant leadership and followers' thriving at work, indicating that the lower on the power distance, the stronger the mediating effects. Our findings highlight the important role of servant leadership in fostering followers' thriving at work and explore the critical role of basic psychological needs satisfaction. This provides empirical evidence to further refine theories regarding thriving at work, and suggests that in order to promote employee thriving, it is important to guide leaders to reevaluating and repositioning their roles.

Personality and teachers' burnout stress: exploring the digital competence as personal job resource in allied health institutions

Introduction

Job burnout has severe consequences for teachers and students. This study aimed to measure the direct effects of personality traits on job burnout-stress syndrome among allied health educators. Furthermore, teachers' digital competence was evaluated as a personal job resource for mitigating the negative impact of burnout.

Methods

This study examined direct relationships between work-related stress syndrome and personality traits, namely, extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Data was collected from 334 allied health institution teachers through a self-reported questionnaire. Linear regression analysis was used to test for direct effects. Moderating effects were evaluated using Andrew F Hays PROCESS macro v2.16.3.

Results

All five personality traits had a significant negative relationship to burnout and teachers' digital competence moderated the relationship between personality traits and burnout. This study's findings provide evidence, that personality is significantly related to job burnout among allied health educators.

Conclusion

These empirical findings conclude that personality traits are related to burnout in the non-Western culture of Pakistan. Furthermore, teachers' digital competence acts as a personal job resource and potential moderator in the current digital working environment. Therefore, future teachers should enrich their digital competencies for improved performance, and advanced digital competency courses should be included in their curriculum.

Relationship between the presence of meaning in life and sleep quality: A moderated chain-mediation model

Sleep is a vital component of health; however, sleep issues are particularly prominent among college students. Identifying protective factors for sleep among college students is of paramount importance. To investigate the mechanisms behind the association between the presence of meaning in life (PML) and sleep quality, we conducted two questionnaire surveys (separated by an interval of 6 months) with 5660 college students to collect longitudinal data. The results show that PML predicted sleep quality and that this relationship was influenced by the mediating effect of depression and the chain mediating effect of coping style and depression; further, the search for meaning in life played a moderating role in the chain mediation model. This study offers new theoretical perspectives on the protective factors of sleep quality and provides empirical insights useful for improving sleep health among college students.

Effect of interventions to improve safety culture on healthcare workers in hospital settings: a systematic review of the international literature

BACKGROUND

In an era of safety systems, hospital interventions to build a culture of safety deliver organisational learning methodologies for staff. Their benefits to hospital staff are unknown. We examined the literature for evidence of staff outcomes. Research questions were: (1) how is safety culture defined in studies with interventions that aim to enhance it?; (2) what effects do interventions to improve safety culture have on hospital staff?; (3) what intervention features explain these effects? and (4) what staff outcomes and experiences are identified?

METHODS AND ANALYSIS

We conducted a mixed-methods systematic review of published literature using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. The search was conducted in MEDLINE, EMBASE, CINAHL, Health Business Elite and Scopus. We adopted a convergent approach to synthesis and integration. Identified intervention and staff outcomes were categorised thematically and combined with available data on measures and effects.

RESULTS

We identified 42 articles for inclusion. Safety culture outcomes were most prominent under the themes of leadership and teamwork. Specific benefits for staff included increased stress recognition and job satisfaction, reduced emotional exhaustion, burnout and turnover, and improvements to working conditions. Effects were documented for interventions with longer time scales, strong institutional support and comprehensive theory-informed designs situated within specific units.

DISCUSSION

This review contributes to international evidence on how interventions to improve safety culture may benefit hospital staff and how they can be designed and implemented. A focus on staff outcomes includes staff perceptions and behaviours as part of a safety culture and staff experiences resulting from a safety culture. The results generated by a small number of articles varied in quality and effect, and the review focused only on hospital staff. There is merit in using the concept of safety culture as a lens to understand staff experience in a complex healthcare system.

Supporting a mentally healthy place of study: Examining the relationship between mental well-being, stress, and protective factors among university students

INTRODUCTION

Students can expect to experience stressors associated with their studies that can have detrimental effects on their mental well-being if not properly managed. Drawing on a positive psychology paradigm, protective factors can help students to counter study-related stressors and contribute to their mental well-being and academic success. The relationship between protective factors, such as maintaining perspective and building networks, with stress severity and positive mental well-being was examined in a sample of Australian university students undertaking postgraduate coursework.

METHODS

Students completed a survey measuring stress from the Depression, Anxiety and Stress Scale (DASS), positive mental well-being from the Short Warwick-Edinburgh Mental Well-being Scale (SWEMWBS), and seven protective factors from the Resilience at University (RAU) scale. Bivariate correlations were calculated for the RAU protective factors with stress and mental well-being. ANOVA examined the RAU protective factors in relation to mental well-being and stress severity groupings.

RESULTS

All seven protective factors had a positive and significant relationship with positive mental well-being, and six of the seven protective factors had a negative and significant relationship with stress. A statistically significant difference was found for six of the seven RAU protective factors according to mental well-being group, and three of the seven RAU protective factors group according to stress severity group. A linear effect emerged between level of protective factor and mental well-being group, with participants in the high well-being group having the highest level of protective factors.

CONCLUSION

Universities should focus on the development of protective factors to support students' well-being and help them to flourish in their studies.

The effects of demand-resource relationship on work-family conflict under Chinese culture: a cross-sectional study

Chinese work and lifestyle are undergoing dramatic changes caused by constantly changing technology and new policies. The demand-resource dynamic relationship, which leads to work-family conflict (WFC), has become increasingly complicated. However, very little is known about the combined effects of different factors from work and family spheres on WFC. This study aims to explore (1) the discrepancy between fit and misfit, (2) the discrepancy of the different degrees of fit, and (3) the discrepancy of the different degrees of misfit from two perspectives: work demand-family resource and work resource-family demand. Data were collected from 745 individuals in China and analyzed using polynomial regression and response surface. The results demonstrate that individuals having low work demand-high family resources experience the lowest WFC, and the fit between work demands and family resources impacts the conflict in a U way. Similarly, high work resource-low family demand results in the lowest WFC; however, the fit between work resources and family demands has negative effects on the conflict. This study took factors from both family and work domains into consideration and explored the effect of their interaction on WFC. By examining the dynamic relationship between demands and resources, adjustments can be made in both domains simultaneously, providing more flexible guidance for management practices that reduce WFC.

Less Evaluative Measures of Personality in Job Applicant Contexts: The Effect on Socially Desirable Responding and Criterion Validity

Researchers have long sought to mitigate the detrimental effects of socially desirable responding on personality assessments in high-stakes contexts. This study investigated the effect of reducing the social desirability of personality items on response distortion and criterion validity in a job applicant context. Using a 2 × 2 repeated measures design, participants (n = 584) completed standard (International Personality Item Pool) and less evaluative (Less Evaluative Five Factor Inventory) measures of Big Five personality in a low-stakes context and then several weeks later in a simulated job applicant context. Self-report criteria with objective answers, including university grades, were also obtained. In general, the less evaluative measure showed less response distortion than the standard measure on some metrics, but not on others. Declines in criterion validity in the applicant context were smaller for the less evaluative measure. In the applicant context, however, validities were similar across the two measures. Correlations across contexts for corresponding traits (e.g., low-stakes extraversion with high-stakes extraversion) were also similar for both measures. In summary, reducing socially desirable item content might slightly reduce the substantive content required to predict criteria in low-stakes contexts, but this effect appears to be partly offset by reduced response distortion for less evaluative measures in applicant contexts.

Reducing Work-Related Stress Through Soft-Skills Training Intervention in the Mining Industry

OBJECTIVE

The aim of the study was to verify if soft-skills training is an effective intervention in reducing work-related stress among miners, that is, people who run the risk of losing health and/or life due to unpredictable natural forces or human error at work.

BACKGROUND

The motivation for the intervention was based on Job Demands-Resources model where soft skills are job resources that help individuals to cope with or prevent high demands of the environment. The needed skills as well as work demands were first investigated and then a custom training was developed. The rationale for introducing soft-skills training into the work environment can be seen as compatible with the Human Capital Model (HCM) which is designed to stimulate positive organizational behaviour by providing an effective approach to ensure employees' adequate coping with work-related stress.

METHOD

96 volunteer employees were assigned to intervention (n = 48) and comparison (n = 48) groups. 16-hour tailored training covered tasks and simulation games related to communication, teambuilding, self-management and conflict resolution skills. Job Content Questionnaire, Occupational Stress Indicator (modified to fit the mining environment) and General Health Questionnaire were used in the study. A MANOVA with effect-size measures was conducted.

RESULTS

Results revealed a significant increase in decision latitude and social support for the trainees. A substantial decrease in stress was also observed, along with a significant decrease in general health problems. There were no such changes in the comparison group.

CONCLUSIONS

A soft-skills training, including communication, teamwork, self-motivation and conflict-resolution skills, helped participants to cope better with the stressful environment and improved their mental health. These effects lasted three months later.

APPLICATION

The intervention improved miners' psychosocial health and the strategies of coping with stress, which increased safety and health in the company. Investigating the effectiveness of such interventions included in the general Human Capital Model, as it was done in the study, might be a step forward towards building an interdisciplinary approach for health and safety and human resources.

Development, validation, and accuracy of ORCHESTRA emotional exhaustion screening questionnaire among healthcare workers during COVID-19 Pandemic

BACKGROUND

The COVID-19 pandemic has posed unprecedented challenges, particularly for healthcare workers (HCWs). The prolonged struggles exposed the HCWs to a variety of stressors, potentially leading to burnout. Emotional exhaustion is widely recognized as the core component of burnout. This research aims to conceptualize and develop an emotional exhaustion screening questionnaire through literature review, validation, and accuracy testing.

METHOD

A literature review of questionnaires and extraction of items on emotional exhaustion were performed in June 2022. We proceed with the face validity of the items by experts. The items with good content validity ratio and index were selected and reworded to suit the context of HCWs working during the COVID-19 pandemic. A pilot test of the questionnaire was done in the Central University Hospital of Asturias (HUCA) from October to December 2022 with a sample of 148 HCWs from the ORCHESTRA cohort to determine its reliability, convergent validity, and accuracy.

RESULTS

Our literature review identified 15 validated questionnaires. After exclusion, 32 items were sent for content validation by experts, yielding five final items that proceeded with the pilot test. Resulting in a Cronbach's alpha-coefficient of .83 for the scale and .78 for dichotomous responses, demonstrating good internal consistency and convergent validity. The result of our accuracy test yielded sensitivity (90.6%) and specificity (91.6%) for the OEEQ scale; and sensitivity (88.7%) and specificity (89.5%) for OEEQ dichotomous responses.

CONCLUSION

This study developed and validated the ORCHESTRA Emotional Exhaustion Questionnaire, demonstrating the questionnaire's clarity, relevance, and comprehensibility in screening emotional exhaustion among HCWs.

Antecedents of innovative work behavior among leading physicians: Empirical evidence from German hospitals

Healthcare professionals' innovative work behavior (IWB) plays a key role in the development and implementation of innovative solutions in hospitals. However, relevant antecedents of IWB have not been fully captured to date. This study empirically examines the relationships between proactive personality, collaborative competence, innovation climate, and IWB. Hypotheses were tested using a sample of 442 chief physicians from 380 German hospitals. The results indicate a positive and significant influence of proactive personality, collaborative competence, and innovation climate on IWB, with collaborative competence having a stronger influence on IWB than innovation climate. Managers should note that important resources for IWB are accessible through a variety of actors and relationships. To leverage these resources and thus promote IWB, more emphasis should be placed on an employee's network.

The Relationship Between Work-Related Stress and Depression: A Scoping Review

Objectives

Work-related stress is highly prevalent. Recent systematic reviews concluded on a significant association between common work-related stress measures and depression. Our scoping review aims to explore whether work-related psychosocial stress is generally associated with depression or depressiveness, the extent and methodology of the primary research undertaken on this topic and to elucidate inconsistencies or gaps in knowledge.

Methods

We searched for literature in Pubmed, PsycInfo and Web of Science including full reports in seven languages published between 1999 and 2022 and applied the PRISMA statement for scoping reviews criteria.

Results

Of 463 primarily identified articles, 125 were retained after abstract and full-text screening. The majority report significant associations between work-related stress and depression. Cross-sectional studies are most prevalent. Sufficient evidence exists only for job strain and effort-reward imbalance. Most studies are from Asia, North America and Europe. The health sector is the most studied. Several research gaps such as the lack of interventional studies were identified.

Conclusion

The consistency of most studies on the significant association between work-related stress and depression is remarkable. More studies are needed to improve evidence and to close research gaps.

Centering diversity, equity, and inclusion in a regional professional nursing organization

BACKGROUND

Professional nursing organizations can respond to threats to social justice by strengthening structures to support diversity, equity, and inclusion (DEI).

PURPOSE

Describe implementation strategies and outcomes to advance DEI from the Western Institute of Nursing (WIN).

METHODS

In 2019, WIN committed to prioritizing DEI by updating its vision and mission. A taskforce was assembled to conduct member surveys, focus groups, and open forums to generate recommendations on developing and implementing organizational change.

DISCUSSION

These initiatives culminated in centralized efforts that include the formation of a standing committee, ongoing member surveys, selection of diverse conference topics and speakers, adoption of inclusive practices, and ongoing assessments to make recommendations to the Board to advance DEI.

CONCLUSION

The work of the Committee ensures the organization remains committed to DEI. These strategies inform other nursing organizations as they advance DEI to impact research, education, policy, and practice.

Moving beyond Likert and Traditional Forced-Choice Scales: A Comprehensive Investigation of the Graded Forced-Choice Format

The graded forced-choice (FC) format has recently emerged as an alternative that may preserve the advantages and overcome the issues of the dichotomous FC measures. The current study presented the first large-scale evaluation of the performance of three types of FC measures (FC2, FC4 and FC5 with 2, 4 and 5 response options, respectively) and compared their performance to their Likert (LK) counterparts (LK2, LK4, and LK5) on (1) psychometric properties, (2) respondent reactions, and (3) susceptibility to response styles. Results showed that, compared to LK measures with the same number of response options, the three FC scales provided better support for the hypothesized factor structure, were perceived as more faking-resistant and cognitive demanding, and were less susceptible to response styles. FC4/5 and LK4/5 demonstrated similarly good reliability, while LK2 provided more reliable scores than FC2. When compared across the three FC measures, FC4 and FC5 displayed comparable psychometric performance and respondent reactions. FC4 exhibited a moderate presence of extreme response style, while FC5 had a weak presence of both extreme and middle response styles. Based on these findings, the study recommends the use of graded FC over dichotomous FC and LK, particularly FC5 when extreme response style is a concern.

How Do Presenteeism and Family Functioning Affect the Association Between Chinese Nurses' Job Stress and Intention to Stay?

BACKGROUND

Despite a great deal of existing research on nurses' job stress and intention to stay, it is still unclear how the association between Chinese nurses' job stress and intention to stay is affected by presenteeism and family functioning.

AIMS

This study aimed to investigate the correlations of Chinese nurses' job stress, presenteeism, and family functioning with their intention to stay and clarify the mediating effect of presenteeism and the moderating effect of family functioning on the association between their job stress and intention to stay.

METHOD

A cross-sectional study of 1,008 nurses was performed in a major general hospital in Qiqihar City, Heilongjiang Province, China. The participants were invited to engage in a questionnaire survey regarding job stress, presenteeism, family functioning, and intention to stay. A moderated mediation analysis was conducted through multiple linear regression analysis and the PROCESS macro.

RESULTS

Job stress and presenteeism were negatively correlated with intention to stay, whereas family functioning was positively correlated with intention to stay. The effect of job stress on intention to stay was partially mediated by presenteeism (Effect = -0.147, 95% CI = [-0.305, -0.003]). In addition, family functioning moderated the direct effect of job stress on intention to stay (Index = -0.134, 95% CI = [-0.274, -0.001]).

CONCLUSIONS

Presenteeism and family functioning were found to play mediating and moderating roles, respectively, in the relationship between job stress and intention to stay. Relevant interventions or family-friendly programs should be developed to enhance nurses' intention to stay.

Goal-Related Feedback Seeking, Receiving Goal-Related Feedback, and Internal Work Motivation: A Two-Sample Mediation Study Using Human Service Case Managers

PURPOSE

No known published empirical study in the social work literature has investigated goal-related feedback seeking's direct or indirect impact on human service case managers. Consequently, this field survey study sought to fill this gap in the extant literature using two different samples of county-based human service case managers across the state of New York.

METHOD

Four hundred and sixty-three public assistance and 349 child welfare case managers were surveyed in order to test goal-related feedback seeking's main and receiving goal-related feedback's mediating effect on internal work motivation.

RESULTS

Data from each sample confirmed both types of effects.

DISCUSSION

As the first to uncover these two sets of findings, this field survey study makes a unique contribution to the social work and feedback seeking literatures.

Considering collaborative incident management: A study of the COVID-19 response and initial recovery in a rural West Virginia community

Hierarchical command-style structures are commonplace in the management of disasters, though researchers have begun to recommend the exploration of networked approaches to incident management. Furthermore, few studies are explicitly looking at the rural context of disaster management. This study seeks to contribute to both topics by examining the motivations for emergent collaboration in the direction of the response and initial recovery to the coronavirus disease 2019 pandemic in a rural West Virginia community. Between March 2020 and March 2022, the primary investigator moderated regular briefings of a community task force convened to coordinate the pandemic response and recovery. As regular operations concluded, members completed a survey, and 10 randomly selected members participated in semistructured interviews regarding their experiences in the task force. Survey responses suggest that common motivations for collaboration in nondisaster contexts (as they appear in the scholarly literature) and potential benefits of networked approaches highlighted in the incident management literature could also serve as motivators within the disaster context. Qualitative interview data extend that discussion and identify the need to gain clear information regarding the concerned authorities and specific local information to better inform the expenditure of limited resources as two additional motivators for collaboration.

Emotional wellbeing in teachers

Wellbeing is determined by happiness and both positive and negative affects. These constructs are, in turn, related to emotional intelligence and play an important role in individual behaviour. This study examined the relationship between happiness, emotional intelligence, and positive and negative affects in a sample of 344 (121 men 35.17 % and 223 women 64.83 %) trainee teachers, with an average age of 22.36 years. Happiness and affects yielded lower values, which may be related to the age of the participants. All variables under study were found to be correlated, which suggests that they are measuring the same construct: subjective wellbeing. Network analysis indicated that the self-regulation of emotions was the axial factor in the relationship. Finally, it was found that only the factor of emotional intelligence that measures the self-regulation of emotion and affects (both positive and negative) can be used to predict happiness. The present investigation reveals that more research is needed that takes more variables into consideration to describe the effect of these variables on personal wellbeing. The study offers empirical support to models that argue for a relationship between happiness, emotional intelligence, and affects, and emphasises the need to work on future teachers during their training to address their psychological wellbeing.

Medical secretaries' fears and opportunities in an increasingly digitalised workplace environment

PURPOSE

The purpose of this mixed-methods study was to explore how medical secretaries experience digital transformation in a Swedish healthcare organisation, with a focus on workplace climate and health.

DESIGN/METHODOLOGY/APPROACH

Data were collected using a sequential exploratory mixed-methods design based on grounded theory, with qualitative data collection (a Quality Café and individual interviews) followed by quantitative data collection (a questionnaire).

FINDINGS

Four categories with seven underlying factors were identified, emphasising the crucial need for effective organisation of digital transformation. This is vital due to the increased knowledge and skills in utilising technology. The evolving roles and responsibilities of medical secretaries in dynamic healthcare settings should be clearly defined and acknowledged, highlighting the importance of professionality. Ensuring proper training for medical secretaries and other occupations in emerging techniques is crucial, emphasising equal value and knowledge across each role. Associations were found between some factors and the health of medical secretaries.

RESEARCH LIMITATIONS/IMPLICATIONS

This study adds to the knowledge on digital transformation in healthcare by examining an important occupation. Most data were collected online, which may be a limitation of this study.

PRACTICAL IMPLICATIONS

Several aspects of the medical secretaries' experiences were identified. Knowledge of these is valuable for healthcare managers to make digital transformation more effective while avoiding excessive strain on medical secretaries.

ORIGINALITY/VALUE

Medical secretaries are expected to contribute to the digitalisation of healthcare. However, minimal research has been conducted on the role of medical secretaries in workplace digitalisation, focusing on workplace roles and its dynamics.

The positive role of authentic leadership in organizations negatively affected by cognitive diversity

Workplace diversity has recently gained increasing significance and urgency in business organizations. This promotion may stem from information processing, and specifically from information elaboration. Information elaboration leverages diverse task-related information and skills possessed by members, fostering the exchange of diverse perspectives, elaborate discussions, and achieving high team performance. In this context, cognitive diversity, encompassing members' knowledge, skills, and perspectives, may have a positive impact. However, some previous studies suggest that cognitive diversity can lead to affective conflict and impede information processing. In organizations with highly homogeneous social and cultural backgrounds, cognitive diversity may not be effectively utilized in the information elaboration process, potentially yielding negative effects. Authentic leadership is recognized as a significant contributor to facilitating team processes including information processing, with various studies demonstrating its effectiveness. This study hypothesized that cognitive diversity negatively affects the information elaboration process, while authentic leadership has a positive effect. To test these hypotheses, we employed multilevel structural equation modeling analysis based on data collected from 375 respondents in 90 teams across various industries in Japan. The results showed that cognitive diversity negatively affects information elaboration at the individual level. By contrast, authentic leadership positively affects information elaboration at both individual and team levels. These findings suggest that the effect of cognitive diversity on information processing in the workplace may not always be positive, particularly in a sociocultural context that values homogeneity, as observed in Japanese organizations. This study advances the literature on authentic leadership by validating its effect on information elaboration and provides practical implications for diversity management. Additionally, it underscores the effectiveness of authentic leadership in leveraging team members' cognitive diversity to facilitate information elaboration.

What and when to debrief: a scoping review examining interprofessional clinical debriefing

INTRODUCTION

Clinical debriefing (CD) improves teamwork and patient care. It is implemented across a range of clinical contexts, but delivery and structure are variable. Furthermore, terminology to describe CD is also inconsistent and often ambiguous. This variability and the lack of clear terminology obstructs understanding and normalisation in practice. This review seeks to examine the contextual factors relating to different CD approaches with the aim to differentiate them to align with the needs of different clinical contexts.

METHODS

Articles describing CD were extracted from Medline, CINAHL, ERIC, PubMed, PsychINFO and Academic Search Complete. Empirical studies describing CD that involved two or more professions were eligible for inclusion. Included papers were charted and analysed using the Who-What-When-Where-Why-How model to examine contextual factors which were then used to develop categories of CD. Factors relating to what prompted debriefing and when debriefing occurred were used to differentiate CD approaches.

RESULTS

Forty-six papers were identified. CD was identified as either prompted or routine, and within these overarching categories debriefing was further differentiated by the timing of the debrief. Prompted CD was either immediate or delayed and routine CD was postoperative or end of shift. Some contextual factors were unique to each category while others were relatively heterogeneous. These categories help clarify the alignment between the context and the intention of CD.

CONCLUSIONS

The proposed categories offer a practical way to examine and discuss CD which may inform decisions about implementation. By differentiating CD according to relevant contextual factors, these categories may reduce confusion which currently hinders discourse and implementation. The findings from this review promote context-specific language and a shift away from conceptions of CD that embody a one-size-fits-all approach.

A new perspective on balancing life domains: work-nonwork balance crafting

BACKGROUND

Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept-work-nonwork balance crafting-investigating the role of its antecedents and identifying relevant outcomes. Work-nonwork balance crafting is defined as individuals' unofficial techniques and activities to shape their work-nonwork balance, here considering their life domain boundary preferences.

METHODS

In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work-nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes.

RESULTS

The findings suggest that resources and demands in the context of work or home are key antecedents of work-nonwork balance crafting. Work-nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way.

CONCLUSION

This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work-nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees' mental health and well-being.

Patient mistreatment, social sharing of negative events and emotional exhaustion among Chinese nurses: the combined moderating effect of organizational support and trait resilience

BACKGROUND

As a primary form of work-related violence in the healthcare sector, patient mistreatment negatively impacts nurses' well-being. To date, there has yet reached a definitive conclusion on the mediating mechanism and boundary conditions behind the influence of patient mistreatment on nurses' emotional exhaustion.

METHODS

This study employed a convenience sampling method to recruit a sample of 1672 nurses from public hospitals in Western China. The data were collected through anonymous self-report questionnaires and analyzed using hierarchical regression and conditional processes to investigate a theoretical framework encompassing patient mistreatment, emotional exhaustion, social sharing of negative events, organizational support, and trait resilience.

RESULTS

Patient mistreatment led to emotional exhaustion among nurses (β = 0.625, p <.001), and social sharing of negative events mediated this positive relationship (effect = 0.073, SE = 0.013). The combined effects of organizational support and resilience moderated the mediating effect of the social sharing of negative events between patient mistreatment and emotional exhaustion (β=-0.051, p <.05). Specifically, nurses with a high level of resilience would benefit from organizational support to alleviate emotional exhaustion caused by patient mistreatment.

CONCLUSIONS

This study validated a significant positive association between patient mistreatment and emotional exhaustion, which aligns with previous research findings. Integrating conservation of resources theory and goal progress theory, we addressed previous contradictory findings on the impact of social sharing of negative events on emotional exhaustion. Social sharing of negative events served as a mediator between patient mistreatment and emotional exhaustion. Additionally, the moderating effect of organizational support on the relationship between social sharing of negative events and emotional exhaustion depended on individual trait of resilience.

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

Purpose

This study aimed to examine the role of personal emotions and emotional contagion within organizations on the behavior and attitudes of healthcare personnel. This study is expected to provide a theoretical foundation for reducing resignation behaviors and improving healthcare quality.

Materials and Methods

This study adopted a quantitative research method with a cross-sectional survey through an online questionnaire. The bootstrap method with 5000 iterations was used to validate the role of variables within a 95% confidence interval. SPSS 26.0 and Model 5 in Process 3.4 for SPSS were used for the data analysis.

Results

This research involved 459 healthcare personnel, whose levels of role overload (3.821±0.925), emotional exhaustion (3.436±1.189), and turnover emotional contagion (3.110±1.099) were notably high. Role overload was positively related to turnover intention, with emotional exhaustion as a mediator. Notably, turnover emotional contagion exerted a positive moderating effect.

Conclusion

This study emphasizes the adverse effects of emotional exhaustion and turnover emotional contagion in the Chinese context, offering practical recommendations for medical organizational managers to navigate turnover intention among healthcare personnel. This study suggests paying attention to the emotional state of healthcare personnel and providing adequate support resources. Managers should routinely assess and track turnover emotional contagion within the organization, fostering a positive emotional atmosphere.

Teachers' Emotional Intelligence and Organizational Commitment: A Moderated Mediation Model of Teachers' Psychological Well-Being and Principal Transformational Leadership

Given the global challenge of increasing teacher attrition and turnover rates, the exploration of factors and mechanisms that improve teachers' organizational commitment has become a pivotal topic in educational research. In this context, the present study examines the influence of teachers' emotional intelligence on their organizational commitment, with a specific inquiry into the mediating role of teachers' psychological well-being and the moderating role of principal transformational leadership, as informed by the broaden-and-build theory of positive emotions and the trait activation theory. We verified this study's hypotheses based on 768 valid questionnaires collected from Chinese primary and secondary school teachers. The results reveal that teachers' emotional intelligence can predict their organizational commitment both directly and indirectly through the mediating role of psychological well-being. Additionally, principal transformational leadership amplifies the positive effect of teachers' emotional intelligence on psychological well-being and, subsequently, organizational commitment. These findings theoretically deepen our understanding of the psychological pathways and the boundary conditions linking teachers' emotional intelligence to their organizational commitment, while also offering valuable practical implications for building a stable and effective teaching workforce.

How are new nurses satisfied with their jobs? From the work value perspective of Generations Y and Z nurses

BACKGROUND

Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective.

METHODS

A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups.

RESULTS

Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses' job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations.

CONCLUSIONS

Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.

From burnout to behavior: the dark side of emotional intelligence on optimal functioning across three managerial levels

Introduction

Burnout has been typically addressed as an outcome and indicator of employee malfunctioning due to its profound effects on the organization, its members, and its profitability. Our study assesses its potential as a predictor, delving into how different sources of motivation-autonomous and controlled-act as mediational mechanisms in the association between burnout and behavioral dimensions of functioning (namely, organizational citizenship behaviors and work misbehaviors). Furthermore, the buffering effects of emotional intelligence across three different managerial levels were also examined.

Methods

To this end, a total non-targeted sample of 840 Romanian managers (513 first-, 220 mid-, and 107 top-level managers) was obtained.

Results

Burnout predicted motivation, which predicted work behaviors in a moderated-mediation framework. Contrary to our initial prediction, emotional intelligence augmented the negative association between burnout and motivation, exhibiting a dark side to this intelligence type. These findings are nuanced by the three managerial positions and shed light on the subtle differences across supervisory levels.

Discussion

The current article suggests a relationship between multiple dimensions of optimal (mal)functioning and discusses valuable theoretical and practical insights, supporting future researchers and practitioners in designing burnout, motivation, and emotional intelligence interventions.

A study on the positive and negative effects of different supervisor monitoring in remote workplaces

The current academic research on whether and how the different supervisor monitoring effect in remote workplace is relatively scarce. Based on the Job demand-resource (JD-R) Model, this study proposes that as a kind of work resource, interactional monitoring will enhance employees' self-efficacy, further enhance remote employees' work engagement and reduce their deviant behaviors. While as a kind of work requirement, electronic monitoring will decrease employees' self-efficacy, further reduce remote employee's work engagement and increase their deviant behaviors. This study gets the empirical date of 299 employees who experienced remote work. Amos 23.0, SPSS 23.0 software and process plug-in were used to do the hierarchical regression, bootstrap and simple slope analysis, so that to test the hypothesis. This study broadens the research situation and mechanism of different supervisor monitoring, so as to enrich the comprehensive understanding of the effect of them, and also to provide some inspiration and reference for relevant management practices.

Acting out when psychosocial safety climate is low: understanding why middle-level managers experience upward mistreatment

Introduction

Upward mistreatment, despite being under studied, is an influential phenomenon affecting middle managers' well-being and performance. The work environment hypothesis of bullying proposes that an undesirable work context is the main cause of workplace bullying, suggesting the importance of creating an anti-mistreatment climate, that is, psychosocial safety climate (PSC). In this study, we argue that upward bullying and aggression are unsafe behaviors, a "retaliation" by employees resulting from their unsafe work context.

Methods

Using a large-scale multisource sample collected from 123 organizations, 6,658 middle managers and 34,953 employees, we examined the relationship between collective PSC, individual-perceived PSC and middle managers' experience of upward mistreatment.

Results

Single-level and multi-level modeling results suggested that PSC is an important element in reducing the likelihood of upward bullying and aggression, in turn, protecting managers' well-being. More importantly, upward bullying is a way that employees act out when there is an undesirable working context.

Discussion

Future research on workplace mistreatment should examine PSC and upward mistreatment. Interventions provided should focus on improving PSC which could in turn preventing upward mistreatment, thereby improving psychosocial safety for both employees and middle managers to prevent negative actions.

Social pressures and their impact on smartphone use stickiness and use habit among adolescents

Excessive smartphone use has become a growing issue among adolescents as they develop mentally and socially. While researchers have examined individual and technological predictors of smartphone addiction, few studies consider broader societal influences. This study explored how social pressures such as mimicry, coercion, and norms impact persistent conscious smartphone use (use stickiness) and unconscious smartphone use (use habit). A survey was administered in two phases to 309 college students at a university in Southern China to gather data on perceptions of social influences and their degree of smartphone overuse. The relationships were analysed using a structural equation model. The study confirms the impact of three social pressures - mimetic, coercive and normative - on adolescents' degree of smartphone overuse (use stickiness and use habit). The mimetic pressure positively impacted use stickiness but not use habit. The coercive pressure positively impacted both the use stickiness and the use habit. The normative pressure positively impacted use habit but not use stickiness. This study provides a novel perspective on overlooked social drivers of problematic smartphone tendencies among youth. Our study also provides insights for educators, parents, and policymakers to more effectively intervene in adolescent smartphone overuse.

Breaking the burnout cycle: Association of dispositional mindfulness with production line workers' job burnout and the mediating role of social support and psychological empowerment

Burnout among production line workers has become an issue for their physical and mental health and for the productive efficiency of companies. However, this large group of workers has received insufficient attention, particularly in exploring how employees' dispositional factors are associated with burnout. Therefore, this study aimed to examine the association between dispositional mindfulness and job burnout and the potential mediating roles played by perceived social support and psychological empowerment. Participants in the study included 780 production line workers recruited from a foreign company in China. Participants completed measures related to dispositional mindfulness, perceived social support, psychological empowerment, and job burnout. The results showed that (a) dispositional mindfulness was significantly related to lower burnout (β = -0.446, 95% CI [-0.552, -0.340]); (b) perceived social support (β = -0.073, 95% CI [-0.126, -0.025]) and psychological empowerment (β = -0.106, 95% CI [-0.171, -0.058]) mediated this association individually; and (c) perceived social support and psychological empowerment had a serial mediating effect in this context (β = -0.055, 95% CI [-0.095, -0.028]). This study revealed the association between dispositional mindfulness and job burnout, with an additional focus on how dispositional mindfulness correlates with other resources, such as perceived social support and psychological empowerment.

Factors correlated with personal growth initiative among college students: A meta-analysis

In higher education, Personal growth initiative (PGI) has been the focus of attention, personal growth initiative is a fundamental mechanism for individual advancement, equipping college students with the resilience to navigate obstacles and bolstering self-enhancement. The present study comprehensively synthesizes existing research on the factors correlated with personal growth initiative among collegiate populations, aims to identify all correlated factors of college students' personal growth initiative, and the level of correlation. A systematic search was conducted through Scopus, Web of Science, PubMed, JSTOR, PsycINFO, ScienceDirect, and Wiley Online Library, as well as manually search in Google Schalor, spanning to collate research on college students' personal growth initiative. Quantitative synthesis was performed using STATA 17, while sensitivity was tested using a change effect model approach and publication bias was assessed employing Egger's test. After applying the Bonferroni correction, this study found that 18 factors were significantly positively correlated with college students' personal growth initiative, including 4 high-level correlated factors, 10 medium-level correlated factors, and 4 low-level correlated factors, as well as 4 factors were significantly negatively correlated, including 1 medium-level correlated factor and 3 low-level correlated factors. These findings offer valuable insights into personal growth initiative among college students, and the reference for educators and institutional leaders aiming to foster personal growth initiative for college student self-development.

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

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

The effects of COVID-19 risk, gender, and self-compassion on the workplace cyberbullying and job satisfaction of university faculty

The purpose of this study is to examine workplace cyberbullying (WPCB) in higher education. Specifically, the study examines the relationship between WPCB and several important factors such as self-compassion, job satisfaction, and gender. The cross-sectional study administered a survey to a convenience sample of 179 faculty members. The regression model showed that self-compassion was positively related to job satisfaction, whereas WPCB was negatively related to job satisfaction after controlling for covariates. The path analysis model results showed that gender and COVID-19 risk of severe illness were related to WPCB. Additionally, self-compassion mediated the inverse relationship between WPCB and job satisfaction.

Leading matters! Linking compassion and mindfulness in organizations through servant leadership

Regardless of where they are, humans are inherently human. In this study, we explore the relationship between compassion, mindfulness, and servant leadership contributing to an overall feeling of safety. Adopting a humanistic approach to human resource management, we examine how compassion and mindfulness intersect under the lens of the Conservation of Resources (COR) theory. Our investigation focuses on understanding how servant leadership facilitates the cultivation of mindfulness through compassion. Using structural equation modeling (SEM), we analyze data gathered from 360 workers across diverse occupational sectors. Our findings provide empirical support for the hypothesis that compassion, manifested as a response to suffering, enhances mindfulness levels in the workplace. Specifically, we observe that organizations promoting servant leadership principles are conducive to higher levels of mindfulness among employees. Practically, our study underscores the importance of designing work contexts that prioritize compassion and servant leadership. By doing so, organizations can foster a positive work environment that promotes mindfulness and enhances workplace safety. Our research contributes to the management literature by offering empirical evidence on the role of servant leadership in cultivating compassion and mindfulness, thereby advancing the discourse on workplace safety and organizational well-being.

Preventing workplace mistreatment and improving workers' mental health: a scoping review of the impact of psychosocial safety climate

BACKGROUND

Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers.

METHODS

The guidelines outlined by Arksey and O'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review.

RESULTS

Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males.

CONCLUSION

Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.

Unveiling the Impact of Communication Network on Engineering Project Team Performance: The Interplay of Centralization and Tie Strength

Purpose

Recent research has focused on the impact of communication networks on the performance of construction project teams, attempting empirical exploration from various social network analysis perspectives. However, there is still a significant gap in understanding the variations in performance and the mechanisms for teams using different communication networks. Drawing from organizational learning theory and social network theory, this study, based on the Input-Mediator-Output (IMO) model, explores the effects of the interaction between centralization and tie strength in communication networks on team performance, as well as the mediating mechanisms of knowledge sharing behavior and team resilience performance in engineering project teams.

Methods

Drawing on classic group communication experiment, we design an online communication and collaboration platform to simulate the execution of a construction engineering project. Finally, data was collected through the communication experiment with 720 participants, and hypotheses were tested using ANOVA and PROCESS.

Results

The results indicate that under conditions of weak tie strength, centralized communication networks yield higher performance. Conversely, under conditions of strong tie strength, decentralized communication networks demonstrate superior performance. Furthermore, this study also verifies the mediating role of knowledge sharing behavior and team resilience performance when tie strength is strong.

Conclusion

This study focuses on engineering project team, exploring the evolutionary development of knowledge sharing behavior and team resilience performance from the perspective of the interaction of communication network structural characteristics, as well as the paths to enhancing team performance. Our research results highlight the interactive effects of structural indicators and relational indicators of communication networks, revealing the mechanism by which the structure of communication networks impacts team performance. Additionally, from the perspectives of forming and timely adjusting team communication models, and motivating and supporting employee communication behavior, our study provides practical insights for project managers and relevant administrators.

How Transformational Leadership Affects the Off-work Recovery of Daily Personal Energy Resources via Work Engagement: Resource and Demand-based Pathways

This study focuses on the transformational leadership-work engagement relationship by investigating resource and demand pathways for daily off-work recovery and employee wellbeing (EWB). While previous research highlighted how transformational leadership energizes employees to engage at work, energy is a finite resource requiring daily restoration for EWB. Yet, how the leader's energizing effect relates to daily employees' recovery remains unknown. Following job demands-resource-recovery theory, we test two pathways that relate the transformational leadership-work engagement relationship to daily employee recovery: (a) Resource-based via resource-building, (b) demand-based via increased demands. Utilizing a 10-day, two daily measurement (N = 88) study, multilevel path analyses revealed: transformational leadership predicted via work engagement (b = .17, p < .05) role clarity (b = .56, p < .01), then positive (b = .39, p < .01), and negative work-nonwork spillover (b = -.38, p < .01). Positive work-nonwork spillover predicted recovery positively (b = .25, p < .01), negative work-nonwork spillover negatively (b = -.40, p < .01). Recovery predicted EWB for positive (b = .38, p < .01) and for negative (b = -.43, p < .01) affect. Work engagement predicted workload (b = .35, p < .01), further negative (b = .33, p < .01) and positive work-nonwork spillover (b = -.16, p < .01), hampering EWB. As one pathway effect might cancel the other, the main effect of transformational leadership on EWB was not significant in the integrative model (p > .05). Results highlight dark and bright sides of the transformational leadership-work engagement relationship regarding daily recovery.

Development and validation of a nomogram for predicting depressive symptoms in dentistry patients: A cross-sectional study

Depressive symptoms are frequently occur among dentistry patients, many of whom struggle with dental anxiety and poor oral conditions. Identifying the factors that influence these symptoms can enable dentists to recognize and address mental health concerns more effectively. This study aimed to investigate the factors associated with depressive symptoms in dentistry patients and develop a clinical tool, a nomogram, to assist dentists in predicting these symptoms. Methods: After exclusion of ineligible participants, a total of 1355 patients from the dentistry department were included. The patients were randomly assigned to training and validation sets at a 2:1 ratio. The LASSO regression method was initially employed to select highly influrtial features. This was followed by the application of a multi-factor logistic regression to determine independent factors and construct a nomogram. And it was evaluated by 4 methods and 2 indicators. The nomograms were formulated based on questionnaire data collected from dentistry patients. Nomogram2 incorporated factors such as medical burden, personality traits (extraversion, conscientiousness, and emotional stability), life purpose, and life satisfaction. In the training set, Nomogram2 exhibited a Concordance index (C-index) of 0.805 and an Area Under the Receiver Operating Characteristic Curve (AUC) of 0.805 (95% CI: 0.775-0.835). In the validation set, Nomogram2 demonstrated an Area Under the Receiver Operating Characteristic Curve (AUC) of 0.810 (0.768-0.851) and a Concordance index (C-index) of 0.810. Similarly, Nomogram1 achieved an Area Under the Receiver Operating Characteristic Curve (AUC) of 0.816 (0.788-0.845) and a Concordance index (C-index) of 0.816 in the training set, and an Area Under the Receiver Operating Characteristic Curve (AUC) of 0.824 (95% CI: 0.784-0.864) and a Concordance index (C-index) of 0.824 in the validation set. Net Reclassification Improvement (NRI) and Integrated Discrimination Improvement (IDI) indicated that Nomogram1, which included oral-related factors (oral health and dental anxiety), outperformed Nomogram2. We developed a nomogram to predict depressive symptoms in dentistry patients. Importantly, this nomogram can serve as a valuable psychometric tool for dentists, facilitating the assessment of their patients' mental health and enabling more tailored treatment plans.