Don't Isolate Yourself in Workplace: A Serial Mediation Model of How Does Relationship Conflict Reduce Knowledge Employee's Creativity

Past studies have revealed that relationship conflict has negative effects on individual performance. To avoid the losses caused by such conflicts, individuals often choose to avoid interacting with coworkers instead of confronting the issues. However, our present study sheds light on the dark side of this avoidance strategy: it may diminish an individual's creativity. Our study aimed to examine the appropriate response for knowledge employees when faced with relationship conflict. The results indicate that relationship conflict triggers a sequential response, which significantly hampers the creativity of knowledge employees. Specifically, coworker ostracism and knowledge hoarding play serial mediating roles in the impact of relationship conflict on the creativity of knowledge employees. Furthermore, the level of emotional intelligence determines the ability of knowledge employees to effectively manage the negative consequences of relationship conflict. The results provide theoretical and practical insights that help to better explain the impact of relationship conflict on creativity.

The Water Surrounding the Iceberg: Cultural Racism and Health Inequities

Policy Points Cultural racism-or the widespread values that privilege and protect Whiteness and White social and economic power-permeates all levels of society, uplifts other dimensions of racism, and contributes to health inequities. Overt forms of racism, such as racial hate crimes, represent only the "tip of the iceberg," whereas structural and institutional racism represent its base. This paper advances cultural racism as the "water surrounding the iceberg," allowing it to float while obscuring its base. Considering the fundamental role of cultural racism is needed to advance health equity.

CONTEXT

Cultural racism is a pervasive social toxin that surrounds all other dimensions of racism to produce and maintain racial health inequities. Yet, cultural racism has received relatively little attention in the public health literature. The purpose of this paper is to 1) provide public health researchers and policymakers with a clearer understanding of what cultural racism is, 2) provide an understanding of how it operates in conjunction with the other dimensions of racism to produce health inequities, and 3) offer directions for future research and interventions on cultural racism.

METHODS

We conducted a nonsystematic, multidisciplinary review of theory and empirical evidence that conceptualizes, measures, and documents the consequences of cultural racism for social and health inequities.

FINDINGS

Cultural racism can be defined as a culture of White supremacy, which values, protects, and normalizes Whiteness and White social and economic power. This ideological system operates at the level of our shared social consciousness and is expressed in the language, symbols, and media representations of dominant society. Cultural racism surrounds and bolsters structural, institutional, personally mediated, and internalized racism, undermining health through material, cognitive/affective, biologic, and behavioral mechanisms across the life course.

CONCLUSIONS

More time, research, and funding is needed to advance measurement, elucidate mechanisms, and develop evidence-based policy interventions to reduce cultural racism and promote health equity.

The Dynamics of Team Learning: Harmony and Rhythm in Teamwork Arrangements for Innovation

Innovation teams must navigate inherent tensions between different learning activities to produce high levels of performance. Yet, we know little about how teams combine these activities-notably reflexive, experimental, vicarious, and contextual learning-most effectively over time. In this article, we integrate research on teamwork episodes with insights from music theory to develop a new theoretical perspective on team dynamics, which explains how team activities can produce harmony, dissonance, or rhythm in teamwork arrangements that lead to either positive or negative effects on overall performance. We first tested our theory in a field study using longitudinal data from 102 innovation teams at a Fortune Global 500 company; then, we replicated and elaborated our theory in a study of 61 MBA project teams at an elite North American university. Results show that some learning activities can occur within the same teamwork episode to have harmonious positive effects on team performance, while other activities combine to have dissonant negative effects when occurring in the same episode. We argue that dissonant activities must be spread across teamwork episodes to help teams achieve a positive rhythm of team learning over time. Our findings contribute to theory on team dynamics, team learning, and ambidexterity.

Factors related to intensive care unit Nurses' work engagement: A web-based survey

A questionnaire survey on the personal and work factors related to work engagement among intensive care unit nurses concerning their recovery experiences and the nursing practice environment was conducted using a web-based tool. Two individual factors (demographics and experience on recovery from job stress) and four work factors (work employment type, nursing method, COVID-19 nursing experience, and nursing practice environment) were surveyed. Data from 244 participants were obtained, and survey items were analyzed using a multiple regression analysis with work engagement as the dependent variable. The results show that 3-5 years of nursing experience is significantly associated with lower work engagement. Conversely, certifications for higher-level and specialized nursing, mastery experience such as learning new things, 1-9 days/month of COVID-19 nursing experience, and suitable nursing practice environment were significantly associated with higher work engagement. These factors are considered important for improving the work engagement of intensive care unit nurses.

At your service: supportiveness of servant leadership, communication frequency and communication channel fostering job satisfaction across generations

Introduction

The present study contributes to the conversations on the role of 'autonomy supportive' factors in employee wellbeing in remote work contexts by examining the relationships between servant leadership, communication frequency - overall and via synchronous (i.e., individual video-calls, individual telephone calls) and asynchronous communication channels (i.e., e-mail messages, and WhatsApp) - on the one hand, and job satisfaction, on the other, and the moderating role of generation (Baby Boomers and Gen X versus Gen Y) in these relationships.

Method

Building on self-determination theory, incorporating insights from servant leadership, telework, and media richness and synchronicity literatures, we developed hypotheses that were tested via multilevel analysis (273 employees nested in 89 managers).

Results

In line with expectations, servant leadership had a positive relationship with job satisfaction. Total communication frequency, however, was not related to job satisfaction. Further analyses per communication channel showed that only level 2 e-mail communication frequency was positively related to job satisfaction. In contrast to expectations, the relationships studied were not moderated by generation.

Discussion

We concluded that, for all generations, both servant leadership and frequent (e-mail) communication can be regarded as 'autonomy supportive' factors in employee wellbeing. Paradoxically, whereas servant leadership, considered as a human-centric leadership style, suggests close trust-based employment relationships, employees valued frequent asynchronous communication (via e-mail). Having access to information and knowledge when needed may satisfy employees' need for autonomy (and perhaps for flexibility to engage in work and non-work activities). The insights gained in our study can inform organizations, managers, and employees, particularly in future remote work contexts.

The relationship between performance appraisal interval and employees' proactive working behavior - analysis based on time-gain effect and time-loss effect

Introduction

Performance appraisal is the most widely motivation means for employees' initiative and work improvement. As a large number of organizations are moving from traditional annual performance appraisal to more frequent appraisals, there is little research to compare the motivational effect of different performance appraisal intervals.

Methods

We explore the relationship between performance appraisal interval (PAI) and positive work behavior (PWB) as well as how to improve the relationship between them. Drawing from the psychological momentum (PM) theory, we constructed a model of the dual effect (the time-gain effect and time-loss effect) of PAI on PWB as well as their boundary conditions.

Results

A cross-level analysis of 622 employees in 57 teams indicated that: (1) PAI exerted a positive but marginal decreasing effect on delay of gratification (DG), and then increase PWB indirectly (i.e., the time-gain effect). (2) PAI exerted a positive and marginal increasing effect on perceived uncertainty (PU), and then decrease PWB indirectly (i.e., the time-loss effect). (3) According to the additive principle of the benefit and cost proposed by Hanns et al (2016), the addition of the time-gain effect and time-loss effect leads to an inverted U-shape effect of PAI on PWB. (4) Supervisor developmental feedback (SDF) moderated the inverted U-shape effect of PAI on PWB.

Discussion

This research enriches the application of PM theory in performance appraisal research, advances employee proactivity research from a perspective of organizations' time mechanisms, and also provides a theoretical basis for leaders to adopt developmental feedback as an optimization strategy.

Adjusting Parenting Roles and Work Expectations among Women with Children during COVID-19

This study explores mothers' experiences during the COVID-19 pandemic with a focus on stressors, parenting roles, and work expectations. Qualitative analysis of open-ended interviews with a diverse group of 44 mothers in the United States generated two main themes: adjusting parenting roles and career concerns for mothers. Findings reveal that mothers have both internalized strong intra-family expectations to shoulder the primary responsibility for domestic labor and childcare in addition to completing their work obligations and experience institutional gender bias in the expectations that employers have for female employees. The interviews highlight lower expectations for fathers' contributions to parenting under pandemic conditions. Implications for research and policy are discussed with a particular focus on critiquing structures that may perpetuate gender disparities.

Moving from i-frame to s-frame focus in equity, diversity, and inclusion research, practice, and policy

Meaningful and long-lasting progress in equity, diversity, and inclusion (EDI) continue to elude academics, practitioners, and policymakers. Extending Chater & Loewenstein's arguments to the EDI space, we argue that, despite conventional focus on individual-level solutions (i-frame), increasing EDI also requires a systemic focus (s-frame). We thus call for the design, testing, and implementation of multipronged s-frame interventions.

'Pawing' uncertainty! how dogs attenuate the impact of daily hassles at work on uncertainty

PURPOSE

This study relied on the integrative model of uncertainty tolerance to delineate an argument proposing that daily hassles trigger uncertainty, and this influences adaptive performance. Furthermore, relying on the "furr-recovery method" -where interactions with dogs allow dog owners to recover from negative situations or job demands - this study tested whether having a dog would moderate the relationship between daily hassles and uncertainty.

METHODOLOGY

To test this proposed model, daily data during ten working days was gathered with a sample of white-collar workers who were teleworking (N = 233 × 10 = 2,330).

FINDINGS

Multilevel results showed that daily hassles influenced adaptive performance via perceived uncertainty. However, the relationship between daily hassles and uncertainty was conditional on the ownership of a dog, in such a way that the relationship became weaker for those who had dogs. That is, those who did not have dogs had increased levels of uncertainty after daily hassles when compared to those who had dogs.

PRACTICAL IMPLICATIONS

Managers may consider the adoption of pet-friendly work practices (for instance, telework - working from home allow employees to work nearby and interact with their dogs during worktime) as dogs appear to have a beneficial effect to help employees effectively cope with daily hassles and reduce their uncertain reactions.

ORIGINALITY

This study advances knowledge regarding the pawing-effect (the reduced uncertainty to daily hassles on dog owners) on employees' uncertainty to daily hassles and opens new venues for research regarding their role in work-related outcomes. Further, future research could examine how human-dog interactions or the quality of their relationship may benefit owners and explore the benefits of bringing dogs to work periodically.

Norwegian citizens' responses to influxes of asylum seekers: comparing across two refugee crises

We compared Norwegians' attitudes to immigration, perspective taking, and intergroup behaviors directed at asylum seekers in 2016 (Syrians and Afghans) and 2022 (Ukrainians). We find evidence for a stronger exclusionary response to the asylum seekers in 2016 than in 2022. Attitudes to immigration were more negative in 2016 than in 2022, and skepticism and avoiding asylum seekers was more common. However, the dominant behavior in both years was prosocial (greeting and donating) and Norwegians' willingness to take asylum seekers perspective was similar in 2016 and 2022. These results may reflect an absence of a symbolic threat in 2022 and may be connected to differences in the political rhetoric about asylum seekers in 2015/2016 and 2022.

Does having more power make people more materialistic? The role of personal sense of power for gift preferences

Introduction

Gift-giving is a prevalent practice in daily life, with experiential gifts being identified in studies as having hedonic and interpersonal advantages, often yielding greater recipient satisfaction compared to material gifts. However, the reception of experiential gifts might not always align with expectations, as material gifts are valued for their enduring qualities. Thus, comprehending the contexts favoring material or experiential gift preferences becomes crucial.

Methods

Existing research primarily delves into external influences like income and social proximity, while intrinsic factors such as personal sense of power in interpersonal interactions have received limited attention. Guided by the Agentic-communal Model of Power, we conducted three studies to investigate how personal sense of power impact gift preferences.

Results

Our findings demonstrated that gift preferences are contingent upon personal sense of power. Specifically, those possessing a high personal sense of power exhibited a preference for material gifts over experiential ones, whereas individuals with a low personal sense of power favored experiential gifts over material ones. Further analysis revealed that the relationship between personal sense of power and gift preference is mediated by information processing fluency.

Discussion

This study contributes to the field of gift preferences and sheds light on the role of personal sense of power. By incorporating the Agentic-communal Model of Power, we offer novel insights into the dynamics between personal sense of power and gift preferences. These findings hold valuable implications for managerial strategies concerning gift selection and interpersonal interactions.

How is transition to medical practice shaped by a novel transitional role? A mixed-methods study

OBJECTIVES

This study considered a novel 'interim' transitional role for new doctors (termed 'FiY1', interim Foundation Year 1), bridging medical school and Foundation Programme (FP). Research questions considered effects on doctors' well-being and perceived preparedness, and influences on their experience of transition. While FiY1 was introduced in response to the COVID-19 pandemic, findings have wider and ongoing relevance.

DESIGN

A sequential mixed-methods study involved two questionnaire phases, followed by semi-structured interviews. In phase 1, questionnaires were distributed to doctors in FiY1 posts, and in phase 2, to all new FP doctors, including those who had not undertaken FiY1.

SETTING AND PARTICIPANTS

Participants were newly qualified doctors from UK medical schools, working in UK hospitals in 2020. 77% (n=668) of all participants across all phases had undertaken FiY1 before starting FP in August. The remainder started FP in August with varying experience beforehand.

OUTCOME MEASURES

Questionnaires measured preparedness for practice, stress, anxiety, depression, burnout, identity, and tolerance of ambiguity. Interviews explored participants' experiences in more depth.

RESULTS

Analysis of questionnaires (phase 1 n=441 FiY1s, phase 2 n=477 FiY1s, 196 non-FiY1s) indicated that FiY1s felt more prepared than non-FiY1 colleagues for starting FP in August (β=2.71, 95% CI=2.21 to 3.22, p<0.0001), which persisted to October (β=1.85, CI=1.28 to 2.41, p<0.0001). Likelihood of feeling prepared increased with FiY1 duration (OR=1.02, CI=1.00 to 1.03, p=0.0097). Despite challenges to well-being during FiY1, no later detriment was apparent. Thematic analysis of interview data (n=22) identified different ways, structural and interpersonal, in which the FiY1 role enhanced doctors' emerging independence supported by systems and colleagues, providing 'supported autonomy'.

CONCLUSIONS

An explicitly transitional role can benefit doctors as they move from medical school to independent practice. We suggest that the features of supported autonomy are those of institutionalised liminality-a structured role 'betwixt and between' education and practice-and this lens may provide a guide to optimising the design of such posts.

Combining differentiating and integrating over time to sustain multiple institutional logics: a case study of a higher education institution

To understand how organizations adopt varying configurations of differentiating (i.e., compartmentalizing logics into different subunits or roles) and integrating (i.e., combining logics to highlight synergies) over time to navigate logic contestations and extract logic complementarities for organizational innovation, we conduct a 15-year in-depth longitudinal case study of a higher education institution to examine how it devised innovative hybrid practices to manage and support college student development. By employing the grounded theory method, we develop a four-stage process model of the varying configurations of differentiating and integrating that expounds on how two contested logics are sustained and exploited over time. We assert that selective bridging-the instrumental use of one logic enables some practices of one logic to be selectively integrated with the other, while irreconcilable practices remain differentiated to play their respective roles, is vital in allowing organizations to leverage respective advantages in combining differentiating and integrating over time. Further, we show that combining integrating and differentiating features simultaneously transforms contested logics into compatible and complementary, offering a novel way for logic hybridization. These findings advance the understanding of how organizations can differentiate and integrate contested logics over time through a dynamic and paradoxical view, thus being manageable and manipulated for organizational innovation.

Anxiety and Insomnia Mediate the Association of Fear of Infection and Fatigue: A Cross-Sectional Survey of Nurses Deployed to a COVID-19 Epicenter in China

Background

This study aimed to test the mediating role of anxiety and insomnia in the association between fear of infection and fatigue.

Methods

A cross-sectional questionnaire survey was conducted on the nurses deployed to Heihe. A serial multiple mediation model was established to determine the role of anxiety and insomnia in the association between fear of infection and fatigue.

Findings

Over half (53.0%) of the study participants reported experiencing fear of infection despite stringent personal protection measures. The scores of anxiety (11.87±5.19), insomnia (16.33±5.95), and fatigue (45.94±12.93) were moderately correlated, with a Pearson correlation coefficient ranging from 0.501 to 0.579. Anxiety, either alone or in combination with insomnia, mediated the association between fear of infection and fatigue.

Conclusion

The findings suggest that anxiety and insomnia play a mediating role in the relationship between fear of infection and fatigue. These results emphasize the importance of implementing targeted mental health interventions and work arrangements to address the well-being of healthcare professionals.

On power and its corrupting effects: the effects of power on human behavior and the limits of accountability systems

Power is an all-pervasive, and fundamental force in human relationships and plays a valuable role in social, political, and economic interactions. Power differences are important in social groups in enhancing group functioning. Most people want to have power and there are many benefits to having power. However, power is a corrupting force and this has been a topic of interest for centuries to scholars from Plato to Lord Acton. Even with increased knowledge of power's corrupting effect and safeguards put in place to counteract such tendencies, power abuse remains rampant in society suggesting that the full extent of this effect is not well understood. In this paper, an effort is made to improve understanding of power's corrupting effects on human behavior through an integrated and comprehensive synthesis of the neurological, sociological, physiological, and psychological literature on power. The structural limits of justice systems' capability to hold powerful people accountable are also discussed.

Communication networks and team performance: selecting members to network positions

This study examines how individuals come to occupy communication network positions and the effect of selection processes on group performance. Drawing on the Carnegie perspective and research on communication networks, we compare the performance of groups whose members receive their choice of who occupies which network position to the performance of groups whose members do not receive their choice. We integrate ideas from the Carnegie perspective with the social psychological literature on the recognition of expertise to theorize that when group members choose who occupies which network positions, individuals select themselves and others into network positions that best suit their skillsets. The selection process allows groups to match individual member expertise to network position, thereby improving performance. We test this hypothesis in a laboratory study manipulating how members are assigned to positions in a centralized communication network. We find individuals who communicate more during training are more likely to be chosen as the central member, and that their communication activity explains the effect of choosing the central member on performance. Supplemental analyses suggest that groups allowed to select their central member performed as well as, and often better than, groups whose central member was randomly assigned. Our results contribute to the Carnegie perspective by demonstrating that the intra-team processes that develop a team's network help explain their performance.

An intersectional lens on young leaders: bias toward young women and young men in leadership positions

Research has recognized age biases against young leaders, yet understanding of how gender, the most frequently studied demographic leader characteristic, influences this bias remains limited. In this study, we examine the gender-specific age bias toward young female and young male leaders through an intersectional lens. By integrating intersectionality theory with insights on status beliefs associated with age and gender, we test whether young female and male leaders face an interactive rather than an additive form of bias. We conducted two preregistered experimental studies (N1 = 918 and N2 = 985), where participants evaluated leaders based on age, gender, or a combination of both. Our analysis reveals a negative age bias in leader status ascriptions toward young leaders compared to middle-aged and older leaders. This bias persists when gender information is added, as demonstrated in both intersectional categories of young female and young male leaders. This bias pattern does not extend to middle-aged or older female and male leaders, thereby supporting the age bias against young leaders specifically. Interestingly, we also examined whether social dominance orientation strengthens the bias against young (male) leaders, but our results (reported in the SOM) are not as hypothesized. In sum, our results emphasize the importance of young age as a crucial demographic characteristic in leadership perceptions that can even overshadow the role of gender.

Human-AI teaming: leveraging transactive memory and speaking up for enhanced team effectiveness

In this prospective observational study, we investigate the role of transactive memory and speaking up in human-AI teams comprising 180 intensive care (ICU) physicians and nurses working with AI in a simulated clinical environment. Our findings indicate that interactions with AI agents differ significantly from human interactions, as accessing information from AI agents is positively linked to a team's ability to generate novel hypotheses and demonstrate speaking-up behavior, but only in higher-performing teams. Conversely, accessing information from human team members is negatively associated with these aspects, regardless of team performance. This study is a valuable contribution to the expanding field of research on human-AI teams and team science in general, as it emphasizes the necessity of incorporating AI agents as knowledge sources in a team's transactive memory system, as well as highlighting their role as catalysts for speaking up. Practical implications include suggestions for the design of future AI systems and human-AI team training in healthcare and beyond.

Time and Punishment: Time Delays Exacerbate the Severity of Third-Party Punishment

Punishments are not always administered immediately after a crime is committed. Although scholars and researchers claim that third parties should normatively enact punishments proportionate to a given crime, we contend that third parties punish transgressors more severely when there is a time delay between a transgressor's crime and when they face punishment for it. We theorize that this occurs because of a perception of unfairness, whereby third parties view the process that led to time delays as unfair. We tested our theory across eight studies, including two archival data sets of 160,772 punishment decisions and six experiments (five preregistered) across 6,029 adult participants. Our results suggest that as time delays lengthen, third parties punish transgressors more severely because of increased perceived unfairness. Importantly, perceived unfairness explained this relationship beyond other alternative mechanisms. We explore potential boundary conditions for this relationship and discuss the implications of our findings.

Sleep as a mediator of the relationship between social class and health in higher education students

A substantial body of research indicates that higher education students from lower social class backgrounds tend to have poorer health than those from higher social class backgrounds. To investigate sleep as a potential mediator of this relationship, online survey responses of students from five large Australian universities, one Irish university and one large Australian technical college were analysed in three studies (Study 1 N = 628; Study 2 N = 376; Study 3 N = 446). The results revealed that sleep quality, sleep duration, sleep disturbances, pre-sleep worries and sleep schedule variability mediated the relationship between social class and physical and mental health. Sleep remained a significant mediator when controlling for related variables and other mediators. Thus, the findings suggest that sleep partly explains social class differences in health. We discuss the importance of addressing sleep issues among students from lower social class backgrounds.

A semantic exploration: Nurse ethicist, medical ethicist, or clinical ethicist: Do distinctions matter?

Since the 1960s, it has been recognized that "medical ethics," the area of inquiry about the obligations of practitioners of medicine, is inadequate for capturing and addressing the complexities associated with modern medicine, human health, and wellbeing. Subsequently, a new specialty emerged which involved scholars and professionals from a variety of disciplines who had an interest in healthcare ethics. The name adopted is variously biomedical ethics or bioethics. The practice of bioethics in clinical settings is clinical ethics and its primary aim is to resolve patient care issues and conflicts. Nurses are among these clinical ethicists. They are drawn to the study and practice of bioethics and its applications as way to address the problems encountered in practice. A significant number are among the ranks of clinical ethicists. However, in the role of bio- or clinical ethicist, some retained the title of their original profession, calling themselves nurse ethicists, and some did not. In this article, we explore under which conditions it is permissible or preferable that one retains one's prior profession's nomenclature as a prefix to "ethicist," under which conditions it is not, and why. We emphasize the need for transparency of purpose related to titles and their possible influence on individual and social good.

How nervous am I? How computer vision succeeds and humans fail in interpreting state anxiety from dynamic facial behaviour

For human interaction, it is important to understand what emotional state others are in. Especially the observation of faces aids us in putting behaviours into context and gives insight into emotions and mental states of others. Detecting whether someone is nervous, a form of state anxiety, is such an example as it reveals a person's familiarity and contentment with the circumstances. With recent developments in computer vision we developed behavioural nervousness models to show which time-varying facial cues reveal whether someone is nervous in an interview setting. The facial changes, reflecting a state of anxiety, led to more visual exposure and less chemosensory (taste and olfaction) exposure. However, experienced observers had difficulty picking up these changes and failed to detect nervousness levels accurately therewith. This study highlights humans' limited capacity in determining complex emotional states but at the same time provides an automated model that can assist us in achieving fair assessments of so far unexplored emotional states.

A Growth Mindset Frame Increases Opting In to Reading Information About Bias

We explore the conditions under which people will opt in to reading information about bias and stereotypes, a key precursor to the types of self-directed learning that diversity and anti-bias advocates increasingly endorse. Across one meta-analysis (total N = 1,122; 7 studies, 5 pre-registered) and 2 pre-registered experiments (total N = 1,717), we identify a condition under which people opt in to reading more about implicit bias and stereotypes. People randomly assigned to read a growth, rather than fixed, mindset frame about bias opted in to read more information about stereotypes and implicit bias (Study 1 and Study 3). The mechanism that drove these effects was individuals' construal of the task as a challenge (Studies 2 and 3). Our findings offer insight into how to promote engagement with information about stereotypes and biases. We discuss how this work advances the study of mindsets and diversity science.

Pension Tension: Retirement Annuity Fosters Ageism Across Countries and Cultures

Background and Objectives

Globally aging populations raise worldwide concerns about how an older population will be valued. Cross-culturally, many espouse that Eastern cultures revere their older adults more than Westerners, due to stronger collectivism and filial piety traditions. In contrast, this paper proposes a resource tension hypothesis, whereby rapid population aging causes pragmatic strain across all modernized societies, fostering ageism.

Research Design and Methods

Three studies supported this resource tension hypothesis, focusing on the pragmatic role of public pensions-a fundamental resource inherently pitting older versus younger generations-in fostering ageism. Study 1 tested the relationship between nation-level public pension rate and attitudes toward older adults by using World Values Survey and European Social Survey data sets. Study 2 further explored this relationship via priming both the pension-based resource scarcity and the intergenerational competition over the public pension. Study 3 offered an intervention-future-self-thinking via a photo ager-on reducing intergenerational tensions under pension scarcity conditions.

Results

Study 1 found a significant link between nation-level public pension rate and negative older adult attitudes across 39,700 World Values Survey, and 29,797 European Social Survey data points. Study 2 further supported the pension-ageism link via experimental methods. Participants who were reminded of the scarcity of pensions and intergenerational competition exhibited more negative attitudes toward older adults. Study 3 confirmed the effect of the future-self intervention on enhancing attitudes toward older adults even despite scarce pension resources.

Discussion and Implications

The findings support a resource explanation in driving perceptions of older adults, implicate pensions as a key mechanism driving intergenerational attitudes, and identify future-self thinking as a critical intervention. The present studies open up new research pathways for understanding and accommodating the globally aging population.

Investigating the relationship between language teachers' occupational self-efficacy, satisfaction and meaning at work, and their subjective wellbeing

Despite the growing interest in the well-being of educators, there is a significant gap in the literature regarding the specific factors that influence the well-being of language teachers. To address this gap, this study explored the relationship between Iranian language teachers' occupational self-efficacy, satisfaction and meaning at work and their subjective well-being. The study involved 120 EFL teachers, and data were collected through self-report questionnaires. The results pointed to significant positive correlations between subjective well-being and occupational self-efficacy (r = 0.625, p < 0.001) as well as satisfaction and meaning at work (r = 0.493, p < 0.001). Regression analyses further indicated that occupational self-efficacy, satisfaction and meaning at work were significant predictors of subjective well-being. Notably, occupational self-efficacy emerged as a stronger predictor, outweighing the influence of satisfaction and meaning at work. Furthermore, the ANOVA results demonstrated that the regression models significantly contributed to the prediction of subjective well-being, indicating the relevance of these factors in understanding language teachers' well-being. The coefficients analysis supported the significance of occupational self-efficacy (β = 0.625, p < 0.001) in predicting subjective well-being, while satisfaction and meaning at work also made a significant contribution (β = 0.258, p = 0.003). These findings suggest that enhancing teachers' occupational self-efficacy, satisfaction and meaning at work could promote their subjective well-being. The study contributes to understanding the relationship between teachers' job-related factors and their subjective well-being and could have implications for developing interventions to enhance their well-being.

A pathway to greater meaning in life and well-being for senior executives beset by anti-meaning

Introduction

Although work is a significant source of meaning for most people, the role of senior executive generates different meaning and well-being complexities than those experienced or faced by general employees. This study explored how meaning and anti-meaning components affect senior executives' experiences of meaning in life and well-being. The findings enabled devising a pathway to enhance senior executives' net experiences of meaning in life and well-being.

Methods

A cross-sectional, semi-structured interview study design was used to gather rich qualitative data. Eight participants from southern and eastern Africa, who had held the position of chief executive officer or managing director for at least five years, were interviewed.

Results

The findings demonstrated that senior executives' work roles provide a significant source of meaning. However, the roles are accompanied by unavoidable anti-meanings, which are likely to generate additional anti-meanings if not tempered sufficiently, thus reducing the net meaning experienced.

Discussion

From the findings, a practical pathway was devised to assist top executives to deal with the bipolar relationship between meaning and anti-meaning. Consulting and counseling practitioners can utilize the pathway to guide, support, and counsel senior executives towards improved meaning, temper anti-meaning and improve well-being.

Interprofessional Team Conflict Resolution: A Critical Literature Review

INTRODUCTION

Although concern related to conflicts within health care teams has been discussed in the literature, most studies have focused on individuals' personal conflict management style identification or on managers resolving workplace conflicts between parties. The purpose of this review was to identify significant components in the field of conflict with particular attention to conceptual findings that may be integrated into understanding interprofessional health care team conflict and its resolution.

METHODS

A critical review of the conflict literature across many fields was undertaken using the method identified by Grant and Booth, incorporating literature-search, appraisal, synthesis, and analysis.

RESULTS

This critical review explored existing models and schools of thought to provide an overview of how conflict is conceptualized, its focus on interpersonal and workplace issues, team conflict application and training in team conflict resolution, and finally a summary of this review's contribution to interprofessional health care team conflict and its resolution.

CONCLUSIONS

Team conflict is comprised of three forms-relationship, task, and process. When team building occurs that incorporates training in the use of an adapted constructive controversy approach, there is a greater opportunity to enhance the quality of a cooperative approach to patients' care planning. Training in team conflict resolution is needed as a key ingredient to ensure all team members can enhance the effectiveness and quality of interprofessional client-centered collaborative practice. This benefits not only the health providers in the team, but also their clients/patients who are recipients of their shared teamwork.

Does meaningful work mediate the relationship between empowering leadership and mental health? Evidence from Malaysian SME employees

Introduction

In Malaysia, small and medium enterprises (SMEs) account for more than half of all employment and 98.7% of all businesses. There is little research on empowering behaviors in SMEs, despite leadership empowerment being often practiced. Therefore, the study aims to investigate how empowering leadership affects employees' mental health. The study also reveals meaningful work's role in mediating the relationship between empowering leadership and employees' mental health.

Methods

A stratified random sample approach was used to collect data from 516 employees of Malaysian SMEs. The data was analyzed, and the hypothesis was tested using structural equation modeling (AMOS 21.0) with bootstrap confidence intervals computed to evaluate the mediating effect.

Results

The results demonstrate that empowering leadership significantly improves employees' mental health. Furthermore, the association between empowering leadership and mental health is partially mediated by meaningful work.

Discussion

This study contributes to the present empowering leadership-meaningful work-mental health model for SME employees, which reduces stress and anxiety at the workplace and positively impacts psychological empowerment and their capacity to control their overall emotions in instances of success.

Political polarization: a curse of knowledge?

Purpose

Could the curse of knowledge influence how antagonized we are towards political outgroups? Do we assume others know what we know but still disagree with us? This research investigates how the curse of knowledge may affect us politically, i.e., be a cause of political polarization.

Background

Research on the curse of knowledge has shown that even when people are incentivized to act as if others do not know what they know, they are still influenced by the knowledge they have.

Methods

This study consists of five studies consisting of both experimental and non-experimental and within- and between-subjects survey designs. Each study collected samples of 152-1,048.

Results

Partisans on both sides overestimate the extent to which stories from their news sources were familiar to contrapartisans. Introducing novel, unknown facts to support their political opinion made participants rate political outgroup members more negatively. In an experimental design, there was no difference in judging an opponent who did not know the same issue-relevant facts and someone who did know the same facts. However, when asked to compare those who know to those who do not, participants judged those who do not know more favorably, and their ratings of all issue-opponents were closer to those issue-opponents who shared the same knowledge. In a debiasing experiment, those who received an epistemological treatment judged someone who disagreed more favorably.

Conclusion

This research provides evidence that the curse of knowledge may be a contributing cause of affective political polarization.

Can small and medium businesses endure the COVID-19 crisis through strategic philanthropy?

Purpose

Small and medium-sized firms (SMEs) are typically reported to have a limited interest in broader societal concerns across the world. As a result, the purpose of this study is to develop a model of SME’s strategic philanthropic performance in light of the societal reactions to the COVID-19 issue, particularly in terms of the intervention of corporate spirituality and the solid regulatory motive behind these.

Design/methodology/approach

A systematic mixed review analysis has been executed to analyze the strategic philanthropic performance configuration triggered by the recent COVID-19 crisis, in which over 369 publications are read and reviewed by the authors. It has also established the reliability and validity of literature analysis. Also besides, a short form of qualitative investigation has been used to support the direction of the study.

Findings

Through regulatory adjustments, the study's findings effectively developed a strategic philanthropic performance configuration for SMEs. In this case, the strategic philanthropic convergence of corporate giving, corporate volunteering, corporate foundation and food bank has the potential to help SMEs thrive in the long run. The study also discovers that corporate spirituality might potentially mediate between appropriate regulations and strategic philanthropic performance of SMEs in the context of a supportive external environment.

Research limitations/implications

Prior empirical attempts are subsequently required to inquiry about the proposed conceptualization from different perspectives.

Practical implications

The decision-makers of SMEs, with the efficient implementation of the proposed outline, will use the understanding given for their required actions to develop the competitive advantage in terms of social concerns. On this note, the outcomes of the study can also enhance business differentiation and competitiveness. It can also serve as a strategic guideline for firms to develop organizational values for long-term survival.

Social implications

In the COVID-19 reality, SMEs will contribute to the concerns through philanthropy activities that are better suited for both enhanced social good and greater corporate advantages. The idea can also serve as a basis for SMEs to accomplish the Sustainable Development Goals (SDGs).

Originality/value

To the best of the authors' knowledge, this is the first research that conceptualizes the influence of government regulation on the strategic philanthropic performance of SMEs while taking corporate spirituality into account in order to survive the COVID-19 crisis.

When Does Competence Matter? Character as a Moderator in the Development of Trust

This article examines the relationship between the two fundamental attributes of the trustee: character and competence. Although the trust research predominantly adopts an additive perspective, our research emphasizes a moderation (i.e., multiplicative) relationship and the significance of their interaction. We find that competence is an important but not always reliable predictor of trust. First, the positive effect of competence is conditional on the trustee's high character. Second, higher competence can have a lower marginal effect as character decreases. Furthermore, situational assurance weakens the effect of character on competence, which explains the additive joint effect found in previous research. Our modified trust game also makes a methodological contribution by examining the interaction between the various personal and situational sources of trust (as compared with the lone operationalization of character in the classic trust game). We discuss the shortcomings of the additive perspective and the implications of our method and findings.

Strain, loss of time, or even gain? A systematic review of technology-based work extending and its ambiguous impact on wellbeing, considering its frequency and duration

Especially in knowledge-intensive professions, workers engage in work-related communication and access digital work content outside of working hours. Scientific research on technology-based work extending has flourished in recent decades, but yielded inconclusive results about its relationship with workers' wellbeing and focused on different temporal characteristics of the behaviour. Consequently, in this article, we address the question of whether different temporal characteristics of technology-based work extending, such as the frequency and duration of the behaviour, may have different consequences for workers' wellbeing. In the course of a systematic literature review, we analyzed 78 empirical studies published between 2007 and 2021 that investigate the relationship between the self-rated frequency and the self-rated duration of work extending behaviours and 14 wellbeing indicators. Whereas most studies examined the frequency of work extending behaviours and its consequences, only 19 studies examined the effects of its duration. Based on our findings, we propose three effects: The strain effect of frequent work extending, the gain effect of sustained work extending, and the loss-of-private-time effect inherent to work extending and independent from its frequency and duration. Our findings not only provide in-depth information on a widespread contemporary behaviour and its psychological implications, we also reveal research gaps and shed light on behaviours associated with role transitions and thus contribute to boundary theory.

Construction and Validation of the Postgraduate Research Innovation Ability Scale (PRIAS): A Three-Dimensional Structural Model Based on Componential Theory of Creativity

Purpose

To explore the structure of postgraduate research innovation ability and verify the Postgraduate Research Innovation Ability Scale.

Patients and Methods

This study was based on the componential theory of creativity. First, we drafted an item pool from the literature review, semi-structured interviews, and group discussions. A total of 125 postgraduates were selected for the pre-test. After item selection and exploratory factor analysis, an 11-item, 3-factor postgraduate research innovation ability scale was formed. The scale was applied to a sample of 330 postgraduates from various domestic universities. Exploratory factor analysis and confirmatory factor analysis were used to examine the factor structure of the scales.

Results

The results support a three-factor model including creativity-relevant processes, domain-relevant skills, and intrinsic motivation for the Postgraduate Research Innovation Ability Scale. The scale showed good internal consistency (α =0.89) and test-retest reliability (r=0.86). Exploratory factor analysis showed that the KMO value was 0.87, and the Bartlett's sphericity test results were significant. Confirmatory factor analysis confirmed that the three-factor construct demonstrated a good model fit (χ2/df=1.945, GFI=0.916, CFI=0.950, RMSEA=0.076).

Conclusion

The Postgraduate Research Innovation Ability Scale has good reliability and validity, and it can be used for future research in related fields.

Understanding the Leaders of Tomorrow: The Need to Study Leadership in Adolescence

Leadership traits and behaviors are observed early in human development, and although an improved understanding of youth leadership would usefully inform many real-world contexts (e.g., education, parenting, policy), most empirical work on leadership has been limited to adult populations. The purpose of the current article is to add a developmental perspective to leadership research that has so far been absent. Here, we (a) highlight adolescence as a critical developmental period for leadership emergence and development, (b) argue that leadership among youths is poorly understood and critically understudied, (c) provide exemplars of synergy between research on leadership and adolescent development that are ripe for focused inquiry, and (d) underscore some of the positive consequences of accelerating empirical research on leadership in adolescence, including implications for a deeper understanding of leadership in adult working populations.

Data driven analysis of social capital in Farmer Producer Companies

The Farmer Producer Company (FPC), a subset of the Farmer Producer Organization (FPO), is an important institutional form designed to organize farmer groups towards better coordinated farming and marketing. In the Indian context, as FPCs have emerged as new forms of members-led agribusiness, their ability to identify prevailing social ties and tap them effectively towards business growth needs to be better understood. Although social capital is studied broadly for its potential to drive organizational performance, it has been poorly researched in farmer collectives such as FPCs. The current work examines the effect of social capital on benefits and business performance at the level of member groups in FPCs. An empirical analysis was conducted in which two FPCs, which differed significantly in their mobilization strategies, farming methods, and supply chain linkages, were surveyed. Data collected from the surveys were visualized and clustering analysis was carried out using Self Organizing Maps (SOM), an unsupervised Artificial Neural Network (ANN) tool. Insights from clustering reveal the importance of pre-existing social ties, leadership, participation in group activities and the geographical affinity of groups in benefits realization and business performance of FPCs. The importance of bottom-up approaches in establishing robust supply chain linkages in emerging FPCs was keyed out through this work. The inferences through SOM, distilled strategies for FPCs' stakeholders in prioritizing interventions for member groups and in generating broader implications for policy makers accounting social capital in new institutional models.

Gender biases in attributions of blame for workplace mistreatment: a video experiment on the effect of perpetrator and target gender

Introduction

Ambiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men.

Methods

A sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator's angry insult and a perpetrator's exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion).

Results

As hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender.

Discussion

Our findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being "too sensitive" when mistreated by men requires more attention in organizational anti-bias trainings.

How to link organizational resilience to transformational entrepreneurship behavior as theoretical framework gap - A systematic literature review

Background: Numerous enterprises face great challenges during uncertain economic conditions. This is particularly true for micro, small, and medium-scale companies, which are slumped against disruption from the COVID-19 pandemic-owing to lockdowns, decreased demand, and a disrupted supply chain. This has impacted the economy worldwide but also the social community and the environment that forms its ecosystem. Organizational resilience allows for socio-economic growth and enterprises to build environmental sustainability and balanced community development. Therefore, the behavior of companies must be transformed in building entrepreneurship to encourage socio-economic growth. Methods: We conducted an advanced search on Business Source Premier, ABI/INFORM (ProQuest), Emerald Insight, and Web of Science database between March and June 2022. We screened the bibliographies of the articles from the database search using a set of inclusion criteria such as studies with quantitative design with unit analysis population sample based microfinance institutions and cooperative-based microfinance institutions, MSEs, and MSMEs as well as other industries such as travel agents, property, restaurants, food and beverages, manufacturing and plantations; exploration of transformational entrepreneurship behavior and organizational resilience determinant factors and conceptual manuscripts written in English; and published between 2005 till 2019 for transformational entrepreneurship and 1997 till 2000 for organizational resilience.   Results: This study reviewed 22 articles focusing on the role and influence of organizational resilience on transformational entrepreneurship behavior from a lens that posits the importance of organizational resilience in the face of uncertain economic turbulence. The orientation of entrepreneurship behavior has been neglected in research so far. This systematic literature review study reveals important research gaps, such as the influence of organizational resilience in promoting the development of transformational entrepreneurship behavior and the determinants that build organizational resilience. Conclusions: Research related to a company's transformational entrepreneurship behavior offers a broad area of ​​scientific research; hence, encouraging further investigation is necessary.

How AI tools can-and cannot-help organizations become more ethical

In this paper, we argue that we cannot expect that AI systems-even given more data or better computational resources-will be more ethical than the humans who develop, deploy and use them. As such, we advocate that it is necessary to retain the responsibility for ethical decision-making in human hands. In reality, however, human decision-makers currently do not have the ethical maturity to meaningfully take on this responsibility. So, what to do? We develop the argument that to broaden and strengthen the ethical upskilling of our organizations and leaders, AI has a crucial role to play. Specifically, because AI is a mirror that reflects our biases and moral flaws back to us, decision-makers should look carefully into this mirror-taking advantage of the opportunities brought about by its scale, interpretability, and counterfactual modeling-to gain a deep understanding of the psychological underpinnings of our (un)ethical behaviors, and in turn, learn to consistently make ethical decisions. In discussing this proposal, we introduce a new collaborative paradigm between humans and AI that can help ethically upskill our organizations and leaders and thereby prepare them to responsibly navigate the impending digital future.

Holding the Belief That Gender Roles Can Change Reduces Women's Work-Family Conflict

Across four studies (N = 1544), we examined the relationship between individuals' gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between women's growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of women's gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates women's work-family conflict.

Psychological Capital, Autonomous Motivation and Innovative Behavior: A Study Aimed at Employees in Social Networks

The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.

Research on Employee Voice Intention: Conceptualization, Scale Development, and Validation Among Enterprises in China

Purpose

Expressing opinions and ideas in the workplace is an important aspect of organizational development and employee well-being. However, employee voice intention, which refers to an employee's willingness to share their opinions or ideas, is an area that has received limited attention in research. Therefore, the aim of this study was to develop and validate a reliable measurement tool for employee voice intention.

Methods

The study followed a three-stage process. First, in-depth interviews were conducted with managers and employees from Chinese companies, resulting in 38 qualitative data points. Second, the employee voice intention scale was developed and validated through two surveys. Exploratory factor analysis (N=264) and confirmatory factor analysis (N=260) were performed, respectively. Third, the predictive validity of the scale was assessed by collecting 366 valid responses across three rounds of questionnaires, using voice efficacy and employee voice behavior as correlational calibration criteria.

Results

The study employed grounded theory methodology to analyze the qualitative data collected, resulting in the development of a robust conceptual framework of employee voice intention. This framework is composed of two dimensions: perceived desirability and perceived feasibility, which together capture the key factors that influence whether an employee will express their opinions or ideas within an organizational context. A corresponding measurement scale was developed, consisting of nine measurement items that underwent rigorous testing to ensure their reliability and validity. Furthermore, the results of the empirical study showed that employee voice intention mediated the positive effect of voice efficacy on voice behavior, supporting the scale's predictive validity.

Conclusion

This study provides valuable insights into the dimensions of employee voice intention and contributes significantly to the existing literature on this topic by introducing a reliable and valid measurement tool. Furthermore, it advances our understanding of the underlying dimensions associated with this construct.

The relationship between working in the "gig" economy and perceived subjective well-being in Western Balkan countries

The combination of accelerated digitalization and the recent COVID-19 crisis has increased the number of remote workers worldwide to unimaginable proportions. Among the large number of remote workers that execute their projects from home, there is a significant number of permanently self-employed remote workers, usually referred to as freelancers. Despite the importance of this kind of business activity for modern project management society, perceived drivers of freelancing are still unknown. The goal of this paper was to shed some light on the general subjective well-being of freelancing activity and investigate differences concerning gender, age, and education. The study was performed in late 2020 and included 471 freelancers from Serbia, Bosnia and Herzegovina, Macedonia, and Montenegro that participated in an online questionnaire evaluating their subjective well-being while participating in the "gig" economy. Factor analysis was used as a primary statistical method and two major groups were identified: (1) Impact of working from home on a freelancer's personal life and health and (2) Fulfillment of expectations in the economic and professional sense. Gender was found not to be significant for overall work satisfaction. However, older freelancers proved to be more satisfied with the fulfillment of economic and professional expectations, which correlate with years of professional experience. Another conclusion is that more educated freelancers are generally less satisfied with both groups of drivers - fulfillment of personal life and professional expectations. Understanding how the combination of occupations, technological infrastructure, and demographic characteristics in the region has affected the well-being of freelancers may help policymakers and organization owners, as well as future entrepreneurs, better prepare for this model of work in the future. It also increases the possibility of exploring individual dimensions of wellbeing useful for targeting interventions at the level of each country separately. In line with this, the present study contributes to the existing body of knowledge and the impact of hybrid models of work on the subjective well-being of workers in the "gig" economy.

To switch or not? Effects of spokes-character urgency during the social app loading process and app type on user switching intention

Users of mobile phone applications (apps) often have to wait for the pages of apps to load, a process that substantially affects user experience. Based on the Attentional Gate Model and Emotional Contagion Theory, this paper explores the effects of the urgency expressed by a spokes-character's movement in the loading page of a social app the app type on users' switching intention through two studies. In Study 1 (N = 173), the results demonstrated that for a hedonic-orientated app, a high-urgency (vs. low-urgency) spokes-character resulted in a lower switching intention, whereas the opposite occurred for a utilitarian-orientated app. We adopted a similar methodology in Study 2 (N = 182) and the results showed that perceived waiting time mediated the interaction effect demonstrated in Study 1. Specifically, for the hedonic-orientated (vs. utilitarian-orientated) social app, the high-urgency (vs. low-urgency) spokes-character made participants estimate a shorter perceived waiting time, which induces a lower user switching intention. This paper contributes to the literature on emotion, spokes-characters, and human-computer interaction, which extends an enhanced understanding of users' perception during loading process and informs the design of spokes-characters for the loading pages of apps.

Associations among leadership, resources, and nurses' work engagement: findings from the fifth korean Working Conditions Survey

BACKGROUND

Nurses' work engagement has received extensive attention due to its positive impacts on individual and organizational outcomes, including patient safety and quality care in healthcare organizations. Although nurse managers' leadership and a variety of resources have been identified as important factors of nurses' work engagement, these relationships have not been well understood in Korean nursing contexts. The purpose of this study was to examine the associations among nurse managers' leadership, resources, and work engagement among Korean nurses after controlling for nurses' demographic and work-related characteristics.

METHODS

This is a cross-sectional study using data from the fifth Korean Working Conditions Survey. Using a sample of 477 registered nurses, we employed hierarchical linear regression analyses. Nurse managers' leadership, job resources (organizational justice and support from peers), professional resources (employee involvement), and personal resources (meaning of work) were examined as potential predictors of nurses' work engagement.

RESULTS

We found that nurse managers' leadership (β = 0.26, 95% confidence interval [CI] = 0.17-0.41) was the strongest predictor of nurses' work engagement, followed by meaning of work (β = 0.20, 95% CI = 0.07-0.18), organizational justice (β = 0.19, 95% CI = 0.10-0.32), and support from peers (β = 0.14, 95% CI = 0.04-0.23). Employee involvement was not a statistically significant predictor of nurses' work engagement (β = -0.07, 95% CI = -0.11-0.01).

CONCLUSIONS

Our findings suggest that comprehensive approaches are required to promote nurses' work engagement. Considering that nurse managers' leadership was the strongest predictor of nurses' work engagement, nurse managers should demonstrate supportive leadership behaviors such as acknowledging and praising their unit nurses' work performance. Furthermore, both individual- and organizational-level strategies are necessary for nurses to be engaged at work.

The direction of work flow matters: influence mechanism of task interdependence on employee proactive work behavior

Given the increasing uncertainty in today's environment, how enterprises implement changes to stimulate employee proactive work behavior has become an important practical topic in the human resources field. This study considers work flow direction and refers to the work characteristic and job demand-resource models to explore the influence of task interdependence (initiated and received) on employee proactive work behavior. We interviewed human resource staff and surveyed employees of an internet company headquartered in Jiangsu, China. The empirical results show that initiated task interdependence has a positive impact on employee proactive work behavior, and task significance plays a mediating role between them. Self-esteem does not affect the positive relationship between initiated task interdependence and task significance, nor does it influence the aforementioned mediating effect of task significance. Moreover, received task interdependence has no significant effect on proactive work behavior, and task significance has no significant mediating effect between them. Self-esteem moderates the relationship between received task interdependence and task significance. Specifically, when self-esteem is low, received task interdependence positively predicts task significance, and when self-esteem is high, the received task interdependence-task significance relationship is not significant. Furthermore, self-esteem moderates the mediating effect of task significance between received task interdependence and proactive work behavior. Specifically, when self-esteem is low, task significance plays a mediating role but not when self-esteem is high. Theoretical contributions and managerial implications are discussed.

How we learn social norms: a three-stage model for social norm learning

As social animals, humans are unique to make the world function well by developing, maintaining, and enforcing social norms. As a prerequisite among these norm-related processes, learning social norms can act as a basis that helps us quickly coordinate with others, which is beneficial to social inclusion when people enter into a new environment or experience certain sociocultural changes. Given the positive effects of learning social norms on social order and sociocultural adaptability in daily life, there is an urgent need to understand the underlying mechanisms of social norm learning. In this article, we review a set of works regarding social norms and highlight the specificity of social norm learning. We then propose an integrated model of social norm learning containing three stages, i.e., pre-learning, reinforcement learning, and internalization, map a potential brain network in processing social norm learning, and further discuss the potential influencing factors that modulate social norm learning. Finally, we outline a couple of future directions along this line, including theoretical (i.e., societal and individual differences in social norm learning), methodological (i.e., longitudinal research, experimental methods, neuroimaging studies), and practical issues.

Delving into the role of creativity on meaning in life: A multiple mediation model

How to enhance the sense of meaning in life is a topic deserving of extensive research. The impact of creativity on finding meaning in life, however, has not been thoroughly explored in empirical research. This paper studies the relationship between creativity and meaning in life, and the cognitive and emotional factors underlying this relationship. The participants of this study were 359 Chinese college students (38 males and 321 females; aged from 17 to 41 years) in learning English as a foreign language (EFL). Four instruments were utilized in the survey, namely, the Kaufman Domains of Creativity Scale (K-DOCS), the Positive Affect Scale, the General Self-Efficacy Scale (GSES), and the Meaning in Life Questionnaire (MLQ). The correlation analysis shows that creativity, positive affect, general self-efficacy, and meaning in life are all positively correlated. According to a bootstrap method to assess the significance of the indirect effect, general self-efficacy and positive affect play multiple mediating roles in the relationship between creativity and meaning in life via three mediating pathways: general self-efficacy alone, positive affect alone, and the effect of general self-efficacy on positive affect. The mediating effect accounts for nearly half (44.18%) of the total effect. This study examines the theoretical connection between creativity and meaning in life, and uncovers the psychological process that underlies this connection. On a practical level, these results indicate that stimulating Chinese college students to engage in creative activities in various fields can enhance their sense of meaning in life.

Changes in Nurses' Sense of Calling During the COVID-19 Pandemic: A Qualitative Study

This study investigated changes in nurses' sense of calling during the COVID-19 pandemic, as well as possible reasons for these changes. A total of 440 nurses in Turkey responded to a single open-ended question about their work attitudes and experiences. Emergent Qualitative Document Analysis (QDA) was used to analyze the responses. Results demonstrated that nurses experienced both positive and negative changes to their sense of calling, sometimes simultaneously. The most frequently cited reasons for positive changes were nurses' perceived job significance, their desire to serve humanity, and a sense of meaningful work. In contrast, terms describing their reasons for experiencing negative changes include exhaustion, underpaid, unappreciated, overwork, disengagement, risky, stress, and anxiety. This study provides the first evidence on how a sense of calling experienced by Turkish nurses has been affected by the COVID-19 pandemic. Implications for theory, research, and practice are explored.

Keeping Up Appearances: The Role of Motives and Utility Beliefs in Expressive Suppression

We examined the role of impression management motives and utility beliefs in predicting suppression. In Study 1, 222 participants were assigned one of four motives (warmth, competence, pro-hedonic, control) during a job interview and reported their strategy use. In Study 2, 150 participants completed 9 days of experience sampling surveys assessing momentary emotion regulation motives and strategy use. In both studies, participants reported suppression utility beliefs. Lab results suggested a decreased preference for suppression when pursuing warmth motives over competence motives. This effect did not emerge when examining daily motives. In both studies however, people believed it was more useful to suppress negative than positive emotions, and more useful to suppress negative emotion when appearing competent than warm. Utility beliefs did not predict suppression or moderate motive-strategy links. Overall, there was mixed evidence about how suppression links to specific motives. Results suggest suppression is perceived as useful for certain impressions, but people do not act in accordance with these beliefs.