Guidance on conducting and reviewing systematic reviews (and meta-analyses) in work and organizational psychology

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.

Prevalence of urinary incontinence in pregnant women in Turkey: A systematic review and meta-analysis

BACKGROUND AND OBJECTIVE

Urinary incontinence is a common complaint in pregnant women. The prevalence of urinary incontinence increases as the week of gestation progresses. This study was conducted to determine the prevalence of urinary incontinence in pregnant women, types of urinary incontinence during pregnancy, and the prevalence of urinary incontinence by trimesters in Turkey.

STUDY DESING

This study is a systematic review and meta-analysis study. The publications meeting the inclusion criteria were searched between the dates September 1-30, 2022. A search was done in the PubMed and ScienceDirect, MEDLINE, Ovid, EBSCO CINAHL Plus, and Cochrane Library databases. The methodological quality of the studies was examined with the checklist developed by the Joanna Briggs Institute.

RESULTS

Twenty articles were included in this study. According to the study results, the estimated urinary incontinence prevalence in pregnant women was 35 % (95 % CI: 0.288-0.423 Z:-3.984, p = 0.000, I²: 96.574), urinary incontinence was most frequently observed in the third trimester, and its estimated prevalence was 32 % (95 % CI:0.230-0.419 Z:-3.428, p = 0.001, I²: 96.400). Considering types of urinary incontinence during pregnancy, the prevalence of stress urinary incontinence was found in 10 studies, and according to the combined results of these studies, the estimated prevalence of stress urinary incontinence during pregnancy was 29 % (95 % CI:0.223-0.365, Z:-5.077, p = 0.000, I²: 94.678).

CONCLUSION

The present study revealed that pregnancy increased the probability of urinary incontinence. While it is determined to be mostly experienced in the third trimester, approximately-one-third of pregnant women experience stress urinary incontinence. PROSPERO Registration no: CRD42022338643.

Conceptual framework for management or transmission of knowledge in companies: A systematic review

The literature on knowledge management as a broad area, typically studied under the scope of business management, and on knowledge transmission as a process, often studied under the scope of work psychology and ergonomics, although extensive, lacks a synthesis regarding the dimensions involved in knowledge management or transmission practices in workplaces. Thus, this study aims to systematize the existing programs for management or transmission of knowledge in workplaces and to develop a conceptual framework to support their design and implementation in this context. Thereto, the study resorts to the main scientific approaches that address knowledge management and knowledge transmission (business management and work psychology/ergonomics). The methodology followed a systematic review to identify and analyse the programs concerning the management or transmission of knowledge implemented in professional contexts, nearly from the beginning of the 21st century, considering the two scientific approaches. The analysis of the 28 articles shows what defines the implemented practices, their impact, and the role assumed by HR. The results demonstrate differences and similarities between the two approaches which guided the dimensions included in the conceptual framework. This study makes advances for both the scientific field, bringing different scientific discourses closer together by acknowledging their strengths; and for practitioners, through the possibility of improving the understanding of the application scope of the concepts of knowledge management and knowledge transmission, as well as supporting their action in workplaces.

Following Up on Employee Surveys: A Conceptual Framework and Systematic Review

Employee surveys are often used to support organizational development (OD), and particularly the follow-up process after surveys, including action planning, is important. Nevertheless, this process is oftentimes neglected in practice, and research on it is limited as well. In this article, we first define the employee survey follow-up process and differentiate it from other common feedback practices. Second, we develop a comprehensive conceptual framework that integrates the relevant variables of this process. Third, we describe the methods and results of a systematic review that synthesizes the literature on the follow-up process based on the conceptual framework with the purpose of discussing remaining research gaps. Overall, this paper contributes to a better understanding of the organizational and human factors that affect this process. This is useful for practitioners, as it provides guidance for the successful implementation of this human resource practice. For example, research suggests that it is important to enable managers as change agents and to provide them with sufficient resources.

"Why Can't I Become a Manager?"-A Systematic Review of Gender Stereotypes and Organizational Discrimination

Women continue to lag behind for accessing managerial positions, partially due to discrimination at work. One of the main roots of such discrimination is gender stereotyping, so we aim to comprehend those biased procedures. First, we have analyzed those highlighted gender lawsuit cases in the scientific literature that have dealt with stereotypes both in the American and the European work contexts. Second, meta-analytic studies regarding organizational consequences of gender stereotypes have been synthetized. Third, gender stereotypes have been grouped by means of a content analysis of the existing literature after processing 61 articles systematically retrieved from WOS, SCOPUS, and PsycINFO databases. As a result, a taxonomy of gender stereotypes has been achieved evidencing that descriptive and prescriptive stereotypes have an impact on decision-making procedures through the apparently perception of women as less suitable for managerial positions. Moreover, we offer a deep explanation of the gender discrimination phenomenon under the umbrella of psychosocial theories, and some measures for successfully overcoming management stereotyping, showing that organizational culture can be improved from both the perspective of equal employment opportunities and the organizational justice frameworks for reaching a balanced and healthier workplace.