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Xu J, Peng Y, Foli KJ. Nurses Caring for Older Adult Family Members: Disclosing Caregiving to Work Supervisors. West J Nurs Res 2024; 46:374-380. [PMID: 38500354 DOI: 10.1177/01939459241238675] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/20/2024]
Abstract
BACKGROUND Disclosure of family caregiving to work supervisors is needed for nurses to access work support for family caregiving. Little is known about characteristics of nurses who decide to/not to disclose family caregiving to supervisors. OBJECTIVE The objective was to examine characteristics of nurses based on whether they disclosed caregiving responsibilities to their nursing supervisors and describe reasons for non-disclosure. METHODS This was a secondary analysis of a cross-sectional survey. Registered nurses who had a work supervisor and cared for an older adult family member completed a survey including demographics, work and caregiving characteristics, and disclosure. Descriptive statistics and binary logistic regression were conducted. RESULTS The sample included 162 nurses. Participants were on average 50 years old, 90.1% female, 65.4% married, and 80.9% were caring for a parent or parent-in-law. The disclosure was more likely among nurses who provided higher intensity care (hours of care), cared for a parent or in-law, or had a quality caregiver-care recipient relationship. Reasons for non-disclosure included wanting to separate personal and work life, discomfort, and fear of consequences. CONCLUSIONS Nurses struggle with similar disclosure challenges as other family caregivers. Care intensity, caregiver-care recipient relationships, and care stress were associated with disclosure behaviors.
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Affiliation(s)
- Jiayun Xu
- School of Nursing, Purdue University, West Lafayette, IN, USA
| | - Yisheng Peng
- Hofstra University, Hempstead, NY, USA
- Department of Organizational Sciences & Communication, George Washington University, Washington, DC, USA
| | - Karen J Foli
- School of Nursing, Purdue University, West Lafayette, IN, USA
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El Demerdash D, Abuelela LA, Mekkawy MM, Alabdullah AAS, Abdelaliem SMF. The effect of a distance education training program on nurse Interns' readiness for distance education and their perceptions of lifelong learning. Nurs Open 2024; 11:e2115. [PMID: 38454658 PMCID: PMC10921002 DOI: 10.1002/nop2.2115] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/10/2023] [Revised: 01/26/2024] [Accepted: 02/07/2024] [Indexed: 03/09/2024] Open
Abstract
AIM The purpose of this study is to assess the effect of a distance education training program on nurse interns' readiness for distance education and their perceptions of lifelong learning. DESIGN A quasi-experimental research approach with one-group, pre/post-test was used. METHODS The study used a quasi-experimental research approach and was carried out at Damanhour University's Faculty of Nursing. A study was carried out on 345 interns' students. All nursing interns enrolled in the 2020-2021 internship training year. The researchers employed a program that contained a distance education readiness assessment as well as a questionnaire about the perceived advantages of lifelong learning. RESULTS The majority (99.7%) of nurse interns were highly ready for distance education, whereas only 0.3 percent were moderately ready following the training program implementation immediately. In comparison to pre-training, the majority (91.9%) of them were somewhat ready for distance education, while just 7.2 percent were highly prepared. Furthermore, the majority (97.1%) of them had high total skills of distance education after implementation of the training program by 3 months, and 95.4 percent had high total skills of learning immediately after the training program, whereas 26.1% of nurse interns had high total skills before the training program, at p value 0.01.
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Affiliation(s)
- Doaa El Demerdash
- Nursing Education Department, Faculty of NursingDamanhour UniversityDamanhurEgypt
- Nursing Education Department, Faculty of NursingGalala UniversityEgyptEgypt
| | - Lucy Ahmed Abuelela
- Nursing Education Department, Faculty of NursingDamanhour UniversityDamanhurEgypt
| | | | - Amany Anwar Saeed Alabdullah
- Department of Maternity and Child Health Nursing, College of NursingPrincess Nourah bint Abdulrahman UniversityRiyadhSaudi Arabia
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Chen J, Cooper-Thomas HD, Cheung G. Cue consistency matters: how and when newcomers respond to supervisor creativity expectations. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2023. [DOI: 10.1080/09585192.2023.2189022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/19/2023]
Affiliation(s)
- Jenny Chen
- Faculty of Business and Law, University of the West of England, Bristol, UK
| | - Helena D. Cooper-Thomas
- Faculty of Business, Economics & Law, Auckland University of Technology, Auckland, New Zealand
| | - Gordon Cheung
- Department of Management and International Business, The University of Auckland, Auckland, New Zealand
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Wroblewski D, Scholl A, Ditrich L, Pummerer L, Sassenberg K. Let's stay in touch: Frequency (but not mode) of interaction between leaders and followers predicts better leadership outcomes. PLoS One 2022; 17:e0279176. [PMID: 36548270 PMCID: PMC9778566 DOI: 10.1371/journal.pone.0279176] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/15/2022] [Accepted: 12/01/2022] [Indexed: 12/24/2022] Open
Abstract
Successful leadership requires leaders to make their followers aware of expectations regarding the goals to achieve, norms to follow, and task responsibilities to take over. This awareness is often achieved through leader-follower communication. In times of economic globalization and digitalization, however, leader-follower communication has become both more digitalized (virtual, rather than face-to-face) and less frequent, making successful leader-follower-communication more challenging. The current research tested in four studies (three preregistered) whether digitalization and frequency of interaction predict task-related leadership success. In one cross-sectional (Study 1, N = 200), one longitudinal (Study 2, N = 305), and one quasi-experimental study (Study 3, N = 178), as predicted, a higher frequency (but not a lower level of digitalization) of leader-follower interactions predicted better task-related leadership outcomes (i.e., stronger goal clarity, norm clarity, and task responsibility among followers). Via mediation and a causal chain approach, Study 3 and Study 4 (N = 261) further targeted the mechanism; results showed that the relationship between (higher) interaction frequency and these outcomes is due to followers perceiving more opportunities to share work-related information with the leaders. These results improve our understanding of contextual factors contributing to leadership success in collaborations across hierarchies. They highlight that it is not the digitalization but rather the frequency of interacting with their leader that predicts whether followers gain clarity about the relevant goals and norms to follow and the task responsibilities to assume.
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Affiliation(s)
- Daniel Wroblewski
- Social Processes Lab, Leibniz-Institut für Wissensmedien, Tuebingen, Germany
- * E-mail:
| | - Annika Scholl
- Social Processes Lab, Leibniz-Institut für Wissensmedien, Tuebingen, Germany
| | - Lara Ditrich
- Social Processes Lab, Leibniz-Institut für Wissensmedien, Tuebingen, Germany
| | - Lotte Pummerer
- Social Processes Lab, Leibniz-Institut für Wissensmedien, Tuebingen, Germany
| | - Kai Sassenberg
- Social Processes Lab, Leibniz-Institut für Wissensmedien, Tuebingen, Germany
- University of Tuebingen, Tuebingen, Germany
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Liu JN, Hou YZ, Wang J, Fu P, Xia CZ. How does leaders' information-sharing behavior affect subordinates' taking charge behavior in public sector? A moderated mediation effect. Front Psychol 2022; 13:938762. [PMID: 36570996 PMCID: PMC9768551 DOI: 10.3389/fpsyg.2022.938762] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2022] [Accepted: 11/10/2022] [Indexed: 12/12/2022] Open
Abstract
Introduction Taking charge behavior (TCB) of civil servants is an important part of individual innovation performance, which is not only a key step for innovation in the public but also a real need for high-quality cadres construction in the public sector in the new era. Therefore, it is necessary to carry out an in-depth discussion on civil servants' taking charge behavior. Based on the theory of planned behavior, this paper constructs the framework of"cognition-motivation-behavior" to deeply explore the relationship between public sector leaders' information-sharing behavior and subordinates' taking charge behavior, as well as the mediating and moderating effects of subordinates' public service motivation and emotional trust. Method This study collected 200 civil servants' questionnaires by online survey, and conducted regression analysis through SPSS/AMOS/PROCESS. Result and discussion The empirical study finds that the information-sharing behavior of leaders in the public sector can significantly affect the TCB of subordinates; the public service motivation partially mediates the relationship between them; emotional trust positively moderates the mediation effect of public service motivation in the relationship between leaders' information-sharing behavior and subordinates' TCB in the public. This study not only enriches the research on civil servants' TCB theoretically but also provides meaningful enlightenment for promoting civil servants' taking charge behavior.
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Affiliation(s)
- Jun-Na Liu
- School of Public Affairs and Administration, University of Electronic Science and Technology of China, Chengdu, China
| | - Yun-Zhang Hou
- School of Management, Fudan University, Shanghai, China,*Correspondence: Yun-Zhang Hou
| | - Jun Wang
- Business School, Huaqiao University, Quanzhou, China
| | - Ping Fu
- Management School, Hainan University, Hainan, China,School of Management, University of Sanya, Hainan, China
| | - Cong-Zhen Xia
- Faculty of Engineering, University of Sydney, Sydney, NSW, Australia
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Zolfaghari B, Madjdi F. Building Trusting Multicultural Organizations: Rethinking the Influence of Culture on Interpersonal Trust Development in the Workplace. JOURNAL OF INTERNATIONAL MANAGEMENT 2022. [DOI: 10.1016/j.intman.2022.100944] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Andreeva T, Kabalina V, Muratbekova‐Touron M. Mind the gap: Intended versus perceived human resource practices and knowledge sharing of line managers and employees. EUROPEAN MANAGEMENT REVIEW 2022. [DOI: 10.1111/emre.12545] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Affiliation(s)
| | - Veronika Kabalina
- Graduate School of Business National Research University Higher School of Economics Moscow Russia
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Wu S, Kee DMH, Wu W, Ni D, Deng H. Challenging your boss with safe words: Newcomers' voice, supervisors' responses, and socialization outcomes. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103772] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
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9
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Jiang L, He G, Zhou H, Yang L, Li X, Li W, Qin X. Benefits of non-work interactions with your supervisor: Exploring the bottom-up effect of employee boundary blurring behavior on abusive supervision. Front Psychol 2022; 13:941990. [PMID: 36248543 PMCID: PMC9559742 DOI: 10.3389/fpsyg.2022.941990] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2022] [Accepted: 09/06/2022] [Indexed: 11/13/2022] Open
Abstract
Abusive supervision has long been found to have remarkably negative impacts on individual and organizational outcomes. Accordingly, prior studies have explored many organizational and supervisory predictors of abusive supervision and offered several interventions to reduce it. However, extant research lacks the bottom-up perspective to explore how employees can act to reduce abusive supervision, which is an important factor that enriches abusive supervision literature and helps employees protect themselves from being abused. Drawing on self-disclosure theory, we develop a model of whether and how employee boundary blurring behavior may protect them from being abused by their supervisors. Specifically, we conducted two studies to test the theoretical model, including a scenario-based experimental study and a multi-source, multi-wave field study. The results reveal a negative indirect effect of employee boundary blurring behavior on abusive supervision via supervisor liking toward the employee. By uncovering employee boundary blurring behavior as an antecedent of abusive supervision, we enrich the abusive supervision literature with a bottom-up behavioral strategy for employees to proactively protect themselves from being abused. We hope our findings will encourage future studies to identify boundary conditions and other solutions for employees to minimize the risk of being abused.
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Affiliation(s)
- Luyuan Jiang
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
| | - Guohua He
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
| | - Hansen Zhou
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
| | - Laijie Yang
- School of Economics and Management, Tsinghua University, Beijing, China
| | - Xiaolan Li
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
| | - Wenpu Li
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
| | - Xin Qin
- Sun Yat-sen Business School, Sun Yat-sen University, Guangzhou, China
- *Correspondence: Xin Qin,
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Sajjadiani S, Daniels MA, Huang H(B. The Social Process of Coping with Work‐Related Stressors Online: A Machine Learning and Interpretive Data Science Approach. PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1111/peps.12538] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Sima Sajjadiani
- Sauder School of Business, University of British Columbia, 2053 Main Mall Vancouver BC V6T 1Z2 Canada
| | - Michael A. Daniels
- Sauder School of Business, University of British Columbia, 2053 Main Mall Vancouver BC V6T 1Z2 Canada
| | - Hsuan‐Che (Brad) Huang
- Sauder School of Business, University of British Columbia, 2053 Main Mall Vancouver BC V6T 1Z2 Canada
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Wilhelmy A, Truxillo DM, Funk F. Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12371] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Annika Wilhelmy
- Department of Psychology University of Zurich Zurich Switzerland
| | - Donald M. Truxillo
- Department of Work and Employment Studies, Kemmy Business School University of Limerick Limerick Ireland
| | - Friederike Funk
- Faculty of Arts & Sciences, NYU‐ECNU Institute for Social Development NYU Shanghai Shanghai China
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12
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Zhu XX, Li C, Wang XL, Liu JN, Xia S. How Does Information Sharing of a Supervisor Influence Proactive Change Behavior of an Employee? The Chain Mediating Role of Family-Like Employee–Organization Relationship and Relationship Energy. Front Psychol 2021; 12:739968. [PMID: 35002839 PMCID: PMC8735874 DOI: 10.3389/fpsyg.2021.739968] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2021] [Accepted: 11/25/2021] [Indexed: 11/23/2022] Open
Abstract
The proactive change behavior of an employee is the key to promoting organizational innovation. However, the proactive change has a certain risk, and many employees are unwilling to implement initiatively. How to promote the occurrence of a proactive change behavior of an employee has become a hot issue in the theoretical and practical areas. Based on the self-disclosure theory, this study uses the questionnaire survey method, containing a total of 32 items, and uses the 5-point Likert scale (1 = strongly disagree and 5 = strongly agree), with the Mplus and SPSS statistical software to analyze the impact mechanism of work-related information sharing of supervisors on the proactive change behavior of employees through the structural equation model. The regulatory effect of non-work information sharing of leaders is analyzed using the latent regulatory structural equation method. The conclusions are as follows: work-related information sharing positively of supervisors influences the family-like employee–organization relationship of employees; the family-like employee–organization relationship and relationship energy play serial mediating roles in the relationship between work-related information sharing of supervisors and the proactive change behavior of employees; non-work information sharing of supervisors moderates the serial mediating path by enhancing the positive influence of work-related information sharing of supervisors on the family-like employee–organization relationship. Theoretically, this study has complemented and enriched the research on the influence mechanism between the information sharing of supervisors and the proactive change behavior of employees. Practically, this study has important implications for supervisors to promote the proactive change behavior of employees by sharing work-related information and non-work information with employees.
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Affiliation(s)
- Xiao-Xia Zhu
- School of Management, Shanghai University, Shanghai, China
| | - Chun Li
- School of Management, Shanghai University, Shanghai, China
| | - Xiao-Ling Wang
- Department of Human Resource Management, Shanghai Normal University, Shanghai, China
- *Correspondence: Xiao-Ling Wang,
| | - Jun-Na Liu
- School of International Relations and Public Affairs, Fudan University, Shanghai, China
| | - Senmao Xia
- International Center for Transformational Entrepreneurship, Coventry University, Coventry, United Kingdom
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Wilhelmy A, Köhler T. Qualitative research in work and organizational psychology journals: practices and future opportunities. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.2009457] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Annika Wilhelmy
- Department of Psychology, University of Zurich, Zurich, Switzerland
| | - Tine Köhler
- Department of Management and Marketing, The University of Melbourne, Parkville, Australia
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Gonçalves T, Curado C, Balle AR. Psychosocial antecedents of knowledge sharing in healthcare research centers: a mixed-methods approach. J Health Organ Manag 2021; ahead-of-print. [PMID: 34378370 DOI: 10.1108/jhom-12-2020-0463] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE Literature addressing psychosocial factors' relation with knowledge sharing in healthcare organizations is still scarce, being of extreme shortage in specific environments, such as healthcare research centers. This paper investigates the impact of psychosocial factors as antecedents of knowledge sharing between healthcare research peers in such environments. DESIGN/METHODOLOGY/APPROACH By expanding on the theory of reasoned action (TRA), the authors follow a mixed-methods design to study the relation between perceptions of psychosocial factors and knowledge sharing in healthcare researchers. A quantitative approach uses a structural equation modeling (SEM) to test the links in an original model. A fuzzy-set qualitative comparative analysis (fsQCA) identifies alternative configurations that lead knowledge sharing intention and its absence as well as the knowledge sharing behavior and its absence considering additional sample characteristics. FINDINGS Findings show evidence of the proposed psychosocial antecedents' effect on knowledge sharing. Additional configurations of causal conditions that lead to the presence or absence of the intention and knowledge sharing behavior are discussed, with emphasis on both psychosocial antecedent configuration and sample characteristics. ORIGINALITY/VALUE This study identifies the influence of both psychosocial and team characteristic aspects leading to knowledge sharing behavior between healthcare researchers. The importance of a rich social network lying on trust is vital for a sharing environment inside research environments. Given the complex nature of behavioral intentionality, additional findings allow an articulation between individual characteristics, substantiating the proposition of complex configurations between antecedents that hints for team configuration strategies and managerial practices in healthcare research teams.
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Affiliation(s)
| | - Carla Curado
- Management, ISEG - Universidade de Lisboa, Lisboa, Portugal
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Li D, Zhang Y, Zhang M, Wu W, Wu W, Liu P. Why do you treat me in such ways? An attachment examination on supervisors’ early family environment and subordinates’ responses. CHINESE MANAGEMENT STUDIES 2021. [DOI: 10.1108/cms-09-2019-0333] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to fill important gaps by using the attachment theory and examining the effects of supervisors’ early family environment on their behaviors toward subordinates and subordinates’ responses.
Design/methodology/approach
The authors used samples of 334 supervisor–subordinate pairs from a manufacturing company.
Findings
The study finds that supervisors’ harmonious family environment has a positive influence on subordinates’ responses (job satisfaction, work-to-family enrichment and task performance) through the effect of supervisors’ positive working model and caregiving behavior. On the contrast, supervisors’ conflicting family environment has a negative influence on subordinates’ responses through the effect of supervisors’ negative working model and aggressive behavior.
Originality/value
Existing studies mainly explore the influence of organizational environment on supervisors’ treatment of their subordinates. However, few have examined the relationship between supervisors’ early family environment and their treatment of their subordinates.
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Nifadkar SS, Bhagavatula S. Online health behavior: Antecedents and outcomes of employee participation in an organization's online health program. PERSONNEL PSYCHOLOGY 2020. [DOI: 10.1111/peps.12414] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Affiliation(s)
- Sushil S. Nifadkar
- Michael A. Leven School of Management, Entrepreneurship, and Hospitality Coles College of Business, Kennesaw State University Kennesaw Georgia
| | - Suresh Bhagavatula
- Entrepreneurship Area Indian Institute of Management Bangalore Bengaluru India
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