Career Impact of High-Performance Work System: A Kaleidoscope Perspective

High-performance work system (HPWS) is considered a solid predictor of individual outcomes, but there is less evidence about the impact HPWS on subjective career success (SCS). The current study examines the direct impact of HPWS on SCS through the lens of the Kaleidoscope Career Model. In addition, employability orientation is expected to mediate the relationship while employees' HPWS attribution is hypothesized to moderate the HPWS-SCS linkage. A quantitative research design with two-wave survey collected data from 365 employees working in 27 firms in Vietnam. Partial least square structural equation modelling (PLS-SEM) is used to test the hypotheses. Results indicate that HPWS is significantly associated with SCS through the achievements of career parameters. In addition, employability orientation mediates the above relationship while HPWS external attribution moderates the relationship between HPWS and SCS. This research suggests that HPWS may influence employees' outcomes beyond the current employment, such as career success. HPWS fosters employability orientation which may encourage the employees to seek career advancements outside the current employer. Therefore, HPWS-implementing organizations should provide career opportunities to the employees. In addition, attention should be paid to employees' evaluative reports of HPWS implementation.

Flow Experiences in Shopping Activities: Testing Materialistic Goal Orientation as an Antecedent

Given that flow experiences when shopping can encourage positive brand attitudes and purchase behaviours, consumer psychologists are interested in the antecedents to flow within retail environments. Emerging findings suggest that a materialistic goal orientation can undermine an individual's tendency to have optimal experiences of flow. However, this existing work has been conducted largely within the field of Environmental Psychology and thus focused on flow experiences that occur in more ecologically sustainable activities. We hypothesized that materialism may not have the same flow-limiting effects when participants are engaged in shopping activities, which are more in line with the goals of highly materialistic individuals. Across two studies, we tested the relationship between materialism and the experience of flow during shopping activities using cross-sectional (N = 886) and experimental (N = 140) methods. Contrary to our hypothesis, both studies documented a negative effect of materialism on flow experiences when shopping, and this was not moderated by the type of store browsed. Accordingly, it appears that a materialistic goal orientation limits the extent to which people can have enjoyable flow experiences even during activities which are consistent with the life goals of highly materialistic individuals. We discuss the implications of these findings for wellbeing, marketing, and sustainability.

Rotation work in the resources sector: a systematic review of the impact on workers' families

OBJECTIVE

Rotation work involves travelling to work in remote areas for a block of time and alternate with spending another block of time at home; such work arrangements have become common in the resources sector. The intermittent absence of workers from the home may adversely affect the health of the workers' families. This study synthesises research on mental and physical health outcomes in partners and children of rotation workers in the resources sector.

DESIGN

A systematic review was conducted. Studies were retrieved from PubMed, Medline, EMBASE, CINAHL, PsycINFO, and Scopus. Nineteen studies were included and findings were summarised narratively.

RESULTS

The impact of rotation work on the mental health and well-being of partners and children of rotation workers remains unclear. However, on days where workers are away, partners may experience greater loneliness and poorer sleep quality.

CONCLUSION

Partners may benefit from support, particularly when they have younger children and/or their spouses first begin rotation work. Research is limited, particularly regarding the impact on health-related behaviours and physical health outcomes.

REGISTRATION

This review was registered on PROSPERO (ID: CRD42020167649).

The Role of Machiavellianism and Interdependent Agency in Facebook Intrusion

Facebook is one the most popular social networking sites in the world. The social aspect and perceiving oneself in the context of relationships seem to be crucial in the analysis of Facebook use. In recent years the number of Facebook users has been increasing, which is related to the problem of Facebook intrusion. Machiavellianism and selected interdependence agency indicators (conformity, relatedness, and autonomy) are associated with social functioning, which is an important aspect of Facebook intrusion. The aim of the study was to check how Machiavelianism and the interdependent agency indicators mentioned above affect Facebook intrusion and whether Facebook intrusion decreases satisfaction with life. The participants in the online study were 715 Polish Facebook users. We administered the Facebook Intrusion Scale, Conformity, Relatedness, and Autonomy Scales, and the Satisfaction With Life Scale. The results show that the selected interdependence agency indicators predict Facebook intrusion. Our results revealed that a high level of Machiavellianism was related to a high level of Facebook intrusion in women. They also show that conformity is positively and autonomy negatively related to Facebook intrusion and that Facebook decreases reduces satisfaction with life. The presented research thus contributes to knowledge about Facebook usage patterns.

Impact of Demographic Characteristics on Workplace Friendship: A Meta-Analytic Review

Although demographic characteristics are the most analyzed variables in the literature on workplace friendship, their effects on its formation and development remain unclear, owing to conflicting results. To draw generalizable conclusions, this study employed meta-analytical techniques to examine the relationships between employees' demographic characteristics and their workplace friendship, and investigated whether collectivism and year of data collection moderated this relationship. Seventy-seven empirical pieces of literature and 219 correlations (N = 34,856) were included in the final meta-analysis. Our findings revealed that male employees acquired more workplace friendships than female employees, and that organizational tenure, hierarchical position, and education were positively related to workplace friendships. However, employees' age and marital status had no significant effect on workplace friendships. Furthermore, the results of the moderating effects analysis suggested that, as collectivism diminished and data collection was delayed, the impact of certain demographic characteristics on workplace friendships became weaker.

Transformation of Task Conflict Into Relational Conflict and Burnout: Enhancing Effect of Leader's Discriminatory Effect

Organizational conflict was proposed by dividing it into task conflict and relationship conflict. However, conflict is dynamic and therefor, the conflict transformation is recognized as an important topic in organizational conflict. In particular, task conflict can be easily transformed into relationship conflict due to emotional expression and misattribution in the process of conflict. In addition, task conflict can negatively affect employees' attitudes if it is transformed into relationship conflict even though task conflict can function properly. This transformation of conflict can become more active under certain conditions, and leaders play an important role in this transformation because leaders have an important influence on conflict management. Therefore, this study examined the effect of the transition from task conflict to relationship conflict on burnout and the moderating effect of leaders in the relationship between task and relationship conflict. To this end, surveying 721 employees in 15 departments, and multilevel mediation and moderation analysis were performed. As a result of analysis, employees' burnout increased when task conflict transformed into relationship conflict. In addition, greater the LMX differentiation of leader, greater the effect of task conflict on relationship conflict. Finally, theoretical and practical implications were discussed for leadership and conflict management.

Discrimination Based on Physical Attractiveness: Causes and Consequences A Critical Perspective

The consequences of physical attractiveness (PA) are ubiquitous, however not often become a topic of discussion. The consequences, in general, are attributed to preference or discrimination without much deliberation. There is a very thin line between the two. The study makes an attempt to distinguish between preference and discrimination based on PA. In an organizational context, this distinction seems warranted since PA does impact work-related outcomes. The distinction was addressed by examining published studies between 1970 and 2021 on PA in the management and economics field of research. The study highlights when and how preference turns into discrimination and furthers discusses the causes of such discrimination. The causes are equivalent to antecedents; the antecedent to being physically attractive is mostly genes. The antecedents to the discrimination are the attributions that we have associated with being physically attractive. The study highlights these attributions and the reasons for these attributions. To completely understand a phenomenon, it is essential to understand what causes it. Therefore, this study tries to understand what causes discrimination based on PA. The study has implications for diversity and inclusion literature and practice. It also adds to the literature on PA.

Activity and Interconnections of Individual and Collective Actors: An Integrative Approach to Small Group Research

In this article, we attempted to integrate and further develop theoretical ideas in the area of the small group research about all group activity levels (types of actors) - individual, informal subgroup, and group - and about connections among them. We have touched upon such issues as (a) modes of group activity represented by activities of each type of the actors; (b) structural and functional associations among the actors; (c) functions that each type of actors carries out with respect to another type of actors; (d) direct and indirect links among actors; (e) the influence of links between some actors on links among other actors; and (f) processes of integration and disintegration as the main mechanism for changing connections among actors. Special attention is paid to direct (immediate) personalized and depersonalized connections among actors, as well as to connections mediated by actors' connections with another actor or some object. Discussion of these issues leads to formulation of some specific propositions. Simultaneous research coverage of all three types of actors and various connections among them should allow for creating a more complete picture of small group activities and various psychological phenomena within it, including multifaceted and complex ones. It should also enable considering group structure and the essence of group dynamics differently. We conclude this article by presenting both theoretical and practical implications of the proposed integrative perspective and by posing some important questions in line with it for further discussion.

Negative vs. Positive Psychology: a Review of Science of Well-Being

Happiness, well-being, human freedom, and life events are interconnected. Nevertheless, the debate about human well-being struggles to find an exact definition. Literature debates on the importance of positive psychology or adverse effects of negative psychology in the well-being context discuss separately. However, both counter each other but have their significance and indisputable fact. Human psychology evolves around determinism and Free Will. One type of determinism is hard, while the other is soft. Individuals who are adamant about and embrace acceptance of chances are driven by their nature and psychology to choose negative behaviors under hard determinism. They give up their free will, whereas soft determinists use it to make choices and behave positively. However, the researchers looked at negative psychology as a useful aspect and positive psychology's dark side. We argued that there are reasons to suppose that chances can develop into options and vice versa. From a well-being perspective, negative and positive psychological strengths and weaknesses can be investigated. From the literature review, useful hypotheses for future research have been derived from our synthesis.

Medicaid Integrated Purchasing for Physical and Behavioral Health: Early Adopters' Perceptions of Payment Reform Implementation in Washington State

The Centers for Medicare and Medicaid Innovation (CMMI) gave rise to the State Innovation Models (SIMs). Medicaid Integrated Purchasing for Physical and Behavioral Health, referred to as Payment Model 1 (PM1), was a core payment redesign area of the Washington State SIM project under which our research team was contracted to provide an evaluation. In doing so, we leveraged an open systems conceptual model to assess qualitatively Early Adopter stakeholders' perceived effects of implementation. Between 2017 and 2019, we conducted three rounds of interviews, examining themes of care coordination, common facilitators and barriers to integration, and potential concerns for sustaining the initiative into the future. Further, we noted the initiative's complexity may require the establishment of enduring partnerships, secure funding sources, and committed regional leadership to ensure longer-term success.

From an identity process theory perspective: a daily investigation of why and when ostracism triggers ingratiation

Although existing studies suggest the relationship between ostracism and ingratiation, the knowledge about why and when ostracism promotes ingratiatory behaviors remains limited. Drawing from identity process theory, the current study examines the influence of ostracism on ingratiatory behaviors through the mediating role of self-identity threat on a daily timescale and the cross-level moderation of core self-evaluation. Through a diary study of 117 Chinese college students across 14 consecutive days, we found that daily ostracism had a positive indirect effect on daily ingratiatory behaviors through daily self-identity threat. Core self-evaluation of students weakened the indirect effect, such that only students with low core self-evaluation engaged in daily ingratiatory behaviors to cope with self-identity threat from ostracism. More importantly, supplemental analyses suggested that averaged daily ingratiatory behaviors were negatively related to perceived ostracism one week later. We discussed several theoretical and practical implications of these findings and proposed future research directions.

'Show Us a Kiss!': The Everyday Sexual Harassment Experiences of Female Lesbian, Bisexual, and Queer Students

This study explored the experiences of lesbian, bisexual, and queer (LBQ) students' (N = 9, aged 19-24) of sexual harassment via semistructured interviews. Data were analysed using a thematic analysis. Three overarching themes emerged: (a) the paradox of men's unwanted sexual attention, (b) the negative impact on relationships, and (c) the LGBTQ* community as a refuge. The women reported enduring unwanted heteronormative sexual attention, and heterosexist and homophobic harassment which forced some to conceal their sexuality. Support for the LGBTQ* community was central in developing confidence to call-out harassment. The findings call for the inclusion of LBQ-specific messages in sexual violence awareness and prevention interventions.

The Role of Leader-Member Exchange Relations and Individual Differences on Counterproductive Work Behavior

Although researchers have documented relations between abusive supervision and subordinate counterproductive work behavior (CWB), might CWB result from non-abusive treatment? We address the question by examining the relation between leader-member relations (LMX) and CWB as well as potential mediators and moderators of that relation. One hundred and eighty subordinates completed surveys assessing their LMX quality, entitlement, negative emotions, self-control, and CWB. Twenty-six supervisors also provided CWB data on 88 of those subordinates. We found that subordinates reporting lower quality relations with their supervisors were more likely to experience CWB than other subordinates and that anger mediated that relation. There was some support for the moderating effect of self-control on the negative emotion - CWB relation. Entitlement did not moderate the LMX - anger relation as hypothesized. One implication is that supervisors do not have to treat their subordinates poorly for the subordinates to react negatively and engage in behavior detrimental to their organization.

Delay of Gratification, Gender Role Attitudes, and Death Reflections Predict Death Anxiety

Previous work has established that gender, age, and self-control can predict Death Anxiety (DA), the distress that centers around thoughts of one's mortality. However, it has not been determined if DA is associated with Delay of Gratification (DG; a tendency to forgo immediate rewards to receive a more favorable outcome in the future), attitudes toward gender roles (as compared to gender identity itself), and Death Reflections (DR; positive goals that occur when contemplating death). To examine these relations, 131 adults (45% women; aged 23-67 years) completed questionnaires that assess these constructs. We found that greater DG, egalitarian gender role attitudes, and engagement with DR were all associated with reduced DA. Gender identity was not associated with any variable, including DA. Age correlated independently with DA, but not when included in the regression models. These results demonstrate that elements of self-regulation and prosocial attitudes may predict baseline DA.

Work-family boundary management profiles and well-being at work: A study with militaries on a humanitarian aid mission

This study aims to contribute to an analysis of the well-being of military personnel who are deployed on humanitarian aid missions, taking their work-family (personal life) boundary management into consideration by analyzing the relationship between their preferences and enacted boundaries and military personnel' well-being. Specifically, this study analyzed the boundary fit approach, positing that it is the adjustment between individuals' preferences and enacted boundaries that influences their well-being. Using a sample of 327 military personnel, boundary management profiles were performed, considering the fit between their segmentation preferences and enactment. Furthermore, the relationship between these profiles and the military personnel' well-being was established. The results indicated that misfit profiles were found where the soldiers enacted less segmentation than desired or, on the contrary, more integration than desired, and a profile with a fit between the work-family segmentation they desired and enacted. The military personnel in the fit profile had significantly higher levels of well-being (i.e.,less exhaustion and more work engagement) than those in the misfit profile, who enacted less segmentation than desired. The findings have implications for the design of boundary management literature and future military missions.

Is social capital higher in areas with a higher density of historic assets? Analyses of 11,112 adults living in England

AIMS

Previous evidence suggests that engagement with heritage such as visiting heritage sites provides benefits for people's mental and social wellbeing, and helps to establish social capital. However, far less is known about whether living in areas of historic built environment also helps build social capital. Furthermore, it remains unclear how the association between historic built environment and social capital may vary across heritage engagement frequency and areas of deprivation levels. This study was therefore designed to explore the cross-sectional relationship between historic built environment and social capital.

METHODS

Analysis was based on three datasets: Understanding Society: The UK Household Longitudinal Study Waves 5 (2013/2015) and 6 (2014/2016), 2019 National Heritage List for England, and 2015 English Index of Multiple Deprivation (IMD). Ordinary least squares (OLS) regressions were applied to estimate the relationships between historic built environment (listed buildings, scheduled monuments, and registered parks and gardens) and social capital (personal relationships, social network support, civic engagement, and trust and cooperative norms).

RESULTS

We found that people living in places with greater historic built environment experienced higher levels of personal relationships, social network support, and civic engagement. However, these associations were attenuated once rurality was adjusted. Individuals living in areas of greater levels of historic built environment displayed higher levels of trust and cooperative norms, even after adjusting for all relevant covariates. Heritage engagement frequency was found to moderate the association between historic built environment and personal relationships. Similarly, IMD was also found to moderate the association between historic built environment and trust and cooperative norms.

CONCLUSION

These findings highlight the importance of neighbourhood environment in building social capital in communities. Particularly, areas with heritage assets may provide both socially inviting and aesthetically pleasing environments that could help strengthen community and restore pride in place.

The Moderating Effect of the Social Deprivation Index (SDI) on the Relationship Between Hospital Strategy and Financial Performance

Background: One of the major tenets of contingency theory is that the appropriate fit between strategy and environmental contingencies results in better financial performance. The purpose of this study was to investigate whether the Social Deprivation Index (SDI) moderates the association between hospital strategy and financial performance. Methods: We used longitudinal data from 2011 to 2016 from US urban general acute care hospitals. Four secondary datasets were used: the American Hospital Association (AHA) Annual Survey, Medicare cost reports (CMS), Area Health Resource File (AHRF), and the Robert Graham Center's SDI. A generalized estimating equation (GEE) regression model was used to analyze the data. An interaction term was used to test the moderating effect of the SDI on the strategy-financial performance relationship. Results and Discussion: Our results showed that compared to hybrids, the SDI moderates the relationship between strategy and financial performance for cost leaders and hybrids. Increasing market social deprivation increases the hospital operating margin of cost leaders by 0.06%. Similarly, increasing levels of market social deprivation increases the hospital operating margin of hybrids by 0.06% (p < 0.05). As such, our results suggest that social deprivation may affect the viability of hospital strategy.

EveryBOTy Counts: Examining Human-Machine Teams in Open Source Software Development

In this study, we explore the future of work by examining differences in productivity when teams are composed of only humans or both humans and machine agents. Our objective was to characterize the similarities and differences between human and human-machine teams as they work to coordinate across their specialized roles. This form of research is increasingly important given that machine agents are becoming commonplace in sociotechnical systems and playing a more active role in collaborative work. One particular class of machine agents, bots, is being introduced to these systems to facilitate both taskwork and teamwork. We investigated the association between bots and productivity outcomes in open source software development through an analysis of hundreds of project teams. The presence of bots in teams was associated with higher levels of productivity and higher work centralization in addition to greater amounts of observed communication. The adoption of bots in software teams may have tradeoffs, in that doing so may increase productivity, but could also increase workload. We discuss the theoretical and practical implications of these findings for advancing human-machine teaming research.

Prospects for Augmenting Team Interactions with Real-Time Coordination-Based Measures in Human-Autonomy Teams

Complex work in teams requires coordination across team members and their technology as well as the ability to change and adapt over time to achieve effective performance. To support such complex interactions, recent efforts have worked toward the design of adaptive human-autonomy teaming systems that can provide feedback in or near real time to achieve the desired individual or team results. However, while significant advancements have been made to better model and understand the dynamics of team interaction and its relationship with task performance, appropriate measures of team coordination and computational methods to detect changes in coordination have not yet been widely investigated. Having the capacity to measure coordination in real time is quite promising as it provides the opportunity to provide adaptive feedback that may influence and regulate teams' coordination patterns and, ultimately, drive effective team performance. A critical requirement to reach this potential is having the theoretical and empirical foundation from which to do so. Therefore, the first goal of the paper is to review approaches to coordination dynamics, identify current research gaps, and draw insights from other areas, such as social interaction, relationship science, and psychotherapy. The second goal is to collate extant work on feedback and advance ideas for adaptive feedback systems that have potential to influence coordination in a way that can enhance the effectiveness of team interactions. In addressing these two goals, this work lays the foundation as well as plans for the future of human-autonomy teams that augment team interactions using coordination-based measures.

The Role of Decision Authority and Stated Social Intent as Predictors of Trust in Autonomous Robots

Prior research has demonstrated that trust in robots and performance of robots are two important factors that influence human-autonomy teaming. However, other factors may influence users' perceptions and use of autonomous systems, such as perceived intent of robots and decision authority of the robots. The current study experimentally examined participants' trust in an autonomous security robot (ASR), perceived trustworthiness of the ASR, and desire to use an ASR that varied in levels of decision authority and benevolence. Participants (N = 340) were recruited from Amazon Mechanical Turk. Results revealed the participants had increased trust in the ASR when the robot was described as having benevolent intent compared to self-protective intent. There were several interactions between decision authority and intent when predicting the trust process, showing that intent may matter the most when the robot has discretion on executing that intent. Participants stated a desire to use the ASR in a military context compared to a public context. Implications for this research demonstrate that as robots become more prevalent in jobs paired with humans, factors such as transparency provided for the robot's intent and its decision authority will influence users' trust and trustworthiness.

Non-Physical and Ambient Sexual Harassment of Women Undergraduate University Students in Canada: A Diary Study

Using a 60-day daily e-diary tool, 117 women undergraduate students reported sexual harassment on a Canadian university campus (4,283 diary surveys, collectively). Participants reported 181 incidents of both ambient sexual harassment (witnessing 40 incidents, hearing 106 unwelcomed sexual jokes/remarks) and targeted personal experiences of non-physical sexual harassment (35 incidents). Qualitative data document students' descriptions of these encounters and contextualize how these are part of everyday student life. Findings show that students experience this harassment almost daily-in an ongoing, persistent, and normalized way-and that university can be a hostile environment where the possibility of daily unwanted sexual experiences is a lived, endemic reality.

Job Type, Religion, and Muslim Gender as Predictors of Discrimination in Employment Settings

Most employment discrimination research has focused on race and gender. The relatively fewer papers dealing with religion suggests that discrimination exists. We extend the literature by examining the effects of job type (public safety/non-public safety), religion (Muslim/non-Muslim) and Muslim gender on selection decisions. Participants ranked applicants and made judgments on trust and whether to interview applicants after evaluating seven resumes for either a shipping clerk or a security guard position. Participants rated Muslim applicants lower than non-Muslim applicants for the security guard position. We found no evidence of discrimination in the shipping clerk position. Perceived trust may be a possible explanation for some of the decisions people made. We also found that the Muslim female candidate was rated higher than the Muslim male candidate for the security guard position; no gender differences existed for the shipping clerk position. Our findings are consistent with the gender discrimination literature in that job type affected the extent to which religious-based discrimination occurred and the intersectionality literature/models specifying that combinations of demographics can impact judgments. One implication is the need to incorporate religion in discrimination interventions.

Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada

This paper investigates how positive and negative work-personal life interface constructs are differentially associated with intentions to stay in or leave the profession. The findings help map work-personal life interface constructs on the typology of determinants of intention to stay and intention to leave (disengagers, retainers, criticals, and neutrals). The ordered logistic regression (ologit) modelling of cross-sectional data from a representative sample (n = 601) of midwives in Canada shows that work interference with personal life is a disengager, which has a stronger association with intention to leave than with intention to stay in the profession. Among the work-personal life interface constructs, work enhancement of personal life seems to be the most critical determinant, showing the most substantive association with both intention to stay and intention to leave. This finding suggests that interventions to increase midwives' intention to stay and decrease their intention to leave should focus on amplifying the enhancing effects of working on midwives' personal lives. Interventions that aim to reduce work interference with personal life might be more effective in decreasing intention to leave the profession than increasing intention to stay.

Big Is Bad: Stereotypes About Organizational Size, Profit-Seeking, and Corporate Ethicality

Individuals tend to hold a dim view of for-profit corporations, believing that profit-seeking comes at the expense of ethicality. In the present research, we show that this belief is not universal; rather, people associate ethicality with an organization's size. Across nine experiments (N = 4,796), people stereotyped large companies as less ethical than small companies. This size-ethicality stereotype emerged spontaneously (Study 1), implicitly (Study 2), and across industries (Study 3). Moreover, we find this stereotype can be partly explained by perceptions of profit-seeking behavior (Supplementary Studies A and B), and that people construe profit-seeking and its relationship to ethicality differently when considering large and small companies (Study 4). People attribute greater profit-maximizing motives (relative to profit-satisficing motives) to large companies, and these attributions shape their subsequent judgments of ethicality (Study 5; Supplementary Studies C and D).

Can't Live With Them, Can't Live Without Them: The Ambivalent Effects of Existential Outgroup Threat on Helping Behavior

Social comparison theories suggest that ingroups are strengthened whenever important outgroups are weakened (e.g., by losing status or power). It follows that ingroups have little reason to help outgroups facing an existential threat. We challenge this notion by showing that ingroups can also be weakened when relevant comparison outgroups are weakened, which can motivate ingroups to strategically offer help to ensure the outgroups' survival as a highly relevant comparison target. In three preregistered studies, we showed that an existential threat to an outgroup with high (vs. low) identity relevance affected strategic outgroup helping via two opposing mechanisms. The potential demise of a highly relevant outgroup increased participants' perceptions of ingroup identity threat, which was positively related to helping. At the same time, the outgroup's misery evoked schadenfreude, which was negatively related to helping. Our research exemplifies a group's secret desire for strong outgroups by underlining their importance for identity formation.

Physiotherapy services during the COVID-19 pandemic: A mediated model of physiotherapists' self-efficacy, tele-physiotherapy role stressors, and motivation to provide tele-physiotherapy

BACKGROUND

Occupational self-efficacy is a stable predictor for professionals' motivation to engage with new methods and tasks. Yet, the delivery of tele-physiotherapy (Tele-PT) by physiotherapists (PTs) during the coronavirus disease of 2019 (COVID-19) outbreak without advance training may have had the potential to increase work stress and damage their motivation, regardless of their occupational self-efficacy.

OBJECTIVES

The present study examined whether the relations between PTs' overall occupational self-efficacy and motivation to provide Tele-PT was mediated by role stress (i.e. role conflict and ambiguity).

DESIGN AND METHOD

Between February 4 and April 23, 2021, 150 Israeli PTs completed an online survey that measured their overall occupational self-efficacy, their role stress induced by the provision of Tele-PT, their motivation to provide Tele-PT, and their demographic characteristics.

RESULTS

PTs' overall occupational self-efficacy was positively associated with PTs' motivation to provide Tele-PT (r= 0.328, p < .01) and fully mediated by role conflict (0.1757, 95% CI = [0.0231, 0.3797]) and by role ambiguity (0.1845, 95% CI = [0.0196, 0.4184]) (components of role stress) caused by the provision of Tele-PT.

CONCLUSIONS

It is important to investigate the predictors and mediators of the motivation to provide Tele-PT because in the post-COVID-19 era health organizations are likely to adopt many tele-medicine services, and they need to find ways to mitigate perceived challenges.

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

BACKGROUND

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

AIMS

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

METHOD

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

RESULTS

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

CONCLUSIONS

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

Is Men's Heterosexuality Perceived as More Precarious Than Women's? An Intersectional, Race-by-Gender Analysis

People perceive men's masculinity to be more precarious, or easier to lose, than women's femininity. In the present article, we investigated (a) whether men's heterosexuality is likewise perceived to be more precarious than women's, and if so, (b) whether this effect is exaggerated when the targets in question are Black rather than White. To investigate these questions, we conducted three experiments (one of which was conducted on a probability-based sample of U.S. adults; total N = 3,811) in which participants read about a target person who either did or did not engage in a single same-sex sexual behavior. Results revealed that participants questioned the heterosexuality of men more than the heterosexuality of women when they engaged (vs. did not engage) in same-sex sexual behavior. Surprisingly, these effects were not moderated by whether targets were Black versus White. Results are interpreted in light of recent models of intersectional stereotyping.

Living Authentically in the Face of Death: Predictors of Autonomous Motivation Among Individuals Exposed to Chronic Mortality Cues Compared to a Matched Community Sample

Despite research demonstrating positive outcomes of conscious death reflection, very little research directly examines a core proposition of existential psychologists-that death reflection provides an opportunity for more authentic living. The current study compared individuals chronically exposed to genuine mortality cues (funeral/cemetery workers, n = 107) to a matched control sample (n = 121) on autonomous motivation. It also assessed the moderating role of six constructs implicated in growth-oriented processing of death reflection: psychological flexibility, curiosity, neutral death acceptance, death anxiety, approach-oriented coping, and avoidant coping. Funeral/cemetery workers were significantly higher on autonomous motivation, and death-related work was found to have a more positive association with autonomous motivation for those higher on flexibility and lower on death anxiety. This has implications for both understanding which individuals are most likely to experience growth motivations when confronting death, and potential avenues for facilitating these motivations to enhance well-being.

Who Made This? Algorithms and Authorship Credit

Producers and creators often receive assistance with work from other people. Increasingly, algorithms can provide similar assistance. When algorithms assist or augment producers, does this change individuals' willingness to assign credit to those producers? Across four studies spanning several domains (e.g., painting, construction, sports analytics, and entrepreneurship), we find evidence that producers receive more credit for work when they are assisted by algorithms, compared with humans. We also find that individuals assume algorithmic assistance requires more producer oversight than human assistance does, a mechanism that explains these higher attributions of credit (Studies 1-3). The greater credit individuals assign to producers assisted by algorithms (vs. other people) also manifests itself in increased support for those producers' entrepreneurial endeavors (Study 4). As algorithms proliferate, norms of credit and authorship are likely changing, precipitating a variety of economic and social consequences.

Exploring the Social Determinants of Mental Health by Race and Ethnicity in Army Wives

OBJECTIVE

To explore the social determinants of mental health (SDoMH) by race/ethnicity in a sample with equal access to healthcare. Using an adaptation of the World Health Organization's SDoMH Framework, this secondary analysis examines the socio-economic factors that make up the SDoMH by race/ethnicity.

METHOD

This paper employed configurational comparative methods (CCMs) to analyze various racial/ethnic subsets from quantitative survey data from (N = 327) active-duty Army wives. Data was collected in 2012 by Walter Reed Army Institute of Research.

RESULTS

Initial exploratory analysis revealed the highest-scoring factors for each racial/ethnic subgroup: non-Hispanic Black: employment and a history of adverse childhood events (ACEs); Hispanic: living off post and a recent childbirth; junior enlisted non-Hispanic White: high work-family conflict and ACEs; non-Hispanic other race: high work-family conflict and not having a military history. Final analysis showed four models consistently explained clinically significant depression symptoms and four models consistently explained the absence of clinical depression symptoms, providing a solution for each racial/ethnic minority group (non-Hispanic Black, Hispanic, junior enlisted non-Hispanic White, and non-Hispanic other).

DISCUSSION

These findings highlight that Army wives are not a monolithic group, despite their collective exposure to military-specific stressors. These findings also highlight the potential for applying configurational approaches to gain new insights into mental health outcomes for social science and clinical researchers.

The Mediating Role of Rumination and Self-Regulation Between Self-Generated Stress and Psychological Well-Being

In this study, we aimed to examine the relationships between self-generated stress (SGS) and psychological well-being (PWB) and the mediating role of self-critical rumination (SCR) and self-regulation in this relationship. In this direction, the Self-Generated Stress Scale (SGSS) was adapted into Turkish in the first study. In the second study, we tested the mediating role of SCR and self-regulation in the relationship between SGS and PWB in university students. The findings showed that the Self-Generated Stress Scale is a valid and reliable measurement tool for Turkish culture and PWB and self-regulation have partial mediating roles in the relationship between SGS and PWB. These results contribute to a better understanding of the association between SGS and PWB.

Applying the Peter Parker Principle to Healthcare

The role of power in healthcare can raise many ethical challenges. Power is ownership, whether given, ceded, or taken of another person's autonomy. When a person has power over someone else, they can control or strongly influence the decision-making freedom of that person. From the principalist perspective1,2 of healthcare ethics, denying a person their freedom to choose, should only occur when justifying conditions related to beneficence and nonmaleficence are sufficiently satisfied. In healthcare, it is rare to be able to identify situations where paternalism is justified. However, experience suggests that abusive power in healthcare is used too frequently without justifying criteria.

An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange

Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.

I share because of who I am: values, identities, norms, and attitudes explain sharing intentions

To promote sustainable consumption, predictors of individuals' intentions need to be understood. Focusing on the example of collaborative consumption, we look at facilitating and inhibiting factors in a preregistered correlational study (N = 378). We hypothesized the Value-Identity-Personal norm (VIP) model to explain variance in sharing intention. In addition, we expected sharing intentions to be linked to attitudes about (de-)ownership. We also hypothesized self-extension into an object to be a barrier to sharing this object. The results supported all hypotheses: The VIP model and de-ownership orientation were related to sharing intentions. Moreover, self-extension into a car was significantly higher among subsamples of car owners than car sharers. Exploratory findings show that the value-intention link predicted by the VIP can be found for biospheric as well as altruistic values if sharing intentions are assessed with items framed to match these respective values. We discuss implications for attempts to promote sustainable consumption.

Using the pet health information behaviour intervention model should make information prescriptions for pet guardians more effective

BACKGROUND

Studies on information behaviour related to companion animal's (pet) health have been carried out in different contexts and there have been attempts to modify and idealize these information behaviours.

OBJECTIVE

The purpose of this study is to apply the Pet Health Information Behaviour Intervention model in an empirical context and elaborate the theoretical contribution of the model to information behaviour research in the context of pet care and management.

METHODS

All the variables of the proposed model were quantified and tested through case study research involving 20 participants. Each case consisted of a guardian who participated in the information intervention program with their cat(s) and/or dog(s) in a small animal hospital, with a follow-up interview after 2 weeks.

RESULTS

The information prescription helped both the experienced Internet searchers and the less health literate guardians. The pet guardians were particularly appreciative of the advice on evaluating and using online health information. The higher guardian-pet bond, the more the participant used the tips to search online information. The information prescription helped the relationship with the veterinary professional through improved data gathering and perception of the professional-guardian partnership.

CONCLUSION

The model will assist both information professionals and animal health providers to better design and evaluate information interventions that support pet welfare.

Taken to the extreme: Transformational leadership, psychological capital, and follower health outcomes in extreme contexts

The purpose of this study is to examine the boundary conditions of transformational leadership, follower psychological capital, and their effects on follower mental health outcomes. Specifically, we utilize archival, multi-wave data from a military sample to examine whether the negative relationship between transformational leadership and adverse follower stress outcomes increases as the context shifts from a relatively safe environment to one in which follower lives are at risk. Additionally, psychological capital, a constellation of personal psychological resources, is also assessed to account for individual buffers against extreme stressors. Findings from the current study suggest that the negative relationship between transformational leadership and follower stress increases significantly when the context shifts to a high-risk, mortality-salient environment.

Character Strengths of Czech Army Excellent Officers as Perceived by Cadets and Soldiers Serving in Reconnaissance Units

INTRODUCTION

A deeper understanding of personality specifics in military personnel may increase the efficacy of health care professionals in this field. Changes in modern warfare require army officers to make decisions in complicated situations with increasing levels of autonomy. Character is traditionally regarded as a key quality in these dynamics. However, it remains unclear which character strengths are conducive to effective leadership in the military. The present study aims at mapping Czech Army cadets' and professional soldiers' perceptions of the character strengths of those officers, who they consider the best they served under. The study also examined how these perceptions vary across soldiers at different stages of their careers and how much they overlap with the same soldiers' ratings of their own strengths. In addition, a regression analysis, to outline combinations of strengths for various aspects of character-based leadership, was performed.

MATERIALS AND METHODS

Respondents (N = 199) were recruited from three different subpopulations of the Czech Army-serving members of two reconnaissance units (N = 38), and 1st (N = 81) and 5th (N = 80) year cadets at the University of Defense. They rated the character strengths of chosen officers and themselves on the Character Strengths Leadership Inventory and the Values in Action Inventory of Strengths Revised. This study was approved by the units' commanding officer and the representatives of the University of Defense.

RESULTS

Subordinates rated honesty, leadership, perspective, teamwork, fairness, creativity, love of learning, and zest highest in their chosen officers. These officers' mean profiles strongly correlated in all the three groups (rs = .82-.86). The mean correlation between officers' and respondents' self-reported strengths was not strong (rs = .18). Multiple regression models of the perception of an officer's success, success of their team, them as a leadership example, and them as having a good character, most frequently, involved fairness, honesty, kindness, and social intelligence, while forgiveness was negatively associated with these parameters.

CONCLUSIONS

The present study achieved its aims. First, it suggests the officers' character strengths that tend to be most valued by their subordinates among Czech Army cadets and soldiers serving in reconnaissance units. Second, the strong overlap of best officers' character profiles in all groups suggests that this perception may remain stable throughout a soldier's career. Third, the relationship between chosen officers' and respondents' self-reported strengths was negligible, suggesting that the perception of officer's strengths may not be an individual's projection. Fourth, regression models of character-based leadership proposed a combination of character strengths that may contribute to the officer's perceived efficacy. Compared to other studies, the sample included both cadets and military professionals with a proportional number of females being included. These results imply that health care practitioners working with military clients may benefit from the acknowledgment of their specific character strengths, most notably honesty and fairness, while providing care to this population.

Hybridity enabled: A research synthesis of the enabling conditions for hybrid professionalism in healthcare

Hybrid professionals in healthcare organizations play a critical role, the characteristics, processes and implications of which have been thoroughly studied by scholars in the field. However, not as much attention has been paid to the conditions under which such roles might be taken by professionals entering the ground of management. This gap results into a lack of conceptual clarity and eventually ends being an obstacle in framing and ameliorating the tools needed to act such a role in its different phases. This is a research area worthy of a finer-grained understanding: the ability of organizations to effectively support role hybridization, in fact, is a requisite for professionals-managers' willingness to stay in the role and cope with the complexity that such a two-fold position entails, no matter what. Based on the results of a scoping literature review, this paper presents the enabling conditions for hybrid professionalism in healthcare, and proposes a classification of them into categories corresponding to different facets of hybrid role-taking: opportunities for interaction with management, tools supporting sense-making, and provision of delegation and autonomy. For each of these categories, organizational and management tools discussed in the literature are presented. The results of the study provide a road-map of the enabling conditions for hybrid professionalism that aims to be of practical convenience for managers and policy-makers in health care. Eventually, suggestions for organizational design and personnel management, as well as directions for further research, are highlighted.

Meaning of sustainability of innovations in healthcare organizations: A systematic review

BACKGROUND

There is pressure on healthcare organizations to provide high-quality care to all patients while innovating the way care is delivered. As they take on the challenge of delivering high-quality, innovative services, any gains made tend to stall before a radical change impacts key outcomes given the difficulty in sustaining innovations over time.

METHODS

A systematic search was performed in 5 electronic databases using the PRISMA structure that resulted in 1313 articles, of which 260 were duplicated, leaving 1053 articles. After reading their abstracts, 877 had an inadequate scope for analysis because they did not deal with research on the sustainability of innovations. After a full assessment of the remaining 176 articles, only 10 studies met the inclusion criteria with the snowball strategy generating one additional paper, leading to 11 empirical studies. A theoretical discussion and the proposition of a framework were used to analyze the data.

RESULTS

Studies in university hospitals shed light on determining sustainability factors of innovations not yet fully explored such as the meaning given by individuals to innovation, culture, partnerships, and multidisciplinary collaboration, which complement the literature. This research sought to contribute to the dialogue between management theory and practice in studies on the sustainability of health innovations based on experiences observed in university hospitals. Health managers can verify how sustainability relates to the challenges presented and identify a path that helps them overcome the limitations imposed on the process. The literature shows that the understanding of sustainability as a mediating dimension can collaborate in sustained innovations in order to allow managers to identify actions related to the individual-organization dimension that may be compromising the process and thus act in a more efficient, assertive way in determining the factors that sustain ongoing innovations.

CONCLUSIONS

A relevant point is that innovation sustainability needs to be an objective to be achieved where managers/individuals must incorporate this perspective of innovation continuity since the beginning of the process, otherwise this may represent a greater propensity for discontinuity. This analysis can potentially be applied in university hospitals, but it can also be applicable to other types of hospitals and public or private institutions as long as it is an organization that adopts, implements, and seeks to sustain innovations in service delivery.

Item selection methods in multidimensional computerized adaptive testing for forced-choice items using Thurstonian IRT model

Multidimensional computerized adaptive testing for forced-choice items (MFC-CAT) combines the benefits of multidimensional forced-choice (MFC) items and computerized adaptive testing (CAT) in that it eliminates response biases and reduces administration time. Previous studies that explored designs of MFC-CAT only discussed item selection methods based on the Fisher information (FI), which is known to perform unstably at early stages of CAT. This study proposes a set of new item selection methods based on the KL information for MFC-CAT (namely MFC-KI, MFC-KB, and MFC-KLP) based on the Thurstonian IRT (TIRT) model. Three simulation studies, including one based on real data, were conducted to compare the performance of the proposed KL-based item selection methods against the existing FI-based methods in three- and five-dimensional MFC-CAT scenarios with various test lengths and inter-trait correlations. Results demonstrate that the proposed KL-based item selection methods are feasible for MFC-CAT and generate acceptable trait estimation accuracy and uniformity of item pool usage. Among the three proposed methods, MFC-KB and MFC-KLP outperformed the existing FI-based item selection methods and resulted in the most accurate trait estimation and relatively even utilization of the item pool.

Corporate Social Responsibility Framework: An Innovative Solution to Social Determinants of Health in the USA

PURPOSE

Expand firms' corporate social responsibility (CSR) framework to systematically address social determinants of health (SDOH) in their communities and improve firms' performance (FP). GAP: The U.S. healthcare system has struggled to improve population health outcomes while enhancing delivery performance. An oft-overlooked contributor to this deficit is SDOH inequities, accounting for 25-60% of deaths in the USA annually. Ironically, most healthcare firms do not view investment in SDOH, a neglected phenomenon, to develop sustainable healthy communities as their direct responsibility due to the "wrong pocket problem." Although extant literature theorizes the CSR construct, there is a paucity of research on SDOH integration with the CSR framework.

DESIGN

We integrate a quantitative and qualitative study with supplementary literature on CSR and SDOH using the grounded theory method by researching fourteen health plan firms across the USA.

FINDINGS

Research reveals early efforts undertaken by top-performing healthcare insurers to address SDOH and provides evidence that such measures can be integrated profitably under CSR as a competitive advantage.

ORIGINALITY

Contributes to CSR theory and practice by providing an empirical model and expanding its framework to address SDOH systematically. Key implications are as follows: (1) healthcare firms to link with unconventional partners, such as housing authorities, food banks, employment agencies, and schools; (2) the entire healthcare supply chain to collaborate with social enterprises and regulators to develop sustainable communities; (3) policymakers must incentivize firms to align social equity and corporate goals; and (4) long-term view on CSR, SDOH, and healthy living (HL) will in-turn eliminate social inequities while enhancing FP.

Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention

Building upon the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) and the extensive research on employee turnover intention and well-being, we examined various demands and resources in relation to these outcomes. This study examined the differential relationship between job demands, and personal and job resources, and two organizational outcomes: turnover intention and emotional exhaustion. The job demands were role overload, role conflict, role ambiguity, and work-life balance. The job resources were resilience, servant leadership, relatedness, autonomy, job opportunities, pay satisfaction, and person-organization fit. An online questionnaire was administered to full-time employees via Qualtrics panel (N = 364). Job demands were positively related to emotional exhaustion, and personal and job resources were negatively related to turnover intention. Using relative weights analysis, demands and resources were found to account for different amounts of variance in the outcome variables. This study informs our understanding of and contributes to the advancement of the JD-R model to encompass various job demands and personal and job resources and their differential relationship to emotional exhaustion and turnover intention.

Evidence of an Indirect Effect of Generativity on Fear of Death Through Ego-Integrity Considering Social Desirability

Recent research has shown an indirect effect of generativity on fear of death through ego-integrity in older adults. The present paper aims at demonstrating that the indirect effect is valid even when controlling for social desirability. For that purpose, participants (N = 260 German adults) in study 1 provided self-reports on generativity, ego-integrity, fear of death, and social desirability. Analyses confirmed the indirect effect when the tendency for socially desirable responding was statistically controlled. In study 2, participants (N = 133 German adults) also reported on their generativity and ego-integrity. Fear of death, however, was assessed with a reaction time-based measure (i.e., the Implicit Associations Test). Again, the indirect effect could be confirmed. Taken together, the studies lend further credibility to the extant findings on the indirect effect of generativity on fear of death through ego-integrity.

Proximal and distal honor fit and subjective well-being in the Mediterranean region

OBJECTIVE

People's psychological tendencies are attuned to their sociocultural context and culture-specific ways of being, feeling, and thinking are believed to assist individuals in successfully navigating their environment. Supporting this idea, a stronger "fit" with one's cultural environment has often been linked to positive psychological outcomes. The current research expands the cultural, conceptual, and methodological space of cultural fit research by exploring the link between well-being and honor, a central driver of social behavior in the Mediterranean region.

METHOD

Drawing on a multi-national sample from eight countries circum-Mediterranean (N = 2257), we examined the relationship between cultural fit in honor and well-being at the distal level (fit with one's perceived society) using response surface analysis (RSA) and at the proximal level (fit with one's university gender group) using profile analysis.

RESULTS

We found positive links between fit and well-being in both distal (for some, but not all, honor facets) and proximal fit analyses (across all honor facets). Furthermore, most fit effects in the RSA were complemented with positive level effects of the predictors, with higher average honor levels predicting higher well-being.

CONCLUSIONS

Our findings highlight the interplay between individual and environmental factors in honor as well as the important role honor plays in well-being in the Mediterranean region.

Scientific civility and academic performance

In modern science, interdisciplinary and collaborative research is encouraged among scientists to solve complex problems. However, when the time comes to measure an individual's academic productivity, collaborative efforts are hard to conceptualize and quantify. In this study, we hypothesized that a social behavior coined "scientific civility", which encompasses civility, collaboration, cooperation, or a combination of these, enhances an individual's productivity influencing their academic performance. To facilitate recognition of this unique attribute within the scientific environment, we developed a new indicator: the C score. We examined publicly available data from 1000 academic scientists at the individual-level, focusing on their scholarly output and collaborative networks as a function of geographic distribution and time. Our findings strongly suggest that the C score gauges academic performance from an integral perspective based on a synergistic interaction between productivity and collaborative networks, prevailing over institutionally limited economic resources and minimizing inequalities related to the length of individual's academic career, field of investigation, and gender.

The development and validation of an Army team resilience measure

Given the demanding nature of its mission, the collective units of the Army, not just individual Soldiers, need to be able to withstand and adapt to a wide range of challenges. Therefore, it is important to be able to effectively assess resilience at the team-level and to understand the factors that can enable or diminish it. This article describes the development of a construct valid and psychometrically-sound measure of team resilience - the Team Resilience Scale (TRS). A theoretical framework of team resilience and related constructs is introduced. We then summarize the procedures for developing the TRS and related constructs, providing evidence of the content validity of the TRS. Finally, we assess the psychometric soundness and construct validity of the TRS in two Army field studies. Our analyses support the convergent validity of items and indicate that the measure can be used to examine three first-order dimensions of resilience (i.e., physical, affective, and cognitive) or as a single overall resilience composite. Results show the TRS was positively related to team performance in both samples and it co-varied with stressors and team actions. Practical recommendations for use of the measure and suggestions for future research are offered.

Organizational citizenship behavior in the military context: Are we missing the mark?

Organizational citizenship behavior (OCB), discretionary behavior that promotes organizational effectiveness, is a well-developed construct with great importance to the military. Despite its significance, few studies have examined OCB within the armed services. Those that have tended to use existing OCB scales without additional validation and only minimal adaptation to the military context. This is problematic because of the distinctive features of the American armed services, such as the substantial power leaders possess to compel behavior and the uniqueness of behaviors that create military value. The purpose of this study is to develop and validate five OCBs and a second-order OCB factor that are fully discretionary and produce unique and substantial value for the military. These military OCBs include sacrificing, providing positive word-of-mouth endorsement of the military, voluntary retention in the organization, voluntary participation in activities, and use of services that improve welfare and readiness. Some of these behaviors are so vital that the military could not achieve its mission without them. This study also seeks to understand and assess antecedents of military OCB. Using survey data from several Army populations and a series of validation analyses, the results reveal five military OCB factors, a second-order OCB construct, and four new military OCB antecedents. Opportunities and implications for the use of military OCBs are developed and the limitations of the study are examined.

Front-line employees' perceived COVID-19 event strength and emotional labor in the service industry: A moderated mediation model

COVID-19 pandemic has brought enormous challenges to employees worldwide, and thus, it is important to understand whether, how, and when perceived COVID-19 event strength can influence employees' work-related outcomes. Drawing on event system theory and affective events theory, this study examined the effect of perceived COVID-19 event strength on front-line service employees' emotional labor, namely, surface acting and deep acting, through the mediating role of anxiety. In addition, it explored job insecurity as a moderator in the relationship between perceived COVID-19 event strength and anxiety. This study analyzed two-wave data (N = 191) collected from front-line employees in the service industry and found that anxiety mediated the relationship between perceived COVID-19 event strength and surface acting but not deep acting, and that job insecurity moderated the relationship between perceived COVID-19 event strength and anxiety and the indirect effect of perceived COVID-19 event strength on surface acting but not on deep acting via anxiety. Implications and directions for future research are also discussed.

An evaluation of implementation climate in inpatient maternity care: a cross-sectional survey study

OBJECTIVE

Researchers in obstetrics and gynecology are continuously generating new evidence to inform clinical care delivery. Yet, much of this newly emerging evidence fails to be rapidly and effectively integrated into routine clinical practice. Implementation climate refers to clinicians' perceptions of to what degree organizations support and reward use of an evidence-based practice (EBP) and is an important construct in the science of implementation in healthcare. Little is known about implementation climate for EBPs in maternity care. Thus, we aimed to (a) determine the reliability of the Implementation Climate Scale (ICS) for use in inpatient maternity care, (b) describe implementation climate in inpatient maternity care overall, and (c) compare individual perceptions of implementation climate between physician and nursing clinicians on these units.

STUDY DESIGN

We performed a cross-sectional survey of clinicians in inpatient maternity units across 2 urban, academic hospitals in the northeastern United States in 2020. Clinicians completed the 18-question validated ICS [scored 0-4]. Scale reliability by role was evaluated using Cronbach's α. Subscale and total scores were described overall and compared by physician versus nursing role using independent t-tests, as well as linear regression to control for confounders.

RESULTS

111 clinicians completed the survey (physicians = 65; nursing = 46). Physicians were less likely to identify as female (75.4% vs. 100.0%, p < .001), but were of similar age and years of experience as nursing clinicians. Reliability of the ICS was excellent, with Cronbach's α of 0.91 and 0.86 among physicians and nursing clinicians, respectively. Scores were notably low for implementation climate in maternity care overall and for all subscales. ICS total scores were also higher among physicians as compared to nurses (2.18(±0.56) vs. 1.92(±0.50), p = .02), which remained significant in multivariable modeling (p = .02). Unadjusted subscale scores were higher among physicians in Recognition for EBP (2.68(±0.89) vs. 2.30(±0.86), p = .03) and Selection for EBP (2.24(±0.93) vs. 1.62(±1.04), p = .002). After adjustment for potential confounders, subscale scores for Focus on EBP (p = .04) and Selection for EBP (p = .002) were all higher among physicians.

CONCLUSIONS

This study supports the ICS as a reliable scale for measuring implementation climate in the inpatient maternity care setting. Notably lower implementation climate scores across subscales and roles compared to other settings may underlie the vast evidence to practice gap in obstetrics. In order to successfully implement practices that reduce maternal morbidity, we may need to focus on building educational support and rewarding EBP utilization on labor and delivery units, with an emphasis on nursing clinicians.