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.

Interventions for improving self-efficacy in patients after stroke based on self-efficacy-related principles of Bandura's cognition theory: a systematic review and meta-analysis

BACKGROUND

Interventional approaches based on Bandura's cognition theory are effective in improving self-efficacy poststroke. However, a systematical investigation for identifying effectives therapeutic components of the intervention has not yet been conducted.

OBJECTIVE

This meta-analysis was conducted to systematically investigated the effects of interventions with different principles on improving self-efficacy after stroke.

METHODS

Searches were conducted in PubMed, EMBASE, CINAHL, PsycINFO, MEDLINE, Cochrane Library, and two randomized controlled trials registration websites for randomized controlled trials from inception to 18th January 2022. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines were followed. The meta-analysis was performed using Review Manager and Stata software.

RESULTS

In total, 36 RCTs were included. Interventions using any one of the self-efficacy principles - principle 1 (Mastery), principle 2 (Modeling), principle 3 (Social persuasion), and principle 4 (Understanding), were more effective in improving self-efficacy in patients with stroke at post-training and follow-up, compared with the control group. Psycho-educational interventions might significantly improve self-efficacy in both post-intervention and follow-up stages, compared with control group. Meta-regression revealed time since stroke onset was significantly associated with effect sizes.

CONCLUSION

Interventions developed based on Bandura's cognition theory are beneficial to the improvement of self-efficacy. This review highlights principles of Bandura's cognition theory are worth considering to be integrated to interventions targeted at improving self-efficacy. The application of self-efficacy principles with Bandura's cognitive theory could be encouraged in clinical practice in the future.

PROTOCOL REGISTRATION NUMBER

PROSPERO CRD42020154984.

Publishing in potentially predatory journals: Do universities adopt university leaders' dishonest behavior?

With the development of science digitalization, it became possible to detect dishonest behavior. The increasing magnitude of predatory publishing has boosted scientific research on the topic. While studies on university leaders' impact concentrate mainly on its positive effects on organizational performance, to date, little is known about whether academic leaders can negatively influence the organizations they lead depending on their engagement in academic misconduct. Using a sample of Russian universities and their leaders from 2010-2020, I ask whether universities tend to adopt leaders' dishonest behavior. Specifically, I analyzed whether universities increase publications in potentially predatory journals after a leader with such a record enters the office. Relying on a culture theory of academic misconduct, I discuss the role-related factors that contribute to a leader's influence over employees. I focus on whether the leader's influence relates to external incentives for universities to publish more, the leader's career development type, or the leader's and university's research area. The findings demonstrate that the share of publications in potentially predatory journals tends to increase if a leader with such publications assumes office, especially if the university is research-oriented. The results suggest that academic reputation of a leader matters to the university's consequent misconduct.

An island of sanity during COVID-19 pandemic: Does pet attachment support buffer employees' stress due to job insecurity?

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study.

Work-family conflict, work engagement and unsafe behavior among miners in China

The present study aims to explore the relationship between work-family conflict and unsafe behavior among underground coal miners, testing the mediating role of work engagement in this relationship. A cross-sectional survey was conducted in Shanxi Province, China from June to August 2020. A total of 580 front-line miners were recruited for this study. Structural equation modeling was used to explore the mechanisms of work-family conflict on unsafe behavior. Findings revealed that time-based conflict, strain-based conflict and behavior-based conflict were positively related to unsafe behavior, and work engagement mediated the relationships between work-family conflict and unsafe behavior. Managers should alleviate miners' work-family conflict, providing effective organizational support to improve the miner's work engagement, and thus reduce their unsafe behavior.

How spiritual leadership affects team safety performance: the role of team reflexivity and work interdependence

Objectives. Frequent occurrence of workplace accidents may be caused by a lack of attention by team members to safety behaviors on the spiritual level. It is very important to investigate the incentive mechanism of spirit factor on team safety performance. Methods. Based on social cognition theory and social interaction theory, this study analyzed matching data from 717 employees across 173 teams, and verified the mechanism underlying team-level spiritual leadership on team safety performance. Results. Spiritual leadership not only helped improved a team's safety performance, but also affected it through team reflexivity. Meanwhile, work interdependence positively moderated the positive relationship between team reflexivity and team safety performance, as well as the mediating role of team reflexivity. Conclusions. The findings expanded the research scope of leadership style-safety performance at the team level, and provided guidelines for managers to promote safety and healthy development of a team in practice.

Staff perceptions of organisational performance measurement implementation in a health charity

The non-acute health charity sector forms part of the global health services industry. Organisational Performance Measurement (OPM) is fundamental for modern business to achieve sustained excellence yet is under-utilised by non-acute health charities. The Non-Acute Health Charity Performance Implementation Framework (NCPI Framework) was developed to support non-acute health charities undertaking OPM. A non-acute health charity case study undertook a 12-month OPM implementation process using the NCPI Framework. This study had three aims. Firstly, to understand the perceptions of staff employed by the case study organisation regarding their experience of the 12-month NCPI Framework implementation process, secondly to identify whether an interrelationship existed between the NCPI Framework's implementation elements and the staff's perspectives, and thirdly, identify areas of strength and improvement which could enhance the NCPI Framework's effectiveness. Data were collected post implementation and analysed thematically from open-ended question responses from an anonymous survey and semi-structured interviews. Participants supported the introduction of OPM and valued the NCPI Framework's structured implementation guidelines. Six interrelated themes were identified: clarity, adaptability, alignment, transparent communication, capability and accountability. Participants suggested adaptations to enhance the NCPI Framework's impact. A culture aligned with organisational learning was identified as potentially having a positive impact on the NCPI Framework's implementation. The NCPI Framework may also have relevance and application to the non-profit industry beyond non-acute health care and for use in program development and service quality initiatives.

Concerns regarding Covid-19 vaccine certificates

Besides vaccine certificates, research suggests leaders also need to trigger society's intrinsic motivation to help in order to achieve lasting and equitable solutions.

Corporate Moral Responsibility, Distributive Justice, the Common Good, and Catholic Social Teaching: The Case of Gilead Sciences and Remdesivir

Applying the moral principles of Catholic social teaching's (CST) on capitalism, distributive justice, private ownership, the common good, and the role of the state in the economy as the overall theoretical framework and utilizing secondary data, media reports, and scientific literature, this article explores the corporate moral responsibility of the top drug makers in the ownership and pricing of their essential medicines and COVID-19 vaccines. Specifically, it presents the case of the Gilead Sciences' business strategies and overpricing of Remdesivir drug to illustrate how predatory capitalism undermines the moral responsibility of drug makers and CST's moral principle on the common good in today's pandemic. Distributive justice requires that the publicly funded and developed medicines and vaccines should be priced and distributed fairly to promote the common good and prevent the public from "paying twice" for these essential medicines. Given the public character of these medicines and the demands of social justice, the price of Remdesivir and other essential medicines of Gilead Sciences and Big Pharma for COVID-19 could have been lower than what was officially announced. Ultimately, these medicines could have been made global public health goods in accordance with CST's doctrines on distributive justice, the common good, and the social dimension of private ownership.

Speak Up! Mistaken Beliefs About How Much to Talk in Conversations

We hypothesized that people would exhibit a reticence bias, the incorrect belief that they will be more likable if they speak less than half the time in a conversation with a stranger, as well as halo ignorance, the belief that their speaking time should depend on their goal (e.g., to be liked vs. to be found interesting), when in fact, perceivers form global impressions of each other. In Studies 1 and 2, participants forecasted they should speak less than half the time when trying to be liked, but significantly more when trying to be interesting. In Study 3, we tested the accuracy of these forecasts by randomly assigning participants to speak for 30%, 40%, 50%, 60%, or 70% of the time in a dyadic conversation. Contrary to people's forecasts, they were more likable the more they spoke, and their partners formed global rather than differentiated impressions.

Empathy and shame through critical phenomenology: The limits and possibilities of affective work and the case of COVID-19 vaccinations

This paper begins by developing the critical phenomenologies of shame and empathy. It rejects that empathy is the supposed antidote to shame, and rather demonstrates the ways in which they function in parallel. The author contends that both shame and indeed empathy risk objectifying and fetishizing the other who is being shamed or empathized with. This argument and phenomenology about the relationship between shame and empathy is then applied and further developed through a case study of COVID-19 vaccinations. The author explores whether empathy and shame ever "work" to increase vaccine uptake, and ultimately argues that both affects do and do not depending on the structures of power informing the specific context.

They were uncivil, and now I am too: A dual process model exploring relations between customer incivility and instigated incivility

Incivility from customers is a common occurrence for employees working in service-oriented organizations. Typically, such incivility engenders instigated mistreatment, both towards customers and colleagues. Not much is understood, however, about the mechanisms underlying the relations between customer incivility and instigated incivility. Answering recent calls from incivility scholars, the present research, drawing from Self-Regulatory Resource Theory and Stressor-Emotion models of workplace behaviour, explored cognitive (i.e., self-regulatory resource depletion) and affective (i.e., negative affect) pathways that would explain relations between customer incivility and instigated incivility towards others. Through two multi-wave studies with different time lags (N1  = 180, weekly lags; N2  = 192, within-week lags) and different operationalizations of the instigated incivility construct (i.e., broad [unidimensional] and narrow [multidimensional]), we find consistent support for the mediating effects of the affective pathway. While our first study finds that customer incivility is linked to broad instigated incivility through negative affect, our second study finds that customer incivility is linked to, more specifically, gossip, exclusionary behaviour, and hostility through negative affect. In both studies, however, no support was found for the mediating effects of the cognitive pathway. Implications for both research and practice are discussed, and future research directions are offered.

Innovation in Nursing Practice: A Scoping Review

Conceptual clarity on nursing innovation is vital in educating and supporting innovative nurses. This analysis aimed to determine the state of innovation within nursing through a scoping review of the literature. Twenty-four articles were identified, and a constant comparison analysis discovered 3 components essential to the successful innovation: the innate characteristics of the nurse, teams, leader, workplace, and organization; the culture or environmental factors; and then the process components, which include the translation, assessment, outcome, and sustainability of an innovation. This review highlights the need to clarify what does or does not qualify something to be innovative. A Supplemental Digital Content video abstract is available at http://links.lww.com/ANS/A68 .

A Bias Toward Kindness Goals in Performance Feedback to Women (vs. Men)

While research has documented positivity biases in workplace feedback to women versus men, this phenomenon is not fully understood. We take a motivational perspective, theorizing that the gender stereotype of warmth shapes feedback givers' goals, amplifying the importance placed on kindness when giving critical feedback to a woman versus a man. We found support for this hypothesis in a survey of professionals giving real developmental feedback (Study 1, N = 4,842 raters evaluating N = 423 individuals) and five experiments with MBA students, lab participants, and managers (Studies 2-5, N = 1,589). Across studies, people prioritized the goal of kindness more when they gave, or anticipated giving, critical feedback to a woman versus a man. Studies 1, 3, and 5 suggest that this kindness bias relates to gendered positivity biases, and Studies 4a and 4b tested potential mechanisms and supported an indirect effect through warmth. We discuss implications for the study of motivation and workplace gender bias.

Reasons for qualitative psychologists to share human data

Qualitative data sharing practices in psychology have not developed as rapidly as those in parallel quantitative domains. This is often explained by numerous epistemological, ethical and pragmatic issues concerning qualitative data types. In this article, I provide an alternative to the frequently expressed, often reasonable, concerns regarding the sharing of qualitative human data by highlighting three advantages of qualitative data sharing. I argue that sharing qualitative human data is not by default 'less ethical', 'riskier' and 'impractical' compared with quantitative data sharing, but in some cases more ethical, less risky and easier to manage for sharing because (1) informed consent can be discussed, negotiated and validated; (2) the shared data can be curated by special means; and (3) the privacy risks are mainly local instead of global. I hope this alternative perspective further encourages qualitative psychologists to share their data when it is epistemologically, ethically and pragmatically possible.

Disrespectful colleagues, dysfunctional parenting: The effect of workplace incivility on parental attitudes, well-being and behaviours

Two dyadic studies address the link between workplace incivility and dysfunctional (i.e., authoritarian and permissive) parenting, and the role played by parent cognitions and well-being in these relationships. One hundred and forty-eight working mother-spouse dyads participated in Study 1. Mothers reported on their own workplace incivility experiences and parenting self-efficacy, while husbands rated mothers' authoritarian parenting behaviour. Results showed that parenting self-efficacy mediates the effects of workplace incivility on authoritarian parenting. Study 2 sought to replicate and extend these findings with a sample of one hundred and seventy-five working parent-spouse dyads. Working mothers and fathers reported on their own workplace incivility experiences, parenting self-efficacy and burnout, while their spouses rated their authoritarian and permissive parenting. The moderating effects of romantic relationship conflict were also assessed. Results supported the role of self-efficacy in mediating the relationship between workplace incivility and authoritarian parenting, with effects exacerbated among those experiencing higher levels of romantic relationship conflict. Moreover, incivility related to working parents' burnout, and in turn, permissive parenting. Our findings shed light on an understudied social context wherein workplace incivility may shape one's personal life, and broadens our understanding of the nature, scope, and impact of this workplace problem.

Examination of Ethical Decision-Making Models Across Disciplines: Common Elements and Application to the Field of Behavior Analysis

Human service practitioners from varying fields make ethical decisions daily. At some point during their careers, many behavior analysts may face ethical decisions outside the range of their previous education, training, and professional experiences. To help practitioners make better decisions, researchers have published ethical decision-making models; however, it is unknown the extent to which published models recommend similar behaviors. Thus, we systematically reviewed and analyzed ethical decision-making models from published peer-reviewed articles in behavior analysis and related allied health professions. We identified 55 ethical decision-making models across 60 peer-reviewed articles, seven primary professions (e.g., medicine, psychology), and 22 subfields (e.g., dentistry, family medicine). Through consensus-based analysis, we identified nine behaviors commonly recommended across the set of reviewed ethical decision-making models with almost all (n = 52) models arranging the recommended behaviors sequentially and less than half (n = 23) including a problem-solving approach. All nine ethical decision-making steps clustered around the ethical decision-making steps in the Ethics Code for Behavior Analysts published by the Behavior Analyst Certification Board (2020) suggesting broad professional consensus for the behaviors likely involved in ethical decision making.

Masquerading their way to authenticity: Does age stigma concealment benefit older women?

As women age they can be subject to both sexism and ageism, and consequently be stereotyped as low in competence and irrelevant despite having a relatively young subjective age. Drawing on theories of stigma, we conducted a survey study of older women (N = 184) with a strong interest in fashion and their visual image. We used template thematic analysis to understand their experiences in relation to their age-changed appearance. Two major themes were identified: unfavourable experiences of ageism and efforts to evade these experiences through attention to appearance. Our participants employed masquerade to conceal or reduce the visible evidence of their age-both to avoid ageism and to align their outward appearance more closely with their inner, felt, authentic selves. We interrogate the benefits and penalties of concealment for a group whose stigmatised condition is dynamic, changing as their appearance grows increasingly dissimilar to societally favoured youthfulness. Masquerade may for this group of women produce more positive than negative outcomes, via effects on felt authenticity.

Workers' Sensation Seeking Matters: Development and Validation of the Need for Sensations at Work Scale (NSWS)

Although sensation seeking (SS) may be a highly relevant trait in the occupational context, it is still understudied in the field of work and organizational psychology. Probably, one reason is the lack of an appropriate SS instrument for the work context. We therefore developed a scale that measures work-related SS. Results based on a sample of 304 workers provided evidence for the convergent and discriminant validity of the instrument. In an independent sample of 271 workers, confirmatory factor analyses supported a bifactor structure with a global SS factor and three specific domain factors (tension seeking, adrenaline seeking, and heartbeat increase seeking). Based on bifactor indices, essential unidimensionality of the instrument could be assumed. Work-related SS was positively associated with increasing challenging job demands, and a moderating effect of task variety on the relationship between work-related SS and job satisfaction was found. SS was not associated with the number of past job terminations. Overall, the findings indicate that SS may be relevant with regard to workers' proactive work behaviors and job attitudes. The Need for Sensations at Work Scale (NSWS) now provides a promising measurement instrument to further investigate SS in the work context.

Enriching Psychology by Zooming Out to General Mindsets and Practices in Natural Habitats

Psychology has been "zooming in" on individuals, dyads, and groups with a narrow lens to the exclusion of "zooming out," which involves placing the targeted phenomena within more distal layers of influential context. Here, we plea for a paradigm shift. Specifically, we showcase largely hidden scientific benefits of zooming out by discussing worldwide evidence on inhabitants' habitual adaptations to colder-than-temperate and hotter-than-temperate habitats. These exhibits reveal two different types of theories. Clement-climate perspectives emphasize that generic common properties of stresses from cold and hot temperatures elicit similar effects on personality traits and psychosocial functioning. Cold-versus-heat perspectives emphasize that specific unique properties of stresses from cold and hot habitats elicit different effects on phenomena, such as speech practices and intergroup discrimination. Both zooming-out perspectives are then integrated into a complementary framework that helps identify explanatory mechanisms and demonstrates the broader added value of embedding zooming-in approaches within zooming-out approaches. Indeed, zooming out enriches psychology.

Frustration and ennui among Amazon MTurk workers

Academics are increasingly turning to crowdsourcing platforms to recruit research participants. Their endeavors have benefited from a proliferation of studies attesting to the quality of crowdsourced data or offering guidance on managing specific challenges associated with doing crowdsourced research. Thus far, however, relatively little is known about what it is like to be a participant in crowdsourced research. Our analysis of almost 1400 free-text responses provides insight into the frustrations encountered by workers on one widely used crowdsourcing site: Amazon's MTurk. Some of these frustrations stem from inherent limitations of the MTurk platform and cannot easily be addressed by researchers. Many others, however, concern factors that are directly controllable by researchers and that may also be relevant for researchers using other crowdsourcing platforms such as Prolific or CrowdFlower. Based on participants' accounts of their experiences as crowdsource workers, we offer recommendations researchers might consider as they seek to design online studies that demonstrate consideration for respondents and respect for their time, effort, and dignity.

Expertise reversal effect in a pen-tablet-based learning environment: The role of learningcentered emotions in the interplay between learner expertise and task complexity

The study investigated interactions between learner expertise and task complexity evaluated from both cognitive and affective perspectives. One hundred and seventy-three students, both novices and advanced learners, were asked to learn Japanese writing in a pen-tablet-based digital learning environment with varying task complexity levels. Cognitive load and learning-centred emotions were measured at intervals during learning, while writing performance was monitored by runtime tracking. Results indicated that while advanced learners performed better than novices across the range of task complexity, the moderate task complexity was shown to be superior in enhancing performance for both levels of expertise. Results for learning-centred emotions showed that advanced learners reported lower enjoyment and higher frustration when completing the low complexity task, whereas the moderately complex task was reported to be the most enjoyable and less frustrating for these learners. No significant difference in emotions was found across levels of task complexity for novices. Finally, a constructed composite indicator of cognitive-affective efficiency of instructional conditions showed a significant interaction between levels of learner expertise and task complexity primarily caused by affective factors.