The Impact of Leader Humor on Employee Creativity during the COVID-19 Period: The Roles of Perceived Workload and Occupational Coping Self-Efficacy

Based on the relief theory and similarity attraction theory, this study investigates the influence of leader humor on employee creativity through the mediate impact of employees’ perceived workload, occupational coping self-efficacy, and employee similarity perception with a leader as a potential moderator. The data were collected through an online survey that included matched questionnaire data from 351 employees and their direct leaders in China. This study used SPSS 26 software and Mplus 7.0 software to analyze the data and found that (1) leader humor has a significant positive impact on employees’ creativity; (2) employees’ perceived workload and occupational coping self-efficacy mediated the positive relationship between leader humor and employee creativity; (3) similarity perception negatively moderated the influence of leader humor on perceived workload, and it also positively moderated the influence of leader humor on occupational coping self-efficacy. In addition to corroborating and expanding on previous findings regarding the relationship between leader humor and employee creativity during the COVID-19 period, the aforementioned conclusions also derive management implications for fostering employee creativity and reducing employee workload from the perspective of leader humor.

Responsible Tourism and Hospitality: The Intersection of Altruistic Values, Human Emotions, and Corporate Social Responsibility

The burgeoning tourism and hospitality industry is plagued by numerous challenges that pose significant hurdles to its long-term success and sustainability. These challenges encompass a range of factors, including fierce competitive convergence, rapid obsolescence of innovative strategies, and the relentless pursuit of ever-greater competitiveness in the marketplace. In such a service-oriented industry, where customer satisfaction is the sine qua non of success, the role of corporate social responsibility (CSR) in shaping consumer attitudes and behavior cannot be overstated. Despite this, the empirical evidence on the impact of CSR on brand advocacy behavior among hospitality consumers (BADB) remains somewhat underdeveloped and incomplete. In light of this knowledge gap, the basic objective of our study is to examine the complex interplay between CSR and BADB in the context of a developing country’s hospitality sector. The authors place a particular emphasis on the mediating role of consumer emotions and the moderating influence of altruistic values (ALVS) in shaping this relationship. Through rigorous empirical analysis, the authors demonstrate that CSR positively and significantly impacts BADB, with consumer engagement (CENG) serving as a crucial mediating variable that facilitates this relationship. These findings have significant theoretical and practical implications for the tourism and hospitality industry. Specifically, the authors show that the judicious deployment of CSR initiatives in a hospitality context can foster a positive behavioral psychology among consumers and, in turn, enhance their advocacy intentions towards the brand. This underscores the importance of carefully crafted CSR strategies to secure a competitive advantage in this dynamic and rapidly evolving sector.

Leadership in a different light: understanding co-worker exchange in a triad

This work analyses the relationship between Leader and Member Exchange (LMX) and Co-worker Exchanges in a triad. Using a large sample of 1579 observations, our work provides theoretical and empirical support to the idea that the quality of the relationship between two co-workers, rather than being an objective characteristic of the dyad, is in fact an individual variable affected by the perception that each co-worker has of the relationship each member of the same dyad holds with their common leader. Our results, based on 1580 observations, offer some new insights and extend the well-known Balance Theory demonstrating that it is not only the similarity and dissimilarity in their LMX, what determines co-workers’ relationships but also the individual perception of own’s LMX. Furthermore, we also point at the relevance of the contingent effect played by the average LMX at the team level and the level of differentiation that the leader holds at the team level.

COVID-19 and employee job performance trajectories: The moderating effect of different sources of status

This study investigates the impact of the COVID-19 pandemic on employee job performance trajectories, and further examines the moderating effects of different sources of status. Drawing from event system theory (EST), we propose that employee job performance decreases upon COVID-19 onset, but gradually increases during the postonset period. Furthermore, we argue that status from society, occupation, and workplace functions to moderate such performance trajectories. We test our hypotheses with a unique dataset of 708 employees that combines survey responses and job performance archival data over 21 consecutive months (10,808 observations) spanning the preonset, onset, and postonset periods of the initial encounter with COVID-19 in China. Utilizing discontinuous growth modeling (DGM), our findings indicate that the onset of COVID-19 created an immediate decrease in job performance, but such decrease was weakened by higher occupation and/or workplace status. However, the postonset period resulted in a positive employee job performance trajectory, which was strengthened for employees with lower occupational status. These findings enrich our understanding of COVID-19's impact on employee job performance trajectories, highlight the role of status in moderating such changes over time, and also provide practical implications to understand employee performance when facing such a crisis.

Female leaders' social network structures and managerial performance: The moderating effects of promotional orientation and climate for inclusion

Leaders' managerial performance is influenced not only by their attributes and leadership styles but also by their social network structures. This study examines the effect of female leaders' in-degree centrality on their managerial performance and how the relationship is moderated by leaders' regulatory focus and workplace climate for inclusion. Hereby, we used survey data of 340 female leaders working in multinational organizations and managerial performance ratings by their supervisors. Results showed that the leaders' in-degree centrality positively related to their managerial performance and that a high climate for inclusion increases this relationship, whereas female leaders' promotional orientation did not. However, when the climate for inclusion was high, female leaders' promotional orientation positively related to managerial performance. This study reveals that female leaders' feeling of inclusion at a workplace complements their promotional orientation and augments the effect of network structures on managerial performance. Our findings provide new prospects for future studies to examine a leader's managerial performance by incorporating social, relational, and structural contexts. This study contributes to women's leadership and social network literature by explaining the boundary conditions that enhance female leaders' managerial performance.

Factors associated with contact tracing compliance among communities of color in the first year of the COVID-19 pandemic

RATIONALE

The disproportionate impact of COVID-19 on communities of color has raised questions about the unique experiences within these communities not only in terms of becoming infected with COVID-19 but also mitigating its spread. The utility of contact tracing for managing community spread and supporting economic reopening is contingent upon, in part, compliance with contact tracer requests.

OBJECTIVE

We investigated how trust in and knowledge of contact tracers influence intentions to comply with tracing requests and whether or not these relationships and associated antecedent factors differ between communities of color.

METHOD

Data were collected from a U.S. sample of 533 survey respondents from Fall (2020) to Spring 2021. Multi-group SEM tested quantitative study hypotheses separately for Black, AAPI, Latinx, and White sub-samples. Qualitative data were collected via open-ended questions to inform the roles of trust and knowledge in contact tracing compliance.

RESULTS

Trust in contact tracers was associated with increased intentions to comply with tracing requests and significantly mediated the positive relationship between trust in healthcare professionals and government health officials with compliance intentions. Yet, the indirect effects of trust in government health officials on compliance intentions were significantly weaker for the Black, Latinx, and AAPI samples compared to Whites, suggesting this strategy for increasing compliance may not be as effective among communities of color. Health literacy and contact tracing knowledge played a more limited role in predicting compliance intentions directly or indirectly, and one that was inconsistent across racial groups. Qualitative results reinforce the importance of trust relative to knowledge for increasing tracing compliance intentions.

CONCLUSIONS

Building trust in contact tracers, more so than increasing knowledge, may be key to encouraging contact tracing compliance. Differences among communities of color and between these communities and Whites inform the policy recommendations provided for improving contact tracing success.

Dissecting the tension of open science standards implementation in management and organization journals

Growing concerns about the credibility of scientific findings have sparked a debate on new transparency and openness standards in research. Management and organization studies scholars generally support the new standards, while emphasizing the unique challenges associated with their implementation in this paradigmatically diverse discipline. In this study, I analyze the costs to authors and journals associated with the implementation of new transparency and openness standards, and provide a progress report on the implementation level thus far. Drawing on an analysis of the submission guidelines of 60 empirical management journals, I find that the call for greater transparency was received, but resulted in implementations that were limited in scope and depth. Even standards that could have been easily adopted were left unimplemented, producing a paradoxical situation in which research designs that need transparency standards the most are not exposed to any, likely because the standards are irrelevant to other research designs.

Longitudinal bidirectional associations between personality and becoming a leader

OBJECTIVE

Leaders differ in their personalities from non-leaders. However, when do these differences emerge? Are leaders "born to be leaders" or does their personality change in preparation for a leadership role and due to increasing leadership experience?

METHOD

Using data from the German Socio-Economic Panel Study, we examined personality differences between leaders (N = 2683 leaders, women: n = 967; 36.04%) and non-leaders (N = 33,663) as well as personality changes before and after becoming a leader.

RESULTS

Already in the years before starting a leadership position, leaders-to-be were more extraverted, open, emotionally stable, conscientious, and willing to take risks, felt to have greater control, and trusted others more than non-leaders. Moreover, personality changed in emergent leaders: While approaching a leadership position, leaders-to-be (especially men) became gradually more extraverted, open, and willing to take risks and felt to have more control over their life. After becoming a leader, they became less extraverted, less willing to take risks, and less conscientious but gained self-esteem.

CONCLUSIONS

Our findings suggest that people are not simply "born to be leaders" but that their personalities change considerably in preparation for a leadership role and due to leadership experience. Some changes are transient, but others last for a long time.

Intersectional Person Perception: A Scoping Review of Studies Investigating the Roles of Category Relationships and Cognitive Processes

This review considered experimental studies that used an intersectional framework in order to examine (1) how perceived relationship between the categories in a given intersection impacts the perception of its members and (2) how intersectional person perception has been studied through different cognitive processes. A systematic search in databases identified 5,393 records, and a screening processes resulted in 43 articles reporting 110 studies. The way intersectional targets were cognitively processed depended on contextual factors as well as on the perceived relationship between intersected identities (e.g., perceived [in-]congruence between identities). Less prototypical intersectional targets (e.g., Black gay men) sometimes experienced intersectional invisibility, facing both relative advantages (e.g., being less associated with certain negative stereotypes), and disadvantages (e.g., being overlooked, less recognized) compared to more prototypical members of their constituent ingroups (e.g., Black people, gay men). Future work should incorporate observed exceptions to these patterns and expand the cultural context of analysis.

The direct and indirect predictors of career commitment

This study investigated concern, control, curiosity, and confidence serially mediated the associations between psychological flexibility (PF) at work and career commitment, based on the career construction model of adaptation and gender, age, education level, and tenure differences in career commitment. The white-collar employees ( N  =  353, 55% female) completed the Career Commitment Scale, Work-Related Acceptance and Action Questionnaire and Career Adaptabilities Scale-Short Form, and a Demographic Information Form. A multiple serial mediation model indicated that PF at work was related to concern, control, curiosity, and confidence, which in turn, contributed to career commitment, serially. The results of one-way ANOVA showed that career commitment differs according to education level, only. These findings suggested implications for theory, research, and practice, responding to the cultural context.

A phenomenological perspective on AI ethical failures: The case of facial recognition technology

As more and more companies adopt artificial intelligence to increase the efficiency and effectiveness of their products and services, they expose themselves to ethical crises and potentially damaging public controversy associated with its use. Despite the prevalence of AI ethical problems, most companies are strategically unprepared to respond effectively to the public. This paper aims to advance our empirical understanding of company responses to AI ethical crises by focusing on the rise and fall of facial recognition technology. Specifically, through a comparative case study of how four big technology companies responded to public outcry over their facial recognition programs, we not only demonstrated the unfolding and consequences of public controversies over this new technology, but also identified and described four major types of company responses—Deflection, Improvement, Validation, and Pre-emption. These findings pave the way for future research on the management of controversial technology and the ethics of AI.

Provision of and trust in COVID-19 vaccines information: Perspectives of people who have had COVID-19

AIM

The aim of this study was to understand the provision and need, quality of and trust in COVID-19 vaccines information from the perspectives of people who have had COVID-19 infection.

METHOD

People who have had a COVID-19 infection were approached via their general practice and invited to participate in the Nivel Corona Cohort. They completed questionnaires at baseline (Q1), and at three months (Q2). Outcome measures were based on health information-seeking behaviour, as used in the Comprehensive Model of Information Seeking. Antecedents (i.e., gender, age, education level, health literacy) were used from Q1, and one's beliefs and experiences (i.e., trust in the information and healthcare system, how applicable the information is), information carrier factors (i.e., information quality perceptions and via which sources), health-information seeking actions (i.e., decision to vaccinate and information sufficiency) and vaccination status from Q2. Data were analysed using descriptive analyses, analysis of variance tests (F-tests) and χ² tests with the statistical software STATA.

RESULTS

Of the respondents (N = 314), 96% were vaccinated at least once, mostly after having had the virus. Most retrieved information about COVID-19 vaccines on the website of the National Institute for Public Health and the Environment (79%), broader via the internet (56%), or from family and friends (35%). Almost all had trust in the information (89%) and healthcare system (94%). Most found the information applicable to their situation (67%). Moreover, most perceived the information as correct (71%) and did not perceive the information to be misleading (85%), while fewer people found the information reliable (59%) and clear (58%). Overall, the majority indicated that the information met their expectations to make a well-informed decision to vaccinate (89%).

CONCLUSION

Different characteristics of people who had COVID-19 and sought information were identified, which is important to offer tailored information. People who had COVID-19 in this study, mainly middle-aged, vaccinated and highly educated, were generally positive about the vaccines information, but overall the reliability and clarity could be improved. This is important for a high vaccination uptake, booster programs and coming pandemics.

PATIENT OR PUBLIC CONTRIBUTION

The questionnaire was reviewed by patients who had COVID-19, one of whom is a health services researcher.

Factors influencing dairy farmers' antibiotic use: An application of the COM-B model

In dairy farming, mastitis treatment is the most common reason for antimicrobial use. The overuse or misuse of antibiotics in agriculture has been associated with the development and spread of antimicrobial resistance (AMR). Traditionally, blanket dry cow therapy (BDCT), in which all cows receive antibiotic treatment, was used prophylactically to prevent and manage disease spread. In recent years, there has been a move toward selective dry cow therapy (SDCT), in which only clinically infected cows are treated with antibiotics. This study aimed to explore farmer attitudes toward antibiotic use (ABU), using the COM-B (Capability-Opportunity-Motivation-Behavior) model as a framework, to identify predictors of changing behavior toward SDCT and suggest interventions to encourage its uptake. Participant farmers (n = 240) were surveyed online between March and July 2021. Five items were found to be significant predictors of farmers having stopped BDCT: (1) having lower knowledge of AMR, (2) greater awareness of AMR and ABU (Capability), (3) feeling social pressure to reduce ABU (Opportunity), and (4) having greater professional identity, and (5) having positive emotions associated with stopping BDCT (Motivation). Direct logistic regression found that these 5 factors explained between 22 and 34.1% of the variance in making changes to BDCT practices. Additionally, objective knowledge was not correlated with current positive antibiotic practices, and farmers often perceived their antibiotic practices as more responsible than they actually were. A multifaceted approach, encompassing each of the predictors highlighted, should be taken to encourage farmer behavior change in relation to stopping BDCT. Additionally, as farmers' perceptions of their own behaviors may not align with their actual practices, awareness raising of what constitutes "responsible" behavior should be targeted at dairy farmers to motivate them to take action and adopt more responsible antibiotic practices.

Breaking through the glass ceiling, but at what cost? From transitions between hierarchical levels to the diversity of ascending, lateral, or descending career paths of women executives

The present article proposes to broaden the understanding of the life courses of women executives to include an experiential perspective of meaning built around their different life projects. Our study is based on a qualitative approach employing narrative research methodology to analyze interviews with a sample of 51 women executives. Our findings reveal key experiences and events and a diversity of transitions between hierarchical levels that characterize their career development. They also show a number of possible configurations of rapprochement, integration, distancing, or separation between the different spheres of life and their influence on executive careers through ascending, lateral, or descending career paths. These findings contribute to a deeper insight into the complex career paths of women executives and underscore the value of including these different dimensions when considering guidance support strategies for this clientele.

Perceiving intraorganizational mobility ameliorates the effects of low-level position on detrimental workplace attitudes and behaviors

How do the perceived chances to get a better position in a company affect how individuals feel and behave towards their employer? Confirming the theory of relative deprivation, recent research showed that social mobility belief has attenuating effects on anger about one's relative social standing. When an individual believes they can change their current social status, negative affect about one's disadvantaged standing is appeased compared to when people believe the present hierarchy is fixed. We tested this model in a workplace context, examining whether perceived intraorganizational mobility ameliorates the effects of a low position at work on negative workplace attitudes (Study 1) and behavior (Study 2). Study 1 (n = 498) found that indeed, perceiving chances of promotion weakened the association of position at work with hostile affect towards the employer. Expanding this model to provide a direct test of the theory of relative deprivation, we designed a moderated mediation model testing whether the effect of workplace position on counterproductive work behaviors was mediated by relative deprivation, and whether this indirect effect was moderated by perceived chances of promotion. As hypothesized, Study 2 (n = 408) found that perceiving chances of promotion attenuated the detrimental effect of workplace position via relative deprivation on counterproductive work behaviors. Effects in both studies occurred independently of company hierarchy, salary, educational attainment, sex, and job sector. Overall, the results suggest that perceiving potential for individual promotion is linked to lower levels of negative workplace attitudes and counterproductive work behaviors.

Seeking innovation: The research protocol for SMEs' networking

The paper aims to state the research protocol for the innovation-seeking behavior of Small- to Medium-sized Enterprises (SMEs), related to the classification of knowledge needs expressed in the networking databases. The dataset of 9301 networking offers as the outcome of proactive attitudes represents the content of the Enterprise Europe Network (EEN) database. The data set has been semi-automatically obtained using the rvest R package, and then analyzed using static word embedding neural network architecture: Continuous Bag-of-Words (CBoW), predictive model Skip-Gram, and Global Vectors for Word Representation (GloVe) considered the state-of-the-art models, to create topic-specific lexicons. The proportion of offers labeled as Exploitative innovation to Explorative innovation is balanced with a 51%-49% proportion. The prediction rates show good performance with an AUC score of 0.887, and the prediction rates for exploratory innovation 0.878 and explorative innovation 0.857. The performance of predictions with the frequency-inverse document frequency (TF-IDF) technique shows that the research protocol is sufficient to categorize the innovation-seeking behavior of SMEs using static word embedding based on the description of knowledge needs and text classification, but it is not perfect due to the general entropy related to the outcome of networking. In the context of networking, SMEs place a greater emphasis on explorative innovation in their innovation-seeking behavior. They prioritize smart technologies and global business cooperation, whereas current information technologies and software are more of interest to SMEs that adopt an exploitative innovation approach.

A two-wave study on the effects of cognitive demands of flexible work on cognitive flexibility, work engagement and fatigue

Cognitive demands of flexible work are the specific cognitive demands of planning of working times, planning of working places, structuring of work tasks and coordinating with others that arise from flexible work organisation. Although these demands have become increasingly widespread, their consequences are not well understood. We propose that cognitive demands of flexible work are challenge stressors that can benefit employees, by adding to their cognitive flexibility and work engagement, but also impair employees by causing fatigue. Hypotheses were tested using a two-wave study design in a sample that recently switched to a more flexible work organisation (N = 279). Data were analysed using structural equation modelling. We found that planning of working times and planning of working places were related to increases in cognitive flexibility, and coordinating with others was related to increases in work engagement. No significant relations with fatigue were found. Thus, the results suggest that cognitive demands of flexible work helped employees to personally develop and feel motivated at work. However, effects on work engagement were rather small. Future research should control potential confounding variables more thoroughly and examine effects on short-term strain outcomes.

Another Piece of the Practice Environment Puzzle: Development and Validation of a Team Virtuousness Instrument

The Practice Environment Scale of the Nursing Work Index, a widely used practice environment instrument, does not measure vital coworker interrelations. Team virtuousness measures coworker interrelations, yet the literature lacks a comprehensive instrument built from a theoretical foundation that captures the structure. This study sought to develop a comprehensive measure of team virtuousness built from Aquinas' Virtue Ethics Theory that captures the underlying structure. Subjects included nursing unit staff and master of business administration (MBA) students. A total of 114 items were generated and administered to MBA students. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were run on randomly split halves. Based on analyses, 33 items were subsequently administered to nursing unit staff. EFA and CFA were repeated on randomly split halves; CFA item loadings replicated EFA. Three components emerged from the MBA student data: integrity, α = .96; group benevolence, α = .70; and excellence, α = .91. Two components emerged from the nursing unit data: wisdom, α = .97; and excellence, α = .94. Team virtuousness varied significantly among units and correlated significantly with engagement. The two component instrument, named the Perceived Trustworthiness Indicator, is a comprehensive measure of team virtuousness built from a theoretical framework that captures the underlying structure, demonstrates adequate reliability and validity, and measures coworker interrelations on nursing units. Forgiveness and relational and inner harmony emerged as elements of team virtuousness, broadening understanding.

Exploring the Process of Policy Overreaction: The COVID-19 Lockdown Decisions

Policy overreaction is a common phenomenon, especially in complex and emergency situations where politicians are led to make decisions fast. In these emergency decisions, emotions run generally high and cognitive processes are often impaired. The conditions of policy overreaction are in place as emotions overwhelm decision makers' rational processes. Drawing on the response patterns of three countries to the COVID-19 pandemic, we develop a process model of policy overreaction which describes the effects of negative emotions and institutional isomorphism on policy decision-making. Our model highlights four critical stages: negative emotions buildup, propagation of fear, isomorphic decision-making, and leading to an intractable crisis. This article shows precisely how the cascading effect of negative emotions, particularly fear, is contagious and spreads to generate crowd effects, which bend considerably policy makers' ability to make rational decisions. Our theory provides a better understanding of the process by which policy overreaction takes place.

A fuzzy-set qualitative comparative analysis exploration of multiple paths to users' continuous use behavior of diabetes self-management apps

BACKGROUND

Despite the obvious potential benefits of diabetes self-management apps, users' continuous use of diabetes self-management apps is still not widespread. Influential factors coexisted in information ecologies are likely to have a synthetic effect on users' continuous use behavior. However, it is less clear how factors in information ecologies combine to influence users' continuous use behavior.

OBJECTIVE

The objectives of this study are to explore combinations of factors (perceived severity, information quality, service quality, system quality, and social influence) in information ecologies that lead to users' continuous use behavior of diabetes self-management apps and which combination is the most important.

METHODS

Purpose sampling was used to recruit diabetes self-management app users from July 1, 2021 to January 31, 2022. Fuzzy-set qualitative comparative analysis (fsQCA) was then employed by conducting necessity and sufficiency analysis.

RESULTS

In total 280 diabetes self-management app users participated. The necessity analysis indicated that no single factor was necessary to cause users' continuous use behavior, and the sufficiency analysis identified five different combinations of factors that lead to users' continuous use behavior. Of these five, the combination of high information quality, high service quality, and high social influence was found to be the most important path.

CONCLUSIONS

Users' continuous use behavior of diabetes self-management apps results from the synergistic effects of factors in information ecologies. The five paths that directly contribute to users' continuous use, as well as the four user types preliminarily identified in this study may provide a reference for healthcare providers and app developers.

Pursuing innovation in academic medical centers: Models, activities, and influential factors

BACKGROUND

Academic medical centers (AMCs) are well recognized for their innovations that enhance frontline care, but there is little study of their innovation management processes, which is key for advancing theory regarding the effectiveness of innovation efforts to improve care.

PURPOSE

We aimed to identify organizational models used for frontline innovation by AMCs in the United States, core activities within models, and factors that influence innovation success.

METHODS

We conducted a qualitative study of 12 AMCs using data from semistructured interviews with centers' innovation leaders. Inclusion required satisfying two of three criteria in 2021 (only met by 35 AMCs nationally): listed in the professional association of innovation leaders (Council of 33), Becker's review of most innovative hospitals, and/or top 20 U.S. News and World Report best hospitals honor roll. We analyzed the interview data using the constant comparative method.

RESULTS

Innovative AMCs pursue innovation through innovation centers (using a centralized or multicenter model) or within clinical departments (department-level model). All three models emphasize seven activities, although performed differently: sourcing ideas, developing ideas, implementing innovations, fundraising, managing partnerships, measuring success, and managing mindset. Several factors influenced success: role performance, operational challenges, technology, public policy, customer clarity, stakeholder buy-in, diversity of input, and focus. The centralized model struggled less with standardization and coordination issues.

CONCLUSION

AMCs have options for structuring their innovation efforts. However, there are consistent activities for successful innovation management and factors that they must manage.

PRACTICE IMPLICATIONS

AMCs can select among innovation models to fit their circumstances but likely need to perform seven activities well for success.

Work-family conflict, wellbeing and strain: Sex differences and children at home

The work and family interface elicits work-family conflict (WFC) leading to positive and negative outcomes. Sex is a central element in WFC, with a wealth of studies reporting either sex differences or similarities. The presence of children at home, however, is a rather understudied moderator. This study aimed to contrast whether two main components of WFC, work interference with family (WIF) and family interference with work (FIW) associated differentially with wellbeing and strain depending on sex or children. There were data from 762 Spanish individuals (455 females) in dual-earner families. A structural equation model with four latent variables (WIF, FIW, wellbeing and strain) was contrasted across two moderators, sex and children. Males and females endured a similar association between WIF and FIW with wellbeing and strain compared with workers with children. Childless workers experienced lower associations between FIW with wellbeing and strain compared with workers with children. Children at home rather than sex alone elicit stronger links of WFC with wellbeing and strain. Examining the presence of children at home, including children ages, should be conducted regularly in WFC research.

Digital innovation and entrepreneurship through open data-based platforms: Critical success factors for hackathons

Despite the fact that hackathons and digital innovation contests have emerged as substantial intermediaries in open innovation and entrepreneurship, knowledge about how hackathons and digital innovation contests impact innovation in cities is restricted. There is also a scarcity of models that aid in the organization and evaluation of digital innovation contests. The purpose of this article is to examine the stages for organizing hackathons and digital innovation contests and identifies factors leading to the successful implementation of open data hackathons and digital innovation competitions. Three hackathons and innovation contests held in Thessaloniki between 2014 and 2018 were studied. The proposed framework provides practitioners with options to hold digital contests while also advancing the state of the art in the fields of open data and innovation competitions. Organizers of hackathon events may find this paper useful because they can learn about the factors that must be taken into account to ensure the success of these events.

Organizational ambidexterity: The role of technological capacity and dynamic capabilities in the face of environmental dynamism

Organizational ambidexterity has been widely established as necessary for economic sustainability in the financial services sector. Organizational ambidexterity is an organization's ability to be aligned and efficient in management to meet business needs while simultaneously adapting to environmental changes. To meet the challenges of the new digital economy, banking organizations require substantial technological changes and must also recognize that the banking business itself is one of technology. Organizational ambidexterity is essential for financial sector businesses, but their relationship and relative merits are unclear. This research focuses on the role of technological capacity and dynamic capability of the banking sector in Indonesia in an effort to achieve organizational ambidexterity in the face of a dynamic environment. This research uses quantitative methods by surveying leaders from Indonesian commercial banks and analyzed using the SMART PLS program. Our investigation found that technological capacity influences organizational Ambidexterity, with the link becoming stronger when mediated by an organization's dynamic capability. In the meantime, environmental dynamism has no impact on the organizational ambidexterity of the banking sector in Indonesia. Our findings also indicate that the associated security risk will increase if a bank improves its technological capacity in a highly dynamic environment. This paper is an empirical study of technological capacity and presents a method for creating organizational ambidexterity through dynamic capability, especially in the banking sector.

Gender Backlash and the Moderating Role of Shared Racial Group Membership

Research suggests that White women often experience more gender backlash than women of color in response to expressions of agency. We consider whether this differential in backlash is driven by the match or mismatch of the race of both perceivers and targets. Much of the existing work in this space examines the perspective of White perceivers, which might underestimate racial minority women's susceptibility to backlash if backlash occurs primarily in same-race interactions. We examine how the racial group memberships of targets and perceivers jointly affect backlash against gender-norm violating women. In analyses of Dr. Christine Blasey-Ford's accusations of sexual assault against Brett Kavanaugh and Anita Hill's accusations against Clarence Thomas during their respective U.S. Supreme Court confirmation hearings, an archival analysis of the 2016 U.S. presidential election, and two experiments, we find that perceivers of different races tend to express more backlash toward racial in-group than out-group women.

Engaged followership and toxic science: Exploring the effect of prototypicality on willingness to follow harmful experimental instructions

Drawing on the 'engaged followership' reinterpretation of Milgram's work on obedience, four studies (three pre-registered) examine the extent to which people's willingness to follow an experimenter's instructions is dependent on the perceived prototypicality of the science they are supposedly advancing. In Studies 1, 2 and 3, participants took part in a study that was described as advancing either 'hard' (prototypical) science (i.e., neuroscience) or 'soft' (non-prototypical) science (i.e., social science) before completing an online analogue of Milgram's 'Obedience to Authority' paradigm. In Studies 1 and 2, participants in the neuroscience condition completed more trials than those in the social science condition. This effect was not replicated in Study 3, possibly because the timing of data collection (late 2020) coincided with an emphasis on social science's importance in controlling COVID-19. Results of a final cross-sectional study (Study 4) indicated that participants who perceived the study to be more prototypical of science found it more worthwhile, reported making a wider contribution by taking part, reported less dislike for the task, more happiness at having taken part, and more trust in the researchers, all of which indirectly predicted greater followership. Implications for the theoretical understanding of obedience to toxic instructions are discussed.

Understanding the activity of oncology nurse coordinators: An elaboration of a framework based on an abductive approach

Care coordination is a major health system issue, in particular for cancer patients where a lack of coordination may impact quality of care, lived experiences, and care costs. Consequently, new roles facilitating Patient Pathway Coordination (PPC) have been created (nurse coordinators, NC). However, despite their importance, core PPC activities remain unclear. Practices are often heterogeneous and may be far removed from coordination roles, thus posing issues for implementation of PPC policies. To address this, we generated an analytical framework to investigate the Activity of PAtient PAthway Nurse Coordinators in Oncology (APANCO) from an organizational perspective. We adopted an abductive approach, characterized by two phases: the first involved a preliminary theoretical framework confronted with empirical data from two ethnographic fieldwork scenarios. In the second, we confronted the updated framework with data from a care coordination literature review. The final APANCO framework comprised three main categories at micro-level and three at meso-level. The first categories were used to analyze real NC activity at the micro-level and accounted for activities related (or not) to PPC. Meso-level categories considered organizational contexts that might have influenced NC work content. APANCO provided invaluable information on NCs activities. The framework may be used for clinical and managerial skills training and for standardizing job descriptions. These elements are key for decision-makers and managers who implement PPC programs.

The effects of leadership for self-worth, inclusion, trust, and psychological safety on medical error reporting

BACKGROUND

Although trust and psychological safety (PS) are critical for improving patient safety and medical error reporting, little is known about how they work together and how health care systems promote PS.

PURPOSE

This study examined how leadership for self-worth, inclusion, and trust may work together to foster PS and how this influences medical error reporting.

APPROACH

Data were collected in 2019 from 373 employees (24% response rate) in 85 hospital departments (54% response rate) in a nonprofit health care system in the eastern United States. Constructs were operationalized at the department level.

RESULTS

Negative binomial path model results found several direct effects. Leadership for self-worth was positively associated with inclusion, inclusion was positively associated with trust and PS, trust was positively associated with reported medical errors, and PS was negatively associated with reported medical errors. Indirect effects uncovered leadership for self-worth was positively associated with PS by enhancing inclusion. In addition, leadership for self-worth increased inclusion, which increased trust and ultimately encouraged PS. Leadership for self-worth was associated with fewer reported medical errors through increasing inclusion, trust, and PS.

PRACTICAL IMPLICATIONS

Trust encourages the formal reporting of medical errors whereas PS encourages learning from mistakes and improving care to reduce future errors (and consequently the number of reported errors). Leaders who understand employees' unique needs, express confidence in employees' abilities, and encourage employees to share their ideas, create inclusive and trusting work environments that encourage PS and ultimately help reduce reported medical errors.