How Does Inclusive Leadership Curb Workers’ Emotional Exhaustion? The Mediation of Caring Ethical Climate and Psychological Safety

The Chain Mediating Roles of Professional Identity and Workplace Social Capital in the Relationship Between Inclusive Leadership and Burnout of Nurses: A Longitudinal Study

Background: Burnout not only affects the health and work efficiency of nurses but also poses a potential threat to patient safety. The relationship and longitudinal mechanisms between inclusive leadership and nurse burnout in nursing work environments are unclear. Objective: To analyze the pathways and mechanisms by which inclusive leadership influences nurse burnout through a longitudinal study and to explore the mediating role of professional identity and workplace social capital in this association. Method: A two-wave study was conducted among 360 Chinese nurses from Baoding No. 4 Central Hospital in March 2024 and October 2024, respectively. The self-report questionnaire consisted of inclusive leadership scale, professional identity scale, workplace social capital scale, and Maslach Burnout Inventory. Pearson's correlation analysis was employed to explore the relationships among study variables. The structural equation modeling was applied to test the proposed model. Results: The scores for inclusive leadership, professional identity, workplace social capital, and burnout among nurses were 36.35 ± 7.04, 37.80 ± 6.96, 33.22 ± 5.31, and 30.03 ± 14.23, respectively. There is a significant correlation between the above study variables (p < 0.001). Inclusive leadership negatively influenced burnout directly and indirectly through professional identity and workplace social capital (all p < 0.001). The indirect effects accounted for 65.58% of the total effect, with significant mediation through both pathways. Conclusions: Inclusive leadership contributed to the elimination of burnout in nurses at work. In addition, professional identity and workplace social capital had chain mediation roles between the effects of the inclusive leadership and burnout. Implications for Nursing Management: Nursing mangers should actively adopt an inclusive leadership to improve nurses' professional identity and workplace social capital to ameliorate burnout among clinical nurses.

Inclusive leadership and subordinates' career calling: roles of belongingness and organization-based self-esteem

Introduction

While the concept of career calling has garnered attention for its role in inspiring employees' sense of purpose and engagement, the literature on its developmental aspects, especially the influence of leadership styles, has not been fully paid attention to. Furthermore, the association between leadership styles and career calling still needs further exploration. Therefore, this study narrows this gap through testing the mediating role of belongingness in the relationship between inclusive leadership and career calling and its variation across different levels of organization-based self-esteem. Drawing upon the Need-to-Belong Theory, we propose a moderated mediation framework to elucidate the relationship and its variations between inclusive leadership and career calling among employees.

Methods

Data was collected from 337 employees across various industries in Guangdong, Zhejiang, and Beijing, China, using a two-wave lagged questionnaire. We used Inclusive Leadership-9, Belongingness-12, Organization-Based Self-Esteem-10 and Career Calling-12 measurement variables. Later, we used SPSS and PROCESS to verify five hypotheses.

Results

Statistical testing revealed that (1) there is a positive relationship between inclusive leadership and career calling. (2) Belongingness plays a mediating role in the relationship between inclusive leadership and career calling. (3) Organization-based self-esteem moderates the association between inclusive leadership and career calling, both directly and indirectly through belongingness.

Conclusion

This study provides insights into the conversation about inclusive leadership and career calling, revealing a deeper understanding of the associations between leadership styles and employees' vocational fulfillment, and suggesting practical implications for encouraging an inclusive work environment that supports career development.

Examining Medical Staff Well-Being through the Application and Extension of the Job Demands-Resources Model: A Cross-Sectional Study

For medical staff, job satisfaction is essential for advancement on an individual and organizational level. This study looked into the relationships between challenging job demands, job resources, personal resources, and well-being. Additionally, it examined the potential mediating effects of emotional exhaustion and work motivation within the framework of the job demands-resources (JD-R) model. Results from a cross-sectional study of 267 medical employees at a second-grade comprehensive hospital in Jiangsu, China's mainland, indicated that challenging job demands and job satisfaction were positively correlated and mediated via (decreasing) emotional exhaustion. The relationship between job resources and job satisfaction was found to be mediated via (decreasing) emotional exhaustion and (increasing) work motivation. The investigation also demonstrated that the two regulatory focuses serve different purposes. It was discovered that promotion focus had a favorable effect on work motivation but a negative effect on emotional exhaustion. Conversely, preventive focus only positively predicted emotional exhaustion. Thus, the JD-R model offers a valuable structure for clarifying the job satisfaction of health personnel. The implications for enhancing individual and job outcomes are discussed.

Ethical climate in healthcare: A systematic review and meta-analysis

BACKGROUND

Ethical climate refers to the shared perception of ethical norms and sets the scope for what is ethical and acceptable behaviour within teams.

AIM

This paper sought to explore perceptions of ethical climate amongst healthcare workers as measured by the Ethical Climate Questionnaire (ECQ), the Hospital Ethical Climate Survey (HECS) and the Ethics Environment Questionnaire (EEQ).

METHODS

A systematic review and meta-analysis was utilised. PSYCINFO, CINAHL, WEB OF SCIENCE, MEDLINE and EMBASE were searched, and papers were included if they sampled healthcare workers and used the ECQ, HECS or EEQ.

ETHICAL CONSIDERATION

Ethical approval was not required.

RESULTS

The search returned 1020 results. After screening, 61 papers were included (n = 43 HECS, n = 15 ECQ, n = 3 EEQ). The overall sample size was over 17,000. The pooled mean score for the HECS was 3.60. Mean scores of individual studies ranged from 2.97 to 4.5. For the HECS studies, meta-regression was carried out. No relationship was found between the country of the studies, the study setting (ICU v non-ICU settings) or the mean years of experience that the sample had. For the ECQ, sub-scales had mean scores ranging from 3.41 (instrumental) to 4.34 (law) and were all observed to have significant and substantial heterogeneity. Three studies utilised the EEQ so further analysis was not carried out.

CONCLUSIONS

The above results provide insight into the variability of scores as measured by the HECS, ECQ and EEQ. To some extent, this variability is not surprising with studies carried out across 21 countries and in a range of healthcare systems. Results also suggest that it may be that more local and context specific factors are more important when it comes to predicting ethical climate.

Does inclusive leadership foster employee psychological resilience? The role of perceived insider status and supportive organizational climate

Introduction

Employee psychological resilience correlates with individual performance and well-being, which can help employees cope with work pressure under a complex situation. Drawing upon social identity and information processing theories, this paper explores how inclusive leadership stimulates employees’ psychological resilience by integrating the cross-level mediation effect of perceived insider status. This study scrutinized the moderating function of supportive organizational climate with inclusive leadership and employees’ perceived insider status, which expanded the inclusive leadership influence boundary.

Methods

This study used a cross-sectional survey design and collected two-wave data from individuals who are currently employed in the context of Chinese organizations. Multiple linear regression was used to analyze the paired survey data of 220 employees of valid samples.

Results

Inclusive leadership was positively related to employee psychological resilience; Perceived insider status mediated the relationship between inclusive leadership and employee psychological resilience; The indirect relationship above is moderated by supportive organizational climate such that the positive relationship will be enhanced when the supportive organizational climate is high, rather than low.

Discussion

The theoretical and practical implications of these findings are discussed.

When Does Overqualification Affect Bootlegging Positively?

Purpose and Discussion

Individual knowledge and skills are important factors in promoting employee innovation. Research shows that a large number of employees perceive that their qualification level exceeds the formal requirements of the position. These people may spontaneously seek to change their current situation and dare to develop innovative ideas in an unconventional way. The purpose of this study is to explore the relationship between overqualification and bootlegging through the mediating effect of proactive career behavior on the basis of the human environment matching theory. This study also explored the moderating effect of a proactive personality between overqualification and bootlegging. This study shows that leaders should prioritize the potential of overqualified employees, encourage them to engage in challenging tasks, broaden the innovation channels of individuals and organizations, and monitor bootlegging activities. Highly motivated employees with overqualifications are more likely to actively plan and manage their careers, they will actively seek innovation to solve problems when encountering obstacles in their career development.

Participants and Methods

In this study, 457 questionnaires were collected from employees of many enterprises in Hunan Province and Guangdong Province of China. Partial least squares structural equation model based on variance (PLS-SEM) was used for data analysis.

Results

The results of the study reveal that there is a significant relationship between overqualification and bootlegging. In addition, proactive career behavior plays an intermediary role in the relationship between overqualification and bootlegging. Moreover, a proactive personality moderates the relationship between overqualification and bootlegging. Finally, the relationship between overqualification and bootlegging is stronger when a proactive personality is strong.

The relationship between physical exercise and mobile phone addiction among Chinese college students: Testing mediation and moderation effects

Background

During the COVID-19 pandemic, suspensions of activities and long periods of self-isolation led to a sharp increase in excessive use of mobile phones, which sparked public concern about mobile phone addiction (MPA). In recent years, more and more attention has been paid to physical exercise as a protective effect of MPA. However, more studies are needed to reveal this relationship and the exact mechanisms, based on which this study tested the mediating and moderating roles of self-control, rumination, psychological distress, and loneliness between physical exercise and MPA.

Methods

In this cross-sectional study, primary data was collected by questionnaire from 1,843 college students (19.75 ± 1.3) from five universities in Sichuan Province in Mainland China. Mobile Phone Addiction Tendency Scale (MPATS), Physical Activity Rating Scale-3 (PARS-3), Self-Control Scale (SCS), Ruminative Response Scale (RRS), Depression Anxiety Stress Scale-21 (DASS-21), and UCLA Loneliness Scale (UCLA-20) were investigated. The mediating models were examined using SPSS PROCESS macro 3.3 software, in which the mediation variables were self-control, rumination, and psychological distress, and the moderation was loneliness. Gender, major, and grade were included as control variables.

Result

Self-control, rumination, and psychological distress played a simple mediating role between physical exercise and MPA. Moreover, not only self-control and rumination but also self-control and psychological distress played the chain mediating roles between physical exercise and MPA. The chain pathways were moderated by loneliness. Specifically, the effect was more substantial among college students with higher loneliness.

Conclusion

The conclusions corroborate and clarify that self-control, rumination, and psychological distress mediated the association between physical exercise and MPA, and the mediation effects were moderated via loneliness. This present study advanced our understanding of how and when college students’ physical exercise was related to MPA. It also illustrates that educators and parents should pay more attention to college students’ physical exercise.