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The burgeoning occupational callings literature has shown that feeling called to a job is associated with an array of positive job-, career-, and health-related outcomes. However, recent studies have begun to indicate that there may also be a "negative side" of callings. The present study builds on this emerging perspective to examine whether feeling called to a job makes helping professionals more vulnerable to the negative effects of acute stressors. Specifically, we integrated identity, cognitive rumination, and psychological detachment theories to explain how feeling called to one's job (i.e., the strength of one's calling intensity) might bolster the negative, indirect relationship between emotionally disturbing work and strain (i.e., mental exhaustion, sleep quality, and alcohol consumption) through negative work rumination. Results from a 10-week diary study with a national U.S. sample of 211 paramedics revealed that on weeks that paramedics experienced more emotionally disturbing work, they engaged in greater levels of negative work rumination, which in turn was associated with greater mental exhaustion and worse sleep quality, but not greater alcohol consumption. In addition, calling intensity moderated the indirect effect of emotionally disturbing work on both mental exhaustion and sleep quality, such that these indirect effects were stronger among those with higher (vs. lower) levels of calling intensity. These results provide evidence that employees who feel most called to their jobs may be particularly vulnerable to short-term negative outcomes associated with emotionally disturbing work. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Aim: The aim of this study was to investigate the processes through which personnel understaffing and expertise understaffing jointly shape near misses among nurses during the COVID-19 pandemic., Background: Inadequate staffing is a chronic issue within the nursing profession, with the safety consequences of understaffing likely being exacerbated by the COVID-19 pandemic., Design: This study used a three-wave, time-separated survey design and collected data from 120 nurses in the United States working on the frontline of the pandemic in hospital settings., Methods: Participants were recruited through convenience sampling in early April 2020. Eligible nurses completed three surveys across a 6-week period during the COVID-19 pandemic from mid-April to the end of May 2020. Study hypotheses were tested with path analyses., Results/findings: Results reveal that personnel understaffing and expertise understaffing jointly shape near misses, which are known to precede and contribute to accidents and injuries, through different mechanisms. Specifically, personnel understaffing led to greater use of safety workarounds, which only induced near misses when cognitive failures were high. Further, higher levels of cognitive failures appeared to be the result of greater expertise understaffing., Conclusion: This study highlights the importance of addressing issues of understaffing, especially during times of crisis, to better promote nurse and patient safety., Impact: This study was the first to examine the distinct mechanisms by which two forms of understaffing impact safety outcomes in the form of near misses. Understanding these mechanisms can help leaders and policymakers make informed staffing decisions by considering the safety implications of understaffing issues., (© 2021 John Wiley & Sons Ltd.)

The coronavirus (COVID-19) pandemic has transformed the way we work, with many employees working under isolating and difficult conditions. However, research on the antecedents, consequences, and buffers of work loneliness is scarce. Integrating research on need for belonging, regulatory loop models of loneliness, and self-compassion, the current study addresses this critical issue by developing and testing a conceptual model that highlights how COVID-related stressors frustrate employees' need for belonging (i.e., telecommuting frequency, job insecurity, and a lack of COVID-related informational justice), negatively impacting worker well-being (i.e., depression) and helping behaviors [i.e., organizational citizenship behavior (OCB)] through work loneliness. Furthermore, we examine the buffering role of self-compassion in this process. Results from a weekly diary study of U.S. employees conducted over 2 months during the initial stage of the pandemic provide support for the mediating role of work loneliness in relations between all three proposed antecedents and both outcomes. In addition, self-compassion mitigated the positive within-person relationship between work loneliness and employee depression, indicating that more self-compassionate employees were better able to cope with their feelings of work loneliness. Although self-compassion also moderated the within-person relationship between work loneliness and OCB, this interaction was different in form from our prediction. Implications for enhancing employee well-being and helping behaviors during and beyond the pandemic are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

As the result of the novel coronavirus (COVID-19), individuals have been inundated with constant negative news related to the pandemic. However, limited research examines how such news consumption impacts employees' work lives, including their ability to remain engaged with their work. Integrating conservation of resources theory and insights from the media psychology literature with research on occupational calling, we propose that weekly COVID-related news consumption heightens employees' anxiety levels, thereby frustrating their ability to remain engaged with work and that this process is differentially moderated by different facets of occupational calling. Specifically, we postulate that those who are called to their work primarily because it gives them personal meaning and purpose (i.e., higher in purposeful work) will remain more engaged with work in the face of the anxiety that arises from consuming COVID-related news, as their work may facilitate resource replenishment for these individuals. Conversely, we postulate that those who are drawn to their work primarily because it allows them to help others (i.e., higher in prosocial orientation) will experience the opposite effect, such that their inability to help others during the pandemic will strengthen the negative effect of anxiety on work engagement. Results from an 8-week weekly diary study with a sample of 281 Canadian employees during the pandemic provided support for our hypotheses. Implications are discussed for maintaining employee work engagement during the pandemic era, and beyond. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.

Since 2009, over 176 million patients in the United States have been adversely impacted by data breaches affecting Health Insurance Portability and Accountability Act-covered institutions. While the popular press often attributes data breaches to external hackers, most breaches are the result of employee carelessness and/or failure to comply with information security policies and procedures. To change employee behavior, we borrow from the organizational climate literature and introduce the Information Security Climate Index, developed and validated using two pilot samples. In this study, four categories of healthcare professionals (certified nursing assistants, dentists, pharmacists, and physician assistants) were surveyed. Likert-type items were used to assess the Information Security Climate Index, information security motivation, and information security behaviors. Study results indicated that the Information Security Climate Index was related to better employee information security motivation and information security behaviors. In addition, there were observed differences between occupational groups with pharmacists reporting a more favorable climate and behaviors than physician assistants.

We combined three independent streams of workplace climate research, safety, violence prevention, and civility, to devise a general safety climate scale that explicitly addressed a variety of risks. A confirmatory factor analysis suggested that a higher-order factor may be responsible for the similarity in relationships across these safety-related climate measures with exposure to organizational hazards and resulting employee outcomes. As a result, a concise 10-item measure was developed and validated to assess a possible general safety climate factor. Further analyses suggested that the use of a general safety climate measure did not attenuate the relationships with workplace hazards and employee outcomes. Although different safety-related climate variables may be theoretically distinct, there may not be a measurable benefit in promoting one form of climate over others. Future studies should consider employing the general safety climate measure in place of domain-specific climate measures, unless the domain-specific climate is solely of interest.

Objective: The aim of this study was to investigate the importance of safety climate in the Emergency Medical Services (EMS) and to assess occupational callings as a boundary condition for the effect of safety climate on safety behaviors., Methods: EMS professionals (n = 132) participated in a three-wave survey study. Hierarchical linear regressions were conducted to test the moderating effects of occupational callings., Results: Safety climate was significantly related to safety behavior, and occupational callings moderated this direct relationship (ΔR(2) = 0.02 to 0.03, P < 0.05). Specifically, when occupational callings were high, the relationship between safety climate and safety behaviors was stronger, and when occupational callings were low, the relationship was weaker., Conclusion: In this EMS sample, safety climate was an important predictor of safety behavior. Further, occupational callings moderated this relationship, suggesting that callings may serve as a boundary condition.