Search

Thriving is believed to occur when employees feel a sense of progress and momentum in the organization. This conceptual basis for thriving is inherently temporal—implying an underlying individual change process—which sets thriving apart from other well‐being criteria in the Human Resource Management literature. However, surprisingly little research has demonstrated and unpacked the change and development processes that lead to thriving. In this article, we develop and test a theoretical model of the dynamic origins of thriving in a socially important context: the aging workforce. Specifically, we propose that older workers thrive when they experience relational spirals: a deepening of the employee‐organization relationship as psychological contracts and role expansion drive each other in a mutually reinforcing spiral. Results from a large‐scale nationally representative longitudinal study of 3370 Australian older workers—spanning 1.5 years and three time points—support the proposed model. Older workers' relational psychological contracts and role expansion formed a mutually reinforcing spiral process over time which ultimately led to higher levels of thriving. These results held even after imposing autoregressive control of lagged variables at earlier time points, and after accounting for the contributions of transactional psychological contracts to the spiral process. Our theorizing and empirical approach brings dynamic processes to the forefront of HR research on thriving, and points to implications for the role of HR in successful aging. [ABSTRACT FROM AUTHOR]

The workforce is aging and becoming more age‐diverse. To better support people working across the lifespan, it is important to understand the barriers they face and the consequences of such barriers. Drawing on the job demands‐resources model, we evaluate the negative effects of age discrimination on employees' perceived work ability and the subsequent consequences for employee well‐being, performance, and motivation. Using two field samples, with two and three data collection time‐points respectively, we hypothesize and find support for age discrimination's direct negative effect on perceived work ability. Moreover, we find support for our hypotheses that age discrimination will have negative indirect effects on employee well‐being, performance, and motivation through perceived work ability. Together, these studies contribute to the aging workforce literature and extend both the age discrimination and work ability literatures by identifying a mechanism through which age discrimination leads to negative consequences for employee well‐being and work outcomes. [ABSTRACT FROM AUTHOR]

In many countries, social care workers suffer from mistreatment from social care recipients. Such mistreatment poses a significant challenge from the human resource management (HRM) perspective as finding and retaining competent social care workers is a global challenge. However, only a few studies focus on the relationship between such mistreatment and social care workers' job and psychological resources. Drawing on the conservation of resources (COR) theory, our study sheds light on the relationship between social care recipients' incivility and the resilience of social care workers. Specifically, our study examines the mediating role of work meaningfulness on the care recipient incivility–care worker resilience link, and the moderating role of servant leadership on this mediated relationship. To test the proposed moderated mediation model, two studies were conducted in social care organizations in England (n = 248) and Romania (n = 296). Our results revealed that perceived care recipient incivility is indirectly and negatively related to care workers' resilience by undermining their perceptions of work meaningfulness. Moreover, when social care workers work under a servant leader, this indirect relationship becomes weaker. The discussion elaborates on the findings of our model as well as the theoretical and practical implications for the management of human resources in social care organizations. [ABSTRACT FROM AUTHOR]

We draw on job demands‐resources theory to develop and test a model that explores the direct and indirect (through relational energy) impact of inclusive leadership on workplace avoidance behaviors for neurodivergent employees. We also examine the moderating role of personal self‐control demands in the relationship between relational energy and workplace avoidance. We tested our model using partial least square ‐ structural equation modeling analysis with data collected using a time‐lagged data collection in a sample of 215 neurodiverse employees working in multinational companies across the Gulf Cooperation Council region (i.e., Saudi Arabia, United Arab Emirates, Oman). The findings demonstrate that inclusive leaders mitigate workplace avoidance behavior in neurodivergent employees. That is, inclusive leaders create an environment that contributes to the cultivation of employees' personal relational energy resources. Then, high levels of relational energy interact with employees' level of personal demands (i.e., impulse control, resisting distractions) to reduce workplace avoidance behaviors. Our work speaks to the integrated role of demands and resources in workplaces that can thwart avoidance behaviors for neurodivergent employees. [ABSTRACT FROM AUTHOR]

Working in social care is fraught with challenges fueled by changing policies, funding structures, societal expectations, and high relational demands, leaving employees in this sector particularly vulnerable to poor well‐being. In this study, we focus on the importance of a supportive work context—specifically coworker instrumental support and leaders' role clarity—in enabling employee role clarity, and how this can foster better mental health and reduce fatigue from ongoing changes in the sector. We ran a multilevel moderated mediation model on a sample of 270 social care employees matched with 47 leaders across two disability care organizations in Australia. Results showed that coworker instrumental support promotes role clarity, which in turn is associated with lower psychological distress and change fatigue, and higher job satisfaction. The positive relationship between coworker instrumental support and role clarity, and the subsequent relationships with well‐being, were stronger when employees had leaders who themselves had role clarity. Our findings highlight the importance of a supportive work context and role clarity as malleable levers in enabling a sustainable social care workforce and provide new theoretical and practical insights for human resource management in the social care sector. [ABSTRACT FROM AUTHOR]

Purpose: To investigate the effects of 3 training volumes in the bench-press exercise performed with interrepetition rest periods, matched for fatigue, on strength gains and neuromuscular adaptations. Methods: Forty-three resistance-trained men were randomized into 3 groups: low (LOW), moderate (MOD), and high (HIG) volume. The intensities increased from 70% to 85% of 1-repetition maximum (1RM) over the 8-week training period. Each session consisted of only 1 set with short interrepetition rest periods. LOW performed only 3 repetitions per session (8-wk total: 48 repetitions); MOD completed 15, 12, 10, and 8 repetitions per session with 70%, 75%, 80%, and 85% 1RM, respectively (8-wk total: 180); and HIG performed 24, 21, 18, and 15 repetitions per session with 70%, 75%, 80%, and 85% 1RM, respectively (8-wk total: 312). Progressive loading and fatigue tests were conducted in the bench-press exercise before and after the training period. Electromyography (EMG) signals from the triceps brachii were registered during these tests. Results: HIG and MOD showed higher velocity loss than LOW (16% vs 12%). No significant group × time interaction was observed for any variable. All groups improved significantly in all strength-related variables, except for maximal unloaded velocity, where only MOD obtained significant gains. Only LOW and MOD induced significant improvements in EMG. MOD obtained the greatest effect sizes in almost all strength variables. Conclusions: No significant differences were found in the performance gains obtained by each group despite the wide differences in the total volume accumulated by each group. [ABSTRACT FROM AUTHOR]

Purpose: This investigation sought to determine industry perceptions of postgraduate strength and conditioning (S&C) degrees to understand whether graduates are equipped for the demands of sport performance service roles. Methods: Survey data were collected from 111 participants employed as performance staff or in a role that recruits and supervises performance staff. The survey consisted of 3 main sections: (1) perceptions of career-development opportunities in S&C, (2) perception of S&C postgraduate programs, and (3) perceptions of employability in S&C. Exploratory factor analysis was conducted to identify the key factors considered to be of greatest relevance to career progression in S&C. Results: A 2-factor solution was achieved for each of the 3 sections, resulting in 6 total factors. These factors are Academic and Professional Development, Mentorship and Sport Diversity, Student Preparation, Require Greater Emphasis, Testing and Training, and Personal and Professional Growth. Conclusions: Postgraduate S&C programs require a broad range of placement/internship opportunities to (1) provide diverse experiences, (2) allow students to build contacts and develop professional networks, (3) gain exposure to working in high-performance environments and multidisciplinary teams, and (4) access high-quality mentors. Alongside the ability to deliver training and testing, graduates should be equipped with strong organizational and relationship-building skills. Improved graduate capabilities can raise the standards of the profession and result in enhanced service provision to athletes. [ABSTRACT FROM AUTHOR]

Objective: To culturally adapt and validate the Italian version of the Shoulder Instability—Return to Sport after Injury (SI-RSI-I) scale. Methods: The SI-RSI-I was developed by adapting the Anterior Cruciate Ligament—Return to Sport Index—Italian version and replacing the term "knee" with "shoulder." Subsequently, it underwent validation following COSMIN recommendations. The study involved athletic participants who experienced SI. They completed the SI-RSI-I together with other measurement instruments: Western Ontario Shoulder Instability Index, Kerlan-Jobe Orthopedic Clinic Score, EuroQol-5D-5L, and Numeric Pain Rating Scale. The following psychometric properties were investigated: structural validity, internal consistency, test–retest reliability, measurement error, and construct validity. Results: The study included 101 participants (age mean [SD] 28.5 [7.4] y; 83 males, 18 females). The SI-RSI-I showed a single-factor structure, excellent internal consistency (α =.935), and excellent test–retest reliability (ICC =.926; 95% CI,.853–.964). The standard error of measurement was 6.1 points, and the minimal detectable change was 17.0 points. Furthermore, SI-RSI-I demonstrated moderate to strong correlations with all reference scales, confirming 8 out of 9 (88.0%) hypotheses, thus establishing satisfactory construct validity. Conclusion: The SI-RSI-I has demonstrated robust internal consistency, reliability, validity, and feasibility as a valuable scale for assessing psychological readiness to return to sport in Italian athletes with SI. [ABSTRACT FROM AUTHOR]

Context: The Upper Limb Functional Index (ULFI) is a popular tool with valid psychometric properties to assess upper limb function in patients with musculoskeletal conditions. The aim of the study was to cross-culturally adapt and validate the German version of the ULFI. Design: Cross-cultural validation. Methods: A 2-stage cross-cultural adaptation of the ULFI was performed according to international guidelines through consecutive forward and backward translations. Psychometric properties of internal consistency, test–retest reliability, criterion, face and content validity, and factor structure were determined from the included German participants suffering from upper limb conditions (n = 100), who fulfilled the following inclusion criteria: (1) older than 18 years old, (2) German as native language, and (3) medical diagnosis of musculoskeletal upper limb condition. Participants completed the ULFI; Disabilities of the Arm, Shoulder, and Hand; EuroQol Health Questionnaire 5 Dimensions; and Short Form-12 questionnaires. Results: The ULFI-G showed good internal consistency (α =.88); excellent test–retest reliability (intraclass correlation coefficient2:1 =.98); directly strong correlation with Disabilities of the Arm, Shoulder, and Hand (r =.84); fair correlation with Disabilities of the Arm, Shoulder, and Hand-sport (r =.54); inversely fair correlation with EuroQol Health Questionnaire 5 Dimensions (r = −.62); and Short Form 12's physical health domain (r = −.7). A single-factor structure was revealed. Conclusions: The ULFI-G showed adequate psychometric properties and proved to be a valid tool for upper limb functional assessment in German population. [ABSTRACT FROM AUTHOR]

Employees increasingly conduct work outside of traditional work hours via information communication technologies (ICTs). There is a need to understand how after‐hours ICT use relates to well‐being, given that such connectivity has become unavoidable. We implement an episodic, event‐contingent design to evaluate the association between different ICT media (i.e., e‐mail, phone call, chat app, short message service) and the within‐person outcomes of psychological detachment as partially mediated by task productivity. A daily diary survey was collected over three consecutive workdays to capture after‐hours ICT use. Daily surveys were completed by 498 individuals, with a total of 1494 episodes being captured of after‐hours work ICT engagement. Our results indicate that while engagement with any form of ICT after hours reduces psychological detachment, email and chat apps are associated with the lowest levels of psychological detachment. Moreover, whereas the use of asynchronous ICT has positive main effects on episode‐related task productivity, the use of synchronous ICT (e.g., phone) only enhances episode‐related task productivity when there are high organizational expectations for employees' responsiveness after hours. [ABSTRACT FROM AUTHOR]

Despite the importance of a thriving workforce in sustaining organizational success, prior research pays little attention to how individualized human resource (HR) practices can help individual employees to thrive at work. Drawing on the theoretical underpinnings of conservation of resources theory, we investigate whether, how, and when development idiosyncratic deals (i‐deals) can contribute to individual thriving. We contend that possessing development i‐deals will motivate individuals to engage in approach job crafting, which in turn promotes their experience of thriving at work. We further contend that high‐quality leader–member exchange will enhance the function of development i‐deals in triggering approach job crafting and subsequent thriving experiences. Results from a two‐wave survey involving 278 managers in a pharmaceutical firm in China and a three‐wave survey among 178 managers working in various organizations in the UK support our hypotheses. Our findings provide new insights for practitioners seeking to design customized HR practices to support a thriving workforce. [ABSTRACT FROM AUTHOR]

In the contemporary digital age, continued online learning behaviors have become indispensable for fostering employee development. However, the learning and development literature predominantly focuses on traditional instructor‐led approaches. It remains unclear how organizations can shape employees' learning behaviors, particularly in the context of online learning. The current study clarifies this underexplored research area by investigating how organizational investment in employee developmental climate (IEDC) can promote employees' continued online learning behaviors. Drawing on social influence theory and employing a multilevel research design, we find empirical support for our research model, which specifies that IEDC positively affects employees' continued online learning behaviors through the effect of normative pressure. The findings also reveal the moderating role of online learning facilitating conditions. Specifically, in firms characterized by higher levels of online learning facilitating conditions, the positive relationship between IEDC and normative pressure becomes more pronounced when compared to organizations with lower levels of such facilitating conditions. [ABSTRACT FROM AUTHOR]

Research interest in thriving at work has burgeoned over the past decades, but little is known about how human resource (HR) practices affect employees' thriving at work. Drawing upon self‐determination theory and person‐organization fit theory, we developed and tested a moderated mediation model to explain how fun HR practices influence employees' thriving at work. The results of two studies, a scenario experiment (N = 164) and a time‐lagged survey (N = 253), supported our hypotheses. Specifically, the findings revealed that fun HR practices relates positively to employees' thriving at work. Autonomous motivation partially mediates the abovementioned relationship. Furthermore, fun HR practices translate into higher autonomous motivation and subsequent thriving at work for employees with higher preference for workplace fun. Our research contributes to the existing literature by identifying fun HR practices as an antecedent of thriving at work and revealing the psychological mechanisms through which fun HR practices affect employees' thriving at work. The practical implications, limitations, and future research avenues are also discussed. [ABSTRACT FROM AUTHOR]

Negative performance feedback is vital for stimulating employees to enhance their performance despite resulting in stress and adverse work outcomes. Fortunately, artificial intelligence (AI)‐enabled automated agents have gradually assumed certain functions led by human leaders, such as providing feedback. Drawing from regulatory focus theory, we propose that AI‐based feedback systems can serve as a "remediation" tool, effectively mitigating employees' apprehensions about receiving negative feedback. In two studies, we found that for employees who fear losing face, AI‐based negative feedback motivates promotion‐focused cognition—motivation to learn—representing a learning mechanism to promote job performance and impedes their prevention‐focused cognition—interpersonal rumination—reducing the depletion needed for job performance. These findings present novel perspectives on using AI in performance feedback. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this review was to evaluate the effects of physical activity on children's free recall, cued recall, and recognition episodic memory and to explore potential moderating factors. Methods: The following databases were searched: PubMed, ERIC, APA Psych Info, CINHAL, SPORTDiscus, and Google Scholar. Studies were included if: (1) participants were aged 4–18 years, (2) participants were typically developed, (3) participants were randomized to groups, (4) interventions employed gross movements, (5) sedentary group was used for control, (6) memory tests were quantitative, and (7) employed acute or chronic intervention. Results: 14 studies met inclusion criteria resulting in the analysis of data from 7 free recall, 7 cued recall, and 8 recognition memory tests. Physical activity was found to have a positive influence on tests free (g = 0.56), cued recall (g = 0.67), and no influence on tests of recognition (g = 0.06). While some moderator analyses were significant, the authors do not consider these results to be meaningful in application. Conclusions: The effects of acute and chronic physical activity enhance specific aspects of long-term episodic memory. These findings suggest physical activity interventions developed for children may be expected to benefit some, but not all, types of memory processing. [ABSTRACT FROM AUTHOR]

With heightened uncertainties and risks in the fluctuating business environment, existing studies have concentrated on elucidating how service organizations leverage human resource practices to adapt to and survive such unforeseen and disruptive threats. However, how such practices could serve the strategic objective of cultivating a sustainably thriving workforce across different situations is not well understood. Thriving is a core transitional state that fosters positive behaviors, such as creative customer‐related problem‐solving. Applying social information processing theory, we propose and test a model by exploring how organizations that engage in thriving‐oriented human resource management (HRM) encourage employees to take responsibility and promote constructive change, thereby activating their creative problem‐solving behaviors. Specifically, we theorize and develop measures to promote thriving‐oriented HRM in Study 1. In Study 2, we collected multisource and multi‐wave data from 296 frontline service employees and 45 supervisors in China. Our findings reveal that thriving‐oriented HRM is positively related to felt responsibility for change, which ultimately encourages creative problem‐solving. We also show that the threat imposed by a crisis, that is, the COVID‐19 pandemic, strengthens the positive relationship between thriving‐oriented HRM and felt responsibility for change. Our study contributes to the HRM literature, especially on thriving‐oriented HRM and employee perception, and has practical implications for service organizations in the uncertain context. [ABSTRACT FROM AUTHOR]

Relationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research. [ABSTRACT FROM AUTHOR]

Context: Psychological difficulties can adversely affect rehabilitation outcomes and make return to sport more difficult . Identifying psychological difficulties is possible with valid and reliable measurement tools. The purpose of this study is to translate and culturally adapt the Reinjury Anxiety Inventory (RIAI), the Sport Injury Rehabilitation Adherence Scale (SIRAS), and the Athletic Injury Self-Efficacy Questionnaire (AISEQ) into Turkish and evaluate the psychometric properties of the Turkish versions. Design: Cross-sectional study . Methods.· The instruments were forward- and back-translated, culturally adapted, and validated on 248 athletes and 34 physical therapists. The physical therapists of the athletes completed the SIRAS to evaluate the athletes. Statistical analysis included reliability tests (Cronbach alpha and test-retest), exploratory factor analysis, confirmatory factor analysis, and correlational analysis . Floor and ceiling effects (< 15%) were also assessed. Results : Confirmatory factor analyses revealed a satisfactory model fit for the RIAI and the AISEQ, and exploratory factor analysis revealed the 1 -factor structure for the SIRAS as in the original. All 3 instruments displayed adequate internal consistency (Cronbach alpha coefficients ranged from .84 to .88) and test-retest reliability (coefficients ranged from .81 to .93). Convergent validity of the instruments was supported by significant correlations between the AISEQ and both the RIAI and the SIRAS. Conclusions : Our results suggest that the Turkish versions of the instruments were valid, consistent, and reliable in athletes who have serious injuries. Scores on these instruments could be useful for evaluating the contributions of psychological factors to return to sport following serious injuries. Clinicians are encouraged to use RIAI-Turkish (RIAI-TR), SIRAS-Turkish (SIRAS- TR), and AISEQ-Turkish (AISEQ-TR) together to make decisions about the treatment and rehabilitation plans of injured athletes. [ABSTRACT FROM AUTHOR]

This paper studies the downstream effect of expatriate managers' personal financial insecurity on team innovation. Building on resource allocation theory, we propose a moderated serial mediation model. Using four‐wave, multi‐source survey data from 99 R&D expatriate teams within large technology companies in emerging markets, we find that expatriate managers' personal financial insecurity is negatively related to team innovation first through a lower level of state learning goal orientation in the last month, and subsequently through a lower level of intellectual stimulation behavior. The negative effect of expatriate managers' personal financial insecurity on state learning goal orientation is weakened when professional identification is higher (vs. lower). Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Purpose: Previous literature has demonstrated the mediating role of adiposity in the association between cardiorespiratory fitness (CRF) and cardiometabolic risk as well as the potential role of CRF in attenuating the adverse consequences associated with excess weight. This study aimed to evaluate the mediating role of CRF and adiposity in the possible association with cardiometabolic risk. Method: Observational 3-year longitudinal study that included 420 children and adolescents (10.50 [2.05] y of age at baseline; 56.2% girls). Body mass index (BMI) was calculated, and CRF was evaluated using field assessments. A clustered cardiometabolic risk score (cMetS) was calculated from glucose, systolic blood pressure, total cholesterol/high-density lipoprotein cholesterol ratio, and triglycerides z scores. Analyses evaluated the mediating role of BMI in the association between CRF and cMetS as well as whether CRF mediated the association between BMI and cMetS. Results: BMI at baseline was directly associated with the cMetS at follow-up (0.102; 95% confidence interval, 0.020 to 0.181), independently of CRF, whereas CRF was only indirectly associated with cMetS at follow-up through BMI (−0.036; 95% confidence interval, −0.070 to −0.009), meaning that the association between CRF and cMetS was explained via the mediation role of BMI. Conclusions: BMI presented direct association with cMetS, whereas CRF exhibited indirect association with cMetS mediated via BMI. [ABSTRACT FROM AUTHOR]

As organizations strive for more flexibility, decentralized decision‐making has been at the core of many modern HR approaches. Yet, on a company‐wide scale, it remains unclear whether decentralized decision‐making structures improve organizational performance. Our study aims to illuminate prior ambiguous evidence by examining an employee‐level mechanism underlying the organizational‐level relationship between decentralization and performance, and scrutinizing the critical role of formal leaders for empowering employees in decentralized structures. Integrating the perspective of organizational structure as opportunities and constraints with social information processing theory, we argue that transferring decision‐making authority to lower organizational levels positively affects employees' emergent leadership, but only to the extent that direct supervisors engage in empowering leadership and guide employees' behaviors in decentralized structures. Our predictions are supported by a multilevel, multisource field study of 5807 individuals across 144 companies. We further find that emergent leadership yields a positive effect on organizational performance. By developing a multilevel model that explicates both an employee‐level mechanism and a contingency of the decentralization–organizational performance link, our study enriches understanding of the key role that formal leaders play for achieving the strategic goals of decentralized decision‐making in organizations. [ABSTRACT FROM AUTHOR]

We propose a new work design model, SMART work design, that identifies five higher order categories of work characteristics, including stimulating work characteristics (task variety, skill variety, information processing requirements, and problem‐solving requirements), mastery work characteristics (job feedback, feedback from others, and role clarity), autonomous work characteristics (decision‐making autonomy, timing autonomy, and method autonomy), relational work characteristics (social support, task significance, and beneficiary contact), and tolerable work characteristics (low levels of: role overload, work–home conflict, and role conflict). Higher order confirmatory factor analysis of working participants provided initial evidence of this structure (Study 1, N = 1107), which was replicated in an additional dataset (Study 2, time 1, N = 709). To provide further evidence, we examined Study 2 data across three waves (N = 573) to show that each higher order factor at time 1 predicted time 3 job satisfaction either directly or via the theorized time 2 mediators (challenge appraisals, work meaningfulness, fulfillment of relatedness needs, and activated negative affect). In Study 3 (N = 108), employees' scores on specific higher order variables correlated with leader ratings of performance in the expected ways. The SMART work design model provides a unique integrating and multidimensional theory of work design that extends beyond existing models. The model can be used to facilitate the synthesis of research knowledge and guide scholars and practitioners to diagnose and address contemporary work design challenges. [ABSTRACT FROM AUTHOR]

The study proposes and tests a self‐concept‐based perspective for the effects of formal mentoring support on affective organizational commitment (AOC) via multiple mediators. Using time‐lagged multi‐source dyadic data (n = 203), we demonstrate that formal mentoring support significantly influences newcomer–protégés' AOC through an underlying self‐evaluative mechanism indicated by organization‐based self‐esteem (OBSE), even in the presence of a well‐established alternative mediator (perceived organizational support; POS). Moreover, we further demonstrate when or under what circumstances such effects might be attenuated or exaggerated by introducing a salient boundary condition to such a process (i.e., perceived mentor organizational prototypicality). As the findings reveal, by making newcomer–protégés feel good about themselves in the workplace (i.e., perceive self‐value) formal mentoring support can also promote organizational commitment, effects that are likely to be amplified when the formal mentor is perceived to be prototypical of the organization. Thus, bridging the mentoring and socialization literatures, the inclusion of our proposed mediators and moderator and testing their relationships simultaneously not only provides a more nuanced view of the underlying mechanisms through which the effects of formal mentoring support are channeled to influence newcomer–protégés' work attitudes but it offers new theoretical elaboration and contextual understanding that we hope will prompt future research and be of benefit to human resource practitioners. Implications to theory, practice and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Safety literature has traditionally focused on identifying and managing risk factors that lead to safety outcomes (e.g., injuries, accidents, death) at work. The current study takes a new perspective on employee safety and proposes that safety‐related experience has more general work implications. Drawing on theories of stress coping and workplace anxiety, we test a mechanism on how employees' daily experiences of safety threats are related to their work behavior via negative emotional reactions. Specifically, we focus on employees' experiences of safety violations on the way to work and at work during the ongoing struggles with COVID‐19. Our daily diary study (Level 1 N = 778, Level 2 N = 84; office workers in South Korea) shows that experiencing safety violations during the daily commute and at work is associated with increased state health anxiety at work, which then translates into work withdrawal on that day. Furthermore, we introduce organizational safety climate as an important mitigating factor of this stress‐coping process, as such a climate can emphasize management's commitment to safety. [ABSTRACT FROM AUTHOR]

Although research identifies analytical and storytelling skills as the two broad human capital inputs required to perform people analytics, further research is required to better understand how People Analysts that is, the enactors of people analytics, perceive the impact of these skills on their performance. Accordingly, this study draws on the human capital resource (HCR) and HCR complementarity frameworks to investigate the individual and collective impact of analytical and storytelling skills on People Analysts perceived job performance. A mixed‐method sequential explanatory research design is adopted, finding mixed results. Consistent with existing research, results from Phase 1 find People Analysts perceive storytelling skills to be positively associated with their job performance. However, contrary to existing claims, the findings reveal that analytical skills are only perceived to be significant in influencing People Analysts job performance when combined with storytelling skills, supporting a complementarity HCR relationship. To further explain the findings from Phase 1, Phase 2 involved collecting data from 50 people analytics professionals via semi‐structured interviews. Results from the thematic analysis reinforce the survey findings while also illustrating that People Analysts perceive the complementarity relationship between analytical and storytelling skills as important for improving job performance. Accordingly, we argue that debate in this area should be reframed to acknowledge the necessity of complementarities in building people analytics capabilities. [ABSTRACT FROM AUTHOR]

This study contributes to the diversity literature by probing whether diversity papers are cited as frequently as nondiversity papers in management and industrial/organizational (I/O) psychology journals. Based on the stigma‐by‐association theory, I argue that as a result of their association with minority groups, diversity papers may be devalued and thus "othered" by scholars. Using a citation analysis of 46,930 papers published in 29 peer‐reviewed management and I/O psychology journals, I present empirical evidence in Study 1 that diversity papers were cited significantly less frequently than nondiversity papers. The authors' gender and institutional prestige, journal tier and domain, and year of publication were not moderators. In Study 2, I used a scenario experiment to demonstrate the stigma‐by‐association effect. The authors' gender demonstrated a significant moderating effect in this experiment. [ABSTRACT FROM AUTHOR]

There is an increasing body of research on algorithmic management (AM), but the field lacks measurement tools to capture workers' experiences of this phenomenon. Based on existing literature, we developed and validated the algorithmic management questionnaire (AMQ) to measure the perceptions of workers regarding their level of exposure to AM. Across three samples (overall n = 1332 gig workers), we show the content, factorial, discriminant, convergent, and predictive validity of the scale. The final 20‐item scale assesses workers' perceived level of exposure to algorithmic: monitoring, goal setting, scheduling, performance rating, and compensation. These dimensions formed a higher order construct assessing overall exposure to algorithmic management, which was found to be, as expected, negatively related to the work characteristics of job autonomy and job complexity and, indirectly, to work engagement. Supplementary analyses revealed that perceptions of exposure to AM reflect the objective presence of AM dimensions beyond individual variations in exposure. Overall, the results suggest the suitability of the AMQ to assess workers' perceived exposure to algorithmic management, which paves the way for further research on the impacts of these rapidly accelerating systems. [ABSTRACT FROM AUTHOR]

The objective of this study was to estimate the extent to which motivational regulations influence physical activity behavior through role identity among people 55 years or older. Participants (N = 409; Mage = 66.29 years [SD = 7.06]) completed online questionnaires to measure motivational regulations, role identity, and the frequency of physical activity in a typical week and in the past month. Mediation analysis using ordinary least squares path analysis revealed that autonomous forms of motivational regulation (positively) and controlled forms of motivational regulation (negatively) influenced role identity, which then positively influenced physical activity behavior. Bootstrap confidence intervals (95%) for the indirect effects (a × b) based on 5,000 bootstrap samples were entirely above or below zero. These findings point to future experimental evaluations of interventions aiming at both increasing and decreasing autonomous and controlled motivational regulations, respectively, to promote physical activity behavior through role identity. [ABSTRACT FROM AUTHOR]

Background: Turnover among general practitioners (GPs) is an issue of growing concern. Therefore, identification of the variables which associated with GPs' decision in staying in or leaving their employer institutions is necessary. OBJECTIVE: The aim of this study was to investigate the relationship between work stress, job satisfaction, and turnover intention, and explore factors associated with turnover intention of GPs in China. Methods: We conducted a cross-sectional survey among GPs in 6 provinces in China, utilizing a combination of stratified and purposive sampling methods, from April to October 2019. Data were collected using self-administered questionnaires and scales measuring their demographic characteristics, work stress, job satisfaction, and turnover intention. Statistical methods such as t test, one-way analysis of variance (ANOVA), multiple linear regression, exploratory factor analysis (EFA), and structural equation modeling (SEM) were used. Results: Out of 386 GPs, 10.4% had higher turnover intention and 31.9% had medium turnover intention. The mean score of the overall perception of turnover intention of GPs was 2.24 on a scale ranging from 1 to 6. Over 80.0% of GPs had moderate to high level work stress. The facets that GPs were most dissatisfied were payment, welfare, training opportunity and career development. professional title, practicing setting, and work intensity associated with turnover intention (P < 0.05) significantly. Work stress, not only directly associated with turnover intention (β = 0.608, P < 0.001), but also presented an indirect association on turnover intention through job satisfaction (β = 0.042, P < 0.05). Meanwhile, job satisfaction also had a direct negative effect on turnover intention (β=-0.345, P < 0.001). Conclusions: Work stress, job satisfaction, professional title, practicing setting, and work intensity were influencing factors on turnover intention in Chinese GPs. Work stress had not only positive direct effects on turnover intention, but also had an indirect effect on turnover intention through job satisfaction as a mediator. Reducing workload, raising income, providing more opportunities for training and career development could potentially contribute to retaining and attracting GPs. [ABSTRACT FROM AUTHOR]

Background: Multiple chronic conditions (MCC) have become a leading cause of low vitality and high mortality among the Chinese population. Although a series of policies has been implemented to promote patients' rational access to health care, patients still prefer a higher level of inpatient service, hampering the efficient utilization of resources in county hospitals, which are the first point of contact for inpatient care. Thus, this study aimed to identify the factors that affect MCC patients' inpatient preferences and the extent to which these factors influence their decisions, thereby guiding inpatient service utilization among MCC patients. Methods: Five attributes (institution scale, waiting time for hospital admission, presence of acquaintances, travel time from residence to hospital, and out-of-pocket expenses per visit) were identified to estimate inpatient choice for MCC patients through a discrete choice experiment. A partial factor analysis was performed to generate selection sets. Data were collected from MCC patients aged between 35 and 75 years, in Fuqing City, China. A mixed logit model was used to analyse MCC patients' preferences for each attribute. Willingness to pay was estimated by regression coefficients, and interaction terms were included in the model to estimate the heterogeneity of inpatient preferences among MCC patients. Results: A total of 504 valid questionnaires were included in the analysis. The most important attribute of patients when choosing inpatient care is out-of-pocket expenses per visit, followed by travel time from residence to hospital, waiting time for hospital admission, institution scale, and presence of acquaintances. In addition, patients were willing to pay ¥1253, ¥434, and ¥323 for shorter times from the residence to the hospital, larger institutional scale, and beds available on the day, respectively. The findings of the interaction analysis indicated that age and gender also influence MCC patients' inpatient preferences. Conclusion: This study provides evidence of the inpatient preferences of MCC patients. Increasing inpatient insurance reimbursement rates, bolstering the leading role of district and county hospitals in the area, and strengthening information systems will empower district and county hospitals to effectively serve as the first point of contact for inpatient care. [ABSTRACT FROM AUTHOR]

Background: Spiritual leadership emphasizes that nurses encounter situations that require compassion, empathy, and a deep understanding of the human experience. Passion can drive nurses' motivation, engagement, and commitment to patient care. Altruism is a core value in nursing that involves selfless concern for the well-being of others. Spiritual leadership might be an essential organizational resource in enhancing followers' inspiring vision, compassion for others, and passion for their work. Aim of the study: To investigate the role of spiritual leadership in the relationship between altruism and passion for work among nurse colleagues. Subjects & method: A multicenter descriptive, cross-sectional research study was conducted at six Nursing Egyptian faculties affiliated with Alexandria, Port-Said, Fayoum, Damanhur, Assiut, and Sohag Universities, with 391 nurse colleagues. Data collection tools: Personal and Job-related Data Questionnaire, Spiritual Leadership Questionnaire (SLQ), Passion Scale, and 9- Self-Report Altruism Scale (9- SRA) were utilized to collect data. Results: The current study verified that nurse colleagues had high levels of perceived spiritual leadership, passion, and altruism (50.9, 47.6, and 40.2, respectively). The results revealed noteworthy positive correlations between spiritual leadership, passion, and altruism (r = 0.644, 0.519, & 0.509). Furthermore, mediation analysis highlighted that spiritual leadership could mediate the effect of altruism on the passion level. Conclusion: This study delivers valued insights into the crucial role of spiritual leadership in augmenting nurse colleagues' altruistic tendencies and passion. Recommendations: Cultivating workplace spirituality on a daily agenda is a key component of management that requires spiritual competencies from nurse leaders. These competencies ultimately enhance passion for work, performance, and altruistic behaviors. [ABSTRACT FROM AUTHOR]

Background: Increasing quality and efficiency in health services can directly relate to nurses' innovative work behaviors. The happiness levels of nurses at the workplace can positively affect their innovative work behaviors and their willingness to make a positive difference in patient care. In this context, the study aims to examine the serial mediation role of these factors by associating the effect of nurse happiness on innovative work behaviors with transformational leadership and perception of artificial intelligence use. Methods: Nurses working in two medium-sized public hospitals in the Eastern Black Sea region of Turkey were selected as the study sample. Data were collected from 458 nurses by convenience sampling method. In this cross-sectional study, scales whose validity and reliability were supported by other studies were used. Results: When the findings of the study were evaluated, a significant positive relationship was found between nurses' happiness and innovative work behavior. In addition, it was found that transformational leadership and perception of AI usage had a mediating role separately in the relationship between nurses' happiness and innovative work behavior. Finally, when the research model was tested, it was also determined that transformational leadership and perception of AI use have a serial mediating role in the relationship between nurses' happiness and innovative work behavior. Conclusions: This study revealed that nurse happiness has a significant and positive effect on innovative work behaviors, and transformational leadership and perception of artificial intelligence use have a serial mediating role in this relationship. Ultimately, this research offers some theoretical and practical implications for practitioners by emphasizing the strategic importance of transformational leadership practices and the integration of artificial intelligence technologies, as well as increasing the happiness levels of nurses to promote innovation in healthcare services. [ABSTRACT FROM AUTHOR]

Background: Nurses' work engagement is critical for improving quality care, facilitating positive patient outcomes, and solving considering the nursing shortage. This study aimed to identify the mediating effect of job crafting on the relationship between positive psychological capital and work engagement in registered nurses. Methods: A total of 132 hospital nurses with clinical experience of more than one year, excluding nurse administrators, participated. The participants were recruited from three hospitals in South Korea from August to September 2021. The SPSS 27.0 and PROCESS macro were used for data analysis. Results: Positive psychological capital had a significant association with job crafting (β = 0.74, 95% CI = 0.71 to 0.95), and job crafting had a positive association with work engagement (β = 0.51, 95% CI = 0.29 to 0.56). In the mediating effect analysis, the mediating role of job crafting on the relationships between positive psychological capital and work engagement was statistically significant (β = 0.35, 95% CI = 0.24 to 0.48). Conclusions: Based on our findings that positive psychological capital and job crafting could improve the work engagement of registered nurses, strengths coaching-based programs for increasing positive psychological capital and job crafting exercises for helping nurses make their job more engaging need to be developed. [ABSTRACT FROM AUTHOR]

Background: Ankle fracture patients are a heterogenous group with differences in age, sex, fracture morphology, and treatment provided. With the increased focus on patient-centered treatment, patient-reported outcome measures (PROMs) are increasingly adopted by clinicians to facilitate best clinical practice. The Manchester Oxford Foot Questionnaire (MOXFQ) has demonstrated good measurement properties when used in patients with foot or ankle disease. The PROM has three domains: (1) Pain; (2) Walking/Standing; and (3) Social Interaction. One study found sufficient content validity for the Pain and Walking/Standing domains when used in the evaluation of ankle fracture patients. Another validation study demonstrated acceptable structural validity and reliability for the MOXFQ in ankle fracture patients 12 weeks after injury. The aim of this study is to assess the structural validity and reliability of the Norwegian version of the MOXFQ in the context of an ankle fracture patients one year after surgery and provide patient acceptable symptom state (PASS) estimates. Methods: A pragmatic cross-sectional study design was used to collect the one-year MOXFQ follow-up data from patients surgically treated for an ankle fracture in the period 2017 to 2020 at (Stavanger University Hospital). The structural validity and internal consistency were assessed using confirmatory factor analysis. A separate test-retest study including patients at least one year since ankle surgery was used in the assessment of reliability and measurement error. Results: A confirmatory factor analysis of the three-factor model of the MOXFQ had a good model fit (TLI 0.94; CFI 0.95; RMSEA 0.094; SRMR 0.039). However, the measurement model demonstrated poor discriminant validity of the three factors. A unidimensional model of the 16 items had worse model fit, while a second-order factor model demonstrated strong factor loadings for a second-order factor. A bi-factor model also revealed a strong general factor but also unique variance in the Pain and Social Interaction domain. The domains had good internal consistency (McDonald's omega 0.80 to 0.95) and test-retest reliability (ICC 0.80 to 0.92). The standard errors of measurements for the three domains were between 6.5 and 7.5, and 5.5 for the MOXFQ-Index (scale 0 to 100). PASS estimates for the (sub)scales were: Pain 45; Walking/Standing 39; Social Interaction 19; and MOXFQ-Index 34. Conclusion: The MOXFQ with three domains demonstrated sufficient structural validity and reliability when used in the evaluation of a one-year postoperative ankle fracture population. Reporting the scores of the Pain and Walking/Standing domains was best supported. [ABSTRACT FROM AUTHOR]

Background: The theory of planned behavior (TPB) is one of the most commonly used theories to explain oral health behaviors. To gain a deeper understanding of the determinants of oral health behaviors, we aimed to design and evaluate the psychometrics of a theory of planned behavior model-based instrument for assessing the determinants of oral health behaviors in mothers of children younger than six years in Iraq. Methods: Questionnaires and guidelines related to the topic were searched in 2023, and the appropriate items based on the domains of the TPB model were extracted. The items were revised and completed to develop the initial version of the instruments. Face validity and content validity of the instrument were assessed. The content validity index (CVI) and content validity ratio (CVR) were calculated subsequently. The construct validity was examined by confirmatory factor analysis (CFA). Cronbach's alpha, intra-class correlation coefficient (ICC), and percentage of agreement were employed to check the tool's internal consistency and reproducibility reliability. The data were analyzed using SPSS version 25 and Amos software. Results: The questionnaire had adequate content validity (CVR ≥ 0.75, CVI ≥ 0.75). The percentage of agreement, Kappa, and ICC coefficients were 57.1–95.3%, 0.52–0.89, and 0.43–0.90, respectively. The p-value for ICC was significant in all cases (p < 0.001). For the internal stability of the tool to keep Cronbach's alpha values > 0.7 for all domains, we had to omit three questions from attitude, one from subjective norms, and one from perceived behavioral control. In terms of construct validity, the results were as follows: the Goodness of Fit Index (GFI) was 0.942, the Comparative Fit Index (CFI) was 0.900, the Adjusted Goodness of Fit Index (AGFI) was 0.921, and the Root Mean Square Error of Approximation (RMSEA) was 0.046. These values indicate that the instrument demonstrates appropriate construct validity based on the TPB. Conclusion: The psychometric evaluation of the designed instrument showed that it was a valid and reliable tool in Arabic-speaking countries for determining child-related oral health behaviors in mothers of children under six years old. [ABSTRACT FROM AUTHOR]

Purpose: This study sought to validate the psychometric properties of the Network Composition Survey (NCS), a multi-dimensional conceptualization of social support for individuals who are incarcerated. Methods: Data included 1,539 individuals recruited in 50 prisons across four states to participate in the pilot trial of a prison reentry program. Exploratory factor analysis using the first support person data identified a factor structure, and confirmatory factor analysis verified that structure using the second and third support person data conducted with Mplus 8.2. Results: Two of the hypothesized dimensions, informational and emotional support, were confirmed, and a third factor of companionship was identified. Conclusion: The reduced NCS is a reliable and valid measure of multi-dimensional social support for individuals during incarceration. The NCS reflects a more nuanced assessment of the complexities of interpersonal dynamics with support figures. The NCS also provides utility services targeted for social support during reentry. [ABSTRACT FROM AUTHOR]

This research comprises three studies centered on the development and validation of a self-report measure of psychological closure and resolution, the Closure and Resolution Scale (CRS). Study 1 used exploratory factor analysis (EFA) in two samples to probe the factor structure for closure using original (Study 1a N = 284) and revised (Study 1b N = 158) item pools. Study 2 (N = 159) examined model fit using confirmatory factor analysis (CFA), and revealed a good-fitting simple structural solution. The CRS consists of 34 items assessing six facets of event resolution: (1) finality, (2) understanding, (3) felt distance, (4) emotional relief, (5) mental release, and (6) behavioural deactivation. Study 3 (N = 182) examined convergent and discriminant validity for the CRS and provided evidence of construct validity. Participants resided in North America and primarily identified as White (68.7%−77.5%), male (44.3%−59.3%) or female (40.1%−55.7%), with post-secondary education (69.3%−71.7%). We offer a novel measure of psychological closure and resolution with preliminary evidence of good psychometric properties. [ABSTRACT FROM AUTHOR]

Purpose/Objective: The aim of this article is to evaluate the measurement invariance (MI) of the Patient Health Questionnaire-9 (PHQ-9) in a sample of individuals during the first 2 years after traumatic brain injury (TBI). MI was examined among racial/ethnic groups and over time to determine the utility of the PHQ-9 across these dimensions. Research Method/Design: In total, N = 3,227 (20% of the total sample) at 1 year and N = 3,153 (19% of the total sample) at 2 years were included for cross-sectional analyses. For the longitudinal analyses, participants with the PHQ-9 at both time points (N = 2,234; 14% of the total study sample) were included. Results: Results were that the PHQ-9 is fully invariant and maintains its unidimensional factorial structure across racial/ethnic groups during the first 2 years after TBI, suggesting the scale measures the same construct equally well for participants from each group. Conclusion/Implications: Based on these results, clinicians should feel confident using the PHQ-9 with diverse TBI patient populations, and researchers can reliably and validly employ it in TBI studies across racial/ethnic groups in the United States. Given the high rates of depression among individuals after TBI and its negative impact on their lives, this instrument will continue to be a key tool to measure the prognosis and success of rehabilitation programs. Impact and Implications: The Patient Health Questionnaire-9 (PHQ-9) is one of the most common measures of depressive symptomology in individuals with traumatic brain injury (TBI), although its measurement invariance (MI) has not been evaluated in this population over time or across racial/ethnic groups. This study found that the PHQ-9 is fully invariant and maintains its unidimensional factorial structure across racial/ethnic groups during the first 2 years after TBI, suggesting the scale measures the same construct equally well for participants from each group. Clinicians should feel confident using the PHQ-9 with diverse TBI patient populations, and researchers can reliably and validly employ it in TBI studies across racial/ethnic groups in the United States. [ABSTRACT FROM AUTHOR]

Purpose/Objective: This study aims to understand the reciprocal relationships among acceptance of disability, attitudes toward disability, and coping among Chinese adolescents with visual impairments. Research design: Adolescents with visual impairments (NT1 = 311, NT2 = 170) from four Chinese special education schools completed three questionnaires twice over 1 year. Cross-lagged panel modeling was carried out to analyze the questionnaire data. Results: The findings revealed that attitudes toward disability and self-directed coping at Time 1 (T1) positively predicted acceptance of disability at Time 2 (T2). Self-directed coping at T1 positively predicted attitudes toward disability at T2, and attitudes toward disability at T1 negatively predicted relinquished-control coping at T2. Conclusion/Implications: Visually impaired adolescents' attitudes toward disability and coping serve as antecedents of their acceptance of disability. There is a positive reciprocal relationship between coping and attitudes toward disability. Psychological interventions aimed at optimizing psychosocial adjustment among students with visual impairments may benefit from targeting coping strategies and attitudes toward disability. Impact and Implications: This study is a pioneering effort that simultaneously examines the statistically causal relationships among attitudes toward disability, coping, and acceptance of disability among adolescents with visual impairments. Its findings extend understanding of the three variables by showing that attitudes toward disability and self-directed coping are antecedents of acceptance of disability, supporting the acceptance of loss theory and the framework for psychosocial adaptation to chronic illness and disabilities. Furthermore, a reciprocal relationship between coping and attitudes toward disability was found. This study provides evidence supporting interventions directed toward improving self-directed coping strategies and cultivating positive attitudes toward disability in order to promote acceptance of disability among adolescents with visual impairments. [ABSTRACT FROM AUTHOR]

Autistic people experience high rates of mental health problems. A tendency towards behavioural repetition in autistic individuals could contribute to repetitive negative thinking, which is a transdiagnostic risk factor for mental health problems. Our research aimed to add to the literature by using transdiagnostic measures of both mental health symptoms and repetitive negative thinking. We explored the relationships between insistence on sameness and depression-anxiety, via the mediating role of repetitive negative thinking, operationalised as rumination and obsessing. Three groups of adults were recruited; autistic clinical cohort participants (n = 67); autistic community participants (n = 54) and non-autistic community participants (n = 66). All participants completed measures of Insistence on sameness; Anxiety and Depression; Obsessing; Rumination. Autistic community participants had significantly higher insistence on sameness, rumination and obsessing scores than non-autistic community participants. The mediation analysis found support for the hypothesis that the relationship between insistence on sameness and depression-anxiety would be mediated by rumination and obsessing in all participants. The higher rates of repetitive negative thinking found in autistic individuals may contribute to elevated rates of mental health problems in this group. Mental health assessments and interventions for autistic people should consider transdiagnostic factors including multiple forms of repetitive negative cognition and behaviour. Autistic people are more likely to have mental health problems than non-autistic people. We know that having repetitive and negative thoughts can contribute to multiple mental health problems such as depression and obsessive-compulsive disorder. Autistic people often do the same behaviours repetitively, and they may also have more repetitive thinking styles. This could contribute to higher rates of mental health problems in autistic people. In this research, we wanted to find out if higher rates of repetitive behaviours contributed to depression and anxiety, and whether this relationship was because of repetitive negative thinking. We asked three groups of autistic adults to take part in the research. Sixty-seven autistic clinical participants were recruited from clinical settings and had moderate depression. Fifty-four autistic community participants and 66 non-autistic community participants were recruited from community settings. All participants completed measures of repetitive behaviours; a measure of anxiety and depression; and two measures of repetitive negative thinking (ruminating and obsessing). Autistic community participants had significantly higher repetitive behaviours, rumination and obsessing scores than non-autistic community participants. We found that higher rates of repetitive behaviours contributed to more repetitive thinking (obsessing and ruminating), which contributed to higher rates of depression and anxiety. The higher rates of repetitive negative thinking found in autistic individuals may contribute to higher rates of mental health problems in this group. Mental health assessments and interventions for autistic people should therefore consider the role of multiple forms of repetitive negative cognition and behaviour, which cut across diagnostic categories such as anxiety, depression and obsessive-compulsive disorder. These should be considered when aiming to understand why individuals develop mental health conditions and why these conditions persist. [ABSTRACT FROM AUTHOR]

Background: Sexual and gender minority (SGM) individuals are at increased risk for an array of chronic illness due to minority stress. Up to 70% of SGM individuals report healthcare discrimination, which may cause additional challenges for SGM people living with chronic illness including avoiding necessary healthcare. The extant literature highlights how healthcare discrimination is associated with depressive symptoms and treatment nonadherence. However, there is limited evidence on the underlying mechanisms between healthcare discrimination and treatment adherence among SGM people living with chronic illness.Methods: Among a sample of SGM individuals living with chronic illness (n = 149) recruited from social media, the current study examined the mediating roles of anticipated discrimination and depressive symptoms on the relation between healthcare discrimination and treatment adherence in a serial mediation model.Results: We found that healthcare discrimination was associated with greater anticipated discrimination, increased depressive symptoms, and, in turn, poorer treatment adherence. Conclusion: These findings highlight the association between minority stress and both depressive symptoms and treatment adherence among SGM individuals living with chronic illness. Addressing institutional discrimination and the consequences of minority stress may improve treatment adherence among SGM individuals living with chronic illness. [ABSTRACT FROM AUTHOR]

This research reports findings from a study to explore the efficacy of a video-based training with college students to determine the extent to which the training shifted student perceptions of hazing, increased willingness and ability to intervene in situations where hazing is occurring, and altered student perceptions of hazing social norms. The study included two experimental groups and a control group at each of the three data-gathering sessions at three U.S. universities. Each of the universities belonged to the Hazing Prevention Consortium and had demonstrated a willingness to prevent hazing on their campuses. The 17-minute hazing prevention documentary We Don't Haze, developed using a bystander intervention framework, was administered in two experimental conditions: video-only and video plus facilitated discussion. Participants (n = 318) were members of a leadership development program, resident advisors, and club sport athletes and were randomly assigned to one of the two treatment groups or the control group. Students who viewed the video-based training and students who viewed the video and engaged in a follow-up facilitated discussion significantly shifted their perceptions of hazing and indicated an increased willingness and ability to intervene and help others who are experiencing or have experienced hazing, compared to students who viewed a general leadership video. The results of this study indicate that the tested hazing prevention trainings—both the stand-alone video, We Don't Haze, and the video plus discussion—hold promise for strengthening knowledge of the full range of harm associated with hazing, while amplifying perceptions that support hazing prevention and diminishing perceptions that contribute to normalizing hazing. [ABSTRACT FROM AUTHOR]

Institutional betrayal (IB) is well-documented among survivors of gender-based violence seeking help and/or reporting incidents of violence in various settings, including college campuses and health care settings. Two of the most common institutions from which survivors seek help are the criminal and civil legal systems; however, less is known about the experiences of IB among survivors interfacing with those systems. Previous studies exploring IB have implemented the Institutional Betrayal Questionnaire (IBQ) and its various adaptations, but this scale has not yet been analyzed in the criminal or civil legal context, nor has it been analyzed among racially marginalized survivors. This paper explores the potential for utilizing the IBQ-Health among a sample of 199 Black and Hispanic survivors of intimate partner violence (IPV) who sought help from the criminal and/or civil legal system(s). An exploratory factor analysis was conducted to explore the fit of the measure to the data. Results suggest that the measure as it has previously been used does not demonstrate strong reliability or fit with this population or institution. Possible explanations and future directions are explored, including support for developing and piloting a new measure to assess IB among Black and Hispanic survivors of interpersonal violence who are seeking help from criminal and civil legal institutions. [ABSTRACT FROM AUTHOR]

The relationship between intimate partner violence (IPV), depression, and risky alcohol use is complex and multi-dimensional. Depression has been documented as a common consequence of experiencing IPV, where depressed individuals might turn to substances like alcohol as a coping mechanism. Thus, assessing the indirect effect of depression in the relationship between IPV and alcohol abuse in African American and Hispanic women is warranted. Cross-sectional data was collected from 152 African American and Hispanic women living in Miami, Florida. Descriptive statistics, correlation analysis, and Hayes' direct and indirect mediation analyses were conducted. A total of 77% reported IPV. The mean age was 42.84 (SD = 10.69). About 57% of participants identified as African American, and 62% identified as Hispanic/Latino. On average, participant depression scores (8.6, SD = 5.7) showed mild-to-moderate severity, and the average alcohol abuse score was 15.5 (±8.9), suggesting risky alcohol use. IPV was directly associated with alcohol abuse (β =.50, 95% CI [.18,.82]; [ R 2 =.059, F (1, 150) = 9.37, p <.001), and with depression (β =.48, 95% CI [.27,.69]; [ R 2 =.119, F (1, 150) = 20.43, p <.001). Depression modified the effect of IPV on alcohol abuse by about 19% (β =.56, 95% CI [.33,.80]; [ R 2 =.185, F (2, 149) = 16.87, p <.0026). Results of this study suggest that depression is an important component to be considered when addressing alcohol abuse among women with experiences of IPV. This study highlights the importance of assessing women who report IPV for depressive symptoms when treating alcohol use disorders. [ABSTRACT FROM AUTHOR]

Background: Diet is an essential modifiable determinant of bone health, yet the associations between dietary patterns (DPs) and bone mineral density (BMD) in Chinese children remain limited. Objective: This study aimed to investigate the relationship between overall diet and low BMD risk among school-aged children in China. Methods: A total of 1,099 children aged 9–12 in China were recruited for this cross-sectional study. A semi-quantified food frequency questionnaire (FFQ) was used to assess dietary intake. A priori numerical index, the Chinese Dietary Guidelines Index for Children and Adolescents [CDGI (2021)-C] was utilized to assess dietary quality. Specific DPs were identified by using principal components analysis (PCA). The BMD of the left forearm was assessed using dual-energy X-ray absorptiometry (DXA). Spearman correlation test was conducted to investigate the associations between DPs. Multivariate logistic regression analysis and restricted cubic spline models (RCS) were applied to explore the associations between DPs and BMD. Results: Three distinct DPs were identified: the plant-animal balanced pattern, the grain-tuber-meat pattern, and the bean-dairy pattern. We found a weak but significant positive correlation of the CDGI (2021)-C with the plant-animal balanced pattern (R = 0.318, P < 0.001), and with the bean-dairy pattern (R = 0.266, P < 0.001), respectively. After adjusting for covariates, adherence to the CDGI (2021)-C (Q4 vs. Q1, OR = 0.45, 95% CI: 0.27–0.75), the plant-animal balanced pattern (Q4 vs. Q1, OR = 0.50, 95% CI: 0.31–0.81), and the bean-dairy pattern (Q3 vs. Q1, OR = 0.57, 95% CI: 0.33–0.96) were associated with a lower risk of low BMD. No significant association was observed between the grain-tuber-meat pattern and low BMD (Q4 vs. Q1, OR = 1.09; 95% CI: 0.90–1.31). Conclusion: Adherence to the CDGI (2021)-C and the plant-animal balanced pattern is advantageous for bone health and inversely correlated with the risk of low BMD among school-aged children in China. Additionally, moderate adherence to the bean-dairy pattern may also confer benefits to bone health. A balanced and overall healthy diet should be recommended in our daily life. [ABSTRACT FROM AUTHOR]

A self-reported electronic questionnaire to advocate for a consensus definition of nutrition impact symptoms (NISs) was conducted in a diverse group of international healthcare providers. The questionnaire had 2 components: the definition of NISs and the relevance of each symptom as a NIS. Agreement on the tentative definition and 24 symptoms were evaluated using a seven-point Likert scale. For the factor validity and internal consistency of symptoms, an exploratory factor analysis was employed, and Cronbach's alpha coefficients (Cronbach's α) were calculated in each domain. A total of 66 healthcare providers responded. Regarding the tentative definition of NISs, the percentages of the number of participants with agree and strongly agree were 40.9% and 42.4%. Three conceptual groups were extracted as follows: 1) symptoms that interfere with patients' ability to ingest or digest nutrients, 2) symptoms that compromise patients' desire to eat and take nutrients, and 3) symptoms that indirectly compromise patients' food and nutrient intake. The values of Cronbach's α were 0.91, 0.92, and 0.87. We proposed a new definition – NISs are symptoms that compromise patients' desire or ability to eat, interfering with their nutritional needs and increasing the risk for malnutrition, loss of lean body mass, and impaired QOL. [ABSTRACT FROM AUTHOR]

This study aimed to examine the mediating role of self-compassion and social anxiety in the relationship between cognitive distortions and emotional eating. The research was carried out on 406 adult individuals between the ages of 18 and 25 years living in different regions of Turkey. To measure research variables, Liebowitz social anxiety, thought types, self-sensitivity, and the Turkish emotional eating scale were used. The scales were distributed to the participants online. The data were analyzed through the SPSS program. In the study, it was determined that self-compassion predicted emotional eating negatively and social anxiety predicted emotional eating positively. According to the results of the serial mediation analysis, it was determined that self-compassion and social anxiety mediated the relationship between cognitive distortions and emotional eating separately. [ABSTRACT FROM AUTHOR]

There is little evidence regarding the impact of helicopter parenting (HP) on adolescents' school adjustment (SA). This study examined gender differences in maternal/paternal HP, internal/external academic locus of control (ALC) and SA, and the mediating effect of internal/external ALC in the relationship between maternal/paternal HP and SA in adolescents. The participants of the study were 447 adolescents. The results revealed no significant gender differences in study variables except for external ALC. Adolescent boys indicated significantly higher levels of external ALC than girls. HP predicted ALC and SA, and internal/external ALC had a mediating role in the relationship between HP and SA. This study provides important insights for researchers and practitioners seeking to understand the effects of maternal/paternal HP on adolescent SA. The results of our study suggest that HP may be associated with lower SA among adolescents and that internal ALC may be a key mechanism in this relationship. [ABSTRACT FROM AUTHOR]

Drawing from the impression management theory and approach–avoidance framework, we develop a dual-pathway model to examine the double-edged sword effect of job insecurity on employees' job crafting and helping behavior. Specifically, we propose that job insecurity will elicit self-enhancement motives and self-protection motives, which, in turn, impact employees' job crafting (i.e., seeking challenges, seeking resources, and reducing demands) and helping behavior, respectively. We argue that team psychological safety is a boundary condition for the indirect effects of job insecurity. Utilizing two-wave data from 265 employees and 31 supervisors, we found that job insecurity was positively related to seeking challenges, seeking resources, and helping behavior via self-enhancement motives. As well, job insecurity was positively related to reducing demands via self-protection motives. Team psychological safety weakened the positive indirect effect of job insecurity on reducing demands via self-protection motives. Taken together, our findings highlighted the upsides and downsides of job insecurity and the importance of fostering team psychological safety to attenuate its negative effects. [ABSTRACT FROM AUTHOR]

Employees are increasingly involved in work during their leisure time through positive and negative cognitions and emotions (e.g., think positively, feel enthusiastic, ruminate, or worry about work). The so-called positive cognitive–affective involvement may increase work-related well-being, whereas negative cognitive–affective involvement may result in impaired work-related well-being. Although there is evidence on the (work-related) consequences of positive and negative cognitive–affective involvement, the job-related (i.e., job autonomy) and person-related (i.e., cognitive flexibility) antecedents of cognitive–affective involvement are less understood. Therefore, the aim of this study was to investigate the interactive effects of job autonomy as a job-related antecedent and cognitive flexibility as a person-related antecedent on positive and negative cognitive–affective involvement and on subsequent work-related well-being (i.e., work engagement, emotional exhaustion, cynicism). Using a three-wave time-separated study design, we collected data from 357 employees. Results from structural equation modeling revealed that cognitive flexibility strengthens the relationships between job autonomy and both positive and negative cognitive–affective involvement. Moreover, cognitive flexibility moderates the indirect effects of job autonomy on work-related well-being via positive and negative cognitive–affective involvement. Overall, the findings advance scholarly knowledge about the antecedents and outcomes of positive and negative cognitive–affective involvement. [ABSTRACT FROM AUTHOR]