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Although extant research shows detrimental consequences of workaholism, well‐known workaholism scales have been commented on for the lack of construct clarity and validity. The Multidimensional Workaholism Scale (MWS), a new measure developed in the United States, offers both conceptual and psychometric advantages over previous workaholism scales, yet it has not been fully validated in different countries. This study aimed to adapt the MWS to a Northern European context (i.e., the Netherlands) and examine its factorial, convergent, discriminant, and incremental validity. To evaluate the psychometric properties and validity of the Dutch version of MWS, a sample of 366 Dutch employees was surveyed. The analyses showed that the subdimensions of the Dutch MWS had internal consistency and convergent validity with obsessive passion, workload, and the Dutch Work Addiction Scale. Moreover, the Dutch MWS showed good discriminant validity and modest incremental validity. Researchers in Dutch‐speaking nations can use the Dutch version to learn more about workaholism. Practitioner points: While the Multidimensional Workaholism Scale (MWS) has advantages over prior scales, its validity in the Netherlands remains unknown.This study evidence that the Dutch version of the MWS shows good internal consistency and aligns well with the workaholism‐related construct network.The MWS is also a useful tool in Northern Europe, known for its healthier work culture.Dutch‐speaking researchers and practitioners can utilize the Dutch version for multidimensional insights into workaholism. [ABSTRACT FROM AUTHOR]

Purpose: To assess the relationship between behavioral health provider (BHP) perceptions of support during COVID-19 and burnout and self-reported workload. Design: We conducted a cross-sectional analysis of provider-level data collected from the 2020 and 2021 All Employee Survey (AES). Setting: The Veterans Health Administration. Subjects: 36,541 (10,332 [28.28%] with missing data) respondents in 2020 and 2021 combined. Measures: Main outcomes were self-reported burnout and self-reported workload. Main predictors were 6 COVID-19-related provider-perceived support domains. Covariates were 11 AES demographic predictors. Analysis: We conducted mixed-effects logistic regression modeling for each domain and outcome pairing. We summarized our results using average marginal effects (AMEs) and odds ratios (ORs). Results: All 6 domains of feeling prepared, heard, protected, cared for, honored, and having flexible policies were significantly negatively associated with burnout (AMEs −.20 to −.10, ORs.38-.63, P <.001) and positively associated with reasonable workload (AMEs.11-.20, ORs 1.63-2.59, P <.001). Feeling prepared had the largest associations with burnout (OR.38) and reasonable workload (OR 2.59). Conclusion: Creating a work environment with flexible policies and where staff feel prepared, heard, protected, cared for, and honored could support BHPs in feeling less burned out and that their workload is reasonable. [ABSTRACT FROM AUTHOR]

Does spousal undermining encourage or discourage voice behavior at work? Existing research offers competing perspectives as potential answers to this question. On the one hand, a Conservation of Resources Theory perspective suggests that spousal undermining should contribute to low levels of voice behavior because it consumes attentional and emotional resources. On the other hand, a Compensation Theory perspective argues that spousal undermining should trigger a compensation response and contribute to more voice behavior at work. Utilizing an experience sampling study by surveying full-time employees over two weeks, we examined these competing perspectives and found that employees responded to spousal undermining by contributing more at work through higher levels of voice. Additionally, we found that highly conscientious employees are especially motivated to engage in voice behavior to reduce the anxiety triggered by experiencing spousal undermining. The results of a multilevel path analysis confirmed our model, which offers a novel explanation for what motivates employees to speak up at work on a daily basis. Our research also sheds light on the beneficial outcomes that can emanate from negatively valenced emotions like anxiety. [ABSTRACT FROM AUTHOR]

This study examines the relationship between public employees' organizational tenure and perceived performance in US federal agencies. Using the US Federal Employee Viewpoint Survey and Fedscope from 2010 to 2018 and panel Fixed Effect analysis, we found that the organizational tenure of US federal employees has an inverted U-shaped relationship to performance. The research results also show that gender and minority status moderate the effect of organizational tenure on performance in US federal agencies. Our findings offer important insights regarding how organizational tenure works in public organizations. [ABSTRACT FROM AUTHOR]

This article follows up on two previously published studies regarding the incorporation of student feedback amid the COVID-19 pandemic. It builds on the model of embracing user experience, focusing on how library employees and patrons felt about the health safety protocols in place during Fall 2021. Analyzing both surveys from employees and patrons, the findings indicated that both groups felt safe in the library. This article recommends that when library decision-makers are in doubt about policies and practices, they should consult with the groups directly affected, and demonstrates the importance of ensuring stakeholders feel heard and can contribute to decision-making. [ABSTRACT FROM AUTHOR]

Policy decisions in business and economic fields are often informed by surveys of employees. Many employee surveys use costly interviewer-administered modes to reach this special population. However, certain employee subgroups may be especially hard to reach using these modes. Thus, besides high administration costs, nonresponse bias is a concern. To reduce costs and potential nonresponse bias, some employee surveys have introduced web as part of a sequential mixed-mode design. However, the impact of introducing web on response rates, nonresponse bias, and costs in employee surveys is understudied. The present study addresses this research gap by analyzing a mode design experiment in which employees selected for a national survey in Germany were randomly assigned to a single-mode telephone design or a sequential web-telephone mixed-mode design. The study revealed four main findings. First, introducing the web mode significantly increased the response rate compared to the single-mode design. Second, despite the higher response rate, aggregate nonresponse bias was higher in the mixed-mode design than in the single-mode design. Third, the likelihood of web participation varied across certain employee subgroups, including occupation type and employment contract. Lastly, potential cost savings were evident under the mixed-mode design. [ABSTRACT FROM AUTHOR]

Research on whether leaders' supervision style substantially affects employees' innovative behavior has rarely been conclusive. Therefore, in this study I explored the mechanism of how supportive and controlling supervision can influence employees' innovative behavior, taking the effect of personal characteristics into consideration. I surveyed 261 employees in the research and development department of a business and the results revealed that supervision style had a significant effect on employees' innovation. Further, employees' work engagement mediated the relationship between supervision style and employees' innovative behavior. Finally, I verified the moderating effect of subordinates' regulatory focus and found that this effect differed according to the type of regulatory focus. The findings point to the importance of leaders adjusting their supervision style for individual team members. [ABSTRACT FROM AUTHOR]

Under the VUCA background, enterprises need to actively change to meet the requirements of internal and external environmental changes. This article surveyed 250 employees. Using statistical software SPSS 27.0 and Process 4.1, we address the outcome of secure-base leadership on employees' taking-charge behavior by considering the influencing mechanisms and boundary conditions. The results indicate that secure-base leadership positively shapes employees' taking-charge behavior, and psychological availability plays a mediating role in the relationship between secure-base leadership and such employee behavior. Independent self-construal positively moderates the impact of psychological availability on employees' taking-charge behavior and positively moderates the indirect impact of secure-base leadership on such behavior through psychological availability. Our findings could enrich the empirical research on employees' taking-charge behavior by secure-base leadership, thereby promoting the sustainable development of organizations. [ABSTRACT FROM AUTHOR]

Attention to vacancies in appointee positions subject to U.S. Senate confirmation has grown dramatically. Research regarding appointee vacancies commonly assumes negative consequences—loss of political control, promotion of second‐rate subordinates, undermined teamwork—for public agencies though little empirical work exists to confirm such expectations. This study tests whether vacancies at the top of U.S. federal agencies influence job satisfaction and turnover intention among upper‐level employees. Using vacancy data and multiple waves of the Federal Human Capital Survey/Federal Employee Viewpoint Survey, we find that upper‐level employees report marginally higher levels of satisfaction when vacancies occur. Further, these vacancies have a negative association with individual‐level intent to leave an agency for another job in the federal government, signaling a higher likelihood that institutional knowledge is maintained. [ABSTRACT FROM AUTHOR]

Background: Adoption of electronic health care records (EHRs) has proliferated since 2000. While EHR transitions are widely understood to be disruptive, little attention has been paid to their effect on health professions trainees' (HPTs) ability to learn and conduct work. Veterans Health Administration's (VA) massive transition from its homegrown EHR (CPRS/Vista) to the commercial Oracle Cerner presents an unparalleled-in-scope opportunity to gain insight on trainee work functions and their ability to obtain requisite experience during transitions. Objective: To identify how an organizational EHR transition affected HPT work and learning at the third VA go-live site. Design: A formative mixed-method evaluation of HPT experiences with VHA's EHR transition including interviews with HPTs and supervisors at Chalmers P. Wylie VA Outpatient Clinic in Columbus, OH, before (~60 min), during (15–30 min), and after (~60 min) go-live (December 2021–July 2022). We also conducted pre- (March 2022–April 2022) and post-go live (May 2022–June 2022) HPT and employee surveys. Participants: We conducted 24 interviews with HPTs (n=4), site leaders (n=2), and academic affiliates (n=2) using snowball sampling. We recruited HPTs in pre- (n=13) and post-go-live (n=10) surveys and employees in pre- (n=408) and post-go-live (n=458) surveys. Approach: We conducted interviews using a semi-structured guide and grounded prompts. We coded interviews and survey free text data using a priori and emergent codes, subsequently conducting thematic analysis. We conducted descriptive statistical analysis of survey responses and merged interview and survey data streams. Key Results: Our preliminary findings indicate that the EHR transition comprehensively affected HPT experiences, disrupting processes from onboarding and training to clinical care contributions and training-to-career retention. Conclusions: Understanding HPTs' challenges during EHR transitions is critical to effective training. Mitigating the identified barriers to HPT training and providing patient care may lessen their dissatisfaction and ensure quality patient care during EHR transitions. [ABSTRACT FROM AUTHOR]

Given that the number of racial/ethnic minorities has substantially increased in the U.S. workforce, it is critical to effectively manage employees with racial/ethnic backgrounds. The aim of this study is to broaden current knowledge of job satisfaction among public employees with racial/ethnic minority backgrounds by systematically comparing job satisfaction between racial/ethnic minorities and non-minorities and by identifying moderating effects of racioethnicity on job satisfaction. The Federal Employee Viewpoint Survey 2018 data (about half a million) was used in this study and t-tests and ordinary least squares (OLS) regression analyses were conducted. According to the findings in this study, racial/ethnic minorities reported similar or higher job satisfaction in diverse aspects of a job than non-minorities, and the effects of diverse intrinsic/ extrinsic aspects of a job on overall job satisfaction changed significantly by racioethnicity. [ABSTRACT FROM AUTHOR]

We used the theory of social dominance to explore the mediating influence and boundary conditions according to which subordinates' creativity affects supervisor undermining. Through a two-stage survey of 223 employees and their paired supervisors, we verified the mediating effect of supervisors' perceived status threat on the relationship between subordinates' creativity and supervisor undermining. Supervisors' status concern moderated the relationship between subordinates' creativity and supervisors' perceived status threat. Specifically, the positive relationship between subordinates' creativity and supervisors' perceived status threat was stronger when the level of supervisors' status concern was high. We aimed to deepen understanding of the factors that influence supervisor undermining. Additionally, we introduced perceived status threat as a mediating variable, which enhances understanding of the mechanism behind the unjust treatment of star employees. This highlights the importance of companies continuing to improve the management and professional skills of their supervisors, and fostering an organizational culture that is equal and free, in order to cultivate and retain highly creative talents. [ABSTRACT FROM AUTHOR]

Large language models have received enormous attention recently with some studies demonstrating their potential clinical value, despite not being trained specifically for this domain. We aimed to investigate whether ChatGPT, a language model optimized for dialogue, can answer frequently asked questions about diabetes. We conducted a closed e-survey among employees of a large Danish diabetes center. The study design was inspired by the Turing test and non-inferiority trials. Our survey included ten questions with two answers each. One of these was written by a human expert, while the other was generated by ChatGPT. Participants had the task to identify the ChatGPT-generated answer. Data was analyzed at the question-level using logistic regression with robust variance estimation with clustering at participant level. In secondary analyses, we investigated the effect of participant characteristics on the outcome. A 55% non-inferiority margin was pre-defined based on precision simulations and had been published as part of the study protocol before data collection began. Among 311 invited individuals, 183 participated in the survey (59% response rate). 64% had heard of ChatGPT before, and 19% had tried it. Overall, participants could identify ChatGPT-generated answers 59.5% (95% CI: 57.0, 62.0) of the time, which was outside of the non-inferiority zone. Among participant characteristics, previous ChatGPT use had the strongest association with the outcome (odds ratio: 1.52 (1.16, 2.00), p = 0.003). Previous users answered 67.4% (61.7, 72.7) of the questions correctly, versus non-users' 57.6% (54.9, 60.3). Participants could distinguish between ChatGPT-generated and human-written answers somewhat better than flipping a fair coin, which was against our initial hypothesis. Rigorously planned studies are needed to elucidate the risks and benefits of integrating such technologies in routine clinical practice. [ABSTRACT FROM AUTHOR]

We examined the relationship between workplace emotional blackmail and employee silence by focusing on the mediating effect of employee ego depletion and the moderating effect of employee traditionality. Our aim was to find out how workplace emotional blackmail affects employees' mental health and whether it produces harmful behaviors. We collected empirical data using a two-wave survey of 183 employees of 10 high-tech firms in Southern China. Results showed that workplace emotional blackmail was positively related to employee silence, and employee ego depletion significantly mediated this relationship. In addition, employee traditionality negatively moderated the relationship between workplace emotional blackmail and employee ego depletion. We discuss the implications of the findings and methods of preventing or reducing the occurrence of workplace emotional blackmail from the perspective of enterprises and employees. [ABSTRACT FROM AUTHOR]

Research shows that stressful workplace changes in 2020 disproportionately impacted historically marginalized workers. However, we need more information on enduring inequalities of stress post‐2020. Thus, drawing from surveys with employees working in the United States, United Kingdom, Australia, Canada, and India (N = 5,242), we use logistic regression to explore how worker identities (race/ethnicity, gender, sexual identity, and social class) might matter for stress as measured through respondents' self‐assessments of their own feelings of stress ("helplessness") and states counter to stress ("self‐efficacy"). Taking a sociological approach to analyze worker responses to the perceived stress scale (PSS‐10), we found that historically marginalized workers (in terms of race, gender, sexual identity, and social class) reported greater feelings of stress (helplessness). However, we also found that employees identifying as racially minoritized at work and employees in India reported high self‐efficacy scores on the PSS‐10—a surprising relationship given that feelings of self‐efficacy have been previously theorized to have an inverse relationship with stress (helplessness). Though based on a convenience sample, our research suggests that historically marginalized workers worldwide are feeling more significant amounts of stress. In addition, our findings may have implications regarding how researchers use the PSS‐10 to measure stress across diverse worker groups and international contexts. [ABSTRACT FROM AUTHOR]

Sustainability and environmental concerns have become increasingly important in the business world, with organizations seeking to integrate sustainable practices and enhance their brand citizenship behavior. Servant leadership that is focused on the environment is a type of leadership approach that gives prominence to preserving and promoting environmental sustainability. This study aims to examine the impact of environmentally specific servant leadership on brand citizenship behavior, with a focus on the mediating roles of green-crafting behavior and employee-identified meaningful work. Drawing on data from a survey of 319 employees working in hotels, this study conducted partial least square–structural equation modeling (PLS-SEM) to test a dual-moderated mediation model to explore the direct and indirect effects of environmentally specific servant leadership on brand citizenship behavior. The results of this study reveal that environmentally specific servant leadership has a significant and positive impact on green-crafting behavior and employee meaningful work. Moreover, green-crafting behavior and employee-perceived meaningful work both mediate the link between environmentally specific servant leadership and brand citizenship behavior. Specifically, green-crafting behavior acts as a mediator between environmentally specific servant leadership and employee-perceived meaningful work, while employee-perceived meaningful work mediates the link between green-crafting behavior and brand citizenship behavior. These findings have important implications for managers and organizations that seek to enhance their sustainability and brand citizenship behavior. Specifically, this study highlights the critical role of environmentally specific servant leadership (ESSL) in promoting green-crafting behavior and employee-perceived meaningful work, which in turn influence brand citizenship behavior. Therefore, organizations can improve their brand citizenship performance by developing ESSL behaviors and practices that foster green-crafting behavior and employee-perceived meaningful work. [ABSTRACT FROM AUTHOR]

This study developed and tested a moderated mediation model by examining the relationships between humble leadership (HL), emotional intelligence, employee conflict (EC), and creative performance (CP), using resource-based theory as the theoretical foundation. We conducted a cross-sectional survey of 322 employees and their immediate supervisors (n = 53) from the telecom sector in Pakistan. The data was analyzed using AMOS 21 and SPSS 26. The results demonstrate that HL has a positive effect on creative performance and a negative relationship with employee conflict. Furthermore, employee conflict has a negative impact on CP and mediates the impact of HL on CP. Moreover, a leader's emotional intelligence moderates the negative relationship between HL and EC. Finally, this study reveals that EI moderates the indirect effects of HL on CP. The conclusions and implications are discussed at the end of this paper. [ABSTRACT FROM AUTHOR]

Through this case study, two leading international museums have shared how they are adopting a structured, leading-practice approach to embed climate action and sustainability into organisational strategy and planning, set meaningful objectives and actively engage the community through programming and curation. While it is too early to gauge the full impact of their current action plans, the strategic and holistic way in which they are integrating sustainability -- and the SDG targets -- into ways of working marks a shift in museum practice. No two institutions are exactly alike and each must chart its own sustainability leadership path, but among the signature elements underpinning the approach these museums have taken are the following: - Mapping at the outset the organisation's role and contribution within the 2030 Agenda, Paris Agreement and other pressing societal challenges; - Proactive early involvement of stakeholders in the design and strategic intent of the plan via the creation of steering committees, rollout of employee surveys and community consultation; - Identification of material topics and setting of strategic objectives across priority impact areas; - Development and endorsement of Specific, Measurable, Achievable, Relevant and Timebound (SMART) organisational targets, with roles and responsibilities; - Measuring and reporting publicly on progress and performance to hold the museum accountable and contribute to the conversation. The five steps of the Universal Strategy Cycle (see Fig. 1.) are a journey any museum can take at any stage of sustainability leadership maturity to realise its 'full transformative potential' for sustainable development and become an ally in 'facing the common threat of climate change', as advocated by ICOM (2022, n. page). As these museums continue to make progress on their plans and 'get their house in order, emphasis is likely to shift from mitigation and management of operational impacts towards greater engagement and partnership to spur the deeper cultural changes that humanity - and the planet -- so urgently needs. One key takeway from the experience of the AM and Powerhouse is that it is essential to start measuring impacts and set plans to minimise these. There is much to learn from other industries and institutions, and there are many solutions at hand to reduce negative impacts and enhance positive influence. Pulling together a cohesive approach lifts standards of operating and supports the organisation through these changes. As climate-related emergencies increase in scale and size, cultural institutions will probably be among the first to be defunded so they have to play a more active role in helping the public, talking about the crisis and flagging solutions. Museums are well-placed to teach on adaptation and resilience and whatever their niche area, they can weigh in on what building for the future looks like. Our sincere call to action is to be courageous, take risks, be vulnerable and know there will be criticism. Connect with others and don't try to do it on your own. To unleash the transformative power of culture, museums must play a part in reimagining a better version of the world, together. If this seems hard, remember that creating cultural change is actually the easy part. Living with climate change is much harder. [ABSTRACT FROM AUTHOR]

Being trusted has many positive implications for one's wellbeing (e.g., a better career, more satisfying interpersonal relationships). Scholars have suggested that people actively attempt to earn trust. However, it is not clear what makes people invest in actions that may earn them trust. We propose that cognitive abstraction (more than concreteness) facilitates seeing the long-term benefits of performing behaviors (i.e., prosocial behaviors) for gaining trust. We conducted a survey among employees and their supervisors and two yoked experiments—total N = 1098 or 549 pairs. In support of our claim, we find that cognitive abstraction leads to more prosocial behavior, which subsequently increases trust received. Furthermore, the effect of abstraction on the performance of prosocial behavior is limited to situations where such behavior can be observed by others (and thus be a basis for gaining observers' trust). Our research shows when and why people decide to act in ways that may gain them trust and clarifies how cognitive abstraction influences the display of prosocial behavior and the subsequent trust received from fellow organization members. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine perceived organizational politics (POP) as an antecedent to workplace gossip. While the commonly held belief is that POP is consequential to the existence of negative workplace gossip, an alternate hypothesis can be that POP may predict positive workplace gossip as well. The study further explores the role of compassion as a boundary condition in the relationship of POP with negative and positive valences of workplace gossip. Design/methodology/approach: Using purposive sampling technique, the data were collected through time-lagged (two-wave) surveys from employees working in private (Study 1, n = 366) and public (Study 2, n = 206) sector organizations across India, and analyzed using SPSS AMOS 27 and PROCESS Macro (Model 1). Findings: The results of Study 1 and Study 2 revealed that POP correlated positively with negative as well as positive workplace gossip. Further, it was found that compassion moderated the relationship of POP with negative workplace gossip but failed to moderate in the case of positive workplace gossip in both the studies. Practical implications: This study makes practitioners aware of the ubiquity of the phenomenon of workplace gossip and encourages them to embrace gossip in the workplace rather than banishing it altogether. Originality/value: This study delineates the link between POP and the valences of workplace gossip that remains unexplored in the literature. The study also takes into account the intervening role of compassion in the aforementioned relationships. The striking results of the study open new realms of research possibilities not only in the field of workplace gossip, but POP and compassion as well. [ABSTRACT FROM AUTHOR]

In this study we explored the influence on employees of interpersonal relative leader–member exchange and intergroup relative leader–member exchange in regard to work behaviors with different levels of risk and uncertainty (i.e., task performance vs. innovative behavior), depending on subgroup uncertainty. We examined our theoretical model by surveying 309 employees in 58 member subgroups. Results showed that both interpersonal and intergroup relative leader–member exchange were positively associated with internal and temporary workers' task performance, interpersonal relative leader–member exchange was positively associated with the innovative behavior of internal workers but not temporary workers, and intergroup relative leader–member exchange was positively related to temporary workers' innovative behavior but negatively linked to internal workers' innovative behavior. Our findings suggest that the effects of interpersonal and intergroup relative leader–member exchange on members' behaviors may vary with the subgroup identities. [ABSTRACT FROM AUTHOR]

This study examined the moderating effect of financial literacy on the relationship between socioeconomic status and depression. A questionnaire survey of 2173 employees using multiple regression and simple slope analyses showed that the relationship between socioeconomic status and depression was weaker among Japanese employees with high financial literacy than among those with low financial literacy. Interpretation from a financial capability framework perspective, including a sense of control and the potential for prevention and intervention of socioeconomic status-related depression through educational interventions related to financial literacy, was discussed. [ABSTRACT FROM AUTHOR]

Employee panel surveys, which are essential for measuring ongoing labor market developments, are facing significant challenges of respondent recruitment and retention. Even interviewer-administered panel surveys, historically considered the gold standard form of data collection, are facing high costs and nonresponse issues that threaten their sustainability and inferential capabilities. Supplementing interviewer-administration with online data collection is a popular method of reducing costs and may improve contactability and reduce nonresponse in employee surveys. However, the effects of introducing online data collection in an ongoing panel survey of the employed population have received little attention. We address this research gap by analyzing a mode design experiment embedded in the fourth wave of a German employee panel survey. Individuals were randomly assigned to the standard telephone-only design, or a sequential web-telephone mixed-mode design. An invitation letter experiment was also conducted to test the effect of mentioning the telephone follow-ups in the web survey invitation. Introducing the mixed-mode design led to a higher response rate (59.9% vs. 50.1%), similar levels of nonresponse bias, and lower costs compared to the single-mode design. Mentioning the telephone follow-ups had no effect on participation in the web starting mode or the full mixed-mode design. Implications of these findings for survey practice are discussed. [ABSTRACT FROM AUTHOR]

It is frequently argued that Talent Management (TM) has been derived from Western, and there are gaps between spread westernized TM format and contexts of non-western countries when TM is adopted and practiced in a business daily basis. The cultural and institutional gaps to adopt TM are analyzed in this paper through comparing the differences in TM practices between foreign owned subsidiaries and local firms in South Korea using an institutional theory lens. A mixed method approach including 55 semi-structured interviews from South Korean and non-South Korean employees and 155 survey responses is employed. This paper results revealed the clear distinctions that indigenous firms practice inclusive and implicit TM, whereas foreign firms practice global standard exclusive TM program South Korean firms are developing very specific approaches within their traditional cultures such as collectivism and Confucianism to manage talent, and also local employees evaluate this tailored TM approach is effective like other foreign MNCs' exclusive TM approach. Firms experience and respond to the external exigencies in very different ways and tendencies for isomorphism cannot be assumed. [ABSTRACT FROM AUTHOR]

This study draws on the organizational publicness scholarship to propose that although both executive departments and independent agencies collectively are part of the federal bureaucracy, executive departments have higher organizational publicness that affects their organizational processes and employee's job satisfaction. Analyses of federal employee viewpoint survey indicate that executive departments directly affect job satisfaction and moderate work unit quality, supervisor quality, and leadership quality's effect on job satisfaction. Public organizations' effects on job satisfaction are more nuanced than the existing scholarship suggests. Where constitutional norms allow, public organizations should promote the independent powers of work units' leaders. [ABSTRACT FROM AUTHOR]

Despite the growing attention to corporate social advocacy in the extant literature, little empirical research has examined the effects of corporate social advocacy in the context of employees. The purpose of this study was to delve into the impact of leadership in corporate social advocacy (CSA) on positive employee outcomes, using data from an online survey of full-time employees working in various corporations in the United States. Controlling for the participants' tenure, demographic information, and company size, this study found that leaders' facilitation of corporate social advocacy strongly influenced employee advocacy for their organizations, which was also significantly mediated by employees' personal identification with the leader and by employee–organization relationship (EOR) quality. [ABSTRACT FROM AUTHOR]

Background: Hairdressers and barbers are among the top occupations to develop occupationally related nickel allergy. While nickel release has previously been detected in metal items in the hairdressing trade, metal items in the barber trade have not been specifically tested. This study screened for nickel release from metal tools in United States barber trade. Methods: One hundred ninety‐two metal tools from 12 barbershops in St. Paul, Minnesota, were tested with dimethylglyoxime test. An employee survey was conducted about each metal tool. Results: Nickel release was detected in 10 of 192 metal tools (5.2%). Items with nickel release included one of 57 scissors (1.7%), one of 32 trimmers (3.1%), four of 13 barbershop chairs (30.8%), three of six cape clips, and one of one nail clippers. Conclusions: Nickel release was detected in items unique to the barber trade. These items should be considered when preventing and assessing occupational nickel allergy in barbers. [ABSTRACT FROM AUTHOR]

Engineering‐heavy new product development (NPD) projects face unplanned design iterations, which can cause failure in terms of missed targets for cost, schedule, quality, and customer satisfaction. These unplanned design iterations can be understood as the occurrence of a specific category of engineering project risks. As a result, companies employ structured actions to mitigate these risks in projects. However, even with such strategies in place, projects can still struggle to achieve their targets. This study aims to explore how companies employ risk mitigation actions to manage risks in engineering‐based NPD projects. To investigate this topic, a survey of employees in the aerospace and defense industries was conducted. We analyzed the responses using statistical methods. The results indicate that risk mitigation actions are used according to thematic clusters, in line with our findings from the literature. Furthermore, the selected mitigation measures show collective explanatory power for handling engineering project risks, suggesting that while some projects that employ mitigation actions may still fail, their use of such measures does still reduce the overall impact of risks. Interestingly, the results of the statistical analysis show no significant difference in the employment of risk mitigation actions in engineering‐based NPD projects, whether they employ waterfall or agile NPD methods, or a mixture of both. These results suggest that companies should consider all classes of risk mitigation actions to manage engineering project risks. On this basis, the wider contextualization of individual mitigating actions should be taken into account when planning risk mitigation for engineering‐based NPD projects. [ABSTRACT FROM AUTHOR]

Enterprises conduct performance management through performance management systems, which can greatly improve work efficiency and quality. The win-win of human resources and time resources has been realized, making the assessment fair and objective. At present, the application of performance management to digitalization is becoming more and more intense. This paper proposes to use the optimization of the simulated annealing algorithm to help the research of the enterprise performance management system. It is helpful to analyze and solve some negative factors brought by the current traditional enterprise performance management system, so that the employees of the enterprise have higher satisfaction in the performance, and the enterprise can have more far-reaching development goals. In the subsequent survey of employee satisfaction with the enterprise performance management system, the results show that after the implementation of performance management reform, the recognition of performance management by enterprise managers and employees has increased significantly. Among the returned questionnaires, 3360 people expressed great satisfaction, and the proportion increased from 32.69% to 63.62%, almost doubling. A total of 4259 people expressed great satisfaction and satisfaction, the proportion increased from 70.08% to 87.35%. A total of 1021 people expressed dissatisfaction and very dissatisfaction, the proportion dropped from 29.92% to 12.65%. Therefore, this survey result shows that the visual analysis of the digital enterprise performance management system and its application in the operation of the enterprise is very important. [ABSTRACT FROM AUTHOR]

Football is one of the most popular organized leisure activities, and sports clubs organize many volunteers. But participation is stratified, volunteering among parents is class based and especially immigrant girls participate less. The aim of this study is to explore volunteering for children's football as a social activity from a relational perspective. We analyse the dynamics in the clubs to understand how structures are shaped in interaction between individuals and organizations. The study has a mixed-methods approach with interviews among club employees and a survey to volunteers. Our analysis reveal that the dynamics of the recruitment process results in a homogenic group of volunteers from a more affluent area and that flexible working hours is a key mechanism in the stratification process. Even so the playing children seems to be a more heterogenic group and especially boys seem to be recruited from a wider community. [ABSTRACT FROM AUTHOR]

This study examines the productivity of working from home (WFH) practices during the COVID‐19 pandemic. The results reveal that the mean WFH productivity relative to working at the usual workplace was about 60%–70%, and it was lower for employees and firms that started WFH practice only after the spread of the COVID‐19 pandemic. However, there was a large dispersion of WFH productivity, both by individual and firm characteristics. Highly educated and high‐wage employees tended to exhibit a small reduction in WFH productivity. The results obtained from the employee and employer surveys were generally consistent with each other. [ABSTRACT FROM AUTHOR]

Background: Burnout is related to huge costs, for both individuals and organizations and is recognized as an occupational disease or work-related disorder in many European countries. Given that burnout is a major problem it is important to measure the levels of burnout in a valid and reliable way. The Burnout Assessment Tool (BAT) is a newly developed self-report questionnaire to measure burnout. So far, studies concerning the psychometric properties of the original version of the Burnout Assessment Tool (BAT) including 23 items show promising results and suggest that the instrument can be used in many different settings. For various reasons there is a need of a shorter instrument. For example, burnout questionnaires are typically included in employee surveys to evaluate psychosocial risk-factors, which according to the European Occupational Safety and Health Framework Directive, should be carried out in organizations on a regular basis. The aims of this paper are to develop a shorter version of the BAT, including only 12 items (BAT12) and to evaluate its construct validity and differential item functioning regarding age, gender and country.Methods: Using data from representative samples of working populations in the Netherlands and Belgium (Flanders) a shorter version of the BAT was developed by combining quantitative (Rasch analysis) and qualitative approaches (item content analysis and expert judgements). Construct validity of the new BAT12 was evaluated by means of Rasch analysis.Results: In an iterative procedure, deleting one item from each subscale at each step, a short version of the BAT - BAT12 was developed. The BAT12 fulfils the measurement criteria according to the Rasch model after accounting for local dependency between items within each subscale. The four subscales can be combined into a single burnout score.Conclusion: The new BAT12 developed in the present study maintains the breath of item content of the original version of the BAT. The new BAT12 has sound psychometric properties. The scale works invariantly for older and younger, women and men and across two countries. A shorter version of the BAT is timesaving compared to the BAT23 and can be used in e.g. employee surveys. [ABSTRACT FROM AUTHOR]

Organizations are faced with many crises originating from both internal and external factors. Reducing the negative effects caused by the crises or turning the crisis into an opportunity is related to the crisis management process. Perhaps the most important factor in the crisis management process is the management style of the manager responsible for crisis management. The crisis management approach exhibited by the leader responsible for crisis management will make the employees feel safe, and the employee who feels safe will carry out his activities as a part of the crisis management process. This will result in an increase in performance. In this context, in this study, the effects of the paternalist leader, which is a leadership approach suitable for Turkish culture, on the relationship between crisis management and employee performance were investigated. The sample of the study consists of two call centers operating in Erzurum in 2019. Data were collected from a total of 141 employees using the survey technique. The obtained data were subjected to regression and hierarchical regression analysis. As a result of the study, it has been found that the paternalist leader has a partial mediating effect in the relationship between crisis management and employee performance. [ABSTRACT FROM AUTHOR]

Grounded in the relationship management theory and the situational theory of publics, this study examines the effects of employees' perceived relationships with their organization on their situational perceptions and how these perceptions influence their communication behaviors on social media. An integrated model of situational organization–employee relationship is proposed and tested. The study was based on a national survey of 449 employees working at large organizations in the United States. Organization–employee relationships were found to facilitate employees' problem recognition and level of involvement and to weaken their constraint recognition. Employees with low constraint recognition and high levels of involvement were more likely to seek, process, and share information on social media, whereas those with high problem recognition tended only to process information. This study is one of the first to integrate the relational perspective with the situational perspective. It also offers practical suggestions for large organizations on how to build and maintain quality relationships with employees and improve their communication behaviors on social media. [ABSTRACT FROM AUTHOR]

With the recent COVID-19 pandemic that has swept the world and the nation, hospitals around the country have experienced shortages in Personal Protective Equipment, specifically N95 filter face-mask respirators (FFRs). This has created the need for facilities to develop sterilization processes to enable reuse of face masks by the health care personnel. Among the various methods of sterilization, UVC light exposure is the easiest to implement given the factors of time, safety, and availability. Face masks and/or other PPE are exposed to UVC light for a specified time to kill any viruses or bacteria that may reside on the surfaces of the masks. A collaborative effort was formed in April of 2020 between Wellstar Health System and Kennesaw State University to (1) setup an appropriate sterilization room at a Wellstar hospital (2) develop the procedural guidelines necessary to ensure quality control and (3) assess employees' perceptions of the N95 FFR decontamination process and efficacy. This paper will first describe the methodology used to validate the layout of the room, which consists of a rudimentary analytical analysis of the UVC photon intensity from bulb-to-mask, computer simulations to determine the lighting power density throughout the room, and experimental measurements to confirm the appropriate energy deposition. This paper will then document the procedures for handling and processing the pre- and post-sterilized masks followed by employee survey findings. It is the hope of the authors that this paper will serve to provide a generic blueprint for hospitals and other organizations to follow if a future need arises for rapid UVC decontamination. [ABSTRACT FROM AUTHOR]

Electric-assisted bicycles (e-bikes) may encourage commuters to shift from car to bike by improving perceptions of bicycling safety and increasing destination accessibility. Awareness of e-bikes is an important first step toward more widespread adoption. This article uses a natural experiment design to examine the impact of the implementation of an e-bike share system in Davis, CA, on awareness of e-bikes and consideration of the use of e-bikes for commuting. We use data from three cross-sectional surveys of employees at the University of California, Davis, to estimate the effect of the opening of the e-bike system on changes in awareness and consideration and examine other important factors associated with these outcomes. The results suggest that a shared e-bike system can substantially increase awareness of e-bikes, but that additional strategies may be needed to convert awareness into consideration of the use of e-bikes for commuting. [ABSTRACT FROM AUTHOR]

The objective of this study was to analyze the relationship between leader and employee for the generation of Quality of Life at Work (QWL) in companies from different sectors. In order to carry out the study, questionnaires were applied to companies located in the municipality of Dom Silverio - Minas Gerais, aiming to understand the organizational profile and the relationship between leaders and followers with the QWT. In addition, motivational and behavioral aspects were verified that help in the maintenance of employees in the organizations surveyed. The results indicated that motivation and leadership profiles appear as bases for QWL in the analyzed companies, however, there are difficulties for the relationship between leaders and employees to generate better organizational results. The study contributes by exposing and discussing elements that a leader must have within a company and how these elements can imply motivation and employee satisfaction. [ABSTRACT FROM AUTHOR]

I investigated the relationship between subordinates' performance-prove goal orientation and their perception of abusive supervision, and examined whether feedback-seeking behavior toward supervisors mediated this link. I collected data using a three-wave survey of 173 employees who were working in a variety of occupations in Taiwan. Empirical results indicate that when subordinates had a performance-prove goal orientation, their perception of abusive supervision was partially decreased through their feedback-seeking behavior toward supervisors. Specifically, those employees with a higher (vs. lower) performance-prove goal orientation sought more feedback from supervisors and, thus, perceived abusive supervision to a lesser degree. These findings contribute to the literature on the antecedents of abusive supervision in terms of subordinate-related factors. Managerial implications are proposed to enable employees to be aware of how their job performance is understood and viewed by their supervisors. [ABSTRACT FROM AUTHOR]

This study explores the impact of inclusive leadership on employees' pro-social rule breaking through the dual path of psychological safety and leadership identification, as well as the moderating role of leader-member exchange in the above paths. We used questionnaires to survey 303 employees at two time points. The results show that inclusive leadership has a significant positive impact on employees' pro-social rule breaking, that psychological safety and leadership identification play mediating roles in this relationship, and that there is no significant difference between the mediating effects. Leader-member exchange moderates the indirect effect of inclusive leadership on pro-social rule breaking through psychological safety. That is, under a high level of leader-member exchange, inclusive leadership has a strong impact on psychological safety and pro-social rule breaking, but the moderating effect of inclusive leadership on employees' pro-social rule breaking through leadership identification is not significant. This study provides guidance for improving the vitality of employees and promoting the development of enterprise rules. [ABSTRACT FROM AUTHOR]

The outdoor adventure leadership (OAL) field has an extensive body of work centered on individual safety performance, but much less at the organization level of analysis and assessment of organizational safety. Safety climate is a well-established construct and when measured can be indicative of employees' perceptions of organizational safety and predictive of safety performance. This study employed a safety climate scale and surveyed 506 employees across 10 United States OAL not-for-profit organizations. Dimensions of safety as a recognized value, and leadership and management for safety typically scored the highest across organizations. The dimensions of safety as learning oriented, and safety as integrated into operations, typically scored the lowest. Trust in the organization and OAL delivery pressure, workload, and stress emerged as important indicators of safety climate at the organizational level. Directions for future research based upon this safety climate tool are identified. [ABSTRACT FROM AUTHOR]

Introduction: in Burkina Faso, work-related stress is a public health problem. The purpose of this study is to evaluate factors of stress among formal private sector employees in the city of Ouagadougou. Methods: we conducted a survey using the 26-item scale derived from Karasek and the 23-item scale derived from Siegrist. Validated Karasek and Siegrist's models as well as SPSS software were used to analyze data. Results: we surveyed 223 employees (186 men and 37 women) with an average age of 36.70 years ± δ = 33.25. In addition, 70,40% of employees had job strain; 50,22% iso strain and 52,02% effort-reward imbalance. Posthoc analyses showed the following stress factors: great efforts and poor decision-making ability. Conclusion: this study confirms the presence of stress among private sector employees and highlights the importance of combining Karasek and Siegrist's questionnaires in the study of stress factors. [ABSTRACT FROM AUTHOR]

Workplace discrimination may affect the health of the exposed employees, but it is not known whether workplace discrimination is also associated with an increased risk of long-term sickness absence. The aim of this study was to examine the longitudinal associations of changes in and onset of workplace discrimination with the risk of long-term sickness absence. Data on workplace discrimination were obtained from 29,597 employees participating in survey waves 2004, 2006, 2008 and/or 2010 of the Finnish Public Sector Study. Four-year changes in long-term sickness absence (≥10 days of medically certified absence with a mental or non-mental diagnosis) were assessed. This covered successive study waves in analyses of onset of workplace discrimination as well as fixed effect analyses of change in workplace discrimination (concurrent i.e. during the exposure year and 1-year lagged i.e. within one year following exposure), by using each employee as his/her own control. The risk of long-term sickness absence due to mental disorders was greater for employees with vs. without onset of workplace discrimination throughout the 4-year period, reaching a peak at the year when the onset of discrimination was reported (adjusted risk ratio 2.13; 95% confidence interval (CI) 1.80–2.52). The fixed effects analyses showed that workplace discrimination was associated with higher odds of concurrent, but not 1-year lagged, long-term sickness absence due to mental disorders (adjusted odds ratio 1.61; 95% CI 1.33–1.96 and adjusted odds ratio 1.02; 95% CI 0.83–1.25, respectively). Long-term sickness absence due to non-mental conditions was not associated with workplace discrimination. In conclusion, these findings suggest that workplace discrimination is associated with an elevated risk of long-term sickness absence due to mental disorders. Supporting an acute effect, the excess risk was confined to the year when workplace discrimination occurred. [ABSTRACT FROM AUTHOR]

Among the many potential organizational contexts, this study focuses on organizational culture, as it is critical for transformational leadership (TFL) behaviors to percolate into individual employees. Particularly, the study relies on the Competing Values Framework developed by Quinn and his colleagues. Relying on a Korean survey of central and local government employees, the study explores whether TFL influences employees' perceptions of helping behavior and performance. Moreover, the study examines the moderating role of employees' perceptions of organizational culture on the TFL-helping and TFL-performance linkages. The results demonstrate that clan culture enhances the TFL-helping and TFL-performance linkages, whereas hierarchical culture attenuates TFL's relationship with helping behavior and performance. [ABSTRACT FROM AUTHOR]

The goal of the study is to survey the satisfaction of employees at public pharmacies in Hungary. This questionnaire was completed by 221 pharmacist workers. The authors were hoping to better understand the levels of satisfaction and commitment among employees in pharmacies and which factors are the most influential. The results show that employee satisfaction is far above average. The employees are the most satisfied with the working atmosphere and with the relationship between colleagues. Their satisfaction is mostly influenced by the personality of their boss, the salary system, and the work’s organization. They rated their commitment to their workplace as moderate. The professional commitment is the most decisive. Of the eight engagement profiles found in the literature, the dominant, affective, and the dominantly affective-normative profiles are missing. Since the survey conducted in this study cannot be extended to the general population, further quantitative research is necessary to provide more substantiated evidence for the results. [ABSTRACT FROM AUTHOR]

Purpose: Although studies have demonstrated that knowledge hiding is an important inhibitor of organizational innovation, current research does not clearly address how intragroup relationship conflict influences knowledge hiding. This study aims to identify the underlying mechanism between intra-group relationship conflict and knowledge hiding. Design/methodology/approach: Drawing on affective events theory (AET), the authors propose a theoretical model and empirically test it by applying hierarchical regression analysis and a bootstrapping approach to data from a multi-wave survey of 224 employees in China. Findings: Consistent with AET, the empirical results show that envy mediates perceived intragroup relationship conflict and knowledge hiding. As predicted, trait competitiveness moderates the indirect effect of perceived intragroup relationship conflict on knowledge hiding via envy. Originality/value: The results support an AET perspective whereby knowledge hiding is shaped by relationship conflict, envy and trait competitiveness. This study introduces the novel proposition that relationship conflict and competitiveness influence envy, and consequently knowledge hiding. [ABSTRACT FROM AUTHOR]

Health care personnel have been identified by the ACIP as a priority group for COVID-19 vaccination. We conducted a survey in November-December 2020 at two large, academic hospitals in Philadelphia to evaluate the intention of hospital employees to be vaccinated. The survey was sent electronically to all employees (clinical and nonclinical staff) at a children's hospital and an adult hospital. The survey was voluntary and confidential. Questions focused on plans to receive a COVID-19 vaccine when available, reasons why employees would/would not get vaccinated, when employees planned to be vaccinated, vaccine safety and efficacy features that would be acceptable, and past history of receipt of other vaccines by the employee and family. Responses were analyzed using univariate and multiple logistic regression methods. A total of 12,034 hospital employees completed the survey (a 34.5% response rate). Overall, 63.7% of employees reported that they planned to receive a COVID-19 vaccine, 26.3% were unsure, and 10.0% did not plan to be vaccinated. Over 80% of those unsure or unwilling to be vaccinated expressed concerns about vaccine side effects and the vaccines' newness. In multivariable logistic regression, persons planning to take a COVID-19 vaccine were more likely to be older, male, more educated, Asian or White, up-to-date on vaccinations, without direct patient contact, and tested for COVID-19 in the past. No significant difference in intention to be vaccinated was found between those with higher versus lower levels of exposure to COVID-19 patients or the number of previous exposures to patients with COVID-19. While the majority of hospital employees are planning to receive a COVID-19 vaccine, many are unsure or not planning to do so. Further education of hospital employees about the safety, efficacy, and value of the currently available COVID-19 vaccines is critical to vaccine acceptance in this population. [ABSTRACT FROM AUTHOR]

Employee silence has been regarded as a significant factor related to many organizational outcomes; thus, breaking the silence has become a need for companies, and has attracted academic interest. We investigated the relationship between a caring ethical organizational climate and three dimensions of employee silence (i.e., acquiescent, defensive, and indifferent), as well as the mediating effect of psychological safety and the moderating effect of Chinese individual traditionality in this relationship. We conducted a survey with 568 employees of 50 Chinese companies. Our findings confirm that a caring ethical climate had a significant negative impact on all three dimensions of silence. Psychological safety mediated the relationship between caring ethical climate and both acquiescent and defensive employee silence, but its effect on the relationship between caring ethical climate and indifferent silence was nonsignificant. Chinese individual traditionality significantly moderated the impact of employees' psychological safety on all three of the silence dimensions. Implications of these results for future research and how managers of companies can break employees' silence are discussed. [ABSTRACT FROM AUTHOR]