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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]

Across four studies (N = 1544), we examined the relationship between individuals gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between womens growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of womens gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates womens work-family conflict.

Employers face many dilemmas in effectively implementing work–life flexibility to support employees' personal lives. A key issue is that some employees hold jobs with limited opportunities for work–life flexibility, making them susceptible to burnout; yet most employers believe they can do little to mitigate this dynamic. Furthermore, even when employees hold jobs with greater access to work–life flexibility, some do not take advantage of their flexibility to more fully engage in work and/or home roles. These issues are further exacerbated when supervisors are unsure of their role in supporting work–life flexibility. We identify work–life supportive context as a key factor that provides solutions to these dilemmas. Drawing on job demands resources theory, we posit that, when organizations provide work–life supportive training to supervisors, it promotes a work–life supportive context (i.e., signaling that the organization is supportive of employees' managing their work–life interface), which mitigates burnout for those with limited work–life flexibility and promotes engagement in work and home roles for those with greater work–life flexibility. Results from a year‐long randomized field experiment suggest that, in contexts with trained supervisors and lower employee control over work schedules and boundaries (i.e., lower work–life flexibility), emotional exhaustion is reduced. In contexts with trained supervisors and higher employee control over work boundaries (i.e., higher work–life flexibility), family engagement increases. Surprisingly, irrespective of job access to work‐life flexibility, supervisor participation in work–life support training did not enhance employee work engagement. Implications of our findings for fostering work–life supportive contexts are considered. [ABSTRACT FROM AUTHOR]

In realizing that consumers regularly straddle the work–life interface, some companies position their products according to their ability to address work and life needs together, then communicate this offering to consumers. Whether using a work–life positioning strategy is effective remains unclear , however. If this strategy signals work–life enrichment, it should increase consumers' interest, but only if the product demands few resources from consumers. If the product instead demands substantial resources, a work–life positioning might inadvertently trigger perceptions of work–life conflict and lower consumers' interest. To test these predictions, the authors partnered with three businesses to advertise their products, which impose varying resource demands, on social media using content that highlights the work–life interface or not. Analyses of ad click data support the predictions: Work–life ads are less effective than single-domain (work or life) ads if the advertising involves resource-demanding products, but they are more effective if it pertains to resource-undemanding products. Furthermore, the effects are stronger among consumer segments that experience more work–life conflict in general. With this initial application of work–life theory to a marketing context, this article offers relevant insights for both research and practice. [ABSTRACT FROM AUTHOR]

The reentry period after maternity leave can be a stressful but important transition for mothers, their significant others, and their organizations. In the present study, we integrate conservation of resources theory, the crossover model, and the relative contribution model to understand the influence of perceived organizational support during reentry on both mothers' and their significant others' home stress and, ultimately, workplace experiences. Beyond actor effects, we investigate the relationship between each parent's perceived organizational support on their partner's home stress via three crossover mechanisms: (a) direct, (b) indirect, (c) shared stressor. Notably, we offer a theoretically novel lens through which to view the shared-stressor mechanism. Drawing upon the relative contribution model, we conceptualize dual-earner parents as a team and argue that because mothers are the critical members during this period, their resources will directly influence both parents' home stress. Findings yielded by this multistage, multisource field study demonstrate the importance of supporting mothers as critical members of the family during reentry, as organizational support that is perceived as inadequate directly affects home stress and indirectly influences workplace experiences that can impede successful transitions and threaten career outcomes for both parents. [ABSTRACT FROM AUTHOR]

As perceived career plateau is a prevalent but undesirable state which is harmful to employees and organizations, human resource management (HRM) research has devoted efforts to exploring ways of managing it. However, to date, research has largely been limited to variables that reduce perceived career plateau. There is a need to understand what factors increase these perceptions and how/when they do so, to advance theoretical and practical perspectives. This study contributes to the career plateau literature by investigating how and under what conditions work‐role overload can increase employees' perceived career plateau (hierarchical and job content plateaus). Based on a three‐wave survey of employees from the service sector of China, we found that work‐role overload interacted with employees' trait emotional stability and affected their work–life conflict, which had downstream implications on the two types of perceived career plateaus. Specifically, work‐role overload related positively to work–life conflict only when employees had a high (versus low) level of emotional stability. Also, work–life conflict mediated the effects of work‐role overload on perceived hierarchical and job content plateaus for employees with high, but not for those with low, emotional stability. These findings provide new insights into how, by taking into account stressful work contexts and individual differences, HRM professionals may intervene to prevent employees from perceiving career plateau. [ABSTRACT FROM AUTHOR]

Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family‐related guilt stemming from work interference with family, rather than job‐related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job‐related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5‐day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job‐related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within‐group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC. [ABSTRACT FROM AUTHOR]

This research has exposed the importance of digital skills in allowing the entrepreneur to achieve a greater degree of work-life balance and their role in influencing the intention to become an entrepreneur. A questionnaire was developed, comprising control variables and sections on the level of administrative digitalization, team management, digital training and the use of digital tools, communication and marketing, and the work-life balance of self-employed entrepreneurs. Utilizing a statistical model, significant constructs were identified for the digitalization intention of entrepreneurs, mainly from small and medium-sized enterprises (SMEs). In the results obtained, the constructs were "entrepreneur digitalization level" (0.203), "management digital communication" (0.275), and "work-life balance" (0.710). The main conclusion is that despite the COVID-19 pandemic, many studies show that digitalization would enhance SMEs. However, although the level of digitalization is a key determinant for encouraging technological progress in business, traditional management methods continue to prevail. On the other hand, although many entrepreneurs are becoming more digital, they still have less time to spend with their families. Being able to manage their own communications (social networks, online management) is a positive benefit of the digitalization of the business, while communications carried out by external entities are not significant. Finally, this article expands the theoretical framework of digital entrepreneurship and offers a current vision of new entrepreneurs in the wake of the COVID-19 pandemic and the strong and growing trend of business digitalization. [ABSTRACT FROM AUTHOR]

Human-Animal Interaction (HAI) has been significant since ancient times, initially with animals, especially dogs, assisting in hunting and food gathering. Over time, this relationship evolved into domestication, companionship, and therapeutic roles in society. In urban areas, pet ownership is widespread, driven by companionship, therapeutic benefits, and social status. This study focuses on urban pet owners due to structured work environments, allowing a clear examination of the relationship between HAI, animal welfare, and work performance. The study explores HAI's dual impact on animal welfare and the work performance of dog, cat, and bird owners. Key factors include psychological, social, and physical closeness in HAI; animal hygiene, physical activity, and loneliness for welfare; and work performance for owners. Data were collected from 404 pet-owning employees in Istanbul, with statistical analyses confirming tool validity. Results reveal a significant positive correlation (r = 0.568) between HAI and animal welfare, and a positive but smaller correlation (r = 0.215) between HAI and work performance. Findings support HAI's role in enhancing well-being, suggesting pet-friendly policies in workplaces to maximize benefits. [ABSTRACT FROM AUTHOR]

The article focuses on ways to manage burnout and resilience in the pharmacy workforce. Topics discussed include the growth in the record levels of burnout among pharmacy professionals, the critical role of pharmacy leadership in driving wellness in the workforce, ways to create a healthy workplace, and organizational strategies to address wellness.

How has the COVID-19 pandemic affected employee satisfaction in Tourism and Hospitality industries? This paper uses a topic modelling approach to explore the pandemic effects utilizing a large sample (N = 733,746) of employee-generated online reviews. Comparing online employee feedback during the pandemic to the pre-pandemic period, the study indicates a shift in topics discussed, suggesting changes in employee satisfaction drivers. During the pandemic, there was a noticeable increase in positive discussions regarding work stress, customer behaviour, and managerial practices. Work-life balance and management behaviour were found to be more closely linked to increased dissatisfaction, whereas employee treatment, working environment, and company culture were associated with higher satisfaction levels. The present study contributes to the understanding of employee satisfaction in tourism and hospitality services as the first to measure the impact of COVID-19 by harnessing the power of online employee user-generated content providing practical implications for theory and employee practice. [ABSTRACT FROM AUTHOR]

The study aims to explore whether work-life balance mediates the impact of work-family conflict and its dimensions on psychological well-being. Using a survey method, data were collected from a sample of 258 working women in Hebei province in China. The analysis was carried out using IBM SPSS and the PROCESS macro in order to test the mediation model. The findings show that work-family conflict has an indirect effect on psychological well-being through work-life balance. In the case of work-to-family conflict, a suppression effect is detected in which the mediator shows an underlying relationship between the work-to-family conflict and psychological well-being. On the other hand, family-to-work conflict is fully moderated by work-life balance. Based on these results, it can be concluded that enhancing the quality of work-life balance may help to reduce the negative impact of work-family conflict on psychological health. The findings of this study can be beneficial to organizations and policy makers to formulate policies that would enhance the mental health and work productivity of women professionals in China. [ABSTRACT FROM AUTHOR]

Objective: This study was conducted to investigate the effect of nurses' Machiavellian and deontic justice personality on the tendency to make medical errors. Additionally, conducted to investigate the other factors associated with nurses' tendency to make medical errors. Methods: This cross-sectional study consisted of 345 nurses working in a state university medical faculty health application and research hospital, and data were collected using the Medical Error Tendency in Nursing Scale, the Machiavellian Personality Scale, and the Deontic Justice Scale. Results: Machiavellian and deontic justice personality of nurses effect in low level their tendency to make medical errors (R = 0.284, p = 0.001). As the nurses' Machiavellian tendencies increased, their propensity toward making medical errors also increased. The increase in Nurses' deontic justice reduced their tendency toward medical errors (p < 0.05). A significant difference was found between nurses' mean tendency to medical errors scores and their age, working life/years, the number of night shifts, the daily number of patients provided with care, the status of working in the COVID-19 service, and the status of having received education on medical errors (p < 0.05). Conclusions: Nurses' Machiavellian tendencies and deontic justice approach affect their propensity to make medical errors. Nurses who have a Machiavellian tendency and poor deontic justice have a high tendency to make medical errors. Nurses' age, working life/years, the number of night shifts, the daily number of patients they provide care for, working in the COVID-19 service, and having received education on medical errors were the other factors affecting their tendency to make medical errors. This study demonstrated that nurses' personality traits can cause medical errors. Generations are changing in the world and personality are also changing. Therefore, including personal development in nursing education could be a positive approach for medical errors. [ABSTRACT FROM AUTHOR]

There is something particularly depressing about the current moment—when the possibility of thriving as a geography academic in British academia seems incompatible with anything else, be that a life outside work, a family, activism, or even sleep. What connects these multiple intensifications of demands on academics, and many of the external crises we are living through (the climate emergency, wage deflation, cost of living, the COVID pandemic etc.) is how we value, use and understand time. The non‐linearity of time is a useful way to understand how we work in academia. In this paper, I explore how can we change how we use our time. I propose three responses, which each play with time as non‐linear, multiple rhythms, and as having a lack of balance or stability. First, the possibility of working with the delight of shifting pace in helping us to enjoy our working time more. Second, in acting in collaboration, solidarity, and being alongside each other in ways where shared time is more expansive than individual time. Finally, in how we can collectively and structurally re‐order our time together. [ABSTRACT FROM AUTHOR]

Policing in the South Pacific is influenced by a myriad of factors including cultural norms, historical legacies, socio-economic disparities, and geopolitical dynamics. Against this backdrop, law enforcement officers face multifaceted challenges in reconciling the demands of their profession with personal and familial obligations. This article discusses the challenges faced by police officers as they attempt to balance their professional and personal lives. Interviews were conducted with male (N = 50) and female (N = 50) constables from the Royal Solomon Islands Police Force (RSIPF) to gain insight into the challenges they face as RSIPF officers, the support available to them and the further resources they see as necessary to improve their work-life balance. Findings reveal a complex interplay of factors shaping officers’ work-life dynamics, including shift work schedules, high-pressure environments, community expectations, and the emotional toll of policing in small, tight-knit societies. It also highlights the significance of informal support networks, cultural values, and adaptive coping mechanisms in mediating the impact of work-related stressors on officers’ well-being. Notably, data suggest that RSIPF work-life balance, wellness and workplace structures are highly gendered. These findings offer insights that can inform the development of more effective support mechanisms and policies aimed at enhancing the holistic wellbeing of police officers. They further substantiate the need for greater formal support systems within the RSIPF to assist employees with managing their work-life balance. [ABSTRACT FROM AUTHOR]

Gender prejudice and stereotypes are prevalent in the workplace, particularly for women in the Artificial Intelligence (AI) industry, where they can significantly hinder professional development and limit prospects for growth. These challenges contribute to the underrepresentation of executives in AI. However, with the right measures, these barriers can be overcome, leading to a more inclusive and diverse AI industry. Women in this demanding technological domain often face additional difficulties in achieving a work-life balance, further constraining their professional advancement and engagement in the industry. This research aims to examine the implications of AI capabilities on work-life balance and the empowerment of female faculty members in enhancing the efficiency of educational institutions. The research performs a structural equation modeling (SEM) approach, using a survey conducted on female faculty of Saudi Arabian universities. The study specifically considers moderating variables such as age, education level, experience, and marital status. The findings, which reveal that AI managerial capability, as well as AI infrastructure agility, impacts work-life balance and empowerment of women faculties in educational institution efficiency, underscore the significance of considering demographic factors when analyzing women's empowerment and work-life balance as outcomes. By exploring these factors, the research provides a comprehensive understanding of how AI capabilities impact women's empowerment and their ability to maintain a work-life balance, ultimately contributing to the efficiency and effectiveness of educational institutions. These results emphasize the value of increasing women's empowerment and raising the standard of performance evaluation systems in educational sectors. [ABSTRACT FROM AUTHOR]

Employees are one of the most crucial factors in a company. Companies need to pay attention to the physical and mental needs of their employees to obtain good performance. The work environment with work and personal balance is something that has an effect on performance and job satisfaction in employees. The purpose of this study is to test the effect of work environment and work and personal balance on job satisfaction, while job stress is used as an intervening variable. In this study, samples were obtained from PT Telen employees. The sample obtained was 100 respondents of PT Telen employees specifically in the operational field. The data obtained is based on the results of a questionnaire with an online survey using google form while the scale used is a 5-point Likert scale measurement scale. This research is a descriptive research study with the help of quantitative methods. The analysis tool uses SEM-PLS, with the data analysis technique used is the Smart-PLS version 3.0 application. The results of this study found that the work environment and work and personal balance have a negative impact on job stress, but the work environment and work and personal balance have a good impact on job satisfaction. Job stress has a negative and significant relationship with job satisfaction, and job stress is able to mediate the effect of work environment on job satisfaction. [ABSTRACT FROM AUTHOR]

Paid family and medical leave (PFML) helps parents balance the competing obligations of work, personal illness, and family. PFML is needed when adding a new member of the family or when a family member or individual becomes acutely or chronically ill. The United States lacks universally available PFML, despite the benefits for child and family health and well-being. Universally available PFML is a key component of improving the health of children and families and is critically needed in the United States. [ABSTRACT FROM AUTHOR]

Given the realities of external pressures on our daily lives, work-life balance is important now more than ever. Although we often advocate for work-life balance, are we equipped with the appropriate tools and an adequate support network to handle what life might throw at us? How do we continue to be productive when dealing with distressing matters that we seemingly have little control over? Contributors from different areas of the world, with a diversity of voices, offer their perspectives on how to navigate life's obstacles while continuing to meet the expectations of departments, universities, and the profession to achieve career success and fulfillment. This forum highlights authors at different career stages, who have lived through a myriad of experiences including singleness/dating, marriage, pregnancy, parenting, serving as a caretaker, the death of a loved one, toxic work environment, and personal health to share their experiences and provide insights on how to cope with adversity at any point in one's academic career. [ABSTRACT FROM AUTHOR]

Purpose: To explore distal radius fracture (DRF) patients' and hand therapist/occupational therapist/physiotherapists' perceptions of integrating home and family work roles (HFWR) into rehabilitation. Methods: Eighteen patients and eleven therapists completed a semi-structured telephone interview three months after DRF. Reflexive thematic analysis of the interviews and triangulation of patients' and therapists' themes was performed. Results: The patient interview yielded five themes: the experience of rehabilitation; predetermined expectations of rehabilitation; incorporating HFWR into therapy sessions; varying patient needs for addressing HFWR; and determination to return to valued activities drives behavioral choices. The therapists' interview yielded five themes: The challenges in integrating HFWR into rehabilitation; HFWR addressed when brought up by a patient; working context and referral sources influence the rehabilitation plan; rehabilitation is not explicitly tailored according to sex and gender; and utilizing HFWR as a rehabilitation strategy is perceived beneficial. Conclusions: Patients have predetermined rehabilitation expectations primarily focused on mobility and strengthening exercises. Therapists and patients agree that adapting home and family work roles is beneficial but was not a major focus for either therapists' or patients' expectations during therapy. An unfavourable environment, patient budget constraints, and limited time were identified as challenges to integrating family roles. IMPLICATIONS FOR REHABILITATION: Therapists should proactively discuss and address home and family work roles with patients with distal radius fractures when appropriate. Therapists should tailor rehabilitation plans according to the individual needs and expectations of the patients. Hospitals and clinics should create an environment conducive to addressing home and family work roles, and resources should be allocated for comprehensive rehabilitation programmes. [ABSTRACT FROM AUTHOR]

Time-management technologies and their adoption into daily working life have been discussed as solutions for managing individual productivity and as problems that intensify individualised productivity, enhance the norms of busyness and disconnect colleagues from one another. However, drawing on the case study of a company that implemented a four-day workweek, this paper argues that this is not always so. In our case company, a digital marketing agency, the Pomodoro time-management tool led to the personalisation of productivity and instances of collective working towards better work-life balance. We end the paper by suggesting that this fruitful adoption of time-management habits can be understood through John Dewey's notion of habit. Deweyan habit allows us to know how time-management habits are plastic and open to change while always being part of a material and social assemblage. We argue that these two features explain why time-management tools might lead to personalising productivity and enhanced neoliberal self-discipline. At the same time, these features point to how time-management habits under the right circumstances can be part of cooperation and better work-life balance. [ABSTRACT FROM AUTHOR]

Moving away from an individual and pathological framework and instead drawing on a social-relational model of disability, this article examines the experiences of mothers with autistic children in navigating between caregiving and working life in China. Conducting narrative analysis of 14 in-depth interviews with mothers of autistic children, we argue that their decisions to make adjustments to work are situated in social and relational dynamics of disabled and gendered cultural ideologies, inaccessibility to healthcare, education, and social services, as well as filial familial relationship. As a result, they have to adjust their careers and personal life, such as resigning from previous work and becoming full-time mothers. Although these women constantly experienced a strong sense of loss in terms of their personal and social identity, some developed new perspectives seeing disability, normality, and the meaning of 'good mother' in the process of negotiating their work life and motherhood role. Points of Interests: Mothers of autistic children in China experience social and relational barriers in caregiving and working life. Mothers adjust to their careers and personal life by quitting their previous jobs and becoming full-time mothers, changing positions, or switching to part-time employment. The unavailability of healthcare and social service, as well as the discrimination of the education system against children with autism, significantly affect their mothers' work and family life. Autistic children encounter exclusion in the filial family in China. Grandparents and fathers of autistic children often refuse to participate in childcare arrangements. As a result, mothers had to bear the care responsibility alone. Some mothers described their personal journey of 'walking out'. They rejected the idea that autism is a form of abnormality needed to be cured. They also organized to advocate for social inclusion and policy changes. [ABSTRACT FROM AUTHOR]

Wisdom is often recognized as a great resource in resolving complex problems, including challenges in one's career. However, current conversations on handling ambiguity in career development are disconnected from the wisdom literature, and a psychometrically sound measure of career wisdom is lacking. This article presents two studies that aimed to develop such a tool and evaluate its psychometric performance. Study 1 utilized a sample of workers (n = 349) from the United States to create and explore the factor structure of a measure called the Career Wisdom Scale. In Study 2, a sample of U.S. workers (n = 387) was tracked over 8 months to validate the Career Wisdom Scale by assessing its structural, convergent, predictive, and incremental validities. The results supported the psychometric soundness of the newly developed Career Wisdom Scale. Structurally, the results revealed a three-factor structure of career wisdom, which encompasses embracing ignorance, embracing intuition, and embracing vulnerability. Furthermore, the results indicated that career wisdom predicted various outcomes, including career satisfaction, life satisfaction, organizational career growth, psychological well-being, career adaptability, and work–life balance over and beyond personality traits and career decision anxiety. In conclusion, the present studies offer a valuable measure of career wisdom for both future research and practical application. Additionally, it underscores the importance of career wisdom in effectively managing career challenges that may lack clear solutions. Public Significance Statement: The present study develops and initially validates the Career Wisdom Scale and supports its psychometric performance, including predictions for well-being and adjustment. Thus, the study offers a sound measurement tool for research on career wisdom and adds theoretical and empirical insights to conversations about handling ambiguity in career development. [ABSTRACT FROM AUTHOR]

AIM The aim of the study was to identify specific actionable behaviors academic nurse leaders can implement to improve nurse faculty job satisfaction. BACKGROUNDThe nurse faculty shortage is a persistent and worsening problem, with job dissatisfaction a significant contributor in the United States. However, little is known about actionable behaviors academic nurse leaders can do to improve nurse faculty job satisfaction. METHODQualitative semistructured interviews were conducted with 15 nurse faculty. Inductive thematic analysis was used to analyze and interpret the interviews. RESULTSFour themesemerged about academic nurse leader behavior: 1) build relationships with leaders and faculty, 2) create an environment where autonomy is valued, 3) facilitate faculty growth and development, and 4) serve as a role model. CONCLUSION Effective leadership contributes to nurse faculty job satisfaction. Academic nurse leaders need to be aware of their influential behaviors and intentionally contribute to creating a workplace environment that promotes nurse faculty job satisfaction. [ABSTRACT FROM AUTHOR]

Introduction/Objective: The purposes of this study were to determine the presence of burnout in physical therapists and physical therapist assistants, examine differences in burnout between demographic groups, and explore circumstances that contribute to and alleviate burnout. Methods: A cross-sectional survey consisting of demographic questions, the Maslach Burnout Inventory, and open-ended questions was conducted within two health systems. Descriptive statistics and nonparametric tests were used to analyze responses to close-ended questions and to examine differences between groups. Thematic analysis was used to analyze open-ended questions. Results: In total, 202 individuals participated in the study; 146 participants responded to at least one open-ended question (72.3%). Participants, regardless of demographic characteristic, demonstrated at least some degree of burnout on each subscale. Ten major themes emerged from analysis of circumstances that contribute to and alleviate burnout: 1) workload; 2) schedule; 3) work-life balance; 4) care continuum; 5) coping/morale; 6) team dynamics and resources; 7) psychological or emotional burden; 8) compensation and recognition; 9) physical therapy as a profession; and 10) COVID-19. Conclusion: Burnout is present within physical therapists regardless of demographic group. Understanding circumstances that contribute to and alleviate burnout is an important first step to develop and research strategies to address these circumstances to positively impact the provider, patient, and the healthcare system. [ABSTRACT FROM AUTHOR]

It is essential to understand sports coaches' experiences of psychological stress and psychological well-being (PWB) on a daily basis to better equip coaches to manage stress and improve well-being. Coaches make a vital contribution to sport and, given the potentially stressful nature of coaches' roles, are required to manage their own PWB and performance alongside that of the athletes with whom they work. To better understand how to support coaches, we explored coaches' experiences of stressors, primary appraisals, coping, and PWB using a close proximity longitudinal daily diary approach. Five sports coaches (one woman and four men) each completed an interval-contingent, daily diary over a 28-day period. The diary facilitated understanding of the coaches' experiences of their worlds and captured descriptions of the coaches' daily lives. Underpinned by our constructivist paradigm and following an abductive approach to data analysis, four experiences are presented (preparing for major events and championships, competition, admin and national governing body-related tasks, and work-life balance) using a trajectory approach. This method of data presentation allows understanding of each coach's journey through their experiences as they occurred over the 28-day period. The experiences are categorized into themes representing stressors, primary appraisals, coping, and PWB. Collectively, the findings highlight that coaches experienced certain stressors (e.g., athlete-related) on a regular basis, and that they appraised (e.g., as a challenge) and coped with these experiences in different ways (e.g., via information seeking). The findings also demonstrate that stress experiences influenced different elements of the coaches' PWB (e.g., relationships with others, personal growth) and that, occasionally, coaches may experience delayed or inaccessible appraisals of a stressor. Lay summary: Five sports coaches' experiences of psychological stress and psychological well-being are explored using close proximity daily diaries over a 28-day period. Four experiences (preparing for major events and championships, competition, admin and national governing body-related tasks, and work-life balance) are discussed to highlight how psychological stress influences coaches' psychological well-being. IMPLICATIONS FOR PRACTICE: Coaches and practitioners should work collaboratively to raise awareness of coaches' stressors, related primary appraisals, and their coping efforts. Self-awareness raising activities could supplement coaches' ongoing reflective practices and spotlight appraising and coping as mechanisms through which well-being can be facilitated or inhibited. Coaches and practitioners should work collaboratively to enhance coaches' social support networks. Doing so will help coaches to benefit from the stress buffering potential of an adequate social support network. Sport organizations and national governing bodies must remain mindful of ongoing and frequently occurring stressors (e.g., preparing for major events and championships) and implement interventions that can reduce the impact they have on coaches' psychological well-being. [ABSTRACT FROM AUTHOR]

The study examined dual-pathway (emotional exhaustion and intensive smartphone use in the evening for non-work purposes) through which high workload is related to work–life balance (WLB). The study equally tested whether family cohesion moderated these mediation effects among university academics from the South-eastern region of Nigeria. Results from a 3-wave survey data (N = 683) using PROCESS model 14 showed that high workload related negatively to WLB. High workload related positively to emotional exhaustion. Emotional exhaustion mediated the relationship between high workload and WLB. The results equally indicated that high workload related positively to intensive smartphone use in the evening for non-work purposes. Intensive smartphone use in the evening mediated the negative relationship between high workload and WLB. Family cohesion moderated the mediation effect of emotional exhaustion by buffering its influence on WLB but did not moderate the mediation effect between intensive smartphone use in the evening for non-work purposes and WLB. Our findings extend the understanding of how high workload impairs WLB via emotional exhaustion and intensive smartphone use in the evening and shed light on how to cope with high workload to achieve WLB. [ABSTRACT FROM AUTHOR]

High child protection caseworker turnover diminishes care quality. While burnout is acknowledged, the impact of protective factors is unclear. This study examines caseworkers' burnout, individual resilience's protective role, and strategies for curbing turnover and preserving work-life balance. Results indicate that personal, work, and client-related subscales correlate highly. The moderating effect of resilience on burnout was significant yet marginal. Maintaining boundaries was the primary core theme reported in relation to strategies to maintain work-life balance. The results of this study highlight potentially modifiable factors likely to reduce caseworker turnover. Findings support the need for a collective re-evaluation of resilience as an individual responsibility to something that can be supported and fostered within the workplace for increasing employee retention. [ABSTRACT FROM AUTHOR]

The declining wellbeing of Australian teachers is a longstanding problem, with much attention on retention, stress, burnout, and poor resourcing and conditions that impact wellbeing. Additionally, the COVID-19 pandemic has further illuminated these challenges. This qualitative study aimed to explore Australian teachers' perceptions of their wellbeing needs with a focus on asking the questions that are often not asked—what is working, what are we learning, and how can we move forward to support teacher wellbeing? The voices of teachers revealed findings that support a much-needed shift in teacher wellbeing rhetoric in Australia. We illuminate five key areas that influence teacher and sector perceptions of wellbeing: (1) school leadership, (2) professional development, (3) workload and work-life balance, (4) relationships, and (5) stress, positive emotions, and accomplishment. These findings contribute to the need for a change in how teacher wellbeing is approached and highlight the possible implications of what is working, needs, barriers, and insights for preservice teacher education and professional development of teachers. [ABSTRACT FROM AUTHOR]

This study attempts to determine whether the increasing need for parental assistance with schooling and the improved options for this owing to remote work had an impact on fathers' involvement in childcare, children's education and housework during the COVID‐19 lockdown. We make use of information from a May 2020 online poll of 1359 Russian mothers. Using binary logistic regression, we examine the links between fathers' work schedules, the need for additional school support for children and an increase in father involvement. We compare father involvement in children's education and childcare before and during the lockdown. Our findings partially corroborate the 'needs exposure' theory, which holds that greater awareness of family needs can boost fathers' engagement. Furthermore, they emphasize that, given the high likelihood of upcoming pandemics and other crises affecting family life, considerable steps should be taken to promote gender equality in the family and the workplace. Such actions might be advantageous for the health of both parents and children. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationships between work and family conflicts, specifically work‐to‐family and family‐to‐work conflicts, parental depressive symptoms and coparenting conflict behaviours during the COVID‐19 pandemic. This national survey study involved the participation of 830 families in mainland China, including fathers, mothers and adolescents. Fathers and mothers provided self‐reports on their experiences of work‐to‐family conflicts, family‐to‐work conflicts and depressive symptoms. Meanwhile, adolescents reported their perceptions of coparenting conflict behaviours exhibited by both fathers and mothers. The Actor‐Partner Interdependence Mediation Model was employed to analyse these relationships. In the Actor‐Partner Interdependence Mediation Model, paternal family‐to‐work conflicts were found to be positively associated with both paternal and maternal coparenting conflict behaviours, mediated through paternal depressive symptoms. Similarly, maternal family‐to‐work conflicts were positively linked to both paternal and maternal coparenting conflict behaviours, mediated through maternal depressive symptoms. Additionally, paternal family‐to‐work conflicts exhibited a direct positive relationship with both paternal and maternal coparenting conflict behaviours. However, paternal work‐to‐family conflicts demonstrated a direct negative association with paternal coparenting conflict behaviours. This study sheds light on the complex interconnectedness between work and family conflicts, parental depressive symptoms and coparenting conflict behaviours during the COVID‐19 pandemic. The findings highlight the importance of addressing work and family conflicts in understanding and managing coparenting dynamics, particularly during challenging times such as a pandemic. Such insights can inform interventions and support systems to promote healthier coparenting relationships and family well‐being. [ABSTRACT FROM AUTHOR]