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Background: Advances in screening and treatments for colorectal cancer (CRC) have improved survival rates, leading to a large population of CRC survivors. Treatment for CRC can cause long-term side-effects and functioning impairments. General practitioners (GPs) have a role in meeting survivorship care needs of this group of survivors. We explored CRC survivors’ experiences of managing the consequences of treatment in the community and their perspective on the GP’s role in post-treatment care. Methods: This was a qualitative study using an interpretive descriptive approach. Adult participants no longer actively receiving treatment for CRC were asked about: side-effects post-treatment; experiences of GP-coordinated care; perceived care gaps; and perceived GP role in post-treatment care. Thematic analysis was used for data analysis. Results: A total of 19 interviews were conducted. Participants experienced side-effects that significantly impacted their lives; many they felt ill-prepared for. Disappointment and frustration was expressed with the healthcare system when expectations about preparation for post-treatment effects were not met. The GP was considered vital in survivorship care. Participants’ unmet needs led to self-management, self-directed information seeking and sourcing referral options, leaving them feeling like their own care coordinator. Disparities in post-treatment care between metropolitan and rural participants were observed. Conclusion: There is a need for improved discharge preparation and information for GPs, and earlier recognition of concerns following CRC treatment to ensure timely management and access to services in the community, supported by system-level initiatives and appropriate interventions. Refereed/Peer-reviewed

Additional file 4. SCRIPT study consent form.

Additional file 3. Example colorectal cancer risk report and screening recommendations for a participant’s GP at moderate risk in the SCRIPT study.

Additional file 1. Standard cancer risk reduction information provided to control participants in the SCRIPT study.

Additional file 2. Example colorectal cancer risk report and screening recommendations for a participant’s GP at moderate risk in the SCRIPT study.

Background Polygenic risk scores (PRSs) can predict the risk of colorectal cancer (CRC) and target screening more precisely than current guidelines using age and family history alone. Primary care, as a far-reaching point of healthcare and routine provider of cancer screening and risk information, may be an ideal location for their widespread implementation. Methods This trial aims to determine whether the SCRIPT intervention results in more risk-appropriate CRC screening after 12 months in individuals attending general practice, compared with standard cancer risk reduction information. The SCRIPT intervention consists of a CRC PRS, tailored risk-specific screening recommendations and a risk report for participants and their GP, delivered in general practice. Patients aged between 45 and 70 inclusive, attending their GP, will be approached for participation. For those over 50, only those overdue for CRC screening will be eligible to participate. Two hundred and seventy-four participants will be randomised to the intervention or control arms, stratified by general practice, using a computer-generated allocation sequence. The primary outcome is risk-appropriate CRC screening after 12 months. For those in the intervention arm, risk-appropriate screening is defined using PRS-derived risk; for those in the control arm, it is defined using family history and national screening guidelines. Timing, type and results of the previous screening are considered in both arms. Objective health service data will capture screening behaviour. Secondary outcomes include cancer-specific worry, risk perception, predictors of CRC screening behaviour, screening intentions and health service use at 1, 6 and 12 months post-intervention delivery. Discussion This trial aims to determine whether a PRS-derived personalised CRC risk estimate delivered in primary care increases risk-appropriate CRC screening. A future population risk-stratified CRC screening programme could incorporate risk assessment within primary care while encouraging adherence to targeted screening recommendations. Trial registration Australian and New Zealand Clinical Trial Registry ACTRN12621000092897p. Registered on 1 February 2021.

Organizational factors, as literature indicates, are significant contributors to risk in high-consequence industries. Therefore, building a theoretical framework equipped with reliable modeling techniques and data analytics to quantify the influence of organizational performance on risk scenarios is important for improving realism in Probabilistic Risk Assessment (PRA). The Socio-Technical Risk Analysis (SoTeRiA) framework theoretically connects the structural (e.g., safety practices) and behavioral (e.g., safety culture) aspects of an organization with PRA. An Integrated PRA (I-PRA) methodological framework is introduced to operationalize SoTeRiA in order to quantify the incorporation of underlying organizational failure mechanisms into risk scenarios. This research focuses on the Data-Theoretic module of I-PRA, which has two sub-modules: (i) DT-BASE: developing detailed causal relationships in SoTeRiA, grounded on theories and equipped with a semi-automated baseline quantification utilizing information extracted from academic articles, industry procedures, and regulatory standards, and (ii) DT-SITE: conducting automated data extraction and inference methods to quantify SoTeRiA causal elements based on site-specific event databases and by Bayesian updating of the DT-BASE baseline quantification. A case study demonstrates the quantification of a nuclear power plant's organizational “training” causal model, which is associated with the training/experience in Human Reliability Analysis, along with a sensitivity analysis to identify critical factors. Refereed/Peer-reviewed

Substantial changes in defining the realm of human resource management has occurred over the past 30 years. In reflecting on the changes, the HR landscape is delineated into four interrelated domains - what (HR practices and systems), how (HR process and system strength), why (HR attributions) and who (delivery agents of HR). Researchers are encouraged to carefully consider the meaning of each construct, its nature, and measurement, across levels of analysis. In this way, both further clarity and additional advancements in the role of HR in effectiveness in organizations can be achieved.

Team learning orientation magnitude and strength are important to sustain group effectiveness and adaptability, but scant research has investigated them simultaneously. We examine how transformational leadership, behavioural integration, and the degree of team personality heterogeneity in extraversion and agreeableness contribute to the magnitude and strength of team learning orientation. In study 1, using a time‐lagged survey sample of 50 work teams, we found that transformational leadership was associated with two team learning orientation aspects through the mediation of behavioural integration. In study 2, in a survey sample of 72 teams, we replicated these findings and further demonstrated that the relationship between transformational leadership and behavioural integration is enhanced when there is greater personality homogeneity in agreeableness. Our findings suggest that transformational leadership is able to converge a high and strong learning orientation in work teams through prompting behavioural integration among members, yet the influence of transformational leadership is contingent on the degree of team personality heterogeneity. Our research conclusions highlight important insights for team leaders about how to create a strong team climate of learning in order to sustain the long‐term success of their work teams. Refereed/Peer-reviewed

Research on trust has increasingly integrated the levels-of-analysis perspective to advance knowledge and increase understanding of the embedded nature of trust and its contextual influences. Yet, a lack of clarity remains regarding the theorization, conceptualization, and operationalization of trust when researchers move across levels of analysis. In this chapter, we review and apply fundamental concepts from the levels-of-analysis perspective to highlight how and why conceptualizations and the meaning of trust shift across different levels depending on the levels construct (e.g., composition, dispersion, or compilation), the trustee target (e.g., another individual or unit as a whole), and the trustor focus (e.g., ‘I’ versus ‘we’). We thus highlight how the conceptualization and nature of trust change across levels based on foci, targets, and forms. In this way, the levels-of-analysis approach is not merely a methodological tool but a theoretical means that can enrich and deepen how we view trust in organizational settings.

Refereed/Peer-reviewed Background: Responding to legal medically assisted dying requests may become the most frequent form of nurses' participation in that service. Recent research has explored nurses' discrete responses to requests about or for assisted dying; however, nurses likely hold intentions for multiple responses to these requests. These intentions form patterns shaped by individual factors such as attitude and beliefs. No research has investigated patterns of multiple responses to requests for assisted dying, how these patterns form profiles of nurses and factors that might explain these response profiles. Objectives: Identify patterns of multiple responses that nurses intend for requests for assisted dying. Explore how these patterns form profiles of nurses' who share similar patterns of intended responses. Finally, investigate how attitude, norms and beliefs distinguish response profiles. Design: Cross-sectional survey. Settings: Online survey of Australian nurses. Participants: 365 experienced registered nurses (years in nursing mean = 23, SD = 14.21) working primarily with adults across various practice settings. Methods: Principal components analysis identified five types of intended responses. K-means cluster analysis was then used to develop profiles of nurses' intended responses across these five responses. Multinomial logit regression was utilised to examine psychosocial variables that distinguished different profiles. Results: Cluster analysis resulted in five profiles that reflect different patterns of intended responses by nurses -Facilitator, Complier, Expediter, Objector, and Detached. Logit regressions of explanatory variables indicated that nurses' attitude toward assisted dying, ethical beliefs, and social norms predicted nurses' membership in intended response profiles. The overall model was statistically significant, chi(2)(20) = 106.527, p < .001, and the predictors accounted for 25.3% of the variance in the profiles (Cox and Snell test: Pseudo R-2 = 0.253). Conclusion: Nurses intended responses have been usefully constructed as five patterns or profiles of multiple responses. These profiles represent different types and levels of engagement with requests. Further, attitude and social expectations distinguish profiles with stronger intentions to engage positively. Using a cluster analysis methodology provides a more holistic understanding of nurses' intended responses to assisted dying requests by focusing on various responses and demonstrating that nurses have distinctive patterns of responses.

Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process. Further, this process should be particularly strong for employees high on vertical collectivism, and the trickled-up trust in top leaders should exert a stronger impact on employees' overall performance in the organization than trust in direct leaders. Multiphase and multisource data from 336 individuals support these hypotheses. The findings advance our understanding of trust and leadership by highlighting that trust in leaders at different levels does not form independently and that trust in leaders trickles up across hierarchical levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved). Refereed/Peer-reviewed

Since the 2004 publication of "Understanding firm-performance linkages: The role of the strength of the HRM system," the concept of HRM strength has been widely accepted in the field. We reflect on how the construct of HRM system strength has been used in subsequent theory and research with particular attention devoted to identifying consistencies and inconsistencies from the original intent and implications of the construct for related areas and topics such as strategic HRM, HRM architecture, social-psychological contracts, and organizational climate strength. Our review indicates that subsequent work has considerably added to the original; however challenges remain in capitalizing on this construct in both theory and research. We conclude by offering promising directions for further developing the construct of HRM system strength. Refereed/Peer-reviewed

We review the literature on organizational climate and culture paying specific attention to articles published in the Journal of Applied Psychology (JAP) since its first volume in 1917. The article traces the history of the 2 constructs though JAP has been far more important for climate than culture research. We distinguish 4 main periods: the pre-1971 era, with pioneering work on exploring conceptualization and operationalizations of the climate construct; the 1971-1985 era, with foundational work on aggregation issues, outcome-focused climates (on safety and service) and early writings on culture; the 1986-1999 era, characterized by solidification of a focused climate approach to understanding organizational processes (justice, discrimination) and outcomes (safety, service) and the beginnings of survey approaches to culture; and the 2000-2014 era, characterized by multilevel work on climate, climate strength, demonstrated validity for a climate approach to outcomes and processes, and the relationship between leadership and climate and culture. We summarize and comment on the major theory and research achievements in each period, showing trends observed in the literature and how JAP has contributed greatly to moving research on these constructs, especially climate, forward. We also recommend directions for future research given the current state of knowledge. Refereed/Peer-reviewed

The quantification of organizational mechanisms remains a vital challenge for Human Reliability Assessment (HRA) and Probabilistic Risk Assessment (PRA). This paper reports on the progress of ongoing research by the authors to (a) identify the social and organizational factors that affect technological system risk, (b) examine how and why these factors influence risk, and (c) specify, in conjunction with PRA, how much they contribute to risk. The authors advance the Socio-Technical Risk Analysis (SoTeRiA) framework that explicitly integrates both the social aspects (e.g., safety culture) and the structural features (e.g., safety practices) of organizations with technical system risk models. While SoTeRiA represents a significant improvement in the integration of organizational factors in PRA, the theoretical details of underlying contributing factors and causal interrelationships for each generic node should be expanded. In addition to the theoretical advancements, a major challenge of quantifying organizational factors for PRA relates to lack of reliable data. This research uses a new approach, highlighting that data is available for organizational factors; however, with a different nature from tabular numerical equipment reliability data. The nature of data for organizational factors is evolving to an 'organizational-level' of analysis, i.e., organizational communications. The Data-Theoretic methodology is a hybrid combination of theoretical conceptualization and data analytics to quantify organizational mechanisms. With this approach, the strength of human interpretation (i.e., systematic interpretation and expert opinion) is utilized along with theoretical constructs to develop adequate causality for guiding new big data analytic algorithms aimed at large unstructured and heterogeneous data of textual organizational communications. This paper highlights the two primary parts of the Data-Theoretic methodology: (1) DT-BASE: Develop factors, sub-factors, and causal relationships in SoTeRiA, equipped with a base quantification grounded on theories and interpretation of information in the literature and reports and (2) DT-SITE: Develop site-specific measurement techniques to quantify the causal models based on site-specific data, utilizing automated data extraction and inference methods Refereed/Peer-reviewed

Organizational citizenship behavior (OCB) has been shown to be important for organizational effectiveness, yet less is known about the relationship between OCB and objective outcomes for individuals. We investigate the relationship between OCB and both short-term and longer term outcomes within the context of an outcome-based reward system. We also investigate a type of OCB specific to professional occupations, namely, professional service OCB. Using resource allocation and social exchange theories, we hypothesize that OCB directed internally to the employing organization may have a negative impact on individuals’ productivity and career outcomes while engaging in professional service OCB would be positively related to these outcomes. Results from a survey of 622 faculty members in research universities provide support for these hypotheses. Future research directions are discussed. Refereed/Peer-reviewed

In reaction to the growing attention to connecting individual-level and unit-level constructs, we first briefly review emergence terminology and theories that address the dynamic process by which a higher-level phenomenon emerges from lower-level elements. Next, we review the extant theory and research on emergence and convergence in organization science using an organizing framework that simultaneously considers the content area of lower-level elements, the emergent factors, and the target of the emergent property. In addition to organizing and bridging current literature on emergence and convergence, gaps of existing research and new directions for future research, including compilation and divergence, are identified. Refereed/Peer-reviewed

Probabilistic Risk Assessment (PRA) is an effective toolfor estimating riskfrom interactions of equipment failure and human error. Human Reliability Analysis (HRA) focuses on individual error due to internal (e.g., cognitive mode) and external (e.g., physical environmental factors, organizational factors) Performance Shaping Factors (PSFs). Current HL4 techniques include some of the external PSFs related to organ izational factors, such as procedures and training, however, the organizational mechanisms associated with these PSFs are not explicitly modeled in NRA. The incorporation of organizational models in this research is done based on the Socio-Technical Risk Analysis (SoTeRiA) theoretical framework. The Integrated PRA (1-PRA) methodology is introduced to connect the combined effects of human error and organizational factors with classical PRA techniques (i.e., Event Trees and Fault Trees). A novel algorithm, the big-data theoretic, is utilized to address wide-ranging, incomplete, and unstructured data. The new algorithm is applied for quanting the organizational mechanisms associated with the "training quality" (in nuclear power plants) that can be used as a surrogate node for "training" PSF, inside HRA. This research helps develop a more realistic and plant-specific estimation of human error. In addition, it facilitates explicit modeling for the sources of dependencies among PSFs usc Refereed/Peer-reviewed

Culture and climate focus on the broad social context of organizations. Culture and climate wereoriginally conceptualized as gestalt constructs from which employees perceive, make sense of, and derive meaning from the context. However, recent quantitative approaches to the study of culture and climate have typically focused on the constituent parts by examining independent dimensions, rather than attempting to capture a unitary whole.This chapter elucidates how a configural approach can be utilized to examine culture and climate as broad multidimensional contextual variables. Configurations represent a bundle of variables considered together and incorporate the interdepend encies and interactions among the variables.The configural approach allows for examining multiple culture or climate dimensions oraspects simultaneously as a gestalt or molar system as well as examining the role each dimension plays in the system.The reasons why a configural approach is useful and basic procedures for conducting configural analyses are discussed. Refereed/Peer-reviewed

In this chapter, the authors developed the notion that variance can be more viewed as more than a statistical index. The degree of variability and the form and structure of variance can be viewed as an independent construct in research, representing underlying processes such as stability, cohesion, agreement, power, subgrouping, or conflict. As illustrated in their discussion, variance can be a meaningful construct in multiple content domains and across levels of analysis. They further proposed that variance as a construct can be viewed in one of four ways: (a) linear variance (amount of variance), (b) nonlinear (optimal) variance, (c) patterned variance (configurations), and (d) clustered variance (subgrouping and ties). Different pressures for homogeneity and variability operate, often simultaneously. Researchers are urged to consider these pressures in a given content domain as a means to point to the most appropriate way to examine variance. Incorporating considerations of variance, beyond mean scores, can open up multiple avenues for future research and provide a means for a more nuanced and deeper understanding of organizational phenomena. (PsycINFO Database Record (c) 2014 APA, all rights reserved). Refereed/Peer-reviewed

Many catastrophic accidents have organizational factors as key contributors; however,current generations of Probabilistic Risk Assessment (PRA) do not include a comprehensive representation of the underlying organizational failure mechanisms. This paper reports on the current status of new research with the idealistic goal of monitoring organizational safety indicators. Because of the evolving nature of computational power and information-sharing technologies, ‘Internet of Things’ has been adopted as a metaphor to describe the authors’ vision for combining multiple levels of organizational analysis into a real-time application for monitoring the changing landscape of risk.The short-term objectives are: (1) identifying the organizational root causes of failure and their paths of influence on technical system performance, utilizing theoretical models of social phenomena, (2)quantifying the models using advanced measurement and predictive methodologies, big data analytics,and uncertainty analysis, and (3) proposing preventive approaches. Socio-Technical risk analysis deals with wide-ranging, incomplete, and unstructured data. Therefore, this research focuses on developing hybrid predictive technologies for PRA that are not only grounded on Socio-Technical Systems theory, but also serve to expand the classical approach of data extraction and execution for risk analysis by incorporating techniques such as text mining, network data analytics, and data curation

The purpose of this chapter is to review and synthesize research on the fit, congruence, and alignment between individuals and their organizational environment. Theoretical foundations and conceptualizations of person-environment (PE) fit are reviewed, highlighting areas of ambigulty and controversy. The framework of fit addresses different fit perspectives (similarity, fulfillment, and compilation), fit to different hierarchical levels (person-individual, person-job, person-group and person-organization fit), and different modes of defining the environment (person-based versus situation-based).

The purpose of this chapter is to review and synthesize theory and research on person-environment (PE) fit as it applies to selection and recruitment from both the organization's and applicant's perspective. PE fit conceptualizations are briefly reviewed, delineating different subtypes, modes, and operationalizations of fit, with particular attention to their role in selection. A heuristic model is then developed that explores how actual assessment of fit as well as perceptions of the degree of fit influence hiring decisions on the part of the organization and decisions to join the organization on the part of the applicant. Individual and organizational factors that influence the degree of fit during recruiting and selection are addressed as well as the effect of fit on initial work responses and behaviors. Implications of the framework are discussed to provide future directions for research and theory.

Organizational culture and climate focus on how organizational participants observe, experience, and make sense of their work environment.

Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate.