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Women in the Netherlands with non-western migration backgrounds experience domestic violence at the intersection of culture and gender, and visit their general practitioners (GPs) with health concerns related to the violence. Drawing on semi-structured interviews with GPs, this paper illuminates how GPs navigate the process of decision-making around intervention in domestic violence, with particular attention to the role of autonomy. Patient autonomy is a core principle in Dutch general practice. The term refers to the principle that GPs must respect that competent adults can make autonomous decisions about the care they do and do not want, and that GPs must respect patients' views, choices, and ways of life. The interview data shows great variation in how GPs respond in situations of domestic violence against women with non-western migration backgrounds. Deploying 'somatechnics of perception', this paper explores how GPs' perceptions of their patients' autonomy are both the agent and effect of a complex and embodied negotiation of gender, race, culture, ethnicity, medical ethics, and morality. In highlighting how these patients' autonomy is rendered (un)intelligible and (il)legible in contextually specific ways, this paper sheds light on how GPs in the Netherlands can better assist women with non-western migration backgrounds who experience domestic violence. [ABSTRACT FROM AUTHOR]

Aims: The purpose of this paper was to investigate the relationship between high‐involvement human resource management, autonomy, affective organisational commitment and innovative behaviours of nursing staff who care for elderly clients. Background: Nursing teams are increasingly required to demonstrate innovative behaviours that enhance care quality. Nursing leaders need to create environments where nursing staff have sufficient autonomy and feel a sense of commitment to support these behaviours. The appropriate implementation of these processes and practices may lead to greater involvement. Methods: A cross‐sectional survey‐based research design was employed to explore the experiences of involvement practices, autonomy, affective organisational commitment and innovative behaviours of 567 nursing staff workers from four elderly care organisations in the Netherlands. Results: The results demonstrate that a bundle of high‐involvement practices positively influences innovative behaviour and that affective commitment and autonomy fully mediate this relationship. Conclusions: The study highlights the role of autonomy and commitment as routes towards translating involvement practices into nurses' innovativeness. Implications for Nursing Management: To create an innovative environment, leaders need to create a positive climate by providing nurses with opportunities to enhance their competence, relatedness and autonomy through active involvement. Leaders should, therefore, encourage involvement as a mechanism to promote innovation. [ABSTRACT FROM AUTHOR]

Background: We aimed to gain more insight into autonomy of older people with intellectual disabilities in a residential care facility in making choices. Methods: We performed a descriptive ethnographic study in a residential facility in the Netherlands for 22 persons, aged 54–89 years, with mild to moderate intellectual disabilities (IQ <70) and low social–emotional development levels. We combined participant observations and qualitative interviews. Results: Based on the observations, the main themes for the interviews were established. Residents indicated to be free to make independent choices, and experienced less autonomy with regard to health issues and finances. Support staff stated that residents' level of autonomy depends on residents' characteristics, needs, preferences, the attitude of support staff and the rules of the care institution. Conclusion: Residents had a clear view on their autonomy in making independent choices. Support staff is mindful of preserving residents' autonomy, which in practice is limited. [ABSTRACT FROM AUTHOR]

Background: In the Netherlands, patients have the legal right to make a request for euthanasia to their physician. However, it is not clear what it means in a moral sense for a physician to receive a request for euthanasia. The aim of this study is to explore the moral values of physicians regarding requests for euthanasia.Methods: Semi-structured interviews were conducted with nine primary healthcare physicians involved in decision-making about euthanasia. The data were inductively analyzed which lead to the emergence of themes, one of which was about values regarding end-of-life decisions.Results: Four clusters of values related to euthanasia requests are described: values related to 1) the patient; 2) the family; 3) the physician; and 4) life and death. The data show that the participants value patient autonomy as a necessary but not sufficient condition for meeting a euthanasia request. A good relationship with the patient and the family are important. For the physician, the values physician autonomy, responsibility, understanding the patient and relief of suffering play a role. Life as an intrinsic good and a peaceful death are also important values.Conclusion: This study shows that next to patient autonomy and the relationship with the patient and the family, it is important for the participants to act in accordance with their professional values and to do justice to values related to life and death. The awareness of going against the intrinsic value of life is crucial, even if performing euthanasia may result in a feeling of relief or gratitude afterwards. [ABSTRACT FROM AUTHOR]

This study aims at explaining innovation performance of organizations as a combination of resources and capabilities. This study starts with asking the question how the relationship between firm-specific knowledge and innovation performance can be explained. To answer this question, insights from the resource-based view (RBV) and the dynamic capabilities approach (DCA) are combined. This leads to a set of hypotheses. The first hypothesis states that knowledge-specificity and innovation performance are positively related. The second hypothesis states that organizational learning practices mediate the relationship between knowledge-specificity and innovation performance. Then, two contrasting hypotheses are formulated stating that the relationship between knowledge-specificity and organizational learning practices of organizations is strengthened or weakened by the level of autonomy. Together these hypotheses lead to a mediated-moderation model of knowledge-specificity and innovation performance. The model is tested using a mediated-moderation analysis on a sample of 673 private organizations in the Netherlands. The analyses show that there is a positive relationship between knowledge-specificity and innovation performance and that this relationship is mediated by the extent to which organizations apply learning practices. Hypotheses 1 and 2 are thus supported. Furthermore, the level of autonomy weakens the relationship between knowledge-specificity and organizational learning practices. This study's main contribution lies in combining theoretical insights from the RBV and the DCA, applying them to the field of knowledge management, and testing them empirically. The analyses lead to two insights for organizations interested in increasing their innovation performance. First, investing in learning capabilities enhances innovation performance. Second, organizations based on general knowledge can grant work autonomy to employees to enhance their ability to learn. [ABSTRACT FROM AUTHOR]

In March 2020, the world was hit by the coronavirus disease (COVID‐19) pandemic which led to all‐embracing measures to contain its spread. Most employees were forced to work from home and take care of their children because schools and daycares were closed. We present data from a research project in a large multinational organisation in the Netherlands with monthly quantitative measurements from January to May 2020 (N = 253–516), enriched with qualitative data from participants' comments before and after telework had started. Growth curve modelling showed major changes in employees' work‐related well‐being reflected in decreasing work engagement and increasing job satisfaction. For work‐non‐work balance, workload and autonomy, cubic trends over time were found, reflecting initial declines during crisis onset (March/April) and recovery in May. Participants' additional remarks exemplify that employees struggled with fulfilling different roles simultaneously, developing new routines and managing boundaries between life domains. Moderation analyses demonstrated that demographic variables shaped time trends. The diverging trends in well‐being indicators raise intriguing questions and show that close monitoring and fine‐grained analyses are needed to arrive at a better understanding of the impact of the crisis across time and among different groups of employees. [ABSTRACT FROM AUTHOR]