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We develop a realistic density functional approximation for the local gap, which is based on a semilocal indicator that shows good screening properties. The local band model has remarkable density scaling behaviors and works properly for the helium isoelectronic series for the atoms of the Periodic Table, as well as for the non-relativistic noble atom series (up to 2022 e−). Due to these desirable properties, we implement the local gap model in the jellium-with-gap correlation energy, developing the local-density-approximation-with-gap correlation functional (named LDAg) that correctly gives correlation energies of atoms comparable with the LDA ones but shows an improvement for ionization potential of atoms and molecules. Thus, LDAg seems to be an interesting and useful tool in density functional theory. [ABSTRACT FROM AUTHOR]

To verify the effectiveness of experimental occupational therapy plus intensive standard rehabilitation compared to intensive standard rehabilitation alone on the reintegration to social activities of complex patients three months after hospital discharge. Patients with a score ≥ 9 on the Rehabilitation Complexity Scale at admission to an intensive rehabilitation ward were randomized to the control or experimental group. Both groups received intensive multidisciplinary rehabilitation aimed at recovering independence in the basic activities of daily life (ADL). The experimental group also received experimental occupational therapy services to address goals identified through the administration of the Canadian Occupational Performance Measure (COPM). Experimental occupational therapy began during the in-hospital phase and continued in the home-based setting. It consisted of teaching strategies, recommending aids, and providing personalized information regarding available community support. Ninety-two individuals with a mean age of 65 years (female 44.6%) were enrolled. The experimental group significantly improved participation measured by the Reintegration to Normal Living Index (mean changes 8.61, 95% CI: 1–16.23, p = 0.027). The performance and satisfaction scores of the COPM, both during hospitalization and after discharge, and independence in ADL also improved. No differences in mood disturbances were found. Early post-discharge occupational therapy integrated with multidisciplinary rehabilitation improves the social participation of complex patients. Future research should investigate the concrete feasibility of implementing this complex intervention cost-effectively and in different contexts. ClinicalTrials.gov Identifier NCT03668938 (first posted date 13/09/2018) Early post-discharge rehabilitation assists patients' transition from hospital to home by improving the management of problems they encounter. In complex patients, occupational therapy initiated during hospitalization and extended to the early post-discharge phase improves social participation, independence in basic and instrumental daily activities, and performance and satisfaction when carrying out relevant occupational activities. The strong partnership between the Occupational Therapist and the patient improves compliance to treatment, enhancing the chances of success of rehabilitation interventions. [ABSTRACT FROM AUTHOR]

Coping with work-related stress is a key component of several theories that focus on employee well-being and performance. Yet, despite the myriad of ways that employees can cope, little is known about the complexities surrounding how employees may deploy multiple coping strategies in conjunction, particularly during unprecedented, uncontrollable, and novel socio-environmental events that disrupt work life, such as the COVID-19 pandemic. Drawing from the cybernetic theory of stress, we posit that taking a person-centered approach to coping may uncover the complex ways that employees cope with stress simultaneously, generating distinct profiles of coping. To illustrate this, we focus on employee coping within a context that has served as a significant socio-environmental jolt—working during the COVID-19 pandemic. Across two studies, we first consider distinct profiles of coping that may emerge (Study 1). We then consider antecedents related to the pandemic (i.e., work uncertainty, work location, and work arrangement autonomy) as well as outcomes of profile membership, including somatic complaints, job satisfaction, turnover intentions, and job performance (Study 2). Combined, our research contributes to the coping and stress literatures by adopting a person-centered approach that identifies how profiles of coping—rather than any one particular strategy in isolation—may facilitate employee well-being, work attitudes, and performance during periods of heightened work stress and uncertainty. [ABSTRACT FROM AUTHOR]

Mental health challenges are stigmatized in society and at work, yet people are increasingly posting about their experiences of anxiety and depression on social media. Drawing from the expectancy-confirmation framework in the stereotype literature by Darley and Gross (1983), this experiment examined whether stigma associated with anxiety and depression induces initial expectancies about the traits and behavioral tendencies of applicants who post about their anxiety and depression on LinkedIn. We then tested whether these expectancies are strengthened via confirmation bias when the applicant has the chance to perform in an interview. Findings from 409 individuals with hiring experience revealed that, regardless of an applicant gender and evaluator age, when applicants write about their experiences with anxiety and depression on LinkedIn, it affects evaluators' impressions of their work-related personality traits (i.e., emotional stability, conscientiousness) but not expectations about their work performance (i.e., task performance, organizational citizenship behaviors). Unexpectedly, evaluators' initial impressions of the applicant's emotional stability were slightly enhanced, rather than worsened, when listening to a recording of the applicant's job interview, but perceptions of conscientiousness remained unchanged. Overall, this study suggests that using LinkedIn to screen job candidates may introduce personal information about applicants that can be difficult to ignore later. While people are encouraged to share their experiences with anxiety and depression on social media, doing so can impact their professional image. [ABSTRACT FROM AUTHOR]

Grief is everywhere and affects individuals and teams in many different ways. The negative effects may not only be felt by the individual, but they can disrupt a team or an entire organization. While grief is common, understanding how to interact with others who are grieving is not. As leaders within healthcare institutions, pharmacists encounter many individuals and teams that are experiencing grief. The sources of grief can arise from pharmacy team members, other healthcare providers, patients, or our own personal experiences. This literature review introduces grief, where it comes from, and how it is emotionally and physically expressed in individuals. It discusses grief's disruptive nature and how to effectively communicate with those grieving to limit disturbances to individual, team, and organizational performance. Understanding what grief is, how it manifests in individuals and teams, and how to navigate a grieving workplace are vital skills for pharmacy leaders and will enable a more productive workplace. [ABSTRACT FROM AUTHOR]

Objectives: In this study, we expand on the existing work on daily performance by focusing on (1) within‐person fluctuation in perceived manager effectiveness in relation to daily positive affective experiences and daily performance and (2) between‐person fluctuations in uncertainty as a relevant boundary condition of these relationships. Methods: Multilevel data from 101 managers (1,010 measurement occasions) were used to test the hypotheses. Results: The results showed that fluctuations in the perception of a manager's effectiveness related positively to daily positive affective experiences, and this relationship was moderated by the team member's uncertainty levels in such a way that perceived uncertainty buffered the positive effect of leadership effectiveness on positive affective experiences. Further, the findings evidenced a positive association between daily positive affective experiences and daily performance. Finally, results showed a significant indirect effect from perceived manager's effectiveness to daily fluctuations in performance via daily fluctuations in positive affective experiences. Conclusions: Perceived manager's effectiveness made employees feel more positive affective experiences, which contributed to their daily performance. However, uncertainty overshadows the influence of a manager's effectiveness on their workers' positive affective experiences. We discuss implications for theory and practice. [ABSTRACT FROM AUTHOR]

Aim: To identify the available evidence regarding nursing roles in skin cancer screening and early detection and the reported education and training undertaken to do so. Design: Scoping review, reported in accordance with PRISMA‐ScR. Data Sources: A database search of Medline, CINAHL, Scopus, Embase, Emcare and JBI was conducted in November 2021. A grey literature search was conducted in February 2022. Searches were updated in August 2023. Review Methods: The data were extracted and synthesized into themes related to nursing roles and education. Results: Of the 2285 identified studies, 54 were included in the review. Nursing roles included screening and early detection, prevention and patient education or counselling. Except for specialized nurse practitioners, nurses working in primary clinical care mostly engage in skin cancer supportive/administrative roles rather than leading collaborators in screening and early detection. The education and training for nurses were identified around themes of didactic education, clinical experience, training in dermoscopy, performance and knowledge assessment and self‐efficacy. Conclusion: The roles and responsibilities of nurses working in skin cancer screening and early detection are highly variable, as are the reported training and education programmes. Little research has been conducted to explore this nursing role or the educational requirements needed for proficiency. With appropriate best practice education, it is within most primary care nurses' scope of practice to obtain competence in delivering opportunistic skin cancer screening. Impact: While most nurse specialists in dermatology will be proficient in dermoscopy and skin cancer screening, nurses who work in general practice are often underutilized due to a lack of opportunity and a clear pathway to becoming proficient in dermoscopic skin cancer screening.Most nurses involved in skin cancer screening are employed in advanced roles, and only a few studies investigating educational interventions utilized dermoscopy among advanced nurses.With specific training, nurses can work within their full scope of practice and increase access to skin cancer screening and early detection. Reporting Method: Adhered to JBI Guidance for Conducting Systematic Scoping Reviews. Protocol Registration: Open Science Framework, https://doi.org/10.17605/OSF.IO/XUNE6 Patient or Public Contribution: N/A; a literature review. [ABSTRACT FROM AUTHOR]

Background: Participation‐focused interventions are gaining momentum. The Pathways and Resources for Engagement and Participation (PREP) is one such intervention, and it was investigated in this study for its effectiveness in supporting participation in employment‐related activities for young adults with intellectual disabilities in Australia. Methods: The application of the PREP approach was adapted to accommodate COVID‐19 restrictions. Data were gathered from multiple sources in a triangulating manner following a case study design. Measures of performance, satisfaction, and a third measure of involvement were collected using the Canadian Occupational Performance Measure (COPM) in a multiple baseline format. The work questionnaire from the Assessment of Life Habits (Life‐H) was administered at three time points, and qualitative data were collected post‐intervention via a separate semi‐structured interview with four young adults with intellectual disabilities and the two occupational therapist facilitators. Findings: Performance, satisfaction and involvement scores had increased for 75% or more of employment‐related goals at follow‐up, although these changes were not statistically significant. Visual analysis indicated improved Life‐H accomplishment scores post‐intervention, but satisfaction with employment scores did not change. PREP was positively perceived, but the young adults reported needing more support from their participation teams. Conclusions: The PREP intervention shifts the focus from a skills‐based approach to a participation approach to practice and empowers young adults with intellectual disabilities to have greater independence over employment goals and related activities. COVID‐19 restrictions limited the application of the PREP approach, but the experience was still valued by the participants, although additional training and support for them and the PREP participation team working with them may have further enhanced their experience and participation outcomes. Accessible summary: New way to help with jobs: People are trying a new way to help young adults with intellectual disabilities find jobs. It's called the Pathways and Resources for Engagement and Participation (PREP).How they checked if it worked: They collected information from different places to see if PREP was helping. They asked young adults with intellectual disabilities and the occupational therapists to join and share their thoughts on PREP. They also used some tools to see if PREP was helping.Findings: Most people felt better about their job goals after using PREP, even though the changes weren't proven statistically. People liked using PREP, but they said they needed more help from their support teams.Conclusion: PREP is a good way to help young adults with intellectual disabilities be more independent with their job goals. COVID‐19 made it harder, but people still liked it. They think more training and support could make it even better. [ABSTRACT FROM AUTHOR]

For decades, texts on methods in animal behavior research have stressed the need for observers of behavior to work to minimize potential unconscious biases in their coding of data. Two major ways of minimizing these biases are to carry out data coding blind to the key comparisons being made in the study and to have high inter‐observer reliability. Over 10 years ago, Burghardt et al. (2012, Ethology, 118, 511) reviewed five major journals in the field of animal behavior and coded randomly selected articles from five decadal volumes (1970 to 2010). That earlier article found poor rates of reporting these two common methods for minimizing potential biases. Here, we carried out similar coding for the 2020 volumes from those same five journals. We found that rates of reporting have increased in all five journals – some substantially. However, rates of reporting still lag behind the journal Infancy, which publishes research on human infant development and relies on many of the same behavioral observation and coding methods used by animal behavior researchers. Given increased calls for transparency and reproducibility in many different fields of scientific study, we argue that we – researchers, reviewers, and editors – can and need to do better at making sure we are actively conducting research in ways to minimize potential observer biases. [ABSTRACT FROM AUTHOR]

Psychological safety is a psychosocial construct that reflects an individual's perception of social risk in the work environment, and is related to employee performance and well‐being, including job satisfaction and burnout. Psychological safety remains relatively understudied among educators, including its patterns over time and relationships with other aspects of the school environment. This study explored patterns of psychological safety over 4 years among 769 staff at 20 rural K‐12 schools, before and during the COVID‐19 pandemic, and the associations of these patterns with work‐associated well‐being and organizational context outcomes. Repeated measures latent profile analyses identified a 3‐class solution of stable‐high (51.0%), stable‐medium (44.8%), and dynamic‐low (4.2%) psychological safety classes. Those in the stable‐high class had consistently better outcomes, including less burnout and greater self‐efficacy, and better perceived organizational context and climate, compared to other classes. Among educators, psychological safety is generally stable, and reliably differentiates other important outcomes. Interventions fostering greater psychological safety may improve perceptions of the school environment and reduce burnout. Practitioner points: Psychological safety varies among educators, but is typically stable over time.Greater psychological safety is consistently associated with greater perceived supports and lower burnout.Interventions to improve psychological safety among educators may improve their resilience to stress in the workplace. [ABSTRACT FROM AUTHOR]

Burnout syndrome implies exhaustion, loss of motivation, low performance, and absenteeism. Catholic clergy are not exempt. This systematic review compiles and analyzes evidence related to burnout in Catholic clergy and potential modulating variables. Following the PRISMA methodology, systematic searches in different scientific databases identified 17 studies, revealing that burnout is related to age, personality traits, and type of priesthood. No relation between burnout and social support, self-care, spiritual practice, or workload was detected. It is necessary to adapt conceptual models to the peculiarities of burnout among clergy, extending assessment strategies and introducing working and organizational perspectives in the analysis of modulating variables, and in the development of prevention and intervention programs. [ABSTRACT FROM AUTHOR]

Following the principles of dynamic equilibrium theory (DET), this study examined the stable (institutional) and dynamic (episodic) components of mistreatment [experienced incivility and perpetrated counterproductive work behaviours (CWB)] using two longitudinal field samples based on a latent trait–state modelling approach. Study 1 (N = 615) leveraged a weekly lag design over four assessment points and Study 2 (N = 880) leveraged a monthly lag design over five assessment points. Across the two studies, results indicated that the majority of variance in both mistreatment constructs was institutional (i.e., individuals have meaningful set points that persist over time). Furthermore, institutional experienced incivility was positively related to institutional perpetrated CWB (i.e., the set point for experiencing incivility was positively related to the set point for perpetrating CWB). Similarly, episodic experienced incivility was concurrently associated with episodic perpetrated CWB (i.e., atypical episodes of experienced incivility were concurrently related to atypical episodes of perpetrated CWB). Interestingly, episodic experienced incivility did not have a lagged effect on future episodic perpetrated CWB, while episodic perpetrated CWB did have a lagged effect on future episodic experienced incivility. As such, for minor atypical episodes of mistreatment (i.e., incivility), we found evidence of dynamic equilibrium in that there are immediate episodic changes in other forms of mistreatment, but internal adaptive mechanisms appear to neutralize these effects over time. Meanwhile, overt atypical episodes of mistreatment (i.e., CWB) appear to have both immediate and lasting effects on other forms of mistreatment. These results have implications for DET, as well as for predicting the effectiveness of mistreatment research methodologies and interventions. [ABSTRACT FROM AUTHOR]

This study draws from cognitive appraisal theory to examine when and how negative performance feedback could prevent employees from engaging in interpersonal counterproductive workplace behaviour towards the leader. We test the hypotheses using a three‐wave survey and a scenario‐based experiment with Chinese and Western samples, respectively. Our results indicate that negative performance feedback has a negative effect on perceived feedback quality when employees have a lower (vs. higher) level of trust in the leader. In addition, perceived feedback quality is negatively related to employee hostility towards leader and, in turn, interpersonal counterproductive workplace behaviour towards the leader. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond. [ABSTRACT FROM AUTHOR]

A self-report instrument was created to measure stress, attitudes, and performance of domestic and family violence (DFV) first responders in an Australian state. DFV-related stress negatively impacted officers' attitudes and self-assessed performance. Higher DFV stress was predicted by the frequency and severity of DFV incidents, and the absence of lived experience. Negative attitudes were predicted by a shorter length of service and lower severity, and poorer performance by a longer length of service and lower perceived social support. Males reported higher stress and poorer performance than females. The findings reveal systemic issues that inhibit effective police response, emphasizing the need to address negative attitudes and "DV fatigue." [ABSTRACT FROM AUTHOR]

Background: Resilience aids healthcare professionals in navigating through and bouncing back from stressful situations in the workplace. Resilience can increase job satisfaction, work motivation, and professional commitment while decreasing burnout, and ultimately job turnover. More resilient employees experience lower instances of burnout and greater life satisfaction. Objective: The primary study objective is to determine the relationship that pharmacist resilience has on burnout and job performance. Methods: Licensed pharmacists in Florida were sent a Qualtrics survey (Qualtrics, Provo, UT) via email, which included demographics data, and valid and reliable assessment tools for resilience, burnout, and job performance. Linear regressions were used to test if resilience significantly predicted each of the output variables: burnout and job performance. Results: Survey responses were received from 942 pharmacists. The regressions showed that resilience significantly predicted both burnout (β1 = −.701, P <.001) and job performance (β1 =.35, P <.001). As resilience increased, the levels of burnout decreased, and job performance increased. Resilience explained 29% of the variance in burnout, and 11% of the variance in job performance. Conclusion: The results of this study suggest that resilience significantly predicts both pharmacist work-related burnout and job performance. The more resilient the pharmacist, the lower the chances of work-related burnout and the higher the likelihood of better job performance. Organizations should pursue opportunities to educate healthcare workers on methods to increase resilience and to bring attention to the importance of this topic. [ABSTRACT FROM AUTHOR]

Political economists and labour sociologists alike have studied how the skill specificity of workers can be explained, as it significantly affects workers' performance. However, the emergence of the gig economy may substantially change skill hiring and specificity in online labour markets because gig workers do not need formal educational credentials to offer their services. Instead, skills are "unbundled" from occupations, and platforms provide alternative ways to signal competencies, for example, via their rating and review systems. To shed light on the applicability of existing theories to explain the skill profiles of gig workers, we examine what predicts the skills hired in the online gig economy. Based on multilevel ordinal logistic regression analyses of 2336 gig worker profiles, we show that—as in traditional labour markets—gig workers with a vocational degree and longer online work experience are hired for more specific skills. However, national labour market institutions and educational systems affect the gig workers' skill specificity in the opposite direction than in traditional labour markets. Our findings thus suggest that online gig platforms allow workers to overcome restrictions imposed by national institutions as they are hired for those skills in the online gig economy that are institutionally less facilitated in their home labour markets. [ABSTRACT FROM AUTHOR]

General practitioners (GPs) played a crucial role in limiting the impact of the COVID-19 pandemic, and many GPs experienced they did not have the prerequisites to provide adequate care. However, GPs developed approaches that helped them to provide care to patients through various job crafting strategies. The aim of this study is to identify how job crafting strategies were deployed by GPs at the beginning of the COVID-19 pandemic in Sweden and the significance of the strategies on their work situation. A qualitative design with semi-structured interviews. The data was analysed using qualitative content analysis with job crafting as the conceptual framework for the analysis process. Primary healthcare in five healthcare regions in Sweden. Fourteen GPs participated in individual interviews. In their endeavours to organise and provide care, GPs shaped the task, relational and cognitive boundaries of their work. GPs felt proud about finding new ways of working when given room to manoeuvre. Intensified collaboration between healthcare professionals made GPs more confident in their clinical work. GPs expressed that they consequently felt stronger in their professional role through what they accomplished in the organisation of care. The results suggest that the job crafting strategies GPs used were meaningful to them in clinical practice. Knowledge about how GPs' job crafting strategies were deployed might be useful for healthcare organisations in preparing for future health crises. Taking advantage of GPs' experiences and strategies is considered important for promoting sustainable working conditions for GPs in the future. During the onset of the COVID-19 pandemic in Sweden, general practitioners took immediate action to re-organise their day-to-day work tasks. To manage professional uncertainty about how to provide the best possible care, general practitioners sought support from other healthcare peers. The professional self-confidence of general practitioners increased through what they accomplished when facing a major health crisis. [ABSTRACT FROM AUTHOR]

Background: By incorporating socio-cognitive mindfulness which has been under-examined in the nursing field, this study investigated the relationships between socio-cognitive mindfulness, moral sensitivity, dementia communication behaviors, and dementia nursing performance of nurses in long-term care hospitals. This study also examined the factors influencing nurses' dementia nursing performance. Methods: A cross-sectional study was conducted with 209 nurses from long-term care hospitals in Korea. Data were collected between August 1 and August 31, 2022. Participants completed the questionnaire assessing their socio-cognitive mindfulness, moral sensitivity, dementia communication behaviors, and dementia nursing performance. Pearson's correlation and hierarchical multiple regression analysis were performed for data analysis. Results: Dementia nursing performance of the nurses in long-term care hospitals was positively related to their socio-cognitive mindfulness, moral sensitivity, and dementia communication behaviors. Furthermore, nurses' dementia communication behaviors, moral sensitivity, and total clinical career, in that order, were found to be the factors influencing their dementia nursing performance. Conclusion: The findings indicate that the higher socio-cognitive mindfulness, moral sensitivity, and dementia communication behaviors, the higher dementia nursing performance, and that higher dementia nursing performance is associated with better dementia communication behaviors, greater moral sensitivity, and more extensive clinical experiences. This study provides a foundation for developing effective interventions to enhance dementia nursing performance in the future. To improve dementia nursing performance of nurses in long-term care hospitals, it is necessary to improve dementia communication behaviors and moral sensitivity, and prepare multilateral countermeasures to maintain nurses' clinical careers. [ABSTRACT FROM AUTHOR]

Aims. Building on conservation of resources theory, our study investigates how inclusive human resource management (IHRM) promotes nurses' innovative behavior through job crafting and further examines the moderating role of shared leadership. Background. Nurses' involvement in innovation is essential to improve nursing care delivery and accommodate changing medical environments, especially in the face of crisis events like the COVID-19 outbreak. However, knowledge about the relationship between human resource management and nurses' innovative behavior remains scarce. Methods. We collected three-wave data from 338 on-duty registered nurses at four public hospitals in China from November 2022 to January 2023. We used SPSS 22 to conduct hierarchical regressions to test our hypotheses. Results. IHRM positively predicted innovative behavior of nurses with the mediating role of job crafting. In addition, we found that IHRM was more effective in promoting job crafting and subsequent innovative behavior when nurses perceived high levels of shared leadership. Conclusion. IHRM initiated by the organization and shared leadership style are two collaborative approaches to facilitating nurses' job crafting, thereby responding to the imperative need to foster nurses' innovative behavior. Implications for Nursing Management. The present study emphasizes the important roles of IHRM and shared leadership in promoting nurses' job crafting and subsequent innovative behavior, providing theoretical and practical implications for nursing management in the current dynamic and challenging environment. [ABSTRACT FROM AUTHOR]

Objective: To identify critical satisfaction gaps in a home nursing mobile application (APP) using a systematic decision-making model. Methods: Initially, the decision-making trial and evaluation laboratory method was used to analyze the relationship structure and corresponding weights among the indicators. The Importance-Performance Analysis (IPA) method was used to identify the categories of all indicators and their corresponding strategic directions. Twenty-six home nursing specialists currently providing home nursing services were recruited for this study. Results: The IPA results revealed that "Assurance," "Reliability," and "Personal security protection" are critical satisfaction gaps. From the influence network and weight results, "information quality" and "system quality" were the critical quality factors in the home nursing mobile APP. The influence of the network relationship structure and weight demonstrated a 98.12% significance level, indicating good stability. Conclusion: Continuous improvement in information and system quality is recommended to optimize the overall quality of the home nursing mobile APP. Additionally, user demands should be considered, and personal safety guarantee functions should be developed and integrated into the system to ensure the safety of home nursing workers. [ABSTRACT FROM AUTHOR]

Non-judicial court personnel, critical to a well-functioning justice system, experience overloaded dockets and the responsibility of making significant decisions, contributing to cognitive stress. Understanding and mitigating their stress is essential for maintaining judicial efficiency. We adapted Miller and Richardson’s Model of Judicial Stress to assess stress in a broad sample of non-judicial court personnel (n = 122), including judges, lawyers, and administrative staff. Participants responded to surveys about their stress levels, job performance, and health; they also completed cognitive performance tasks. The findings indicated that stress negatively affected employee outcomes including cognitive performance, job performance, job satisfaction, and health outcomes. Notably, perceived job performance had declined compared to the previous year, suggesting that the pandemic was an additional significant stressor. Based on the data, the Model of Judicial Stress is also applicable to other types of courtroom personnel, underlining its relevance across various judicial roles. [ABSTRACT FROM AUTHOR]

Aim: Investigate the influence of organizational intelligence on the development of soft skills and the overall thriving of nurses at Alexandria Main University Hospital in Egypt. Design: A cross-sectional descriptive design following STROBE guidelines examined the relationship between organizational intelligence, soft skills, and nurses' thriving. Methods and tools: Data were collected from 740 nurses working across critical care units using structured questionnaires. The questionnaires assessed organizational intelligence, soft skills, and thriving at work. Sociodemographic characteristics, including age, gender, education, and nursing experience, were also collected. Statistical analyses were used to analyze the data, including ANOVA, t-tests, Pearson correlation, and stepwise regression. Results: The findings revealed nurses' positive perceptions of organizational culture and documentation skills. However, areas such as measures and rewards and staff relations and communication indicated opportunities for improvement. Nurses reported high vitality levels but needed more learning opportunities at work. Significant correlations were found between demographic variables, organizational intelligence, soft skills, and thriving. Organizational intelligence demonstrated a robust positive relationship with both soft skills and thriving. Age, gender, education, and experience significantly influenced nurses' soft skills and thriving. Conclusion: The study highlights the importance of organizational intelligence in enhancing nurses' professional capabilities and well-being. Addressing demographic factors and fostering a supportive work environment is crucial for optimizing nursing practice and organizational effectiveness. Nursing implications: Insights from this study can inform targeted interventions and policy decisions to enhance nursing practice, organizational development, and healthcare outcomes in Egypt. Fostering organizational intelligence and soft skills among nurses can improve patient care, increase job satisfaction, and overall organizational success. [ABSTRACT FROM AUTHOR]

Background: Optimizing the performance level of nursing staff is crucial for the efficient functioning of hospitals and better patient health outcomes. However, published data on the job performance levels and associated factors of nurses in Ethiopia is limited. Therefore, this study aimed to assess the job performance and associated factors of nurses working in adult emergency departments at selected public hospitals in Addis Ababa, Ethiopia. Methods: A facility-based cross-sectional study was conducted from March 25 to April 25, 2023, among 172 nurses working in the adult emergency departments of selected public hospitals in Addis Ababa, Ethiopia. A simple random sampling technique was used to select the study participants. Data were collected using pretested, self-administered structured questionnaires. Data were coded, entered into Epi-data version 4.6, and analyzed using Statistical Package for Service Solution (SPSS) Version 27.0.1 software. Data were summarized using descriptive statistics, including mean, frequency, and standard deviation. A binary logistic regression analysis was done to determine factors associated with the performance of nurses. The strength of the association was measured using an adjusted odd ratio (AOR) with a 95% confidence interval (CI), and a P-value < 0.05 was considered statistically significant. Results: The majority of nurses, 70.5% (95% CI: 63.7–77.3), rated their job performance as good. Workload [AOR = 1.70 (95% CI: 1.19–2.44)], remuneration [AOR = 1.89 (95% CI: 1.35–2.67)], rewards [AOR = 1.50 (95% CI: 1.01–2.23)], objectives to be achieved [AOR = 1.88 (95% CI: 1.32–2.67)], and feedback on performance appraisals [AOR = 1.65 (95% CI: 1.17–2.33)] were identified as significantly associated with nurses' performance. Conclusion: While the majority of nurses rated their job performance as good, it is important to note that a relevant proportion of nurses rated their job performance as poor. The findings of this study identified that nurses' performance is influenced by several key factors, including workload, remuneration, rewards, objectives to be achieved, and feedback on performance appraisals. Our findings call for improving nurses' job performance; therefore, hospitals should consider implementing systems that effectively utilize performance appraisal results and recognize and encourage hardworking nurses. [ABSTRACT FROM AUTHOR]

Background. In addition to the usual difficulty of managing human capital in any organization, healthcare institutions have other problems to solve arising from the circumstances and the very nature of the work they perform, such as the ethical pressure on staff, emotional exhaustion, the distribution of work shifts, or the general shortage for nurses. In many cases, this situation has an impact on the quality of care. Objective. The main objective of this research is to compile, in a single document, human resource practices that help health centre managers improve results in terms of performance and quality of care, as well as avoid the intention of abandoning the job, specifically related to the work of nurses. Methods. To this end, a systematic literature review has been performed based on 229 papers published in the Web of Science database, from which the practical implications for nurses proposed by these authors have been extracted. Results. The main results suggest that developing affective commitment helps to improve organizational performance and enhance patient safety culture. Furthermore, improving communication and meaningfulness of work, recognition by superiors, or job flexibility would improve the quality of outcomes, for the work of nurses. Conclusions and Implications for Nursing. Stimulating normative commitment, reducing excessive control, and paying attention to job burnout and job stress help combat the intention of voluntary turnover or leaving the job, especially in the case of nurses. [ABSTRACT FROM AUTHOR]

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self‐efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self‐efficacy. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the effect of perceived overqualification on both task performance and proactive behavior via job crafting under the moderation of digital competencies. Hypotheses of the proposed model were tested with a sample of 409 participants in 40 five-star hotels in Turkey. Data were collected by interviewing face-to-face and analyzed using structural equation modeling. It is found that job crafting mediated the relationship between perceived overqualification on both task performance and proactive behavior. The positive effect of perceived overqualification on job crafting was greater under digital competencies, as was the indirect effect of perceived overqualification on both "task performance" and "proactive behavior" via job crafting. [ABSTRACT FROM AUTHOR]

This study investigates how the exogenous provision of norm information concerning wage inequality influences the acceptance of wage differences. In an experiment where one employer interacts with two employees who differ in productivities, two main treatments provide information suggesting either an injunctive norm for small or for large wage differences prior to the interaction. Norm-relevant information significantly shifts individual beliefs concerning the appropriateness of wage inequality: Subjects who receive information hinting at a norm for high (low) wage inequality are more (less) likely to consider larger wage differences to be appropriate. Yet, when a norm for low wage inequality is suggested, a non-negligible share of employers still differentiates strongly, making it difficult to coordinate on a commonly accepted norm for wage inequality. Moreover, norm information signaling high wage inequality positively affects the output of low-performing employees. [ABSTRACT FROM AUTHOR]

Soft robots claim the architecture of actuators, sensors, and computation demands with their soft bodies by obtaining fast responses and adapting to the environment. Sensory-motor coordination is one of the main design principles utilized for soft robots because it allows the capability to sense and actuate mutually in the environment, thereby achieving rapid response performance. This work intends to study the response for a system that presents coupled actuation and sensing functions simultaneously and is integrated in an arbitrary elastic structure with ionic conduction elements, called as soft sensory-motor system based on ionic solution (SSMS-IS). This study provides a comparative analysis of the performance of SSMS-IS prototypes with three diverse designs: toroidal, semi-toroidal, and rectangular geometries, based on a series of performance experiments, such as sensitivity, drift, and durability. The design with the best performance was the rectangular SSMS-IS using silicon rubber RPRO20 for both internal and external pressures applied in the system. Moreover, this work explores the performance of a bioinspired soft robot using rectangular SSMS-IS elements integrated in its body. Further, it investigated the feasibility of the robot to adapt its morphology online for environment variability, responding to external stimuli from the environment with different levels of stiffness and damping. [ABSTRACT FROM AUTHOR]

In this paper, a dual multi-objective optimization design method for compliant mechanism is proposed, and a new compliant guide mechanism is designed by using this method. The method combines the local optimization of multi-objective optimization algorithm and the structural optimization of multi-objective topology analysis, which can carry out the optimization design more systematically and comprehensively. Firstly, we present the specific optimization workflow and construct the mechanism amplification ratio model and pseudo-rigid body model. Secondly, the single design is carried out through using a combination of sensitivity analysis and NSGA-II multi-objective optimization, and meanwhile the EMM + TOPSIS are utilized to ensure the objectivity of the result ordering. On this basis, double design is then conducted and a better comprehensive working performance could be obtained by applying multi-objective topology design. Finally, a prototype is fabricated for experimental testing. The results show that the amplification ratio error between simulation and experiment is just 2.16%, and the operating frequency reaches 1762.9 Hz. The experimental results prove the correctness of the simulation results and show the practical application of the optimization method. [ABSTRACT FROM AUTHOR]

This study underscores the significance of assessing the capabilities of rehabilitation officers in navigating challenges, devising innovative work methods, and successfully executing the rehabilitation process. This is particularly crucial amid the dual challenges of overcapacity and the repercussions of the Covid-19 pandemic, making it an essential area for research. To be specific, it aims to obtain empirical evidence about the influence of proactive personality and supportive supervision on proactive work behavior, as well as the mediating role of Role Breadth Self-efficacy and Change Orientation. This research was conducted on all rehabilitation officers at the Narcotics Penitentiary in Sumatra, totaling 272 respondents. This study employs a quantitative method via a questionnaire using a purposive sampling technique. The data was subsequently examined using the Lisrel 8.70 software and Structural Equation Modeling (SEM). It can be concluded from the results that the rehabilitation officers for narcotics addicts at the Narcotics Penitentiary can create and improve proactive work behavior properly through the influence of proactive personality, supportive supervision, role breadth self-efficacy, and change orientation. The study may suggest new ways of working and generate new ideas to increase initiative, encourage feedback, and voice employee concerns. Furthermore, this research has the potential to pinpoint deficiencies in proactive work behavior, serving as a foundation for designing interventions or training programs. These initiatives aim to enhance the innovative and creative contributions of rehabilitation officers in the rehabilitation process. [ABSTRACT FROM AUTHOR]

In the resource-constrained context of Pakistan's healthcare sector, the role of employee happiness in influencing organizational performance remains underexplored. Our study addressed this gap by examining how ethical leadership and corporate social responsibility (CSR) influence organizational outcomes via employee happiness. Utilizing a cross-sectional design with data from healthcare professionals and applying structural equation modeling, we found that ethical leadership significantly boosted employee happiness, which, in turn, enhanced organizational performance. Further, CSR strengthened the relationship between ethical leadership and happiness. The findings not only emphasize the centrality of employee happiness in mediating leadership and performance linkages but also offer insights for improving healthcare services in similar contexts. [ABSTRACT FROM AUTHOR]

Plain Language Summary: Cancer patient navigators work in diverse settings ranging from community‐based programs to comprehensive cancer centers to improve outcomes in underserved populations by eliminating barriers to timely cancer prevention, early detection, diagnosis, treatment, and survivorship in a culturally appropriate and competent manner.This article clarifies the roles and responsibilities of Entry, Intermediate, and Advanced level cancer patient navigators. The competencies described in this article apply to patient navigators, nurse navigators, and social work navigators.This article provides a resource for administrators to create job descriptions for navigators with specific levels of expertise and for patient navigators to advance their oncology careers and attain a higher level of expertise. The American Cancer Society National Navigation Roundtable Workforce Development Task Group clarifies how patient navigators' job roles vary based on level of expertise (Entry, Intermediate, or Advanced navigators). The article provides a resource for administrators to create job descriptions for navigators with specific levels of expertise and for patient navigators to advance their oncology careers and attain a higher level of expertise. [ABSTRACT FROM AUTHOR]

To facilitate future research on career adaptability, this study aims to validate the super-short form of the Career Adapt-Abilities Scale (CAAS-SSF) through two studies across three samples. In Study 1, the full scale is shortened to a 4-item scale based on a Chinese sample (Sample 1, N = 616), considering both reliability and validity. Study 2 aims to validate the 4-item CAAS-SSF across two additional samples: Sample 2 in China (N = 332) and Sample 3 in the United Kingdom (N = 317). Results show that the CAAS-SSF demonstrates satisfactory reliability and good fit with the unidimensional model of career adaptability. Furthermore, the super-short scale exhibits acceptable measurement invariance across gender and culture groups. Moreover, criterion-related validity of the CAAS-SSF is supported by its positive correlations with criterions (i.e., job performance, career satisfaction, and occupational self-efficacy) that parallel results of the CAAS and CAAS-Short Form. Overall, the findings support the CAAS-SSF as a reliable and valid representation of the 24-item CAAS. Limitations and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

Expatriates employed to work on international construction projects face high levels of stressors in the workplace, and adjustments often need to be made to improve their job performance. We investigated whether and how expatriate resilience mediates the effect of job stressors on expatriate adjustment. We put forth a series of consistent and contradictory hypotheses by combing the challenge–hindrance stressor framework with the job demands–resources theory. Data collected from 2123 expatriates of international construction projects were used to evaluate the theoretical model, and the data were separated into two groups (low-level hostile environment group and high-level hostile environment group) based on the hostility level of their assigned locations. These results confirm that the impact of the two categories of stressors varies in different hostile environments. In all contexts, hindrance stressors are "bad" stressors as they impair expatriate resilience and adjustment, whereas challenge stressors exert different effects on expatriate resilience and adjustment depending on the level of hostility of their environments. In the high-level group, challenge stressors had a negative effect on expatriate adjustment and resilience. In contrast, challenge stressors were "good" in the low-level group. Moreover, both challenge and hindrance stressors significantly mediate expatriate adjustment via expatriate resilience, highlighting the value of considering expatriate resilience. These results add to the growing body of knowledge on the relationship between expatriate adjustment and occupational stressors. Our research furthers our understanding of the challenge–hindrance stressor framework by finding results contradictory to those of the original framework. Occupational stress management is a critical mission in the construction industry since it is one of the most stressful industries. Previous studies and management strategies have mostly viewed stress as "bad." In contrast, stressors could turn into motivation in some situations, thus determining when and how stressors can be "good." The results suggest that stress management strategies should be tailored to the specific conditions of hostile environments. In low-hostility environments, increasing workload and job responsibilities can enhance the motivation of expatriates, thereby promoting their resilience and adjustment. However, in highly hostile environments, these stressors can have adverse consequences, necessitating the implementation of suitable initiatives to reduce stress levels. Furthermore, it is significant to consider resilience when selecting and managing expatriate employees. Enhancing expatriate resilience can improve assignment success rates and address the workforce shortage in the international construction industry. By implementing these practical implications, organizations can better support expatriate employees in managing stressors and achieving successful outcomes in international construction projects. [ABSTRACT FROM AUTHOR]

Background: Nurses have faced significant personal and professional stressors during the COVID-19 pandemic that have contributed to increased rates of burnout, intention to leave, and poorer work engagement. Resilience has been identified as a critical factor influencing job outcomes; however, the dynamics of this association have not yet been investigated within the context of the Thai workforce. The study objective was to determine the associations between resilience and job outcomes, including burnout, intention to leave, and work engagement among nurses working in Thailand during the COVID-19 pandemic. Methods: This cross-sectional study gathered data from a sample of 394 registered nurses employed across 12 hospitals. The research instruments comprised the Connor–Davidson Resilience Scale (CD-RISC), the Maslach Burnout Inventory-Health Services Survey (MBI-HSS), a questionnaire assessing the intention to leave the job, and the Utrecht Work Engagement Scale (UWES). To determine the associations among the measured variables, multivariate logistic regression analyses were conducted. Results: One-third of nurses experienced emotional exhaustion and depersonalization, and about half experienced reduced personal accomplishment; one-tenth of nurses intended to leave their job. Nurses who exhibited higher levels of resilience were found to have a significantly reduced likelihood of experiencing high emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment. Conversely, these nurses were more likely to report higher levels of work engagement than their less resilience. Conclusion: The COVID-19 pandemic offers important lessons learned about promoting the well-being of the nursing workforce and protecting against adverse job outcomes. While we identified resilience as a significant predictor of several nurse outcomes, other work environment factors should be considered. Government and hospital administrations should allocate resources for individual and organizational-level interventions to promote resilience among frontline nurses so that hospitals will be better prepared for the next public health emergency and patient and nurse outcomes can be optimized. [ABSTRACT FROM AUTHOR]

Background: This study aims to explore the influence of career shocks on nurses' occupational well-being through job crafting and the moderating role of supervisor autonomy support. Method: The present study used a cross-sectional design. And the study included 714 frontline nurses in China, and we used structural equation modelling (SEM) to test our hypotheses. Results: Job crafting mediated both the relationship between positive career shocks and occupational well-being and the relationship between negative career shocks and occupational well-being. Supervisor autonomy support moderated the indirect relationships. Conclusions: Positive and negative career shocks could increase and impair nurses' occupational well-being through job crafting, respectively. We contribute to helping nurses make sense of career shocks and preparing for career shocks, and hospital administrators and nurses' direct supervisors can help nurse better cope with career shocks in attending job crafting activities and providing more autonomy supports. [ABSTRACT FROM AUTHOR]

Introduction. The outbreak of COVID-19 has led to various challenges for healthcare workers, including nurses. Nurses play a critical role in the fight against this disease, and their communication of self-efficacy and job satisfaction has garnered significant attention. This study aimed to investigate the relationship between communication self-efficacy and job satisfaction of Iranian nurses during the COVID-19 pandemic. Methods. This study was conducted using a cross-sectional design. A total of 500 nurses working in hospitals in Iran were selected using a convenience sampling method. The communication self-efficacy scale and the job satisfaction scale were used to collect data. Results. The study found that nurses with higher communication self-efficacy exhibited better performance and job satisfaction in various work challenges (r = 0.56, p < 0.001). However, nurses holding a master's degree or higher reported the lowest average communication self-efficacy and job satisfaction scores during the COVID-19 epidemic. The study also explored the impact of shift work on job satisfaction among nurses and found that nurses working exclusively on the morning shift reported the highest average job satisfaction score. Conclusion. The findings of this study suggest that communication self-efficacy is an important factor in predicting job satisfaction among Iranian nurses during the COVID-19 pandemic. Therefore, it is recommended that healthcare organizations provide effective communication training sessions and mental health interventions to enhance nurses' communication self-efficacy and job satisfaction. This can ultimately lead to improved performance and better patient outcomes. [ABSTRACT FROM AUTHOR]

Hospitality student interns are an important source of quality human resources (HR) to cope with serious labour shortage and sustain the future development of the hospitality industry. This study drew on job characteristics theory to examine the impact of job characteristics (JC) in hospitality internship on job satisfaction (JS) and job involvement (JI), and to assess how both work attitudes affect students’ future career intention (FCI) and their job performance (JP) as perceived by their managers. JC was found to positively influence JS and JI. The relationships of JS and JI with FCI were significant but those with JP were insignificant. The full mediating effect of interns’ JI was shown in this study. Moreover, this research specifically engaged HR professionals to discuss the survey results. The main findings and professional HR opinions were incorporated in the recommendations on internship enhancement to motivate and sustain interns’ aspirations towards their hospitality career. [ABSTRACT FROM AUTHOR]

This research aimed to investigate the mediating function of Green Employee Empowerment (GEE) in the relationship between Green Human Resource Management practices (GHRM) and the environmental performance of small and medium-sized enterprises (SMEs) in Ghana, drawing on the Ability-Motivation-Opportunity (AMO) theory. This study assessed the hypotheses in the established research model using structural equation modeling based on data collected from 320 participants from small and medium-sized firms in Ghana. The study's results revealed that GHRM practices were significantly correlated with the firm's environmental performance. The study found significant GHRM's indirect consequences on environmental performance through GEE in all models examined. These findings suggest that GEE plays a crucial role in translating the impact of GHRM practices into improved environmental performance. The study overlooked other potential mediators or moderators in the relationship between GHRM practices and environmental performance, focusing on GEE. To better understand the complex dynamics behind GHRM techniques' environmental performance, future research might examine business culture, leadership style, and employee sustainability attitudes. [ABSTRACT FROM AUTHOR]

Informal groups facilitate a sense of belonging and collaboration, thereby improving productivity in the workplace. Although the hospitality workplace provides an ideal environment for informal groups to form, it has been rarely studied. This study aimed to explore the role of informal groups in retaining and motivating frontline hospitality employees. The study collected data from frontline hospitality employees in the U.S. and China. The findings show that informal communication positively impacts job performance through knowledge-sharing behaviors, and a sense of belonging to informal groups is negatively related to turnover intentions. The study also highlights the originality of exploring employees’ connection with a group of coworkers (informal groups), which are more naturally formed. The study suggests that informal groups in hospitality businesses should be encouraged to enhance knowledge-sharing behavior and benefit the organization. [ABSTRACT FROM AUTHOR]

Background: There are numerous complex barriers and facilitators to continuously wearing hearing protection devices (HPDs) for noise-exposed workers. Therefore, the present study aimed to investigate the relationship between HPD wearing behavior and hearing protection knowledge and attitude, HPD wearing comfort, and work-related factors. Method: A cross-sectional study was conducted with 524 noise-exposed workers in manufacturing enterprises in Guangdong Province, China. Data were collected on hearing protection knowledge and attitudes, HPD wearing comfort and behavior, and work-related factors through a questionnaire. Using structural equation modeling (SEM), we tested the association among the study variables. Results: Among the total workers, 69.47% wore HPD continuously, and the attitudes of hearing protection (26.17 ± 2.958) and total HPD wearing comfort (60.13 ± 8.924) were satisfactory, while hearing protection knowledge (3.54 ± 1.552) was not enough. SEM revealed that hearing protection knowledge had direct effects on attitudes (β = 0.333, p < 0.01) and HPD wearing behavior (β = 0.239, p < 0.01), and the direct effect of total HPD wearing comfort on behavior was β = 0.157 (p < 0.01). The direct effect also existed between work shifts and behavior (β=-0.107, p < 0.05). Indirect relationships mainly existed between other work-related factors, hearing protection attitudes, and HPD wearing behavior through knowledge. Meanwhile, work operation had a direct and negative effect on attitudes (β=-0.146, p < 0.05), and it can also indirectly and positively affect attitudes through knowledge (β = 0.08, p < 0.05). Conclusion: The behavior of wearing HPD was influenced by hearing protection knowledge, comfort in wearing HPD, and work-related factors. The results showed that to improve the compliance of noise-exposed workers wearing HPD continuously when exposed to noise, the HPD wearing comfort and work-related factors must be taken into consideration. In addition, we evaluated HPD wearing comfort in physical and functional dimensions, and this study initially verified the availability of the questionnaire scale of HPD wearing comfort. [ABSTRACT FROM AUTHOR]

Background: The level of nurses' job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients' treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results: There was a significant positive correlation between job performance and perceived organizational justice (r = 0.477, p < 0.01), organizational climate (r = 0.500, p < 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.513) consisted of a direct effect (β = 0.311) as well as an indirect effect (β = 0.202) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.38% of the total effect. Conclusions: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points. [ABSTRACT FROM AUTHOR]

Introduction: Project Extension for Community Healthcare Outcomes (ECHO) is a teleconsultation model that leverages technology to sustain specialized interventions in underresourced settings. We present the application of the ECHO model to longitudinal training and consultation for community behavioral health providers learning to deliver cognitive behavioral therapy for psychosis, an evidence-based psychotherapy for individuals with psychotic disorders that has poorly penetrated the US mental health system. Methods: We analyzed within-group change over practitioners' 6-month ECHO participation cycle using the Expanded Outcomes Framework. We evaluated outcomes associated with participation, satisfaction, knowledge acquisition, performance, patient symptom severity, and functional impairment. Results: In the first 3 years, the cognitive behavioral therapy for psychosis ECHO Clinics supported 150 providers from 12 community agencies. Forty percent did not complete the 6-month ECHO calendar, most commonly due to separation from their agency. Participants reported high degrees of satisfaction. Declarative and procedural knowledge increased over the 6-month period. Of the 24 providers who received a fidelity review, 87.5% met or exceeded the competency benchmark within the 6-month period. Clinical outcomes reflected reductions in hallucinations, negative symptoms, depression, mania, and functional impairment, but no reductions were detected in delusions, disorganized speech, or abnormal psychomotor behavior. Discussion: ECHO Clinics offer a mode of providing continuous access to expert instruction, peer-to-peer consultation, and case-based learning that other workforce training models lack. Our evaluation suggests that the ECHO model supports continuous professional development for practitioners, most of whom had indicated inadequate preparation for their role. We observed improved learner and select patient outcomes. [ABSTRACT FROM AUTHOR]

In this article, multiple regressions using the stepwise method were utilized to analyze the effect of Big Five personality traits on the work of business-to-business (B2B) salespeople. To achieve this objective, the relationship between the five personality traits and different aspects of B2B salespeople’s work was analyzed. The sample consisted of 274 salespeople from different Spanish organizations and from different business sectors. Specifically, the effects of Big Five personality traits on sales performance, role conflict and ambiguity, ethical behavior, adaptive behavior, and job performance were analyzed. Our results show that Big Five is useful for predicting sales jobs. The traits that most affect the work of B2B salespeople are extraversion and conscientiousness. Neuroticism was the least influential and most negative trait. [ABSTRACT FROM AUTHOR]

Job instability is high among autistic adults, with employer-initiated terminations a common reason for job loss. The current study used qualitative methods to code reasons that autistic adults identified for their employer-initiated termination. From 315 autistic individuals ages 18–35 who completed an online survey, 93 (29.5%) reported having been terminated from a job. These individuals were asked about the reasons for their termination and responses were coded into thematic categories. Common reasons included work performance, social difficulties, attendance, and mental health challenges. Adults were more likely to attribute terminations to internal causes (related to the individual) than to external causes (environment-related). A good fit between workplace, individual preferences, skills, and abilities is likely key to promoting job continuity for autistic adults. [ABSTRACT FROM AUTHOR]

To identify the key internal and external collective conditions and determinants for sales managers in the B to B context, which would allow the articulation of Team Political Skill as a firm's dynamic capability at organizational and strategical level. This study employs qualitative methods based on grounded theory, with an exploratory discovery, which jointly used in-depth interviews and online focus groups targeting sales management positions (Sales managers, sales supervisors) and CEOs of 24 B to B different firms in Chile and Peru. The study reports that the political skill of B to B sales teams is articulated as a dynamic capacity when it is capable of generating organizational co-creation routines and an identification culture based on innovation, which translates into intrafirm collaborative organizational learning, strengthening its strategic intelligence, customer orientation and providing a distinctive and differentiating seal in the market at organizational level. This research suggests from the perspective of resource-based theory that B to B salespeople team political skills not only is a tactical resource to achieve sales results but also becomes an active differentiator of high strategic value for B to B firms in their organizational performance. Therefore, the sales team acts as a key predictor of higher social effectiveness and work performance. Additionally, this study highlights the pivotal role of the sales supervision role and competitive environment in the evolution of individual salespersons' political skills toward group consolidation. The current work offers initial strategies regarding for B to B sales managers can establish political skill development plans in their salespeople and to incorporate innovative supervision and supporting mechanisms that bolster the B to B sales team as a strategic resource in an ever-increasing competitive and complex environment, as seen in the recent post pandemic environment. To identify unexplored dimensions and collaborative processes in B to B salespersons' individual and collective team political skills and how these potentially consolidate themselves as a distinctive firm's dynamic capability in their sales performance. [ABSTRACT FROM AUTHOR]

Aim: This study examines the relationships between work stress, work performance, and mobbing in health institutions. Material and Method: A questionnaire was applied to 272 individuals working in any health institution in Türkiye in 2021 based on voluntary participation with the snowball method. The web-based questionnaires were prepared online using Google Documents. They were sent to the health workers' social-based addresses together with an introductory letter. The questionnaire was applied in four main sections: demographic information (8 questions), work stress (7 questions), work performance (4 questions), and mobbing (37 questions). Results: The study showed that 36.4% of academics, 30% of secretaries, 28.6% of security staff, 23% of technicians, 22.2% of social workers, 20% of midwives, 19.5% of physicians, and 15.4% of patient carers were exposed to mobbing. In addition, men were more subjected to mobbing than women (p=0.010). Statistically significant differences were determined between the occupational groups regarding work stress scale scores (p=0.001). The group with the highest work stress was security staff, with patient carers being the group with the lowest stress. Women also experienced significantly higher levels of work stress than men (p=0.028). Statistically, significant differences were also observed regarding the number of patients encountered (p=0.035). Work stress was found to increase in line with patient numbers. Analysis of the participants' work performance showed that such performance was very high. Significant variations were determined between work performance scale scores and the years spent working in the most recent institution (p=0.019). The work performance of participants who had worked for 11-15 years was lower than that of other periods, the highest work performance being observed in participants with 21-25 years of work experience. Conclusion: In conclusion, individuals working in any health institution were found to be exposed to mobbing and to experience work stress in the working environment but exhibited good work performance. No statistically significant association was determined between mobbing and work performance or stress. At the same time, a negative correlation was observed between work performance and work stress. [ABSTRACT FROM AUTHOR]