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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]

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]

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]

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]

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]

In view of the problem strong rock pressure is easy to occur in coal seam mining in western gully terrain. Based on the coal seam mining conditions in the gully area under the compound key strata of Zhujiamao Coal Mine, the methods of similar simulation, theoretical calculation and analysis, numerical simulation and field measurement are adopted. The dynamic structure model of the key strata of the gully is constructed, and the mechanism and prevention and control measures of the strong rock pressure in the gully area of the working face under the compound key strata are analyzed. The research shows that the upper slope section of the gully area first undergoes rotary deformation, and then the chain structure formed by the broken block occurs sliding instability and impacts inferior key strata, resulting in strong rock pressure behavior in the working face. The calculation formula of the first breaking step distance of the main key strata rotation deformation and sliding instability during the movement of the overlying strata is derived. The calculation results show that the initial rotation deformation and sliding instability breaking step distances are 27 and 142 m, respectively, which are in good agreement with the support crushing at 145 m of the first gully. Using 3DEC numerical simulation, the stress of the second gully is reduced by 3.8 MPa after pressure relief, which verifies the position of strong rock pressure calculated by the formula and provides a theoretical basis for subsequent hydraulic fracturing. According to the mechanism, the comprehensive prevention and control measures of strong rock pressure in gully terrain are put forward. The support resistance of the working face is calculated to be 10,011 kN by the support resistance formula, and the ZY11000/14/34D hydraulic support is used. The working resistance of the calculated dangerous area after hydraulic fracturing is basically lower than 30 MPa, and the control effect is good. It has reference significance for coal seam mining through gully terrain. [ABSTRACT FROM AUTHOR]

A large body of research has documented a positive link between narcissism and counterproductive work behavior (CWB). However, previous studies focused exclusively on explicit (self-reported) narcissism, thereby neglecting the role of implicit (indirectly measured) narcissism. Using a sample of 504 employees, the present investigation aimed for an integrative perspective. Applying a job-related narcissism questionnaire along with an implicit association measure of narcissism, for the first time, we address the question whether and to what extent explicit and implicit narcissism jointly influence CWB. Specifically, we show that the most toxic combination of narcissism (i.e., high explicit and high implicit narcissism) predicts the highest CWB levels. Explicit narcissism was positively related to CWB, and this relationship was stronger among individuals who were also high (vs. low) on implicit narcissism. Results suggest that implicit narcissism is an important, albeit hitherto neglected, determinant of CWB. The present work provides novel and valuable evidence on the role of implicit personality, which is crucial for understanding deviant behavior in the workplace. [ABSTRACT FROM AUTHOR]

Despite its recognised centrality as an organisational tool, there are decades of mixed findings relating to the employee performance benefits associated with different forms of performance feedback. The ambiguity present in the literature has been attributed to multiple factors, including feedback purpose and the context within which feedback occurs. Integrating these broad themes, we develop a model expanding the breadth of relevant social context variables to include horizontal pay dispersion. Building from tournament theory, in a field experiment of 267 employees across 22 units, we find improved performance from diagnostic feedback delivered under increasing pay dispersion; however, substantively different patterns emerge for criterion-referenced feedback. The current findings have implications for both performance feedback research and tournament theory. [ABSTRACT FROM AUTHOR]

Through job crafting, employees proactively change or modify their tasks, thus reducing adverse job demands or protecting resources. There is still a lack of understanding of the impact that job crafting may have on colleagues at work (crossover effect), and how this may affect their ability to disconnect from work (spillover effect). In the present daily diary study, we examine these two processes among 82 dyads of colleagues (N = 164 employees) over five consecutive working days (N = 820 observations). We found a number of crossover and differential spillover effects. For example, when the focal employee starts new challenging projects, their colleague reacts by reducing the number of stressful tasks. This, in turn, affects psychological detachment from work. Specifically, whereas increasing challenging demands hinders daily detachment, decreasing hindering demands facilitates it. Taken together, these findings demonstrate that the impact of job crafting goes beyond the focal employee and beyond the work domain. [ABSTRACT FROM AUTHOR]

We respond to calls to examine the implications of creative performance by exploring the mediating role of pride in the relationship between self-rated creative performance and job self-efficacy and the moderating role of workaholism in these relationships. We collected data from a sample of 405 employees in China with a three-wave time-lagged design in Study 1 and a sample of 352 employees in the United States with a three-wave panel design in Study 2. Study 1 and Study 2 provided convergent evidence that self-rated creative performance at Time 1 positively is related to pride at Time 2, which, in turn, positively related to job selfefficacy at Time 3. Extending Study 1, Study 2 indicated that the indirect effect of self-rated creative performance on job self-efficacy via pride was only significant for employees with low workaholism. Our study contributes to the literature by taking the first attempt to explore how, why, and when self-rated creative performance is related to job self-efficacy and by highlighting the critical roles of pride and workaholism. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Based on the socially embedded model of thriving, the present study examined a moderated mediation framework, which involves the mediating role of employee thriving and the moderating role of career adaptability in the relationship between emotional intelligence (EI) and safety performance. A two-wave survey was administered among full-time commercial pilots working for airlines (N = 131). Our results showed that EI had a positive influence on employee thriving, which in turn positively affected safety performance. In addition, the results further revealed that the positive effect of EI on safety performance was stronger among pilots with a higher level of career adaptability. These findings have important implications for theoretical developments on EI, thriving, and performance in a safety context, and they also provide practical insights on how to enhance workplace safety. [ABSTRACT FROM AUTHOR]

The U.S. Military Academy at West Point is widely considered the premier leader development institution in the United States. Since first admitting women in 1976, few studies have examined factors that may influence female cadets to perform as leaders in this environment. The present study analyzed archival data collected during a unique longitudinal study of leader development conducted at West Point during the years 1993–2000, the Baseline Officer Leader Development Study (BOLDS). Personality hardiness, transformational and transactional leadership styles were evaluated as potential predictors of performance as leaders, according to supervisor ratings. Regression results showed that female cadets excel as leaders, outperforming male cadets as a group. Hardiness and transformational leadership style predicted leader performance for both male and female cadets. Additional analyses indicated it is the transformational leadership element of "charismatic" (or idealized influence) leadership that accounts for this finding. The transactional component "management by exception‐active" also predicted leader performance, but for male cadets only. This study confirms that hardiness and charismatic leadership style are important for leadership performance of both male and female cadets. For male cadets, leader performance was also tied to actively identifying and addressing failures in subordinates. Leader development programs for both men and women may thus be enhanced by including programs to develop personality hardiness and transformational leadership qualities. [ABSTRACT FROM AUTHOR]

People with serious mental illness have higher morbidity and mortality rates compared with the general population. Mental health nurses are in an optimal position to address physical healthcare needs and inequalities experienced by this group. Research evidence suggests that mental health nurses may lack appropriate skills and confidence. The training needs of mental health nurses in physical health care of patients with serious mental illness and the perceived effectiveness of training that is provided to mental health nurses are explored in this review. A narrative synthesis approach (PROSPERO protocol registration ID=CRD42021230923) involved searching five electronic databases (PsycInfo, Cinahl, Embase, Medline and Web of Science) from 1990 to 2021. Study quality was assessed, and analysis and synthesis were initially deductively guided by a theoretical framework of training effectiveness prior to inductive data analysis. Eleven studies met the inclusion criteria. For studies examining perceived effectiveness of training, four themes were derived from the theoretical framework (individual trainee characteristics, work environment, learning outcomes, transfer of training to job) and further theme (service user factor) generated inductively. For studies examining training needs, three themes were derived inductively (knowledge and skills requirements, modality of training, service and healthcare factors). The study highlights the need for ongoing learning to improve practice. It also provides another perspective in terms of understanding the influence of service user factors (motivation and mental state) in designing and implementing of future training in mental health settings. [ABSTRACT FROM AUTHOR]

This work is motivated by the fact that the reliability of electrical connectors influenced by their mechanical behavior and fatigue life directly affects the working performance of the whole equipment system. In this paper, theoretical analyses of insertion force, maximum stress, and fatigue life in an aviation electrical connector are presented and the corresponding mathematical models are firstly derived. Then, to numerically investigate its mechanical behavior and fatigue life, a simplified 3D FE model is developed by using ABAQUS and FE‐SAFE software and verified by experiments and theoretical analysis. Finally, the distribution and evolution characteristics of contact forces, stress and fatigue life considering the influences of reed thickness and slot width are quantitatively analyzed in details. The results indicate that the insertion force first increases and then stabilizes at the level of 0.16 N as the pin head is fully inserted into the jack, which shows an opposite to the evolution of extraction force. Moreover, the maximum value of stress and the minimum value of fatigue life are all located at the root of the jack reed. Besides, unlike the small effect of slot width, the Fimax and σmax values obviously increase and the Nf value decreases with the increment of reed thickness. [ABSTRACT FROM AUTHOR]

Prolonging the life of hot stamping dies in the automotive industry is challenging. Surface modification is an effective way to improve the durability of the dies. In this study, two tool steel grades, one cold work tool steel (V4E) and one high‐boron tool steel (HBS), are deposited on a tool steel substrate using directed energy deposition, followed by tempering. Softening behavior at high temperatures of 550 and 600 °C is investigated. In the key findings, it is revealed that both steels exhibit remarkable hardness, surpassing the substrate even after extended exposure to high temperatures. HBS shows excellent softening resistance in terms of hardness at 550 °C but experiences a significant drop at 600 °C. V4E demonstrates an overall superior softening resistance due to its thermal stable MC (M represents metal) carbides and the relatively stable dislocation density. Microstructural analysis highlights some unique features, such as borides in HBS and dendritic structures in V4E. In this study, the correlation between microstructure characteristics and hardness evolution is revealed, providing some insights into how these materials resist softening to enhance the longevity and performance of hot stamping dies. [ABSTRACT FROM AUTHOR]

Performance appraisals are widely used in organizations and most typically involve raters evaluating groups of subordinates along a set of items designed to represent job performance over a predetermined period (e.g., annually). A defining but often overlooked characteristic of performance appraisals is that they are cyclical. Since raters conduct appraisals over many cycles, it may be that measures of job performance are not equivalent across time. This is important because changes or differences in aggregated performance ratings can only be meaningfully interpreted if raters' definitions of job performance, interpretation of what the items mean, and their view of what constitutes the different levels of performance remain unchanged over time, unaffected by their experience with appraisals. Although critical to the interpretation of job performance scores, measurement invariance concerns are generally absent from the literature. The current research investigated the extent to which rater experience affected the conceptualization and measurement of performance using performance data from a major South American company which comprised information from raters and ratees through several appraisal cycles. In the between‐rater design, measurement invariance was analyzed using ratings of one performance appraisal cycle from 514 raters divided into groups according to their level of experience. The within‐rater design analyzed ratings from the same 80 raters in their first three appraisal cycles. In the between‐rater analysis, data supported measurement invariance across raters with different levels of experience. Results from the within‐rater analysis suggested that the job performance factor structure was not the same across cycles. Implications for research and practice are discussed. Practitioner points: (a)What is currently known about the topic of your study?Measurement invariance is critical to the validity of the interpretation of aggregated performance ratings, where items are believed to be manifest indicators of job performance constructs.Measurement invariance concerns in appraisal research have been limited to the analysis of ratings from different sources (e.g., peers and subordinates).Little is known about whether job performance ratings are noninvariant across time as a function of rater experience. (b)What your paper adds to this?In the current study, we examine if rater experience is a source of measurement nonequivalence in job performance ratings. Thus, we test the assumption that job performance ratings are invariant across time. (c)The implications of your study findings for practitioners.If raters at distinct stages of experience differ in either of these aspects of measurement, this should be considered whenever comparisons between employees' ratings are made (e.g., for administrative decisions).The finding that raters may still be calibrating the measure in the initial years of experience demonstrates the importance of examining whether performance appraisal training methods designed to provide a common frame of reference to raters are effective in ensuring measurement invariance.Organizations could benefit from the analysis of sources of measurement noninvariance as it potentially provides meaningful information about its culture and how it affects raters' performance views of job performance. [ABSTRACT FROM AUTHOR]

Situational strength theory has been used as a theoretical underpinning of person–situation processes that are linked to job performance. Accordingly, the link between personality traits and job performance increases in weak situations. Building on this research, similar mechanisms have been proposed for simulation‐based selection tools, such as Situational Judgment Tests (SJTs), to explain how these measures work as predictors of job performance. However, underlying processes of SJT performance are subject to debate with some scholars arguing in favor of context‐independent processes while others maintain that situations play an essential role. This study (N = 707) examined whether the strength of situations in SJT items moderated the relation between personality and SJT performance. Results did not support the notion that personality is more strongly related to SJT performance when situations are weak. In fact, for some traits, the opposite may be true as more situational constraints led to an increase in the relation of extraversion, emotional stability, and SJT performance. The results add to an increasing body of research about psychological processes in SJTs. Limitations and implications for research and practice are discussed. Practitioner points: Prior research has shown that situational strength moderates the relation of personality and job performance.In the current study, we found that Situational Judgment Tests (SJTs) do not fully mimic this aspect of real‐life situations. Thus, the debate about the underlying psychological processes of SJT performance is not yet resolved.More theory‐driven SJT developments are needed that provide verifiable assumptions about underlying psychological processes. [ABSTRACT FROM AUTHOR]

Drawing on self‐determination theory, this study examines how using personal strengths at work in the morning is associated with different types of performance throughout the workday. Momentary satisfaction of the needs for autonomy, relatedness and competence are proposed as mechanisms that differentially link strengths use to four different performance outcomes: task accomplishment, goal attainment, organizational citizenship behaviour and counterproductive work behaviour. We collected data from 216 Dutch employees in a large variety of sectors twice a day for one workweek (N = 1470 observations) using a smartphone application. Results of multilevel structural equation modelling showed that momentary satisfaction of the needs for autonomy and competence at noon mediated the positive relationship between morning strengths use and afternoon task accomplishment and goal attainment. Furthermore, satisfaction of the need for relatedness mediated the positive relationship between morning strengths use and afternoon organizational citizenship behaviour, but not the negative relationship between morning strengths use and counterproductive work behaviour. These findings deepen our understanding of strengths use theory and uncover novel insight on the temporal aspects of strengths use within a working day. [ABSTRACT FROM AUTHOR]

Drawing on the identity literature and job crafting research, the present work investigates how occupational identity threat is positively related to individual job crafting (i.e., approach crafting and avoidance crafting) and how approach (or avoidance) crafting transforms occupational identity threat into increased job engagement and improved job performance. We also propose that the regulatory focus of individuals would moderate these relationships. After conducting two field studies, Study 1, which used data from 211 matched employee–supervisor pairs at an aluminium manufacturing company, found that occupational identity threat had a positive effect on approach and avoidance crafting. The results also showed further support for the moderating effect of prevention focus and a mediating effect of approach crafting in transferring the effect of occupational identity threat in a positive manner (i.e., higher job engagement and performance). In Study 2, we replicated the findings of Study 1 and found further evidence for the moderating effect of promotion focus and a moderated mediating effect of approach crafting on job engagement. Theoretical and practical implications of this research are discussed. [ABSTRACT FROM AUTHOR]

In the last 25 years, work‐email activity has been studied across domains and disciplines. Yet, despite the abundance of research available, a comprehensive, unifying framework of how work‐email activity positively impacts both well‐being and work‐performance outcomes has yet to emerge. This is a timely and significant concern; work‐email is the most prominent and popular form of work communication but it is still unclear what people need to do to be effective emailers at work. To address this, we undertook a rigorous cross‐disciplinary systematic literature review of 62 empirical papers. Using action regulation theory, we developed a multi‐action, multi‐goal framework and found four 'super' actions that consistently predict effectiveness (positive well‐being and work‐performance outcomes). These actions involve: (i) communicating and adhering to work‐email access boundaries; (ii) regularly triaging emails (iii) sending work‐relevant email and (iv) being civil and considerate in work‐email exchanges. We found that super actions are engaged when workers have the resources to appropriately regulate their activity, and can attend to their self, task and social needs. Our framework synthesizes a broad and disparate research field, providing valuable insights and guiding future research directions. It also offers practical recommendations to organizations and individuals; by understanding and encouraging the adoption of work‐email super actions, effective work‐email practices can be enhanced. [ABSTRACT FROM AUTHOR]

Rationale: The principle of inseparability of teaching, academic research and assistance to patients, to which university physicians are subject in carrying out their work, invites reflection, aimed at identifying a combination of the three activities characterised, at the same time, by efficiency and effectiveness. Aims and Objectives: The present paper illustrates a paradigm based on the balance of intrinsic and extrinsic motivations with the purpose of identifying an efficient solution in the performance of the duties of university doctors. Methods: The analysis refers to Italy in terms of the main scenario, or, conversely, the achievement of more profit‐related goals. Results and Conclusion: Depending on the prevailing goal, it is possible to recognise the superiority of the constitutional principles. [ABSTRACT FROM AUTHOR]

Introduction: Participation in work and employment is a milestone of adulthood. People returning to work after burn injury may have physical, psychological, social, and environmental barriers to overcome in order to resume their pre‐injury employment. The aim of this paper is to evaluate qualitative findings regarding return‐to‐employment after burn injury. Methods: A qualitative synthesis was conducted based on the qualitative findings of an earlier mixed methods review. A pre‐determined scoping review protocol was used in the earlier review to search MEDLINE, CINAHL, Embase, PsycINFO, PubMed, Scopus, CCRCT, and CDSR databases between 2000 and Aug 2021. Any papers presenting qualitative data from previously employed adults with cutaneous burn injuries were included. Findings: A total of 20 papers with qualitative data on return‐to‐employment after burn injury were found. Only six included studies focused on return‐to‐employment outcomes and the remaining studies reporting on quality of life and life experiences after burn injury. Common themes included impairments that develop and change over time; occupational identity and meaning; temporal aspects of burn recovery; burn rehabilitation services and interventions; attitudes, knowledge and support of service providers; workplace environments supporting work re‐engagement after burn injury; usefulness of work accommodations; family and social supports, individuals attributes that influence re‐engaging in employment; and accepting and rebuilding. Conclusion: Resumption of work after burn injury is regarded as a key marker of recovery for working‐aged adults by burn survivors and burn care professionals. Support at transition points during the burn recovery process and peer‐led programmes were important. However, limited information currently exists regarding clinical practices, service gaps, and understanding of return‐to‐employment outcomes after burn injury. [ABSTRACT FROM AUTHOR]

Introduction: This systematic review and meta‐analysis examines the effectiveness of occupational therapy interventions for adults with conservatively managed conditions of the hand, wrist, and forearm. Methods: Searches were carried out in CINAHL, Cochrane Central Register of Controlled Trials (CENTRAL), Cochrane Database of Systematic Reviews, MEDLINE (OVID), EMBASE, and PubMed. Grey literature was searched for via Google Scholar. A systematic literature search was undertaken for randomised studies that examined occupational therapy interventions for treatment of hand, wrist, and forearm conditions. The primary outcome was function, with secondary outcomes of occupational performance, satisfaction with occupational performance, pain, and quality of life. Meta‐analyses were completed, and GRADE was used to determine the certainty of evidence. Results: Twelve studies with 1429 participants were identified. Interventions included combinations of occupation‐based intervention, assistive device provision, education, orthosis provision, and exercise programmes for arthritis, carpal tunnel syndrome, and fracture and tendon injuries of the hand, wrist, and forearm. Occupational therapy resulted in an improvement of function (REM, SMD −0.27, 95% CI −0.00 to −0.53, I2 = 69%, low certainty evidence) (p = 0.05), occupational performance (REM, SMD 0.83, 95% CI 1.61–0.06, I2 = 91%, low certainty evidence) (p = 0.04), satisfaction with occupational performance (REM, SMD 0.74, 95% CI 1.42–0.05, I2 = 89%, low certainty evidence) (p = 0.03), and pain reduction (FEM, MD −1.35, 95% CI −0.84 to −1.86, I2 = 0%, moderate certainty evidence) (p < 0.00001). Conclusion: Further high‐quality research is recommended to determine the effects of occupational therapy interventions on specific upper limb conditions, inclusive of a broader range of clinical and patient reported outcome measures. [ABSTRACT FROM AUTHOR]

Background: Collaborative learning can effectively promote the development of higher‐order competencies, where learners collaborate via social interactions to explore and solve complex problems. It has been found that the effective occurrence of collaborative learning requires appropriate external guidance and support. In particular, collaborative interactions in open learning environments are more complex and difficult, which makes it important to provide dynamic interventions for learners according to different collaborative situations. However, the role of facilitators and the characteristics and mechanisms of their interventions have yet to be thoroughly investigated. Objectives: The study aims to uncover the characteristics and patterns of interaction among groups with different collaborative performance and facilitator performance in an open learning environment, and to explore the differentiated role of facilitators in this process. Method: Groups are categorised as high or low based on their collaborative performance and facilitator performance. This study used lag sequential analysis (LSA) and content analysis to explore the interaction patterns of groups with different collaborative performance and facilitator performance. Also, the different roles of facilitators were analysed by comparing the differences in interaction patterns of different collaborative performance groups. Results: The study found that groups with different collaborative performances and facilitator performances showed significant differences in interaction patterns, and the two had crossover effects. There is also variability in the role of facilitators in groups with different collaborative performance profiles. Patterns of transition between different layers of interaction can indicate the level of groups' collaborative engagement. Specific interaction patterns exist that are conducive to enhancing collaborative learning. Conclusions: The results of the study pointed out that groups with different collaborative performance and facilitator performance showed different characteristics of interaction patterns. The role of the facilitator in online collaborative learning is characterised by compensatory and merit‐promoting. High‐quality online collaboration is the result of multiple factors, including learners and facilitators working together. This study has practical implications for the design of instructional interventions for group collaboration in online learning communities. Lay Description: What is already known about this topic: Deep instructional interactions help stimulate group intelligence and promote knowledge creation and deep connections.The facilitation strategies of the instructional implementer in online collaborative learning contexts play an important role in guiding students to engage in interactions and promoting efficient learning.Facilitators need to adopt different intervention strategies for different learners and learning stages to advance collaborative task completion. What this paper adds: Group collaborative performance is closely related to the strength of the connection and the depth of interaction of group members.Roles of facilitator in online collaborative learning can be characterised by strong support, compensation, and merit promotion.High‐quality online collaboration is the result of multifactor interaction between learners and facilitators. Implications for practice and/or policy: Course organisers' rating scale proposed in this study can help screen and train facilitators with excellent attributes.Examining different roles of facilitators can help curriculum designers rationalise the design and organisation of collaborative instruction.When group collaboration is active, learners should be guided through activities for deeper interaction and exploration.When group collaboration is low‐spirited, learners should be encouraged to focus on the stage tasks and explore the tasks step by step. [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Conclusion Implications for nursing and nursing policy To explore the mediating effect of work engagement and the moderated mediating effect of emotional workload on the relationship between job demands and job performance among nurses.Nurses work in a high‐demand situation that could affect their job performance. However, previous studies have reported an inconsistent relationship between job demands and job performance. The underlying mechanism of how job demands influence job performance remains unclear.An online cross‐sectional survey was conducted with a convenience sample of 893 nurses from 14 cities in Sichuan Province between November and December 2021. Data were collected using the Job Demands Scale, Job Performance Scale, Utrecht Work Engagement Scale, and emotional workload subscale of the Questionnaire on the Experience and Evaluation of Work. Bootstrap and simple slope methods were used to test a moderated mediation model using Hayes' PROCESS macro. The STROBE reporting guidelines were utilized.Job demands had a positive effect on job performance, and this effect was mediated by work engagement. Emotional workload moderated the indirect relationship between job demands and job performance. Specifically, the positive effect of job demands on job performance via work engagement was attenuated in nurses with a high emotional workload.This study sheds light on the complex relationship between job demands and job performance. Work engagement and emotional workload deserve more attention to improve nurses’ performance.Policymakers and nurse managers should make efforts to develop and implement strategies to foster nurses’ work engagement, reduce their emotional workload, and further help nurses efficiently deal with job demands. [ABSTRACT FROM AUTHOR]

Introduction: Developmental coordination disorder (DCD) is a neurodevelopmental disorder that affects children's occupational performance and participation. It is known that the Covid pandemic has adversely affected the whole world in many areas. We aim to investigate the occupational performance and participation of children with DCD before and during the COVID‐19. Methods: Sixty‐five children aged 5–12 years included in the study were assessed by the Canadian Measure of Occupational Performance and the Participation and Environment Measure for Children and Youth. Results: Statistically significant differences were detected in occupational performance and satisfaction scores (p < 0.01). Additionally, except for 'involvement in the home environment' (p > 0.05), there were statistically significant differences in all other areas of participation (p < 0.01). Conclusion: The occupational performance and participation of children with DCD are impacted during COVID‐19. In addition, it is seen that the desire of families to change regarding participation has increased due to COVID‐19. It would be beneficial to include strategies to improve these areas in the rehabilitation processes. [ABSTRACT FROM AUTHOR]

Firms spend enormous amounts of resources for human resource development (HRD) based on the belief that HRD contributes to firm performance by enhancing employees' capabilities. However, whether investment in HRD actually creates value to firms is inconclusive. We explore whether and when a firm's HRD investment pays off by investigating the relationship between the monetary amount spent for HRD and a firm accounting‐based performance measure (ROE). Using a representative sample of 309 Korean firms from the Human Capital Corporate Panel database between 2009 and 2017, this study finds that HRD expenditures do not have any significant impact on ROE, while its impact is dependent on decoupling in HRD programs and the presence of an HRD department. These findings suggest that without appropriate use, HRD investment would fail to generate superior returns. [ABSTRACT FROM AUTHOR]

How managers evaluate employees' ideas and when they endorse or reject them have always been concerns. Based on categorization theory, we theorize that middle managers with multiple responsibilities and limited resources tend to label excessive voices as threats instead of opportunities. We thus propose an inverted U‐shaped relationship between voice frequency and voice endorsement that sequentially influences job performance. Further, perceived task interdependence, related to how an individual makes sense of issues in the team, will influence voice content and moderate the curvilinear relationship between voice frequency and job performance through voice endorsement. A three‐wave time‐lagged survey of Chinese firms, including 299 employees and 37 supervisors, provided convergent support for this theoretical model. Our research contributes to the voice literature by exploring how middle managers' limited resources and multiple responsibilities influence their voice evaluation process. This research thus has practical implications for both organizations and employees, as it suggests organizations allocate resources to facilitate managers' implementation of voice and provides suggestions for effective voice experience. [ABSTRACT FROM AUTHOR]

Studies on how high‐performance work systems (HPWS) enhance employee creativity are primarily based on relationship‐ and motivation‐related theories, while some scholars have argued that HPWS may promote performance at the expense of employee well‐being. Based primarily on a social embeddedness framework of thriving, this study introduces the human dimension of the sustainability perspective and investigates the indirect effect of HPWS on creativity through evidence of employees' thriving at work. We further explore the moderating role of temporal leadership in the relationship between HPWS and thriving. Hypotheses are tested using multi‐wave, multi‐source data from 235 employees and their direct supervisors. The contribution of this study lies in explaining how employee creativity is triggered by HPWS and how temporal leadership complements HPWS. [ABSTRACT FROM AUTHOR]

This paper investigates an event‐triggered cooperative control policy of moving‐target encirclement and tracking with time‐varying radius commands for unmanned aerial vehicle (UAV) formation. Different from the existing works, this study takes into account the relative motion model between the UAVs and the target in order to design a guidance law specifically tailored for moving‐target encirclement and tracking. Additionally, a time‐varying radius command is introduced, allowing the radius of the circular orbit formed by the UAVs around the target to adjust according to the commands. This flexibility and adaptability enhance the UAV formation's performance in complex work scenes and unstructured geometric spaces. To address the concerns of communication and computing costs associated with time‐triggered guidance laws, an event‐triggered method is proposed for dynamic target encirclement and tracking, eliminating the occurrence of Zeno behaviour. The stability of the proposed guidance laws is mathematically proven using the interconnected systems lemma. Finally, the effectiveness of the controllers is verified by some simulations. [ABSTRACT FROM AUTHOR]

Context: International medical graduates (IMGs) are forming an ever‐increasing proportion of the medical workforce. Much of the discourse around IMGs is about their performance at work and interventions to improve it. This discourse, however, is rarely situated in the wider context of the experiences of IMGs as migrants despite the wider context of migration and acculturation being likely to have a significant impact on IMGs' well‐being and, ultimately, performance at work. Objectives: The objectives of this article were to (1) raise awareness of the inextricable broader context within which IMGs are situated as migrants; (2) outline the impact this context might have on IMGs' performance; (3) discuss literature from the social sciences related to acculturation that could better inform the way we view IMG transition and performance; (4) highlight how acculturation theory can help inform the design, implementation and evaluation of interventions to facilitate the transition of IMGs into the host country and the workplace; (5) list some interventions that can provide support; and (6) suggest theory driven lines of enquiry to study acculturation in IMGs and the impact related issues might have on performance. Methods: This is a cross‐cutting edge review drawing on selected theory and literature from the social sciences to explore its relevance to IMGs. Conclusion: The broader context of migration and acculturation should not be ignored when discussing IMG performance in the workplace or when instigating interventions to improve it. There is an urgent need to further evaluate the impact this broader context has on IMGs' well‐being and performance. At last! An article that links acculturation literature and theory to action to support International Medical Graduates' transition to new countries. [ABSTRACT FROM AUTHOR]

Three distinguished scholars have provided insights on our article "Cyberloafing: A review and research agenda". We thank them for their thoughtful comments and suggestions on how research on cyberloafing can move forward. We reflected on their insights and provided our responses to their commentaries. [ABSTRACT FROM AUTHOR]

Recent work environment developments coupled with the pandemic have provided employees with increased opportunities to shape their workspaces. In semi‐structured interviews conducted with 40 employees working on large‐scale construction projects in two different work environments (open office and virtual work settings), we examined how and why job crafting was undertaken. Our analysis of the interview data revealed that, across both types of work environments, environmental disruptions that resulted in a perceived imbalance between focus and connection with colleagues were responded to with job crafting efforts. These job crafting efforts took the form of building bridges (to connect or coordinate with others more closely) and constructing barriers (to make it easier to focus). Individuals built bridges through the use of space or physical location, signaling, and coordination, whereas they constructed barriers via physical barriers, scheduling/prioritization, and mindfulness of others. This work contributes to job crafting research by expanding our understanding beyond work–life considerations of how and why individuals make adjustments within two relatively new types of work environments. Additionally, this research offers the contributions of increasing our understanding of interrelationships among types of job crafting and expanding our knowledge about how to make open office and virtual work arrangements more effective. [ABSTRACT FROM AUTHOR]

Over the last two decades, an increasingly complex work context of personal and work activities has blurred the foundations on which the concept of cyberloafing was traditionally based. It is no coincidence that Lim and Teo's recent review on cyberloafing refines the original construct defined by Lim and proposes new directions for determining its impact. The present commentary aims to offer additional discussion on these two aspects. First, the author aims to examine the conceptual architecture of cyberloafing by considering alternative perspectives. In contrast to conceptualizing cyberloafing traditionally by determining its boundaries such as engagement in online activities during working time and for personal purposes, the author also directly focuses on engagement in offline activities, which determines the behavioral features that are within its boundaries. The paper concludes by discussing the implications of combining these online and offline perspectives to provide a detailed assessment of the online and offline impacts of cyberloafing. [ABSTRACT FROM AUTHOR]

The Approach‐Avoidance Job Crafting Scale (AAJCS) builds on our adjusted version of a hierarchical structure of job crafting by Zhang and Parker from 2019. In developing and validating the new AAJCS, we, first, developed the German items in a stepwise procedure (pilot study). Second, we tested the factor structure and reliability (Study 1). Third, we replicated previous results and tested the construct validity (Study 2). Fourth, we ensured the criterion validity of the AAJCS (Study 3). The results suggested the existence of two independent factors, namely, approach and avoidance crafting, rather than a global job crafting factor. Furthermore, approach and avoidance crafting each consist of four job crafting dimensions, thus reflecting the hierarchical structure of job crafting. Within these dimensions, aspects of previous job crafting concepts are integrated. The distinction between approach and avoidance crafting became apparent in the comparison of their criterion validities as follows: Approach crafting was positively related to work‐related outcomes, while avoidance crafting was negatively associated with work engagement and performance. Furthermore, approach and avoidance crafting exhibited incremental validity with regard to predict work engagement and performance beyond previous job crafting concepts. Approach crafting was positively associated while avoidance crafting was negatively associated with work engagement and performance. [ABSTRACT FROM AUTHOR]

Despite longstanding recognition that organisations are open systems that are affected by the broader environments in which they are situated, scholars have rarely examined how such macrosocietal conditions may influence processes and experiences within the workplace. Integrating research on selective incivility and mega‐threats, we conceptualise the COVID‐19 pandemic as a racial mega‐threat and examine how this context may challenge organisations' efforts to promote diversity and inclusion. Specifically, we predict that the protective benefits of diversity climate against incivility, an insidious form of modern discrimination incited by the COVID‐19 pandemic, will be weaker for workers of Chinese descent compared to workers from other Asian subgroups, leading to more downstream negative outcomes for this group of workers (i.e., higher turnover intentions, poorer job performance and greater emotional exhaustion). This reflects the fact that workplaces are not impervious to the rising xenophobia toward China and Chinese people, who were particularly blamed and stigmatised for the emergence of this virus, as evident in North American society in early 2020. We found support for our predictions in a three‐wave, time‐separated study of Asian workers (N = 248) in the US and Canada during the first wave of the pandemic. [ABSTRACT FROM AUTHOR]

In an increasingly digitized world, the concept of cyberloafing has gained much attention as employees use the Internet for personal purposes during work hours. Over the last two decades, scholars have examined different aspects and types of cyberloafing in a variety of contexts, developed typologies to categorize them, and discussed the antecedents, consequences, and regulation of cyberloafing. Due to the growing interest in this topic, a comprehensive and updated review of existing literature is much needed. In this review, we examine research on cyberloafing at the workplace settings. We also developed and presented a research model that integrates existing studies and propose directions for future research. [ABSTRACT FROM AUTHOR]

In "Making International Institutions Work," Ranjit Lall examines the reasons behind the varying performance of international institutions. Lall argues that the main challenge to performance is not rogue behavior by bureaucratic staff, but rather the parochial interests and opportunistic interference of states. The book presents two main arguments: institutions that cultivate alliances with non-state actors or engage in tasks that are difficult for states to monitor have greater autonomy and higher performance. The argument is supported by statistical analyses and comparative case studies. The book acknowledges its limitations, such as the focus on inter-governmental organizations (IGOs) and the reliance on performance data determined by a small set of powerful states. However, it provides valuable insights into the drivers of institutional performance and can inspire further research in the field. [Extracted from the article]

Monitoring and controlling the vibration of bridge cables can maintain the health of the bridge structure and prolong the service life. This work proposes a novel self‐powered intelligent damper (SID) integrated triboelectric‐electromagnetic hybrid unit for vibration in situ monitoring of stay cables. Among them, the sensing function of the SID is realized by an arched membrane triboelectric nanogenerator (AM‐TENG), and the energy harvesting is realized by a three‐phase electromagnetic generator (TP‐EMG). The working principle and performance are investigated. Rotating and linear experimental platforms are built to verify the SID's low‐frequency (0.25–1.50 Hz) performance, including sensing, power generation, and vibration reduction. The experimental result indicates that the fitting vibration speed coefficient of the bridge cable with the AM‐TENG signal frequency is 0.990. In addition, the TP‐EMG achieves a peak power of 1.21 W. At 0.1 A power supply, the SID can output a damping force of 50 N. Finally, an experimental system is constructed to verify the viability of the SID in bridge cable vibration monitoring and vibration reduction. This work provides a feasible solution for further optimizing the bridge structure health monitoring and maintenance system. [ABSTRACT FROM AUTHOR]

Background Aim Methods Results Conclusion Implications for nursing and health policy Individual and social concerns can negatively affect nurses’ mental health during a large‐scale earthquake's early stages, making it challenging to perform their professional responsibilities.This cross‐sectional correlational study aimed to examine the relationship between depression, anxiety, and stress levels Turkish nurses experienced during an earthquake's early period. The nurses participating in this study were not directly present in the earthquake‐affected area.The study was conducted on 232 nurses between February 10 and 25, 2023. The data were collected using the Depression, Anxiety, Stress‐21 Scale and the Job Performance Evaluation Form developed by the researchers through a literature review. These were used to investigate nurses’ work motivation changes due to the earthquake. The study followed the STROBE checklist for cross‐sectional studies.The participants’ depression levels were severe, anxiety levels were extremely severe, and stress levels were moderate following the earthquake. Nurses who felt exhausted experienced reduced energy levels toward their work and reported a decrease in their desire, effort, and work motivation to perform well. In addition, they had higher depression, anxiety, and stress scores (p < 0.005).Psychological difficulties, including depression, anxiety, and stress experienced by nurses not directly present in an earthquake‐affected area, reduced their professional efforts and motivation and negatively affected the patient care process. Further studies should focus on conducting comparative studies in different cultures affected by natural disasters on the longitudinal analysis of the impacts of nurses' psychological distress on their job performance.Nursing policymakers should be aware of the negative psychological effects experienced by nurses during the early post‐earthquake period, even if they are not directly present in the earthquake‐affected area. The study recommended that nurses should be provided with psychological support to deal with the negative effects of natural disasters and maintain job performance, including the nursing care process. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the effects of fatigue in nurses with confirmed COVID‐19 infection on organizational outcomes. The study was carried out with the participation of 200 nurses who had tested positive for COVID‐19 in the last eighteen months and had COVID‐19‐related fatigue complaints. Data were collected between October 2022 and February 2023 using a questionnaire consisting of the Chalder Fatigue Scale, the Work Alienation Scale, the Turnover Intention Scale, and the Employee Performance Scale. Fatigue was the most common symptom of COVID‐19 in this study, as in other results. The number of being infected with COVID‐19 and education levels were found to be significant predictors of post‐COVID‐19 fatigue. Post‐COVID‐19 fatigue had an effect on turnover intention and alienation to work, but it did not affect employee performance. In this study, the effects of post‐COVID‐19 fatigue on organizational outcomes such as employee performance, turnover intention, and work alienation were determined. Therefore, regardless of its source, fatigue should be dealt with managerially, and preventive policies and procedures should be developed. [ABSTRACT FROM AUTHOR]

Background: A work‐focused fatigue management intervention, Fatigue and Activity Management Education for Work (FAME‐W) programme was developed for individuals with inflammatory arthritis (IA) to manage fatigue in order to maintain demands of their work activities and tasks. This paper presents the protocol for a randomized control trial that will test the effectiveness and acceptability of FAME‐W in improving work performance. Methods: This protocol presents a multisite randomized control trial and mixed methods process evaluation. Eligible participants will be aged 18–65 years with a diagnosis of inflammatory arthritis and will be in paid employment. The primary outcome of the study will be Work Role Functioning (WRF) questionnaire, and the secondary outcomes will be fatigue, mood, health‐related quality of life (HRQOL) and pain. Data will be collected immediately pre‐ and post‐intervention and at 3 months of follow‐up. The process evaluation will consist of focus groups and individual interviews to explore participants' experiences of FAME‐W. Occupational therapists delivering the programme will complete a facilitator log to assess the fidelity and quality of intervention implementations. Facilitators will participate in individual interviews to explore intervention delivery and acceptability. Results: Results will be expected to show that FAME‐W will improve work performance by helping participants gain self‐management strategies around managing fatigue and other symptoms related to fatigue. Conclusion: It is hoped that FAME‐W will be an effective and acceptable intervention for individuals with IA in improving work performance by helping them manage their symptoms. Trial registration: ClinicalTrials.gov: NCT05138445, Registered on 30 November 2021. [ABSTRACT FROM AUTHOR]

Drawing on the labour process theory and the job‐demands resources model, this study challenges the assumption of beneficial effects of high‐performance HR practices (HPHRP). The study argues that such practices lead to heightened work demands, which in turn compromise employees' well‐being. The study also argues that the negative consequences associated with HPHRP can be ameliorated when employees receive support from their managers. To test the study's moderated mediation model, multisource matched employer‐employee data from the Workplace Employment Relations Survey 2011 is used. Results of generalised multilevel structural equation modelling in STATA revealed that the relationship between HPHRP and well‐being (anxiety and depression) is mediated by Job demands (JD). Furthermore, the relationship between JD and both anxiety and depression is moderated by Managerial support (MS), such that when the level of MS is high, the positive relationship between HPHRP and both anxiety and depression via JD is weaker. Taken together, the findings of the study advance our understanding of why and when HPHRP may impair employees' well‐being. [ABSTRACT FROM AUTHOR]

Performance feedback signals to people where they stand in their goal progress. Positive feedback suggests that one is on a good track to achieve a goal. Negative feedback indicates that another strategy or greater effort is required. However, not everyone reacts equally to such feedback. Through four studies using a variety of methods, we examined how individuals' experience of power affects motivation and performance depending on whether they receive negative or positive performance feedback. While results were not completely uniform, a general pattern could be observed. Specifically, a meta‐analysis across all studies showed that negative feedback had an overall detrimental effect on motivation and performance of low‐power individuals but not of high‐power individuals. Positive feedback neither impacted low‐ nor high‐power individuals' motivation but increased low‐power individuals' performance relative to their high‐power counterparts. Our findings imply that performance feedback needs to be tailored to the recipient's experience of power. [ABSTRACT FROM AUTHOR]

Economic inequality has been shown to increase the social distance between people. However, we proposed that people's affiliation with others in more unequal societies depends on whether the relationship is instrumental to self‐enhancement goals. The results from four experiments (total N = 823) supported our proposition. We found that economic inequality increased people's focus on the instrumental aspects of relationships (Experiment 1). In the workplace, economic inequality prompted people to choose colleagues who were instrumental in achieving their performance goals as partners (Experiment 2). Moreover, the effect could be extended to situations where there is no clear benefit. Specifically, participants in high‐inequality contexts tended to approach social targets of instrumental value more than those in low‐inequality contexts, and the effect was driven by self‐enhancement goals (Experiments 3–4). Taken together, our findings suggest that economic inequality encourages instrumental orientation in social interactions, which changes how people view relationships and interact with others. [ABSTRACT FROM AUTHOR]

Background: Multiple sclerosis is the most important cause of non‐injury‐related disability in young adults. The disease has unknown causes and distresses and affects daily activities. While therapeutic interventions mainly focus on body function and structure to reduce impairment, Cognitive Orientation to Daily Occupational Performance (CO‐OP) is a cognitive approach that provides intervention at the level of activity and participation. Purpose: We aim to examine the effects of CO‐OP approach on fatigue, quality of life, occupational performance, and satisfaction in people living with multiple sclerosis; and to examine whether they could transfer strategies and skills learned during CO‐OP to untrained goals. Methods: A pre‐post design was used. Assessment tools included Montreal Cognitive Assessment, Multiple Sclerosis Impact Scale, Fatigue Impact Scale and the Canadian Occupational Performance Measure. Six individuals living with multiple sclerosis participated in 10 CO‐OP sessions twice a week. The sessions were held in an environment of the participants' choice, along with an extra session added to determine the goals. The study was registered in the ethics committee of University of Social Welfare and Rehabilitation Sciences (IR.USWR.REC.1399.089). Results: The performance improved (2‐point positive change) in 12 out of 18 trained goals and in three out of six untrained goals (self‐report). The improvement was maintained at a 3‐month follow‐up assessment. There was a statistically significant difference in Canadian Occupational Performance Measure (χ2 = 11.565, p = 0.003 same for performance and satisfaction scores), Fatigue Impact Scale (χ2 = 7.000, p = 0.030), and Multiple Sclerosis Impact Scale scores over time (χ2 = 9.478, p = 0.009) respectively. Conclusion: The CO‐OP approach has the potential to improve daily activity performance, reduce pain, and improve the quality of life for people living with multiple sclerosis. A definitive randomised controlled trial is required. [ABSTRACT FROM AUTHOR]