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Workplaces are often described as places in which individuals are motivated by their self-interests and in which negative events like time pressure, anxiety, conflict with co-workers, miscomprehensions, difficulties in solving problems, not-transmitted or not-exchanged information that lead to mistakes, and in some cases to injuries, stress or control, are part of everyday life (Dormann & Zapf, 2002; Schabracq, Winnubst and Cooper, 2003). Such situations are often the result of the limited comprehension of needs, skills, or information available to colleagues, supervisors, subordinates, clients or providers. However, workplaces are also places in which employees take care of clients, support colleagues and subordinates (Rhoades & Eisenberger, 2002), are enthusiastic about their job (Bakker et al., 2008), are motivated by leaders that encourage employees to transcend their own self-interests for the good of the group or the organization and provide them with the confidence to perform beyond expectations (Bass, 1997). Thus positive relationships at work are becoming a new interdisciplinary domain of inquiry (Dutton & Ragins, 2006). Within this positive relationships framework, in this paper we focus on a positive component of workplaces, and particularly on an individual cognitive and emotional process that has an important role in the workplace because it facilitates interpersonal relations and communications: it is the perspective taking process. In order to describe perspective taking, we will refer to some empirical studies and particularly to the review published by Parker, Atkins and Axtell in 2008 on the International Review of Industrial and Organizational Psychology.

Burnout among nurses is a pervasive concern in healthcare, with profound implications for patient care and nurse well-being. While research has highlighted the detrimental effects of burnout on many aspects of nursing, including patient safety and quality of care, the underlying mechanisms driving burnout warrant further investigation. In this cross-sectional study, we surveyed 196 nurses from diverse Italian hospitals using an online questionnaire via Qualtrics. Our findings revealed significant negative correlations between psychological safety climate and both relational stressors and emotional exhaustion. Conversely, relational stressors positively correlated with emotional exhaustion, and a significant negative indirect effect of psychological safety climate was found for emotional exhaustion through relational stressors, emphasizing the pivotal role of psychological safety climate in mitigating nurse burnout. Our study underscores the potential effectiveness of interventions targeting psychological safety climate and relational stressors in alleviating emotional exhaustion and burnout among nurses. Theoretical implications underscore the importance of deepening the role of psychological safety climate in mitigating emotional exhaustion, while practical implications emphasize the need for fostering a positive psychological safety climate and implementing targeted interventions to support nurses' well-being., Competing Interests: Conflict of interest: The authors state that there is no conflict of interest in this document., (© 2024 the Author(s), licensee AIMS Press.)

Background: The aim of this retrospective cohort study was to develop and validate on multiple international datasets a real-time machine learning model able to accurately predict persistent acute kidney injury (AKI) in the intensive care unit (ICU)., Methods: We selected adult patients admitted to ICU classified as AKI stage 2 or 3 as defined by the "Kidney Disease: Improving Global Outcomes" criteria. The primary endpoint was the ability to predict AKI stage 3 lasting for at least 72 h while in the ICU. An explainable tree regressor was trained and calibrated on two tertiary, urban, academic, single-center databases and externally validated on two multi-centers databases., Results: A total of 7759 ICU patients were enrolled for analysis. The incidence of persistent stage 3 AKI varied from 11 to 6% in the development and internal validation cohorts, respectively and 19% in external validation cohorts. The model achieved area under the receiver operating characteristic curve of 0.94 (95% CI 0.92-0.95) in the US external validation cohort and 0.85 (95% CI 0.83-0.88) in the Italian external validation cohort., Conclusions: A machine learning approach fed with the proper data pipeline can accurately predict onset of Persistent AKI Stage 3 during ICU patient stay in retrospective, multi-centric and international datasets. This model has the potential to improve management of AKI episodes in ICU if implemented in clinical practice., (© 2024. The Author(s).)

Background: The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees., Objective: The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees' perceptions of remote work; (2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family-work conflict; (3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses., Design: A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses., Results: Women experienced more stress and more engagement when working remotely; older employees perceived remote work as a less positive experience; opinions about remote work and remote work engagement were positively related to remote work satisfaction; leader-member exchange (LMX) was a significant predictor of job performance., Conclusion: During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers., Competing Interests: The authors declare no conflict of interest., (© Lomonosov Moscow State University, 2022© Russian Psychological Society, 2022.)

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Zappalà, Sbaa, Kamneva, Zhigun, Korobanova and Chub.)

Although a large part of the world's workforce engaged in mandatory Work from Home during the COVID-19 pandemic, the experience was not the same for everyone. This study explores whether different groups of employees, based on their work and organizational characteristics (i.e., organizational size, number of days per week working from home, working in team) and personal characteristics (i.e., remote work experience, having children at home), express different beliefs about working remotely, acceptance of the technology necessary to Work from Home, and well-being. A study was conducted with 163 Italian workers who answered an online questionnaire from November 2020 to January 2021. A cluster analysis revealed that work, organizational, and personal variables distinguish five different types of workers. ANOVA statistics showed that remote workers from big companies who worked remotely several days a week, had experience (because they worked remotely before the national lockdowns), and worked in a team, had more positive beliefs about working remotely, higher technology acceptance, and better coping strategies, compared to the other groups of workers. Practical implications to support institutional and organizational decision-makers and HR managers to promote remote work and employee well-being are presented.

This case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work.

Although reverse transcriptase quantitative PCR remains the gold standard to perform viral detection, reverse transcriptase loop-mediated isothermal amplification (RT-LAMP) is already used to perform diagnosis of various infections. This work reports the results of a multicentric study performed in Sicily to evaluate the diagnostic power of an RT-LAMP kit for the diagnosis of SARS-CoV-2 infection on a total of 551 samples collected in January and February 2021, revealing sensitivity, specificity, accuracy, positive and negative predictive values ≥95%. Our results suggest the potential employment of this kit as a screening test to be used where fast and reliable results are demanded without the need for expensive instruments and highly-skilled personnel.

This time-lagged study, using the framework of the JD-R model, tested the mediating role of job crafting measuring: at T1, work engagement, workaholism and emotional exhaustion; at T2, job crafting; and, at T3, flourishing, job performance and job satisfaction. Respondents were 443 Spanish employees working in different companies. Results show that job crafting mediates the relationship between work engagement and some of its outcomes (job performance and flourishing). In particular, the job crafting component 'increasing structural job resources' mediates the positive effect of work engagement on flourishing and job performance, and the job crafting component 'increasing challenging demands' mediates the positive effect of work engagement on job performance. No job crafting mediation is found between work engagement and job satisfaction.

Literature suggests that job satisfaction and health are related to each other in a synergic way. However, this might not always be the case, and they may present misaligned relationships. Considering job satisfaction and mental health as indicators of wellbeing at work, we aim to identify four patterns (i.e., satisfied-healthy, unsatisfied-unhealthy, satisfied-unhealthy, and unsatisfied-healthy) and some of their antecedents. In a sample of 783 young Spanish employees, a two-step cluster analysis procedure showed that the unsatisfied-unhealthy pattern was the most frequent (33%), followed by unsatisfied-healthy (26.6%), satisfied-unhealthy (24.8%) and, finally, the satisfied-healthy pattern (14.3%). Moreover, as hypothesized, discriminant analysis suggests that higher levels of job importance and lower levels of role ambiguity mainly differentiate the satisfied-healthy pattern, whereas overqualification and role overload differentiate, respectively, the unsatisfied-healthy and satisfied-unhealthy patterns. Contrary to our expectations, role conflict also characterizes the satisfied-unhealthy pattern. We discuss the practical and theoretical implications of these findings.

This three-wave study aims to explore whether the impact of investment literacy on the financial management behavior is mediated by investment advice use and moderated by the need for cognitive closure. A total number of 272 financially independent adults, under 40 years, completed questionnaires at three different times with 3-month intervals. The results reveal that employees with more investment advice use and characterized by high need for cognitive closure show a higher level of financial management behavior, in relation to both the urgency (seizing) of getting knowledge and the permanence (freezing) of such knowledge. The present study contributes to better understand how and when investment literacy drives well-informed and responsible financial behavior. According to these results, interventions to improve financial behavior should focus on the combination of investment advice use and metacognitive strategies used by individuals to make financial decisions.

In this work, we consider new computational aspects to improve the approximation of Hilbert-Schmidt operators via generalized Gabor multipliers. One aspect is to consider the approximation of the symbol of an Hilbert-Schmidt operator as L 2 projection in the spline-type space associated to a Gabor multiplier. This gives the possibility to employ a selection procedure of the analysis and synthesis function, interpreted as time-frequency lag; hence, with the related algorithm it is possible to handle both underspread and overspread operators. In the numerical section, we exploit the case of approximating overspread operators having compact and smooth spreading function and discontinuous time-varying systems. For the latter, the approximation of discontinuities in the symbol is not straightforward achievable in the generalized Gabor multipliers setting. For this reason, another aspect is to further process the symbol through a Hough transform, to detect discontinuities and to smooth them using a new class of approximants. This procedure creates a bridge between features detections techniques and harmonic analysis methods and in specific cases it almost doubles the accuracy of approximation.

In this paper, the stability of translation-invariant spaces of distributions over locally compact groups is stated as boundedness of synthesis and projection operators. At first, a characterization of the stability of spline-type spaces is given, in the standard sense of the stability for shift-invariant spaces, that is, linear independence characterizes lower boundedness of the synthesis operator in Banach spaces of distributions. The constructive nature of the proof for Theorem 2 enabled us to constructively realize the biorthogonal system of a given one. Then, inspired by the multiresolution analysis and the Lax equivalence for general discretization schemes, we approached the stability of a sequence of spline-type spaces as uniform boundedness of projection operators. Through Theorem 3, we characterize stable sequences of stable spline-type spaces., Competing Interests: Conflicts of Interest: The authors declare no conflict of interest.

Aim: To evaluate feasibility, safety and effectiveness of laparoscopic biopsies in the diagnosis and stadiation of intraabdominal lymphadenopathy., Material of Study: From January 2005 to December 2006 12 patients (5 males, 7 females, age 31-54, average 43) with intra-abdominal lymphadenopathy were admitted to our institution (V Chirurgia Generale Ospedale Ferrarotto Catania) to perform laparoscopic biopsies. Indication to treatment was primary diagnosis in ten patients and restaging in two cases. Laparoscopic procedure was performed with a three-trocars technique also using an ultrasound laparoscopic probe., Results: All cases were completed laparoscopically (conversion rate nil). Mean operation time: 35 min. All patients were discharged from hospital the day after the procedure. There were no complications. In all cases laparoscopic biopsies provided adequate tissue for correct diagnosis and complete immune-histochemical assessment (11 Lymphoma H, 1 Lymphoma NH)., Discussion: Today surgery has a new important role in the diagnosis and stadiation of intraabdominal lymphadenopathy. Imaging such as TC-RM and Surgery Radiology Techniques (fine needle aspiration and core needle biopsy) are frequently inadequate to diagnosis and show a worse diagnostic accuracy than laparoscopic biopsies. Our limited experience in accordance with major literature reports demonstrate laparoscopic procedure is really effective and safe., Conclusion: Laparoscopic lymph node biopsy safely provides adequate tissue for full histological evaluation in patients with intra-abdominal lymphadenopathy adding the advantages of "miniinvasive" techniques.