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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]

This article presents results from an experimental study of workers tasked with evaluating professionals with identical workplace performances who differed with respect to hours worked and gender, isolating two mechanisms through which overwork leads to workplace inequality. Evaluators allocated greater organizational rewards to overworkers and perceived overworkers more favorably compared to full-time workers who performed similarly in less time, a practice that disproportionately rewards men over equivalently performing, more efficient women. Additionally, the magnitude of the overwork premium is greater for men than for women. We then use path analyses to explore the processes by which evaluators make assumptions about worker characteristics. We find overwork leads to greater organizational rewards primarily because employees who overwork are perceived as more committed—and, to a lesser extent, more competent—than full-time workers, although women's overwork does not signal commitment or competence to the same extent as men's overwork. [ABSTRACT FROM AUTHOR]

Objective: Occupational function assessment is essential for rehabilitation of severe mental illness but lacks comprehensive tools. Method: This study examines the psychometric properties of the Chinese versions of the Vocational Cognitive Rating Scale (VCRS) and the Work Behavior Inventory (WBI) in 60 chronic patients from a psychiatric daycare center and identifies clinical correlates of occupational function measured on the Positive and Negative Syndrome Scale (PANSS). Results: The Chinese VCRS and WBI showed adequate internal consistency, interrater and test–retest reliability, and good convergent validity with the Comprehensive Occupational Therapy Evaluation Scale. Factor analysis favored a one-factor solution of the VCRS; and a four-factor structure in the WBI including Efficiency, Social Interaction, Appropriateness, and Regularity. The VCRS and Efficiency were predicted by fewer disorganization but greater affective symptoms. Social Interaction was negatively predicted by resistance symptoms. Appropriateness was associated with all but negative symptoms. Regularity was predicted by fewer negative symptoms. Considering work behavior altogether, WBI total scores were predicted by fewer negative, fewer disorganization, and greater affective symptoms. Conclusions and Implication for Practice: Findings suggest that the Chinese VCRS and WBI have sound psychometric properties and are suitable for both clinical trials and for planning personalized rehabilitation programs. Impact and Implications: This study provided the first validation of the Vocational Cognitive Rating Scale and the Work Behavior Inventory—two functional assessment tools regarding work performance specific to patients with mental illness—in an Asian country. We derived a new factor structure for finding unique relationships between clinical profiles and each facet of various work behaviors. The findings provide evidence to support a more delicate assessment of occupational function while providing a fundamental foundation for developing future personalized rehabilitation programs. [ABSTRACT FROM AUTHOR]

In this work, for ionic flows through ion channels involving three ion species (two cations with different valences and one anion), we examine how channel structure (permanent charge distribution) interacts with boundary conditions to affect individual fluxes. This is analyzed via a quasi-one-dimensional classical Poisson–Nernst–Planck model and, as an early step, the focus is on finding of new phenomena presented by the biological settings with three ion species (comparing to two ion species). Permanent charges are taken to be piecewise constant with three regions: zeros over two end regions of the channel including the baths and a constant over the middle region. For ionic flows involving two ion species (one cation and one anion), the topic has been recently examined and important phenomena, some counterintuitive, were revealed. For ionic flows involving three ion species treated in this work, even for small permanent charges and for a special case of boundary conditions, several striking phenomena are discovered and the study also immediately leads to a number of questions. We hope and believe the rich behavior revealed in this work for the special case will stimulate a great deal of research along this line in the near future. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The aim of this study was to determine relationships between moral injury (MI) and self-reported nurse work performance (NWP) among hospital nurses after the COVID-19 pandemic surges. BACKGROUND: Previously studied in the military, nurse MI became evident due to the pandemic. No previous studies have examined the impact of MI on NWP. Few studies have attended to how MI in nurses can be addressed by nursing leadership. METHODS: A convenience sample of 191 nurses from 7 hospitals in Southern California participated in a multisite correlational survey-design study. RESULTS: Significant levels of MI occurred in 57% (n = 114) of participants. Increased levels of MI were a significant predictor of decreased levels of self-reported NWP. Younger and less experienced nurses reported greater levels of MI. CONCLUSIONS: This study relates MI in nurses to NWP. There is a need for further research to assist nursing administrators in ameliorating MI in nurses and in preparing for the impact of MI on the nursing workforce in future emergent situations. [ABSTRACT FROM AUTHOR]

We propose and test a new conceptual model in which overall justice is an antecedent to personal flourishing. Flourishing, in turn, partially mediates the relationship of overall justice to job performance and organizational citizenship behaviors directed toward individuals (OCB-I). These hypotheses are confirmed. However, high materialism weakens the relationship between overall justice and flourishing. Consequently, the mediated effects of justice on performance and OCB-I are moderated by materialism. In short, materialism sets limits on overall justice as an antecedent of flourishing and effective work behaviors. [ABSTRACT FROM AUTHOR]

The first definition of presenteeism was limited to individuals who attended work despite being unwell. Over the past 15 years, other perspectives have expanded the concept to encompass any non-work-related factors influencing behavior during working hours. This research aims to redefine presenteeism within the context of healthcare workers' behaviors and contribute to the literature by introducing a measurement scale. The study involved 431 healthcare professionals across nine public and four private/foundation hospitals. Presenteeism was associated positively with burnout and negatively with happiness at work. Younger people showed higher levels of presenteeism compared to their older counterparts, as did those who worked nine hours or more per day. Although the scale was applied to healthcare professionals, its framework holds potential for use in other areas. [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]

Organizations play an important role in the continuity of a good work environment. This study aims to determine the types of leadership influence the innovative behavior of librarians in public libraries and innovation climate influences the innovative behavior of librarians in public libraries. This study using qualitative methods and was conducted in several public libraries in Indonesia. The respondents are the librarian in Malang City public Library, Gunung Kidul public Library, and Yogyakarta Special Region public Library. The research found that transformational leadership impact to librarian innovative behavior and innovation climate in Indonesia's public library. [ABSTRACT FROM AUTHOR]

Background. Nurses play a critical role in the medical workforce during the COVID-19 pandemic while facing various difficulties and challenges. Grit, social support, and self-esteem are important psychosocial factors influencing job performance. However, few studies have explored the relationships among these factors in nurses. Aim. This study aimed to examine the association between grit and nurses' job performance during the COVID-19 pandemic and to explore the potential chain mediation through perceived social support and self-esteem. Methods. A cross-sectional survey design was employed. From January 2021 to May 2022, a total of 709 Chinese nurses in Chengdu and Kunming completed a web-based cross-sectional survey, which included standard assessments on grit, perceived social support, self-esteem, and job performance as well as Big Five personalities. The chain mediation model was tested using the PROCESS macro program in the SPSS software. Results. There was a moderate-to-large correlation (r = 0.40, p < 0.001) between grit and job performance in Chinese nurses. Furthermore, grit was indirectly linked to job performance through the chain mediating effect of perceived social support and self-esteem (all p < 0.05). These findings persisted even when Big Five personalities were included as additional controlling variables. Conclusions. This study reveals a stable link between grit and job performance among Chinese nurses and highlights the potential role of perceived social support and self-esteem in mediating this link. Implications for Nursing Management. Nursing managers can improve nurses' grit level and provide a supportive organizational environment conducive to enhancing self-esteem and thereby promoting their job performance. [ABSTRACT FROM AUTHOR]

Background: Recognition of poor performance in General Practice trainees is important because underperformance compromises patients' health and safety. However, in General Practice, research on persistent underperformance while in training and its ultimate consequences is almost completely lacking. We aim to explore the unprofessional behaviours of residents in General Practice who were dismissed from training and who litigated against dismissal. Methods: We performed a structured analysis using open-source data from all General Practice cases before the Conciliation Board of the Royal Dutch Medical Association between 2011 and 2020. Anonymised law cases about residents from all Dutch GP training programmes were analysed in terms of the quantitative and qualitative aspects related to performance. Results: Between 2011 and 2020, 24 residents who were dismissed from training challenged their programme director's decision. Dismissed residents performed poorly in several competencies, including communication, medical expertise and most prominently, professionalism. Over 90% of dismissed residents failed on professionalism. Most lacked self-awareness and/or failed to profit from feedback. Approximately 80% failed on communication, and about 60% on medical expertise as well. A large majority (more than 80%) of dismissed residents had previously participated in some form of remediation. Conclusions: Deficiencies in both professionalism and communication were the most prevalent findings among the dismissed General Practice residents. These two deficiencies overlapped considerably. Dismissed residents who challenged their programme director's decision were considered to lack self-awareness, which requires introspection and the appreciation of feedback from others. [ABSTRACT FROM AUTHOR]

Background: In spite of the global implementation of surgical safety checklists to improve patient safety, patients undergoing surgical procedures remain vulnerable to a high risk of potentially preventable complications and adverse outcomes. The present study was designed to explore the surgical teams' perceptions of patient safety culture, capture their perceptions of the risk for adverse events, and identify themes of interest for quality improvement within the surgical department. Methods: This qualitative study had an explorative design with an abductive approach. Individual semi-structured in-depth interviews were conducted between 10/01/23 and 11/05/23. The participants were members of surgical teams (n = 17), general and orthopedic surgeons (n = 5), anesthesiologists (n = 4), nurse anesthetists (n = 4) and operating room nurses (n = 4). Middle managers recruited purposively from general and orthopedic surgical teams in two tertiary hospitals in Norway, aiming for a maximum variation due to gender, age, and years within the specialty. The data material was analyzed following Braun and Clarke's method for reflexive thematic analysis to generate patterns of meaning and develop themes and subthemes. Results: The analysis process resulted in three themes describing the participants' perceptions of patient safety culture in the surgical context: (1) individual accountability as a safety net, (2) psychological safety as a catalyst for well-being and safe performance in the operating room, and (3) the importance of proactive structures and participation in organizational learning. Conclusions: This study provided an empirical insight into the culture of patient safety in the surgical context. The study highlighted the importance of supporting the individuals' competence, building psychological safety in the surgical team, and creating structures and culture promoting a learning organization. Quality improvement projects, including interventions based on these results, may increase patient safety culture and reduce the frequency of adverse events in the surgical context. [ABSTRACT FROM AUTHOR]

Background: The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones. Purpose: The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. Methods: A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. Ethical Considerations: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained. Results: The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β − 0.482, p < 0.005) and WO (β − 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB. Discussion: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). Conclusion: It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care. [ABSTRACT FROM AUTHOR]

This study examined racial and ethnic differences in the association between mild traumatic brain injury (mTBI) and work duty limitations in active-duty service members (ADSMs). This study used retrospective and cross-sectional data from the 2019–2021 Military Health System Data Repository on 910,700 ADSMs who were 18–64 years old and were grouped into racial and ethnic categories of White, non-Hispanic; Black, non-Hispanic; Hispanic/Latino; and Asian or Pacific Islander, non-Hispanic. Descriptive statistics showed that Black, Hispanic/Latino, and Asian or Pacific Islander patients had a lower proportion of having a diagnosis of mTBI compared to White patients (ps < 0.001). Further, the proportion of history of deployment varied by racial and ethnic group and deployment location. Multivariate logistic regression results showed odds of 1.52 (p < 0.001) for White patients with mTBI, odds of 1.61 (p < 0.001) for Black patients with mTBI, odds of 1.57 (p < 0.001) for Hispanic/Latino patients with mTBI, and odds of 1.99 (p < 0.001) for Asian or Pacific Islander patients with mTBI for being placed on work duty limitations. These results advance our understanding of the work duty limitations for racial/ethnic minority patients with mTBI in the Military Health System. [ABSTRACT FROM AUTHOR]

Simple Summary: We wondered whether dogs that have been subjected to formal training to work with people were better at reading pointing cues than untrained pet dogs. We compared actively working dogs (search-and-rescue, police dogs, assistance dogs, and so on), which were all from working dog breeds (sports dogs, working dogs, herding dogs) with two other groups: (1) pet dogs not from working dog breeds (toy dogs, mixed breeds, and mongrels) and (2) pet dogs from working dog breeds. We found that both trained dogs and pet dogs from working dog breeds performed better than pet dogs from non-working dog breeds, suggesting that breeding does influence performance beyond evolutionary changes attributable to domestication, per se. Domestic dogs are very successful at following human communicative gestures in paradigms such as the object-choice task. Pet dogs also prefer responding to cues given by a familiar cue-giver and this had not been found in working dogs. Therefore, we tested three groups of dogs in the object-choice task (n = 54): the groups were "Actively working" dogs from working dog breeds, pet dogs from "Non-working breeds" and pet dogs from "Working breeds". We found that "Actively working" and "Working breeds" dog groups outperformed "Non-working breeds" in following a point in the object-choice task. We also found that both "Actively working" and "Working breeds" preferred a familiar cue-giver over an unfamiliar one, in contrast to previous findings. Therefore, we conclude that dogs' abilities to perform well in the object-choice task is influenced by the selective history of the breed, and this is then increased by life experience and training. [ABSTRACT FROM AUTHOR]

Background: Physical inactivity is associated with feelings of burnout and fatigue, which in turn are associated with reduced performance among healthcare practitioners. This study explored movement behaviours of general practitioners (GPs) and the association between these behaviours with burnout and fatigue. Methods: GPs in Northern Ireland were asked to wear a thigh-worn accelerometer for seven days and complete validated questionnaires to assess the association between daily number of steps, time spent sitting and standing with feelings of burnout and fatigue. Results: Valid accelerometer data were obtained from 47 (77.0%) participants. Average workday sitting time, standing time and number of steps were 10.6 h (SD 1.5), 3.8 h (SD 1.3), and 7796 steps (SD 3116) respectively. Participants were less sedentary (8.0 h (SD 1.6)) and more active (4.7 h (SD 1.4) standing time and 12,408 steps (SD 4496)) on non-workdays. Fourteen (30.4%) participants reported burnout and sixteen (34.8%) reported severe fatigue. There were no significant associations between sitting, standing and step counts with burnout or fatigue (p > 0.05). Conclusion: GPs were less active on workdays compared to non-workdays and exhibited high levels of sitting. Feelings of burnout and fatigue were highly prevalent, however movement behaviours were not found to be associated with burnout and fatigue. Given the increased sedentariness among GPs on workdays compared to non-workdays, GPs should consider how they can improve their movement behaviours on workdays to help optimise their wellbeing. [ABSTRACT FROM AUTHOR]

Background and Purpose. Leisure, as an occupation, played a crucial role in promoting individuals' health and well-being. However, the specific impact of leisure as an intervention for individuals with substance use disorder remains unclear. This pilot study was aimed at investigating the effect of a leisure intervention on occupational performance and occupational balance in individuals with substance use disorder. Methods. The sample for this quasiexperimental pretest–posttest with a two-month follow-up design comprised nine individuals aged between 18 and 55 years, selected using a convenience sampling method. The intervention consisted of a 2-month group leisure participation program, conducted twice a week, followed by a 2-month follow-up period. Primary outcome measures included occupational performance and occupational balance, and secondary outcome measures were leisure participation, quality of life, and drug craving. Outcome measures were assessed three times: preintervention, postintervention, and after the follow-up period. The outcome measures included the Canadian Occupational Performance Measure (COPM), Occupational Balance Questionnaire-11 (OBQ11), Nottingham Leisure Questionnaire (NLQ), 36-Item Short-Form Health Survey (SF-36), and Desire to Drug Questionnaire (DDQ). Data analysis was performed using the Friedman test and Wilcoxon signed-rank test as a post hoc procedure, with a significance level set at 5%. Results. The findings showed significant improvements in participants' occupational performance in postintervention and follow-up assessments (p < 0.01 , r = 0.59) and better occupational balance from pre- to postintervention (p < 0.01 , r = 0.59) and after the follow-up period (p < 0.01 , r = 0.60). Furthermore, significant enhancements were observed in leisure participation, quality of life, and a reduction in drug craving. Conclusion. The findings indicate that leisure intervention positively impacted both occupational performance and occupational balance, suggesting its potential as a beneficial therapeutic approach for individuals with substance use disorder. Additional research is warranted to delve deeper into and validate the effectiveness of leisure intervention within this specific population. [ABSTRACT FROM AUTHOR]

The staggered work hours (SWH) policy is a practical strategy for managing travel demand, aiming to spread out the temporal distribution of travel volume by adjusting the schedules of travelers' activities. The influence of the SWH policy on the commuting patterns of passengers using bus transit is not yet clear. We addressed this issue in a many-to-one bus line, treating commuters as Q-learning agents learning to minimize regrets by selecting appropriate bus runs. The learning outcomes reveal a SWH-induced equilibrium, where commuters departing from the same station with the same work start time experience identical minimal commuting costs, regardless of the chosen bus. Subsequently, we investigate the effectiveness of SWH policy by manipulating two key control variables: the division of travel demand between two categories of travelers and the staggered time interval. The results confirm that congestion during peak hours can potentially be mitigated by carefully selecting the above two key parameters. Correspondingly, we provide optimal control boundaries for these two parameters to design an effective SWH policy. Furthermore, we explore the combined impact of physical distancing and SWH policy on traffic flow patterns during an epidemic outbreak. Concurrently, we assess the infection risk through a surrogate index, revealing that the SWH policy has a positive effect in mitigating the risk of contact exposure. [ABSTRACT FROM AUTHOR]

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed. [ABSTRACT FROM AUTHOR]

BACKGROUND: People with late effects of polio (LEoP) may need rehabilitation to manage everyday life but knowledge of the benefits of interdisciplinary rehabilitation is limited. OBJECTIVE: To evaluate changes in performance and satisfaction with performance of activities among people with LEoP following interdisciplinary rehabilitation. METHODS: A pre-post retrospective study based on data on 102 participants with LEoP from a rehabilitation clinic. Changes in performance and satisfaction with performance of daily activities before and after interdisciplinary rehabilitation were assessed with the Canadian Occupational Performance Measure (COPM). RESULTS: There were statistically significant increases in the mean performance and mean satisfaction with performance COPM scores from admission to discharge. Twenty-three percent and 19% of the participants, respectively, had improved their performance and satisfaction with performance, 25% and 26% of the participants had no changes, and 19% and 22% of the participants, respectively, rated their performance and satisfaction lower at discharge compared to admission. CONCLUSION: Interdisciplinary rehabilitation can enhance self-rated performance and satisfaction with performance of daily activities among people with LEoP. Future studies of rehabilitation for people with LEoP should use a prospective design and capture the participants' process of change related to their rehabilitation period. [ABSTRACT FROM AUTHOR]

This study investigated relationships between personality types and job satisfaction, and performance among school food service dietitians. An online survey was conducted on 200 school dietitians from March 1 to 31, 2022. Of the personality type factors, extraversion, openness, agreeableness, and conscientiousness were positively correlated with job satisfaction, whereas neuroticism was negatively correlated. Extraversion, openness, agreeableness, and conscientiousness were positively correlated with job performance, whereas neuroticism was negatively correlated. Regression analysis conducted to determine the effects of personality types on job satisfaction revealed conscientiousness predicted satisfaction with items of the job, agreeableness predicted satisfaction with supervisor’s supervision, and extraversion predicted satisfaction with colleagues. On the other hand, neuroticism was a negative predictor of satisfaction with the job, supervisor’s supervision, colleagues, and work environment items. Analysis of the effects of personality types on job performance established that openness was a positive predictor of satisfaction with roles of the organization and team, and of conscientiousness for the job, innovator, and organizational roles. In contrast, neuroticism negatively predicted satisfaction with job role items. Further studies are required to explore these relationships more closely by incorporating other major factors related to personality characteristics, job satisfaction, and job performance of dietitians working in various fields. [ABSTRACT FROM AUTHOR]

• A total-factor framework is developed for measuring safety performance. • A global DEA model is established. • The construction safety performance in Australia has been promoted by pure technical elements. • The scale factor is not an important force driving safety performance. • The safety performance improvement model is developed. Introduction: Safety is one of the critical and persistent challenges in the construction industry. Measuring safety performance could allow decision-makers to check safety production processes and enhance the health and safety environment. Method: This study developed a total-factor framework based on the global Data Envelopment Analysis (DEA) method to measure safety performance. The performance trend and influencing factors of pure technical efficiency and scale efficiency were separately investigated. The safety performance of construction employees in Australia was measured as a case study. Results: The results demonstrate that the safety performance in the Australian construction industry has been evidently enhanced, which is mainly promoted by the progress of pure technical elements. The scale factors did not play a positive and important role in driving the performance. Conclusions: The increasing regional differences in safety performance could be reduced by learning the practices from the benchmark construction industry, such as a young worker program, small business safety program, workplace mental health program, and advanced construction technologies. Practical Applications: The method can be utilized to measure safety performance and investigate the pathways to enhance performance without influencing production inputs and outcomes. The model and experiences of how to promote safety performance on the policymakers and employers were recognized. [ABSTRACT FROM AUTHOR]

While invalid voting is often treated as protest behavior in an electoral context, its association with actual political protests has not yet been empirically demonstrated. The relative scarcity of research on the topic is likely due to the hybrid nature of invalid voting as a both formal and informal political gesture. The novel availability of event-based data for public protests in Latin America allows for testing whether their occurrence is connected with changes in spoiled and blank ballots. Using an appropriate dynamic regression model covering variations in the 148 intervals between Latin American legislative elections in the 1979–2021 period, this study finds a strong connection between the emergence of antigovernment protests and surges in invalid voting (and vice versa). This relationship still holds at parity of economic conditions and it is reinforced by a lack of alternation in the party of power. Conversely, the appearance of workers' strikes appears to work as a substitute for this behavior, which is also chosen by voters when democracy deteriorates, while corruption has no independent impact on invalid voting. Overall this work's findings promise to send the research agenda on invalid voting in a new direction, previously unexplored because of an absence of fitting data. [ABSTRACT FROM AUTHOR]

Studies show that people exhibit relative thinking: they are affected by relative price differences even when these are irrelevant. The evidence is mostly based on hypothetical-scenario experiments in consumer-behavior contexts. A previous attempt to show relative thinking in the context of mixed compensation schemes (which include a fixed payment and a pay-for-performance payment) failed to document relative thinking (Azar, 2019). We replicate the main features of this study, but now do find evidence for relative thinking. Subjects are offered to do real-effort tasks of finding letters on pages and all of them are paid the same amount for every correct answer. However, there are two versions that differ in the fixed payment that is added. Effort is lower when the fixed payment is higher. This is explained by relative thinking: the higher fixed payment makes the per-task payment seem smaller compared to it, and therefore results in less effort. This finding has important implications because mixed compensation schemes are prevalent in many jobs and are also a common feature of experiments (a fixed show-up fee and a payment that depends on performance). We also find some connection between the behavior in the experiment and the decision-making style of the subjects (measured on scales of intuitive, rational, and spontaneous). Subjects with more spontaneous decision-making style make less effort in the experiment. Subjects with more intuitive decision-making style are less affected by relative thinking. Our study offers the first demonstration of relative thinking in the context of mixed compensation schemes. [ABSTRACT FROM AUTHOR]

This study explores the optimization of job performance by examining the interplay of work training, workplace relationships, and workload within the dynamic setting of a call center. The overarching goal is to gain a holistic understanding of how these three elements collectively contribute to fostering a positive impact on workforce productivity. Utilizing a descriptive survey method, the research employed a questionnaire to systematically collect data on the perceived positive effects associated with work training, workplace relationships, and workload on job performance. Following data collection, thorough analysis and interpretation were conducted to derive meaningful insights. To assess the significance of differences between the factors influencing job performance, a one-way ANOVA was applied. The study aimed to shed light on several key aspects, including the dynamics of the work environment concerning the identified factors affecting job performance, the levels of agreement among respondents regarding these factors, significant differences in responses, and implications for improvements. In conclusion, the study highlights that work training, workplace relationships, and workload positively influence job performance, as evidenced by responses from call center agents. However, it is noteworthy that all three factors were rated one level below the highest possible classification, underscoring the need for targeted interventions. Significant differences in ratings were identified among work training, workplace relationships, and workload. All three factors were considered for intervention, with a particular emphasis on workload, which received the lowest rating. This prioritization sets the groundwork for strategic improvements to elevate overall job performance in the call center environment. [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]

Work accidents occurred upstream and downstream company project activities. PT. Pertamina would be one of the causes of disruption or cessation of project work activities. The risk of failure always existed in every work activity, and when a work accident occured, no matter how small, it could result in detrimental effects, therefore as much as possible and as early as possible, potential work accidents must be prevented or at least reduced in their impact. The lack of knowledge about occupational safety and health was largely due to the belief that occupational safety and health programs would be an additional burden on company costs, even though if we took into account the amount of compensation and compensation funds for work accident victims were smaller than the profits. This research aimed to identify and analyze the occurrence of work accidents at PT. Pertamina in terms of counterproductive work behavior. The approach used in this research was a qualitative approach with a case study research design. The results of the research concluded that the adoption of counterproductive work behavior was starting to be widely implemented in the field of occupational safety and health in order to minimize the number of work accidents and prevention of work accidents could be carried out using methods of elimination, substitution, technical engineering, administrative control and the used of personal protective equipment for workers. [ABSTRACT FROM AUTHOR]

This research aims to analyze the strategy of the Leadership Protocol and Communication Section (Prokopim) at the Manado City Regional Secretariat in improving employee performance. The research method used is a qualitative method. The focus of the research is strategies for improving employee performance using SWOT (Strength, Weakness, Opportunities, Threats) analysis. The research results show that the strategy of the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance based on the SWOT analysis method (IFAS, EFAS and SWOT analysis quadrants is "Aggressive (Growth Oriented Strategy)" meaning the Leadership Protocol and Communication Section of the Manado City Regional Secretariat has internal strengths and opportunities, so that its strengths and opportunities can be an advantage for the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance. There are 5 (five) strategic recommendations that can be implemented, namely 1) Aggressive in meeting human resource and facility needs and budget; 2) Aggressive in coordinating to increase supervision; 3) Aggressive in increasing employee motivation; 4) Aggressive in providing sanctions for efforts to improve work discipline; 5) Aggressive in carrying out human resource development. [ABSTRACT FROM AUTHOR]

Police officers (POs) frequently encounter high stress and burnout risks in their demanding professional environment. This study delves into the relationship between physical activity (PA), health-related quality of life (HRQoL), and job performance among POs. A cross-sectional survey was conducted involving 1175 POs, with 691 providing complete responses. The survey included questions on biosocial and professional characteristics; the International Physical Activity Questionnaire—short form; the Short Form Health Survey version 2.0; and a qualitative job performance evaluation. The key findings highlight that vigorous PA significantly enhances job performance. About 46.2% of POs engage in vigorous PA, with a notable 73.7% participating in some form of PA weekly. This study also found that age and gender considerably impact the HRQoL, especially in mental health aspects like vitality and social functioning. Vigorous PA is linked to higher job performance ratings, especially when practised consistently. In conclusion, this research underscores the importance of vigorous PA in improving job performance among POs. We suggest that institutions prioritise facilitating environments that encourage regular PA, recognising its substantial benefits in both professional effectiveness and the overall health of POs. This study contributes to understanding the critical role of physical fitness in enhancing the occupational well-being of law enforcement personnel. [ABSTRACT FROM AUTHOR]

Previous studies suggest that career plateaus have detrimental effects on employees' satisfaction and performance. Psychological distress generated by career plateaus hinders organizations from achieving the United Nations' Sustainable Development Goals (UNSDGs) of 'health and well-being at work' (SDG-3) and 'decent work' (SDG-8). How to mitigate the negative impact of career plateaus becomes the key to enhancing sustainable well-being at work. However, the influencing mechanisms of career plateaus have not been fully discussed, especially regarding employees' psychological processes. Drawing on the equity theory and the conservation of resource theory, this study examines the influence mechanism of career plateaus on employee job performance via organizational justice, with positive psychological capital moderating the process. Mplus and the Process macro for SPSS are adopted to conduct confirmatory factor analysis and regression analyses. Building on 368 supervisor–employee paired questionnaires with an average of eight employees per supervisor, empirical results indicate that employees who encounter career plateaus reduce their perceived organizational justice to discourage them from performing well in their jobs. Positive psychological capital, however, mitigates the negative effects of career plateaus on perceived organizational justice and the indirect effects of career plateaus on job performance through organizational justice. Theoretically, this study advances our understanding of the influence mechanism of career plateaus on employees' job performance. Practical implications are also drawn for organizations to alleviate the negative impact of career plateaus to promote sustainable well-being at work. [ABSTRACT FROM AUTHOR]

Background: The COVID-19 pandemic had a significant impact on community mental health globally and widened pre-existing health and social inequities. Tasmania, Australia has one of the highest rates of mental ill health and socioeconomic disadvantage in the country. Whilst Tasmania experienced a delayed and reduced physical presence of COVID-19 compared to other states and territories, mental health impacts remain. It is necessary to understand such impacts to inform policy, practice, and recommendations to enhance the mental health service sector and prevent future mental health burden. This qualitative study aimed to explore expert mental health stakeholders' perspectives of the impact of COVID-19 on: (1) the mental health of people living in Tasmania, and (2) mental health services. Method: Semi-structured interviews with 12 expert mental health stakeholders across Tasmania were conducted. This sample was well-positioned to comment on the impact of COVID-19 on community mental health and provide recommendations to enhance the sector. Interviews were thematically analysed. Results: Three subthemes exploring the COVID-19 impact on mental health were included: (1) anxiety, distress, and isolation; (2) varying presentations across age groups; and (3) increased complexity. Four key themes capturing the COVID-19 impact on mental health services were identified: (1) transition to telehealth; (2) increased service demand; (3) spotlight on service gaps; and (4) local workforce shortages. Conclusions: The pandemic has highlighted existing gaps across the community mental health service sector, and exacerbated existing psychosocial/structural stressors resulting in increased presentations and complexity of mental illness among the community, particularly for youth. Existing treatment gaps and inequities in service access, engagement, and mental health outcomes will persist if not addressed. Recommendations have been provided to inform community mental health service planning, policy, design, access, and provision, and improve wellbeing. The COVID-19 pandemic has widened pre-existing health and social inequities and adversely impacted community mental health. In Tasmania, Australia, COVID-19 has exacerbated existing psychosocial and contextual stressors that underpin or perpetuate mental ill health, and highlighted existing gaps in Tasmania's underdeveloped community mental health service sector, including limited service availability, accessibility, and capacity. These findings will inform the (re)design, resourcing, development, and implementation of community mental health services to address such inequities, reduce mental health burden, and enhance wellbeing. [ABSTRACT FROM AUTHOR]

The article announces winners of the 2023 Pathway Nurse of the Year Award which includes Holly Weaver, and Rebekah Mitchell.

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]

Although evidence-based practices for improving academic engagement for students with emotional and/or behavioral disorders (EBD) have been identified, many teachers do not implement these practices with optimal fidelity. Thus, effective strategies are needed to improve teacher fidelity. Performance feedback is an effective professional development strategy, but it is unclear whether ancillary strategies like goal setting might further improve fidelity. In this study, we evaluated the effects of email performance feedback with and without goal setting on teacher implementation of opportunities to respond and behavior-specific praise using a multiple probe design. Participants were four general and special educators at a U.S. alternative school for students with EBD. Results indicated that a combination of written performance feedback and goal setting was effective, and that performance feedback alone was also effective. We were unable to determine whether the goal-setting component strengthened the performance feedback. Teachers provided positive feedback about the utility and feasibility of performance feedback with goal setting. [ABSTRACT FROM AUTHOR]

I examined the relationship between general self-efficacy and the income of Chinese employees, and the mediating role of emotion in this relationship. Analysis of data obtained in a survey of 209 employees in Shanghai revealed that general self-efficacy was positively related to income. Additionally, emotion fully mediated the positive relationship between general self-efficacy and income. The study validates and enriches resource-based theory by demonstrating that general self-efficacy, as a type of strategic resource, is positively related to employee performance. Additionally, it reveals the important role of emotion in the association between strategic resources and employee performance. The findings imply that managers of Chinese enterprises should assess the general self-efficacy of job applicants through surveys and interviews. Furthermore, Chinese leaders should adopt a leadership style designed to improve the emotional state of their followers. [ABSTRACT FROM AUTHOR]

Purpose : To measure the research productivity of trainees from the University of Toronto's Medical Imaging Clinician Investigator Program (MI-CIP) and comparing it with the research productivity of trainees from MI-non-CIP and General Surgery (GSx) Clinician Investigator Program. Methods : We identified residents who completed an MI-CIP, MI-non-CIP and GSx-CIP from 2006-2016. In each group of trainees, we assessed 3 research productivity outcomes with non-parametric tests before residency and at 7 years post-CIP completion/post-graduation. Research productivity outcomes include the number of total publications, the number of first-author publications, and the publication's average journal impact factor (IF). Results : We identified 11 MI-CIP trainees (male/female: 9 [82%]/2 [18%]), 74 MI-non-CIP trainees (46 [62%]/28 [38%]) and 41 GSx-CIP trainees (23 [56%]/18 [44%]). MI-CIP trainees had statistically significant higher research productivity than MI-non-CIP in all measured outcomes. The median (interquartile range, IQR) number of total publications of MI-CIP vs MI-non-CIP trainees was 5.0 (8.0) vs 1.0 (2.0) before residency and 6.0 (10.0) vs.0 (2.0) at 7 years post-CIP completion/post-graduation. The median (IQR) first-author publications of MI-CIP vs MI-non-CIP trainees was 2.0 (3.0) vs.0 (1.0) before residency and 2.0 (4.0) vs (.0) (1.0) at 7 years post-CIP completion/post-graduation. The median (IQR) average journal IF of MI-CIP vs MI-non-CIP trainees was 3.2 (2.0) vs.3 (2.4) before residency and 3.9 (3.2) vs.0 (2.6) at 7 years post-CIP completion/post-graduation. Between MI-CIP and GSx-CIP trainees, there were no significant differences in research productivity in all measured outcomes. Conclusion : MI-CIP trainees actively conducted research after graduation. These trainees demonstrated early research engagement before residency. The similar research productivity of MI-CIP vs GSx-CIP trainees shows initial success of MI-CIP trainees. [ABSTRACT FROM AUTHOR]

This paper proposes a novel prefabricated sandwich insulation wall panels (PSIWP) with textile reinforced engineered cementitious composites (TRE) as inner and outer wythes. A parametric analysis conducted using an experimental approach focuses on the influence of the freezing-thawing conditions, the freezing-thawing cycle times, the thickness of the TRE wythes, the type of the thermal insulation layer, the textile treatment methods and the thickness of the thermal insulation layer. The derivation of calculation formulas of fully composite and non-composite TRE-PSIWP, as well as the analysis of the composite degree of TRE-PSIWP were carried out based on the concrete bending capacity calculation formula. It was found that the flexural bearing capacity and the cooperative working performance of TRE-PSIWP weakened after the freeze-thaw cycles. On the contrary, the ductility of TRE-PSIWP increased after the freeze-thaw cycles. Increasing the thickness of thermal insulation layer and TRE wythes were contributed to improve the flexural bearing capacity of TRE-PSIWP. Treating the textiles with impregnation and sand burning was also contributed to improve the flexural bearing capacity of TRE-PSIWP. For different thermal insulation materials, the cooperative working performance of the TRE wythes and the expanded polystyrene board (EPS) was the best. [ABSTRACT FROM AUTHOR]

Aims. To explore the mediating effect of cognitive load on the relationship between self-efficacy and task load among intensive care unit (ICU) nurses. Background. Studies related to ICU nurses' self-efficacy, cognitive load, and task load are noteworthy but limited. Methods. A total of 253 ICU nurses from three tertiary hospitals in Beijing were recruited and investigated by the Chinese version of the National Aeronautics and Space Administration-Task Load Index (NASA-TLX), General Self-Efficacy Scale (GSES), and an instrument for Measuring Different Types of Cognitive Load (MDT-CL) scales. SPSS 25.0 was used for Pearson correlation analysis and multiple linear regression analysis and mediation effect analysis using Model 4 in PROCESS (5,000 resamples). Results. Mediation analysis indicated that a partial mediating effect of extraneous cognitive load between self-efficacy and task load among ICU nurses was −0.707 (95% CI: −0.940, −0.504), accounting for 51.64% of the total effect. Conclusion. This study suggests that enhancing ICU nurses' self-efficacy can be a potential strategy to decrease extraneous cognitive load and task load. Implications for Nursing Management. Nursing administrators should actively implement intervention strategies based on influencing the task load pathway of ICU nurses to ensure they can provide safe and high-quality nursing services. [ABSTRACT FROM AUTHOR]

Peer justice refers to the perceived fairness of the treatment an employee receives from coworkers. Although research has found peer justice to be an important predictor of work attitudes and behavior, prior work has only conceptualized the construct at the unit or group level. This limitation can be problematic because peer justice theories sometimes involve within-person effects. In response, we propose and test an individual level model of peer justice. We then test the model with 100 employees from a luxury tourist resort. Respondents answered a questionnaire on ten consecutive working days, resulting in 1000 daily diary recordings. Within-person variance was significant, not only for daily peer (70%) and supervisor (59%) justice but also for the outcomes (52–70%), thus justifying the study of intraindividual associations. Using growth models, the results showed significant links from daily peer justice to daily changes in overall job satisfaction, in-role performance, and helping coworkers. Each of these effects went beyond the daily treatment received from the supervisor. [ABSTRACT FROM AUTHOR]

Background: During the COVID-19 pandemic, decentralised clinical trials incorporated self-monitoring, self-reporting, and telenursing tools to address health literacy and health empowerment of patients enrolled in clinical trials. We aimed to determine the impact of an educational intervention using telenursing consultations on health literacy, health empowerment, and health-related quality of life in cancer patients enrolled in clinical trials by measuring the level of satisfaction with the care received and assessing the views of healthcare professionals concerning the advanced practice nurse (APN) role in oncology clinical trials. Methods: In this pilot analytical, descriptive, longitudinal, quasi-experimental, and pre-post test study, an educational intervention was conducted by 5 visits with an APN using synchronous teleconsultation in patients starting cancer treatment for the first time in a clinical trial (n = 60), and health professionals working with the APN (n = 31). A descriptive analysis of the samples and questionnaires were utilised along with statistical comparisons. Results: After the intervention, patients' health literacy (31.7%), health empowerment (18.3%), and health-related quality of life (33.3%) increased (p < 0.05), with a decrease and trend towards resolution of care needs (p < 0.05). Satisfaction with the quality and care received in terms of perceived convenience, transition, and continuity of care showed positive results in 64.9 ± 20.7, 77.6 ± 19.5, and 72.1 ± 20.4 of respondents, respectively. On the overall assessment of the APN role, healthcare professionals expressed a high level of agreement with the statements related to their work performance. Conclusions: The data indicates that a clinical trial APN-led telenursing educational intervention results in an overall increase in health literacy, an improvement in health empowerment and health-related quality of life, and a decrease in care needs of oncology clinical trials patients. Patients stated that they received a high quality of care and health professionals indicated high levels of acceptance with APNs. Based on these results, we suggest that the APN role should gain more recognition in the Spanish healthcare system and their professional competencies should be aligned with those of other countries. [ABSTRACT FROM AUTHOR]

Existing research suggests that the benefits of information technology (IT) are determined by post-adoption usage behaviours that embed IT deeply and comprehensively into their working systems. However, the enterprise social media (ESM) literature has lagged in exploring the post-adoption use behaviour. This study draws on the coping theory to explore how various adaptation behaviours of information system users influence ESM post-adoption use (routinisation and infusion), and the effects of different post-adoption use behaviours on two dimensions of individual-level outcomes: routine performance and innovation performance. Using structural equation modelling on 295 sample data, the results show that: (1) User adaptation is the antecedent that shapes the post-adoption ESM use, and different user adaptation behaviours have different effects on routinisation and infusion. (2) ESM use contributes to employee performance, and the routinisation of using ESM, moreover, has a greater impact on routine performance, while infusion has a greater impact on innovation performance. (3) ESM self-efficacy negatively moderates the relationship between user adaptation and routinisation. Our findings provide instrumental insights into how employees can develop appropriate ESM usage behaviour to support their job performance. [ABSTRACT FROM AUTHOR]