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This study aims to identify and analyze stress as a mediator of authentic happiness and heroic leadership on work performance of nurses at the Occupational Health Nurses Association during the Covid-19 pandemic. This study uses a quantitative approach with Structural Equation Modeling (SEM) Techniques - SmartPLS. The subjects in the study were occupational health nurses who were members of the Occupational Health Assistence Associations (ONI-OHN) with a total of 101 members. The sampling technique used in this study is a purposive sampling technique with non-probability sampling. The results of this study show the important influence of authentic happiness and heroic leadership as an effort to increase work performance with stress as a mediator, and the application of organizational and work psychology implications related to authentic happiness and heroic leadership as an effort to increase work performance with stress as a mediator. [ABSTRACT FROM AUTHOR]

BACKGROUND: How to help workers establish a safe and healthy working environment is the primary purpose of promoting workplace health psychology. OBJECTIVE: The aim of this study was to investigate the relationship between interpersonal resources and job performance (work performance, organizational citizen behavior). Besides, this study tries to clarify the psychological mechanisms of vitality and emotional attachment, and further considers the moderating role of group harmony. METHODS: Questionnaires were used. Two samples included 267 and 285 questionnaires were collected in study 1. A total of 151 valid and matched surveys were collected in study 2. RESULTS: Study 1 tested the psychometric properties of the interpersonal resources scale, and then, established three constructs of interpersonal resources: "interpersonal caring", "interpersonal inclusion", and "interpersonal connection". Study 2 results showed positive correlations between interpersonal resources and job performance. Vitality has the mediating effect between interpersonal resources and work performance, and emotional attachment has the mediating effect between interpersonal resources and organizational citizen behaviors. In addition, the moderating effects of group harmony were supported. CONCLUSION: This research covered two studies to clarify the construct of interpersonal resources and develop an interpersonal resources scale with reliability and validity. Furthermore, this research further discussed the theoretical meaning and practical application and explained the future research direction. This research not only responds to experts' calls but also considers the influence of cultural values to examine the model of interpersonal resources. [ABSTRACT FROM AUTHOR]

Recent evidence suggests that personality could play just as important a role in the prediction of important work-related outcomes as cognitive ability. However, it might be meaningful to adjust the level at which personality is measured and reported, depending on the narrowness of the scope of the criteria of interest. This study firstly explored the inter-factor correlations of the 10 personality aspects of the Work Personality Index (WPI) from an archival dataset of 4759 South African employees. An oblique lower-order model was specified to investigate the inter-factor correlations between personality aspects. Secondly, a dominance analysis was performed using a sequentially collected cross-sectional sample of 197 South African employees, to determine the relative weight that each of the 10 aspects carries when predicting five narrower dimensions of performance. The 10 aspects exhibited unique patterns in predicting narrower performance dimensions. Scientists and practitioners might, therefore, benefit from modelling relationships between personality aspects and narrower performance areas. In accordance, more nuanced selection decisions or development recommendations can be made that are specific to the work behaviours of interest. Contribution: The present study is the first to explore the criterion validity of the 10 personality aspects against five performance areas in the South African context. The study underscores the importance of a more nuanced understanding of the work-related implications of narrower personality characteristics, which have practical implications for both selection decisions and developmental recommendations within organisational settings.

Background: Providing quality nursing services cannot be separated from human resources, which produce good performance and achievements so that they can provide excellent service. Purpose: Knowing the commitment and job satisfaction to nurses' job performance. Methods: Analytical descriptive research design with a cross-sectional approach. Sampling is total sampling. Univariate, and bivariate, uji chi square. Results: The distribution of respondents based on work commitment factors showed that almost all implementing nurses had good commitments, 90.9%. The job satisfaction factor shows that the implementing nurse with good job satisfaction is 59 1%. The chi-square test shows nurses' commitment with a p-value = 0.04 and nurse satisfaction p-value = 1.000, with a value of ? = 0.05. Conclusion: It can be concluded that a da relationship between commitment and the work performance of the implementing nurse, and there is no relationship between job satisfaction and the work performance of the implementing nurse. The hospital's recommendation is to maintain existing commitments by keeping nurses engaged by provoking nurses to participate in making decisions so that nurses feel like a whole part of the hospital.

Background The incentivation for primary health workers is vital for the realization of two goals of the new healthcare reform in China, namely strengthening primary healthcare and achieving hierarchical diagnosis and treatment. Most previous studies put more emphasis on extrinsic incentive measures and their effect on job outcomes, ignoring the intrinsic motivation effect of job itself. Objective To perform an analysis of the job characteristics of primary health workers using the framework of Job Characteristics Model, assess their intrinsic motivation effect on job outcomes of these workers, and compare the strength of impact of the five dimensions of job characteristics and income and other extrinsic motivators on job outcomes, and put forward policy recommendations for improving work motivation and performance of primary health workers. Methods A survey using a self-developed questionnaire was conducted with primary health workers who were on duty on the day of the survey selected from a multistage sample of healthcare settings (including 18 community health centers and 20 township health centers) in three cities of Shandong Province from February to June 2021. Then, from those who effectively completed the survey, 167 cases were selected using convenience sampling to attend semi-structured interviews to understand their views of the characteristics of job as a primary health worker. Pearson correlation was used to analyze the correlations of the five dimensions of job characteristics and extrinsic motivators with autonomous motivation, performance, burnout, and turnover intention. Hierarchical multiple linear regression was used to analyze the strength of impact of the five dimensions of job characteristics and extrinsic motivators on job outcomes. Thematic analysis was used to analyze the interview data. Results A total of 870 cases who handed in effective questionnaires were included for analysis. Among the five dimensions of job characteristics, respondents scored highest and lowest on skill variety (4.09±0.71) and task identity (3.18±1.04) , respectively, and their scores on task significance, feedback from job and autonomy were (3.91±0.76) (3.46±0.83) and (3.43±0.79) , respectively. Pearson correlation analysis showed that the level of each of the five dimensions of job characteristics had a positive correlation with autonomous motivation and performance (P

OBJECTIVES: To determine whether experiences of off-the-job training in domestic (DT) and overseas study (OS) settings are associated with work performance and work-family conflict in physicians. DESIGN, SETTING AND PARTICIPANTS: We conducted a national cross-sectional survey in 77 public hospitals across seven provinces in China between July 2014 and April 2015. Participants were 3182 physicians. EXPOSURE: Participants were categorised into four groups: none, DT only, OS only and DT and OS. PRIMARY OUTCOME MEASURES: Work performance was assessed by work engagement, career attrition and patient-centred care. Work-family conflict was assessed by affecting care for family, feeling guilty towards family and receiving complaints from family. RESULTS: A total of 25.89% participants had experienced DT only, 8.71% OS only and 8.47% DT and OS. After adjustment for potential confounders, participants who had experiences of DT and OS compared with those with no training were more likely to report positive work performance (pride in work: OR=2.11, 95% CI: 1.43 to 3.10; enjoyment of work: OR=1.67, 95% CI: 1.11 to 2.51; turnover intention: OR=0.54, 95% CI: 0.38 to 0.77; early retirement: OR=0.63, 95% CI: 0.45 to 0.89; and exhaustion: OR=0.66, 95% CI: 0.45 to 0.98) and less work-family conflicts (feeling guilty towards family: OR=0.51, 95% CI: 0.35 to 0.74; and complaints from family: OR=0.66, 95% CI: 0.47 to 0.91). We found no obvious association between DT/OS experience with patient-centred care. CONCLUSIONS: Physicians with DT and OS experiences are more likely to have better work performance and less work-family conflict than those without such experience. Physicians face increasing pressure to pursue continuing education and experience associated distress. Therefore, hospitals and government policy-makers should promote DT and OS.

The market for electric cars (EVs) is growing quickly, which has led to a diversity of models and significant technological advancements, particularly in the areas of energy management, charging, range, and batteries. A thorough analysis of the scientific literature was conducted to determine the operational and technical parameters of EVs’ performance and energy efficiency, as well as the factors that influence them. This article addresses the knowledge gap on the analysis of ambient temperature-related parameters’ effects on electric garbage trucks operating in particular urban traffic conditions for selective waste collection. To optimize vehicle routes, a computational model based on the Vehicle Routing Problem was used, including the Ant Colony Optimization algorithm, considering not only the load capacity of garbage trucks but also their driving range, depending on the ambient temperature. The results show that the median value of collected bulky waste for electric waste collection vans, depending on the ambient temperature, per route is 7.1 kg/km and 220 kg/h. At a temperature of −10 °C, the number of points served by EVs is 40–64% of the number of points served by conventional vehicles. Waste collection using EVs can be carried out over short distances of up to 150 km, which constitutes 95% of the optimized routes in the analyzed case study. The research contributed to the optimal and energy-efficient use of EVs in variable temperature conditions.

Precast concrete structures are popular in the building industry because of their high efficiency and environmental friendliness. In this paper, the U-type reinforcement ferrule connection technique was applied to study the seismic performance of precast concrete shear walls. Five shear wall finite element models and four shear wall specimens were prepared. Both experiments and finite element analysis were conducted to explore the impact of parameters on the work performance of precast reinforced concrete shear walls, such as the variety of post-cast concrete, the form of horizontal joints, and the buckle length of U-type reinforcements. On this basis, the mechanism of failure as well as the characteristics of hysteresis, ductility, and energy dissipation capacity were analyzed. According to the analytical results, the cast in situ reinforced concrete shear wall is inferior to the precast shear wall with post-cast epoxy resin concrete in terms of seismic performance. In addition, the specimen with a keyway on the horizontal joint interface outperforms the specimen without a keyway. With an increase in the buckle length of the U-type reinforcement, there is a rise in the sectional height and stiffness of the hidden beam at the bottom of the wall, while the horizontal load-bearing capacity of the wall is improved. However, its ductility and energy dissipation capacity are decreased. As revealed by a thorough analysis, the construction scheme most suitable for precast shear wall horizontal joints adopts epoxy resin concrete as the post-cast material, the buckle length of U-type reinforcements is approximately one-third the height of the horizontal joint, and there is a keyway at the interface of the joint.

Purpose To investigate the changes that occur to body composition and physical fitness of newly admitted military police officers that undergo a training course involving a 24 weeks of physical training. Methods One-hundred and seven male police officers were evaluated before, after 12 weeks, and after 24 weeks of physical training. Body mass, fat mass, fat-free mass, fat percentage and body mass index were measured. Physical capabilities of strength (push-ups), muscle resistance (sit-ups), handgrip strength, and aerobic capacity (VO 2 max) were also measured. Results An Anova with repeated measurements showed that after 24 weeks, there was a decrease ( p < 0.01) of fat mass and fat percentage, and an increase ( p < 0.01) in fat-free mass, number of push-ups, handgrip strength, and VO 2 max. Most of the dependent variables already showed the best values in week 12. Conclusions Positive changes were observed in the body composition, aerobic capacity, and muscle strength of newly admitted military police officers at the end of 24 weeks of physical training, applied during the Soldier Training Course, compared to the beginning. However, the improvements occurred up to 12 weeks, with no new improvements after this, suggesting that modifications to the physical training are necessary.

According to the Job Demands-Resources model, work performance is developed through the balance between job demands and resources. Based on this framework, the present study aimed to test the mediation of productive organizational energy in the relationship of two job resources with work performance, and the moderation of demand perceived at work in the relationship of resources with productive organizational energy. The sample consisted of 361 Brazilian workers, of both sexes. Structural equation modeling showed a direct and positive relationship between job resources and work performance, and indirect analysis showed the mediation of productive organizational energy. Furthermore, the perceived demand at work attenuated the association of resources with energy. It was concluded that workers who have high levels of job resources feel more energized and more productive, bringing advantages to companies that invest in human capital.

Background: Workshop training is one of the most effective learning methods. This study aims to compare the effect of virtual and face-to-face workshop training on students’ learning and satisfaction. Materials and Methods: A three-group intervention study with before and after measurements was conducted with the participation of 106 nursing students. A convenient method of assigning replacement blocks was used. The groups included three groups, a virtual workshop, a face-to-face workshop, and a control. The data collection tool included a demographic form, and researcher-made awareness, performance, and satisfaction questionnaire. The content validity of the tool was confirmed by experts in the fields of nursing, health in disasters and emergencies, and medical education. The reliability of the tool using test re-test and Cronbach’s α was 0.858. Awareness and performance were evaluated before and after the study. Satisfaction was checked at the end of the study. Data were analyzed using analysis of variance with SPSS software, version 23. Results: Most of the students were female (55.66%), with a Mean±SD of age 22.75±2.05 for all groups, single (93.4%), seventh semester (62.30%), without experience of participating in the training workshop (67.9%), and reading the book related to triage with mass casualty incident (MCI) (81.13%). Before the intervention, the groups had no significant difference in terms of awareness (P=0.169) and performance (P=0.296), while after the intervention, the difference was significant (P˂0.001). After the intervention, the most awareness and performance were related to the face-to-face workshop. A significant difference was observed between the groups in terms of satisfaction (P˂0.001). In the face-to-face workshop, 43.42% were very satisfied and 36.36% were satisfied, while very satisfied students did not exist in the virtual workshop and only 22.44% of students were satisfied. Satisfaction in the control group was moderate and poor. Conclusion: Since the face-to-face workshop increased students’ awareness, performance, and satisfaction, it is suggested to use face-to-face educational workshops to improve the scientific level of nursing students before graduation.

The incidence of Corona Virus Disease (COVID-19) in East Nusa Tenggara has increased tremendously since April 2020. This has caused nurses to experience anxiety and stress due to fears of a shortage of special COVID-19 inpatient rooms. This study aimed to analyze the correlation between stress and the work performance of the COVID-19 isolation room nurses in mainland Timor. This cross-sectional study involved 278 nurses who worked in the COVID-19 isolation rooms of three hospitals on Timor Island. The Depression Anxiety Stress Scales (DASS-42) and the Nurse Work Performance Sheet were applied to obtain the data. The results demonstrated that 64 respondents exhibited severe stress which 53 showed poor performance and 11 displayed adequate performance. There was a relationship between work stress and the work performance of the COVID-19 isolation room nurses (p-value = 0.001). This study did not measure other variables that are most likely correlated with work performance, but the result indicates the need for treatments for the nurses who work in such rooms to prevent worse conditions. Abstrak Dampak Stres terhadap Performa Kerja Perawat di Ruang Isolasi COVID-19 di Rumah Sakit di Timor. Kejadian Corona Virus Disease (COVID-19) di Nusa Tenggara Timur telah meningkat pesat sejak April 2020. Hal ini menyebabkan perawat mengalami kecemasan dan stres akibat kekhawatiran akan kekurangan ruang rawat inap khusus COVID-19. Penelitian ini bertujuan untuk menganalisis hubungan antara stres dan performa kerja perawat ruang isolasi COVID-19 di daratan Timor. Penelitian cross-sectional ini melibatkan 278 perawat yang bekerja di ruang isolasi COVID-19 pada tiga rumah sakit yang berada di Pulau Timor. Skala Depression Anxiety Stress Scales (DASS-42) dan Lembar Performa Kerja Perawat digunakan untuk memperoleh data. Hasil penelitian menunjukkan bahwa 64 responden mengalami stres berat. Sebanyak 53 responden menunjukkan performa kerja yang buruk dan 11 responden menunjukkan performa kerja yang memadai. Terdapat hubungan antara stres kerja dengan performa kerja perawat ruang isolasi COVID-19 (p-value = 0.001). Penelitian ini tidak mengukur variabel lain yang kemungkinan besar berkorelasi dengan performa kerja, tetapi hasil penelitian ini mengindikasikan perlunya penanganan bagi perawat yang bekerja di ruang isolasi untuk mencegah kondisi yang lebih buruk terjadi. Kata Kunci: COVID-19, performa kerja, stress

Introduction Urinary incontinence negatively impacts the quality of life and can harm work activities, causing presenteeism in health professionals and decreasing the quality of care and patient safety. The objective of this study is to explore the self-perception of health workers who suffer from urinary incontinence as a predisposing factor for presenteeism. Methods Mixed study of an exploratory-descriptive nature. The sample was selected in a non-probabilistic and intentional way by criterion and convenience with a size of 14 volunteers, considering the saturation of the information. Reliability criteria defined by Guba for the process and analysis of thematic data were considered. Results The sample had a mean age of 38.9 + 7.1 years and a mean SPS-6 score of 15.8 + 3.5 points, showing alteration in the dimension of avoiding deconcentration. The narratives in the case study provide relevant information on how urinary incontinence affects the work performance of health workers through the interruption in their day, decreases the quality of clinical care, and increases their anxiety regarding their environment. Conclusions Urinary incontinence and presenteeism are subjective, and multidimensional experiences affect work performance. Therefore, further studies are recommended to identify predictor variables and the economic losses associated with this condition to establish improvements in the work environment and the self-care of female employees seeking greater benefits and better levels of efficiency in the organization

Resumen: La dificultad para evaluar y compensar el rendimiento en las organizaciones profesionales se extrema en entornos de gestión pública directa de servicios sanitarios. La evaluación del rendimiento es compleja por razones técnicas y por la existencia de múltiples principales en las relaciones de agencia, que influyen en la fijación de objetivos. Los incentivos son una palanca para generar direccionalidad y motivación, tanto los estructurales (que atraen y retienen trabajadores) como los específicos (que retribuyen el desempeño y orientan el comportamiento hacia metas institucionales). Los incentivos influyen de forma diversa en el comportamiento de los trabajadores, y su efectividad parece débil y controvertida en entornos públicos sanitarios. Abordar con éxito los problemas de determinación y evaluación del desempeño requiere tanto instrumentos de buen gobierno como la revitalización de la gestión contractual. Para mejorar la efectividad de los modelos de incentivos es conveniente: 1) ampliar el marco conceptual de los incentivos, para incorporar los aspectos estructurales del empleo y la remuneración; 2) mejorar los diseños a partir de una mayor comprensión de los determinantes de la motivación; y 3) contemplar los factores extramurales que alteran el comportamiento de los trabajadores y tratar de contrarrestarlos. Abstract: Assessing and compensating performance in professional organizations is extremely difficult in direct public management settings of health services. Performance assessment is technically complex and, more so, with multiplicity of principals influencing goal setting. Incentives are a lever to generate directionality and motivation, both structural (for attracting and retaining workers) and specific ones (rewarding performance and directing behavior towards institutional goals). Incentives influence the behavior of workers in various ways, and their effectiveness seams weak and controversial in publicly run health services. To overcome the problems of deciding and evaluating performance, both good governance models and the revitalization of contractual management are required. To improve the effectiveness of incentive models, it is convenient to: 1) widen the conceptual framework of incentives, to incorporate the structural aspects of employment contract and payment; 2) improve the designs from a greater understanding of the determinants of motivation; and 3) broaden the lens to survey the extra-mural factors that alter the behavior of workers, trying to counter them.

Resumen: En España, el modelo retributivo para el personal estatutario es complejo, heterogéneo y orientado más a compensar funciones y actividades complementarias que a recompensar el buen desempeño mostrado en las tareas específicas del puesto de trabajo. Las diversas tentativas de incorporar complementos incentivadores han sido desnaturalizadas ante una cultura igualitarista de la función pública y una débil gobernanza sistémica. Los atractores externos (v.g. actividad privada) para los profesionales sanitarios están siendo importantes y neutralizan muchos incentivos intramurales. Hay pocas expectativas de cambios relevantes o estructurales, ya que los principales agentes implicados no apuestan por trasformaciones; sin embargo, algunos factores del entorno pueden propiciar mejoras incrementales en los sistemas de contratación, en la información disponible para mejorar la fijación comparativa de objetivos y en la creación de espacios de buena gobernanza y gestión clínica. El escenario económico, crecientemente preocupado por las tendencias inflacionarias y los riesgos de sostenibilidad, así como la trasformación digital, pueden tener un efecto dinamizador de algunas reformas en la gobernanza y la gestión. Abstract: In Spain, the compensation model for statutory health personnel is complex, heterogeneous, and more oriented to rewarding complementary functions and activities, than to paying for the actual performance in the position of employee. The various attempts to incorporate incentives have been distorted by a civil service egalitarianist culture, and weak systemic governance. External attractors (private practice, etc.) for healthcare professionals are becoming more important and neutralize many intramural incentives. There are few prospects of relevant or general changes, since the main actors involved are reforms-averse; but some environmental factors can lead to incremental improvements in employment contracts, in the information available to improve benchmarking, and in the creation of islands of good clinical governance and management. The economic scenario, increasingly concerned about inflationary trends and sustainability risks, may have a revitalizing effect of some governance and management reforms.

This study investigates the construct of sisu, a Finnish attribute representing mental resilience and fortitude when confronted with difficult situations. By leveraging advanced analytical methods and explainable Artificial Intelligence, we gain insights into how sisu factors influence well-being, work efficiency, and overall health. We investigate how the beneficial aspects of sisu contribute significantly to mental and physical health, satisfaction, and professional accomplishments. Conversely, we analyze the harmful sisu and its adverse impacts on the same domains. Our findings, including intriguing trends related to age, educational level, emotional states, and gender, pave the way for developing tailored solutions and initiatives to nurture the beneficial aspects of sisu and curtail the damaging consequences of sisu within professional settings and personal welfare.

This study aims to justify the mediating effect of organizational commitment in the association between training and development, career development, and work performance. Data was collected from 362 frontline hotel employees through a survey by random sampling technique. The analysis methodology comprises descriptive statistics, measurement, and structure models through SPSS 23 and Smarts PLS 3.0. This study significantly examined the correlation between training and development and work performance, career development, and work performance. Moreover, organizational commitment in the hotel sector is significantly associated with work performance. Furthermore, the significant correlation between training and development and work performance career development among hotel personnel is mediated by organizational commitment. Owners and managers should know the necessary policies to enhance employees' work performance and organizational commitment and consider appropriate behaviour. Besides, all required facilities for enhancing career development and training and development should be implemented to strengthen hotels' present and future demands. It is furthered by the study's explanations of the results and their limitations, which also included suggestions for future research possibilities. This research filled the gap in the hotel industry in Bangladesh, where study works into wide-ranging training and development, career development practices, organizational commitment, and work performance were rare.

This research aims to determine the Influence of Leadership and Motivation on the Work Performance of New Group Leaders at PT Pamapersada Nusantara through Work Engagement. The sampling method used a probability sampling approach with a saturated sampling technique involving 220 respondents. Descriptive statistical methods were employed to analyze the data using the SmartPLS program. The results of this research indicate that: 1) Leadership has an impact on Work Performance. 2) Motivation does not affect Work Performance. 3) Leadership affects Work Engagement. 4) Motivation affects Work Engagement. 5) Work Engagement influences Work Performance. 6) Work Engagement mediates the relationship between Leadership and Work Performance. 7) Work Engagement mediates the impact of Motivation on the Work Performance of New Group Leaders at PAMA.

We assumed that the perception of the leader as an attachment figure would mediate the relationship between transformational leadership transformational leadership and leader/follower's reports of team performance. Leaders (N = 38) and employees (N = 204) completed separate questionnaire batteries. Team members assessed their perceptions of the leader as an attachment figure, transformational leadership of their leaders, and general and citizenship performance. Leaders assessed their transformational leadership style and the performance of their teams. We applied multi-level structural equation modeling (multi-level mediation). Perceptions of the leader as an attachment figure did not significantly mediate team or general performance prediction. But, the transformational leadership of the leader (team level) positively predicted the dimensions of the attachment figure (secure figure and separation distress – individual level). The secure figure positively and separation distress negatively predicted interpersonal and organizational citizenship performance at the team level. The perception of a leader as an attachment figure at the team level has different characteristics than at the individual level. The results indicate that the best scenario for team performance, as seen through the lens of transformational leadership, is a secure-figure leader and followers with low separation distress. The discussion meets the topics of the low statistical power and the need to differentiate a leader's attachment figure functions in organizations regarding the individual versus team level. [ABSTRACT FROM AUTHOR]

The COVID-19 lockdown forced people to stay at home and address their family duties more equally. However, since nurses themselves were involved in the closed-loop management in hospitals and unable to return home, there was also an increased likelihood of non-traditional work-family strategies emerging. To ascertain the extant and implications of this phenomenon, this cross-sectional study explores work–family management strategies among nurses during the COVID-19 lockdown and their association with nurses' individual health, family relationships, and job performance. Survey data were collected from 287 nurses who were involved in the closed-loop management in Shanghai hospitals from March to June 2022. Latent Class Analysis of seven categorical variables of nurses' work–family status (e.g., the division of childcare labor) produced a best-fit solution of five strategies (BLRT (p) < 0.001, LMR (p) = 0.79, AIC = 5611.34, BIC = 6302.39, SSA-BIC = 5703.65, Entropy = 0.938): (1) fully outsourcing to grandparents, (2) partially outsourcing to grandparents, with the husband filling in the gap, (3) the husband does it all, (4) egalitarian remote workers, and (5) a neo-traditional strategy. Nurses who applied the egalitarian strategy had less psychological distress and relationship tension and better performance than those who applied the neo-traditional strategy and performed most of the childcare. The "husband does it all" strategy and the outsourcing strategies seem to have double-edged effects, with better job performance and family relations but also more distress and fewer sleeping hours among nurses. Overall, with a view to future risk mitigation, policymakers and practitioners should be aware of the diversity of the work–family strategies among nurse families during the lockdown period, and their association with individual and family outcomes, and provide tailored support. [ABSTRACT FROM AUTHOR]

The intent of this study was to investigate and comprehend the usage of open government data (OGD) and to take a look at the ways those roles affect public sector managers’ work productivity. Regardless of its novel reputation in the usage of OGD literature, past research has revealed that Malaysian public sector organisations have not entirely embarked on user OGD initiatives extensively. The main feature to note is that the data and information collected, maintained and kept by the government are national assets. The conceptual structure is composed of up of five independent variables: system quality, information quality, data availability, trust factor and voluntariness as well as two dependent: OGD usage and work productivity. There were six proposed hypotheses developed. The well-designed research notion provides the researcher with adequate trust to proceed to examining variables such as research design and data collection technique. It is believed that this proposal will enlighten relevant information on user of OGD among public manager and overall public sector ecosystem. [ABSTRACT FROM AUTHOR]

Cognitive functioning is a relevant work and health related topic, however, validated methods to assess subjective cognitive complaints (SCC) at work are lacking. We introduce the Cognitive Function at Work Questionnaire (CFWQ) for measuring SCC in occupational settings. 1-year follow-up data of 418 employees from a Finnish public media service company was analyzed. Participants completed web-based CFWQ, cognitive tests and a broad set of questionnaires for evaluating depression, anxiety, insomnia, daytime sleepiness, burnout, stress, mental job burden, work ability, cognitive errors, and perceived health. The factor analysis yielded a model with the CFWQ subdomains: Memory, Language, Executive Function, Speed of Processing, Cognitive Control and Name Memory. The internal consistency (Cronbach's alpha =.87) and the test-retest constancy (ICC =.84) reflected good reliability. Correlation between the CFWQ and cognitive errors at work ranged from.25 to.64 indicating adequate concurrent validity. Employees with depression, insomnia and burnout symptoms had higher (p <.001) CFWQ scores than participants without these symptoms. Depression and burnout symptom severity as well as accumulation of mood, sleep, and psychosocial stressors were associated with higher CFWQ scores (p <.001 in all). The CFWQ appears psychometrically sound measure for the assessment of SCC in occupational population. [ABSTRACT FROM AUTHOR]

Employees are one of the most important elements in an organization. This study aims to determine the effect of rewards on employee performance through job satisfaction of non-PNS employees at the Kediri District Transportation Office. This research is included in qualitative research with 3 variables which are Reward, Performance, and Job Satisfaction. The sample used was 48 people with a sample determination using saturated non-probability sampling technique. The measurement scale used is the ordinal scale through the Likert scale with the respondent's answer score 1 to 5. The hypothesis testing in this study uses Partial Least Square Structural Equation Modeling (SEM) statistical analysis and descriptive analysis. The results of the study concluded that reward had no significant effect on employee performance. However, through job satisfaction, rewards have a significant influence on performance. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to investigate the awareness and educational demand regarding Vancomycin-Resistant Enterococci (VRE) infection control among nurses in wards with cohort isolation rooms. Methods: A mixed-methods design was applied. Quantitative data were collected via structured questionnaires and data from 61 nurses and analyzed using SPSS for Windows version 23.0. An Importance-Performance Analysis (IPA) was conducted. Qualitative data were collected through focus groups with 12 nurses who worked in wards with VRE cohort isolation rooms, and content analysis was conducted. Results: All items had lower performance scores than their importance scores, with significant differences. In the qualitative/descriptive analysis, the barriers to implementing VRE infection control were a lack of awareness of infection control, increased work burden, and lack of resources. Conclusion: The findings indicate that it is necessary to develop systematic education tailored to nurses in wards with cohort isolation rooms. Furthermore, adequate resource support, distinct from the general infection control practices in other wards, is necessary. This includes considering additional infection control tasks and procedures when staffing the ward, as well as supplying equipment in accordance with cohort isolation requirements. [ABSTRACT FROM AUTHOR]

This study applied the social exchange and social identity theories to investigate the association among resonant leadership, self-efficacy, organizational identification, work performance, and turnover intentions in Generation-Z (Gen-Z) software professionals. The study sampled 73 leader-subordinate dyads from 10 large-scale software companies in India through an online survey. Hierarchical linear modeling, including multilevel mediation, was conducted to test the proposed model. The results of this study revealed the cross-level effect of resonant leadership on the work-related outcomes among the Gen-Z software operators based on two psychological mediators, namely, self-efficacy and organizational identification. It suggests that resonant leadership could be the potential driver to manage the predominant psychological factors of the incoming cohort group of Gen-Z software professionals, which yield positive work outcomes. Based on the empirical evidence, the software companies can devise suitable intervention mechanisms to enhance productivity and reduce turnover intentions of the Gen-Z cohort. Thus, this study is a novel attempt to establish a comprehensive theoretical framework that provides a broad scope for future research to investigate the mechanisms which manage the expectations of Gen-Z cohorts. [ABSTRACT FROM AUTHOR]

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This study aimed to determine the effects of using an accounting information system on the work performance of remittance centers' 53 employees utilizing a descriptive survey method with a questionnaire as the main instrument in gathering data. It was found that the respondents strongly agreed on the factors affecting the usage of the Accounting Information System and are very high in their work performance. There is a significant difference towards Technological, Location, Effectivity, and Productivity based on the number of years in service, Effectivity based on salary income, and a significant relationship between the factors affecting the usage of AIS and work performance. Therefore, the owners of remittance centers are encouraged to improve the office readiness and safeguard from natural calamities; the internet connectivity and facility for the centers are encouraged to keep abreast of the needs of time and develop a competitive edge over other remittance centers; that employees and personnel may be given seminar, training and workshop for work cooperation, teamwork and collaboration for better and efficient delivery of services; an appropriate amount of orientation and awareness for mastery on the usage of accounting information system to avoid pressures on the implementation and manipulation of the software program. [ABSTRACT FROM AUTHOR]

Achieving a work-life balance and having a workplace spirituality is a necessity for every teacher to thrive in the world of teaching. This study assessed the work-life balance, workplace spirituality and work performance of teachers in Alegria District, Cebu, for the school year 2022-2023 as basis for management plan. The theories used in this study anchored on Work/Family Border Theory and Respectful Pluralism which provide a substantive discussion pertaining to the background of the study. A triangulation mixed method research design was utilized in this study with descriptive correlation for quantitative and thematic analysis for qualitative data. A valid instrument was distributed to 153 respondents in the district of Alegria Cebu. The quantitative results revealed that among the Teachers' Work Life Balance, Workplace Spirituality and Work Performance, self-management and development (0.03) and managing stress (0.00) established significant relationship while the rest did not. For the Teachers' Work Life Balance and Workplace Spirituality, meaningful work under workplace spirituality and managing stress (0.00), family involvement (0.00), job gratification (0.00), managing fun and leisure (0.00), work management (0.00), and time management (0.00) established a significant relationship under work life balance. Only the selfmanagement and development that resulted to no significant relationship. This is also similar to sense of community under the workplace spirituality. The third construct under work place spirituality which is the alignment of value generated a significant relationship to all constructs under work life balance. This means that these two independent variables generated mostly a significant relationship. The qualitative results generated three themes (Theme 1: The Highlights of Teaching, Theme 2: The Weighing Scale, and Theme 3: The Support System) which captured the experiences of the teachers in work-life balance and workplace spirituality. This study concluded that administrators should pay attention as to how teachers are managing their stress as this impact a domino effect to the school's productivity. This study recommends a management plan wherein teachers are given an established support system. [ABSTRACT FROM AUTHOR]

Aim: To investigate the impact of uterine fibroid diagnosis/treatment status on quality of life (QOL) and work productivity in women living in Japan. Methods: Women aged 20–49 years who registered on Macromill were recruited via the opt‐in method. They completed an online survey on demographic and uterine fibroid diagnosis/treatment status, 36‐Item Short‐Form Health Survey, Uterine Fibroid Symptom and Health‐Related Quality of Life questionnaire (UFS‐QOL), and World Health Organization Health and Work Performance Questionnaire. Results: There were 4120 respondents: 1362 untreated, 249 with ongoing treatment, 449 with past treatment, 1030 with no uterine fibroids, and 1030 with unknown uterine fibroid status. A high proportion of women with ongoing treatment had moderate to severe uterine fibroid‐like symptoms (symptom severity score of UFS‐QOL ≥40 points), accompanied by reduced QOL. QOL was improved in women with past treatment. Uterine fibroids had a significant impact on physical and psychosocial aspects in the ongoing treatment group versus other groups. Using classification and regression tree analysis, anemia was identified as a plausible predictor of reduced QOL in the ongoing treatment group. Approximately 20% of women—even in groups other than the ongoing treatment group—experienced moderate to severe uterine fibroid‐like symptoms. However, the diagnosis and treatment status of uterine fibroids had no clear impact on work productivity. Conclusions: Uterine fibroids, especially in association with anemia, were related to reduced QOL. Given that uterine fibroid‐related reduced QOL is likely improved by appropriate treatment, women with uterine fibroid‐like symptoms, such as menorrhagia, should be examined and treated. [ABSTRACT FROM AUTHOR]

Summary: While short daytime naps have been found to provide alertness and performance benefits without inducing sleep inertia, the effects of a similar napping strategy during nights shifts are largely unknown. This study examined the effects of a 20‐min nap (scheduled at 2:00 a.m.) during night shifts among 16 participants (mean [SD] age 22.0 [1.08] years) who worked in a simulated night shift from midnight (12:00 a.m.) to morning (ending at 6:00 or 8:00 a.m.). The participants underwent both a 'nap condition' and a 'no‐nap condition' by engaging in repeated 10‐min tasks (four‐choice reaction time tasks and vigilance tasks) and 10‐min rest. The results showed that compared to the no‐nap condition, sleepiness was significantly lower in the nap condition between 3:20 and 5:20 a.m. (p < 0.05). The nap condition also yielded significantly better performance in the vigilance tasks between 2:40 and 5:40 a.m., except at 4:40 am (p < 0.05). However, no significant difference was found in sleepiness and performance in the vigilance task at 5:40 a.m. or immediately after the nap between the two conditions. The results showed that a 20‐min nap at 2:00 a.m. did not induce sleep inertia upon waking. Furthermore, it mitigated sleepiness and sustained work performance for 3 h after the nap. However, the effect of napping was no longer observed near the end of the night shift. Considering risks of falling asleep while driving home from work that may cause a traffic accident, further research should examine ways to mitigate sleepiness after a night shift. [ABSTRACT FROM AUTHOR]

To meet the increasing demand for talent with the expansion of domestic artificial intelligence industries in foreign markets, many artificial intelligence industries are training high quality employees. In this respect, the present study aims to investigate the effectiveness of using multimedia in the artificial intelligence industry in-service education programs. The participants of the study were composed of artificial intelligence industry supervisors and employees in China. The study focused on a sample comprised of AI industry supervisors and employees in China. Data were collected over a period spanning from the 1st of January 2022 to the 1st of June 2022. A total of 500 questionnaires were distributed, and 423 valid copies were retrieved, yielding a retrieval rate of 85%. According to the results of the study, it can be stated that artificial intelligence industries can benefit the research results through in-service education and learning and development. Moreover, the results of the current study can help promote work performance of employees to produce the necessary soft power that determines success in the future, and to improve business dilemma and enhance competitiveness of artificial intelligence industries. The results of the study revealed that the use of multimedia in artificial intelligence industry increase the self-confidence of employees, they feel respected, noticed, and supported by superiors, and have a good and pleasant interactive relationship with colleagues. As a result, their work attitudes are positively influenced. [ABSTRACT FROM AUTHOR]

Copyright of ESTUDAM Public Health Journal is the property of ESTUDAM Public Health Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of R&S: Research Studies Anatolia Journal is the property of Dr. Arif Yildiz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Gümüshane Üniversitesi Saglik Bilimleri Dergisi is the property of Gumushane University, Faculty of Health Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examined the influence of quantitative and qualitative findings from both a pre-design occupancy evaluation (PDOE) and a post-occupancy evaluation (POE) on the expanded design team's (designers, client, and researchers) approach to updating the interior work environment. The design team's implementation of mid-course design solution modifications to the primary workspaces of an engineering group's environment both after the PDOE and the POE yielded many significant outcomes. The POE was conducted using the same instrument as the PDOE one year after the employees had moved back into their renovated space on a corporate campus. The study's results were used as a diagnostic tool to improve indoor environmental quality (IEQ) conditions for employees and provided benchmarks for the remaining (85%) campus workplace improvements. The influence and importance of IEQ criteria on employee satisfaction, work performance, and health were demonstrated and contribute to the body of knowledge regarding the influence of the built environment on building occupants. A paired inquiry (PDOE plus POE) helps ensure that human, financial, and environmental resources are appropriated with a higher likelihood of success over POE data alone in terms of meeting current and future employees' needs and corporate goals. [ABSTRACT FROM AUTHOR]

Although empowering leadership is central to employees, leaders, and organizations, few studies have examined follower behavior and its role in incentivizing leaders to engage in empowering leadership. We use an exploratory, sequential mixed methods approach to explore comprehensively the influence of employee characteristics (i.e., work performance and ethical behavior) and leader-perceived threats on empowering leadership. We conducted two studies—the first entailed in-depth interviews of 24 managers from different industries to identify (i) the primary employee factors that determine empowering leadership and (ii) the types of leader-perceived threats. The five employee factors and three leader-perceived threats identified lay the groundwork for the quantitative research in the second study. We used leader–member exchange theory and social dominance theory in analyzing data from 357 pairs of employee–supervisor questionnaires. The analysis confirmed the importance of employee ethical behavior (versus work performance) in predicting empowering leadership, and the crucial role of leader trust in connecting employee ethical behavior and work performance with empowering leadership. Leader-perceived power threats negatively influence empowering leadership and mitigate the positive impact of leader trust on empowering leadership. Thus, this study extends the literature's perspective about empowering leadership to include ethical concerns and leader–member interaction. [ABSTRACT FROM AUTHOR]

Social undermining involves covertly negative behaviors aiming to impede individual's ability to achieve work-related goals and success and ruin positive relationships and reputations (Duffy et al., 2002); however, the role that undermining behaviors plays in governmental workplaces remain poorly understood. Using data from 14,515 U.S. federal employees, this article tests the impacts of social undermining on employees' work attitudes and outcomes. After controlling for individual and contextual predictors, being undermined at work was associated with increased levels of job stress and decreased levels of job satisfaction and commitment. Additionally, experiencing undermining behaviors can lower individual productivity and boost turnover intent. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify levels of perception and performance of end-oflife care among nurses and to investigate correlations between perception and performance. Methods: This cross-sectional descriptive survey included 321 nurses from a tertiary hospital in Seoul, Korea. The participants had at least 6 months of work experience and had been involved in end-of-life care at least once, in either ward or intensive care unit settings. A structured questionnaire was utilized to assess their perception and performance of endof-life care. Results: The mean score for perception of end-of-life care was 3.23±0.34, while the score for performance of end-of-life care was 3.08±0.34. There was a significant positive correlation between nurses’ perception of end-of-life care and their performance in this area (r=0.78, P＜0.001). Conclusion: It is necessary to change perceptions regarding end-of-life care and to develop systematic and standardized education programs including content such as assessing the hydration status of dying patients, evaluating mental aspects such as suicidal ideation, and providing spiritual care for nurses working in end-of-life departments. [ABSTRACT FROM AUTHOR]