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In the article, the author discusses the importance of mentoring neophyte nurses to develop their potential and exploit their unique gifts like new ideas, potential leadership, and motivation to provide patient care. Also cited are the challenges facing novice nurses like bullying, racism, disrespect, and discrimination, and the need for veteran nurses to comply with their professional and ethical duty to mentor neophyte nurses.

Intimate partner violence is a lead cause of ill health and premature death among Australian women. Abused women are likely to present to Emergency Departments. Routine screening provides opportunities to identify and respond to intimate partner violence. A six-month screening feasibility study was conducted in two rural and one urban NSW Emergency Departments. Surveys with participating nurses, medical officers and social workers, as well as focus groups with nurses and social workers were conducted at each site to understand their experience. Survey respondents (n = 198) agreed it was appropriate (87%) and acceptable (91%) to screen for intimate partner violence in Emergency Departments. Overall 62% of respondents suggested screening had positive impacts on womens' care. Focus group discussions with 39 nurses and social workers identified enablers of screening as: ease of use of the screening tool; availability of social work response within one hour (as per the study protocol); and executive support. Barriers were: high patient volume; lack of integration with existing processes; lack of privacy and brevity of training. Screening in Emergency Departments was strongly supported by health practitioners who responded to the survey. Work is needed to address competing demands, integration of screening processes, and staff training. [ABSTRACT FROM AUTHOR]

The lack of dedicated time and standardized education for stroke coordinators focusing on program disease-specific care certification standards has led to undue added stress prior to survey. The purpose of this literature review is to provide staff development educators an alternative method to train stroke coordinators. Findings suggest that online self-directed learning modules are useful in acquiring knowledge, gaining clinical competency, improving confidence, and meeting the learners' needs and satisfaction. [ABSTRACT FROM AUTHOR]

Background: In the modern era of materialistic world spirituality is mostly neglected dimension of life. Spirituality guides us to understand the purpose of our existence and to rejoice our potential to select actions, beliefs and values that create greater meaning in our lives and one of the significant factors that contribute to healthy, productive and successful work life. Aim: This research aims to examine the effect of Spiritual Intelligence on Attitude towards duty and Job Satisfaction among university Teachers. Methods: Quantitative, Descriptive, Cross-sectional Survey was implied on 200 university teachers selected by convenience sampling method. David B King’s Spiritual Intelligence Self Report Inventory1 was used to assess Spiritual Intelligence. Attitude towards duty and Job Satisfaction was measured by Self-structured Likert scale. Statistical analysis was carried out by SPSS Version 25. Results: The main findings reported Spiritual Intelligence has a positive significant impact on attitude towards duty and Job Satisfaction. Conclusion: This research strongly suggests the importance of spiritual orientation for the employees to enhance their attitude towards their profession as well as their Job Satisfaction level. [ABSTRACT FROM AUTHOR]

Objective: Virtual Reality Job Interview Training (VR-JIT) is a computerized interview simulator with efficacy at enhancing interview skills and employment outcomes. A randomized controlled trial assessed VR-JIT effectiveness for participants in individual placement and support (IPS), in which approximately 55% of individuals with serious mental illness obtain employment.Methods: Ninety participants with serious mental illness were randomly assigned to IPS+VR-JIT (N=54) or IPS as usual (N=36), completing pretest-posttest assessments and an employment evaluation at 9 months. Intent-to-treat chi-square analysis, multivariable logistic regression, Cox proportional hazards models, and mixed-effects linear regressions were conducted. Fifty-one percent were IPS nonresponders (i.e., no employment within the first 90 days of IPS).Results: IPS+VR-JIT participants did not have significantly higher employment rates, compared with IPS-as-usual participants (43% versus 28%). IPS nonresponders (N=46) in the IPS+VR-JIT group had greater odds of obtaining employment (odds ratio [OR]=5.82, p=0.014) and shorter time to employment (hazard ratio=2.70, p=0.044) compared with IPS nonresponders in the IPS-as-usual group. Intent-to-treat mixed-effects linear analyses indicated that IPS+VR-JIT, compared with IPS as usual, significantly improved interview skills (p=0.006), interview confidence (p=0.013), and interview anxiety (p=0.019).Conclusions: VR-JIT's potential benefits (increased employment in a shorter time) appeared to be specific to IPS nonresponders, whereas employment outcomes for recent IPS enrollees were not affected. VR-JIT could be a valuable resource for employment specialists to support IPS nonresponders, because 47% of participants engaged in mock interview training with their specialist. Future research should focus on evaluating the effectiveness and implementation of VR-JIT among IPS nonresponders. [ABSTRACT FROM AUTHOR]

Purpose: The main research problem, which is also the subject of the study, was to recognise a relation between creative life orientations and their impact on the potential development of a creative organisation. Methodology: The article reviews research on the impact of cognitive, theoretical, methodological and empirical issues using Cudowska's questionnaire (2004). To analyse the data Kolmogorov-Smirnov test was used and then parametric tests were applied: Student's t-test, ANOVA and Tukey's post hoc test. Findings: The discussion and final conclusions focus on the impact of the above relationships on the creative development of these organisations. The results of the study showed that the development of the analysed creative organisations is not strongly contingent on the creative life orientations of their employees. Undoubtedly, the development of creative organisations depends on them, yet other factors, equally important in Polish conditions, should be sought. Research limitations/implications: The obtained research results are treated as pilot ones. The complete achievement of the research goal requires continuation of the research on a larger respondents. Practical implications: The results of the research can be used to improve the policy of development creative in organisations. Social implications: Modern entities need professionals with the ability to act independently, efficiently and effectively, but also creatively. This professionalism in the context of an organisation requires not only perfection in the execution of activities, but also the reduction of barriers that inhibit the creative development of an organisation. Hence, the issue of understanding the importance of creative development for organisational performance has been in recent years and continues to be addressed by researchers around the world. To a certain extent, this article responds to this demand in terms of the topics covered. Originality/value: This is the first study of this type conducted on the choosen population in Poland. [ABSTRACT FROM AUTHOR]

GP registrars are required to demonstrate capabilities in 'community orientation', reflecting skills in developing and working with services that respond to community needs. These skills have sometimes been seen as vague and difficult to obtain. In the Yorkshire and the Humber Deanery of Health Education England we developed a novel programme of community placements to overcome this. Registrars spent two half-days with a community organisation of their choosing, working in their practice area. To evaluate if and how community placements enabled registrars to develop capabilities in community orientation. All registrars completing placements were invited to participate in the evaluation; 13 (7%) accepted. Semi-structured, face-to-face and telephone interviews explored registrars' perceptions and experiences of the programme. Interviews were audio-recorded, transcribed verbatim and analysed thematically. The majority of participants reported that placements enabled them to attain a range of capabilities in community orientation. Registrars described an improved understanding of their practice community and the social determinants of health. Placements impacted their clinical practice by stimulating a holistic approach to the assessment and management of health needs. Our analysis described five key mechanisms for this learning: building confidence, building communities and networks of practice, gaining novel perspectives, generating a hunger for general practice and experiential learning. Community placements enabled GP registrars to attain capabilities in community orientation. Further research is required to determine the transferability of our findings and further evaluate mechanisms of learning through placements outside of training and their role in the development of professional practice. [ABSTRACT FROM AUTHOR]

The article is devoted to the topical issue of ensuring the stability of the functioning of the dairy market of Ukraine on the basis of using the potential of vertically adjacent markets. The stages of the functioning of the dairy market in the pre-war and post-war period were identified, key market trends were studied and systematized in terms of certain stages. The basic indicators of the relevant market were determined, in particular the capacity, the degree of market openness, the dynamics and structure of production, export and import volumes of the main types of dairy products, price ratios. In the pre-war period, two sub-stages were additionally identified: (1) the accumulation of negative trends in adjacent markets, which inhibited the effective development of the processing of dairy raw materials (until 2019); (2) a sub-stage of the further development of negative trends into a crisis state, which led to the stagnation of the relevant market (from 2020 to the beginning of the war). It has been emphasized that in the pre-war period, the strengthening of the negative influence of vertically adjacent markets on the processing sector of the dairy products market was due, first of all, to the lack of a systematic approach to the application of state regulatory measures to overcome crisis phenomena in the raw materials sector and to remove barriers to the entry of dairy products into food networks . During the war period, the priority direction of ensuring the stability of the functioning of the market through the formation of local networks of family dairy farms with a complete reproductive cycle of goods movement in small cities and districts with complex logistics far from milk processing enterprises was substantiated in case of disruptions in logistics relations with traditional suppliers of dairy products - milk processing enterprises. The scientific and applied principles of the creation of local centers for the processing and sale of dairy products to the local population have been developed, depending on the regional features of dairy farming. The scientific novelty of the obtained results consists of the study of the phasing of the effects of vertically adjacent markets on the stability of the functioning of the relevant dairy market and the determination of the conditions for the adaptation of markets to the peculiarities of the war period. The practical orientation of the scientific results consists of substantiating measures and tools for regulating vertically adjacent markets of dairy products in the conditions of localization of reproductive processes of commodity movement, which can be used by state and regional authorities in the course of improving the system of adaptive regulation of agro-food markets in the war and post-war periods. [ABSTRACT FROM AUTHOR]

Drawing on goal orientation and substitutes for leadership theories, learning goal orientation is hypothesized as a moderator in the relationship between supervisor support and employee customer orientation. Participants were 328 employees of 4- and 5-star hotels in Singapore. Results show that employees with high learning goal orientation do not require a high degree of supervisor support to show a high degree of customer orientation. In contrast, supervisor support is especially important for employees with low learning goal orientation. Practical implications relate to the selection of new employees, individualized attention to current employees, organizational culture, and training. [ABSTRACT FROM AUTHOR]

The article presents the discussion on outreach and remote hospital librarianship. Topics include clinical librarian showing new territory for the author causing moments of pause and concern navigating the most effective outreach methods working from home; and COVID-19 pandemic amplifying the need for virtual services and resources best serving the fluctuating workforce and patron base of hospital libraries.

Background and Objectives: Incorporation of Lean into health care requires consideration of the patient and other customer experience of care as well as final health outcomes. We incorporate experience-based design (EBD) into our Lean management method to assess the experience of care, guide redesign of care processes, and assess the effectiveness of quality improvement on the care experience. Foundational to EBD is identification of "touch points," moments in the health care delivery process where a patient has a strong positive or negative emotional response that has the potential to alter the way patients feel about their overall care experience. Methods: EBD proceeds sequentially from qualitative assessment of customer experience and touch points (through observations and interviews); semiquantitatively assessing the experience across many patients (through EBD questionnaires); engaging in codesign with patients (through improvement teams and events); and reassessing the care experience after improvement (through follow-up EBD questionnaires). The use of project-specific (EBD) emotion word questionnaires enables assessment of change over time. These EBD questionnaires are developed ad hoc for each care improvement effort, to reflect the specific high emotion touch points patients identify for that care process, and therefore pose unique validity and reliability challenges. We have previously validated a set of emotion words that form the library from which questionnaire designers select the relevant emotion word choices. In addition, to assess consistency of measurement in the absence of any improvement, we performed a repeated-measures study deploying the same EBD questionnaire to different groups of patients, separated by a 60-day interval in the absence of any quality improvement work. Results: We apply EBD across the health care enterprise, including patients and family caregivers, as well as staff members. Examples where EBD has been incorporated into care redesign have included; outpatient care for pancreatic cancer patients; clinic visits in rheumatology; delirium care for hospital inpatients; and the orientation process for newly hired advanced practice providers. Our reliability data demonstrate that moderate differences in scores on the EBD questionnaire (up to 19 percentage points) may reflect random variability, but differences of greater magnitude reflect actual changes in the patient experience. Conclusions: In summary, experience-based design has promise as a methodology to incorporate patient experience within a Lean management structure. EBD can aid with health care redesign, defining the emotional touch points that are foundational to the experience of care, enabling targeting of quality improvement efforts, and assessing change. [ABSTRACT FROM AUTHOR]

In response to the coronavirus pandemic, a multihospital healthcare system expanded its nursing resources to accommodate the anticipated and actual surge of patients infected with COVID-19. Nursing professional development practitioners rapidly implemented and evaluated a novel, structured orientation and training program to provide additional surge staffing. Transitioning to a team-based model using the new role of nurse extender ensured the continued deployment of safe, person-centered care. Evaluation strategies enabled iterative improvements to the program. [ABSTRACT FROM AUTHOR]

Research Summary: The post‐Enron era is marked with growing discourse of stakeholders, sustainability, and corporate social responsibility (CSR). Yet, commentators debate whether U.S. corporations have indeed moved toward a stakeholder orientation, given the difficulties in measuring such a shift. We assess this shift by examining corporate governance practices, especially the prevalence of shareholder‐ and stakeholder‐oriented practices in chief executive officer (CEO) dismissals. Using data on large firms in 1980–2015, we found that, before the 2000s, CEOs were less heavily penalized for poor firm performance when they demonstrated a shareholder orientation by downsizing and refocusing the corporation and more heavily penalized for CSR activity. This trend, however, reversed after the early 2000s. This article provides evidence of the evolution of U.S. firms' governance practices from a shareholder toward stakeholder orientation. Managerial Summary: Many people are skeptical of the assertion that U.S. corporations have become more stakeholder‐oriented over time. It is no wonder, as scant evidence exists for this claim. We tackle this claim head on by analyzing firm practices in 1980–2015 that contributed to chief executive officer (CEO) dismissal when the firm was performing poorly. Some practices, such as downsizing and firm refocusing, are associated with a shareholder orientation and others, such as CSR, are associated with a stakeholder orientation. We found strong evidence for a growing trend toward a stakeholder orientation. When the firm was performing poorly before the 2000s, CEOs were more likely to be dismissed for CSR activities and less likely to be dismissed for downsizing or refocusing the firm. This trend reversed in the early 2000s. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the impact of a particular firm's stakeholder orientation, particularly employee orientation, on corporate communications with stakeholders concerning financial irregularities. Design/methodology/approach: This study explores the impact of a particular firm's stakeholder orientation, particularly employee orientation, on corporate communications with stakeholders concerning financial irregularities. Using a sample of 762 firm restatements, the authors separate their observations by disclosure transparency (high or low transparency of disclosure) and use logit regressions to examine whether companies with stronger employee orientation make more or less transparent restatement disclosures. Findings: The findings show that higher levels of investment in employee orientation are associated with less transparent restatement disclosures. Further, examining a subsample of restatements in which managers may have greater discretion over how a restatement is disclosed confirms this finding. However, supplemental tests show that increased external monitoring may mitigate these effects. Practical implications: The findings provide support that other stakeholders, such as shareholders, should weigh the potential pros/cons of management investments in corporate social responsibility (CSR). These concerns are more important now as firms continue to embrace a stakeholder-focused model of management which allocates resources to numerous stakeholder groups. Originality/value: This paper extends the growing body of research that assesses the impact of CSR on firm outcomes (Kim et al., 2012; Guo et al., 2016; Hmaittane et al., 2019). Further, this paper contributes to the disclosure transparency literature by finding an association between CSR investment levels and the manner in which a firm discloses a restatement. [ABSTRACT FROM AUTHOR]

The purpose of this study is to explore engineering managers' perspectives on what actions they should perform to assist newly hired engineers and what proactive steps newly hired engineers should take during the onboarding/socialization period. In total, nine unique managers' actions and nine distinct new engineers' actions were identified by applying Morrison's socialization framework and interviewing seven engineering managers working in aerospace companies. This study offers practical actions that engineering managers and new engineers can apply during the socialization period, and it provides research design guidance that engineering managers can use to find additional actions attuned to their organizations/workgroups. [ABSTRACT FROM AUTHOR]

Role transition can be a struggle for new or seasoned nurses moving into the specialty of school. School nursing, a specialized field that entails a scope of practice and competencies very different from other settings, is not taught in many primary nursing education programs. New nurses may find themselves unprepared for their role without a proper orientation, causing them to feel anxious and not ready to care for students properly, leading to attrition. This article describes the barriers and facilitators to smooth role transition and provides evidence-based orientation strategies for new school nurses. [ABSTRACT FROM AUTHOR]

Organizations rarely invest in contingent employees, at least relative to the human resources efforts commonly afforded to permanent workers — but should they? Traditional social exchange theory suggests that motivation and loyalty should be difficult to cultivate in short-term, fixed-term relationships like contingent employment. However, a novel social exchange model (i.e., the anchoring model) suggests that socioemotional exchange relationships can develop quickly in response to highly salient "anchoring events." We position employee onboarding as a positive anchoring event that can quickly and durably drive contingent workers' socioemotional exchange in the form of work engagement, self-reported task performance, and intent to return to the employing organization. Specifically, we develop and test a temporally grounded process model based on the three proposed stages of the anchoring model. Our model was supported across two studies, an initial cross-sectional evaluation of the basic model within a heterogenous sample of contingent workers (n = 121), followed by a three-wave evaluation of the more detailed process model among an organizational sample of seasonal workers (n = 378). Findings provide evidence that the anchoring model, including the expanded framework developed here, explains contingent workers' attitudinal and behavioral responses to human resources initiatives in a way that traditional organizational theories have not fully achieved. Finally, recommendations for effectively managing contingent workers, through onboarding as well as through other efforts such as training and development, are also discussed. [ABSTRACT FROM AUTHOR]

This paper describes five orientations informing the efforts of postsecondary educators to teach more accessibly, including commitments to accessibility as the mandated, right, pedagogically effective, nice, and/or profitable thing to do. These orientations emerged from focus groups and interviews with instructors and teaching assistants at a research-intensive Canadian university. By attending to these underlying orientations, we can grapple with important, but often unexamined, complexities, such as messages we may be inadvertently endorsing and contradictions between intentions and potential outcomes and their ramifications. We encourage support for educators to reflect on the limitations and complications of their orientations and associated efforts to advance accessibility, as well as cross-pollination with other areas of critical scholarship beyond that focusing on Universal Design and accessibility-specific principles. University instructors and teaching assistants seek to teach more accessibly for a number of reasons. This paper describes five reasons – or 'orientations' – for teaching more accessibly informed by: (1) legislative or university requirements; (2) equity and social justice; (3) effective teaching practices; (4) kindness; and/or (5) profit. Paying attention to these orientations for teaching more accessibly is important because they may impact which accessibility practices are implemented, when and under what conditions, and for whose benefit. Some orientations may also promote negative ideas of disability, such as disability as costly or a burden, even while they encourage teaching more accessibly. We reflect on the challenges and limitations of applying 'accessibility' language and principles broadly to 'all' students, instead of intentionally focusing on reducing barriers for students with disabilities. [ABSTRACT FROM AUTHOR]

Project managers are key drivers of the performance of construction projects, and their goal orientation has a significant yet underexplored influence on this performance. We addressed this knowledge gap by developing a model to illuminate how leader goal orientation can affect construction project performance via the mediator of knowledge sharing. We used a survey to gather information from construction professionals across 226 projects in the Chinese construction industry. The results reveal that when project managers had a demonstration-of-ability orientation, this was both directly and indirectly associated with higher project performance. In addition, an employee development orientation could promote knowledge sharing without adversely affecting project performance. We offer new insight into how project managers can better lead team members toward desired project outcomes. [ABSTRACT FROM AUTHOR]

Cancer patients experience many symptoms and emotional breakdown. It is clinically found that distress thermometer (DT) can evaluate the risk of suicide in patients with cancer. However, inappropriate evaluation scores may lead to wrong treatment plans. The current analysis found that DT evaluated by nursing staff is incomplete, lacking practical teaching and evaluation guidelines, and with insufficient awareness of DT assessment. Therefore, our group consisted of three members established the following interventions: (1) holding onthe- job training, (2) making a psychological DT chart, (3) making DT evaluation guideline, and (4) making DT teaching video and audio discs, etc., to improve the accuracy of DT assessment by the nursing staff. After the implementation of the project, the awareness rate of DT assessment has increased from 61% to 93.6%, and the accuracy rate in performing DT assessment has increased from 61.1% to 91.5%, which has achieved the purpose of this project. It is expected to provide a complete clinically planned DT assessment course and use it as a basic education for personnel in clinical practice. [ABSTRACT FROM AUTHOR]

Evaluators' fit assessments are not only influenced by applicants' qualities, but also by stereotypes, especially in recruitment for high‐status jobs in male‐dominated fields. The unidimensional agentic stereotype of these work contexts signals agentic job and organizational requirements (stereotypically male qualities such as achievement orientation), although the actual requirements usually also include communality (stereotypically female qualities such as interpersonal skills). In five experiments, we investigate the relevance of perceived applicant agency for perceived applicant fit, the influence of recruitment material, contextual differences, and the role of applicant gender. Our findings indicate that perceived applicant agency drives perceived person‐job and person‐organization fit in strictly male stereotyped work contexts, regardless of gender, and agentic recruitment material enhances this effect. Contrasting different contexts (high‐ with low‐status jobs and a male‐dominated with a gender‐balanced and female‐dominated field) revealed that the relevance of perceived agency increases with perceived job status, and the relevance of perceived communality decreases with the expected share of men. Although women were perceived as highly agentic in strictly male stereotyped work contexts, their need to be perceived as agentic also was higher than for men, due to the perceived lack of fit between women and high‐status jobs. [ABSTRACT FROM AUTHOR]

Background & Problems: Nutrition is very important for premature infants. Our recent research showed that the accuracy of recognition related to tube feeding was 74.8%, and the completeness of tube feeding was 74.3%. After analyzing this situation, the reasons found to be significantly associated with the low rates of tube-feeding recognition accuracy and completion included: inconsistent treatment of gastric residual by nurses in the neonatal intensive care unit (NICU), lack of sufficient assessment tools in the NICU, out-of-date specialist care guidelines, and lack of a regular inspection system. Purpose: Our aim was to improve tube-feeding-related recognition accuracy and completion to reduce the incidence of feeding intolerance. Resolutions: The intervention included developing a guideline manual for feeding procedures and making a gastric residual color card as a clinical-care reference. Holding on-the-job training and monitoring the quality of nursing care can reduce the incidence of feeding intolerance in preterm. Results: The accuracy of tube-feeding recognition increased from 74.8% to 93.7%. The completion of tube feeding increased from 74.3% to 95.5%. The incidence of feeding intolerance in premature infants decreased from 71.8% to 39.0%. Conclusions: The results and process of this project provides a reference for improving the clinical care model for preterm infants in the NICU and for improving the enteral nutrition of preterm infants. The implementation of this project may improve the quality of nursing care and enable preterm infants to receive safer and more-complete care. [ABSTRACT FROM AUTHOR]

Much of the literature to date on disability employment has focused on preparing and supporting individuals with disabilities seeking and retaining jobs (i.e., supply side). A growing body of demand-side research has revealed the importance of employer’s experiences, attitudes, and perspectives in promoting successful employment outcomes. Much remains to be learned about employers’ decision-making process around the hiring and initial onboarding of employees with disabilities. The current study consisted of interviews with 35 supervisors from businesses who had recently hired and were currently employing a person with a disability in a range of industries. Key themes across the hiring and onboarding phases highlighted the importance of employment specialists and the value of relationships and rapport to impact decisions made during these phases. Our findings resulted in several recommendations for future research, policy, and practice, the implications of which are discussed. [ABSTRACT FROM AUTHOR]

Correctional staff turnover has been linked to burnout in current staff, risk of physical injury due to understaffing, and high replacement costs due to onboarding processes. To date, much research has been devoted to job characteristics and demographic profiles to understand turnover, but little research has examined highly dynamic factors, such as self-efficacy. Given that self-efficacy has been linked to absenteeism, turnover, and engagement across vocational contexts, the current study seeks to provide practitioners and researchers with the tools to examine self-efficacy through the Correctional Officer Trainee Self-Efficacy Index. Comprising each task that correctional officer training academies train in, the self-efficacy index can be used to identify areas improvement in curricula or in individual officer development throughout training. Using the graded response model of item response theory, we examine item-level properties of the index using a sample of 673 pre-service correctional officers across two Midwestern and one Southern state. Results indicated that the self-efficacy indices loaded onto two factors. Each item had high discrimination, and the range of difficulty parameters for the items was wide. Overall, the correctional officer trainee task self-efficacy index is effective for those with low to high self-efficacy for correctional officer tasks. [ABSTRACT FROM AUTHOR]

Preparing new nursing graduates for independent practice as soon as safely possible is vital for both efficient and effective patient care. The alignment between a nurse's personality and specialty practice area may impact orientation length, as nurses who are better suited to their job role may adapt more quickly. The current study revealed that nurses hired into a specialty practice area with a higher job fit demonstrates a significant reduction in orientation time. [ABSTRACT FROM AUTHOR]

The Covid‐19 pandemic is triggering several supply chain disruptions that have a tremendous impact on firms' activities. Consequently, firms have pushed suppliers to develop their disruption orientation through the exchange of information and collaboration with the aim to enhance their own performance. Although this is important from the industry perspective, relationships among the focal firm's disruption orientation, the suppliers' disruption orientation, and the focal firm's performances have not been investigated in the literature. Hence, in order to fill this important gap, we investigate both (i) how the suppliers' disruption orientation helps translate the focal firm's disruption orientation into environmental and economic performances and (ii) how the supplier ecocentricity (ability to learn from nontraditional stakeholders) is related to these relationships. In order to analyze these issues, we draw upon the dynamic capabilities, relational view, and stakeholder resource‐based view theories. Our results indicate that the focal firm's disruption orientation creates a positive association between its suppliers' disruption orientation and its own environmental and economic performances. Further, our results reveal that the association between the firm's disruption orientation and environmental performance is not necessarily direct and occurs through the suppliers' disruption orientation. Our study also reveals that the positive association between the focal firm's disruption orientation and environmental performance through suppliers' disruption orientation is stronger under medium and high levels of suppliers' ecocentricity. Our results provide useful managerial insights for supply chain stakeholders that could help in managing disruption orientation, especially during and after a pandemic. [ABSTRACT FROM AUTHOR]

Background: During the first wave of the COVID-19 pandemic in the UK, south London had the highest number of COVID-19 patients admitted to critical care. At one hospital, staff being redeployed to critical care were invited to attend an orientation to critical care workshop. Aim: To carry out a service evaluation of the training outcomes from rapidly redeployed staff who completed the workshop during the first wave of the COVID-19 pandemic (March–July 2020). Methods: Two stages were used, the first was a post-workshop evaluation questionnaire completed immediately after the training, with the second involving a single centre e-survey questionnaire two months later. Findings: In total 131 health professionals attended the workshop, and 124 (95%) postcourse evaluations were completed. Some 116 staff were contacted for the e-survey, with a response rate of 34% (n=40). Overall, the training was well evaluated. Of the 40 respondents, 70% (n=28) had volunteered, but only just over half (n=21, 52%) went on to work in critical care. Conclusion: This article describes the organisational response of one NHS acute hospital to the unprecedented challenges that arose from the COVID-19 pandemic. The service evaluation identified the importance of a pedagogical approach, which not only delivered clinical content, but also allayed anxiety for health professionals preparing to work in a new environment. [ABSTRACT FROM AUTHOR]

Given the conceptual differences between different types of job insecurity, it is important to distinguish qualitative job insecurity from quantitative job insecurity when examining their motivational consequences. Building on the approach and avoidance framework, we expect that quantitative job insecurity influences avoid-performance goal orientation (avoidance form of motivation) via psychological safety, whereas qualitative job insecurity influences learning goal orientation (approach form of motivation) via psychological meaningfulness. We also examine the moderating role of organizational justice in such effects. Using two-wave data collected from 281 employees in China, we found that quantitative job insecurity had a positive indirect effect on employee avoid-performance goal orientation via decreased psychological safety, whereas qualitative job insecurity had a negative indirect effect on employee learning goal orientation via decreased psychological meaningfulness. In addition, organizational justice buffered the direct effect of quantitative job insecurity on employee psychological safety and the subsequent indirect effect on employee avoid-performance goal orientation. However, organizational justice did not moderate the influence of qualitative job insecurity on employee outcomes. Our findings provide new insights into the motivational implications of job insecurity. [ABSTRACT FROM AUTHOR]

As a result of the novel Coronavirus of 2019 (COVID‐19), everyday life was transformed globally. With this, organizations were faced with the need to strategically and empathetically balance employee safety with business continuity as their survival largely depended on enacting immediate response measures by shifting to working remotely. When work moved online, essential programs including new employee onboarding, required a transition to virtual learning and development. This case description outlines Jackson Health System's COVID‐19 New Employee Orientation (NEO) response plan through the lens of andragogy, with an emphasis on technological considerations. Following a description of decisions and responses to design and execute the virtual orientation program, a discussion is presented of three overarching lessons learned in the process: Virtual onboarding is a necessarily iterative process; virtual onboarding must be intentional; and the technological divide must be addressed. Recommendations for human resource development (HRD) research and practice are offered. [ABSTRACT FROM AUTHOR]

When the social fabric of organizations limits individual autonomy, new ideas are needed that satisfy a person's will as well as the constraints imposed by the social context. To explain when people achieve this synthesis and display creativity under low job autonomy, we examine the influence of their action-state orientation. The theory of action versus state orientation contrasts two responses people display when faced by a situation that conflicts with their will. An action-oriented response entails that people readily disengage from processing the situation and initiate goal-striving, while a state-oriented response entails that people remain focused on the situation. We argue that creativity under low job autonomy requires the integration of the competing processes underlying action and state orientation and is most frequently displayed by people in the midrange of the action-state orientation continuum. We test this theorizing with three studies. In a constrained laboratory setting, we induced a focus on an unwanted situation and demonstrated an inverted-U-shaped relationship between action-state orientation and creativity. A field study showed that the inverted-U-shaped relationship between action-state orientation and daily self-reports of creativity was strongest under low job autonomy and disappeared under high job autonomy. A multisource study replicated and extended these relationships using managerial ratings of creativity. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies. Design/methodology/approach: In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed. Findings: Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees. Originality/value: This paper reveals contributing factors that influence satisfaction early and throughout an employee's tenure with small- to medium-sized US manufacturing companies. [ABSTRACT FROM AUTHOR]