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Even though, the human resource management literature has highlighted the importance of having employees that are committed to the organization, research on strategic human capital has yet to fully consider how commitment is related to human capital resources. In order to overcome the dominant individual‐level conceptualization of commitment and to detail how commitment affects human capital resources, we develop the unit‐level concept of commitment capital, which we divide into three levels: affiliative commitment capital, affinitive commitment capital, and absolute commitment capital. These conceptualizations are based on a 10‐year case study and incorporate commitment into a strategic human capital framework, thus bridging the current gap between organizational commitment and human capital resources. [ABSTRACT FROM AUTHOR]

Identifying executives' industry affiliation with categorical membership, this study examines how moving to a different industry impacts mobility-compensation outcomes. On the demand side, we propose that audience ambiguity and commitment concerns regarding cross-category moves limit the potential compensation of industry-changing executives. On the supply side, we argue that executives might accept smaller monetary rewards in exchange for acquiring experience in a new domain. Since category status also affects audience evaluations of candidates and candidates' desire to affiliate with a specific social category, we further hypothesize that both demand and supply mechanisms are moderated by status differences between an executive's origin and destination industries. Our analysis of voluntary mobility and compensation patterns of S&P 1500 executives supports these arguments: industry-changing executives realize lower compensation than closely matched within-industry movers. As expected, the compressing effect of changing industry on compensation is contingent upon status differences across industries. Executives who transition to higher-status industries face more stringent compensation discounts, while those moving to lower-status industries experience similar compensation variation as within-industry movers. Our study advances category and status-attainment research by incorporating the influence of industry prestige on career outcomes of cross-category moves, while casting light on the individual consequences of executive mobility. [ABSTRACT FROM AUTHOR]

This research investigates the impact of algorithmic management on worker behaviors, focusing on workers' commitment to service quality and referral tendencies. Drawing upon the job demands‐resources model, we argue that high levels of algorithmic management could create hindrance demands that impede service quality and demotivate referral behaviors. We propose that high workload, as a challenge demand, buffers the negative effects of algorithmic management on worker outcomes. We find support for our proposed research model in an experiment with a sample of 1362 platform‐based food‐delivery riders. We also conduct a qualitative study with 21 riders, which provides a more nuanced understanding of how algorithmic management affects workers' attitudes, behaviors, and referral tendencies. [ABSTRACT FROM AUTHOR]

Organizational culture in sports affects well-being, performance, and overall success. Although team culture has been explored within able-bodied teams, little is known about culture development within parasport. Using a descriptive case study approach, our study examined the culture development and experiences of an elite parasport team. Two semistructured individual telephone interviews were conducted with nine participants (athletes and staff), and one athlete-participant completed one interview. An inductive thematic analysis revealed two themes: approach to culture development and team culture components. Culture development was linked with facilitative leadership and important resources. This supported the team to create their shared values and mechanisms, including a behavioral framework, other artifacts (e.g., shared language and team motto), and a relaxed environment. These helped to maintain their agreed culture and benefited their well-being, progress, and team cohesion. Our results offer a starting point regarding research into the culture of elite parasport and have practical implications for managers, coaches, and psychologists. [ABSTRACT FROM AUTHOR]

When does pay dispersion elicit positive or negative employee attitudes? A review of the pay dispersion literature indicates a controversy around this vital question and suggests that numerous contingency factors moderate the effects of pay dispersion. In an empirical study of four Finnish companies consisting of 141 work units, we examine contingencies in attitudinal reactions to job‐based pay dispersion among blue‐collar workers. Based on archival pay data matched with employee survey responses (n = 536), we find that perceptions of pay basis legitimacy, task interdependence, and an individual's pay standing within the work unit explain the strength and direction of the relation between job‐based pay dispersion and employee attitudes (i.e., work engagement and organizational commitment). Our findings have implications for the design of pay systems and contribute to a better appreciation of the complexities underlying employee attitudinal responses to pay dispersion. [ABSTRACT FROM AUTHOR]

Background: Organizational turnover exacerbates the shortage of nurses in the global workforce. However, no study has yet explored how deep structure usage—nurses' integration of electronic patient records into nursing practice delivery—reduces their turnover intention and moderates the impact of affective, continuance, and normative professional commitment on their turnover intention. Aims: To ascertain (1) the linkage between the deep structure usage of electronic patient records and nurses' organizational turnover intention and (2) the moderating role of deep structure usage on the associations between elements of commitment (affective, continuance, and normative) and turnover intention. Methods: Using a cross‐sectional survey and proportionate random sampling by ward unit, we collected data from 417 full‐time nurses via a self‐administered questionnaire. We performed hierarchical regression analyses to test the study hypotheses. Results: Deep structure usage was not directly related to organizational turnover intention (β = −0.07, p = 0.06). However, the results suggested that deep structure usage may enhance the effect of high affective commitment on nurses' organizational turnover intention (β = −0.09, p = 0.04), while potentially mitigating the effect of low continuance commitment on organizational turnover intention (β = 0.10, p = 0.01). Conclusions: Deep structure usage of electronic patient records helps to ease nurses' workload and facilitates their retention, which is particularly due to their affective commitment (attachment) but not their continuance commitment (switching costs). Implications for Nursing Management: Nursing management may advise hospital management that medical records systems need to be improved and fully embedded for nursing care delivery, as a more in‐depth use of these systems can help to retain nurses. [ABSTRACT FROM AUTHOR]

Background: Understanding the motivations driving family members to continue caring for individuals with Alzheimer's disease is crucial for enhancing social support programs within community health systems. This study specifically explores the factors influencing Iranian family caregivers' ability to persist in their caregiving roles. Methods: This qualitative study was conducted using conventional content analysis with 22 participants in 2022 in Babol (a city in northern Iran). The inclusion criteria for the study included caregivers of Alzheimer's patients who had been the primary caregivers for at least one year for patients with a confirmed diagnosis of Alzheimer's disease. The sampling method was purposive, ensuring maximum variation in social position, demographic status, and stages of Alzheimer's disease after the onset of symptoms. In this research, data were collected from caregivers of Alzheimer's patients through semi-structured interviews and in-depth individual interviews. The data were analyzed using MAXQDA software. Results: One category and four subcategories were identified to explain the continuity of the caring role in family caregivers of Alzheimer's patients. The category was "on the Fence of the Caring Role." The subcategories included Commitment to Care (Being Determined, Being Indebted, Feeling Dutiful), Coercion to Care (Giving in to the Caring Role Due to Family Requirements, Patient Care Due to Financial Problems), Socio-Cultural Beliefs and Concerns (Spiritual and Religious Tendencies, Social Stigma and Social Fears), and Attachment and Love for the Patient (Feeling Pity, Feeling Nostalgia for Kinship). Conclusion: Family caregivers are deeply engaged in their roles, often feeling trapped by various pressures. Recognizing these dimensions can inform policymakers and health practitioners in developing targeted interventions, such as respite care programs, financial support, and community resources, aimed at alleviating caregiver burden and enhancing the quality of care for patients. By addressing the complexities of the caregiver experience, effective strategies can be implemented to support both patients and their caregivers, ultimately improving health outcomes within the community. [ABSTRACT FROM AUTHOR]

Background: Emotion control, adherence to ethics, and organizational commitment are among the widely addressed topics in response to turbulent and complex organizational environments. The aim of this study was to investigate emotional and moral intelligence and their effect on organizational commitment among nurses working in public hospitals. Methods: This descriptive-analytical cross-sectional study was conducted on 385 nurses. The data collection tools were standard questionnaires on emotional intelligence, moral intelligence, and organizational commitment. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient, and multiple linear regression with SPSS23 software. Results: The mean scores indicated moderate levels of emotional and moral intelligence and a low levels of organizational commitment among nurses. There was a significant positive correlation between emotional intelligence and moral intelligence with organizational commitment. Based on the results of multiple linear regression, components of emotional intelligence and moral intelligence, including responsibility, compassion, self-awareness, forgiveness, integrity, relationship management, self-management, and social awareness were identified as predictors of organizational commitment. Conclusion: Emotional intelligence and moral intelligence were estimated to be at moderate levels, and organizational commitment among the nurses was at a low level. Improving emotional and moral intelligence may enhance nurses' organizational commitment. Therefore, it is recommended that hospital managers provide training courses and workshops to improve nurses' emotional and moral intelligence, which can, in turn, promote their organizational commitment. [ABSTRACT FROM AUTHOR]

Objective: To understand the biopsychosocial dimensions of university health sciences students' experiences during the COVID-19 pandemic. Participants: Health sciences students (n = 297) from two universities in July and August 2020. Methods: Participants completed a Web-based survey asking about depression, anxiety, physical activity, coronavirus threat, and career commitment. Results: Moderate or severe depression and anxiety were reported by 28.6% and 31.3% of respondents, respectively. Depression and anxiety were positively correlated with perceived coronavirus threat and negatively correlated with career commitment and strenuous physical activity. A change in career commitment interests during the COVID-19 pandemic was reported by 11% of respondents. Conclusions: Identified factors that could be targeted by universities to support their students and secure career commitment include online learning challenges, ability to secure clinical placements, mental health (anxiety and depression), financial challenges, family pressure, and promotion of physical activity. [ABSTRACT FROM AUTHOR]

Ethnically and racially underrepresented adolescents are experiencing pubertal development earlier in life than prior cohorts and their White American peers. This early onset of puberty is partly attributable to ethnic–racial discrimination. To contribute to adolescents' resilience and posttraumatic growth in the face of ethnic–racial discrimination, parents' ethnic–racial identities may spill over into their parenting beliefs and practices. Parents who have a sense of belonging with and commitment to their ethnic–racial identities may be aware of discrimination and actively and consistently engage in practices that build supportive home environments to support their children's development in the context of ethnic–racial discrimination. To assess whether parents' ethnic–racial identity commitment predicted adolescents' resilience against ethnic–racial discrimination, we used multiple waves of survey data from adolescent siblings and their parents participating in the Adolescent Brain Cognitive Development study (N-adolescents = 1,651; N-families = 805; 35% Black, 37% Latinx, 3% Asian, 25% other ethnically and racially underrepresented youth; 49% boys, 50% girls, 1% gender nonconforming youth; Mage = 11.49, SD = 0.51). Results indicated that adolescents who experienced more frequent ethnic–racial discrimination than their siblings showed more advanced pubertal development. Parental ethnic–racial identity commitment reduced the relation between discrimination and pubertal development within a family. Results suggest that ethnic–racial identity commitment in parents can protect children when they experience ethnic–racial discrimination. Building on extant propositions related to resilience (Infurna & Luthar, 2018), the present study amplifies the depiction of resilience, yields recommendations for analysis of future research, and provides implications regarding the role of ethnicity–race in familial practices. Public Significance Statement: With a within-family design, the present study found adolescents who reported more ethnic–racial discrimination than their siblings showed more advanced pubertal development (i.e., a proxy of accelerated biological aging). Within the household, a parent's sense of belonging and commitment to their ethnic–racial group weakened this within-sibling effect and conferred the more discriminated sibling with protection and resilience. [ABSTRACT FROM AUTHOR]

Many people support and stand by political candidates in the same way that a person might support a significant other. In two studies, we preliminarily explored the utility of a triangular theory of love proposed for political figures. In the first study, data from 87 university students were used to obtain results relating to levels of intimacy, passion, commitment, and satisfaction for a participant‐chosen political figure. We hypothesized that intimacy, passion, and commitment would predict higher levels of satisfaction with political figures. Correlational analyses revealed significant relationships between all three variables and satisfaction. In stepwise multiple regressions, intimacy and passion retained significant relationships with satisfaction. In the second study, 299 university students reported levels of intimacy, passion, commitment, and satisfaction for three political figures: Joe Biden, Donald Trump, and Barack Obama. All three variables were significantly correlated with satisfaction for each candidate. Stepwise multiple regression analyses revealed that intimacy and commitment, but not passion, predicted satisfaction for Joe Biden and Donald Trump. Intimacy, passion, and commitment significantly predicted satisfaction for Barack Obama. Voters may experience a kind of love for political figures, and understanding this relationship may have implications for helping voters make informed decisions during elections. [ABSTRACT FROM AUTHOR]

Objective: Measuring patient motivation for voice therapy is an important component of determining prognosis and estimating compliance. Voice stimulability testing is assumed to influence the patient’s motivation by improving their perception of the sound and/or feel of the voice. The purpose of this study was to validate a Voice Therapy Motivation and Voice Perception Inventory and to determine whether stimulability testing elicits improvements in motivation and patient-perceived voice status. Method: Seventy-five patients who underwent initial voice therapy evaluation completed a four-item inventory that queried their commitment to voice therapy, confidence that they could change their voice through voice therapy, perception of their voice severity, and ratings of their vocal effort. Inventories were completed shortly before and after stimulability testing. A psychometric analysis of the survey was conducted, including the internal consistency of each construct of the inventory along with content, predictive, and concurrent validity. Pairedsamples statistical analyses were conducted to determine differences before and after stimulability testing, and Spearman correlations between voice and motivation ratings were conducted to determine relationships between the patient’s perception of their voice and their motivation for voice therapy. Results: Internal consistency reliability was acceptable to good for each construct, particularly after stimulability testing. Motivation scales were predictive of returning for voice therapy sessions, subjective improvement of voice by the first therapy session, and likelihood of the patient practicing the home practice program. Patient ratings of voice severity and effort were positively correlated with clinician ratings of overall severity. Motivation and voice impairment perception improved following stimulability testing. Reduction in vocal effort was related to improved motivation, but change in voice severity was not. Conclusions: Voice stimulability testing can influence patient motivation for voice therapy and patient-perceived voice improvements. It should be considered a critical part of the voice evaluation. [ABSTRACT FROM AUTHOR]

Introduction: The shift in medical professionalism now considers the well-being of physicians, given the prevalence of burnout and the importance of work-life balance. To reconsider the question 'Why do doctors work for the patient?' and explore the meaning of working as a physician, this study adopts the concept of 'yarigai,' which represents fulfillment and motivation in meaningful work. The authors' research questions are: How do doctors recount experiences of yarigai in caring for patients? What kind of values are embodied in their stories about yarigai? Method: They adopted narrative inquiry as the methodology for this study. They interviewed 15 doctors who were recognized by their colleagues for their commitment to patient-centered care or had demonstrated yarigai in caring for patients. The semi-structured interviews were conducted face-to-face with each participant by the Japanese researchers, yielding 51 cases of patient-doctor interactions. After grouping the interview data, they translated the cases into English and identified four representative cases to present based on the set criteria. Results: From the 51 case studies, they constructed four representative narratives about the yarigai as a physician. Each of them spoke of (1) finding positive meaning in difficult situations, (2) receiving gifts embodying ikigai, (3) witnessing strength in a seemingly powerless human being, and (4) cultivating relationships that transcend temporal boundaries, as being rewarding in working as a physician. The main results of the study, which are the narratives, are described in the main body of the paper. Conclusion: The stories on yarigai gave intrinsic meanings to their occupational lives, which can be informative for students, residents, and young physicians when contemplating the meaning of their work as doctors. Rather than demanding selfless dedication from physicians towards patients, they believe it more important to foster yarigai, derived from the contribution to the well-being of others through patient care. [ABSTRACT FROM AUTHOR]

Background: While professional curiosity is a key attribute in nursing education and clinical practice, this is a complex and ambiguous concept in nursing and there has been limited research to explore its dimensions. Therefore, there is caution in the implementation and open discussion of this concept. Objective: The purpose of this article is to analyze the concept of professional curiosity in nursing. Design: The concept analysis approach developed by Walker and Avant was used to guide this manuscript. Data Sources: A comprehensive review of the literature on professional curiosity in nursing was conducted using the electronic databases Web of Science, Scopus, Ovid, Science Direct, Google Scholar, and PubMed without a time limit until 2023. The search terms included curiosity, professional curiosity, and nursing. Results: The antecedents, attributes, and consequences of professional curiosity were identified from 17 articles. Based on the analysis of the included articles, professional curiosity in nursing refers to nurses' interest and enthusiasm for continuous exploration and learning, research and in‐depth investigation in the field of nursing knowledge, and patients' experiences. The determining attributes include questioning and ongoing exploration, doubting present information, enthusiasm for discovering and learning, motivation for better understanding, creativity, professional relationships, and empathy. Conclusion: This concept analysis helps nurses to understand the concept of professional curiosity correctly and to understand that having professional curiosity does not cross professional boundaries but is vital for increasing the quality of patient care, and this has a significant impact on their professional growth and development. [ABSTRACT FROM AUTHOR]

Although the path of Kagan's career led him inexorably toward biology, in the few years between his first benchmark publication on infancy and his later focus on temperament, he turned to other cultures in order to evaluate emerging insights about early development, namely, that major developmental transitions in behavior are maturational products. These forays contributed profoundly to our current understanding of culture and human development and inspired several of his students to focus their own careers on human development in culture, or, turned around, what we might call the developmental context of culture. Drawing largely on Kagan's own writings, this essay attempts to understand what the cross-cultural work meant to him and its lasting influence on his students. Public Significance Statement: This reflection on Jerome Kagan's career highlights his interest in culture. His work is perhaps most identified with the powerful role of biology, both in the temperamental disposition of behavioral inhibition and also as the force of maturation. His commitment to understanding "context," however, and the interdisciplinary environment of his time and place led to an interest in cultural comparisons as they might validate our generalizations about development. His legacy, then, includes a new perspective on culture and younger colleagues who continue that focus. [ABSTRACT FROM AUTHOR]

Volunteer retention is critical for the sustainable functioning of faith-based organizations (FBOs). This qualitative study examines the interplay of two distinct streams of Human Resource Management (HRM) within FBOs: traditional HRM practices and religious HRM practices. Drawing on data from 33 interviews conducted across four Indonesian FBOs, we explore how the integration of these practices influences volunteer retention. Our findings reveal that FBOs employ traditional HRM practices, including recruitment, task design, training, supervision, rewards systems, and managing diversity, to retain volunteers. Additionally, strategically designed religious HRM practices, encompassing spiritual individual development, spiritual leadership, shaping organizational religious culture, and managing volunteers' relations, augment volunteer commitment. This research contributes novel insights into the nexus between secular and spiritual dimensions in volunteer retention, offering a holistic framework for FBOs to optimize volunteer management strategies and sustain their impactful missions. PRACTICAL POINTS: Integrate traditional and religious HRM practices effectively to boost volunteer retention in faith-based organizations and other non-profits. Prioritize values alignment and organizational culture to enhance volunteer satisfaction and commitment, fostering an engaging environment. Emphasize values-based leadership to cultivate an authentic culture reflecting the organization's core values, maximizing volunteer engagement. Extend the research principles beyond faith-based organizations to environmental, social welfare, and humanitarian sectors, optimizing volunteer management approaches for greater impact. [ABSTRACT FROM AUTHOR]

PROBLEM STATEMENT: To define the Oncology Nursing Society Research Agenda for 2024-2027. DESIGN: An iterative, multiple data sources consolidation through the Research Agenda Project Team. DATA SOURCES: Previous research priorities, literature review, stakeholder survey, and research priorities from other cancer care organizations and funding agencies. FINDINGS: 10 evergreen statements articulated foundational values for oncology nurse scientists, and 5 topics emerged as research priorities for the upcoming three years: Advance patient-centric, precision symptom science; provide evidence for safe and effective cancer care delivery models and support of the oncology nursing workforce; describe the impact of the environment on cancer care outcomes; integrate patient navigation into cancer care across the trajectory; and advance the use of innovative methodologies in oncology nursing research. IMPLICATIONS FOR NURSING: The Oncology Nursing Society Research Agenda is an effective resource for directing the organization's research vision. This foundational document directs funding awards and requests, mentorship, and policy initiatives. [ABSTRACT FROM AUTHOR]

Background: Parent‐mediated intervention (PMI) is a potentially scalable approach for tailored interventions in neurogenetic conditions like Down syndrome (DS). Because PMIs require ongoing parent engagement, they must be developed in alignment with the needs of intended users. The present study examined caregiver opinions and preferences to inform the development of syndrome‐informed interventions for children with DS. Method: Parents of children with DS (n = 34) participated in focus groups discussing PMI. Interviews were transcribed and a thematic analysis was applied to code the data. Results: Three themes were identified: advantages of PMI, disadvantages of PMI and preferred features of PMI. To align with parent preferences, future PMIs for children with DS should require a brief time commitment, blend intervention activities into daily routines and include family members in activities. Conclusions: Findings have implications for developing novel interventions to support early development in children with DS and other neurogenetic conditions. [ABSTRACT FROM AUTHOR]

The World Café (TWC) method is now established as a participatory tool used in community development and qualitative research. However, there is a limited critique of TWC as a social work research method, especially with children. This paper discusses TWC as a method for understanding what matters for children on the British Overseas Territory of St Helena Island. As a social worker, the importance of supporting children's engagement and voice is well known in participation, necessitating careful ethical consideration. Within this project facilitating authentic conversations with children on a remote island required examining assumptions alongside engaging with colonial legacies to bring forward respectful participation. TWC shares several fractures of other participatory approaches evolving from critical pedagogy, which appeared aligned with social work values and ethics. Facilitated shared learning and allowed children to discuss issues that mattered to them, although handing over dialogue to children required commitment to trust and sharing control with young people. Café events revealed the complex positioning of social roles situating lived experiences, whereby children developed their learning of what mattered to them through interactions and a growing understanding of their global position. The method edged dialogue towards transformative conversations, acknowledging the oppression of marginalised peoples, requires reflection and action from children and young people themselves to elevate their positions from within their own knowledge. This supports the potential for further research to understand if creative methods can create more spaces for dialogue, allowing the emergence of more authentic children's engagement in research which is more socially just. [ABSTRACT FROM AUTHOR]

Neoliberal capitalism creates a "crisis of care" in which social reproduction —though necessary for society—is undermined by stripping away support for caregivers, who are disproportionately women. "Social reproduction" refers to the reproduction and maintenance of the labor force via childbirth, child rearing, and caregiving for loved ones more generally. This interpretive phenomenological study examines how a crisis of care manifests for women in the workplace. Drawing upon in-depth, semistructured interviews with Chicago-based women who work as community organizers, our findings demonstrate that sexism in the workplace, coupled with the gendering of care work, creates unique difficulties for these women. By integrating the work of feminist critical theorists who argue that neoliberal logics produce gendered impacts, particularly due to processes they call responsibilization and retraditionalization, our findings help explain why and how gender subordination and gendered divisions of labor persist, even in organizations with a professed commitment to social justice. [ABSTRACT FROM AUTHOR]

This article offers a narrative analysis of the contributing factors of moral distress (MD) and moral injury (MI) among mental health clinicians working amidst humanitarian crises. It discusses the impact of moral stress on therapeutic relationships in mental health trauma. The article originated from the author's experience developing a peer‐to‐peer support program at a nongovernmental organization (NGO) and conducting peer‐to‐peer support for mental health clinicians and healthcare providers in Ukraine and Turkey. A significant amount of literature has documented the detrimental effects of MD and MI on mental health, job sustainability, and resilience of healthcare providers and first responders. The negative effects of MD and MI are particularly relevant in trauma counseling, where clinicians must draw upon the use of self to develop therapeutic relationships with their clients. This process demands a high level of moral reasoning and self‐awareness, which can be severely tested under the morally challenging conditions of a humanitarian crisis. There is an imperative need to deepen our understanding and to swiftly address the factors that precipitate MD and MI in mental health clinicians working in crisis zones. By doing so, we aim to bolster their resilience and the enduring nature of their commitment to help and save others. This, in turn, will not only contribute to saving more lives but also enable those who are affected by trauma to flourish in the aftermath of their experiences. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the association between evaluating a romantic partner as deviating from relationship ideals (i.e., ideal-partner discrepancy) and a widely studied form of self-regulatory behavior in romantic relationships—accommodation (i.e., inhibiting one's own destructive relationship behaviors and enacting constructive behaviors). We also consider the moderating role of relationship commitment. Two studies tested these associations using self-reports (Study 1, N = 450 individuals) and by observing accommodation behaviors in couples (Study 2, N = 116 dyads). Across both studies, a negative-ideal partner discrepancy (i.e., a partner is deemed as falling below ideals) was associated with more accommodation when relationship commitment was high than for when it was low. The findings provide novel insights into understanding accommodation behavior in romantic relationships. [ABSTRACT FROM AUTHOR]

Conflicts are common in adolescent friendships and romantic relationships. The ways girls in care navigate conflicts in close relationships have implications for their resilience, since their family relationships are compromised. We employed qualitative and quantitative approaches to explore the conflicts in the friend and romantic relationships of 37 girls in care. They completed an interview about the conflicts with their best friend and boyfriend and a measure on the positive and negative quality of the friendship and romantic relationship within which the conflicts took place. Thematic analysis indicated the girls experienced more intense and volatile conflicts with their boyfriend than best friend. However, the intensity of these conflicts was mitigated by their positive perceptions in their quantitative reports. Despite conflicts, the girls reported significantly higher levels of positive than negative relationship quality within their romantic relationships and similar levels of negative quality between the two relationships. Findings highlight the girls' struggles with their romantic relationship compared to their friendship and especially their attempts to interpret conflict within a more global assessment of relationship quality. The findings provide a nuanced understanding of the girls' relational patterns, which can be used to inform interventions to support their development of healthy relationships. [ABSTRACT FROM AUTHOR]

The article describes interdisciplinary dentistry (ID) and how it can be applied to better care for pediatric patients. Topics discussed include the interdisciplinary dental treatment process, ID treatment plan, and University of Washington interdisciplinary dentistry example interdisciplinary problem list template.

Background: The social culture, gender stereotypes, and social status of nursing in China impact the professional commitment of male nursing students. Increasing the professional commitment of male nursing students is critical for alleviating the shortage of nurses and addressing the gender gap. The outbreak of the COVID-19 pandemic has caused widespread public concern about the nursing profession and may have changed people's perception of the profession, which in turn may have a positive impact on the professional commitment of male nursing students in China. Objective: This research aimed to assess how the COVID-19 pandemic affected the professional commitment of male nursing students in China and to analyze the impact of the COVID-19 pandemic on potential factors that might affect their professional commitment. Methods: A descriptive comparative study was conducted. This study involved total 368 male nursing students from five 4-year universities in Henan Province, China. 190 male nursing students were included before the COVID-19 pandemic (October to November 2019) and 178 were included after the COVID-19 pandemic (April to May 2023). The data, such as the sociodemographic characteristics and professional commitment of the two samples, were collected using a paper-and-pencil questionnaire. The research instruments used included the Professional Commitment Scale, the Multidimensional Scale of Perceived Social Support and the General Self-efficacy Scale. The data analysis employed χ2-tests, t-tests and hierarchical regression models. Results: The proportion of Chinese male nursing students who are interested in nursing and do not intend to leave the major has increased after the pandemic (65.17% vs. 29.47%, 61.80% vs. 39.47%, respectively). Male nursing students exhibited greater professional commitment (3.30 ± 0.63) after the pandemic compared to before the pandemic (2.77 ± 0.43). The various factors, such as grade, intend to leave the major, interest in nursing, social support, and general self-efficacy, were linked to professional commitment of male nursing students in China. Conclusions: Male nursing students in China exhibited greater professional commitment after the pandemic. This phenomenon may be attributed to the public's increased recognition of the significance of nursing work during the pandemic, and the social status and image of nursing profession have been improved. Given the changes brought about by the COVID-19, strategies should be considered by nursing decision makers and schools to strengthen the professional commitment of male nursing students and increase the number of male nurses in the post-pandemic era. [ABSTRACT FROM AUTHOR]

Background. Staff shortages in healthcare, especially nurses, are a worldwide problem with negative effects for both nurses and patients. Supporting nurses is important for job motivation and to strengthen connectedness and intention to stay. Extensive research has been performed in the past on managerial support, but this is not the case for coworker support for nurses. Therefore, it is important to gain knowledge about areas of focus of coworker support impacting nurses' motivation to prevent the loss of motivation and turnover. Aim. To provide an overview of the current insights regarding coworker support's impact on nurses' motivation. Evaluation. A review was conducted using three computerized databases, Web of Science, CINAHL, and PsycINFO. A total of 15 studies matched the inclusion criteria (association between nurses' motivation and perceived coworker support and participants fulfilling the role of nurse). Coworker support was one of the main focuses of the included papers. Review Methods. Whittemore and Knafl's (2005) method of the integrative literature review was used, together with the critical appraisal tool by Hawker et al. (2002) to guide the methodological rigor appraisal of the included research studies. Result. Three main themes regarding associations related to the effect of perceived coworker support on nurses were identified, namely, job satisfaction, intention to stay, and stress. Conclusions. This review shows multiple areas of focus where coworker support is important for the perceived support of nurses, with emphasis on job satisfaction, intention to stay, and stress. Support foresees job satisfaction. With the intention to stay, the effect of experienced support is especially seen among the newly qualified nurses, where lack of support increases the likelihood of leaving their jobs prematurely. Experienced support from coworkers also has a stress‐reducing effect. Implications for Nursing Forum. Support from coworkers is essential for nurses, as it has a positive effect on work satisfaction, intention to stay, and stress reduction. It is important to create a work environment that offers room for coworker support. [ABSTRACT FROM AUTHOR]

Background: Professional commitment of nursing students is closely related to the stability of the nursing team. Personality traits and metacognition may be related to professional commitment. We investigate the association between Big Five personality, metacognition, and professional commitment among nursing students, and further explore whether Big Five personality modifies the association between metacognition and professional commitment. Methods: From December 2023 to January 2024, a cross-sectional study was conducted among 3631 nursing students from 17 universities in China through the online platform Sojump.com by cluster sampling method and using the general information questionnaire, BFI-44 (Big Five Inventory 44) scale, metacognition scale and professional commitment scale to investigate their demographic data, personality traits, level of metacognition and level of professional commitment. Latent profile analysis was employed to identify optimal categories of personality traits. Multivariate logistic regression was used to analyze the association between the personality traits and professional commitment, as well as metacognition and professional commitment in all participants and participants with different personality traits subgroups, adjusting for potential covariates. Furthermore, the potential mediating role of metacognition between personality traits and professional commitment was also investigated. Results: Three distinct personality traits were identified: sensitive-negative personality (65.2%), ordinary personality (26.6%), and open-positive personality (8.2%). Compared with nursing students with sensitive-negative personality, nursing students with ordinary personality and open-positive personality were associated with professional commitment, respectively [OR (95% CI): 7.01 (5.99–8.20), 21.09 (15.43–28.83)]. The p value for trend of personality and professional commitment was < 0.001. Metacognition was associated with professional commitment [OR (95% CI): 5.95 (5.20–6.81); p < 0.001]. Personality traits could modify the association between metacognition and professional commitment (pinteraction = 0.009). The mediating role of metacognition between Big Five personality and professional commitment has also been verified. Conclusions: Personality traits and metacognition of nursing students need to be paid attention to, and interventions based on metacognition may help nursing students with different personality traits to improve their professional commitment level. [ABSTRACT FROM AUTHOR]

Background: Previous studies have established a positive link between nurse managers' caring leadership and nurses' work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses' work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement. Methods: A robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research. Results: The results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses' work engagement (p < 0.001). Specifically, caring leadership was significantly associated with nurses' calling (β = 0.55, p < 0.001), affective organizational commitment (β = 0.21, p < 0.001), and work engagement (β = 0.05, p < 0.001). And the analysis further revealed that calling and affective organizational commitment mediate the process between caring leadership and work engagement(Effect: 0.17, 0.03, 0.05), with a relative effect size of 89.3% for the total indirect effect. These findings highlight the crucial role of these factors in enhancing nurses' work engagement, providing valuable insights for healthcare leaders and policymakers. Conclusion: Caring leadership positively predicts nurses' work engagement and indirectly mediates calling and affective organizational commitment. The results of this study revealed that the mechanisms of caring leadership influence nurses' work engagement, which provides a new approach to strengthening nurses' work engagement and improving patient healthcare outcomes and organizational performance. Healthcare organizations face continuous challenges; this study embodies the significance of caring leadership in improving nurses' work experience and increasing their work engagement. Nursing managers should enhance their knowledge of caring leadership and receive caring leadership training, thus actively improving their leadership behaviors in nurse management, enhancing leadership effectiveness, and creating more possibilities for developing healthcare organizations. [ABSTRACT FROM AUTHOR]

Purpose: Global health researchers have a responsibility to conduct ethical research in a manner that is culturally respectful and safe. The purpose of this work is to describe our experiences with recruitment and retention in Pakistan, a low-middle-income country. Description: We draw on two studies with a combined sample of 2161 low-risk pregnant women who participated in a pilot (n = 300) and a larger (n = 1861) prospective study of psychological distress and preterm birth at one of four centers (Garden, Hyderabad, Kharadar, Karimabad) of the Aga Khan University Hospital in Karachi, Pakistan. Assessment: Challenges we encountered include economic hardship and access to healthcare; women's position in the family; safety concerns and time commitment; misconceptions and mistrust in the research process; and concerns related to blood draws. To mitigate these challenges, we developed culturally acceptable study incentives, involved family members in the decision-making process about study participation, partnered with participants' obstetrician-gynecologists, accommodated off site study visits, combined research visits with regular prenatal care visits, and modified research participation related to blood draws for some women. Conclusion: Implementation of these mitigation strategies improved recruitment and retention success, and we are confident that the solutions presented will support future scientists in addressing sociocultural challenges while embarking on collaborative research projects in Pakistan and other low-middle-income countries. Significance: What is Already Known on this Subject?: Recruitment and retention of pregnant women is challenging in any research context, for a range of socioecological reasons, including societal, community-level and individual factors. These issues can be more emphasized or play out in unique ways in studies conducted in low-middle-income countries. What this Study Adds?: This study describes recruitment and retention challenges we encountered during our research in Pakistan. For each of these challenges, which may result in non-compliance if not addressed, the development and implementation of culturally safe and successful mitigation strategies is described. The knowledge gleaned may support future global health research teams setting out to conduct research in Pakistan, and perhaps other low-middle-income countries. [ABSTRACT FROM AUTHOR]

Nurses play a vital role in providing high-quality primary healthcare and health promotion services. The state of research highlights their often complex operational realities and shows the need for an evidence-based understanding of nurses' perspectives on health promotion practices, especially in low-resource settings. This study focuses on how community health nurses in rural primary healthcare centers in Nigeria perceive their health promotion role and the opportunities and challenges of, and potential entry points for strengthening, their practice. A sample of 10 nurses from eight rural primary healthcare centers in eight local government areas of Anambra state, Nigeria, was purposively selected. Data were collected via semistructured telephone and written interviews and analyzed by qualitative content analysis using a deductive–inductive approach. Nurses emphasized their commitment to supporting patients and communities to develop skills and take control of their own lives. Nurses described their role as facilitators of behavioral and environmental change, individual and community empowerment facilitators as well as social activists. Factors that enhance the health promotion practice of nurses include adequate skills, sufficient human and material resources and community support and participation. Inhibiting factors included insufficient funding, poor working conditions, staff shortages, high workload, lack of training opportunities and low participation of community members. Overcoming challenges and facilitating health promotion activities in rural communities require bolstering nurses by providing further training opportunities for enhancing their health promotion competencies and creating supportive environments. Future research should focus on how to strengthen nurses' health promotion efforts through interprofessional and intersectoral collaboration. [ABSTRACT FROM AUTHOR]

Today's constrained healthcare environment can make it very difficult for nurses to provide compassionate, competent, and ethical care, and yet their continued commitment to care is viewed as requisite. Nurses' commitment to care of patients, enmeshed with professional identity, may be understood as heroic. A few nursing scholars have advanced the concept of a nurse‐patient covenant to explain or inspire nurses' commitment to care. Covenant describes an enduring relationship characterised by mutual promises and generous responsiveness. However, recent critique has revealed a general misunderstanding and misuse of the term covenant in much of the nursing literature whereby individual nurses are improperly and impossibly idealised as holding sole responsibility in the commitment to care. Such an interpretation obscures society's responsibilities in caring for both patients and nurses and contributes to the idealisation of nurses' commitment to extend themselves to fill in healthcare system gaps. Yet, the concept of a covenant relationship, when reframed as occurring between society and the profession of nursing, may lead us toward solutions to the very problems the originally misused concept sustained. Evidence within healthcare systems globally suggests that nurses' commitments are fragile or fragmented under duress due to increasing pressure, demands, and even risks. A reframing of covenant has the common good for society and nursing at its core and, we argue, may lead to a more sustainable nursing identity. We present the results of an exploratory project, undertaken to examine the utility and suitability of covenant as a relational framework for nursing. We explore a reframing of a covenant of care as a relationship between nursing and society, which may provide a fruitful path toward a sustainable, shared commitment for healthcare. This covenant of care re‐centres shared work—a joint responsibility between society and nursing—as necessary for the common good. [ABSTRACT FROM AUTHOR]

Ikhlaas refers to the capacity of having sincere intentions in both acts of worship (ibadah) dedicated to God and our dealings with others, as we strive to seek God's pleasure. The present research was primarily conducted to develop a psychometrically sound measure of ikhlaas and establish its construct validity. Using an exploratory sequential mixed methods design, it comprised two studies. Study 1 was conducted in three phases. In Phase 1, an initial set of 17 items for the Ikhlaas Scale (IS) was developed through the thematic analysis of Quranic verses, semi-structured interviews, and focus group discussions. Phase 2 was related to the translation and cross-language validation of scales. Phase 3 involved administering this item pool to a sample of Pakistani Muslim adults (N = 300) and conducting an exploratory factor analysis (EFA) that revealed a two-factor structure (item loading 0.45–0.89) for the 12-item IS, accounting for 43.65% of the variance. The first factor measured ikhlaas in worship (7 items), while the second factor measured ikhlaas in dealings with others (5 items). Ikhlaas had a significant positive correlation with taqwa and significant negative correlations with materialism, providing evidence for the convergent validity of the IS. In Study 2, confirmatory factor analysis (CFA) conducted on a sample of Muslim adults (N = 702) confirmed the 12-item, two-factor structure of the IS observed in the EFA. Ikhlas was positively related to religious commitment and religious emphasis. In the final measurement model, the average variance extracted (AVE) of all constructs (ikhlaas, religious emphasis, and religious commitment) was > 0.50, the values of maximum shared variance (MSV) were lower than those of AVE, and the diagonal values of the square root of the AVE were higher than the intercorrelations. The heterotrait–monotrait correlation ratio (HTMT) ranged from 0.51 to 0.61, which testified to the discriminant validity of IS. Overall, the IS is a robust measure of ikhlaas that needs to be further studied for developing its nomological network across global Muslim populations. [ABSTRACT FROM AUTHOR]

The evidence that a healthy and safe workforce provides a competitive business advantage is increasingly clear. However, how to obtain this may be unclear to many. This article presents a case study showcasing how one large employer worked toward improving its culture of health and well-being. Measuring progress using an established corporate health assessment tool, results improved 75% over a 5-year period. In addition, site scan culture checks showed annual improvement, exceeding best-in-class scores by the fifth year. Building a culture of health and well-being often requires a few years to implement fully and involves a commitment to plan, deploy, improve, and manage over time. Ultimately, by following approaches taken by best-in-class employers, this can be accomplished with some ease and without missteps along the way. [ABSTRACT FROM AUTHOR]

Social justice is widely advanced as a central nursing value, and yet conceptual understandings of social justice remain inconsistent and vague. Further, despite persistently articulated commitments to upholding social justice, the profession of nursing has been implicated in perpetuating inequities in health and health care. In this context, it is essential to establish both conceptual clarity and tangible guidance for nurses in enacting practices to advance social justice—particularly through regulatory, education and accreditation documents that shape the nursing profession. This Foucauldian discourse analysis examines how social justice is discursively positioned within nursing professional documents in Canada, and illustrates that social justice was largely discursively excluded from these texts. Where social justice discourses were invoked, we identified that four central discursive patterns obscured and de‐centred this nursing value: (i) Vague language undermined professional commitments to social justice; (ii) Constructions of knowledge and awareness de‐emphasized practice; (iii) Individualism discourses minimized institutional/professional responsibility; and (iv) Aspirational language obscured present action. Extending from this analysis, we contend that the nursing profession must re‐examine how social justice is understood and articulated, and call for a re‐conceptualization of social justice grounded in nursing practice toward remediating inequities in health and health care. [ABSTRACT FROM AUTHOR]

Health care professionals can enhance conversations about serious illness and medical decision-making by adopting a transparent, standardized approach. This article critiques established communication strategies, which often emphasize patient values and goals without providing the necessary medical information to align these goals with a shared understanding of prognosis. We propose an alternate strategy that (1) provides detailed explanations of medical conditions at the beginning of the conversation, (2) includes support persons in discussions, (3) considers capacity, and (4) offers tailored advice by clinicians. The proposed framework aims to provide patients (or their delegates) with the information they need to integrate their values in pursuit of well-informed medical decisions. This strategy builds trust by providing honest information about medical conditions and their trajectories. It empowers decision makers to consider realistic outcomes, allowing them to accept or reject treatments in accordance with their preferences. This article presents a thorough step-by-step guide on how to conduct a serious illness conversation and facilitate medical decision-making, including a supplement that provides example phrases for use in clinical practice. [ABSTRACT FROM AUTHOR]

Cyberloafing, the use of the Internet for non‐work‐related activities while at work, has become a growing problem in the workplace. Since cyberloafing is commonly regarded as counterproductive, anticipating and controlling employees' cyberloafing behaviour is becoming increasingly important. Previous research suggests that individuals who engage in cyberloafing may have difficulties regulating their attention to important tasks. Based on self‐regulation theory, our study examines the influence of job reattachment on cyberloafing through the mediating role of mindfulness and the moderating role of goal commitment. Data for this study were collected in China through surveys conducted with 275 employees at three different time points. The results showed that: (1) job reattachment was significantly negatively associated with cyberloafing; (2) mindfulness mediated this relationship between job reattachment and cyberloafing; and (3) goal commitment moderated the direct effect of job reattachment on mindfulness as well as the indirect effect of job reattachment on cyberloafing through mindfulness. Overall, our research findings emphasize the importance of the impact of job reattachment on cyberloafing through mindfulness. Theoretical and practical implications of this study are discussed. [ABSTRACT FROM AUTHOR]

Organizational culture is complex because different systems and patterns influence it. It is linked with the decreasing turnover rate of nurses, increasing job satisfaction and commitment, and improving performance. This concept was examined using Walker and Avant's concept analysis method. The five attributes of organizational culture are workplace environment, behaviors, values, beliefs, and attitudes. Antecedents are people, communication, teamwork, leadership, and relationships. The consequences are described as a positive and negative organizational culture. Nurse educators and administrators should examine their workplace culture to make it easy to introduce change to their environment. [ABSTRACT FROM AUTHOR]

The article presents complementary strategies to improve the qualitative analysis of physiotherapy in patients with shoulder problems. Topics discussed include the integration of quantitative and qualitative methods, the development of a three-stage model for data processing, and the significance of two-way thinking in constructing comprehensive models.

Exploring what modulates people's trust in evidence of hiring discrimination is crucial to the deployment of corrective policies. Here, we explore one powerful source of variation in such judgments: moral commitment to gender equality (MCGE), that is, perceptions of the issue as a moral imperative and as identity‐defining. Across seven experiments (N = 3579), we examined folk evaluations of scientific reports of hiring discrimination in academia. Participants who were more morally committed to gender equality were more likely to trust rigorous, experimental evidence of gender discrimination against women. This association between moral commitment and research evaluations was not reducible to prior beliefs, and largely explained a sex difference in people's evaluations on the issue. On a darker note, however, MCGE was associated with increased chances of fallaciously inferring discrimination against women from contradictory evidence. Overall, our results suggest that moral convictions amplify people's myside bias, bringing about both benefits and costs in the public consumption of science. [ABSTRACT FROM AUTHOR]

There are increased sector-wide efforts within health and social care systems to engage those with lived experience in service design, delivery, and monitoring – aiming to secure more equitable health outcomes. However, critical knowledge gaps persist around how national whole-system engagement strategies can account for the challenges experienced by populations that encounter exclusion within complex multi-layered systems. This includes a failure to delineate shared challenges across groups, and to develop transferable cross-group frameworks to assist sector-wide change. There is, therefore, a danger that those groups already least heard will be collectively left behind. With a view to informing a more inclusive engagement strategy in Ireland, this national study aims to investigate multi-level (policy and strategic, operational, on-the-ground services, individual) shared challenges impacting engagement for five populations who have been identified as underserved groups in a complex health and social care system, including: (1) those who misuse drugs and alcohol, (2) those who are experiencing homelessness, (3) those experiencing mental health, (4) migrants and those of minority ethnicies, and (5) Irish Travellers. Adopting a mixed-methods approach which draws on an evidence-informed multistakeholder perspective, this study employs data from: focus groups and life-course interviews with lived-experience populations (n=136), five focus groups (n=39) and a national on-line survey (n=320) with population-specific services providers; and national-level stakeholder interviews (n=9). Two cross-group participatory consultative forums with lived-experience and provider participants (n=28) were used to co-produce priority action areas based on study findings. This article presents findings on shared challenges in engaging these groups around leadership and commitment, implementation and action, population capacities, trust, and representation, stigma, and discrimination. Derived from these challenges, six development areas are presented to advance an inclusive equitable engagement approach in Ireland. These comprise: 1) balancing top-down prioritisation, and bottom-up direction; 2) sustaining multi-level, multi-form implementation; 3) measuring effectiveness and action; 4) embedding inclusive equitable engagement; 5) trust as a prerequisite, and outcome; and 6) an equalising, agency empowering agenda. [ABSTRACT FROM AUTHOR]

Background: Burn mass casualty incidents can overwhelm local resources, challenging effective communication, triage, and provision of care. International responders can help by providing education and direct patient care. Local Problem: On November 5, 2021, a fuel tanker truck exploded in Freetown, Sierra Leone, killing or injuring hundreds of people. The needs of the severely burned survivors overwhelmed local resources, requiring an international response. Burn specialist teams from several countries, including the United States, were deployed to provide assistance. Methods: Members of the US burn care team educated local health care practitioners about wound care, physical therapy, and fluid and pain management. Educational content was delivered through lecture and discussion, case studies, clinical application, and bedside teaching. Demonstration of cultural competence and humility, as well as attentiveness to nuances of local communication, helped avoid ethnocentrism and other barriers to collaboration. Public congratulations and formal completion certificates were used to provide meaningful recognition of successful class participation. Results: Before the lecture and discussion intervention, 57 students participating in a pretest assessment had an average score of 53.9% (high, 80%; low, 27.5%). After the intervention, 38 students participating in a posttest assessment had an average score of 79.3% (high, 95%; low, 55%), and local health care providers delivered care with more attention to patient comfort and shared new knowledge with colleagues. Conclusions: Providing optimal burn care and education under austere conditions requires cultural humility and a spirit of inquiry. Attentiveness to communication and cultural nuances promotes collaboration, improves educational effectiveness, and builds local burn care capacity. [ABSTRACT FROM AUTHOR]

This study examined the potential mediating roles of relationship satisfaction and dual-career lifestyle satisfaction in the association between investments and commitment to a relationship. The participants comprise 213 Turkish dual-career married couples (N = 426) between the ages of 19–60, who have been married for at least seven months. Two models were proposed, and the Actor-Partner Interdependence Mediation Model (APIMeM) was conducted to test these models. The results revealed that the associations of both past and planned intangible investments to commitment were partially mediated through relationship satisfaction for both wives and husbands. This study provided support for the dyadic nature of the association between intangible investments and commitment via relationship satisfaction in Turkish dual-career married couples and discussed the findings in relation to the relevant literature. [ABSTRACT FROM AUTHOR]

Migration-related risk factors may impact the association between coping strategies, resilience, and identity development, one of the fundamental developmental tasks in adolescence. We examined the relationship between resilience and coping strategies in immigrant and non-immigrant adolescents' identity development. On a sample of Turkish adolescents (n = 399, 50.9% girls), we conducted six hierarchical regression models to predict identity dimensions from resilience and coping strategies. For both immigrants and non-immigrants, seeking social support predicted a more mature and successful identity while avoidance predicted less reconsideration of commitment. For non-immigrants, seeking social support and avoidance was associated with in-depth exploration whereas for immigrants, only seeking social support was linked to in-depth exploration. Additionally, resilience predicted a successful identity for immigrants. Results were discussed considering migration-related difficulties [ABSTRACT FROM AUTHOR]

The nursing profession is wrought with high levels of turnover, particularly among new nurses. One reason for this turnover may be explained by a disparity between what new nurses expect in terms of communication from leaders and coworkers and what they realistically receive. This study uses a mixed-methods experimental design to explore young adult nursing students' preferences for manager communication behaviors, how different managerial archetypes influence nursing students' perceptions of their leader, and how personal factors may influence nursing students' preferences for various managerial styles. Findings suggest that new nurses prefer more mentor- and teacher-type managers and that managerial archetypes influence young adult nursing students' perceptions of leader credibility, effectiveness, leader-member exchange, and employee commitment. Furthermore, personal factors such as self-worth and desire for relational communication behaviors influence preferred manager type. Participants' qualitative responses reveal several task and behavioral wants and needs of new nurses. Findings from this study can informatively help to bridge the gap between expectations and reality in the nursing profession, thus addressing a potential reason for consistent turnover. [ABSTRACT FROM AUTHOR]

Identity research focuses on multiple processes capturing how adolescents form and maintain a sense of self. However, identity content (the "what" of identity) might impact associations between identity and the association with well-being. We examined this potential role of content (i.e., valence and life domain) in two studies, focusing on autobiographical reasoning in written narratives (i.e., self-event connections), educational identity commitment and exploration processes, and measures of general and domain-specific functioning. Study 1 (N = 180, M age = 14.7) and Study 2 (N = 160, M age = 13.1) provided little evidence for the hypothesized role of identity content, but moderation analyses in Study 1 showed that self-event connections were more strongly related to life satisfaction in narratives about relational events than other events. These findings suggest a more fine-grained approach is needed to capture the role of identity content. [ABSTRACT FROM AUTHOR]

Background: Evidence-based practice (EBP) is a major concept threaded throughout nursing education, yet competencies are not clearly identified in The Essentials. Purpose: Nurse leaders' EBP competency expectations for professional practice were explored to inform competency-based education for students and practicing nurses. A secondary aim explored potential effects of misinformation on EBP. Methods: Descriptive qualitative inquiry was performed with a focus group of 6 clinical nurse leaders. Results: EBP expectations were identified, discriminating between novice entry level and advanced-level nurses. Participants emphasized asking questions, linking evidence to practice, and acknowledging that evidence changes over time. All advanced-level nurses were expected to apply, lead, and teach EBP. Post pandemic, nurses need to reclaim evidence-based practices, critically appraise evidence, and educate patients and families to address misinformation. Conclusions: Information learned will inform competency-based EBP education for students and nurses in academic and clinical settings. [ABSTRACT FROM AUTHOR]

Background: Nursing, as a demanding and stressful profession, can negatively impact the marital quality of nursing students. This study investigates the mediating role of marital commitment in the relationship between interpersonal forgiveness, alexithymia, and marital quality in nursing students in Ahvaz City, Iran. Methods: This study employed a descriptive correlational research design. A sample of 204 nursing students was selected using a convenience sampling method in the academic year 2022-2023. The subjects completed the interpersonal forgiveness measurement questionnaire (IFMQ), Toronto alexithymia scale (TAS), and dimensions of commitment inventory (DCI). Also, the revised dyadic adjustment scale (RDAS) was used to measure marital quality among the subjects. The proposed model was evaluated using the structural equation modeling (SEM) approach. The bootstrap test was employed to examine the indirect relationships. Data analysis was conducted using SPSS software, version 27 for preliminary exploration and AMOS software, version 24.0 for SEM analysis. The threshold for statistical significance was set at a=0.05. Results: Interpersonal forgiveness was significantly and positively correlated with marital quality and marital commitment in nursing students (P<0.001). Additionally, marital commitment positively and significantly correlated with marital quality (P<0.001). Alexithymia had a negative and significant correlation with marital commitment in nursing students (P<0.001) but did not show a significant correlation with marital quality. The indirect path from interpersonal forgiveness to marital quality through the mediating role of marital commitment was significant (P<0.001). Similarly, the indirect path from alexithymia to marital quality through the mediating role of marital commitment was also significant (P<0.001). Conclusion: Fostering forgiveness and open communication, which strengthens marital commitment, is paramount for promoting marital quality among nursing students. These findings provide valuable insights for relationship education programs and interventions tailored to this population. [ABSTRACT FROM AUTHOR]

The significance of the spiritual climate in enhancing job performance is acknowledged, yet there exists a notable lack of empirical understanding regarding mechanisms, particularly in the social work profession. This study aims to address this gap by examining the serial mediation effect of organisational commitment and work engagement in delineating the relationship between spiritual climate and job performance. A sample of 1,023 social workers from H City, China, was procured using a multistage cluster random sampling approach. The results of the serial mediation analyses show a direct positive effect of spiritual climate on job performance (b = 0.130, p  < 0.001) and significant indirect effects through organisational commitment (b = 0.640, p  < 0.001) and work engagement (b = 0.516, p  < 0.001), underscoring the crucial roles these variables play in mediating spiritual climate's influence on job performance. Findings reveal a sequential mediating pathway from organisational commitment to work engagement, operating between spiritual climate and job performance. This research clarifies the complex mechanisms linking spiritual climate and job performance, augmenting the limited empirical knowledge within the social work profession. Additionally, it offers practical implications for meeting social workers' spiritual needs at work. [ABSTRACT FROM AUTHOR]

Supervision is a key link in social work practice and plays an important role in the cultivation of social work professionals. This study investigated the impact of social work internship supervision on the employment intention of 271 social work interns from five universities in Guangxi, China. The results show that the employment intention of male students is higher than that of female students, and the employment intention of interns with urban household registration is higher than that of interns with rural household registration; internship investment and school–enterprise cooperation have a positive impact on the exertion of the supervision function, but internship investment plays a full mediating role between the supervision function and employment intention, whilst school–enterprise cooperation regulates the relationship between the supervision function and internship investment. Real factors, such as economy and social status, continue to be important factors influencing social work students' employment intention. When conducting social work internship educational activities, schools should create a favourable internship environment and working conditions for interns and maintain good cooperation with internship organisations. This will facilitate internship supervision and enhance employment intention. [ABSTRACT FROM AUTHOR]