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Purpose: Research has consistently demonstrated that psychological capital (PsyCap) is an important predictor of various employee outcomes. Despite this, there is a paucity of knowledge regarding antecedents of PsyCap and the boundary conditions that influence PsyCap relationships. This study aimed to address these gaps by investigating how ethical leadership (EL) influences employee PsyCap, and in turn, predicts a range of desirable and undesirable employee attitudes. Furthermore, the study examined the moderating role of length of the leader-follower relationship (LLR) and organisational identification in these relationships in a novel moderated-mediation model. Design/methodology/approach: Data were collected from 269 full-time employees in Australia via an online survey across two time-points. Findings: The results show that PsyCap mediates the relationship between EL and employee attitudes. The results also indicate that LLR moderates these relationships, whereby these relationships are strengthened as LLR increases. Originality/value: This study responds to calls for further investigation of antecedent and outcome variables related to PsyCap, as well as moderators of the relationships between PsyCap and antecedent and outcome variables. The findings also extend the application of social exchange theory to the context of EL and PsyCap. [ABSTRACT FROM AUTHOR]

Objective: Small-to-medium enterprises (SMEs) require specialized attention regarding workplace mental health (WMH), but can be challenging to engage in WMH promotion interventions. This cross-sectional study analyzed self-reported motivations of SME owner/managers who engaged in a WMH promotion intervention specifically designed for SMEs. Methods: Data from 297 SME owner/managers was thematically coded before conducting multinominal logistical regression analyses to determine reasons for engagement based on a series of predictors, including owner/manager psychological distress, recent experience of a stressful work event, and business confidence. Results: Owner/manager psychological distress, experience of a recent stressful workplace, and low 12-month business confidence incident were important predictors of engagement. Conclusion: The findings provide important insights into the uptake of a WMH promotion intervention, which can inform the design and future recruitment strategies for WMH promotion interventions within the SME sector. [ABSTRACT FROM AUTHOR]

Background: Face-to-face delivery of CBT is not always optimal or practical for informal dementia carers (DCs). Technology-based formats of CBT delivery (TB-CBT) have been developed with the aim to improve client engagement and accessibility, and lower delivery costs, and offers potential benefits for DCs. However, research of TB-CBT for DCs has maintained heavy reliance on therapist involvement. The efficacy of pure TB-CBT interventions for DCs is not currently established Methods: A systematic review of trials of pure TB-CBT intervention for DCs from 1995 was conducted. PsycINFO, Cochrane Reviews, Scopus and MedLine databases were searched using key terms related to CBT, carers and dementia. Four hundred and forty two articles were identified, and inclusion/exclusion criteria were applied; studies were only retained if quantitative data was available, and there was no active therapist contact. Four articles were retained; two randomized and two waitlist control trials. Methodological and reporting quality was assessed. Meta-analyses were conducted for the outcome measures of caregiver depression. Results: Meta-analysis revealed small significant post-intervention effects of pure TB-CBT interventions for depression; equivalent to face-to-face interventions. However, there is no evidence regarding long-term efficacy of pure TB-CBT for DCs. The systematic review further identified critical methodological and reporting shortcomings pertaining to these trials Conclusions: Pure TB-CBT interventions may offer a convenient, economical method for delivering psychological interventions to DCs. Future research needs to investigate their long-term efficacy, and consider potential moderating and mediating factors underpinning the mechanisms of effect of these programs. This will help to provide more targeted interventions to this underserviced population. [ABSTRACT FROM AUTHOR]

The construct of Psychological Capital ( Psy Cap) focuses on the positive psychological capacities of self-efficacy, hope, optimism and resilience and their relationship with a range of desirable work attitudes, behaviours and organizational outcomes. There is now almost a decade of accumulated Psy Cap research. However, a critical and synthesized analysis of the construct in terms of its theoretical conceptualization and psychometric properties is yet to appear in the literature. Consequently, this article aims to provide a comprehensive review and analysis of the Psy Cap literature, focusing in particular on issues relevant to the psychometric profile of Psy Cap as it is currently assessed. Six directives for advancing Psy Cap research are proposed as part of an integrated research agenda aimed towards strengthening the conceptualization and measurement of Psy Cap. Practitioner points This article provides a critical and synthesized psychometric-focused review of the PsyCap construct and its application in the workplace., Several shortcomings of the construct and its primary measure are highlighted., Directives are proposed to further enhance the conceptualization and measurement of the construct and thus enhance its utility in the workplace. [ABSTRACT FROM AUTHOR]

The article discusses the ruling of the U.S. Court of Appeals for the Second Circuit regarding the Mitsui Sumitomo Insurance Co. Ltd. v. Evergreen Marine Corp. court case. It presents a case wherein Mitsui Insurance Co., the plaintiff, sued Evergreen Marine Corp. and Union Pacific Railroad Co. for the loss of shipment of motors and other parts which were purchased by Asmo North Carolina Inc. It relays that the Second Circuit did not conform to the previous ruling of the U.S. District Court for the Southern District of New York which decided that the Carmack Amendment governed the rail shipment and granted summary judgment in favor of Mitsui.

Objective: Small-medium enterprises (SMEs) are under-represented in occupational health research. Owner/managers face mental ill-health risks/exacerbating factors including financial stress and long working hours. This study assessed the effectiveness of a workplace mental health and wellbeing intervention specifically for SME owner/managers. Methods: Two hundred ninety seven owner/managers of SMEs were recruited and invited to complete a baseline survey assessing their mental health and wellbeing and were then randomly allocated to one of three intervention groups: (1) self-administered, (2) self-administered plus telephone, or (3) an active control condition. After a four-month intervention period they were followed up with a second survey. Results: Intention to treat analyses showed a significant decrease in psychological distress for both the active control and the telephone facilitated intervention groups, with the telephone group demonstrating a greater ratio of change. Conclusion: The provision of telephone support for self-administered interventions in this context appears warranted. [ABSTRACT FROM AUTHOR]

The aim of this systematic review was to determine the quality and comprehensiveness of guidelines developed for employers to detect, prevent, and manage mental health problems in the workplace. An integrated approach that combined expertise from medicine, psychology, public health, management, and occupational health and safety was identified as a best practice framework to assess guideline comprehensiveness. An iterative search strategy of the grey literature was used plus consultation with experts in psychology, public health, and mental health promotion. Inclusion criteria were documents published in English and developed specifically for employers to detect, prevent, and manage mental health problems in the workplace. A total of 20 guidelines met these criteria and were reviewed. Development documents were included to inform quality assessment. This was performed using the AGREE II rating system. Our results indicated that low scores were often due to a lack of focus on prevention and rather a focus on the detection and treatment of mental health problems in the workplace. When prevention recommendations were included they were often individually focused and did not include practical tools or advice to implement. An inconsistency in language, lack of consultation with relevant population groups in the development process and a failure to outline and differentiate between the legal/minimum requirements of a region were also observed. The findings from this systematic review will inform translation of scientific evidence into practical recommendations to prevent mental health problems within the workplace. It will also direct employers, clinicians, and policy-makers towards examples of best-practice guidelines. [ABSTRACT FROM AUTHOR]