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Supporting neurodivergent‐inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths‐based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high‐quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible‐ and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research. [ABSTRACT FROM AUTHOR]

Drawing on gender role and gender queuing theories, we employ a multi‐stage process model to investigate demand‐ and supply‐side drivers of gender promotion gaps and to explore variations in these gaps across different business units within an organization. Analyzing 9 years of personnel records from a multiunit European bank, we find that the gender promotion gap is influenced by both supply‐side and demand‐side factors. Specifically, women are less likely than men to express a motivation to change to a new job or move to a different unit within the bank. Those who do express such motivation are as likely as men to be reassigned to new roles, but their moves are less likely to constitute promotions than are men's moves. Furthermore, gender promotion gaps vary significantly within the organization itself. Business units with the most significant gaps are in regions that have fewer available organizational positions to move into, diminishing women's motivation to seek such moves, and have jobs with numerous incumbents, decreasing women's chances to get a new job or secure a promotion upon doing so. This study extends gender role theory by creating a unified theoretical model that incorporates both employee and employer gender role perceptions as drivers of promotions. It contributes to gender queuing theory by demonstrating the theory's relevance to promotion outcomes. [ABSTRACT FROM AUTHOR]

We test for gender bias in promotions at financial institutions using two central predictions of Becker's (1957 , 1993) model: firms with bias will (1) raise the promotion bar for marginally promoted female workers, and (2) incur costs from forgoing efficient employment practices. We find support for both of these predictions using a new nationwide panel of mortgage loan officers and their managers encompassing approximately 72,000 workers from over 1,000 shadow banks from 2014 to 2019. Overall, our findings provide evidence that gender bias is an important factor in gender gaps at financial institutions. [ABSTRACT FROM AUTHOR]

Organizations increasingly turn to internal talent markets to facilitate employees' movement to new jobs within the firm. A key assumption in academic and practitioner accounts of these markets is that they are effective largely because employees are free to apply and be hired into open internal jobs. We draw on the career sponsorship and talent hoarding literatures to question this assumption, highlighting how individual managers facilitate (and hinder) mobility within these markets. We integrate signaling theory to extend this work, positing that signals of managers' willingness to support subordinates' advancement shapes which opportunities employees throughout the firm choose to pursue. Specifically, we argue that open jobs reporting to managers who have secured more promotions for their subordinates will be seen as particularly attractive, generating more internal applications. Our analysis of 96,712 internal applications submitted to 9,896 jobs over a five-year period within a large organization reveals that managers whose subordinates are more frequently promoted subsequently attract more, better, and more functionally diverse internal applicants for their open jobs. We complement these results with qualitative evidence from 30 interviews with managers across four organizations. We conclude by discussing the implications of our findings for the broader functioning of internal talent markets. [ABSTRACT FROM AUTHOR]

The article discusses the ongoing struggles within French pediatric nephrology, highlighting a survey revealing that many pediatric nephrologists work excessively long hours and face mental health challenges, reflecting a broader crisis in the field. It mentions the "Assises de la Pédiatrie et de la Santé de l'Enfant," launched on December 7, 2022, by the French Health Ministry, aimed at addressing pediatric healthcare issues.

Global corporations face a significant challenge in addressing the lack of green innovation. Thus, this study develops a conceptual model to unveil the role of leader competencies in "smart technology, artificial intelligence, robotics, algorithms" (STARA) in promoting employees' green innovative behaviors. The study strives to analyze the mediating effect of green crafting behavior on the impact of leader STARA competencies on green innovative behavior. Additionally, the study tests the moderating roles of STARA awareness and employee promotion focus on the relationship between leader STARA competencies and green crafting behavior. Data were collected from 319 employees to test the proposed conceptual model using structural equation modeling. Findings reveal that leader STARA competencies drive employee green innovative behavior through green crafting behavior. Furthermore, STARA awareness and employee promotion focus moderate the influence of leader STARA competencies on green crafting behavior. Our research develops practical implications to improve leaders' STARA competencies, which could impact employees' green innovative behaviors. [ABSTRACT FROM AUTHOR]

BACKGROUND: Vision loss increases with age and is thus more likely to happen later in one's career. With more individuals working beyond typical retirement age, the possibility of experiencing vision loss while working has increased. OBJECTIVE: The purpose of this study was to investigate how developing vision loss during midlife affects employment and retirement. METHOD: Using longitudinal Health and Retirement Study data, we identified a sample of 167 workers, 44 to 64 years old, who developed vision loss and a matched comparison sample of 800 workers who did not. We explored job retention and retirement differences between the groups and differences between people with vision loss who retained jobs versus those who did not. RESULTS: Vision loss was associated with leaving the labor force, although there was a clear trend over time of increasing likelihood of job retention. Occupational category was associated with job retention and people who continued working had more favorable financial situations. Retirees with vision loss were more likely to report involuntary retirement and dissatisfaction with retirement. CONCLUSIONS: The decreasing likelihood of leaving the labor market after vision loss is an encouraging finding of this study. Workers who left the labor force after vision loss were more likely to be in precarious financial positions, and retirees did not have positive experiences with retirement. Assisting workers with vision loss to remain in the labor force is of vital importance, and increasing awareness and usage of free services for this population may reduce involuntary retirement and its negative consequences. [ABSTRACT FROM AUTHOR]

During the COVID pandemic, some commentators thought that early career researchers (ECRs) would become a 'lost generation'. Yet the Harbingers (H‐2) longitudinal study, which followed ECRs for 2 years during the pandemic found that ECRs took things in their stride. More than 2 years on, we returned, as part of the AI stage of the Harbingers study (H‐3), to see what has transpired and interviewed nearly 70 ECRs from six countries as part of an exploratory study. We found that: (1) only one in six ECRS thought they were suffering from the residual impacts of the pandemic, with increased workload creating the greatest stress; (2) working remotely, digitally and more flexibly was thought by many to be the biggest dividend delivered, making the job more desirable and competitive; (3) an apparent growth in jobs and promotions (tenures) confirmed the bounce‐back. Given the modest size of the study, analysis by country has to be undertaken with caution, but China, where political and economic factors have stifled any bounce‐back, stands out for special attention in a future full‐blown study. Finally, the study yielded informed and considered views that the long‐term impact of the pandemic appears to be beneficial rather than disadvantageous. [ABSTRACT FROM AUTHOR]

Promotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (N = 1774, n = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices. [ABSTRACT FROM AUTHOR]

Purpose: Governments faced formidable challenges in coordinating public health responses to the COVID-19 pandemic. This study aims to enhance the understanding of effective organizational leadership during crises by investigating the factors influencing the turnover of health leaders during the COVID-19 pandemic in Brazil. Design/methodology/approach: Using primary data encompassing all appointments and dismissals of federal and state health secretaries, this paper conducted a quantitative analysis of the relational and reputational factors that contributed to leader turnover during the COVID-19 pandemic. This paper also examined whether leaders' management and public health experience increase the duration of tenure. Findings: States encountered significant challenges in retaining experienced and effective leadership during the health emergency, primarily due to political conflicts in policymaking and, to a lesser extent, allegations of corruption. Furthermore, leaders with expertise in public health were found to be less likely to be removed from office. However, managerial experience did not prolong the tenure of state health secretaries during the emergency. Research limitations/implications: Since most health leaders have public health and management experience, the contributions of each factor to the duration of a secretary's tenure are difficult to separate and analyze separately. Practical implications: This study provides empirical insights into what factors drive health leader turnover during major health emergencies. Social implications: During major health emergencies, health leaders often strongly disagree with elected officials on the response. This paper test how crisis leadership theories help explain state health leaders' duration in one of the world's largest public health systems during the COVID-19 pandemic. This paper find that policy disagreements contributed to significant turnover. Originality/value: To the best of the authors' knowledge, this paper is the first that are aware of that uses novel primary data on public health executive leader characteristics and turnover causes in the context of the COVID-19 pandemic. It provides empirical evidence contributing to the crisis leadership literature by examining health leader turnover in one of the world's largest public health systems. [ABSTRACT FROM AUTHOR]

Background. Social and organisational changes in businesses have led to the appearance of "emergent risks" which affect workers but are less evident and hard to quantify such as psychosocial risks. Linked to psychosocial risks, issues such as work‐related stress and workplace violence are major challenges to occupational health and safety. This paper analyses the trends in the concerns expressed by wage‐earners in Spain regarding psychosocial factors that may affect them in the workplace. Methods. A causal analysis based on the application of binary logistic regression is presented, covering certain social and occupational characteristics of survey respondents and the psychosocial factors included in the Spanish National Surveys of Working Conditions for 2007 and for 2011‐2012. Binary logistic regression is a multivariate statistical tool that serves as a classification technique, identifying the variables that affect the probability of the event to be studied (dichotomous variable). This technique has the advantage that it does not require that the explanatory variables follow a normal distribution. The aim is to estimate the influence of the explanatory variables on the probability of the occurrence of the event under study, represented by the explained variable. Results. During the economic crisis of 2008, workers became more concerned about losing their jobs and about factors related to personnel cutbacks and decreases in investment in the prevention of occupational risks. Downsizing due to the crisis led to increased workloads for many of those still in work. Thus, in 2011, the likelihood of workers being concerned about working hours was greater, especially among respondents aged 25–34 and those working in commerce and transport. Workload was found to be a particular concern among respondents aged 25–34 and among workers in transport, communication, financial, professional, and administrative activities; health‐related activities; and industry. Conclusions. Policy should also be directed towards improving the structural aspects of psychosocial variations, in terms of work conditions, employment protection, and employment security to protect workers against income fluctuations as a result of job loss. [ABSTRACT FROM AUTHOR]

Background: Promoting older workers' health in the context of increasing labor force participation and skill shortages is crucial. Examining job resource profiles offers a promising approach to understanding how to promote and maintain the health of older workers within the workplace. However, it is unclear how different job resources interact within distinct worker subgroups. Thus, this study explores the association between the job resource profiles of distinct subgroups and various health indicators among older workers in Europe. Methods: Data from 4,079 older workers (age range: 50–60 years, 57% female) from waves 6 and 8 of the Survey of Health, Ageing and Retirement in Europe (SHARE) were analyzed. Latent profile analysis was employed to identify distinct job resource profiles using social support, recognition, job promotion, autonomy, and development opportunities. Associations between these profiles and various health indicators were examined, alongside the sociodemographic and socioeconomic characteristics associated with each profile. Results: Four distinct job resource profiles emerged: (I) average job resource workers (n = 2170, 53%), (II) high social job resource workers (n = 983, 24%), (III) low job resource workers (n = 538, 13%), and (IV) autonomous decision-making workers (n = 388, 10%). Workers in the (II) high social job resource profile had the highest socioeconomic status and reported the best self-perceived health, lowest depressive symptoms, and fewest limitations and chronic diseases. Conversely, workers in the (III) low job resource profile had the second-lowest socioeconomic status and reported the poorest health outcomes. Surprisingly, older workers with high autonomy (profile IV) had the lowest socioeconomic status and the second worst self-perceived health. This may be because they perceive themselves as autonomous while lacking support and recognition. Conclusion: There is wide variation in the level and composition of resources available to older workers in the workplace. The most vulnerable subgroups, such as low job resource workers (profile III) and autonomous decision-making workers (profile IV), could benefit from tailored workplace health promotion interventions, such as support from supervisors or peers. Strengthening older workers' job resources, including social support and recognition, can improve their health and contribute to them remaining in the workforce. [ABSTRACT FROM AUTHOR]

Health social workers, like social workers in general, have been found to utilise research knowledge to a low degree. No previous study has made comparisons based on the following: higher education, job tenure and workplace. This article is based on statistical comparisons between 1236 health social workers in Sweden working in various healthcare contexts. The central finding was that higher education was the factor with the largest impact. Workplace and especially job tenure were found to be less influential. An implication for practice is to raise the knowledge requirements in terms of research knowledge utilisation already from bachelor's degree level. [ABSTRACT FROM AUTHOR]

Since the Doctor of Nursing Practice (DNP) was implemented, there has been ongoing discussion about whether or not DNP-prepared faculty are eligible for promotion and tenure. This column updates that discussion through input from two DNP-prepared faculty key informants. [ABSTRACT FROM AUTHOR]

BACKGROUND: Despite the societal importance to improve understanding of the role of employers in the inclusion of workers with a distance to the labor market, scant knowledge is available on the effectiveness of human resource management (HRM) bundles for the inclusion of vulnerable workers. OBJECTIVE: This paper studies which HRM bundles are applied by employers that hired people with a distance to the labor market, and to what extent these different bundles of HRM practices are related to employment of workers with specific vulnerabilities, such as people with disabilities or people with a migration background. METHODS: A latent class analysis of 1,665 inclusive employers was used to identify HRM bundles based on seven HRM practices: financial support practices, specialized recruitment, promotion and career opportunities, training opportunities, part-time work, job crafting, and adaptations to the workplace. RESULTS: Six bundles were identified: a recruitment and development bundle (34.4% of employers), a development bundle (24.8%), maintenance-focused practices (16.5%), a recruitment bundle (9.4%), a sustainable employment bundle (8.9%), and passive HRM (6.0%). Post-hoc analyses showed the probability of hiring specific vulnerable groups for each bundle (e.g., sustainable employment bundles showed the highest overall probability to hire people with a physical disability). CONCLUSION: Nuancing what is suggested in strategic HRM literature, we conclude that both extensive HRM and focused HRM bundles can be successful for the employment of vulnerable workers. In conclusion, there is no one-size-fits-all approach to inclusive employment and employers, large or small, can tailor their HRM systems to include vulnerable workers. [ABSTRACT FROM AUTHOR]

Previous studies have established patterns of experiences for African American female faculty in the academy at predominantly White universities (PWIs). The purpose of this qualitative study was to document African American female academics' experiences with mentorship. This study explores the complexity of the tenure process of nine women (both tenured- and tenure-track) at PWIs and the effects of mentorship through an online survey. Findings indicated that African American female academicians at PWIs faced multi-faceted challenges and successes in mentorship relationships, and described experiences with incivility (i.e., exploitative mentorship and workplace bullying). Implications for further areas of higher education policy advocacy are discussed. [ABSTRACT FROM AUTHOR]

Survey assessments have found limited evidence of benefits of executive attractiveness. We use an objective measure of facial attractiveness that is correlated with survey assessments but less noisy and identify several benefits from executive facial attractiveness previously found in the general population but heretofore empirically elusive among executives. We examine the effect of both measures on executive compensation, promotion to CEO and the corresponding shareholder reaction, and promotion to board chair. The objective measure identifies significantly positive labor market effects for executive attractiveness in all outcomes in contrast to survey assessments of attractiveness that do not correlate with any outcome. [ABSTRACT FROM AUTHOR]

Background: Nursing educators play a critical role in training future nurses, and high turnover can disrupt the training quality and process. This study identified the institutional and personal factors influencing Canadian nursing educators' job satisfaction and turnover intention. Methods: This cross-sectional study used an online survey to obtain the levels of job satisfaction, turnover intention, role description, and institutional and personal/demographic characteristics of nursing faculty across Canadian institutions. Data were analysed using descriptive statistics, chi-square, bivariate linear regression, and hierarchical linear regression. Results: A total of 645 participants, with a mean ± SD age of 48.82 ± 10.11 years, returned a completed questionnaire. The average/maximum job satisfaction and turnover intention scores were 12.59/20 ± 3.96 and 6.50/15 ± 3.05, respectively. Higher job satisfaction was significantly associated with lower turnover intention (β=-0.559, p < 0.001). The multivariate analysis showed that having a partner or being married (β = 0.086, p = 0.031), working ≤ 40 h weekly (β=-0.235, p < 0.001), teaching ≤ 4 courses annually (β=-0.115, p = 0.007), and having higher than bachelor's degree qualification (β=-0.091, p = 0.042) predicted high job satisfaction, while high turnover intention was associated with faculty in the Prairie region (β = 0.135, p = 0.006) and working ≥ 41 h weekly (β = 0.151, p = 0.001). Conclusion: Having a partner, manageable workload, and advanced qualifications positively influenced job satisfaction, while high turnover intention was associated with high workloads. Institutions may benefit from ensuring proportionate faculty workloads, fostering career advancement, and providing robust support systems that can stabilise the workforce and preserve the quality of nursing education. [ABSTRACT FROM AUTHOR]

The struggle to distinguish a clear professional identity has been an ongoing issue for counselling psychology. In Australia, this struggle has been associated with discrepancies between the definition and competencies of counselling psychologists. This is further exacerbated by the overlap between clinical and counselling psychologists' scopes of practice. This research contributes to the ongoing discussion surrounding the similarities and differences between clinical and counselling psychology. A web-based survey was distributed to Australian counselling psychologists (n = 290) seeking information regarding respondents' demographics and their perceptions of the similarities and differences between clinical and counselling psychology. Reflexive thematic analysis generated three key themes: 1) overlap in the scope of practice and competencies of clinical and counselling psychologists; 2) the philosophy of counselling psychology; and 3) the negative impact of the Better Access scheme on counselling psychology. These findings indicated that despite overlap across core competencies, counselling psychologists perceive they are a distinct area of practice to clinical psychology. In identifying counselling psychologists' perceptions of the similarities and differences between the two areas of practice endorsement, this study has the potential to clarify scopes of practice and perceived competencies. What is already known about this topic: Professional identity has been identified as an issue for Australian counselling psychologists. A lack of clarity exists over counselling psychology's similarities and differences with clinical psychology. No prior comparisons of similarities and differences between the two areas of practice endorsement have been published with Australian psychologists. What this topic adds: Participants perceive an overlap in the competencies and scope of practice of clinical and counselling psychologists. Counselling psychologists perceive a unique philosophy and orientation to practice. External factors, such as funding schemes, have negatively impacted on public understanding and recognition of counselling psychology. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the relationship between job promotion and employee commitment at a Ghanaian University Library. Employing a cross-sectional survey design, primary data was collected through self-administered questionnaires from a sample of 187 Junior and Senior staff within the library. The Census method was used to include all 187 staff for the study. The reliability of the questionnaire was established through Cronbach Alpha coefficient analysis, confirming internal consistency with all items scoring above 0.70. Hypotheses were tested using Spearman's Rank Order Correlation Coefficient. The study findings revealed a statistically significant positive relationship between job promotion and employee commitment among library staff. The study concludes by recommending that university libraries in Ghana prioritize job promotion as a means to foster employees' affective commitment, thereby enhancing organizational effectiveness and employee satisfaction. These insights contribute to a deeper understanding of the dynamics between promotion and commitment within the library community, offering practical implications for organizational management and policy formulation. [ABSTRACT FROM AUTHOR]

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

With the widespread popularization of higher education, the increased supply of knowledge laborers has heightened the risk of overeducation, posing a significant threat to employment quality. Utilizing data from the CGSS2015 survey, this study controls for selection bias by matching employed and self-employed individuals using Propensity Score Matching (PSM) to distinguish and estimate the signaling and productivity effects of overeducation in China. The findings indicate that the signaling effects of overeducation are not significant, challenging the Weak Screening Hypothesis (WSH) and suggesting that overeducation in China is not genuine overeducation. It is also acknowledged that overeducation has dual productivity effects, including the loss of personal productivity and the promotion of job productivity. This implies that overeducation has contributed to the increase of social productivity at the cost of personal sacrifice. [ABSTRACT FROM AUTHOR]

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

Background: Mentoring is crucial for professional development and retention of newly hired nurse faculty, yet little is known about the actual mentoring experiences of clinical nurses in their first few years following transition into academic teaching. Method: Individual semistructured interviews were conducted with 23 full-time nontenure-track faculty from 10 higher education institutions in seven states in the United States. All of the faculty were in the first 3 years of teaching in 4-year undergraduate nursing programs. Results: Five themes emerged: (1) chaotic work environments characterized by unpredictable workloads, absence of reliable support, and inconsistent access to information; (2) a de facto do-it-yourself system in which nurses pieced together their own support; (3) reliance on personal social networks; (4) yearning for real mentorship; and (5) future plans about staying in the role. Conclusion: A gap exists between widely touted recommendations about mentoring and the reality of mentoring for newly hired nontenure-track faculty. [J Nurs Educ. 2024;63(8):525–532.] [ABSTRACT FROM AUTHOR]

Turnover of staff is an ongoing concern in the state-federal vocational rehabilitation (VR) system. To better understand employee turnover intent, a multiple regression analysis was conducted using professional identity and organizational factors (e.g., pay, work tenure) as predictor variables. An internet-based survey solicited counselor perceptions regarding professional identity, turnover intent, and job satisfaction. Respondents (n = 351) described their level of satisfaction relevant to several workplace conditions (co-workers, job in general, work assignments, pay, promotion, and supervision), and their current level of professional identity. The outcome variable representing current or future turnover intent was whether participants were actively looking for a new position or planning to look for a new position in the next 5 years. Results indicated that a little over one third of current counselors would look for a new position in the coming year, with half of current counselors seeking a new position within 5 years. Findings suggest that turnover in state-federal VR settings exceeds the national average of 19%. Purposeful pre-hire considerations, goodness of fit, motivation factors (i.e., opportunities for promotion), and hygiene factors (i.e., caseload size, supervision, and pay) identified in this study should be elements of a state-federal VR agency's plan to mitigate turnover intent. [ABSTRACT FROM AUTHOR]

Background: Surgical further training faces the challenging task of reconciling technological advancements and patient safety, particularly in the context of the planned hospital reform. Additionally, the generation shift and evolving expectations of Generations Y and Z in the workplace present further challenges. In response to these demands, the Berlin-Brandenburg Surgical Society (Berlin-Brandenburgische Chirurgische Gesellschaft, BCG) initiated a structured discussion and developed a position paper during the Neuhardenberg talks (Neuhardenberger Gespräche). Methodology: Within the framework of the Neuhardenberg talks, four sessions with keynote presentations and discussions took place. Based on the main discussion points, theses and positions were subsequently formulated and digitally voted on. Results: The results reveal a clear consensus favoring flexible working hours models, earlier specialization options and the integration of external rotations in surgical further training. Regarding talent acquisition and early recruitment of residents, there was a clear consensus supporting the promotion of employee engagement and structured early recruitment of students. There was unanimous agreement on the introduction of training associations as an effective means to ensure high-quality surgical further training. Discussion: One of the central points in the discussions was that high-quality surgical further training will only be achievable within training associations, especially given the impending hospital reform. The BCG plans to develop a modular further training association to make surgical further training in Berlin/Brandenburg fit for the future. [ABSTRACT FROM AUTHOR]

Purpose: The COVID-19 pandemic has burdened the health-care system and exposed nurses to immense stress. This study therefore aims to investigate nurses' mental well-being who are working with COVID-19-positive patients. Burnout leads to decreased productivity and manifests as emotional exhaustion, depersonalisation (cynicism) and low personal accomplishment (professional efficacy). Authentic leadership is built on a humanistic value system, which is the core value of nurses and other health-care professionals. This study therefore used authentic leadership as the independent variable. Design/methodology/approach: A cross-sectional quantitative research method was adopted by distributing validated online questionnaires to 1,334 nurses in a private pathology laboratory and 241 questionnaires were analysed with 93.4% female respondents. Multiple linear regression model testing was conducted. Findings: Multiple regression analyses showed statistically significant negative correlations between authentic leadership and emotional exhaustion, cynicism, job stress and job-stress-related presenteeism, and a positive correlation between authentic leadership and professional efficacy. Practical implications: This study provides empirical data to encourage organisations to focus on developing authentic leaders to decrease nurses' burnout, job stress and presenteeism. The health-care sector should strive to create an environment where nurses are valued and their talent is recognised to increase employee engagement and commitment. Originality/value: There were two contributions in this study: first, to determine whether there is a relationship between authentic leadership job stress and job-stress-related presenteeism. Second, to determine whether there is a relationship between authentic leadership and the three sub-constructs of burnout. [ABSTRACT FROM AUTHOR]

Objective: Appointments and promotions of human resources in organizations should be conducted with due consideration to the necessary educational and experiential qualifications, following the verification of competencies and successful performance in their previous positions. This study aimed to present an optimal model for the appointment and promotion of managers at Refah Bank in Tehran Province. Methodology: The current research is an applied study and was conducted within a mixed-methods framework, utilizing thematic analysis in the qualitative section and inferential statistics in the quantitative section. The qualitative section involved 17 experts (CEOs, deputy CEOs, directors, and heads of departments at the central Refah Bank) selected using the snowball sampling method and adhering to the principle of theoretical saturation. In the quantitative section, all branch heads of Refah Bank in Tehran city, numbering 131, were considered, with 98 participants selected using Morgan's table and purposive sampling as the sample members. Data collection tools included semi-structured interviews in the qualitative part and a researcher-constructed valid and reliable questionnaire in the quantitative part. Data from the qualitative interviews were analyzed using MAXQDA software, while data from the questionnaire were analyzed using Smart-Pls software. Findings: The findings revealed that 34 basic themes, 12 organizing themes, and 4 global themes could contribute to the development of the promotion model and the formation of a thematic network, while 109 basic themes, 33 organizing themes, and 8 global themes were effective in developing the appointment model. Conclusion: The results showed that the proposed models for employee promotion and appointment were highly suitable. The identified dimensions for developing the promotion model were ranked as follows: 1-Competence and skill enhancement, 2- Educational and research performance, 3-Tenure and records, 4-Job performance. The dimensions of the appointment model were ranked in order of importance as 1-Focus on internal organizational processes, 2-Willingness, 3-Trustworthiness, 4-Integrity and piety, 5-Assessment and analytical power, 6-Focus on employees and customers, 7-Knowledge and capability, 8-Leadership and strategic planning. [ABSTRACT FROM AUTHOR]

BACKGROUND: In the changing world of work, there is an urgency to gain insight into determinants of the employability among support staff workers with long tenure whose functions may become outdated as their competencies may no longer match the requirements of future jobs. OBJECTIVE: The specific aim of this study was to investigate the relationship between transformational leadership and employability. METHODS: Support staff (n = 236) from a university participated in an online questionnaire focusing on five dimensions of employability (occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance) and transformational leadership (identifying and articulating a vision, providing an appropriate model, fostering the acceptance of group goals, providing individual support, and intellectual stimulation. RESULTS: Identifying and articulating a vision (β= 0.247, p < 0.001), providing an appropriate model (β= 0.196, p = 0.002), fostering the acceptance of group goals (β= 0.298, p < 0.001) and providing individual support (β= 0.258, p < 0.001) were associated with higher balance scores. No significant associations were found between the transformational leadership subscales and the other dimensions of employability. CONCLUSION: The current study found that just one specific dimension of transformational leadership was associated with only one aspect of employability for our target group of long-term employed support staff workers with a high level of job security. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the relationship between organizational citizenship behavior and psychological well-being and assess the moderating and mediating effects of emotional intelligence (EI) on the psychological well-being of Information Technology-enabled employees in Hyderabad. Survey research with quantitative study methodology was applied, and a structured questionnaire was used to collect the data. The effects of organizational citizenship behavior and emotional intelligence on psychological well-being of IT-enabled employees were assessed. The mediating and moderating effects of emotional intelligence on the relationship between organizational citizenship behavior and psychological well-being were assessed. The assessed Cronbach's alpha coefficient, which ranged from 0.79 to 0.91, indicates the questionnaire maintained its reliability and internal consistency. The SEM analysis results revealed excellent model fit, and the impact of OCB and EI on psychological well-being was statistically significant (p<0.001) on the IT-enabled industry employees. Furthermore, EI partially mediated psychological well-being through the OCB of information technology employees. The slope analysis reveals that emotional intelligence strengthens the positive association between the OCB and the PWB of IT-enabled sector employees. EI and OCB enhance PWB and employee performance. The study's conclusions can be utilized to create employee promotion plans for OCB and EI, which have several significant ramifications for IT companies. Therefore, the organizations should try to enhance the EI and OCB of employees and develop a supportive culture within the organizations. There are some subjectivity and cultural issues that were elaborated at the end. [ABSTRACT FROM AUTHOR]

This study assessed the impact of manpower planning strategies on employee performance in Awka South Local Government Area, Anambra State, Nigeria. Effective manpower planning is essential for organizations to optimize employee performance, productivity, and overall efficiency. Despite its importance, local governments in Nigeria face challenges such as overstaffing, poor skill mix, and inefficient resource utilization, which hinder employee performance. This research aims to identify the manpower planning strategies used in Awka South Local Government Area and examine the effect of staff promotion on employee commitment. Using a descriptive survey research design, data were collected from 332 employees through questionnaires. The study found that while manpower planning strategies are generally perceived positively, there is a need for improvement in aligning job descriptions with organizational goals and regular reviews. Conversely, staff promotion practices were perceived negatively, with issues of meritbased promotions and transparency significantly affecting employee commitment. The study concludes that enhancing manpower planning and reforming promotion practices can significantly improve employee performance and organizational effectiveness in the local government area. [ABSTRACT FROM AUTHOR]

Status difference is prevalent within working groups, profoundly influencing employees' perceptions and behaviours towards coworkers and their groups. Despite this ubiquity, exploring the effects of status difference within groups remains relatively underexamined. Drawing on social identity theory, this study examined how and when horizontal status difference (i.e., status comparison between a focal employee and his/her peers) and vertical status difference (i.e., status comparison between a focal employee and his/her leader) influence employees' perceived insider status and proactive behaviour. Results from 421 employees across 113 working groups indicated that horizontal status difference was positively related to perceived insider status, but vertical status difference had a curvilinear effect on perceived insider status. Furthermore, perceived insider status significantly mediated the impact of horizontal and vertical status differences on proactive behaviour. We also demonstrated that promotion criteria significantly moderated the relationship between horizontal status difference and perceived insider status; in particular, this relationship was stronger when organizations used a relative rather than an absolute promotion criterion. [ABSTRACT FROM AUTHOR]

This study employs scientometric analysis to investigate the current trajectory of research on tunnel boring machine (TBM) performance and collaborative efforts. Utilizing software tools like Pajek 5.16 and VOSviewer 1.6.18, it scrutinizes literature from 2000 to 2021 sourced from the Web of Science (WOS). The findings illuminate TBM research as an interdisciplinary and intersectoral field attracting increasing national and institutional attention. Notable contributions from China, Iran, the United States, Turkey, and Australia underscore the global significance of TBM research. The recent upsurge in annual publications, primarily driven by Chinese research initiatives, reflects a renewed vigor in TBM exploration. Additionally, the paper presents a succinct evaluation of TBM advantages and drawbacks compared to conventional drill and blast methods, discussing key considerations in excavation methodology selection. Moreover, the study comprehensively reviews TBM performance prediction models, categorizing them into theoretical, empirical, and artificial intelligence-driven approaches. Finally, rooted in metaverse theory, the discourse delves into the immersive learning model and the architecture of a TBM metaverse. In the future, the immersive training and learning model diagram can be employed in scenarios such as employee training and the promotion of safety knowledge. Additionally, the TBM metaverse architecture can simulate, monitor, diagnose, predict, and control the organization, management, and service processes and behaviors of TBMs. This will enhance efficient collaboration across various aspects of the project production cycle. This forward-looking perspective anticipates future trends in TBM technology, emphasizing societal impact and enhancement of economic benefits. [ABSTRACT FROM AUTHOR]

Summary: In this research, we test the hypothesis that promotion‐focused eagerness does not yield the same evaluative benefits in the workplace for women as it does for men. Regulatory focus theory suggests that promotion‐focused eagerness potentially casts a person in a favorable light in the eyes of superiors. Nevertheless, we propose that promotion‐focused eagerness violates the prescriptive gender‐stereotypical expectations that people have of women. The gender deviance (i.e., not acting in line with gender expectations) that occurs when a woman is promotion‐focused causes this woman to pay a "gender tax" that a promotion‐focused man does not pay. First, we conducted two experiments wherein managers (N = 127) or students (N = 236) evaluated qualified fictional job applicants: in both experiments, compared with an identical male applicant, the promotion‐focused female job applicant was valued less, as evidenced by a lower starting salary offer. Second, in a dyadic study (N = 474 dyads), male employees' promotion focus was positively associated with their manager's evaluations of them, whereas female employees' promotion focus was not. Our results show that promotion‐focused women are not valued as positively as their male counterparts. [ABSTRACT FROM AUTHOR]

The article discusses the challenges faced by researchers in the process of publishing their scientific papers. It highlights the difficulties of getting papers accepted by journals, the overwhelming workload of reviewers, and the decreasing readership of published papers. The author suggests that the current system of publishing needs to be reformed and proposes the idea of providing salary support for reviewers to ensure timely and fair reviews. The article concludes by emphasizing the need for a discussion on improving the review and publication process. [Extracted from the article]

Using data collected through an online survey, this study examined employees' perceptions of their library's racial equity efforts and workplace experiences with racial equity and racism. Black and non-Black participants' perceptions are analyzed on hiring, retention, and promotion of Black, Indigenous, and people of color (BIPOC) employees. Our quantitative data reveals Black participants are more decisive about their experiences or perceptions than non-Black participants. Our qualitative data also reveals that libraries with no or few BIPOC employees, or organizational issues, or hostile work environments lead to a variety of negative experiences for BIPOC employees. [ABSTRACT FROM AUTHOR]

Promotions, as a part of organizational incentive and reward systems, can motivate employees to perform well and to increase commitment to their firms. But very little is known about why and when promotion failure influences employees' subsequent responses. Integrating social‐cognitive theory and the cognitive appraisal theory of emotion in justice literature, we investigated the effect of promotion failure on employees' work engagement through cognitive and emotional processes and the moderating effects of perceived promotion fairness. Employing two survey studies (Study 1 and Study 2) and an experimental study (Study 3), we found that: (1) promotion failure was negatively related to self‐efficacy and positively associated with anger; (2) promotion failure was negatively related to work engagement through reduced self‐efficacy and elevated anger; (3) promotion perceived to be fair amplified the negative effect of promotion failure on employee self‐efficacy but mitigated its influence on anger; (4) promotion fairness perception strengthened the indirect negative relationship between promotion failure and work engagement through self‐efficacy but weakened this indirect relationship via anger. Our work contributes to promotion and justice literature and enlightens practitioners about how to manage promotion practice. [ABSTRACT FROM AUTHOR]

Despite institutional efforts, growth in the number of faculty of color has largely plateaued, limiting research innovation and other benefits of diversity. In this article, we seek to understand structural barriers to faculty equity by (a) detailing a theory of epistemic exclusion within academia and (b) applying the theory of epistemic exclusion to the specific context of faculty departmental reviews of scholarly research (e.g., annual review, promotion and tenure review). Epistemic exclusion is a form of scholarly devaluation that is rooted in disciplinary biases about the qualities of rigorous research and identity-based biases about the competence of marginalized group members. These biases work in tandem to systemically and disproportionately exclude marginalized scholars (e.g., people of color, women) from the academy. In the context of faculty departmental reviews, epistemic exclusion can happen in formal systems of evaluation through criteria, metric, and application exclusion. It can also occur informally during interpersonal interactions and communications through legitimacy, contribution, and comprehension exclusion. In this article, we detail each of these types of exclusion, how they may interact with each other, and their consequences. We assert that epistemic exclusion threatens the diversification of academia and offer suggestions for equitable evaluation practices and reducing epistemic exclusion within higher education broadly. Public Significance Statement: Epistemic exclusion in academia is a type of scholarly devaluation rooted in disciplinary biases about rigorous scholarship and identity-based biases about marginalized group members. This structural bias has a disproportionately negative impact on marginalized scholars and occurs in the evaluation of faculty research through formal and informal processes. [ABSTRACT FROM AUTHOR]

This study aimed to determine and analyze the effect of employee loyalty on job promotion at the Civil Service and Human Resource Development Agency of Ogan Ilir Regency. This research used quantitative methods. The population in this study were all Civil Servants at the Civil Service and Human Resource Development Agency of Ogan Ilir Regency. The sample used in this study was taken using saturated sampling technique which amounted to 32 respondents. This study used primary data obtained through questionnaires and simple linear regression analysis methods were data analysis techniques. Based on the results of the analysis, it can be concluded that employee loyalty had a positive and significant effect on job promotion at the Civil Service and Human Resource Development Agency of Ogan Ilir Regency. [ABSTRACT FROM AUTHOR]

Preceptors play a vital role in shaping the growth of every nurse. Effective preceptors lead to better patient outcomes as new nurses are better equipped to deliver high-quality care under the guidance of experienced mentors. Providing a supportive preceptor experience increases job satisfaction and retention rates among new and tenured nurses, ultimately benefiting health care organizations. When designing preceptor development programs, health care institutions should incorporate the Outcome-Based Continuing Education Model© (OB-CE Model©) from the American Nurses Credentialing Center. This column explores how to use the OB-CE Model© to enhance the competency and human skills of preceptors as learners, thereby fostering their development effectively. [J Contin Educ Nurs. 2024;55(5):212–216.] [ABSTRACT FROM AUTHOR]

Purpose: Aging societies worldwide face the significant challenge of retaining skilled personal care workers (PCWs). In September 2017, the South Korean government launched a financial incentive program, offering a long-service allowance (LSA) to PCWs in nursing homes. This allowance is designated for those who have consistently worked over 120 hours per month for over 36 months. This study evaluates the impact of this publicly funded LSA on the job tenure of PCWs in nursing homes, using claim data from the National Health Insurance Service. Methods: Utilizing a difference-in-difference approach, this research compares the tenure changes among LSA-eligible and non-eligible PCWs before and after the implementation of the LSA. It analyzes 2,095,503 cases from January 2016 to April 2019, employing regression-based panel data analysis. Results: Despite a general trend of decreasing PCWs’ job tenure and rising minimum wages, the LSA seems to affect LSA-eligible PCWs’ tenure positively. After adjusting for socio-demographic, job-related, and organizational factors, the study found that the tenure of LSA-eligible PCWs extended by 85 days within the 20-month observation period, in contrast to a decrease among their non-eligible counterparts. Conclusion: The LSA is considered to be effective in retaining mid-level PCWs, indicating its potential as a measure for workforce retention. However, its effectiveness in substantially increasing the overall supply of the PCW workforce is somewhat constrained. [ABSTRACT FROM AUTHOR]

A good curriculum vitae (CV) highlights medical educators' academic achievements and supports their professional goals. Many faculty struggle with timely updates and strategic formatting. These twelve tips will help medical educators optimize their CV to best showcase their strengths and accomplishments. The first three tips outline a process: identify a system to collect potential entries and schedule regular time for updates. Tips four and five detail how to tailor traditional CV formatting to best describe the work of medical educators. The next few tips offer concrete strategies and examples of CV entries to consider for inclusion. The remaining tips remind faculty to ask for help from colleagues, who can share a sample CV and identify overlooked activities. Our intention is to transform a task that can be burdensome into a process that seamlessly captures the breadth of our work as medical educators and allows for introspection and growth. [ABSTRACT FROM AUTHOR]

Promoting high-performing employees to leadership positions is a pervasive practice and has high face validity. However, little is known about the actual link between employee and subsequent leader performance as prior results are inconsistent. Given the prevalence of this performance-based promotion strategy, we conducted a study to address this inconsistency. To account for prior diverging results, we (a) competitively tested predictions from different theoretical perspectives (i.e., the performance requirements perspective, the follower-centric perspective, and the Theory of Expert Leadership), (b) considered possible changes in the predictive validity of this strategy over time, and (c) included job complexity as potential moderator of the link between employee and subsequent leader performance. In a high stakes context (i.e., the first German soccer league), we tested the predictive validity of employee performance for leader performance. Our results suggest a low validity of performance-based promotion, as we could not find evidence for a link between employee performance and leader performance—neither initially following the promotion nor over time, which is most in line with the performance requirements perspective. We, thus, caution against the (sole) application of performance-based promotion principles. [ABSTRACT FROM AUTHOR]

Disability is a common component of human diversity, yet people with disabilities (PWD) are underrepresented in the workplace despite known benefits to PWD and companies alike. There is an urgent need to promote inclusion of PWD in the workplace. The purpose of this study was to explore employer-perceived challenges and strategies for employing, retaining, and promoting people with physical disabilities (PWPD) and to describe the policies, supports, and job accommodations they provide to PWPD. We administered a cross-sectional, online survey to employers in the Midwestern United States (n = 53). Employers had an average of 8.5 years of experience in their job roles and represented diverse industries and company sizes. Employers provide a range of job accommodations; however, many reported lacking comprehensive disability policies such as training managers on how to support PWPD, providing employee resource groups for PWPD, and having a specific job accommodation fund. Major challenges reported by employers were related to lacking competencies in supporting employees with physical disabilities. However, employers endorsed the utility of strategies to address these challenges, including providing education and training and increasing buy-in from leadership. Study findings inform employers on ways to best support PWPD and improve diversity, equity, and inclusion in the workplace. [ABSTRACT FROM AUTHOR]

Drawing upon social comparison theory, we investigated the influencing mechanism between relational job crafting and workplace loneliness and its boundary condition. A multiple-source, multi-wave field study was conducted with data collected from 267 employee-peer dyads in three Chinese firms. The results showed that there is an inverted U-shaped relationship between promotion-oriented relational crafting and loneliness via peer social undermining. Meanwhile, preventionoriented relational crafting is positively related to loneliness through peer social undermining. Moreover, impression management motive moderates the inverted U-shaped relationship between promotionoriented relational crafting and peer social undermining. Implications of these findings are discussed. [ABSTRACT FROM AUTHOR]