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IntroductionThe employment psychology and issues being faced by university students have garnered significant attention after the COVID-19 outbreak.MethodsFocusing on Chinese university students, this study compares the changes in their employment psychology between the initial and normalization stages of COVID-19 prevention and control in China and examines their employment choices during the normalization stage. This study also investigates how the transformed employment psychology of these students influences their employment intentions.Results(1) Chinese university students exhibit stronger feelings of employment confusion, anxiety, stability preference, uneasiness, and inferiority during the normalization stage compared with the initial stage, thus leading to a more negative employment psychology; (2) during the normalization stage, university students display a more pessimistic outlook on their employment situation and show their preference for direct employment, particularly in public institutions, state-owned enterprises, and government organizations. They also show a greater interest in working in first-tier cities than in their hometowns; (3) the employment psychology of these students in the post-pandemic period significantly influences their employment intentions, with employment stability preference psychology playing a crucial role; and (4) the employment stability preference psychology positively and significantly affects the employment intentions of junior college students. Conversely, this employment stability preference psychology has a negative effect on the employment intentions of academic master’s and doctoral students. This paper also proposes some strategies to enhance the employment psychology of university students and improve their quality of employment at various levels, including government, school, enterprise, family, and individual.

Background: Psychological problems related to employment are among the most common psychological problems faced by rural college students. Employment stress is an important factor affecting the development of psychological health in employees; thus, reducing employment stress can improve the psychological state of employment. Objective: This study aimed to understand the potential profiles of employment stress among rural college students to determine the relationship between different profiles and employment psychology. Methods: This study was conducted in a higher education institution in Qingdao, Shandong Province, China between June and December 2023, and 249 rural college students participated. The Employment Stress Scale and Employment Psychology Scale were used to collect the data. Data were analyzed using latent profile analysis, independent sample t-tests, and binary logistic regression analysis. Results: The results showed that rural university students were categorized into low-level (49.80%) and high-level (50.21%) employment stress groups. There was a statistically significant difference between the employment psychology of rural college students in the low- and high-level groups (p < 0.001). Juniors/seniors were more likely to be classified in the high-level group (OR= 0.477, p = 0.011). Conclusion: Intervention programs should be developed and implemented to address the characteristics of employment stress among rural college students with different profiles to promote the healthy development of their attitudes toward employment. [ABSTRACT FROM AUTHOR]

This article investigates social influences that drive gender-specific differences in the degree of persistence individuals exhibit in regard to pursuing science, mathematics, engineering and technology (STEM), both as a field of study and as an occupation. It covers individuals' careers from entry into higher education to entry into the labor market. Following a life course perspective, I ask the following questions: (1) How stable are preferences regarding STEM subjects and occupations throughout young adulthood? (2) Are significant social ties, such as relations with friends and family members, factors that affect individuals' persistence in pursuing a STEM career throughout higher education and at entry into the labor market? Based on longitudinal data from the student cohort of the German National Educational Panel Study (NEPS), Starting Cohort 5 (SC5), I find that mothers who have a STEM occupation encourage their daughters to choose a STEM career when the latter enter higher education, but they do not encourage them to graduate in a STEM field or to choose a STEM occupation when they enter the labor market. Conversely, social factors contribute stronger to the persistence of men: fathers who have a STEM occupation promote sons choosing to pursue a STEM field, and to persist in such a field. Also, I find that support from friends and parents is especially important for men's persistence in pursuing STEM subjects during higher education., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Early childhood socioeconomic disadvantage and mental health problems are both important determinants of adult social and economic experiences, but little is known about how they interact in this respect. We aimed to assess whether poor mental health in adolescence exacerbates labour market inequalities originating from low socioeconomic status (SES) in childhood. We use a birth cohort of individuals born in 1958 in England and follow their employment experiences and cumulative earnings up to age 55. We proxy low SES in childhood with father's occupational class at the time the respondent was aged 11, and use caregiver (usually, parent) ratings of the Rutter inventory at age 16 to identify mental health problems in adolescence. We fit ordinary least squares (OLS) models to estimate the effect of growing up in a low-SES family and experiencing mental health problems (conduct or emotional problems) in adolescence on cumulative earnings (log-transformed). We use an interaction term to test whether the association between mental health problems (conduct and emotional separately) and earnings differed by socioeconomic group. Individuals who experienced conduct problems in adolescence had lower cumulative earnings and employment levels up to age of 55. Moreover, the association between mental health problems and cumulative earnings was higher among individuals who also experienced low SES in childhood. Families from a higher socioeconomic group may have more effective means to counteract the adverse impacts of adolescent mental health problems, likely due to broader access to resources, support systems and opportunities. This underscores the role of structural supports in addressing socioeconomic inequalities in mental health outcomes and their long-terms implications., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Research on diversity in organizations has mostly focused on attributes that rely on visual cues (e.g., gender, race, age) and overlooked an important source of difference that relies on auditory cues - accents. However, workers with non-standard accents (i.e., non-native accents, regional accents) often experience discrimination and negative outcomes at work. We first review prior accent research suggesting that these negative effects can be explained by stereotypes/stigmatization or lower processing fluency. We then identify three emerging topic areas and suggest future research directions in each domain: intersectionality, organizational language policies and practices, and investigation of a greater range of accents and languages., Competing Interests: Declaration of competing interest None., (Copyright © 2024 The Author(s). Published by Elsevier Ltd.. All rights reserved.)

Background: Paramedics play a pivotal role in delivering emergency medical care, contributing to excellence in the prehospital environment and ensuring a seamless continuum of healthcare. Achieving this objective is subject to various factors. This review aims to explore, the relationship between paramedic personality profiles and key factors including stress, burnout and employment retention or attrition., Methods: The JBI approach was used to perform a scoping review. Key words including paramedic* , ambulance* , personalit* , retention OR attrition and burnout OR stress were inserted into the search engines OVID, CINAHL Plus, Scopus, Web of Science Core Collection, Psychology ProQuest, and Nursing ProQuest. Titles and abstracts of 226 results were screened and inclusion and exclusion criteria applied. Full texts of the remaining 18 results were screened to inform the results., Results: Three themes emerged relevant to the objective including the correlation of neuroticism with stress and burnout, personality types and mental illness with the ability to cope during stressful situations and finally resilience and burnout with the intention to quit., Conclusion: Further research should be completed into specific personality characteristics, including neuroticism, perfectionism, and excitability to facilitate the development of strategies aimed at improving the health and wellbeing of paramedics and EMT workers internationally., Competing Interests: Declaration of Competing Interest The authors declare that there is no conflict of interest., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Purpose: Inclusive recruitment and employment of autistic adults has garnered recent attention in research and policy. To address a need to better understand the experiences of autistic adults in relation to paid employment, we asked the literature, what are the experiences of autistic individuals (from their perspectives) in competitive employment?, Methods: A scoping review was conducted to summarize and consolidate the findings across research to date. A systematic search and screen of the literature resulted in 32 relevant studies., Findings: Key study characteristics, participant demographics, and thematic findings are shared, along with considerations and recommendations for future research and practice. Six key themes were described by autistic participants across the 32 studies: (1) accessibility of employment, (2) workplace relationships and communication, (3) role alignment, (4) sensory needs and/or mental health, (5) colleagues' knowledge and beliefs about autism, and (6) family and community context., Conclusion: It is anticipated that the results of this review will be beneficial for stakeholders engaging in discussions and decision-making across research and employment contexts., (© 2024. The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature.)

Background: Depression is a major global health concern, particularly in India, where it significantly impacts the population's well-being. The interplay of various factors, including education, employment status, and spiritual intelligence, contributes to the complex landscape of depressive symptoms among adults., Methodology: A community-based cross-sectional study was conducted in the rural service areas of a tertiary care medical institution in rural India from March 2021 to September 2022. The study employed structured questionnaires and validated scales to assess depressive symptoms, spiritual intelligence, educational status, and occupational status among participants. Structural equation modelling was used for mediation analysis to evaluate the effect of spiritual intelligence and employment status on the association between education and depressive symptoms., Results: The study included 381 participants, with a prevalence of depressive symptoms at 14.4%. Higher educational attainment was associated with lower odds of depressive symptoms (aOR = 0.34, 95% CI [0.17, 0.67]). Employment status mediated the relationship between education and depression, with employed individuals exhibiting lower odds of depressive symptoms (aOR = 0.42, 95% CI [0.22, 0.82]). While spiritual intelligence was higher among those with formal education, its direct impact on depression was not statistically significant. The mediation analysis revealed that a significant portion (77.5%) of the total effect of education on depression was mediated through employment status and spiritual intelligence., Conclusion: The study underscores the importance of education and employment opportunities in mitigating depressive symptoms among rural adults. It suggests targeted interventions that promote education and employment support to enhance mental health resilience. While spiritual intelligence may influence mental health outcomes, its exact role requires further investigation.

Leveraging six waves of data, this study examined the effects of ninth-grade peer victimization on adolescents' future work and education expectations 2 years later, testing depressive symptoms as a mechanism. Participants (N = 388, M age  = 14.05; 61% female, 35% male, 3% non-binary, trans, or other gender; 46% White, 19% Black, 17% Asian, 6% AMENA, 6% Multiracial, 6% other race) completed surveys from ninth through 11th grade. Results indicated that adolescents who experienced more frequent relational, but not overt, peer victimization in ninth grade were subsequently more pessimistic about their educational and occupational prospects beyond high school; depressive symptoms mediated this link. The findings suggest that relational victimization and its psychological harm may undermine adolescents' confidence in achieving postsecondary success., (© 2024 Society for Research on Adolescence.)

Following Schulenberg's research on teenage employment and vocational development, we ask to what extent do job dimensions reflecting the quality of work experience during mid-adolescence (e.g., work stress, autonomy, learning and advancement opportunities, hourly pay, wage satisfaction, and work hours) predict the same work experiences during the ensuing occupational career? Using longitudinal data from the Youth Development Study (N = 711 individuals over 3164 occasions), and hybrid panel models to control for unobserved time-stable selection influences, we find a high level of continuity of work quality from adolescence to mid-life. Multiple dimensions of adolescent work quality are associated with the same dimensions of work quality in adulthood, even after controlling for educational attainment and other time-varying adult confounders., (© 2024 The Authors. Journal of Research on Adolescence published by Wiley Periodicals LLC on behalf of Society for Research on Adolescence.)

Whether compensation serves as a motivational resource for employees is still a debated subject. It has been suggested that the effect of pay on motivation could be contingent on the satisfaction of the basic psychological needs as outlined by self-determination theory. The current research explored the role of amount of base pay as well as pay fairness discrepancy in relation to basic psychological need satisfaction, autonomous work motivation and, in turn, psychological well-being (i.e., vigor and emotional exhaustion), turnover intentions, and work performance. Managerial need support was also included in the model, so its mechanisms and its effects on the outcomes could be measured against those of pay. Using a combination of archival data and employees' self-reports from 593 Norwegian workers, results revealed that amount of base pay did not predict satisfaction of any of the basic needs, pay fairness discrepancy negatively predicted satisfaction of the needs for autonomy and relatedness and positively predicted satisfaction of the need for competence, whereas managerial need support significantly predicted satisfaction of all three needs. While there was no significant direct relation from amount of base pay to any of the outcomes, results showed a significant direct relation from managerial need support to psychological well-being (positive to vigor and negative to emotional exhaustion) and turnover intentions (negative). There was also a significant direct positive relation from pay fairness discrepancy to turnover intentions., (© 2024 The Author(s). Scandinavian Journal of Psychology published by Scandinavian Psychological Associations and John Wiley & Sons Ltd.)

Aim: To discover what long-term care (LTC) staff working in self-managing teams consider necessary to remain sustainably employable., Design: Qualitative study with semi-structured interviews., Methods: In 2020, semi-structured interviews were conducted one-on-one with 25 LTC workers from a medium-large Dutch organization providing long-term care. All interviews were audio-recorded, anonymously transcribed verbatim and analysed with thematic content analysis in the software program Atlas.ti., Results: LTC workers indicated a need for autonomy. They wanted their control and involvement in decisions to be strengthened. Furthermore, LTC workers indicated a need for relatedness, by experiencing support, a feeling of togetherness and more time to have attention for the residents. Lastly, LTC workers expressed a need for (assistance in) further developing their competence., Conclusion: In order to remain willing and able to work, LTC workers in self-managing teams want their needs for autonomy, relatedness and competence to be addressed. Working conditions are important to these LTC workers' sustainable employability since they can hinder or promote the satisfaction of their needs., Implications: It is important that management in LTC is aware of the importance of LTC workers' needs for sustainable employability. We recommend that management critically reflect on and invest in addressing these needs by enhancing indicators and limiting inhibitors of the needs., Impact: A robust LTC workforce is necessary to provide care to the aging population. In the context of the increasing implementation of self-managing teams in LTC organizations, understanding what workers in self-managing teams need in order to remain sustainably employable is crucial. For sustainable employability (i.e. to remain willing and able to work), interviewees indicated a need for autonomy, relatedness, and competence. Nearly all participants stressed the importance of belonging and feeling connected. Working conditions seemed to relate not only directly to the sustainable employability of LTC staff but also indirectly through their lack of contribution to the satisfaction of workers' psychological needs. The outcomes of this study primarily impact workers and management within LTC organizations with self-managing teams. They benefit from recognizing the significance of addressing workers' needs to ensure their essential and sustainable employability in the sector., Reporting Method: The Standards for Reporting Qualitative Research and the Consolidated Criteria for Reporting Qualitative (COREQ) research were used., Patient or Public Contribution: Two LTC workers provided advice and feedback regarding the materials and set up of the interviews. These two ambassadors additionally helped in reaching our population, by disseminating information about the study., (© 2024 The Authors. Journal of Advanced Nursing published by John Wiley & Sons Ltd.)

Objective: Investigate short-term personality development during the post-graduation transition., Background: Prior research indicates that long-term personality development matters for employment outcomes. However, this evidence is primarily limited to multi-year longitudinal studies. This research switches the focus to personality changes during a shorter, impactful life transition., Method: We examined how short-term personality development during the 14-month post-graduation transition relates to early career outcomes among two diverse samples of graduates from universities (N = 816) and community colleges (N = 567). We used latent growth curve models to examine associations between career outcomes measured 14 months after graduation with initial personality levels and personality changes., Results: Results revealed that mean-level changes in personality were small and mostly negative. Moreover, individual differences in personality changes were not associated with career outcomes. However, initial levels of conscientiousness, emotional stability, and extraversion positively related to both subjective and objective career success. Initial levels of agreeableness were also positively related to subjective (but not objective) success., Conclusions: Findings indicate that individual differences in personality trait levels at graduation are stronger predictors of early career success compared to short-term personality changes during the post-graduation transition. Taken together, these results help define the time sequence through which personality changes relate to career outcomes., (© 2024 The Authors. Journal of Personality published by Wiley Periodicals LLC.)

The current study investigated workplace envy by exploring if perceived self-efficacy of negative and positive emotions could predict malicious or benign envy. This study also examined how malicious and benign envy relate to two important organizational outcomes: job engagement and turnover intentions. Malicious envy is typically associated with negative emotions toward the target of comparison as well as negative behavioral outcomes, whereas benign envy is typically associated with positive emotions toward the target of comparison as well as positive behavioral outcomes. A total of 80 participants completed multiple measures gauging the variables of interest in this study. Results were mixed: Although both dimensions of emotional self-efficacy significantly and positively predicted benign envy, neither dimension significantly predicted malicious envy. Additionally, benign envy significantly and positively predicted job engagement, and malicious envy significantly and positively predicted turnover intention. Both effects were practically significant. However, benign envy did not negatively predict turnover intention, and malicious envy did not negatively predict job engagement. Although these results did not confirm all hypothesized relationships, they demonstrate the complexity of envy as a construct, supporting its multidimensional nature. Our findings also provide further insight into the predictors and outcomes of benign and malicious envy in the workplace., Competing Interests: Declaration of conflicting interestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

This study investigated the relationship between work engagement, workaholism, and mental well-being of individuals and their intimate partners. This association was explored in the context of Indonesian dual-earner couples, using the Spillover-Crossover Model (SCM). The study examined how work-to-family spillover (i.e. work-to-family conflict and facilitation) and recovery experiences (i.e. psychological detachment, relaxation, mastery, and control) mediate these relationships. A cross-sectional survey was conducted among 186 Indonesian dual-earner couples with preschool children. Structural equation modeling was used to test the hypothesized model and bootstrap method was conducted to evaluate the indirect relationships. As hypothesized, among male and female workers, work engagement was positively related to individual's mental well-being through work-to-family facilitation and recovery experiences. In contrast, workaholism was negatively related to individual's mental well-being through work-to-family conflict and recovery experiences excluding psychological detachment. Individual's mental well-being, in turn, was positively related to intimate partner's mental well-being. These findings suggested that work engagement and workaholism were related to intimate partner's mental well-being differently. These results further supported the SCM, suggesting that higher work engagement could increase workers' and their intimate partners' mental well-being through work-to-family facilitation and their recovery experiences, while workaholism acts oppositely.

Background: Stressful large-scale events, such as the COVID-19 pandemic and natural disasters, impact birthing individuals' postpartum experiences and their mental health. Resultant changes in government assistance, housing, and employment may further exacerbate these impacts, with differences experienced by varying income levels and races. This study aimed to examine maternal depression and anxiety in postpartum individuals by income and race during a stressful large-scale event, and the mediating role of government assistance, housing, and employment., Methods: An explanatory sequential mixed methods study was conducted (QUANT + QUAL). For aim 1 (quantitative), birthing individuals who delivered during peak pandemic (June 2020 - September 2021) completed questionnaires related to their perinatal experiences and mental health. Macrosystem factors (government assistance, housing, and employment changes) were assessed using the Psychosocial Recommended Measures. The Edinburgh Postnatal Depression Scale (EPDS) and the Generalized Anxiety Disorder-7 (GAD7) assessed depression and anxiety, respectively. Serial linear regression models assessed the relationship between race and income with mental health and macrosystem factors. For aim 2 (qualitative), 40 individuals from the quantitative study balanced by income (low vs. high income) and race (Black vs. White) completed one-on-one semi-structured interviews which were analyzed using thematic analysis., Results: Amongst 1582 birthing individuals, Black individuals had a significantly higher EPDS score compared to White counterparts. Not receiving government assistance, unstable housing, and experiencing various employment changes were all related to worse mental health during stressful large-scale events. In semi-structured interviews, low-income individuals discussed that government assistance helped alleviate a financial and mental burden. Low- and high-income individuals reported varying job changes that impacted their mental health (low-income: job loss, high-income: increased hours)., Conclusions: This research spotlights the negative impact of large-scale events most affected both Black and low-income individuals' postpartum mental health, and the role of government assistance, stable housing, and secure employment in helping to alleviate these disparities between income levels., Competing Interests: Declarations. Ethics approval and consent to participate: Pennington Biomedical Research Center provided institutional review board and ethics approval. The institutional review board approved the method of collecting consent. Participants provided their consent to the quantitative portion by submitting their response. Prior to the beginning of the survey, participants were given instructions that explained consent, and notified them if they do not consent to this procedure that they should not proceed with the survey. Verbal consent was collected from participants prior to the semi-structured interviews. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2024. The Author(s).)

Background: Suicidal ideation may be a warning sign for suicide and previous work has indicated a higher prevalence of suicidal ideation during the COVID-19 pandemic. Job loss and job insecurity are potential risk factors for suicidal ideation, but their importance during the pandemic, and the role of organizational changes for suicidal ideation, is unclear. This study examined the association between various experiences associated with job loss and job insecurity during the pandemic and thoughts of suicide/self-harm in Sweden., Methods: The study sample was drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). Auxiliary data collections in February 2021 and 2022 assessed exposure to job loss/unemployment, furlough, workplace downsizing, or increased job insecurity versus stable employment and thoughts of suicide or self-harm (PHQ-9) during the pandemic. The analyses were based on 1558 individuals (2 349 observations) participating in either or both waves and who had been working before the pandemic. Logistic regression models with cluster-robust standard errors were fitted, including sociodemographic factors and prior mental health problems to control for potential confounding. Measures of personality based on a brief version of the Big-Five personality inventory were also added., Results: The results indicated an association between all experiences, except furlough, and thoughts of suicide/self-harm, when adjusting for sex, age, civil status, socioeconomic status and prior mental health (job loss odds ratio (OR) = 3.70, 95% confidence interval (CI) 1.79-7.63, downsizing OR = 2.41, CI 1.24-4.70, job insecurity OR = 2.77, CI 1.15-6.67). The associations for job loss and insecurity were attenuated by adjustment for personality, although it remained statistically significant for downsizing., Conclusions: The results suggested a higher risk of suicidal ideation connected with loss of employment and survival of a downsizing, but not a forced reduction in working times/pay during the COVID-19 pandemic. The association for subjective job insecurity was less robust and may be partly explained by personality., (© 2024. The Author(s).)

Youth with disabilities often encounter many challenges in securing employment. Although the common barriers that youth face are well documented, little is known about the experiences of youth who have multiple minoritized identities in finding and maintaining employment. Youth with disabilities who belong to racial minoritized groups may encounter ableism and racism and other forms of discrimination at work. Exploring the experiences of racial minoritized youth with non-apparent disabilities is important given the growing concern about social inequities that are linked to disadvantage and differential access to resources such as employment. We used a qualitative design involving semi-structured interviews with 19 youth (13 women, 3 non-binary, 3 men), aged 17-30 (mean 23.5 years). An inductive thematic analysis was applied to analyze the data. We identified the following themes: (1) challenges finding and maintaining employment; (2) the extent of safety and comfort with disclosing minoritized identities in the workplace (i.e., comfortable disclosing; uncomfortable disclosing; did not need to disclose and/or hiding identities); (3) workplace discrimination based on minoritized identities (i.e., ableism, racism, ableist racism, gendered ableism, racist and gendered ableism); (4) impact of discrimination (i.e., negative affective outcomes, social and work adjustment, impact on professional development) and coping strategies (i.e., advocacy, networking, peer support); and (5) advice for youth and employers. Our study highlights the extent of racism and ableism that racial minoritized youth with non-apparent disabilities experience in the workplace and the importance of rehabilitation clinicians supporting their inclusion., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2024 Lindsay et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)

Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-"reciprocity" underpinning social exchanges and "oneness" underpinning identity construction-we attempt to disentangle the relative mediating effects of these two mechanisms. Our empirical testing hinges on one meta-analytic study with 105 independent samples ( N = 29,868), coupled with one preregistered experience-sampling study with 1,941 cross-day observations over 3 weeks from 147 subordinate-supervisor pairs. Overall, we find that exchange-based mechanisms account for more of the indirect effect of justice on task performance, whereas identity-based mechanisms (particularly interdependent identity) account for more of the indirect effect of justice on counterproductive work behavior. Regarding the indirect effect on organizational citizenship behavior, identity-based mechanisms (particularly positive self-evaluations) and exchange-based mechanisms respectively present great utility between the two studies. By providing nuanced insight into the complementary yet distinct nature of these two prominent mechanisms, our research encourages a more granular theoretical approach for studying organizational justice effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Lack of trust is a key barrier to collaboration in organizations and is exacerbated in contexts when employees subscribe to different ideological beliefs. Across five preregistered experiments, we find that people judge ideological opponents as more trustworthy when opposing opinions are expressed through a self-revealing personal narrative than through either data or stories about third parties-even when the content of the messages is carefully controlled to be consistent. Trust does not suffer when explanations grounded in self-revealing personal narratives are augmented with data, suggesting that our results are not driven by quantitative aversion. Perceptions of trustworthiness are mediated by the speaker's apparent vulnerability and are greater when the self-revelation is of a more sensitive nature. Consequently, people are more willing to collaborate with ideological opponents who support their views by embedding data in a self-revealing personal narrative, rather than relying on data-only explanations. We discuss the implications of these results for future research on trust as well as for organizational practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

As organizations continue to supplement and replace human management with artificial intelligence (AI), it is essential that we understand the factors that influence employees' trust in AI management. Across one preregistered field study, where we survey 400 delivery riders in Mainland China, and three preregistered experiments (total N = 2,350), we find that AI management is perceived as less benevolent than human management. Given that benevolence is an important antecedent of trust in leaders, this perception has a negative effect on trust in AI management, even when controlling for perceived ability and integrity. Employees prefer human management to AI management in high empathy demand contexts, where individuals seek management that can empathize and experience the emotions that they are feeling, as opposed to low empathy demand contexts. These findings deepen our understanding of trust and provide important theoretical and practical insights on the implementation and adoption of AI management. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Coping is a dynamic response to stressors that employees encounter in their work and nonwork roles. Scholars have argued that it is not just whether employees cope with work-nonwork stressors-but how they cope-that matters. Indeed, prior research assumes that adaptive coping strategies-planning, prioritizing, positive reframing, seeking emotional and instrumental support-are universally beneficial, suggesting that sustaining high levels of these strategies is ideal. By returning to the roots of coping theory, we adopt a person-centered, dynamic approach using latent profile analysis and latent transition analysis across three multiwave studies ( N = 1,370) to consider whether employees combine coping strategies and how remaining in or shifting between such combinations also matters. In a pilot study ( N = 361), we explored profiles and their transitions during a time frame punctuated with macrolevel transitions that amplified employees' work-nonwork stressors (i.e., COVID-19), which revealed three profiles at Time 1 ( comprehensive copers, emotion-focused copers, and individualistic copers) and a fourth profile at Time 2 (surviving copers ). In Study 1 ( N = 648), across all three time points, we replicated three profiles and found evidence for constrained copers instead of emotion-focused copers. In Study 2 ( N = 361), across both time points, we replicated all four profiles from Study 1 and tested hypotheses regarding the profiles, their transition patterns, and implications of such patterns for work, well-being, and social functioning outcomes. Altogether, our work suggests that maintaining high-coping depth or increasing depth is generally beneficial, whereas maintaining or increasing coping breadth is generally harmful. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Little empirical research informs understanding of the disparate active aging experiences among working older adults, especially in terms of the association with living circumstances and life satisfaction. To address this knowledge gap, this study used latent class analysis on data from the 2020 Health and Retirement Study (HRS) core interview and focused on 1,194 employed adults aged 50 and above. The results revealed four subtypes of the quality of working life in older workers. Notably, in contrast to the other identified classes, higher levels of housing satisfaction and feelings of neighborhood safety were significantly associated with an increased likelihood of being a member of the group of older adults with the highest work capacities and the healthy work-life balance. Furthermore, participation in the class characterized by the highest work capacity and a healthy work-life balance was related to the highest levels of overall life satisfaction., Competing Interests: Declaration of Conflicting InterestsThe authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

External environmental factors and internal cognitive bias affect college students' anxiety while job hunting. The current study is an intervention study on alleviating employment anxiety among college students through an Interpretation Bias Modification (IBM) computer-based intervention. A total of 79 valid participants were recruited. The Interpretation Bias Modification (IBM) group participants were required to complete employment-related IBM Internet training twice a week for three weeks. The placebo control group participants were required to complete neutral Internet training at the same frequency. The waiting list control group did not undergo any training. The groups were tested at three time points: prior to the intervention (pre-test), immediately after (post-test), and one month after the intervention (one-month follow-up). The IBM intervention group [F(2, 72) = 31.68, p < 0.001] showed greater significance in reducing employment anxiety than participants in the placebo control group [F(2, 72) = 9.83, p < 0.001] from the pre-test to one-month follow-up. There was no significant difference in employment anxiety among the waiting-list control group over time. The IBM intervention for college students can effectively decrease employment anxiety and reduce interpretation bias, which can be maintained at the one-month follow-up., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 Elsevier Ltd. All rights reserved.)

Objectives: An individual's past, and reflections on it, may influence current and future well-being. Recent qualitative studies suggest retirees' recollections about their careers relate to well-being in retirement. We investigated associations between life course events and subjective career evaluations, gender differences in these associations, and their subsequent association with retirement adjustment., Methods: We used data from 3 waves (2015, 2018, and 2023) of the NIDI Pension Panel Study (NPPS), a longitudinal survey of Dutch older workers. Using a sample of 6,109 respondents, we used ordinary least squares (OLS) regression models to investigate associations between employment stability facilitators and inhibitors (e.g., promotion, demotion, unemployment) and personal shocks (e.g., divorce, widowhood) and subjective evaluations of satisfaction with the work and family domains of career between genders. Using a follow-up sample (N = 4,106), we employed ordinal logistic regression models to investigate the impact of these baseline subjective evaluations on retirement adjustment at follow-up., Results: Employment stability factors such as demotion and unemployment, and personal shocks such as poor psychological health were associated with subjective evaluations of the work and family career domains. Gender differences in these associations were found. Evaluations in both the work and family domains were associated with retirement adjustment at follow-up., Discussion: Our results demonstrate the importance of life course events on older workers' evaluations of their careers and the long-term impact of subjective career evaluations. Further research is needed to evaluate the predictive utility of these evaluations for other outcomes in older adulthood., (© The Author(s) 2024. Published by Oxford University Press on behalf of The Gerontological Society of America.)

To investigate research questions surrounding workplace deviance, scholars have primarily applied variable-centered approaches, such as overall deviance measures or those that separate interpersonal deviance and organizational deviance. These approaches, however, ignore that individuals might employ more complex combinations of deviance behaviors that do not fit neatly within the existing variable frameworks. The present study explores whether person-centered deviance classes emerge in a comprehensive database of the prior studies. We then investigated whether these classes showed differences in antecedents and correlates in an independent sample of working adults from multiple industries. In Study 1, a multilevel latent class analysis of 20 independent samples and 6,218 individuals revealed five classes of workplace deviance, thus providing preliminary support for a person-centered approach. In Study 2, a time-lagged sample of 553 individuals showed the emergence of five classes that largely reflected the patterns found in Study 1. Study 2 points to meaningful differences between classes of deviance behaviors and antecedents, including abusive supervision, Openness, Conscientiousness, Agreeableness, Emotional Stability, and psychological entitlement; classes are also uniquely associated with correlates such as organizational citizenship behaviors, turnover intentions, job performance, and job satisfaction. Altogether, this work is an important first step toward understanding workplace deviance with a person-centered lens. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Objective: Food service employment is associated with substance use, risk of substance use disorders and various negative consequences. Previous research has not examined the substance use patterns of students employed in food service positions. Method: During Fall of 2018, 276 undergraduates completed an anonymous online survey regarding current employment status and substance use. Results: Compared to students employed in other positions, students in food service positions reported higher levels of drinking to cope with negative affect, negative urgency, workplace substance use, marijuana use, marijuana-related problems, and motives. Food service employment was also a significant predictor of marijuana use and related consequences. Conclusions: Students in food service positions, relative to other employment positions, report elevated substance use behavior, risk factors, and negative consequences. Food service employment also contributed variance to models accounting for marijuana use and related consequences. Prevention and intervention strategies should be investigated to mitigate risk for this population.

Employees often change various aspects of their jobs to their liking (i.e., job crafting), yet little is known about how different aspects of supervisor-subordinate fit influence this behavior. This paper investigates the extent to which supervisor adaptive personality predicts subordinate job crafting and the complex processes that affect this relationship. We found (1) there is a positive relationship between supervisor adaptive personality and subordinate job crafting, (2) subordinate need for autonomy fulfillment mediates this relationship, and (3) the indirect effect of supervisor adaptive personality on subordinate job crafting (via subordinate need for autonomy fulfillment) is stronger when there is high supervisor-subordinate value-congruence. We conclude that organizations can develop selection tools that can assess supervisors' adaptivity, making them enablers of employee-oriented changes that create more opportunities for workplace challenges, growth, and engagement.

Career exploration, a critical antecedent to college students' career choices and employment, offers essential guidance for their career development. However, existing research has not explored how changes in family economic stress impact career exploration. Drawing on social cognitive career theory, this study aims to deepen our understanding of the complex interplay between family economic stress and career exploration among vocational school students. We tested our hypotheses using three-time lagged data collected from 600 vocational school students studying in mainland China. As expected, family economic stress positively predicts career exploration via love of money. Additionally, both students' effective part-time behavior and teacher support were found to positively moderate the indirect relationship between family economic stress and career exploration through love of money. We attempt to highlight the broader implications of understanding the nuanced ways in which economic background shapes career exploration. Theoretical and practical implications are discussed., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2024 Cheng et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)

Artificial intelligence (AI) technology is expected to help enterprises reduce costs and improve efficiency, but it may also threaten the employment of employees. It may form a substitution effect on employees' jobs and might make them experience negative work emotions. Employees' work emotions could then affect their innovative abilities, which in turn impacts the innovation ability and competitiveness of enterprises. Therefore, the impact of applying artificial intelligence technology on employees' work well-being has become a pressing issue for businesses today. Through empirical analysis of 349 questionnaire responses, we found that employees' STARA awareness negatively predicts their work affective well-being. Job stress mediates the relationship between STARA awareness and employees' work affective well-being. Psychological resilience moderates the relationship between STARA awareness and job stress, moderates the indirect effect of STARA awareness on employees' work affective well-being through job stress. Theoretical discussions and analyses of the mechanism through which STARA awareness affects employees' work affective well-being were conducted based on the Conservation of Resources theory. In practice, we provide valuable insights for employees and enterprises to address the impact of AI, enhance work affective well-being, and strengthen enterprises' innovation and competitiveness., (© 2024. The Author(s).)

Modern careers are enacted in turbulent and stressful environments and workers face increasing uncertainty in navigating their careers. Therefore, it is essential to support workers in coping with stress by enhancing their resilience. We propose that strengths-based leaders help their workers to find their own unique pathway to developing resilience by building upon their pre-existing strengths. In turn, we propose that resilience allows workers to transform the support and opportunities provided by their strengths-based leader into the active state of work engagement. We conducted a two-wave time-lagged survey among a representative sample of 1,095 Dutch employees. Results of our structural equation modelling indicated that T1 strengths-based leadership was positively related to T2 employee work engagement and that T2 employee resilience mediated the relationship between strengths-based leadership (T1) and employee work engagement (T2). We conclude that strengths-based leadership might be a tool to develop a resilient and engaged workforce and make suggestions for developing strengths-based leadership.

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force's quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh., (© 2024. The Author(s).)

This study explores the dynamics of intersection between workplace conflicts, job commitment, and socio-instrumental enterprise social media (ESM) utilization for improving innovation. This study proposes job commitment as a pivotal mediator that influences employees' attitudinal responses to the array of conflicts encountered in the workplace. Additionally, it introduce socio-instrumental ESM use as a potent moderator, influencing employees' appraisals of workplace conflicts. To illuminate the intricate tapestry of these interactions, we present a moderated mediation model that delineates the complex nomological network governing the interplay among workplace conflicts, job commitment, and the cultivation of innovative behaviors. Based on empirical data encompassing 447 employees, our findings illuminate the distinctive moderating roles played by these socio-instrumental ESM usage. These patterns differentially moderate the connections between workplace conflicts and job commitment, as well as the indirect connections between workplace conflicts and the stimulation of employee innovation through job commitment. This research significantly advances our theoretical understanding of the multifaceted interplay among workplace conflicts, job commitment, socio-instrumental ESM utilization, and employee innovation. Moreover, it offers implications that can faciliate organizational strategies aimed at fostering innovation. By recognizing the pivotal roles of job commitment and socio-instrumental ESM, organizations can strategically harness these factors to cultivate a culture of innovation, positioning themselves for success in an increasingly competitive and dynamic business environment., (© 2024. The Author(s).)

Purpose: The purpose of this study is to examine the relationship between employees' career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect., Methods: We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement., Results: Career adaptability is positively related to employees' work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity., Conclusion: This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement., (© 2024. The Author(s).)

The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry., (© 2024. The Author(s).)

Background: Suicidal ideation, a significant public health issue, necessitates further investigation of its correlates and precursors. Extensive research highlights the association between Work Family Conflicts (WFC) and psychological distress, including depression. However, research examining the correlation between high WFC experiences and suicidal ideation is sparse. This study explores the association between WFC and suicidal ideation within an occupation non-specific community sample., Methods: Community-based, representative data from the Australian-based Personality and Total Health (PATH) Through Life project formed the basis of this study. Participants eligible for the study (N = 1312) were employed either full-time or part-time and took part in an online questionnaire. Importantly, the data include robust measures of WFC, active suicidal ideation, and depression., Results: After adjusting for psychosocial job characteristics, history of suicidal ideation, and other socio-demographic factors, high WFC was associated with increased odds of active suicidal ideation (Model 4: OR: 1.58, CI: 1.04-2.40). Further, supplementary analyses indicated that depression is an important component of this relationship. Analyses exploring an interaction effect by gender showed that while a significant association between high WFC and suicidality was observed among men after adjustment for all covariates, this association was not evident for women., Limitations: A small number of participants reported suicidal ideation, potentially affecting the statistical power to detect significant effects. WFC was measured at one time-point, prohibiting the exploration of its causal and/or chronic impact on suicidal ideation., Conclusion: We find evidence that high WFC is linked to increased active suicidal ideation - specifically for men., Competing Interests: Declaration of competing interest The authors declare that there are no conflicts of interest., (Copyright © 2024. Published by Elsevier B.V.)

Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities' work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms "lgb*", "gay*", "lesbian*", "homosexual*", and "sexual minorit*", associated with "employee*", "personnel", "worker*", and "staff", and with "workplace", "work", "job", "occupation", "employment", and "career". Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work-family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people's work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.

Purpose: Cancer survivors encounter significant psychological suffering and are prone to develop depressive symptoms. Work contributes to personal fulfillment and social connections, and by doing so, enhances a cancer survivor's resilience against adversities. However, maintaining employment can be challenging for some cancer survivors. This research aimed to identify the association between changes in work status and depressive symptoms among cancer survivors in South Korea., Methods: This study used the panel data from the Korean Longitudinal Study of Ageing (KLoSA) and included 199 cancer survivors-799 observations-aged 65 or younger, between 2005 and 2018. Changes in work status consisted of continuous unemployment or employment, quitting a job, and getting a job. We defined depressive symptoms as a CES-D-10 score of 10 or higher and a cut-off of 4 was utilized for sensitivity analysis. Multivariable generalized estimating equation was employed to estimate the odds ratio (OR), adjusting for the number of household members, education level, sex, age, marital status, occupations, cancer treatment, cancer type, catastrophic healthcare expenditure (CHE), and survivorship. Subgroup analysis and interaction between changes in work and cancer types were further explored., Results: For depressive symptoms, the OR of the continuous unemployment group was 2.27 (95% CI = 1.10-4.69), and the OR of the group that quit a job was 2.20 (95% CI = 1.03-4.72), compared to the continuous employment group. As survivorship increased, the odds of depressive symptoms decreased (OR = 0.94, 95% CI = 0.89-1.00). CHE was associated with depressive symptoms (OR = 2.23, 95% CI = 1.18-4.20). In cancer types with a low tendency to depression, continuous unemployment was associated with depressive symptoms (OR = 3.19, 95% CI = 1.12-9.06). In sensitivity analysis, changes in work, survivorship, and CHE were consistently associated with depressive symptoms., Conclusions: Cancer survivors who quit a job or continued unemployment were more likely to experience depressive symptoms. The findings of this study imply that assistance for cancer survivors to continue a job or return to employment, including adjustment of workload and hours, may be helpful. Psychological care may be crucial, particularly in the early stage of cancer survivorship. Furthermore, support may be needed to alleviate the burden of healthcare expenditure., (© 2024. The Author(s).)

Background: Informal caregivers often experience multiple negative consequences as a result of the informal care they provide. Among other factors, employment status, financial resources, and mental health are related to informal caregiving. This analysis examined the association between informal caregivers' employment status and their mental health, as well as the moderating effect of net household income on this relationship., Methods: The research question was addressed with data from the German Socio-Economic Panel (SOEP) survey, comprising 3,053 informal caregivers (1,007 male; 2,046 female). Data were obtained through self-reports, and mental health was measured with the Summary Scale Mental Score. Stepwise adjusted multiple linear regression models were used to examine the association between employment status and mental health. The moderating effects were tested with interaction terms. All analyses were also stratified for gender., Results: Informal caregivers with full-time jobs reported better mental health than unemployed or marginally employed caregivers (β = 0.077, p < 0.001). The significant interaction term for full-time (β=-0.066, p = 0.001) and part-time workers (β=-0.066, p = 0.003) indicated a moderating effect of net household income on the association between employment status and mental health. This finding was especially evident in women., Conclusions: Employment appears to be a relevant protective factor for informal caregivers' mental health. However, if informal caregivers are not employed, a low net household income might additionally restrict their mental health. Therefore, welfare policy structures must be created to reduce the negative financial consequences for informal caregivers and enable them to achieve work-life-care balance., (© 2024. The Author(s).)

This research builds on the idea that the exchange of resources between leaders and followers can influence the behavior of employees. Specifically, the study investigates how leaders can develop strong leader-member exchange (LMX) with their followers, and how this exchange can lead to increased employee voice behavior. The study analyzed data collected from 365 individual employees working in Chinese organization. The findings indicate that LMX acts as a mediator between spiritual leadership and employee voice behavior. The strength of this mediation, however, depends on the followers' level of traditionality orientation. Notably, the findings indicate that the effect is significant only among individuals who exhibit low traditionality. Theoretical contributions and implications for practice are discussed in later sections., (© 2024. The Author(s).)

Purpose: Employees within organizations actively pursue and maintain their workplace well-being. Although there are current studies that have examined the linking inclusive leadership to employee workplace well-being, the underlying intrinsic link between the two remains unclear. On the basis of self-determination theory, this research examined the relationship between inclusive leadership, vigor, supervisor developmental feedback, and workplace well-being., Patients and Methods: Data were collected from 61 teams that totaled 342 full-time employees through a 3-stage questionnaire. Multilevel Structural Equation Modeling and Monte Carlo simulations were conducted on data for hypothesis testing., Results: Inclusive leadership positively correlated with employee workplace well-being. Employee vigor mediates the link between inclusive leadership and employee workplace well-being. Supervisor developmental feedback moderated the relationship between inclusive leadership and employee vigor., Conclusions: Inclusive leadership can improve employees' workplace well-being by stimulating their vigor. Therefore, managers need to be able to effectively meet employees' basic needs to stimulate their vigor. Based on meeting employees' basic needs, managers can also provide targeted developmental feedback to meet employees' growth needs, which can more effectively promote employees' vigor and workplace well-being., (© 2024. The Author(s).)

Background: Rising digitalization and individualism in the workplace after the COVID-19 pandemic have increased loneliness and related problems in the working-age population. The potential effects of various forms of loneliness on suicidal ideation may differ depending on employment status., Method: This is a cross-sectional study based on a national survey of mental health in the general Korean population. We classified occupations as "employed," "self-employed," or "unemployed." Loneliness was assessed using the UCLA Loneliness Scale, which measures both qualitative and quantitative aspects of loneliness. Suicidal ideation was evaluated using the Patient Health Questionnaire-9., Results: A total of 1770 participants aged 30-65 years (mean age: 47.7 years) were included. The mean loneliness score was 43.9 (SD = 10.4), and 28% of the participants experienced a high level of loneliness. The prevalence ratio for suicidal ideation in the group with high levels of loneliness was 3.06 (95% CI 2.57, 3.63) compared to the group with low levels of loneliness. In our subgroup analysis, we consistently observed an association between loneliness and suicidal ideation across the employed group; however, the employed was more related with qualitative loneliness, the self-employed and the unemployed were more related with quantitative loneliness., Conclusions: Loneliness was associated with suicidal ideation. According to employment status, the associations were consistent, but there were interactions between type of loneliness and employment status. These findings suggest that interventions to reduce loneliness and prevent suicidal ideation should be tailored to specific employment groups, focusing on qualitative aspects for employed individuals and quantitative aspects for self-employed and unemployed individuals., (© 2024. The Author(s).)

The majority of extant studies have found the detrimental role of laissez-faire leadership, but some researchers have revealed its potential benefits. The current research aims to investigate the double-edged nature of laissez-faire leadership. Drawing upon conservation of resources theory, we identify both the dark and bright sides of laissez-faire leadership because the nature of laissez-faire leaders not providing support resources can be perceived by employees as offering limited guidance from the resource loss perspective and offering freedom resources from the resource gain perspective. We propose and test the effects of laissez-faire leadership on employees' constructive challenging behavior through the mediators of work-related flow and work disengagement, and we posit that this mediating relationship is conditional on the moderator of coworker-support climate. Three independent studies (i.e., two vignette experiments in Study 1 with 52 participants and Study 2 with 77 participants, and a time-lagged field study in Study 3 with 277 employees) were conducted to consistently indicate the double-edged nature of laissez-faire leadership. Specifically, on the one hand, laissez-faire leadership is positively associated with subordinates' increased work disengagement, which in turn reduces their constructive challenging behavior (Study 1 and Study 3). On the other hand, laissez-faire leadership is positively associated with subordinates' work-related flow, which in turn enhances their constructive challenging behavior (Study 2 and Study 3). In addition, the coworker-support climate was found to positively moderate the relationship between laissez-faire leadership and subordinates' constructive challenging behavior via work-related flow., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this article., (Copyright © 2024. Published by Elsevier B.V.)

This article aims to examine differences in suicidal narrative and suicide crisis syndrome symptoms, and suicidal ideation among those who maintained, lost, and gained employment or student status during the COVID-19 pandemic. It is a cross-sectional study based on an online and anonymous self-report questionnaire. Participants were recruited through social media platforms between November 2020 and October 2021. Changes in occupational status were assessed in 2,259 individuals. The sample was divided into four groups according to work (full-time/part-time) and study status (1) maintained, (2) lost, (3) gained, and (4) unemployed. Suicide outcomes were investigated by the Suicidal Narrative Inventory, Suicide Crisis Inventory, and Columbia - Suicide Severity Rating Scale Screener version. Changes in occupational status influenced symptoms of the suicide crisis syndrome and suicidal narrative, but not suicidal ideation. Those who maintained their work, such as full-time/part-time scored lower on the total scores of the Suicidal Narrative Inventory and Suicide Crisis Inventory-2 compared to those who lost their employed status and unemployed. Our findings suggest that it is appropriate to consider changes in employed status as a mental health risk factor during pandemics.

Background: Technological advancements have extended the lifespan of individuals with congenital heart disease (CHD), but physical and mental health issues can affect their life and job satisfaction., Aims: This study examined whether grit can protect full-time employed adults with CHD from depression by exploring its mediating role between depressive symptoms and life or job satisfaction., Methods: A cross-sectional design involved 181 adults with CHD assessed using the Patient Health Questionnaire, Grit-10, Satisfaction with Life Scale, and Basic Psychological Need Satisfaction at Work Scale. Data analysis was conducted with SPSS and Smart PLS software for partial least squares structural equation modeling, adhering to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines., Results: Indicated that depressive symptoms were negatively correlated with grit, life satisfaction, and job satisfaction, while grit was positively correlated with both satisfaction measures. Grit partially mediated the relationship between depressive symptoms and life/job satisfaction, accounting for 30.70 % and 29.11 % of the variance, respectively., Conclusions: Grit significantly mitigates the negative impact of depressive symptoms on life and job satisfaction in full-time employed adults with CHD. Nurses should identify signs of depression in adults with CHD and evaluate their grit levels. Interventions to increase grit and reduce depressive symptoms could enhance life and job satisfaction., Competing Interests: Declaration of competing interest All authors declare no conflict of interest., (Copyright © 2024 Elsevier Inc. All rights reserved.)

Workers' perception of control over work is a key construct in the relationship between the psychosocial work environment and health. While exposure to low job control has been prospectively linked to poor mental health including depression and anxiety, there is less research examining the impact of prolonged exposure to low job control on mental health. Data from 5054 employed men from 2013 to 2021 in the Australian Longitudinal Study on Male Health was used to examine persistent and intermittent low job control and subsequent major depression symptoms. Persistent low job control was based on consecutive self-reports of low job control over waves 1 and 2. Combinations of low and high job control were classified as intermittent exposure and continuous high job control exposure over both waves was classified as persistent high job control. Major depression symptoms, derived from the Patient Health Questionnaire-9, was measured in wave 3. Generalised linear models and augmented inverse probability weighting were undertaken. There was a strong stepwise relationship between low job control and major depression. Compared to persistent high job control, intermittent low job control was associated with an increased risk of subsequent major depression symptoms by 32% (RR 1.32, 95% CI 0.82, 2.15); and persistent low job control by 103% (RR 2.03, 95% CI 1.21, 3.41). Compared to men exposed to persistent high job control, the average treatment effect for persistent low job control was 0.036 (95%CI 0.014, 0.058) and intermittent low job control 0.019 (95%CI 0.006, 0.032) equating to a risk ratio of 2.46 (95%CI 1.43, 3.50) and 1.79 (95% CI 1.14, 2.45) respectively. This study's findings have implications for public health and occupational policies, as they underscore the importance of reducing prolonged exposure to low job control to protect against the risk of major depression in the working population., Competing Interests: Declaration of competing interest The authors declare no conflicts of interest., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Background: Employment quality stands as a crucial social determinant impacting workers' health. In this study, we investigate the association between low-quality employment and the emergence of suicidal thoughts and planning., Methods: We analyzed data from 7,797 Korean workers, amounting to 30,945 observations. Low-quality employment was characterized by three primary dimensions: employment insecurity, income inadequacy, and a lack of rights and protection. We employed a generalized estimating equation to probe the link between experiencing low-quality employment and the occurrence of suicidal thought and planning within the subsequent year. Odds ratios (OR) and 95% confidence intervals (CI) were estimated., Results: The overall incidence rates for suicidal thought and planning were 1.5% and 0.2%, respectively, across the observations. Workers with the lowest employment quality demonstrated higher propensities to develop both suicidal thought (OR: 2.05, 95% CI: 1.37-3.06) and planning (OR: 3.39, 95% CI: 1.08-10.64) at the following year, compared with workers with the highest overall employment quality. Specifically, daily employment exhibited associations with the onset of suicidal thought (OR: 1.64, 95% CI: 1.17-2.31) and suicide planning (OR: 3.49, 95% CI: 1.54-7.92) when compared to permanent employment. Additionally, individuals in the lowest monthly wage quartile displayed a heightened likelihood of developing suicidal thought (OR: 2.09, CI: 1.36-3.23) compared with those in the highest quartile., Conclusion: Our findings suggest that low-quality employment is associated with the onset of suicidal thought and suicide planning at follow-up. Therefore, employment quality is a critical social determinant of workers' mental health., Competing Interests: Declaration of competing interest None to declare., (Copyright © 2024 Elsevier Ltd. All rights reserved.)

Chronic health conditions (CHCs) involve physical, psychological, and social challenges and can have a significant negative impact on work ability, which can then affect performance and job satisfaction. However, the various effects of CHCs on business operations and maintenance among self-employed workers are understudied. This study examined four common CHCs that are characterised by persistent symptoms and can prompt major life changes: respiratory disease, heart conditions, inflammatory bowel disease, and cancer survivorship. Groups were compared regarding the CHC's impact on business maintenance (declining in income and activity, and slowing business growth), and well-being. A sample of 294 self-employed workers with these CHCs completed questionnaires about how their conditions affect their businesses, physical symptoms, and well-being. The four CHCs had substantial negative effects on business maintenance. Differences were found in reported changes in income, activity, and growth between individuals with inflammatory bowel disease and cancer. No differences in well-being occurred among self-employed people with different CHCs. In the overall sample, work absences and slowing business growth were negatively associated with well-being. Although the groups differed in the severity of symptoms, threat to life, and treatment regimen, the CHCs had similar effects on most business maintenance factors and well-being. Moreover, the results indicate that the inability to maintain a business can negatively affect well-being., (© 2024 The Author(s). Stress and Health published by John Wiley & Sons Ltd.)

Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents . Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).