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This paper studies the downstream effect of expatriate managers' personal financial insecurity on team innovation. Building on resource allocation theory, we propose a moderated serial mediation model. Using four‐wave, multi‐source survey data from 99 R&D expatriate teams within large technology companies in emerging markets, we find that expatriate managers' personal financial insecurity is negatively related to team innovation first through a lower level of state learning goal orientation in the last month, and subsequently through a lower level of intellectual stimulation behavior. The negative effect of expatriate managers' personal financial insecurity on state learning goal orientation is weakened when professional identification is higher (vs. lower). Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Aim: This study intends to investigate whether, how and when service‐oriented high‐performance work systems (SHPWSs) drive nurses' extra‐role service behaviour. Design: This was a quantitative cross‐sectional study conducted with matched nurse–patient participants. Method: We tested hypotheses using data from 284 nurses and their matched 566 patients. The data were collected in 2019. We conducted a set of hierarchical regression analyses to test our hypotheses. Results: The results showed that SHPWSs have a positive impact on job crafting, which, in turn, mediates the link between SHPWSs and extra‐role service behaviours. Additionally, the influence of professional identification moderates these relationships. Specifically, SHPWSs are significantly and positively associated with job crafting among highly professionally identified nurses. The indirect effect is significantly positive when nurses strongly identify with their profession but not significant when their professional identification is low. Conclusion: The results indicated that SHPWSs can elicit job crafting among higher professional identifiers, which further increases extra‐role service behaviours towards patients. Impact: Our research emphasizes the significance of HRM themes in the healthcare service industry and their direct impact on healthcare personnel. Shifting from a management‐centric to an individual‐centric perspective, we focus on the proactive role of nurses. Furthermore, this study enhances the understanding of the boundary conditions for the effectiveness of SHPWSs. Patient or Public Contribution: Nurses and their mated patients from a Chinese hospital contributed to this study by completing the survey. [ABSTRACT FROM AUTHOR]

Many professions experience unique events that highlight their relevance and value. These positive profession‐spotlighting events may significantly influence employees' professional identification, especially for novices in the highlighted professions. In this paper, we aim to gain a comprehensive understanding of this phenomenon. Drawing on the identity construction process model, we investigate how and why positive profession‐spotlighting events influence novices' professional identification. In Study 1, using 10‐wave longitudinal data (five waves before and five after the outbreak of COVID‐19) collected from 322 new graduate nurses, we use discontinuous growth modeling to investigate the impact of the pandemic as a positive profession‐spotlighting event on their increase in professional identification. We found that new graduate nurses' professional identification gradually fell during their initial months in professional practice but rose dramatically after the onset of COVID‐19. We also found that sensegiving and moral elevation during the event led to an increase in professional identification. We further theorize an increase in work meaningfulness as the core mechanism for the hypothesized relationships and obtain supporting evidence from one experiment (Study 2) and two quasi‐experiments (Studies 3a and 3b). Our research reveals the significant influence of positive profession‐spotlighting events on both the identity construction and socialization processes and offers practical implications for how to manage such events. [ABSTRACT FROM AUTHOR]

In this study we aim to theoretically and applicatively elucidate two fundamental concepts: the concept of „professional identity” and the notion of „social maturity”. The research empirically establishes the link between social maturity and professional identity in teenagers during the professional identity crisis. The multidisciplinary approach of this study contributes to a deeper and integrated understanding of how personal values influence the professional and social development of young people. The study includes a sample of 250 teenagers and uses three assessment tools. The analysis of the obtained results shows that 35.6% represent the participants with a clearly formed professional identity, 20% show optimal social maturity. The findings emphasize the importance of integrating professional and social education within personal and professional development programs.

Abstract Background We are making progress in the fight against health-related misinformation, but mass participation and active engagement are far from adequate. Focusing on pre-professional medical students with above-average medical knowledge, our study examined whether and how third-person perceptions (TPP), which hypothesize that people tend to perceive media messages as having a greater effect on others than on themselves, would motivate their actions against misinformation. Methods We collected the cross-sectional data through a self-administered paper-and-pencil survey of 1,500 medical students in China during April 2022. Results Structural equation modeling (SEM) analysis, showed that TPP was negatively associated with medical students’ actions against digital misinformation, including rebuttal of misinformation and promotion of corrective information. However, self-efficacy and collectivism served as positive predictors of both actions. Additionally, we found professional identification failed to play a significant role in influencing TPP, while digital misinformation self-efficacy was found to broaden the third-person perceptual gap and collectivism tended to reduce the perceptual bias significantly. Conclusions Our study contributes both to theory and practice. It extends the third-person effect theory by moving beyond the examination of restrictive actions and toward the exploration of corrective and promotional actions in the context of misinformation., It also lends a new perspective to the current efforts to counter digital misinformation; involving pre-professionals (in this case, medical students) in the fight.

Abstract Background Every physician has a unique professional identity. However, little is known about the diversity of identities among physicians. This study aimed to quantitatively assess the professional identity of physicians in Finland using descriptions of professional identity. Methods This study was part of a larger cross-sectional Finnish Physician 2018 Study. The target population consisted of all Finnish physicians under the age of 70 (N = 24,827) in 2018. The sample was drawn from physicians born on even numbered days (N = 11,336) using the Finnish Medical Association register. A total of 5,187 (46%) physicians responded. Professional identity was examined by 27 given characterisations using a five-point Likert scale. Multivariate logistic regression was used in assessing how place of work, graduation year and gender were associated with identity descriptions. Results The descriptions which most physicians identified with were “member of a working group/team” (82%), “helper” (82%), and “health expert” (79%); the majority reported these as describing them very or quite well. Identity descriptions such as “prescriber of medications” (68% vs. 45%), “prioritiser” (57% vs. 35%) and “someone issuing certificates” (52% vs. 32%) were more popular among junior than senior physicians. The biggest differences between the genders were found in the descriptions “provider of comfort” (62% vs. 40%) and “someone engaged in social work” (45% vs. 25%), with which women identified more frequently than men. Conclusions Strong identification as a member of a team is an important finding in the increasingly multiprofessional world of health care. Importantly, most physicians shared several core professional identity descriptions (i.e., helper, health expert) that reflect the traditional image of an exemplary doctor.

Background: We are making progress in the fight against health-related misinformation, but mass participation and active engagement are far from adequate. Focusing on pre-professional medical students with above-average medical knowledge, our study examined whether and how third-person perceptions (TPP), which hypothesize that people tend to perceive media messages as having a greater effect on others than on themselves, would motivate their actions against misinformation. Methods: We collected the cross-sectional data through a self-administered paper-and-pencil survey of 1,500 medical students in China during April 2022. Results: Structural equation modeling (SEM) analysis, showed that TPP was negatively associated with medical students' actions against digital misinformation, including rebuttal of misinformation and promotion of corrective information. However, self-efficacy and collectivism served as positive predictors of both actions. Additionally, we found professional identification failed to play a significant role in influencing TPP, while digital misinformation self-efficacy was found to broaden the third-person perceptual gap and collectivism tended to reduce the perceptual bias significantly. Conclusions: Our study contributes both to theory and practice. It extends the third-person effect theory by moving beyond the examination of restrictive actions and toward the exploration of corrective and promotional actions in the context of misinformation., It also lends a new perspective to the current efforts to counter digital misinformation; involving pre-professionals (in this case, medical students) in the fight. [ABSTRACT FROM AUTHOR]

Background: Every physician has a unique professional identity. However, little is known about the diversity of identities among physicians. This study aimed to quantitatively assess the professional identity of physicians in Finland using descriptions of professional identity. Methods: This study was part of a larger cross-sectional Finnish Physician 2018 Study. The target population consisted of all Finnish physicians under the age of 70 (N = 24,827) in 2018. The sample was drawn from physicians born on even numbered days (N = 11,336) using the Finnish Medical Association register. A total of 5,187 (46%) physicians responded. Professional identity was examined by 27 given characterisations using a five-point Likert scale. Multivariate logistic regression was used in assessing how place of work, graduation year and gender were associated with identity descriptions. Results: The descriptions which most physicians identified with were "member of a working group/team" (82%), "helper" (82%), and "health expert" (79%); the majority reported these as describing them very or quite well. Identity descriptions such as "prescriber of medications" (68% vs. 45%), "prioritiser" (57% vs. 35%) and "someone issuing certificates" (52% vs. 32%) were more popular among junior than senior physicians. The biggest differences between the genders were found in the descriptions "provider of comfort" (62% vs. 40%) and "someone engaged in social work" (45% vs. 25%), with which women identified more frequently than men. Conclusions: Strong identification as a member of a team is an important finding in the increasingly multiprofessional world of health care. Importantly, most physicians shared several core professional identity descriptions (i.e., helper, health expert) that reflect the traditional image of an exemplary doctor. [ABSTRACT FROM AUTHOR]

This document is an editorial published in Frontiers in Psychology in June 2024. It discusses the importance of professional and vocational identification processes and identity development in career development, job retainment, and vocational education and training. The editorial highlights the need for further research on the conditions necessary for promoting professional identification and identity development at different career stages. It also provides an overview of the articles presented in the Research Topic, which cover various aspects of vocational and organizational identification in multiple domains and professions. The document emphasizes the significance of identification in recruiting and retaining well-trained workers, especially in the face of future labor shortages. [Extracted from the article]

Copyright of Revista Interdisciplinar de Marketing (RIMAR) is the property of RIMAR - Revista Interdisciplinar de Marketing 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.)

While generating many of the same costs associated with unethical behavior at work, unethical proorganizational behavior poses a unique challenge. It suggests a "dark side" to constructs thought to be productive, like organizational identification. Research suggests that individuals identifying highly with their organization are more likely to engage in unethical pro-organizational behavior. This study calls into question previous findings that organizational identification predicts unethical pro-organizational behavior. It validates previous findings of a negative association between moral identity and moral disengagement and a positive association between moral disengagement and unethical pro-organizational behavior. It also provides the first empirical evidence of a negative association between work engagement and moral disengagement. While pointing to variables that practitioners can manipulate to mitigate the risk of unethical pro-organizational behavior, the present study highlights the complexity of predicting and responding to the dark side of organizational identification. [ABSTRACT FROM AUTHOR]

Transactional and relational contract breach occur when organizations fail to deliver on promised personal benefits for employees and are associated with negative behaviors reciprocating such mistreatment. However, recent research suggests that ideological contract breach, a unique form of contract breach, may yield constructive behaviors because it is not organizations' direct personal mistreatment of employees, but organizations' abandonment of a valued cause to benefit a third party. Such an interesting prediction goes beyond the dominant social‐exchange framework, which mainly forecasts destructive responses to breach. In this research, we develop a novel self‐affirmation model to explain how ideological contract breach results in counterintuitive positive outcomes. In a hospital field study among medical professionals (N = 362) and their supervisors (N = 129), we found that ideological contract breach induces employees' rumination about the breach, which in turn prompts them to self‐affirm core values at work. This self‐affirmation eventually spurs proactive serving behavior and self‐improvement behavior to compensate for the breached ideology. Professional identification enhances this self‐affirmation process. [ABSTRACT FROM AUTHOR]

Background: A good 30 years ago general medicine fought for the status of a separate specialty against extensive resistance. Characteristic for the previous state of the "lessness syndrome" was, among other things, that there was no separate terminology, no defined territorial boundaries and no academic tradition in the old federal states of the Federal Republic of Germany (FRG). The aim of the present analysis was to present hypotheses for the development of the specialist in general medicine in Germany as an essential step out of the "lessness". Methods: General practitioners from the former German Democratic Republic (GDR) and the FRG were interviewed on the development of the specialist in general medicine using a partially standardized interview guide. The interviews were analyzed deductively and inductively according to Mayring. Results: In total, interviews were conducted with 28 participants. The average age of the participants was 75 years (minimum 50 years, maximum 91 years), 18% were female and 64% originally worked in the FRG. The participants saw, among other things, the blurred boundaries to other fields,which characterized the cooperation with specialists at that time and the lack of acceptance of the independence of the discipline as inhibiting factors in the development of a separate field. An accompanying symptom of this situation was the lack of and slow progress in establishing the discipline at universities. There was an important influence of the general practitioners qualified in the GDR for the introduction of an all-German specialist in general medicine. Conclusion: The specialist status for general medicine has been influenced by the self-image for the discipline in the former GDR. The development in the areas of optimization of further training and in research, which continues to this day, ensures that the field of general medicine can develop with increasing self-confidence. [ABSTRACT FROM AUTHOR]

This paper reviews and synthesizes the behavioral literature on the various antecedents of auditor identities and explains, through social identity theory, how they influence audit outcomes. We discuss the four identities most relevant to auditors (client, firm, team, and profession), first reviewing the psychology literature to describe each of these identities and then reviewing the auditing literature to understand how these identities emerge and impact audit quality. Overall, we find that whereas all four auditor identities have been examined in the literature, much of the research focuses on client identification due to the risk to auditor independence and objectivity. Further, identities can impact audit quality positively or negatively depending on contextual factors. Also, we find few studies investigate whether multiple auditor identities interact to affect audit quality, which provides opportunities for future research with the hope that it can help the profession identify ways of improving audit outcomes. [ABSTRACT FROM AUTHOR]

Abstract Aims To investigate the effect of a transition programme including cognitive‐behaviour‐based preceptorship intervention on ICU new graduate nurses' (NGNs)' professional identity and their intention to remain employed. Design One‐arm pre‐ and post‐test design followed the TREND Statement. Methods NGNs' professional identity and intention to remain employed were measured at baseline (T1), postintervention (1 month, T2) and 6‐month follow‐up (T3). Results Fifty‐three NGNs completed the programme, and their professional identity score significantly increased postintervention [from 111.5 (SD = 16.72) at T1 to 114.2 (SD = 9.12) at T2, p 0.05). The transition programme was effective to improve ICU NGNs' professional identity immediately after the intervention, but the increment did not maintain at the 6‐month follow‐up.

Introduction: This study examines the extent to which VET trainee teachers' identification with their profession is related to their basic psychological need for autonomy and whether this is reflected in their intention to stay in the field. Trainee's subjective experience of their professional identity interacts with different conditions of the training environment, whereby we focus on perceived autonomy support and autonomy thwarting behavior of seminar teachers. Methods: On the basis of a longitudinal design with a total of 79 trainee teachers in Germany and four survey time points during teacher training, corresponding developmental processes were traced over a total period of 1 year. Cross-lagged panel analyses allow us to draw conclusions about the extent to which professional identification of trainees interacts with autonomy-support or autonomy-thwarting conditions originating from seminar teachers and to what extent the aforementioned factors in turn affect intention to stay. Results: Cross-lagged panel analyses show that professional identification after 6 months in teacher training significantly predicts the intention to stay in the teaching profession half a year later. Significant cross paths each describe positive effects between professional identification and autonomy support and negative effects between professional identification and autonomy thwarting. Discussion: Particularly against the background of the shortage of teachers in Germany and other countries, the promotion of professional identification processes in the sense of a teacher identity can be assessed as crucial. In this respect, an autonomy-supporting environment, e.g., created by seminar teachers, can already contribute to that during teacher training. [ABSTRACT FROM AUTHOR]

Copyright of Journal of National Education / Millî Eğitim Dergisi is the property of Milli Egitim Bakanligi 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.)

Professions face challenges from proliferation and dilution, two processes that challenge our understanding of what a profession is and what it means to be a professional. As a response, profession scholars are paying increasing attention to how individuals come to see themselves as a professional. We contribute to this evolving literature by investigating the relationship between work arrangements, that is, freelancing and employment, and professional identification. In so doing, we pay particular attention to the mediating role of an intra-professional network and three aspects that characterise such a network. We sample from journalists to investigate the relationships in question and employ structural equation modelling to test our hypotheses. We found no direct relationship between work arrangements and professional identification. However, we do observe that freelancers' intra-professional network density is lower than that of employees. The consequence of this mediating mechanism, we found, was that they identified less with their profession than employees did. This paper shows that the type of work arrangement has important implications for professional identification. [ABSTRACT FROM AUTHOR]

Aims: To investigate the effect of a transition programme including cognitive‐behaviour‐based preceptorship intervention on ICU new graduate nurses' (NGNs)' professional identity and their intention to remain employed. Design: One‐arm pre‐ and post‐test design followed the TREND Statement. Methods: NGNs' professional identity and intention to remain employed were measured at baseline (T1), postintervention (1 month, T2) and 6‐month follow‐up (T3). Results: Fifty‐three NGNs completed the programme, and their professional identity score significantly increased postintervention [from 111.5 (SD = 16.72) at T1 to 114.2 (SD = 9.12) at T2, p < 0.05], but decreased at T3 [105.8 (SD = 9.44) compared with T1 and T2, p < 0.05]. There was no significant difference in ICU NGNs' intention of remain employed outcomes at three time points (p > 0.05). The transition programme was effective to improve ICU NGNs' professional identity immediately after the intervention, but the increment did not maintain at the 6‐month follow‐up. [ABSTRACT FROM AUTHOR]

IntroductionThis study examines the extent to which VET trainee teachers’ identification with their profession is related to their basic psychological need for autonomy and whether this is reflected in their intention to stay in the field. Trainee’s subjective experience of their professional identity interacts with different conditions of the training environment, whereby we focus on perceived autonomy support and autonomy thwarting behavior of seminar teachers.MethodsOn the basis of a longitudinal design with a total of 79 trainee teachers in Germany and four survey time points during teacher training, corresponding developmental processes were traced over a total period of 1 year. Cross-lagged panel analyses allow us to draw conclusions about the extent to which professional identification of trainees interacts with autonomy-support or autonomy-thwarting conditions originating from seminar teachers and to what extent the aforementioned factors in turn affect intention to stay.ResultsCross-lagged panel analyses show that professional identification after 6 months in teacher training significantly predicts the intention to stay in the teaching profession half a year later. Significant cross paths each describe positive effects between professional identification and autonomy support and negative effects between professional identification and autonomy thwarting.DiscussionParticularly against the background of the shortage of teachers in Germany and other countries, the promotion of professional identification processes in the sense of a teacher identity can be assessed as crucial. In this respect, an autonomy-supporting environment, e.g., created by seminar teachers, can already contribute to that during teacher training.

Burnout in animal health care providers (AHCPs), namely, veterinarians and veterinary nurses, is highly prevalent. Although empathy can be a potential risk factor for burnout in these professionals, research has not empirically addressed the association between empathy and AHCP burnout. This study's main aims were: (a) to analyze the association between empathy and burnout for AHCPs, distinguishing affective and cognitive empathy toward humans and empathy toward animals; (b) to analyze the possible protective effects of justice perceptions, professional identification, and meaningful work, to counteract the negative impact of empathy on burnout; and (c) to extend analyses to control for variables that might act as burnout protectors or risk factors, such as gender, years of professional experience, workload, income, and the perception that professionals suffer when performing euthanasia procedures. Convenience samples of 229 veterinarians and 96 veterinary nurses were collected in Portugal. The participants were invited to complete an anonymous online survey with self-reported measures. The measures used assessed burnout (exhaustion and disengagement), empathy for humans (cognitive and affective) and empathy for animals, justice perceptions, professional identification, and meaningful work. Multiple regression analysis showed that affective empathy was a significant risk factor for exhaustion in veterinarians and veterinary nurses. Empathy for animals was a significant risk factor for veterinarian exhaustion. Neither of the measures of empathy was a significant predictor of disengagement for veterinarians or veterinary nurses. Professional identification and justice perceptions, namely belief in a just world, were found to be significant burnout protectors. It is recommended that justice perceptions and professional identification should receive special attention in interventions to prevent and/or reduce burnout among AHCPs. The alternative possibility of preventing burnout through a decrease in empathy is not advisable, however, because empathy is a vital AHCP skill. [ABSTRACT FROM AUTHOR]

The main objective of this research was to examine the mediating role of prosocial motivation in the relationship between professional identification and knowledge sharing, as well as the moderating role of humble leadership. For this purpose, data were collected from 356 academic staff at Erzincan Binali Yıldırım University by survey method. These data were analyzed using SPSS 22, AMOS 23, and SPSS MACRO statistical programs. As a result of the analysis, it was discovered that there is a positive relationship between professional identification and knowledge sharing, and prosocial motivation has a partial mediating role in this relationship. In the context of the moderated mediation model, it was found humble leadership has a moderating role in the indirect effect of professional identification on knowledge sharing (through prosocial motivation). In the literature, no research has been found that examines the role of prosocial motivation as a mediator and humble leadership as a moderator in studies examining the relationship between professional identification and knowledge sharing. In this respect, it is expected that the results of the research will provide an important source and contribution to the literature. [ABSTRACT FROM AUTHOR]

Recognition of radiographers' work has received limited research attention to date, notably its link with wellbeing at work (i.e., job and career satisfaction) and emotional exhaustion. This research focuses on these links and examines more precisely the mediational psychological mechanism (i.e., professional identification) that could explain these relationships. This was a cross-sectional, quantitative study with data obtained through an online survey. The sample comprised 713 radiographers working in France. Structural equation modeling was used to test the mediational model. Results of structural equation analysis suggest that radiographers who perceive more professional recognition from their supervisors, colleagues and patients are those who identify most with their profession and who are most satisfied by their job and their career; they also show lower levels of emotional exhaustion. These results underline the crucial role of recognition in the workplace for these professionals. Recognition is one of the basic needs of an individual, and satisfying this need is a crucial issue for organizations. This paper focuses on the importance of recognition for radiographers, notably to protect their psychological health and increase their well-being at work and in their professional career. Health organizations and supervisors should be aware of the importance of recognizing radiographers' work in order to improve their psychological health, enhance their perceived quality of life at work, and have a positive perception of their career and their work. [ABSTRACT FROM AUTHOR]

Copyright of Polizei & Wissenschaft is the property of Verlag fur Polizeiwissenschaft 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.)

The purpose of this study was to examine the effects of a blended learning method on the development of foreign language communicative competence of the officers of the Armed Forces of Ukraine in the educational and information environment of a Higher Military Educational Institution. The foreign language training was carried out at 11 military educational institutions. Nineteen foreign language teachers were enrolled who conducted face-to-face training in an online virtual class and used the Moodle platform of the National Defence University of Ukraine named after Ivan Cherniakhovskyi for distance learning. Such a combination of the components (face-to-face and distance learning) provided the opportunity for them to implement effectively the case study and project-based learning activities in an online virtual class and to use simultaneously the information and communication tools of an educational and information environment. In the study, a 'pre-test-post-test' experimental research design was used. The data collection tool was a proficiency language test according to NATO STANAG 6001 requirements. A difference between the two stages in favour of the results gained after conducting the investigation was revealed. Therefore, it is stated that integrating information and communication technology tools in foreign language training will have positive effects on both the teachers and officers to help them be aware of the modern tools of the information and educational environment. [ABSTRACT FROM AUTHOR]

El presente estudio examina la identificación profesional de los profesionales de la comunicación en función de su comportamiento organizacional como parte de un entorno laboral. Su propósito consiste en conocer la forma en que la reputación organizacional y la compatibilidad percibida por el profesional sobre la organización donde labora afectan su identificación como profesional, y si esta sirve como mediadora para influir sobre su satisfacción laboral. En lo metodológico se acude a un modelamiento de ecuaciones estructurales basado en un instrumento transversal aplicado sobre 143 profesionales de comunicación social en Colombia. Los resultados obtenidos son coincidentes con las hipótesis planteadas. Se contribuye en la medida en que se evalúan constructos que exploran de manera plausible las percepciones y las conductas de los profesionales de la comunicación. Además, orienta sobre la forma en que ellos consideran se adaptan laboralmente a las estructuras organizacionales actuales y potencian su rendimiento. This study examines the organizational behavior of communication professionals in a working environment. Its specific purpose is to determine the way in which the organizational reputation and the perceived fit with the organization affect their identification as professionals, and at the same time if this identification serves as a mediator for an eventual achievement of their job satisfaction. As for the methodology, the study conducts a cross-sectional survey applied to 143 professionals in social communication in Colombia, followed by a structural equation modeling-partial least square analysis. The results obtained are coincident with the hypotheses formulated. The study contributes as it evaluates several constructs that plausibly explore the organizational behavior of communication professionals, and guides how they consider they adapt to current organizational structures and enhance their performance.

The paper examines whether auditors’ identification with the organization or with the profession will influence the use of outcome knowledge when reviewing audits. In addition, the study examines whether the conflict between organizational identity and professional identity influences evaluators’ use of outcome knowledge. The study participants consisted of 63 auditing experts in managerial ranks. Auditors completed an instrument containing randomized audit review scenarios developed to evaluate the effects of identification and outcome knowledge on decisions. Results showed that organizational identification can minimize the effect of outcome knowledge on decisions while professional identification results in an increase in biases.

The identities of knowledge workers are shaped by organizational-level factors and by attributes of their occupation. Therefore, we distinguish between professional workers’ organizational and professional identification. Organizational identification is considered as a powerful construct having the potential to influence organizational behaviour. This concept was examined both in profit and non-profit organizations and proven to be a powerful predictor of various job-related attitudes and outcomes. Although the professional workforce and knowledge-based workers are becoming more important in the global knowledge economy, the concept of professional identification has been understudied in social identification literature. Given that the identification is a dynamic process, especially intriguing is the question of how organizational and professional identities interact at different stages in a professional workers’ career. The purpose of this paper is to examine the organizational and professional identities of knowledge workers at the beginning of their professional development. Organizational and professional identification have been relatively understudied in the university context and this paper tends to fill the literature gap by examining individual and grouplevel antecedents to identification with the university and medical profession. Several important findings emerged from our analysis. Consistent with the previous studies, our results indicate that levels of organizational and professional identification are correlated. Furthermore, our results show that knowledge workers experience a stronger sense of belonging to their profession at the beginning of their professional development. Finally, we provide insightful findings on the individual and group-level identification antecedents.

The article analyzes the influence of social capital on the process and result of professional socialization of the individual, argues that in the mechanism of professional socialization social capital largely determines the choice by the individual of identification objects and value-normative system that will regulate his or her behaviour. It is emphasized that social capital of the professional environment in which the individual finds himself can not only promote but also hinder the accumulation of socially acceptable cultural skills, knowledge and information. This is due to the social and moral orientation of the value system on which it is based.

ObjectiveEarly detection of developmental delays relies on the accuracy of the caregivers' concerns of children's developmental problems. The aim of this study was to investigate the agreement between the caregivers' awareness of children's developmental problems and professional identification.MethodsCaregivers of 1,963 children (age range: 5–71 months; mean: 38.4 months) younger than 6 years old who were at risk of developmental delays and referred to the center for a comprehensive evaluation were enrolled in this study. Children were identified by a transdisciplinary team including a pediatric neurologist, a pediatric psychiatrist, two psychologists, two occupational therapists, two physical therapists, two speech therapists, a social worker, and a special instructor. A series of standardized developmental assessments were used to identify children with developmental delay. Retrospective chart reviews were conducted on all children to confirm specific developmental disorders.ResultsThe caregivers' initial concerns of cognitive, speech/language, emotional/behavioral, and motor and global development showed low agreement with the results of professional identification. The major disagreement was observed in the cognitive domain. Speech/language developmental concern was an important red-flag indicator of cognitive and emotional/behavioral developmental delays. The presence of intellectual disability, autism spectrum disorder, and attention deficit hyperactivity disorder was high in this study. When having caregivers' concerns about speech/language and emotional/behavioral development, the odds of children with autism spectrum disorder was 2.37 and 2.17 times greater than those without autism spectrum disorder, respectively. The presence of attention deficit hyperactivity disorder was significantly associated with concerns about cognitive and emotional/behavioral developmental delays. Child's age and mothers' level of education were significant indicators for detecting the child's developmental problems.ConclusionIt is recommended that assessing the cognitive developmental status is essential for all children in the identification process. Practitioners should not overlook caregivers' concern about speech/language and emotional/behavioral development. Transdisciplinary practitioners provide educational guidance to caregivers, especially in the domains of cognitive, speech/language, and emotional/behavioral development.

The article describes the experience of the Moscow State University of Psychology and Education in the development and implementation of training programs for masters competent in the field of psychological rehabilitation. A model of the activity of a psychologist-rehabilitologs is proposed, the main task of which is the involvement of a rehabilitant in solving the problems of his life, as a result of which he becomes an actor of his own activity. The original master's program “Psychological rehabilitation in the social sphere” is presented, aimed at training qualified personnel to work in the field of restoring mental health and effective social behavior of children and adults of vulnerable categories, including people with disabilities, developed in accordance with the updated regulatory framework and the requirements of the professional standard of a specialist in social rehabilitation.

The aim of this research was to uncover whether there was an association between business development specialists' professional identification and emotional labor. A total of 161 business development specialists, working in the units of 9 different private security companies operating in Istanbul, participated in the study. The data of the study, which was carried out in accordance with a cross-sectional survey design, were collected by means of questionnaire. The hypotheses of the research were tested through the structural equation modeling technique. According to the findings, there were significant and positive associations between participants' professional identification and genuinely felt emotions and professional identification and deep acting. On the other hand, there was a negative association between participants' professional identification and surface acting. As far as it is known, the association between the professional identification of the business development specialists and their emotional labor was revealed for the first time with this study. In this regard, it is believed that the findings will contribute to the improvement of the business development processes of the organizations and encourage new research in this field. [ABSTRACT FROM AUTHOR]

Burnout has been recognized as a serious health problem. In Portugal, before COVID-19 Pandemic, there were strong indicators of high prevalence of burnout in physicians and nurses. However, the Portuguese Health Care Service was able to efficiently respond to the increased demands. This study intends to understand how psychosocial variables might have been protective factors for burnout in physicians and nurses in Portugal. Specifically, we considered several psychosocial variables that have been found to be protective factors for burnout in previous research and we compared their predictive and unique impact in the prediction of burnout. These variables are perceptions of justice (distributive, procedural, justice from colleagues, justice from patients, and their families), professional identification, meaningful work and empathy. We also included workload, as a risk factor, and controlled other variables that can be confounds for burnout, such as socio-demographic variables, ideological variables (religiosity, political orientation), and specific variables related with COVID-19 pandemic. The sample of the present study is composed by 229 physicians (aged between 23 and 70 years old, M = 36.54; SD = 10.72; 48% male and 52% female) and 268 nurses (aged between 22 and 69 years old, M = 34.96; SD = 9.52; 27% male and 73% female). An online survey was created using Qualtrics and participants were recruited via Facebook and LinkedIn. The data were collected during 29 days (between the 45th and the 74th days after the first diagnosed case of COVID-19 in Portugal). The results showed that workload was a significant risk factor, except for disengagement in physicians. The most consistent protectors across samples were procedural justice (for both dimensions of burnout, both in physicians and nurses) and professional identification (for disengagement, both in physicians and nurses; for exhaustion only in physicians). This study suggests that decreasing workload and promoting procedural justice and professional identification are key factors that might be simultaneously and independently addressed in interventions for reducing the risk of burnout or preventing it from occurring in the first place.

Using leadership behavior and social identity theories, we conducted an empirical study with 361 millennial employees to explore the mechanisms underlying the impact of charismatic leadership on employee innovation performance in the Chinese context, and to understand the serial mediation effects of employees' leadership, professional, and organizational identification. The results show that charismatic leadership had a significant positive effect on millennial employee innovation performance and that this relationship was partially mediated by employees' leadership, professional, and organizational identification. Moreover, a serial mediation effect was found via employees' leadership and professional identification; leadership and organizational identification; professional and organizational identification; and leadership, professional, and organizational identification. The findings offer a new paradigm to explain the mechanisms through which charismatic leadership affects millennial employee innovation performance. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This study aims to examine how the activation of the role of nursee and professional identification as a nurse can influence moral judgments in terms of deontological and utilitarian inclinations. In Study 1, a priming technique was used to assess the impact of activating the nursing concept on moral reasoning. Participants were randomly assigned to either a nursing prime or neutral prime condition. By using a scrambled-sentence task, participants were prompted to think about nursing-related or neutral thoughts. Following the priming task, participants were asked to respond to 20 moral dilemmas. The process dissociation approach was employed to measure the degree of deontological and utilitarian tendencies in their moral reasoning. In Study 2, participants completed the nursing profession identification scale and the moral orientation scale before engaging in moral judgments similar to those in Study 1. The findings revealed that priming the concept of being a nursee resulted in an increase in deontological clinical inclinations while having no significant effect on utilitarian inclinations. Additionally, a positive correlation was observed between identification with the nursing profession and deontological clinical inclinations, whereas a negative correlation was found with utilitarian inclinations. Deliberation orientation acted as a complete mediator in the relationship between nursing professional identification and deontological tendencies and as a partial mediator for utilitarian tendencies.

Burnout has been recognized as a serious health problem. In Portugal, before COVID-19 Pandemic, there were strong indicators of high prevalence of burnout in physicians and nurses. However, the Portuguese Health Care Service was able to efficiently respond to the increased demands. This study intends to understand how psychosocial variables might have been protective factors for burnout in physicians and nurses in Portugal. Specifically, we considered several psychosocial variables that have been found to be protective factors for burnout in previous research and we compared their predictive and unique impact in the prediction of burnout. These variables are perceptions of justice (distributive, procedural, justice from colleagues, justice from patients, and their families), professional identification, meaningful work and empathy. We also included workload, as a risk factor, and controlled other variables that can be confounds for burnout, such as socio-demographic variables, ideological variables (religiosity, political orientation), and specific variables related with COVID-19 pandemic. The sample of the present study is composed by 229 physicians (aged between 23 and 70 years old, M = 36.54; SD = 10.72; 48% male and 52% female) and 268 nurses (aged between 22 and 69 years old, M = 34.96; SD = 9.52; 27% male and 73% female). An online survey was created using Qualtrics and participants were recruited via Facebook and LinkedIn. The data were collected during 29 days (between the 45th and the 74th days after the first diagnosed case of COVID-19 in Portugal). The results showed that workload was a significant risk factor, except for disengagement in physicians. The most consistent protectors across samples were procedural justice (for both dimensions of burnout, both in physicians and nurses) and professional identification (for disengagement, both in physicians and nurses; for exhaustion only in physicians). This study suggests that decreasing workload and promoting procedural justice and professional identification are key factors that might be simultaneously and independently addressed in interventions for reducing the risk of burnout or preventing it from occurring in the first place. [ABSTRACT FROM AUTHOR]

Abstract Background Managing medical professionals is challenging because professionals tend to adhere to a set of professional norms and enjoy autonomy from supervision. The aim of this paper is to study the interplay of physicians’ professional identity, their organizational identity, and the role of professional autonomy in these processes of social identification. Methods We test hypotheses generated according to social identity theory using a survey of physicians working in public hospitals in Italy in 2013. Results Higher degrees of organizational and economic professional autonomy are correlated with higher organizational identification. Identification with the profession is positively correlated with identification with the organization. Conclusions Although the generalizability of our results is limited, this study suggests that organizations should support the organizational and economic autonomy of their physicians to project an organizational identity that preserves the continuity of a doctor’s self-concept and that is evaluated as positive by doctors. As a result, organizations will be able to foster organizational identification, which is potentially capable of inducing pro-social organizational behavior.

The job satisfaction of academics and researchers has been investigated recently, but the influence of different levels of social identification (organizational, workgroup and professional identification) has never been examined. The aim of the present study is to examine the relationship between different levels of social identification, work engagement and job satisfaction. Our study involved researchers from a French public institute who responded to an online survey (N = 383). The results show that different levels of social identification are positively correlated with researchers' job satisfaction, and that workgroup explains the most variance, followed by professional and finally organizational identification. This study is also the first to show the mediating role of the dedication dimension of work engagement on the relationships between professional identification and job satisfaction. The implications of the findings for future studies in research institutes and universities are discussed. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship between ratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professional identification, the relationship was not significant. These results indicate that conventional talent management might be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector. [ABSTRACT FROM AUTHOR]

Background: Delivering health care within the prison walls poses distinct and arduous challenges to the practitioner. Correctional health workers regularly face issues of overcrowding, increased prevalence of infectious disease, advancing age, deteriorating conditions, and patients with an inclination for violence. Still, regardless of the sizeable workforce, costs, and impact on community well-being, correctional health is often overlooked in health services delivery research. Purpose: The aim of this study was to better understand the unique nature of delivering services in the prison context through the lens of social identity theory and further explore practitioner satisfaction and retention. Methodology/Approach: A survey design was used in this study, sampling clinicians in a state department of corrections in the United States. Using the data from 317 respondents, the study explored the relationship between professional identification and perceived organizational support as they impact job satisfaction and turnover intention and while controlling for burnout. Results: Using nested ordinary least squares regression and nested logistic regression, the results showed that professional identification and perceived organizational support were positively associated with job satisfaction. Perceived organizational support was negatively and significantly related to turnover intentions. Conclusion: This article adds originality and value to the literature by using social identity theory to address the occupational perceptions of a large, yet often underrepresented and underexplored, subsector of the health workforce. Practice Implications: The results highlight several areas where health care managers, whether from correctional or noncorrectional environments, could implement policy and procedure changes to further engage and retain the clinical workforce. To engage and retain the health worker population, managers must consider identification-reinforcing interventions that align with the self-concept and visibly display gestures of organizational support. [ABSTRACT FROM AUTHOR]

Institutional support and pressure for academic researchers to engage with industry and business stakeholders have increasingly enabled and incentivized academics to embrace an entrepreneurial identity. Based on social identity theory, this study examines the mediated relationship among entrepreneur identification, role integration, and entrepreneurship performance of academics. We also propose that this mediated relationship is moderated by academic entrepreneur's social capital inertia and adaptability of task approach. We tested our model using a sample of 248 academic entrepreneurs from China over three measurement periods. Our empirical results indicate that role integration mediates the positive relationship between entrepreneur identification of academics and academic entrepreneurship performance. This mediated relationship is weakened by academic entrepreneurs' social capital inertia and is strengthened by their adaptability of task approach. These findings offer important implications for individual academics and academic institutions to effectively promote academic entrepreneurship. • Role integration mediated the entrepreneur identification of academics – academic entrepreneurship relationship. • High social capital inertia weakened the indirect effects. • High adaptability of task approach strengthened the indirect effects. [ABSTRACT FROM AUTHOR]

Abstract This study empirically examines whether an auditor's perceived ability to negotiate discretionary accounting issues with clients (auditor negotiation self-efficacy) is related to auditor objectivity, and whether an auditor's negotiation self-efficacy has a greater impact on her objectivity when the auditor's accuracy motive (professional identity) is strong rather than weak. We tested the hypotheses using a cross-sectional survey design and obtained 146 responses from among 800 surveyed experienced Swedish auditors. The findings indicate that auditors with higher negotiation self-efficacy were more likely to make decisions on a material and discretionary accounting issue contrary to their clients' desires compared to auditors with lower self-efficacy. The relationship between negotiation self-efficacy and auditor objectivity was not moderated by professional-identity strength. These research findings suggest that recruiting and training auditors to increase their negotiation self-efficacy may be an effective method to enhance auditor objectivity without the problems inherent in other methods, such as auditor rotation. Our sample was obtained in Sweden, which allows long auditor tenures. We caution that, although our analysis controlled for auditor tenure, the effect of auditor negotiation self-efficacy may not be generalizable to countries that limit tenure through regulation. [ABSTRACT FROM AUTHOR]