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Organizations must excel at what they do well while also learning new ways of operating to achieve long‐term success. Work teams may thus find themselves pursuing contradictory objectives to support the organization's strategy. We investigated teams' goal orientation (in)congruence and its impact on task meaningfulness and, ultimately, performance, hypothesizing the potential pitfalls of teams simultaneously pursuing both learning‐ and performance‐goal orientations. Three‐wave, multisource data were collected from 109 teams at a large North American mortgage company. In a polynomial regression and response surface analytical framework, team task meaningfulness—and subsequent team performance—was enhanced when teams had greater divergence between their learning‐ and performance‐goal orientations but suffered when both goal orientations were more aligned. Our investigation thus revealed the potential pitfalls of teams simultaneously pursuing both learning‐ and performance‐goal orientations. We discuss the theoretical contributions of the team goal orientation incongruence effect substantiated in this study, as well as implications for practice and future research. [ABSTRACT FROM AUTHOR]

This paper emphasises the pivotal role of enhancing research and development (R&D) staff competence and boosting team innovation efficiency in configuring R&D project teams for artificial intelligence (AI) product development. Diverging from traditional studies primarily focused on time, quality, and cost objectives, this study proposes prioritising the skill increments of staff and team diversity, aligning with the overarching goals of the R&D cycle. Targeting multi-skilled R&D personnel for scheduling and configuration, a three-objective tradeoff optimisation model is established. The nonlinear mixed-integer constrained programming model incorporates a learning effect for calculating employee skill value and employs a heterogeneity efficiency formula for assessing team diversity, particularly emphasising the diversity of R&D personnel research backgrounds. An algorithm based on Non-dominated Sorting Genetic Algorithm-II (NSGA-II) is designed to obtain the approximate Pareto optimal solution. Furthermore, it compares the algorithm with the multi-objective particle swarm optimisation (MOPSO), explores practical decision-making methods for Pareto solutions, and conducts sensitivity analyses on the learning rate and diversity level. Our research is relevant to enterprises seeking to enhance R&D capabilities with a certain degree of homogeneity among R&D employees. This paper exemplifies and validates the proposed model and solution approach using a new AI product from a healthcare company. [ABSTRACT FROM AUTHOR]

Purpose: Travel fatigue impacts cognitive and physiologic systems, but its association with elite soccer match performance is unclear. In this retrospective observational study, we aimed to explore the association between travel and match outcomes in elite North American soccer. Methods: Travel data and match outcomes (team points or goals scored and conceded) and physical performance outcomes from 26 elite professional soccer teams and their players were analyzed (148 matches [team-based data] and 1252 player matches from 297 players; age 22.7 [4.5] y). Player- and match-level correlations between performance measures and both acute and cumulated travel metrics were analyzed. Results: Cumulative travel metrics were positively associated with team (travel distance [r =.20; 95% CI,.03–.25], travel time [r =.20;.06–.37], and time away [r =.20;.06–.37]) and individual player (travel distance, [r =.14;.08–.19], travel time [r =.17–.23], and time away [r =.13;.07–.18]) high-intensity running. Cumulative time away was negatively associated with team points (r = −.14; −.28 to −.001) and positively associated with goals conceded (r =.14;.01–.27); no clear association between acute travel metrics and match outcomes or physical performance was observed. Conclusions: As travel cumulated, away teams and their players ran more but for less reward (team points), although the magnitude of these associations was small. These data are exploratory and do not imply a causal relationship; however, further research should consider cumulation of travel. [ABSTRACT FROM AUTHOR]

In between university level assessments, the BYU Library conducts internal reviews of each library department, describing its value to the library and university, and providing recommendations for improvement. The process used a team of library employees in departments not under review and an external reviewer to conduct the internal review. Using a case-study approach, the development of an internal review system, its meta-evaluation at the end of its first cycle, and the on-going efforts to improve the internal review process are described. Using a graduate level evaluation class followed by a task force, changes were made to the internal review process that has standardized assessment, allowed flexibility for each department, and solidified training for both the department under review and the review team. Each of the findings and recommended changes helped to address the internal review's first-round weaknesses and struggles. The result is a stronger, consistent process that provides additional training and guidance for each internal review. This article is a case study that describes a library wide process used by an academic library to describe the value of each department and to provide feedback for improvement between university reviews. The process engages all library employees as each department is reviewed and helps to create a culture of assessment. This article reviews the history and progress of a LIR to evaluate an academic library's value and to provide data for improvement. The process may be used or adapted by other libraries. [ABSTRACT FROM AUTHOR]

We propose a theoretical framework and develop a game-theoretical analysis to advance understanding of the cooperation dilemma in team production. We conceptualize team production as a process where productive and appropriative activities coexist, shifting the focus from whether team members cooperate to what type of cooperative behavior they are willing to adopt. Depending on the extent to which members cooperate to create value and compete to appropriate value, we can observe scenarios of full, partial, and no cooperation. After characterizing member behavior in the different scenarios, we study which form of cooperation can be sustained through repeated interaction, mutual monitoring, and reciprocity. To do so, we allow for different deviations from cooperation, which are then accompanied by different reactions according to an equivalent retaliation strategy. Our focus is on how member behavior and incentives to cooperate relate to team size. We also introduce conceptual elements that describe team production in organizational teams as well as interorganizational relationships. [ABSTRACT FROM AUTHOR]

We develop a theoretically grounded framework of boundary transitions and their effect on individuals working in dynamic teamwork settings. "Boundaries in teamwork," described here as the psychological limits that define one team as separate from another, have been examined in silos across a broad range of literatures. Consequently, we know little about the cognitive processes associated with the psychological shift in focus (or boundary transition) that occurs because of a change in people, roles, tasks, or technologies in the context of dynamic teamwork. Our comprehensive model of boundary transitions incorporates a broader perspective of boundary transitions, such as transitions across multiple types of boundaries, as well as dimensions of boundary transitions, such as the strength and meaning of the boundaries traversed, the number of boundaries crossed (transition breadth), and whether the context of the transition is within or between teams (transition context). We leverage this framework to explore the cognitive implications of boundary transitions (cognitive exertion and expansion) as well as their implications for individual contributions to teamwork and provide an agenda for future inquiry in boundary transitions in dynamic collaborative teamwork. [ABSTRACT FROM AUTHOR]

Relationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research. [ABSTRACT FROM AUTHOR]

With heightened uncertainties and risks in the fluctuating business environment, existing studies have concentrated on elucidating how service organizations leverage human resource practices to adapt to and survive such unforeseen and disruptive threats. However, how such practices could serve the strategic objective of cultivating a sustainably thriving workforce across different situations is not well understood. Thriving is a core transitional state that fosters positive behaviors, such as creative customer‐related problem‐solving. Applying social information processing theory, we propose and test a model by exploring how organizations that engage in thriving‐oriented human resource management (HRM) encourage employees to take responsibility and promote constructive change, thereby activating their creative problem‐solving behaviors. Specifically, we theorize and develop measures to promote thriving‐oriented HRM in Study 1. In Study 2, we collected multisource and multi‐wave data from 296 frontline service employees and 45 supervisors in China. Our findings reveal that thriving‐oriented HRM is positively related to felt responsibility for change, which ultimately encourages creative problem‐solving. We also show that the threat imposed by a crisis, that is, the COVID‐19 pandemic, strengthens the positive relationship between thriving‐oriented HRM and felt responsibility for change. Our study contributes to the HRM literature, especially on thriving‐oriented HRM and employee perception, and has practical implications for service organizations in the uncertain context. [ABSTRACT FROM AUTHOR]

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]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association 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.)

In this article, we advance a novel intra-individual conflict cognitive process framework, highlighting two structural elements of conflict experiences: (1) directions (sending vs. receiving) and (2) team boundaries (within team vs. between team). Integrating theorizing on cognitive resource allocation, we explain how and why the effect of individuals' conflict experiences on their task performances hinges upon their self-regulation of attention processes guided by the structural elements of conflict experiences. In Study 1, using data extracted from continuous audio and video streams of paramedics participating in live-actor mass-casualty response exercises, we found that sending within-team conflict and receiving between-team conflict related positively with task performance, whereas receiving within-team conflict related negatively to task performance. In Study 2, we conducted a mixed-design scenario-based experiment to examine the underlying mechanisms that drive such effects. Our findings reveal that on-task attentional pull was an important mechanism for a positive sending within-team conflict–task engagement relationship, whereas off-task attentional demands were driving the negative receiving within-team conflict–task engagement relationship. Collectively, we demonstrate that examining the intra-individual microfoundations of conflict in a multiteam context yields unique insights and enables building new theory on when and why conflict is beneficial or harmful. [ABSTRACT FROM AUTHOR]

Hedge fund teams with heterogeneous educational backgrounds, academic specializations, work experiences, genders, and races, outperform homogeneous teams after adjusting for risk and fund characteristics. An event study of manager team transitions, instrumental variable regressions, and an analysis of managers who simultaneously operate solo- and team-managed funds address endogeneity concerns. Diverse teams deliver superior returns by arbitraging more stock anomalies, avoiding behavioral biases, and minimizing downside risks. Moreover, diversity allows hedge funds to circumvent capacity constraints and generate persistent performance. Our results suggest that diversity adds value in asset management. Authors have furnished an Internet Appendix , which is available on the Oxford University Press Web site next to the link to the final published paper online [ABSTRACT FROM AUTHOR]

Intrinsic motivation has received widespread attention as a predictor of positive work outcomes, including employees' prosocial behavior. We offer a more nuanced view by proposing that intrinsic motivation does not uniformly increase prosocial behavior toward all others. Specifically, we argue that employees with higher intrinsic motivation are more likely to value intrinsic motivation and associate it with having higher morality (i.e., they moralize it). When employees moralize intrinsic motivation, they perceive others with higher intrinsic motivation as being more moral and thus engage in more prosocial behavior toward those others, and judge others who are less intrinsically motivated as less moral and thereby engage in less prosocial behaviors toward them. We provide empirical support for our theoretical model across a large-scale, team-level field study in a Latin American financial institution (n = 784, k = 185) and a set of three online studies, including a preregistered experiment (n = 245, 243, and 1,245), where we develop a measure of the moralization of intrinsic motivation and provide both causal and mediating evidence. This research complicates our understanding of intrinsic motivation by revealing how its moralization may at times dim the positive light of intrinsic motivation itself. [ABSTRACT FROM AUTHOR]

Drawing on social resources theory, we examine the impact of developmental job experience (DJE) on employees' job performance and the role of the team context in this relationship. In a multisource, multiwave dataset of 354 employees working on 40 teams in seven Chinese companies, we find that DJE has a positive indirect relationship with job performance through increasing employees' information and support seeking. This positive indirect relationship is stronger for employees on teams with a high average DJE and low variance in DJE; it is significantly weaker for employees on teams with a low average DJE and a high variance in DJE. These results reveal that the work and team contexts play important roles in the relationship between DJE and employees' work outcomes. [ABSTRACT FROM AUTHOR]

Although teams of negotiators are widely assumed to be better at unlocking integrative solutions compared to individual negotiators, the interteam negotiation context is characterized by unique challenges that can make effective collaboration between teams difficult. We extend our theoretical understanding of interteam negotiations by offering novel insights about when and why teams realize their potential in integrative negotiations. Specifically, we propose a theoretical model that explains how hierarchical team structures reduce information elaboration within teams, which reinforces "fixed-pie" assumptions that prompt the reliance on value-claiming behaviors between teams and lower high-quality outcomes such as the joint gain achieved. Across four studies, each involving interactive team-on-team negotiations, we provide support for the hypothesized effects of formal intrateam hierarchies on joint gain, and test a useful intervention to mitigate the harmful effects of hierarchically structured teams at the negotiation table. Contributions to the literatures on team negotiations, interteam collaboration, and hierarchical differences within teams are discussed. [ABSTRACT FROM AUTHOR]

Team formation brings together organizational members with complementary capabilities to address projects. This study examines how project-based organizations form teams in response to an ongoing stream of different projects. We consider team formation a phenomenon shaped by organization structure, project attributes, and learning from project experience. We address the effects of two alternative organization structures (functional and team-based) and four project attributes (project size, heterogeneity, decomposability, and ambiguity) on the efficiency of project team staffing. We build these features into two agent-based models grounded on nine case studies of project-based organizations. These models highlight how organizations achieve efficiency in team formation over time as transactive memory develops in response to ongoing project variation. Our models explain how organization structure and particular project attributes affect the development and application of transactive memory. [ABSTRACT FROM AUTHOR]

Introduction: The present study analysed the mediating role of interactional justice and horizontal trust between transformational leadership and organisational outcomes (i.e., job performance and service quality) at the work team level and the cross-level relationship of team horizontal trust with job performance at the individual level, controlling for work engagement based on the HERO Model. Methods: Through structural equations and hierarchical linear models, the proposed hypotheses were addressed. The sample corresponds to 1,638 workers grouped into 109 work teams belonging to 28 hospitals in Spain. Results: First, Structural Equation Modelling analysis revealed that, as expected, at the team level, interactional justice and horizontal trust mediate positive and significantly the relationship between transformational leadership and organisational outcomes (i.e., job performance and service quality). Secondly, the results of the Linear Hierarchical Models showed a positive relationship between work engagement and individual level performance. Finally, the multilevel analysis revealed that horizontal trust at the team level is positively related to work engagement at individual level; however, there is no cross-level relationship between horizontal trust at the team level and individual performance controlled by work engagement. Discussion: Horizontal trust, at the team level, is positioned as a mediating variable between resources and organisational outcomes. Furthermore, it proves to be a key cross-level element for generating work engagement and job performance. The theoretical and practical implications of the study based on the HERO Model are discussed. [ABSTRACT FROM AUTHOR]

Background: There is a need for improved methodologies on how to longitudinally analyze, interpret and learn from the Surveys on Patient Safety Culture™ (SOPS), developed by the Agency for Healthcare Research and Quality (AHRQ). Typically, SOPS quantify results by the percentage of positive responses, but this approach may miss insights from neutral or negative feedback. Study design: The SOPS were distributed every two years from 2011 to 2022 to all hospital staff at one academic institution from perioperative services. Differences between rates of "positive" and "negative" scores ("Delta"), and "neutral" responses over time were calculated. The coefficient of determination (R 2) was used to assess the correlation strength of the positive scores as the primary outcomes provided by the SOPS and Delta values over time. Finally, we evaluated patterns (crossing and converging [indicating "worrisome" patterns] vs. diverging [suggesting "desirable" pattern] vs. stable [suggesting "neutral" pattern]) of the longitudinal scores. Results: A total of 1,035 responses were analyzed [51 and 40 survey items for SOPS v1 and v2 (2022 only), respectively]. Comparing the R 2 values of the positive only scores to the Delta scores demonstrated a change in effect size for "Nonpunitive Response to Error" (R 2 = 0.290 vs. 0.420). Of the 13 specific categories measured through SOPS, plotting negative vs. positive values elucidated 2 crossing, 2 converging and 2 diverging patterns indicating both a decrease in positive responses and an increase in negative responses rather than neutral. Conclusion: Longitudinal analysis of the SOPS using the directional measures, Delta and pattern trends can provide organizations with additional key insights regarding culture of patient safety. [ABSTRACT FROM AUTHOR]

Though prior research suggests that high individual power can increase individual creativity, relatively few studies have examined conditions when this positive relationship is more likely to hold. Drawing from a cognitive resource perspective and a perspective of socialized power motivation, in this study we theorize and test democratic team leadership and an individual’s collectivistic value as two moderating conditions on the relationship between an individual’s within-team individual power and his or her creativity. Using multi-source data from team members and team leaders from thirty-nine work teams, we predicted and found that within-team individual power is more positively related to individual creativity when democratic team leadership is higher. Moreover, the hypothesized positive moderating effect of democratic team leadership is stronger and more significant for individual team members with high collectivistic values. Our findings provide implications for managing employee creativity and for the responsible use of individual power in teams. [ABSTRACT FROM AUTHOR]

Background: Nurses play an essential role as frontline caregivers, particularly in recognizing and responding to patient deterioration. This study addresses nurses' self-leadership in the face of challenging situations such as patient deterioration, emphasizing the importance of self-leadership skills in navigating complex patient care scenarios. Delayed recognition of subtle changes in patient's conditions has been linked to adverse outcomes, necessitating a closer examination of the role of self-leadership in nursing practice. Objective: The objective of this research was to explore and understand the implications of self-leadership among nurses when confronted with challenging situations, specifically focusing on patient deterioration. Methods: A qualitative, exploratory, and descriptive research design was employed, utilizing focus group discussions (FGDs) with nurses from a private hospital in Pretoria, South Africa. Semistructured interview guide facilitated the FGDs, and data saturation was achieved after the eight sessions. The sample included nurses with various qualifications and shifts, offering diverse perspectives on self-leadership in patient care. Rigorous data collection and trustworthiness measures, including member checking and verbatim transcriptions, were employed to enhance the conformability of the study. Results: The findings revealed six overarching themes and 15 subthemes, demonstrating the interconnectedness of self-leadership and nursing practice. Themes included responsibility and autonomy, compassion and care, support and collaboration, learning from experience, teamwork, and appreciation and recognition. These themes explained how nurses actively engaged in self-observation, constructive thought patterns, and natural reward strategies to proactively address patient deterioration. Conclusion: The study underlines the significance of integrating self-leadership principles into nursing practice. Embracing self-leadership in nursing holds promise for improving patient outcomes and nurturing a resilient and competent nursing workforce. [ABSTRACT FROM AUTHOR]

Background: The second European Consensus Workshop on Education in Periodontology was commissioned, as a result of the changes in the discipline and the advances in educational methods/technology, to update the 2009 Consensus report of the first European Federation of Periodontology (EFP) Workshop on the same topic that was jointly authored by the Association for Dental Education in Europe. Aim: To identify and propose changes necessary in periodontal education at three levels, namely undergraduate, specialist and continuing professional development (CPD), with respect to learning outcomes, competencies and methods of learning/training and evaluation. Methods: Four working groups (WGs) considered education in periodontology at the undergraduate, specialist and CPD levels, and education methods. Four commissioned position papers, one per WG, summarized the relevant information. Workshop participants gathered at an in‐person consensus meeting to discuss the individual reviews, and this consensus report summarizes the conclusions. Results: The learning outcomes for undergraduate and specialist education in periodontology have been updated, and a proposal for learning outcomes for CPD programmes was made. Learning/teaching/training and evaluation methods were proposed for each level of education, which included face‐to‐face, virtual and blended learning methods. Conclusion: Developments in oral/dental medicine and in contemporary educational technologies have been translated into updated learning outcomes and learning/teaching/ training/evaluation methods relevant to education in periodontology. [ABSTRACT FROM AUTHOR]

As the world evolves, human-AI teams (HAT) have become increasingly more capable in their ability to complete task objectives. Due to this rising importance, it has become essential to understand the interpersonal dynamism between humans and AI to further optimise their performance potential. Given the demonstrated utility of emotional communication within human-human team structures, this research investigates the nature of AI-sourced positive emotions on human teammates. Through 47 interviews, our findings show that for these AI teammates to be accepted, human teammates have preferences on understanding the emotional utility prior to its presentation, as well as which emotions are situationally acceptable. Also, findings show that integrating emotions within AI teammates has a positive influence on human perceptions and behaviour in a task. In further detail, emotions act as status updates that allow human teammates to not only better understand their teammates' mental states but also understand how their AI teammates perceive the situation around them. Together, this gives insight into how AI emotional expressions influence the perception of social support on the wider Human-AI team. Mainly how emotions can be used to increase acceptance of AI teammates and improve the overall experience human teammates have within the task. [ABSTRACT FROM AUTHOR]

Professional standards identify what future educators should know and be able to do when they complete a program of study from an Institution of Higher Education (IHE). With support from the Council for Exceptional Children (CEC), the first ever stand-alone Early Intervention/Early Childhood Special Education (EI/ECSE) Standards were approved in 2020. In this paper, we (a) discuss the rationale for stand-alone EI/ECSE Standards within the current context; (b) briefly introduce the Standards; (c) present an overview of how the Standards were developed; and (d) provide a vision for and guidance to the field in the development of personnel systems that ensure application of the EI/ECSE Standards for preservice and in-service preparation, IHE program accreditation, cross-disciplinary collaboration, research and development, and policy and advocacy. [ABSTRACT FROM AUTHOR]

Purpose: Adolescent mentalisation‐based integrative therapy (AMBIT) is a whole‐systems approach designed to enhance the effectiveness and coordination of care for clients experiencing severe and pervasive difficulties in social and health care settings, who have not responded to traditional clinical approaches. AMBIT is a team‐based manualised method that primarily aims to bolster mental state understanding and discourse focused on the client within and between teams. Over 300 teams worldwide have been trained in and adhere to AMBIT principles. Method: In this paper, we review and summarise the outcomes reported by eight AMBIT‐informed teams that have published their findings with young people. Each report is discussed, and limitations of the data provided are identified. Results: A synthesis of the findings across the studies suggests a generally positive impact of teams informed by AMBIT with moderate to large effect sizes on reducing symptoms and improving functionality. Conclusions: This study suggests that AMBIT may be a promising approach for young people with multiple problems but further research is needed to identify the active mechanisms of change in complex helping systems. [ABSTRACT FROM AUTHOR]

Entering an era where humans and synthetic agents are supposed to collaborate and cooperate, adequate models of human intent are crucial for coordinated teamwork. Unfortunately, although there is a need for such models, the concept of intent is ambiguous and approaches to model intent from a human-centric perspective are scarce. Building upon theoretical and methodological foundations, this study aims to address these gaps by presenting a conceptualisation of intent alongside an approach. Specifically, leveraging the six levels of cognitive control outlined in the Joint Control Framework, a provisional model of human intent alongside a defined and operationalised concept is presented. Building on these foundations, a novel approach is proposed. Utilising seven scenario-based interviews, the value of these contributions is demonstrated through an example case in the context of Manned-Unmanned Teaming. It is concluded that intent should be understood as a multi-faceted concept shaped by situated constraints, where intent is formed through a commitment to choices by context-situation and means-end reasoning. It is also concluded that the approach is useful, particularly since it can glean insights from choices considered and committed, both being essential in the design of synthetic teammates' capability to adapt to their human partner's agency. Relevance To human factors/ergonomics theory: With theoretical and methodological foundations, a provisional model of human intent is accompanied by a definition and operationalisation of intent to enhance understanding of this often ambiguous concept. Building upon these foundations, this paper introduces and demonstrates an approach for modelling situated intent from a human-centric perspective. These contributions deepen the understanding of human intent, particularly in the context of designing and developing systems that can effectively account for and adapt to human agency. [ABSTRACT FROM AUTHOR]

Objectives: Over 70% of the disease burden in Europe is the result of chronic diseases caused by lifestyle. Lifestyle counseling can improve lifestyle habits and thereby health. However, according to research, there are several barriers to healthcare personnel carrying out counseling. The aim of this study was to explore nurses' experiences of conducting lifestyle counseling. Design: A qualitative descriptive study was conducted in southern Sweden between August 2021 and December 2021. Sample: Eleven nurses were recruited from both inpatient and outpatient care in northeastern Sweden through a combination of purposive and snowball sampling. Measurements: Individual semistructured interviews were performed digitally using an interview guide. The interviews were analyzed via qualitative content analysis. Results: The nurses experienced several challenges in performing lifestyle counseling. However, knowledge gaps, sensitive topics, organizational dynamics, and time constraints were balanced using strategies. The theme of their responses can be explained by the following categories: "Collaboration with patients is key," "From self‐interest to teamwork," and "The organization can assist or hinder." Conclusions: Lifestyle counseling needs to be prioritized within healthcare. Nurses need tools and knowledge to be able to feel comfortable with the task. All healthcare organizations need to work with lifestyle counseling in a structured way according to national guidelines. [ABSTRACT FROM AUTHOR]

Background: This study aimed to review the activities of the Kobe City Initial‐phase Intensive Support Team for Dementia pre‐ and during the coronavirus disease 2019 (COVID‐19) pandemic, to compare the characteristics of the target population and the performance of the team's activities, and determine the impact of the pandemic on the team's project. Methods: The summary data obtained at the time of consultation, team activities, and participants' characteristics were extracted from 662 participants who started to receive support between April 2018 and March 2022. Statistical analysis was performed by dividing the participants into the following two groups: pre‐ and during COVID‐19 pandemic groups. Results: There was no significant difference in the number of new cases or cases that led to a dementia diagnosis between the pre‐ and during COVID‐19 pandemic groups. However, there were significant differences in the number of home visits and rate of introduction of medical care between the two groups. In our study population, the number of participants with financial management difficulties and delusions increased and the number of participants who refused visitations slightly decreased. Conclusion: The Kobe City Initial‐phase Intensive Support Team was able to continue its activities during the pandemic partly because the team is an independent, dedicated team. During the pandemic, there was an increase in the number of participants who were isolated because they were deprived of opportunities to interact with others, and who developed delusions and other psychiatric symptoms. Despite this situation, the professional team responded quickly through individual assessment of the individual needs by continuous outreach, taking into account the infection situation, and thus this outreach team functioned well even under the COVID‐19 pandemic. [ABSTRACT FROM AUTHOR]

The article discusses the strategies to improve nursing education for Bachelor in Nursing (BSN) students by emphasizing the importance of communication skills. Topics include the popularity of the term practice readiness in nursing education, significance of effective communication in nursing education, and the challenge and difficulty in teaching effective and therapeutic communication.

Introduction/Objective: The purposes of this study were to determine the presence of burnout in physical therapists and physical therapist assistants, examine differences in burnout between demographic groups, and explore circumstances that contribute to and alleviate burnout. Methods: A cross-sectional survey consisting of demographic questions, the Maslach Burnout Inventory, and open-ended questions was conducted within two health systems. Descriptive statistics and nonparametric tests were used to analyze responses to close-ended questions and to examine differences between groups. Thematic analysis was used to analyze open-ended questions. Results: In total, 202 individuals participated in the study; 146 participants responded to at least one open-ended question (72.3%). Participants, regardless of demographic characteristic, demonstrated at least some degree of burnout on each subscale. Ten major themes emerged from analysis of circumstances that contribute to and alleviate burnout: 1) workload; 2) schedule; 3) work-life balance; 4) care continuum; 5) coping/morale; 6) team dynamics and resources; 7) psychological or emotional burden; 8) compensation and recognition; 9) physical therapy as a profession; and 10) COVID-19. Conclusion: Burnout is present within physical therapists regardless of demographic group. Understanding circumstances that contribute to and alleviate burnout is an important first step to develop and research strategies to address these circumstances to positively impact the provider, patient, and the healthcare system. [ABSTRACT FROM AUTHOR]

A potentially fructuous approach to fostering mental health and flourishing in Africa is to leverage traditional African proverbs and maxims aligned with positive psychology themes and constructs within the framework of positive psychology interventions (PPIs). This paper explores the potential for integrating (African) proverbs into PPIs to foster well-being and flourishing among African populations. I reference specific proverbs to explore their literal, metaphorical, moral, and epistemological import and inherent values, as well as their prospective utilization in promoting positive relationships, kindness and empathy, teamwork and collaboration, gratitude, truthfulness and honesty, and patience and humility, demonstrating how proverbs hold promise for promoting flourishing in the African context. I propose the CAPPI (Customization and Application of Proverbs in Positive Interventions) framework to guide researchers and practitioners in exploring and incorporating (African) proverbs into interventions. By embracing diverse cultural perspectives, positive psychology can enhance its impact on global well-being and create a more inclusive approach to research and intervention design. [ABSTRACT FROM AUTHOR]

Introduction: Extracorporeal cardiopulmonary resuscitation (ECPR) is associated with improved outcomes in select populations, however, crisis resource management (CRM) in this setting is logistically challenging. This study evaluates the impact of ECPR simulation on self-perceived confidence and collaboration of intensive care unit team members. Methods: This is a prospective observational study analyzing data obtained between July 2018–December 2019. This study focused on non-surgical members of critical care team consisting of pediatric intensivists, resident physicians, registered nurses, respiratory therapists. Participants were expected to perform cardiopulmonary resuscitation (CPR) during the ECPR event, participate in code-team responsibilities and provide ancillary support during cannulation. Pre- and post-simulation surveys employed the Likert scale (1 = not at all confident, 5 = highly confident) to assess self-perceived scores in specified clinical competencies. Results: Twenty-nine providers participated in the simulation; 38% had prior ECPR experience. Compared to mean pre-study Likert scores (2.4, 2.4, 2.5), post-simulation scores increased (4.2, 4.4, 4.3) when self-evaluating: confidence in assessing patients needing ECPR, confidence in participating in ECPR workflow and confidence in performing high-quality CPR, respectively. Post-simulation values of > 3 were reported by 100% of participants in all domains (p <.0001). All participants indicated the clinical scenario and procedural environment to be realistic and appropriately reflective of situational stress. Additionally, 100% of participants reported the simulation to improve perceived team communication and teamwork skills. Conclusion: This study demonstrated preliminary feasibility of pediatric ECPR simulation in enhancing independent provider confidence and team communication. This self-perceived improvement may establish a foundation for cohesive CRM, in preparation for a real life ECPR encounter. [ABSTRACT FROM AUTHOR]

Aim: To understand the status quo of multiprofessional and multidisciplinary collaboration for early mobilization of mechanically ventilated patients in Chinese ICUs and identify any factors that may influence this practice. Design: A multi‐centre cross‐sectional survey. Methods: From October to November 2022, the convenience sampling method was used to select ICU multiprofessional and multidisciplinary early mobility members (including physicians, nurses and physiotherapists) from 27 tertiary general hospitals in 14 provinces, cities and autonomous regions of China. They were asked to complete an author‐developed questionnaire on the status of collaboration and the Assessment of Inter‐professional Team Collaboration Scale. A multiple linear regression model was used to analyse the factors associated with the level of collaboration. Results: Physicians, nurses and physiotherapists mostly suffered from the lack of normative protocols, unclear division of responsibilities and unclear multiprofessional and multidisciplinary teams when using a collaborative approach to early activities. Multiple linear regression analysis showed that the number of ICU patients managed, the existence of norms and processes, the attitude of colleagues around them, the establishment of a team, communication methods and activity leaders were significant influences on the level of collaboration among members of the multiprofessional and multidisciplinary early activities. Conclusion: The collaboration of multiprofessional and multidisciplinary early activity members for mechanically ventilated patients in the ICU remains unclear, and the collaboration strategy needs to be constructed and improved, taking into account China's human resources and each region's economic development level. Impact: This study investigates the collaboration status of multiprofessional and multidisciplinary activity members from the perspective of teamwork, analyses the reasons affecting the level of collaboration and helps to develop better teamwork strategies to facilitate the implementation of early activities. Patient or Public Contribution: The participants in this study were multiprofessional and multidisciplinary medical staff who performed early activities for ICU patients. [ABSTRACT FROM AUTHOR]

The article addresses the growing interest in trauma-informed voice pedagogy and the need for clear guidelines in teaching voice in the context of trauma. Topics include the definition of trauma and its physiological, psychological, and social impacts, the implications of trauma for voice pedagogy and singing teachers' responsibilities, and recommendations for trauma-aware approaches in voice teaching.

Background: This study aimed to evaluate the effects of first principles of instruction on trauma management skills for undergraduate nursing students. Method: Two hundred twenty-four nursing students from Fujian Medical University were divided into control and experimental groups. Participants in the experimental group applied first principles of instruction and introduced design modifications to acquire trauma management skills. Results: Scores for trauma management skills were significantly higher in the experimental group than in the control group. In addition, 89% of students strongly agreed with using first principles of instruction and indicated satisfaction with the teaching mode. Conclusion: First principles of instruction enhance theoretical understanding of trauma management skills, with significant score differences between experimental and control groups. High student satisfaction underscores the effectiveness of this approach in creating a conducive learning environment. Integrating first principles of instruction holds promise for deeper comprehension and long-term educational success among nursing students. [J Nurs Educ. 2024;63(11):731–736.] [ABSTRACT FROM AUTHOR]

Background: The frequency and type of prehospital blood product delivery across Australia and Aotearoa-New Zealand is unknown. This study aims to describe transfusion practice across different services in the two nations, as well as identifying potential barriers to the carriage of blood products. Methodology: Prehospital and retrieval medicine services operating teams of doctors, specialist paramedics, and/or flight nurses out of specialty bases across Australia and Aotearoa-New Zealand were sent a standardized questionnaire regarding their base characteristics and their current blood transfusion practice. Bases that only performed inter-hospital transfers or search & rescue operations were excluded. Bases were queried on personnel, equipment, transport times, type and volume of blood products carried, frequency of use, and barriers to implementation for those without prehospital blood transfusion programs. Results: 64 bases were identified and contacted, of which 5 were excluded and 45 of the remaining 59 (76.3%) responded. 62% (28/45) of respondents routinely carry prehospital blood products. 78.6% (22/28) carried packed red blood cells (PRBC) only, 14.3% (4/28) carried both PRBC and plasma, and 1 service (3.6%) carried whole blood. The mean number of units of blood product carried was 3.3 (SD 0.82). 2 bases (7.1%) carried fibrinogen concentrate. All services carried tranexamic acid and calcium. 734 patients received a blood transfusion in 2021, with trauma being the most common indication (552, 75.2%). Base characteristics varied significantly in staffing, vehicle platform and transfer times. The median transfer time from scene to hospital was 65 min (IQR of 40-92). Services without access to prehospital blood products identified multiple barriers to implementation, including training and supply chain. Conclusion: Approximately two-thirds of prehospital services operating advanced teams across Australia and Aotearoa-New Zealand carried blood products and there was wide variation both in the type and number of blood products carried by each base. Multiple barriers to the carriage of blood by all bases were reported, which have implications for service equity. Transfer times are generally long in Australia and Aotearoa-New Zealand, which may impact the generalizability of overseas research performed in prehospital systems with significantly shorter transfer times to services operating in Australia and Aotearoa-New Zealand. [ABSTRACT FROM AUTHOR]

Background: In the demanding environment of the neonatal intensive care unit (NICU), quality nursing care hinges on effective teamwork and communication among nurses. However, this requirement for close cooperation can expose nurses to significant levels of moral distress. This study aims to explore the connection between the quality of teamwork and the experience of moral distress among NICU nurses. Methods: Employing a cross-sectional, multicenter descriptive correlational design, this study surveyed female NICU nurses across the cities of Khorramabad and Semnan. Census sampling was utilized over five months, from July to November 2023, resulting in the participation of 190 nurses. Tools for data collection included demographic questionnaires, the Team-STEPPS Teamwork Perception Questionnaire (T-TPQ), and the Moral Distress Scale-Revised (MDS-R) for nurses. Results: The findings revealed an average teamwork score of 3.73 ± 0.78, denoting an acceptable level, and an average moral distress score of 91.2 ± 56.7, indicating a low level. In multiple linear regression, marital status showed a direct positive correlation (β = 38.5, SE (β) = 9.3, p < 0.001), while the number of children (β = -14.6, SE (β) = 4.9, p = 0.003) and the teamwork score (β = -1.1, SE (β) = 0.12, p < 0.001) were inversely correlated with moral distress. Conclusion: The study's results suggest that stronger teamwork among nurses correlates with reduced moral distress. Enhancing teamwork within NICUs could lead to policy development focused on the safety and quality of newborn care, also potentially alleviating moral distress experienced by nurses. [ABSTRACT FROM AUTHOR]

Background: Communication between nurses and physicians is essential to providing patient care in the emergency department. The American College of Graduate Medical Education includes interpersonal and communication skills as one of six core competencies for residents. There is a known correlation between poor communication and negative patient outcomes. Yet, formalized training programs in doctor-nurse communication are lacking and literature reports that physicians may view collaboration as less important than nurses. To address this gap, we developed and implemented a novel, pilot "Nurse-InteRN Mentorship Program". The program aimed to improve trainees' communication with nurses and enhance emergency department collaboration. We then evaluated the impact of this program on participant perception of nurse-physician communication, efficacy and overall benefit. Methods: We used Kern's Six-step approach to develop and implement this program. We then evaluated the program's impact with a pre-program and post-program 12-question survey to evaluate participation, perceived benefit, and efficacy of the program using a 1–5 Likert scale. Nurse vs. intern responses were compared using Fisher's exact and Wilcoxon rank sum tests. Pre- and post- intervention responses were paired by respondent and compared using marginal homogeneity tests. Results: 13 interns and 22 nurses participated in the program. All 13 interns and 19 of 22 nurses completed the pre-program survey. 10 of 13 interns and 11 of 22 nurse mentors completed the post-program survey. Nurses showed greater interest in providing feedback on communication skills than interns showed in receiving feedback (p < 0.001). Interns rated themselves higher in communication skills with patients than nurses rated them (p = 0.004). Perceived benefit among nurses and interns decreased after completion of the program. Conclusion: We were able to successfully implement a one-year nurse-intern mentorship program aiming to promote communication, collaboration and professional development. Our results show differing attitudes between nurses and interns around interns' communication skills. There was some perceived benefit, but unfortunately this decreased over the course of the program. Further studies are needed to determine how this program impacts communication, teamwork, and patient care. We hope that given the novelty of such a nurse-intern mentorship program, this study may serve as a pilot for future programs. [ABSTRACT FROM AUTHOR]

Background: Virtual reality (VR) simulation technology was rapidly integrated into pre-registration adult nursing programmes in response to the pandemic and a reduction in clinical placements. The UK's regulatory body for nursing has recognised its value in nursing education by increasing the possible number of simulated practice hours that can replace clinical placements to 600 hours. This article reports on an evaluation study of a novel approach using screen-based VR simulations for groups of students in a classroom setting. Objectives: This study aims to evaluate student and lecturer experiences of screen-based VR with the aim of informing and sharing insights from this approach. Design: Students and lecturers responded to an evaluation survey comprising both closed- and open-ended questions. Setting: A large approved education institute in the East of England. Participants: Pre-registration adult nursing master's students and adult nursing lecturers who had experience of screen-based VR with groups. Methods: Quantitative data were analysed using descriptive methods, and qualitative data using thematic analysis. Results: Student and lecturer experiences of screen-based VR were overwhelmingly positive, overcoming many challenges of simulation documented in the literature. The group-working approach promoted development of non-technical or essential 'soft' skills such as communication, decision-making and teamwork. Conclusions: Screen-based VR for classroombased learning offers an effective, engaging and cost-effective method of incorporating VR simulation scenarios in adult nursing education. Thoughtful consideration of pedagogical aspects are key to its successful and effective integration into the pre-registration adult nursing curriculum. [ABSTRACT FROM AUTHOR]

Background: A humble leadership style promotes human relationships above transactional relationships. Purpose: This study aimed to evaluate predictors and differences in humble nursing leadership and team performance based on sample characteristics and the total scores of the concepts. Methods: Using a quantitative cross‐sectional design, convenience snowball samples of 260 participants distributed as nursing academics (66), senior nurses (94), and novice nurses (100) were recruited. An online poll was distributed in March 2022 in selected Jordanian public and private universities and hospitals. Using the Statistical Package for the Social Sciences (SPSS), the general linear model (GLM) was used to determine predictors of humble leadership style and team performance. T‐tests or one‐way analyses of variance (ANOVAs) were employed to detect the differences in the total scores of the studied concepts. Results: Academics, nurses, and teams were generally humble. The team functioned relatively well and effectively. Humble leadership scores correlated moderately with team performance. The ANOVA showed some significant differences between the two studied variables. Conclusions. A humble leadership style improves employees' and the team's performance. This study illuminates how a humble leadership style affects team performance. [ABSTRACT FROM AUTHOR]