Broad-based employee share ownership (ESO) plans are a widely used form of employee compensation. Past reviews have focused on employee attitudes and organizational performance, offering limited insight into why employees participate or the duration of their participation. Further, ESO is rarely considered as a dynamic phenomenon despite most plans being a continuing form of employee compensation. These omissions impede theoretical developments and advice to practitioners. In a review of 48 publications, across multiple disciplines, we propose an integrative framework that identifies the antecedents and mechanisms of three interrelated ESO participation decisions (i.e., buy, contributions, and holdings) within the context of employee stock purchase (and similar) plans. Building on this integrative framework, we propose an agenda for future research that we believe to be most promising for theory development and practice: the temporal dynamics of ESO participation, the influence of contextual (i.e., organizational-level) factors, and methodological innovations.

Organisations in many countries operate employee stock purchase plans. Research has focused on employees' current employee stock ownership (ESO) enrolment decision but, as plans are often ongoing forms of compensation, employees will likely have made the decision before. Drawing on the theory of habit, we investigate whether experience of enrolment decisions influences the current enrolment choice. We also consider how decision experience affects the decision-making process. Using employee-level data from two Australian companies, we find that the more an employee has made a particular choice in response to repeated company invitations, the more they are likely to repeat it. We also find that employees with prior experience of ESO enrolment decisions make a quicker decision whether to join or not. Those making the decision for the first time take longer and are more reliant on advice from others. The findings show that understanding share plan participation requires a temporal consideration of employee behaviour.

Introduction:The COVID-19 Symptoms Daily Diary (CSDD) is a patient-reported outcome measure designed to assess the severity of core COVID-19 symptoms in clinical trials. The preliminary version of the CSDD was developed based on regulatory guidance and the hallmark COVID-19 symptoms identified by the CDC. This study aimed to evaluate CSDD content validity, to determine whether it is fit for the purpose of supporting efficacy endpoints in clinical trials of treatments for COVID-19. This research also sought to evaluate the appropriateness of a newly developed Pre-COVID-19 Symptoms Questionnaire. Methods:A targeted literature review was completed to evaluate the relevance of concepts included in the diary and to identify any important symptoms that may have been missing. Hybrid (concept elicitation and cognitive debriefing) semistructured qualitative interviews were then conducted across 3 iterative rounds with 30 adults in the United States recently diagnosed with COVID-19. Results:The CSDD included concepts that were most frequently reported by interview participants, including those identified as most bothersome and most important to treat. During cognitive debriefing, participants described the diary concepts as salient and reported the instructions, recall period, and response options as clear and appropriate. Only 2 of 15 CSDD items were modified across 3 interview rounds; specifically, definitions for the vomiting and diarrhea frequency items were clarified for consistent interpretation and response. Interview participants also reported general ease in understanding and responding to the Pre-COVID-19 questionnaire, with feedback resulting in only minor changes to the reference period and instructions. Conclusion:The findings of the current study provide strong evidence for the content validity of the CSDD and the appropriateness of each of the items assessed. This rigorous evaluation (aligned with regulatory guidance) indicates that the CSDD is fit for the purpose of supporting efficacy endpoints in planned clinical trials evaluating medications for COVID-19 treatment.

Abstract Background The correlation between virologic and clinical outcomes in COVID-19 remains unclear. The objective of this analysis was to assess SARS-CoV-2 viral load (VL) and laboratory biomarkers in participants who did and did not progress to hospitalization in the phase 3 component of the MOVe-OUT trial.Table 1.Baseline demographics and characteristics of participants who did and did not progress to hospitalization*One participant in the placebo group with an unknown hospitalization status was not included in this analysis. Methods In MOVe-OUT, unvaccinated adults with mild-to-moderate COVID-19 at risk for disease progression were randomized 1:1 to molnupiravir (MOV) 800-mg or placebo (PBO) every 12 hours for 5 days. The primary efficacy endpoint was all-cause hospitalization or death through day 29. In this analysis, the following were evaluated in the modified intent-to-treat (MITT; randomized, received ≥1 dose of study drug, and not hospitalized prior to 1st dose) population (1408 participants) at baseline and at postbaseline time points: VL (quantitative PCR), high-sensitivity C-reactive protein (CRP), and absolute lymphocyte count (ALC).Figure 1.Mean change in SARS-CoV-2 viral load in hospitalized and non-hospitalized participants (A) and SARS-CoV-2 viral load over time in hospitalized participants (B)Hospitalization ± 48 hours excluding baseline.One participant in the placebo group with an unknown hospitalization status was not included in this analysis. Results 115 (8.2%) participants progressed to hospitalization (HP). HP were more likely vs those who remained non-hospitalized (NHP) to be male; ≥65 years; with active cancer, diabetes mellitus, moderate COVID-19, and negative nucleocapsid and neutralizing antibody status at baseline (Table 1). Mean time from symptom onset to hospitalization, and randomization to hospitalization, was 8.9 and 5.3 days. In HP, mean VL at baseline was 7.51 vs 6.83 log10 copies/mL among NHP. Among HP, VL declined in 37/38 (97.4%) MOV and 50/63 (79.4%) PBO-treated participants, respectively, between baseline and the day of hospitalization. Mean decline in VL from baseline to day 5 was 1.90 (SD 1.53) in HP vs 2.12 (SD 1.62) log10 copies/mL in NHP, with greater declines observed in MOV vs PBO-treated participants at all time points (Figure 1). Mean CRP was higher at baseline in HP vs NHP (49.93 vs 16.77 mg/L), and postbaseline values increased in HP and decreased in NHP. Alternatively, mean ALC was lower at baseline in HP vs NHP (1.07 vs 1.54 109/L), and postbaseline values continued to decrease at day 3 and 5 in HP while values increased in NHP (Table 2).Table 2.Mean change in C-reactive protein and absolute lymphocyte count in hospitalized and non-hospitalized participantsHospitalization ± 48 hours excluding baseline. Conclusion HP had a higher VL at baseline, with a smaller decline over time than NHP. A higher VL at baseline in conjunction with an increasing CRP and decreasing ALC may help identify patients with mild-to-moderate COVID-19 at higher risk for hospitalization. Disclosures Matthew G. Johnson, MD, Merck & Co., Inc.: I have an interest in a patent application for the company.|Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) David W. Hilbert, PhD, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Erin Jensen, MS, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Dorothy McCoy, PharmD, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Brian Maas, PharmD, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Ying Zhang, PhD, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Michelle L. Brown, BS, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Dana L. Byrne, MD, Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company) Carisa S. De Anda, PharmD, Merck & Co., Inc.: MOV patent|Merck & Co., Inc.: Employee of Merck & Co., Inc.|Merck & Co., Inc.: Stocks/Bonds (Public Company)

Now in its second edition, Managing Employee Performance and Reward continues to offer comprehensive coverage of employee performance and reward, presenting the material in a conceptually integrated way. This new edition has been substantially updated and revised by a team of specialist contributors, and includes: An increased focus on employee engagement and the alignment between the organisation's goals and the personal goals of employeesExpanded coverage of coaching, now a leading-edge performance enhancement practiceExtensive updates reflecting the major changes in employee benefits in recent years, as organisations strive to attract and retain talentUpdated coverage of executive salaries and incentives in the contemporary post-GFC environment.This popular text is an indispensable resource for both students and managers alike. Written for a global readership, the book will continue to have particular appeal to those studying and practising people management in the Asia-Pacific region.

Friendships are a potential factor that influence maltreated children's risk for psychopathology. This systematic review examined (1) how friendships influence the association between child maltreatment and psychopathology and (2) developmental differences in how friendships influence this association. Four databases were searched. Inclusion criteria were primary study, quantitative, measures of maltreatment and friendship up to the age of 18 years, measures of psychopathology up to the age of 24 years, and a non-maltreated sample. Exclusion criteria were qualitative, reviews or meta-analyses, no distinction between maltreatment and other trauma, and no differentiation between friendships and other support. Risk of bias was assessed. Data were narratively synthesized. Two hundred thirty-five articles were retrieved for full review. Fourteen met inclusion criteria (N = 98,676 participants). Eleven of the fourteen studies found that some aspect of friendships influenced the association between maltreatment and psychopathology, with positive qualities generally decreasing risk and negative qualities increasing risk for psychopathology. However, peer support exacerbated maltreated children's risk for psychopathology in two studies. Only three studies assessed friendship prior to adolescence, which precluded conclusions regarding developmental differences. Future research should consider developmental differences and use findings and validated measures from the peer relations literature to better understand how friendships influence maltreated youth's vulnerability to psychopathology.

Child maltreatment is associated with respiratory sinus arrhythmia (RSA) dysregulation, a physiological indicator of emotion regulation that predicts elevated posttraumatic stress disorder (PTSD) symptoms and may be a mechanism of action for exposure-based therapies, such as trauma-focused cognitive behavioral therapy (TF-CBT). Animal-assisted therapy (AAT) has been proposed as an adjunct to TF-CBT for improving emotion regulation following maltreatment. The current study reports findings from a randomized controlled feasibility trial (N = 33; Mage = 11.79 years, SD = 3.08; 63.6% White; 66.7% female) that measured youths' resting RSA, RSA reactivity, and RSA recovery in response to a pretreatment laboratory challenge. We tested whether (a) lower pretreatment resting RSA was associated with blunted RSA during the challenge; (b) either of the pretreatment RSA dimensions predicted more severe pretreatment PTSD symptoms; and (c) either of the pretreatment RSA dimensions predicted less severe posttreatment PTSD symptoms and, as an exploratory aim, whether this was moderated by treatment group (i.e., TF-CBT vs. TF-CBT + AAT). Results from multiple linear regression indicated that, after controlling for pretreatment symptom severity, there was a large effect size for higher resting RSA predicting less severe caregiver-reported posttreatment PTSD symptoms, β = -.52, p = .058, and higher RSA during recovery predicting less severe child-reported posttreatment PTSD symptoms, β = -.70, p = .056, although these findings were not significant. These preliminary results offer important insights for future studies to investigate how the ability to regulate RSA informs which children need additional support to benefit from psychotherapeutic treatment.

Mind-mindedness is associated with positive developmental outcomes. However, much of the literature uses mostly White, middle to high socioeconomic status (SES) samples despite evidence that the benefits of mind-mindedness may vary based on degree of social risk. Additionally, few studies have examined relations between mind-mindedness and language development. The current study investigates whether mind-mindedness predicts children's language development and behavioral functioning and if family history of childhood maltreatment moderates the relation of mind-mindedness to these outcomes. Participants were 98 mothers (49.0% Black, 24.5% White, 13.3% Latina, 7.2% multiracial; 81.6% low SES per Hollingshead classifications) and their children (49 boys, 49 girls) from the Rochester, New York area recruited at Time 1 (Mage = 13.34 months) and followed up twice (Mages = 27.51 [Time 2] and 39.31 months [Time 3]). Mother-child dyads participated in videotaped free play interactions at Times 1 and 2. Using transcripts of these interactions, we coded mind-mindedness at Times 1 and 2 and children's internal state language at Time 2. Mothers reported on children's behavioral functioning at Time 3. Findings revealed that Time 2 mind-mindedness predicted fewer Time 3 behavioral difficulties in children from maltreating families but did not predict behavioral difficulties in children from nonmaltreating families. Additionally, Time 1 mind-mindedness predicted children's Time 2 use of decontextualized internal state language. Findings highlight the importance of examining mind-mindedness in higher risk populations and how mind-mindedness can be leveraged as a protective factor to prevent future maladjustment in children at risk for adverse outcomes. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Introduction. Experiential learning activities, such as simulations, strengthen student learning by allowing students to apply didactic knowledge to real-world settings. Moreover, simulation-based interprofessional education supports teamwork and skill development as outlined in accreditation standards for many health and health-related academic programs. The purpose of this article is to describe the role of interprofessional simulation in enhancing student knowledge and promoting collaborative practice for disaster management. Method. Multiple data sources were used to assess a simulated EF-5 tornado disaster event including an observational protocol, a disaster simulation survey, and a survey from the Office of Interprofessional Simulation for Innovative Clinical Practice. Results. Students reported increased satisfaction and knowledge with applying skills associated with interprofessional practice, including communication, teamwork, and collaboration. Additionally, students identified skills that could be broadly applied to a range of work settings on graduation such as seeking role clarity, utilizing job action sheets, and responding to a complex situation. Notably, students reported increased levels of knowledge gain of the incident command structure after applying knowledge from didactic sessions to the simulation. Conclusion. Simulation is an innovative strategy for integrating theory and practice to best prepare graduates for the dynamic world in which they live and work. Experiential learning opportunities appeal to the assumptions of adult learning, promote the skills that employers value, and bridge the competencies of multiple academic disciplines that frequently operate in silos. Institutional leaders should view experiential learning as a critical component of student learning and an investment in workforce development.

Background: Maltreated children are more likely to experience adolescent victimization, which may underlie the association between maltreatment and adolescent psychopathology and sub-stance use.Objective: To determine whether number of adolescent victimization types predicts adolescent psychopathology and problematic substance use over and above number of child maltreatment subtypes; whether adolescent victimization mediates the relations between maltreatment and change in adolescent psychopathology and problematic substance use; and whether maltreatment moderates the relation between adolescent victimization and changes in these outcomes.Participants and setting: Participants were 545 (295 maltreated, 250 non-maltreated; 328 males, 217 females) racially and ethnically diverse (52.8 % Black, 27.5 % White, 12.8 % Bi-racial; 13.4 % Latino/a) children and families from the Rochester, New York, USA area assessed across three waves of data (Wave 1, M-age = 7.6 years; Wave 2, M-age = 13.8 years; Wave 3, M-age = 16.2 years).Methods: Maltreatment was coded at Wave 1 using Department of Human Services records. Adolescents self-reported psychopathology, problematic substance use, and victimization at Waves 2 and 3.Results: Structural equation modeling revealed that adolescent victimization predicted adolescent psychopathology (beta = 0.24, p < .001) and problematic substance use (beta = 0.27, p < .001) over and above child maltreatment. Adolescent victimization did not mediate the association between child maltreatment change in psychopathology and problematic substance use and childmaltreatment did not moderate the association between adolescent victimization and these outcomes.Conclusions: We discuss the importance of future research utilizing multi-wave designs to examine relations between these constructs and of assessing for more proximal victimization.

Summary Having limited information regarding how pay is distributed in their organization, employees often find it difficult to assess the fairness of their pay. Uncertainty management theory (UMT) posits that fairness uncertainty is aversive and that individuals experiencing it search for information to reduce this uncertainty. Pay information exchange – the communication of one's pay‐related information to others in return for information from that other – provides a mechanism to reduce pay information uncertainty. We focus on third‐party mediated pay information exchange (such as via Glassdoor and PayScale), an increasingly prevalent form of exchange. Drawing on UMT, we investigate why and when individuals exchange their pay information with such agents. Using data from a field experiment we find that (a) the willingness of employees to disclose their pay to a pay information exchange platform is influenced by perceived utility of a‐priori information offered by the exchange partner, but that this relationship depends on the salience of fairness uncertainty to the employee, and (b) employer pay communication restrictiveness only attenuates the impact of disclosure willingness on actual disclosure when individuals engage in deliberative thinking about such restrictiveness and its possible consequences. We discuss the implications for theory and practice.

The amount and type of pay information made available by organizations to employees and between employees can have important effects on employee attitudes and behaviors as well as organizational performance. Although a large body of research on pay information exists, on topics ranging from pay transparency to pay secrecy, researchers have used inconsistent definitions (pay secrecy, openness, transparency, pay communications) and operationalizations that hinder knowledge development. In this paper, consistent with the theory of information asymmetry and based on research reviewed here, we promote a new integrative definition (“pay information disclosure”) that anchors both current and future research. We define the concept of pay information disclosure (PID) as the communication of relevant pay information between and among actors. By viewing pay information disclosure research in an information asymmetry context, with its focus on the causes and consequences of unequal access to information, we can synthesize research that examines motives for and outcomes of PID for individuals, organizations, and society. Based on our review, we outline a research agenda that identifies research questions and methods to stimulate studies to better understand the role of pay information in the workplace and in society.

In organisations, supervisory negative feedback has mixed (i.e., deleterious and beneficial) effects on subsequent subordinate task performance. The goal of our research is to reconcile the mixed effects by examining the role of supervisory temporal framing of negative feedback—that is, the extent to which a supervisor communicates negative feedback in a past- or future-focused manner. Drawing on feedback intervention theory, we demonstrate—across two experimental studies involving working participants—that supervisory past-framed negative feedback has a null effect on subsequent subordinate task performance, whereas supervisory future-framed negative feedback has a positive effect. Moreover, we show that (a) supervisory past-framed negative feedback shifts subordinates’ attention to the self, (b) supervisory future-framed negative feedback keeps subordinates’ attention focused on the task at hand, and (c) subordinate attention to task processes mediates the positive relationship between supervisory future-framed negative feedback and subsequent subordinate task performance. We discuss the theoretical and practical implications of our findings.

Abstract Background Patient-reported outcomes can measure health aspects that are meaningful to patients, such as ‘life engagement’ in major depressive disorder (MDD). Expert psychiatrists recently identified ten items from the Inventory of Depressive Symptomatology Self-Report (IDS-SR) that can be used to measure patient life engagement. This study aimed to explore the concept of patient life engagement and provide support for the IDS-SR10 Life Engagement subscale from the patient perspective. Methods Semi-structured video interviews were conducted with adults with MDD in the United States. Patients were asked if they ever felt engaged with life, and how this affected their feelings, activities, socializing, and thoughts. Then, patients discussed the ten expert-selected IDS-SR items, and rated the relevance of all 30 items to patient life engagement on a 4-point scale. Results Patients (N = 20) understood the ‘engaged with life’ concept and could provide examples from their own lives, such as increased energy/motivation (100%), being more social/spending time with others (85%), being more communicative (80%), and having better mood (75%). Nineteen patients (95%) indicated that all ten IDS-SR10 Life Engagement items were relevant to patient life engagement, and nine of the ten items had a mean score ≥ 3 (moderately relevant). Four additional items (all relating to mood) also scored ≥ 3. Conclusions Patients found the concept of life engagement to be important and relatable, and confirmed the IDS-SR10 captures the defining non-mood-related aspects of patient life engagement. This research supports the relevance of patient life engagement as a potential clinical outcome beyond core mood symptoms, and the use of the IDS-SR10 Life Engagement subscale in patient-oriented research.

PurposeVoluntary collective turnover can be costly for workplaces. The authors investigate the effectiveness of high-performance work system (HPWS) intensity as a tool to manage voluntary collective turnover. Further, the authors investigate a cynical workplace climate (CWC) as a boundary condition on the HPWS intensity–voluntary collective turnover relationship.Design/methodology/approachThe unit of analysis is the workplace, with human resource (HR) managers providing data on HPWS practices in Time 1 (T1) and voluntary collective turnover two years later. Aggregated employee data were used to assess the cynical workplace climate. Hierarchical regression analysis was used to test the hypotheses.FindingsThis study’s results demonstrate a negative relationship between HPWS intensity and voluntary collective turnover when there is a low cynical workplace climate. The authors find that in a high cynical workplace climate, HPWS intensity is ineffective at managing voluntary collective turnover.Research limitations/implicationsThis study’s results show that HPWS intensity needs to be well received by the workforce to be effective in reducing voluntary collective turnover.Practical implicationsTo increase the chances of HPWS intensity reducing voluntary collective turnover, workplaces need to assess the level of employee cynicism in their workplace climates. When the climate is assessed as low in cynicism, the workplace can then consider implementing an HPWS.Originality/valueThe authors explain why the HPWS intensity–voluntary collective turnover relationship varies across workplaces. As HR practices are subject to interpretation, workplaces need to look beyond the practices in their HPWS and focus on employee receptivity to HR practices.

This study investigates the influence of employees' perception of managerial breach of the normative relational contract (i.e. the psychological relational contract at the group level) on workplace performance. Many employees in Australia are employed on a permanent or continuing basis and have normative relational contracts whose terms are embedded in human resource practices. We use normative relational contract theory to hypothesise that where there is a mutually recognised high-quality normative relational contract - a strong contract - the emotional bonds of loyalty that are developed by collective sense-making constrained negative reactions to breach. We also hypothesise that, where managers offer high-quality contract terms that are not recognised by employees, the failure to elicit loyalty means that breach has negative performance consequences. Panel data are obtained from a two-stage national, multi-source study of employees (n = 1,733) and senior human resource managers (n = 57). Results from hierarchical moderator regression analyses support the hypotheses. They demonstrate that a strong normative relational contract 'buffers' employees' negative responses to breach.