For philosophers, psychologists, and cognitive scientists, folk psychology is a theory of social cognition that explains other people's behaviour by referring to their beliefs, desires, intentions, and other mental states. Although discussions continue about how the ability to understand others works, current research indicates that no single explanation is clearly better than others. I describe how everyday understanding, phenomenology, social ontology, and neuroscience come together to explain how nurses learn in clinical settings. A case study written by an ICU nurse provides a real‑world example of why folk psychology relies on non‑representational, embodied, and contextually situated social cognition. After clarifying the role of propositional attitudes in folk‑psychological reasoning, I draw on Edith Stein's phenomenology of empathy to describe the process through which the nurse decided to engage a distressed family to encourage them to donate their loved one's organs. I use Stein's social ontology and relational ethics to explain why the nurse found the situation she describes morally salient. Drawing on current debates in social cognition theory, I demonstrate how embodied attunement, affective resonance, and mirror-neuron mechanisms explain empathy and its development into sympathy and, potentially, compassionate nursing care. I conclude that social cognition theories integrate Stein's concepts of empathy and social ontology within a neuroscience-supported view of knowledge and relational ethics in nursing practice.

Background Since October 2019, Lebanon has been immersed in political paralysis and economic crisis. Rising inflation and financial distress have added to the stressors on university students. Sharjah is a wealthy and politically stable state in the United Arab Emirates. Investigators have researched the impact of COVID-19 on university students but have yet to compare campus closure effects on students in crisis-torn and high-income countries. Accordingly, the study aimed to compare students’ perceptions of online learning, prevalence rates for anxiety, depression, and burnout, and life satisfaction, resilience, and engagement scores following campus closures in Lebanon and Sharjah. Methods The electronic anonymous survey was conducted from November 2021 to July 2022. The 370 participants were 232 undergraduates, 37 nursing students in Lebanon, and 101 nursing students in Sharjah. The students in Descriptive statistics, ANOVA, the Mann-Whitney U, and Hotelling T-tests were used. Parametric test results were interpreted for non-equal sample sizes. Results All the non-nursing students in Lebanon and 87.1 % of the nursing students in Sharjah screened positive for anxiety. Students in Sharjah had a higher prevalence of depression than undergraduates and nursing students in Lebanon (92.7 % versus 90.5 % and 87.4 %). Undergraduates had a higher prevalence of high burnout than nursing students in Lebanon and Sharjah (83.2 % versus 54.1 % and 53.5 %). The effect sizes for differences between students’ mean scores in Lebanon and Sharjah were life satisfaction η2 = 0.13, anxiety = η2 = 0.09, and high burnout 2 = 0.06. There were no statistically significant location effects for depression, engagement, or resilience. Students in Lebanon were more concerned about online learning than students in Sharjah (p = 0<.001). Final-year students in Lebanon were more concerned about their post-graduation prospects than others (p < 0.05). Conclusion The prevalence rates for anxiety, depression, and high burnout in Lebanon and Sharjah indicate the need for whole-of-institution strategies to build healthy campus cultures. Students who screen positive for anxiety, depression, or high burnout require professional mental health assessment and access to evidence-based interventions. Online resources are available to supplement institutional resources, promote best practices, and encourage continuous innovation.

Notorious for its homogeneous hierarchies, the financial services industry needs, yet haemorrhages, talented women. This, in combination with severe underrepresentation of women in senior leadership roles and an unproportionally large gender pay gap, warrants scholarly attention. To summarize existing work and propose future impactful research directions, this paper provides a systematic review of the literature about women's careers in financial services. Our analysis of 150 articles published between 2000 and 2023 demonstrates the presence of persistent gender stereotyping and pervasive career disadvantages for women and mothers. We illustrate this within an input–process–output–solutions framework that can inform future research and policy formation. Governments have an important role in ensuring equal policies for all genders, regardless of parenting status. Firms need to establish fair policies that support the careers of all employees and embed these values throughout their organizations. Consistent attention to these can challenge the systemic gender inequality in the financial services industry and improve business performance.

Conflicts can arise when a medical team declares a patient brain dead, especially in Lebanon, where families may be reluctant to accept the diagnosis for religious or cultural reasons. Families sometimes withhold consent for organ donation until they can reconcile their beliefs with their concerns. This manuscript examines these challenges through the eyes of an ICU nurse, who described what happened when a 22-year-old woman was declared brain dead. The nurse explains how she helped the patient's family overcome their objections to organ donation despite some nurses exacerbating the situation by arguing with the family about the patient's care. I use Stein's theory of empathy and Castoriadis' concepts of radical imagination and social imagery to interpret the conflict that emerged due to Lebanese law, which permits families to veto organ donation and prohibits the withdrawal of life support unless requested by the patient's next of kin or legally authorized representative. The case study highlights the importance of trust, compassion, and kindness in helping families resolve organ donation conflicts. ICU nurses who earn families' trust can help them make informed decisions about organ donation without compromising their religious and cultural beliefs. This approach improves outcomes for waitlisted organ recipients. Resolving conflicts requires nurses to stay true to their values and accept responsibility. While the case study focuses on Lebanon, creative nursing practices have the potential to address brain death and after-death care disputes in other jurisdictions.

PurposeWe introduce the notion of dilemmatic commitments to psychological contract theory and research – where breach lowers affective commitment while raising continuance commitment – and present its contrasting implications for explaining outcomes.Design/methodology/approachWe draw on longitudinal survey data, along with objective data on actual employee turnover from organizational records.FindingsWe find opposing mediating pathways between psychological contract breach and employee turnover, via dilemmatic commitments where the effect of breach on employee turnover is positive via affective commitment and negative via continuance commitment.Originality/valueThe dual opposing commitment pathways following breach may explain why previous research finds small associations between breach and employee turnover. While dilemmatic commitment suggests that continuance commitment can offset the affective commitment pathway in limiting actual employee turnover, it represents a “mixed blessing” as both pathways reduced employee engagement in organizational citizenship behaviours.

Research depicts job crafting as a desirable, ongoing employee behavior rather than a one-off event. However, insights are lacking into how employees’ active engagement in job crafting may be sustained across time. In this study, we advance a dynamic framework of how changes that follow employees’ periods of job crafting may, in turn, motivate versus impede continued crafting of one’s job role over time. Drawing from self-concordance theorizing, we propose and test a framework on how job crafting and employees’ attainment of self-concordant and organizational work goals are reciprocally related over time. Longitudinal data from a large, three-wave study collected over four years among church ministers support a positive reciprocal relationship between job crafting and self-concordant goal attainment, as well as an indirect positive relationship between job crafting and organizational goal attainment via self-concordant goal attainment. However, in line with our theorizing, organizational goal attainment did not predict subsequent job crafting. Instead, high organizational goal attainment weakened the extent to which job crafting at one time point positively related to job crafting at the next time point. We discuss the theoretical and practical implications of our findings for employees’ continued engagement in job crafting in organizations.

It is commonly believed that job autonomy has a positive impact on employee well-being and protects workers from strain. However, an emerging counter-narrative challenges this assumption and identifies ways in which greater job autonomy has negative impacts, especially for jobs that already have substantial autonomy. Contributing to this debate, our longitudinal study disaggregates stable, between-person variation in job autonomy from dynamic, within-person change in job autonomy over a multi-year period with a sample of Church ministers. We argue that experiencing high and stable job autonomy is conceptually distinct from experiencing an increase in one's job autonomy; the former being positive for worker well-being while the latter often represents a form of role stress. We develop a two-level model tested by a random-intercept crossed-lagged panel analysis. We find that workers with higher job autonomy than others tend to have lower emotional exhaustion at the between-person level. Also at this level, trait positive affect and, more weakly, trait self-efficacy account for variance in aggregate levels of job autonomy and emotional exhaustion. Our model then evidences the counter-view that within-person increases in job autonomy are followed by greater emotional exhaustion. Implications for extending theory on within-person change in well-being are discussed.

Occupational callings are a combination of passion and enjoyment with a sense of duty and destiny. Pursuing a calling is a double-edged sword, sometimes beneficial and sometimes detrimental, but it is unclear why it has contradictory effects. We show how daily self-sacrifice behaviour explains these effects and reveals how workers regulate their callings on a daily basis. We argue that people with intense callings use self-sacrifice to attain daily calling goals. However, this has a cost to their wellbeing in terms of daily emotional exhaustion. Diary data from church ministers and chaplains reveals that daily self-sacrifice behaviour mediates the positive effects of calling intensity, via felt obligations, on both daily calling goal attainment and emotional exhaustion. Within-person, we show how state self-esteem further regulates this double-edged process both within a day and from one day to the next. Low morning state self-esteem promotes daily self-sacrifice and is indirectly related to higher calling goal attainment and emotional exhaustion via daily self-sacrifice. But morning self-esteem is itself predicted positively by the previous days' goal attainment and negatively by emotional exhaustion. Therefore, state self-esteem in conjunction with daily self-sacrifice behaviour and its double-edged effects represents a daily regulation mechanism for self-sacrifice in callings.

Self-sacrifice behaviour features in a number of well-known management concepts such as organizational commitment, pro-social motivation, and organizational citizenship behaviour, but is rarely acknowledged as a salient factor or examined directly. Drawing on theories of goal systems and personal resource allocation, and dyad data collected from 122 church ministers twice over 2 years and their partners, this study examines the extent to which worker self-sacrifice behaviour is simultaneously an enabler of high work effectiveness and a cost for personal wellbeing. Findings support the 'doubled-edged' nature of self-sacrifice, showing that while worker reports of self-sacrifice behaviour are positively related to increases in perceived role performance, they are also linked to partner ratings of worker emotional exhaustion and partner self-sacrifice behaviour 2 years later. This study therefore validates the importance of self-sacrifice behaviour in accounting for divergent work outcomes and its potential to spillover into the nonwork domain. The study further finds psychological detachment to partially moderate the relationship between worker self-sacrifice and the two problematic outcomes. Therefore, psychological detachment offers a potential means of sustaining high self-sacrifice behaviour over time and could play an effective role in related interventions.

Purpose This study aims to examine configurations of person-centered psychological change during organizational restructuring and downsizing in a public sector setting. Drawing on a social cognitive framework of organizational change the authors explore and identify the existence of different groups of employees who demonstrate varied responses (on commitment, engagement and anxiety) to restructuring and downsizing. Design/methodology/approach Surveys were collected from employees in three longitudinal waves (Time 1 N = 253; Time 2 N = 107; Time 3 N = 93, twelve months apart) at a UK public sector organization shortly before, during and after restructuring and downsizing. Findings Three classes of response emerged based on levels of and change in anxiety, organizational commitment and work engagement: a positive “Flourishers” profile was identified along with two relatively negative response profiles, labeled as “Recoverers” and “Ambivalents”. Higher levels of job control accounted for membership of the more positive response profile; higher structural uncertainty predicted membership of the most negative response group. Practical implications Using a person-centered approach, the authors form an understanding of different types of employee responses to downsizing; along with potential factors that help explain why groups of employees may exhibit certain psychological response patterns and may need to be managed differently during change. Thus, this approach provides greater understanding to researchers and managers of the varied impact that restructuring/downsizing has on the workforce. Originality/value To date there has been little research exploring employee responses to organizational restructuring and downsizing that has attempted to take a person-centered approach, which assumes population heterogeneity. Unlike variable centered approaches, this unique approach helps identify different patterns of employee responses to restructuring and downsizing.

Background High resilience increases nurses' ability to cope with job-related stressors and enhances job satisfaction and, consequently, their retention. The study aims to identify resilience predictors and perceptions of transformational leadership in a convenience sample of registered nurses in Lebanon. Methods An anonymous cross-sectional survey of a convenience sample of 240 registered nurses working for more than a year at three private hospitals in an underserved area in South Lebanon was used. The survey instrument included demographic questions, the True Resilience Scale ©, and the Global Transformational Leadership Scale. Multiple linear regression was used to assess the predictors of resilience after a descriptive analysis of the study variables. Results The survey response rate was 85%. The nurses' mean resilience score was 119.4 (SD 15.3), and their perception of transformational leadership score was M = 25.0, SD = 6.8. Compared to bedside nurses, nurse managers, nurses with more than five years of experience, and nurses in critical nursing units had statistically significant higher resilience scores ( p < 0.05). Resilience scores and perception of global transformational leadership were moderately correlated ( r = 0.53, p < 0.05). In the final multiple linear regression model, 30% of the variation in resilience scores was explained by designation ( p < 0.05) and perception of Global Transformational Leadership ( p < 0.01). Perception of global transformational leadership scores explained 29% of the variance in resilience scores. Designation and perception of global transformational leadership predicted resilience in this sample. Conclusions A national survey of the Lebanese nursing workforce is needed to achieve an improved predictive model and support policy developments to increase resilience among bedside nurses and retain them in the nursing workforce. Nurse administrators can help by strengthening their transformational leadership behaviors. Consistent use of transformational leadership styles will strengthen bedside nurses' resilience, increase nurse retention, and help sustain the Lebanese nursing workforce.

•There is disagreement about the purpose of university nursing education•The dominant view is that universities should produce work-ready graduates.•Dissenting academic nurses believe that universities have a broader educational role.•The disagreement is fundamental and cannot be overcome without a change in attitudes.•For attitudes to change, work-ready and gap metaphors must be put aside.

This research contributes to theory on self-control at work through applying and extending the limited-capacity model of self-control to examine the extent to which daily self-control work demands predict self-control failure and driving behavior during the commute after work. We develop a dual-pathway model in which resisting-distractions demands and impulse-control demands at work have unique relationships with speeding behavior via two separate pathways of self-control failure: one reflecting a failure to regulate attention and the other reflecting a failure to suppress impulses, which is moderated by negative affect. In two studies of daily work experiences and driving behavior, we find support for our model, over and above the effects of cognitive and affective work demands, postwork fatigue, and motivation. We discuss the implications of our findings in relation to the concept of self-control work demands and self-control depletion theory. Our findings also contribute to research on the links between work and commuting, and driving commuting most specifically, which is important because work-to-driving spillover represents a substantive safety issue for organizations.

Although most jobs and roles are created by organizations, employees can also self-initiate changes to their job characteristics based on their abilities and needs, a process referred to as job crafting. This bottom- up, employee-initiated job redesign has captured surging attention from both academics and practitioners in recent decades, as it offers great value in informing how individuals can more adaptively navigate today’s dynamic environment. Although existing research has greatly enhanced our knowledge on the antecedents and outcomes of employees’ job crafting, theories remain limited when it comes to explaining how contextual factors interact to affect job crafting, how job crafting is sustained over a long time, as well as how unique populations like leaders and agency temp workers and how a group of people collectively initiate changes agenticly in their jobs or career. The presentations and discussion in this proposed symposium seek to shed light upon these less charted territories. We include five studies examining different contexts and using different methodologies to extend our understanding of job crafting or, more generally, how individuals proactively exert changes in their jobs and career. Dynamic, Reciprocal Relationships Between Job Crafting, Self-concordant and Organizational Goals Presenter: Michael Clinton; King's College London Presenter: Uta K. Bindl; King's College London Presenter: Keely J. Frasca; Birkbeck, U. of London, and U. of East London Presenter: Elena Martinescu; Vrije U. Amsterdam Job Crafting and Passion for Work: A Mixed-Method Study of Senior Organizational Leaders Presenter: Gavin Slemp; U. of Melbourne Presenter: Austin Chia; U. of Melbourne Presenter: Robert J. Vallerand; - Intergroup Competition and Job Crafting: Moderating Role of Task- vs. Relation-oriented Leadership Presenter: Yanbo Song; INSEAD Presenter: Winnie Jiang; INSEAD Team Job Crafting and Employee Creativity Presenter: Xue Zheng; China Europe International Business School (CEIBS) Presenter: Tae-Yeol Kim; China Europe International Business School (CEIBS) Presenter: Yi Xiang; China Europe International Business School (CEIBS) Explorative Study on Agency Workers’ Career Self-Management Presenter: Jana Retkowsky; Vrije U. Amsterdam Presenter: Sanne Nijs; Human Resource Studies, Tilburg U. Presenter: Jos Akkermans; Vrije U. Amsterdam Presenter: Paul G W Jansen; Vrije U. Amsterdam

The COVID-19 pandemic compounded political and financial pressures on the nursing workforce in Lebanon. The government resigned in October 2019 in response to the popular uprising that called for an end to corruption and economic mismanagement 5 months before the first COVID-19 case appeared in the country. The continuing crises and the added stress of COVID-19 has increased the risk of occupational burnout and turnover in the nursing workforce. Therefore, valid and reliable measurement is imperative to determine burnout levels, prioritize intervention, and inform evidence-based workforce policy and practice. The primary aim of the study was to delineate burnout levels and cut-points in a national sample of nurses to inform workforce policies and prioritize interventions. Multidimensional and unidimensional Rasch analyses of burnout data collected from a national convenience sample of 457 hospital nurses 9–12 months after Lebanon’s political and economic collapse began. The data were collected in July–October 2020. Multidimensional Rasch analysis confirmed that the Copenhagen Burnout Inventory has three highly correlated unidimensional scales that measure personal burnout, work-related burnout, and client-related burnout. Except for a ceiling effect of ~ 2%, the three scales have excellent measurement properties. For each scale, Rasch rating scale analysis confirmed five statistically different nurse burnout levels. The mean personal burnout scores and work-related burnout scores (50.24, 51.11 respectively) were not higher than those reported in the international literature. However, the mean client-related burnout score of 50.3 was higher than reported for other countries. Compared with a baseline study conducted at the beginning of Lebanon’s political and economic crises, only client-related burnout scores were higher p. <.01. The CBI scales are reliable and valid measures for monitoring nurse burnout in crises torn countries. Stakeholders can use the CBI scales to monitor nurse burnout and prioritize burnout interventions. Urgent action is needed to reduce levels of client-related burnout in Lebanon’s nursing workforce.

This symposium explores career regret and career sacrifice – phenomena experienced by many individuals throughout the course of their working lives. Career regret is the feeling of wishing to undo ...

AbstractBackgroundThe delivery of health care during the COVID‐19 outbreak imposed significant challenges on the global nursing workforce and placed them at a higher risk of occupational burnout and turnover. In Lebanon, the pandemic hit when nurses were already struggling with an economic collapse caused by government failures. Resilience may play a protective factor against adversity and enable effective adaption to the burden of the pandemic.AimsTo determine the level of resilience in the nursing workforce and its relationship to burnout, intention to quit, and perceived COVID‐19 risk.MethodsA cross‐sectional study was employed among all registered nurses affiliated with the Order of Nurses in Lebanon and working in patient care positions in hospitals. The online survey questionnaire incorporated the Connor–Davidson Resilience Scale and the Copenhagen Burnout Inventory. Quartile scores were used to differentiate levels of resilience and burnout. Multiple logistic regression identified variables significantly associated with resilience.ResultsFive‐hundred and eleven nurses responded to the questionnaire. Nurses had a moderate level of resilience (M = 72 ± 13.5). In multivariate analyses, being male (OR = 3.67; 95% CI [1.46, 9.22]; p = .006) and having a master’s degree (OR = 4.082; 95% CI [1.49, 11.20]; p = .006) were independently associated with higher resilience. Resilience levels decreased with higher personal burnout (OR = 0.12; 95% CI [0.03, 0.435]; p = .001), work‐related burnout (OR = 0.14; 95% CI [0.04, 0.46]; p = .001), and client‐related burnout rates (OR = 0.09; 95% CI [0.03, 0.34]; p < .001). Nurses reporting the intention to quit their job had lower resilience scores (OR = 0.20; 95% CI [0.04, 0.88]; p = .033).Linking Evidence to ActionNursing stakeholders must introduce programs to regularly assess and enhance the resilience of nurses especially at time of crisis. Such programs would protect nurses from the perils of burnout and enhance their retention during times when they are most needed. Protecting nurses from burnout is an ethical imperative as well as an operational requirement.

Health care providers in Canada are expected to take care of people from a variety of cultural backgrounds, and it is difficult for health care providers to deeply understand the lived experiences of some individuals to provide them with culturally sensitive care. Syrian refugees comprise one such group of newcomers to Canada. This phenomenological study aimed to uncover the meaning of the lived experiences of Syrian refugees using Giorgi’s (2009) method. Seven participants’ descriptions were viewed through the lens of the social determinants of health model. Seven essences of the general structural description or the meaning Syrian refugees gave to their experiences of living in Canada were synthesized. Syrian refugees live paradoxical experiences that are both rewarding and less rewarding when viewed through the lens of the social determinants of health (social support, environment, culture, education, health services, employment, and income). These experiences have influenced their health in both positive and negative ways. This study highlights the need for more culturally sensitive health care interventions and assistance for Syrian refugees/newcomers in Canada. As a next step, an action research study involving Syrian refugees as co-researchers may help address the social determinant of health risks in this population.