Working from Home and Worker Well-being: New Evidence from Germany

The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers' well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women's well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations. © The Author(s) 2023.

Cancer nurses have experienced ‘moral injury' due to the pandemic

First, a Happy New Year to you all. I hope you enjoyed the festive break. In this issue, our cover article (evidence and practice, page 21) explains how emotional labour can lead to exhaustion and burnout, which contributes to a high turnover in the nursing workforce. It examines the differences in resilience and coping strategies of less experienced nurses compared with their more experienced counterparts.

Losing talent due to COVID-19: The roles of anger and fear on industry turnover intentions

Early in the COVID-19 pandemic, the US hospitality industry workforce experienced significant job loss via furloughs and job eliminations. Over a year later, the American hospitality industry is now facing a labor shortage. However, there is a dearth of literature explaining why the hospitality industry's response due to a mega-event, like the pandemic, can motivate employees to leave the hospitality industry. Instead, theory and research have primarily focused on organizations as the focal point for understanding turnover, while neglecting the industry. Using the affect theory of social exchange, this paper examined how anger and fear related to job status changes (i.e., being furloughed or laid-off) due to the pandemic, influence intentions to leave the industry. Study 1 used a survey of management-level employees, whereas Study 2 used an experiment to test the proposed model. Both studies showed that employees who lost their job due to the pandemic felt more anger and fear than those still employed. However, mediation analyses revealed anger, but not fear, as the primary driver of industry turnover intentions. These results highlight a potentially problematic trend. Should skilled hospitality workers switch industries due to job loss amidst an industry-wide negative event, it may become difficult for hospitality businesses to find qualified employees once the industry recovers and rehiring begins. © 2022 The Authors

A reflection on the Great Resignation in the hospitality and tourism industry

Purpose: This paper aims to provide a critical reflection on the Great Resignation in the hospitality and tourism industry in the wake of the COVID-19 pandemic. Specifically, this paper reviews the causes and effects of the Great Resignation, addresses the labor shortage in this industry and proposes strategies that can help manage the challenges. Design/methodology/approach: This paper is based on a critical analysis of emerging phenomena, related literature and researchers' experiences and insights. Findings: The Great Resignation has presented unprecedented challenges for the hospitality and tourism industry. A closer examination reveals that the pandemic has served as a catalyst rather than a leading cause of this trend. Workforce issues are becoming increasingly complex under contemporary influences, including internal elements such as new explications at work and external factors like the gig economy and technology implementation. Practical implications: This study provides practical implications on how Hospitality and Tourism practitioners can respond to the Great Resignation on micro, meso and macro levels. The practical implications revolve around employees' changing needs and preferences in the wave of Great Resignation, as well as the necessity for employers' reflection and improvement. Originality/value: This study marks an initial attempt to provide a critical assessment of a contemporary issue involving the Great Resignation. This paper extends its discussion through an advanced analysis of the issue, offers suggestions to manage current obstacles related to labor issues in hospitality and tourism, and illuminates future research directions. © 2022, Emerald Publishing Limited.

Perceived Overqualification and Job Outcomes: The Moderating Role of Manager Envy

In this study, we suggest that manager envy will moderate the relationship between perceived overqualification and job-related outcomes (employee turnover, job satisfaction, and performance evaluation). We examined our hypotheses using a sample of 322 employees working in five-star hotels in the United Arab Emirates (UAE), gathered across five time periods. Web-based questionnaires were utilized to collect the data due to the COVID-19 pandemic and in order to obtain results more quickly. We gathered data from June 2021 to February 2022 from superiors at T1 and T4 and subordinates at T2 and T3 in five periods. We left a gap of two weeks between each period, and the same respondents were utilized for all phases. The findings indicate that perceived overqualification was more strongly and negatively related to employee job satisfaction when managers reported high envy. Furthermore, when envy was high, employee overqualification was positively related to job turnover. Promotion had no direct or moderated effects. The implications for the literature on overqualification and envy were addressed. The findings suggest that group-level implications on how perceived overqualification influences employees should be investigated. Perceived overqualification as a result of reporting to envious supervisors had a detrimental impact on the perceived performance and achievement of individuals who were overqualified. The findings also emphasize the relevance of examining overqualification at many levels of analysis, as well as the need to look into manager-level moderators. © 2022 by the authors.

INTERNATIONAL. The dilemma: International recruitment of nurses and midwives amid a global workforce shortage

The article addresses the global shortage of nurses and midwives. Topics discussed include the COVID-19 pandemic, the early retirement of nurses, and the international recruitment of nurses and midwives. Also mentioned are the emigration rates for native-born nurses, investment in nursing education, and the need for governments to commit more resources for workforce planning.

Inclusive leadership can improve nurses' psychological ownership and reduce their turnover intention under the normalization of COVID-19 prevention.

Introduction: The COVID-19 pandemic continues to impact people's lives and professions worldwide. Chinese nurses face immense work pressure under the normalization of COVID-19 prevention and control, resulting in greater turnover intention. It is, therefore, crucial to study the mechanisms that influence the turnover intention of nurses in this situation. Objective: Many studies have examined the impact of leadership style on nurses' turnover intention; however, few researchers have investigated this influence during the COVID-19 pandemic. Based on the leader-member exchange theory, this study empirically studied the effect of inclusive leadership on turnover intention of nurses under the normalization of COVID-19 prevention and control in China, while assessing the mediating role of psychological ownership. Design: Cross-sectional study with multi-center data. Participants: Two thousand, two hundred ninety-nine registered nurses from 17 hospitals in China were recruited from January to March, 2022, under the normalization of COVID-19 prevention and control in China. Methods: A demographic questionnaire and scales of inclusive leadership, psychological ownership, and turnover intention integrated into an online survey were sent to registered nurses of different hospitals. Maximum likelihood structural equation modeling (ML-SEM) was used to analyze data. Results: Independent variable inclusive leadership has a significant effect on the overall turnover intention of nurses, p < 0.001. The direct effect path coefficient from inclusive leadership to psychological ownership is significant, p < 0.001. The direct effect path coefficient from psychological ownership to turnover intention is significant, p < 0.001. The indirect effect path coefficient from inclusive leadership to turnover intention is significant, p < 0.001. Conclusion: Psychological anxiety, burnout, turnover intention, and even suicidal thoughts were the main symptoms of Chinese nurses under the normalization of COVID-19 prevention and control in China. The absence of a mechanism to counteract these negative conditions may ultimately lead to personal psychological distress for nurses and collapse of the healthcare system. Inclusive leadership can improve nurses' psychological ownership level and reduce their turnover intention by treating them fairly, providing them with opportunities for self-development, paying attention to communication with them, and increasing their sense of belonging, self-efficacy, and self-identity.

SES, Relative Deprivation, Perceived Kindergarten Support and Turnover Intention in Chinese Teachers during the COVID-19 Pandemic: A Moderated Mediation Model

Research Findings: This study examined the relationship between Chinese early childhood teachers' socioeconomic status and turnover intention during the COVID-19 pandemic, with relative deprivation and perceived support as the mediator/moderator. Altogether 1070 early childhood teachers were recruited and surveyed online. The statistical results indicated that (1) Socioeconomic status was negatively associated with early childhood teachers' turnover intention;(2) relative deprivation partially mediated the relationship between socioeconomic status and early turnover intention;and (3) perceived kindergarten support moderated the relationship between socioeconomic status and relative deprivation and turnover intention. Practice or Policy: Boosting socioeconomic status might not be workable, but reducing relative deprivation and offering social support could be implemented to prevent turnover intention in Chinese early childhood teachers during the COVID-19 pandemic.

Steroids - Exploitation

Corticosteroids, more specifically glucocorticoids are one of the most prescribed drugs. Corticosteroids are adrenal hormones that serve significant physiologic activities such as modulating glucose metabolism, protein catabolism, calcium metabolism, bone turnover control, immunosuppression, and down-regulation of inflammatory cascade. Corticosteroids are regarded life-saving due to their various effects and have been used therapeutically to treat broad range of auto-immune, rheumatologic, inflammatory, neoplastic, and viral illnesses.However, the therapeutic benefits of glucocorticoids are restricted by the adverse effects. The most serious side effects of corticosteroids are associated with the use of higher doses for longer periods and OTC availability in specific pharmacies, which leads to dependency, as well as its usage in mild and moderate server instances, which is contrary to guidelines. In the recent times the use of corticosteroids has been multiplied with the emergence of the Covid -19 pandemic. WHO and the standard guidelines has recommended the usage of corticosteroids in critically ill covid-19 patients but their usage in mild and moderate cases caused more harm than benefit. This illicit usage has resulted in the development of opportunistic fungal illnesses such as mucormycosis, posing an extra risk to patients in terms of quality of life and finances. Other adverse effects of systemic corticosteroids include morphological changes, increased blood sugar levels, delayed wound healing, infections, decreased bone density, truncal obesity, cataracts, glaucoma, blood pressure abnormalities, and muscle fibre atrophy.In this review we want to discuss the significance and detrimental effects of corticosteroids emphasizing on the recent times i.e., COVID-19.

Computational tools for aptamer identification and optimization

Aptamers are single-stranded DNA or RNA oligonucleotides that can selectively bind to a specific target. They are generally obtained by SELEX, but the procedure is challenging and time-consuming. Moreover, the identified aptamers tend to be insufficient in stability, specificity, and affinity. Thus, only a handful of aptamers have entered the practical use stage. Recently, computational approaches have demonstrated a significant capacity to assist in the discovery of high-performance aptamers. This review discusses the advances achieved in several aspects of computational tools in this field, as well as the new progress in machine learning and deep learning, which are used in aptamer identification and optimization. To illustrate these computationally aided processes, aptamer selections against SARS-CoV-2 are discussed in detail as a case study. We hope that this review will aid and motivate researchers to develop and utilize more computational techniques to discover ideal aptamers effectively. Copyright © 2022 Elsevier B.V.

Preferences for social risk factor screening among breast and prostate cancer survivors in the Washington DC region: A qualitative study

Despite improvements in cancer outcomes over time, significant disparities remain between Black and White cancer survivors. Medical care is estimated to account for 10-20% of health outcomes, while other modifiable factors explain as much as 80-90% of outcomes. These disparities may thus be driven by multiple factors including social determinants of health, differences in treatment or follow up, or attitudes and behaviors of care teams. As part of a larger project, we conducted a qualitative study to understand cancer survivor preferences for and experiences with social needs screening and referrals. The results of this assessment will inform the delivery of social risk screening for breast and prostate cancer survivors in the multi-site study. Semi-structured interviews were conducted in English between March and April 2022 with breast and prostate cancer survivors from two cancer institutes in Washington DC. Patients were purposively recruited to ensure diversity in age, race, and cancer stage (I-III). Each interview lasted 60 minutes. Transcripts were reviewed for consensus and preferences for social needs screening. Thirteen survivors participated in the interviews. Participants were mostly breast cancer survivors (n=10), African American (n=6), were equal in stages I and II at time of diagnosis (n=5), and ranged in age from 34 to 81 with a median age of 64. Most patients (n=7) did not report social needs screening during their treatment, though all patients welcomed having these conversations with their care team. The majority of patients (n=9) desired face-to-face conversations as opposed to on paper (n=1) or through the patient portal (n=1). Similarly, most patients (n=7) did not mind who on their care team held the conversations. There was difference in opinion on how often social needs should be discussed, with four participants suggesting every appointment to another patient suggesting once at diagnosis. When asked about the needs patients experienced during treatment, food insecurity and nutrition were most cited (n=6), followed by transportation (n=4) and emotional resources (n=4). Only one patient reported not desiring social needs referrals during treatment. Other avenues for seeking out social resources included self-initiated research online or through books (n=2), and another patient described utilizing their local church (n=1). Finally, patients also spoke about challenges in receiving treatment and transitioning to survivorship due to the COVID-19 pandemic, including hospital staff turnover and care team inconsistency (n=1), bringing loved ones to appointments (n=1), and transportation challenges for individuals who relied on public transport to and from the clinic (n=1). This research reveals important insight to the perspective on social needs screening among a group of breast and prostate cancer survivors in the Washington DC region and highlights the ways in which patients have experienced and desire screening for social needs. In future work we will expand the number of interviews and apply these findings into practice.

Changing tenant covenant perceptions and flexibility in the lease model in UK city centres

The retailing industry in the UK is experiencing unprecedented structural change. The impact on retailers has often dominated headlines, along with the impacts on local services and economies, but with little attention given to the implications for property owners and practitioners. Exploring and understanding the responsiveness of landlords, and their behaviours, is essential to understanding the adaptiveness of a retailing system. This study employs semi-structured interviews to examine the short- and long-term changes in the retail market and the actions of landlords in response. The findings span the period prior to and during the first year of the Covid-19 pandemic in 2020, and reveal that fundamental changes have occurred to establish tenant covenant norms and the traditional retail leasing model. The paper explores these changes, including a shift in tenant risk, reposition of the leasing model in favour of tenants, generally, and greater application of turnover rents. The pressing challenge for current valuation practitioners, therefore, is to incorporate these fundamental changes within the market into the pricing of retail assets. Significant progress in this area to date, as explored in the paper, has been limited although greater application of discounted cashflow techniques is set to be encouraged by the RICS.

The role of extraversion in the Great Resignation: A burnout-quitting process during the pandemic

The Great Resignation is a global economic trend that began during the COVID-19 pandemic in which quitting rates increased to unusually high levels. Although this phenomenon has been attributed to burnout, scarce research exists to explain the role of individual differences in the increased quitting rate. To address this gap, we investigate the progression from burnout to voluntary turnover during the pandemic in US in two studies. Study 1 uses data from full-time employees (n = 360) in a multiphasic data collection spanning February 2021 to February 2022 (during the Great Resignation). The results demonstrate that people higher in extraversion report less burnout. This, in turn, leads to fewer voluntary turnover behaviors. Study 2 uses data from an additional sample (n = 137) of employees collected during the pandemic (June 2020). These results indicate that extraversion may buffer the effect of role overload encountered in the pandemic context. Because other pandemics and social withdrawal phenomenon (e.g., quiet quitting) are sure to emerge, it is necessary to continue studying employee characteristics and outcomes in these situations. © 2023 Elsevier Ltd

Career satisfaction and mobility intentions of Missouri public high school principals amid the wake of COVID-19

The purpose of this qualitative narrative study was to explore career satisfaction and mobility intentions of Missouri public high school principals after 3 or more years in the profession who served during the COVID-19 pandemic. The framework of this study was based on Bandura's (1977) Social Learning Theory and Herzberg et al.'s (1959) Two-factor Theory. Participants in this study included nine high school principals who served in Missouri public school districts, one from each of the RPDC regions across the state of Missouri. With research questions one, key themes associated with satisfactory experiences include change, collaboration, connection, helping and learning, problem- solving, and students overcoming challenges. Conversely, key themes associated with unsatisfactory experiences include pandemic related guidelines and challenges, student academic concerns, and staffing struggles, community turmoil, and work-life balance. For research question two, key themes related to overall mobility intentions amid the pandemic include passion and commitment, connections, managing people, workload, and support. In relation to workplace conditions, key themes included prioritization and time management, delegation, and an inability to balance. In relation to emotional aspects of the work, key themes included support, health, and hobbies. Exploring answers to the research questions, the researcher was provided invaluable insight into the perceptions of high school principal to portray their individual lived experiences concerning career satisfaction and mobility intentions. Approximately half the participants represented in the study were considering leaving the position, however the reasons were more personal related rather than pandemic related. Overall, when considering career satisfaction, while most spoke to the challenges, of the public high school principals represented in the study seemed energized and/or indifferent to the added stress and strain of the pandemic. Participants enjoy their career as a high school principal and are focused on meeting the challenges head on. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Preparing for the unexpected in a COVID-19 world: The teaching dilemmas of a mid-semester faculty change

Despite the perceived rarity of mid-semester faculty changes, there is a shortage of literature to guide administrators and faculty on best practices for handing the dilemmas associated with mid-semester faculty changes. This is particularly concerning given the uncertainty of situations like the COVID-19 global pandemic and recent research that finds that future extreme epidemics are likely to happen. This paper seeks to answer two questions (1) What can faculty and administrators do to prepare students who are experiencing a mid-semester faculty change, and (2) What procedures and processes are in place to assist the incoming faculty? Data were collected through a survey of students who had underwent a mid-semester faculty change and interviews with administrators who deal with personnel issues like this one. The data suggest faculty should first meet with students to assess their progress before jumping into an established lesson plan (the opposite of how faculty normally prepare to teach a class). Clear communication about expectations, organization of the course materials, and instructor flexibility was identified as keys to student success during a teaching disruption. These findings align with decades of research on teaching and learning. Administrators should create contingency plans that go beyond the personnel transaction and that help faculty quickly prepare for a transition that is student focused. More research is needed to identify the best administrative processes and procedures to assist faculty in a smooth transition when taking over a course mid-semester. © University of Deusto.

Comprehensive assessment of factors contributing to the actual turnover of newly licensed registered nurses working in acute care hospitals: a systematic review.

BACKGROUND: During the COVID-19 pandemic, the demand for nursing care increased, making the retention of nurses even more important. Among staff nurses, it is reported that the turnover rate of newly licensed registered nurses is higher. However, no systematic reviews have focused on the factors that influence newly licensed registered nurses' turnover. Additionally, because newly licensed registered nurses are a major source of the supply of nurses, it is critical to retain them to meet patient needs. Therefore, this study aimed to systematically synthesize the factors contributing to the actual turnover of newly licensed registered nurses working in acute care hospitals. METHODS: CINAHL, Cochrane Library, DBpia, EBSCO, PubMed, PsycINFO, RISS, and Web of Science were searched for studies published between January 2000 and June 2021. This systematic review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. RESULTS: Ten articles from 9029 were included in this review. All studies used a longitudinal design. The annual turnover rates of newly licensed registered nurses ranged from 12 to 25%. Health status, including sleep and healthy lifestyles, were significant factors affecting turnover. Most studies focused on work environment factors, and emotional exhaustion, job satisfaction, peer support, and intent to leave, were significantly associated with newly licensed registered nurses' turnover. Small hospitals located in nonmetropolitan areas were at risk of high turnover of newly licensed registered nurses. CONCLUSIONS: Turnover is inevitable in the process of employment, but high turnover can be prevented. Through reviewing ten articles, significant contributing factors for newly licensed registered nurses' turnover included personal factors of health status; work environment factors of physical exhaustion, emotional exhaustion, depersonalization, occupational injuries, income, intent to stay, job satisfaction, and peer support; and hospital factors of hospital size, location, and unionization. Most existing studies focus on work environment factors, which reflects the significance of fostering healthy work conditions to prevent high turnover. These findings can be used to develop strategies and policies for work environment to reduce high turnover of newly licensed registered nurses, and support high-risk groups, such as small hospitals located in nonmetropolitan areas with high levels of nurses' turnover.

Intensive care units nurses' burnout, organizational commitment, turnover intention and hospital workplace violence: A cross-sectional study.

AIMS: This study aimed to (1) assess the relationship between intensive care unit (ICU) nurses' burnout, organizational commitment and turnover intention, (2) examine the moderating effect of the organizational commitment on the relationship between ICU nurses' burnout and turnover intention, and (3) explore the prevalence and influencing factors of hospital workplace violence among ICU nurses. DESIGN: Cross-sectional study design. METHODS: Data were collected from August to October 2020 and a convenience sample of registered nurses was recruited. To control common method biases, one-month temporal separation, Harman's single-factor analysis and method of latent variables were adopted. The moderating effect was tested by SPSS Hayes PROCESS Macro. Chi-square and logistic regression were used to examine workplace violence data. RESULTS: Organizational commitment (ß = -.23, 95% confidence interval -.45 to -.03) and continuance commitment (ß = -.15, 95% confidence interval -.24 to -.16) have negative moderation effects on the relationship between emotional exhaustion and turnover intention. 77.7% of ICU nurses experienced workplace violence, male and staff nurses, and nurses with lower professional titles and shorter working years have greater odds of experiencing this violence.

An investigation of the incidence of post-traumatic stress disorder, turnover intention and psychological resilience among medical staff in a public hospital in China during the outbreak of the omicron variant in the COVID-19 pandemic in 2022.

Objective: To investigate the incidence of post-traumatic stress disorder (PTSD), turnover intention and psychological resilience of medical staff during the Outbreak of the Omicron Variant in the COVID-19 pandemic in 2022 and to provide a basis for adopting relevant psychological interventions to reduce medical staff turnover. Methods: Using the PTSD Checklist-Civilian Version (PCL-C) and a total score ranging from 17 to 85 points, a total score ≥ 38 indicates significant PTSD symptoms and a diagnosis of PTSD. The Chinese version of the Turnover Intention Scale (TIS) has a total score of 6 to 24 points; the higher the score, the stronger the turnover intention. The Chinese version of the Connor-Davidson Resilience Scale (CD-RISC) has a total score of 0 to 100 points, with higher scores indicating a better level of psychological resilience. A total of 443 front-line medical staff working in Chinese public hospitals and still treating all patients normally during COVID-19 were invited via the internet to complete a survey from 15 May to 30 May 2022 in China. Results: The incidence of PTSD was 14.4%, the total turnover intention score was 13.38 ± 4.08, and the total psychological resilience score was 87.16 ± 18.42. The prevalence of PTSD was higher among medical staff who were married, had children, and were worried about being infected; in addition, the PTSD group had a higher level of education, higher turnover intention, and lower psychological resilience than the non-PTSD group. The total scores for turnover intention and fear of being infected were risk factors for PTSD, while a high total psychological resilience score and high education level were protective factors for PTSD; the differences were statistically significant (all P < 0.05). Conclusion: Post-traumatic stress disorder among Chinese medical personnel was associated with the marital status, childbirth, education level, turnover intention, and psychological resilience. Among these factors, psychological resilience might be exploited as a protective factor.

The Impact of CSR Perceptions on Employees' Turnover Intention during the COVID-19 Crisis in China.

The COVID-19 pandemic has created tremendous challenges for organizations' corporate social responsibility (CSR), communication, and relationship management with internal stakeholders such as employees. This study conducted an online survey of 466 employees working for large Chinese corporations during the pandemic. A structural equation model based on insights from expectancy violation theory was used to examine how negative violation valence increases employees' turnover intention as mediated by uncertainty, CSR cynicism, and distrust. The survey results showed that employees' negative violation valence positively influenced their uncertainty about their organizations' CSR activities, which fostered their cynicism about CSR and distrust of their organization. Employees' CSR cynicism increased their distrust toward their organizations, which increased their turnover intention. The theoretical and practical implications of the study are discussed as well.