Association between dietary diversity, sedentary time outside of work and depressive symptoms among knowledge workers: a multi-center cross-sectional study.

BACKGROUND: Low-diversity diets and sedentary status are risk factors for depressive symptoms, while knowledge workers were ignored before. The purpose of this current study was to examine the relationship between dietary diversity, sedentary time spent outside of work, and depressive symptoms among knowledge workers. STUDY DESIGN AND METHODS: This was a multicenter and cross-sectional design that included 118,723 knowledge workers. Participants self-reported online between January 2018 and December 2020. Demographic information, the Dietary Diversity Scale, the Patient Health Questionnaire-9, dietary habits (which included eating three meals on time, midnight snacking, overeating, social engagement, coffee consumption, sugary drink consumption, smoking and alcohol use), sedentary time spent outside of work and physical activity were investigated. RESULTS: The relationships between demographic information, dietary habits and dietary diversity, and depressive symptoms were estimated. Compared with the first and second levels of dietary diversity, the third level of dietary diversity (OR: 0.91; 95% CI: 0.84-0.98) reduced the risk of depressive symptoms. Knowledge workers with different degrees of sedentary status (2-4 h (OR: 1.11; 95% CI: 1.07-1.14), 4-6 h (OR: 1.21; 95% CI: 1.17-1.26), and > 6 h (OR: 1.49; 95% CI: 1.43-1.56), presented a progressively higher risk of depressive symptoms. CONCLUSION: High amounts of sedentary time spent after work and low levels of dietary diversity are risk factors for depressive symptoms. In addition, an irregular diet and overeating are also major risk factors for knowledge workers.

Research on the influence of maker spirit on knowledge workers' innovative behavior.

Motivating the innovative behavior of knowledge workers with the "maker spirit" is important for enhancing innovation efficiency. Based on the unique "maker spirit" embodied in knowledge workers in Chinese, this study comprehensively considers elements of job crafting and superiors' developmental feedback, and uses questionnaire survey method and mathematical statistical analysis method to explore the relationship between the maker spirit and the innovative behavior of knowledge workers in order to provide theoretical support for further promoting the development of social innovation. The results of the study show that the spirit of innovation, sharing, practice, and entrepreneurship in the maker spirit all have a positive contribution to innovative behavior; job crafting mediates between the spirit of innovation, sharing, practice, entrepreneurship, and innovative behavior; and superiors' developmental feedback plays a positive moderating role between the spirit of innovation, sharing, practice, entrepreneurship, and job crafting.

The influence of spousal support on the outcomes and willingness of work from home for female knowledge workers.

This study identified the key factors of spousal support that influence the outcomes and willingness of female knowledge workers to work from home (WFH). A questionnaire of 59 items was developed, covering basic personal information, spousal support, work perception, work-life balance, and willingness to WFH: 139 valid responses from female participants were collected and analysed. Exploratory factor analysis revealed six distinct factors of spousal support. Regression analysis found that personal-related emotional support, personal-related instrumental support, work-related emotional support, and work-related instrumental support demonstrated positive correlations with work perception and work-life balance, while family-related instrumental support positively correlated with work-life balance. Personal-related emotional support and personal-related instrumental support positively correlated with the willingness to WFH. Notably, personal-related emotional support exhibited the strongest correlation coefficients for willingness and outcomes. The findings could provide information on how a husband could improve his wife's well-being when WFH.Practitioner summary: A survey was conducted among female knowledge workers to examine the influence of different factors of spousal support on the outcomes and willingness of WFH. The results shed light on how husbands can improve their wives' well-being during WFH, offering practical guidance for supporting spouses in this context.

Corrigendum: The medium-term perceived impact of work from home on life and work domains of knowledge workers during COVID-19 pandemic: a survey at the National Research Council of Italy.

[This corrects the article DOI: 10.3389/fpubh.2023.1151009.].

Measuring the decent work of knowledge workers: Constructing and validating a new scale.

Through two and half decades, decent work (DW) has been studied mainly on unemployment and underemployment to promote workers' well-being, overlooking the importance of understanding knowledge of workers' (KW's) well-being in the workplace. However, the conflict between organizational performance and KW's well-being has intensified with technology development and the digital economy. This study constructs and validates a new scale for measuring the decent work perception (DWP) of KW in the context of knowledge management (KM). First, 27 in-depth interviews are conducted based on previous research results and grounded theory, resulting 4 dimensions consisting of 32 initial items identified by the KWs as reflecting their perception of DW. The 4dimensions of DWP are work security, respect & support, self-value, and professional skills. Second, 212 KWs participate in the preliminary survey, identifying the initial questionnaire's validity and selecting 13 items from the original questionnaire. Finally, 554 questionnaires are collected for the formal survey. According to exploratory factor analysis (EFA) and confirmative factor analysis (CFA), the 13-item decent work perception scale (DWPS) has reasonable reliability and validity. Considering the characteristics of work challenges, work autonomy, and career commitment of KWs, this study contributes to the knowledge of respect & support, self-value, and professional skills on DWPS. It is concluded that the DWPS can be applied to measure DW for KWs. As an effective measurement tool for KWs, this scale is also crucial for helping employees achieve their career goals, and managers understand KWs' demands theoretically and practically.

The Impact of Compulsory Citizenship Behavior on Job Performance of New-Generation Knowledge Workers: The Roles of Ego Depletion and Relational Energy.

Purpose: Based on ego depletion theory and interaction ritual theory, this research explores the impact of compulsory citizenship behavior on new-generation knowledge workers' job performance via the mediating role of ego depletion and the moderating role of relational energy employees experienced in interactions with coworkers. Methods: Two studies were conducted to explore the impact of compulsory citizenship behavior on job performance. Study 1 used a 10-day daily diary Survey (N=112) and Study 2 used a questionnaire survey conducted multiple times (N=356) to test the hypotheses. Results: The results of Study 1 and Study 2 were almost convergent. Compulsory citizenship behavior had a negative effect on job performance through the mediating effect of ego depletion. In addition, relational energy negatively moderated the effect of compulsory citizenship behavior on ego depletion and negatively moderated the mediating effect of ego depletion between compulsory citizenship behavior and job performance. Conclusion: The results deepen our understanding of the mechanism underlying the effect of compulsory citizenship behavior on job performance from the theoretical perspective of psychological energy, and also provide practical implications on how to manage new-generation knowledge employees' work behavior and job performance.

Extending the use of the Belief Action Outcome model during COVID-19 pandemic: Technology access review on locational disparities and inequalities for knowledge workers.

Remote working has played an increasingly important role in accelerating alternative workplaces. In the wake of the COVID-19 pandemic emergency demands, this paper seek to demonstrate the resilience of knowledge workers and their ability to work remotely, despite the uneven distribution of enabling infrastructure during the COVID-19 lockdown restrictions. The Belief Action Outcome (BAO) model for information systems was used to support the study as this underexplored theory was found to be worthy of further testing in real-world situations. This qualitative study used a range of sources consisting largely of search data from major online journal databases. The findings highlight that knowledge workers can successfully work from alternative workplaces and still deliver the required outputs, despite socio-economic problems such as locational disparities and inequalities in access to technology. The same technologies that empowered knowledge workers to transform their work locations during the COVID-19 crisis, however, are the same to enable certain sectors of society whilst hindering other cohorts residing in under resourced locations. Therefore, the benefits of working remotely cannot favour everyone because of the existing inequalities and disparities. Applying the BAO model in this context implies environmental issues are likely to play a growing important role in future when decisions are made around alternative workplace and adoption of IS/IT systems. Although the COVID-19 pandemic has disrupted working patterns and accelerated the trend towards working in alternative workplaces than the traditional office/factory premises, there are notable implications around this shift. The study confirmed the related behaviours, opportunities, and barriers (social systems and organisations), as well as the structures (both societal and organisational) of the BAO model. In addition, certain aspects of both the remote workers' and organisations' adoption behaviour were changed to a greater extent and more rapidly because of the COVID-19 pandemic. As a contribution, this qualitative study reveals in more detail the yet uncharted remote workers' beliefs.

The medium-term perceived impact of work from home on life and work domains of knowledge workers during COVID-19 pandemic: A survey at the National Research Council of Italy.

Objective: The study aimed to investigate perceptions and determinants of the overall impact on life and work domains among a community of knowledge workers after 18 months of forced work from home due to the pandemic. Methods: A cross-sectional study with a retrospective assessment was conducted early in 2022 at the National Research Council of Italy. Five single-item questions explored the perceived impact on life domain while a 7-item scale the impact on the work domain. Bivariate analyses and multivariate regressions were used to evaluate the associations between impacts and some key factors defined by 29 ad hoc closed questions. Results: More than 95% of the 748 respondents reported a perceived change in at least one item of the life domain. For each of these items, although a large group of subjects has reported that working from home had no impact (from 27 to 55%), in the rest of the sample the positive evaluation (from 30 to 60%) clearly prevailed over the negative one. Overall, most of the subjects (64%) rated the impact on the work experience positively. Relationship with colleagues and participation in the work context were the items where the greatest number of negative rates was concentrated (27 and 25%, respectively). On the other hand, positive perceptions prevailed over both negative perceptions and lack of impact perceptions on the subjects of organizational flexibility and quality of work. The frequency of work-room sharing, home-work commute time and changes in sedentary lifestyle, have been identified as common explanatory factors of perceived impacts on both domains. Conclusion: Overall, respondents reported positive rather than negative perceived impacts of forced work from home in both their lives and work. The obtained results suggest that policies to promote the physical and mental health of employees, strengthen inclusion and maintain a sense of community are necessary to improve workers' health and prevent the effects of perceived isolation on research activities.

How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness.

When knowledge workers encounter psychological contract violations, they usually send out biased signals. Their job satisfaction decreases and their turnover intentions increase. However, in the increasingly competitive talent market, employees may not choose to leave when they encounter psychological contract violation. Based on the theoretical research results of the existing psychological contract violation, job satisfaction, turnover intention and job embeddedness, this paper analyzes the internal connections and deep relationships among the key elements by referring to the possible causes and results of the changes in the key elements. Survey technique was utilized while knowledge workers were selected as targeted respondents from specified provinces of China. A total of 392 valid questionnaires were selected by questionnaire survey. Statistical analysis was carried out by SPSS21 and AMOS23, and regression analysis was used to repeatedly verify the relationship between various elements. The results show that psychological contract violation positively predicts the turnover intention of knowledge workers, job satisfaction mediates the positive effect of psychological contract violation on turnover intention, and job embeddedness negatively regulates the positive effect of psychological contract violation on turnover intention. This study has theoretical and practical significance in enriching the theory and methods of organizational management, inspiring knowledge workers to stimulating their work potential, reducing employees' turnover intention, reducing the impact of resignation on the enterprise, and enhancing the enterprise's human resource management of knowledge workers.

The Influence Mechanism of Knowledge-Based Professionals' Core Value Identity on Creativity From the Perspective of the Knowledge Economy.

In the era of the knowledge economy, tacit knowledge transfer is a key strategy for developing personal creativity, but it also is affected by core value agreement. Knowledge-based professionals have innate sensitivity with core value agreement. In the knowledge capital development system, tacit knowledge transfer is a key strategy to be discovered. This research investigates the core value identity mechanism of knowledge professionals from the perspective of the knowledge economy. The results revealed the intrinsic relationship between core values identity, tacit knowledge transferring, and personal creativity based on knowledge-based professionals' data and employing core values identity, tacit knowledge transferring, and personal creativity based on knowledge-based professionals' data and structural equation modeling. The results also represent the incentive path of tacit knowledge transferring in personal creativity under the core value agreement condition, which may provide a theoretical inspiration to foster knowledge-based talent creativity.

How Are Techno-Stressors Associated with Mental Health and Work Outcomes? A Systematic Review of Occupational Exposure to Information and Communication Technologies within the Technostress Model.

The technostress model has introduced different factors to consider when assessing how information and communication technologies impact individuals in different work settings. This systematic review gathers evidence regarding associations between occupational exposure to technostress and health or work outcomes. In addition, we highlight typical methodological constraints of the technostress model. We conducted electronic literature searches in June 2020 (PubMed, PubMed Central, Web of Science, Scopus, PsycInfo, PsycArticles) and independently screened 321 articles. We report on 21 articles meeting eligibility criteria (working population, technostress exposure, health or work outcome, quantitative design). The most frequently examined techno-stressors, i.e., factors of technostress, were techno-overload and techno-invasion. Techno-stressors were consistently associated with adverse health and work outcomes, apart from a positive impact on work engagement. However, studies may be subject to considerable conceptual overlap between exposure and outcome measures. Future technostress research would benefit from reducing heterogeneity in technostress measures, assessing their external validity and focussing on specific techno-stressors.

Is There a Sampling Bias in Research on Work-Related Technostress? A Systematic Review of Occupational Exposure to Technostress and the Role of Socioeconomic Position.

Technostress is a widespread model used to study negative effects of using information communication technologies at work. The aim of this review is to assess the role of socioeconomic position (SEP) in research on work-related technostress. We conducted systematic searches in multidisciplinary databases (PubMed, PubMed Central, Web of Science, Scopus, PsycInfo, PsycArticles) in June 2020 and independently screened 321 articles against eligibility criteria (working population, technostress exposure, health or work outcome, quantitative design). Of the 21 studies included in the narrative synthesis, three studies did not collect data on SEP, while 18 studies operationalised SEP as education (eight), job position (five), SEP itself (two) or both education as well as job position (three). Findings regarding differences by SEP are inconclusive, with evidence of high SEP reporting more frequent exposure to overall technostress. In a subsample of 11 studies reporting data on educational attainment, we compared the percentage of university graduates to World Bank national statistics and found that workers with high SEP are overrepresented in nine of 11 studies. The resulting socioeconomic sampling bias limits the scope of the technostress model to high SEP occupations. The lack of findings regarding differences by SEP in technostress can partly be attributed to limitations in study designs. Studies should aim to reduce the heterogeneity of technostress and SEP measures to improve external validity and generalisability across socioeconomic groups. Future research on technostress would benefit from developing context-sensitive SEP measures and quality appraisal tools that identify socioeconomic sampling biases by comparing data to national statistics.

The retention effect of staff education programme: Sustaining a decrease in hospital-acquired pressure ulcers via culture of care integration.

Hospital-acquired pressure ulcers (HAPUs) negatively affect patients during hospitalisation, putting patients at risk for further complications. HAPUs are one of the hospital quality key performance indicators (KPIs) that necessitate quality initiatives and/or programmes to minimise its occurrence and consequences. When quality initiatives are put into place and proven effective, the next important focus is sustainability of the effects. The original Saudi Arabian study based on data collected from 50 441 patients, showed that implementation of the pressure ulcer prevention programme (PUPP) was successful showing a statistically significant reduction of HAPUs from 0.20% in 2014 to 0.06% in 2018 (P value <.001). The aim of this follow-up check of the original study was to assess if the PUPP's effectiveness success was retained. Also, to try and determine why the implemented quality improvement programme to prevent HAPUs was so successfully retained. Designed and conducted as a systemic review, it tracked the outcomes of pressure ulcer rates during and post PUPP implementation that mostly focused on evidence-based staff education, concentrating on years 2016 to 2018. Statistically significant reductions were captured by data that have been presented through Pearson Chi squares. HAPU decline was notable between year 2017 and 2018. This was followed by a further reduction in year 2018. The results determine retention effect sustainability of the initial positive results achieved. By doing so, the study was further able to establish that the PUPP had been integrated into the hospital system's care culture as evidenced by the reduction of HAPUs despite a large inpatient growth. Consideration of what contributing factors led to this successful integration of new knowledge into the care culture are also examined. KPIs can be used as indicators to help reinforce staff education. Culture of care (support of values and interventions taught during the PUPP) offer hope that these may be duplicated in future improvement projects. The supportive nature of a given culture of care may in fact be just as important as the practical education provided to staff members.

Informal Status and Taking Charge: The Different Roles of OBSE, P-J Fit, and P-S Fit.

Status in an organization is considered a significant antecedent to an employee's work-related behaviors. However, the relationship between knowledge workers' informal status and "taking charge" has been ignored in previous human resource management research. Based on the self-consistency theory, this study examines the mechanisms underlying the influence of knowledge workers' informal status on taking charge. Data were collected from 337 dyads of employees and their immediate supervisors in 24 enterprises and companies. The results of moderated-mediation analysis indicate organization-based self-esteem (OBSE) fully mediated the positive relationship between knowledge workers' informal status and taking charge, whereas person-job fit (P-J fit) and person-supervisor fit (P-S fit) each moderated the relationship between knowledge workers' informal status and OBSE, in addition to the indirect effect of knowledge workers' informal status on taking charge. Specifically, the indirect effect was strongest when P-J fit or P-S fit was high. The theoretical and managerial implications of the findings, limitations of the study, and future research directions are discussed.

O impacto da ansiedade em informação nas Startups de Inovação / La información como un recurso de ansiedad en las organizaciones / Information as a source of anxiety in organizations

O presente trabalho tem como objetivo identificar o impacto da informação no contexto da construção de conhecimento em trabalhadores de startups. Nesse sentido, ao observarmos o atual cenário das organizações, analisamos que a informação é capaz de modificar o comportamento dos sujeitos de diferentes maneiras. Dessa forma, ao mesmo tempo em que devemos considerar a informação como um recurso para as organizações, também é necessário compreender o seu impacto na saúde geral dos trabalhadores, que vai desde a sensação de incapacidade em absorver múltiplas informações na produção de conhecimento, entre outros problemas (doenças somáticas, síndrome de esgotamento etc.), o que interfere na saúde mental, tanto quanto à saúde física. O uso da informação provoca inúmeros desencadeamentos nas organizações, todavia, destacamos um comportamento desenvolvido pelos trabalhadores que necessita ser analisado: a ansiedade informacional. Diante desse cenário, a presente pesquisa buscou compreender o comportamento informacional dos trabalhadores do conhecimento nas startups. Para tanto, foi escolhido o método 'estudo de caso', aplicando-se a triangulação, ou seja, aplicando diferentes técnicas de coleta e análise de dados, tornando a pesquisa mais consistente, validando assim os dados e análises realizadas. A população da pesquisa consiste em 18 sujeitos de 4 diferentes empresas de tecnologia da informação que foram enquadradas como startups. Com as informações colhidas, foi possível construir parâmetros baseados em estratégias de Gestão de Pessoas de Ribeiro et al (2019) capazes de minimizar o impacto da ansiedade em informação nos trabalhadores dessas startups(AU)

Este documento tiene como objetivo identificar el impacto de la información en el contexto de la creación de conocimiento en los trabajadores de nuevas empresas. En este sentido, al observar el escenario actual de las organizaciones, analizamos que la información puede modificar el comportamiento de los sujetos de diferentes maneras. Por lo tanto, si bien debemos considerar la información como un recurso para las organizaciones, también es necesario comprender su impacto en la salud general de los trabajadores desde la sensación de incapacidad para absorber información múltiple en la producción de conocimiento; entre otros problemas, enfermedades somáticas, síndrome de agotamiento, etcétera, que interfieren con la salud mental y la salud física. El uso de la información causa numerosos factores desencadenantes en las organizaciones; sin embargo, destacamos un comportamiento desarrollado por los trabajadores que debe analizarse: la ansiedad informativa. Dado este escenario, la presente investigación buscó comprender el comportamiento informativo de los trabajadores del conocimiento en las nuevas empresas. Para esto, se eligió el método "estudio de caso", aplicando la triangulación, es decir, diferentes técnicas de recolección y análisis de datos, haciendo que la investigación sea más consistente, para validar los datos y el análisis realizado. La población de la investigación consistió en 18 sujetos de 4 compañías diferentes de tecnología de la información que fueron clasificadas como startups. Con la información recopilada, fue posible construir parámetros basados ​​en las estrategias de gestión de personas de Ribeiro y otros (2019), capaces de minimizar el impacto de la ansiedad por la información en los trabajadores de estas nuevas empresas(AU)

The purpose of the study was to identify the impact of information in the context of knowledge creation among workers from startup enterprises. Based on observation of the current scenario of organizations, we analyzed the fact that information may modify the behavior of subjects in different ways. Thus, while we should consider information as a resource for organizations, we should also understand its impact on workers' general health in terms of a feeling of inability to grasp multiple information in the process of knowledge production. Among other problems, somatic diseases and the burnout syndrome interfere with mental and physical health. Given this scenario, the study aimed to understand the information behavior of knowledge workers in the new enterprises. To achieve this goal, the case study method was applied, which included the use of triangulation, i.e. different data collection and analysis techniques contributing greater consistency to the study when validating the data and the analysis performed. The study population was 18 subjects from 4 different information technology companies classified as startups. With the information collected, parameters could be constructed on the basis of the people management strategies developed by Ribeiro et al (2019), capable as they are of minimizing the impact of information anxiety among workers from these new enterprises(AU)

A Scoping Review of Digital Tools to Reduce Sedentary Behavior or Increase Physical Activity in Knowledge Workers.

Background: There is increasing interest in the role that technology can play in improving the vitality of knowledge workers. A promising and widely adopted strategy to attain this goal is to reduce sedentary behavior (SB) and increase physical activity (PA). In this paper, we review the state-of-the-art SB and PA interventions using technology in the office environment. By scoping the existing landscape, we identified current gaps and underexplored possibilities. We discuss opportunities for future development and research on SB and PA interventions using technology. Methods: A systematic search was conducted in the Association for Computing Machinery digital library, the interdisciplinary library Scopus, and the Institute of Electrical and Electronics Engineers Xplore Digital Library to locate peer-reviewed scientific articles detailing SB and PA technology interventions in office environments between 2009 and 2019. Results: The initial search identified 1130 articles, of which 45 studies were included in the analysis. Our scoping review focused on the technologies supporting the interventions, which were coded using a grounded approach. Conclusion: Our findings showed that current SB and PA interventions using technology provide limited possibilities for physically active ways of working as opposed to the common strategy of prompting breaks. Interventions are also often offered as additional systems or services, rather than integrated into existing office infrastructures. With this work, we have mapped different types of interventions and provide an increased understanding of the opportunities for future multidisciplinary development and research of technologies to address sedentary behavior and physical activity in the office context.

How Employability Attributes Mediate the Link Between Knowledge Workers' Career Adaptation Concerns and Their Self-Perceived Employability.

The study examines employability attributes as psychological mechanisms that explain the link between the career adaptation concerns and self-perceived employability of a sample of professionally qualified knowledge workers (N = 404). A cross-sectional survey was used to collect primary data. Results of a mediation analysis by means of structural equation modeling show that proactivity, career resilience, and career self-management attributes are significant intrinsic motivational mechanisms in explaining the link between high career adaptation concerns and high self-perceived employability. The study makes an important contribution to the employability literature by illustrating by means of self-determination theory the role of employability attributes as psychological processes that restore individuals' sense of autonomous functioning as expressed by their self-perceived employability. The findings advance human resource management's understanding of the role of employability attributes as mechanisms of fulfilling knowledge workers' need for competence and autonomy in the career adaptation concerns-perceived employability link. Practice implications include supportive career development practices that strengthen knowledge workers' sense of competence and autonomy when confronted with changes in job and employment conditions that affect their perceived employability.

Contemporary Knowledge Workers and the Boundaryless Work-Life Interface: Implications for the Human Resource Management of the Knowledge Workforce.

In the last decade, knowledge workers have seen tremendous change in ways of working and living, driven by proliferating mobile communication technologies, the rise of dual-income couples, shifting expectations of ideal motherhood and involved fatherhood, and the rise of flexible working arrangements. Drawing on 54 interviews with Australian knowledge workers in the information technology sector, we argue that the interface between work and life is now blurred and boundaryless for knowledge workers. By this, we mean that knowledge workers are empowered and enslaved by mobile devices that bring work into the home, and family into the workplace. Knowledge workers take advantage of flexible working to craft unique, personal arrangements to suit their work, family, personal and community pursuits. They choose where and when to work, often interweaving the work domain and the home-family domain multiple times per day. Teleworkers, for example, attain rapid boundary transitions rending the work-home boundary, thus making their experience of the work-life interface boundaryless.

Decent work, work motivation and psychological capital: An empirical research.

BACKGROUND: The Decent Work (DW) concept, proposed by the International Labour Organization, can be enriched by the contributions of a Work, Organizational and Personnel Psychology (WOPP) perspective. Namely, it would be important to relate DW perceptions to the main concepts in the WOPP realm. Understanding these relations would expand our knowledge of the nomological network of the DW concept and of its practical implications. OBJECTIVE: To analyze the relationships between DW, work motivation and psychological capital among knowledge workers in Portugal and Brazil. METHODS: The Decent Work Questionnaire (DWQ), a previously validated measure of 7 dimensions of DW from a WOPP perspective, the Multidimensional Work Motivation Scale (MWMS), and the Psychological Capital Questionnaire (PCQ) were administered to 2912 knowledge workers. Relations among concepts were analyzed by canonical correlation analyses and linear regression. RESULTS: The DW dimension Fulfilling and Productive Work was positively associated with intrinsic and identified work motivation, and negatively with amotivation. A second significant canonical variate related (negatively) Social Protection (DW dimension) to extrinsic material work motivation. Results from regression analysis support the idea that DW promotes psychological capital. CONCLUSIONS: Results suggest that DW is an important predictor of work motivation and psychological capital. Practical implications for human resources management are presented.

Substance abuse-specific knowledge transfer or loss? Treatment program turnover versus professional turnover among substance abuse clinicians.

This longitudinal study investigated the extent to which substance abuse (SA) clinician turnover is associated with SA-specific knowledge loss due to change in professions (professional turnover) versus SA-specific knowledge transfer due to movement from one SA clinical setting to another (treatment program turnover). For this study, clinicians had to have voluntarily left their current treatment program. Eligible clinicians completed a quantitative survey while employed and a qualitative post-employment exit interview 1 year later. Compared to those that exited the SA profession (n = 99), clinicians who changed treatment programs (n = 120) had greater SA-specific formal knowledge and were more likely to be personally in recovery. No differences were found between the two groups in terms of SA-specific practical knowledge.