Do you really want to hurt me? The impact of contextual factors on the moderating role of dark leadership in the relationships between learning climate facilitation, employability and turnover intention in the Netherlands and China.

Introduction: Both the Dutch and Chinese labor markets experience severe shortages of skilled personnel and high turnover rates, being distressing socio-economic factors. At the same time, large cross-cultural studies indicate that these national contexts are highly different from a socio-cultural perspective. When considering issues on employee development and retainment, the public debate opens for negative attributes as dark leadership, wondering if employees accept to be hurt. This study contributes to the employability research and, moreover, it contributes to the call for the ability to contextualize theories and to the convergence/divergence debate. We applied Western theories to investigate possible contextual differences in the relationships between learning climate facilitation and turnover intention, and to investigate whether this relationship is mediated by employability, and whether dark leadership is a possible moderator. Methods: To test our hypotheses, we collected data from 368 Dutch and 319 Chinese respondents who participate in an executive master's program, which was analyzed using PLS-Structural Equation Modeling. Results: Employees in the Netherlands and China were found to interpret our study variables differently. Separate analyses revealed that, in both contexts, learning climate facilitation was both directly and indirectly, via the balance dimension of employability, negatively related to turnover intention. In addition, in the Dutch sample, dark leadership appeared to weaken the relationship between learning climate facilitation and the corporate sense dimension of employability, but the latter did not seem to be a mediator in the relationship with turnover intention. In the Chinese sample, no moderation effects were found. Discussion: Our results show that both learning climate facilitation and dark leadership are important factors in the development and retainment of personnel and that particularly focusing on 'balancing group and individual goals' is important to retain personnel, regardless of national context. The latter may indicate the need for convergence of HR practices. At the same time, however, the different interpretations of the study's variables may indicate divergence in the meaning of HR concepts. In the discussion section, we elaborate on the study's implications for HR-researchers and -practitioners in national and global business contexts.

Burnout among general practitioners, a systematic quantitative review of the literature on determinants of burnout and their ecological value.

Burnout is a major social and economic problem, specifically among general practitioners (GPs). The amount of literature on generic determinants of burnout is impressive. However, the size of the library on occupation-specific determinants of burnout among GPs are minimal. With the present study, we aim to gain insight into the existing academic literature on generic and occupation-specific determinants of burnout among GPs. Moreover, we aim to contribute to the ecological validity of this study by emphasizing occupation-specific determinants. We conducted a systematic quantitative literature review in which we followed the PRISMA statement and performed quality assessments according to the AXIS, CASP, MMAT, and 3-MIN procedures. Furthermore, we assessed frequency effect sizes (FES) and intensity effect sizes (IES). By performing Fisher's exact tests, we investigated whether the quality of the studies influenced the outcomes. An extensive literature search revealed 60 eligible studies among which 28 strong studies, 29 moderate studies, and 3 weak studies were identified. Analyzing those studies delivered 75 determinants of burnout, of which 33 were occupation-specific for GPs. According to the average FES, occupation-specific determinants play a significant role in acquiring burnout compared to the generic determinants. The results of the Fisher exact tests provided evidence that the quality of the 60 studies did not affect the outcomes. We conclude that it is surprising that a profession with such an important social position and such a high risk of burnout has been so little researched.

Leading Innovative Work-Behavior in Times of COVID-19: Relationship Between Leadership Style, Innovative Work-Behavior, Work-Related Flow, and IT-Enabled Presence Awareness During the First and Second Wave of the COVID-19 Pandemic.

Aim: The present study contributes to the conversation on remote (home) working, leadership, and innovation in times of COVID-19 by examining the mediating role of work-related flow in the relationship between empowering and directive leadership, on the one hand, and innovative work-behavior, on the other, and the moderating role of IT-enabled presence awareness in two lockdown periods during the pandemic. Method: We employed PLS-SEM analysis to analyze the perceptions, experiences, and behaviors of a group of employees (N = 257) regarding the study's core variables during two phases of the COVID-19 pandemic (summer 2020 and autumn 2020). Results: In line with expectations, in the earlier phase of the pandemic, empowering leadership had both a positive direct and indirect relationship with innovative work-behavior via work-related flow, whereas directive leadership only had a negative direct relationship with innovative work-behavior. In the second phase, however, empowering leadership only had a positive indirect relationship with innovative work-behavior, running via work-related flow. Moreover, directive leadership was both directly and indirectly negatively related to innovative work-behavior, via work-related flow. In contrast to our expectations, IT-enabled presence awareness did not play a moderating role in these relationships in any phase. Discussion: Our findings underline the importance of empowerment in sustaining innovative work-behavior, particularly in intense and enduring remote work contexts, as this can amplify employees' ability, motivation and opportunity to generate, share and implement novel ideas. In remote work contexts, empowering leadership can particularly foster innovation indirectly via work-related flow, which was also shown to be an increasingly important underlying mechanism across time periods. Directive leadership, in contrast, can reduce work-related flow and, therefore, hinder innovation. Our study did not find evidence for the moderating role of employees' perceptions of IT-enabled presence awareness. Conclusion: We conclude that regardless of the IT-quality, the leadership style chosen plays an important role in innovative work-behavior in remote work-contexts, particularly in view of the divergent effects of empowering and directive leadership on work-related flow in enduring and intense remote work contexts.

Stimulating collaboration between human and veterinary health care professionals.

BACKGROUND: Despite the need to control outbreaks of (emerging) zoonotic diseases and the need for added value in comparative/translational medicine, jointly addressed in the One Health approach [One health Initiative (n.d.a). About the One Health Initiative. http://www.onehealthinitiative.com/about.php . Accessed 13 September 2016], collaboration between human and veterinary health care professionals is limited. This study focuses on the social dilemma experienced by health care professionals and ways in which an interdisciplinary approach could be developed. RESULTS: Based on Gaertner and Dovidio's Common Ingroup Identity Model, a number of questionnaires were designed and tested; with PROGRESS, the relation between collaboration and common goal was assessed, mediated by decategorization, recategorization, mutual differentiation and knowledge sharing. This study confirms the Common Ingroup Identity Model stating that common goals stimulate collaboration. Decategorization and mutual differentiation proved to be significant in this relationship; recategorization and knowledge sharing mediate this relation. CONCLUSIONS: It can be concluded that the Common Ingroup Identity Model theory helps us to understand how health care professionals perceive the One Health initiative and how they can intervene in this process. In the One Health approach, professional associations could adopt a facilitating role.