Roadmap on computational methods in optical imaging and holography [invited].

Computational methods have been established as cornerstones in optical imaging and holography in recent years. Every year, the dependence of optical imaging and holography on computational methods is increasing significantly to the extent that optical methods and components are being completely and efficiently replaced with computational methods at low cost. This roadmap reviews the current scenario in four major areas namely incoherent digital holography, quantitative phase imaging, imaging through scattering layers, and super-resolution imaging. In addition to registering the perspectives of the modern-day architects of the above research areas, the roadmap also reports some of the latest studies on the topic. Computational codes and pseudocodes are presented for computational methods in a plug-and-play fashion for readers to not only read and understand but also practice the latest algorithms with their data. We believe that this roadmap will be a valuable tool for analyzing the current trends in computational methods to predict and prepare the future of computational methods in optical imaging and holography. Supplementary Information: The online version contains supplementary material available at 10.1007/s00340-024-08280-3.

Development and validation of the Work Capital Scale.

Vocational psychologists have called for greater attention to different forms of capital, any resource or asset that confers profit and power, to better understand the vocational development process, particularly for those who lack resources and power. However, previous research has had several conceptual and measurement limitations, such as the use of less inclusive frameworks; a focus on more privileged populations; and the overuse of categorical, dummy coded, and objective measures. To address these limitations, the present study aimed to (a) develop an inclusive, subjective, continuous, and multidimensional work capital scale and (b) validate the new scale with representative samples of working adults and job seekers across two studies. We developed a 16-item four-factor Work Capital Scale that consists of Economic Work Capital, Human Work Capital, Social Work Capital, and Cultural Work Capital. Scores from the Work Capital Scale were invariant across household income, social class, gender, race, and employment status. We found that the correlational model fit best to the data and provided evidence for convergent and divergent validity by relating the subscales to subjective social class, objective socioeconomic indicators, and existing measures of capital. The present study advances theory and research in work capital and provides a tool for practitioners to use. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Previous work and meaning in life post-retirement: a reminiscence perspective.

OBJECTIVES: To understand how different reminiscence functions and previously meaningful work predicted meaning in life in retired adults. METHOD: We surveyed 240 retired adults recruited from ResearchMatch and had them complete questionnaires assessing their reminiscence functions, their meaning in life, and whether they perceived their previous work as meaningful. We tested a structural model that positioned meaningful work as a mediator of the relation between reminiscence functions and meaning in life and an alternative model that positioned reminiscence functions as mediators of the relation between meaningful work and meaning in life. RESULTS: After comparing fit, we retained the structural model. Findings indicated that participants who reminisced for the sake of consolidating their identities (identity) reported their previous work as more meaningful, but those that reminisced for the sake of maintaining negative emotions (bitterness revival) reported their previous work as less meaningful. In turn, participants who perceived their previous work as more meaningful reported greater meaning in life. Identity and bitterness revival reminiscence also related to meaning in life via meaningful work. CONCLUSION: Results suggest that retired adults' reminiscence functions and their perceptions of their previous employment are important to understanding retired adults' ongoing construction of meaning in their lives.

Underemployment and mental health: A longitudinal study.

Research has established that certain forms of underemployment relate to poorer mental health, but no studies have examined which components of underemployment are uniquely related to mental health over time. To address this gap in the literature, we longitudinally examined how multiple subjective underemployment constructs (i.e., underpayment, status, involuntary temporary work, field, poverty-wage employment, involuntary part-time work, and overqualification) predicted symptoms of distress in a large sample of working adults in four waves over 9 months. We also identified group differences in underemployment. Results revealed that involuntary part-time work, involuntary temporary work, and poverty-wage employment fluctuated with distress over the course of the study, but only involuntary temporary work predicted greater symptoms of distress over time. Group differences also revealed that gender, age, level of education, and subjective social class predicted various forms of subjective underemployment. Findings encourage researchers, practitioners, and policymakers to consider involuntary temporary work as potentially harmful to mental health and inform the future examination of mental health inequities for marginalized groups. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Decent work among women workers: An intersectional approach.

The present study sought to apply an intersectional lens in predicting decent work (i.e., work that meets minimum standards for supporting worker dignity and livelihood). With a racially diverse sample of 302 women workers, we tested a moderated mediation model predicting decent work from economic constraints, experiences of sexism, experiences of racism, and the interaction of racism and sexism. Following psychology of working theory (PWT), we positioned work volition and career adaptability as mediators. Main effects were consistent with previous PWT theory and research, indicating that experiences of sexism and racism were important direct and indirect predictors of decent work. Interaction effects indicated that the interaction of sexism and racism predicted work volition and that the indirect effect of sexism on decent work was stronger at higher levels of racism. Results have implications for policymakers and practitioners seeking to support women across racial backgrounds in securing decent work. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Service Workers' Well-Being During COVID-19: A Strengths-Based Inclusive Theory of Work Perspective.

This study tested the Strengths-Based Inclusive Theory of Work (S-BIT of Work), a vocational theory that emphasizes positive psychological and cultural factors, among a sample of service industry workers during COVID-19. Service industry workers (N = 320) were recruited via social media sources across the United States, and structural equation modeling was used to examine the model. This model included privilege and COVID-19 impact as contextual variables; organizational support and workplace dignity as promotive workplace variables; hope, strengths use, adaptability, empowerment, and perceived COVID-19 threat as individual variables; and fulfilling work and psychological distress as outcome variables. Privilege and workplace dignity were identified as particularly important variables; results suggested privilege was positively associated with a promotive work context and negatively related to psychological distress. Additionally, the greater the amount of privilege and dignity the service industry workers experienced, the greater their positive individual characteristics were able to flourish.

Animal lifestyle affects acceptable mass limits for attached tags.

Animal-attached devices have transformed our understanding of vertebrate ecology. To minimize any associated harm, researchers have long advocated that tag masses should not exceed 3% of carrier body mass. However, this ignores tag forces resulting from animal movement. Using data from collar-attached accelerometers on 10 diverse free-ranging terrestrial species from koalas to cheetahs, we detail a tag-based acceleration method to clarify acceptable tag mass limits. We quantify animal athleticism in terms of fractions of animal movement time devoted to different collar-recorded accelerations and convert those accelerations to forces (acceleration × tag mass) to allow derivation of any defined force limits for specified fractions of any animal's active time. Specifying that tags should exert forces that are less than 3% of the gravitational force exerted on the animal's body for 95% of the time led to corrected tag masses that should constitute between 1.6% and 2.98% of carrier mass, depending on athleticism. Strikingly, in four carnivore species encompassing two orders of magnitude in mass (ca 2-200 kg), forces exerted by '3%' tags were equivalent to 4-19% of carrier body mass during moving, with a maximum of 54% in a hunting cheetah. This fundamentally changes how acceptable tag mass limits should be determined by ethics bodies, irrespective of the force and time limits specified.

Profiles of decent work: General trends and group differences.

Recent trends in the labor market-marked by instability and insecurity-have further ignited a discourse on the significance of decent work in people's lives. Scholars have mostly studied the multidimensional decent work construct using the composite scores of the Decent Work Scale (DWS; Duffy et al., 2017). However, there may be different combinations of decent work beyond the simple continuum of composite scores. Thus, we employed latent profile analysis to identify profiles of decent work using the 5 subscales of the DWS as indicators. As a result, 5 different groups with distinct profiles emerged: (a) average, (b) low health care, (c) indecent work, (d) only health care, and (e) decent work. Subsequent analyses comparing each group on demographics (gender, employment, education), theoretical predictors (economic constraints, marginalization, work volition), and theoretical outcomes (job satisfaction, life satisfaction) revealed notable differences across the 5 groups. Implications, limitations, and future directions of the results are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Are work well-being variables distinct? A bifactor model of fulfilling work.

The strengths-based inclusive theory of work and psychology of working theory propose that fulfilling work is a key outcome of the vocational intervention. Scholars have further argued that fulfilling work is the holistic experience of well-being in the workplace and can be assessed with meaningful work, work engagement, workplace positive emotions, and job satisfaction. This theoretical perspective suggests a bifactor model would best explain the relations among these variables, but this claim remains untested. Therefore, the purpose of this study was to investigate whether a bifactor model best explained the relations among the four components of fulfilling work, in comparison to other plausible models. We also examined the concurrent and convergent validity of the fulfilling work construct, using other well-being variables, symptoms of distress, and contextual factor variables drawn from vocational theories. Supporting hypotheses, we found that a bifactor model best fit the data. We also found that fulfilling work positively related to eudaimonic work well-being, hedonic work well-being, and life satisfaction and negatively related to symptoms of distress. Finally, fulfilling work positively related to income and subjective social class. These findings offer conceptual and statistical implications of fulfilling work for research, counseling, organizations, and social advocacy. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Decent and meaningful work: A longitudinal study.

A fundamental proposition of the psychology of working theory is that for work to be meaningful, it must first be decent. The psychology of working theory also suggests that decent work leads to meaningful work partly by helping workers meet their needs for social connection. Therefore, the purpose of the current study was to contribute to both the meaningful work and psychology of working theory literatures by longitudinally examining the relation between decent and meaningful work and investigating 3 social connection mediators of this relation. We recruited a large online sample of working adults and surveyed them 4 times over a 9-month period. To test our hypotheses, we examined whether social contact, helping others, and community belonging explained the relation between decent and meaningful work at both the between-person and within-person levels. We found that overall levels of decent work were positively associated with overall levels of meaningful work and that positive changes in decent work were associated with positive changes in meaningful work. Moreover, we found that between-person community belonging and within-person helping others mediated the relation between decent work and meaningful work. These results have implications for identifying predictors of meaningful work and advancing the psychology of working theory by identifying specific social connection mediators of decent and meaningful work. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Work and well-being in TGNC adults: The moderating effect of workplace protections.

The present study used a psychology of working theory (PWT) framework to test the direct and indirect relations of perceived social status and transgender and gender nonconforming (TGNC) marginalization (i.e., victimization, nonaffirmation of gender identity, negative expectations for the future) with work volition, overqualification, and vocational and emotional well-being outcomes (i.e., job satisfaction, meaningful work, satisfaction with life, depression) in a sample of 175 TGNC working adults. This study also tested the moderating effect of one form of structural marginalization (lack of legal protections from employment discrimination) on the overall pattern of results. Participants were recruited using online social media and discussion forums and completed the study survey online. For the full sample, perceived social status and nonaffirmation of gender identity were associated with vocational and emotional well-being outcomes through the mediating role of work volition, and for some paths, overqualification. Significant differences emerged in the overall pattern of results for those without protections, suggesting that protections from discrimination buffer the adverse links of some forms of TGNC marginalization with work volition and vocational outcomes. Implications of study findings for research, counseling, and advocacy are provided. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The development and initial validation of need satisfaction scales within the psychology of working theory.

The psychology of working theory (PWT; Duffy, Blustein, Diemer, & Autin, 2016) provides a framework to understand predictors and outcomes of decent work. Given that basic need satisfaction is hypothesized to be a primary mediator in the link between decent work and well-being, it is essential to have valid and reliable scales that are consistent with the PWT framework. In the current study, we developed the Work Needs Satisfaction Scales, a set of instruments designed to measure satisfaction of survival, social contribution, and self-determination needs from a PWT perspective. In Study 1 (N = 345), a pool of items was developed and exploratory factor analysis was conducted, resulting in five 4-item scales representing survival need satisfaction, social contribution need satisfaction, and three components of self-determination need satisfaction (i.e., autonomy, competence, relatedness). In Study 2 (N = 476), we used confirmatory factor analysis to test 4 different structural models, finding that there were no significant differences between models. Thus, results offer a flexible 5-factor model, the structure of which may be adapted based on theory and researcher needs. Authors provide theory-driven recommendations on how to best use choice of structural models for PWT research. Finally, we demonstrated convergent, discriminant, and concurrent validity for the structural model most consistent with the PWT. Implications for research and practice are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Helping others increases meaningful work: Evidence from three experiments.

The aim of the current research was to examine whether manipulating task significance increased the meaningfulness of work among students (Study 1), an online sample of working adults (Study 2), and public university employees (Study 3). In Study 1, students completed a typing task for the benefit of themselves, a charity, or someone they knew would directly benefit from their work. People who worked to benefit someone else, rather than themselves, reported greater task meaningfulness. In Study 2, a representative, online sample of employees reflected on a time when they worked to benefit themselves or someone else at work. Results revealed that people who reflected on working to benefit someone else, rather than themselves, reported greater work meaningfulness. In Study 3, public university employees participated in a community intervention by working as they normally would, finding new ways to help people each day, or finding several new ways to help others on a single day. People who helped others many times in a single day experienced greater gains in work meaningfulness over time. Across 3 experimental studies, we found that people who perceived their work as helping others experienced more meaningfulness in their work. This highlights the potential mechanisms practitioners, employers, and other parties can use to increase the meaningfulness of work, which has implications for workers' well-being and productivity. (PsycINFO Database Record

An examination of the Psychology of Working Theory with racially and ethnically diverse employed adults.

The present study tested key tenets of the Psychology of Working Theory (PWT) in a sample of 526 racially and ethnically diverse employed adults. The authors investigated how economic resources and marginalization predicted decent work through experiences of work volition and career adaptability. Support for the hypotheses was mixed. There was a direct, negative relation between marginalization and decent work; a direct, positive relation between economic resources and work volition; and a direct, negative relation between marginalization and work volition. There was a positive relation between work volition and career adaptability as well as with decent work. Work volition was also found to significantly mediate the relations between marginalization and economic resources to decent work. These results suggest that the primary reason why greater economic resources and lower experiences of marginalization predict engaging in decent work is attributable to an increased sense of choice in one's career decision making. Results suggest the need for further investigation using the PWT to understand how racially and ethnically diverse employed adults secure decent work. Practical implications are discussed. (PsycINFO Database Record

Meaningful work and mental health: job satisfaction as a moderator.

BACKGROUND: Depression, anxiety and stress are common problems for modern workers. Although having meaningful work, or work that is significant, facilitates personal growth, and contributes to the greater good, has been linked to better mental health, people's work might also need to be satisfying or enjoyable to improve outcomes. AIMS: The purpose of the present study was to examine meaningful work's relation to mental health (i.e. depression, anxiety and stress) and investigate job satisfaction as a moderator of this relation. METHODS: The study hypotheses were tested with a large, diverse sample recruited from an online source. RESULTS: Partially supporting hypotheses, when controlling for job satisfaction, meaningful work negatively correlated with depression but did not have a significant relation with anxiety and stress. Similarly, job satisfaction negatively predicted depression and stress. Furthermore, the relations between meaningful work and both anxiety and stress were moderated by job satisfaction. Specifically, only people perceiving their work as meaningful and satisfying reported less anxiety and stress. CONCLUSIONS: Although continued research is needed, employers and employees may have to target both the meaningfulness and job satisfaction to address the issues of stress and anxiety among working adults.

Examining moderators of discrimination and subjective well-being among LGB individuals.

Research has found perceived discrimination to be a risk factor for mental health concerns among lesbian, gay, and bisexual (LGB) people, but less clarity exists linking perceived discrimination with well-being outcomes. Building from Meyer's (2003) minority stress model, the present study examined the links between perceived discrimination and the 3 components of subjective well-being: positive affect, negative affect, and life satisfaction. Self-esteem and stigma consciousness were explored as empirically and theoretically implied moderators. In a sample of 368 LGB people, structural equation modeling results suggested that discrimination was not significantly associated with positive affect or life satisfaction but had a significant positive relation with negative affect. Self-esteem moderated the associations between discrimination and positive and negative affect, and stigma consciousness moderated the link with negative affect. Practical implications and directions for future research are discussed. (PsycINFO Database Record

The development and initial validation of the Decent Work Scale.

Decent work is positioned as the centerpiece of the recently developed Psychology of Working Theory (PWT; Duffy, Blustein, Diemer, & Autin, 2016). However, to date, no instrument exists which assesses all 5 components of decent work from a psychological perspective. In the current study, we developed the Decent Work Scale (DWS) and demonstrated several aspects of validity with 2 samples of working adults. In Study 1 (N = 275), a large pool of items were developed and exploratory factor analysis was conducted resulting in a final 15-item scale with 5 factors/subscales corresponding to the 5 components of decent work: (a) physically and interpersonally safe working conditions, (b) access to health care, (c) adequate compensation, (d) hours that allow for free time and rest, and (e) organizational values that complement family and social values. In Study 2 (N = 589), confirmatory factor analysis demonstrated that a 5-factor, bifactor model offered the strongest and most parsimonious fit to the data. Configural, metric, and scalar invariance models were tested demonstrating that the structure of the instrument did not differ across gender, income, social class, and majority/minority racial/ethnic groups. Finally, the overall scale score and 5 subscale scores correlated in the expected directions with similar constructs supporting convergent and discriminant evidence of validity, and subscale scores evidenced predictive validity in the prediction of job satisfaction, work meaning, and withdrawal intentions. The development of this scale provides a useful tool for researchers and practitioners seeking to assess the attainment of decent work among employed adults. (PsycINFO Database Record

Outcomes of social class and classism in first- and continuing-generation college students.

The purpose of this study was to examine perceptions of classism that may explain links between social class, first-generation college student status, and academic and well-being outcomes. Specifically, with a sample of 1,225 college students from a public university, we examined social class and first-generation status as predictors of institutionalized, citational, and interpersonal classism and classism as a predictor of life satisfaction, academic satisfaction, and grade point average (GPA). Partially supporting hypotheses, social class and first-generation status predicted institutionalized classism and interpersonal classism, and social class predicted citational classism. In turn, institutionalized classism and citational classism negatively predicted life satisfaction, and institutionalized classism negatively predicted academic satisfaction. Indirect effects were significant from social class to life satisfaction via institutionalized and citational classism, from social class to academic satisfaction via institutionalized classism, and from first-generation status to life satisfaction via institutionalized classism. Social class also had direct effects to life satisfaction, academic satisfaction, and GPA, and first-generation status had direct effects to academic satisfaction and GPA. Implications for research and practice are discussed. (PsycINFO Database Record

Living a calling and work well-being: a longitudinal study.

The current study examined the link between living a calling and career commitment, work meaning, and job satisfaction with a diverse group of working adults at 3 time points over a 6-month period. Using structural equation modeling, 3 models were tested that hypothesized that living a calling would predict career commitment, work meaning, and job satisfaction over time. However, counter to hypotheses, living a calling was best positioned as an outcome of each of these variables. Specifically, living a calling at Time 2 and Time 3 was significantly predicted by career commitment, work meaning, and job satisfaction at Time 1 and Time 2, respectively. Time 2 living a calling did predict Time 3 work career commitment and work meaning, but these effects were small. Results suggest that over time, individuals who feel committed to their career, derive more meaning from their work, and are more satisfied with their jobs are more likely to feel they are living a calling. Practical implications are discussed.