Nurses' perceptions of the performance of nurse managers and senior hospital management during the COVID-19 pandemic.

BACKGROUND: The first waves of the COVID-19 pandemic had a negative impact on health systems and health professionals, due to the high number of cases and a lack of preparation. The aim of this study was to understand how nurses working in hospital units and in intensive care perceived the performance of nurse managers and senior hospital management during the first two waves of the pandemic. METHODS: The phenomenological approach proposed by Giorgi was used to investigate perceptions of the performance of nurse managers and senior hospital management during the first two waves of the COVID-19 pandemic in Spain. Fourteen clinical nurses who worked on the front line in inpatient units or intensive care units of the Health Services of Extremadura and Madrid in the first (March-April 2020) and second (October-November 2020) waves of the COVID-19 pandemic participated in this study. The data was collected through semi-structured interviews, following a script of themes, in a theoretical sample of nurses who were worked during the pandemic. RESULTS: Two main themes emerged from the analysis of the data: (1) perceptions about the performance of nurse managers and senior hospital managers during the first and second waves of the pandemic (health system failure; belief that senior hospital management professionals could have managed the pandemic better; recognizing the efforts of middle management (nursing supervisors); insufficient institutional support) and (2) strategies employed by nurses to compensate for the weaknesses in pandemic management. CONCLUSIONS: The clinical nurses perceived that the nurse managers demonstrated better management of the pandemic than the hospital's senior management, which they attribute to their proximity, empathy, accessibility, and ability to mediate between them and the senior management. The nurses also believe that the senior management of the hospitals was to blame for organisational failures and the poor management of the pandemic.

A Preliminary Investigation of a Tool to Measure BCBA Supervisory Behaviors.

Board certified behavior analysts (BCBAs) are in high demand. However, given the fast growth of the field, most behavior analysts who serve as supervisors have recently been certified and thus, have had limited opportunities to refine their supervisory repertoires. Although supervision best practices have been a topic of frequent discussion in behavior analytic publications, little research has been conducted to empirically assess these recommendations with BCBA supervisors. One reason for the lack of research may be due to the scarcity of a method to systematically identify and measure supervisory behaviors. The Operant Supervisory Taxonomy and Index (OSTI; Komaki, 1986Journal of Applied Psychology, 71(2), 270-279, 1998) was developed to identify and categorize supervisory behaviors of effective supervisors in organizational settings. To demonstrate the feasibility of the OSTI with BCBA supervision, this study applied the OSTI with two masters-level students completing a verified course sequence (VCS) as a part of pursing their BCBA credential. Future directions for research and application of the OSTI as a measurement framework for BCBA supervisory behavior and behavior analytic training are discussed.

How supervisors affect students' academic gains and research ability: An investigation through a qualitative study.

A supervisory system is an essential part of higher education and plays a vital role in cultivating the high-level talents needed for high-quality national development and social progress. This study aims to determine how supervisors affect students' academic gains and research ability. This study used a qualitative research method to select 10 postgraduate students and their 7 supervisors for in-depth interviews from May to July 2022. This study aims to address the following questions: 1. What are the modes of supervisor-student communication? 2. What impact do these modes have on students? 3. What factors affect these modes? Three discoveries were made in this study. When supervisors and students communicate only regarding the academic content and students tend to fully follow supervisors' instructions, students obtain more academic output in the short term but lack autonomy. When supervisors and students discuss academic issues and life trifles equally, it helps in promoting students' comprehensive quality. When students do not have much contact with their supervisors and they get along like strangers, it is beneficial to cultivate students' intellectual independence, but students grow slowly. The factors influencing the communication modes include the supervisors' educational philosophy, postgraduate learning attitude, and supervisory system. In conclusion, the three communication modes can coexist together in a group of students led by the same supervisor. Whether a communication mode can promote the growth of students depends on the awakening of the students' self-awareness, and the supervisory system is the most implicit factor underlying communication.

Exploring the Impact of a Supportive Work Environment on Chinese L2 Teachers' Emotions: A Partial Least Squares-SEM Approach.

Second language (L2) teachers' emotions can influence their well-being and students' performance. However, most of the existing studies have focused on the role of individual factors in affecting L2 teachers' emotions, while leaving environmental factors underexplored. To fill this gap, this study aimed to examine how the four dimensions of a supportive work environment (SWE) (perceived climate, PC; supervisory relationship, SR; peer group interaction, PGI; and perceived organization support, POS) relate to L2 teachers' emotions (enjoyment, anxiety, pride, and anger). A sample of 406 Chinese L2 teachers completed two valid scales to measure their SWE and emotions. The data were analyzed by Partial Least Squares-Structural Equation Modeling (SEM) using Smart PLS 3 software. The results showed that (1) PC, PGI, and POS had a positive and significant effect on enjoyment, while SR had no significant effect; (2) PGI and POS had a negative and significant effect on anxiety, while PC and SR had no significant effect; (3) PGI had a positive and significant effect on pride, while the other three dimensions had no significant effect; and (4) POS had a negative and significant effect on anger, while the other three dimensions had no significant effect. The study concludes with some implications for L2 teachers' education.

Effects of Presenteeism on Burnout among Rehabilitation Medical Workers in Korea: Multiple Mediating Effects of Organization and Supervisor Supports.

PURPOSES: This study aimed to examine the discriminatory impacts of two major impairment factors-job presenteeism and attention presenteeism (JP and AP)-in presenteeism on burnout and to verify the multiple mediating effects of organizational and supervisory support in their causal relationship to provide theoretical and practical implications for alleviating burnout among rehabilitation medical workers (RMWs). METHODS: Participants were convenience sampled from 23 hospitals and rehabilitation medical institutions in Korea, and 494 datasets were analyzed using the R packages R-studio, Jamovi, and JASP. RESULTS: The significant effects of JP and AP on burnout were investigated; AP (0.609) had a much higher effect than JP (0.170) on burnout among RMWs. Moreover, the multiple mediating effects of organizational support and supervisory support were verified in the JP-AP relationship and burnout among RMWs. Additionally, the absolute effect on burnout was more from AP than JP, and organizational support had a far more significant effect than supervisory support in the process of affecting burnout. CONCLUSIONS: The present study contributes to the literature on burnout by examining the relationships between presenteeism and burnout and by extending the current understanding of burnout and presenteeism to RMWs. And it is practically important to understand that the effect of AP was greater than that of JP between the two key sub-factors of presenteeism affecting burnout among RMWs, and Korean RMWs are more affected by support from the organization system than by personal support from their boss. Related theoretical and practical implications are further elaborated.

Does employee stock ownership plan have monitoring and incentive effects? --An analysis based on the perspective of corporate risk taking.

This study uses sample data of Chinese A-share listed companies from 2006 to 2022 and employs methods such as propensity score matching (PSM), difference-in-differences (DID), and instrumental variables (IV) to study the supervisory incentive effect of ESOPs from the perspective of corporate risk-taking. The results indicate that ESOPs significantly increase corporate risk-taking. The specific mechanism is that ESOPs reduce the dual agency costs between shareholders and managers, as well as between managers and employees, thereby alleviating corporate financing constraints and enhancing the level of corporate risk-taking. The enhancement of corporate risk-taking through ESOPs was also found to be of high quality. This is because ESOPs promote R&D investment that benefits the growth of corporate value and also reduce overinvestment and excessive debt that are detrimental to corporate value, thus leading to a higher quality of corporate risk-taking and stronger value effects. In addition, the design differences of ESOPs have different effects on corporate risk-taking: leverage, high discount, longer lock-up and tenure periods, and plans managed by third-party institutions have a stronger promotion effect on corporate risk-taking; employee subscription is more effective than executive subscription in promoting corporate risk-taking; in China, ESOPs do not have a "free-rider" problem, and the larger the proportion of ESOP issuance, the more participants, and the larger the scale of funds, the better the implementation effect.

Exploring the impact of microaggressions on the genetic counseling student-supervisor relationship: A qualitative study.

Genetic counseling students with minoritized identities have reported experiencing microaggressions throughout graduate training, including from fieldwork supervisors. However, the impacts of these fieldwork experiences have not been thoroughly investigated. As supervision is known to be integral to genetic counseling students' skill development and success, the purpose of this qualitative study was to explore the impact of microaggressions on student training, with a specific focus on the supervisory working alliance. To achieve this goal, we conducted 11 interviews with recent genetic counseling graduates (2019-2021) who reported experiencing at least one microaggression from a fieldwork supervisor during graduate school training. Purposive sampling was used to prioritize interviewees who identified as underrepresented in the field due to race, ethnicity, gender identity, sexual orientation, and/or disability status. All interviewees were initially recruited as part of a larger mixed-methods study investigating the frequency and types of microaggressions genetic counseling students experience from fieldwork supervisors. Interview questions explored the time period before a microaggression event, during the event, and after. Qualitative thematic analysis resulted in four themes, three of which are presented in this paper: (1) Impact of microaggressions, (2) Barriers to reporting microaggressions, and (3) Experience reporting microaggressions. Microaggressions from supervisors were shown to impair the psychological well-being of participants and hinder learning opportunities. These experiences led participants to question their choice of profession and avoid time in clinic, ultimately constraining the development of strong supervisory working alliances. Some participants did not report microaggressions due to fear of negative repercussions, and those who did described defensive responses which harmed students' relationships with program leadership. This study reveals opportunities for supervisors to improve student training conditions by centering students' feelings and experiences, increasing open and honest communication, and extending psychosocial tools to supervision. Additionally, graduate programs are encouraged to establish structured reporting protocols for students and evaluate current shortcomings in equity and inclusion initiatives.

Disparities in Child Welfare Referrals for Patients Seen in a Pediatric Emergency Department for Unintentional Ingestions.

OBJECTIVE: To examine the characteristics of patients visiting the pediatric emergency department (PED) for unintentional ingestions and associations between patient race and ethnicity in referrals to Child Protective Services (CPS) for supervisory neglect. METHODS: We conducted a cross-sectional analysis of children <12 years old who presented to the PED between October 2015 and December 2020 for an unintentional ingestion. Patients were identified by searching the electronic health record for diagnosis codes corresponding to unintentional ingestions. Patient demographics, ingestion type, disposition, and referrals to CPS were abstracted by manual chart review. Logistic regression models were used to evaluate associations between patient demographics and visit characteristics with referral to CPS. RESULTS: We identified 129 PED encounters for unintentional ingestions that were included for analysis. Overall, 22 patients (17.1%) were referred to CPS for neglect. In the univariate analysis, both ingestion of an illicit drug and arrival to the PED by ambulance were associated with a higher odds of referral to CPS. In the multivariable model adjusted for parent language, ingestion type, and mode of arrival to the PED, Hispanic patients had higher odds of referral to CPS than White patients (adjusted odds ratio (aOR) = 17.2, 95% confidence intervals [1.8-162.3], P = .03). There was not a statistically significant association between Black race and referral to CPS. CONCLUSIONS: Referrals to CPS from the PED after unintentional ingestions are common and disproportionally involve Hispanic patients. More research is needed to promote equitable child maltreatment reporting for children presenting to the PED following unintentional ingestions.

Driver behavior while using Level 2 vehicle automation: a hybrid naturalistic study.

Vehicle automation is becoming more prevalent. Understanding how drivers use this technology and its safety implications is crucial. In a 6-8 week naturalistic study, we leveraged a hybrid naturalistic driving research design to evaluate driver behavior with Level 2 vehicle automation, incorporating unique naturalistic and experimental control conditions. Our investigation covered four main areas: automation usage, system warnings, driving demand, and driver arousal, as well as secondary task engagement. While on the interstate, drivers were advised to engage Level 2 automation whenever they deemed it safe, and they complied by using it over 70% of the time. Interestingly, the frequency of system warnings increased with prolonged use, suggesting an evolving relationship between drivers and the automation features. Our data also revealed that drivers were discerning in their use of automation, opting for manual control under high driving demand conditions. Contrary to common safety concerns, our data indicated no significant rise in driver fatigue or fidgeting when using automation, compared to a control condition. Additionally, observed patterns of engagement in secondary tasks like radio listening and text messaging challenge existing assumptions about automation leading to dangerous driver distraction. Overall, our findings provide new insights into the conditions under which drivers opt to use automation and reveal a nuanced behavioral profile that emerges when automation is in use.

Burnout em lideranças de enfermagem durante a pandemia da COVID-19 / Burnout in nursing leaderships during the COVID-19 pandemic / Burnout en líderes de enfermería durante la pandemia de COVID-19

Objetivo: analisar a relação entre o contexto de trabalho das lideranças de enfermagem na pandemia da COVID-19 e o Burnout. Método: estudo de método misto, com uma amostra quantitativa de 64 líderes de enfermagem, de todos os setores de quatro hospitais gaúchos. A coleta de dados ocorreu de agosto a outubro de 2020, após aprovação do Comitê Nacional de Ética em Pesquisa. Foi realizada a análise inferencial dos dados quantitativos (n=64), aplicados os testes de Mann-Whitney e correlações bivariadas de Spearman, considerando diferenças estatisticamente significativas "p" bicaudal menor que 0,05. Realizaram-se entrevistas qualitativas (n=12) acerca dos impactos da pandemia. Resultados: identificou-se 6,3% de prevalência de Síndrome de Burnout. Houve associação entre os domínios Desgaste Emocional e Despersonalização e as variáveis medo, aumento do consumo de álcool e impacto na saúde (p<0,05). Evidenciaram-se mudanças no contexto laboral, aumento do nível de exigência e da carga de trabalho e impactos na saúde. Conclusão: conclui-se que há associação entre o contexto de trabalho na pandemia e o Burnout. O aumento da sobrecarga de trabalho repercutiu em prejuízos na saúde mental(AU)

Objective: to analyze the relationship between the work context of nursing leaders in the COVID-19 pandemic and Burnout. Method: mixed method study, with a quantitative sample of 64 nursing leaders, from all sectors of four hospitals in Rio Grande do Sul. Data collection carried out from August to October 2020, after approval by the National Research Ethics Committee. Inferential analysis of quantitative data (n=64) was performed, applying Mann-Whitney tests and bivariate Spearman correlations, considering statistically significant two-tailed "p" differences less than 0.05. Qualitative interviews (n=12) were carried out about the impacts of the pandemic. Results: a 6.3% prevalence of Burnout Syndrome was identified. There was an association between the Emotional Exhaustion and Depersonalization domains and the variables fear, increased alcohol consumption and impact on health (p<0.05). There were changes in the work context, an increase in the level of demand and workload, and impacts on health. Conclusion: it is concluded that there is an association between the work context in the pandemic and Burnout. The increase in work overload had negative effects on mental health(AU)

Objetivo: analizar la relación entre el contexto de trabajo de los líderes de enfermería en la pandemia de COVID-19 y el Burnout. Método: estudio de método mixto, con muestra cuantitativa de 64 líderes de enfermería, de todos los sectores de cuatro hospitales de Rio Grande do Sul. La recolección de datos tuvo lugar de agosto a octubre de 2020, previa aprobación del Comité Nacional de Ética en Investigación. Se realizó el análisis inferencial de datos cuantitativos (n=64), se aplicaron pruebas de Mann-Whitney y correlaciones bivariadas de Spearman, considerando diferencias estadísticamente significativas "p" de dos colas menor a 0,05. Se realizaron entrevistas cualitativas (n=12) sobre los impactos de la pandemia. Resultados: se identificó una prevalencia del Síndrome de Burnout del 6,3%. Hubo asociación entre los dominios Cansancio Emocional y Despersonalización y las variables miedo, aumento del consumo de alcohol e impacto en la salud (p<0,05). Se han producido cambios en el contexto laboral, aumento en el nivel de exigencia y en la carga de trabajo e impactos en la salud. Conclusión: se concluye que existe asociación entre el contexto laboral en la pandemia y el Burnout. El aumento de la sobrecarga de trabajo tuvo efectos negativos sobre la salud mental(AU)

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work-Life Balance.

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work-life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work-life balance in remote workers' job satisfaction. It is suggested that companies adopt policies and practices that encourage work-life balance as well as a favorable supervisory environment.

Educational supervisor's perceptions of their role in supporting residents' learning: a qualitative study.

Objectives: During the past decade, educational supervision (ES) has gained popularity as a key support mechanism in residents' training. However, few studies have mapped physicians' understanding of their roles as educational supervisors. This study aims to explore how supervisors experience this role and how they approach providing support to residents. Methods: We employed qualitative methodology and conducted semi-structured interviews with 13 senior hospital physicians regarding their experiences as educational supervisors. Participants were recruited via e-mail and snowball sampling. Interview transcripts were analysed using inductive systematic text condensation following a four-step procedure: (i) total impression (ii) identifying and sorting meaning units (iii) condensation from code to meaning (iv) synthesising condensation from description and concepts. Results: Our analysis yielded four main themes. We found that while ES was considered important in theory, its purpose appeared unclear in everyday practise. Second, ES was associated with filling multiple and sometimes contradictory expectations. Third, establishing a good relationship between residents and supervisors was considered critical for effective ES. Finally, being a supervisor was described as experiencing a personal cost in the absence of support and resources. Conclusions: The many roles embedded in attending physicians' understanding of ES indicate a wide definition of the supervisory role. Supervisors contribute to residents' training by ensuring educational quality while upholding quality in patient care. Educational supervisors considered themselves to be vital sources of support for residents, but found their role unclear in everyday practice. They strove to manage different expectations resulting from lack of supportive organisational structures.

Discussions of personal identity in genetic counseling supervision.

Fieldwork supervision is integral to genetic counseling students' training and has the potential to impact how included students feel in the genetic counseling field. For example, in related counseling fields, when supervisees and supervisors discuss their personal similarities or differences in ethnicity, supervisees report a stronger supervisory working alliance (SWA) (Journal of Multicultural Counseling and Development, 2001, 29, 102-113). However, the application of these studies on identity discussions to the genetic counseling field is currently unknown. The objective of this cross-sectional questionnaire-based study was to investigate (a) if genetic counseling students report having discussions of personal identity during fieldwork supervision, (b) who initiated any such discussions, (c) if there was a difference in the supervisory relationship between those who did and did not have discussions of personal identity, and (d) how students perceived the inclusivity of the genetic counseling profession and their genetic counseling programs. Discussions of personal identity were defined in this study as "discussions happening during supervision regarding how one or more aspects of personal identity impacts the provision of genetic counseling services and/or professional interactions" where personal identity included the student or supervisor's gender, sexual orientation, race, ethnicity, religion, disability status or other aspect of identity. Almost 40% of the participants (N = 190) reported discussing personal identity with their supervisor. For students identifying as white, discussions of personal identity were related to a stronger SWA (p = 0.014). However, for those with minoritized identities there was no relationship between the SWA and discussions of personal identity. Therefore, it is unclear from the current research whether discussions of personal identity can be an effective tool in improving inclusivity in the field of genetic counseling. Additional research is needed to explore the direct impact of identity discussions on the supervisory working alliance in genetic counseling supervision.

Physiological measures of operators' mental state in supervisory process control tasks: a scoping review.

Physiological measures are often used to assess the mental state of human operators in supervisory process control tasks. However, the diversity of research approaches creates a heterogeneous landscape of empirical evidence. To map existing evidence and provide guidance to researchers and practitioners, this paper systematically reviews 109 empirical studies that report relationships between peripheral nervous system measures and mental state dimensions (e.g. mental workload, mental fatigue, stress, and vigilance) of interest. Ocular and electrocardiac measures were the most prominent measures across application fields. Most studies sought to validate such measures for reliable assessments of cognitive task demands and time on task, with measures of pupil size receiving the most empirical support. In comparison, less research examined the utility of physiological measures in predicting human task performance. This approach is discussed as an opportunity to focus on operators' individual response to cognitive task demands and to advance the state of research.

Physiological measures can provide the basis for dynamic operator assistance in supervisory process control tasks. This review synthesises the existing evidence, highlighting both the aggregated empirical support and the heterogeneity of the results. To advance the status quo, a larger emphasis on physiological measures as predictors of operator performance is needed.Abbreviations: HF/E: Human factors and ergonomics; CNS: Central nervous system; PNS: Peripheral nervous system; HR: Heart rate; HRV: Heart rate variability; IBI: Interbeat interval; AVNN: Average of RR intervals; SDRR: Standard deviation of RR intervals; CVRR: Coefficient of variation in RR intervals; RMSSD: Root mean square of successive; pNNX: Percentage of successive RR intervals; MAD: Median absolute deviation; LF: Power of the low-frequency; MF: Power of the mid-frequency; HF: Power of the high-frequency; TP: Total power.

When team members retaliate: The effect of LMX differentiation on team CWB.

Leader-member exchange (LMX) differentiation, or a leader's differentiated treatments among team members, is a prevalent phenomenon in any type of organization due to constraints of personal, social, and organizational resources. Despite numerous empirical examinations of such phenomenon, the impact of LMX differentiation on group outcomes is inconsistent and inconclusive. Based on team diversity framework, we approach LMX differentiation as disparity and draw on social comparison theory and social exchange theory to examine the positive effect of LMX differentiation on team counterproductive work behavior (CWB) through a supervisory justice climate. In addition, we investigate leader competence as an essential boundary condition that influences the impact of LMX differentiation on supervisory justice climate and subsequent team CWB. Using a sample of 94 teams in South Korea, we found that LMX differentiation negatively impacts supervisory justice climate, subsequently promoting team CWB. Furthermore, when team members perceive their leader as incompetent, the positive impact of LMX differentiation on team CWB is strengthened. Theoretical and practical implications and directions for future research are discussed.

Unintentional Cannabis Ingestions and Supervisory Neglect.

Unintentional pediatric ingestions of substances can lead to serious and even fatal consequences in children1 and raises concern for supervisory neglect. Supervisory neglect occurs when a caregiver's supervisory decisions or behaviors place a child in their care at significant risk for physical, emotional or psychological harm.2 A caregiver who is taking prescription medication or who uses recreational or therapeutic substances, such as cannabis, must protect children in their care from accessing these potentially harmful drugs. Studies have demonstrated that unintentional cannabis ingestions by children has increased in states that have legalized medical and recreational cannabis.3 Given the changing laws surrounding cannabis in Rhode Island, this study aims to provide a conceptual framework to diagnose, manage and understand supervisory neglect when children present to care with a cannabis ingestion. Additionally, this paper provides guidance for providers to help prevent unintentional cannabis ingestions.

A Survey of Staff Training and Performance Management Practices: An Update.

The field of behavior analysis has experienced marked growth in the number of credentialed professionals over the last decade. This growth may have implications for the quality of staff training, performance management, and supervision practices provided in human service settings. The purpose of this survey was to extend DiGennaro Reed and Henley (2015) by surveying credentialed and aspiring behavior analytic professionals on the staff training, performance management, and supervision practices available at their current place of employment. Three main differences were observed in relation to the findings of DiGennaro Reed and Henley. The current findings indicate notable changes in the demographic characteristics of survey respondents. In addition, we observed modest increases in the use of best practices for initial and ongoing training and performance management. Results also indicate several areas of concern regarding the provision of supervisory skills training. • Results revealed improvements in the percentage of respondents who received initial or preservice training compared to DiGennaro Reed and Henley (2015). However, employers primarily rely on instructions and modeling to train their employees. • Findings revealed greater reliance on asynchronous and synchronous online training modalities compared to DiGennaro Reed and Henley (2015). • Results revealed a slight shift in the percentage of respondents who reported receiving ongoing training compared to DiGennaro Reed and Henley (2015). In the present study, BCaBAs and RBTs generally received ongoing training; however, fewer BCBAs reported receiving ongoing training. • The reported use of performance management practices improved compared to DiGennaro Reed and Henley (2015). That is, a higher percentage of respondents reported being observed at work while carrying out their job responsibilities. • Of the respondents who supervise staff, less than half of them reported receiving supervisory skills training. And only half of those respondents reported that their training prepared them to supervise others.

The Nexus Between Ethical Leadership and Employees' Perception of Workplace Safety During COVID-19 Under Mediation and Moderation Model.

Background: Workplace safety is a crucial aspect of employee well-being and organizational success, with ethical leadership playing a key role in shaping employees' perceptions of safety. Today, the underlying mechanisms through which ethical leadership influences workplace safety perception remain underexplored, especially in the Pakistan healthcare industry. Based on the social cognitive theory, this study aims to investigate the relationship between ethical leadership and workplace safety perception and examine the mediating role of media quality, communication climate, and supervisory communication and the moderating role of moral attentiveness. Methods: An empirical survey method was used to conduct the quantitative study, with respondents representing nursing staff from hospitals in Pakistan. Data was collected using an online questionnaire during COVID-19, and Smart PLS was used to analyze the data. Results: The study demonstrated that ethical leadership positively and significantly affects workplace safety perception. Media quality, communication climate, and supervisory communication mediate between ethical leadership and workplace safety perception. Moral attentiveness moderates the relationship between ethical leadership and workplace safety perception. Conclusion: Ethical leadership is an essential tool that improves media quality, communication climate, supervisory communication, and moral attentiveness. The article presents a novel approach to examining the relationship between ethical leadership and workers' safety perceptions under the influence of mediating and moderating variables. By better understanding these dynamics, the study contributes to developing organizational strategies to improve workplace safety and overall employee well-being. In addition, it is a pioneering study exploring ethical leadership's role in influencing workers' perceptions of safety. Overall, the study is a great initiative that fosters the ethical concepts of individuals, thus achieving health protection and safety.

This Is Your Brain on Autopilot 2.0: The Influence of Practice on Driver Workload and Engagement During On-Road, Partially Automated Driving.

OBJECTIVE: This on-road study employed behavioral and neurophysiological measurement techniques to assess the influence of six weeks of practice driving a Level 2 partially automated vehicle on driver workload and engagement. BACKGROUND: Level 2 partial automation requires a driver to maintain supervisory control of the vehicle to detect "edge cases" that the automation is not equipped to handle. There is mixed evidence regarding whether drivers can do so effectively. There is also an open question regarding how practice and familiarity with automation influence driver cognitive states over time. METHOD: Behavioral and neurophysiological measures of driver workload and visual engagement were recorded from 30 participants at two testing sessions-with a six-week familiarization period in-between. At both testing sessions, participants drove a vehicle with partial automation engaged (Level 2) and not engaged (Level 0) on two interstate highways while reaction times to the detection response task (DRT) and neurophysiological (EEG) metrics of frontal theta and parietal alpha were recorded. RESULTS: DRT results demonstrated that partially automated driving placed more cognitive load on drivers than manual driving and six weeks of practice decreased driver workload-though only when the driving environment was relatively simple. EEG metrics of frontal theta and parietal alpha showed null effects of partial automation. CONCLUSION: Driver workload was influenced by level of automation, specific highway characteristics, and by practice over time, but only on a behavioral level and not on a neural level. APPLICATION: These findings expand our understanding of the influence of practice on driver cognitive states under Level 2 partial automation.

Supervisor Cultural Humility and Supervisee Nondisclosure: The Supervisory Working Alliance Matters.

Given that half or more of supervisees (therapist trainees) never have their clinical work monitored or observed, supervisees who withhold salient information in clinical supervision compromise supervisors' ability to monitor client welfare and promote supervisees' professional development. Attempting to further understand the factors explaining supervisee nondisclosure, we tested the supervisory working alliance as a mediator of the hypothesized inverse relations of cultural humility and collaborative supervision with supervisee nondisclosure (supervision-related and clinically-related nondisclosure) among a diverse sample of 214 supervisees in applied psychology and allied mental health programs. Results supported the hypotheses that (1) descriptively, supervision-related nondisclosure was more prominent than clinically-related nondisclosure, (2) cultural humility substantially inversely predicted supervisee nondisclosure, and (3) the supervisory working alliance fully mediated the inverse relations of cultural humility and collaborative supervision with supervisee nondisclosure. Understanding the mechanisms underlying supervisee nondisclosure have broad implications for clinicians and researchers alike.