Is exercise good for all? Time- and strain-based work-family conflict and its impacts.

While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work-family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees' vitality at work and, subsequently, employees' subjective well-being. With data collected in multiple waves from a sample in China (N = 243), we found that when employees experienced time-based WFC, strong adherence to exercise did not benefit their vitality as weak adherence to exercise did. However, when employees experienced strain-based work interference with family demands, strong (rather than weak) adherence to exercise benefited their vitality. In addition, the moderating effect of exercise on the relationship between WFC and vitality transited to affect employee job satisfaction.

Comparison of the 1-year survival rate in infants with congenital heart disease diagnosed by prenatal and postnatal ultrasound: A retrospective study.

ABSTRACT: The impact of prenatal diagnosis on the survival outcome of infants with congenital heart disease (CHD) is still unclear. This study aimed to compare the 1-year survival rate between the prenatally and postnatally diagnosed infants with CHDs.A single-center population-based retrospective cohort study was performed on data from all infants diagnosed with CHD born between January 1998 and December 2017. Among infants with isolated CHDs, the 1-year Kaplan-Meier survival probabilities for prenatal and postnatal diagnosis were estimated. Cox proportional hazard ratios were adjusted for critical CHD (CCHD) status and gestational age.A total of 424 (40 prenatally and 384 postnatally) diagnosed infants with CHDs were analyzed. Compared with non-CCHDs, infants with CCHDs were more likely to be prenatally diagnosed (55.0% vs 18.0%; P < .001). Among the 312 infants with isolated CHDs, the 1-year survival rate for the prenatally diagnosed was significantly lower than postnatally diagnosed (77.1% vs 96.1%; P < .001). For isolated CCHDs, the 1-year survival rate for the prenatally diagnosed was significantly lower than postnatally diagnosed (73.4% vs 90.0%; P < .001). The 1-year survival rate was increased with the increase of age at diagnosis. Among infants with isolated CHDs and CCHDs, the adjusted hazard ratios for 1-year mortality rates for the prenatally versus postnatally diagnosed were 2.554 (95% confidence interval [CI], 1.790, 3.654; P < .001) and 2.538 (95% CI: 1.796, 3.699; P < .001), respectively.Prenatal diagnosis is associated with lower 1-year survival rate for infants with isolated CCHDs. This could probably due to variation in the disease severity among the CCHD subtypes.

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.

When Does Status Turn Into Proactive Helping Behavior? The Moderating Role of Cooperative/Competitive Behavior Intention.

Self-perceived status is considered an important antecedent of an employee's extra-role behavior. However, the relationship between self-perceived status and "proactive helping" has been neglected in previous human resource management (HRM) research. Data were collected from 214 employees and their supervisors in two waves of dyads. The results of hierarchical regression analysis indicated that self-perceived status is positively related to proactive helping behavior, while cooperative and competitive behavior intentions were both found to have a moderating effect on the relationship between self-perceived status and proactive helping behavior. Specifically, the relationship between self-perceived status and proactive helping behavior became stronger as the cooperative behavior intention increased, but weakened as competitive behavior intention increased. These conclusions indicate that organizations should guide employees to enhance their cooperative behavior intention or decrease their competitive behavior intention, which may increase their willingness to proactively help others. The study's theoretical and practical contributions and future research are discussed.

A Study of the Mechanism of the Congruence of Leader-Follower Power Distance Orientation on Employees' Task Performance.

Based on implicit leadership theory, we examine the congruence effect of leader-follower power distance orientation (PDO) on follower trust in supervisor and work engagement, which in turn influences employees' task performance. Results of polynomial regressions on 526 dyads supported the congruence effect hypothesis. The results show that (1) the congruence of leader-follower PDO leads to better performance; (2) under the condition of congruence, subordinate task performance is higher when leader-follower PDO matching in low-low ratings congruence than it is in high-high ratings congruence; (3) under the condition of asymmetrical incongruence, the follower had higher task performance when a leader's PDO is lower than a follower's PDO; (4) trust in supervisor and the work engagement mediate the effect of congruence of leader-follower PDO on employees' task performance; (5) trust in supervisor also mediates the effect of congruence of leader-follower PDO on employees' work engagement.