Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.

Although job embeddedness has consistently been shown to be associated with positive workplace behaviors, our theoretical understanding of such associations remains far behind our empirical knowledge. In particular, it is unclear how job embeddedness goes beyond its common conceptualization as "stuckness" to motivate employees' discretionary, change-oriented behaviors at work. To this end, we trace the original theoretical foundation of job embeddedness theory in field theory and establish its theoretical connection to social identity theory. We propose that increased organizational identification is an intrinsic psychological mechanism through which job embeddedness motivates proactive behaviors from employees. Further informed by field theory, we also examine the implications of job embeddedness change over time. We propose that a more positive trajectory of embeddedness over time contributes to enhanced organizational identification and employee proactivity, above and beyond the absolute level of embeddedness. We report a longitudinal study that surveyed 264 employees at three points in time over the course of 1 year and provide substantial support for the hypotheses. Implications of our work are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Evaluating the Use of Mixed Reality to Teach Gross and Microscopic Respiratory Anatomy.

Advances in technology often evolve into instructional platforms. This study evaluated the applicability of mixed reality (MR) in anatomy instruction. First-year medical students were randomized into a control group using a cadaver and light microscopes, or an experimental group using HoloLens, to complete a learning activity on gross and microscopic respiratory anatomy. Compared with the control group, the experimental group reached an equivalent score on the post-activity knowledge assessment, performed better on follow-up assessment, had consistently higher perceived understanding, and rated the activity higher. Findings suggest MR is an effective teaching tool and provides a favorable learning experience.

It's not me, it's not you, it's us! An empirical examination of relational attributions.

It has recently been suggested that attribution theory expand its locus of causality dimension beyond internal and external attributions to include relational (i.e., interpersonal) attributions (Eberly, Holley, Johnson, & Mitchell, 2011). The current investigation was designed to empirically focus on relationship dynamics, specifically where 1 member of the relationship receives negative performance-related feedback. We use quantitative and qualitative data from 7 samples (5 samples for scale validation in Study 1 and 2 for hypothesis testing in Studies 2 and 3) that provide empirical support for the existence and impact of relational attributions. Our findings identify the circumstances under which relational attributions are likely to be formed and indicate that relational attributions are related to relational improvement behaviors, particularly when employees are of the same sex as their relationship partner and perceive sufficient time and energy to engage in relational improvement efforts. A personal attribute, relational self, contrary to expectations, did not moderate the link between relational attributions and improvement behaviors. These findings make an important contribution to attribution theory by providing evidence for the criticality of relational attributions within interdependent work relationships. (PsycINFO Database Record

The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover.

We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that reluctant leavers (those who want to stay but have to leave) are similar to enthusiastic stayers (those who want to stay and can stay) on these dimensions. We find that job satisfaction and job embeddedness more strongly influence the intent to leave and job search behavior for enthusiastic stayers and leavers than for reluctant stayers and leavers. More important, we show that for those experiencing low control over their preference for leaving or staying (i.e., reluctant stayers and leavers), traditional variables such as job satisfaction, job embeddedness, and intent to leave are poor predictors of their turnover behavior. We further demonstrate that focusing on enthusiastic stayers and leavers can significantly enhance the accuracy of job satisfaction, job embeddedness, and intent to leave for predicting actual employee turnover. (PsycINFO Database Record

Mutually opposing forces during locomotion can eliminate the tradeoff between maneuverability and stability.

A surprising feature of animal locomotion is that organisms typically produce substantial forces in directions other than what is necessary to move the animal through its environment, such as perpendicular to, or counter to, the direction of travel. The effect of these forces has been difficult to observe because they are often mutually opposing and therefore cancel out. Indeed, it is likely that these forces do not contribute directly to movement but may serve an equally important role: to simplify and enhance the control of locomotion. To test this hypothesis, we examined a well-suited model system, the glass knifefish Eigenmannia virescens, which produces mutually opposing forces during a hovering behavior that is analogous to a hummingbird feeding from a moving flower. Our results and analyses, which include kinematic data from the fish, a mathematical model of its swimming dynamics, and experiments with a biomimetic robot, demonstrate that the production and differential control of mutually opposing forces is a strategy that generates passive stabilization while simultaneously enhancing maneuverability. Mutually opposing forces during locomotion are widespread across animal taxa, and these results indicate that such forces can eliminate the tradeoff between stability and maneuverability, thereby simplifying neural control.

Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion.

We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably, involuntary quits) and multiple types of staying. Guided by the premise that "everyone eventually leaves; no one stays with an organization forever," we also suggest considering where leavers end up-or post-exit destinations, such as another job, full-time parenting, or educational pursuits. We propose "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion. These motivational states precede turnover and are derived from 2 overarching dimensions: desired employment status (whether employees want to stay or leave) and perceived volitional control (whether quit or stay decisions are completely up to them or at least partially under external regulation). Crossing these dimensions yields 4 prime states: enthusiastic leavers and stayers and reluctant leavers and stayers. We further subdivide these mind-sets into subtypes by differentiating employer from other forms of external control (e.g., family). Focusing on more common subtypes, we explain how they arise from particular motivational forces and profile how they differ by attitudes, behaviors, and turnover speed and destinations. We further discuss ways to measure this expanded criterion and proximal states (and subtypes) and investigate the latter's profiled differences. Finally, we discuss scientific and practical implications and future research directions.

Further clarification on the Hom, Mitchell, Lee, and Griffeth (2012) model: Reply to Bergman, Payne, and Boswell (2012) and Maertz (2012).

In this article, we reply to Bergman, Payne, and Boswell (2012) and Maertz (2012), who commented on our reconceptualization of the employee turnover criterion and proximal withdrawal states (Hom, Mitchell, Lee, & Griffeth, 2012). We agree with some points (e.g., anticipated destinations) but take issue with others (e.g., turnover intentions as the criterion). Nonetheless, our aim is to clarify our integrative formulation about mindsets for organizational participation and withdrawal. In our view, the current process of "article-commentaries-reply" advances our collective understanding of staying and leaving, which is of longstanding interest to scholars in industrial and organizational psychology, organizational behavior, and human resource management.

When and how is job embeddedness predictive of turnover? a meta-analytic investigation.

The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives. In addition, the negative relationships between on-the-job embeddedness (off-the-job embeddedness) and turnover criteria were stronger in female-dominated samples and public organizations (collectivistic countries). Finally, turnover intentions, job search behavior, and job performance fully (partially) mediated the effect of on-the-job embeddedness (off-the-job embeddedness) on actual turnover. The research and practical implications of our findings are noted, in light of study limitations and future research needs.

Neural entrapment during uterosacral ligament suspension: an anatomic study of female cadavers.

OBJECTIVE: To describe retroperitoneal neural structures at risk during uterosacral ligament suspension and to estimate risk of neural injury based on uterosacral ligament suspension suture placement technique. METHODS: Uterosacral ligament suspension was performed in 10 unembalmed female cadavers. In each cadaver, bilateral uterosacral ligament suspension sutures were placed using different techniques, as described in the literature. Distances from the ischial spine and instances of neural entrapment were recorded. Biopsy specimens of the deepest (most dorsal) tissue that each suture traversed were immunostained with a nerve-specific (S100) antibody, and the largest nerve diameter was recorded. RESULTS: Median location of sutures relative to the ischial spine did not differ significantly by suture technique. Portions of sacral nerve roots were encircled by uterosacral ligament suspension sutures in seven cadavers. There were no instances of nerve entrapment when sutures were placed while tenting the ligament with an Allis clamp, although these sutures contained a less substantial purchase of connective tissue. In six cadavers, sacral nerves were encircled by sutures placed using a dorsal and posterior arc, regardless of the needle size. In one instance, only the larger CT-1 needle encircled sacral nerve roots. S100 immunostaining confirmed gross findings, with nerve tissue in all specimens (diameter 30-1,225 micrometers). Mean nerve diameter was significantly larger in biopsy specimens in which entrapment was noted grossly (472 micrometers compared with 108 micrometers; P<.001). CONCLUSION: Sacral nerve roots are the most vulnerable neural structures during uterosacral ligament suspension. Suture placement directly into the uterosacral ligament with a dorsal and posterior needle arc results in a higher risk of nerve entrapment compared with ventral tenting of the ligament.

Work flow policy and within-worker and between-workers variability in performance.

Work flow policies are shown to induce a change in average between-workers variability (worker heterogeneity) and within-worker variability in performance times. In a laboratory experiment, the authors measured the levels of worker heterogeneity and within-worker variability under an individual performance condition, a work sharing condition, and a fixed assignment condition. The work sharing policy increased the levels of worker heterogeneity and worker variability, whereas the fixed assignment policy decreased them. These effects, along with work flow policy main effects on mean performance times and variability are examined. This article represents an initial step in understanding effects that may be important in the selection of an operating policy, the ignorance of which may lead to costly misestimates of performance.