Moral disengagement, moral identity, and counterproductive work behavior among emergency nurses.

BACKGROUND: Morality is a fundamental component of nurses' daily work. Nurses' cognitive tendencies toward moral disengagement in high-stress work environments can easily lead them to engage in counterproductive work behaviors that are not conducive to the organization. However, there is limited research on how to mitigate the impact of moral disengagement on counterproductive work behavior. OBJECTIVE: The objective was to explore the impact of moral disengagement on counterproductive work behavior, as well as the reverse regulatory mechanism of moral identity on the relationship between moral disengagement and counterproductive work behavior. RESEARCH DESIGN: This was a quantitative, cross-sectional study. PARTICIPANTS AND RESEARCH CONTEXT: From September to October 2023, nurses from emergency departments of major hospitals in Hunan Province were recruited, and 500 questionnaires were distributed and collected using the WeChat app Credamo Seeing Numbers. ETHICAL CONSIDERATION: All study procedures were approved by the Ethics Committee of Hunan Normal University (No. 2023-388). FINDINGS: Moral disengagement had a positive effect on counterproductive work behavior directed at the organization (CWB-O) as well as counterproductive work behavior directed at individuals (CWB-I). Moral identity was not significant in moderating the relationship between moral disengagement and CWB-O. Moral identity had an inverse moderating effect on the mechanism of action between moral disengagement and CWB-I. CONCLUSION: Counterproductive work behavior guided by moral disengagement is detrimental to organizations, and moral identity can inhibit the effect of moral disengagement on CWB-I. Nursing administrators should focus on improving nurses' moral identity and improving the healthcare workplace environment so that moral identity can better exert its inhibitory effect on counterproductive work behavior among nurses.

Improving the rate capacity and cycle stability of FeP anodes for lithium-ion batteries via in situ carbon encapsulation and copper doping.

FeP has emerged as an appealing anode material for lithium-ion batteries (LIBs) thanks to its high theoretical capacity, safe voltage platform and rich resources. Nevertheless, sluggish charge transfer kinetics, inevitable volume expansion and easy agglomeration of active materials limit its practical applications. Here, novel Cu-doped FeP@C was synthesized by a synergistic strategy of metal doping and in situ carbon encapsulation. The optimized Cu-doped FeP@C anode demonstrates a highly reversible specific capacity (920 mAh g-1 at 0.05 A g-1), superb rate performance (345 mAh g-1 at 5 A g-1) and long-term cycle stability (340 mAh g-1 at 2 A g-1 after 600 cycles). The electrochemical mechanism was investigated by cyclic voltammetry, kinetic analysis and DFT calculations. The results reveal that carbon frameworks can improve the conductivity and slow down the volume expansion, with highly dispersed FeP facilitating Li-ion migration during the charge and discharge processes. Additionally, Cu doping leads to rearrangement of the charge density and an additional lattice distortion in FeP, which boosts the electron mobility and enriches the surface-active sites, promoting electrochemical reaction and charge storage. This study presents a feasible and effective design for developing transition metal phosphate (TMP) anodes for high-performance LIBs.

When Does Overqualification Affect Bootlegging Positively?

Purpose and Discussion: Individual knowledge and skills are important factors in promoting employee innovation. Research shows that a large number of employees perceive that their qualification level exceeds the formal requirements of the position. These people may spontaneously seek to change their current situation and dare to develop innovative ideas in an unconventional way. The purpose of this study is to explore the relationship between overqualification and bootlegging through the mediating effect of proactive career behavior on the basis of the human environment matching theory. This study also explored the moderating effect of a proactive personality between overqualification and bootlegging. This study shows that leaders should prioritize the potential of overqualified employees, encourage them to engage in challenging tasks, broaden the innovation channels of individuals and organizations, and monitor bootlegging activities. Highly motivated employees with overqualifications are more likely to actively plan and manage their careers, they will actively seek innovation to solve problems when encountering obstacles in their career development. Participants and Methods: In this study, 457 questionnaires were collected from employees of many enterprises in Hunan Province and Guangdong Province of China. Partial least squares structural equation model based on variance (PLS-SEM) was used for data analysis. Results: The results of the study reveal that there is a significant relationship between overqualification and bootlegging. In addition, proactive career behavior plays an intermediary role in the relationship between overqualification and bootlegging. Moreover, a proactive personality moderates the relationship between overqualification and bootlegging. Finally, the relationship between overqualification and bootlegging is stronger when a proactive personality is strong.