Relationship of adaptive expertise of health professions educators with age, experience, academic rank, and their work performance during an altered academic environment.

BACKGROUND: Health professionals and health professions educators (HPEs) worldwide were confronted by the COVID-19 pandemic, which disrupted standard practice and forced HPEs to develop creative, alternative modes of training and education. The ability of people to work successfully and efficiently in non-standard situations can be called adaptive expertise in which people quickly overcome changes in work requirements using their expert knowledge in novel ways. The objectives of the current study were to investigate how the adaptive expertise of a group of HPEs influenced perceived work performance in a non-standard situation and to see whether there were relationships between the level of adaptive expertise and academic ranking and work experience of HPEs. METHODS: A descriptive, cross-sectional, single-site study was conducted using a self-reported study tool about adaptive expertise developed by Carbonell et al. (2016), and three questions were asked about participants' perceptions of work performance, amount of work done, and teaching quality. The sample consisted of HPEs from the University of Twente, Netherlands. RESULTS: Among 123 eligible participants, 40 individuals completed the survey. Kaiser-Meyer-Olkin and Bartlett's Test of Sphericity indicated the adequacy of the sample size (KMO = 0.633, P < 0.0001). Participants were lecturers, senior lecturers, assistant professors, associate professors and full professors. The average adaptive expertise score of the sample was 4.18 ± 0.57 on a scale from 1 (low) to 5 (high). The domain and innovative skills are the principal distinct dimensions of adaptive expertise among HPEs. Professors showed higher adaptive expertise scores than the other ranks. Statistically significant correlations were found between scores of adaptive expertise and perceived work performance (r = 0.41, p < 0.05 and academic ranking (r = 0.42, p < 0.05). Adaptive expertise scores were not associated with work experience or HPEs' age. CONCLUSIONS: Our finding of a lack of relationships between self-reported level of adaptive expertise and experience and age but significant relationships with work performance and academic ranking of HPEs suggests that adaptive expertise is not auto-generated or acquired with seniority and experience but is a 'mastery' that should be developed deliberately.

The importance of change communication and state motivation when adapting to changes.

Employees often work in dynamic environments requiring adaptive performance (e.g., emergencies, clients from other cultures). To optimize change management, employee training, and personnel selection in organizations, researchers have focused on trait-like predictors of adaption to change, such as personality traits or cognitive ability. The study (N = 300) shifts the focus to more proximal performance predictors - change communication and task-related state motivation. Adaptive performance was modeled using latent growth models. Providing two change-related hints, one at the beginning of the task and another directly after the change, mitigated performance impairment observed directly after the change. Moreover, this advantage largely persisted throughout the later stages of the task. In contrast, a single hint at the beginning of the task did not substantially facilitate adaption. Finally, task-related state motivation was linked to better performance on the subsequent measurement occasion. Organizations might minimize change-induced losses by deploying adequate change communication and maintaining employee motivation.

Positive psychology and employee adaptive performance: systematic literature review.

Adaptive performance will increasingly be confronted with new insights as society today changes constantly. This raises questions as to what factors will impact employee's adaptive performance and what is their inner psychological mechanism. The terms of positive psychology and adaptive performance are important concepts in the domain of organizational behavior and human resource development areas. The literature, however, lacks a systematic review of it. Our research seeks to explore the inherence of employee adaptive performance via the prism of positive psychology, including Psychological Capital and PERMA (Positive Emotions, Engagement, Relationships, Meaning and Accomplishment). We selected 27 papers out of 382, which were generated from Web of Science and Scopus databases associated the keywords of the two concepts, and used the 2020 PRISMA flow program for the paper screening. By analyzing the underpin theories, the causation, and the measurement, we discovered that there is a complex and nuanced relationship between positive psychology and adaptive performance, and most of the research to date suggests that positive psychology components improve employee adaptive performance. This study maps the current knowledge at the nexus of positive psychology and adaptive performance to identify existing gaps and potential for further investigation.

Trajectory Tracking with Obstacle Avoidance for Nonholonomic Mobile Robots with Diamond-Shaped Velocity Constraints and Output Performance Specifications.

In this paper, we address the trajectory-/target-tracking and obstacle-avoidance problem for nonholonomic mobile robots subjected to diamond-shaped velocity constraints and predefined output performance specifications. The proposed scheme leverages the adaptive performance control to dynamically adjust the user-defined output performance specifications, ensuring compliance with input and safety constraints. A key feature of this approach is the integration of multiple constraints into a single adaptive performance function, governed by a simple adaptive law. Additionally, we introduce a robust velocity estimator with a priori-determined performance attributes to reconstruct the unmeasured trajectory/target velocity. Finally, we validate the effectiveness and robustness of the proposed control scheme, through extensive simulations and a real-world experiment.

Don’t Curb Your Enthusiasm. The Role of Work Engagement in Predicting Job Performance / [No reprimas tu entusiasmo. El papel del compromiso laboral en la predicción del desempeño]

Substantial evidence supports the idea that engaged workers reach high performance levels. Nevertheless, most research does not take into account that job performance is multidimensional. The current study aimed to investigate the relationship between work engagement and performance (task performance, contextual performance, counterproductive work behaviors, and adaptive performance) and determine whether work engagement provides incremental validity over the Big Five personality traits in the prediction of performance. A questionaire with the variables of interest was filled in by 365 workers. Regression analyses revealed that work engagement plays a role in all dimensions of job performance. Results also revealed the differential functioning of work engagement dimensions, with vigor as the main predictor of task performance and the second predictor of adaptive performance, even when considering personality. High absorption decreases task performance but increases contextual performance, while dedication mediates between personality (i.e., agreeableness and extraversion) and CWB.(AU)

Existe una evidencia sólida sobre el hecho de que los trabajadores comprometidos alcanzan altos niveles de desempeño. Sin embargo, la mayoría de las investigaciones no tienen en cuenta que el desempeño laboral es multidimensional. El presente estudio tiene como objetivos investigar la relación entre el compromiso laboral y el desempeño (de tarea, contextual, conductas contraproductivas y adaptativo) y determinar si el compromiso laboral aumenta la validez predictiva de los cinco grandes rasgos de personalidad en la predicción del desempeño. Se administró un cuestionario con las variables de interés a 365 trabajadores. Los análisis de regresión muestran que el compromiso laboral juega un papel en la predicción de todas las dimensiones del desempeño laboral. Los resultados también revelaron el funcionamiento diferencial de las dimensiones del compromiso laboral, siendo el vigor el principal predictor del desempeño de tarea y el segundo predictor del desempeño adaptativo, incluso cuando se controlan los rasgos de personalidad. Una gran absorción disminuye el desempeño de tarea, pero aumenta el contextual, mientras que la dedicación actúa como variable mediadora entre la personalidad (amabilidad y extraversión) y las conductas contraproductivas.(AU)

Mindfulness Fills in the Blank Spaces Left by Affective Uncertainty Uplifting Adaptive Behaviors.

Drawing on the integrative model of uncertainty tolerance, we aimed to investigate whether uncertainty relates to adaptive performance, at the within-person level. We argue that daily uncertainty at work will trigger negative affective reactions that, in turn, will minimize adaptive performance. Moreover, we focus on socio-cognitive mindfulness as a cross-level moderator of the indirect relationship of uncertainty on adaptive performance via negative affect. To capture changes in daily life and test our model, we conducted two diary studies across 5-working days: One with a sample of telecommuters (n = 101*5 = 505), and the other with a sample of non-telecommuters (n = 253*5 = 1,265). Study 1 took place between February and March of 2021 (during the mandatory confinement), and Study 2 occurred between April and May 2021 (out of the mandatory confinement). Both studies were conducted in Portugal. The multilevel results showed that at the day-level of analysis, uncertainty decreased adaptive performance through the enhanced negative affect. Moreover, at the person-level of analysis mindfulness moderated (a) the direct relationship of uncertainty to adaptive performance, and (b) the indirect relationship of uncertainty to adaptive performance via negative affect, in such a way that it became weaker when mindfulness was higher (multilevel-mediated moderation effect). This relation was different between Studies 1 and 2; that is, in Study 1, teleworkers who were high on mindfulness engaged in more adaptive performance when negative affect was high. In Study 2, adaptive performance significantly decreased, when negative affect was higher, even though this effect was weaker for mindful of individuals. The findings show that mindfulness helps to fill in the spaces of the affective uncertainty attenuating its detrimental effects.

Mindfulness Fills in the Blank Spaces Left by Affective Uncertainty Uplifting Adaptive Behaviors

Drawing on the integrative model of uncertainty tolerance, we aimed to investigate whether uncertainty relates to adaptive performance, at the within-person level. We argue that daily uncertainty at work will trigger negative affective reactions that, in turn, will minimize adaptive performance. Moreover, we focus on socio-cognitive mindfulness as a cross-level moderator of the indirect relationship of uncertainty on adaptive performance via negative affect. To capture changes in daily life and test our model, we conducted two diary studies across 5-working days: One with a sample of telecommuters (n = 101*5 = 505), and the other with a sample of non-telecommuters (n = 253*5 = 1,265). Study 1 took place between February and March of 2021 (during the mandatory confinement), and Study 2 occurred between April and May 2021 (out of the mandatory confinement). Both studies were conducted in Portugal. The multilevel results showed that at the day-level of analysis, uncertainty decreased adaptive performance through the enhanced negative affect. Moreover, at the person-level of analysis mindfulness moderated (a) the direct relationship of uncertainty to adaptive performance, and (b) the indirect relationship of uncertainty to adaptive performance via negative affect, in such a way that it became weaker when mindfulness was higher (multilevel-mediated moderation effect). This relation was different between Studies 1 and 2; that is, in Study 1, teleworkers who were high on mindfulness engaged in more adaptive performance when negative affect was high. In Study 2, adaptive performance significantly decreased, when negative affect was higher, even though this effect was weaker for mindful of individuals. The findings show that mindfulness helps to fill in the spaces of the affective uncertainty attenuating its detrimental effects. (AU)

Survey dataset on workplace incivility, emotional exhaustion and adaptive performance among employees working in the front line: A case study.

The data belongs to a sample of 201 frontline workers in Malaysia. This demographic data was collected using a cross-sectional questionnaire via an online survey and analyzed using SPSS version 25. This data was used to investigate the relationship between workplace incivility, emotional exhaustion and adaptive performance (handling emergencies, handling work stress, creative problem solving, learning new tasks, technology and procedure and demonstrating interpersonal adaptability) among frontline workers. The analyzed data will be useful in contributing to further research into the effects of workplace incivility on employees' well-being and job performance. It will also give insights to stakeholders and those at managerial level who formulate appropriate intervention plans to overcome or reduce the issue of workplace bullying among frontline workers.

'Pawing' uncertainty! how dogs attenuate the impact of daily hassles at work on uncertainty.

PURPOSE: This study relied on the integrative model of uncertainty tolerance to delineate an argument proposing that daily hassles trigger uncertainty, and this influences adaptive performance. Furthermore, relying on the "furr-recovery method" -where interactions with dogs allow dog owners to recover from negative situations or job demands - this study tested whether having a dog would moderate the relationship between daily hassles and uncertainty. METHODOLOGY: To test this proposed model, daily data during ten working days was gathered with a sample of white-collar workers who were teleworking (N = 233 × 10 = 2,330). FINDINGS: Multilevel results showed that daily hassles influenced adaptive performance via perceived uncertainty. However, the relationship between daily hassles and uncertainty was conditional on the ownership of a dog, in such a way that the relationship became weaker for those who had dogs. That is, those who did not have dogs had increased levels of uncertainty after daily hassles when compared to those who had dogs. PRACTICAL IMPLICATIONS: Managers may consider the adoption of pet-friendly work practices (for instance, telework - working from home allow employees to work nearby and interact with their dogs during worktime) as dogs appear to have a beneficial effect to help employees effectively cope with daily hassles and reduce their uncertain reactions. ORIGINALITY: This study advances knowledge regarding the pawing-effect (the reduced uncertainty to daily hassles on dog owners) on employees' uncertainty to daily hassles and opens new venues for research regarding their role in work-related outcomes. Further, future research could examine how human-dog interactions or the quality of their relationship may benefit owners and explore the benefits of bringing dogs to work periodically.

Becoming comfortable with the uncomfortable: The tale of adaptability.

Background: With the ever-changing healthcare environment and impact of the coronavirus disease 2019 (COVID-19) pandemic on tertiary education, healthcare students need to constantly adapt their approach to learning, clinical practice and well-being. Adaptive performance is therefore vital. Objectives: To investigate the adaptive performance of final year physiotherapy students at the University of the Free State. Method: A quantitative descriptive study was performed. All consenting final year undergraduate physiotherapy students registered at the University of the Free State in 2021 were approached for inclusion. The short 55-item I-ADAPT measurement was distributed electronically to all possible participants. Results: The response rate was 28.5% (n = 8). Descriptive statistics, namely frequencies and percentages for categorical data and medians and percentages for numerical data were calculated. The dimensions related to handling work stress (50%), uncertainty (62.2%) and creativity (64.0%) scored the lowest. Emotional response to stress (62.5%) and frustration in response to unpredictable situations (62.5%) was reported. Conclusion: Uncertainty and unpredictability are inevitable for healthcare students. Stress management and emotional intelligence development are advised for inclusion in undergraduate physiotherapy programmes. Clinical implications: A need for curricular evaluation to ensure students are equipped with stress management and emotional intelligence skills is proposed.

Effects of a New Soft Skills Metacognition Training Program on Self-Efficacy and Adaptive Performance.

Although soft skills training is called for by many scholars and managers, empirical studies on concrete training programs are scarce and do not always have the methodological rigor that is necessary to draw meaningful conclusions about their impact. In the present research, we investigate the effects of a new soft skills metacognition training program on self-efficacy and adaptive performance. To test these effects, we conducted an experiment with a sample of employees of a large firm (n = 180). The experiment included pre- and post-measurements and a control condition. The results suggested that participating in the training led to an increase in soft skills metacognition, self-efficacy, and four dimensions of adaptive performance, compared to a control condition. Mediation analyses suggested that an increase in soft skills metacognition led to an increase in self-efficacy, which led, in turn, to an increase in adaptive performance. Theoretical and practical implications are discussed, as well as limitations.

The role of Guanxi in fostering adaptability and work engagement among educators in international educational institutions.

The present study delves into the intricate relationships between individual adaptability, various dimensions of Guanxi-Ganqing, Renqing, and Xinren-and work engagement among educators working in international educational institutions across major cities in China. Guanxi refers to complex system of social networks and influential relationships that facilitate business and other dealings. Ganqing, Renqing, and Xinren represents distinct but interconnected dimensions. Ganqing refers to the emotional bonding or personal affection that is developed within a Guanxi relationship. Renqing can be understood as the norm of reciprocity or the social obligation to respond to another's needs and to maintain the balance of give and take in relationships. Finally, Xinren: This dimension represents trust and credibility in Guanxi relationships. Employing online data collection via the Qualtrics platform, the study investigates the impact of individual adaptability on work engagement, particularly examining the mediating roles of different Guanxi dimensions. Utilizing Hayes' Process Model 80 for mediation analysis, our findings demonstrate a statistically significant direct effect of individual adaptability on work engagement, thus supporting Hypothesis 1 (H1). The analysis reveals that this relationship is partially mediated by other variables within our model. Significantly, the study highlights the nuanced roles of the Guanxi dimensions of Ganqing, Renqing, and Xinren in this context. Both Ganqing and Renqing were found to amplify the effect of individual adaptability on work engagement, confirming Hypotheses 2a and 2b. However, while Xinren increased the effect size, it did not significantly mediate the relationship between individual adaptability and work engagement, leading to the rejection of Hypothesis 2c. Furthermore, our research provides new insights into the interplay between these Guanxi dimensions. Specifically, Ganqing and Renqing significantly influenced Xinren, which in turn impacted work engagement, thereby supporting Hypotheses 3a and 3b. This mediated chain model suggests a more complex interaction between these factors than previously understood. Our analysis also reveals the differential impacts of these Guanxi dimensions. Notably, Ganqing exhibited a greater influence on work engagement compared to Renqing and Xinren. This finding underscores the critical role of affective bonds in social ties and their importance in enhancing work engagement. These results, robust across statistical metrics including R, R-squared, MSE, F, and p-values, are detailed in our results section and illustrated in Figure 3. The study contributes to the understanding of how individual adaptability and various Guanxi dimensions interact to influence work engagement, offering valuable insights for both academic research and practical application in organizational settings. These findings are contextualized within Confucian values and the ongoing internationalization of education. The study thus advances the theoretical discourse while offering practical recommendations for educators and institutional policies. Limitations and future research directions are also elaborated.

Professionals' adaptive expertise and adaptive performance in educational and workplace settings: an overview of reviews.

Professionals will increasingly be confronted with new insights and changes. This raises questions as to what kind of expertise professionals need, and how development of this expertise can be influenced within the contexts of both education and work. The terms adaptive expertise and adaptive performance are well-known concepts in the domains of education and Human Resource Development respectively. The literature, however, lacks a conceptual overview. Our research seeks to provide an overview on how adaptive expertise and adaptive performance are conceptualized. In addition we looked for what individual, task and organizational characteristics relate to adaptive expertise. We mined information drawn from existing reviews in an overview of reviews. Nine reviews met the inclusion criteria. Adaptive performance is best referred to as the visible expression of an adaptive expert and this is triggered by 'change'. The scope of this 'change' lies somewhere between change that is 'new for the learner' and change that is 'new for everyone in the whole world'. The extent to and way in which a learner or professional is able to deal with this change depends on the maturity of the learner or professional. We found numerous individual, task and environmental characteristics related to adaptive expertise and adaptive performance. The nature and relation of these characteristics, and their specificity in relation to adaptive expertise and adaptive performance are visualized in a figure, but also provide several suggestions for future research.

Development and validation of an individual job performance questionnaire (IJPQ).

BACKGROUND: Developing reliable tools to tap into all the behavioral dimensions of individual job performance and identifying the right sub-dimensions is necessary for both research and practice. OBJECTIVE: This study aimed at developing and validating an IJPQ that addresses shortcomings of existing questionnaires. METHODS: After a comprehensive systematic literature review, a framework consisting of four dimensions, including task performance (TP), contextual performance (CP), counterproductive work behavior (CWB), and adaptive performance (AP) was structured for measuring IJP. As well, 45 sub-dimensions were identified for measuring IJP's dimensions. Content and face validity were evaluated, and item impact score (IS), content validity index (CVI), Kappa, and content validity ratio (CVR) were calculated. For reliability and confirmatory factor analysis (CFA), 525 workers completed the validated questionnaire and Cronbach alpha and goodness of fit indexes were determined, respectively. RESULTS: Of the 62 items generated to measure dimensions, 53 were approved. Based on item-level CVI, of the 53 items, only 45 items were accepted. Finally, the results of item level CVR led to the extraction of 27 questions to evaluate IJP. The obtained scale level CVI and scale level CVR were 0.91 and 0.68, respectively. Based on the results obtained from 525 Iranian workers, values of Cronbach's Alpha, X2/df, RMSEA, and P-value were in the acceptable range. CONCLUSIONS: Conclusively, a questionnaire containing 20 items was developed and validated for measuring IJP of Iranian worker's culture. The four dimensions of TP, CO, CWB, and AP consisted of 6, 5, 5, and 4 items each, respectively. Overall, IJPQ is a theory-based, reliable, and valid instrument for assessing job performance.

The Moral Impact of the COVID-19 Pandemic on Nurses' Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs.

The COVID-19 pandemic resulted in unprecedented exposure to Potentially Morally Injurious Events (PMIEs) for nurses, in which they were both moral transgressors and moral victims, with deleterious consequences on their psycho-social health and functioning. Our experimental design compared memories of PMIEs with memories of severe moral transgressions (SMTs), in which participants were only moral transgressors. Drawing from Self-Determination Theory and research on moral auto-biographical episodic memories, we assessed a conceptual model describing the impact of recalling a single PMIE or SMT event on nurses' burnout, work satisfaction and adaptive performance. Our convenience sample comprised 614 Romanian nurses, and data was analyzed with path analysis, general linear modelling, and t-tests. Findings showed that memories of PMIEs, compared to SMTs, were more autonomy thwarting, being associated with more controlled work motivation, less moral learning, higher burnout, less work satisfaction, and adaptive performance. Burnout, moral learning, and work satisfaction were significant mediators of the relationships between PMIE and SMT recall and, respectively, adaptive performance. Our results highlight the urgency for organizational practices of moral repair for nurses after the pandemic, along with interventions meant to increase their autonomy and self-determined work motivation.

Job performance in healthcare: a systematic review.

BACKGROUND: Healthcare organisations face major challenges to keep healthcare accessible and affordable. This requires them to transform and improve their performance. To do so, organisations must influence employee job performance. Therefore, it is necessary to know what the key dimensions of job performance in healthcare are and how these dimensions can be improved. This study has three aims. The first aim is to determine what key dimensions of job performance are discussed in the healthcare literature. The second aim is to determine to which professionals and healthcare organisations these dimensions of job performance pertain. The third aim is to identify factors that organisations can use to affect the dimensions of job performance in healthcare. METHODS: A systematic review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The authors searched Scopus, Web of Science, PubMed, and Google Books, which resulted in the identification of 763 records. After screening 92 articles were included. RESULTS: The dimensions - task, contextual, and adaptative performance and counterproductive work behaviour - are reflected in the literature on job performance in healthcare. Adaptive performance and counterproductive work behaviour appear to be under-researched. The studies were conducted in different healthcare organisations and pertain to a variety of healthcare professionals. Organisations can affect job performance on the macro-, meso-, and micro-level to achieve transformation and improvement. CONCLUSION: Based on more than 90 studies published in over 70 journals, the authors conclude that job performance in healthcare can be conceptualised into four dimensions: task, contextual and adaptive performance, and counterproductive work behaviour. Generally, these dimensions correspond with the dimensions discussed in the job performance literature. This implies that these dimensions can be used for further research into job performance in healthcare. Many healthcare studies on job performance focus on two dimensions: task and contextual performance. However, adaptive performance, which is of great importance in constantly changing environments, is under-researched and should be examined further in future research. This also applies to counterproductive work behaviour. To improve job performance, interventions are required on the macro-, meso-, and micro-levels, which relate to governance, leadership, and individual skills and characteristics.

Assessment of Adaptive Performance and its Role as a Moderator of the Relationship Between Person - Organization Fit and Organizational Citizenship Behaviors / Evaluación del Desempeño Adaptativo y su Rol Moderador en la Relación Entre el Ajuste Persona - Organización y la Ciudadanía Organizacional

Background: Adaptive performance is of central interest for today’sorganizations, insofar as employees increasingly need to be able to adjusttheir behaviors to dynamic, changing work situations. The aims of thisstudy were to develop a Spanish adaptation of Charbonnier-Voirin andRoussel’s (2012) scale for measuring adaptive performance, and to examinewhether the dimensions of adaptive performance moderate the relationshipbetween person-organization fit (PO fit) and organizational citizenshipbehaviors (OCBs). We hypothesized that the relationship between POfit and OCBs would be stronger in individuals with a higher level ofadaptive performance. Method: The sample comprised 678 employees(65% women) in the public sector in the Basque Country. They rangedfrom 21 to 63 years old (M = 44.63; SD = 7.66). Results: The Spanishversion of the scale has good psychometric properties. Furthermore, theInterpersonal Adaptability dimension of adaptive performance moderatesthe relationship between PO fit and OCBs directed both at the organizationand at individuals, following the expected direction. The relationshipbetween PO fit and OCBs directed at individuals was also moderated bythe Reactivity in the Face of Emergencies dimension. Conclusions: Wediscuss the practical implications of these results in the field of personnelselection

Antecedentes: el desempeño adaptativo es una variable crucial enlas organizaciones actuales dado que la flexibilidad y la capacidad deadaptación son necesarias en un entorno laboral tan dinámico y cambiantecomo el actual. Los objetivos de este estudio fueron adaptar al castellanoel instrumento de Charbonnier-Voirin y Roussel (2012), que mide eldesempeño adaptativo y examinar si las dimensiones que configuranel desempeño adaptativo moderan la relación entre el ajuste persona-organización (PO fit) y las conductas de ciudadanía organizacional(OCBs). Se pronosticó que la relación entre PO fit y OCBs sería másintensa en aquellas personas con mayor desempeño adaptativo. Método: la muestra estuvo compuesta por 678 empleados/as (65% mujeres) delsector público del País Vasco, con edades comprendidas entre 21 y 63años (M = 44.63; SD = 7.66). Resultados: los resultados muestran quela versión española de la escala posee buenas propiedades psicométricas.Además, la dimensión Adaptabilidad Interpersonal del desempeñoadaptativo modera la relación entre el PO fit y las OCBs. En la predicciónde las OCBs dirigidas a otros individuos, la Reactividad ante emergenciastambién modera la relación. Conclusiones: se discuten las implicacionesprácticas que pueden tener en el ámbito de la selección de personal losresultados derivados del estudio.

The Good, the Bad, and the Ugly? A Triarchic Perspective on Psychopathy at Work.

Does psychopathy have an upside in vocational contexts? Applying the triarchic model of psychopathy, we propose that the dimensions of boldness, disinhibition, and meanness have different relations to workplace outcomes. Focusing on boldness and in line with socioanalytic personality theory, we propose that political skill moderates the relation between boldness and job performance. Using a sample of 477 target-coworker pairings, we found interaction effects of boldness and political skill on contextual and task performance, and the buffering of counterproductive work behavior. Furthermore, political skill moderated the relation between boldness and adaptive performance. Disinhibition and meanness were positively correlated with counterproductive work behaviors, thereby reflecting the dark core of psychopathy. In sum, boldness is a trait linked to career success in the absence of the other traits that make up psychopathy as a whole. Furthermore, we encourage the use of the triarchic model as an overarching framework in vocational contexts.

Primary care physicians' narratives on COVID-19 responses in Japan: Professional roles evoked under a pandemic.

Background: Within the vague system of primary care and COVID-19 infection control in Japan, we explored how primary care (PC) physicians exhibited adaptive performance in their institutions and communities to cope with the COVID-19 pandemic from January to May 2020. Methods: Narrative analysis conducted by a team of medical professionals and anthropologists. We purposefully selected 10 PC physicians in community-based hospitals and clinics and conducted a total of 17 individual and group interviews. The verbatim transcript data were analyzed using the conceptual framework of adaptive performance. Results: We identified three "phases" of the time period (January-May 2020). In Phase 1, PC physicians initially perceived the disease as a problem unrelated to them. In Phase 2, the Diamond Princess outbreak triggered adaptive performance of the physicians, who began to deal with medical issues related to COVID-19 by using social networking services and applying the collected information to their organization and/or communities. Following this, in Phase 3, the PC physicians' adaptive performance in their own communities and institutions emerged in the face of the pandemic. Reflecting their sensitivity to local context, the PC physicians were seen to exhibit adaptive performance through dealing with context-dependent problems and relationships. Conclusions: PC physicians exhibited adaptive performance in the course of coping with the realities of COVID-19 in shifting phases and in differing localities in the early stages of the pandemic. The trajectories of adaptive performance in later stages of the pandemic remain to be seen.