The relationship between perceived organizational support and burnout in newly graduated nurses from southwest China: the chain mediating roles of psychological capital and work engagement.

BACKGROUND: Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout. METHODS: This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis. RESULTS: A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (ß = 0.553) consisted of a direct effect (ß = 0.233) as well as an indirect effect (ß = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (ß = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect. CONCLUSIONS: This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE.

Impact of caring leadership on nurses' work engagement: examining the chain mediating effect of calling and affective organization commitment.

BACKGROUND: Previous studies have established a positive link between nurse managers' caring leadership and nurses' work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses' work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement. METHODS: A robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research. RESULTS: The results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses' work engagement (p < 0.001). Specifically, caring leadership was significantly associated with nurses' calling (ß = 0.55, p < 0.001), affective organizational commitment (ß = 0.21, p < 0.001), and work engagement (ß = 0.05, p < 0.001). And the analysis further revealed that calling and affective organizational commitment mediate the process between caring leadership and work engagement(Effect: 0.17, 0.03, 0.05), with a relative effect size of 89.3% for the total indirect effect. These findings highlight the crucial role of these factors in enhancing nurses' work engagement, providing valuable insights for healthcare leaders and policymakers. CONCLUSION: Caring leadership positively predicts nurses' work engagement and indirectly mediates calling and affective organizational commitment. The results of this study revealed that the mechanisms of caring leadership influence nurses' work engagement, which provides a new approach to strengthening nurses' work engagement and improving patient healthcare outcomes and organizational performance. Healthcare organizations face continuous challenges; this study embodies the significance of caring leadership in improving nurses' work experience and increasing their work engagement. Nursing managers should enhance their knowledge of caring leadership and receive caring leadership training, thus actively improving their leadership behaviors in nurse management, enhancing leadership effectiveness, and creating more possibilities for developing healthcare organizations.

Self-compassion and work engagement among Chinese nurses: exploring mediating effects of depression, anxiety, and stress.

Objective: Work engagement significantly influences both the quality of nursing care and nurses' job performance. In this study, we aimed to explore the mediating effects of negative emotions on the relationship between self-compassion and work engagement among Chinese nurses. Method: A cross-sectional study was performed on nurses in a tertiary A hospital located in Henan province from September, 2023 to December, 2023. Custom-designed digital surveys were disseminated to gather pertinent data. Structural Equation Modelling (SEM) were utilised to analyse the data and determine relationships among self-compassion, negative emotions and work engagement. Results: A total of 1,201 nurses were included. According to the statistical model, self-compassion (ß = 0.116, CI: -0.036 to -0.008, p < 0.001) and negative emotions (ß = -0.372, CI: -0.053 to -0.033, p < 0.001) were correlated with work engagement. Furthermore, our analysis revealed that negative emotions partially mediated the relationship between self-compassion and work engagement (ß = 0.174, CI: -0.066 to -0.020, p < 0.01). Conclusion: These findings indicate that incorporating self-compassion and negative emotion regulation in interventions targeting work engagement may enhance the overall level of work engagement among nurses, thereby improving job satisfaction and the quality of patient care.

The effect of work-family conflict on employee well-being among physicians: the mediating role of job satisfaction and work engagement.

BACKGROUND: Work-family conflict among physicians has many adverse consequences, like reduced work engagement and impaired well-being. However, relatively little research has been conducted on the impact of work-family conflict on specific pathways of physician well-being. The aim of this study was to determine the relationship between work-family conflict and employee well-being among physicians and to explore the mediating role of job satisfaction and work engagement in this relationship. METHODS: Using data from a cross-sectional survey of 2,480 physicians in Jilin Province, China, partial least squares structural equation modeling (PLS-SEM) was applied in this study to examine the direct and indirect effects of work-family conflict on employee well-being and to assess the mediating roles of job satisfaction and work engagement therein. RESULTS: The employee well-being score of physicians in Jilin Province was 5.16 ± 1.20. The univariate analysis results indicated significant disparities in employee well-being scores across different age groups, marital statuses, and professional titles. Work-family conflict was significantly negatively associated with employee well-being, while job satisfaction and work engagement were significantly positively associated with employee well-being. In addition, job satisfaction and work engagement were found to mediate the association between work-family conflict and employee well-being, and work engagement was considered to mediate the association between job satisfaction and employee well-being. CONCLUSIONS: Our study confirms that work-family conflict negatively affects physicians' employee well-being. Moreover, our investigation revealed that the association between work-family conflict and employee well-being is influenced by both job satisfaction and work engagement and that work engagement plays a mediating role in the link between job satisfaction and employee well-being. Therefore, we propose that hospital administrators should rationally allocate organizational resources and develop manageable schedules to enhance physicians' employee well-being.

How work engagement and workaholism relate to individuals' and their intimate partners' mental well-being: a test of the spillover-crossover model among Indonesian dual-earner couples.

This study investigated the relationship between work engagement, workaholism, and mental well-being of individuals and their intimate partners. This association was explored in the context of Indonesian dual-earner couples, using the Spillover-Crossover Model (SCM). The study examined how work-to-family spillover (i.e. work-to-family conflict and facilitation) and recovery experiences (i.e. psychological detachment, relaxation, mastery, and control) mediate these relationships. A cross-sectional survey was conducted among 186 Indonesian dual-earner couples with preschool children. Structural equation modeling was used to test the hypothesized model and bootstrap method was conducted to evaluate the indirect relationships. As hypothesized, among male and female workers, work engagement was positively related to individual's mental well-being through work-to-family facilitation and recovery experiences. In contrast, workaholism was negatively related to individual's mental well-being through work-to-family conflict and recovery experiences excluding psychological detachment. Individual's mental well-being, in turn, was positively related to intimate partner's mental well-being. These findings suggested that work engagement and workaholism were related to intimate partner's mental well-being differently. These results further supported the SCM, suggesting that higher work engagement could increase workers' and their intimate partners' mental well-being through work-to-family facilitation and their recovery experiences, while workaholism acts oppositely.

The Impact of Teacher and Peer Support on Preservice EFL Teachers' Work Engagement in Their Teaching Practicum: The Mediating Role of Teacher L2 Grit and Language Teaching Enjoyment.

The academic study of work engagement among pre-service teachers during their practicum has been notably sparse, with even fewer investigations examining the influence of environmental stimuli on their engagement levels and the role of individual psychological and emotional factors throughout the practicum. To address this research gap, the present study, informed by the Stimulus-Organism-Response (SOR) theory, has developed a structural equation model. This model posits teacher support and peer support as stimuli, L2 grit and the foreign language teaching enjoyment as the organism, and the work engagement of pre-service teachers as the behavioral response. A quantitative survey was conducted among 516 preservice EFL teachers to examine the relationships among variables in the model. Findings showed direct predictions of work engagement by teacher support, L2 grit, and FLTE. L2 grit and FLTE sequentially mediated the relationship between teacher and peer support and work engagement. This study identified the factors influencing preservice EFL teachers' work engagement, contributing to a deeper understanding of their psychological characteristics and emotional experiences during the teaching practicum. Additionally, the study offers practical implications for universities and internship schools to enhance preservice teachers' work engagement during the practicum.

A Cross-Sectional Study Exploring the Impact of Violence on Healthcare Employees' Work Engagement and Meaningful Work.

AIM: This study aims to determine the prevalence of workplace violence against healthcare professionals and its effects on work engagement and meaningful work in healthcare settings. DESIGN: This study is designed as an analytical cross-sectional study. METHODS: This study surveyed 676 healthcare professionals in Turkiye between June and December 2022, using face-to-face and online methods. Scales measured exposure to and witnessing violence, work engagement, and meaningful work. The study has adhered to STROBE guidelines. Statistical analyses included descriptive, correlation, and linear regression. RESULTS: According to the results, shouting and cursing by patients and their companions were determined as the most common type of violence encountered by healthcare professionals. The effect of healthcare professionals' exposure to violence from patients' companion on work engagement and witnessing to violence from colleagues on meaningful work were found to be negative and significant. DISCUSSION: The findings emphasise the urgent need for interventions addressing workplace violence against healthcare professionals. Since workplace violence significantly reduces work engagement and the sense of meaningful work in healthcare setting. IMPACT: By highlighting the prevalence of workplace violence and its negative impact on both work engagement and meaningful work in healthcare setting, this study provides critical evidence for policymakers and healthcare administrators. PATIENT OR PUBLIC CONTRIBUTION: The participants in this study were healthcare professionals who had direct contact with patients and their relatives.

Improving the Care of Severe, Open Fractures and Postoperative Infections of the Lower Extremities: Protocol for an Interdisciplinary Treatment Approach.

BACKGROUND: Patients with open fractures often experience complications during their injury. The treatments incur high costs. Interdisciplinary cooperation between different medical disciplines may improve treatment outcomes. Such cooperation has not yet been envisaged in the German health care system. OBJECTIVE: The aim of the study is to improve the treatment of fractures with open soft tissue damage or postoperative complications in terms of duration and sustainability in a region in northwest Germany. Largely standardized diagnostics and therapy are intended to optimize processes in hospitals. In addition, a reduction in the duration of treatment and treatment costs is to be achieved. METHODS: Using a digital platform, physicians from 31 hospitals present patient cases to an interdisciplinary group of experts from the fields of plastic surgery, infectiology, hygiene, and others. The group of experts from the environment of the University Hospital Münster promptly makes a joint treatment recommendation for the individual case. The plan is to examine 3300 patients with open fractures or surgical complications. As consortium partners, there are also 3 statutory health insurance companies. The extent to which the therapy recommendations are effective and contribute to cost reduction in the health care system will be empirically investigated in a stepped-wedge cluster-randomized design. In addition, medical and nonmedical professional groups involved in the project will be asked about their work in the project (in total, 248 clinic employees). The primary outcome is the complication rate of open fractures or the occurrence of postoperative complications. As secondary outcomes, the number of antibiotics administered, limb function, and quality of life will be assessed. The health economic evaluation refers to the costs of health services and absenteeism. For the work-related evaluation, workload, work engagement, work-related resources, readiness for technology, and ergonomic aspects of the new telemedical technology will be collected. In addition, clinic employees will give their assessments of the success of the project in a structured telephone interview based on scaled and open-ended questions. RESULTS: The project started in June 2022; data collection started in April 2023. As of mid-June 2024, data from 425 patients had been included. In total, 146 members of staff had taken part in the questionnaire survey and 15 had taken part in the interviews. CONCLUSIONS: Standardized treatment pathways in the standard care of patients with open fractures and postoperative infections will be established to reduce complications, improve chances of recovery, and reduce costs. Unnecessary and redundant treatment steps will be avoided through standardized diagnostics and therapy. The interdisciplinary treatment perspective allows for a more individualized therapy. In the medium term, outpatient or inpatient treatment centers specialized in the patient group could be set up where the new diagnostic and therapeutic pathways could be competently applied. TRIAL REGISTRATION: German Clinical Trials Register DRKS00031308; https://drks.de/search/de/trial/DRKS00031308. INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID): DERR1-10.2196/57820.

Associations between workplace social capital, well-being, and work engagement in medical residents: a multicenter cross-sectional study.

BACKGROUND: Workplace social capital (WSC), a social resource available within work or occupational environments, has been identified as an important factor for employees' health in fields other than medical education. However, little is known about whether WSC is associated with well-being and work engagement among medical residents. The aim of this study was to examine the relationships between WSC, well-being, and work engagement specifically among medical residents. METHODS: This cross-sectional study was conducted at 32 hospitals in Japan, assessing WSC with the Japanese medical resident version of the Workplace Social Capital (JMR-WSC) scale. Well-being and work engagement were measured as the primary and secondary outcomes using the Subjective Well-Being Scale and the Japanese version of the Utrecht Work Engagement Scale. RESULTS: We analyzed data from 276 residents. Adjusting for possible confounders, the JMR-WSC Scale scores were associated with well-being in a dose-dependent manner (adjusted mean difference 6.55, 95% CI 4.96-8.15 for the WSC highest score quartile, compared with the lowest score quartile). The WSC Scale scores demonstrated a dose-dependent association with work engagement (adjusted mean difference 15.12, 95% CI 11.66-18.57 for the WSC highest score quartile, compared with the lowest score quartile). CONCLUSIONS: This study showed that WSC was linked to enhanced well-being and work engagement among residents. Our findings offer insights for developing interventions to prevent resident burnout and create an environment conducive to residents' well-being and engagement.

How changes in laughter predict work engagement and workaholism: reciprocal relationships among Japanese employees.

Laughter is related to better well-being in daily life. Previous cross-sectional research among employees showed a positive relationship between laughter and work-related well-being (i.e., work engagement). However, longitudinal and even bidirectional relationships have not been yet explored. This study thus investigated the longitudinal and reciprocal relationships of laughter, with work engagement and workaholism as positive and negative aspects of work-related well-being. Specifically, we conducted two-wave web-based surveys among Japanese employees via an Internet survey company with a one-year interval, and 855 valid data were analyzed. The hypotheses were then tested using structural equation modeling. The results showed that increases in laughter during the previous year were positively and negatively related to future work engagement and workaholism, respectively. In addition, through changes in laughter, the initial work engagement led to future work engagement (gain cycle), whereas initial workaholism led to future workaholism (loss cycle). These findings suggest that laughter and work-related well-being influence each other reciprocally rather than unidirectionally. This underlines the importance of studying reversed as well as regular causal effects in the relationship between laughter and employee well-being.

Effects of perceived sleep quality on creative behavior via work engagement: the moderating role of gender.

BACKGROUND: Sleep quality significantly impacts employees' attitudes and behaviors. Using ego depletion theory, we examined the influence of sleep quality on work engagement and creative behavior, also investigating gender differences in these effects. METHODS: A multi-wave survey approach was employed with a six-week interval between waves for data collection. Participants were recruited online across two waves, totaling 322 employees from the United Kingdom and the United States. RESULTS: Regression analyses revealed a statistically significant positive relationship between sleep quality and creative behavior, mediated by work engagement. Additionally, gender moderated both the direct and indirect effects of sleep quality. CONCLUSION: The study found a positive relationship between sleep quality and creative behavior, mediated by work engagement, with notable gender differences. Sleep quality had a stronger impact on work engagement for men than women, and a stronger indirect effect on creative behavior through work engagement. These findings add to the existing literature on the influence of sleep quality on creative behavior.

The role of psychological factors on improving work engagement among nurses.

Background: Work engagement is affected by many psychological variables including emotional intelligence, psychological empowerment, and resilience that are not well-studied among nurses. Purpose: This study aims to examine the impact of emotional intelligence on the work engagement of critical care nurses, and the mediating role of resilience and psychological empowerment. Methods: A descriptive cross-sectional design was adopted in this study among 150 critical care nurses at one university hospital in Saudi Arabia. Independent t-test and correlational analysis were used to assess relationships between study variables. A multi-step regression model was used to assess the mediatory effect. Results: The results showed that a statistically significant positive association exists between each of the study variables (p < 0.01). The regression model showed that higher resilience (p < 0.001) and psychological empowerment (p < 0.001) predicted higher work engagement. The model predicted 33.3% of the changes in work engagement scores among critical care nurses. Conclusion: To enhance work performance and quality of care rendered at critical care units, higher emphasis should be placed on emotional intelligence and other significant psychological variables.

Empowering the helping hands: A positive psychological intervention for enhancing work engagement and reducing stress among preschool social workers in Hong Kong.

This study explores the efficacy of the Early Advancement in Social-Emotional Health and Positivity (EASP) programme, designed to enhance personal resources, namely self-compassion and positivity among preschool social workers, to reduce stress and bolster work engagement. A total of 84 preschool social workers (Mage = 32.47 years, SD = 6.86, range = 22-55; female = 90.48%) participated in a 5-week randomized control trial. Participants were randomly allocated to either the intervention group (n = 38), which received four online workshops and an online activity, or the wait-list control group (n = 46), which received the intervention post-data collection. Self-compassion, positivity, work engagement, and work stress were measured before and after the intervention. Results from a path analytic model indicated excellent fit with the data, χ2 = 2.08, df = 3, Comparative Fit Index = 1.00, Tucker-Lewis Index = 1.00, Root Mean Square Error of Approximation = 0.00 (90% CI = 0.00-0.16), SRMR = 0.03. The intervention demonstrated direct effects on changes in self-compassion (ß = 0.21, p = 0.04) and positivity (ß = 0.28, p = 0.03), with indirect effects on work engagement (ß = 0.13, p = 0.02), while no significant impact was observed on work stress (ß = -0.09, p = 0.06). These findings underscore the efficacy of positive psychological interventions in fostering work engagement among social workers. Incorporating the EASP programme into ongoing professional development activities is recommended to enhance the job engagement and psychological well-being of social workers in early childhood education and care sectors.

The Relationship Between Financial Stress and Job Performance in China: The Role of Work Engagement and Emotional Exhaustion.

Purpose: Economic pressure has become an important source of stress for employees. However, the conclusions regarding the relationship between financial stress and employees' work behavior are not consistent. The present study explored the relationship between financial stress and employee job performance with a Chinese sample and further explored how and when financial stress influenced job performance. Samples and Methods: The present study investigated five distinct companies operating in diverse sectors using a convenience sampling technique. Three hundred and twenty-one employees were recruited. Financial Stress, Job Performance, Work Engagement, and Emotional Exhaustion were measured for this investigation. The mediation effect was tested using a four-step procedure. The analysis of the moderated mediation model was performed using Hayes's PROCESS macro for SPSS. Results: The results found financial stress was positively related to job performance, and work engagement mediated the positive relationship between financial stress and job performance. In addition, emotional exhaustion moderated the mediating process between financial stress, work engagement, and job performance. Specifically, the beneficial effect of financial stress on work engagement disappeared when emotional exhaustion was high. Besides, a high level of emotional exhaustion weakened the positive relationship between work engagement and job performance. Conclusion: Financial stress plays a motivating role in employees' job performance in China. Work engagement is a key factor between financial stress and job performance. Notably, the positive effect of financial stress and work engagement on job performance is contingent upon the individual's level of emotional exhaustion. These results might explain the inconsistency of the effect of financial stress in previous research. Moreover, this finding suggests that emotional factors may not only be the result of stress but can also influence its effects.

Service-oriented HRP bundles and team performance: A team-level serial mediation model.

Drawing on two theoretical frameworks-positive psychology theory and conservation of resources theory-the relationship and underlying mechanism between team-level service-oriented human resource practice (SO-HRP) bundles and team performance were explored by constructing a team-level serial mediation model. Survey data were collected from 424 employees at 80 branches of five financial holding companies in Northern Taiwan. The team-level serial-mediated model and hypotheses were examined using SPSS version 24 and the PROCESS macro for SPSS. The results indicate that team psychological capital (PsyCap) and team work engagement serially mediated the relationship between SO-HRP bundles and team performance. These results imply that managers should plan and implement SO-HRP bundles in detail, reinforce team PsyCap, and increase engagement within their financial service teams to enhance team performance.

Hindrance stressors and turnover intentions among preschool teachers: The mediating role of work engagement and the moderating effect of meaningful work.

Background: Teacher turnover in preschool settings poses significant challenges to educational quality and stability. Understanding the factors that influence turnover intentions is crucial for developing effective retention strategies. Objective: This study aims to explore the relationships between hindrance stressors and turnover intentions among preschool teachers, with a particular focus on the mediating role of work engagement and the moderating effect of meaningful work. Methods: Participants were recruited from Shanghai, China. The study involved 220 preschool teachers, with a mean age of 32.35 years, the majority of whom were female. All participants completed the Hindrance Stressors Scale, the Turnover Intention Scale, the Work and Meaning Inventory, and the Utrecht Work Engagement Scale. Results: Findings indicate a positive association between hindrance stressors and turnover intentions, partially mediated by decreased work engagement. Additionally, meaningful work was found to moderate the relationship between hindrance stressors and work engagement; it can mitigate the adverse effects of hindrance stressors on work engagement. Conclusion: Addressing hindrance stressors and fostering work engagement and meaningful work are essential for mitigating turnover intentions. These insights offer valuable guidance for educational administrators in enhancing teacher retention and improving workplace well-being.

Evaluating the two-item measure of engagement at work for Japan Self-Defense Forces: A cross-sectional study.

Aim: Work engagement is critical in both occupational and mental health contexts. However, no studies have compared the usefulness of the nine-, three-, and two-item measures from the Utrecht Work Engagement Scale (UWES). Therefore, this study aimed to examine the internal consistency and convergent validity of the two-item measure and compare its usefulness with the nine-item and three-item versions for assessing engagement at work among Japan Self-Defense Forces (JSDF) personnel. Methods: This cross-sectional study included 229,383 participants who underwent an annual mental health check between October 19 and December 17, 2021. To test the internal consistency of the scales, Cronbach's alpha was used. To test the convergent validity, Pearson's correlation coefficients were examined for each item corresponding to job resources, job satisfaction, stress reactions, and job demands assessed by the Brief Job Stress Questionnaire. Results: Most participants were men (89.8%). Cronbach's alpha coefficients for the nine-, three-, and two-item scales were 0.95, 0.85, and 0.80, respectively. All three versions showed significant and positive correlations with each of the items corresponding to job resources and job satisfaction. The correlation coefficients of the two-item scale were not inferior to those of the nine-item and three-item scales for job resources and job satisfaction items. Conclusion: Our results showed the internal consistency and convergent validity for the two-item measure of engagement at work among JSDF personnel. The two-item measure may be useful for briefly and efficiently assessing the actual state of workers' engagement at work.

The impact of transformational leadership on workers' personal resources: latent profile analysis and links with physical and psychological health.

BACKGROUND: Several studies have examined the impact of leadership on employee well-being and health. However, this research has focused on a variable-centred approach. By contrast, the present study adopts a person-centred approach. AIMS: To (a) identify latent 'resources' profiles among two samples combining vigour at work, work engagement and physical activity levels; (b) examine the link between the identified profiles and indicators of psychological/physical health; and (c) test whether different levels of transformational leadership determine the probability of belonging to a particular profile. METHOD: Two samples of workers, S1 and S2 (NS1 = 354; NS2 = 158), completed a cross-sectional survey before their annual medical examination. RESULTS: For S1, the results of latent profile analysis yielded three profiles: spiritless, spirited and high-spirited. Both high-spirited and spirited profiles showed a positive relationship with mental health, whereas spiritless showed a negative relationship. For S2, two profiles (spirited and spiritless) were replicated, with similar effects on mental health, but none of them was related to total cholesterol. In both samples, transformational leadership determined the probability of belonging to a particular profile. CONCLUSIONS: Transformational leadership increased the probability of belonging to a more positive profile and, therefore, to better workers' health.

Does gender diversity mediate the relationships of diversity beliefs and workplace happiness?

Though its intensity varies across cultures, practicing diversity beliefs has become increasingly prevalent in contemporary business organizations. Traditionally, diversity encompasses various aspects such as gender, education, religion, language, age, ethnicity, culture and personality orientation. The current study has demonstrated to identify the mediating effects of gender diversity on diversity beliefs and workplace happiness. The targeted population is made up of full-time Bangladeshi employees working in both public and private organizations. The researchers distributed a questionnaire to 500 employees and obtained 320 valid responses, resulting in a response rate of 64%. The study used the Structural Equation Modelling (SEM) technique to assess the mediating effects and direct effects among the variables. The results demonstrate that gender diversity significantly mediate the associations between diversity beliefs and workplace happiness. This means that employees are more likely to be happy with their jobs if the workplace reflects gender variety in its workforce. The study further demonstrates that workplace happiness significantly affects employees' job satisfaction, engagement and commitment. The present research foregrounds that firms and concerned authorities must increase their various attempts to establish gender-equal policies that appear to be more effective for diversity practice and workplace happiness in work organizations.

Good learning environment of medical schools is an independent predictor for medical students' study engagement.

Background: Study engagement is regarded important to medical students' physical and mental wellbeing. However, the relationship between learning environment of medical schools and the study engagement of medical students was still unclear. This study was aimed to ascertain the positive effect of learning environment in study engagement. Methods: We collected 10,901 valid questionnaires from 12 medical universities in China, and UWES-S was utilized to assess the study engagement levels. Then Pearson Chi-Square test and Welch's ANOVA test were conducted to find the relationship between study engagement and learning environment, and subgroup analysis was used to eradicate possible influence of confounding factors. After that, a multivariate analysis was performed to prove learning environment was an independent factor, and we constructed a nomogram as a predictive model. Results: With Pearson Chi-Square test (p < 0.001) and Welch's ANOVA test (p < 0.001), it proved that a good learning environment contributed to a higher mean of UWES scores. Subgroup analysis also showed statistical significance (p < 0.001). In the multivariate analysis, we could find that, taking "Good" as reference, "Excellent" (OR = 0.329, 95%CI = 0.295-0.366, p < 0.001) learning environment was conducive to one's study engagement, while "Common" (OR = 2.206, 95%CI = 1.989-2.446, p < 0.001), "Bad" (OR = 2.349, 95%CI = 1.597-3.454, p < 0.001), and "Terrible" (OR = 1.696, 95%CI = 1.015-2.834, p = 0.044) learning environment only resulted into relatively bad study engagement. Depending on the result, a nomogram was drawn, which had predictive discrimination and accuracy (AUC = 0.680). Conclusion: We concluded that learning environment of school was an independent factor of medical student's study engagement. A higher level of learning environment of medical school came with a higher level of medical students' study engagement. The nomogram could serve as a predictive reference for the educators and researchers.