Is the dark triad always detrimental to firm performance? Testing different performance outcomes and the moderating effects of competitive rivalry.

There is growing evidence that CEOs who have the 'dark triad' of personality traits (Machiavellianism, narcissism, and psychopathy) detrimentally influence firm performance. However, there is still much we do not know. The present study suggests that the CEO dark triad might directly influence typical performance indicators in different ways: positively affecting external performance indicators (breakthrough sales), but negatively affecting internal performance indicators (organizational performance). We argue that the CEO dark triad can be interpreted differently by those external to the firm versus internally, where managers are much closer to the CEO's dark personality. Our model includes managerial capital as a mediator and competitive rivalry as a moderator, and ultimately tests a moderated mediation model. Using data from 840 New Zealand firms, we find that the dark triad links to outcomes, as expected. While the CEO dark triad is negatively related to managerial capital, managerial capital does positively predict both performance indicators, and partially mediates the CEO dark triad effect. Overall, moderating effects highlight that the CEO dark triad is less detrimental in fiercely competitive business environments, acting as a consistent boundary condition across models. As competitive rivalry increases, the indirect effect of the CEO dark triad on performance decreases. We discuss the implications for understanding the role that the CEO dark triad can play in firms.

Deliberating Upon the Living Wage to Alleviate In-Work Poverty: A Rhetorical Inquiry Into Key Stakeholder Accounts.

Most developed nations have a statutory minimum wage set at levels insufficient to alleviate poverty. Increased calls for a living wage have generated considerable public controversy. This article draws on 25 interviews and four focus groups with employers, low-pay industry representatives, representatives of chambers of commerce, pay consultants, and unions. The core focus is on how participants use prominent narrative tropes for the living wage and against the living wage to argue their respective perspectives. We also document how both affirmative and negative tropes are often combined by participants to craft their own rhetorical positions on the issue.

Pandemic or Not, Worker Subjective Wellbeing Pivots About the Living Wage Point: A Replication, Extension, and Policy Challenge in Aotearoa New Zealand.

Recent pre-pandemic research suggests that living wages can be pivotal for enhancing employee attitudes and subjective wellbeing. This article explores whether or not the present COVID-19 pandemic is impacting pivotal links between living wages and employee attitudes and subjective wellbeing, with replication indicating robustness. Twin cohorts each of 1,000 low-waged workers across New Zealand (NZ), one pre- (2018), and one present-pandemic (2020) were sample surveyed on hourly wage, job attitudes, and subjective wellbeing as linked to changes in the world of work associated with the pandemic (e.g., job security, stress, anxiety, depression, and holistic wellbeing). Using locally estimated scatter-point smoothing, job attitudes and subjective wellbeing scores tended to pivot upward at the living wage level in NZ. These findings replicate earlier findings and extend these into considering subjective wellbeing in the context of a crisis for employee livelihoods and lives more generally. Convergence across multiple measures, constructs, and contexts, suggests the positive impacts of living wages are durable. We draw inspiration from systems dynamics to argue that the present government policy of raising legal minimum wages (as NZ has done) may not protect subjective wellbeing until wages cross the living wage Rubicon. Future research should address this challenge.

A post-lockdown study of burnout risk amongst New Zealand essential workers.

BACKGROUND AND RATIONALE: Job burnout is an essential topic for researchers and a pressing issue for employers and employees. However, the most popular tool has become widely critiqued, and a new measure of burnout - the Burnout Assessment Tool (BAT) - is used here. The BAT is helpful because it provides a cut-off threshold score representing high burnout risk. This study provides one of the first BAT studies post Covid-19 pandemic and focuses on comparing high burnout risk rates between essential and non-essential workers after the first lockdown in New Zealand (May 2020). METHODS AND RESULTS: Using representative data from 955 employees across a wide range of occupations, sectors, and industries, we calculate an overall burnout risk of 11.1%, with essential workers higher (14%) than non-essential workers (9%). The odds ratios of burnout risk and having high levels of mental health complaints were 10-20 times higher for burnout risk workers. For essential workers, they were significantly higher for high job depression risk (35 times). Building on these results, to develop a deeper understanding of the factors contributing to burnout risk, we report on a qualitative analysis of comments (n = 213) provided by essential workers on their lockdown work experiences. CONCLUSIONS: Findings provide evidence that while a range of (1) health-related concerns (i.e., increased risk of getting and spreading covid) and (2) employee- and employer-specific pressures related to challenging lockdown work practices contribute to essential worker burnout risk, an unwavering sense of pride and purpose in the value of their essential work serves to reduce this risk. We discuss the implications, highlighting the unique issues facing essential workers.

Are human resource practices the key to managing job burnout in New Zealand nurses? Testing a path model.

AIM: To explore if human resource practices are the key to manage job burnout in nurses. OBJECTIVE: To determine if human resource practices provide more meaningful work to nurses, subsequently leading to enhanced work-life balance and lower job burnout (emotional exhaustion and cynicism). BACKGROUND: Job burnout is a global phenomenon, particularly relevant in the nursing profession due to pressures within the health sector. Job burnout is also a result of nurses not balancing work with their life roles and maintaining meaning in one's work. High-performance systems are tools that hospital human resource departments can use to increase core employee factors that ultimately reduce the risk of job burnout. METHODS: Using cross-sectional data from 114 New Zealand nurses, we tested a path model to distinguish whether human resource practices can influence job burnout, with meaningful work and work-life balance mediating. The data were analysed using structural equation modelling and indirect effects for mediating. This research adhered to the STROBE Statement. RESULTS: Human resource practices are positively related to meaningful work and work-life balance, and meaningful work was positively related to work-life balance and negatively related to cynicism. Finally, work-life balance is negatively related to emotional exhaustion and cynicism. CONCLUSIONS: Given the influence of human resource practices on job burnout is fully mediated by meaningful work and work-life balance, indicating that managing job burnout is best understood via human resource practices enhancing nurses meaning from work and role balance, which subsequently reduces job burnout. RELEVANCE TO CLINICAL PRACTICE: Human resource practices can enhance work factors, such as meaningful work and work-life balance, that can enable nurses to have reduced job burnout. This will help prevent cynicism, exhaustion and will therefore prevent absenteeism, enhance performance and overall aid long-term employment benefitting not only patients but hospitals.

How scientists interpret and address funding criteria: value creation and undesirable side effects.

Scientists and funding bodies are interdependent actors involved in an ongoing two-way signalling interaction; however, we lack insight on the social mechanisms underpinning this interaction. To address this issue, we examine how successfully funded scientists interpret and address criteria set by the funding body to maximise their chances of funding success. We also consider the possible adverse side effects that can arise from scientists' competitive efforts to address these criteria. Our findings identify a portfolio of funding criteria-research feasibility, research alignment and team credentials-that scientists address when preparing grant applications. Effectively addressing these criteria enhances the prospects of funding success and value creation. However, we also find that scientists can over-address funding criteria, which is counterproductive and yields undesirable side effects. Our research therefore makes an important distinction between the possibilities for value creation and the value creation frictions that can unintentionally arise based on how grant-submitting scientists interpret and address the criteria signalled by the funding body. Our research has implications for policymakers, funding bodies and scientists which we also discuss.

The role of mindfulness and psychological capital on the well-being of leaders.

In today's highly competitive and extremely complex global economy, organizational leaders at all levels are facing unprecedented challenges. Yet, some seem to be handling the pressure better than others. Utilizing 4 samples of CEOs/presidents/top (n = 205), middle (n = 183), and junior (n = 202) managers, as well as 107 entrepreneurs, using Structural Equation Modeling we tested the direct effect that their level of mindfulness (heightened awareness) and the mediating effect of their psychological capital (i.e., hope, efficacy, resilience, and optimism) may have on their mental well-being. In all 4 samples, mindfulness was found to be negatively related to various dysfunctional outcomes such as anxiety, depression, and negative affect of the managerial leaders and burnout (i.e., emotional exhaustion and cynicism) of the entrepreneurs. For all 4 samples, the model with psychological capital mediating the effects of mindfulness on dysfunctional outcomes fit the data best. The study limitations, future research and practical implications of these findings conclude the article.

General practice funding to improve provision of adolescent primary sexual health care in New Zealand: results from an observational intervention.

BACKGROUND: Free general practice (GP) sexual health visits for registered adolescents have been introduced in parts of New Zealand with the aim of improving provision of primary sexual health care. Published evidence of the effectiveness of such health care interventions, particularly around any impact on uptake of testing and detection of Chlamydia trachomatis, is limited. METHODS: In 2003-2004, additional funding enabled 20 practices in Waikato, New Zealand to offer free sexual health consultations for registered under-25 year olds. Practice selection was non-random and biased towards lower socioeconomic, Maori and rural populations. Registered population data were linked to laboratory testing for C. trachomatis from January 2003 to December 2005. Twenty-nine practices without additional funding served as controls. RESULTS: Chlamydia testing among under-25 year olds at the 20 intervention practices increased over time, in contrast to non-intervention practices, with coverage of females aged 18-24 years within the intervention increasing from 13.9% in 2003, to 15.5% during the roll-out phase and to 16.8% in 2005. Intervention practices had higher test positivity rates than non-intervention practices (8.7% v. 5.9%, P < 0.01) with increases in test positivity, from 7.7% in 2003 to 10% in 2005, relating mainly to increases in positive tests among females aged less than 25 years. There was no increase in testing or detection among those aged 25 years and older at intervention practices. CONCLUSIONS: Introducing free GP visits for under-25 year olds living in rural and lower socioeconomic areas in New Zealand was associated with a significant increase in testing and detection for C. trachomatis in the target age group. This observational intervention supports the ongoing provision of free adolescent primary sexual health care.

Who goes to a sexual health clinic? Gender differences in service utilisation.

AIM: Our aim was to review utilisation of the Hamilton Sexual Health Clinic (Hamilton, Waikato, New Zealand) with regard to gender differences. METHODS: Notes of those attending during 9 months (1 February 2008-31 October 2008) were reviewed--and their demographic details, source of referral, reasons for attending, and diagnostic coding data were compared. In addition, Waikato Hospital laboratory provided Chlamydia trachomatis test results for the study period. Data was analysed for gender differences. RESULTS: Overall, more women attended than men. By age bands, more 15-19 year old women than men attended (23.3% vs 12.5%, p<0.001) but, for all age-bands 20 years and older, men were at least as likely to attend as women. Further, for those aged 25-29 years (20.3% vs 17%, p<0.5) and 45 years and older (11.9% vs 7.4%, p<0.001), more men than women of the same-age band were seen. Men who attended were more likely to self-refer (58.5% vs 43%, p<0.001) and less likely to be asymptomatic (30.3% vs 38.4%, p<0.001). CONCLUSIONS: Our data suggest men aged 20 years and older are at least, if not more, likely than women to attend a sexual health clinic for sexual health concerns. However, there appears to be under-utilisation by younger men. To improve sexual health for men and women, help-seeking must be timely and effective. We need to better understand and address sexual healthcare barriers for young men.

Concordance and discordance between primary and secondary care health workers in perceptions of barriers to diabetes care.

AIMS: To understand differences between primary care health professionals and secondary care health workers in their perceptions of barriers to good diabetes care. METHODS: Practice nurses and general practitioners in the Waikato region of New Zealand were surveyed to ascertain their perceptions (as primary health care workers) of barriers to diabetes care; 315 replies were received (70% response rate). Secondary care health professionals working at Waikato Hospital were similarly surveyed; 123 replies were received (71% response rate). RESULTS: Primary care health workers are more likely than secondary health care workers to rate motivation, self-belief, financial issues, lack of governmental funding, lack of public awareness of diabetes, and lack of symptoms as barriers to care. Secondary health care workers are significantly more likely to rate appointment systems, inappropriate cultural messages, lack of community-based services, high prevalence of diabetes, and unhelpful health practitioners. CONCLUSIONS: Better understanding of the respective differences in perceptions between primary and secondary care may assist the development of a more functional and unified health system. It is suggested that greater emphasis on individual diabetes education and a stronger focus on motivation and lifestyle changes at both the individual and community levels may improve outcomes.

Discordance in perceptions of barriers to diabetes care between patients and primary care and secondary care.

OBJECTIVE: We sought to compare perceived barriers to diabetes care between people with diabetes and different health professional groups. RESEARCH DESIGN AND METHODS: This was a cross-sectional, postal, open-questionnaire survey conducted in the Waikato district, New Zealand. A total of 3,890 individuals with diabetes participated, as well as 436 primary and secondary health professionals. RESULTS: Barriers were reported in 69.7% of patients. Psychological barriers were most important (55.5%), followed by systems barriers (25.7%), and then knowledge as least important (15.3%). Psychological barriers were ranked first among general practitioners (91.0%), but systems barriers were ranked first by other health professionals (38.8-100%). General practitioner and patient barrier group rankings were similar (r(T) = 0.976, P < 0.05). Of specific barriers among individuals with diabetes, strictness of treatment regimen was the most frequently reported (42.3 vs. 0.1-16.8%) (P < 0.001) and 2.5 (95% CI 2.4-2.7)- to 3.4 (3.2-3.7)-fold more than the 2nd through 4th ranked barriers. Motivation was the most common specific barrier reported by general practitioners (86%), practice nurses (31.5%), and the diabetes team (85.7%). Practice and hospital nurse/dietitian rankings were most comparable with patients (r(T) = 0.457 and 0.466, respectively, both P < 0.05). A major area of patient-health professional discordance was the influence of other health problems, which was ranked 2nd among patients but 10th-18th among health professionals. CONCLUSIONS: The most important barriers to diabetes care perceived by patients are psychological and particularly relate to the strictness of the regimen. Discordance between patients and different health professionals exists in the perception of the importance of different barriers to diabetes care.