The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness.

BACKGROUND: The level of nurses' job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients' treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. METHODS: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. RESULTS: There was a significant positive correlation between job performance and perceived organizational justice (r = 0.477, p < 0.01), organizational climate (r = 0.500, p < 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (ß = 0.513) consisted of a direct effect (ß = 0.311) as well as an indirect effect (ß = 0.202) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.38% of the total effect. CONCLUSIONS: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points.

The effect of sense of security on job performance of medical staff: the mediating effect of psychological capital.

Objective: To investigate the current situation of sense of security, psychological capital and job performance of medical staff in Guangdong Province, and to explore the mediating role of psychological capital on the relationship between sense of security and job performance of medical staff. Methods: In this study, 969 health care workers were selected from February 2023 to April 2023 from 37 hospitals in Guangdong Province, China, using purposive sampling method. The Sense of Security Scale for Medical Staff (SSS-MS), psychological capital scale (PCS) in Chinese version and the Chinese version of job performance scale (JPS) were used in this study. We use SPSS 26.0 for statistical analysis and Amos 24.0 for structural equation modeling (SEM). The control variables entering SEM were selected by regression analysis. SEM analysis confirmed psychological capital scale's mediating function in the link between work performance scale and Sense of Security. Results: The overall SSS-MS, PCS, and JPS scores were 67.42 ± 16.136, 87.06 ± 15.04, and 77.87 ± 10.50, respectively. The results of Pearson's correlation analysis showed that there was a positive relationship between PCS and JPS (r = 0.722, P < 0.01), SSS-MS and JPS (r = 0.312, P < 0.01), and SSS-MS and PCS (r = 0.424, P < 0.01). PCS demonstrated a fully mediating influence on the link between medical workers' SSS-MS and JPS, according to structural equation modeling. Conclusion: The JPS of medical personnel in Guangdong Province is at a medium level, with much room for improvement. PCS is positively impacted by a sense of security. There is a supportive correlation between PCS, JPS, and SSS-MS. Furthermore, PCS fully mediates the relationship between medical staff members' JPS and their SSS-MS. The Job Diamond-Resource model and Conservation of Resource theory are further validated and supplemented by the findings of this study, which also gives managers a theoretical foundation for enhancing medical staff performance.

Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China.

BACKGROUND: The job performance of clinicians is a clear indicator of both hospital capacity and the level of hospital service. It plays a crucial role in maintaining the effectiveness and quality of medical care. Clinical pathways are a systematic method of quality improvement successfully recommended by broader healthcare systems. Since clinicians play a key role in implementing clinical pathways in public hospitals, this study aims to investigate the effect of the satisfaction of clinicians in public hospitals with clinical pathway implementation on their job performance. METHODS: A cross-sectional study design was used. Questionnaires were administered online. A total of 794 clinicians completed the questionnaires in seven tertiary public hospitals in Sichuan Province, China, of which 723 were valid for analysis. Questionnaires contained questions on social demographic characteristics, satisfaction with clinical pathway implementation, work engagement, and job performance. Structural Equation Model (SEM) was used to test the hypotheses. RESULTS: The satisfaction of clinicians in public hospitals with clinical pathway implementation was significantly positively correlated with work engagement (r = 0.570, P < 0.01) and job performance (r = 0.522, P < 0.01). A strong indirect effect of clinicians' satisfaction with clinical pathway implementation on job performance mediated by work engagement was observed, and the value of this effect was 0.383 (boot 95%CI [0.323, 0.448]). CONCLUSION: The satisfaction of clinicians in public hospitals with clinical pathway implementation not only directly influences their job performance, but also indirectly affects it through the mediating variable of work engagement. Therefore, managers of public hospitals need to pay close attention to clinicians' evaluation and perception of the clinical pathway implementation. This entails taking adequate measures, such as providing strong organizational support and creating a favorable environment for the clinical pathway implementation. Additionally, focusing on teamwork to increase clinicians' satisfaction can further enhance job performance. Furthermore, managers should give higher priority to increasing employees' work engagement to improve clinicians' job performance.

Junior doctors' workplace well-being and the determinants based on ability-motivation-opportunity (AMO) theory: Educational and managerial implications from a three-year longitudinal observation after graduation.

PURPOSE: Junior doctors function as trainees from an educational perspective and as employees from a human resource management perspective. Employing the ability-motivation-opportunity (AMO) theory as a conceptual framework, this study longitudinally investigated the factors affecting the workplace well-being and career progression of junior doctors over a 3-year period following their graduation from medical schools. MATERIALS AND METHODS: This 3-year prospective cohort study enrolled junior doctors who graduated from 2 medical schools in June 2019 in Taiwan. This study collected data by implementing web-based, self-administered structured questionnaires at 3-month intervals between September 2019 and July 2022. The collected data encompassed ability indicators (i.e. academic performance and perceived preparedness for clinical practice), motivation indicators (i.e. educational and clinical supervision), opportunity indicators (i.e. clinical unit cultures), and workplace well-being indicators (i.e. burnout, compassion satisfaction, and job performance). A total of 107 junior doctors participated, providing 926 total responses. The data were analysed using univariate analyses and structural equation modelling with path analysis. RESULTS: Over the 3-year period following graduation, the junior doctors' confidence in their preparedness for clinical practice and the educational and clinical supervision had varying degrees of influence on the junior doctors' workplace well-being. The influence of clinical unit cultures, which can provide opportunities for junior doctors, became evident starting from the second year postgraduation; notably, unit cultures that emphasised flexibility and discretion played positive and critical roles in enhancing the junior doctors' workplace well-being lasted to the third year. CONCLUSIONS: Our findings provide insights into the distinct critical factors that affect the socialisation of junior doctors within workplace environments over 3 consecutive years. These findings can provide guidance for medical educators and healthcare managers, helping them understand and support the progressive integration of junior doctors into their work environments.

The impact of psychological capital on nurses' job performance: a chain mediation analysis of problem-focused coping and job engagement.

BACKGROUND: Previous studies have explored the relationships of psychological capital with employees' job performance in the health sector. However, the possible indirect pathways, including a serial mediation of problem-focus coping and job engagement, have not been extensively examined. This article explores how psychological capital influences nurses' coping strategies focused on problem-solving, their level of engagement with their jobs, and how this, in turn, affects their job performance. METHODS: The study involved 575 nurses from Cameroon's public health sector. It investigated how psychological capital, an intrinsic resource, triggers nurses' problem-focus coping liaison with job engagement to impact job performance. Analysis was conducted to assess the relationships among psychological capital, problem-focus coping, job engagement, and job performance with the use of SmartPLS 4.0 and PROCESS 4.2. RESULTS: Findings revealed a significant effect of psychological capital on problem-focus coping, job engagement and job performance. Moreover, notable relationships were identified between psychological capital, problem-focus coping, job engagement, and performance, highlighting a chain mediation effect. CONCLUSION: The research advocates for hospital managers to employ strategies fostering employees' psychological capital to better cope with organizational stressors to promote job engagement and enhance job performance. The study contributes fresh insights into healthcare organizational dynamics and human resource management, providing a foundation for future advancements in this field.

Patient navigation job roles by levels of experience: Workforce Development Task Group, National Navigation Roundtable.

PLAIN LANGUAGE SUMMARY: Cancer patient navigators work in diverse settings ranging from community-based programs to comprehensive cancer centers to improve outcomes in underserved populations by eliminating barriers to timely cancer prevention, early detection, diagnosis, treatment, and survivorship in a culturally appropriate and competent manner. This article clarifies the roles and responsibilities of Entry, Intermediate, and Advanced level cancer patient navigators. The competencies described in this article apply to patient navigators, nurse navigators, and social work navigators. This article provides a resource for administrators to create job descriptions for navigators with specific levels of expertise and for patient navigators to advance their oncology careers and attain a higher level of expertise.

Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses.

Background: The life satisfaction and job performance of nursing professionals are affected by a multitude of factors, including work engagement, self-efficacy, and depression. The Job Demands-Resources (JD-R) model provides a theoretical framework to explore these relationships. Objective: Our study aimed to analyze the primary goal of this research, which is to examine the mediating role of work engagement in the relationship between depression, professional self-efficacy, job performance, and their impact on life satisfaction in nurses, using the JD-R theory as a guide. Methods: This cross-sectional study involved 579 participants aged between 21 to 57 years (M = 39, SD = 9.95). Mediation analysis was used to examine the influence of depression, self-efficacy, and job performance on work engagement, and in turn, its effect on life satisfaction. Results: Findings indicated that work engagement plays a crucial mediating role between depression, self-efficacy, job performance, and life satisfaction. Interventions to increase work engagement could assist nurses in better managing depression and improving their performance and life satisfaction. Conclusions: Our study highlights the need for workplace policies and strategies that foster work engagement and self-efficacy among nurses while effectively managing job demands to prevent depression. Moreover, these findings underscore the importance of the JD-R theory to understand and improve nurses' job satisfaction and performance, and suggest areas for future research, including exploring other potential factors and applying these findings across different contexts and cultures.

The Impact of Career Plateaus on Job Performance: The Roles of Organizational Justice and Positive Psychological Capital.

Previous studies suggest that career plateaus have detrimental effects on employees' satisfaction and performance. Psychological distress generated by career plateaus hinders organizations from achieving the United Nations' Sustainable Development Goals (UNSDGs) of 'health and well-being at work' (SDG-3) and 'decent work' (SDG-8). How to mitigate the negative impact of career plateaus becomes the key to enhancing sustainable well-being at work. However, the influencing mechanisms of career plateaus have not been fully discussed, especially regarding employees' psychological processes. Drawing on the equity theory and the conservation of resource theory, this study examines the influence mechanism of career plateaus on employee job performance via organizational justice, with positive psychological capital moderating the process. Mplus and the Process macro for SPSS are adopted to conduct confirmatory factor analysis and regression analyses. Building on 368 supervisor-employee paired questionnaires with an average of eight employees per supervisor, empirical results indicate that employees who encounter career plateaus reduce their perceived organizational justice to discourage them from performing well in their jobs. Positive psychological capital, however, mitigates the negative effects of career plateaus on perceived organizational justice and the indirect effects of career plateaus on job performance through organizational justice. Theoretically, this study advances our understanding of the influence mechanism of career plateaus on employees' job performance. Practical implications are also drawn for organizations to alleviate the negative impact of career plateaus to promote sustainable well-being at work.

Survey dataset on occupational stress, job satisfaction, and job performance among male fertility patients.

This article presents data on occupational stress, job satisfaction, and job performance among male fertility patients. The data were collected from 11 November 2021 until 30 October 2022. A quantitative research approach was employed, involving a questionnaire development and survey. A sample of 309 was selected, using simple random sampling, from the pool of male patients that had undergone seminal fluid analysis (SFA) and received treatment from four private fertility clinics in Malaysia. Respondents were asked to give their consent by signing a consent form, for ethical research purposes. The questionnaire asked respondents about their demographics, sperm quality, occupational stress, job satisfaction, and job performance. The data could help other researchers to develop research on management issue in the context of male fertility, as well as organisations to maintain the health and welfare of their employees.

Validation and cross-cultural adaptation of the six-dimension scale of nursing performance- arabic version.

BACKGROUND: Nursing performance is a key indicator of patients' care quality and safety. Most healthcare research tools are available in the English language; however, nurses around the world can employ these tools if rigorously adapted and cross-culturally validated. AIMS AND OBJECTIVES: This study aims to provide a cross-cultural adaptation and validation of the six-dimension scale of nursing performance to be used among Arabic-speaking nurses. DESIGN: The study employed a descriptive, correlational design with a cross-sectional approach. METHODS: A five-step cross-cultural adaptation process was adopted. The scale was administered to 216 Jordanian nurses between January 2022 to April 2022. SPSS and AMOS were used for descriptive and correlation analyses and testing the six-dimension model through structural equation modeling (SEM). RESULTS: The current study produced a valid, reliable, culturally adapted Arabic language version of the six-dimension scale of nursing performance. The internal consistency of the tool was supported by a Cronbach Alpha's value of 0.99. The model's goodness of fit indices were: CFI = 0.96, RMSEA = 0.048, and CMIN/df = 1.49. The exploratory factor analysis (EFA) of the scale identified three factors with eigenvalues greater than 1.00., explaining 75.22% of the variance. A subsequent EFA, specifying six factors, yielded 79.79% explained variance. All item factor loadings exceeded 0.30, confirming the scale's robust factor structure. CONCLUSIONS: This study proved that following a robust cross-cultural adaptation process results in a reliable and valid measure of nursing performance to be used among Arabic-speaking nurses. The study supports the dimensionality of nursing performance as evidenced by the SEM results. Therefore, the findings have the potential to considerably enhance studying nursing performance in healthcare fields in Arabic-speaking nurses. RELEVANCE TO CLINICAL PRACTICE: The validation and cross-cultural adaptation of the Arabic version of the Six-Dimension Scale of Nursing Performance have direct implications for improving the quality of nursing services, enhancing patient safety, promoting cultural competence, and supporting the professional growth of Arabic-speaking nurses.

Compassion Catalysts: Unveiling Proactive Pathways to Job Performance.

This study aims to provide a better understanding of the mechanisms underlying the relationship between the experiences of compassion and job performance. Specifically, we test if positive emotion and job crafting could help explain the experience of the compassion-job performance link. Using a sample of 312 employees in large-sized domestic companies located in South Korea, we found that the experience of compassion was positively related to job performance. In addition, we adopted the motivational approach to demonstrate that the positive relationship between the experience of compassion and job performance was sequentially mediated by positive emotion and job crafting. Our study advances the literature on workplace compassion by introducing job crafting as a novel driver in explaining the positive effects of compassion and contributes novel insights into the mechanisms underlying the relationship between compassion and job performance. Our findings also suggest that to enhance employees' job performance and facilitate employees' proactive behaviors (i.e., job crafting), organizations must foster a compassionate work environment by placing high importance on compassion.

Relationship between job demands, work engagement, emotional workload and job performance among nurses: A moderated mediation model.

AIM: To explore the mediating effect of work engagement and the moderated mediating effect of emotional workload on the relationship between job demands and job performance among nurses. BACKGROUND: Nurses work in a high-demand situation that could affect their job performance. However, previous studies have reported an inconsistent relationship between job demands and job performance. The underlying mechanism of how job demands influence job performance remains unclear. METHODS: An online cross-sectional survey was conducted with a convenience sample of 893 nurses from 14 cities in Sichuan Province between November and December 2021. Data were collected using the Job Demands Scale, Job Performance Scale, Utrecht Work Engagement Scale, and emotional workload subscale of the Questionnaire on the Experience and Evaluation of Work. Bootstrap and simple slope methods were used to test a moderated mediation model using Hayes' PROCESS macro. The STROBE reporting guidelines were utilized. RESULTS: Job demands had a positive effect on job performance, and this effect was mediated by work engagement. Emotional workload moderated the indirect relationship between job demands and job performance. Specifically, the positive effect of job demands on job performance via work engagement was attenuated in nurses with a high emotional workload. CONCLUSION: This study sheds light on the complex relationship between job demands and job performance. Work engagement and emotional workload deserve more attention to improve nurses' performance. IMPLICATIONS FOR NURSING AND NURSING POLICY: Policymakers and nurse managers should make efforts to develop and implement strategies to foster nurses' work engagement, reduce their emotional workload, and further help nurses efficiently deal with job demands.

Organizational commitment and its impact on employee performance in the water supply industry: Dataset from Vietnamese state-owned enterprises.

This dataset delves into the intricate dynamics linking organizational commitment (OC) and job performance (JP) within the realm of State-Owned Enterprises (SOEs). Centering on the water supply industry, it seeks to unravel the nuances of organizational citizenship behavior (OCB) in an economy oriented by socialist values. The compilation of this dataset represents a balanced integration of qualitative and quantitative methodologies, incorporating insights from expert interviews alongside data gathered from employee surveys. It encompasses 336 valid responses, which have been meticulously analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM). This approach facilitates a deeper understanding of the interconnections between OC, OCB, and EP. The dataset is instrumental in highlighting the pivotal role of professional integrity and voluntary dedication within SOEs, underscoring their critical function in representing state interests and effectively serving the public.

Depression, anxiety, stress, and job performance among Turkish nurses in the early post-earthquake period.

BACKGROUND: Individual and social concerns can negatively affect nurses' mental health during a large-scale earthquake's early stages, making it challenging to perform their professional responsibilities. AIM: This cross-sectional correlational study aimed to examine the relationship between depression, anxiety, and stress levels Turkish nurses experienced during an earthquake's early period. The nurses participating in this study were not directly present in the earthquake-affected area. METHODS: The study was conducted on 232 nurses between February 10 and 25, 2023. The data were collected using the Depression, Anxiety, Stress-21 Scale and the Job Performance Evaluation Form developed by the researchers through a literature review. These were used to investigate nurses' work motivation changes due to the earthquake. The study followed the STROBE checklist for cross-sectional studies. RESULTS: The participants' depression levels were severe, anxiety levels were extremely severe, and stress levels were moderate following the earthquake. Nurses who felt exhausted experienced reduced energy levels toward their work and reported a decrease in their desire, effort, and work motivation to perform well. In addition, they had higher depression, anxiety, and stress scores (p < 0.005). CONCLUSION: Psychological difficulties, including depression, anxiety, and stress experienced by nurses not directly present in an earthquake-affected area, reduced their professional efforts and motivation and negatively affected the patient care process. Further studies should focus on conducting comparative studies in different cultures affected by natural disasters on the longitudinal analysis of the impacts of nurses' psychological distress on their job performance. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Nursing policymakers should be aware of the negative psychological effects experienced by nurses during the early post-earthquake period, even if they are not directly present in the earthquake-affected area. The study recommended that nurses should be provided with psychological support to deal with the negative effects of natural disasters and maintain job performance, including the nursing care process.

The relationship between social media use, social media types, and job performance amongst faculty in Kenya private universities.

There has been an increased interest in social media that is attributed to the rapid growth in the media use. Covid-19 has also significantly heightened the interest, with organisations relying more on social media. In particular, universities have reduced their dependency on face-to-face teaching and are relying more on social media for teaching, research, and service. Despite this, there have been concerns about faculty's ability to integrate social media into their work, and this has impacted job performance. The purpose of this study was to investigate the relationship between social media use, social media types, and job performance, as well as determine the extent to which faculty uses the social media types and the most popular social media type. This study applied a descriptive cross-sectional research design and surveyed 388 faculty based in Kenyan Private universities using an online questionnaire. The study employed social capital theory to explain the relationship between social media use and job performance, and the Borman and Motowidlo model was adopted to classify job performance. Data was analyzed using descriptive and inferential statistics. The findings showed that content communities was the most popular social media type among faculty, whereas virtual game world and virtual social world were the least popular. In addition, the study revealed a positive relationship between cognitive use, social use, social media types and job performance, while hedonic use had a negative influence on job performance. Academic social networking sites and virtual social worlds were the most important predictors of job performance. Therefore, this study recommends that universities should encourage faculty to become more aware of the social media use dimensions and social media types, and the impact social media has on job performance. In addition, private universities should ensure the availability of internet for faculty to access the important social media types.

The impact of medical staff's character strengths on job performance in Hangzhou hospitals.

Background: Improving job performance has a significant effect on the quality of medical services and ensuring people's health. Purpose: This study explores the influence and mechanism of the character strengths and career callings of medical staff as well as the intermediary role of such career calling. Methodology: A cross-sectional survey was conducted of 414 healthcare staff members in public hospitals in Hangzhou. Descriptive statistics and hierarchical linear regressions were used to analyze the medical staff's job performance and related factors, and structural equation modeling path analysis was used to explore and validate the influence and mechanism of character advantage and career calling on job performance. Results: The results show that medical staff character strengths have a positive impact on job performance. Path analysis shows that character strengths indirectly affect job performance, and career calling plays a partial mediating role in character strengths and job performance. Conclusion: The results show that good personalities promote job performance, and the association is more significant under a high sense of career calling.

Job satisfaction and perceived workload in the context of personality typology among subway train drivers.

Job satisfaction is a highly relevant topic across all sectors of the national economy worldwide. A contented employee significantly enhances a company's performance compared to a dissatisfied one. Simultaneously, a contented employee increases the human capital value of the company, which has a substantial impact on its overall value. However, employee satisfaction is not a static state; it can be influenced by various factors, one of which is perceived workload resulting from the nature of the job. The aim of this article is to investigate whether there is a demonstrable impact of perceived workload on employee satisfaction. This relationship is examined within the context of subway train drivers in the Czech Republic. In exploring this relationship, we also delve into the psychological factor of whether there is a connection between perceived workload and the satisfaction of subway train drivers based on their personality types according to the MBTI test. These dependencies are assessed through correlation analysis using a comprehensive dataset obtained. In the course of the research, data were collected from the entire basic sample of respondents, namely from 654 subway train drivers. The results confirmed the existing influence of perceived workload on employee satisfaction and, concurrently, the influence of perceived workload on employee satisfaction based on the personality typology determined by the MBTI test. These findings are undoubtedly beneficial for the management of transportation companies, particularly those involved in passenger transportation, specifically in the provision of subway services.

Predictive Validity, Applicant Reactions, and Influence of Personal Characteristics of a Gamefully Designed Assessment / [Validez predictiva, reacciones de los candidatos e influencia de las características personales de una evaluación que utiliza juegos]

The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under investigation should be considered. This study focuses on game-based assessments, which closely resemble leisure-oriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability, tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire. Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107). Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).(AU)

Aumenta en el campo de la selección de personal la utilización de la evaluación relacionada con juegos (ERJ). El estudio se centra en la evaluación mediante juegos, un tipo de ERJ cercano a los videojuegos recreativos convencionales. En concreto se analizó un juego serio que mide rasgos de personalidad (asertividad, sociabilidad, tolerancia y reglas), investigando su validez predictiva, las reacciones de los candidatos y la influencia de las variables personales y laborales. En la investigación participaron 182 personas que jugaron a la ERJ y cumplimentaron un cuestionario de personalidad Big Five. Los resultados muestran la validez incremental de la ERJ con respecto a los Big Five en la predicción del desempeño adaptativo (ΔR2 = .107). Además, las reacciones fueron más positivas a la comodidad y al ajuste al puesto para la ERJ que para la prueba de personalidad, aunque con un tamaño del efecto modesto (d = -0.1757 y -0.3119). Con respecto a las características personales y laborales, la experiencia laboral se asoció a una mayor asertividad, aunque el efecto también es pequeño (d = -0.3870).(AU)

Technostress, Quality of Work Life, and Job Performance: A Moderated Mediation Model.

This study examines the effect of technostress on teachers' quality of work life and job performance. A moderated mediation model is proposed and tested based on the transactional model of stress and coping. This study proposes organizational flexibility as the boundary condition-a first-level moderator-and quality of work life as the explanatory variable. A sample of 199 university teachers who worked from home or used the hybrid teaching mode was selected. Data were collected through closed-ended questionnaires. Structural equation modeling (SEM) and the Hayes PROCESS Macro (extension in SPSS) were used for hypothesis testing. The results found that the three dimensions of technostress (Techno complexity, Techno invasion, and Techno overload) negatively and significantly affect teachers' quality of work life. However, there are significant positive direct effects of these three dimensions of technostress on employee performance and significant negative indirect effects on performance through quality of work life. Organizational flexibility acts as a significant moderator, where a low value of organizational flexibility enhances the negative relationship between technostress and quality of work life. In contrast, high values of organizational flexibility convert the significant negative relationship into an insignificant impact. The university management must take measures to overcome technostress among teachers by showing flexibility.

Explaining the Validity of the ASVAB for Job-Relevant Multitasking Performance: The Role of Placekeeping Ability.

Scores on the Armed Services Vocational Aptitude Battery (ASVAB) predict military job (and training) performance better than any single variable so far identified. However, it remains unclear what factors explain this predictive relationship. Here, we investigated the contributions of fluid intelligence (Gf) and two executive functions-placekeeping ability and attention control-to the relationship between the Armed Forces Qualification Test (AFQT) score from the ASVAB and job-relevant multitasking performance. Psychometric network analyses revealed that Gf and placekeeping ability independently contributed to and largely explained the AFQT-multitasking performance relationship. The contribution of attention control to this relationship was negligible. However, attention control did relate positively and significantly to Gf and placekeeping ability, consistent with the hypothesis that it is a cognitive "primitive" underlying the individual differences in higher-level cognition. Finally, hierarchical regression analyses revealed stronger evidence for the incremental validity of Gf and placekeeping ability in the prediction of multitasking performance than for the incremental validity of attention control. The results shed light on factors that may underlie the predictive validity of global measures of cognitive ability and suggest how the ASVAB might be augmented to improve its predictive validity.