<p> Electronic Flight Bags (EFBs) are devices that replace the traditional paper documents used by pilots for pre-flight planning and in-flight operations. Simulation studies have found faster information retrieval times, higher situational awareness, and reduced workload on EFBs compared to paper resources, but it is unclear whether this is true for all EFB systems in any flight condition. Archival studies have uncovered issues among pilots using performance calculation software and electronic charts due to a lack of training and modification to flight deck procedures with EFBs. This study compared reports from the ASRS across categorical variables such as human factors issues, outcome, function in use, and phase of flight. The results showed that the most significant human factors issues relating to EFBs were a lack of training, distraction/workload, and inhibited access to information. Crew members consistently ran into difficulty with the zooming/panning feature of EFBs, especially on touchscreen displays. </p>

<p> Physician leadership has been endorsed as a critical component of successful healthcare transformation, and emerging evidence suggests that physician leaders offer a competitive advantage to their organizations. Healthcare executive level leadership roles are inherently stressful, and the transition from a clinical environment to an executive level administrative environment generates unique pressures and challenges for physician leaders that non-physician leaders may not experience. When proper coping skills are not present, occupational stress can have a negative impact on a physician leader&rsquo;s ability to lead effectively and may impact their emotional and physical wellbeing. This mixed methods study explored the perceptions of 35 Chief Medical Officers (CMOs) regarding their experiences with occupational stress and the influence of emotional intelligence (EI) on their ability to cope with the demands and pressures of their role. The primary method of data collection focused on in-depth interviews, and the interviews were supported with quantitative data using the Maslach Burnout Inventory (MBI) to measure CMOs&rsquo; perceived level of stress, emotional exhaustion, cynicism, and professional efficacy. Qualitative data was analyzed using an inductive thematic analysis process as well as a deductive thematic analysis process using the Emotional and Social Competency Inventory (ESCI) model to code the data. Three key findings emerged from this study: 1) EI competencies serve as an effective personal resource that contributes to a CMO&rsquo;s ability to deal with work-related stress and prevent burnout; 2) CMOs are experiencing high levels of stress, but it is not leading to burnout; and 3) self-efficacy serves as an effective personal resource that contributes to a CMO&rsquo;s ability to deal with work-related stress and prevent burnout. This study offers an increased awareness of the sources of CMOs&rsquo; stress and contributes to an understanding of how emotional intelligence competencies and self-efficacy serve as effective personal resources in the stress appraisal and coping processes. Keywords: stress, occupational stress, coping, burnout, emotional intelligence</p>

<p> This qualitative research explored factors affecting the successful development and implementation of shared leadership in a matrix organization. The study used Creswell&rsquo;s (2003) exploratory research methodology and thematic analysis to analyze data. Interviews using open-ended questions were conducted face-to-face or via phone with a purposive sample of 20 leaders in executive management in a worldwide apparel and footwear company. The major findings of the study were that (a) cultural differences were the primary factors affecting shared leadership in a matrix organization; (b) having a global acumen was the most important leadership quality needed today; (c) agility, creativity, innovation, communication, and vision were other key leadership qualities identified that enabled shared leadership in matrix organizations; (d) the matrix system was both an enabler and inhibitor for shared leadership, as it facilitated collaboration and communication, but also created conflict (primarily due to human resource struggles with appropriate talent search); and (e) collaboration and communication were key factors for successful implementation and development of shared leadership in a matrix system. </p>

<p> This study meta-analyzed IRT item discrimination parameter estimates and CFA item loadings to explore the methodological effect of negatively-worded items in personality measures. We found three important moderators that determined whether the negatively-worded item effect affected a scale. The first moderator was the manner in which the scale was defined. We found a strong negatively-worded item effect for <i>Neuroticism</i> but not for <i>Emotional Stability</i>. The personality scale was also a moderator, with a negatively-worded item effect being observed for <i>Agreeableness, Extraversion, Neuroticism, </i> and <i>Openness</i> but a positively-worded item effect for <i>Emotional Stability</i> and <i>Conscientiousness</i>. Third, low-motivation samples tended to produce a larger negatively-worded item effect. Moreover, there was no statistically significant difference between personality and non-personality inventories regarding the negatively-worded item effect. Finally, item negation did not produce the expected effect. Practical implications and limitations of the study are discussed.</p>

<p> The frame of mind with which one approaches work-life challenges can impact the decisions made, the roles a person invests in, and satisfaction with one&rsquo;s decisions. The purpose of this study was threefold: 1) to review and compare the three traditional work-life frames of conflict, enrichment, and balance; 2) to introduce a new frame for work-life management, proactive reflection or &ldquo;proflection,&rdquo; and; 3) to test whether approaching work-life management with a particular frame differentially affects an individual&rsquo;s work-life satisfaction when presented with a scenario with multiple role demands. It was hypothesized that enrichment, balance, and proflection frames will lead to significantly more positive work-life satisfaction, whereas a conflict frame will lead to significantly lower satisfaction, compared to a control condition. Data were collected from 171 participants via a survey on MechanicalTurk (48.2% male, 51.8% female; age M = 35.40 [SD = 12.46]). Participants were randomly assigned to the four framing and control conditions and asked to indicate how they would respond to a challenging scenario with multiple role demands. They were then directed to rate their satisfaction with each role based on their choices, satisfaction with the extent to which interacting roles helped or hurt each other, and satisfaction with roles in their own personal lives. Multiple regression analyses indicated that framing approach was significantly related to scenario role satisfaction (R2 = .072, p = .014, 95% CI [.0002, .143]), role interaction satisfaction (R2 = .056, p = .047, 95% CI [.001, .111]), and was unrelated to personal life role satisfaction (R2 = .01, p = .824). The balance frame led to significantly lower satisfaction than the control condition for scenario role satisfaction (&beta; = -.36, p = .01, 95% CI [-.645, -.082]) and role interaction satisfaction (&beta; = -.41, p = .01, 95% CI [-.706, -.119]). This study draws attention to the importance of being able to choose one&rsquo;s framing approach for intentional and strategic work-life management, as well as the negative effects of balance that are contrary to prior research.</p>

<p> Prior research has paid little attention to the qualitative ratings (narrative comments) that are typically received in 360-degree feedback interventions. In addition, previous research has found gender differences in leadership styles and work outcomes, but little research has examined gender differences when receiving feedback. The present study addressed these questions by exploring how the type of feedback received (favorable/unfavorable; task/social) may affect individual and organizational outcomes (perceived developmental use, perceived usefulness, and affective reactions). Gender differences in regards to the type of feedback and associated outcomes were also examined. The current sample (N = 158) was gathered via Amazon Mechanical Turk (MTurk) and results were analyzed using a 2X2X2 Between-Subjects Multivariate Analysis of Variance (MANOVA). A relationship was found between the type of feedback received and perceived developmental use. Task-focused feedback was perceived as more developmental than social-focused feedback. Higher negative reactions were also found in the unfavorable feedback conditions versus favorable conditions. The present study found no gender differences on any of the outcomes when manipulating the type of feedback received. Due to the lack of research conducted on qualitative ratings and gender differences in 360-degree feedback interventions, this study provides practitioners and researchers unique findings. In addition, the present study provides useful information to individuals conducting 360-degree feedback interventions in order to ensure the best results.</p>

<p> Entry-level retail employees are rarely researched, and their experience with the performance appraisal system also lacks solid research. The field of Industrial/Organizational psychology studies the performance appraisal system and its importance, and even highlights different examples of the process, what is lacking in prior research is how lower-level retail employees experience the process. This study focuses on Victor Vroom&rsquo;s expectancy theory and how it relates to the sample population of retail employees. The study aims to determine the experience of the performance appraisal system by the entry-level retail employee. Grounded theory qualitative research methodology was used to determine the experience of the performance appraisal process by the participants. Constructivist grounded theory was applied to the study to show the experiences of the participants and learn how they experience the process. In the findings, the participants lacked knowledge about the performance appraisal system used to evaluate their performance and were not immersed in the process. Additionally, the participants believed their work efforts deserved higher ratings than those they received from their evaluators. The researcher found that a new model to approach to the performance appraisal system with entry-level retail employees may be necessary.</p><p>

<p> The purpose of this study was to evaluate strategies for emotional self-regulation (EMSR) in highly sensitive people (HSPs) under pressure. Specifically, a model of EMSR was evaluated through a moderated-mediation design with two manipulations across two experiments. A total of 445 individuals participated in the current study (52% female), all of which were US citizens. Results suggested that the relationship between sense of purpose (SoP) and EMSR was moderated by focus on potential (FoP). Specifically, SoP significantly impacted FoP, <i> b</i> = .89, <i>t</i> = 5.23, p &lt; .01, FoP significantly impacted EMSR, <i>b</i> = 1.11, <i>t</i> = 5.88, <i> p</i> &lt; .01, and the Sobel test suggested a significant indirect effect, <i> z</i> = 3.91, <i>p</i> &lt; .01. </p><p> The hypothesis that sensory-processing sensitivity (SPS) moderates the relationship between FoP and EMSR was not supported, <i>b</i> = .29, <i>t</i> = 1.50, <i>p</i> = .13, 95% CI [-.09, .66]. Supplemental analyses were conducted to evaluate the extent to which SPS moderated the relationship between SoP and FoP. Aguinis&rsquo;s (2009) ALTMMR program was used to evaluate homoscedasticity for the relationship between SPS and FoP within both conditions of SoP. DeShon and Alexander&rsquo;s (1996) rule of thumb for homoscedasticity was not met, <i>M</i> = 6.24, <i> p</i> &lt; .01. To correct for the violation, James&rsquo;s test was used to evaluate the simple slopes of the moderation. Results indicated that differential slopes were present, <i>U</i> = 5.57, <i>p</i> &lt; .05. Alexander&rsquo;s test also indicated differential slopes, <i> A</i> = 5.47, p = .02. These results suggest that SPS moderated the relationship between SoP and FoP. </p><p> Because several of the measures used were contextualized for the current study (i.e., SoP, FoP, and EMSR), exploratory factor analyses were conducted to establish discriminate validity. Results indicated that each scale was distinct from the others, and was comprised of the items intended to measure it&rsquo;s respective construct. </p><p> Beyond hypothesis testing, an important finding from the current study was the power of priming through vignettes. Manipulation check results indicated that the morally constructed primes were successful at impacting participants FoP and EMSR.</p>

<p> The purpose of the present study is to examine the impact or lack thereof on parental influence on leadership style, specifically for individuals that work in a field that is primarily dominated by the female gender. In addition, this study is looking to see if there is a direct relationship between the participants&rsquo; results of their gender identity classifications of masculinity, femininity, and androgyny and their results in terms of consideration and initiating structure leadership styles. One hundred and forty-one undergraduate nursing students filled out multiple questionnaires collecting demographics, parental influence, evaluating leadership and sex role identification. The results revealed that both male and female participants identified being more heavily influenced by their mothers when considering their own leadership style. It was assumed that due to nursing being female-dominated that the majority of participants would yield results of a feminine leadership style, however, it appeared to have no impact regarding leadership style. The majority of participants, regardless of actual gender, upon taking the Bem Sex-Role Inventory, did result in a classification of feminine but the results also revealed a classification of masculine. These findings suggest that although nursing is a female-dominated field, the participants in this study possess similar levels of feminine and masculine qualities in both leadership style and gender identity.</p>

Abstract not available