<p> Women are still vastly underrepresented in the fields of Science, Technology, Engineering, and Mathematics, and compared to men, are entering these STEM fields at lower rates and leaving them in higher numbers. The disparity of women in STEM careers damages the diversity of thought essential to innovation and creates an environment encouraging of gender inequality and discrimination. The current study sought to understand the discrimination women perceive in STEM careers, the negative effects these biases may have on job attitudes, and the role coping self-efficacy plays in mitigating these harmful results. Participants were surveyed through MechanicalTurk and responded to questions regarding their experiences of gender discrimination, level of coping self-efficacy, job satisfaction, and intention to quit. Results indicated that greater perceptions of gender discrimination resulted in lower levels of job satisfaction. Coping self-efficacy proved to be a significant moderator of the relationship between gender discrimination and job satisfaction, such that higher levels of coping self-efficacy resulted in greater job satisfaction despite perceptions of discrimination. Training for coping self-efficacy may serve as an effective tool to competently navigate the obstacles to career success that women face in today&rsquo;s workplace.</p>

<p> The purpose of this study was to assess the relationship between emotional intelligence and work engagement in the context of frontline nurses in acute care settings. The relationship between age, gender, years of experience, educational attainment, and specialization was investigated in relation to frontline nurses&rsquo; emotional intelligence and work engagement. This quantitative nonexperimental study was conceptualized to bridge a knowledge gap regarding the extent to which emotional intelligence and demographic factors are associated with work engagement in nursing. This study was based on theories concerning emotional intelligence and work engagement constructs. Participants included 142 frontline nurses working in an acute care setting within the United States. All data were gathered quantitatively using an online survey. The survey instrument included a compilation of two measurement scales (the Assessing Emotions Scale [AES] and the Utrecht Work Engagement Scale [UWES]) and a demographic questionnaire. The data analysis procedures included one-way analysis of variance, Spearman&rsquo;s <i> rho</i> correlations, independent <i>t</i>-tests, and multiple regression analysis. The results of the study revealed that there is no statistically significant correlation between age, gender, years of experience, educational attainment, and specialty with emotional intelligence. Moreover, the findings revealed that there was a statistically significant positive correlation between emotional intelligence and age with work engagement level among frontline nursing. There was no statistically significant correlation found between gender, years of experience, educational attainment, and specialty with work engagement. The study results provide a pathway for researchers to better understand nurse emotional intelligence and work engagement in relation to demographic variables.</p><p>

<p>The purpose of this qualitative descriptive multiple case study was to understand what were a group of former company-grade leaders? perspectives of Army resilience training and how these perspectives impacted training transfer of resilience training in their former units. The theoretical framework underpinning this research was Holton?s human resource development evaluation research and measurement model. Two research questions were posed in this study: 1. What were a group of former Army company-grade leaders? perspectives of resilience training? 2. How did former Army company-grade leaders? perspectives of resilience training relate to their prioritization, implementation, and fostering of a supportive climate for resilience training within their former units? A homogeneous purposive sampling strategy was used to recruit 10 former company-grade leaders near an Army installation in the southwestern United States. Data was collected from three sources using within-method triangulation: focus groups, open-ended in-depth individual interviews, and historical documents. Data analysis included thematic analysis and both deductive and inductive coding. Four themes emerged from the data relating to the training transfer of Army resilience training: perception of training, transfer climate, external events, and organizational training management indiscipline. Ineffective resilience training instructors were the catalyst driving negative affective reactions from former company-grade leaders. This, in turn, contributed to their negative utility perception of Army resilience training. This negative perspective of resilience training transcended individual leaders and permeated their unit?s climate, creating a barrier to the transfer of resilience training to soldiers within these leaders? former units. Keywords: resilience, training transfer, perception of training, transfer climate

<p> Organizations have begun to use <i>video-recorded interviews</i> as an applicant-screening tool; however, their impact on hiring processes has not yet been fully investigated by researchers. Video-recorded interviews are meant to provide interview-like experiences with greater flexibility for applicants and enhanced efficiencies for the hiring organization. Despite their promise, researchers are just beginning to examine this technology to determine how usage might affect important outcomes like applicant test performance and reactions. Drawing from justice theories and Potosky's (2008) conceptual framework of assessment media, the current study examines the relationship between interview type (i.e., video-recorded interview vs. synchronous online interview), applicant reactions, and interview performance in order to extend our theoretical understanding of technology mediated interviewing and provide practical recommendations for organizations interested in video-recorded interviewing. Results suggest that video-recorded interviews lead to less cognitive load, fewer impression management behaviors, and improved perceptions of procedural justice. Moreover, interview performance was found to be invariant across administration media. The results of the current study generally support the use of video-recorded interviewing as a replacement for initial structured online interviews.</p><p>

<p> The purpose of this quantitative correlational study is to examine the relationship between three professional factors and the affective commitment of online adjunct faculty in a university located in the Southwestern United States. The three identified professional factors include: (1) the length of time they have been online adjunct faculty members for the university under study, (2) their current full-time employment status outside of their contract work with this university, and (3) the total number of online courses where they currently teach. Organizational commitment was the theoretical framework used as a basis for this study. Affective commitment was measured using the Three-Component Model Employee Commitment Survey. The results from Spearman&rsquo;s rank correlations did not identify any significant relationships between affective commitment and the length of time the online adjunct faculty member had worked for the university or the number of universities for which they currently teach (<i>p</i> = .359, <i>p</i> = .076). Additionally, the point biserial correlation coefficient did not identify a correlation between affective commitment and the outside work status of the online adjunct faculty member (<i>p</i> = .667). The results indicated that these experiential work factors do not have a relationship with affective commitment in online adjunct faculty members. </p><p>

<p> Leaders play a crucial role in mitigating organizational trauma. Perverse and toxic leaders can disrupt the operating system, including initiating such rupturing events as closing programs or budget cuts. Other times, the disruptions are external and caused by socio-political changes, competitions, and lack of public acceptance. Behavioral health organizations by the nature of their work and the position they occupy in society are at risk of receiving the traumatizing events that change the culture and the operating systems. Leaders are responsible for managing the culture of an organization and mitigating the traumatic events that can result in mediocre services and organizational peril. Transformational leaders possess a great deal of emotional intelligence and believe in their abilities to lead in difficult times. They acknowledge the trauma or traumatizing events, and labor in transforming culture as leaders, employees, and the organization transcends through the events. A Delphi study allowed 18 experts in behavioral health organizations, to share their personal and professional experiences and to arrive at a consensus about leadership roles relating to the phenomenon of organizational trauma. Consequently, the role of leaders in preventing, mitigating, and healing organizational trauma was recognized as an essential role. Last, the experts agreed that transformational leadership styles, as well as emotional intelligence, are necessary interpersonal and professional skills to consider in training and development programs for leaders. The findings were congruent with the knowledge found in the literature review which indicates a need for ongoing study and research. </p><p>

<p> The purpose of this study was to identify ideas about how occupational safety and health (OSH) professionals influence decision-makers on matters impacting occupational health and safety management systems. A modified nominal group technique was used that involved 67 participants in ten nominal groups and identified the most important ideas about how OSH professionals can influence workplace safety and health decision making. The research produced themes of communication, scientific, professionalism, leadership, adaptability, and business acumen that resulted in six domains of occupational safety and health professional influence.</p><p>

<p> This generic qualitative research study examined the impact that non-counseling duties have on school counselors&rsquo; professional identity. The 10 participants were tenured school counselors who worked in a suburban county in a mid-Atlantic state. This generic qualitative study explored how school counselors can perceive non-counseling duties and how those duties may be redefined by integrating clinical components to align them with the American School Counselor Association (ASCA) National Model. Generic qualitative methodology structures the study for a greater understanding of a phenomenon, school counselors&rsquo; perceptions of their professional identity and does non-counseling duties impact those perceptions. Semi-structured interviews revealed the participants&rsquo; perceptions towards their roles as school counselors, non-counseling duties, their own professional identities, and their ability to change their perception of non-counseling duties to align with the ASCA National Model. Thematic analysis of the data revealed themes that addressed how those participants perceived non-counseling duties and their perceptions of their professional identity. This study indicates there was a direct effect on professional identity due to the assignment of non-counseling duties and the perception of the school counselors of those duties. The participating school counselors spoke of a positive perception of their school counseling role, which focused on how they performed their job. They perceived non-counseling duties to be an interference to performing their role as a school counselor. In addition to their perceptions to non-counseling duties, the school counselors that participated struggled to describe their perceptions of their professional identity.</p><p>

The current investigation examined the consistency of two different types of procedural knowledge as measured by a single-response Situational Judgment Test (SJT) across three different professions, including those of a physician, volunteer, and human factors professional (HFP). The first of these types of knowledge refers to Implicit Trait Policies (ITPs), which represent general procedural knowledge as measured by an SJT and have been shown to account for variance in job performance (Motowidlo & Beier, 2009). The second class of knowledge involves a bifurcation of the knowledge construct into knowledge about effective and ineffective interpersonal interactions at work. Undergraduates ( N = 152) completed a personality measure and an abbreviated version of three single-response SJTs created for medical students, volunteers, and FIFPs. Results suggest that there is moderate consistency in knowledge about effective and ineffective behavior across different jobs and that each type of knowledge is differentially related to personality traits.

<p>The petrochemical field is an industry seeking to increase efficiency, improve safety of workers, and lessen environmental impacts (U.S. Chemical Safety & Hazard Investigation Board, 2007). One way to improve the performance of operators is to investigate their situation awareness (SA). Research has shown that SA is a predictor of performance (Durso et al., 1999). However, there is little consensus on how to measure SA. This study investigated two prominent techniques for measuring SA: the Situation Present Assessment Method (SPAM; Durso & Dattel, 2004) and the Situation Awareness Global Assessment Technique (SAGAT; Endsley, 1995b). These two techniques were examined for their psychometric properties in assessing SA among operators. The results of this investigation showed that probe-type SA techniques can be used to assess SA in this field. This especially applies to the SPAM technique, which was shown to predict performance, not intrude, and was preferred by a majority of operators.