ABSTRACT This study investigates gender differences in analysts’ work effort by exploiting the exogenous shock of China’s universal two-child policy. Using 151,389 analyst reports from 2010 to 2021, we find robust evidence that the increased childcare responsibilities induced by the policy lead to a greater reduction in work effort among female analysts relative to their male counterparts. These effects are more pronounced for analysts with lower education and less experience, and for those covering non – state-owned, financially constrained, or less digitally advanced firms. Further analysis shows that, following the policy’s implementation, female analysts display lower forecast accuracy and are less likely to be recognized as star analysts. These findings underscore gender differences in workplace performance and enhance understanding of how family obligations shape career development.

The digital transformation of university education has shown the importance of digitalization in influencing the world system by finding relevance at the pinnacle of education. The equitable access to digital infrastructure by stakeholders within the university system, therefore, becomes a thing of concern for the certainty of quality education. This study explores the accessibility to digital infrastructure resources by one of the stakeholders in the University of Education, the academics, and their job performance. The study hinges on three indices basically: digital infrastructure accessibility, financial investment in digital infrastructure, and job performance of academics. By using stratified random sampling techniques, questionnaires were administered and responses analyzed using descriptive and inferential statistics such as linear regression. The finding exposes the disparities in digital access of the academics and recommendations that would assist the institution to better harness institutional digitalization, such as the need to have policy reforms to ensure sustainable digital infrastructure in the university system, were suggested.

To examine the impact of socioenvironmental factors on the severity of menopausal symptoms among perimenopausal Japanese women from a life-course perspective. This cross-sectional study was conducted using an internet panel survey in August 2023 among 1,980 Japanese women aged 45-56 years. Women hospitalized for depression or gynecologic disorders at the time of the study were excluded. Data on sociodemographic and lifestyle factors and employment details were collected using Japanese-validated versions, including the World Health Organization Health and Work Performance Questionnaire and Kupperman Menopause Index. Multivariate logistic regression was used to identify factors associated with moderate or severe menopausal symptoms. Over half of the participants reported mild (26.8%), moderate (16.1%), or severe menopausal symptoms (7.8%). The median absolute presenteeism, where lower scores reflect greater performance impairment and consequently poorer job performance, was 60% in severe cases, 70% in moderate cases, and 80% in mild cases. After adjusting for age and body mass index, caregiving for an elderly family member, and those experiencing absolute presenteeism were associated with increased odds of moderate or severe symptoms. Conversely, women who received social support from their surrounding community were less likely to experience severe symptoms. Socioenvironmental factors significantly impact the severity of menopausal symptoms. Supportive workplace policies and community may help mitigate these symptoms.

We develop and test a model of how older workers’ perceived age discrimination obstructs their job performance, focusing on employee job level (managerial versus line employee) as a critical contingency. Drawing upon resource theories, we propose that the effects of age discrimination on performance are more detrimental for older workers at lower levels (frontline) than at higher levels (managerial). We tested our model using three-wave data—controlling for lagged variables at every stage—and found evidence for a moderating role of job level. Older workers in lower job levels (frontline) experienced more negative consequences from perceived age discrimination compared to those in higher job levels (managerial), resulting in lower work engagement and ultimately in lower subsequent task performance relative to baseline. However, we did not observe conclusive effects extending to proactive performance. Our model and results show that the impact of perceived age discrimination is mitigated at higher managerial job levels, highlighting the need to protect frontline older workers who are impacted more strongly by age discrimination.

Introduction Changes in job characteristics and conditions intensify uncertainty, necessitating investigating the extent to which employees experience career anxiety, which could adversely influence employee wellbeing and organizational outcomes. Career anxiety is distinct from job insecurity which consists out of objective and subjective job insecurity. Objective job insecurity is related to employment relations (viz. employment contract), while subjective job insecurity emphasizes anticipation relating to desired employment conditions. Career anxiety is an emotional state in response to attaining decent work and hindrances to job performance. Methods A quantitative research design was utilized by means of collecting primary data from 345 participants ( n = 345) using a questionnaire. Statistical analyses included regression analysis, as well as ascertaining the mediation role of job crafting and the moderating role of burnout. Results Career anxiety reverted significant associations with burnout and work engagement. Burnout was found to be significantly negatively associated with work engagement. Job crafting was found to be a significant mediator that partially mediates the association between career anxiety and burnout. Burnout was found to be statistically a moderator that moderates the association between career anxiety and work engagement. Discussion Results underscore that job crafting mediated the association between career anxiety and burnout, which, in turn, reduces burnout. Higher levels of burnout would exacerbate career anxiety, decreasing the experience of work engagement. Future studies should be conducted to validate the results. This study contributes to the corpus of knowledge regarding career anxiety, with a lacuna of research identified internationally indicative of the originality of the research.

BackgroundFor any organization, it is crucial to understand that its internal CSR practices should be perceived positively and enhance satisfaction and happiness, ultimately leading to its employees' long-term intention to stay and improved job performance.ObjectiveDrawing on social exchange theory and social identity theory, the study examines the role of internal CSR in promoting employee happiness, intention to stay, and job performance through top management support.MethodsThe data were collected using a self-administered survey and convenience sampling. Initially, 450 questionnaires were distributed among hotel staff at various levels; however, only 293 questionnaires were used for further analysis. Notably, 70.30% of the respondents were male and 29.70% female, with the majority being young adults aged 20-30 (53.24%) and 30-40 (25.94%). PLS-SEM using Smart PLS (4.0) was used to test the proposed hypotheses.ResultsTop management support moderates the relationship between internal CSR and happiness at work. The findings also show that happiness at work mediates the relationship between internal CSR and employee intention to stay. Intention to stay mediates the relationship between happiness at work and employee job performance. Finally, the study results indicate that happiness at work and intention to stay sequentially mediate the relationship between internal CSR and employee job performance.ConclusionsInternal CSR practices such as work-life balance initiatives, fair treatment, employee development, and inclusive policies are essential for promoting well-being. Organizations that focus on these practices are better able to improve employee satisfaction, happiness, their long-term stay, and job performance.

Digital twin technology, a virtual model that replicates real-world machines, has become a key component of modern manufacturing, enabling companies to predict problems before they occur and enhance operational efficiency. Yet, most of these systems are built around equipment, overlooking the human operators who play a crucial role in the production process. To address this gap, we propose the Psychosocial Digital Twin (PDT), a framework designed to create a real-time virtual model of a worker’s cognitive state. Unlike traditional monitoring tools, the PDT combines multiple data sources to track and predict stress and workload as they unfold. To test this idea, we created a virtual factory environment using VR and conducted an experiment with 70 experienced factory workers. Participants were split into two groups: one used the new PDT system, while the other relied on conventional monitoring methods. The PDT combined information from several streams, including machine performance data (such as speed and error rates), environmental conditions (like noise and lighting), and non-invasive physiological measures (such as heart rate variability, electrodermal activity, and eyetracking). All of this was processed by an AI model that produced a Cognitive Load Index (CLI), a score showing the worker’s real-time mental stress levels. Supervisors in the PDT group could then run “what-if” simulations to test how proposed changes might affect workers before applying them on the floor. Results demonstrate that the PDT enhanced both worker experience and operational stability. The system predicted stress events with 87.4% accuracy, reduced reported stressful episodes by 42%, and cut task-related errors by 28% compared with the control group. Supervisors also proactively altered or canceled 65% of stress-intensive tasks based on simulations. Overall, the PDT represents a shift from reactive human factors analysis toward proactive, simulation-driven design. This study contributes to understanding human behavior in cyber-physical environments by modeling how cognitive load dynamically influences performance and decision-making in AI-augmented workplaces. By making workers’ wellbeing visible, measurable, and optimizable, this framework provides a scalable method for balancing productivity and safety, thereby enhancing performance in Industry 4.0 environments.

BackgroundProviding tailored information is an essential part of health care. However, physicians often lack time for detailed education during the consultation. An additional, tailored digital health information service (DHIS) could help physicians meet their patients’ information needs regardless of time and place and extend physician-patient communication to the digital realm.ObjectiveThis study aimed to examine physicians’ intentions to provide a DHIS to their patients and identify facilitating factors and barriers, guided by the extended unified theory of acceptance and use of technology.MethodsA cross-sectional online survey with German physicians from various specialties was conducted in March 2022. The sample (N=364) ranged in age from 33 to 75 years (mean 53.92, SD 8.12), and the majority were male participants (31.9% [n=116] female participants). A blockwise multiple linear regression analysis was conducted to identify facilitating factors and barriers of physicians’ intentions to provide a DHIS.ResultsOverall, 54.1% (n=197) of the surveyed physicians were (rather) willing to provide a tailored DHIS, 23.9% (n=87) were undecided, and 22% (n=80) were (rather) not willing to provide such a service to their patients. The overall model of a blockwise multiple linear regression analysis explained 56.8% of the variance of physicians’ intentions. Perceived usefulness for job performance and patient outcomes as well as personal innovativeness was positively associated with physicians’ intentions to provide a DHIS to their patients. Ease of use, social influence, facilitating conditions, price value, and habit were not associated with their intentions.ConclusionsThe perspective of the majority of surveyed physicians suggests that a tailored DHIS seems to be a promising way to provide additional health information and thus enhance face-to-face physician-patient communication. Efforts supporting the implementation of DHIS should address job performance and patient outcomes in particular. Further, physicians with a more positive attitude could serve as multipliers to increase the adoption of DHIS.

ABSTRACT The rapid digitalisation of higher education has intensified academic work demands, particularly in resource-constrained contexts of the Global South, raising critical questions about how faculty sustain teaching effectiveness under growing occupational pressures. Drawing on the conservation of resources (COR) theory and stress appraisal theory, this study investigates how stressors (job insecurity and work-family conflict) shape faculty perceived online teaching effectiveness, with faculty identity disruption as a mediator and leadership support as a moderator across gender and institution types (private and public universities). Using survey data from 426 full-time faculty members engaged in online teaching in Bangladeshi universities, we tested our hypotheses. Results reveal that work-family conflict significantly reduces teaching effectiveness, particularly for female faculty. Contrary to core COR assumptions, job insecurity showed a positive association with teaching effectiveness among public university faculty. Leadership support was insufficient to fully buffer the negative impact of job insecurity on faculty identity disruption. By integrating stress, identity, and institutional context, this study advances research on digital academic work and faculty well-being in higher education, offering new insights into how academics in Global South contexts sustain teaching effectiveness while navigating competing demands in rapidly transforming university environments.

Organizations increasingly face sudden disruptions, such as the COVID-19 pandemic, which can create profound uncertainty for employees. Drawing on conservation of resources (COR) theory, this study examines how job performance evaluation prior to a disruption is associated with employees’ work outcomes during the disruption. We argue that these recognition signals, as contextual resources, help employees maintain psychological resources under uncertainty, in the form of career satisfaction. We also propose supervisor support during the disruption as a moderator of this relationship, as it renders performance evaluation a socially conferred contextual resource and reinforces its impact. Furthermore, we find that career satisfaction during disruption is positively associated with employees’ perceptions of COVID-19’s impact on the future success of the company, a perceived condition resource, which in turn relates to organizational commitment and lower turnover intentions. Our findings highlight how configurations of resources, such as performance evaluation and supervisor support, are linked to employee responses during periods of high uncertainty. We discuss implications for COR theory, highlight connections to resilience, career shocks, and signaling processes, and provide practical strategies for managing employee attitudes in disruptive contexts.

Burnout among healthcare workers is a growing concern worldwide, adversely affecting job satisfaction, performance, and well-being. Understanding the prevalence and psychosocial work-related factors that contribute to burnout is essential for designing effective interventions. We assessed the prevalence of burnout and examined psychosocial work environment factors as predictors among healthcare workers in Ghana. A cross-sectional design was used with 462 health workers from 14 healthcare facilities in three regions of Ghana (mean age = 34.05, SD = 5.62; 51.1% female). Descriptive statistics and regression modelling were used to analyse the data. Results shows that 33.3% reported moderate to high occupational exhaustion, 55.9% moderate to high depersonalization, and 95.2% low personal accomplishment. Job autonomy and control was associated with lower exhaustion and depersonalization and higher personal accomplishment. Workload and emotional demands, and performance feedback, were positively associated with exhaustion and depersonalization, while meaningful and skilful work, autonomy, and feedback positively predicted personal accomplishment. Burnout among Ghanaian health workers is high and closely linked to psychosocial work conditions. Interventions enhancing autonomy, managing workload, providing supportive feedback, and promoting emotional resilience are needed to reduce burnout and improve occupational well-being.

This study investigated the education stakeholders' experience in the use of public employee's performance management information system (PEPMIS) in monitoring teachers' job performance in public secondary schools in Dares-salaam, Tanzania.A convergent research design under a mixed methods approach was employed.The target population comprised 6,617 teachers, 192 school heads, 5 District Secondary Education Officers (DSEOs), and 5 Municipal Information Technology Officers (MITOs).Using a combination of Creswell and Creswell's (2023) sampling recommendations and the Yamane formula, a sample of 402 participants was drawn, including 377 teachers, 17 school heads, 4 DSEOs, and 4 MITOs, selected through stratified random sampling and total purposive sampling.Data were collected using questionnaires, interviews, and observation guides.Instrument validity was ensured through expert review, while reliability testing of the teachers' questionnaire yielded a Cronbach's Alpha coefficient of 0.765.A pilot test and triangulation further strengthened instrument trustworthiness.Quantitative data were analysed using descriptive statistics, while qualitative data underwent thematic analysis.Ethical protocols, including informed consent, confidentiality, and anonymity, were observed.Findings revealed that PEPMIS enhances efficiency, accountability, and timely reporting in monitoring teachers' job performance.However, challenges such as varying digital literacy, system navigation difficulties, and technical issues limit its full potential.The study concludes that PEPMIS is generally usable for monitoring teachers' job performance in public secondary schools in Dar es Salaam.It is recommended that schools provide regular training and refresher sessions to improve teachers' digital literacy and confidence in using PEPMIS.

It has come to the attention of the publisher that the article, Li K, Li C, Zhang S, Jiang J, Zeng Y, Xu C, Zhang H (2025), “Leadership influence and newcomer socialization: a dual-process model of servant leadership, directive leadership and newcomer job performance”. Leadership & Organization Development Journal, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/LODJ-02-2024-0097 was published with an incorrect Grant number 17YJC630038. The correct funding statement should be “This research has partly benefited from financial support by the Youth Foundation of Humanities and Social Sciences of the Ministry of Education in China (24YJC630103) and Hubei University of Economics Young Faculty Fund (XJYB202501) awarded to Kunjing Li”.The publisher asks that funding be entered correctly at submission and confirmed at the article proofing stage.

The research examined health sector employees’ job turnover and performance of Federal University Teaching Hospital, Owerri, Imo State, Nigeria. The study was anchored on human relations theory and expectancy theory was used as a supporting theory. The study used survey research design and data were collected through structured questionnaire. The population of the study covered the entire 755 senior and management staff of Federal University Teaching Hospital Owerri, Imo State from where 262 respondents were sampled. The data collected were analyzed using simple percentage, and the hypotheses were tested using chi-square. On the basis of the above, it was discovered that Job turnover affect organizational effectiveness in Federal University Teaching Hospital Owerri, Imo State, and there is significant negative impact of job turnover on quality service in Federal University Teaching Hospital Owerri, Imo State. This study concludes that employee job turnover can be reduced through human relation strategy which will add values to employee effectiveness. The researcher recommends that there is need to develop positive organizational policies which will help to reduce employee job turnover and achieve organizational effectiveness. Also, employees should not be given too much work schedule; hence the need for workers to enhance quality service for the achievement of organizational objectives. In all, there is need for employees’ accomplishment of task, and commitment so as to achieve patients’ patronage and productivity of the hospital.

Purpose This study aims to draw on contingency theory to examine the extent to which sales technologies (STs), including sales force automation (SFA), customer relationship management (CRM), social media selling technology (SoST) and emerging technologies, influence salesforce performance and contextual and method factors that moderate the focal relationship in business-to-business (B2B) selling context. Design/methodology/approach The authors analyzed 62 independent studies published up to May 2025, with 23,192 observations and 75 study effects, using psychometric meta-analysis and comprehensive meta-analysis (CMA) statistical software. Findings The findings reveal that, on average, STs positively influence salesforce performance, albeit moderately (r = 0.22). Moreover, while CRM, SFA and SoST positively impact salesforce performance, the impact of SoST is the largest, and the performance outcome most influenced by STs is salesforce job performance. The moderator analysis also reveals that factors such as performance nature, sales setting and sector moderate the focal relationship. Originality/value This study significantly contributes to the sales management and personal selling literature by conducting a pioneering CMA on the nexus between STs and salesforce performance. This study clarifies the mixed findings in the field, addresses the debate on whether the effects are positive, negative or insignificant and identifies some potential reasons for these mixed results through a moderator analysis.

Despite substantial investments in information and communication technologies (ICTs), governments worldwide continue to face challenges in their effective implementation across public service departments. This study examines the personal, organizational, and technological determinants of Crime and Criminal Tracking Network and Systems (CCTNS) usage among police officers and its impact on job performance. Using quantitative survey data collected from 447 police officers across seven districts in Rajasthan, India, the research integrates the Big Five personality traits, the Unified Theory of Acceptance and Use of Technology (UTAUT), and the Task-Technology Fit (TTF) model, employing structural equation modeling and importance-performance analysis. Attitude is modeled as a integrative evaluative construct that mediates the effects of personality and expectancy beliefs on behavioral intention and actual use within an extended UTAUT framework. Results indicate that personality, attitude, and training significantly influence the actual ICTs use. Although performance expectancy and training had no significant direct effects on behavioral intention and actual use in a mandatory-use context, these relationships were fully mediated by attitude and behavioral intention, respectively. The actual ICTs use positively influences job performance, particularly when task-technology fit is high. This article makes three novel contributions. First, this paper studies a relatively unexplored form of ICT, i.e., CCTNS. Second, the unique characteristics and nature of the sample - police personnel. Third, this research observes a sharp deviation from the prior research in the form of a set of counterintuitive findings. This article advances technology adoption literature by integrating three theoretical models and relevant variables, demonstrating superior explanatory power. It offers actionable insights for technology providers, policymakers, training officials, police departments, and governments to enhance technology adoption and job performance by addressing personal, organizational, and technological factors.

In traditional work group settings, individual employees are known to adapt their behavior to that of peers. It is less clear how individuals adapt their behavior in work settings where tasks are independent and the role of social interaction is minimized. This study examines day-to-day performance adaptation among incumbents and newcomers in an automated Fortune 500 e-commerce warehouse where employees work in shifts yet are paid based solely on individual performance. We contribute to performance adaptation literature by exploring whether employees adjust their daily performance based on real-time information from salient others in close physical proximity. Additionally, we extend newcomer socialization research by examining differences in how incumbents and newcomers utilize performance cues from others. We find that incumbent daily performance is more strongly related to that of salient others than is newcomer daily performance. Our findings offer practical insights into an understudied but rapidly growing segment of the workforce. The findings also highlight that social influence continues to play a key role in job performance even in jobs specifically designed to minimize the role of social factors. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Cascading effect of abusive leadership on employee and organizational outcome- A comprehensive meta analysis.

This study aimed to examine the impact of work stress on productivity among private sector employees through an applied study conducted at a brick factory in Qasr Al-Haj. The study sought to identify the nature of work stress experienced by employees and its effect on their performance and productivity. The descriptive-analytical approach was adopted, and a questionnaire was used as the main data collection tool. The study sample consisted of (44) employees selected through simple random sampling. Data were analyzed using descriptive statistical methods such as frequencies and percentages. The results indicated a moderate level of work stress among employees, particularly related to workload, time pressure, work environment, and management style. The findings showed that work stress had a noticeable but not high impact on employee productivity and job performance. In addition, the results revealed a relationship between work stress and job satisfaction, as relatively higher stress levels were associated with lower job satisfaction among some employees, The study recommended paying greater attention to managing work stress, improving the work environment, and adopting positive managerial practices to enhance productivity and job satisfaction in the private sector.

Korean Translation and Validation of the Loneliness at Work Scale.