Exploring Chinese user's online dis-identification: An integration of technology-organization-environment obstacles and person–environment misfits

ABSTRACT In cognitive geography and didactics, there is a long tradition of using sketch maps as a tool to assess students’ and citizens’ making maps knowledge. This study, as a pioneering exercise in the use of sketch maps of the features of Spain’s physical environment, is based on the use of 627 sketches of the physical environment drawn by a convenience sample of future teachers from four Spanish universities. Qualitative information was obtained from the sketches and a a mixed methods approach was used. The findings reveal the latent structures in the answers of the participating students, showing that long-term memory stores information on the features of the physical environment according to a thematic, hierarchically arranged order. On the other hand, students’ academic background (home university) is the only factor from their personal and academic environment that has contributed to explaining the results, which are characterized by the poor geographic knowledge that they express.

Abstract Burnout remains a critical well-being risk for blue-collar employees, whose physically demanding work, rigid schedules, and limited boundary control often undermine their ability to achieve a sustainable fit between work and personal life. Drawing on person–environment fit theory and the ABC-X model, this study examines when and for whom work–life fit translates into burnout by testing a moderated moderation model in which resilience buffers this relationship and gender shapes the strength of that buffering effect. Using face-to-face survey data collected from 521 blue-collar employees working in manufacturing organizations, the proposed model was tested using structural equation modeling techniques. The findings reveal a robust negative association between work–life fit and burnout, indicating that better alignment between work demands and personal-life responsibilities is associated with lower burnout levels. Resilience emerges as a critical protective resource: employees with higher resilience experience lower burnout even under conditions of poor work–life fit. Moreover, the results demonstrate a significant three-way interaction, showing that the buffering role of resilience is stronger for female blue-collar employees than for their male counterparts. These findings extend person–environment fit and ABC-X perspectives by clarifying how work–life strain escalates into burnout under structurally constrained working conditions and by highlighting gender-contingent differences in the functioning of resilience as both a coping resource and a construct that shapes how such strain is cognitively appraised. Practically, the study underscores the importance of combining work redesign initiatives that enhance work–life fit with resilience-building and gender-sensitive interventions to mitigate burnout among blue-collar workforces.

High employee turnover is a major issue for ceramic sanitary ware manufacturers in Foshan, China, due to globalization and strong competition. This study aimed to find out how person–environment fit, career growth, job satisfaction, and organizational commitment influence employees’ intention to leave. It also examined whether job satisfaction serves as a link between these factors. Researchers surveyed 487 employees from production, marketing, RandD, and administrative departments. They used structural equation modeling (SEM) with nonparametric bootstrapping to analyze both direct and indirect effects, while controlling for demographic factors. The findings showed that all four factors helped retain employees, as evidenced by lower turnover intentions. The strongest effect came from job satisfaction (β = 0.325), followed by organizational commitment (β = 0.261), career growth (β = 0.219), and person environment fit (β = 0.146). Job satisfaction partly explained the links among organizational commitment, person–environment fit, career growth, and turnover, with indirect effects of 0.054, 0.058, and 0.091, respectively. The models used in the study were robust, with good validity and fit (CMIN/DF = 2.063, CFI = 0.957, TLI = 0.949, RMSEA = 0.047). The study suggests that companies should improve job satisfaction through better job design and workplace experience, and encourage long-term commitment. Supporting career growth and person–environment fit can also boost satisfaction and retention, offering practical steps for HR teams in manufacturing.

This study aimed to describe and explore how three interventions (coffee-meetings, art workshops, guided library tours) could foster the social participation of older adults at risk of social exclusion in a revitalizing city. Using action research, the interventions were experimented in spring 2024 in Sherbrooke (Québec, Canada), with 20 older adults (71 ± 4.5; 16 women). Four focus groups involving all older participants and individual telephone interviews with three community organization workers enabled the description and exploration of the interventions through thematic content analysis. Older participants reported positive effects on their personal factors, physical environment, and social participation. The location of activities, adaptation to their preferences and social interactions were the main facilitators for their participation, while lack of accessibility was the main obstacle. Alongside the physical environment, it is important to consider the social environment in revitalization initiatives to foster social participation and awareness of community services.

ABSTRACT Journalists increasingly face work-related harassment and intimidation, yet individuals vary markedly in how they interpret and respond to such encounters. Although prior research has documented this variation, the broader scholarship has offered limited insight into the processes through which it emerges and the factors that contribute to it. This article draws on cognitive appraisal theory to examine how journalists evaluate incidents of harassment and intimidation and how these appraisals shape emotional reactions, coping strategies, and professional, social, and well-being outcomes. In contrast to mechanistic stimulus–response models, a cognitive-appraisal approach emphasizes the subjective meanings that individuals construct within specific person–environment relationships. Informed by solicited multimodal diaries and recurring interviews with 19 Finnish professional journalists, along with nine case-focused interviews, we propose a cognitive-appraisal model of harassment and intimidation that conceptualizes journalists’ responses as arising from a dynamic interplay between exposure-related features, individual- and environment-related factors, and assessments of coping options. The model offers a conceptual explanation of journalists’ heterogeneous responses and a structured framework for understanding the processes through which harassment and intimidation affect individuals and their professional conduct. By identifying the core elements that shape these responses, the model also highlights leverage points for strengthening journalists’ resilience.

Abstract Purpose of the study Charisma is a relational construct that may shape communication, leadership behavior, and team dynamics in healthcare settings. It remains unclear whether charisma profiles differ across residents’ intended medical specialties. Study design This study examined the association between intended specialty choice and charisma profiles among Japanese postgraduate residents using a cross-sectional, nationwide, web-based survey conducted between 18 January and 31 March 2024 after a national in-training examination. Of the 9179 postgraduate year one and two residents invited, 5808 (63.3%) were included in the analysis. Charisma was assessed using a modified General Charisma Inventory with binary items. The primary outcome was the total modified inventory score and its association with the intended specialty was estimated using multivariate linear regression adjusted for age, sex, and hospital type (including university hospital affiliation). Results Among participants, aspirations for surgical-oriented specialties were associated with higher total charisma scores compared with internal medicine (Surgery: β = 0.26, P < .001; Neurosurgery: β = 0.37, P = .001). In contrast, aspirations for diagnostic specialties were associated with lower total charisma scores (Radiology: β = −0.25, P = .022; Pathology: β = −0.48, P = .011). Male sex (β = 0.20, P < .001) and university hospital affiliation (β = 0.14, P = .008) were also independently associated with higher total charisma scores. Conclusions Charisma profiles among Japanese residents varied according to their intended specialty, consistent with a potential person–environment fit mechanism in early career preferences. Sex and institutional affiliation were also independently associated with charisma scores, suggesting socio-cultural and environmental influences. These findings can inform leadership development and career support strategies for residency training. Key messages • What is already known on this topic – charisma is a relational construct that can influence communication, leadership behavior, and team dynamics in healthcare settings. • What this study adds – in a nationwide cross-sectional web survey of 5808 residents, surgically oriented specialties were associated with higher total charisma scores, whereas diagnostic specialties were associated with lower scores (vs. internal medicine). Male sex and university hospital affiliations were independently associated with higher scores. • How this study might affect research, practice, or policy – charisma profiles may differ according to the intended specialty, person–environment fit, leadership development, and career support strategies in residency training.

Introduction: The concept of occupational health and safety has become one of the most fundamental issues in today's working life. This concept, which has extremely important implications in human, economic, legal and social dimensions, has created an important field of research in the scientific arena. The aim of this study is to develop an attitude scale towards occupational health and safety, which is one of the most current issues in working life. Methods: In this study, scale design technique, one of the quantitative research methods, was used. The study was conducted on 554 blue-collar workers employed at two factories operating in the ceramics and forest products sectors in the Çanakkale Çan Organised Industrial Zone. Results: A draft scale consisting of 50 items was developed. Exploratory factor analysis was performed with data collected from 277 participants, and the scale completed the EFA analysis with 34 items and 4 sub-factors. Conclusion: As a result of the study, the Attitude Scale Towards Occupational Health and Safety was developed, consisting of four sub-factors (personal, management, education, and work environment) and 32 items.

Parental education is a key factor influencing students’ academic performance, motivation, and engagement in the sustainable educational development. This study aims to explore the correlation between parental education and student outcomes using a mixed-methods approach to provide a comprehensive perspective from students themselves. Data were collected from 102 students in the selected secondary level schools in Pokhara Metropolitan City, comprising 50 male and 52 female respondents. The stratified random sampling was employed for the survey, while the semi-structured interviews were conducted with the selected students and parents to enrich the quantitative finding. Data analysis was conducted manually using the descriptive statistics and correlation techniques to maintain clarity and transparency. The results of the study indicated a moderate positive relationship between parental education and students’ academic outcomes. Students with more educated parents reported the higher academic performance, stronger motivation, and better access to the learning resources. The parental involvement and supportive home environments were identified as important mediating factors, demonstrating that parental education affects the academic achievement directly and indirectly. Despite lower parental education, some students achieved the satisfactory outcomes, highlighting the role of personal motivation and supportive school environments. Parental education significantly contributes to students’ academic success and the promotion of sustainable educational development in Nepal. The policies aimed at enhancing the parental awareness, fostering the school–family collaboration, and providing the targeted support to students from less educated households are essential to reduce the educational inequalities and foster the long-term human development.

Background: Employee voice, as a bottom-up proactive behavior, is crucial for organizational development. However, sustaining employee voice over time remains a shared challenge for both practice and research. Among various influencing factors, supervisor feedback, due to its central role in organizational interactions, serves as a key source of decision-making information affecting employees’ subsequent voice intention. Nevertheless, existing research predominantly focuses on the unidirectional effects of supervisor feedback, often overlooking the bidirectional nature of leader–subordinate interactions. In reality, the effectiveness of supervisor feedback ultimately depends on its congruence with the subordinate’s psychological expectations. Methods: This study integrates person–environment fit theory and role identity theory to investigate how the congruence between subordinates’ expected feedback and supervisors’ actual feedback influences subsequent voice behavior. Through two studies—a scenario-based experiment with 201 participants and a retrospective questionnaire survey with 212 participants—we employed polynomial regression and response surface analysis to examine four feedback congruence patterns. Results: In congruent situations, the “expected positive–actual positive” combination promotes subsequent voice behavior more effectively than the “expected negative–actual negative” combination. In incongruent situations, the “expected negative–actual positive” combination is more effective in promoting subsequent voice than the “expected positive–actual negative” combination. Furthermore, voice role identity mediates the relationship between feedback congruence and subsequent voice behavior, revealing a key psychological mechanism. Implications: This study moves beyond a direct antecedent framework by focusing on the congruence between feedback expectations and reality, thereby deepening the theoretical understanding of the dynamics of voice. By empirically demonstrating how congruent and positive feedback strengthens employees’ internal identity as contributors, it provides practical insights for organizations aiming to foster a sustainable voice climate.

Mobility is central to aging in place, yet older adults’ transportation experiences are shaped by the interaction of housing conditions, transportation systems, and functional capacity. Drawing on person–environment exchange perspectives in environmental gerontology, this study examines how housing-related cost pressures and transportation disadvantage jointly influence transportation dependence and realized mobility among adults aged 55 and older. Using survey data, we estimate multivariable regression models and test moderation and mediation pathways to clarify underlying mechanisms. Transportation disadvantage—defined as the cumulative presence of car unavailability, lack of smartphone access, and reliance on assistance for travel—emerges as a strong and consistent predictor of reliance on dependent transportation modes and destination-specific mobility. Greater transportation disadvantage is associated with increased medical trip-making and reduced social participation, while grocery trip frequency shows no independent association once access constraints are accounted for. In contrast, combined housing and transportation cost burden and housing tenure exhibit no direct, conditional, or indirect effects on mobility outcomes. These findings highlight the central role of proximal access constraints in shaping mobility in later life and underscore the limits of cost-based affordability measures for understanding everyday transportation experiences among older adults.

The increasing adoption of artificial intelligence (AI) in recruitment has raised important questions about its unintended consequences for talent attraction. While prior research has emphasized the efficiency and accuracy benefits of AI-driven hiring, limited attention has been given to how such practices are interpreted by job applicants and how these interpretations shape organizational evaluations. Drawing on signaling theory and person–environment fit theory, this study conceptualizes AI recruitment as an ambivalent organizational signal that simultaneously conveys efficiency and impersonality. It proposes that applicant perceptions of AI recruitment influence organizational attractiveness through perceived person–environment fit, which functions as a key interpretive mechanism linking technological signals to organizational evaluations. Furthermore, this process is theorized to be contingent upon both individual and situational factors, such that technology anxiety amplifies negative interpretations, whereas perceived job technicity attenuates them. A between-subjects experimental design with 300 job seekers provides empirical support for the proposed model. Results indicate that perceived AI recruitment is negatively associated with organizational attractiveness and that this relationship is partially mediated by person–environment fit. In addition, the indirect effect is stronger among individuals with higher levels of technology anxiety and weaker when the job is perceived as highly technical. This study makes three contributions. First, it shifts the focus of AI recruitment research from organizational outcomes to applicant-centered interpretive processes. Second, it advances theory by identifying person–environment fit as a central mechanism through which ambivalent technological signals are translated into organizational evaluations. Third, it extends research on algorithm aversion by demonstrating that responses to AI in recruitment are systematically shaped by both individual differences and task characteristics. Overall, the findings highlight a critical paradox: technologies adopted to enhance efficiency and objectivity may simultaneously undermine organizational attractiveness. These insights contribute to a more nuanced understanding of AI adoption in recruitment and its implications for talent acquisition.

Childhood cancer survivors (CCS) are at risk for late effects including hearing loss due to ototoxic treatments. It is crucial to detect late effects like hearing loss early, but many adult CCS do not attend recommended follow-up care due to barriers such as accessibility and emotional concerns associated with revisiting medical facilities. To address those barriers, the HEAR-study piloted a new hearing screening program leveraging the extensive network of hearing aid shops across Switzerland. This study explored perspectives of CCS on this novel screening program. We conducted semistructured interviews with 29 participants who completed pure-tone audiometric screening at a hearing aid shop as part of the HEAR-study. We used thematic analysis of interview transcripts, supported by MAXQDA for data analysis. Thematic analysis revealed two key themes: First, participants appreciated the program's practicality, highlighting its efficiency and ease of integration into daily life. However, some noted concerns about the hearing test being an additional appointment. Some preferred centrally organized follow-up care, where different examinations are done at the same location within the same day. Second, participants valued the personal and approachable environment in hearing aid shops as a relaxed alternative to medical facilities, but some participants preferred hearing tests as part of an appointment with physicians, valuing immediate advice and contextual knowledge, especially in case hearing loss was found. From the perspectives of CCS, this screening program shows promise as a practicable, accessible way to evaluate hearing after childhood cancer. Further evaluation from the perspectives of health care providers is needed to comprehensibly assess its feasibility. ClinicalTrials.gov "NCT06036407", Registration date: 28.8.2023.

Purpose The hotel stay is a pivotal yet often challenging component of travel for families with autistic children. Moving beyond static barrier identification, this study adopts a person–environment fit perspective to diagnose the interactional friction between families’ lived experiences and hotels’ operational realities. This study aims to develop a structured, actionable service framework that systematically bridges this inclusion gap. Design/methodology/approach Employing an iterative qualitative design, this study conducted list-elicitation and in-depth interviews with 14 caregivers of autistic children, alongside 5 senior general managers from five-star hotels. This dual-perspective approach triangulated psychosocial demand-side needs with supply-side operational constraints. Findings The analysis reveals three distinct patterns of person–environment interaction: negotiation of sensory and spatial fit, caring in social exposure and creation of micro-moments of belonging. Results demonstrate that attitudinal and emotional accessibility are equally critical as physical infrastructure in determining whether a service encounter yields a situation of competence, where the hotel environment effectively accommodates the family’s needs, or a situation of handicap, where environmental press exceeds the family’s adaptive capacities. Translating these person–environment fit, the study proposes a three-tiered service framework (Core, Enhancer and Aspirational) that systematically aligns family priorities with managerial feasibility. Originality/value Theoretically, this research operationalizes the Model of Competence within a commercial servicescape, transforming it from a static diagnostic lens into a dynamic framework for neurodiversity inclusion. Practically, it translates the dual perspectives of families and hotel managers into a coherent service framework, offering the hospitality industry a structured alternative to current ad hoc or fragmented approaches. The findings advance inclusive tourism discourse by reframing the hotel not merely as a spatial backdrop, but as an active, dynamic environment capable of facilitating equity for neurodivergent guests and their families.

Background and ObjectiveFrailty is an age-related syndrome characterized by increased vulnerability to stressors and adverse health outcomes. The environment influences older adults across many dimensions, yet person–environment (P–E) interactions related to frailty remain underexplored. This review aims to synthesize knowledge on P–E interactions associated with frailty.Research Design and MethodsWe searched PubMed, Web of Science, and CINAHL for studies published between January 2001 and December 2024. Extracted data included study characteristics, definitions of environment and frailty, conceptual models, and key findings.ResultsFrom 2,991 articles, 130 met inclusion criteria. Findings highlight the COntext Dynamics in Aging (CODA) framework’s relevance to frailty research. We identified a variety of environmental indicators across the CODA domains in these studies. Furthermore, we propose a refined model illustrating the dynamic interplay between individual adaptation and environmental stress. This model introduces a spatial-differential perspective, the “hierarchical stair” principle, where meeting needs at proximal levels enables engagement at broader spatial scales. The model also suggests that adaptation strategies evolve as individuals transition from proximal to more distal environments, with the strongest effects occurring at the home level.Discussion and ImplicationsThis review emphasizes the dynamic interaction between individual adaptation and environmental stress across spatial levels. However, the review is limited by the scarcity of studies explicitly examining these interaction processes and by the lack of empirical evidence on spatial dynamics. Therefore, the proposed model provides a heuristic framework for hypothesis‑driven research, and future studies should prioritize empirical testing of this multilevel approach.

This paper describes the development of an Early Stroke Specialist Vocational Rehabilitation intervention to support return to work following stroke and its delivery in the RETAKE trial. Iterative three stage, target population approach to intervention development and evaluation informed by the Medical Research Council Framework. Stage 1 (Initial codevelopment): interviews with key stakeholder service providers and users' and mapping of services supporting return to work after stroke to identify and explore barriers to and unmet needs for support; intervention codevelopment with experts and patient and public involvement (PPI). Stage 2 (Refinement): expert panel codevelopment workshops and systematic review to identify vocational rehabilitation intervention mechanisms of change in supporting return to work after stroke. Stage 3 (Testing): intervention piloting in two case studies, feasibility testing in a randomised controlled trial, acceptability interviews with stroke and employer participants. Further intervention refinement following delivery in the RETAKE randomised controlled trial. Stage 1: service mapping and 25 stakeholder interviews identified service gaps and unmet needs relating to early identification of employed stroke survivors, mild stroke, and hidden disabilities. Access to timely support relied on geographical proximity to a specialist hub and tacit knowledge of complex health, education and employment services and provider roles. Return to work issues reported by stroke survivors informed Early Stroke Specialist Vocational Rehabilitation prototype design objectives. Iterative developments following piloting included fatigue management, involvement of general practitioners, work simulation and liaison with other healthcare services. Interviews with 12 recipient stroke survivors and 6 employers identified additional features including occupational therapist negotiation skills, ability to respond to changing needs over time and patient empowerment to self-re-refer. The review corroborated intervention components and mechanisms and identified additional mechanisms, for example, peer support, supported self-management. Intervention mechanisms identified across the three stages were early intervention, understanding the impact of stroke on the person, their job and work environment, vocational goal setting, implementing workplace accommodations, individual tailoring, work preparation, colocation, case co-ordination, Multidisciplinary Team (MDT) working, employer engagement and education, and responsiveness, which involved monitoring work stability, providing feedback, and responding to changing needs over time and participant self-re-referral. In RETAKE, Early Stroke Specialist Vocational Rehabilitation was successfully delivered to 95.4% of allocated participants with 75.3% compliance. Intervention commenced a median 38 days (interquartile range 23-56, range 6-216) post stroke and continued for ≤ 12 months. Participants had a median seven intervention sessions (interquartile range 4-12, range 0-37), with discharge a median 10.3 months (interquartile range 5.5-12.0, range 0-15.4) post randomisation. Most intervention sessions were delivered via telerehabilitation (51.7%), in participants' homes (35.9%) or workplaces (6.4%). There was little difference between the number of sessions offered [mean 9.6 (standard deviation 7.46, range 0-39)] and attended [mean 9.0 (standard deviation 7.16), range 0-37]. However, occupational therapist contact with employers only occurred for 109 (36.8%) participants and employer visits occurred for 74 (25.0%). The Early Stroke Specialist Vocational Rehabilitation focus changed between the feasibility and definitive trial, with greater emphasis on current issues, fatigue management and informal psychological support, possibly due to the coronavirus disease discovered in 2019 pandemic. A programme theory and logic model illustrating the refined intervention and a description of Early Stroke Specialist Vocational Rehabilitation delivered in the RETAKE trial is reported. This comprehensive description of Early Stroke Specialist Vocational Rehabilitation will enable occupational therapists to implement Early Stroke Specialist Vocational Rehabilitation in practice and facilitative future evaluation. This article presents independent research funded by the National Institute for Health and Care Research (NIHR) Health Technology Assessment programme as award number 15/130/11.

Experience of living with mild cognitive impairment: A meta-synthesis and conceptual integration of dynamic cognitive, psychological, and social dimensions.

Gender differences in multi-attribute dietary decision making under time pressure: A hierarchical drift-diffusion approach.

The rapid growth of interconnected devices in small office and home networks has introduced heightened cybersecurity risks, yet traditional Intrusion Detection Systems (IDS) often demand extensive computational resources, making them unsuitable for deployment in resource-constrained environments. This study presents the design, implementation, and evaluation of a lightweight machine learning-based IDS optimized for small networks with limited processing power and memory. The research employed the CICIDS2017 dataset as the primary benchmark, subjecting it to comprehensive preprocessing, including data cleaning, normalization, encoding, feature scaling, and dimensionality reduction through Principal Component Analysis (PCA). Multiple classical Machine Learning algorithms, including Decision Tree, Random Forest (pruned), Naïve Bayes, K-Nearest Neighbors, and Ridge Classifier, were implemented and comparatively evaluated. Performance metrics such as accuracy, precision, recall, F1-score, CPU utilization, memory usage, and latency were used for assessment. Results indicated that the Random Forest achieved the best balance between accuracy and efficiency with low false positive rates, and minimal computational requirements suitable for lightweight environments. The Random Forest was integrated into a Flask-based RESTful API and a Streamlit dashboard. By bridging machine learning techniques with practical deployment frameworks, it contributes a resource-efficient, scalable, and user-friendly security solution tailored to small enterprises and personal network environments.

Within the context of labor market transformations driven by the digital economy, the protection of platform flexible employees’ rights has emerged as a critical issue requiring comprehensive analysis. While existing research predominantly focuses on the legal frameworks and institutional structures governing rights protection, there is a significant gap in understanding how perceived labor rights protection influences the job performance of platform flexible employees. Drawing on Self-Determination Theory, this study develops a moderated mediation model to examine the impact of perceived labor rights protection on the job performance of platform flexible employees. It also explores the mediating role of career resilience and the moderating effect of person–environment fit in this relationship. We conducted an empirical analysis using a sample of 521 platform flexible employees in China. The results indicate that career resilience mediates the relationship between perceived labor rights protection and job performance, while person–environment fit moderates this mechanism. This research enriches the theoretical literature on platform flexible employees’ perceptions and job performance, extends the application of SDT to platform-based flexible employment, and offers new insights for enhancing the job performance of platform flexible employees.