This study aims to predict how COVID-19 anxiety affects productivity determinants by examining the role of perceived workload and individual job performance as mediators using Bayesian mediation analysis. To achieve the study\'s objectives, all nurses working at Imam Reza Hospital were recruited to participate. To gather data, all eligible and voluntary nurses were asked to complete questionnaires that included the Corona Disease Anxiety Scale (CDAS), Individual Job Performance Questionnaire (IJPQ), NASA Task Load Index (NASA-TLX), and Workforce Productivity Questionnaire. Of the total number of nurses employed, 222 (126 women and 96 men) nurses fully completed the questionnaires. Out of these, 140 individuals were married and 82 were single. The mean ± standard deviation (SD) of the age and experience were 28.56 ± 5.78 and 8.49 ± 6.50, respectively. GeNIe software version 2.0 utilized to analyze the Bayesian network. The results showed that for the high COVID-19 anxiety and high workload states, with a probability of 100 %, the probability of high evaluation and high environment increased by 16.6 % and 16.3 %, respectively, but low evaluation and low environment decreased by 22.4 % and 22 %, respectively. In the high COVID-19 anxiety and low IJP states with a probability of 100 %, most change was related to the high ability (6 % increase), low evaluation (3.9 % increase), high incentive (3.8 % increase), low ability (4.6 % decrease) and low support (2 % decrease). Regarding COVID-19 anxiety (high 100 %), workload (high 100 %) and IJP (low 100 %), most of the increase was related to high environment and high evaluation by an increase of 17.3 and 17.2 %, respectively. Also, the value of low evaluation and low environment was reduced by 24 and 23.4 %, respectively. The study\'s findings confirm that nurses have been more productive during the COVID-19 pandemic, despite facing high workloads and the COVID-19 anxiety.

In recent years, an increasing number of companies have begun implementing digital-HRM. However, much of the existing research primarily discusses digital-HRM from a \"thing\" perspective or explores its consequences at the organizational level. There has been limited research focusing on individual employees, particularly on how digital-HRM impacts their psychological states and performance. Drawing on job demands-resources theory, this study examines the relationship between digital-HRM and employee innovative performance, as well as cyberloafing. We conducted a time-lagged study involving 487 employees across various industries in China and employed partial least squares path modeling. The results suggest that digital-HRM enhances employee innovative performance by increasing the sense of work gain, while it reduces cyberloafing by decreasing relative deprivation. Perceived ease of technology use was found to positively moderate these relationships. By rigorously investigating the critical psychological mechanisms of the sense of work gain and relative deprivation, and the essential boundary condition of perceived ease of technology use, this study aims to develop a comprehensive conceptual framework that deepens our understanding of how digital-HRM, as an emerging job resource in the digital era, influences employee behavior. Adopting a human-centered approach, the research theoretically extends the study of digital-HRM\'s impact at the individual level and finds that digital-HRM influences employee performance in a mutually beneficial manner. These findings provide practical insights for organizations to actively implement digital-HRM and maximize its benefits.

UNASSIGNED: We aimed to determine whether remote cognitive training (CT) is feasible and has the potential to improve cognitive function and work performance in Japanese workers.
UNASSIGNED: From June to September 2020, this intervention time series study enrolled workers aged 18-65 years from 10 companies located in a metropolitan area of Japan. Cognitive function tests and self-administered questionnaires were completed by the participants three times: at baseline, after 12 weeks of CT, and after a further 12 weeks following cessation. We measured work performance with the question: \"How would you rate your performance (compared with your optimum performance) over the past 4 weeks?\" Responses were made via a visual analog scale (0-100). Cognitive function was assessed using the THINC-integrated tool, which is a brief, objective computerized cognitive assessment battery. For our computerized remote CT intervention, BrainHQ was used on the basis of our scientific rationale and the empirical literature. We recommended three 20-min sessions of BrainHQ per week and sent participants three reminders.
UNASSIGNED: In total, 119 participants were recruited to this study. Only 22.7% of the subjects achieved the recommended training time of 720 min over 12 weeks. The median training time was used to divide participants into long and short- training groups. The long-training group showed a greater improvement in attention and executive function than the short-training group but there was no significant improvement in work performance after CT compared to baseline.
UNASSIGNED: Our results suggest that although remote CT was not feasible enough, the effects on cognitive function can be expected by increasing training time and motivation.

OBJECTIVE: This study aimed to 1) examine how psychopharmacotherapy and mindfulness-based stress reduction (MBSR) influence absenteeism and job performance among individuals with anxiety disorders and 2) compare the effectiveness of these treatments in improving work performance.
METHODS: Adults (N = 67) with a primary anxiety disorder were recruited to participate in the study. Participants were randomized to escitalopram, a common treatment for anxiety disorders, or MBSR. Absenteeism and job performance were measured with the Health and Work Performance (HPQ) questionnaire prior to treatment and at the week 24 follow up.
RESULTS: At week 24, individuals in the escitalopram arm and the MBSR arm showed significant improvements in partial days of missed work due to mental/physical health problems from baseline (1.00 [0.00-2.50] to 0.00 [0.00 = 1.00], p = .034 and 0.00 [0.00-2.00] to 0.00 [0.00 = 1.00], p = .001, respectively). In the MBSR arm only, job performance increased from baseline to week 24 (65.00 [50.00-80.00] to 75.00 [67.50-82.50], p = .017). None of the outcome variables significantly varied by group at baseline or week 24.
CONCLUSIONS: Our study finds evidence that MBSR improves work performance equivalently to SSRI medication among individuals with anxiety disorders. Given the limitations of SSRIs, MBSR should be considered as an alternative to individuals who desire improved anxiety symptoms and work outcomes.
BACKGROUND: ClinicalTrials.gov Identifier: NCT03522844.

BACKGROUND: Health professionals and health professions educators (HPEs) worldwide were confronted by the COVID-19 pandemic, which disrupted standard practice and forced HPEs to develop creative, alternative modes of training and education. The ability of people to work successfully and efficiently in non-standard situations can be called adaptive expertise in which people quickly overcome changes in work requirements using their expert knowledge in novel ways. The objectives of the current study were to investigate how the adaptive expertise of a group of HPEs influenced perceived work performance in a non-standard situation and to see whether there were relationships between the level of adaptive expertise and academic ranking and work experience of HPEs.
METHODS: A descriptive, cross-sectional, single-site study was conducted using a self-reported study tool about adaptive expertise developed by Carbonell et al. (2016), and three questions were asked about participants\' perceptions of work performance, amount of work done, and teaching quality. The sample consisted of HPEs from the University of Twente, Netherlands.
RESULTS: Among 123 eligible participants, 40 individuals completed the survey. Kaiser-Meyer-Olkin and Bartlett\'s Test of Sphericity indicated the adequacy of the sample size (KMO = 0.633, P < 0.0001). Participants were lecturers, senior lecturers, assistant professors, associate professors and full professors. The average adaptive expertise score of the sample was 4.18 ± 0.57 on a scale from 1 (low) to 5 (high). The domain and innovative skills are the principal distinct dimensions of adaptive expertise among HPEs. Professors showed higher adaptive expertise scores than the other ranks. Statistically significant correlations were found between scores of adaptive expertise and perceived work performance (r = 0.41, p < 0.05 and academic ranking (r = 0.42, p < 0.05). Adaptive expertise scores were not associated with work experience or HPEs\' age.
CONCLUSIONS: Our finding of a lack of relationships between self-reported level of adaptive expertise and experience and age but significant relationships with work performance and academic ranking of HPEs suggests that adaptive expertise is not auto-generated or acquired with seniority and experience but is a \'mastery\' that should be developed deliberately.

The performance of platform flexible employees is a core element that contributes to the rapid growth of the sharing economy platform. It is crucial to explore strategies to improve employees\' performance with the growing competition among these platforms. Only a handful of research evidence has been found evaluating platform flexible employees\' psychological capital and work engagement to improve their performance. In order to remedy the gap, we draw on self-determination theory to develop a moderated mediation model, which examines how psychological capital affects platform flexible employees\' job performance. We employed hierarchical regression analysis to test the theoretical model and carried out two rounds of surveys, resulting in 474 valid paired questionnaires. The questionnaire assessed the psychological capital, work engagement, job performance, and job autonomy of flexible platform employees. The results indicate that work engagement plays a mediating role between psychological capital affects platform flexible employees\' job performance. Moreover, job autonomy moderates the mediating effect. The findings not only contribute to the literature on employees\' psychological capital and job performance, but also broaden the research scope of self-determination theory, and provide new ideas for improving the job performance of platform flexible employees.

BACKGROUND: The global shortage of midwives and their job performance can significantly affect the quality of care for mothers, newborns, and their families.
OBJECTIVE: This study aimed to determine the status of job satisfaction and psychosocial factors and their relationships with the job performance of midwives in Tabriz City, Iran.
METHODS: Cross-sectional study.
METHODS: Urban health centres and public and private hospitals in Tabriz, Iran.
METHODS: A total of 575 midwives were included in this study using census sampling from November 2022 to January 2023. Inclusion criteria were midwives with at least B.Sc. degrees and 6 months of work experience while midwives with a history of depression were excluded from the study. The occupational-social-demographic characteristics questionnaire, Copenhagen Psychosocial Questionnaire and Woman-Centred Care Scale Midwife Self-Report were used to collect data. The Pearson correlation test was used to investigate the relationship between job satisfaction and psychosocial factors in midwives\' job performance. In multivariate analysis, the general linear model (GLM) adjusting for occupational-social-demographic characteristics was also used.
RESULTS: According to the Pearson correlation test, there was a significantly direct correlation between job satisfaction (r=0.21, p<0.001) and psychosocial factors (r=0.23, p<0.001) with job performance. Also, as suggested by the GLM, midwives\' job performance increases as job satisfaction (β=0.05, 95% CI 0.01 to 0.11, p=0.044) and psychosocial factors (β=0.13, 95% CI 0.04 to 0.23, p=0.007) increase.
CONCLUSIONS: There was a direct relationship between midwives\' job satisfaction and psychosocial factors and their job performance.

Employee Assistance Programs (EAPs) have been shown to effectively reduce absenteeism, workplace injury rates, and health-related productivity impairments. However, established measures for determining its impact on employee-level productivity have rarely been used, nor have studies employed biological measures of well-being. Drawing on the allostatic load theory, we examine the effects of an EAP on biological measures (heart rate, heart rate variability), established measures of health-related productivity (Workability Index, Health and Work Performance Questionnaire, Workplace Limitations Questionnaire), and absenteeism 4 weeks and 6 months after clients started to receive counseling. We conducted a quasi-experimental study comparing an EAP (n = 73) with a matched control group (n = 134) using propensity score matching. We found that an EAP improves health-related productivity 4 weeks and 6 months after enrolling in counseling, above and beyond changes in the control group. Biological measures changed in the hypothesized directions, but differences between the groups did not reach significance. Absenteeism did not change in the EAP group 6 months after enrolling in counseling. In an exploratory analysis, we found that individuals requiring many sessions in the first 4 weeks showed worse productivity outcomes, demonstrating a negative dose-response relationship. Our study provides an example of how to include biological measures in EAP research. It adds to the scientific evidence of the usefulness of EAP services in restoring employee-level productivity. We calculate that the marginal productivity improvements per employee using the EAP are as much as $15,600 per annum. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

UNASSIGNED: China was once called the world\'s factory. Chinese workers had long weekly working hours. However, the empirical results of the relationship between overtime work and workers\' health are mixed and remain inconclusive.
UNASSIGNED: This study aimed to investigate how overtime work influenced workers\' physical and mental health and the role of lifestyles, social support, and work value awareness.
UNASSIGNED: Data from the China Labor-force Dynamics Survey 2016 (N = 14,205) was used. The instrumental variable approach was employed to overcome the endogeneity problem between overtime work and workers\' health. The bootstrapping method was conducted to elicit the role of lifestyles, social support, and work value awareness.
UNASSIGNED: The results indicated that overtime work significantly and negatively influenced Chinese workers\' physical and mental health. The results of the bootstrapping suggested that workers\' social support and work value awareness partially mediated the relationship between overtime work and their physical and mental health. However, the mediating role of lifestyles was insignificant.
UNASSIGNED: Through using big data with national representativeness, this study suggests that overtime work negatively influences Chinese workers\' physical and mental health. Our findings provide policy implications for improving workers\' health rights and well-being in emerging economies.

OBJECTIVE: This study investigated caregivers\' job image, abilities, and educational needs, which are rapidly increasing owing to an aging society.
METHODS: A self-administered written survey was conducted at 12 general hospitals in Korea from February 1, 2022 to March 15, 2023.
METHODS: A total of 451 caregivers participated in the survey as subjects of analysis, and 560 nurses participated as external observers.
METHODS: The caregivers\' self-assessment results regarding job performance, educational needs, and retraining needs were compared with those of external observers.
RESULTS: Caregivers evaluated themselves significantly higher in all areas of job performance compared to the evaluations of external observers. In particular, the caregivers\' self-evaluation of their abilities in \"Recording and Reporting,\" \"Basic Resuscitation,\" \"Safety and Infection Control,\" and \"Understanding Major Illnesses\" was different from the evaluation of nurses. Both the caregivers and external observers agreed on the need for caregiver retraining, with 1-2 hours of supplementary training every 12 months being the most preferred amount of retraining.
CONCLUSIONS: There was a significant difference between caregivers\' self-evaluations of their capabilities and the external observers\' evaluations. Therefore, systematic professional caregiver retraining is necessary.