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The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.

A mixed-method approach incorporating surveys and interviews was employed. Data were obtained from a manufacturing organization in Australia. A clustering method was employed to identify commitment profiles. Respondents belonging to the clusters representing commitment profiles associated with desirable organizational outcomes were identified for the qualitative stage of the research.

The results showed that both organizational identity and professional/occupational identity are positively linked to the development of organizational commitment. An in-depth analysis of the qualitative data demonstrated that engagement of personal/individual level of self in identification process enhances the development of organizational commitment.

The findings suggest that human resource managers can build an effective identification process by strengthening feelings of organizational identity and creating a positive organizational image.

To the best of the author’s knowledge, this study is the first to employ a mixed-method approach to explore the relationship between organizational commitment and identification process. A mixed-method approach, on the one hand, enabled us to build on the existing objectivist commitment literature and explore commitment profiles, and on the other hand, it allowed us to provide a more complete and contextual portrayal of organizational commitment and identification process through qualitative interpretive strategies.

The purpose of this paper is to report on the validation of a management competency assessment tool for health services managers (HSM), which resulted from the development and validation of the framework, addressed by a previous paper.

The management competency assessment tool (MCAP Tool) was validated using assessment data from a sample of 117 senior and middle managers working in two public hospitals and five community services in Victoria, Australia. The assessments were conducted between January 2013 and September 2014.

Both validity and reliability of the MCAP Tool were demonstrated.

The MCAP Tool has the potential to assist in the measurement of the competencies of HSM. Further research is required to determine if the framework and tool are applicable to HSM in other settings.

This is the first published study outlining the validity and reliability of an assessment tool to measure the management competencies of Australian health service managers.

The purpose of this paper is to examine the role of transformational leadership (TL) in developing social identity and its subsequent impact on team climate, intention to leave, burnout and quality of patient care among nurses.

Data for this cross-sectional study were collected from a sample of 201 registered nurses in Australia through questionnaires. Structural equation modelling was used to test the hypotheses.

Results illustrate that social identification appears to be the psychological mechanism through which TL impacts important employee outcomes, including perceived quality of patient care.

This study provides valuable insights into understanding the critical role of human resource management (HRM) practice and policy in healthcare environments. Findings from this study indicate that human resource managers can assist nurse unit managers to deliver their HRM roles effectively when adequate support and relevant HRM infrastructures are put in place.

This research considers the role of first-line nurse managers in healthcare organisations. It provides evidence-based knowledge about the type of leadership style required to achieve desirable employee outcomes and the essential HRM opportunities to facilitate this.

The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.

The paper investigates the extent to which supervisor behavior is associated with employees’ job neglect.

Results from hierarchical regression analyses support the hypothesis that both positive and negative supervisor behaviors have significant effects on job neglect. Negative supervisor behavior was more strongly associated with job neglect than positive supervisor behavior.

Changing the style of supervision might help to reduce job neglect of employees, benefitting the organization by reducing the associated costs of job neglect and counterproductive behavior.

The findings provide additional evidence for the important effects supervisors can have on employees. They also indicate that – in addition to studying abusive supervision – there is a need to consider the effects of a broad spectrum of supervisor behavior.

Positive organizational scholarship in healthcare (POSH) suggests that, to promote widespread improvement within health services, focusing on the good, the excellent, and the brilliant is as important as conventional approaches that focus on the negative, the problems, and the failures. POSH offers different opportunities to learn from and build resilient cultures of safety, innovation, and change. It is not separate from tried and tested approaches to health service improvement – but rather, it approaches this improvement differently. The paper aims to discuss these issues.

POSH, appreciative inquiry (AI) and reflective practice were used to inform an exploratory investigation of what is good, excellent, or brilliant health service management.

The researchers identified new characteristics of good healthcare and what it might take to have brilliant health service management, elucidated and refined POSH, and identified research opportunities that hold potential value for consumers, practitioners, and policymakers.

The secondary data used in this study offered limited contextual information.

This approach is a platform from which to: identify, investigate, and learn about brilliant health service management; and inform theory and practice.

POSH can help to reveal what consumers and practitioners value about health services and how they prefer to engage with these services.

Using POSH, this paper examines what consumers and practitioners value about health services; it also illustrates how brilliance can be theorized into health service management research and practice.

Recent research has suggested the beneficial effects of omega-3 fatty acids on kidney function; however, differences in these benefits have not been well-documented with respect to different omega-3 fatty acid sources. Hence, the purpose of this study is to compare the effects of plants, marine sources of omega-3 fatty acids and their combination on biomarkers of renal function in overweight and obese individuals.

Ninety-nine overweight and obese women from a weight loss clinic received three weight-reducing diets with fish (300 g/week), walnuts (18 walnuts/week) or fish + walnuts (150 g fish + 9 walnuts/week) for 12 weeks. Serum biomarkers of renal function were measured at the beginning and the end of the intervention.

After 12 weeks, a reduction in serum creatinine was statistically higher for both the fish + walnut (−0.16 ± 0.09 mg/dL, p = 0.001) and walnut (−0.15 ± 0.05 mg/dL, p = 0.001) diets compared with the fish diet (−0.05 ± 0.04 mg/dL). A significant decrease was seen in blood urea nitrogen (BUN) level in the fish + walnut group (−0.12 ± 0.05 mg/dL, p = 0.03) and walnut group (−0.10 ± 0.04 mg/dL, p = 0.03) compared to the fish group (−0.05 ± 0.03 mg/dL). The effect of serum creatinine and BUN in the fish + walnut diet group was relatively higher than in the walnut diet group. Also, a significant difference was observed regarding weight loss in the fish + walnut diet (−7.2 ± 0.9 kg, p = 0.03) compared to in the other groups. The change in other indices was not different among the three diets.

This study found synergistic benefits of the plant and marine omega-3 fatty acids in reducing serum creatinine, BUN and weight compared with isolated marine omega-3s in overweight and obese women.

This paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study provides deeper insights into those relationships by uncovering the mechanisms through which relational and ethical dimensions of responsible leadership influence knowledge sharing outcomes. Drawing on the social exchange theory, this study examines the mediating role of trust in the leader and leadership support.

Data were collected from 445 healthcare professionals in Pakistan. Structural equation modeling was employed to analyze the data.

The study findings revealed that responsible leaders enhance knowledge worker performance and knowledge sharing behavior through enhancing trusting relationships with followers and providing support. Furthermore, the authors investigated the moderating role of goal orientation, and the results showed that the effect of responsible leadership on knowledge worker performance was stronger for highly goal-oriented employees.

This research suggests that human resource managers interested in fostering knowledge sharing behaviors, must focus on cultivating responsible leadership behavior within their organizations. Furthermore, this study findings propose that HRM practices should foster employee goal orientation in order to enhance knowledge workers' performance.

This study makes a novel contribution to the literature by shifting the research focus from the traditional view of leadership to a leadership style more responsive to the reciprocity nature of the relationships between employees and leaders. By shifting the focus to a relational-ethical based leadership style, the current study was able to fully uncover the underlying mechanisms linking responsible leadership to knowledge sharing outcomes.

The purpose of this study is to investigate the effects of accelerated job demands on employee outcomes during the COVID-19 crisis. An integrated model was developed to explore the relationships between different types of job demands (learning, decision-making, work intensification), employee turnover intention (TI) and burnout (BU).

Data were obtained from professionals whose work conditions were impacted by the COVID-19 pandemic crisis. An online survey was distributed anonymously. A total of 566 questionnaires were included in the analysis. Structural equation modeling was employed to analyze the data.

The findings revealed that employees' perception of job demands impacts the significance and direction of the relationships between different forms of job demands and employee outcomes. Furthermore, the findings confirm that mediating role of perceived organizational support alleviates the adverse effects of job demands on employee outcomes. Finally, the present study supported the moderation effect of positive affectivity between work intensification and employee BU.

This study provides employers with insights about supporting employees to cope with increased job demands in conditions where rapid changes are inevitable.

The unique context of research (COVID-19) enabled this study to account for the acceleration of job demands that employees experience in rapidly changing situations. This study employed an instrument that allowed for the assessment of acceleration in job demands. Furthermore, the granular approach of the measurement model extended the perspectives of job demands and work intensification.

The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment in two different cultural contexts.

Data were collected from the members of two manufacturing organizations, one in Australia and one in Iran. Questionnaires were distributed to all levels of the two organizations. In total, 189 completed questionnaires were returned from the two countries, representing a response rate of 56.7%. Structural equation modeling (SEM) was employed to test the hypotheses.

The results demonstrated statistically significant relationships between two forms of idealized influence –attributed and behavior – and the employees' organizational commitment in the Iranian sample. However, in the Australian sample, only idealized influence behavior showed a significant impact on employee commitment. Furthermore, the findings showed that identified motivation mediates the relationship between idealized influence behavior and organizational commitment.

The findings of the current research point to additional ways of increasing identified motivation that, in turn, enhances organizational commitment through leadership practices that are culturally informed. These findings are especially salient in culturally diverse and multinational organizations.

This paper has arrived at a deeper explanation of the processes through which leader behavior can produce employee commitment by clarifying the mediation role of identified motivation between idealized influence behavior and organizational commitment.

Drawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.

The data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.

The findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.

This study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.

The current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.