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Nurse leaders are challenged by ethical issues in today’s complex health-care settings. The purpose of this study was to describe and analyze key elements of moral distress identified by nurse leaders from health-care systems in the USA, Germany, Austria and Switzerland. The aim was to develop an understanding of distressing ethical issues nurse leaders face in the USA and three German-speaking European countries.

This descriptive cross-sectional study surveyed a convenience sample of nurse leaders in the USA, Germany, Austria and Switzerland. The voluntary, anonymous survey also included qualitative questions and was distributed using the Qualtrics® platform. A thematic analysis of the qualitative data in each country was carried out and a comparative analysis identified similarities and differences between the groups of nurse leaders comparing the US data to that from three German-speaking European countries.

The survey was completed by 316 nurse leaders: Germany, Austria, and Switzerland (n = 225) and the USA (n = 91). Similar themes identified as causing all nurse leaders moral distress included a lack of individual and organizational integrity, hierarchical and interprofessional issues, lack of nursing professionalism, patient care/patient safety concerns, finances negatively impacting care and issues around social justice. Within these six themes, there were also differences between the USA and the three German-speaking European countries.

Understanding the experiences associated with distressing ethical situations can allow nurse leaders and organizations to focus on solutions and develop resilience to reduce moral distress in the USA and three German-speaking European countries.

Drawing on the conservation of resources theory and attachment theory, this paper proposes that employee–organization relationship and satisfaction with work–life balance mediate the influence of workplace attachment on service recovery performance.

Data collection was carried out through the distribution of questionnaires among a sample of healthcare providers from Lebanese private hospitals and analyzed via structural equation modeling.

The results indicate that workplace attachment has a significant impact on employee–organization relationship, satisfaction with work–life balance and service recovery performance. The findings further reveal that employee–organization relationship and satisfaction with work–life balance significantly influence service recovery performance and fully mediate the relationship between workplace attachment and service recovery performance.

This study is the first to investigate the mediating role of the employee–organization relationship and satisfaction with work–life balance between workplace attachment and service recovery performance. Over and above, this study is the first of its kind that the authors are aware of, being conducted in the healthcare sector, specifically in Lebanon. Based on the findings, the paper discusses the theoretical contributions, managerial implications and suggestions for further studies.

The environment in which users acquire medical and health information has changed dramatically, with online health communities (OHCs) emerging as an essential means for accessing health information. It is imperative to comprehend the factors that shape the users' compliance willingness (UCW) to health information in OHCs.

This study adopted the information adoption model (IAM) and theory of planned behavior (TPB) to investigate the influence of argument quality (AQ), source credibility (SC) and subjective norms (SN) on UCW while considering the two types of online health information – mature and emerging treatments. The authors conducted an explanatory-predictive study based on a 2 (treatment types: mature vs. emerging) * 2 (AQ: high vs. low) * 2 (SC: high vs. low) scenario-based experiment, using the partial least squares structural equation modeling (PLS-SEM).

SC positively influences AQ. AQ, SC and SN contribute to information usefulness (IU). These factors positively affect UCW through the mediation of IU. SN were found to improve UCW directly. Moreover, the moderating effect of SC on AQ and IU was more substantial for emerging treatments.

The research model integrates IAM and TPB, considering information types as an additional variable. The approach and findings provide a valuable explanation for UCW to health information in OHCs.

First, with real-life examples and current research, this study aims to demonstrate the existence of various forms of ostracism (linguistic, gender, social and workplace). Second, following the “need-threat model,” this research addresses the previously unaddressed topic of coping with, reducing, mitigating or curbing workplace ostracism. Moreover, the researchers also proposed a “multiplying effect model” of ostracism.

Data was gathered from 199 service sector employees. The NVivo software is used for the thematic analysis of qualitative data(suggestions) gathered using open ended question on how to mitigate/reduce/curb ostracism.

The results generated were the suggestive measures, which were further categorized under three major themes: individual, society and organizational. The measures to reduce, mitigate and stop the practices of workplace ostracism can be initiated on all these three levels.

This is the only study that addresses the subject of decreasing, alleviating or eliminating workplace ostracism and explains the compounding effect of ostracism by suggesting a multiplying effect model. The study will pique the interest of the government and legislators to propose legal measures to prevent ostracism and achieve sustainable development goals (gender equality and reduced inequalities. The study’s practical, social, theoretical and managerial utility are discussed in the implications section.

This study aims to assess extant research streams to delineate new research directions for tourism stakeholders’ mental health and well-being.

A comprehensive review of the literature on various topics related to mental health, well-being, memorable experiences, emotions, community well-being, wellness tourism and sustainable development was conducted.

Several research directions for different research subjects were identified: tourists employees, and the community. For tourists, the research topics included mental health, well-being, memorable experiences and wellness tourism. For research on employees, the focus included their mental health, psychological well-being and negative emotions. In studying the role of tourism in community mental health and well-being, research has explored community well-being and emotional solidarity and used a capital approach. This study discusses several new research directions based on past research trends, global trends and other relevant factors.

This conceptual study can help understand the new holistic research landscape of mental health and well-being.

本研究的目标是评估当前的研究现状, 为旅游相关的心理健康和幸福感确定新的研究方向。

对关于心理健康、幸福感、难忘体验、情绪、社区幸福感、健康旅游和可持续发展等多个主题的文献进行了全面审阅。

确定了针对不同研究对象的若干研究方向：游客、员工和社区。对于游客, 研究主题包括心理健康、幸福感、难忘体验和健康旅游。对于员工的研究, 重点包括他们的心理健康、心理幸福感和负面情绪。在研究旅游对社区心理健康和幸福感的影响时, 探讨了社区幸福感、情感团结以及资本方法的运用。本研究根据过去的研究趋势、全球动态和其他相关因素, 提出了若干新的研究方向。

这项概念性研究有助于全面理解心理健康和幸福感的新研究格局。

Este estudio tuvo como objetivo evaluar las corrientes de investigación existentes para delinear nuevas direcciones de investigación para la salud mental y el bienestar de los actores turísticos.

Se realizó una revisión exhaustiva de la literatura sobre diversos temas relacionados con la salud mental, el bienestar, las experiencias memorables, las emociones, el bienestar comunitario, el turismo de bienestar y el desarrollo sostenible.

Se identificaron varias direcciones de investigación para diferentes sujetos de investigación: turistas, empleados y la comunidad. Para los turistas, los temas de investigación incluyeron la salud mental, el bienestar, las experiencias memorables y el turismo de bienestar. Para la investigación sobre los empleados, el enfoque incluyó su salud mental, bienestar psicológico y emociones negativas. Al estudiar el papel del turismo en la salud mental y el bienestar comunitario, la investigación ha explorado el bienestar comunitario y la solidaridad emocional, y ha utilizado un enfoque de capital. Este estudio discute varias nuevas direcciones de investigación basadas en tendencias de investigación pasadas, tendencias globales y otros factores relevantes.

Este estudio conceptual puede ayudar a comprender el nuevo panorama holístico de investigación en salud mental y bienestar.

Pregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure, interpersonal discrimination and various allyship interventions, and the attentional processes that lead to those reactions. Consequently, it uncovers socio-cognitive processes underlying support for and backlash toward pregnancy in the workplace.

This study used a thought-listing technique to explore observers’ spontaneous thoughts related to pregnancy. Working adults were randomly assigned to read through one of the six scenarios depicting pregnancy self-disclosure, interpersonal discrimination and male allyship interventions (i.e. stating the organization’s anti-discrimination policy, confronting the transgressor by calling out sexism, pivoting the conversation to highlight the strengths of the pregnant employee and a hybrid intervention combining highlighting strengths and confrontation) after which participants listed the top three thoughts that came to their mind (1,668 responses). Responses were thematically analyzed to explore spontaneous reactions toward the pregnant employee, transgressor and ally in the scenario.

Surprisingly, across all scenarios, the most sexist thoughts emerged during pregnancy self-disclosure, even in the absence of any transgression. After a transgression occurred, any allyship intervention was better than none in eliciting lesser sexist backlash against the pregnant employee. Stating the organization’s anti-discrimination policy was most beneficial for the pregnant employee in eliciting the least sexist backlash but at the cost of generating unfavorable impressions of the ally. Calling out the transgressor’s bias elicited the most sexist backlash toward the pregnant employee, yet it created favorable impressions of the ally. In contrast, highlighting the strengths of the pregnant employee created the most favorable impression of the ally while eliciting a few sexist thoughts about the pregnant employee. Overall, the hybrid intervention was the most effective at balancing the competing goals of generating support for the pregnant employee, creating favorable impressions of the ally, as well as holding the transgressor accountable.

This study demonstrates that the type of allyship intervention critically redirects the attentional focus of observers to certain aspects of a discrimination episode and relevant schemas which can generate support or backlash toward targets, transgressors and allies, thereby advancing or obstructing equity and inclusion in organizations.

The paper redefines workplace spirituality (WS/WPS) by transcending the existential vacuum (in psychiatric terms a sense of lack of meaning of human existence and thus of work), leading to the development of workplace creativity, productivity and satisfaction, targeting operational profitability and organizational optimization.

Spirituality is analyzed philosophically, following the Nietzschean definition in response to Schopenhauer’s primordial suffering. Philosophical syncretism yields a viable organizational culture change model of spiritualizing the workplace. For this purpose, specific techniques are proposed which are combined with those already applied to various large companies and organizations.

Spirituality in the workplace acts as a catalyst for developing beneficial qualities by increasing employee job satisfaction, organizational efficiency and business profitability, when equally responding to stakeholders’ needs.

The suggested change model holistically fosters organizational, operational, individual and collective effectiveness through work place spirituality redefined.

For the first time spirituality in the workplace is discussed under a brand new perspective, resulting in an interdisciplinary emerging model, contributing to the field by providing guidance to academics and practitioners to its auspicious implementation through organizational culture change.

Elucidating on the concrete outline of conservation of resource theory, this study aims to explore the links between work-family conflict and workplace thriving. In particular, this study has integrated depersonalization as a mediator and tested the moderated mediation effects of intrinsic motivation in work-family conflict and depersonalization relationships.

Data were collected using a sample of 357 doctors working across various public hospitals in India over two waves (T1 and T2) and was tested using AMOS and Process Macros.

Exploration reveals that work-family conflict is negatively associated with workplace thriving. The mediating role of depersonalization in between work-family conflict and workplace thriving was established. Moreover, the moderating role of intrinsic motivation in work-family conflict and workplace thriving via depersonalization was also established.

The present study makes a theoretical addition to the literature by investigating nuances through which work-family conflict relationships and thriving at the workplace can be affected. To date, such a relationship has not been established. The study also extends the role of depersonalization as an underlying mechanism between work-family conflict and workplace thriving, making an imperative contribution. This study also tested the moderating role of intrinsic motivation. Overall, these relationships are novel and have been seldom reported.

The objective of this research is to examine the connections between mindfulness, psychological empowerment and the manifestation of ostracism in the workplace, particularly instigated ostracism, among university professors.

The study relies on data from 746 professors from a renowned university located in northern India. The researchers utilized pre-established scales to measure latent variables, and a seven-point Likert scale for evaluation purposes. The data were analyzed using PLS-SEM.

The results indicate a positive correlation between mindfulness and psychological empowerment, explaining 42.20% of its variance. Additionally, a negative correlation between psychological empowerment and workplace ostracism is observed, accounting for 1.70% and 5.20% of their variances, respectively. These findings suggest associations but do not imply causality, highlighting the need for further research to explore these relationships.

Its focus on university professors limits the study’s insights from a specific region, potentially affecting the findings' generalizability. Future research should encompass a broader demographic and geographic range to enhance the applicability and relevance of the results across diverse academic contexts.

This study contributes to the existing literature by highlighting a correlation between mindfulness and perceived psychological empowerment among university professors. It also suggests a potential association between psychological empowerment and reduced perceptions of the workplace and instigated ostracism. These preliminary findings, while not indicative of causality, could inform future research and the development of policies promoting mindfulness and empowerment in academic environments.

This study examines the correlations between mindfulness, psychological empowerment and ostracism within academic settings. It uniquely highlights the positive correlation between mindfulness and psychological empowerment and how this relates to reduced perceptions of workplace ostracism among university faculty. These findings suggest that universities could enhance work environments by focusing on these areas, potentially enriching higher education management practices.

This study argues that online user comments on social media platforms provide feedback and evaluation functions. These functions can provide services for the relevant departments of organizations or institutions to formulate corresponding public opinion response strategies.

This study considers Chinese universities’ public opinion events on the Weibo platform as the research object. It collects online comments on Chinese universities’ network public opinion governance strategy texts on Weibo, constructs the sentiment index based on sentiment analysis and evaluates the effectiveness of the network public opinion governance strategy adopted by university officials.

This study found the following: First, a complete information release process can effectively improve the effect of public opinion governance strategies. Second, the effect of network public opinion governance strategies was significantly influenced by the type of public opinion event. Finally, the effect of public opinion governance strategies is closely related to the severity of punishment for the subjects involved.

The theoretical contribution of this study lies in the application of image repair theory and strategies in the field of network public opinion governance, which further broadens the scope of the application of image repair theory and strategies.

This study expands online user comment research to network public opinion governance and provides a quantitative method for evaluating the effect of governance strategies.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-05-2022-0269