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The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.

Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.

The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.

The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.

The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.

The purpose of this study is to examine whether the nature of leadership in the early years of the twenty‐first century as conceptualized in the research literature is valid among real organizational leaders across four global regions.

A literature review of recent scholarly articles suggested that today's leadership best practices can be sorted into six categories, or zones: Reflection, Society, Diversity, Ingenuity, People, and Business. These six zones became topics for focus groups of organizational leaders that tentatively supported the six‐zone structure and provided qualitative data used to create a 42‐item measure, the AchieveGlobal Leadership Scale (AGLS). The AGLS was then employed to examine the degree to which 899 leaders in Asia, Europe, Latin America, and the USA felt that each zone was important in meeting their organizational challenges.

The data from the 42 items were analyzed using a confirmatory factor analysis, which suggested that the six zones all triangulated on and comprised the larger construct, Leadership in the twenty‐first century. Regional differences emerged in the importance that leaders attributed to the zones, in the degree to which leaders effectively demonstrated the zones, and in the order in which leaders ranked their organizations' top business challenges.

The six‐zone model of leadership and its differences by geographic region hold potential to help leaders examine and improve their own leadership abilities.

Career adaptability is emerging as an important research area in today's uncertain, volatile world of work created by the COVID-19 pandemic. The present study focuses on career adaptability research post-COVID-19 by scientifically capturing the literature evolution, hotspots and future trends using bibliometric analysis.

The Scopus database, due to its vast and quality literature, was used to search the papers from the period 2020 to 2023. Bibliometric data were extracted and analyzed from the relevant literature. For further scientific mapping, VOSviewer and Biblioshiny software tools were used.

Findings of the analysis suggest a positive research trend related to career adaptability research post-Covid. Keyword analysis revealed noteworthy clusters and important themes. Bibliometric visual networks regarding authors, sources, citations, future themes, etc. are also presented from the 441 analyzed publications with comprehensive interpretation.

The literature for carrying out the bibliometric analysis was confined to the Scopus database. Other databases in combination with different software can be used for future niche research. From the analysis, future research avenues and practical interventions are presented which have significant implications for future researchers, career counselors and managers.

The study summarizes the recent literature on career adaptability in the aftermath of the pandemic and makes a novel contribution to the existing literature. A reliable study has been provided by the authors using the scientific bibliometric technique. The study highlights emerging research trends post the pandemic. The results are concluded with further suggestions which can guide future research related to the topic.

The National Health Service Breast Screening Programme set up 20 years ago in the UK has to evolve continuously to meet changing needs as a result of fundamental transformations in the age and ethnic profile of the population. This article draws on evidence generated as part of the Healthcare Commission's national study aimed at identifying issues that may contribute to different groups not having equal access to, experience of, or outcomes from services relating to breast screening and breast cancer treatment. Findings indicate that ethnicity has an effect on the awareness of services and of breast cancer. Access to screening and the experience of screening and treatment are influenced by the interaction of ethnicity with age. Younger women from certain black and minority ethnic groups face particular barriers. There can be additional barriers experienced by those from linguistic minorities. Equality of access, experience and outcomes does not mean treating everyone the same way.

There is a need for considerable attention on the adoption of cleaner technologies (CT) by firms for climate proactivity for developing countries such as India. Literature survey suggests that government, market and civil society are the key drivers of CT adoption (CTA) in developing countries. The purpose of this paper is to investigate the mediating and moderating role of the government in CTA for climate proactivity.

The data collected from a survey of Indian firms were analyzed through exploratory factor analysis and multiple regression analysis to examine the mediating and moderating role of the government.

The empirical outcome was compared with the current government policies to summarize the research findings.

There is scope of future research to examine the moderating and mediating role of market and civil society in CTA for climate proactivity.

The study will provide significant insight into various stakeholders associated with the CTA such as government, technology manufacturers, marketing community, environmental professionals and associated researchers. The research model will be useful for policymakers, managers and researchers for understanding CTA in the Indian context.

The output model will be useful for the government to formulate forward-looking strategies toward the adoption of CT by industries for climate proactivity.

Unlike previous studies in which the government was recognized as a key driver of CTA, this study makes an attempt to test the moderating/mediating role of government in CTA in India. The findings of the study are supported by adequate empirical evidence.

Given its importance, career optimism (CO) has drawn much attention from researchers. Fruitful evidence has been accumulated; unfortunately, a quantitative review is still lacking, which would limit the continuous development of this field. To address this, this paper uses the meta-analysis technology to evaluate the links between CO and its antecedents and outcomes.

This study used Hunter–Schmidt method random effect meta-analysis technology to systematically evaluate the true score correlations between CO and its antecedents and outcomes.

Among the CO antecedents, this study found significant links between CO and agreeableness (ρ = 0.11), career adaptability (ρ = 0.55), career knowledge (ρ = 0.43), career decision self-efficacy (ρ = 0.52), social support (ρ = 0.30), conscientiousness (ρ = 0.54), extraversion (ρ = 0.38), gender (ρ = 0.07), GPA (ρ = 0.11), neuroticism (ρ = −0.42), and openness (ρ = 0.27). Moreover, among the CO outcomes, significant links have been found between CO and academic satisfaction (ρ = 0.43), career choice satisfaction (ρ = 0.44), career decisiveness (ρ = 0.37), depersonalization (ρ = −0.48), and emotional exhaustion (ρ = −0.59).

By conducting the first meta-analysis of CO, our study contributes to the CO literature. Additionally, our study increases the knowledge of CO, which would help leaders in the school or workplace to understand the significance of CO better and thereby take actions to intervene and increase students or employees' CO.

The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of knowledge sharing with organizational members given the rapidly growing academic interest in the meaning of work.

Based on a survey of 357 frontline employees in 12 super-deluxe hotels in Korea, this study performed confirmatory factor analysis and structural equation modeling analysis to test the hypothesis of causal relationships in the research model.

Drawing on self-determination theory (SDT), this study shows that sense of calling has a positive and significant effect on the career satisfaction of hotel frontline employees and that the relationship was mediated by active participation in knowledge sharing with supervisors and coworkers.

The research result highlights the significance of service providers’ calling orientation on career satisfaction and their pursuit of skills and knowledge for higher personal development and performance to achieve career success.

Based on SDT, this study deepens our understanding on the process of how calling orientation leads to career satisfaction and knowledge sharing behavior in organizations.

Sexual crime in the Irish Free State was more than an issue of law, it carried ideological importance in a nation that legitimised itself as a beacon of Celtic Catholicism whilst struggling to maintain credibility in a contested post-colonial landscape. The nation’s police force, An Garda Síochána, had a central role in preserving the nation’s reputation for piety. This chapter explores the views of two of An Garda Síochána’s most senior officers regarding female sexuality and sexual crime; features that were to influence the level of protection and justice Ireland’s women and children were afforded under law.

Workplace abuse, interpersonal mistreatment that occurs within the victim’s work environment, has attracted considerable attention in recent years. In this chapter, we argue that problems with the conceptualization and measurement of workplace abuse have thwarted scientific progress. We identify two needs that we believe are especially pressing: (a) the need to consider the construct breadth of workplace abuse scales and (b) the need to test whether the measures of various types of workplace abuse effectively capture the unique qualities of the constructs they purport to assess. To guide our discussion of these issues, we conducted a review of the item content of several workplace abuse measures. We offer suggestions for addressing these and other conceptualization and measurement issues, and we discuss the possible implications of these issues on the study of the hypothesized predictors and consequences of workplace abuse.