Search Results (370)

This study aims to examine the associations of work–family conflict, perceived social support, and meaning in work with well-being, engagement, and performance among employees returning from parental leave. The study is grounded in the Job Demands–Resources model and uses cross-sectional survey data from 1199 Romanian employees returning from parental leave. Structural equation modeling (SEM) was employed to test a comprehensive model linking job demands and resources to individual and organizational outcomes. Results indicate that both work-to-family and family-to-work conflict are negatively associated with employee well-being, whereas perceived social support and meaning in work are positively associated with well-being. Moreover, perceived social support and meaning in work are also positively associated with engagement, whereas well-being is not significantly associated with engagement. Both engagement and well-being are positively associated with self-reported performance. These findings highlight the relevance of social and psychological resources for employee functioning during the transition back to work after parental leave. The study contributes to the literature by integrating work–family dynamics and several dimensions of positive functioning within a comprehensive model of post-parental-leave reintegration. Full article

(1) Background: Phishing remains a pervasive and economically damaging cyberthreat. The dominant detection paradigm has moved toward deep neural and transformer-based classifiers, a literature that reports high accuracy and that does not, in general, expose a per-decision justification, whereas interpretability and auditability are increasingly required in regulated environments; no comparison against transformer-scale detectors is made in this paper. This work asks how far a fully interpretable detector can close the accuracy gap to an opaque text classifier while preserving per-decision explanations, and what such a detector returns that accuracy alone does not measure. (2) Methods: HIEF, an interpretable evidence-fusion framework, is presented. Each email is represented by eighteen human-readable signals: fourteen structural and linguistic cues and four lexical aggregates derived from a published sparse log-odds lexicon. The signals are fused by three transparent layers, namely an $L_1$-regularized logistic model, a shallow interaction-rule tree, and a calibrated Dempster–Shafer stage that reports belief, disbelief and ignorance masses together with an order-invariant global conflict coefficient derived in closed form. A logistic meta-learner fitted on out-of-fold component scores integrates the three layers. The evidential layer uses a type-aware calibration in which discrete signals are calibrated on their attainable values and continuous signals by isotonic regression. Evaluation uses 38,908 public emails, 38,512 of them after exact-duplicate removal, with near-duplicate control, group-aware partitioning, ten repeated splits, a source-held-out protocol, a two-class cross-source test set, a component ablation and a human audit of 100 messages annotated independently by two evaluators. (3) Results: Under group-aware partitioning, HIEF attains an $F_1$ of 0.855 and the strongest term frequency–inverse document frequency (TF–IDF) baseline 0.954; a compact character n-gram neural reference model, evaluated over the same ten partitions, attains 0.973. The linear layer alone attains 0.872, so the two fusion layers do not improve accuracy over it, and the paired difference of 0.017 excludes zero. Type-aware calibration raises the evidential layer from 0.771 to 0.780 and more than halves its partition-to-partition standard deviation, but does not make it competitive; the weakness, therefore, lies in the fusion formulation rather than in the binning. What the evidential layer does supply is a decomposable account of decision uncertainty: the ignorance mass separates errors from correct decisions, 0.265 against 0.175. The human audit reaches an inter-annotator Cohen’s kappa of 0.950 over the five categories before adjudication, and shows that the permissive corpus label agrees with human phishing judgment at a Cohen’s kappa between 0.18 and 0.21, against 0.70 to 0.77 for the automatic strict rule; the audited block is annotated by two of the authors and its human positives are confined to the advance-fee family, so the audit is a bounded comparison of label assignments and not an independent annotation study. (4) Conclusions: HIEF is positioned as an uncertainty and explanation framework rather than as an accuracy-improving fusion method, since the measured accuracy cost of the fusion layers is not compensated by an accuracy gain. Quantifying how much of the performance reported on these widely used corpora is attributable to template leakage and to label permissiveness is a contribution independent of the detector itself. Cross-source operation has not been demonstrated: specificity falls to 0.041 on an unseen collection, so all evaluation reported here is proof-of-concept and no operational deployment claim is made. The Spanish-language evaluation rests on a small and entirely positive subset and is reported as preliminary. Full article

Enterprise strategic decisions must reconcile conflicting stakeholder interests under time pressure, yet the consulting that traditionally supports them remains out of reach for most small and medium-sized enterprises. Large language models make parts of this work automatable, but a single model speaks with one voice, and its reasoning can be neither inspected nor contested. As frontier models continue to improve, whether structured multi-agent deliberation is worth its additional cost has therefore become an empirical question rather than a design assumption. This study designs, prototypes, and evaluates Servi.AI, a personality-aware multi-agent intelligent decision support system for enterprise strategy. The system grounds every recommendation in a traceable evidence chain retrieved over a knowledge graph. It stages a statement–discussion–consensus roundtable in which role-specialized agents argue from conflicting professional stances. It also simulates how synthetic stakeholders, calibrated against a public personality dataset of 874,434 respondents, will experience the candidate decision. The roundtable characterizes how a decision is argued, whereas the sandbox characterizes how it will be experienced. A questionnaire with 133 screened decision-makers confirms these requirement priorities. We evaluate the system across five experimental axes: 2800 controlled simulation runs and a twelve-case benchmark judged blind across three model families. A strong single model attains the highest holistic scores (8.22–8.56/10 across judges), while deliberation contributes auditable role-grounded reasoning, conflict surfacing, and an executable blueprint. Ablating retrieval loses all 71 valid pairwise comparisons, while a heterogeneous five-family agent pool significantly improves risk coverage (Cliff’s $\delta =+0.75$). Retrieval thus drives the evidence-side qualities, and the role structure drives the deliberation-side ones: deliberative value is decomposable along architectural components, a middle-range design proposition. These findings support selective rather than default deployment. The released benchmark, judging protocol, and raw results provide a reusable basis for deciding when multi-agent decision support is worth its cost. Full article

Pharmacogenomics can convert stable DNA variation into prescribing information, but its value in primary care depends on whether a result changes a decision at the right moment. This narrative review critically examines selected actionable gene–drug pairs, implementation models, conflicting evidence, and unresolved questions for family physicians managing multimorbidity and polypharmacy. A targeted search of PubMed/MEDLINE and current pharmacogenomic guideline resources was updated through 14 August 2026, prioritizing clinical guidelines, randomized and pragmatic trials, implementation studies, and primary-care evidence. Guideline actionability describes how an available result can guide treatment; it does not by itself establish that testing should be ordered. Selected examples include clopidogrel, statins, metoprolol, antidepressants, codeine and tramadol, proton-pump inhibitors, nonsteroidal anti-inflammatory drugs, and warfarin, together with shared-care medicines such as thiopurines and carbamazepine. In PREPARE, a defined 12-gene panel linked to prescribing recommendations reduced clinically relevant adverse drug reactions within a specific European workflow. Other trials showed that benefit is drug-, population-, comparator-, and workflow-dependent. Pharmacogenomics does not replace assessment of organ function, interactions, adherence, frailty, or patient preference. This review proposes selective, clinically triggered panel testing as a pragmatic model for primary care, with structured, reusable results and concise decision support. Future work should define who benefits, improve ancestry representation, account for phenoconversion, and demonstrate health-system-specific cost-effectiveness. Pharmacogenomics is best understood as an additional medication-safety input rather than a stand-alone precision-medicine solution. Full article

The digital transformation of work has increasingly blurred the temporal, spatial, and psychological boundaries between professional and personal life. As a result, structural conditions have emerged that are associated with an elevated risk of burnout. This narrative review draws on literature identified through searches of Web of Science, Scopus and PubMed covering publications from 2004 to early 2026, which yielded 36 included studies, supplemented by further sources identified outside that search. It integrates key theoretical perspectives, including boundary theory, the Areas of Worklife model, the Job Demands-Resources framework and Conservation of Resources theory. Across diverse occupational contexts, three pathways recur: rising work-family conflict, reduced ability to psychologically detach from work during non-work time and the gradual depletion of personal resources. Structural drivers, comprising organisational availability norms, leadership behaviour, technology and platform design, workload, and economic precarity, are treated as the conditions under which exposure arises, and the review argues that responses pitched at individual coping are correspondingly limited. The public health implications extend beyond mental health, encompassing cardiovascular risk associated with long working hours, strain on healthcare systems, productivity losses and widening health inequities along gendered and socioeconomic lines. Addressing these challenges requires multilevel interventions, including organisational job redesign, leadership development, enforceable right-to-disconnect policies and greater recognition of recovery as a public health priority. At the same time, there remains a need for more longitudinal and intervention-based research, particularly in non-Western contexts. Full article

Lebanon is currently going through a multi-faceted crisis with what appears to be an unrelenting cycle of economic and banking defaults, unstable infrastructure, market uncertainty, and difficult working conditions for employees who are trying to support the economy. This study examines whether opportunities for human capital development in SMEs are associated with less work–family conflict and higher employee productivity and well-being in turbulent times. Furthermore, the study investigates whether technostress and coping mechanisms moderate the association between work–family conflict and employee outcomes. Data were collected through a quantitative cross-sectional survey targeting 207 employees working for SMEs in Lebanon and analyzed using PLS-SEM. Results indicated that human capital development opportunities were negatively associated with work–family conflict and that work–family conflict was, in turn, negatively associated with employee productivity and well-being. Further, technostress and coping mechanisms moderated the negative association between work–family conflict and employee outcomes. From a theoretical perspective, this research offers an integrated framework that synthesizes organizational, technological, and psychological dimensions within the SME context during times of crisis. From a practical standpoint, these associations may help inform how Lebanese SMEs approach workforce development, digital-work management, and coping-support practices. Full article

The study examines the role of Human Capital Development Programs in helping employees cope with Work–Family Conflict and maintain performance and wellbeing in the context of Lebanon’s long poly-crisis post COVID-19. In a climate of economic downturn, inflation, organizational uncertainty, and social unrest, SMEs face greater pressure to protect both productivity and employee well-being. The study tests the proposed model using SEM-PLS based on data from 209 employees in Lebanese SMEs. The results show that human capital development programs have a significant negative association with work–family conflict, and the latter has a significant negative association with employee performance and employee wellbeing. Additionally, employee resilience also weakens the negative relationship between work–family conflict and employee performance, highlighting the protective role of resilience in crisis conditions. The study contributes to the human resource management and work–family literature by positioning developmental HR practices and resilience as critical resources in crisis-prone environments. The results are practically useful for the Lebanese SMEs in designing employee-oriented strategies that promote adaptability, well-being, and organizational continuity. Full article

In recent decades, low birth rates, delayed parenthood, and a decline in the average number of children per couple have become prevalent issues, sparking growing scientific interest in understanding their causes. While cultural, social, and gender-related factors have been widely examined, work-related dimensions remain underexplored within work and organizational psychology. This qualitative study explores how individuals make sense of the interplay between perceived work-related factors (specifically, working conditions, organizational culture, the work-family interface, and career ambitions) and declared fertility intentions. Semi-structured interviews were conducted with 33 participants (22 women; 19 without children, 14 with one child; aged 24–45). A subtle realist positioning was adopted, and template analysis was employed to examine the data. The findings highlight how participants interpret multiple work-related dimensions as relevant to their fertility intentions, including high job demands, job insecurity, and family-unfriendly organizational cultures. Concerns about work-family conflict also emerged as central. At the personal level, career ambitions and self-efficacy were identified as key dimensions. Notably, the perception of career-parenthood interference is often associated with limited or postponed decisions about having children. This study contributes to a better understanding of the work-related dimensions that can contribute to shaping fertility intentions and offers practical recommendations for interventions. Full article

Psychosocial stressors are increasingly recognized as critical determinants of workplace safety, yet their mechanisms in construction settings remain poorly understood. This study examines how family–work conflict (FWC) is associated with safety behavior among construction workers, with mental and physical fatigue as parallel mediators and perceived supervisor support (PSS) as a moderator. Drawing on Conservation of Resources (COR) theory, cross-sectional data were gathered from 527 construction workers across three regions of Jordan and analyzed using Hayes’ PROCESS macro. The findings indicate that FWC is negatively associated with safety behavior both directly and through its positive associations with elevated fatigue levels. Supervisor support was found to attenuate the FWC-to-physical-fatigue pathway and buffer safety behavior under high-conflict conditions. These associations should be interpreted as statistical patterns consistent with the proposed theoretical model rather than evidence of causal relationships, given the cross-sectional design. Theoretically, the study extends COR theory into occupational safety by distinguishing two fatigue dimensions and demonstrating a boundary condition for resource loss. Practically, the findings support supervisor-led safety programs and organizational fatigue management as complementary strategies for addressing psychosocial risk factors in high-risk construction environments. Full article

Despite the growing participation of women in higher education worldwide, they continue to face persistent challenges in their career advancement, including limited promotion opportunities, underrepresentation in leadership positions, lower research productivity, and unequal access to institutional resources. These challenges are shaped by a range of structural, institutional, and socio-cultural constraints within academia. Understanding these influencing factors is essential for promoting gender equity within universities. This study investigates the factors influencing the career advancement-related challenges experienced by women academics in Jordanian higher education institutions, focusing on career experience, family responsibilities, and organisational support. Grounded in Gendered Organisations Theory, Work-Family Conflict Theory, and Social Support Theory, the study develops and empirically tests an integrated conceptual model. Data were collected through a questionnaire survey of women academics across Jordanian universities. The quantitative data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM), while qualitative responses on strategies for overcoming challenges were examined using directed qualitative content analysis. The findings indicate that family responsibilities represent the most influential driver of perceived challenges, highlighting the continuing tension between professional and domestic roles. Career experience is found to reduce perceived challenges, suggesting that accumulated professional capital and institutional familiarity enhance women’s ability to navigate academic environments. Organisational and social support not only directly reduce perceived challenges but also buffer the impact of family responsibilities. Multi-group analysis further reveals differences in the strength of these relationships between teaching-research academics and those occupying leadership roles. The qualitative results identify key strategies for addressing these challenges, including mentoring systems, flexible institutional policies, professional networking, and leadership development initiatives. By integrating structural modelling with qualitative insights, this study advances understanding of the complex dynamics shaping women’s academic careers and provides evidence-based recommendations for fostering more inclusive and supportive higher education environments. Full article

Background/Objectives: Parenting interventions are an effective way to support child development, and brief screening tools can support equitable implementation of parenting interventions by reducing program costs, increasing accessibility, and engaging populations who have traditionally been underserved. However, brief assessments are frequently overlooked and underutilized. The Family Check-Up (FCU) Online is a digital parenting intervention that integrates a brief FCU Online Assessment, feedback, and parenting skills via an app along with optional provider support. To date, no prior work has validated the FCU Online Assessment. Method: The current study combined two samples of parents participating in FCU Online studies and assessed: (1) reliability, (2) construct validity, (3) convergent validity by comparing FCU Online Assessment subscales to similar parenting and child behavior measures, and (4) predictive validity by using FCU Online Assessment at pretest to predict posttest scores as well as parenting and child behaviors at time 2 and time 3. Results: Strong reliability was found among all five subscales, including Low Conflict (7 items, α = .81), Positive Parenting Practices (11 items, α = .80), Positive School Behaviors (5 items, α = .83), Consistent Rules and Routines (11 items, α = .81), and Child Mental Health (5 items, α = .80). The FCU Online Assessment demonstrated construct and convergent validity, as well as predictive validity in that the FCU Online Assessment at pretest predicted posttest scores. Conclusions: The FCU Online Assessment is a brief, reliable, and valid measure of parenting and child wellbeing. It can be used by parents and providers alike to evaluate parenting skills and child mental health, develop targeted goals and intervention approaches, and assess family wellbeing over time. Full article

Background/Objectives: Work–family conflict is a relevant psychosocial factor in nursing and may influence turnover intention. This study analyzed the association between work–family conflict and turnover intention among nursing professionals in Portugal. Methods: A cross-sectional study was conducted between April and July 2025 with 1097 nurses from a local health unit in northern Portugal. Data were collected using a sociodemographic and professional questionnaire, the Work–Family Conflict (WFC) and Family–Work Conflict (FWC) Scale, and the Turnover Intention Scale. Nonparametric tests, Spearman’s correlation, and linear regression models were used. Results: Participants were aged 23–66 years, with a median age of 42 years; most were women (84.0%) and held a bachelor’s degree (85.0%). Mean scores were 24.5 (SD = 7.7) for WFC, 13.2 (SD = 6.6) for FWC, and 34.8 (SD = 15.7) for turnover intention. Both conflict dimensions were positively correlated with turnover intention, with a stronger association for WFC (ρ = 0.347; p < 0.001) than for FWC (ρ = 0.186; p < 0.001). In the fully adjusted regression model, WFC remained positively associated with turnover intention (β = 0.383; SE = 0.062; t = 6.149; p < 0.001), whereas FWC was no longer significant. Adding job satisfaction, perceived work-related stress, and nurse manager support increased explanatory capacity. Conclusions: Work–family conflict, especially work-to-family interference, was associated with nurses’ turnover intention. These findings highlight the need for organizational strategies that reduce work demands, support work–life balance, and address broader occupational and psychosocial conditions. Full article

With the development of the internet and communication technology, employee time banditry behavior has become more complex and diversified, with increasing frequency, posing new challenges to enterprise management practices. However, little is known about the effects of such behavior. Based on the conservation of resources theory, this study employed hierarchical regression analysis using data from 474 two-time point questionnaires to explore the relationship between time banditry behaviors and employees’ proactive behaviors, and delved into intermediary mechanisms and boundary conditions. The results show that work engagement and work–family conflict play a chain-mediated role in the effects of time banditry behavior on employees’ proactive behaviors. Work calling moderates the relationship between time banditry behavior and work engagement. The research conclusion enriches the study on the effects of time banditry behavior and provides a new perspective for effectively managing time banditry behavior. Full article

Background/Objectives: Nursing organizational well-being has important implications for nurses, patients, and healthcare organizations. From a nursing-specific perspective, it arises from the balance between nursing demands and nursing resources in the work environment. However, most available instruments are not grounded in explicit nursing theory and do not allow the identification of well-being profiles through person-centered approaches. This study aimed to develop and evaluate the psychometric properties of the Nursing Organizational Well-being Questionnaire (NOW_Q). Methods: Following COSMIN guidelines, a two-phase design was adopted. Phase 1 involved item generation and expert evaluation, resulting in a 28-item instrument rated on a 5-point frequency scale. Phase 2 consisted of a multicenter cross-sectional study. Construct validity was examined through exploratory and confirmatory factor analyses using cross-validation. Reliability was assessed using ordinal omega coefficients, concurrent validity through associations with a global organizational well-being item, and cluster analysis to explore practical utility. Results: Findings (n = 461 nurses; 7 hospitals) supported an eight-dimension structure: workload, emotional demands, work–family conflict, autonomy, available resources, nurse–nurse relationship, nurse–head nurse relationship, and nurse–physician relationship. The confirmatory model showed good fit (RMSEA = 0.051; CFI = 0.938; TLI = 0.927; SRMR = 0.067), and all dimensions demonstrated satisfactory internal consistency (ordinal omega = 0.75–0.87). Significant associations with global organizational well-being were observed. Three distinct profiles emerged (Nurturing, Observed-Detached, and Withstanding), reflecting different configurations of nursing demands and resources. Conclusions: The NOW_Q is a theory-based, nursing-specific instrument with satisfactory psychometric properties and practical utility for identifying organizational well-being profiles and supporting targeted interventions in clinical settings. Full article

Background: Population ageing increases reliance on family caregivers (FCGs) for very old adults (80+). While caregiving is often studied as a source of burden, its impact on caregivers’ daily life and occupational balance remains underexplored. This study aimed to explore how caregiving responsibilities shape the daily lives, occupational balance, and support needs of FCGs, using the Stress Process Model (SPM) and the concept of Occupational Balance (OB). Methods: A qualitative study was conducted in the PACA region (France) within the SCOPE project. Seventeen semi-structured interviews were analysed using thematic content analysis, with independent double coding by two researchers. Results: Six themes were identified: caregiving role and identity, consequences, occupational patterns, needs, proposed actions, and barriers and facilitators. Caregiving generated both primary stressors (physical and emotional demands) and secondary stressors (role conflicts, financial strain, and social isolation). It also led to occupational imbalance, characterized by reduced leisure, diminished self-care, and reorganization of daily routines. Working FCGs reported greater role strain and time constraints, whereas retired FCGs emphasized informational needs and adaptation strategies. Across both groups, caregivers’ needs were rarely formally assessed. Conclusions: These findings highlight that caregiving for very old adults profoundly reshapes caregivers’ daily lives through both stress-related mechanisms and disruptions in occupational balance. They underscore the need for tailored, context-sensitive support strategies, including systematic needs assessment and more structured, individualized coordination approaches such as case management. Full article