Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support.

This study analyzed learning agility, employee engagement, perceived organizational support (POS), and innovative behavior related to the development of innovative environment and the mental and psychological health of employees. A substantial body of research has examined the antecedents of innovative behavior of employees in their work environment, but our current understanding of how learning and motivational aspects of employees synthetically influence the innovative behavior remains incomplete. To address this gap, we developed and tested a moderated mediation model of the relationship between learning agility and employee engagement, POS, and innovative behavior.

"Not yet a doctor": medical student learning experiences and development of professional identity.

Background: To become a good doctor, developing a professional identity is as important as having the right knowledge and skills. Great attention has been given to professional identity in medical school because it plays an important role in the transition from student to doctor. Nonetheless, the necessity of acquiring a tremendous amount of knowledge and skill during medical school training does not create sufficient opportunities for students to develop their professional identities.

Exploring Implicit and Explicit Attitudes of Employees' Authentic Organizational Loyalty.

The purpose of this study was to develop the OL-IAT (Organizational Loyalty - Implicit Association Test), an IAT tool that measures implicit attitudes toward organizational loyalty, and to verify its predictive validity. In total, 15 respondents were randomly selected from among the employees of P Company. The respondents were then asked open questions about the image they held of the target company.

Psychometric Investigation of the Utrecht Work Engagement Scale-17 Using the Rasch Measurement Model.

Work engagement is considered the core factor that affects various outcomes at the organizational and individual levels including absenteeism, turnover rate, profitability, and productivity. Therefore, the concept is drawing substantial attention in the practical and academic fields. There have been several attempts to measure work engagement to enable its effective management.