Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions.

Despite decades of research on trust in the workplace, researchers continue to struggle with fundamental questions regarding the conceptualization and measurement of organizational trust. To help clarify this construct, we revisit established trust definitions (Mayer et al. (3), 709-734, Mayer et al.

Nursing leaders' perceptions of the impact of the Strengths-Based Nursing and Healthcare Leadership program three months post training.

Background: Development of nursing leadership is necessary to ensure that nurse leaders of the future are well-equipped to tackle the challenges of a burdened healthcare system. In this context, the Strengths-Based Nursing and Healthcare Leadership program was delivered to 121 participants from 5 organizations in Canada in 2021 and 2022. To date, no study used a qualitative approach to explore nursing leaders' perceptions of a leadership Strengths-Based Nursing and Healthcare Leadership program three months post training.

Evaluation of the effectiveness of a Strengths-Based Nursing and Healthcare Leadership program aimed at building leadership capacity: A concurrent mixed-methods study.

Background: Targeted interventions have been found effective for developing leadership practices in nurses. However, to date, no leadership training program based on the Strengths-Based Nursing and Healthcare Leadership approach exists.

Objectives: Demonstrate the effectiveness of a Strengths-Based Nursing and Healthcare Leadership 6-month program designed for nurse and healthcare leaders on leadership capacity and psychological outcomes.

Structure and correlates of spillover from nonwork to work: an examination of nonwork activities, well-being, and work outcomes.

Employees today are involved in many different types of activities outside of work, including family, volunteering, leisure, and so on. The purpose of this study was to understand how participation in such nonwork activities can both enrich and interfere with well-being and behavior at work. Four dimensions of nonwork-to-work spillover were examined to better understand this process (i.

Evidence of reliability and validity for the Universal Orientation scale.

The relationships of Universal Orientation with Right-Wing Authoritarianism and Social Dominance Orientation were examined in two studies. Undergraduate students from various universities completed three measures. 314 participated in Study 1 and 461 participated in Study 2.

A six-factor structure of personality-descriptive adjectives: solutions from psycholexical studies in seven languages.

Standard psycholexical studies of personality structure have produced a similar 6-factor solution in 7 languages (Dutch, French, German, Hungarian, Italian, Korean, Polish). The authors report the content of these personality dimensions and interpret them as follows: (a) a variant of Extraversion, defined by sociability and liveliness (though not by bravery and toughness); (b) a variant of Agreeableness, defined by gentleness, patience, and agreeableness (but also including anger and ill temper at its negative pole); (c) Conscientiousness (emphasizing organization and discipline rather than moral conscience); (d) Emotionality (containing anxiety, vulnerability, sentimentality, lack of bravery, and lack of toughness, but not anger or ill temper); (e) Honesty-Humility; (f) Intellect/Imagination/Unconventionality. A potential reorganization of the Big Five factor structure is discussed.