Differentiated Embedding and Social Relationships Among Russian Migrant Physicians in Finland: A Narrative Socio‐Analysis

Migrants’ processes of (dis)embedding in local and transnational social networks have received growing attention in recent years, but most research focuses on low‐skilled migration. This study explores the affordances and challenges that Russian physicians, as a high‐skilled migrant group in Finland, experience in these processes in work and non‐work domains. Based on semi‐structured biographical interviews with 26 Russian physicians, the study employs Bourdieu’s socio‐analysis to analyze their narratives. The results reveal that Russian migrant physicians negotiate and experience differentiated embedding across work–life domains in local and transnational contexts. They mostly develop collegial relationships with Finnish colleagues and benefit from fulfilling professional relationships in the work domain. However, alongside time and efforts needed for building social ties, various factors often impede friendship making and socialization with locals beyond the work domain. These physicians cope with individual life circumstances through their enduring and supportive relationships with their Russian relatives and colleagues–friends. These results indicate that high‐skilled migrants have a greater opportunity to connect professionally with locals than low‐skilled migrants, but experience similar challenges to the latter in building close personal relationships.

Connecting the Dots Between Mindset and Impostor Phenomenon, via Fear of Failure and Goal Orientation, in Working Adults

This study aims to investigate the relationship between mindset and impostor phenomenon, via the explanatory role of fear of failure and goal orientation in the work domain. Only one known study has previously connected mindset and impostor phenomenon in the scientific literature among females in a university setting. Data was collected from 201 working adults, with a roughly equal male-female ratio, from a range of sectors in the United Kingdom, Ireland, and United States. Participants completed an online survey comprising the Implicit Theories of Intelligence Scale, the Performance Failure Appraisal Inventory, Work Domain Goal Orientation Instrument, and the Clance Impostor Phenomenon Scale (CIPS). We tested a serial-parallel mediation model using structural equation modeling. The results suggest that people with a fixed mindset tend to experience more impostor phenomenon at work and this relationship is predominantly explained by their fear of failure. Further, when employees are also motivated by a performance avoid goal orientation, the relationship increases in strength. This indirect relationship suggests that staff training, and coaching interventions designed to increase people’s belief that they can develop their abilities results in a reduction of their fear of failure and in their motivation to want to avoid showing their inability at work. The results also suggest cultivating environments that promote a growth mindset and learning goal orientation, alongside the safety to fail, could lessen the negative effects of having a fixed mindset, reduce fear of failure, and alleviate impostor phenomenon’s negative impact on employee career development and wellbeing.

The basic psychological needs satisfaction and frustration scale at work: A validation in the Polish language

The aim of this research project was to validate the work-related version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS) into the Polish language and culture. Although studies have demonstrated the benefits associated with basic psychological need satisfaction and the costs associated with need frustration at work, the concept of needs has been neglected both in Polish scientific research and in practical organizational studies. The adaptation of the BPNSFS-Work Domain may change this situation and stimulate research in the Polish community. The scale has been validated in a sample consisting of three occupational groups: healthcare workers, education staff and customer service workers (N = 1315, Mage = 43.8). The findings suggest that the Polish scale has robust psychometric features. The CFA analysis proves that the scale has a six-dimensional structure similar to the original scale. These dimensions show satisfactory to high Cronbach’s α and McDonalds ω reliability, and high criterion validity is shown by association of the six need dimensions with correlates of both positive (i.e., engagement, job crafting and self-efficacy) and negative aspects of work (i.e., burnout and stress). The structure of the scale is the same in all three occupational groups, although the regression weights and covariances are only partially invariant. The validated version of the BPNSFS-Work Domain can be used in future basic and applied studies in the paradigm of self-determination theory.

A study of employee well-being in the Kingdom of Bahrain

Organisations are investing in employee well-being initiatives, as employees constitute the most important stakeholder group. Employee well-being requires a focused and concentrated approach. The main aim of this study was to assess the importance of employee well-being in organisations in the Kingdom of Bahrain. The study was based on the five domains of employee well-being model [1]. The five domains being the health domain, the work domain, the values/principles domain, the collective/social domain, and the personal growth domain. The study revealed that majority of the participating organisations were focusing more on factors related to physical health and physical safety of their employees than on mental health. Significant factors like pay and rewards, autonomy, job satisfaction, people management policies, professional management, workload distribution, and leadership need improvement when compared to factors like work-life balance, open and inclusive work environment. All these factors relate to the work domain. In the values/principles domain, more participating organisations had a clear mission and objectives, and were investing in training their managers and employees, whereas ethical standards, diversity and inclusion, cultural engagement, corporate governance, corporate social responsibility, dignity at work and mutual trust at the workplace, needs to be given more attention. Very few participating organisations have value-based leadership and a well-being strategy in place. Teamworking, dignity and respect at the workplace were evident in more participating organisations than factors like positive and healthy relationships, employee voice, supportive management style. All these factors contribute to the collective/social domain of employee well-being, In the personal growth domain, performance management and personal development plans, open and collaborative culture, and succession planning were prevalent in more participating organisations than effective utilisation of employees’ skills, coaching and mentoring, resilience training, positive emotional relationships, financial well-being, challenging work , lifelong learning, access to training and creativity. Mid-career review was conspicuous by its absence in all participating organisations. The study reveals that employee well-being in organisations in the Kingdom of Bahrain needs more attention and focus than what is being accorded now.

Compulsory Citizenship Behavior and Facades of Conformity: A Moderated Mediation Model of Neuroticism and Citizenship Pressure

Drawing on the social exchange theory, this study investigates how compulsory citizenship behavior (CCB) produces facades of conformity through citizenship pressure, and whether neuroticism moderates the relationship among them. This study surveyed 356 employees (259 males, 97 females; average age 37.7 years) of a northern Taiwanese corporation to investigate the relationship among CCB, citizenship pressure, and facades of conformity. The study found that neuroticism moderates the strength of the indirect effect of CCB and facades of conformity through citizenship pressure, such that the mediated relationship is stronger under high neuroticism than under low neuroticism. It also suggests that a relationship among CCB, citizenship pressure, and facades of conformity exists, in which a negative response leads to generalized pressure in organizations. Finally, this study proposes that managers and employers should consider that CCB may result in false conformity by employees and introduce negative citizenship pressure into the work domain. In addition, employers should encourage employees to build social relations to avoid CCB. Organizations and leaders need to generate environments within which employees support extra-role activities in the workplace.

The Basic Psychological Need Satisfaction and Need Frustration at Work Scale: A Validation Study

The aim of the present study was to adapt and validate the Basic Psychological Need Satisfaction and Frustration Scale within self-determination theory (SDT) within the work domain. Confirmatory factor analyses of three Norwegian samples and one English sample as well as multi-group analyses to examine measurement invariance were performed. The results showed that the adapted work-related scale with its six-factor structure fitted the data well in all four samples, and partial measurement invariance was obtained across samples and languages. Furthermore, internal consistencies for the subscales were acceptable and the subscales predicted work-related correlates as expected, demonstrating the criterion validity of the scale. The current study contributes to a unifying measurement for future research on one of the central underpinnings of SDT within the work domain.

Thermal Modelling and Multi Decision Making Optimization of EDM of Non Conductive SiC-CNT Ceramic Composite Used for Li-ion Battery and Sensor

In this research work the thermal modeling of a nonconductive Silicon carbide Ceramic matrix composite (CMC) machined by Die Sinking Electric Discharge Machining (EDM) has been done. Though SiC is a non-conductive material but the presence of CNT makes it a conductive material which can be machined with EDM. The modeling procedure carried out by considering some realistic approach like Gaussian heat Flux, Specific Discharge Energy, Variable Latent heat etc. For this analysis a 2D continuum has been designed as work domain. By simulating the work domain model by a Finite Element Analysis (FEA) Software (COMSOL), material removal rate (MRR) has been estimated with variable thermal properties. Parametric analysis of effect of Variable Specific heat on MRR by considering different current, Voltage and Pulse-On time has been performed. The effect of different input parameters (peak current and Pulse-on time) on Crater geometry has been done. A new concept of Specific discharge energy has been introduced during modelling to make it a more realistic model which can also be used as electrode support for electrochemical energy devices as Polymer Electrolyte Membrane Fuel Cells on Li-ion battery. Desirability analysis has been done to get an optimize set of input parameters for I= 3A, V=30V, Ton= 75 µs for machining ceramic matrix composite by EDM. The optimized MRR at this setting is 7.25 mm3/min whereas PFE is 87%. The experimental analysis has been also performed to strengthen the thermal and mathematical modelling.

Employees Performance Prediction

Employee is an important element of the organization. The success or failure of an organization depends on the employee performance. Human resource plays an important role for the success of the organization. Human Resource Management, HRM is a set of functions to maintain and develop a proficient human resource. A performance prediction procedure helps the human resource management in identifying the strengths and weaknesses of an employee. The performance evaluation of employee is depended on several different parameters based on work domain and objectives of an organization. This process of employee performance evaluation has a vital role in making strong and strategic decisions of manpower planning instead of salary reviews. The main objective of this prediction model constructed in this paper is to assist HR personnel in decision making by predicting the performance of an employee.

An identity conflict perspective on female expatriate work adjustment

PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.