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Links between trauma and psychosis have been well evidenced. Trauma has been proposed to underlie psychotic experiences, with the trauma model of psychosis suggesting psychotic experiences represent forms of trauma-related distress. As such, traumatic experiences can be seen symbolised in the content of psychosis experiences. Despite this, Community Mental Health Teams (CMHTs) predominantly operate within a medicalised model, where trauma and trauma-informed care are often neglected. Therefore, staff training was delivered on the trauma model of psychosis and trauma-informed care. This study aims to assess whether the training would improve knowledge and attitude in working with trauma and whether the training would improve staff recognition of the connections between the content of psychosis and previous trauma.

The training consisted of an online 1-h session, with measures of trauma-informed care (knowledge and attitude) and trauma-psychosis links (symbolism questionnaire) collected pre- and post-training. The training was open to all 115 staff in the CMHTs, 53 attended, however, only 23 completed both pre- and post-measures.

Wilcoxon signed-rank tests revealed significant differences in pre- and post-performance on both the trauma-informed care and symbolism questionnaire. Findings showed in this sample that the training improved knowledge and attitude in trauma-informed care and staff ability to recognise connections between trauma and psychotic experiences.

A novel symbolism questionnaire was designed for this evaluation. The findings extend the literature, as they show that staff were more accurate in recognising the specific underlying trauma to the psychosis content following training.

Although the nursing role appears central in delivering collaborative models of care little is known about the experience of nurses within implementation of integrated nursing care.

A scoping review to identify what is known about the experience of nurses implementing integrated care in the community, incorporating thematic analysis utilising the Rainbow Model.

Although noting a paucity of evidence, findings indicate implementation of integrated care models provides both challenges and opportunities to nurses across all systems levels. Thematic analysis highlights a disproportionate lack of focus on organisational integration of nursing services within integrated care. Exploration of tacit attributes and network development is suggested to support nursing delivery of services which challenge traditional organisational and professional boundaries.

Limited research exploring experiences of nurses in implementing integrated care suggests more rigorous mixed methods or qualitative research is indicated, including case studies exploring organisational integration, nursing leadership strategies and how tacit attributes support collaborative working.

Using a systems approach, applying the Rainbow Model within scoping review analysis, enabled exploration of what is known about nursing within the contemporary context of integrated healthcare services.

The purpose of this research is to understand how leaders are adapting to the changing situation after the pandemic and what are the big challenges they must overcome to increase team productivity and effectiveness in a hybrid working model. The study highlights the leadership strategies and abilities needed to succeed in the hybrid working style. It can be inferred from this thesis’ qualitative research of 10 Indian leaders that they have adapted successfully to the hybrid culture of working. They are evaluating various ideas and operating according to their organisational context and employee needs, even though they do not yet have a fixed framework for new working arrangements. Some organisations have 1–3 days of varied working styles, while some organisations are calling employees on a need basis. The major issues with the hybrid work model in terms of team effectiveness are: deteriorating team cohesion, work–life boundaries, challenges in communication, hindered innovation, and excessive or insufficient monitoring. The best leadership strategy for hybrid work combines servant and democratic leadership. Employees need to have excellent self-management abilities, effective verbal and nonverbal communication skills, and the capacity to create priorities and work–life boundaries to be productive and experience work satisfaction. The future scope of this research is to look at the overall picture of leadership tactics and their impacts from the viewpoint of the workforce.

Autoethnography as a methodology has proved increasingly attractive to higher education researchers in recent years, particularly those in marginalized positions. This article examines the extant research literature, focusing on the origins and meaning of the approach, how it has been applied in practice and the issues and critiques that have been raised. It concludes that collaborative forms of autoethnography probably offer the best way forward.

In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.

Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.

The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.

The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.

This study proposes the factors influencing career commitment among public servants in Vietnam. By applying perspectives of the investment model with the moderating effects of perceived economic conditions, this study suggests that commitment to a career of public servants depends on career satisfaction, career alternatives, career investment, and professional self-efficacy. Additionally, the study proposes that perceived economic conditions moderate the relationships between these factors and career commitment. As economic instability may influence job satisfaction, turnover intentions, and investment decisions, understanding its interaction with career dynamics is crucial for public sector management. Overall, this study contributes to a better understanding of the complexities of career commitment among Vietnamese public servants and provides policymakers with more insights on how to improve employee commitment.

Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.

Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.

In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.

This study aims to test whether a) differences existed in dissent expression between women in management and nonmanagement positions and b) the differences varied between white women and women of color.

Responses from 1,011 employed women in the US were analyzed for the study.

Results revealed that in management vs nonmanagement status, women employees were more likely to express upward dissent and employ dissent strategies that signified both influence and lack of influence in organizations. However, race-based differences existed in the expressions of some forms of dissent.

Research has shown that employees in management vs nonmanagement status express more upward dissent and employ dissent strategies that signify influence in organizations. However, can this be the case for women employees? Although previous research has explored dissent expression extensively in US organizations, women employees' dissent expression has not received much attention in social-scientific studies. In these studies, gender and race were treated as mere demographic variables to describe sample compositions despite these variables being influential factors in organizational life. Through an intersectional approach to identities, this study’s findings call upon organizations to address iniquities that limit dissent expression based on identity hierarchies.