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In today’s turbulent and demanding work environment, the negative effects of workplace stress and strain on employee health and organizational productivity have been well-documented. Positive organizational scholarship has increasingly highlighted the importance of fostering psychological resources that can help buffer against such strains and facilitate employee thriving, resilience and performance. Hope and belonging are two key workplace resources that the mental health and retention effects of which have not been fully explored. The purpose of this paper is to highlight the potential value of both hope and belonging as critical workplace psychological resources that may help employees optimize mental well-being and employers improve retention and productivity.

The authors collected responses to an online questionnaire distributed in January 2024 to employees drawn from meQuilibrium customers. The final sample consisted of 5,989 employed adults ages 18 and over.

Among participants, intrinsic hope was more commonly reported than hope derived from extrinsic sources. These data show that high levels of internal or intrinsic hope correlate with reduced anxiety and depression risks. Internal hope also significantly lowers quiet quitting and turnover intent. Among participants, a strong sense of belonging correlates with lower risks of anxiety and depression.

To the best of the author’s knowledge, this paper is the first to investigate the value of hope for employee well-being, retention and performance and adds to the literature on belonging at work.

The combined impact of the pandemic together with political and social disruption has led to a rising tide of anger that is impacting the workplace. The purpose of this article is to trace the range and depth of anger among employed adults in 2021 and to identify three practical ways for leaders to reduce the risk of anger in their workforce.

Web-based survey of 5,475 employed adults aged 18 and older.

Across the entire sample, 21% of employees report getting angry more easily or more often lately. While there was no significant difference between men and women, younger workers (younger than 30) were 1.4× more likely (31% for <30 vs 20% for 30+) to report getting angry more easily or more often. Managers were slightly more likely to report increases in anger compared to individual contributors (23% vs 21%).

While leaders cannot alter the root causes of the rising tide of anger, they can equip the workforce with the emotional and behavioral skills to improve self-management. Three practical steps for leaders are offered: acknowledge, assess and understand the problem by integrating data that helps identify the scope, scale and root cause of the challenges and frustrations the workforce is facing; adopt innovative strategies proven to support mental health; and empower a more resilient workforce by providing the tools and techniques that improve coping skills.

While public support for and cooperation with the police has been deemed vital for police effectiveness, what shapes such support and cooperation has not been fully examined. The purpose of this study is to explore three perspectives on public cooperation with police simultaneously: (1) police legitimacy, (2) legal cynicism, and (3) neighborhood norms.

The data used in this study came from a survey conducted with 408 residents across three neighborhoods in Detroit, Michigan, in 2009. Ordinary least squares (OLS) regression was used to assess the relationship between the three groups of theory-based predictors, representing police legitimacy, legal cynicism, and neighborhood norms, and the dependent variable of cooperation.

The findings partially support the legitimacy model, as trust in police, but not perceived obligation to obey, predicts cooperation with police. This study provides strong support for the legal cynicism and neighborhood norms perspectives. Specifically, residents who have higher levels of legal cynicism and who report a stronger anti-snitch neighborhood subculture report being less inclined to cooperate with the police.

This study is the first to compare the relative influences of three major perspectives on public cooperation. Future studies should continue to analyze competing theories in explaining public cooperation with the police and determine if findings from this study are applicable to locations outside Detroit.

This paper aims to present a case study on how the strong relationships with multiple stakeholder groups can benefit educational programs through the curriculum redesign process by using the experience of Marshall University and Intuit.

This paper highlights how Marshall’s faculty used Intuit’s Design Thinking process to engage with stakeholders to innovate a curriculum that is sustainable and socially responsible and transfers workforce skills and concepts. This case describes how to: involve stakeholders to discover their pain points and desired outcomes, develop prototype curriculums from stakeholders’ feedback and test and iterate prototype curriculums on stakeholders until their expectations (e.g. quality, innovation and value) of the curriculum are exceeded.

Faculty applied Design Thinking to engage with stakeholders to infuse contemporary knowledge and skills that positively impact their workforce development and societal goals into the curriculum. This process promoted critical thinking and a “stakeholder-centered” orientation with various groups including AACSB and employers. These curriculum changes ultimately provide greater experiences to students while providing relevant skills of interest to employers and society.

Stakeholders are often consulted on educational programs; however, it is unusual for an industry stakeholder to provide their best innovative practices to assist colleges with the transformation of academic curriculums. Moreover, it is unusual for higher education institutions to fully embrace these industry processes and integrate these experiences within their collective culture. Finally, the detailing of this case allows for other colleges to apply these concepts to their curriculums.

A leader's job is not to put greatness into people, but rather to recognize that it already exists and to create an environment where that greatness can emerge and grow (Smith, 2014). Based on Brad Smith's quote, the purpose of this study is to investigate the role of the leader's expectations, leader-member exchange (LMX) and organizational climate for innovation in fostering the intrapreneurial behavior (IB) of employees.

Data were collected from employees and their supervisors working across industries such as pharmaceutical, chemical, engineering and manufacturing. Collected data were then analyzed using the structural equation modeling technique.

The authors’ results show that LMX and leaders' expectations are positively linked to employees' IB. Moreover, this association is mediated by organizational climate.

This study's findings contribute to the literature on intrapreneurship and may also help practitioners formulate interventions to foster IB in organizations that will ultimately lead to higher performance.

This study attempted to investigate the effect of LMX and the Pygmalion effect on IB through employees' perception of organizational climate for innovation. The literature in this field is scarce and theoretical development is weak because traditional collaborative or participative leadership approaches are more relevant to an outcome than innovation.

The purpose of this paper is to investigate the antecedents of individuals’ behavioral intention to transact in blockchain cryptocurrency through the theoretical lens of the expanded theory of planned behavior (TPB).

This study investigated the antecedents of a blockchain cryptocurrency adoption framework by adapting well-established items from the information systems (IS) and psychology literature to produce a survey instrument to measure individuals’ intention to engage in blockchain cryptocurrency transactions. The survey was administered to 492 individuals through Amazon Mechanical Turk.

This study resulted in a research model of an individual’s intention to transact with a blockchain cryptocurrency. Results indicated that the expanded TPB model explains 63.5% of the variance in intention to adopt cryptocurrency for transactional usage. In this study, all paths leading to behavioral intention were found to be significant in the hypothesized directions. In addition, all paths leading to attitude, subjective norms and perceived behavioral control were found to be significant in the hypothesized directions.

This study furthers prior literature by empirically validating the expanded TPB in the context of individuals’ intention to use cryptocurrency for transactional purposes. This study can better inform practitioners on individual attitudes and behaviors toward transactional cryptocurrency use. The findings provide regulators meaningful insights toward the development of a regulatory framework which encourages innovation while safeguarding the interests of individual citizens.

Aim: Previous research has documented the widespread use of antipsychotic drugs by nursing staff with older persons, although less is known about the knowledge that nurses actually have about these drugs. The purpose of this exploratory, descriptive study was to survey a sample of UK gerontological nurses from different work settings on their knowledge of antipsychotic drugs.Methods: An exploratory descriptive study design was utilised, whereby a sample of nursing staff was given a questionnaire developed to determine knowledge about antipsychotic drugs and their use with older persons. Questionnaires were distributed to 100 nursing staff, including registered general nurses, registered mental nurses, state enrolled nurses, nursing assistants and care assistants. Of the 100 questionnaires distributed, 62 were returned and 57 were completed substantially enough for data analysis.Results: Descriptive statistics including frequencies and means were calculated for demographic variables and the questionnaire responses. Results indicated that the use of antipsychotic drugs within the psychiatric hospital setting was substantial, with 43.7% of patients receiving antipsychotic drugs, for an average length of time of 1.8 years. Conclusions: Nursing staff participants from all three work settings revealed a number of significant knowledge gaps, particularly with regard to appropriate indications for antipsychotic drugs with older persons and the side‐effects of antipsychotic drugs. Summary: This paper adds new information regarding the use of antipsychotic drugs in the nursing care of older people.

One of the most consistent and widely discussed findings in research on citizens' attitudes toward the police is that African‐American citizens view the police less favorably than do white citizens. Frank and his colleagues, however, found that in Detroit African‐American residents held more favorable views of the police than did white residents. They suggested that as a result of “ethno‐racial political transitions” occurring in large cities attitudes toward the police of both African‐American and white residents may have changed. The current study seeks to examine this issue in Washington, DC which has undergone similar demographic and political changes.

Data for the current study were taken from a 1998 survey of households in 12 US cities conducted by the Bureau of Justice Statistics.

The results suggest that, although Washington, DC has undergone an “ethno‐racial political transition”, African‐American residents reported less satisfaction with the police than did white residents.

The study is limited by cross‐sectional data and the unique nature of politics and policing in Washington, DC. Future research using longitudinal data should consider these issues in other “transitioned” cities.

Examines African‐American and white citizens' attitudes toward police in Washington, DC.

The present study examined homicides by police officers, testing threat, community violence, and organizational hypotheses. Using UCR, SHR, Census, and LEMAS data the study extends previous research by examining the relative impact of community violence, inequality and race, and organizational characteristics on the number of killings of felons by police officers in large US cities. The findings show that measures of racial threat and community violence were related to police killings. Measures of organizational policies were largely unrelated to the number of police killings. Overall the study extends research in the area, yet it also points to a more general need for research on the effects of organizational factors on police violence.

Shaping and monitoring the behavior of street‐level officers has continued to be a difficult task for police managers, and this task may prove to be more difficult as modern departments increasingly rely on proactive law enforcement for the delivery of police services. A popular method to shape police behavior is holding officers, departments and municipalities civilly liable for street‐level behavior. While it may be assumed fear of civil litigation influences the manner in which the police interact with the public, there is little empirical evidence for this claim; in fact, the frequent use of civil liability claims is poised to have an unanticipated side effect on contemporary policing. Officers may engage in fewer proactive law enforcement activities as a way to insulate them from litigation. This study examines whether experience with and attitudes toward civil liability influence the behavior of police officers, with particular attention on officer propensity to make arrests, use force, conduct searches and initiate encounters with suspects. Multivariate results indicate attitudes toward civil liability are weak and inconsistent predictors of behavior.