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Anecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study investigated two forms of passion, harmonious and obsessive passion, as resources that may indirectly predict two forms of burnout, disengagement and exhaustion, through the mediator of job stress.

The authors tested their hypotheses in a mediation model using a sample of nurses surveyed at three timepoints during the COVID-19 pandemic.

As hypothesized, harmonious passion indirectly decreased disengagement and exhaustion by decreasing job stress. Contrary to authors’ hypotheses, obsessive passion also indirectly decreased (rather than increased, as hypothesized) both disengagement and exhaustion by decreasing job stress. Harmonious, but not obsessive, passion, was significantly negatively directly related to disengagement and exhaustion.

Data were collected during the COVID-19 pandemic, which may have impacted nurses’ work environments and their willingness to respond.

This study extends conservation of resources theory to conceptualize harmonious and obsessive passion as resources with differing outcomes based on their contrasting identity internalization, per the Dualistic Model of Passion. This study also operationalizes burnout more comprehensively by including cognitive and physical exhaustion along with emotional exhaustion, as well as disengagement. By collecting responses at three timepoints, this study provides a more robust test of causality than previous work examining passion and burnout.

The purpose of this study is to understand how applicant gender may interact with recruiter and organizational characteristics to affect organization attraction. Interpreting characteristics of individuals (e.g., recruiters) and organizations requires some degree of interpersonal sensitivity. Evidence shows that women are generally more skilled in this area than men, but women’s skills are not stronger when evaluating characteristics that are male relevant (e.g., dominance, status).

This study used an experimental between-subjects design in one sample of undergraduate students and one sample of working adults to explore the interaction of applicant gender with two known predictors of organization attraction: recruiter competence and hiring firm reputation.

As hypothesized, there was a significant interaction between recruiter competence and applicant gender on organization attraction in both samples. Contrary to the hypothesis, there was a significant interaction between hiring firm reputation and applicant gender in the sample of working adults, but not the sample of undergraduate students.

Results suggest that firms wishing to increase the number of women in their workforces should be particularly mindful of how they select and train recruiters as well as how positively their reputation is perceived by potential job applicants.

These results suggest that there may be gender differences in how applicants perceive and react to a variety of factors during the recruitment process that previous research has not considered.

Stress and the military go hand-in-hand, particularly in combat environments. While some personality traits or types weaken relationships between stress and performance, others, such as psychopathy, may strengthen them. In the present chapter, we consider the ramifications of individuals with high levels of psychopathy or psychopathic tendencies in the military with regard to both their own stress and performance and that of those around them. We discuss different reactions to psychological and physical stress, as well as the implications of psychopathic tendencies as they relate to current military issues, including gender, leadership, teamwork, turnover, post-traumatic stress disorder, and suicide. By juxtaposing relevant research findings on stress and psychopathy, we conclude that psychopathic tendencies should have neither uniformly negative nor positive effects on stress and performance in the military. Rather, effects on such individuals and the peripheral others with whom they interact will likely vary greatly depending on numerous factors.

Sayings like “Do what you love, and you’ll never work a day in your life” epitomize Western society’s emphasis on both the importance and assumed positive nature of passion for work. Although research has linked passion and increased well-being, growing anecdotal evidence suggests the potential for negative individual outcomes of work passion, including decreased well-being and increased stress and burnout. In the present chapter, the authors integrate the Dualistic Model of Passion (which consists of harmonious and obsessive passion), identity theory, and identity threat to describe the paradox of passion, in which individuals overidentify with the target of their passion (i.e., work), resulting in the “too much of a good thing” effect driven by excess passion of either type. The authors thus provide a novel theoretical lens through which to examine the different reactions that individuals may enact in response to threats to passion-related identities, including how these responses might differentially impact well-being, stress, and burnout. The authors conclude by offering future directions for research on the paradox of passion.

The rapid proliferation of mobile context aware applications has resulted in an increased research interest towards developing specialized context data management strategies for mobile entities. The purpose of this paper is to aim to develop a new way to model mobile entities and manage their contexts accordingly.

This paper proposes the concept of “Mobile Space” to model mobile entities and presents strategies to manage the various contexts associated therein. To handle availability related issues, two system services are designed: the “Availability Updating Service” which is an identifier based mechanism and is designed to keep track of mobile objects and handle availability related issues, and the “Application Callback Service” which is a publish/subscribe based mechanism to handle application disruptions and interruptions arising due to mobility.

The paper presents a detailed study of the proposed framework and a description of the underlying services and the components therein to validate the framework. Experimental results carried out in WiFi and 3G environments indicate that the proposed techniques can support mobile applications and minimize application disruptions with minimal overhead.

The proposed context management framework is generic in nature and is not designed for a specific class of applications. Any mobile context aware application can leverage on the framework and utilize the provided functionalities to manage application disruptions. Also, the decoupling of mobile application layer and the underlying context data management layer renders context data management layer transparent to the application design.

Autistic individuals are employed and access higher education opportunities at significantly lower rates than their nondisabled peers (US Bureau of Labor Statistics [BLS], 2023; Newman, 2015). Schools are an optimal setting for intervention as most individuals access the school setting. However, traditional support to facilitate postsecondary transition effectively, such as transition plans, is currently lacking (Greene, 2018; Hughes et al., 2023). The authors of the present chapter conducted a systematic review to identify school-based interventions available for autistic youth intended to support the transition from high school to higher education, entrepreneurship, and employment. The data extraction methods used by the authors identified 19 articles on interventions. Across all studies, the authors found variation in the extent to which researchers addressed entrepreneurial skills and identified two key skill development areas across different intervention modalities: employability skills and interpersonal communication skills. Based on these results, the authors discuss available school-based programming intended to prepare autistic youth for postsecondary careers and entrepreneurial opportunities and the implications of existing interventions for practitioners and researchers interested in improving outcomes for autistic students as they transition to the workplace, particularly entrepreneurial endeavors.

An analysis of the way the bureaucratic management system responded to the Tsunami disaster of December 26, 2004 was repeated in handling of the aftermath of Hurricane Katrina in the USA at the end of 2005. This research note aims to follow up on the original paper “Bureaucracy meet catastrophe: analysis of the Tsunami disaster relief efforts and their implications for global emergency governance”, to be published in early 2006. It again highlights the severe shortcomings of the bureaucratic model as a paradigm for responding to situations in which the magnitude of the system's task is overwhelmingly complex and the timing process is bounded by urgency.

Evidence of the findings for this research is driven by primary references, namely news reports and web site information provided in the aftermath of the fall 2005 hurricane.

Like in the Tsunami disaster, the reports from Hurricane Katrina highlight the key problems of bureaucratic management including slow decision making, inability to absorb and process outside information, and escalation of commitment to failed courses of action.

Suggestions for future research are provided.

It is this very requirement (absorbing and processing outside information and escalation of commitment to failed initial courses of action) which may undermine all relief efforts when such a high magnitude event occurs.

The tragic irony of this analysis is that most emergency relief organizations of the proper size and complexity to effectively deal with “shocking” events must work within the bureaucratic systems created by large federal relief organizations (such as FEMA) as the “price” for staying in operation.