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As of 2023, the total number of Nobel Prizes granted in science, technology, engineering and math (STEM) fields was roughly 622 and of those, only 26 have been awarded to women. STEM fields have historically excluded women at all levels with increasing impact at the higher levels of the career ladder (NSF, 2010). The study serves to shed light on women’s and men’s experiences of belonging in STEM fields – uncovering similarities and differences between the two groups.

The study is a qualitative phenomenology, investigating the phenomenon of belonging in STEM among 39 workers in STEM fields.

Through this qualitative study, we uncovered the similarities around the three primary ways that both men and women conceptualized belonging in these spaces – through feeling heard and contributing, through representation and through feeling safe to take risks. We also identified differences in the ways the men and women conceptualized belonging, such as women’s stronger leadership orientation, greater pull toward connection and more negative mindsets around their inclusion in STEM spaces, and men’s strong orientation toward merit and performance, lesser leadership orientation and more positive mindsets about women’s belonging in STEM fields.

The study takes a novel approach by investigating the experiences of belonging in STEM fields, bringing to light new concepts about the different ways that groups experience belonging. The study uses the Appreciative Inquiry framing of questions to highlight the peak experiences of belonging.

There are often relational interactions in teams that lead to and drive the spread of work engagement. Despite the potential social impacts on work engagement, such as coworker support and organizational citizenship behaviors within teams, they have rarely been studied from a social perspective using social network analysis (SNA). This review draws on the crossover model and conservation of resources theory to suggest that the effects of social diffusion and the exchange of resources can impact Well-Being, specifically work engagement, in teams and that SNA can help measure those social interactions. Linking several network concepts – closeness centrality, density, degree centrality, and tie strength – to work engagement propositions related to the spread of work engagement as well as the number and quality of network ties, this review elucidates the potential for integrating SNA methodology to the field of Well-Being for teams.

Mindfulness-based interventions are on the rise in workplace settings to enhance Well-Being and address work stress. Their popularity is in part due to the fact that they are often assumed to have a net positive impact on both workers’ Well-Being and organizational functioning. However, the majority of workplace mindfulness practice and research focuses on individual-level mindfulness interventions and their associated outcomes, like reduced stress. However, the modern workplace is highly dependent on positive team functioning, and the impact of mindfulness in teams is lesser known. This review differentiates individual mindfulness from team mindfulness and explores how both individual and team mindfulness impact team functioning. The authors review mindfulness and teams’ literature to understand antecedents, correlated mediators, and consequences of mindfulness in team contexts, team processes, and the boundary conditions related to mindfulness outcomes. This review adds to the budding theoretical conversation regarding mindfulness at work and contributes valuable insight into the practical applications of mindfulness in teams.

The purpose of this paper is to report on the sixth international conference on occupational stress and health.

In March 2006, the sixth international conference on occupational stress and health was held jointly by the American Psychological Association (APA) and the National Institute for Occupational Safety and Health (NIOSH) in Miami. The conference title was “Work, Stress, and Health 2006: Making a Difference in the Workplace” . Papers presented at the conference provided important insight on the growing body of diversity literature.

Specifically, researchers found that diversity plays a significant role in understanding the effects of occupational stress. Stress may be preceived differently, dealth with differently and may have different outcomes for minorities than with male Caucasians.

The session on Interpersonal violence suggested that researchers should consider the employment status and occupational level of victims. Furthermore, new research is trying to estimate the actual financial cost to organizations.

Overall, the conference was successful and provided future directions for research on diversity and occupational stress.