Use of cognitive-behavioral career coaching to reduce work anxiety and depression in public employees

BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.

What is the role of cognitive-behavioral career coaching in mitigating work anxiety and depression among public employees?

This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public sector workers often face significant psychological stressors,leading to mental health issues that impair well-being and job performance.The study employed a grouprandomized trial design,involving 120 public employees diagnosed with severe anxiety and depression.Participants were divided into a treatment group,receiving CBCC,and a control group with no intervention.Results showed a significant reduction in anxiety and depression levels in the treatment group,sustained through follow-up assessments.The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees.Future research should explore the scalability of CBCC across different sectors and cultural contexts,as well as its integration with other mental health interventions.This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being.By addressing cognitive distortions and fostering adaptive coping mechanisms,CBCC can help public employees navigate complex professional environments,ultimately contributing to a healthier and more efficient workforce.

The Impact of Supervisory Career Support on Employees’Well-Being:A Dual Path Model of Opportunity and Ability

Background:In the pursuit of fostering employees’well-being,leaders are recognized as playing a vital role.However,so far,most of the existing research has focused on leadership behavior and the superficial interaction between leaders and members but has unexpectedly ignored the specific supporting role of supervisors in the career development of employees,that is,supervisory career support.Additionally,the internal mechanism of how career support from supervisors is related to and promotes employees’wellbeing is still unclear.Based on social cognitive career theory(SCCT),this study aimed to explore whether,how,and when supervisory career support affects employee well-being by introducing the two paths of‘career prospect’and‘career confidence.’Methods:During July 2023,this study employed a cross-sectional design.We gathered participants from corporate situated in Southern China.Results:Results based on a large sample of 14,533 employees showed that supervisory career support was positively related to employees’well-being through the dual path of career prospects(opportunity)and career confidence(ability).Employees high in proactive personality experienced the above positive effects most.Conclusion:This study provides meaningful implications for managers to implement personalized support strategies to improve employees’well-being.

Research on Work-Life Balance of Female Employees

Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.

法舒地尔缓解β-淀粉样蛋白1-42诱导的SH-SY5Y细胞凋亡

背景:法舒地尔对阿尔茨海默病小鼠脑内的线粒体动力学有调节作用,并且可以抑制神经炎症,但能否调节线粒体自噬和NLRP3炎症小体进而减轻β-淀粉样蛋白毒性尚不清楚。目的:探究法舒地尔对β-淀粉样蛋白1-42诱导的人源神经母细胞瘤细胞株SH-SY5Y凋亡和线粒体自噬以及NLRP3炎症小体的调节作用。方法:将SH-SY5Y细胞接种于孔板内,细胞贴壁后分3组干预:对照组不加入任何药物,模型组加入20μmol/L β-淀粉样蛋白1-42,法舒地尔组同时加入20μmol/L β-淀粉样蛋白1-42与15 mg/L法舒地尔,干预24 h后,采用MTT法检测细胞活性,TUNEL染色检测细胞凋亡,qRT-PCR和Western blot检测凋亡相关蛋白表达,免疫荧光染色和Western blot检测线粒体自噬相关蛋白表达,免疫荧光染色和Western blot检测NLRP3炎症小体相关蛋白表达。结果与结论:(1)与对照组比较,模型组细胞活性降低、凋亡率升高(P<0.05);与模型组比较,法舒地尔组细胞活性升高、凋亡率降低(P<0.05);(2)qRT-PCR和Western blot检测结果显示,与对照组比较,模型组细胞Bax mRNA与蛋白表达升高(P<0.05),Bcl-2 mRNA与蛋白表达降低(P<0.05);与模型组比较,法舒地尔组细胞Bax mRNA与蛋白表达降低(P<0.05),Bcl-2 mRNA与蛋白表达升高(P<0.05);(3)免疫荧光染色和Western blot检测结果显示,与对照组相比,模型组细胞PINK1、帕金森病蛋白和LC3蛋白表达降低(P<0.05),p62蛋白表达升高(P<0.05);与模型组相比,法舒地尔组细胞PINK1、帕金森病蛋白和LC3蛋白表达升高(P<0.05),p62蛋白表达降低(P<0.05);(4)免疫荧光染色和Western blot检测结果显示,与对照组相比,模型组细胞NLRP3、ASC、Caspase-1和白细胞介素1β蛋白表达升高(P<0.05);与模型组相比,法舒地尔组细胞NLRP3、ASC、Caspase-1和白细胞介素1β蛋白表达降低(P<0.05);(5)结果表明,法舒地尔可以减轻β-淀粉样蛋白1-42诱导的SH-SY5Y细胞凋亡,其机制可能与激活线粒体自噬且抑制NLRP3炎症小体激活有关。

自旋-轨道耦合作用下极化激元凝聚中的调制不稳定性

利用线性稳定性分析方法,对存在自旋-轨道耦合(SOS)作用的二维极化激元玻色-爱因斯坦凝聚(BEC)系统中的调制不稳定性(MI)进行了研究.分析了组分内部,组分之间以及SOC相互作用对系统调制不稳定性的影响.结果显示,当系统内部不存在SOC作用,组分之间的相互作用为0,组分内部存在排斥作用时,不会出现调制不稳定性,组分内部存在吸引作用时,会出现调制不稳定性,并且调制不稳定性区间长度随吸引作用的增强而增加;组分之间相互作用不为0时,组分之间的相互作用以平方形式出现,其正负不会对调制不稳定性产生实质性影响.存在SOC相互作用时,SOC相互作用会引起增益谱曲线的不规则振荡,破坏原来的调制不稳定性区间.

双偶氮苯-二苯并[b,i]噻蒽-[2,3-b]苯-5,7,12,14-四酮衍生物分子的二阶非线性光学性质

使用密度泛函理论(DFT)M06-2X方法、采用6-311+g(d,p)基组,分别对26个双偶氮-二苯并[b,i]噻蒽-[2,3-b]苯-5,7,12,14-四酮衍生物分子进行结构优化与频率计算;使用含时密度泛函理论(TD-DFT)TD-M06-2X方法计算了a1~d6分子的前线分子轨道与电子吸收光谱,采用有效场FF方法研究了二阶非线性光学性质(NLO).研究结果表明,26个噻蒽四酮类衍生物分子的能隙在1.33—2.02 eV范围,归属于有机半导体;最低能量吸收峰波长在601.8~609.5nm范围;在增大分子的二阶非线性光学系数β_(μ)(或β_(0))值方面,含相同偶氮苯基团或含不同偶氮苯基团分别引入到二苯并[b,i]噻蒽-[2,3-b]苯-5,7,12,14-四酮分子两侧的2,10位优于2,9位,在2,10位分别端接含推、拉基团的偶氮苯优于含相同给电子基团的偶氮苯.在偶氮苯苯环对位分别端接强吸电子基(-NO_(2))与强供电子基(如-N(CH_(3))_(2)、-N(Ph)_(3)、-N-苯基咔唑等)可增强体系的二阶非线性光学性能,获得性能良好的非线性光学材料.

Prevalence and risk factors of dry eye disease in young and middle-aged office employee:a Xi’an Study

AIM:To estimate the prevalence of and risk factors for dry eye disease(DED)in young and middle-aged office employee in Xi’an.METHODS:This cross-sectional study of the prevalence of and risk factors for DED investigated 486 young and middle-aged Chinese office employee in Xi’an.DED symptoms and potential risk factors were assessed using the ocular surface disease index combined with a risk factors questionnaire,and tear function was evaluated using the tear film break-up time and Schirmer’s test.Possible risk factors for DED were estimated by binary Logistic regression analysis.RESULTS:DED was diagnosed in 100 females and 96 males,giving a prevalence of 40.3%[95%confidence interval(CI)=36.0%-44.7%].The multivariate binary Logistic regression model indicated that the possible risk factors for DED were being female(OR=1.592,95%CI=1.034-2.451,P=0.035),being aged≥40 y(OR=1.593,95%CI=1.034-2.454,P=0.035),using a VDT daily for>6 h(OR=1.990,95%CI=1.334-2.971,P=0.001),the presence of central air conditioning(OR=1.548,95%CI=1.053-2.276,P=0.026),and self-reported dryness of the mouth and nose(OR=1.589,95%CI=1.071-2.357,P=0.021).CONCLUSION:There is a high prevalence of clinically diagnosed DED in young and middle-aged video displayterminal(VDT)users.Interventions against the modifiable risk factors should be taken to prevent the occurrence and development of DED in this population.

Management Practices:Shaping Employee Satisfaction and Commitment in Large German Companies

The rapid evolution of the political,economic,and social landscape has generated increased interest in understanding the contextual application of management styles and behaviours toward employees.In this context,organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals.Therefore,this study aims to investigate the prevailing and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.To achieve the research objective,the study will employ a qualitative method to explore management behaviours toward employees.Data were collected through interviews with randomly selected managers from different companies and departments.The study aims to uncover discrepancies or variations in employee expectations regarding management behaviour.The findings will provide a better understanding of the most prevalent and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.The results will be valuable to management in adopting suitable leadership styles and improving employee satisfaction,leading to increased productivity and organizational performance.The research will contribute to the existing body of knowledge in the field of management and human resource management by providing insights into the impact of management behaviours on employees.It will also offer recommendations to management on how to enhance employee satisfaction and job commitment,leading to improved organizational performance.In conclusion,this study will investigate the prevailing management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’pro-environmental behaviors.However,the extant literature has either ignored or not fully examined various factors(e.g.,negative or positive non-green workplace factors)that might affect employees’pro-environmental behaviors.Realizing these voids,the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity,emotional exhaustion,met expectations,and proactive pro-environmental behavior.We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China.After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30,the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences.The findings delineated support for the hypothesized associations.Specifically,emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior.More importantly,emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior.These findings have important theoretical implications as well as significant implications for diminishing job insecurity,managing emotional exhaustion,increasing met expectations,and enhancing ecofriendly behaviors.

A Study on the Problem of Employee Punch Card Substitution in Enterprise Management:The Case of Jingdong Enterprise

With economic progress and the continuous advancement of science and technology,the issue of employees substituting punch cards has gradually become a significant challenge in enterprise management.The purpose of this paper is to discuss the causes,effects,and countermeasures of the employee punch card phenomenon,with the aim of providing effective management recommendations for Chinese enterprises.In practice,enterprises should flexibly apply the countermeasures proposed in this paper according to their specific circumstances to prevent substitute punch card incidents and improve overall management efficiency.

Effectiveness of China's Labor Contract Law——Evidence from China Employer-Employee Survey

Using micro-level data from China Employer-Employee Survey(CEES), this paper conducts an empirical analysis of firms' heterogeneous characteristics in the implementation of the Labor Contract Law and its effects on employees. Our findings are as follows: With China's economic development, firms more proactively implement the Labor Contract Law, resulting in a higher percentage of employees with labor contracts. Labor contracts significantly increase the probability of employees in receiving social insurances, such as pension, health, unemployment, work injury and birth insurances, and have a significantly positive effect on wage income. Longer term of labor contract corresponds to stronger employment protection, and such an effect is highly robust. Larger firms with higher capital-labor ratios have better results in implementing the Labor Contract Law. And employees of private and labor-intensive firms have poorer coverage of employment and social protection; such firms should be given focal attention in the law's implementation.

Study on Employee-sharing in China

Labor shortages caused by an aging population and falling fertility present an obstacle to China’s modernization drive.Since the limited labor resources take time to increase,employee-sharing as a collaborative and innovative mode of employment represents a novel strategy for addressing the sharp declines in the working-age population and labor supply.Based on the theories of the sharing economy,gig economy,and skills economy,this paper develops a systematic framework for employee-sharing and explains its significance for the country,employers,and individuals in light of flexible employment and employee-sharing practices.At the national level,we advocate transforming the identity of employees from“corporate assets”to“social assets”,their labor relationship from“dependence on employers”to“independent social members”,and their teams from“corporate governance”to“labor union governance”.At the corporate level,we recommend that businesses streamline fixed-term workforce and transform themselves into platform-connected social entities.At the individual level,we establish a basic framework for employee-sharing to expand employee income sources and improve the social protection system,and elaborate on its significance for the country,employers,and individuals.The employee-sharing mechanism can be adopted step by step by resolving issues such as employee labor contract termination and management of shared employees.This gradualist strategy seeks to create a mode of employee-sharing that is feasible and in line with current trends for the benefit of the country,employers,and employees,and to contribute a Chinese solution and perspective to the global question of labor recruitment.

Voice More and Be Happier: How Employee Voice Influences Psychological Well-Being in the Workplace

The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.

Effect of Positive Workplace Gossip on Employee Silence: Psychological Safety as Mediator and Promotion-Focused as Moderator

The development of electronic information technology has made workplace gossip more ubiquitous.As a part of interpersonal communication on informal occasions,positive workplace gossip affects individuals’mood,cogni-tion,and behaviors.In light of this and based on the Social Interdependence Theory,the study proposed that positive workplace gossip has a negative effect on employee silence,and psychological safety mediates this rela-tionship.In addition,the promotion-focused moderates the relationship between psychological safety and employee silence.Based on a two-wave sampling design from 311 innovative enterprises employees,the results of Structural Equation Model by AMOS 22.0 and Mplus 7.0 supported all the hypotheses.Results revealed that positive workplace gossip can decrease the employee silence through the mediating role of psychological safety and moderating role of promotion-focused.Thesefindings provided theoretical implications and practical sugges-tions for enterprise managers to create positive communication climate to reduce employee silence.

Could Acceptance Predict Commitment in Organisational Change？ Impact of Changes Caused by Succession From the Viewpoint of Non-family Employees in Small Family Firms

Family business predecessor announced to staff that with his son, he is going to commence a succession process in the family firm. Two of the key employees rose and announced their intention to leave the company after the predecessor passed leadership of the firm to successor. In a firm with a total number of nine employees, such a situation can prove catastrophic. Why did these employees react that way？ What is behind their motivation？ Using these two employees as examples, this study discusses the elements which influence the development and continuance of employees＇ organisational commitment. Inspired by the example, this study gives answers by means of qualitative research methods to the following research questions： Could acceptance predict the development and continuation of organisational commitment during a process of organisational change and how do the concepts of psychological acceptance adaptation and organisational commitment link together in employee cognitive processing during organisational change？ The empirical setting of this study includes seven small family fLrms and the study has carded out an overview of family business succession （FBS） from the viewpoint of non-family employees in Finnish and Irish family firms. Results of the study indicate how employees＇ commitment forms and changes during a certain change process. A key element for development and the continuance of commitment is acceptance. As an outcome of this paper, a new model will be developed where acceptance, adaptation, and commitment （AAC-model） are combined, in essence, three dimensions （functional, legal-economic, and psychological） of changes in FBS.

足部位置和座椅高度对脑瘫儿童坐-站转移下肢运动学和动力学参数的影响

背景:足位和座椅高度是影响“坐-站转移”的重要因素,但目前对“坐-站转移”动作的研究多侧重于健康人群和帕金森患者,痉挛型脑瘫儿童在不同座椅高度和足部位置下执行“坐-站转移”任务中的下肢运动学和动力学特征尚未可知。目的:探究不同足部位置及座椅高度对脑瘫儿童执行“坐-站转移”任务过程中下肢运动学和动力学参数的影响。方法:选择7名痉挛型脑瘫儿童作为研究对象,对其进行6个任务即3种座椅高度(高、中、低凳)×2种足位(前、后足位)的“坐-站转移”动作测试,采集脑瘫儿童在不同足位和座椅高度下“坐-站转移”时的运动学和动力学数据。结果与结论:(1)时间特征结果表明,相较于低凳条件,脑瘫儿童在高凳条件下进行“坐-站转移”任务所需总时间显著减少(P=0.046);(2)动力学结果表明,抬离瞬间,双足后位条件下的膝关节屈曲力矩显著大于双足前位条件(P=0.049);相较于中凳条件,在高凳条件下膝关节屈曲力矩显著减小(P <0.001);(3)结果提示抬高座椅高度和改变足位条件均对痉挛型脑瘫儿童的“坐-站转移”表现有影响,在高凳双足后位条件下儿童使用较小的运动补偿就可以完成坐站动作;同时高座椅可作为痉挛型脑瘫儿童增强“坐-站转移”表现的辅助工具,高凳双足后位条件更有助于脑瘫儿童“坐-站转移”动作的完成。

Revitalization of the Mangistau-Munai Project by the Tuha Oilfield Company -Overseas Petro-employees＇ Sidelights

A group of hard-working and diligent ＂angels＂ abroad In Kazakhstan, a beautiful and oil-rich country 1500 km from Urumchi, Xinjiang, there lives a group of hard-working but happy Chinese petro- employees, who are involved in the construction of China-Kazakhstan oil and gas Silk Road. They are researchers from the Exploration and Production Research Institute of the Tuha Oilfield Company,

A Fuzzy Approach for an IoT-Based Automated Employee Performance Appraisal

The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.