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Hand hygiene (HH) reduces infections in hospitalised neonates and infants. The benefits of HH may be compromised by poor compliance by healthcare workers (HCW). We carried out a synthesis of two qualitative evidence syntheses (QES) to explore HCWs' perceptions of interventions to improve HH compliance (HHC) by health workers to prevent infections in hospitalised neonates and infants in Sub-Saharan Africa. We identified one existing QES - Chatfield 2017 - but identified gaps related to settings, scope and date of last search. To address these gaps, we carried out a new QES focused on studies from secondary and tertiary hospitals in Sub-Saharan Africa, published since 2015. We searched CINAHL, Embase, PubMed and African Journals Online. We carried out a thematic analysis and applied GRADE-CERQual to assess our confidence in the findings. We thereafter developed a novel approach to synthesise the findings of the two QES, using the qualitative evidence domains of the GRADE Evidence-to-decision framework. Finally, we reassessed our confidence GRADEings for each synthesised finding. Our synthesis of QES encompasses 37 publications (35 from Chatfield and 2 from our QES). It highlights that HH training and education, and reminders and communication interventions are acceptable to HCWs. However, they feel that the content, scope and/or target audience of these interventions should be enhanced to improve HHC (e.g. to include all staff and practical training). Findings on the acceptability of audit and feedback interventions are mixed, suggesting variations across settings. Our synthesis also highlights key institutional and environmental factors that can enhance HHC interventions. Main findings: Hand hygiene compliance training and reminders in hospitals seem acceptable to healthcare workers, although institutional and environmental barriers may affect their feasibility locally and there is limited evidence from Sub-Saharan Africa.Added knowledge: This synthesis provides up-to-date evidence on the acceptability, feasibility, equity impacts of hand hygiene compliance interventions in Sub-Saharan African hospitals and on considerations for their implementation.Global health impact for policy and action: The synthesis findings have been used to inform the development of national guidelines in Nigeria. They may also be useful for informing hand hygiene compliance intervention guidelines and implementation in other countries of the region.

BACKGROUND: By the end of 2023, it was estimated that over 473 million children were living in areas affected by armed conflict globally. In these settings, adolescents are at heightened risk of experiencing multiple forms of violence. While parenting interventions are a promising strategy that can equip parents with skills and practices to prevent violence against children, little is known about desired content of parenting interventions for caregivers of adolescents in conflict settings. This qualitative study aims to address this gap through participatory methods with adolescents and parents in a setting of co-occurring conflict and displacement. The study is situated in the development phase of the Medical Research Council (MRC) framework for developing and evaluating complex intervention. METHODS: Same-sex participatory workshops were conducted with n = 73 participants: n = 37 parents, n = 16 adolescent boys and n = 20 adolescent girls living in Ituri province of the Democratic Republic of Congo. Workshops explored perception of the burden of violence among adolescents, the experience of parents living in a conflict setting, associated changes in parenting practices, and proposals on content for parenting interventions to reduce violence against adolescents. The study applied reflexive data analysis and grouped themes corresponding to the research question. RESULTS: Parents and adolescents perceive parenting interventions as a strategy that may contribute to reducing different forms of violence experienced by adolescents. Majority of content in existing parenting interventions were nominated by adolescents and by caregivers. Nine components/themes were identified by participants as important for inclusion in a parenting intervention. Three themes related to experiences of violence, three themes related to healthy relationships and three themes related to strategies for parents to manage their conduct, skills, and their mental health. While the parenting content proposed as relevant for participants in a conflict setting mirrors content from non-conflict settings, the findings illustrate the necessity to tailor interventions to strengthen the adolescent-parent relationship and address family violence. CONCLUSION: The findings can inform researchers, policy makers and practitioners working with adolescents and parents in conflict settings on what content to adapt, newly develop or replicate to evaluate and implement evidence-based parenting interventions.

Reports an error in "Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators" by Christina Breuer, Joachim Hüffmeier and Guido Hertel (Journal of Applied Psychology, 2016[Aug], Vol 101[8], 1151-1177; see record 2016-25877-001). In the article, the formula used to calculate t values to examine categorical moderators for the association between team trust and task performance is incorrect. This error is reflected in Table 3. The corrected Table 3, including the correct t values, is present in the erratum. These errors affect five of the conclusions reached regarding statistically significant subgroup differences. There are no statistically significant differences in the relationship between team trust and task performance based on comparing (a) Ftf and VT, (b) team interactions documented versus not documented, (c) Ftf teams with and without team interactions documented, (d) VT with and without team interactions documented, and (e) cross-sectional data and longitudinal data. In particular, the conclusions reached and practical implications discussed regarding the importance of considering electronically mediated collaboration (Ftf vs. VT) and documentation of team interactions (overall effects of documentation vs. no documentation; documentation vs. no documentation within Ftf teams and VT) in the context of how team trust relates to task performance reported are not supported by the study findings. That is, when the computational errors were corrected, type of team (Ftf vs. VT), documentation (present vs. absent), as well as documentation within each type of team (Ftf, VT), and research design (cross-sectional vs. longitudinal data) were no longer statistically significant moderators of the meta-analytic effect size for team trust and task performance. All three authors do not agree with this correction. In addition, the second and third sentences in Footnote 12 are incorrect. (The following abstract of the original article appeared in record 2016-25877-001). Team trust has often been discussed both as requirement and as challenge for team effectiveness, particularly in virtual teams. However, primary studies on the relationship between trust and team effectiveness have provided mixed findings. The current review summarizes existing studies on team trust and team effectiveness based on meta-analytic methodology. In general, we assumed team trust to facilitate coordination and cooperation in teams, and therefore to be positively related with team effectiveness. Moreover, team virtuality and documentation of interactions were considered as moderators of this relationship because they should affect perceived risks during teamwork. While team virtuality should increase, documentation of interaction should decrease the relationship between team trust and team effectiveness. Findings from 52 studies with 54 independent samples (representing 12,615 individuals in 1,850 teams) confirmed our assumptions. In addition to the positive overall relationship between team trust and team effectiveness criteria (ρ = .33), the relationship between team trust and team performance was stronger in virtual teams (ρ = .33) as compared to face-to-face teams (ρ = .22), and weaker when team interactions were documented (ρ = .20) as compared to no such documentation (ρ = .29). Thus, documenting team interactions seems to be a viable complement to trust-building activities, particularly in virtual teams. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

The literature on resilience has focused predominantly on the consequences of resilience for the resilient individuals themselves. Yet, current theorizing on workplace events suggests that the critical and eye-catching nature of demonstrating resilience is likely to draw the attention of other employees. We explore these interpersonal dynamics surrounding resilience by developing and testing a model that delves into the consequences of employees observing their coworkers' resilience. Drawing from social comparison theory, we explain how observing resilience is related to both positive (inspiration) and negative (anxiety) social comparison emotions, based on perceptions of similarity with the resilient individual. We further theorize about the downstream consequences of these emotions for the observer's attitudes (positive mindset about stress) and behavior (adaptive performance). Across a combination of lab and field studies, we found that observing resilience is related to feelings of anxiety when the observer perceives themselves as being dissimilar to the resilient individual. However, the significant positive effect of observing resilience on inspiration was not conditional upon similarity perceptions. In turn, these feelings of inspiration and anxiety were associated with the observer having a more, or less, positive attitude toward stress, respectively, which was ultimately related to helping or hindering their adaptive performance in the workplace. We discuss how our research provides a rich avenue for future studies on the social dynamics surrounding employee resilience. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

BACKGROUND: A single multi-country study in sub-Saharan Africa (SSA) conducted nearly two decades ago reported that caesarean section (C-section) delivery was associated with reduced subsequent childbearing. To address the gap created by the lack of recent regionally representative evidence that reflects changes in access to surgical delivery, maternal health systems, and fertility-related attitudes, we assessed the association between having ever had a C-section and subsequent fertility outcomes. METHODS: The study used the most recent data from the Demographic and Health Surveys (DHS) of 30 countries in SSA conducted between 2013 and 2024 (n = 790,139). The study used two outcome variables: (i) the number of children ever born and (ii) the desire/preference for another child. The independent variable is whether the respondent has ever had a C-section birth. The first analysis applied a negative binomial regression to examine the association between C-section births and the number of children born. The second analysis applied multivariable binary logistic regression to analyse the association between C-section births and the desire to have more children. RESULTS: The mean number of children for each woman is 3.60 (95% CI:3.56–3.61). Chad had the highest mean number of children born (4.61, 95% CI:4.56–4.66) whereas Lesotho had the lowest mean number of children born (2.09, 95% CI:2.02–2.16). The results show that women who have ever had a C-section birth are 8% less likely to have more children compared to those who have not had a C-section birth (IRR = 0.92, 95% CI: 0.91–0.93). Also, higher levels of education are associated with a lower likelihood of having more children, particularly for those with higher education (IRR = 0.51, 95% CI: 0.50–0.52) compared to those with no education. CONCLUSION: These findings highlight the need for focused and practical interventions to offer counselling to mothers during perioperative, pre-operative, and post-operative periods to enhance understanding of C-section and their potential implications on future fertility. Providing women with clear and practical information during prenatal and antenatal visits can help them better understand the medical reasons for C-sections, as well as the potential risks associated with having many children.

Reports an error in "Build or buy? The individual and unit-level performance of internally versus externally selected managers over time" by Philip S. DeOrtentiis, Chad H. Van Iddekinge, Robert E. Ployhart and Tom D. Heetderks (Journal of Applied Psychology, 2018[Aug], Vol 103[8], 916-928; see record 2018-16525-001). In the article, in Table 1, most of the values in the columns for Variables 2 and 3 were incorrectly transposed. The columns with the corrected values are shown in the erratum. (The following abstract of the original article appeared in record 2018-16525-001). At some point, hiring managers in all organizations face the decision of whether to fill open positions with internal candidates (e.g., through promotions) or to hire external candidates (e.g., from competitors or new entrants into the labor market). Despite this ubiquitous choice, surprisingly little research has compared the effectiveness of internal and external selection or has identified situations in which 1 approach may be better than the other. The authors use theory on human capital resources to predict differences between internal and external hires on manager- and unit-level outcomes. Analysis of data from a quick-service retail organization (N = 3,697) suggested that internally hired managers demonstrated higher levels of individual job performance and commanded lower starting salaries than externally hired managers. At the unit-level, operations led by internal hires demonstrated higher performance on organization-specific criteria (i.e., service performance), whereas no internal-external differences were found on more general criteria (i.e., financial performance). They also found some evidence that differences in unit service performance decreased over time (but did not diminish completely) as external hires improved at a slightly faster rate than internal hires. Overall, these findings underscore the complexity of the recurring "build or buy" decision. The results also suggest that internal hires generally outperform external hires, both individually and collectively, and they do so for less money. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Reports an error in "When ethical leader behavior breaks bad: How ethical leader behavior can turn abusive via ego depletion and moral licensing" by Szu-Han (Joanna) Lin, Jingjing Ma and Russell E. Johnson (Journal of Applied Psychology, 2016[Jun], Vol 101[6], 815-830; see record 2016-06820-001). In the article, several root-mean-square error of approximation (RMSEA) values were incorrectly reported. The authors no longer have access to the data to verify against the original output but confirmed that corrections were required after manual recalculations. In all cases, the correct RMSEA is higher than what is reported in the published article. On page 820 (Study 1, Mediating Mechanisms section), the correct RMSEA value is .089, 90% confidence interval (CI) [.008, .160], for the single-factor model, χ² (5) = 11.18, comparative fit index (CFI) = .99, standardized root-mean-square residual (SRMR) = .02. Also, on page 820 (Study 1, Results section), the correct RMSEA value is .076, 90% CI [.068, .084], and the correct CFI is .90 for the five-factor measurement model, χ² (424) = 790.34, SRMR = .06. Based on these corrected values, this a priori five-factor measurement model provided an adequate fit to the data. On page 821 (Study 1, Results section), the correct RMSEA value is .096, 90% CI [.067, .126], for the hypothesized path model, χ² (29) = 69.37, CFI = .93, SRMR = .06. On page 823 (Study 2, Results section), the correct RMSEA value is .078, 90% CI [.031, .121], for the hypothesized path model, χ² (19) = 33.62, CFI = .93, SRMR = .06. These corrections did not alter any of the article's conclusions. (The following abstract of the original article appeared in record 2016-06820-001). The literature to date has predominantly focused on the benefits of ethical leader behaviors for recipients (e.g., employees and teams). Adopting an actor-centric perspective, in this study we examined whether exhibiting ethical leader behaviors may come at some cost to leaders. Drawing from ego depletion and moral licensing theories, we explored the potential challenges of ethical leader behavior for actors. Across 2 studies which employed multiwave designs that tracked behaviors over consecutive days, we found that leaders' displays of ethical behavior were positively associated with increases in abusive behavior the following day. This association was mediated by increases in depletion and moral credits owing to their earlier displays of ethical behavior. These results suggest that attention is needed to balance the benefits of ethical leader behaviors for recipients against the challenges that such behaviors pose for actors, which include feelings of mental fatigue and psychological license and ultimately abusive interpersonal behaviors. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Despite research on the workplace challenges of pregnancy, there has been notable inattention toward those struggling to become pregnant-women experiencing infertility (one of the most stressful and life-altering experiences women endure that affects around 13% of women of childbearing age). From the perspective of transactional stress theory, a coping response that addresses the cause of infertility (assisted reproductive technology treatment, ART) should reduce anxiety. However, for millions of working women coping with infertility via treatment, their anxiety persists, with consequences for occupational prestige and income. This divergence between scholarly consensus on coping and the lived experience reflects a puzzle with theoretical, practical, and societal implications. To reconcile this, we explain that the consensus is misaligned with the fundamental tenets of transactional stress theory. We posit that the cost of treatment creates a context whereby its efficacy for coping is hindered-a phenomenon called financial toxicity. We hypothesize that insurance may detoxify infertility treatment and reduce anxiety as predicted. Across two studies (an Australian longitudinal panel data set [N = 2,728] and a cross-sectional U.S. survey [N = 192]), we triangulate tests of our hypotheses and find support for our arguments. We discuss implications for transactional stress theory and illustrate how scholars can expand their conceptualization of coping to consider its potential toxicity. We further call attention to the critical societal and public policy implications of our findings, and we provide a roadmap with clear and actionable solutions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Depression and anxiety are common mental health problems among female adolescents worldwide, with higher prevalence rates in Sub-Saharan Africa (SSA). Existing reviews indicate that psychosocial interventions can reduce depression and anxiety in adolescents in SSA. However, no review has been conducted to examine the effectiveness of these interventions for female adolescents specifically. The primary aim of this study is to systematically review psychosocial interventions for depression and anxiety among female adolescents in SSA. A systematic search will be conducted across eight electronic databases-Medline, PubMed, PsycINFO, PsycArticles, Scopus, Cochrane Controlled Register of Trials (CENTRAL), Embase and Web of Science-to identify studies that meet the eligibility criteria. The study selection process will follow the PRISMA guidelines, and will be conducted in Covidence. The quality of the selected studies will be assessed using the Mixed Methods Appraisal Tool. A meta-analysis and narrative synthesis will be applied to the included studies. To complement the findings of the systematic literature review, the lived experience synthesis will be conducted. We will consult the Youth Advisory Group (YAG) composed of up to 10 young females with lived experience of depression and/or anxiety from SSA to get their perspectives, views, and suggestions on the results and dissemination of the prospective systematic review findings. Findings from the review will inform government policies addressing female adolescent mental health problems in Sub-Saharan Africa. It will also inform future research by identifying gaps regarding the effectiveness of psychosocial interventions for female adolescents. Given the existing gender differences in adolescent mental health, it is imperative to synthesise evidence on the effectiveness of these interventions specifically for female adolescents. PROSPERO CRD420251059110.

Working parents constitute a substantial segment of the workforce. Nevertheless, misconceptions surrounding how parental role impacts working parents, particularly working mothers, have perpetuated stigma and workplace discrimination. To better understand the contributions of parents in professional contexts, we developed the construct of family-centered symbolic meaning of work (FCSMW), which captures individuals' cognitive orientation to construe work meaning through its symbolic relevance to family. Specifically, it refers to individuals' perception of their work as a vehicle for expressing their professional ethics and principles to their family and serving as role models. We then draw upon self-construal theory to theorize that, in comparison to nonparents, working parents are more likely to develop higher FCSMW. We further posit that the positive association between parental status and FCSMW is more pronounced for women than for men. Additionally, we argue that FCSMW positively correlates with employees' display of exemplary behaviors at work, such as increased work effort and organizational citizenship behavior. Finally, we propose that the indirect effects of parental status on work outcomes via FCSMW are stronger for women than men. To assess our proposed model, we first developed and validated a scale for measuring FCSMW. We then tested our hypotheses using three sets of data: two multisource, field samples from China, and one field sample from the United States, all of which supported our hypotheses. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Immigrants face a unique challenge in translating their home country human capital to secure employment in their host country's labor market, potentially leading to underemployment. In this integrative conceptual review, we formalize a framework to explain the process of human capital translation for immigrants, specifically laborers and professionals. Synthesizing findings across disciplines, we explicitly model and consider the theoretical role of intended duration of stay, which refers to the amount of time an immigrant desires to stay in their host country. We derive this notion from socioemotional selectivity theory to theorize that an immigrant's intended duration of stay influences proximal social goals central to human capital translation, and in turn, employment speed (i.e., how quickly they attain a job) and quality (i.e., the extent to which the job aligns with their knowledge, skills, and abilities). We contribute to scholarship by (a) enhancing the conceptual accessibility and precision of the "immigrant" construct for future organizational psychology and management scholarship; (b) synthesizing and integrating multidisciplinary literature on the labor and professional immigrants' employment attainment process to advance a foundational framework that explains human capital translation and how underemployment may occur for these immigrants; and (c) generating a future research agenda and delineating practical implications for practitioners. We also develop and showcase a novel approach for using supervised machine learning, unsupervised machine learning, and large language models to conduct high quality, multidisciplinary systematic reviews more efficiently. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Existing work offers rich theory on how work-life policies increase autonomy and balance and reduce work-life conflict. However, in moments when life is not merely imbalanced but severely upended, such as during times of severe illness or injury, this focus on balance and autonomy may be less relevant. We explore these moments of suffering by examining an often-overlooked work-life policy: medical leaves of absence. Through a qualitative grounded theory approach, we draw on the perspectives of 48 individuals (leave-takers and leave coordinators) to offer a comprehensive understanding of how medical leave policy implementation influences employee suffering at work. We first shed light on the elements of health-related suffering in the workplace and then introduce a healing-centered implementation approach. This dedicated examination of medical leave expands theoretical conversations by situating medical leave under a distinct category of policies, suffering-related policies. For these policies, suffering is the driver of policy use, and healing is a critical outcome for determining policy effectiveness. We also build a specific framework for concretely understanding the multidimensional nature of suffering in the workplace, which enables us to illuminate more precise implementation techniques that explicitly address each of the four elements of suffering in ways that existing constructs do not. Finally, we offer recommendations for how policy is written and implemented: offering paid medical leave, separating family and medical leave, eliminating the 1-year eligibility period, employing leave coordinators, cross-training employees to prepare for sudden outages, and offering additional suffering-related policies. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Older adults living in residential aged care facilities (RACFs), particularly in regional and rural areas, experience a high burden of untreated dental caries, tooth sensitivity, and oral pain. Workforce shortages, limited access to dental services, and competing health priorities make the delivery of timely oral health care challenging in these settings. Poor oral health contributes to pain, impaired nutrition, reduced quality of life, and increased health service use. There is an urgent need for context-appropriate, accessible, and cost-effective interventions for RACF residents. Aqueous silver fluoride (AgF), a minimally invasive topical agent with caries-arresting and desensitizing properties, offers a pragmatic approach suitable for aged care settings. This protocol aims to test the effectiveness of an AgF intervention package in reducing tooth sensitivity and tooth pain, arresting caries, and improving oral health and well-being in older adults living in regional and rural RACFs. This study is a 2-arm, parallel-group cluster randomized controlled trial, with RACFs as the unit of randomization. The trial is conducted in public and private RACFs across regional and rural Queensland and New South Wales, Australia. Eligible participants are residents with at least 1 natural tooth. At baseline, calibrated examiners perform standardized oral examinations to assess dental caries status, lesion activity, and dentin hypersensitivity. AgF is applied to eligible carious lesions and sensitive tooth surfaces following a standardized clinical protocol. Follow-up assessments at 3 months include a repeat clinical examination to assess caries arrest and changes in hypersensitivity, along with resident-reported measures of oral pain and oral health-related quality of life collected using validated instruments. Outcomes include change in tooth sensitivity and oral pain at the 3-month follow-up, caries arrest rates, and change in oral health-related quality of life. Analyses will follow intention-to-treat principles and account for clustering using mixed-effects regression models with facility-level random effects. Models will adjust for baseline covariates and prespecified confounders. Sensitivity analyses will examine the robustness of the findings. The trial will also inform a planned economic evaluation embedded within the broader research program. This trial forms part of a broader program funded by the Medical Research Future Fund Dementia, Aging and Aged Care Grant (2024439). Recruitment and data collection commenced in May 2025 and are expected to conclude in June 2026. Recruitment is ongoing across participating RACFs. Data analysis is expected to commence in mid-2026, with primary findings anticipated for publication in early 2027. This protocol outlines a rigorous evaluation of a minimally invasive, scalable oral health intervention tailored to RACF settings. The findings will provide high-quality evidence on effectiveness to inform policy, service delivery, and economic evaluation aimed at improving oral health and well-being among older adults in residential aged care.

The United States and other countries enacted various policies aimed at containing the spread of COVID-19. Though the pandemic itself took a physical, psychological, and economic toll on society, it is unclear how specific containment policies influenced longer term aspects of employment. Taking up this challenge, this research uses human agency theory to study the effects of U.S. state policy COVID-19 strictness, defined along the spectrum from the absence to the presence (e.g., none, recommended, and mandated) of nine containment policies, on critical macro and micro outcomes. Study 1, using an objective measure of public containment policies enacted during 2020, finds stricter policies (i.e., more restrictions) negatively related to opportunity-based entrepreneurship in 2021. Study 2, using the same public policy strictness measure and a national sample of 801 participants, finds strict policies in 2020 negatively related to residents' entrepreneurial self-efficacy (ESE) in 2024, which in turn related to their entrepreneurial intentions and quality of work life (QWL). The hypothesized interaction between state policy and sex on ESE was not significant, but post hoc analysis reveals that women residing in states with stricter policies reported lower life and career satisfaction than women in states with less strict policies and that the effects of state policy strictness on career and life satisfaction were more negative for women than for men. A supplemental preregistered experimental vignette study reinforced Study 2 findings such that manipulated state policy strictness caused a decrease in ESE, entrepreneurial intentions, and QWL; manipulated ESE also had a significant effect on entrepreneurial intentions and QWL. We discuss the broader implications of these results for theory and policymaking. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Existing research implicitly assumes that disclosing one's positive events-known as capitalization-is socially valuable in the workplace because such events are work-related and therefore relevant to coworkers and organizational goals. Indeed, management research has focused on how disclosers of positive work events and their coworkers feel about themselves. Broadening the focus of workplace capitalization to disclosure of positive nonwork events, which we refer to as nonwork-work interpersonal capitalization, we draw from boundary theory to investigate whether disclosers gain and/or lose social value at work because such capitalization is evaluated against normative expectations around the work-nonwork boundary. Specifically, we theorize that nonwork-work interpersonal capitalization carries mixed reputational implications for disclosers in terms of how they are evaluated by coworkers (i.e., perceived as other-focused and/or distracted from work) and, in turn, how coworkers spread evaluative information of disclosers to others (i.e., in terms of positive and/or negative workplace gossip about disclosers). Moreover, we propose that such reputational implications will be moderated by the discloser's workplace status. We test our model using a source- and time-separated field study (Study 1) and an experimental causal chain design (Study 2). Both studies showed that disclosers of positive nonwork events are more likely to be perceived as other-focused and thereby become targets of positive gossip. Across both studies, the effect of nonwork-work interpersonal capitalization on being perceived as distracted was stronger for lower status employees, who in turn were more likely to be gossiped about negatively. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Humans possess an evolved followership psychology that enables them to identify and endorse different types of leaders depending on situational demands. But what fundamental needs guide these follower endorsements? Across a preliminary study and five validation studies (N = 3,514), we developed and validated the Fundamental Follower Needs Inventory (FFNI)-a psychometrically robust measure that identifies six core follower needs: protection, affiliation, status, guidance (including vision and expertise), and fairness. In Studies 1 and 2, we conducted content validation, tested reliability, and confirmed the factor structure of the FFNI across three domains (general, political, and workplace), three countries (the United States, the United Kingdom, and China), and multiple time points. Study 3 demonstrated FFNI's convergent and discriminant validity. Studies 4 and 5 explored the nomological network, examining its antecedents, consequences, and both predictive and incremental validity. The FFNI provides a novel tool for researchers to investigate how follower needs vary across contexts and cultures and how these needs shape leader endorsements and perceptions of leadership effectiveness. Practically, the FFNI offers leaders a framework to better understand and respond to the psychological needs of those they lead. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Recent research indicates that performance benefits on complex tasks accrue when members with diverse social identities speak up and their voice is enacted-that is, incorporated into the team's approach to the task. In this article, we argue that the cost of not enacting diverse members' voice may extend beyond performance to negatively affect their belonging. Integrating social belonging theory with the literature on gender and voice, we examine the case of women in traditionally male-dominated contexts. Archival data from teams of active-duty Marines (Study 1) and student engineering project teams (Study 2) showed that voice enactment was more strongly associated with women's belonging than men's, and women's belonging was disproportionately harmed when voice enactment was low. A preregistered scenario study set in a male-dominated high-tech organization (Study 3) further showed that these differences were explained by the gender-based voice threat women experience when presented with a voice opportunity. This unique sense of threat amplified the relationship between voice enactment and belonging for women and, by extension, their future voice. A supplemental study showed that the costs in belonging when women's voice was not enacted could be mitigated when the leader framed voice as having value for the group even if it is not enacted. Still, only when voice enactment was high did women's sense of belonging reach parity with that of men, showcasing the power of acting on voice as a way of achieving belonging for all in diverse organizations. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Leader gratitude expressions are widely viewed as a powerful tool to build relationships with and foster the well-being of followers. The present research moves beyond the impact of that gratitude to address whether and how leader gratitude spreads beyond immediate subordinates to influence others throughout the organizational hierarchy. Existing perspectives suggest that leader behaviors may spread via behavioral imitation or emotional contagion, yet gratitude-an appraisal-dependent emotion-likely requires distinct cognitive processes to propagate. Integrating gratitude research with social information processing theory (Salancik & Pfeffer, 1978), we propose a novel pathway of gratitude trickle-down effects, grateful attention, defined as the allocation of attention toward gratitude-inducing stimuli in the workplace, including interpersonal and environmental cues. We argue that witnessing leader gratitude expressions shapes followers' attentional deployment, increasing followers' recognition of benefaction events and promoting their own gratitude expressions, which subsequently improves the quality of their relationships with coworkers. Across two preregistered field studies and a preregistered yoked experimental causal chain study, we competitively test grateful attention alongside social learning (leader emulation) and emotional contagion (felt gratitude). Results consistently demonstrate that grateful attention uniquely transmits the cascading effects of leader gratitude expressions beyond traditional behavioral and emotional explanations. These findings advance theory by identifying an information processing function of gratitude and clarify how leader gratitude expressions can catalyze the spread of gratitude throughout organizations. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Fulfilling the promise of greater workplace inclusion increasingly hinges on advantaged group employees' oppositional courage (OC)-a nonnormative form of allyship involving significant risk to the actor. Research suggests OC may not only offer instrumental benefits to marginalized employees but also convey a powerful "message of value" from the actor. Yet these courageous acts do not occur in a vacuum, suggesting they may carry social consequences for marginalized employees. Drawing from theory on helping relations and research on social cognition, we argue these risky acts can inadvertently signal unique strength in the actor, triggering marginalized employees' diminished image belief-a concern others see them as weak and unable to stand up for themselves. We further propose that this perceived "image cost" depends on the actor's humility as it relates to OC-what we term OC-specific humility-and that these dynamics have implications for marginalized employees' avoidance reactions. Our investigation utilized data from 959 trans employees. In Study 1, a qualitative analysis identified three behavioral themes reflecting humility in relation to OC (i.e., OC-specific humility) and provided initial support for its role in shaping how OC is perceived. In Study 2, we tested our hypotheses experimentally. In Study 3, we sought to replicate the results with a time-lagged survey. Three supplemental studies included a scale development effort aimed at validating a measure of OC-specific humility and two additional experiments. Overall, results provided partial support for our model. We conclude by discussing the implications of our research, as well as avenues for future work. (PsycInfo Database Record (c) 2026 APA, all rights reserved).