Research suggests that CSR is increasingly becoming an ambiguous signal of ethical information for external stakeholders. This is because a variety of firms—including those that are morally responsible and those that have been implicated in corporate scandals—routinely adopt CSR policies and invest in CSR initiatives. Not surprisingly, this trend has contributed to rising public skepticism of CSR. In the current research, we examine the unique role of CEO ethical leadership (i.e., relative to CSR) as an alternate source of substantive and rhetorical ethical signals for an important stakeholder group: job seekers. Integrating signaling theory, and the elaboration likelihood model, we argue that CEO ethical leadership substantively signals how fairly an organization treats its employees and its commitment to social and environmental responsibility. We further propose that ethical CEOs serve as a source of rhetorical signal that triggers moral elevation in job seekers. Using a policy capturing methodology in Study 1, we find that real job seekers place significantly greater weight on CEO ethical leadership in making job pursuit decisions compared to CSR. CEO ethical leadership also uniquely predicts job pursuit intentions relative to traditional factors such as salary, person-job fit, and person-organization fit. In a second, quasi-experimental field study (Study 2), we find support for the three hypothesized signaling mechanisms through which CEO ethical leadership influences job seekers. In a third, quasi-experimental field study (Study 3), we find that job seekers with strong (versus weak) moral identities are more likely to weigh the nuanced ethical information signaled by CEO ethical leadership compared to CSR. We discuss the implications of proactively advertising CEO ethical leadership during the recruitment process.

As part of its post COVID-19 recovery plan, the Canadian government is increasing the number of skilled immigrants, including Internationally Educated Nurses (IENs). However, pre-pandemic data show that IENs are underutilized and underemployed despite their education and experience. Focusing on the province of Ontario, this article explores trends in the IEN workforce and policies to address the nursing shortage. Barriers to IEN integration are reviewed and changes in the demographic and employment characteristics of IENs are analyzed. The disproportionate number of IENs employed in the Ontario long-term care sector, which has low wages and poor working conditions, emphasizes the need for policies that support the integration of IENs into the broader Canadian health system and increase their earning potential. To engage in strategic workforce planning and policy development, health leaders require access to nurse demographic and employment data that is timely and reflects the international and domestic labour supply.

Workplace violence against nurses is a significant global occupational health problem, with incidents of violence increasing in frequency since the COVID-19 pandemic began. In this article, we provide a review of recent legislative amendments meant to bolster workplace safety in health care in Canada, analyze legal cases where nurses were the victims of violence, and discuss what these legal reforms and decisions reveal about how nurses’ work is treated within the Canadian legal system. Under criminal law, the limited number of cases we could find with oral or written sentencing decisions show that, historically, the fact a victim was a nurse was not always considered an aggravating factor on sentencing. Recent legislative amendments make this a specified aggravating factor and it is important to track the impact of these amendments when judges exercise their discretion in sentencing. Under employment law, it appears that, despite the government’s efforts to increase the deterrence factor under legislation with significantly increased fines for employers who fail to protect their employees from injury, courts remain reluctant to impose such sanctions. In these cases, it is also important to track the impact of harsher penalties. We conclude that combating the widespread normalization of workplace violence in health care, and specifically against nurses, is acutely needed to help ensure that these ongoing legal reforms aimed at improving the safety of health workers are effective.

Objectives
The aims of the study are to identify trends in the socio-demographic, health, and work profiles of Canadian carer-employees (CEs) over time, as well as the gender difference in the intensity of caring.

Methods
Cross-sectional data from cycles 26 and 32, collected in 2012 and 2018 respectively, of the Canadian General Social Survey (GSS) were used. Logistic, multinomial logistic, and linear regressions were used to estimate how caregiving is associated with caregivers’ health, well-being, and work in both cycles. Regressions from both cycles were then compared with chi-square tests for significant differences over time.

Results
The proportion of male CEs grew between 2012 and 2018, and women were no longer more likely to be a CE. The intensity of care for female CEs was significantly increased from 2012 to 2018 as compared with their male counterparts. General health (2018: OR = 0.25[0.11, 0.61] vs. 2012: OR = 0.33[0.15, 0.72]) and life satisfaction (β = -0.42[0.54, -0.30] vs. β = -0.22[-0.30, -0.14]) were significantly worsened with respect to the role of CEs from 2012 to 2018.

Conclusion
Our study provides the evidence that CEs’ health and well-being have worsened over time, especially for female CEs, indicating that the needs of CEs are growing at a faster rate than the supports available. The results are meaningful in informing and justifying the provision of CE supports at work in order to sustain CEs in the workplace, such as the carer-friendly workplace policies.

Introduction
The mistreatment or abuse (maltreatment) of medical learners by their peers and supervisors has been documented globally for decades, and there is significant research about the prevalence, sequelae and strategies for intervention. However, there is evidence that learners experience maltreatment as being less clear cut than do researchers, educators and administrators. This definitional ambiguity creates problems for understanding and addressing this issue. The objective of this study was to understand how medical learners and educators make sense of less-than-ideal interactions in the clinical learning environment, and to describe which factors influenced their perception that the encounter constituted maltreatment.

Methods
Using constructivist grounded theory, we interviewed 16 medical students, 15 residents or fellows, and 18 educators associated with a single medical school (n = 49). Data collection began with the most junior learners, iterating with analysis as we progressed through the project. Constant comparative analysis was used to gather and compare stories of ‘definitely’, ‘maybe’ and ‘definitely not’ maltreatment across a variety of axes including experience level, clinical setting and type of interaction.

Results
Our data show that learners and educators have difficulty classifying their experiences of negative interpersonal interaction, except in the most severe and concrete cases. While there was tremendous variation in the way they categorised similar experiences, there was consistency in the elements drawn upon to make sense of those experiences. Participants interpreted negative interpersonal interactions on an individual basis by considering factors related to the interaction, initiator and recipient.

Conclusions
Only the most negative behaviour is consistently understood as maltreatment; a complex process of individual sense-making is required to determine the acceptability of each interaction. The differences between how individuals judge these interactions highlight an opportunity for administrative, research and faculty development intervention.

A rapidly growing research stream examines the social effects of entrepreneurship on society. This research assesses the rise of entrepreneurship as a dominant theme in society and studies how entrepreneurship contributes to the production and acceptance of socio-economic inequality regimes, social problems, class and power struggles, and systemic inequities. In this article, scholars present new perspectives on an organizational sociology-inspired research agenda of entrepreneurial capitalism and detail the potential remedies to bound the unfettered expansion of a narrow conception of entrepreneurship. Taken together, the essays put forward four central provocations: 1) reform the study and pedagogy of entrepreneurship by bringing in the humanities; 2) examine entrepreneurship as a cultural phenomenon shaping society; 3) go beyond the dominant biases in entrepreneurship research and pedagogy; and 4) explore alternative models to entrepreneurial capitalism. More scholarly work scrutinizing the entrepreneurship–society nexus is urgently needed, and these essays provide generative arguments toward further developing this research agenda.

This qualitative study explored the commonalities and differences among the experiences of visible minority Transnational Carer–Employees (TCEs) before and after COVID-19. TCEs are immigrants who live and work in the country of settlement while providing caregiving across international borders. Purposive and snowball sampling resulted in the participation of 29 TCEs of Pakistani, Syrian, African, and South American origin living in London, Ontario. Thematic analysis of the dataset using the ATLAS.ti software, Version 23.2.1., generated three themes: (1) feelings associated with transnational care; (2) employment experiences of TCEs; and (3) coping strategies for well-being. The results of the secondary analysis conducted herein suggested that there are more similarities than differences across the four cohorts. Many participants felt a sense of satisfaction at being able to fulfill their care obligations; however, a different outlook was observed among some Syrian and African origin respondents, who disclosed that managing care and work is overwhelming. Most TCEs also reported facing limited job options because of language barriers. While various interviewees experienced a lack of paid work and reduced income after COVID-19, a distinct perspective was noted from African descent TCEs as they expressed facing increased work demands after the pandemic. Participants additionally revealed four common coping strategies such as keeping busy, praying, family support, and staying active. Study implications include the promotion of Carer-Friendly Workplace Policies (CFWPs) that can facilitate the welfare of unpaid caregivers. This research is important as it may inform policymakers to create opportunities that may not only foster economic stability of TCEs and the Canadian economy, but also contribute towards a more equitable society.

This article suggests ways in which healthcare delivery organizations (HDOs) may address and mitigate burnout among healthcare technology management (HTM) professionals. Burnout is defined as a state of emotional and physical exhaustion resulting from workplace stressors. Although not intended to be a fully comprehensive empirical analysis of causes of burnout, this article discusses four likely causes for burnout that are particularly relevant to HTM professionals in HDOs: (1) gaps in developing a trained and sustainable workforce, (2) growing demand for HTM expertise across knowledge domains, (3) increasing occupational stressors related to patient safety, and (4) perceived lack of understanding of employee needs. Next, based on existing literature, the article proposes four possible solutions in response to each of these issues: (1) developing human resource planning and mentoring to ensure adequate transfer of skills and knowledge, (2) implementing ways to accomplish knowledge filtering, (3) integrating HTM workers in quality improvement initiatives, and (4) implementing employee voice practices. The article concludes by discussing the possible benefits that may be derived from implementing these solutions.

This article adopts a cross-cultural lens to understand why Inuit women enter and leave mining jobs in Inuit Nunangat (Inuit homelands), Canada, using Nunavik as a case study. Previous research has often depicted Indigenous women as either victims of mining or as anti-mining activists. Interviews with ten Nunavimmiut women (Inuit women of Nunavik), who had worked or were currently working at one of two mines in Nunavik, complicate these portrayals. As a team consisting of settler and Inuit scholars, we draw on Inuit Qaujimajatuqangit principles to extend previous understandings of Indigenous women’s pathways through, and out of, mining employment. Women’s descriptions of mining employment were ambivalent. Inuit women applied qanuqtuurunnarniq (resourcefulness) in using mining work to share with others, connect with Inuit culture and community after moving to southern cities, and participate in language and skills training. However, over half of the women interviewed ultimately left mining when it compromised their ability to achieve well-being by restricting their ability to care for their children, to develop their skills through job advancement, or both. Collectively, the narratives demonstrate how women adopted multi-faceted strategies to pursue a good life; they considered mining employment in relation to their ability to care for and share with others, work for a common purpose, acquire skills and training, and maintain connections with land and culture. By centring Inuit values and well-being, Inuit Qaujimajatuqangit principles prompt a reimagining of how mining might be reorganized to support the lives of Inuit women in the context of devastating impacts of colonial trauma and displacement.

The novel coronavirus (COVID-19) pandemic is a major heath crisis that continues to impact healthcare organizations worldwide. As infection rates surged, there was a global shortage of personal protective equipment, critical medications, ventilators, and hospital beds, meaning that healthcare professionals faced increasingly difficult workplace conditions. In this conceptual study, we argue these situations can lead to healthcare professionals experiencing moral emotions – defined as specific emotions which relate, or occur in response, to the interest or welfare of others – towards their organizations. This paper explores the three moral emotions of contempt, anger and disgust, and their potential influence on healthcare professionals’ workplace commitment in the context of a pandemic. Drawing from the moral emotions and organizational commitment literature, we develop a process model to demonstrate how healthcare professionals’ affective and continuous commitment are likely to decrease while, paradoxically, normative, and professional commitment may become amplified. The possible potential for positive outcomes from negative moral emotions is discussed, followed by theoretical and practical contributions of the model, and finally, directions for future research.

Background: Retaining talented and experienced nurses in clinical practice and academia is crucial for maintaining continuity, ensuring high-quality care and education, and fostering a positive work environment. Although factors influencing nursing staff retention are well documented, little is known about how workplace factors impact nursing faculty retention outcomes. Methods: A national survey involving 645 nursing faculty across Canada was undertaken. Multivariate regression analysis with interaction effects was conducted to determine the association between work-related factors (i.e., workplace culture and work–life imbalance) and faculty job and career satisfaction, turnover intentions, and professional outlook. Results: Supportive workplace culture positively influenced faculty job and career satisfaction and professional outlook, while it negatively impacted turnover intentions. Conversely, work–life imbalance decreased faculty job and career satisfaction and professional outlook (i.e., confidence in nursing program, profession), and it increased intentions to leave the job. Conclusion: Our results offer insights into the work–life experiences of Canadian faculty members and shed light on key factors that impact their job-related outcomes. In the context of competing resources, every effort must be made to improve modifiable workplace factors such as the academic work environment and create targeted interventions and policies to promote faculty retention.

The labour market for care professionals has experienced significant changes, resulting in critical shortages globally. Nurses represent the largest share of health workers worldwide; nonetheless, an estimated 13 million more nurses will be needed over the next 10 years. Prior to the pandemic, the domestic supply of nurses in Canada had not kept pace with the ever-increasing demand for services. Pre-pandemic age- and needs-based forecasting models have estimated shortages in an excess of 100,000 nurses nationwide by 2030. While COVID-19 has accelerated the demand for and complexity of service requirements, it has also resulted in losses of healthcare professionals due to an increased sick leave, unprecedented burnout and retirements. This paper examines key factors that have contributed to nursing supply issues in Canada over time and provides examples of policy responses to the present shortage facing the healthcare system. To provide adequate care, the nursing workforce must be stabilized and—more importantly—recognized as critical to the health of the population.

Resources addressing intimate partner violence (IPV) play a role in shaping how physicians conceptualize and perform their roles in caring for affected patients. This study combines environmental scanning with critical discourse analysis (CDA) to parse how roles of physicians were represented in 28 education materials and policy documents about IPV, taking the Canadian training milieu as an example. We developed a cyclical model of three core physician roles in addressing IPV—learning about IPV, identifying patients experiencing IPV, and responding to patients’ disclosures of IPV. The construction of these physician roles is suggestive of an ongoing process of medicalization of IPV.

Background:
As population demographics continue to shift, many employees will also be tasked with providing informal care to a friend or family member. The balance between working and caregiving can greatly strain carer-employees. Caregiver-friendly work environments can help reduce this burden. However, there is little awareness of the benefits of these workplace practices, and they have not been widely adopted in Canada. An awareness-generating campaign with the core message “supporting caregivers at work makes good business sense” was created leading up to Canada’s National Caregivers Day on April 5, 2022.

Objective:
Our primary objective is to describe the campaign’s reach and engagement, including social media, email, and website activity, and our secondary objective is to compare engagement metrics across social media platforms.

Methods:
An awareness-generating campaign was launched on September 22, 2021, with goals to (1) build awareness about the need for caregiver-friendly workplaces and (2) direct employees and employers to relevant resources on a campaign website. Content was primarily delivered through 4 social media platforms (Twitter, LinkedIn, Facebook, and Instagram), and supplemented by direct emails through a campaign partner, and through webinars. Total reach, defined as the number of impressions, and quality of engagement, defined per social media platform as the engagement rate per post, average site duration, and page depth, were captured and compared through site-specific analytics on Facebook, Instagram, Twitter, and LinkedIn throughout the awareness-generating campaign. The number of views, downloads, bounce rate, and time on the page for the website were counted using Google Analytics. Open and click-through rates were measured using email analytics, and webinar registrants and attendees were also tracked.

Results:
Data were collected from September 22, 2021, to April 12, 2022. During this time, 30 key messages were developed and disseminated through 74 social media tiles. While Facebook posts generated the most extensive reach (137,098 impressions), the quality of the engagement was low (0.561 engagement per post). Twitter resulted in the highest percentage of impressions that resulted in engagement (24%), and those who viewed resources through Twitter spent a substantial amount of time on the page (3 minute 5 second). Website users who visited the website through Instagram spent the most time on the website (5 minute 44 second) and had the greatest page depth (2.20 pages), and the overall reach was low (3783). Recipients’ engagement with email content met industry standards. Webinar participation ranged from 57 to 78 attendees.

Conclusions:
This knowledge mobilization campaign reached a large audience and generated engagement in content. Twitter is most helpful for this type of knowledge mobilization. Further work is needed to evaluate the characteristics of individuals engaging in this content and to work more closely with employers and employees to move from engagement and awareness to adopt caregiver-friendly workplace practices.

Objectives
Individuals have multiple, competing identities that vary in importance to the self. Professional identity is a way in which individuals attribute meaning to their contribution to society and is influenced by complex factors. Globally, the roles and responsibilities of massage therapists (MTs) vary, making it challenging to articulate a cohesive professional identity. This article describes the investigation into the variables which influenced response regarding MTs’ professional identity in Ontario, Canada.

Methods
An online questionnaire was distributed to active MTs with available email addresses in the public register of the College of Massage Therapists of Ontario. Chi-square tests of independence were used to compare dependent variables with independent variables. Significance was adjusted post hoc, using Bonferroni’s correction, to reduce the chance of a type I error occurring. The threshold for significance was adjusted from p≤0.05 to p≤0.01 as multiple analyses were conducted with a high response rate.

Results
The results provided insight into the variables associated with differences in responses. Variation was seen based on gender, primary practice setting, length in practice, additional education, additional roles within the profession, additional designation as a healthcare provider, and membership in the RMTAO (Registered Massage Therapists’ Association of Ontario).

Conclusions
While previous studies sought to describe the common and unifying features of MTs’ identity, these findings provide insight into variables that determine differences in responses. These findings are valuable for the development of future studies. They provide a priori assumptions regarding the inclusion of these demographic items that can inform decisions regarding enrollment of the sample and data analysis.

Purpose
Building on the person–supervisor fit theory, this paper examines how and when leader–follower moqi congruence positively impacts task performance.

Design/methodology/approach
With data collected from 174 leader–follower dyads in 41 project teams in Shanghai, China, the authors use polynomial regression and response surface plots to test the hypotheses on the effects of leader–follower moqi congruence.

Findings
Leader–follower moqi congruence positively affects followers’ task performance, mediated by coordination. Task coordination was of higher quality when the congruence is achieved at a high level of moqi than at a low level. The effect of leader–follower moqi congruence on task performance (mediated by coordination) was weaker when leader-member exchange was low than when it was high.

Originality/value
This study identifies why leader–follower moqi can improve coordination and task performance. It extends person–supervisor fit theory and is an enhancement for moqi research and practice.

Cities are well positioned to lead the process of successfully transitioning employment away from fossil fuel production and use, and toward sustainable energy systems and related products and services. Cities have more diverse and flexible labour markets. And while over half of direct fossil jobs are located in cities, the skills and qualifications associated with those urban fossil fuel positions are highly transferable to other roles. Cities will also be at the forefront of investments in public transportation, retrofitted and energy-efficient buildings, and other infrastructure, which will create many opportunities for new, sustainable work. For all these reasons, cities have the opportunity to lead a successful and fair transition in employment as the energy revolution continues. To fulfill this potential, however, that transition must be planned in advance and supported with a range of measures that assist fossil fuel workers in moving to a wide range of different alternative opportunities. This article considers the elements and best practices of successful transition planning, stressing how engaging the full range of labour market adjustment channels (including retirement, retraining, and relocation), this transition could be completed without involuntary layoffs or undue dislocation.

This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT) low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives.