Introduction The COVID-19 pandemic has negatively impacted the psychological health and well-being of healthcare providers. An amplification in chronic stressors, workload and fatalities may have increased the risk of compassion fatigue and disrupted the quality of patient care. Although current studies have explored the general psychological status of healthcare providers during the COVID-19 pandemic, few have focused on compassion fatigue. The purpose of this review is to explore the impacts of the COVID-19 pandemic on compassion fatigue in healthcare providers and the repercussions of compassion fatigue on patient care.

Methods and analysis This scoping review will follow Joanna Briggs Institute and Arksey and O’Malley scoping review methodology. Comprehensive searches will be conducted in the following relevant databases: MEDLINE (Ovid), PsycINFO (Ovid), Embase (Ovid), CINAHL, Scopus, Web of Science. To expand the search, reference lists of included studies will be handsearched for additional relevant studies. Included studies must report on the impact of COVID-19 pandemic on compassion fatigue in healthcare providers and have been published in English since January 2020.

Ethics and dissemination This review does not require research ethics board approval. By examining the impacts of the COVID-19 pandemic on compassion fatigue in healthcare providers, this scoping review can offer important insight into the possible risks, protective factors and strategies to support healthcare providers’ psychological health and patient care amidst persisting stressful conditions.

Necessary evils – defined as acts that cause physical, psychological, or emotional harm to victims but are for the greater good of either the victim or society – are an everyday occurrence in the healthcare industry across the globe and across healthcare service professions. Healthcare professionals are tasked with behaviors that result in pain and suffering (e.g. nurses providing shots to patients; oncologists communicating cancer diagnoses) for the betterment of their patients and stakeholders. Although these behaviors are professionally mandated, they can also be cognitively and psychologically taxing for enactors. The current conceptual paper explores the undesired effects of performing necessary evils and proposes various actions through which healthcare organizations can reduce the negative repercussions of necessary evil enactment on healthcare service professionals.

Background: Although healthcare workers (HCWs) in long-term care (LTC) have experienced significant emotional and psychological distress throughout the pandemic, little is known about their unique experiences. Objective: This scoping review synthesizes existing research on the experiences of HCWs in LTC during the COVID-19 pandemic. Method: Following Arksey and O’Malley’s framework, data published between March 2020 to June 2022, were extracted from six databases. Results: Among 3808 articles screened, 40 articles were included in the final analysis. Analyses revealed three interrelated themes: carrying the load (moral distress); building pressure and burning out (emotional exhaustion); and working through it (a sense of duty to care). Conclusion: Given the impacts of the pandemic on both HCW wellbeing and patient care, every effort must be made to address the LTC workforce crisis and evaluate best practices for supporting HCWs experiencing mental health concerns during and post-COVID-19.

Background and Objective: The public health workforce has been overwhelmed in meeting COVID-19 demands while attempting to deliver core public health programs at a reduced capacity. There is limited understanding of the pandemic’s impact on the mental health of the public health workforce. This study will explore the extent of the pandemics impact on the mental health of Canadian public health workers and their intention-to-leave the workforce. Methods: In this cross-sectional study, participants are eligible to participate if they are public health professionals with advanced public health or discipline-specific education/training (e.g., nurses, epidemiologists) or other workers (e.g., family home visitors) and are employed in local public health units in Canada prior to March 2020 and for ≥8 months during the COVID-19 pandemic. Online communication channels (e.g., social media, email) of national and provincial public health organizations are being used to recruit participants. Data are being collected via an online survey on socio-demographic and workplace factors, burnout, anxiety, depression, and intention-to-leave. Descriptive statistics will be reported on the state of mental health and intention-to-leave. To determine who is at greatest risk, we will compare outcomes by socio-demographic (e.g., gender, ethnicity) and workplace factors (e.g., supervisor support) using regression analyses. Results: Recruitment and data collection began mid-November 2022 and will be completed by January 2023. To date, 310 surveys have been completed, with the sample consisting of frontline public health/community providers (57%), program/project management staff (20%), senior management (5%), program assistants (5%), Chief Medical Officers of Health/Medical Officers of Health (1%), and other roles (12%). Final data analysis will be completed by February 2023. Conclusions: Understanding the extent to which the mental health of the public health workforce has been impacted by the COVID-19 pandemic can inform strategic workforce planning, improve recruitment and retention efforts, and promote positive psychological health of workers.

Artificial intelligence (AI)-based algorithms are increasingly used to monitor employees and to automate management decisions. In this article, we ask how worker representatives adapt traditional collective voice institutions to regulate the adoption and use of these tools in the workplace. Our findings are based on a comparative study of union and works council responses to algorithmic management in contact centres from two similar telecommunications companies in Germany and Norway. In both case studies, worker representatives mobilised collective voice institutions to protect worker privacy and discretion associated with remote monitoring and workforce management technologies. However, they relied on different sources of institutional power, connected to co-determination rights, enforcement of data protection laws, and labour cooperation structures.

Do mothers experience worse work–family conflicts compared with fathers? Yes, according to trenchant and influential qualitative studies that illuminate mothers’ deeply felt problems from work demands that intrude into family life. No, suggest studies employing representative samples of employed parents that show mothers’ and fathers’ have similar work-to-family conflict. We assess these paradoxical depictions of parents’ lives using panel data from the national Canadian Work, Stress and Health study (2011–2019). We argue that comparable reports from men and women are misleading because they overlook mothers’ adjustment of work hours in the face of high conflict. As evidence, we reveal a gender suppression effect whereby mothers report higher conflict than fathers when adjusting for work hours in the baseline sample. Next, we show that mothers are more likely to leave paid work because of conflict. In fact, they are three times more likely than fathers to leave because of conflict’s focal predictor—having young children. These findings reflect mothers’ adjustment to the conflict they might already experience or anticipate. We use pooled person-year data and fixed-effects regression with logit specification to estimate the hazard of not working at the next wave by gender. We underscore the selection of some mothers into surveys or subsequent waves because it excludes those who systematically dropped out due to higher conflict and its primary predictor of having young children. We argue the observed “gender symmetry” of conflict is an artifact and illustrate the importance of theorizing stress processes over time to understand contradictory work–family conflict scholarship.

Shame has been identified as a debilitating emotion that impedes entrepreneurial action. Yet, there are many examples of people who experience shame and go on to create entrepreneurial ventures. How then is entrepreneurship possible in the face of such shame? To address this question, we develop a theoretical process model that highlights the connection between individual and collective experiences of shame and elaborates when and how such experiences may lead to entrepreneurship. We suggest that third-person experiences of shame can transform first-person experiences and trigger identification with a community of similarly stigmatized others. We argue that the distinct narratives provided by these communities can reduce or enhance entrepreneurial self-efficacy, and therefore lead to different entrepreneurial pathways: some individuals may create ventures out of necessity, while others will create ventures that act as shame-free havens for themselves and others, and become a source of emancipation and social change. By outlining distinct entrepreneurial pathways out of shame, we extend current research at the intersection of entrepreneurship, necessity, emancipation, and social change.

Scholars have consistently found that female artists receive less attention from critics than their male counterparts. In this study, we conduct a closer examination of the mechanisms driving this persistent form of inequality. Drawing on a uniquely comprehensive dataset of all English-language fiction books published in a calendar year, we find that women authors face two significant—and distinctive—gender penalties. First, we find that books classified as belonging to feminized literary subgenres are least likely to be reviewed by mainstream critical outlets. This gendered genre-based exclusion is the first way in which women authors are penalized, since the majority of writers writing in these categories are women. Second, we find that even when women writers publish books in androcentric subgenres or gender-neutral categories of literary fiction, their books are still less likely to be selected for review compared to those written by their male counterparts. This is a form of gendered artist-based exclusion. These empirical findings exhort scholars of the arts to move beyond documenting gender inequalities in review coverage to uncovering the multiple ways that gender impresses itself on the review process as an attribute of both artists and genres.

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader’s behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers (N = 855) and a validation sample of leaders (N = 505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE-P and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as “benign neglect” and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers—hence, the two faces of passiveness: “bad” and “ugly.” We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

The practice of refugee resettlement in the United States has been altered significantly by the policies of the Trump administration, which were driven by white nationalist and neoliberal ideologies that view refugees as a burden to the state’s welfare system and pose a security threat to the country’s citizens. Using the case of refugee resettlement agencies that serve refugees from Somalia in the Midwestern cities of Minneapolis and St. Paul in Minnesota and Garden City in Kansas, the paper seeks to understand how refugee resettlement agencies have been affected by, and responded to the challenges posed by the policies of the Trump administration. The paper argues that the policies have created a hostile environment within which to resettle refugees, with devastating impacts on refugee resettlement into the local communities. With their survival under threat, refugee resettlement agencies have turned to local communities for support in order to survive the challenging times.

We examine whether the gender composition of one’s workplace influences mental health and employment consequences and whether these associations vary for men and women. We test the impact of perceived gender dissimilarity and the aggregate averaged gender composition of the respondent’s occupation. Our study is situated in the mid 2000’s, when women’s labor market participation was comparable to men’s. We use nationally-representative individual-level data from the American Work Stress and Health Survey matched to occupation-level data. We find perceived gender-dissimilarity is associated with worse mental health and employment consequences in feminized occupations. Respondents’ gender partially impacts these associations.

Objective
To describe and identify factors influencing mobility among older adults during the first 5 months of the COVID-19 pandemic.

Design
A cross-sectional telesurvey.

Setting
Community dwelling older adults, situated within the first 5 months of the COVID-19 pandemic, in Hamilton, Canada.

Participants
A random sample of 2343 older adults were approached to be in the study, of which 247 completed the survey (N=247). Eligible participants were aged ≥65 years.

Interventions
Not applicable.

Main Outcome Measures
Mobility was measured using global rating of change items and the Late Life Function Instrument (LLFI). Multivariate linear regression models were used to examine the association between mobility and related factors based on Webber’s model.

Results
247 older adults (29% male, mean age 78+/-7.3 years) completed surveys between May and August 2020. Respectively, 26%, 10%, and 9%, rated their ability to engage in physical activity, housework, and move around their home as worse compared with the start of the pandemic. The mean LLFI score was 60.9+/-13.4. In the model, walking volume (β=0.03 95% confidence interval 0.013, 0.047), fall history (β=-0.04, 95% confidence interval -0.08, -0.04), male sex (β=0.06, 95% confidence interval 0.02, 0.09), unpleasant neighborhood (β=-0.06, 95% confidence interval -0.11, -0.02), musculoskeletal pain (β=-0.07, 95% confidence interval -0.11, -0.03), and self-reported health (β=0.08, 95% confidence interval 0.03, 0.13) had the strongest associations with LLFI scores and explained 64% of the variance in the LLFI score.

Conclusions
Physical and environmental factors may help explain poorer mobility during lockdowns. Future research should examine these associations longitudinally to see if factors remain consistent over time and could be targeted for rehabilitation.

Context: The potential for disasters and public health emergencies is increasing globally, requiring expertise and capacity to mitigate and manage such events. Individuals with prior international disaster response represent an essential source of expertise to support disaster response in their home countries.

Objective: The objective of this study was to explore the experiences of healthcare personnel involved in international emergency response regarding their perceptions of the individual attributes and collective team capacities during disaster response and how this may benefit disaster management in Canada.

Study Design and analysis: This descriptive qualitative research study consisted of semi-structured interviews with key informants. Interviews were audio-recorded and transcribed. Conventional content analysis was performed on the transcripts, and themes were developed.

Setting: Interviews were either conducted over the phone or in person.

Population studied: Participants were delegates involved with the Canadian Red Cross medical response team, and who acted in a clinical or technical (physicians, surgeons, nurses) or administrative role (team leaders, administrators) within the last 5 years.

Instrument: Semi structured interview guide was designed and piloted. It included open ended questions that explored participants’ experience on medical emergency response team and related lessons learned in terms of skills and capacities acquired.

Outcome measures: Participant narratives of individual skills and team capacities acquired during disaster response and how these skills and capacities can be applied domestically in Canada.

Results: Eighteen key informants provided perspectives on individual attributes acquired during international deployments, (ex; agility, stress management), and team capacities developed, including collaboration and conflict management. Key informants included nurses, physicians, technicians, and administrators and described these experiences as highly relevant to the domestic context.

Conclusions: Canadian physicians and healthcare workers involved with international disaster response have already acquired essential capacities, and this experience can be vital to building efficient disaster response teams. These findings complement the CanMEDS roles and can inform course design, competency and curriculum development for family medicine and primary care professional training programs related to disaster response.

In diaspora and transnational studies little is known about the experiences of transnational carer-employees (TCEs). TCEs provide unpaid/informal care across international borders to an adult family member, friend, or relative with disability and/or age-related needs, while also working in paid employment in the country of resettlement. The primary focus of this systematic review was to examine how cultural and historical elements of transnational caregiving influence the economic, social, and health/well-being of TCEs. This systematic review draws on quantitative and qualitative peer-reviewed literature on TCEs’ experiences from Canada, the USA, or Australia between 1997 and 2017. In all, 16 articles that fulfilled the search inclusion criteria were selected. The articles were analyzed using content and thematic analysis. The review highlighted that transnational caregiving is a multi-dimensional phenomenon. There is a reciprocal relationship between adult children providing care to their parents and parents helping their children resettle in their new home. The findings suggest that TCEs provide practical, financial, and emotional care to their families abroad. To the best of our knowledge, this is the first comprehensive systematic review of the experiences of TCEs. Increasingly complex immigration experiences of transnational families require innovative policy responses from a transnational and intersectionality lens. Immigrants need support to maintain solid transnational networks and simultaneously adapt to the country of resettlement. Employers can use the findings to support TCEs in balancing unpaid care across vast geographical distances while sustaining their economic and social well-being.

How do formal time allocations in teams affect team learning trajectories and performance? We argue that allocating more time for transition phases induces steeper learning trajectories that engender a positive group atmosphere, which in turn improves team performance by improving coordination quality. We tested our hypotheses in a laboratory experiment in which teams worked on a creative design task over multiple iterations. Using a latent growth modeling approach, we found that teams with shorter action and longer transition phases during prototyping had lower initial performance but steeper learning trajectories, which indirectly led to better final team performance.

This article captures the shared understanding in the literature of labour law’s interaction with gender, distinguishing between law’s different functions – constituting labour market institutions, sustaining them, addressing unwarranted outcomes and transforming the institutions. Constituted, in part, by law, the standard employment relationship and the institutions of formal employment have segmenting gendered effects. While legal norms designed to correct these effects are important, they also sustain them. The authors argue for a transformative alternative that would follow two general principles in designing new labour standards, namely, universalization of scope and adaptive content in the interests of differently situated women and men.

As the online gig economy diffuses into professional fields, more workers now engage in online platforms alongside traditional offline practice. How do concurrent online and offline works challenge professional identity and how do workers cope with the challenges? This study inductively explores a qualitative dataset of lawyers who worked in online platform-based and conventional offline legal services at the same time. I found that the common features of online gig work (e.g. accessibility and affordability for customers, ratings, and reviews of workers) result in contradictions with traditional legal work in terms of work content and client relations. These differences caused an emerging split in lawyers’ professional identity—the coexistence of two somewhat contradictory sub-identities. The lawyers coped with the professional identity split in one of two ways: 1) alleviating the experienced severity of the split by using the tactics of framing and distancing from online work and tailoring online work content; 2) reconciling the split by reframing professional ideals based on their new understanding of being lawyers obtained from online work. Individual differences in professional identity constructed in traditional practice were found to underlie this identity dynamic: the lawyers’ expertise specialization and customer orientation explained the strength of professional split, and those who believed that the profession is highly dynamic and will experience dramatic future changes were inclined to reconcile professional identity split.

Gig workers commonly face challenges that differ in nature or intensity from those experienced by traditional organizational workers. To better understand and support gig workers, we sought to develop a measure that reliably and validly assesses these challenges. We first define gig work and specify its core characteristics. We then provide an integrated conceptual framework for a measure of six challenges commonly faced by gig workers—viability, organizational, identity, relational, emotional, and career-path uncertainty. We then present five studies: item generation in Study 1; item reduction, exploratory assessment of the factor structure of these items, and initial tests of convergent validity in Study 2; and in the remaining three studies, we draw from different gig worker populations to accumulate evidence for the convergent, discriminant, and criterion validity of our Gig Work Challenges Inventory (GWCI), and present initial tests of the universality of the gig challenges inventory across a range of socio-demographic, job type, and regional factors. Our findings establish the reliability and validity of a GWCI that can aid researchers seeking to better understand the types and impact of stressors gig workers face, which in turn can help to inform theory, practice, and public policy.