Machine learning (ML) is used to derive local stability information for density functional theory calculations of systems in relation to the recently discovered SnO_{2}(110)-(4×1) reconstruction. The ...ML model is trained on (structure, total energy) relations collected during global minimum energy search runs with an evolutionary algorithm (EA). While being built, the ML model is used to guide the EA, thereby speeding up the overall rate by which the EA succeeds. Inspection of the local atomic potentials emerging from the model further shows chemically intuitive patterns.
This article uses meta‐analysis to develop a model integrating research on relationships between employee perceptions of general and work–family‐specific supervisor and organizational support and ...work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family‐supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family‐specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family‐specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family‐specific support plays a central role in individuals’ work–family conflict experiences.
Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor ...training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention surveys were completed, 9 months apart, by 239 employees at 6 intervention (N = 117) and 6 control (N = 122) grocery store sites. Thirty-nine supervisors in the 6 intervention sites received the training consisting of 1 hr of self-paced computer-based training, 1 hr of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to facilitate on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions, and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, whereas negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. (Contains 6 tables and 3 figures.)
Burnout is a state of emotional and physical exhaustion associated with internal and external stressors. Drivers of burnout include the expectation that we as physicians place our patients first, ...ahead of our own self‐care; that seeking help is a sign of weakness in the culture of medicine; practice inefficiencies, including those imposed by electronic medical records; and a lack of personal resilience suffered by many physicians. The costs of burnout are high, including a decrement in the quality of care, increased turnover, and physician suicide. Changes in the culture of medicine and practice efficiency will rely on excellent leadership. On the other hand, we are individually responsible for our personal resilience. We can enhance our resilience with a variety of tools, including meditation and mindfulness practice. Fortunately, these practices are becoming more mainstream and readily available to us. This article will briefly review the problem of burnout, including drivers and costs, and then focus on meditation and mindfulness practices that we may embrace in order to become more resilient.
We show that approximate structural relaxation with a neural network enables orders of magnitude faster global optimization with an evolutionary algorithm in a density functional theory framework. ...The increased speed facilitates reliable identification of global minimum energy structures, as exemplified by our finding of a hollow Pt13 nanoparticle on an MgO support. We highlight the importance of knowing the correct structure when studying the catalytic reactivity of the different particle shapes. The computational speedup further enables screening of hundreds of different pathways in the search for optimum kinetic transitions between low-energy conformers and hence pushes the limits of the insight into thermal ensembles that can be obtained from theory.
There is sparse knowledge of immediate adverse reactions following COVID-19 vaccination.
This study aimed to estimate the frequency and number of immediate adverse reactions following COVID-19 ...vaccination in a Danish population.
The study used data from the Danish population-based cohort study BiCoVac. The frequencies of 20 self-reported adverse reactions were estimated for each vaccine dose stratified by sex, age, and vaccine type. Also, the distributions of number of adverse reactions following each dose were estimated stratified by sex, age, vaccine type, and prior COVID-19 infection.
A total of 889,503 citizens were invited and 171,008 (19 %) vaccinated individuals were included in the analysis. The most frequently reported adverse reaction following the first dose of COVID-19 vaccine was redness and/or pain at the injection site (20 %) while following the second and third dose, tiredness was the most frequently reported adverse reaction (22 % and 14 %, respectively). Individuals aged 26–35 years, females, and those with a prior COVID-19 infection were more likely to report adverse reactions compared with older individuals, males, and those with no prior COVID-19 infection, respectively. Following the first dose, individuals vaccinated with ChAdOx1-2 (AstraZeneca) reported more adverse reactions compared with individuals vaccinated with other vaccine types. Individuals vaccinated with mRNA-1273 (Moderna) reported more adverse reactions following the second and third dose compared with individuals vaccinated with BNT162b2 (Pfizer-BioNTech).
The frequency of immediate adverse reactions was highest among females and younger persons, however, most of the Danish citizens did not experience immediate adverse reactions following COVID-19 vaccination.
Due to growing work-family demands, supervisors need to effectively exhibit family supportive supervisor behaviors (FSSB). Drawing on social support theory and using data from two samples of lower ...wage workers, the authors develop and validate a measure of FSSB, defined as behaviors exhibited by supervisors that are supportive of families. FSSB is conceptualized as a multidimensional superordinate construct with four subordinate dimensions: emotional support, instrumental support, role modeling behaviors, and creative work-family management. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct, criterion-related, and incremental validity. The authors found FSSB to be significantly related to work-family conflict, work-family positive spillover, job satisfaction, and turnover intentions over and above measures of general supervisor support.
The workforce in most industrialized countries is aging and becoming more age-diverse, and this trend is expected to continue throughout the twenty-first century. Although there has been an increased ...interest in research on age differences at work, few studies have examined actual interventions designed to support workers at different points across the life span. In this article, we review the literature related to aging at work, including physical, cognitive, personality, and motivational changes; life-span development theories; age stereotyping; age diversity; and work–life balance. Based on this review, we propose a number of avenues for intervention research to address age differences at work. We conclude by identifying critical challenges specific to studying age at work that should be addressed to advance research on interventions.
The notion of constellations is central to many occupational health theories; empirical research is nevertheless dominated by variable-centered methodologies. Guided by the job demands-resources ...framework, we use a person-centered longitudinal approach to identify constellations of job demands and resources (task-based and time-based) over time that predict changes in well-being. We situate our research in two dissimilar, but growing, industries in the United States—information technology (IT) and long-term care. Drawing on data collected over 18 months, we identify five patterned, stable constellations of job demands/resources using group-based multi-trajectory modeling: (1) high strain/low hours, (2) high strain/low hours/shift work, (3) high strain/long hours, (4) active (high demands, high control), and (5) lower strain (lower demands, high control). IT workers are overrepresented in the lower-strain and active constellations, whereas long-term care providers are more often in high-strain constellations. Workers in the lower-strain constellation experience increased job satisfaction and decreased emotional exhaustion, work-family conflict and psychological distress over 18 months. In comparison, workers in high-strain job constellations fare worse on these outcomes, as do those in the active constellation. Industrial contexts matter, however: Compared with long-term care workers, IT workers' well-being is more at risk when working in the “high strain/long hours” constellation. As the labor market continues to experience structural changes, scholars and policy makers need to attend to redesigning the ecological contexts of work conditions to promote workers' well-being while taking into account industrial differences.
•Job conditions are not independent but patterned; we identify five patterned, stable clusters of job demands and resources.•Workers in the lower-strain (both task- and time-based) constellation experience improved well-being over 18 months.•Workers in high-strain job constellations show declines in a variety of well-being outcomes over 18 months.•Industrial contexts affect distributions of job constellations and their well-being consequences.
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