Is Another Psychoanalysis Emerging?

The health system is required to be safe, equitable, and accessible to all ages, gender, and vulnerable groups, including older persons and persons with disability, and address their specific needs and concerns. However, limited evidence is available on the effectiveness and practicality of gender and protection mainstreaming interventions in health response in humanitarian crises. The overall objective of the research was to explore practices, gaps, and challenges and generate recommendations regarding gender and protection mainstreaming in health response to the Rohingya refugee crisis in Cox's Bazar, Bangladesh. The research employed a qualitative case study design to explore the practice of gender and protection mainstreaming in health response in Cox's Bazar. Data collection methods include an extensive literature review and in-depth interviews with professionals. The professionals interviewed from the area of health and protection, specifically gender, child protection, emergency health intervention, and primary health activities. Data were analyzed using thematic analysis related to gender and protection mainstreaming. Limitations were assessed as to researcher bias because the researcher did all the coding; however, an open recording process, inter-literature cross-potentiation, and ethical considerations of research helped add to the reliability of the research. Exclusion criteria were defined to ensure data consistency, removing insufficiently detailed responses not pertinent to the research objectives. The study found a range of good practices on gender and protection mainstreaming in health response, e.g., placement of a gender action plan, monitoring system for gender and disability inclusion, emergency preparedness and response system, availability of sex-segregated toilets and waiting spaces, availability of gender-based violence service and engagement of female community health workers. The study also revealed some best practices which have the potential to scale up, e,g. psychosocial spaces at health facilities for children, palliative care for terminally ill patients, integrated medical and protection services, and facilitation of community health facility support groups. Critical gaps were found in the areas of women's leadership, coordination, capacity building, targeted interventions for vulnerable groups, infrastructural adaptation and consultation with the community on their concerns. We urge policymakers, sector coordinators, health program management, healthcare workers, and global stakeholders to address the gaps and challenges, learn and scale up the best practices, and take action to implement the study's recommendations to maximise gender and protection mainstreaming in health response.

Quality of work life and work engagement among nurses with standardised training: The mediating role of burnout and career identity

To investigate the mediating role of psychological capital in the relationship between nurses' caring behaviour and work engagement. A cross-sectional study. From February to March 2022, an online survey was conducted to 698 nurses from eight hospitals in Anhui Province, China. The survey included the Psychological Capital Questionnaire, Caring Behaviour Inventory and Utrecht Work Engagement Scale. The mediating effect of psychological capital on the relationship between caring behaviours and work engagement was examined using structural equation modelling with bootstrap testing. Nurses' caring behaviour, psychological capital and work engagement were statistically significantly and positively associated with each other (r = 0.589-0.661, p < 0.01). Psychological capital showed a significant indirect effect in the association between nurses' caring behaviours and work engagement (β = 0.205, p < 0.001), accounting for 50.25% of the total effect. Results suggest that nursing managers can enhance nurses' work engagement by improving their psychological capital and caring behaviour. As a result, clinical nursing managers should implement effective strategies, such as providing training in psychological capital and caring behaviour, to enhance nurses' work engagement and improve the quality of care for patients. This study explores the mechanism of the role of psychological capital between caring behaviour and nurses' work engagement, providing a theoretical basis for nursing managers to improve nurses' work engagement from the perspective of positive psychology. It is conducive to improving the quality of nursing care. No patient or public contribution.

Recovery research has demonstrated that leisure time and leisure activities are crucial for employees’ recovery, psychological well-being, general health, and job performance. Because leisure time offers opportunities to recover and gain new resources (e.g., energy), employees may also anticipate their leisure time while still working. Hence, I investigated in three studies whether the anticipation of leisure time is related to employees’ work engagement, a positive, motivational work-related state associated with employees’ well-being and job performance. In Study 1, the focus was on pleasant anticipation of a planned leisure activity and work engagement. Pleasant anticipation is a positive, affective reaction because of a future event with a high probability of occurrence. I assumed that pleasant anticipation indicates an upcoming resource gain, and therefore, pleasant anticipation may positively relate to employees’ work engagement. In addition, recovery-related self-efficacy (RRSE) was investigated as a moderator in this relationship. Two online studies were conducted: Study 1a (N = 87 employees) covered one working day, and Study 1b (N = 84 employees) contained five days within one working week. The results revealed that pleasant anticipation was positively related to work engagement between persons but not within persons. RRSE was not found to be a moderator. Study 2 investigated whether employees think of their upcoming leisure time during the working day. Hence, the construct of leisure thoughts was introduced, and two types of leisure thoughts were differentiated, namely thoughts of leisure time (ToLT) and thoughts of a planned leisure activity (ToPLA). I argued that pleasant anticipation of a planned leisure activity relates to the frequency of ToPLA, yet not of ToLT, and that both types of leisure thoughts occur more frequently at the beginning and the end of the working day. Furthermore, as leisure thoughts may distract employees from the task at hand, they may negatively relate to work engagement across the working day and within one hour. However, ToPLA may also be positively associated with work engagement in the subsequent hour when the planned leisure activity has a positive leisure plan valence. In sum, the findings from a one-day online survey with hourly measurement points (N = 89 employees) supported the hypotheses for the occurrence of both types of leisure thoughts. Furthermore, ToLT were negatively related to work engagement across the working day, and ToPLA were negatively related to work engagement within the same hour. However, the relationship between ToPLA and work engagement in the subsequent hour was negative when the leisure plan valence was positive. Based on the findings from Study 1 and Study 2, Study 3 shed light on leisure thoughts as a mechanism, which connects pleasant anticipation of a planned leisure activity and work engagement. Thus, ToPLA were examined as a mediator between pleasant anticipation and work engagement on a daily level. Furthermore, morning recovery was incorporated to ascertain whether recovery (i.e., a consequence of past leisure time) and the anticipation of leisure time simultaneously explain work engagement. In addition, because pleasant anticipation of a planned leisure activity only referred to a specific leisure activity, general anticipation of leisure time was introduced as a cognitive, overall evaluation of employees’ entire leisure time after the working day. An online diary study (N = 148 employees) across one week was conducted. The results revealed that general anticipation of leisure time, yet not pleasant anticipation of a planned leisure activity, and morning recovery were positively related to work engagement within persons. Furthermore, pleasant anticipation of a planned leisure activity was positively related to ToPLA, but ToPLA was not related to work engagement; thus, ToPLA was not found to be a mediator. Across three studies, different variables referring to the anticipation of leisure time were positively or negatively associated with work engagement, indicating that upcoming leisure time is crucial for present work engagement. The findings extend the understanding of leisure time, have practical implications for recovery training and work engagement interventions, and pave the way for further research on the anticipation of leisure time and leisure activities.

DORIS K. SILVERMAN AND DAVID L. WOLITZKY (EDS.): Changing Conceptions of Psychoanalysis: The Legacy of M. Gill. The Analytic Press, Hillsdale, NJ 2000, pp. viii+317, $36.00, ISBN: 0-88163-235-X. This outstanding text, available in paperback, should be in the library of anyone practicing psychoanalysis or psychoanalytic psychotherapy. is divided into four parts, with essays by a variety of contributors constituting each part. A few of these have been reprinted from elsewhere. The parts are: I. Merton Gill's Place in Psychoanalysis, II. Personal/Professional Reminiscences, III. Merton Gill: Theoretician and Psychoanalyst, and IV. Current Controversies in Psychoanalysis. The fourth part is divided into sections on the debate over natural science and the hermeneutic orientation, on psychoanalysis as a one-person and a two-person psychology, on psychoanalysis and psychotherapy: critical differences or blurring of boundaries?, and on transference. Most of the contributions are of high quality and when studied together produce a volume that offers an overview of some of the most current controversies in the theory and practice of psychoanalysis. Each contribution is preceded by a short editorial introduction that helps to orient the reader to what is to follow. The late Gill, M.D., was one of the outstanding figures in contemporary psychoanalysis. Apparently he was an iconoclast and as a result did not rise high in psychoanalytic politics, but he was respected, and, as I gathered from this book, a feared scholarly debater on a number of salient issues. All of these issues are well covered in the volume under review. changed his opinions continuously throughout his life, including the production of a major change on the order of the revolutionary transposition undergone by the philosopher Ludwig Wittgenstein, a complete overturning of his previous point of view. He began as a classical psychoanalyst and one of his papers (1954) for a long time was considered a paradigmatic description of orthodox classical analytic style. In his later life however, perhaps influenced by another personal analysis conducted by Samuel Lipton of Chicago, he began to argue that transference was insufficiently explored in clinical work. Transference for emphasized the interaction of the patient and the in a mutually influencing relationship. We are told Gill forcefully rejected the idea that the had a superior view of the patient's intrapsychic reality and that the transference was a distortion to be judged and corrected by the analyst. He stressed instead the exploration of the plausibility of the patient's construal of the analyst (p. 4). This evolved into a position, often labeled the hermeneutic-constructivist position, too complex and controversial to be discussed in a brief book review, and to a major change and deviation from so-called classical psychoanalytic technique. in his new approach emphasized that interpretation should focus primarily on the here-and-now transference from the very beginning of the treatment. This is carried to the point where defines psychoanalysis as a treatment that contains such a central focus, regardless of the frequency of the sessions, use of the couch, etc. This is consistent with the view of those who maintain what is known as a postmodern stance but it carries the danger of sliding into relativism, as was well aware. raises a whole host of philosophical and epistemological issues, which are explored in the present text. So It was not unusual for in 1984 to find himself differing sharply with someone who cited `Gill, 1954' to buttress his or her own (pp. 49-50). tended to support the traditional position of the central importance of drives in development, a position with which I am in agreement, and this separated him to a certain extent from his colleagues who were more radically postmodern and constructivist in orientation. …

Employees' work engagement is essential for an organisation's success. Past studies showed a declining trend in work engagement among administrative staff compared to academic staff in public universities in China. Yet, limited studies have been found on the work engagement of administrative staff affiliated with public universities. Hence, this study aims to investigate the impacts of self-efficacy and proactive personality on university administrative staff's work engagement, notably job satisfaction, which was included as a mediator. Responses from 420 administrative staff from 30 public universities were collected using an online survey. Descriptive analysis was conducted using SPSS. PLS-SEM was used to test the hypotheses and the model's predictive power. The findings show that proactive personality and self-efficacy are positively correlated with job satisfaction and work engagement. Also, job satisfaction was found to significantly mediate the relationship between proactive personality and self-efficacy in terms of work engagement. As a whole, self-efficacy has a greater effect on job satisfaction and work engagement. This study expands the existing knowledge by testifying to the mediating role of job satisfaction and providing insight concerning administrative staff member work engagement. Lastly, implications of the study findings are discussed, along with limitations and future research directions.

Becoming engaged in inclusive practices: Narrative reflections on teaching as descriptors of teachers' work engagement

BackgroundWork engagement is vitally crucial in nursing practice. While hindrance-challenge stress significantly influence work engagement across many professions, their specific effects and underlying mechanisms in nursing remain unclear.AimsTo investigate how hindrance-challenge stress affect nurses’ work engagement, examining the mediating role of self-regulatory fatigue and the moderating role of self-compassion.MethodsA cross-sectional online survey was conducted among 559 nurses in a public tertiary medical center in Nanjing, China. Standardized measures for hindrance-challenge stress, self-regulatory fatigue, work engagement, and self-compassion were employed, and a moderated mediation model was tested via the PROCESS macro in SPSS software (v22.0).ResultsHindrance stress reduced work engagement both directly and indirectly via self-regulatory fatigue. Challenge stress influenced work engagement only indirectly through self-regulatory fatigue. Self-compassion moderated the direct effect of hindrance stress, weakening its negative impact on work engagement among nurses with high self-compassion.ConclusionsHindrance and challenge stress diminish nurses’ work engagement through self-regulatory fatigue, with self-compassion mitigating the direct detrimental impact of hindrance stress.Implications for nursing managementNursing leaders can enhance nurses’ work engagement by mitigating hindrance-challenge stress and alleviating self-regulatory fatigue. This may be achieved through improved working conditions, optimized workload allocation, and the provision of robust organizational support resources. Furthermore, fostering self-compassion is essential, as it serves to buffer the detrimental effects of hindrance stress on engagement. Nurse managers are encouraged to implement interventions such as compassion-focused therapy or mindful self-compassion training to help maintain nurses’ engagement in high-demand clinical environments.Supplementary InformationThe online version contains supplementary material available at 10.1186/s12912-025-03676-8.

Objective.To examine the relationship between professional competency, work engagement and perceived future employability of nursing students and the mediating role of work engagement. Method:A cross-sectional correlational study was conducted in 2022 among 322 final-year nursing students. Data were obtained via an online survey using the Student Information Form, the Nursing Students’ Professional Competence Self-Assessment scale, the Utrecht Work Engagement scale, and the Perceived Future Employment scale. The data were analyzed using descriptive statistics, Spearman’s and Pearson’s correlations, and multiple linear regression analysis. The mediating role was analyzed with Hayes' PROCESS Model 4. Results:Demographic and academic characteristics, professional competency and work engagement scores of the students explained 53% of the perceived future employability. Professional competency had a direct effect on work engagement and perceived future employability. Moreover, work engagement had a direct effect on the perceived future employability. Although work engagement had a significant effect on the relationship between professional competency and perceived future employability, no mediating role was detected. Conclusion:The study revealed the importance of professional competency and work engagement for nursing students' perception of future employability. It also highlights the role of work engagement and guides future studies aimed at supporting the involvement of nursing students in educational processes. Nurse educators and educational managers should organize educational programs that enhance students' professional competencies and ensure their engagement in nursing.

This paper raises and addresses issues to do with leadership and child psychotherapy, beginning with a report on a systematic review of papers about leadership in the Journal of Child Psychotherapy (JCP). The authors establish that leadership is expressed implicitly rather than as an important issue in its own right with relevance to clinical work, service development and the ongoing viability of psychoanalytic child psychotherapy. When reviewing the limited literature available, the authors classify them into five types of article: tribute to leaders past; clinical leadership; threat to survival and call to action; organisational leadership; and exemplary papers describing professional leadership. The authors query why the leadership literature is sparse and inexplicit and respond by using the theme of ‘dual citizenship’ to explore the issue from a psychoanalytic and organisational perspective. The psychoanalytic perspective explores tensions and barriers that may be profession-specific in relation to leadership. The organisational perspective explores the wider literature on leadership, starting with the concept of ‘wicked problems and clumsy solutions’. The authors introduce and describe a ‘leadership stance’ that is compatible with psychoanalytic practice in context. This requires opening up leadership activity to the same scrutiny and reflective practice as clinical work, which provides ways of containing organisational and career anxieties and perplexing clinical problems. This paper is a call to action in regard to integrating leadership into the training and the profession.

ABSTRACTThis article offers responses to the book Clinical Encounters in Sexuality: Psychoanalytic Practice & Queer theory. The author proposes that the book’s dialogic structure itself encourages a particular kind of lively engagement with the ideas, and observes his own experience of reading it and how this has contributed valuably to his stance in clinical work. Each of the book’s three sections is referenced, briefly reflecting on the themes of Queer Theories, Psychoanalytic Responses, and Responses to Psychoanalytic Practices Encountering Queer Theories. This includes various writers’ thoughts on how unknowable sexuality remains and perhaps beyond interpretation; psychoanalysis and its history of homophobia post Freud; and the significant connections and tensions between the apparent “queerness” of psychoanalysis and the separate discipline of Queer Theory itself. In essence, central issues prompted by the book are related to what can be known with regard to sexuality internally and interpersonally, and the language we have (or not) to voice it.

This study examines (1) the influence of error management culture on employees’ work engagement; (2) how gender affects the proposed relationship; and (3) the mediating effect of work engagement between error management culture and organizational citizenship behaviors. Data were collected from frontline hotel employees in China (Study 1) and hotel managers in the United States (Study 2). The results support the overall moderated mediation model. Results indicated that organizational error management culture has a stronger effect on work engagement for the male group and that increased work engagement resulted in increased organizational citizenship behaviors.

The purpose of this study is to describe Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees at the Department of Public Works, Bina Marga and Spatial Planning, Bojonegoro Regency. And to analyze the effect of organizational support and quality of work life on Organizational Citizenship Behavior through work engagement. This type of research uses explanatory research with a quantitative research approach. The population in this study were all employees of the Department of Public Works, Highways and Spatial Planning, Bojonegoro Regency, totaling 52 people and the sample was also 52 people using a census sampling technique. Methods of data collection using questionnaires and documentation. Methods of data analysis using SEM with PLS. The results showed Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees in the high category. Organizational support for work engagement has a positive but not significant effect. Quality of work life has a significant effect on work engagement. Organizational support, quality of work life and work engagement have a significant effect on OCB. Organizational support for OCB through work engagement has an insignificant effect, quality of work life for OCB through work engagement has a significant effect.

PurposeThis paper empirically aims to investigate the mediating role of leader knowledge-sharing behaviour (LKSB) in the relationship between humble leadership (HL) and work engagement (WE).Design/methodology/approachThe responses of 321 employees in hospitality organisations in Jordan were collected via an online survey. The study data was then analysed using structural equation modelling.FindingsThe study found that leaders showing humble behaviour were able to share knowledge that ultimately improved employees’ work engagement; thus, confirming that leaders sharing knowledge behaviour mediates the relationship between HL and all three dimensions of work engagement.Originality/valueThis study delves into and sheds further light on HL theory by proposing that LKSB serves as a motivational basis for the relationship between HL and employees’ work engagement. By bolstering the mediating mechanism of LKSB, the findings provide new, deeper insights into the influence of HL on all three dimensions of work engagement.

In the rapidly changing world of work, more research is needed on the impact of organization-level factors on personal-level work engagement and the mediating mechanisms between them. In this study, we adopted an organization-level perspective to work engagement, applying the positive organizational PRIDE theory as the research framework. The purpose of this research was to investigate the levels of work engagement among employees working in the public sector in North Finland and their association with the positive organizational PRIDE index. The following research question guided the research: What is the relationship between the PRIDE index and work engagement? This was a quantitative survey-based study, in which the data were collected through an online survey. The data collection occurred between October 6, 2020, and February 3, 2021, among public organization employees (N=606 respondents). The factors of PRIDE were analyzed using principal component analysis (PCA). Further, the analysis focused on the connections between background factors and PRIDE and work engagement. A t-test and one-way analysis of variance (ANOVA) were used to determine the statistical significance between different groups. The results of this study indicated that there was at least a moderate correlation between all PRIDE index elements and work engagement, and each element of the index was associated with work engagement. When considering the entire index, the correlation was strong. Based on the results of this study, we recommend that the observation, identification, and utilization of strengths be systematically supported through leadership and organizational practices.