PurposeThis study aims to explore the role of individual (work engagement, personal initiative), group (transformational, transactional, passive‐avoidant leadership) and organisational factors (support for innovation climate) in fostering the two components of nurses’ innovative behaviours, idea generation and idea implementation.Design and MethodA cross‐sectional study was conducted in an Italian public hospital, in two departments that had been created by merging other departments. A self‐report questionnaire was completed by 118 nurses. Hierarchical regression analysis was used to test the hypotheses.FindingsRespondents reported a high frequency of idea generation followed by idea implementation. Personal initiative and passive‐avoidant leadership were significantly and positively related to nurses’ idea generation and idea implementation. Support for innovation was positively related to idea implementation. Transactional and transformational leadership did not show any relationships with the two innovative work behaviours.ConclusionsThis study shows that nurses’ innovative work behaviour is a complex and multi determined behaviour, influenced by individual, group, and organisational factors. It also shows that low levels of passive‐avoidant leadership may contribute to innovation.Clinical RelevanceHealthcare policies and strategies are needed to support a leadership style that allows space for autonomy, and that, together with support for innovation and personal initiative, facilitates nurses’ idea generation and idea implementation.

Background. The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees. Objective. The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees’ perceptions of remote work; (2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family–work conflict; (3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses. Design. A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses. Results. Women experienced more stress and more engagement when working remotely; older employees perceived remote work as a less positive experience; opinions about remote work and remote work engagement were positively related to remote work satisfaction; leader–member exchange (LMX) was a significant predictor of job performance. Conclusion. During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers.

Features of motivation for obtaining higher education, leading motives, motivational structure are investigated. The relevance of the research is determined by the influence of the motivation peculiarities on the success in studies educational activities and subsequent work. The students of the first courses of full-time education of 12 universities of different regions of Russia took part in the research. N = 559. The analysis of such indicators of central tendency as median, mode and arithmetic mean was used to assess the relative importance of motives. Correlation analysis and cluster analysis were used to identify the structure of motivation for obtaining higher education. Motivation for obtaining higher education was defined as a distant, external to the training activity, an anticipatory motivation. The motives for ensuring material well-being in the future, professionalization, self-realization are the most significant. The structure of motivation includes two clusters of motives that are grouped around the motives of material well-being and self-realization, and a separate motive of professionalization. The motives of the first cluster can be marked as motives for socialization. Motives of the second cluster can be marked as motivation for individuation.

The Memorandum events from June 1861 constitute an important milestone in the development and shaping of the Slovak nation, its culture, political self-awareness, and national self-determination. Formulated and approved by the First Slovak National Gathering on June 6-7, 1861 in Martin, the Memorandum of the Slovak Nation to the upper chamber of the Hungarian parliament, containing the Petitions of the Slovak Nation which ask for a just enactment of the law with regard to equality of the nations in Hungary, reflected not only the political ambitions but also philosophical and religious convictions (and presuppositions) of the leading figures of the third phase of the Slovak National Revival Movement in mid-19th century.