Job crafting benefits both employees and organizations by enhancing employees’ health, well-being, and performance. Therefore, it is crucial to investigate the individual factors that encourage job crafting and the conditions under which they operate. Based on Trait Activation Theory, this study examined the relationship between employees’ growth mindset and job crafting, as well as the moderating effect of job autonomy on this relationship. In Study 1, we conducted a situational experiment with 180 participants, manipulating growth vs. fixed mindset and high vs. low job autonomy. In Study 2, we surveyed 236 participants over three waves, collecting demographic data and growth mindset at T1, job autonomy at T2 (one month later), and job crafting at T3 (two months later). Results from Study 1 indicated that growth mindset significantly impacted job crafting, moderated by job autonomy. Study 2 confirmed this positive effect of growth mindset on job crafting and revealed a significant positive interaction between growth mindset and job autonomy. These findings suggest that employees with a growth mindset engage more in job crafting, with this relationship strengthened under conditions of high job autonomy. This study highlights job autonomy as a situational cue that activates employees’ growth mindset, enhancing proactive job crafting behaviors. This research advances the literature on positive work behaviors by establishing growth mindset as a direct antecedent and illustrating the moderating role of job autonomy, thereby enriching the understanding of conditions that foster a positive workplace environment.

Background/Objectives: Understanding threats to nurses’ work engagement is important for workforce stability, care quality, and nurses’ well-being. We examined whether organizational dehumanization and patient/family incivility were indirectly associated with lower work engagement through psychological distress and whether perceived partner responsiveness moderated the distress–engagement association. Methods: Three-wave survey data were collected from 325 married nurses at one-week intervals. Workplace stressors were measured at Time 1, psychological distress and perceived partner responsiveness at Time 2, and work engagement at Time 3. Covariate-adjusted moderated mediation analyses were conducted using 5000 bootstrap samples. Results: Organizational dehumanization (β = 0.438, p < 0.001) and patient/family incivility (β = 0.271, p < 0.001) were independently associated with greater psychological distress, which was associated with lower work engagement (β = −0.246, p < 0.001). The psychological distress × perceived partner responsiveness interaction was significant (β = 0.305, p < 0.001), explaining an additional 6.3% of the variance in work engagement. The negative distress–engagement association was significant at low and mean levels of perceived partner responsiveness but not at a high level. Both workplace stressors showed significant indirect associations with work engagement at low and mean, but not high, levels of perceived partner responsiveness; the corresponding high–low contrasts were significant. Conclusions: The findings are consistent with a pattern in which workplace stressors from different sources are associated with lower work engagement through psychological distress, while higher perceived partner responsiveness is associated with a weaker distress–engagement relationship. Reducing avoidable workplace stressors and supporting recovery outside work may help sustain nurses’ engagement; causal and intervention effects remain to be tested.

Companion animals have increasingly become central to human emotional life, yet the literature linking living with companion animals, human–animal interaction, and mental health remains fragmented. This study mapped global research trends on companion animals and mental health from 2000 to 2024 using bibliographic records retrieved from the Web of Science Core Collection (WoSCC). A final dataset of 930 peer-reviewed articles was analyzed with Bibliometrix (RStudio), CiteSpace, and VOSviewer to characterize publication growth, national and institutional collaboration, influential authors and journals, co-cited references, keyword clusters, and citation bursts. Results show a strong nonlinear increase in output after 2015, with the United States as the dominant contributor and Australia and the WoSCC country node labelled England (distinct from Scotland) as important international bridges. Core knowledge clusters center on human–animal interaction, animal-assisted intervention, older adults, child/adolescent development, loneliness, attachment, and post-traumatic stress. Recent burst terms and references indicate a shift from general companion-animal caregiving and physiological stress buffering toward intervention design, vulnerable populations, and pandemic-era mental health. Overall, the field has matured into an interdisciplinary research area with growing methodological sophistication, but future work should strengthen cross-cultural evidence, longitudinal designs, standardized outcome measures, and explicit assessment of animal welfare.

Introduction: Early-career employees are expected to learn their roles and to contribute proactively to organizational improvement. Although proactive behavior research has emphasized personality, leadership, job design, and socialization, less is known about how intrinsic work values are translated into proactive behavior among employees at the beginning of their careers. This study develops a value-based account of early-career proactivity and examines two boundary conditions: perceived employment relations climate and internal locus of control. Methods: Data were collected through the Wenjuanxing online questionnaire platform. Of 605 returned questionnaires, 541 valid responses from Chinese employees with no more than 24 months of work experience were retained. The survey measured intrinsic work values, proactive behavior, perceived employment relations climate, internal locus of control, and demographics. Reliability analyses, confirmatory factor analysis, correlation analyses, robust hierarchical regressions, moderation tests, simple-slope analyses, variance-inflation diagnostics, and Johnson-Neyman probing were conducted. Results: Intrinsic work values were positively associated with proactive behavior in the main-effect model. Perceived employment relations climate attenuated this association, such that intrinsic work values were more strongly related to proactive behavior when perceived employment relations climate was lower. Internal locus of control strengthened the association, such that intrinsic work values were more strongly related to proactive behavior among employees with higher internal locus of control. Discussion: The findings suggest that intrinsic work values are a motivational basis for early-career proactivity, but their behavioral expression depends on situational cues and perceived agency. The study contributes to value-behavior and proactive motivation research while highlighting the need for longitudinal and multi-source designs.