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Background: Research shows that there is a high prevalence of suicide among nurses. Despite this, it has been 15 years since the last literature review on the subject was published. Aim: The aim of this article is to review the knowledge currently available on the risk of suicide among nurses and on contributory risk factors. Method: A search was conducted in electronic databases using keywords related to prevalence and risk factors of suicide among nurses. The abstracts were analyzed by reviewers according to selection criteria. Selected articles were submitted to a full-text review and their key elements were summarized. Results: Only nine articles were eligible for inclusion in this review. The results of this literature review highlight both the troubling high prevalence of suicide among nurses as well as the persistent lack of studies that examine this issue. Conclusion: Considering that the effects of several factors related to nurses' work and work settings are associated with high stress, distress, or psychiatric problems, we highlight the relevance of investigating work-related factors associated with nurses' risk of suicide. Several avenues for future studies are discussed as well as possible research methods.

Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being.

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Servant leadership, a leadership style that focuses on leading by serving, is well suited to supporting frontline employees’ service‐oriented behaviors in the public sector. However, we still know little about how servant leaders shape these behaviors in this specific context. Drawing on social learning theory, relational identity, and service linkage research, this article addresses this gap and tests a model in which servant leadership is related to service‐oriented behaviors through customer orientation at the individual level and through service climate at the group level. The research hypotheses were tested, using a multilevel model, on a sample of 922 employees, 86 supervisors, and 9,547 citizens nested in 86 Canadian libraries. Results show that servant leaders are associated with high service‐oriented behaviors through the ability to strengthen individual customer orientation and service climate. Overall, this article highlights that developing servant leaders may help public organizations reach their goal of serving citizens better.

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Relying on social comparison theory and the norm of reciprocity perspective, the present study aims to longitudinally investigate the specific relationships between relative leader–member exchange (RLMX) and relative organizational citizenship behavior (ROCB). We examined the potentially bidirectional relationship between these two constructs using data consisting of 1,420 time-lagged observations from 725 employees surveyed at multiple time points. Our results indicate that performing more helping behaviors than the group average (ROCB) leads to a subsequent higher quality of relationship with the leader compared to the group average (RLMX), above and beyond the effect of organizational citizenship behavior on RLMX. This effect is stronger than the reverse relationship (i.e., the effect of RLMX on ROCB, above and beyond the leader–member exchange). Implications for theory and practice are discussed.