Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions—2nd Edition

A special issue of Administrative Sciences (ISSN 2076-3387).

Deadline for manuscript submissions: 31 July 2025 | Viewed by 15514

Special Issue Editors


E-Mail Website
Guest Editor
1. College of Education, Polytechnic of Coimbra, Coimbra, Portugal
2. Research Center for Social and Behavioral Sciences of ESEC, Polytechnic of Coimbra, Coimbra, Portugal
3. Centre of 20th Century Interdisciplinary Studies, University of Coimbra, Coimbra, Portugal
Interests: organizational behavior; organizational citizenship behavior
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
1. Coimbra Education School, Polytechnic of Coimbra, 3030-033 Coimbra, Portugal
2. Center of Psychology, University of Porto, 4150-564 Porto, Portugal
Interests: work–family relations; gender; emerging adulthood; work and career
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
1. Portugal ISPA–Instituto Universitário, Universidade de Aveiro, P R. Jardim do Tabaco 34, 1149-041 Lisbon, Portugal
2. Instituto Superior Manuel Teixeira Gomes, Portimão, Portugal
Interests: organizational behavior; human resources management; organizational psychology
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
1. Faculty of Psychology and Educational Sciences, University of Porto, Porto, Portugal
2. Center of Psychology, University of Porto, Porto, Portugal
Interests: social psychology; gender studies; gender roles
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
Polytechnic of Coimbra, School of Education, 3030-329 Coimbra, Portugal
Interests: social psychology; social media; organizational trust

Special Issue Information

Dear Colleagues,

While wellbeing at the workplace encompasses different aspects of working life, there is a recognition that, to promote workers’ well-being, organizations must ensure that the workers feel safe, healthy, satisfied, valued, and engaged in positive relationships at work. Although organizational practices such as task assignment or goal-setting may have the potential to induce workers´ strain, workers too often feel that sustained pressure can quickly lead to mental health issues, reducing levels of productivity, performance, and confidence. Moreover, the characteristics of some work contexts, such as the case of health or civil-protection professionals, among others, can increase the psychosocial risks associated with the nature of work. In both cases, raising awareness and supporting workers’ mental health and wellbeing can promote a culture of prevention against the potential effects of stress and burnout. Overall, the demand to reduce the psychosocial risks associated with work and promote healthy environments and workers’ sense of wellbeing at the workplace involves actions that focus on policies and practices to improve the work environment and organizational culture; work–life policies; learning, developing, and career opportunities; and good work design, communication, and leadership. A wide range of organizations and enterprises are calling for potential solutions that recognize the importance of investing in measures to minimize the risk by promoting wellbeing at the workplace that should include decent and satisfying working conditions. Identifying the key conditions of workplaces is vital to promote tailored measures committed to making the workplace and work relationships more satisfying with links to engagement levels, general health, and well-being of the workforce with implications for increased levels of satisfaction, productivity, and a healthy work context with a supportive climate and culture.

Given the complexity of factors associated with wellbeing and healthy work relationships, there is a need to further understand the roles played by both contextual (i.e., organizational and managerial) and individual characteristics in preventing the occurrence health hazards and how to better mitigate these hazards by promoting coping strategies, as well as good organizational practices and policies.

This proposed Special Issue aims to advance knowledge about the prevention and coping processes at micro, meso, and macro levels to explore the antecedents and the process from multi-disciplinary and multi-methodological perspectives. We aim to explore conceptualizations, provide innovative empirical perspectives, and advance methodological approaches that can enrich the understanding of these dimensions that account to promote workers’ wellbeing and healthy work relationships and workplaces.

Dr. Paula C. Neves
Prof. Dr. Claudia Andrade
Dr. Ana Maria da Palma Moreira
Dr. Marisa Matias
Dr. José Pedro Cerdeira
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • wellbeing at work
  • healthy work relationships
  • healthy workplaces

Benefits of Publishing in a Special Issue

  • Ease of navigation: Grouping papers by topic helps scholars navigate broad scope journals more efficiently.
  • Greater discoverability: Special Issues support the reach and impact of scientific research. Articles in Special Issues are more discoverable and cited more frequently.
  • Expansion of research network: Special Issues facilitate connections among authors, fostering scientific collaborations.
  • External promotion: Articles in Special Issues are often promoted through the journal's social media, increasing their visibility.
  • Reprint: MDPI Books provides the opportunity to republish successful Special Issues in book format, both online and in print.

Further information on MDPI's Special Issue policies can be found here.

Published Papers (4 papers)

Order results
Result details
Select all
Export citation of selected articles as:

Research

30 pages, 1225 KiB  
Article
Impostor Phenomenon Unveiled: Exploring Its Impact on Well-Being, Performance, and Satisfaction Among Employees
by Eman Swaidan and Nada Jabbour Al Maalouf
Adm. Sci. 2025, 15(2), 67; https://doi.org/10.3390/admsci15020067 - 19 Feb 2025
Viewed by 1611
Abstract
The Impostor Phenomenon (IP) is a widespread psychological phenomenon impacting the personal and professional experiences of individuals. This study aims to examine the impact of the IP on employee well-being, performance, and job satisfaction within Higher Education Institutions (HEIs) in Lebanon. Moreover, this [...] Read more.
The Impostor Phenomenon (IP) is a widespread psychological phenomenon impacting the personal and professional experiences of individuals. This study aims to examine the impact of the IP on employee well-being, performance, and job satisfaction within Higher Education Institutions (HEIs) in Lebanon. Moreover, this study explores if these effects vary depending on individuals’ personality types, such as introverted or extroverted, and if perceived organizational support (POS) plays a moderating role in these relationships. The research employed a mono-method quantitative approach to collect data from a sample of 155 faculty and staff employees using an online structured survey. Data were statistically analyzed using SPSS software. The findings obtained indicate that higher impostorism levels were linked to lower employee well-being, job satisfaction, and self-assessed job performance. Introverts showed a negative association between impostorism and well-being, while extroverts had significant negative associations with both job satisfaction and performance. POS only moderately influenced the association between impostorism and job satisfaction. The significance of the IP’s impacts on employee outcomes among different personality types is emphasized in this study. Furthermore, the moderating role played by POS highlighted the importance of organizational efforts in addressing employees’ experiences. This study provided insights to Human Resources (HR) professionals in Lebanon’s Higher Education Institutions to develop targeted interventions addressing IP experiences and personality types and promoting mental wellness and better job satisfaction and performance, and thus better organizational outcomes. Full article
Show Figures

Figure 1

15 pages, 726 KiB  
Article
Amplifying Unheard Voices or Fueling Conflict? Exploring the Impact of Leader Narcissism and Workplace Bullying in the Tourism Industry
by Alaa M. S. Azazz, Ibrahim A. Elshaer, Mansour Alyahya, Tamer Ahmed Abdulaziz, Walaa Moustafa Elwardany and Sameh Fayyad
Adm. Sci. 2024, 14(12), 344; https://doi.org/10.3390/admsci14120344 - 20 Dec 2024
Cited by 3 | Viewed by 1091
Abstract
The hospitality industry, well-known for its energetic and people-intensive nature, frequently depends on effective leadership to motivate teamwork and safeguard sustainable operational success. Nevertheless, leadership approaches may significantly influence workplace dynamics and leader narcissism appears to be a probable disruptor. This study explores [...] Read more.
The hospitality industry, well-known for its energetic and people-intensive nature, frequently depends on effective leadership to motivate teamwork and safeguard sustainable operational success. Nevertheless, leadership approaches may significantly influence workplace dynamics and leader narcissism appears to be a probable disruptor. This study explores the dual-edged influence of leader narcissism in the hospitality industry, specifically in determining employee unheard voice behavior and bullying in the workplace. While leader narcissism can amplify unheard voices by nurturing an environment where staff feel forced to speak up, it can also fuel workplace conflict by generating toxic interactions and advancing bullying in the workplace. This research utilized a self-administrated questionnaire, collecting data from employees in five-star hotels and category (A) tourism companies in Cairo, Egypt, from May to August 2024 through a convenience sampling technique. Of the 425 distributed questionnaires, 394 valid responses were received, and Smart PLS-3.0 was employed for hypothesis testing. The study’s findings indicate that employee voice behavior positively influences workplace bullying. There exists a favorable correlation between employee voice behavior and leader narcissism. Moreover, leader narcissism is proven to have a positive relationship with workplace bullying. Leader narcissism was recognized as a mediating variable in the connection between employee voice behavior and workplace bullying. While previous research has investigated how these factors influence work-related outcomes in broader organizational settings, this study focuses on their implications in tourism and hospitality. Additionally, the study delves into how leader narcissism mediates the connection between employee voice behavior and workplace bullying in the tourism industry. By highlighting and exploring the complexities of leader narcissism and its influence on workplace interrelationships, this research paper may offer valuable insights for top managers, policymakers, and academics seeking to generate healthier and more productive workplace environments in the tourism industry. Full article
Show Figures

Figure 1

22 pages, 4375 KiB  
Article
Toxic Leadership and Turnover Intentions: The Role of Burnout Syndrome
by Abiúd Nunes and Ana Palma-Moreira
Adm. Sci. 2024, 14(12), 340; https://doi.org/10.3390/admsci14120340 - 20 Dec 2024
Cited by 1 | Viewed by 3506
Abstract
This study aimed to test the effect of toxic leadership on turnover intentions and whether burnout syndrome mediates this relationship. This study’s sample consists of 309 participants who work in organizations based in Portugal and Angola. The results indicate that toxic leadership positively [...] Read more.
This study aimed to test the effect of toxic leadership on turnover intentions and whether burnout syndrome mediates this relationship. This study’s sample consists of 309 participants who work in organizations based in Portugal and Angola. The results indicate that toxic leadership positively and significantly affects burnout syndrome and turnover intentions. As for burnout, only the disengagement dimension positively and significantly affects turnover intentions. Disengagement partially mediates the relationship between toxic leadership and turnover intentions for participants working in Portugal and a total mediation effect for participants working in Angola. Organizations should be concerned about the leadership style adopted by their leaders, because if there is a toxic leader, this will lead to burnout syndrome in their subordinates and cause them to leave the organization, since turnover intentions are the best predictor of voluntary departure from the organization. Full article
Show Figures

Figure 1

19 pages, 325 KiB  
Article
Impact of Organisational Climate on Employee Well-Being and Healthy Relationships at Work: A Case of Social Service Centres
by Andrius Janiukštis, Kristina Kovaitė, Tomas Butvilas and Paulius Šūmakaris
Adm. Sci. 2024, 14(10), 237; https://doi.org/10.3390/admsci14100237 - 28 Sep 2024
Cited by 1 | Viewed by 8701
Abstract
Multiple studies highlight the crucial role of management of a positive organisational climate, which in turn contributes to employee well-being and healthy workplace relationships and mitigates the occurrence of negative behaviour, including harassment at the workplace. Furthermore, contemporary scholars emphasise the importance of [...] Read more.
Multiple studies highlight the crucial role of management of a positive organisational climate, which in turn contributes to employee well-being and healthy workplace relationships and mitigates the occurrence of negative behaviour, including harassment at the workplace. Furthermore, contemporary scholars emphasise the importance of open and transparent communication channels in reducing workplace tensions and improving employee mental health. However, the interrelationship between organisational climate, open communication, employee well-being, and negative behaviours in the workplace is a complex phenomenon. Despite the relevance and interest in organisational climate on employee well-being, limited efforts have been devoted to the area of relationships and causality, and straightforward answers about the objective links between these phenomena and their general nature remain complex. Therefore, this study aims to strengthen the understanding of the impact of the organisational climate on employee well-being and negative behaviours in the workplace. This is the first study that applied causality to the investigated problem to identify statistical relationships between the variables. This study was conducted in Lithuanian social service centres and schools, focussing on professionals with a high psychological risk at work due to their nature. This study offers valuable contributions and provides a comprehensive and profound insight into the management field, focussing on the impact of the organisational climate. The values of harassment in the workplace are explained by the values of organisational climate and employee well-being. This study demonstrates that improving the organisational climate contributes to employee well-being and healthy relationships and reduces the prevalence of negative behaviours in the workplace. This study introduces the academic and practical implications and suggests the pathways for further research. Full article
Back to TopTop