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Administrative Sciences
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Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance,...
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Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being

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

Deadline for manuscript submissions: 31 December 2025 | Viewed by 19124

Special Issue Editor

Prof. Dr. Álvaro García del Castillo-López

E-Mail Website
Guest Editor
Department of Health Psychology, Miguel Hernández University, 03202 Elche, Alicante, Spain
Interests: internet gaming disorder; online addictions; adolescents; online games; digital addiction; mental health; social media; social isolation
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

This Special Issue aims to bring together innovative and multidisciplinary research that explores the concept of emotional health in the workplace and its implications for organizational dynamics, performance, and employee well-being. Given the increasing role of emotions in today's work environment, this Special Issue welcomes theoretical and empirical studies that examine how emotional health influences various organizational dynamics and work behaviors, productivity, job satisfaction, leadership, conflict resolution, emotional burnout, and team dynamics. We encourage submissions that address the following aspects:

  • The relationship between emotional intelligence and organizational dynamics.
  • The influence of emotional regulation on decision-making, interpersonal relations, and leadership.
  • The impact of negative emotions, such as stress and anxiety, on organizational variables (e.g., processes and culture) and individual variables (e.g., satisfaction, turnover, and absenteeism).
  • Strategies to promote resilience and its role in preventing burnout.
  • The role of emotions in shaping positive workplace climates and how these affect collaboration and innovation.
  • The connection between emotional well-being and organizational policies, such as workplace flexibility, work–life balance, and psychological support.
  • The relationships between employees' emotional health, healthy habits (e.g., eating and sleeping), unhealthy habits (e.g., alcohol use and addictive behaviors), and job performance.

This Special Issue takes an interdisciplinary perspective and invites contributions from psychology, management, gender studies, sociology, artificial intelligence, and other fields that explore the impact of emotional health on organizations. Submissions may include quantitative, qualitative, or systematic review studies that offer new insights or practical applications for improving emotional health in the workplace.

We request that, prior to submitting a manuscript, interested authors initially submit a proposed title and an abstract of 200–300 words summarizing their intended contribution. Please send it to the Guest Editor or to the Assistant Editor Ms. Zoya Zhang (zoya.zhang@mdpi.com) of Administrative Sciences. Abstracts will be reviewed by the Guest Editors for the purposes of ensuring a proper fit within the scope of the Special Issue. Full manuscripts will undergo double-blind peer review.

Abstract Submission Deadline: 31 October 2025.

Notification of Abstract Acceptance: 30 November 2025.

Prof. Dr. Álvaro García del Castillo-López
Guest Editor

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 250 words) can be sent to the Editorial Office for assessment.

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 1600 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

  • emotional health
  • emotional intelligence
  • emotional regulation
  • emotions
  • workplace
  • performance
  • well-being
  • healthy habits
  • resilience
  • addictions

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

Published Papers (5 papers)

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Research

17 pages, 589 KB  
Article
Workplace Bullying and Turnover Intention Among Boundary-Spanning Bank Workers: The Emotional Mechanism and the Amplifying Role of Workplace Unfairness
by Jale Minibas-Poussard, Ahmet Tugrul Tuger, Tutku Seckin, Haluk Baran Bingöl and Matthieu Poirot
Adm. Sci. 2025, 15(12), 496; https://doi.org/10.3390/admsci15120496 - 17 Dec 2025
Viewed by 121
Abstract
Background: Emotions play a central role in how employees respond to workplace bullying, influencing both their well-being and organizational outcomes. The purpose of the current study was to examine how workplace bullying and turnover intention are related to negative emotions and workplace [...] Read more.
Background: Emotions play a central role in how employees respond to workplace bullying, influencing both their well-being and organizational outcomes. The purpose of the current study was to examine how workplace bullying and turnover intention are related to negative emotions and workplace unfairness. Methods: The research involved collecting data from 269 boundary-spanning bank workers (call center workers, frontline office staff, and customer service representatives) who experienced bullying. A moderated mediation was tested using Model 7 of the Process macro. The relationship between workplace bullying and turnover intention was analyzed, emphasizing the moderating effect of workplace unfairness and the mediating role of negative emotions. Results: The results validated the model, showing that an increase in negative emotions and workplace unfairness promotes the link between workplace bullying and the intention to leave. Increased negative emotions and perceived workplace unfairness amplified the relationship between workplace bullying and turnover intention. Conclusions: The findings underscored the cumulative risk of bullying environments for employee well-being and retention, providing practical recommendations for HRM and leadership strategies to cultivate healthier, more inclusive workplace settings. This study adds to the bullying–turnover literature by examining the joint role of negative emotions and workplace unfairness in a moderated mediation framework. The study connects these findings to sustainable labor management, emphasizing both theoretical and practical implications for organizations. Full article
(This article belongs to the Special Issue Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being)
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20 pages, 484 KB  
Article
Material Deprivation, Institutional Trust, and Mental Well-Being: Evidence from Self-Employed Europeans
by Inna Majoor-Kozlinska
Adm. Sci. 2025, 15(12), 489; https://doi.org/10.3390/admsci15120489 - 15 Dec 2025
Viewed by 147
Abstract
Material deprivation, defined as the inability to afford essential goods and services, is a key determinant of psychological well-being across Europe. While prior research links deprivation to lower well-being and diminished institutional trust, few or no studies to date have examined how trust [...] Read more.
Material deprivation, defined as the inability to afford essential goods and services, is a key determinant of psychological well-being across Europe. While prior research links deprivation to lower well-being and diminished institutional trust, few or no studies to date have examined how trust itself might operate as a mechanism connecting these phenomena in an entrepreneurial context. The current study investigates whether institutional trust mediates the relationship between material deprivation and mental well-being among self-employed individuals across Europe. Drawing on data from the 2016 European Quality of Life Survey (N = 2373), the analysis focuses on the self-employed, a group particularly vulnerable to material insecurity due to limited access to welfare protections. Mental well-being is measured through positive emotions, energy levels, restfulness, and a sense of fulfilment, while institutional trust refers to confidence in government, parliament, the legal system, and local authorities. The results of structural equation modelling show that material deprivation is negatively associated with both institutional trust and mental well-being and that trust partially mediates this link. The findings suggest that when self-employed individuals face material deprivation, reduced trust in public institutions partly explains their lower well-being. This study contributes to entrepreneurial well-being research by highlighting the role of institutional trust as a cognitive belief-based mechanism through which economic insecurity affects mental well-being. Full article
(This article belongs to the Special Issue Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being)
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22 pages, 954 KB  
Article
Gossip Gone Toxic: The Dual Role of Self-Esteem and Emotional Contagion in Counterproductive Workplace Behavior
by Abdelrahman A. A. Abdelghani, Hebatallah A. M. Ahmed, Ahmad M. A. Zamil, Osman Elsawy, Sameh Fayyad and Ibrahim A. Elshaer
Adm. Sci. 2025, 15(9), 359; https://doi.org/10.3390/admsci15090359 - 12 Sep 2025
Cited by 4 | Viewed by 3090
Abstract
Grounded in the Conservation of Resources (COR) theory, this study investigates how negative workplace gossip (NWG) influences counterproductive work behavior (CWB) in the hospitality industry. It further examines the mediating role of self-esteem and the moderating influence of emotional contagion in shaping this [...] Read more.
Grounded in the Conservation of Resources (COR) theory, this study investigates how negative workplace gossip (NWG) influences counterproductive work behavior (CWB) in the hospitality industry. It further examines the mediating role of self-esteem and the moderating influence of emotional contagion in shaping this relationship. While prior research has predominantly treated NWG as a social stressor or reputational threat, this study extends the COR theory by explicitly modeling the resource depletion mechanism, specifically, the erosion of self-esteem as a key pathway linking NWG to CWB. By doing so, it posits that gossip erodes self-esteem, a fundamental psychological resource that eventually leads to behavioral retreat or revenge. Within the COR framework, the study also presents emotional contagion as a unique moderating variable, emphasizing how individual differences in emotional susceptibility may either accelerate or buffer the process of resource loss. Data was collected from 437 employees working in five-star hotels in Sharm El-Sheikh using a structured questionnaire. Analysis via PLS-SEM revealed that NWG significantly increases CWB, both directly and indirectly, by undermining employees’ self-esteem. Additionally, self-esteem was found to mediate the NWG–CWB link, while emotional contagion moderated the impact of NWG on self-esteem, suggesting that individuals with better emotional regulation can maintain self-worth in the face of workplace gossip. The study offers both theoretical and practical insights, highlighting the value of incorporating emotional contagion within the COR theory to understand and manage gossip-induced stress. It also underscores the importance of emotional intelligence and HR practices such as training and selection in minimizing the harmful effects of gossip at work. Full article
(This article belongs to the Special Issue Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being)
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27 pages, 1027 KB  
Article
Digitalization and Organizational Climate for Well-Being in Small European Firms: Does Collaboration Matter?
by Jelke Roorde Veltman and Inna Majoor-Kozlinska
Adm. Sci. 2025, 15(9), 337; https://doi.org/10.3390/admsci15090337 - 28 Aug 2025
Viewed by 1288
Abstract
Despite growing interest in organizational well-being, digitalization, and collaboration, their interrelations remain insufficiently explored in the context of small enterprises. This study addresses this critical gap by investigating how digitalization influences the organizational climate for well-being, and what role collaboration plays in this [...] Read more.
Despite growing interest in organizational well-being, digitalization, and collaboration, their interrelations remain insufficiently explored in the context of small enterprises. This study addresses this critical gap by investigating how digitalization influences the organizational climate for well-being, and what role collaboration plays in this relationship in small European enterprises. Small European enterprises that employ 10 to 50 people are vital to regional development and economic growth. However, they face unique resource constraints that directly affect how these enterprises implement digital tools and foster a climate for employee well-being, making them a critical context for understanding these dynamics. Drawing on Warr’s vitamin model and some elements of the Job Demands–Resources framework, we conceptualize digitalization as a contextual resource that comprises data analytics, robotics, and computer and software use, and contributes to shaping organizational environment directly linked to employee well-being. Using data from the 2019 European Company Survey (N = 11,650), we analyze responses from managers of small enterprises, who are uniquely positioned to assess the enterprise-wide digitalization and collaborative practices. Employing multiple regression analysis, we find a positive relationship between digitalization and organizational climate for well-being. However, the influence of collaboration on this relationship is not uniformal and depends on the age and industry type an enterprise operates in. The study advances theoretical understanding of digitalization as a dynamic environmental factor and provides actionable insights for small enterprises aiming to foster organizational well-being through tailored digital strategies. It also underscores the need for longitudinal, context-sensitive organizational research. Full article
(This article belongs to the Special Issue Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being)
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19 pages, 521 KB  
Article
The Importance of Emotional Intelligence in Managers and Its Impact on Employee Performance Amid Turbulent Times
by Madonna Salameh-Ayanian, Natalie Tamer and Nada Jabbour Al Maalouf
Adm. Sci. 2025, 15(8), 300; https://doi.org/10.3390/admsci15080300 - 1 Aug 2025
Cited by 1 | Viewed by 13205
Abstract
In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and resource-scarce contexts remains underexplored. This [...] Read more.
In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and resource-scarce contexts remains underexplored. This study addresses this critical gap by investigating the impact of five core EI dimensions, namely self-awareness, self-regulation, motivation, empathy, and social skills, on employee performance amid Lebanon’s ongoing multidimensional crisis. Drawing on Goleman’s EI framework and the Job Demands–Resources theory, the research employs a quantitative, cross-sectional design with data collected from 398 employees across sectors in Lebanon. Structural Equation Modeling revealed that all EI dimensions significantly and positively influenced employee performance, with self-regulation (β = 0.485) and empathy (β = 0.361) emerging as the most potent predictors. These findings underscore the value of emotionally intelligent leadership in fostering productivity, resilience, and team cohesion during organizational instability. This study contributes to the literature by contextualizing EI in an under-researched, crisis-affected setting, offering nuanced insights into which emotional competencies are most impactful during prolonged uncertainty. Practically, it positions EI as a strategic leadership asset for crisis management and sustainable human resource development in fragile economies. The results inform leadership training, policy design, and organizational strategies that aim to enhance employee performance through emotionally intelligent practices. Full article
(This article belongs to the Special Issue Emotional Health in the Workplace: Implications for Organizational Dynamics, Performance, and Employee Well-Being)
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