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Administrative Sciences
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Building a Resilient Workforce: Strategies for Promoting Mental and Physical...
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Building a Resilient Workforce: Strategies for Promoting Mental and Physical Health at Work

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

Deadline for manuscript submissions: closed (30 April 2026) | Viewed by 4336

Special Issue Editors

Dr. Kavitha Haldorai

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Guest Editor
Dedman College of Hospitality, Florida State University, Tallahassee FL 32306, USA
Interests: employee well-being; positive psychology; occupational safety; stress management; burnout; employee assistance program; mindfulness
Dr. Souji Gopalakrishna Pillai

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Guest Editor
Horst Schulze School of Hospitality Management, College of Human Sciences, Auburn University, Auburn, AL 36849, USA
Interests: occupational safety; organizational culture; workplace ergonomics; social support network; nutritional intervention; workplace policies

Special Issue Information

Dear Colleagues,

In today's rapidly evolving work environments, the resilience of the workforce has become a critical factor for organizational success. Resilience, the capacity to recover quickly from difficulties, is essential for maintaining both mental and physical health amid the pressures and uncertainties of modern work life. The importance of fostering a resilient workforce cannot be overstated, as it directly impacts productivity, job satisfaction, and overall organizational well-being. With the increasing recognition of mental health issues and the need for physical wellness in the workplace, there is an urgent need for evidence-based strategies and interventions that promote resilience among employees.

This Special Issue, titled "Building a Resilient Workforce: Strategies for Promoting Mental and Physical Health at Work," aims to explore innovative approaches and comprehensive strategies that enhance employee resilience. The objective is to provide a platform for sharing cutting-edge research and practical insights that contribute to the development of resilient workforces. This subject aligns with the journal's scope by addressing critical aspects of workplace health, organizational behavior, and human resource management, offering valuable contributions to both academic research and practical applications in various organizational settings.

In this Special Issue, original research articles and reviews are welcome. Research areas may include (but are not limited to) the following themes:

  • Leadership and employee well-being.
  • Work–life balance.
  • Stress management.
  • Mental health support systems, including counseling and employee assistance programs, in promoting resilience.
  • Physical wellness programs and ergonomic workplace designs.
  • Organizational culture and resilience.
  • Technological interventions: exploring the role of digital tools and technologies in supporting employee mental and physical health.
  • Training and development.
  • Resilience in remote and hybrid work environments.
  • Diversity and inclusion, as well as overall well-being of employees.

We look forward to receiving your contributions to this Special Issue, which aims to advance our understanding and application of strategies for building a resilient workforce.

Dr. Kavitha Haldorai
Dr. Souji Gopalakrishna Pillai
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 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

  • well-being
  • resilience
  • physical wellness
  • organizational culture
  • leadership styles
  • mindfulness
  • stress management

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

Published Papers (3 papers)

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Research

17 pages, 505 KB  
Article
When Workplace Bullying Escalates into Burnout: The Conditional Role of Emotion-Focused Coping Under Bystander Silence
by Jale Minibas-Poussard, Tutku Seckin and Haluk Baran Bingöl
Adm. Sci. 2026, 16(4), 195; https://doi.org/10.3390/admsci16040195 - 21 Apr 2026
Viewed by 766
Abstract
Background: Workplace bullying constitutes a persistent psychosocial risk in public service settings, where hierarchical structures and limited exit opportunities may intensify employees’ psychological strain. Although previous research has documented associations between workplace bullying and burnout, less is known about the psychological processes [...] Read more.
Background: Workplace bullying constitutes a persistent psychosocial risk in public service settings, where hierarchical structures and limited exit opportunities may intensify employees’ psychological strain. Although previous research has documented associations between workplace bullying and burnout, less is known about the psychological processes through which bullying translates into emotional exhaustion and the contextual conditions under which these processes are activated, particularly in public sector contexts. Method: This study used survey data from 234 public service employees working in administrative, educational, and non-clinical healthcare institutions across three major cities in Türkiye (Istanbul, Ankara, and Izmir). Participants who were frequently exposed to workplace bullying were selected to examine the detrimental cycle that victims experience. A moderated mediation model (PROCESS Model 7) was tested to examine emotion-focused coping as a mediating mechanism between workplace bullying and burnout, operationalized through emotional exhaustion, and to assess whether this indirect effect was conditional on perceived bystander silence. Results: Findings indicated that workplace bullying was associated with increased reliance on emotion-focused coping only when perceived bystander silence was high. The conditional indirect effect of workplace bullying on burnout via emotion-focused coping was significant at higher levels of bystander silence, whereas no indirect effect emerged under low silence conditions. Conclusions: These findings suggest that burnout does not arise as an automatic consequence of bullying exposure but unfolds through coping processes that are activated in socially silent environments. By highlighting the conditional role of bystander silence, this study emphasizes the value of social context in shaping how public service employees respond to workplace bullying and how burnout develops. We discuss the practical implications for organizational interventions that aim to reduce bystander silence and support healthier coping processes in organizations. Full article
(This article belongs to the Special Issue Building a Resilient Workforce: Strategies for Promoting Mental and Physical Health at Work)
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20 pages, 484 KB  
Article
Breaking Under Pressure: How Toxic Work Environments Trigger Musculoskeletal Discomfort Through Stress and Dissatisfaction
by Souad Hassanie, Orhan Uludag and Ayowale Olufemi Olatunde
Adm. Sci. 2026, 16(2), 79; https://doi.org/10.3390/admsci16020079 - 5 Feb 2026
Viewed by 1402
Abstract
Although toxic work environments are acknowledged as harmful, hospitality research rarely explains how toxic work environments translate into musculoskeletal discomfort through psychosocial mechanisms. Therefore, our study addresses that gap by integrating the stimulus–organism–response framework and the conservation of resources theory to examine the [...] Read more.
Although toxic work environments are acknowledged as harmful, hospitality research rarely explains how toxic work environments translate into musculoskeletal discomfort through psychosocial mechanisms. Therefore, our study addresses that gap by integrating the stimulus–organism–response framework and the conservation of resources theory to examine the impact of a toxic work environment on employees’ perceptions of musculoskeletal discomfort mediated by perceived work stress and job dissatisfaction. Data were collected from hotel employees working in Johannesburg, South Africa. The study’s interrelationships were analyzed utilizing structural equation modeling. The results showed that a toxic work environment significantly increases work stress and job dissatisfaction, and that both mechanisms are associated with musculoskeletal discomfort. Moreover, the findings indicated that the indirect effect through job dissatisfaction is stronger than the indirect effect through work stress, suggesting that attitudinal erosion is a key channel linking toxic climate to physical discomfort. Our study is the first to combine the stimulus–organism–response framework and the conservation of resources theory to explain how sensory processes and resource allocation mechanisms would operate in the presence of a toxic environment, influencing employees’ psychological and health-related outcomes. Practically, managers should prioritize anti-toxicity policies, supervisor coaching, confidential reporting channels, and psychosocial support to reduce employee strain. Full article
(This article belongs to the Special Issue Building a Resilient Workforce: Strategies for Promoting Mental and Physical Health at Work)
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16 pages, 373 KB  
Article
Psychometric Validation of the Constant Connectivity Scale in the Context of Digital Work in Italian Organizations
by Giorgia Bondanini, Martin Sanchez-Gomez, Nicola Mucci and Gabriele Giorgi
Adm. Sci. 2026, 16(1), 39; https://doi.org/10.3390/admsci16010039 - 12 Jan 2026
Viewed by 947
Abstract
In an increasingly digitalized work environment, the expectation of perpetual work availability—constant connectivity (CC)—has become central to employees’ daily experiences, influencing productivity, well-being, and work–life balance. This study validates the Constant Connectivity Scale in the Italian organizational context, assessing its psychometric properties through [...] Read more.
In an increasingly digitalized work environment, the expectation of perpetual work availability—constant connectivity (CC)—has become central to employees’ daily experiences, influencing productivity, well-being, and work–life balance. This study validates the Constant Connectivity Scale in the Italian organizational context, assessing its psychometric properties through exploratory and confirmatory factor analyses with 300 employees from three organizations. Reliability and validity assessments revealed the scale’s unidimensional structure, strong internal consistency, and high construct validity, demonstrating its effectiveness in measuring perceived hyperconnectivity at work. Findings reveal important relationships between constant connectivity and employee outcomes: significant associations with increased anxiety and a paradoxical moderate positive correlation with job performance, suggesting complex mechanisms whereby connectivity simultaneously activates engagement and strain processes. The weak correlation with smart working perception indicates that organizational flexibility policies have not substantially reduced connectivity expectations in Italian organizations. This study contributes to the digital work literature by providing a validated, culturally adapted instrument for as sessing constant connectivity in the Italian workforce. The validated CCS offers organizations evidence-based measurement for understanding hyperconnectivity intensity and implementing targeted strategies for building workforce resilience and promoting mental health through better management of digital connectivity demands. Full article
(This article belongs to the Special Issue Building a Resilient Workforce: Strategies for Promoting Mental and Physical Health at Work)
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