European Journal of Investigation in Health, Psychology and Education

Research

37 pages, 2053 KB

Open AccessArticle

Integrating Emotional Contagion into Leadership Theorizing: Development and Validation of the Leader Awareness of Holistic Contagion Scale

by Laura Petitta and Lixin Jiang

Eur. J. Investig. Health Psychol. Educ. 2026, 16(5), 61; https://doi.org/10.3390/ejihpe16050061 - 29 Apr 2026

Viewed by 441

Abstract

While the literature acknowledges the importance of emotion management for effective leadership, no leadership theory embeds the management of contextual emotions that involuntarily spread among multiple workplace stakeholders (i.e., holistic emotional contagion) and are jointly intertwined with leaders’ actions. The present research aimed [...] Read more.

While the literature acknowledges the importance of emotion management for effective leadership, no leadership theory embeds the management of contextual emotions that involuntarily spread among multiple workplace stakeholders (i.e., holistic emotional contagion) and are jointly intertwined with leaders’ actions. The present research aimed to: (1) include emotional contagion into leadership theorizing and assess the cross-country validity of the accompanying measure (Leader Awareness of Holistic Contagion Scale; LAHCS), and (2) examine the LAHCS’ convergent, discriminant and nomological/criterion validity. Data (Study 1) from 1454 Italian employees supported the LAHCS construct and convergent validity with multiple leadership scales and discriminant validity against group-member-prototypicality. Data (Study 2) from the U.S. (N = 400) and Italy (N = 186) supported measurement invariance. SEM model results suggest that leaders’ awareness of holistic contagion and their orientation to manage contagion are associated with higher followers’ commitment and leadership satisfaction. Interestingly, the leader’s engagement in active exploration of contagion exchanges and their awareness of the leader–follower emotional distance is associated with followers’ higher burnout, lower commitment and leadership dissatisfaction. In conclusion, our cross-country findings support the LAHCS validity and reveal that leaders who are aware of workplace emotional traffic are appreciated. Notably, if they attempt to actively explore this traffic or are aware of followers’ emotional distance, then the situation becomes likely intrusive and uncomfortable, resulting in followers’ dissatisfaction, poor commitment and distress. For scholars and practitioners alike, our findings provide a leadership conceptual framework, including emotional contagion as a springboard to the understanding of some apparently inconvenient truths about emotions and leadership. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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24 pages, 782 KB

Open AccessArticle

Presenteeism and Emotional Exhaustion as Mechanisms Linking Abusive Leadership to Non-Green Behavior in Hotel Enterprises: The Buffering Role of Co-Worker Support

by Ahmed Mohamed Hasanein and Hazem Ahmed Khairy

Eur. J. Investig. Health Psychol. Educ. 2026, 16(3), 46; https://doi.org/10.3390/ejihpe16030046 - 23 Mar 2026

Viewed by 887

Abstract

This study examines how abusive leadership influences non-green behavior among employees in five-star hotels in Egypt, drawing on Conservation of Resources (COR) theory and the Job Demands–Resources (JD–R) model. Using survey data collected from 400 full-time hotel employees, the study investigates the mediating [...] Read more.

This study examines how abusive leadership influences non-green behavior among employees in five-star hotels in Egypt, drawing on Conservation of Resources (COR) theory and the Job Demands–Resources (JD–R) model. Using survey data collected from 400 full-time hotel employees, the study investigates the mediating roles of emotional exhaustion and presenteeism, as well as the moderating role of perceived co-worker support. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test the proposed relationships. The results indicate that abusive leadership increases emotional exhaustion and presenteeism, both of which contribute to higher levels of non-green behavior. Emotional exhaustion mediates the relationship between abusive leadership and non-green behavior, while presenteeism partially mediates the link between abusive leadership and emotional exhaustion. Additionally, perceived co-worker support buffers the negative effect of presenteeism on emotional exhaustion. By integrating COR and JD–R perspectives, this study advances understanding of the psychological mechanisms through which abusive leadership undermines environmentally responsible behavior. The findings offer practical insights for hospitality managers seeking to promote employee well-being and sustainability in high-pressure service environments. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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11 pages, 267 KB

Open AccessArticle

Physical and Social Factors Differentiating Acute and Chronic Low Back Pain Among Small- and Medium-Sized Enterprise Workers in Japan: A Cross-Sectional Study

by Yurika Tamekuni, Kenta Okuyama, Atsushi Motohiro, Daijo Shiratsuchi, Minoru Isomura, Linda Abrahamsson, Martin Lindström, Kristina Sundquist and Takafumi Abe

Eur. J. Investig. Health Psychol. Educ. 2026, 16(2), 17; https://doi.org/10.3390/ejihpe16020017 - 27 Jan 2026

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Abstract

Low back pain is common and negatively impacts quality of life and workplace productivity. However, few studies have focused on small- and medium-sized enterprises (SMEs) where risk factors are prevalent. This cross-sectional study examined the association and structural relationships between physical and social [...] Read more.

Low back pain is common and negatively impacts quality of life and workplace productivity. However, few studies have focused on small- and medium-sized enterprises (SMEs) where risk factors are prevalent. This cross-sectional study examined the association and structural relationships between physical and social factors in low back pain among Japanese SME workers. We analyzed survey data collected between April 2021 and August 2022 from 762 SME workers aged 18–65 years in Shimane, Japan, to assess acute (less than 3 months) and chronic low back pain using a self-reported questionnaire. Workplace physical (physical load) and social (stress of interpersonal relations) factors were measured using a brief job stress-related questionnaire. Associations between workplace factors and acute and chronic low back pain were evaluated using multivariable, multinomial logistic regression. Among the 762 workers, 50.9% and 7.3% reported acute and chronic low back pain, respectively. The odds ratio (OR) for acute pain was 2.08 for ‘Very much so’ in those with a high physical load. Compared with those with low interpersonal stress, the OR for chronic pain was 2.20 for medium stress and 2.82 for high stress. Reducing physical workloads may mitigate acute low back pain, while lowering interpersonal stress at work may reduce chronic low back pain. Future studies should investigate whether improving workplace physical and social factors is longitudinally effective. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

17 pages, 395 KB

Open AccessArticle

Exploring Workers’ Experience in Public Administrations: Intergenerational Relations and Change as Difficulties and Potential

by Cristina Curcio and Anna Rosa Donizzetti

Eur. J. Investig. Health Psychol. Educ. 2026, 16(1), 14; https://doi.org/10.3390/ejihpe16010014 - 16 Jan 2026

Viewed by 833

Abstract

Background: In a context of profound transformation within Public Administration, the growing generational diversity of the workforce poses critical challenges to organisational well-being. While ageism is a known risk, the intersectionality of age and gender—manifesting as gendered ageism—remains an under-explored area that can [...] Read more.

Background: In a context of profound transformation within Public Administration, the growing generational diversity of the workforce poses critical challenges to organisational well-being. While ageism is a known risk, the intersectionality of age and gender—manifesting as gendered ageism—remains an under-explored area that can significantly undermine job satisfaction and employee health. Objective: This study aimed to explore the subjective work experience of public sector employees, specifically focusing on intergenerational relations and the impact of gendered ageism. Methods: A qualitative study was conducted involving 30 employees of the Italian Public Administration, recruited via purposive sampling. Data were collected through semi-structured interviews lasting approximately 38 min and analysed using a thematic analysis of elementary contexts via T-Lab software. Results: The analysis revealed four distinct thematic clusters positioned along two main factor axes (Individual/Organisation and Difficulties/Potential). The results show a dichotomy: while positive relationships with colleagues (Cluster 1) and the drive for change (Cluster 4) act as potential resources, the experience is marred by significant difficulties. These include organisational imbalances (Cluster 3) and, crucially, specific experiences of gendered ageism (Cluster 2), manifesting as stereotypes, pressure on women’s physical appearance, and exclusionary dynamics. Conclusions: The findings highlight that gendered ageism is a distinct stressor impacting workforce sustainability. Combating intersectional discrimination represents a strategic priority to safeguard well-being, retain skills, and build a healthy, resilient, and productive working environment. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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16 pages, 1050 KB

Open AccessArticle

Workplace Demands, Control, and Identification as Predictors of Job Satisfaction

by Samuel Fernández-Salinero, Giulia Foti, Gabriele Giorgi, Gabriela Topa and Pablo Garmendia

Eur. J. Investig. Health Psychol. Educ. 2026, 16(1), 9; https://doi.org/10.3390/ejihpe16010009 - 5 Jan 2026

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Abstract

Job satisfaction is a key component of organizational well-being and performance. This study explores the relationship between job characteristics (demands and resources), organizational and group identification, and affective job satisfaction, drawing on the Job Demands–Resources model and social identity theory. Methods: A cross-sectional [...] Read more.

Job satisfaction is a key component of organizational well-being and performance. This study explores the relationship between job characteristics (demands and resources), organizational and group identification, and affective job satisfaction, drawing on the Job Demands–Resources model and social identity theory. Methods: A cross-sectional design was used with a sample of 420 employed individuals (49% men and 51% women), with a mean age of 41.58 years (SD = 9.95). Participants completed an online questionnaire assessing job demands (quantity and complexity), job resources (competency development, use of competencies, and decision latitude), and identification (organizational and group). Most participants held a university degree (48.1%) and had a permanent contract (79.8%). A MIMIC model was applied to test the hypothesized relationships. Results: Job demands defined by quantity were inversely associated with job satisfaction, while competency development and use were positively associated. Organizational and group identification also showed significant positive relationships with job satisfaction. However, task complexity and decision latitude were not significant predictors. Discussion: These findings underscore the importance of integrating both job design and social identity factors to enhance job satisfaction and inform organizational strategies aimed at promoting employee well-being. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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19 pages, 663 KB

Open AccessArticle

Understanding the Detachment–Strain Relationship: A Two-Wave Mediational Model

by Chiara Consiglio, Nicoletta Massa, Ferdinando Paolo Santarpia and Cristiano Violani

Eur. J. Investig. Health Psychol. Educ. 2025, 15(12), 246; https://doi.org/10.3390/ejihpe15120246 - 29 Nov 2025

Cited by 1 | Viewed by 1206

Abstract

Background: Healthcare professionals are highly exposed to work-related stressors, which increases their vulnerability to exhaustion, a key dimension of burnout. Psychological detachment, defined as the ability to mentally disengage from work during off-job time, has been identified as a key recovery mechanism. However, [...] Read more.

Background: Healthcare professionals are highly exposed to work-related stressors, which increases their vulnerability to exhaustion, a key dimension of burnout. Psychological detachment, defined as the ability to mentally disengage from work during off-job time, has been identified as a key recovery mechanism. However, the processes linking detachment to exhaustion over time remain underexplored. Methods: This study integrated the Conservation of Resources theory and the Stressor–Recovery Model to test a two-wave longitudinal model, in which negative work–home spillover mediates the relationship between psychological detachment and exhaustion. The reverse pathways were also examined. Data were collected from 258 healthcare professionals at an Italian hospital, who completed self-report questionnaires at two time points over a two-year period. Structural equation modeling was employed to test the hypothesized relationships. Results: Psychological detachment at Time 1 predicted lower spillover at Time 2, which in turn was associated with lower exhaustion, supporting a full mediation model. Additionally, spillover at Time 1 negatively predicted detachment at Time 2, suggesting the existence of a potential loss cycle, while reverse effects from exhaustion to spillover or detachment were not supported. Conclusions: These findings highlight the crucial role of psychological detachment in preventing long-term exhaustion among healthcare professionals by reducing work–home spillover, providing valuable insights for interventions that promote recovery processes. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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20 pages, 380 KB

Open AccessArticle

Traumatic Events, Psychopathology, and Post-Traumatic Stress Disorder in the General Community and First Responders: Presence of Symptoms and Associated Factors

by Hélder António, Pedro Gamito, Stéphane Bouchard, Shivani Atul Mansuklal, José Cardoso, Maria Vieira de Castro and Ricardo Pinto

Eur. J. Investig. Health Psychol. Educ. 2025, 15(12), 241; https://doi.org/10.3390/ejihpe15120241 - 26 Nov 2025

Viewed by 1836

Abstract

Most individuals experience at least one traumatic event during their lifetime, which can lead to the development of psychopathological symptoms and Post-Traumatic Stress Disorder (PTSD). First responders (e.g., police officers, firefighters, emergency medical professionals) are exposed to traumatic events daily, making them particularly [...] Read more.

Most individuals experience at least one traumatic event during their lifetime, which can lead to the development of psychopathological symptoms and Post-Traumatic Stress Disorder (PTSD). First responders (e.g., police officers, firefighters, emergency medical professionals) are exposed to traumatic events daily, making them particularly vulnerable to developing such symptoms. Using an online questionnaire, this study aimed to compare self-reported exposure to traumatic events and the presence of psychopathological and PTSD symptoms between a sample from the general community (n = 137) and first responders (n = 672) residing in Portugal. We also sought to identify factors associated with the development of PTSD symptoms. Results showed that although first responders reported higher exposure to traumatic events, there were no significant differences in PTSD symptoms between first responders and the general community. However, general psychopathological symptoms, particularly anxiety and depression, were higher in the general community than among first responders. Symptoms of anxiety, depression, obsessive–compulsive tendencies, hostility, paranoid ideation, psychoticism, and personally experienced traumatic events emerged as significant predictors of PTSD symptoms, whereas demographic variables showed no significant predictive value. The potential influence of factors such as terror management theory, training and education, professional selection, the “hero lifestyle”, and the “police culture” is discussed, along with implications and directions for future research. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

18 pages, 604 KB

Open AccessArticle

The Moderating Role of Resilience in the Relationship Between Occupational Stressors and Psychological Distress Among Aviation Pilots in Pakistan

by Ali Ijaz, Anila Amber Malik, Tayyeba Ahmad, Waqas Hassan, Sofia Mastrokoukou and Claudio Longobardi

Eur. J. Investig. Health Psychol. Educ. 2025, 15(10), 206; https://doi.org/10.3390/ejihpe15100206 - 11 Oct 2025

Cited by 1 | Viewed by 1964

Abstract

Background: Aviation is one of the most demanding professions, exposing pilots to persistent stressors such as fatigue, irregular schedules, and high safety responsibility. These conditions heighten vulnerability to depression, anxiety, and stress (DAS), yet the protective mechanisms mitigating such effects remain less well [...] Read more.

Background: Aviation is one of the most demanding professions, exposing pilots to persistent stressors such as fatigue, irregular schedules, and high safety responsibility. These conditions heighten vulnerability to depression, anxiety, and stress (DAS), yet the protective mechanisms mitigating such effects remain less well understood. Objective: This study examined the roles of resilience, coping strategies, and fatigue in predicting DAS among commercial airline pilots. Method: A sample of 200 pilots completed validated self-report measures: the Connor–Davidson Resilience Scale (CD-RISC), the Coping Inventory for Stressful Situations (CISS), the Fatigue Severity Scale (FSS), and the Depression Anxiety Stress Scale (DASS-21). Data were analyzed using bivariate correlations, hierarchical multiple regression, and mediation/moderation analyses via the PROCESS macro. Results: Resilience was negatively correlated with total DAS scores (r = −0.46, p < 0.001), while fatigue (r = 0.42, p < 0.001) and avoidance coping (r = 0.38, p < 0.001) were positively correlated. The regression model accounted for 46% of the variance in DAS (R² = 0.46). Task-focused coping predicted lower stress levels, whereas avoidance coping predicted higher anxiety and depression. Resilience moderated the relationship between stress and depression, buffering the impact of stress on mood outcomes. Mediation analyses indicated that coping styles partially explained the protective effect of resilience. ANOVA results confirmed that pilots with high resilience reported significantly lower depression scores than those with medium or low resilience, F(2, 197) = 6.72, p < 0.01. Conclusions: Resilience emerged as both a direct and indirect buffer against psychological strain in aviation. These findings underscore the importance of promoting adaptive coping and resilience training, alongside effective fatigue management, to enhance pilot well-being and maintain safety in aviation systems. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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21 pages, 2324 KB

Open AccessArticle

Promoting Healthy Organizations Through Urban Nature: Psychological and Physiological Effects in Healthcare Workers

by Norida Vélez, Diana Marcela Paredes-Céspedes, Angélica Cruz-Pérez, Ronald López, Alejandra Parada-López, Eliana M. Téllez-Ávila, Paola Rodríguez de Silva, Ana Munevar, Diana Marcela Rodríguez González, Paola Fuquen, Juan Carlos Santacruz and Jeadran Malagón-Rojas

Eur. J. Investig. Health Psychol. Educ. 2025, 15(8), 159; https://doi.org/10.3390/ejihpe15080159 - 14 Aug 2025

Viewed by 3187

Abstract

Background: Healthcare professionals experience high levels of stress due to demanding work, especially in metropolitan areas. Nature-based interventions offer potential mental health benefits. This randomized intervention study aimed to evaluate the effects of nature immersion therapies on mental health outcomes in healthcare workers [...] Read more.

Background: Healthcare professionals experience high levels of stress due to demanding work, especially in metropolitan areas. Nature-based interventions offer potential mental health benefits. This randomized intervention study aimed to evaluate the effects of nature immersion therapies on mental health outcomes in healthcare workers with different psychological risk in Bogota, Colombia. Methods: During a period of 6 months, a total of 82 healthcare workers from two institutions were assigned to three groups: two exposed weekly to nature (parks and forests) and one control group with monthly conventional interventions. Psychological assessments of stress, anxiety, fatigue, and sleep quality were conducted at three time points (baseline, three, and six months of intervention). Cortisol Awakening Response (CAR) was measured monthly using immunoassay. Results: A decrease in the proportion of participants reporting high levels of perceived stress was observed in both intervention groups. Both forest and parks interventions significantly reduced anxiety and fatigue, while sleep quality improved only in the forest group. Multivariate analysis found a negative association between fatigue and forest intervention, as well as significant differences in CAR concentrations across groups over time. Conclusions: This study provides evidence that nature immersion therapy, particularly urban forests, positively impact mental and physical health, reducing stress, anxiety, fatigue, and CAR levels, and could be considered as an effective intervention to enhance workers’ resilience to stress, benefiting their overall health and well-being. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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23 pages, 894 KB

Open AccessArticle

Occupational Health and Performance Among Chinese University Teachers: A COR Theory Model of Health-Promoting Leadership and Burnout

by Xiaohua Sha and Yulin Chang

Eur. J. Investig. Health Psychol. Educ. 2025, 15(7), 134; https://doi.org/10.3390/ejihpe15070134 - 14 Jul 2025

Cited by 4 | Viewed by 5391

Abstract

With the rapid expansion of higher education in China, university teachers are facing increasing workloads and mounting performance pressures, posing significant threats to their occupational health. Consequently, how to enhance job performance while safeguarding faculty well-being has become a critical issue for higher [...] Read more.

With the rapid expansion of higher education in China, university teachers are facing increasing workloads and mounting performance pressures, posing significant threats to their occupational health. Consequently, how to enhance job performance while safeguarding faculty well-being has become a critical issue for higher education administrators. This study aims to explore the role of health-promoting leadership (HPL) in addressing the dual challenge of enhancing university teachers’ job performance while maintaining their occupational health. Drawing on the Conservation of Resources (COR) theory, this study conceptualizes job burnout as both a core indicator of occupational health and a mediating variable, as well as proposing a dual-path model to examine the direct and indirect effects of HPL on teachers’ job performance. A survey of 556 university teachers in Jiangxi Province, China, was conducted; the data were analyzed using IBM SPSS Statistics version 22.0 and AMOS version 26.0 (IBM Corp., Armonk, NY, USA). The findings suggest that HPL is positively associated with job performance, both directly and indirectly through reduced burnout, supporting a dual-pathway mechanism consistent with COR theory. These results contribute to a better understanding of the potential role of HPL in balancing teacher well-being and performance in the context of Chinese higher education. This study also extends the cross-cultural application of COR theory and provides theoretical and practical insights into how HPL may help alleviate teacher burnout and support the development of health-promoting universities. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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26 pages, 1047 KB

Open AccessArticle

The Hidden Cost of High Aspirations: Examining the Stress-Enhancing Effect of Motivational Goals Using Vignette Methodology

by Tamara Gschneidner and Timo Kortsch

Eur. J. Investig. Health Psychol. Educ. 2025, 15(7), 128; https://doi.org/10.3390/ejihpe15070128 - 10 Jul 2025

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Abstract

Occupational stress is a major contributor to mental and physical health problems, yet individuals vary in how they appraise and respond to stress, even in identical situations. This study investigates whether motivational goals and internalized conflict schemas—as proposed by Grawe’s Consistency Theory—account for [...] Read more.

Occupational stress is a major contributor to mental and physical health problems, yet individuals vary in how they appraise and respond to stress, even in identical situations. This study investigates whether motivational goals and internalized conflict schemas—as proposed by Grawe’s Consistency Theory—account for these differences by intensifying subjective stress when approach and avoidance goals are simultaneously activated. In a vignette-based pilot study, we validated 12 workplace scenarios varying in incongruence levels. In the main study (N = 482; mean age 25 years; 83.2% female), participants completed the FAMOS questionnaire to assess approach and avoidance goals and were randomly assigned to 4 out of the 12 pretested vignettes. Subjective stress was measured before and after vignette exposure using the SSSQ, and subjective wellbeing was measured using the PANAS. Multilevel modeling showed that participants with stronger avoidance goals and conflict schemas reported higher baseline stress, and that experimentally induced high incongruence led to greater increase in stress levels compared to low incongruence in three out of four scenarios. These findings suggest that psychological inconsistencies—particularly avoidance goals, conflict schemas, and goal incongruence—serve as internal stressors that intensify stress responses. The results highlight the importance of considering individual motivational patterns in stress research and intervention. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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28 pages, 642 KB

Open AccessArticle

Contextual Emotions in Organizations: A Latent Profile Analysis of Their Co-Occurrence and Their Effects on Employee Well-Being

by Laura Petitta, Lixin Jiang and Valerio Ghezzi

Eur. J. Investig. Health Psychol. Educ. 2025, 15(7), 122; https://doi.org/10.3390/ejihpe15070122 - 2 Jul 2025

Cited by 1 | Viewed by 2117

Abstract

Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of [...] Read more.

Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional dynamics (i.e., exchanging), thus setting the emotional tone that affects employees’ actions and their level of comfort/discomfort. The present study uses latent profile analysis (LPA) to identify subpopulations of employees who may experience differing levels of both positive and negative emotional dynamics (i.e., different configurations of emotional patterns of workplace behavior). Moreover, it examines whether the emergent profiles predict work-related (i.e., job satisfaction, burnout) and health-related outcomes (i.e., sleep disturbances, physical and mental health). Using data from 801 Italian employees, we identified four latent profiles: “functional dynamics” (low toxic emotions and high exchange), “dialectical dynamics” (co-existence of medium toxic emotions and medium exchange), “mild dysfunctional dynamics” (moderately high toxic emotions and low exchange), and “highly dysfunctional dynamics” (extremely high toxic emotions and extremely low exchange). Moreover, employees in the dialectical, mild dysfunctional, and highly dysfunctional groups reported progressively higher levels of poor health outcomes and progressively lower levels of satisfaction, whereas the functional group was at low risk of stress and was the most satisfied group. The theoretical and practical implications of the LPA-classified emotional patterns of workplace behavior are discussed in light of the relevance of identifying vulnerable subpopulations of employees diversely exposed to toxic configurations of emotional/relational ambience. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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17 pages, 1298 KB

Open AccessArticle

Beyond the Workplace: How Psychological Empowerment Influences Employee Creativity in the Saudi Hotel Sector—The Mediating Role of Affective Commitment and the Moderating Role of Psychological Safety

by Ahmed Mohamed Hasanein and Musaddag Elrayah

Eur. J. Investig. Health Psychol. Educ. 2025, 15(5), 76; https://doi.org/10.3390/ejihpe15050076 - 9 May 2025

Cited by 9 | Viewed by 3961

Abstract

Businesses in the hotel and hospitality sectors face significant challenges when they lack originality and creativity. Creativity and innovative behavior are both necessary to increase employee effectiveness. This study aims to investigate how psychological empowerment (PEMP) directly affects employee creativity (EC) and affective [...] Read more.

Businesses in the hotel and hospitality sectors face significant challenges when they lack originality and creativity. Creativity and innovative behavior are both necessary to increase employee effectiveness. This study aims to investigate how psychological empowerment (PEMP) directly affects employee creativity (EC) and affective commitment (AC) in the Saudi hotel industry. Additionally, this study examines the moderating function of psychological safety (PS) and the mediating role of affective commitment. Data were collected through an online cross-sectional survey of a purposive sample of 536 operational staff at hotels in the Eastern Region of Saudi Arabia. Structural equation modeling was used to test the proposed framework (PLS-SEM). Surprisingly, these findings revealed no significant direct effect of PEMP on EC. However, AC has emerged as a crucial mediating mechanism through which PEMP indirectly fosters creativity. Furthermore, psychological safety (PS) is found to moderate the PEMP–EC relationship, enhancing its impact under favorable conditions. These results highlight the theoretical and practical significance of emotional commitment as a conduit for empowering employees to engage in creative behavior. This study offers new insights into how psychological and organizational factors interact to shape creativity in the hospitality context. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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19 pages, 1864 KB

Open AccessArticle

Impact of Psychosocial Factors on Mental Health and Turnover Intention Among Health Workers at Different Occupational Statuses: An Exploratory Cross-Sectional Study in China

by Fuyuan Wang, Min Zhang, Yiming Huang, Yuting Tang, Chuning He, Xinxin Fang, Xuechun Wang and Yiran Zhang

Eur. J. Investig. Health Psychol. Educ. 2025, 15(5), 73; https://doi.org/10.3390/ejihpe15050073 - 7 May 2025

Cited by 4 | Viewed by 5812

Abstract

Workplace psychosocial hazards pose significant risks to the well-being of health workers (HWs). This study aimed to explore the levels of psychosocial factors experienced by Chinese and international workers and examine associations between psychosocial factors, health-related outcomes (mental problems and general health), and [...] Read more.

Workplace psychosocial hazards pose significant risks to the well-being of health workers (HWs). This study aimed to explore the levels of psychosocial factors experienced by Chinese and international workers and examine associations between psychosocial factors, health-related outcomes (mental problems and general health), and turnover intention across various occupational stages. A cross-sectional study was conducted using stratified cluster sampling methods at four hospitals in southern China. Psychosocial factors, mental health, general health, and turnover intention were assessed using the Chinese version of the Copenhagen Psychosocial Questionnaire III. Multivariate linear and logistic regression analyses were conducted. A total of 1054 HWs participated in this study (response rate: 80.21%). Compared to international samples, Chinese HWs showed significant differences in nine psychosocial dimensions, particularly interpersonal relations, leadership, and the work–individual interface. Senior hospital managers reported significantly higher stress (51.09 ± 23.88, p < 0.001), sleep troubles (53.26 ± 24.92, p = 0.003), and poorer general health (57.61 ± 37.26, p = 0.035) than other occupational stages. Work–life conflict (β = 0.172), emotional demands (β = 0.132), and role clarity (β = −0.132) were the strongest predictors of mental health issues. Hiding emotions demands (β = −0.141) and leadership quality (β = 0.130) most strongly predicted general health. The turnover intention rate was 11.01%, with job satisfaction (OR = 0.964) being the strongest negative predictor. Reducing psychosocial stressors, particularly in work–life balance, role clarity, emotional demand, and leadership quality, could improve HWs’ well-being and reduce turnover intention. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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21 pages, 554 KB

Open AccessArticle

Individual Work Attitudes and Work Ability

by Nicola Magnavita, Carlo Chiorri, Francesco Chirico and Igor Meraglia

Eur. J. Investig. Health Psychol. Educ. 2025, 15(4), 53; https://doi.org/10.3390/ejihpe15040053 - 3 Apr 2025

Cited by 2 | Viewed by 3523

Abstract

Work capacity depends on many factors, including the age and health status of the employee, but also on personal characteristics and attitudes, such as reduced tolerance of unfavorable working conditions (Work Annoyance, WA), excessive commitment to work (Overcommitment, OC), passion for work (Work [...] Read more.

Work capacity depends on many factors, including the age and health status of the employee, but also on personal characteristics and attitudes, such as reduced tolerance of unfavorable working conditions (Work Annoyance, WA), excessive commitment to work (Overcommitment, OC), passion for work (Work Engagement, WE), and social interactions (Social Capital, SC). A total of 1309 workers who underwent a medical examination at work completed questionnaires on work attitudes and assessed their work ability using the Work Ability Score (WAS). The relationship between variables expressing work attitudes and WAS was studied using hierarchical linear regression and moderation analyses. WA is associated with low WAS values; SC is a positive predictor of WAS and moderates the effect of WA on WAS. OC reduces work ability, while Vigor and Dedication, components of WE, have a strong positive effect on work ability. To improve the work ability of employees, employers and managers should improve social relations in the workplace and discourage overcommitment. A positive working environment can increase engagement and avoid triggers of work annoyance. Full article

(This article belongs to the Special Issue Occupational Health Challenges: Mapping Psychosocial Factors Driving Healthy Organizations)

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