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Employees’ Well-Being: Effective Measures to Cope with Job Stress and...
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Employees’ Well-Being: Effective Measures to Cope with Job Stress and Workplace Bullying: Second Edition

A special issue of Healthcare (ISSN 2227-9032).

Deadline for manuscript submissions: 1 August 2026 | Viewed by 5202

Editors

Dr. Petros Galanis

E-Mail Website
Guest Editor
Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece
Interests: research methodology; biostatistics; epidemiology
Special Issues, Collections and Topics in MDPI journals
Dr. Ioannis Moisoglou

E-Mail Website
Guest Editor
Department of Nursing, University of Thessaly, 41500 Larissa, Greece
Interests: patient safety; nursing management; quality improvement; nursing leadership; nursing administration; organizational culture; nursing education; health outcomes; evaluation healthcare quality; mental health
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The healthcare sector is particularly demanding, and healthcare professionals are often faced with significant challenges. High workloads and work intensity characterize the daily practice of healthcare professionals. At the same time, the ageing population and the increase in chronic diseases make patient care even more demanding. In their efforts to provide quality care, healthcare professionals face significant organizational and job-related problems related to understaffing of health services, inability to secure the necessary resources, lack of organizational support and inability of leadership to motivate employees. The nature of the work of health professionals and their working conditions are the major sources of stress for workers.

Both stress and the work environment have emerged as predictors of a common phenomenon of workplace violence, that of bullying. The effects of stress and bullying affect both healthcare professionals and the quality of care. It therefore becomes imperative to implement measures to best manage both the factors that increase employee stress and the phenomenon of bullying.

This Special Issue aims to highlight best practices that can assist both healthcare organizational leaders and healthcare professionals with the best possible coping strategies of stressors at work as well as workplace bullying. In this Special Issue, original research articles, systematic reviews and meta-analyses are welcome. Research areas may include (but are not limited to) the following:

  • Workplace bullying;
  • Work environments;
  • Coping strategies;
  • Job stress;
  • Organizational support;
  • Healthcare professionals’ training;
  • Resilience;
  • Job burnout;
  • Quiet quitting;
  • Workplace violence;
  • Turnover intention.

We look forward to receiving your contributions.

Dr. Petros Galanis
Dr. Ioannis Moisoglou
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 single-anonymized peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Healthcare is an international peer-reviewed open access semimonthly 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 2700 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

  • coping strategies
  • healthcare professionals
  • intervention
  • organizational support
  • resilience
  • workplace bullying
  • work stressors
  • work environment

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Related Special Issue

Published Papers (3 papers)

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Research

12 pages, 428 KB  
Article
Job Satisfaction and Work-Related Quality of Life Among School and Clinical Nurses: A Cross-Sectional Study
by Sokratis Lialias, Vissarion Bakalis, Ioanna Dimitriadou, Maria Saridi, Aikaterini Toska, Ioanna V. Papathanasiou, Pavlos Sarafis and Evangelos C. Fradelos
Healthcare 2026, 14(5), 604; https://doi.org/10.3390/healthcare14050604 - 27 Feb 2026
Viewed by 1178
Abstract
Background/Objectives: Job satisfaction and work-related quality of life (WRQoL) are essential determinants of nurses’ well-being, performance, and retention. Differences between school and clinical nursing environments may influence these outcomes, yet comparative evidence from Greece remains limited. This study aimed to assess and [...] Read more.
Background/Objectives: Job satisfaction and work-related quality of life (WRQoL) are essential determinants of nurses’ well-being, performance, and retention. Differences between school and clinical nursing environments may influence these outcomes, yet comparative evidence from Greece remains limited. This study aimed to assess and compare job satisfaction and WRQoL among school and clinical nurses and identify factors associated with professional well-being and turnover intention. Methods: A quantitative cross-sectional study was conducted between November 2024 and January 2025 among 165 nurses employed in Greek public hospitals and schools. Data were collected using demographic questions, the Job Satisfaction Survey (JSS), and the Work-Related Quality of Life (WRQoL) scale. Statistical analyses included descriptive statistics, independent group comparisons, correlation analysis, and multiple linear regression. Results: Moderate levels of job satisfaction (M = 125.10) and WRQoL (M = 75.27) were observed overall. School nurses reported significantly higher scores in both job satisfaction and WRQoL compared to clinical nurses (p < 0.001). Clinical nurses expressed a greater intention to transition to school nursing. Lowest satisfaction levels were related to salary, promotion, and fringe benefits, while supervision, coworkers, and nature of work scored highest. Strong positive correlations were found between job satisfaction and WRQoL dimensions. Regression analysis indicated that general well-being, job and career satisfaction, and working conditions significantly predicted job satisfaction, explaining 54.7% of its variance. Conclusions: Professional well-being among nurses is primarily shaped by workplace conditions rather than demographic factors. Interventions focused on improving compensation, career progression, and work environments are critical for enhancing job satisfaction and sustaining the nursing workforce. Full article
(This article belongs to the Special Issue Employees’ Well-Being: Effective Measures to Cope with Job Stress and Workplace Bullying: Second Edition)
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18 pages, 966 KB  
Article
Love, Compassion, and Personality as Predictors of Burnout in Nurses: A Path Analysis Study
by Agapi L. Batiridou, Elena Dragioti, Zoe Konstanti, Stefanos Mantzoukas and Mary Gouva
Healthcare 2026, 14(3), 404; https://doi.org/10.3390/healthcare14030404 - 5 Feb 2026
Viewed by 1767
Abstract
Background/Objectives: This study examined how personality traits, compassion, and love are associated with the three dimensions of burnout among nurses, while accounting for demographic factors such as gender, age, and work shift. Methods: A total of 403 nurses participated in this [...] Read more.
Background/Objectives: This study examined how personality traits, compassion, and love are associated with the three dimensions of burnout among nurses, while accounting for demographic factors such as gender, age, and work shift. Methods: A total of 403 nurses participated in this cross-sectional study and completed validated self-report measures of personality, compassionate love, and burnout, as well as an in-house, exploratory Love Instrument. Path analysis was used to examine patterns of direct and indirect associations among the study variables while controlling demographic covariates. Results: Men reported higher psychoticism and depersonalization, whereas women scored higher in compassion. Neuroticism was associated with greater emotional exhaustion and depersonalization and with lower personal accomplishment. Compassion showed indirect association patterns linking extraversion and the Lie scale with personal accomplishment and linking psychoticism with depersonalization. Extraversion was positively associated with accomplishment both directly and indirectly, while psychoticism was associated with higher depersonalization. Love-related variables showed mixed findings. Specifically, love experience was not associated with burnout, whereas love intensity was positively associated with both depersonalization and accomplishment. Older nurses reported more exhaustion but also greater accomplishment; male gender and rotating shifts were associated with higher depersonalization and exhaustion. Conclusions: The findings support neuroticism as a key dispositional vulnerability correlated with burnout and suggest that compassion and extraversion are linked to more favorable burnout-related profiles, particularly higher accomplishment and lower depersonalization. Love-related emotion intensity showed small, mixed associations and should be interpreted cautiously given the exploratory measurement approach. These results highlight the emotional complexity of nursing and may inform future research and workplace initiatives aimed at supporting occupational well-being. Full article
(This article belongs to the Special Issue Employees’ Well-Being: Effective Measures to Cope with Job Stress and Workplace Bullying: Second Edition)
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10 pages, 233 KB  
Article
Workplace Gaslighting: Implications for Employees’ Mental Health and Work Life in Greece
by Ioannis Moisoglou, Aglaia Katsiroumpa, Olympia Konstantakopoulou, Polyxeni Mangoulia, Maria Tsiachri, Aristotelis Koinis, Georgios Marios Kyriakatis and Petros Galanis
Healthcare 2025, 13(24), 3255; https://doi.org/10.3390/healthcare13243255 - 12 Dec 2025
Cited by 2 | Viewed by 1635
Abstract
Background/Objectives: The present study seeks to address an important empirical gap by examining the associations of workplace gaslighting with symptoms of anxiety and depression, quiet quitting, and work engagement among a sample of Greek employees. Methods: An online cross-sectional study was [...] Read more.
Background/Objectives: The present study seeks to address an important empirical gap by examining the associations of workplace gaslighting with symptoms of anxiety and depression, quiet quitting, and work engagement among a sample of Greek employees. Methods: An online cross-sectional study was conducted in Greece in December 2024, with 291 employees, aged 18 years or older, who reported at least one year of work experience. The validated Greek versions of already published tools were used to measure workplace gaslighting (GWS), anxiety and depression (PHQ-4), quiet quitting (QQS) and work Engagement (UWES-3). Associations between gaslighting and mental health and occupational outcomes were tested using multivariable linear regression, adjusting for demographic and occupational covariates. Results: Higher workplace gaslighting scores were significantly predictive of anxiety (b = 0.565, p < 0.001) and depression (b = 0.571, p < 0.001). Gaslighting was also a significant predictor of both quiet quitting (b = 0.368, p < 0.001) and work engagement (b = −0.373, p < 0.001). Conclusions: These results highlight the negative consequences of gaslighting on the mental health and work engagement of employees. Employees should be encouraged to report instances of supervisory gaslighting, while senior leadership and organizational governance structures ought to implement and enforce a zero-tolerance policy toward such behaviors. Full article
(This article belongs to the Special Issue Employees’ Well-Being: Effective Measures to Cope with Job Stress and Workplace Bullying: Second Edition)
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