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Sustainability
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Organizational Psychology and Sustainable Occupational Health
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Organizational Psychology and Sustainable Occupational Health

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (31 March 2024) | Viewed by 6729

Special Issue Editor

Prof. Dr. Aharon Tziner

E-Mail Website
Guest Editor
Netanya Academic College, Netanya, Israel
Interests: organizational psychology

Special Issue Information

Dear Colleagues,

Organizational Psychology aims to generate knowledge of the outcomes of the interaction between a person's unique attributes and specific features of the work environment, incorporating topics such as work attitudes, work motivation, career development, human performance, and human factors, criterion theory, and development, job analysis and individual capabilities assessment, leadership, and management.

In recent years, Organizational Psychology has aimed to promote individual health in the workplace by fostering sustainable occupational conditions.  This Special Issue aims to explore contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in this volatile modern era.

Potential topics include (but are not limited to):

  • Organizational psychology and occupational health.
  • Organizational management and sustainable occupational development.
  • Organizational culture and motivational psychology.
  • Workplace behavior and psychological capital.
  • Combining associations between emotional intelligence, work motivation, and Organizational justice with work behavior.
  • Applied psychology in organizational sustainable development.

I look forward to receiving your contributions.

Prof. Dr. Aharon Tziner
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 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 single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability 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 2400 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

  • organizational psychology and occupational health
  • organizational management and sustainable occupational development
  • organizational culture and motivational psychology
  • workplace behavior and psychological capital
  • combining associations between emotional intelligence, work motivation, and organizational justice with work behavior
  • applied psychology in organizational sustainable development

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

Published Papers (2 papers)

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Research

26 pages, 1011 KiB  
Article
Preventing Workplace Sexual Harassment and Productivity Loss during Crisis Periods: The Protective Role of Equitable Management
by Arístides Vara-Horna, Zaida Asencios-Gonzalez, Liliana Quipuzco-Chicata, Alberto Díaz-Rosillo and Dante Supo-Rojas
Sustainability 2023, 15(23), 16195; https://doi.org/10.3390/su152316195 - 22 Nov 2023
Viewed by 4008
Abstract
This study examines the role of equitable management in preventing sexual harassment in the workplace and a loss of productivity during periods of crisis due to natural or social disasters. A structured survey of 445 women from 76 companies in five regions of [...] Read more.
This study examines the role of equitable management in preventing sexual harassment in the workplace and a loss of productivity during periods of crisis due to natural or social disasters. A structured survey of 445 women from 76 companies in five regions of northern Peru and a structural equation analysis show that companies that implement equitable management can mitigate the adverse effects of social conflicts and natural disasters. These findings indicate that equitable management is inversely related to counterproductive behaviors (β = −0.259, p < 0.001), sexual harassment at work (β = −0.349, p < 0.001), and turnover intention (β = −0.527, p < 0.001) and is positively associated with organizational citizenship behaviors (β = 0.204, p < 0.001) and psychological empowerment (β = 0.240, p < 0.001). Social conflicts and natural disasters, on the other hand, increase workplace sexual harassment (β = 0.244, p = 0.027) and intention to quit (β = 0.252, p < 0.001) and have a considerable impact on the loss of work productivity (β = 0.662, p < 0.001). However, in companies with fairer and more equitable management, this impact is much smaller and mitigated by these good practices. This suggests that equitable management protects against and prevents sexual harassment at work. In addition, it acts as a mechanism that enhances organizational citizenship behaviors and attitudes in the workplace which remain even in adverse external environments. This is an effective tool and strategy for maintaining productivity and organizational resilience in difficult times. Full article
(This article belongs to the Special Issue Organizational Psychology and Sustainable Occupational Health)
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14 pages, 257 KiB  
Article
Bullying Experiences of Workers in Small-Sized Workplaces: A Phenomenological Study
by Jin Ah Kim
Sustainability 2023, 15(21), 15436; https://doi.org/10.3390/su152115436 - 30 Oct 2023
Viewed by 2135
Abstract
While the study of workplace bullying has been ongoing for 30 years, there remains a lack of research focused on small business workers, despite their vulnerability to workplace bullying due to personal, environmental, and social factors. Therefore, this study applied a phenomenological qualitative [...] Read more.
While the study of workplace bullying has been ongoing for 30 years, there remains a lack of research focused on small business workers, despite their vulnerability to workplace bullying due to personal, environmental, and social factors. Therefore, this study applied a phenomenological qualitative research method to identify the phenomenon of workplace bullying, which negatively influences the sustainable development of small-sized workplaces. Methods: This research employed Colaizzi’s phenomenological research approach to explore the meaning and core structure of workplace bullying experiences among individuals working in small businesses. The research included a sample of 10 participants, and data collection took place from May to July in 2023. This involved conducting individual interviews with each participant, varying in frequency from one to three times, and each lasting between one to three hours. Results: This study revealed several significant themes, including individuals feeling stigmatized as incompetent, experiencing gaslighting, having nowhere to run for escape, and often confronting dilemma situations. Moreover, these themes coalesced into two theme clusters: the sense of one’s identity being gradually eroded and a prevailing feeling of having nowhere to turn for help. Ultimately, the core theme that emerged from this research—“the dimly lit maze of life”—encapsulated the complex nature of these experiences. Conclusions: Eliminating workplace bullying for the long-term success and sustainable development of small-sized workplaces will require a united front, involving employers, employees, policymakers, and society at large. Therefore, as a methodology for practically addressing the problem of workplace bullying in small businesses, I propose a problem-solving-oriented participatory action research method based on an ecological model in which participants make a plan, implement the plan, observe the process, and reflect on the outcome of the implemented plan. Full article
(This article belongs to the Special Issue Organizational Psychology and Sustainable Occupational Health)
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