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Health and Sustainable Lifestyle: Balancing Work and Well-Being

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A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Health, Well-Being and Sustainability".

Deadline for manuscript submissions: 30 November 2025 | Viewed by 7975

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Special Issue Editors

Prof. Dr. Akira Tsuda

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Guest Editor

Health Psychology, Graduate School of Medical Sciences, Teikyo University of Science, 2 Chome−2−1, Tokyo, Japan
Interests: indigenous and cultural psychological aspects of stress; health and well-being from the point of view of a biopsychosocial approach; development of stress biomarkers that contribute to examine the underlying mechanism of stress–coping–ill-health outcome processes

Dr. Taiyo Miyashita

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Guest Editor

Research and Consulting Division, Japan Research Institute, 2-18-1 Higashi-Gotanda, Shinagawa-ku, Tokyo, Japan
Interests: human capital management; job-based HR; global HR; proactive human resource development

Dr. Phongchai Jittamai

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Guest Editor

School of Industrial Engineering, Suranaree University of Technology, Nakhon Ratchasima, Thailand
Interests: educational planning; management and consultancy

Dr. Yoshiyuki Tanaka

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Guest Editor

Faculty of Health Science, Kyoto Tachibana University, 34 Yamada-cho Oyake, Yamashina-ku, Kyoto 607-8175, Japan
Interests: positive aspects of humanity; the relationship between happiness and negative mental health; the role of perceiving well-being on the effects of stress-management

Special Issue Information

Dear Colleagues,

The relationship between health and a sustainable lifestyle, particularly focusing on the balance between work and well-being, is garnering significant attention in an effort to achieve both. This Special Issue aims to make a substantial contribution not only to individual health and happiness but also to corporate success and societal sustainability.

Improvement of Health: How can balancing work and well-being enhance both the physical and mental health of employees, reduce work-related stress, and enhance overall happiness?
Increase in Productivity: In what ways do healthy and satisfied employees become more productive and creative? How can companies that prioritize well-being boost employee motivation and engagement?
Promotion of Sustainable Lifestyles: How does balancing work and well-being enable employees to adopt sustainable habits and promote behavioral change leading to prosocial activities?
Improvement of Organizational Culture: How does a corporate culture that values well-being enhances employee satisfaction and loyalty, and reduce turnover rates?
Fulfillment of Social Responsibility: Why is prioritizing employee well-being an important aspect of corporate social responsibility, and how does it enhance the company’s brand image?

In this Special Issue, we also aim to address challenges related to sustainability through socio-economic, scientific, and integrated approaches to sustainable development. Our objectives include defining and quantifying sustainability, measuring and monitoring sustainability, and exploring sustainability tools, applications, policies, and laws.

Prof. Dr. Akira Tsuda
Dr. Taiyo Miyashita
Dr. Phongchai Jittamai
Dr. Yoshiyuki Tanaka
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 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

health
sustainable lifestyle
work–life balance
sustainable well-being
healthy organization
organizational culture
social problem solution
sustainable behavioral change
employee satisfaction

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Published Papers (5 papers)

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Research

27 pages, 936 KB

Open AccessArticle

Exploring Determinants of Wellness Tourism and Behavioral Intentions: An SEM-Based Study of Holistic Health

by Kestsirin Theerathitichaipa, Manlika Seefong, Pattarawadee Prasomsab, Panuwat Wisutwattanasak, Chinnakrit Banyong, Vatanavongs Ratanavaraha, Nanthana Jansirisuk, Atthaphon Ariyarit and Rattanaporn Kasemsri

Sustainability 2025, 17(17), 7824; https://doi.org/10.3390/su17177824 - 30 Aug 2025

Viewed by 128

Abstract

Amid globalization, tourism has increasingly emphasized health and well-being through sustainable, wellness-oriented services. Thailand has been recognized as having strong potential to become a regional hub for wellness tourism, supported by its efficient healthcare system and diverse attractions. This study aims to identify key indicators of wellness tourism based on holistic health principles and to examine their relationships with tourists’ intentions to use wellness services. Data were collected from 1200 wellness tourists in Thailand through stratified random sampling and analyzed using Exploratory Factor Analysis (EFA) and Structural Equation Modeling (SEM). The results revealed six significant wellness factors, with Environmental Wellness being the most influential. In addition, gender, income, and occupation were found to positively affect wellness tourism behavior. Attitude and subjective norms also significantly influenced tourists’ intentions to engage in wellness services. This study provides policy recommendations to assist tourism and public health agencies in promoting wellness tourism and enhancing health-focused travel experiences. Full article

(This article belongs to the Special Issue Health and Sustainable Lifestyle: Balancing Work and Well-Being)

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27 pages, 641 KB

Open AccessArticle

Fostering Organizational Health: Dyadic Patterns of Leaders’ StaffCare and Employees’ SelfCare in Hybrid Work

by Katharina Bruhn, Annika Krick and Jörg Felfe

Sustainability 2025, 17(17), 7581; https://doi.org/10.3390/su17177581 - 22 Aug 2025

Viewed by 419

Abstract

The Special Issue on Health, Well-Being and Sustainability invites research that integrates behavioral, cultural, and systemic approaches to fostering sustainable lifestyles within work environments. This study focuses on the role of leadership in promoting employee health and healthy lifestyles, which are central dimensions of the validated Health-oriented Leadership framework. Although previous research has assumed that high levels of leader StaffCare lead to high levels of employee SelfCare and consequently to better health outcomes, inconsistent dyadic patterns have rarely been examined. In this study, we investigate dyadic relationship patterns between leaders’ StaffCare and employees’ SelfCare jointly creating a sustainable workplace health system in hybrid contexts. Using Latent Profile Analysis on a sample of N = 1104, we identify consistent and inconsistent patterns, their health and motivational outcomes after three months, as well as potential antecedents in terms of working conditions for profile membership. The consistent dyads showed expected results: high StaffCare and high SelfCare led to high health and motivation outcomes, while low StaffCare and low SelfCare resulted in the lowest outcomes. New findings emerged in inconsistent dyads. In the low leaders’ StaffCare and high employees’ SelfCare dyad (Bystanders & Health Proactives), leaders recognized risks but did not actively promote health measures. However, proactive employees who engage in SelfCare behaviorally compensate for insufficient leader support but at a motivational cost. In contrast, the high leaders’ StaffCare and low employees’ SelfCare dyad (Health Sacrificers) included leaders who supported employees’ health but neglected their own, resulting in lower health but higher motivation among employees. Job demands and resources partly predicted group membership and can offer practical implications for building work environments that foster employees’ well-being and health. The findings offer insights into inconsistent leadership behaviors and provide guidance for enhancing employee well-being, particularly in hybrid work environments. Full article

(This article belongs to the Special Issue Health and Sustainable Lifestyle: Balancing Work and Well-Being)

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16 pages, 840 KB

Open AccessArticle

Resilience and Grit for Sustainable Well-Being at Work: Evidence from High-Pressure Service Organizations

by Arzu Atan and Nalan Gelirli

Sustainability 2025, 17(16), 7486; https://doi.org/10.3390/su17167486 - 19 Aug 2025

Viewed by 651

Abstract

This study investigates how resilience and multidimensional happiness at work (HAW), comprising work engagement, job satisfaction, and affective organizational commitment, contribute to grit among employees in high-pressure service environments. Drawing on Fredrickson’s Broaden-and-Build Theory, we test a model using data collected in 2024 from 293 employees at an international airport in Cyprus. Structural equation modeling reveals that resilience significantly enhances both grit and all three HAW dimensions. Among them, affective commitment emerged as a key mediator linking resilience to grit, while job satisfaction showed a surprising negative effect on grit. These findings highlight the importance of fostering eudaimonic rather than purely hedonic well-being to build sustainable motivation in emotionally demanding roles. Our results contribute to the sustainable work and well-being literature by positioning resilience and commitment as psychological resources that support organizational adaptability and long-term employee performance. This study offers actionable insights for leadership, HR strategy, and the promotion of sustainable workplace cultures, particularly in aviation and airport operations, where employee well-being directly impacts safety, service quality, and crisis readiness. Full article

(This article belongs to the Special Issue Health and Sustainable Lifestyle: Balancing Work and Well-Being)

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24 pages, 1270 KB

Open AccessArticle

Multi-Criteria Decision-Making for Assessing and Evaluating Health and Wellness Tourism Destination Potential Using the 6AsTD Framework: A Case Study of Nakhon Ratchasima Province, Thailand

by Phongchai Jittamai, Sovann Toek, Kritsada Phengarree, Kingkan Kongkanjana and Natdanai Chanlawong

Sustainability 2025, 17(11), 4995; https://doi.org/10.3390/su17114995 - 29 May 2025

Viewed by 1334

Abstract

Health and wellness tourism is a rapidly expanding segment of the global tourism industry, driven by increasing consumer awareness of well-being and lifestyle enhancement. As the demand for wellness travel grows, destinations are expected to offer high standards of safety, hygiene, rehabilitation, and holistic experiences. This study aims to identify and evaluate the key attributes and determinants for developing health and wellness tourism destinations by applying the 6As Tourism Development framework: Attractions, Accessibility, Amenities, Activities, Available Packages, and Ancillary Services. A multi-criteria decision-making approach, specifically the TOPSIS, was employed to assess destination potential through a case study of Nakhon Ratchasima Province, Thailand. The results indicate that Attractions, Accessibility, and Amenities are the top three priorities for wellness tourists. Sub-criteria such as natural scenery, cultural significance, accessibility for all, safety, and accommodation quality are particularly influential. Three districts in Nakhon Ratchasima were found to exhibit distinct strengths—Pak Chong is best suited for rehabilitative tourism (e.g., aroma and water therapy), aligning with mind and nutrition wellness components; Wang Nam Khiao is ideal for ecotourism and cultural experiences, supporting environmental and nutritional dimensions; while Mueang Nakhon Ratchasima excels in sports tourism, supporting physical and nutritional well-being. The study offers practical insights for policymakers and tourism stakeholders to design sustainable, visitor-centered wellness destinations. The proposed framework supports strategic planning and resource allocation for health-focused tourism development. Full article

(This article belongs to the Special Issue Health and Sustainable Lifestyle: Balancing Work and Well-Being)

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28 pages, 915 KB

Open AccessArticle

Remote Work and Psychological Distance: Organizational Belongingness as a Resource Against Work Stressors and Employee Performance Impairment and Distress

by Laura Petitta and Valerio Ghezzi

Sustainability 2025, 17(4), 1342; https://doi.org/10.3390/su17041342 - 7 Feb 2025

Cited by 1 | Viewed by 4399

Abstract

The COVID-19 pandemic scenario has witnessed a rise in remote working arrangements, moving away from traditional office settings, which increasingly calls into question employees’ sense of belongingness as a top human capital issue in order to favor both workers’ productivity and well-being. Organizational belongingness refers to employees’ sense of personal connectedness with the organization, which makes them feel they are an integral part of the organizational system. This study examines the effects of organizational belongingness on workplace stressors (i.e., organizational constraints, interpersonal conflict, work–family conflict) and subsequent employee productivity (i.e., cognitive failures, performance) and well-being (i.e., mental health, exhaustion). Using a multilevel multigroup design with anonymous survey data collected from a sample of 1449 in-person and 514 flexible (i.e., remote and hybrid) workers from 205 organizations, the structural invariance analyses performed in this study suggested a similar pattern of results for in-person and flexible workers. Specifically, belongingness negatively predicted employees’ perception of organizational constraints, interpersonal conflict, and work–family conflict. Moreover, while belongingness positively predicted performance and mental health, it negatively predicted cognitive failures and exhaustion, both directly and indirectly through work stressors. Finally, organizational constraints, interpersonal conflict, and work–family conflict positively predicted cognitive failures and exhaustion, whereas organizational constraints and work–family conflict did not predict performance. Additionally, work–family conflict and interpersonal conflict negatively predicted mental health, whereas organizational constraints negatively predicted mental health. The theoretical and practical implications of these findings are discussed in light of the globally widespread use of flexible work options and costs related to workers’ productivity and well-being. Full article

(This article belongs to the Special Issue Health and Sustainable Lifestyle: Balancing Work and Well-Being)

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