Search Results (414)

Background: Nursing faculty shortages, burnout, and high turnover represent an escalating workforce crisis in Saudi governmental colleges of nursing. The Job Demands–Resources (JD-R) model offers a theoretically grounded framework for examining how occupational demands are associated with reduced well-being and how resources moderate these effects. Objective: This study aimed to examine the direct associations between job demands and stress outcomes and the moderating roles of job and personal resources among nursing faculty in Saudi Arabia, accounting for gender and nationality as structural covariates. Methods: A quantitative cross-sectional survey was conducted with 268 nursing faculty members from five governmental colleges using a voluntary survey of all eligible faculty (response rate: 51.1%). Theory-driven hierarchical regression analyses examined direct and moderating effects within the health-impairment pathway of the JD-R model. Results: Job demands significantly predicted all three burnout dimensions, reduced mental well-being, and job dissatisfaction. Trait emotional intelligence moderated the demand–exhaustion (delta-R² = 0.031, p = 0.006) and demand–job satisfaction (delta-R² = 0.028, p = 0.009) relationships. Job resources moderated the demand–mental well-being (delta-R² = 0.024, p = 0.018) and demand–professional efficacy links (delta-R² = 0.021, p = 0.029). Conclusions: Job demands are the primary predictor of burnout and occupational stress. Gender and nationality were associated with systematic differences in stress outcomes, suggesting that interventions should be culturally responsive and account for structural inequities. Full article

Background/Objectives: Mental health challenges among university students represent a growing public health concern, underscoring the need to understand how psychological resources shape students’ responses to academic stress. Grounded in the Job Demands–Resources (JD-R) framework, this study examined how academic demands (time pressure, college life stress, and social comparison) and a key resource (social support) relate to academic burnout and whether these relationships are moderated by self-compassion. Methods: Participants were 323 Korean undergraduates, including 187 traditional students and 136 adult learners. A moderated moderation analysis was conducted using PROCESS Model 3 to examine the interactive effects of learner type, self-compassion, and academic demands/resources on academic burnout. Results: College life stress and social comparison showed robust positive associations with academic burnout, whereas time pressure showed a weaker association. Social support was not directly associated with lower burnout; instead, its protective role emerged only at moderate to high levels of self-compassion. Self-compassion also demonstrated a differentiated moderating effect across learner groups. Among traditional students, higher self-compassion weakened the association between social comparison and burnout. Among adult learners, the relationship between social support and burnout varied according to levels of self-compassion. Conclusions: Self-compassion emerged as a developmentally relevant personal resource associated with differences in how academic demands and resources relate to burnout. These findings suggest that the effectiveness of external resources may depend on individuals’ capacity to interpret and utilize them, highlighting the importance of self-compassion in both theoretical models of academic burnout and targeted mental health interventions in higher education. Full article

The COVID-19 pandemic intensified concerns about burnout in healthcare leadership, yet evidence specific to nurse managers remains fragmented. This integrative review synthesized recent research, organized burnout-associated factors using the Job Demands–Resources (JD–R) model, and examined pre-pandemic and pandemic-era shifts in research focus. Following Whittemore and Knafl’s methodology, four databases (Ichushi-Web, PubMed, CINAHL, and MEDLINE) were searched for peer-reviewed quantitative, qualitative, and mixed-methods studies published from 1 April 2019 to 31 August 2025 that examined burnout levels, prevalence, or related factors among nurse managers. Extracted findings were mapped to Job demands, Job resources, and Personal resources and compared according to the data-collection period. Twenty-five studies were included, with substantial heterogeneity in burnout instruments and cutoff values. Core job demands related to managerial responsibility, workload, and resource management were identified throughout the literature, while pandemic-era studies additionally highlighted frequent protocol changes, heightened uncertainty, and fear of infection. Key resources included organizational support, positive team communication, peer support, and adequate workload and material resources, and resilience was more frequently reported in pandemic-era studies. Overall, the findings demonstrate how crisis-related shifts in demands and resources shape burnout risk among nurse managers and support the application of JD–R–informed, context-adaptive prevention strategies. They also underscore the need for standardized burnout assessment and more robust interventional and longitudinal research. Full article

This study investigates the emergence of psychosocial risks during the COVID-19 pandemic in the architecture, engineering, and construction (AEC) industry. It aims to enhance mental health outcomes for project professionals by identifying pandemic-related stressors, evaluating the role of organisational interventions, and developing a practical framework for psychosocial risk management. Guided by Job Demands–Resources (JDR) theory, the research involved a literature review, expert consultations, and a structured survey targeting AEC project managers. The findings reveal that COVID-19-related psychosocial risks such as work overload, isolation, job insecurity, and blurred work–life boundaries were negatively associated with mental health. Organisational interventions were positively associated with improved mental health. However, the moderating effect of organisational intervention on the relationship between psychosocial risks and mental health was not statistically significant. This study proposes a framework to guide AEC organisations in integrating proactive mental health strategies into everyday project practices. While the data are sector-specific and collected during a crisis period, the implications extend to broader project-based settings. This research offers practical insights for AEC firms, policymakers, and industry stakeholders on supporting workforce well-being through targeted interventions. It also contributes conceptually by linking pandemic-induced stressors to established theoretical models of occupational stress, highlighting the need for sector-specific strategies in promoting psychological safety in high-demand work environments. Full article

Tourist guides remain understudied in tourism workforce research, particularly regarding the conditions shaping satisfaction and career retention. This study examines how cultural tourism itinerary characteristics are associated with tourist guides’ job satisfaction and career retention intentions. Data were collected through a convenience sample survey of 127 active tourist guides in Portugal. Grounded in the Job Satisfaction Survey and the Theory of Planned Behaviour frameworks, the study utilised exploratory factor analysis and multiple linear regression to analyse the data. Results indicate positive associations between itinerary characteristics, job satisfaction and career retention intentions, with Components (accommodation, meals, accessibility) and Sustainability emerging as the strongest predictors. These findings extend the Job Demands–Resources model to a supervisory-free work context and highlight itinerary design as a previously underexplored human resource management mechanism shaping workforce outcomes in tourism, with implications for tour operators, destination managers and policymakers. Full article

Employee well-being in hospitality settings depends on how individuals shape their daily work experience under continuous service demands. This study examines whether job crafting is associated with workplace mindfulness, whether this association is statistically linked with meaningful work, and whether the strength of these relationships varies across levels of growth mindset. Data were collected from 553 frontline employees in five-star hotels in Antalya, Turkey, and analyzed using partial least squares structural equation modeling with bootstrapped conditional effects. The results indicate that job crafting was positively associated with workplace mindfulness, and that meaningful work accounted for part of this association. The findings also indicate that growth mindset strengthened the association between job crafting and workplace mindfulness and the indirect association through meaningful work. Rather than positioning the model as a radical theoretical departure, this study offers a contextual and mechanism-based refinement by showing how meaningful work and growth mindset jointly qualify the association between job crafting and workplace mindfulness in a highly standardized service setting. In this study, workplace mindfulness is treated as a distinct work state reflecting present-moment attentional focus, awareness, and emotional regulation during service delivery, which makes it especially relevant in frontline hospitality roles where service consistency depends on employees’ psychological presence during each guest encounter. The findings provide practical insight into how bounded work adjustments and development-oriented support may be linked with employee psychological functioning in luxury hospitality contexts. Full article

Quiet quitting is reported to be on the increase in the post-COVID pandemic workplace, especially among early-career Generation Z (Gen Z) employees. This trend poses serious challenges and could negatively affect organisational productivity, performance, and profitability. The purpose of this study is to evaluate the effects of mentoring and coaching on quiet quitting among graduate interns. This study also seeks to assess whether work engagement mediates this relationship and job insecurity moderates the mediated relationship between mentoring and coaching and quiet quitting via work engagement. Purposive and snowball sampling were used to recruit participants. Data were collected from 264 graduate interns employed in fixed-term internship programmes in South African organisations. The data was analysed using the SPSS PROCESS macro and SPSS Amos 30 graphics. The results showed that mentoring and coaching was significantly and negatively related to quiet quitting behaviours among graduate interns, and this negative relationship was partially mediated by work engagement. Furthermore, job insecurity moderated the mediated effect of mentoring and coaching on quiet quitting behaviours via work engagement. This study advances our understanding of how organisations can mitigate quiet quitting among graduate interns by integrating the social exchange theory and Job Demands–Resources model (JD-R). The practical implication for organisations is to capacitate line managers with technical, professional, and interpersonal skills to mentor and coach early-career Gen Z employees. Line manager mentoring and coaching will increase early-career Gen Z employees’ work engagement and subdue quiet quitting, which is reported to be on the rise among this generation. Full article

This systematic literature review synthesizes and integrates research on dysfunctional cognition (DC) in organizational settings, addressing the lack of a coherent model explaining how cognitive vulnerabilities shape work-related outcomes. Following the PRISMA guidelines, we analyzed 41 manuscripts (selected from more than 4523 initial and secondary search hits), leading to an integrative model of DC at work. Results show that DC is activated by job demands, alongside other demanding situational and contextual features. The model specifies maladaptive appraisal processes as the cognitive–affective mechanism through which DC shapes (dis)engagement in the task and relational domains at work and ultimately impacts outcomes such as well-being, stress, burnout, performance, and decision quality. It further incorporates job, personal, and social resources as buffering contingencies that promote adaptive appraisal and attenuate the detrimental role of DC. By integrating insights from clinical, cognitive–behavioral and organizational research, this review advances theory in three ways: (1) by emphasizing the role of appraisal as the cognitive–affective mechanism linking DC to work (dis)engagement, (2) by embedding DC in the job demands–resources model and identifying job demands as activating conditions and resources as regulatory factors for dysfunctional cognitive dynamics at work and (3) by differentiating between task and interpersonal (dis)engagement as domain-specific paths through which self-focused and relational schema impact work-related outcomes. The integrative DC model provides a foundation for future research using longitudinal and mixed-method designs, and for more fine-grained examinations of how specific forms of DC relate to distinct cognitive–affective pathways and work-related outcomes, while offering practical implications for developing schema-informed and resource-based interventions in organizations. Full article

In high-demand financial environments, employees’ capacity to regulate and sustain personal energy may constitute a critical yet underdeveloped organizational resource. Drawing on the Job Demands–Resources (JD-R) model and Conservation of Resources (COR) theory, this study conceptualizes energy management as a multidimensional personal resource that may support adaptive functioning and innovation under demanding work conditions. Despite increasing conceptual attention to energy-related constructs, systematic scale validation and cross-level performance evidence remain limited. This research adopts a two-study design to develop and validate a multidimensional Energy Management Scale within financial institutions. Study 1 (N = 299 employees from 11 financial institutions) examines the factorial structure, reliability, and nomological validity of the scale. Confirmatory factor analysis is used to examine the proposed four-dimensional configuration of physical, emotional, mental, and spiritual energy. The scale demonstrates acceptable internal consistency reliability and evidence of structural validity, including convergent and discriminant validity. Structural modeling results reveal that overall energy management is positively related to innovative behavior and organizational citizenship behavior. However, perceived workload was significantly associated only with physical energy, suggesting that demand-related mechanisms of energy may not operate uniformly across energy components. Additionally, exploratory institution-level aggregation analyses showed preliminary, counterintuitive negative associations between mean organizational energy levels and return on equity (ROE) in some years. Given the limited number of institutional clusters, these cross-level findings are preliminary and intended to provide initial external criterion evidence rather than confirmatory causal inference. Study 2 (N = 148 employees from two institutions) further examines alternative scale versions and external validity through stress coping capacity, job satisfaction, and life satisfaction. Results were discussed to examine the robustness and predictive validity of the scale across samples. Collectively, this study advances energy management research by providing a psychometrically supported measurement instrument and preliminary multilevel evidence of its organizational relevance. The findings position energy management as a measurable human-capital resource with implications for sustainable workforce innovation and performance in financial institutions. Full article

Background: Sustainability in education requires creating a supportive working environment that promotes the well-being, motivation, and professional development of employees in the education and science sector. From the perspective of sustainable human resource development in the education and science sector, it is essential to identify job resources that are positively associated with work engagement, as emphasized in the Job Demands-Resources (JD-R) model. The aim of this paper is to examine whether three key work organization and job content resources (influence at work, possibilities for development, and meaning of work) predict work engagement among employees in the Lithuanian education and science sector from a sustainability perspective. Methods: Based on the JD-R model, this study applied a quantitative research design. Data were collected through a structured written questionnaire completed by 446 employees in the Lithuanian education and science sector. The relationships between key work organization and job content resources and work engagement were examined using hierarchical multiple regression analysis, with gender, age, and position included as control variables. Results: The hierarchical regression analysis showed that meaning of work and influence at work remained statistically significant positive predictors of work engagement after controlling for gender, age, and position, whereas possibilities for development showed a positive but non-significant tendency in the controlled model. These findings are consistent with the Job Demands-Resources theory and can be interpreted from the perspective of the UNESCO Education for Sustainable Development framework, which emphasizes the importance of empowering teachers, scientists and other employees in the education and science sector, fostering continuous improvement, and connecting their work to a broader educational and societal purpose. Conclusions: The hierarchical regression analysis indicates that meaning of work and influence at work are the most stable predictors of work engagement in the education and science sector from a sustainability perspective. This study contributes to the literature by applying the JD-R model through a sustainability lens in the education and science sector. The results provide new insights into how influence at work, possibilities for development, and meaning of work can be interpreted as sustainability-oriented job resources associated with work engagement in the education and science sector. Full article

Based on the Job Demands–Resources theory, this research investigates how organisational resources shape employee resilience and, in turn, influence work engagement among nurses in the Lithuanian healthcare sector. The paper explores three organisational resources: co-worker support, staffing and recruitment adequacy, and dignified treatment for healthcare employees. Data were collected through a survey (n = 443) from nurses employed in public and private healthcare institutions and analysed using Partial Least Squares Structural Equation Modelling. The results indicate that co-worker support (β = 0.328, p < 0.001) and dignified treatment (β = 0.270, p < 0.001) are significant positive aspects of developing employee resilience, while staffing and recruitment adequacy did not have an impact on employee resilience. Employee resilience demonstrated a strong positive effect on work engagement (β = 0.488, p < 0.001). These findings help to understand the relations and structural antecedents of nurse resilience, demonstrating that social and interpersonal resources have a strong influence on employee engagement. The study has practical implications for healthcare human resource management in contexts of systemic workforce shortage and high occupational demand. Full article

While parenthood is gratifying, it is also a significant life transition, filled with challenges and stressors that require ongoing psychological and behavioral adjustments. This study aims to: (1) verify the psychometric characteristics of the Perceived Corporate Welfare Scale (PCWS), and (2), in line with the Job Demands-Resources (JD-R) theory, investigate how corporate welfare and parenting self-regulation act as resources against perceived stress and quiet quitting. We further explored the mediating role of stress and the moderating effect of parenthood. A group of 788 Italian workers (43.5% non-parents; 29.6% moms; 26.9% dads) participated. The psychometric properties of the PCWS were tested using CFA. A moderated mediation model was estimated using Bootstrap methods (95% CI). The PCWS showed a robust one-factor structure with significant item loadings (>0.60) and satisfactory reliability (CR and AVE). Findings suggest that perceived corporate welfare and parenting self-regulation function as resources and are negatively associated with perceived stress. Perceived stress fully mediates the relationship between perceived corporate welfare and quiet quitting and partially mediates the relationship between parenting self-regulation and quiet quitting. Crucially, parenthood moderates this relationship: fathers’ perceived stress has a stronger association with quiet quitting than mothers’ does. Consequently, the indirect effects are also stronger for fathers. This study provides a validated tool for monitoring perceptions of corporate welfare. The results suggest that personalized interventions and an organizational culture that values parenthood are key to sustaining well-being and long-term employee engagement. Full article

In this study, a special version of the Flexible Job Shop Scheduling Problem with equally and consistently batching constraints (hereafter called ECBFJSP) is considered, which involves multiple aspects of coordination, such as machine selection, process sorting, and batch splitting, which is highly complex and places strict demands on the optimization strategy. To effectively meet this challenge, this study constructs a dual-action deep reinforcement learning algorithm framework based on the Enhanced Heterogeneous Graph Neural Network (EHGNN). First, an enhanced heterogeneous graph and EHGNN model for the ECBFJSP is innovatively proposed. By integrating multi-dimensional node features such as work order priority, machine tool processing capability, and process constraints, dynamic feature aggregation of various types of information is achieved with the help of GATs and GRUs. The model can output context-aware representations containing global resource constraints, greatly improving the joint optimization efficiency of job scheduling and batch partitioning and significantly enhancing the adaptability of the dual-action decision framework to the complexity of the ECBFJSP. At the decision-making mechanism level, this study designed a dual-action decision space of process sequencing–machine selection action and batch partitioning action and used the DAPPO algorithm to collaboratively optimize the dual-action strategy to ensure the stability and efficiency of the decision-making process. The experimental data results show that compared with traditional algorithms, the proposed intelligent decision framework performs better in scheduling quality when solving the ECBFJSP, which fully verifies the significant effectiveness and practicality of the framework in solving the ECBFJSP. Full article

Background/Objective: This study examines how after-hours service demands (AHSD) are associated with dentists’ overall work experience (OWE) through the mediating role of compassion satisfaction (CS) and the moderating role of perceived organizational support (POS). Grounded in the Job Demands–Resources (JD-R) and Conservation of Resources (COR) theories, the study investigates how job demands, emotional resources, and organizational support jointly relate to dentists’ psychological well-being. Methods: Data were collected from 450 dentists across seven major Libyan cities—Tripoli, Benghazi, Misrata, Sabha, Al Bayda, Zawiya, and Derna—using a structured online questionnaire administered between May and August 2025. Results: Partial least squares structural equation modeling (PLS-SEM) results indicated that AHSD were positively associated with both CS and OWE, suggesting that demanding work conditions may, under certain conditions, coincide with more positive professional experiences when perceived as meaningful and supported. CS partially mediated the AHSD–OWE relationship, highlighting its role as a key emotional resource linked to more favorable work experiences. In addition, POS moderated the relationships between AHSD and CS, and between AHSD and OWE, although the effects were relatively modest, indicating that organizational support may provide incremental support in how dentists experience demanding work conditions rather than fundamentally altering these relationships. The moderated mediation analysis further suggested that the indirect association between AHSD and OWE via CS was stronger at higher levels of POS. Conclusions: Overall, the findings refine JD-R and COR perspectives by indicating that job demands, emotional resources, and organizational support are jointly associated with dentists’ work-related well-being in a high-demand healthcare context. Full article

Although organisational climate is increasingly examined, explicit modelling of demographic interaction effects remains comparatively underrepresented. A search strategy was conducted (25 September 2025), and 358 records were identified and filtered in the Scopus and Covidence databases; subsequently, 60 peer-reviewed articles met the inclusion criteria following PRISMA-guided screening. R-project, reference to VOSviewer, and Biblioshiny were used to perform the bibliometric mapping to demonstrate three (3) large thematic clusters: (1) conceptual models with a focus on the Job Demands–Resources (JD–R) framework; (2) growing cross-sector and post-COVID literature; and (3) small but growing incorporation of interactive demographic variables (age, gender, tenure) other than control-variable treatment. The results show that organisational climate is always placed at the forefront as an important predictor of satisfaction, but intersectional demographic modelling is underdeveloped and geographically biased to Western and Asian factors. Yet improvements have been made in theoretical integration; however, a lack of constructs, methodological conservatism, and geographic skewness limit theoretical cumulation and practical translation. The proposed multi-factor model is conceptually derived from bibliometric patterns and requires empirical validation using CFA, SEM, and multilevel modelling. However, organisations should integrate satisfaction policies that reflect diverse demographic and contextual realities, rather than adopting a general approach. The study advances the model of employee satisfaction research by offering practical evidence and a theoretical framework to support the sustainability of industrial and organisational psychology. Full article