Search Results (217)

Individual actions play a pivotal role in climate change, one of the most urgent global challenges, as daily behaviors generate substantial greenhouse gas emissions. Saudi Arabia, in particular, demonstrates its strong commitment to environmental sustainability through the Saudi Green Initiative and Middle East Green Initiative, aiming for net-zero emissions by 2060 and advancing reforestation, land conservation, and renewable energy under Vision 2030. However, many Saudi individuals remain unaware of the environmental consequences of their choices, including transportation, energy consumption, and lifestyle habits. To address this gap, this study developed GreenKSA, the first Arabic-supported gamified mobile application designed to promote pro-environmental behavior within the Saudi culture. The app integrates gamification elements grounded in Self-Determination Theory (SDT) and Trans-Theoretical Model (TTM) in an attempt to bridge the gap between theory and practice. GreenKSA delivers multimedia content—short videos and infographics—demonstrating sustainable routines in households, workplaces, and mobility. The design and user experience of GreenKSA were evaluated in a pilot study of 10 participants. The results indicated high usability (SUS = 91.25) and a positive overall user experience. By combining theory-driven design with culturally relevant gamification elements, this study contributes to digital sustainability interventions and aligns with the global Sustainable Development Goals SDG 12: Responsible Consumption and Production, and SDG 13: Climate Action. Full article

Background/Objectives: African American women are less likely to breastfeed in general and to breastfeed exclusively for the first six months of infancy. Racial and ethnic breastfeeding disparities are especially pronounced in the South, particularly in rural communities. These differences are attributed largely to structural lactation impediments that include less breastfeeding support in healthcare settings, workplaces, and communities. While a great deal of research has explored racial differences in breastfeeding, minimal attention has been paid to the social correlates and racial disparities associated with the 2022 U.S. infant formula shortage. Our study explores racial distinctions in the formula shortage’s effect on breastfeeding support among Gulf Coast Mississippians. Methods: We use data from the second wave of the Mississippi REACH (Racial and Ethnic Approaches to Community Health) Social Climate Survey to determine if racial differences are evident in the formula shortage’s influence on breastfeeding support. We predict that the infant formula shortage will have prompted African American respondents to become much more supportive of breastfeeding than their White counterparts, net of sociodemographic controls. This hypothesis is based on the lower prevalence of exclusive breastfeeding among African Americans, thereby indicating a greater reliance on formula. The study uses a general population (random digit dial) sample and purposive (exclusively African American) oversample to analyze validated data from a cross-sectional survey. Sampling took place between September and December 2023, with a sample population of adult male and female Mississippians. A series of binary logistic regression models were employed to measure the association of race with breastfeeding support changes resulting from the infant formula shortage. Results: The study results support the hypothesis, as seen by a positive association between African Americans and increased breastfeeding support directly related to the infant formula shortage. Further, the baseline statistical model reveals African American respondents to be five times more likely than White respondents (p < 0.001) to report that the formula shortage increased their support of breastfeeding. Conclusions: We conclude by discussing this study’s implications and promising directions for future research. Full article

Background: This study examines how an organization’s climate for innovation influences employees’ affective workplace outcomes through the behavioral mechanism of the innovation process and the quality of Leader-Member Exchange relationships. Methods: Survey data were collected from 567 full-time employees across multiple industries and analyzed using conditional process modeling. Results: Leader-Member Exchange moderated the relationship between climate for innovation and engagement in the innovation process, and the innovation process partially mediated the effect of climate on job satisfaction and organizational commitment. Conclusions: Supportive climates produce stronger affective outcomes when paired with high-quality leader-member exchanges, highlighting the importance of contextual and relational factors in shaping innovation behavior and employee well-being. Full article

Although communication quality is widely recognized as a catalyst for workplace innovation, existing research seldom integrates communication quality, trust in leadership, and organizational commitment within a single explanatory framework, particularly in team-based enterprises operating in emerging economies. This study examines how communication quality fosters employee innovation through the sequential mediating roles of trust in leadership and organizational commitment, emphasizing its contribution to sustainable enterprise performance. Rooted in Social Exchange Theory (SET), the study illustrates how transparent, reciprocal, and supportive communication enhances relational trust, strengthens employees’ emotional attachment to their organizations, and creates a climate conducive to creativity and collaborative problem-solving. A quantitative design was employed using data from employees engaged in innovation-driven projects within medium- and large-sized software firms in Turkey’s ICT sector. A total of 339 valid responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings demonstrate that communication quality directly promotes employee innovation and indirectly strengthens innovation through trust in leadership and organizational commitment as sequential mediators. Additionally, organizational commitment amplifies the influence of communication quality on innovation, indicating that committed employees more effectively translate constructive communication into innovative behaviors. These results underscore the strategic importance of communicative clarity, relational leadership, and commitment-building practices in shaping resilient, innovation-oriented teams. The study advances SET by identifying trust and commitment as key relational mechanisms through which communication quality drives innovation, offering theoretical enrichment and practical guidance for sustainable human resource management and team-based organizational development. Full article

Incivility and civility have been studied for more than a century across disciplines and in many areas ranging from workplaces to communication, the digital world, and everyday life. They are often used to the detriment of marginalized groups. Their negative use is seen to set the groundwork for other negative treatments, such as bullying and harassment, impacting the social climate in a negative way. Ostracism is seen to be linked to incivility. Disabled people disproportionally face negative treatments, such as bullying and harassment, and experience a negative social climate, as highlighted by the UN Convention on the Rights of People with Disabilities, suggesting that they also disproportionately experience incivility and ostracism. Climate surveys aim to expose toxic social climate in workplaces, schools, and communities caused by incivility, ostracism, bullying, and harassment. As such, how incivility, civility, ostracism, and the design of climate surveys are discussed in the literature is of importance to disabled people. We could find no review that analyzed the use of climate surveys beyond individual surveys and the concepts of incivility and ostracism in relation to disabled people. The objective of our study was to contribute to filling this gap by analyzing the academic literature present in SCOPUS, EBSCO HOST (70 databases), and Web of Science, performing keyword frequency and content analysis of abstracts and full texts. Our findings provide empirical evidence for a systemic neglect of disabled people in the topics covered: from 21,215 abstracts mentioning “civilit*” or “incivilit*”, only 14 were relevant, and of the 8358 abstracts mentioning ostracism, only 26 were relevant. Of the 3643 abstracts mentioning “climate surveys,” 12 sources covered disabled people by focusing on a given survey, but not one study performed an evaluation of the utility of climate surveys for disabled people in general. Racism is seen as a structural problem facilitating civility/incivility. Ableism, the negative judgments of a given set of abilities someone has, and disablism, the systemic discrimination based on such judgments, are structural problems experienced by disabled people, facilitating civility/incivility. However, ableism generated only 2 hits, and disablism/disableism had no hits. Most of our sources focused on workplace incivility, and authors were mostly from the USA. We found no linkage to social and policy discourses that aim to make the social environment better, such as equity, diversity, and inclusion, well-being, and science and technology governance. This is the first paper of its kind to look in depth at how the academic literature engages with the concepts of civility, incivility, and ostracism and with the instrument of social climate surveys in relation to disabled people. Our findings can be used by many different disciplines and fields to strengthen the theoretical and practical discussions on the topics in relation to disabled people and beyond. Full article

Teacher occupational health is a critical issue worldwide that COVID-19 has worsened. While previous research has highlighted the impact of chronic work-related stress and limited personal resources on burnout, much of this research relies on cross-sectional data that do not capture how these effects develop over time. Additionally, the role of positive organizational factors remains underexplored. Our study examined burnout trajectories among 101 Portuguese elementary teachers (94.1% women, M = 46.03 years, 85.6% enrollment rate) over five data collection points spanning the 1st and 2nd COVID-19 waves (2019–2021) and investigated the impact of organizational climate on teacher burnout indicators. Main work-related stressors were identified through an open-ended question. Trajectories of occupational stress and burnout were analyzed using independent ANOVAs, and moderation analyses tested the relationship between organizational climate, occupational stress, and burnout indicators. Results showed a significant drop in perceived personal accomplishment during the first lockdown. Key stressors included greater job demands and more strained interpersonal relationships. Organizational climate significantly moderated the effect of work-related stress on emotional exhaustion, while having a positive main effect on personal accomplishment. This research contributes to a strengthened theoretical understanding of burnout as a dynamic, context-sensitive process, offering new empirical evidence, especially in underrepresented educational systems like Portugal. It emphasizes the importance of addressing contextual factors when working to reduce teacher burnout. Rethinking professional development and workplace relationships is essential for supporting teachers’ occupational health in today’s uncertain educational environments. Full article

To remain competitive and viable in today’s rapidly evolving business landscape, organizations must strengthen their innovation capabilities. Innovative employee behavior often arises from disrupting established norms and deviating from conventional practices, making it crucial for organizations to focus on positive deviance. This study adopted organizational support theory to propose a parallel mediation model demonstrating how organizational support climate influences employees’ positive deviance. Based on a questionnaire survey distributed to 459 employees from Beijing, China, this study found that risk-taking willingness and workplace belongingness mediated the relationship between the organizational support climate and employees’ positive deviance. This study provides novel perspectives on the mechanisms of such behavior by highlighting that risk-taking willingness is a crucial factor in fostering positive deviance and that workplace belongingness plays an important role in bridging the two. Full article

The importance of proper hydration for work performance in hot climates is well known, as opposed to its role in cold climates. Workers’ water requirements may be high in both cold and hot environments, and the effects of dehydration can be a serious problem in either case. The National Institute for Occupational Safety and Health (NIOSH) and the Occupational Safety and Health Administration (OSHA) recommend that workers drink small amounts (150–250 mL at once) of chilled water (especially in hot environments) or warm beverages (especially in cold environments) every 15–20 min (before they become thirsty) to stay well hydrated. However, individual hydration plans are now more preferred, as no single recommendation is suitable for everyone. Workers should stay hydrated before, during, and after work. The article presents the importance of adequate hydration of workers as well as some recommendations for fluid intake in the workplace. Full article

Workplace behaviors and employee outcomes, such as team functioning, job satisfaction, and intentions to leave, are crucial for healthcare quality and safety. It highlights the substantial productivity, societal, and economic costs of worker well-being. Against this backdrop, this study examines how two dimensions of organizational culture: ethical climate and perceived managerial competence, together with team support, relate to job satisfaction and turnover intention among healthcare professionals. A quantitative, cross-sectional survey was conducted with 430 physicians, nurses, and other clinical staff in public and private institutions across the Federation of Bosnia and Herzegovina. Using established scales and structural equation modeling (SEM) in AMOS, we first verified satisfactory reliability and construct validity via exploratory and confirmatory factor analyses. The structural model showed that ethical organizational culture and managerial competence are positively related to team support and, directly or indirectly, to higher job satisfaction and lower turnover intention. Team support was positively related to job satisfaction and negatively related to turnover intention and significantly mediated the effects of both ethical climate and managerial competence on these outcomes. In addition, job satisfaction was strongly and negatively correlated with turnover intention, underscoring its central role in retention. Full article

Objectives: The crime rate in Trinidad and Tobago has increased over the last few years. It is important to understand the impact of rising societal crime on university workplace productivity in order to make meaningful recommendations to mitigate the negative effects of crime. Methods: We conducted semi-structured interviews online via Zoom and face-to-face with both academic and non-academic staff from a university located in Trinidad and Tobago in April 2025. We employed purposive sampling and topics explored included participants’ views on crime, the effect of crime on workplace productivity, the effect of crime on workplace concentration, the effect of crime on participants’ mental health, concerns about safety at the workplace, and desired changes or suggestions to ensure improved safety at the workplace. Data were manually analyzed, and we employed thematic analysis to understand the participants’ data. Results: Analysis included data from 10 participants. Participants represented both academic and non-academic staff, with varied ethnic backgrounds, age range, and were both from Mount Hope and the main campus. Seven of the participants believed that their work productivity had been negatively affected by the crime situation. All the participants agreed that the crime situation was out of control; two of the participants claimed to have been victims of crime. Five of the participants believed they had experienced depressive symptoms, while six participants claimed to have experienced poor concentration on the job. Five participants expressed genuine concerns that something terrible could happen to them within their workplace premises. In order to improve security at the workplace, seven of the participants suggested the employment of more security personnel, while six participants highlighted the need for more surveillance and closed-circuit television (CCTV) cameras. Participants identified four major categories or themes: views on crime and its effects on individuals; effects of crime on workplace productivity; effects of crime on mental well-being; and suggestions and opportunities to improve security at the workplace. Conclusions: From this study, it can be inferred that the majority of the participants were negatively affected by the climate of crime in the country. A comprehensive risk assessment would identify potential risks and vulnerabilities faced by staff, while enhanced surveillance measures and the promotion of the Employee Assistance Program (EAP) can support those impacted. Staff should also be trained to respond effectively to potential threats. Full article

The significance of organizational psychology within the hospitality sector has garnered increasing scholarly attention. This study seeks to examine the contextual effects of green organizational climate in international tourist hotels through a three-level analytical framework. Specifically, it investigates the influence of organizational-level factors (green organizational climate), peer-level dynamics (workplace friendship), and individual-level attributes (Brilliant Quotient (BQ)) on employee job satisfaction. Empirical data were obtained from 68 international tourist hotels, comprising 623 supervisor surveys and 6230 employee questionnaires. The findings indicate that (1) employees’ excellence competency, supervisors’ emphasis on the universality of workplace friendships, and responsibility-oriented goals exert a direct influence on employee job satisfaction; (2) the universality of workplace friendship significantly moderates the relationship between excellence, execution capability, and job satisfaction; (3) responsibility goals, reward systems, and decision-making structures function as critical moderating variables; and (4) responsibility goals directly affect supervisors’ prioritization of workplace friendship. Full article

This study explores the impact of sustainable leadership (SL) on environmental performance (EP), focusing on the mediating role of employee well-being (EW) and the moderating role of eco-anxiety in green companies in Turkey. The framework is founded on the Job Demands-Resources (JD-R) paradigm and is enhanced by Sustainable Leadership Theory, Bottom-Up Spillover Theory, and Terror Management Theory. Data were collected from 289 employees at five environmentally sustainable enterprises in Turkey, using a standardized questionnaire to evaluate characteristics through validated multi-item scales. Structural equation modeling (SEM) with SmartPLS4 was employed to assess reliability, validity, and the suggested correlations. The study’s findings demonstrate that SL has a substantial and favorable impact on EP, both directly and indirectly, through the enhancement of staff well-being. Furthermore, research indicates that eco-anxiety mitigates the association between SL and well-being, suggesting that increased eco-anxiety diminishes the beneficial effects of leadership. These findings underline the significance of robust, SL and proactive management of eco-anxiety to enhance employee well-being and optimize corporate environmental results. The outcomes indicate that firms should allocate resources to leadership development initiatives and staff support frameworks to alleviate climate-related anxiety and enhance resilience. The study advances Sustainable Development Goal 3 (Good Health and Well-being) by demonstrating how psychological health and leadership synergize to enhance environmental performance. It also offers practical implications for sustainable workplace practices. Full article

Background: Chronic venous disease (CVD) substantially influences workers’ comfort, productivity, and capacity to remain employed, yet many occupational settings complicate the implementation of effective symptom management strategies. Temperature fluctuations, in particular, influence daily functioning: heat often worsens swelling, heaviness, pain, and fatigue, while cold may offer partial relief. This study examines how workplace thermal and organizational conditions affect adults with CVD, paying attention to the challenges they face in applying clinical recommendations. Methods: Fifty adults with CEAP C1–C6 disease were interviewed and observed in clinical settings. A qualitative descriptive approach was adopted to capture workers’ accounts rather than generate a new theory. Data were analyzed using Braun and Clarke’s reflexive thematic analysis within a qualitative descriptive framework. Results: Heat exposure consistently aggravated swelling, pain, and fatigue, whereas moderate cold often improved comfort and functional capacity. Participants highlighted numerous workplace barriers, including rigid schedules, restrictive uniforms, and difficulties maintaining compression in hot environments. Supportive supervisors, micro-breaks, access to hydration, and flexibility in posture facilitated better symptom control. Workers frequently described tensions between clinical advice and job demands, noting that instructions such as leg elevation or frequent breaks were often unrealistic in their occupational context. Conclusions: Aligning clinical guidance with workplace realities is essential for the well-being and long-term employability of individuals with CVD. Climate-sensitive and ergonomic job design represents an important strategy for supporting employees’ ability to manage symptoms and sustain productivity amid increasing thermal variability. Full article

Industrial workplaces, especially in vulnerable, hot, and arid developing countries, face major challenges in maintaining indoor comfort conditions due to the escalating problem of global temperature rise. This study investigates passive scenarios of adaptive retrofitting for a case study carpet and rug industrial plant in Cairo, Egypt to achieve indoor comfort conditions and energy efficiency. The research method included a Post Occupancy Evaluation (POE) for the operational phase of individual work units through measurements and simulations to investigate indoor thermal, visual, and acoustic comfort conditions as well as air quality concerns. Thus, the study presents a set of recommendations for building unit(s) and collectively for the entire facility by applying integrated application of building envelope enhancements; optimized opening design, thermal wall insulation and high-albedo (reflective) exterior coatings for wall and roof surfaces. Comparing the modified case to the base case scenario shows significant improvements. Thermal comfort achieved a 16% to 33% reduction in discomfort hours during peak summer, primarily through a 33% increase in air flow velocity and better humidity control. Visual comfort indicated improvements in daylight harvesting, with Daylighting Autonomy increasing by 47% to 64% in core areas, improving light uniformity and reducing glare potential by decreasing peak illuminance by approximately 25%. Thus, the combined envelope and system modifications resulted in a 60 to 80% reduction in monthly Energy Use Intensity (EUI). The effectiveness of the mitigation measures using acoustic insulation was demonstrated in reducing sound pollution transferring outdoors, but the high indoor sound levels require further near-source mitigation or specialized acoustic treatment for complete success. Eventually, the research method helps create a mechanism for measuring and controlling indoor comfort conditions, provide an internal baseline or benchmark to which future development can be compared against, and pinpoint areas of improvement. This can act as a pilot project for green solutions to mitigate the problem of climate change in industrial workplaces and pave the way for further collaboration with the industrial sector. Full article

Background: Light is essential to many facets of human endeavors and is not only required for vision. The prevailing climate in the areas where workplaces are situated might moderate good lighting conditions, which are described as those that balance human needs. This study aimed to clarify how the Ergonomic Lighting Indicator should be used in workplaces while considering two distinct climates. Methods: Utilizing the Ergonomic Lighting Indicator questionnaire, the current investigation was conducted. A total of 140 volunteers who worked in indoor environments (70 in each climate condition) took part. Spider charts and descriptive analysis were employed. Results: In Isfahan City, practically every employee expressed complete satisfaction with the natural lighting’s quality. There was more visual comfort, according to workers in the province of Isfahan (p = 0.03). Except for the empowerment rating (p = 0.03; Mazandaran > Isfahan), Isfahan had greater scores on the Ergonomic Lighting Indicator than Mazandaran (visual performance: p = 0.02; vista: p = 0.01; vitality: p = 0.04). Conclusions: Based on this study, the use of Ergonomic Lighting Indicators to evaluate light quality is acceptable. In addition, this instrument can be applied in a variety of nations with diverse climates. Full article