Search Results (2,445)

Background/Objectives: Healthcare organizations worldwide face challenges in retaining talented employees, with the phenomenon of quiet quitting increasingly recognized as a contemporary issue. Rather than leaving their jobs, employees remain at work but exert minimal effort and exhibit reduced engagement, which can ultimately undermine the performance of healthcare organizations. The aim of this research was to examine the impact of servant leadership on work engagement within healthcare organizations, to determine whether this leadership style can help mitigate the effects of quiet quitting. Methods: The study employed a quantitative approach, utilizing validated instruments to measure servant leadership and work engagement. A cross-sectional study design was utilized, employing a convenience sampling method. A total of 362 valid surveys were collected from healthcare professionals in Serbia participating in the study from January to March 2025. The partial least squares structural equation modeling (PLS-SEM) method was used to examine the relationship between servant leadership and work engagement among healthcare professionals. Results: The results indicate that servant leadership has a positive and statistically significant impact on all dimensions of engagement: vigor, dedication, and absorption. Conclusions: Based on these findings, it is concluded that servant leadership can serve as an effective strategy for enhancing work engagement and reducing negative employee behaviors, such as quiet quitting, which may, in turn, improve organizational efficiency in the healthcare industry. Full article

The linear construction model is characterized by resource-intensive processes that generate significant waste, whereas adopting circular economy principles facilitates sustainable, adaptable, and recyclable building practices to mitigate waste and conserve resources. The primary objective of this study is to empirically analyze the impact of barriers and drivers on sustainable construction practices and to evaluate the role of organizational culture in moderating this relationship. This study, grounded in Circular Economy theory, distributed 210 questionnaires using simple random sampling to large contractors (501–3000 employees) in Saudi Arabia’s Eastern Region, yielding 154 acceptable responses and a 73% completion rate. Data analysis was conducted using SmartPLS software, revealing that barriers, drivers and organizational culture positively impact sustainable construction practices, with organizational culture also positively moderating the connection among drivers and sustainable construction practices. However, organizational culture was not observed to substantially influence the connection between barriers and sustainable practices. The results highlight the main contribution of organizational culture in supporting sustainable development, offering significant theoretical contributions and practical implications for industry leaders and policymakers to develop regulatory framework and implement strategies that support sustainability. Full article

The frequency of technology use is an important factor that can significantly influence employees’ well-being and the perceived quality of their work life in an ever-changing digital workplace. The introduction of new technologies affects the lives of employees. It is therefore important how employees themselves perceive new technologies and the need to digitalize their work tasks. Previous studies have focused more on technology adoption or quality of work life separately. The main aim of the article is to present the results of analyses on how the frequency of technology use is related to employees’ perception of digitalization in their workplace, as well as the impact these factors have on their perceived quality of work life. This study simultaneously examines the impact of perceptions of technological change and frequency of technology use on quality of work life in the context of medium-sized and large industrial enterprises in Slovakia. In this way, it is possible to better understand the connection between digitalization and employee well-being. The research tool was a questionnaire that focused on the perceived quality of work life of employees and questions related to the perception of digitalization and to the frequency of technology use. Hypothesis testing was processed using IBM SPSS version 25 software. Considering the results, it can be stated that a positive perception of technological changes and regular use of technology in the workplace are related to a higher level of quality of work life perceived by employees. The results can be used for multiple strategic and practical applications in organizational development and human-centered approaches to digital transformation. Full article

This study investigates the complex interplay between internal communication, psychological well-being, and job satisfaction, as well as their influence on employee retention and job performance in Romania’s post-pandemic hospitality sector. In this study, data were collected from 350 employees across hotels, restaurants, and resorts. A Covariance-Based Structural Equation Modeling (CB-SEM) approach was employed for the analysis. Findings suggest that both internal communication and psychological well-being are significant positive predictors of job satisfaction. In turn, job satisfaction is a powerful driver of both employee retention and job performance. A key finding is that job satisfaction fully mediates the relationship between psychological well-being and job performance, with no direct effect observed between the latter two constructs. These results underscore that fostering an employee-centric environment is crucial for achieving social sustainability, directly supporting global Sustainable Development Goals (SDG 8: Decent Work and Economic Growth and SDG 3: Good Health and Well-being). Theoretical and practical implications, as well as limitations and future research directions, are discussed. Full article

While previous research has examined the role of team resources on team resilience from a resource-based perspective, the underlying mechanisms of team resilience emergence from a process perspective remain insufficiently discussed. Drawing on team stress appraisal theory, we explore the mechanism through which team job insecurity influences team resilience and the contextual effects of team task characteristics. Through a three-wave questionnaire conducted with 464 employees from 96 teams, we found that team job insecurity was positively related to team challenge appraisal, which in turn was positively related to team resilience. Meanwhile, team job insecurity was positively related to team hindrance appraisal, which in turn was negatively related to team resilience. Furthermore, ream task interdependence reinforced the positive effect of team job insecurity on team resilience via challenge appraisal, while weakening the negative effect of team job insecurity on team resilience via hindrance appraisal. Both theoretical and practical contributions were discussed. Full article

This study investigates the impact of servant leadership on employee performance in mobile telecommunications providers, emphasizing the mediating role of organizational trust and its implications for organizational sustainability. Leadership effectiveness is particularly critical in environments where trust is limited, as it shapes both immediate performance and long-term organizational resilience. Using survey data from 375 employees across three telecom companies in Iraq, the results indicate that servant leadership is positively related to employee performance. Mediation analysis further demonstrates that organizational trust significantly transmits the effect of servant leadership on performance. These results extend current knowledge of leadership dynamics in the telecom sector and underscore the role of trust-based leadership in fostering sustainable organizational outcomes. Based on these insights, a practical framework was developed to integrate servant leadership principles into team-building initiatives, leadership development programs, and organizational systems. This framework not only supports the training of future leaders but also strengthens employee well-being, ethical culture, and long-term sustainability in the telecommunications industry. Full article

Previous research has repeatedly demonstrated the importance of both safety culture and leadership in promoting workplace safety. Several studies and reviews have identified transformational leadership style as an important contributor to a strong safety culture. However, a transformational leadership style may not be sufficient to establish an effective safety culture in a high-risk rail transportation environment. The present study investigated the role of democratic and authoritative leadership styles and behaviors and their association with the perceived effectiveness of safety culture. Employees of a mid-sized rail transportation company in the Eastern US completed a survey assessing leadership behaviors and safety culture. Correlational analyses revealed strong associations between leadership practices and behaviors, and employees’ perceptions of an effective organizational safety culture. Strong senior management commitment and a focus on educating employees to behave in accordance with predetermined safety procedures were also significantly associated with a perceived effective safety culture. Authoritative leadership behaviors were highly positively correlated with effectiveness, while democratic leadership behaviors were less strongly correlated. Moreover, the odds of the safety culture being perceived as effective were increased if authoritative rather than democratic leadership behaviors were exhibited. The results of the present study are both expected and unexpected considering the previous literature, adding to prior work by clarifying the leadership style most effective in a high-risk rail transportation work environment. Full article

Sales and marketing personnel are among the most knowledgeable individuals regarding the safety of the medications they promote. No previous work has assessed pharmaceutical sales and marketing personnel’s knowledge, attitude, practice (KAP), and barriers toward pharmacovigilance (PV) in Saudi Arabia; therefore, the present study aimed to assess these aspects and to scrutinize their associations with the subjects’ baseline characteristics. A validated questionnaire comprising five sections (baseline characteristics, knowledge, attitude, practice, and barriers) was disseminated via email networks and social media platforms between 18 March and 31 May 2025. All employees working in the sales and marketing departments of pharmaceutical companies in Saudi Arabia were eligible to participate. Participants’ responses were categorized as good or poor knowledge, positive or negative attitude, good or poor practice, and challenging or non-challenging work environment, based on the cumulative score in each respective section, using a 60% cutoff. A total of 400 participants completed the survey. Of these, about one-third (37.3%) had 2–4 years of professional experience and two-thirds (63%) were employed by multinational companies. Overall, 57% and 83.5% had good knowledge and positive attitude, respectively. The work environment was considered non-challenging by 92.8% of participants, and 61% reported good practice. We noted that holding a non-pharmacy degree was a significant predictor of poor knowledge and a challenging work environment. Additionally, employment in a local company was significantly associated with poor knowledge and practice. Pharmaceutical sales and marketing personnel in Saudi Arabia demonstrated acceptable levels of KAP and reported few barriers toward PV, with an opportunity for improvement. Full article

Environmental, Social, and Governance (ESG) communications have proliferated across Fortune 500 companies, yet no validated frameworks exist for systematically distinguishing authentic from superficial positioning. This study develops and validates the Dynamic Authenticity Evaluation Model (DAEM), measuring three interactive dimensions of ESG communication authenticity: operational alignment, temporal consistency, and communication specificity. Through dual-evaluator protocols applied to eight mega-cap companies, DAEM achieves excellent inter-rater reliability (ICC = 0.85; Krippendorff’s α = 0.83). An event study analysis across sixteen major ESG announcements reveals no significant correlation between communication authenticity and abnormal stock returns (r = 0.289; p = 0.491), with effects being bounded below ±0.30% cumulative abnormal returns through equivalence testing. Preliminary stakeholder analysis suggests differential authenticity sensitivity, with employee engagement showing a stronger association with DAEM scores (r = 0.423) than market reactions (r = 0.289). Results indicate that authentic ESG communications influence non-market stakeholders more than short-term stock prices, suggesting that market value creation requires operational rather than symbolic approaches, while authentic communication remains important for stakeholder relationship management. Full article

Narcissistic Leadership has been associated with negative organizational and individual outcomes, including employee intention to leave. However, the mechanism by which this leadership influences this intention to leave still needs to be further elucidated. This study investigates the mediating role of psychological capital (PsyCap) (comprising hope, self-efficacy, resilience, and optimism) in the relationship between the narcissistic leadership and the intention to leave. A non-probabilistic sample of 266 Portuguese employees from various organizational sectors, aged 18 to 53 (M = 29.13; SD = 7.53), predominantly women (62%), completed a self-administered online questionnaire. Results, calculated through the estimation of OLS regressions-based models, indicated that narcissistic leadership was positively related to turnover intention (Hypothesis 1) and that PsyCap significantly mediated that association (Hypothesis 2), particularly self-efficacy showed to be negatively associated with turnover intention, and optimism positively predicted the intention to leave the organization. Overall, the findings point to the key role of narcissistic leadership and psychological capital as antecedents of turnover intention, highlighting the opposite mediating effects of self-efficacy and optimism in the association between narcissistic leadership and turnover intention. The study’s findings are discussed, as well as their theoretical and practical implications. Full article

This study investigates the influence of technostress (Tech) on the well-being (WB) of employees in manufacturing sectors employing Industry 4.0 in Turkey, examining the effect of work exhaustion (WE) as a mediator in the association between technostress and well-being. How digital leadership (Dg) moderates these relationships is analyzed and discussed accordingly. This article also presents strategies for digital leaders to mitigate employees’ technostress in the digital transformation era and discusses their positive role. Using the Job Demands–Resources (JD-R) framework and Conservation of Resources (COR) theory, data were gathered from 329 workers employed at three manufacturing firms located in Istanbul. Structural equation modeling (SEM) was employed to test this study’s hypothesis. The results indicate that increased technostress notably reduces employee well-being, primarily because it heightens work exhaustion. Moreover, robust digital leadership effectively lessens these negative impacts, underscoring its value in managing technological stress. This research explains the importance of the Sustainable Development Goal (SDG 3) for better health and well-being practices in workplaces. It suggests practical implications for organizations, including developing digital leadership skills, routinely assessing technostress, and applying targeted actions to sustain employee health during digital shifts. Full article

The result of accelerated development and technological progress is manifested through numerous changes in the labor market, primarily concerning the competencies of future employees. Many of those competencies have symmetrical character. The determinants that may influence the development of specific competencies are variable and dynamic, yet they share the characteristic of transcending temporal and spatial boundaries. In this paper we propose the use of a combination of Principal Component Analysis (PCA) and Fuzzy Analytic Hierarchy Process (FAHP) to rank 21st-century competencies that are developed independently of the formal educational process. Ability to organize and plan, appreciation of diversity and multiculturalism, and ability to solve problems appeared to be the highest-ranked competencies. The development of key competencies is symmetrical to the skills for the labor market. Also, the development of key competencies is symmetrical to the right selection of the quality of media content. The paper proves that the development of key competencies is symmetrical to the level of education of both parents. One of the key findings is that participants with higher levels of media literacy express more readiness for the contemporary labor market. Moreover, the family, particularly parents, exerts a highly significant positive influence on the development of 21st-century competencies. Parents with higher levels of education, in particular, provide a stimulating environment for learning, foster critical thinking, and encourage the exploration of diverse domains of knowledge. Full article

As small–medium-sized enterprises (SMEs) increasingly adopt cloud technologies, understanding the factors influencing this shift is crucial as it helps to optimize cloud integration strategies, enabling SMEs to thrive in today’s digital economy. A cross-sectional, quantitative survey was conducted in February 2022 on 626 employees of SMEs in the USA, based on the TAM-2, TAM-3, and UTAUT-2 models. The questionnaire presented satisfactory reliability, as well as factorial and convergent validity. Employees presented positive behavioral intentions to use cloud technologies, particularly during the COVID-19 period. SMEs were satisfied with the use of Software as a Service (SaaS), Infrastructure as a Service (IaaS), and the public cloud development model in the wake of the COVID-19 period. Behavioral intention to use cloud technologies was linked with higher performance and effort expectancy, price, perceived enjoyment, computer self-efficacy, and social influence. A higher behavioral intention was observed in employees (a) with a mid–top-level role; (b) who worked in finance and insurance, information services data, construction, or software and in an SME with 26–500 employees; (c) who had a master’s degree; (d) were 35–44 years old; and (e) had family obligations. Higher experience with the use of cloud technologies enhanced the positive impacts of effort expectancy, computer self-efficacy, and perceived enjoyment on behavioral intention. Full article

Artificial intelligence (AI) is progressively being utilized in the healthcare sector to enhance efficiency, alleviate administrative burdens, and improve patient care outcomes. In the secondary healthcare sector, AI presents a range of opportunities as well as challenges. This study investigates the viewpoints of healthcare professionals regarding the adoption of AI in Greece, emphasizing the anticipated advantages and apprehensions associated with its integration. A cross-sectional descriptive study was carried out to collect responses from healthcare professionals at the General Hospital of “Evangelismos”, which is the largest hospital in Athens, Greece. A questionnaire was utilized and distributed over a period of four months, involving 513 registered healthcare professionals (comprising 136 physicians, 235 nursing staff, and 142 other healthcare personnel). Each participant had a minimum of one year of clinical experience and was selected using a convenience sampling method. The questionnaire comprised two parts: one focused on evaluating the AI knowledge and attitudes of healthcare professionals, and the other collected demographic data. The overall comprehension of knowledge pertaining to AI among healthcare professionals was evaluated as moderate, resulting in a mean score of 3.39. A distinction exists among different personnel categories, with physicians (M = 3.73) demonstrating a greater understanding of AI and a firm conviction that AI cannot supplant human positions. Conversely, nursing personnel appear to express apprehension regarding the implications of AI on the human experience, with a notable concern about potential replacement and job loss (M = 2.63), which was identified as the lowest-ranked issue. This latter concern is also echoed by other healthcare personnel (M = 2.90). Nevertheless, the majority of participants regard the prospective use of AI favorably, demonstrate confidence in its application, and contend that the benefits outweigh the possible risks. Sufficient training and ongoing updates would enhance employees’ comprehension of AI and their awareness of its potential benefits within the healthcare sector. Full article

Decent work is essential for fostering workers’ professional and personal growth, as well as for guaranteeing social security and welfare through the enforcement of rules and regulations. Recently, the global labour market has been profoundly influenced by technological innovations, the growth of the services sector, and globalization. Consequently, the protection of fundamental workers’ rights has become increasingly important, establishing that decent employment is crucial for generating superior and higher-quality output. In the Gulf Cooperation Council countries, there is an increasing necessity to acknowledge the significance of decent work conditions for sustained economic development. This study aims to examine the influence of decent work determinants on sustained economic development from 1991 to 2022. The analysis employs panel data methodologies, specifically cross-sectionally Augmented Autoregressive Distributed Lag models, alongside robustness assessments utilising Driscoll–Kraay standard errors, Augmented Mean Group, and Common Correlated Effects Mean Group estimators, revealing that GDP per employee exerts a significant and consistent positive influence on economic growth. Conversely, other aspects of decent work, including unemployment, vulnerable employment, and self-employment, do not have statistically significant long-term consequences. The Westerlund ECM cointegration test verifies the lack of a long-term equilibrium link between decent work indices and economic development. The findings indicate that although labour market quality is significant, productivity is the primary catalyst for sustained growth in the GCC setting. Policymakers should prioritise productivity-enhancing changes within comprehensive employment and labour market strategies. Full article