Search Results (244)

Employee turnover remains a critical challenge for organizations, prompting an examination of how leadership approaches influence employees’ intentions to leave. This study investigates the impact of transformational leadership on turnover intention, focusing on emotional exhaustion and creativity as potential mediators. The study employs a quantitative design grounded in leadership and organizational psychology theory and surveys 182 professionals working in the information technology sector across Bosnia and Herzegovina, Croatia, Serbia, and Montenegro. Structural equation modeling reveals that transformational leadership reduces turnover intention by alleviating emotional exhaustion, highlighting the importance of psychological well-being in employee retention. While transformational leadership enhances employee creativity, creativity did not significantly mediate turnover intention in this context. These findings suggest that strategies that foster engagement and reduce burnout in knowledge-intensive industries can strengthen organizational commitment and improve retention. This study contributes to the understanding of behavioral mechanisms linking leadership to employee outcomes and offers actionable insights for modern organizations aiming to address turnover through supportive, empowering leadership practices. Additional mediators and contextual variables should be explored in further research. Full article

Background: Workplace mobbing is a widespread phenomenon with serious psychological and emotional consequences on employees’ emotional well-being. Psychological resilience has been identified as a potential protective factor against such adverse outcomes. Aim: This study investigates the relationship between workplace mobbing and emotional well-being, as expressed through positive and negative affect, and examines the mediating role of psychological resilience in this association. Methods: Ninety nurses participated in this cross-sectional study. Data were collected using the Connor–Davidson Resilience Scale (CD-RISC), the Workplace Psychologically Violent Behaviors (WPVB) scale, and the Positive and Negative Affect Schedule (PANAS). Statistical analyses included correlation, multiple regression, and mediation using bootstrapped confidence intervals. Results: Resilience was strongly associated with positive affect (r = 0.74, p < 0.001) and inversely with negative affect (r = −0.46, p < 0.001). Mobbing was significantly related to increased negative affect (β = 0.12, p < 0.001) but not to positive affect. Resilience emerged as the strongest predictor of emotional outcomes and partially mediated the relationship between “Attack on professional role” and negative affect. Conclusions: Psychological resilience plays a key protective role in moderating the emotional impact of workplace mobbing. Enhancing resilience in healthcare professionals may mitigate the negative emotional effects of mobbing, although it does not fully buffer against all its consequences. Full article

This study investigates the relationships between proactive personality, psychological capital, work engagement, work well-being, and innovative work behavior among employees in Saudi public authorities, based on the conservation of resources theory and the job demands-resources model. Using a sequential mediation model, data from 457 public employees were analyzed through structural equation modeling. The results show that a proactive personality and psychological capital significantly predict work engagement, but neither is significantly related to work well-being. Notably, while a proactive personality does not directly impact innovative work behavior, psychological capital does. Additionally, work well-being partially mediates the relationship between work engagement and innovative work behavior. These findings suggest that enhancing psychological capital and fostering engagement are key to promoting innovation. The mediating role of well-being highlights the importance of employee welfare in this process. This study provides practical implications for HR managers in the Saudi public sector and emphasizes strategies for building internal psychological resources. However, as data were collected from a single source, future research should include multiple key informants to enhance generalizability. This study builds on theory by demonstrating how proactive personality and psychological capital jointly stimulate innovative behavior through engagement and well-being, enriching the job demands-resources model with personal resource dynamics in public sector organizations. Full article

This study aimed to analyze the association of leadership with turnover intentions and whether this relationship is mediated by employee well-being. The sample consists of approximately 306 individuals working in organizations based in Portugal. The results indicate that transformational leadership has a positive and significant association with turnover intentions, while the relationship between transactional leadership and turnover intentions is negative and significant. Both transformational leadership and transactional leadership have a positive and significant association with well-being. Well-being has a negative and significant association with turnover intentions. Well-being only has a mediating effect on the relationship between transactional leadership and turnover intentions. This study contributes to the advancement of academic research and knowledge about the mechanisms through which transformational and transactional leadership styles can influence employees’ turnover intentions, as well as providing empirical evidence on the mediating role of psychological well-being. In addition, practical insights are offered to organizational leaders and managers on adopting practices that foster psychological well-being in the workplace, thereby reducing employee turnover intentions. Full article

Objective: There is growing interest in analyzing whether ethical climates influence the emotional states of organizational members. For this reason, the main objective of this study is to evaluate the relationship between a benevolent ethical climate, emotional exhaustion, and depersonalization, taking into account the mediating effect of job autonomy. Methodology: To evaluate the research hypotheses, data were collected from 448 people belonging to six organizations in the Colombian electricity sector. Statistical analysis was performed using two structural equation models (SEMs). Results: The results show that a benevolent climate and its three dimensions (friendship, group interest, and corporate social responsibility) mitigate the negative effect of emotional exhaustion and depersonalization. A work environment focused on people and society triggers positive moods that prevent the loss of valuable psychological resources. On the other hand, job autonomy is a mechanism that has a direct impact on the emotional well-being of employees. Therefore, being able to intentionally direct one’s own sources of energy and motivation prevents an imbalance between resources and demands that blocks the potential effect of emotional exhaustion and depersonalization. Practical implications: This study has important practical implications. First, an ethical climate that seeks to build a caring environment needs to strengthen emotional communication among employees through a high perception of support. Second, organizations need to grow and achieve strategic objectives from a perspective of solidarity. Third, a benevolent ethical climate needs to be nurtured by professionals with a clear vocation for service and a preference for interacting with people. Finally, job autonomy must be accompanied by the necessary time management skills. Social implications: This study highlights the importance to society of an ethical climate based on friendship, group interest, and corporate social responsibility. In a society with a marked tendency to disengage from collective problems, it is essential to make decisions that take into account the well-being of others. Originality/value: This research responds to recent calls for more studies to identify organizational contexts capable of mitigating the negative effects of emotional exhaustion and depersonalization. Full article

Work-related well-being is an important research topic, as it is linked to various aspects of individuals’ lives, including job performance. To measure it effectively, unobtrusive sensors are desirable to minimize the burden on employees. Because there is a lack of consensus on the definitions of well-being in the psychological literature in terms of its dimensions, our work begins by proposing a conceptualization of well-being based on the refined definition of health provided by the World Health Organization. We focus on reviewing the existing literature on the unobtrusive measurement of well-being. In our literature review, we focus on affect, engagement, fatigue, stress, sleep deprivation, physical comfort, and social interactions. Our initial search resulted in a total of 644 studies, from which we then reviewed 35, revealing a variety of behavioral markers such as facial expressions, posture, eye movements, and speech. The most commonly used sensory devices were red, green, and blue (RGB) cameras, followed by microphones and smartphones. The methods capture a variety of behavioral markers, the most common being body movement, facial expressions, and posture. Our work serves as an investigation into various unobtrusive measuring methods applicable to the workplace context, aiming to foster a more employee-centric approach to the measurement of well-being and to emphasize its affective component. Full article

This study investigates the relationship between architectural attributes of workspaces and employee satisfaction, situating its inquiry within the broader context of post-pandemic hybrid work models and the evolving understanding of territoriality in organizational environments. Drawing on the social production of space and the multidimensional framework of Quality of Work Life (QWL), this research employs a quantitative, questionnaire-based methodology across three diverse corporate settings in Belgrade, Serbia. A total of 124 participants took part in the survey, representing the logistics (Fercam), IT (UBConnect), and healthcare (Medigroup) sectors. The survey integrates validated instruments—the Workspace Characteristics Scale (WCS) and the Workspace Satisfaction Scale (WSS)—to assess the impact of 12 variables and spatial features, reflecting functional, sensory, and sociological dimensions. Multiple regression analyses reveal that aesthetics, flexibility, and a sense of belonging consistently emerge as significant predictors of workspace satisfaction, with sector-specific variations observed across the cases. Notably, the findings underscore the importance of aligning spatial design with organizational values and user expectations while also highlighting the nuanced roles of sociological and psychological dimensions. The results offer practical relevance for architects and interior designers, providing insights into how design strategies tailored to user needs and sector-specific cultures can foster more effective workplace environments. This study concludes that evidence-based, multidimensional design strategies are essential for fostering well-being and productivity in contemporary work environments, demonstrating the value of aligning design with user expectations to enhance organizational outcomes. It recommends further research into the interplay between flexibility and belonging as determinants of workplace satisfaction. Full article

Personal smartphone use at work stretches the boundary between professional and personal life, leading to a more fragmented workday. This study investigates how interruptions from personal smartphone use during work hours affect employees’ performance and well-being. Our primary aim is to clarify the pathways through which personal smartphone interruptions impact employee well-being, as reflected in work-related rumination after work (affective rumination, problem-solving pondering, and psychological detachment). Integrating propositions of social role theory and action regulation theory, we hypothesize that such interruptions undermine task accomplishment, which, in turn, increases feelings of frustration. Furthermore, we propose that frustration explains the link between reduced task accomplishment and increased work-related rumination after work. To test these hypotheses, we conducted a quantitative daily diary study with 91 employees from diverse occupations, collecting data over five consecutive workdays, including between 354 and 399 observations per day. Multi-level analyses revealed that interruptions from personal smartphone use indirectly increased frustration by undermining task accomplishment. Additionally, frustration fully mediated the relationship between task accomplishment and work-related rumination in the evening. These findings highlight the importance of managing personal smartphone use at work to protect employee performance and well-being. We conclude by critically examining the broader theoretical significance and practical applications of our findings. Full article

Leaders are critical players in determining how their employees behave in the workplace. Particularly in higher education, teachers are required to utilize psychological, social, and physical resources to perform their tasks. This, along with institutional limitations, renders the role of ethical leaders more critical for driving positive performance outcomes. In this context, the current study investigates the role of ethical leadership on innovative work behavior of university teachers in Turkey. To provide a better understanding, mediating effect of work engagement and the moderating impact of perceived organizational support are also analyzed. With a total of 211 surveys gathered in a cross-sectional manner and using partial least squares—structural equation modeling with Smart-PLS software—the hypotheses were tested. By embedding social exchange, self-determination, and organizational support theories, the current study highlights the importance of the unique characteristics of ethical leaders in academia as antecedents of innovation for teachers, implementing long-term positive changes in the faculty. When institutional support systems exist, faculty deans can trigger engagement by leveraging the facilities and initiatives of the university, ultimately enhancing the learning environment of students while tending to the wellbeing of academic staff. Full article

(1) Background: This study examines the relationships between organizational trust, eudaimonic well-being, and digital well-being among IT professionals in Poland and Italy. The research investigates how organizational trust influences well-being outcomes in contrasting cultural and economic environments. (2) Methods: the study used a quantitative research strategy, applying the diagnostic survey method through a structured, self-administered questionnaire available in both Polish and Italian. The sample consisted of 243 public sector employees working in the IT domain (116 in Poland and 127 in Italy), including administrative staff, IT professionals, and mid-level managers with varying levels of work experience. (3) Results: The findings demonstrate that organizational trust significantly enhances eudaimonic well-being, particularly in Poland, where a fast-paced and innovation-driven IT sector creates heightened demands for psychological safety and stability. While organizational trust also positively influenced digital well-being in both countries, this relationship was stronger in Poland than in Italy, suggesting that cultural and organizational differences mediate the impact of organizational trust on digital stress management. These findings also support global policy efforts, including the United Nations Sustainable Development Goals and European digital policy frameworks, to promote socially sustainable and resilient digital workplaces. (4) Conclusions: The study underscores the need for organizations to implement transparent communication, career development initiatives, and proactive digital well-being strategies to ensure employees feel supported and engaged. The implications for company owners, managers, and policymakers highlight the role of organizational trust in promoting sustainable, resilient digital workplaces. Full article

The adoption of digital technologies (DTs) in the workplace has emerged as a core driver of organizational effectiveness, and many studies have explored the intrinsic connection between the two. However, due to the wide range of subdivisions of employee performance, existing studies present inconsistent research conclusions on the implementation effects of DTs and lack a systematic review of their impact on employee psychology and behavior for large sample data. To address this issue, employing a random-effects model and a psychometric meta-analysis approach based on subgroup and meta-regression analyses, this study examines 106 empirical studies, comprising 119 effect sizes. The findings reveal that DTs exhibit a “double-edged sword” effect. On the bright side, DTs significantly enhance task performance, innovation performance, employee engagement, job satisfaction, and job efficacy. On the dark side, DTs aggravate service sabotage, withdrawal behavior, job burnout, and work anxiety and have a suppressive effect on job well-being, while their influence on turnover intention is non-significant. Furthermore, this study identifies the moderating effects of industry characteristics, technology usage types, and demographic factors on the relationships between DTs and behavioral and psychological outcomes. The research conclusions help clarify the logical relationship between DTs and employee psychology and behavior and provide explanations for the differentiated research conclusions of previous studies. This study provides information for scientific management decisions regarding DTs in the workplace. Full article

Workplace psychological safety (PS) has been recognized as crucial in mitigating organizational stressors and enhancing positive workplace outcomes, particularly in high-risk occupations such as healthcare and public safety. This scoping review aims to synthesize the existing literature on psychological safety in high-risk workplaces to identify key antecedents, workplace enhancements, and research gaps. A systematic search of studies published between 2010 and January 2025 was conducted across multiple databases, including CINAHL, Medline, ERIC, JSTOR, PsycInfo, Business Source Ultimate, and Sociological Abstract. Inclusion criteria focused on adult workers in high-risk workplace environments. Following screening and eligibility assessments, 16 studies from six countries were selected for analysis. Data were extracted and thematically analyzed based on leadership styles, organizational structures, and workplace culture related to psychological safety. The review identified three primary antecedents of psychological safety in high-risk workplaces: (1) inclusive and transformational leadership styles, (2) hierarchical structures and power dynamics, and (3) workplace climate and communication culture. Studies consistently found that inclusive leadership, ethical integrity, and transformational leadership were strongly associated with higher psychological safety levels. While hierarchical structures provided the necessary organization, overly rigid hierarchies often suppressed employee voice and innovation. A workplace culture characterized by trust, transparency, and open communication fosters greater psychological safety and improved teamwork and well-being. Full article

Given the rising workloads and increased risks of burnout across various industries, enhancing employee resilience and well-being has become increasingly important. This study investigates the impact of positive leadership styles—servant, authentic, and transformational leadership—on psychological resilience and burnout levels. While prior research has examined the isolated relationships between leadership, resilience, and burnout, few studies have analyzed these variables collectively within an integrated theoretical framework. To address this gap, the present study integrates insights from the Leader–Member Exchange (LMX) theory, the Conservation of Resources (COR) theory, and the Job Demands–Resources (JD-R) model to provide a comprehensive perspective. Data were collected from 387 private school teachers in Turkiye. Statistical analyses were conducted using PROCESS Macro (Model 4), assessing both direct and mediating effects. The findings reveal that all three leadership styles enhance psychological resilience and mitigate burnout. Furthermore, psychological resilience partially mediates the relationship between positive leadership styles and burnout. These results contribute to the literature by demonstrating how positive leadership can buffer against burnout through resilience, emphasizing the need for context-specific research in the field. This study also offers practical implications for managers seeking to foster supportive work environments. Full article

As digital transformation accelerates across industries, understanding its role in shaping sustainable employee behavior is essential, particularly in mission-driven sectors like healthcare. This study investigates how digitization influences sustainable economic behavior among healthcare professionals, emphasizing the mediating role of employee well-being and the moderating influence of learning orientation. Rooted in the Job Demands–Resources (JD–R) model, the study adopts a quantitative approach with data collected from 503 healthcare employees, including physicians, nurses, and administrative staff, across hospitals in Istanbul and Ankara, Turkey. Structural equation modeling and moderated mediation analysis reveal that digitization significantly enhances employee well-being, which subsequently fosters sustainable economic behavior. Additionally, learning orientation strengthens both the direct relationship between digitization and sustainability, as well as its indirect effect through well-being. These findings advance the digital sustainability literature by integrating psychological and organizational dynamics and offer actionable insights for healthcare leaders. Specifically, the study highlights the importance of aligning digital initiatives with human-centered values to drive resilience, improve employee well-being, and achieve long-term sustainability outcomes in healthcare organizations. Full article

Toxic leadership has profound implications for employees’ psychological wellbeing, particularly in academia, as a supportive workplace is crucial for intellectual prosperity and growth. In various parts of the Middle East, toxic leadership has been a major element in suppressing academic freedom, low levels of creativity, and innovation backed with favoritism, nepotism, and lack of support. This study examines the detrimental effects of toxic leaders on academic staff’s job satisfaction among academic staff in Middle Eastern universities. Grounded in the social learning theory, leader–member exchange theory, and conservation of resources theory, this research examines the mediating effect of organizational culture and trust in leaders. A quantitative approach using partial least squares—structural equation modeling with Smart-PLS software Version 3—was deployed on survey data from 236 faculty members and academic administrators across 11 universities in the region. The results show that toxic leadership significantly reduces job satisfaction, which is better explained by key mediating elements of organizational culture and trust in leaders. The findings highlight the need for fostering a culture of trust, leadership development, and transparent strategies to enhance the academic workplace for the staff and improve the dynamic and performance of the educational environment in the region. This study provides practical recommendations for mitigating toxic leadership in the education sector of the Middle East through empirically validating its detrimental effects on the psychological wellbeing of academic staff, which is a major element that barriers significant academic achievements. Full article