Search Results (874)

In a sample of university employees, longitudinal data were examined to test a biopsychosocial model of whether exposure to workplace sexual harassment increases hazard for chronic disease, in the context of other known biological, psychological, and social risk factors for chronic disease. Proportional hazards multiple regression was used to predict incidence of first chronic disease across 23 years of follow-up based on experience of sexual harassment. Out of a sample of N = 525, 288 incident diagnoses were observed. Effects of harassment, drinking behavior, cigarette use, depressive symptoms, anxiety, and other work stressors were considered as either fixed at baseline or as time-dependent covariates in separate models, controlling for age and baseline occupational group, which were significantly associated with disease onset. Higher scores on reported workplace sexual harassment at baseline of the study were predictive of chronic disease incidence over the next 23 years (HR = 1.038 for each increase of one unit, p = 0.0133), adjusting for age and occupation. The effect was only partially attenuated when adjusting for depressive symptoms at baseline and alcohol intake throughout follow-up (HR = 1.031, p = 0.0475), the only other covariates tested that were consistently associated with chronic disease onset and included in final models. Considering the binary comparison of any versus no harassment at baseline revealed a stronger effect on chronic disease onset (HR = 1.437, p = 0.004), which again was attenuated after considering effects of baseline depressive symptoms and previous year alcohol use (HR = 1.357, p = 0.017). Experience of sexual harassment in the workplace was the only work stressor found to be significantly associated with an elevated risk of chronic disease onset across the study period. Full article

This study analyzed baseline data from a six-month longitudinal cohort to describe the demographic, occupational, and symptom profiles of Japanese working women and to examine associations between menopausal symptoms, workplace openness, and work productivity. A total of 4000 women aged 40–60 years completed the Simplified Menopause Index (SMI), a commonly used measure in Japan to assess menopausal symptoms, and the validated Health and Work Performance Questionnaire (HPQ) to assess self-rated work productivity. Multiple regression analyses were conducted, adjusting for demographic and occupational covariates. Psychological symptoms showed the strongest negative association with work productivity (β = −0.186, p < 0.001), while vasomotor symptoms showed a small positive coefficient (β = 0.054, p = 0.007). Somatic symptoms were not significant (β = −0.033, p = 0.121). Lower perceived workplace openness was associated with lower productivity (β = −0.149, p < 0.001), such that employees who felt uncomfortable or unsure about discussing health concerns reported lower productivity. Higher educational attainment, longer working hours, and longer years of service were also associated with higher productivity. These findings indicate that psychological and physical symptoms are associated with lower work functioning during midlife, while supportive organizational environments appear to be relevant in this context. These cross-sectional findings provide a foundation for future longitudinal analyses and highlight the potential relevance of workplaces that promote open health communication. Full article

Through systematic literature synthesis (2000–2024) integrating Foucault’s disciplinary power theory, Nissenbaum’s contextual integrity framework, and job design theory, this paper develops the Autonomy-Surveillance Conceptual Framework to explain differential psychological impacts of digital workplace surveillance. The embrace of remote work has increased surveillance practices among organizations as an increased need to ensure employee productivity in remote settings appears, along with a drive to ensure data security and streamline workflows. Many employees perceive such practices as a breach of privacy, signifying employer distrust. The framework predicts that surveillance creates varying degrees of contextual integrity violation based on job autonomy: high-autonomy knowledge workers experience severe violations through trust erosion, procedural injustice, and temporal autonomy loss, while low-autonomy workers evaluate surveillance primarily through fairness criteria. This paper addresses a critical gap in existing research, which has focused on low-autonomy roles. By examining which roles are most impacted by digital surveillance, this paper seeks to highlight transparency and autonomy-sensitive policies to maximize the associated benefits of digital surveillance, while calling attention to employee well-being, trust, and organizational performance. Full article

In today’s corporate environment, employees’ proactive engagement in environmental behaviors is crucial for the effective implementation of corporate environmental regulations. Leadership is crucial in motivating such behaviors. This study, grounded in self-determination theory, explores how Environmental Responsible Leadership enhances employees’ Organizational Citizenship Behavior for the Environment through Psychological Empowerment. Additionally, we analyze the moderating role of Green Culture. Using a multi-wave survey design, data were collected from 262 corporate employees in China via the Credamo platform and analyzed through structural equation modeling (SEM) with AMOS 24.0 and hierarchical regression analysis with SPSS 26.0. The results reveal that Environmental Responsible Leadership significantly promotes the enhancement in Organizational Citizenship Behavior for the Environment. Psychological Empowerment serves as a significant mediator in this relationship, while Green Culture, as a supportive organizational context, amplifies the positive effects of Environmental Responsible Leadership on employees’ environmental behaviors. By elucidating the mechanisms and boundary conditions of Environmental Responsible Leadership, this study provides practical insights for organizations seeking to advance ecological conservation through leadership development and cultural nurturing. Full article

The study investigates the impact of green shared vision and green intrinsic motivation on pro-environmental behaviour in the workplace, utilising Self-Determination Theory and Social Cognitive Theory. Despite the acknowledgement of a green shared vision as a vital organisational factor for sustainability, there is a lack of empirical studies that explain the psychological mechanisms that promote employees’ pro-environmental behaviour. This study investigated a parallel mediation model where green mindfulness and green intrinsic motivation successively mediated the correlations. Data were collected via an online survey from 154 full-time employees working in the private sector in Romania across diverse industries between October 2024 and March 2025. The hypotheses of the study were tested by using partial least squares structural equation modelling (PLS-SEM). The results demonstrate that a green shared vision significantly affects workplace pro-environmental behaviour. Additionally, the study indicates a notable parallel mediation effect: a green shared vision promotes green mindfulness, which, in turn, fosters green intrinsic motivation, ultimately resulting in enhanced pro-environmental behaviour. The study underlines the significance of shared vision, mindfulness, and intrinsic motivation as fundamental behavioural processes supporting sustainability-oriented actions by organisations, based on insights from environmental psychology and organisational behaviour. Full article

This study investigates how sustainable leadership fosters innovative approaches to environmental management by promoting green innovative work behavior (GIWB) among employees in five-star hotels, with a focus on the mediating roles of green psychological empowerment (GPE) and green self-efficacy (GSE). Grounded in Ability–Motivation–Opportunity (AMO) theory, the research examines how sustainability-oriented leadership practices enhance employees’ motivation, confidence, and sense of impact, enabling them to generate, promote, and implement novel environmentally friendly solutions in hotel operations. Data were collected from 396 full-time hotel employees using a structured questionnaire and analyzed through PLS-SEM with WarpPLS software. The results indicate that sustainable leadership positively influences GPE, GSE, and GIWB. Furthermore, both GPE and GSE partially mediate the effect of sustainable leadership on GIWB, demonstrating the psychological pathways through which leadership translates sustainability values into innovative employee-driven practices. These findings advance theoretical understanding of how leadership can drive innovation in sustainability management within the hospitality sector and offer practical, context-specific guidance for hotel managers aiming to foster creative, environmentally responsible solutions. Full article

Digital transformation poses significant challenges to employee well-being, particularly in public administration, where hierarchical structures, increasing digitalization pressures, and high mental health-related absenteeism underscore the need to understand individual and job demands and resources. This study explores these aspects from the perspectives of employees and supervisors in public administration. Between September 2023 and February 2024, semi-structured interviews were conducted with eight employees and eleven supervisors from public administration organizations in Northern Germany and analyzed using deductive–inductive qualitative content analysis based on the Job Demands-Resources model. Identified individual resources included technical affinity, error tolerance, and willingness to learn, while key job resources involved early and transparent communication, attentive leadership, technical support, and counseling services, with most job resources linked to leadership behavior and work organization. Reported job demands comprised insufficient participation, inadequate planning, and lengthy procedures, whereas personal demands included fears and concerns about upcoming changes and negative attitudes toward transformation. The variation in perceived demands and resources highlights the individuality of the employees’ experiences. The findings provide initial insights into factors influencing psychological well-being at work during digital transformation, emphasizing the importance of participatory communication, employee involvement, leadership awareness of stressors, and competence development. Future research should employ longitudinal and interventional designs to improve causal understanding and generalizability. Full article

This study examines how psychological safety (PS) relates to employees’ innovation commitment (IC) in private higher education institutions (HEIs) in Egypt by specifying a learning-based mechanism and two enabling boundary conditions. Drawing on organizational learning theory and commitment research, we surveyed 405 academic and administrative staff (faculty members, teaching assistants, and administrators) across six private universities using validated multi-item measures and analyzed the proposed moderated-mediation model using PLS-SEM (SmartPLS 4), alongside procedural checks to mitigate common method bias. Results indicate that psychological safety is positively associated with knowledge sharing (KS) and innovation commitment, and that knowledge sharing partially mediates the relationship between psychological safety and innovation commitment. The findings further show that transformational leadership (TL) strengthens the positive association between psychological safety and knowledge sharing, while digital readiness (DR) strengthens the positive association between knowledge sharing and innovation commitment. The study contributes by clarifying when psychologically safe climates are most likely to be linked to innovation commitment through day-to-day exchange behaviors and by identifying leadership and digital capability conditions that amplify these relationships in private HEIs. Practically, the results underscore the value of institutionalizing psychologically safe dialog, developing transformational leadership behaviors, and investing in digital infrastructure and skills to make knowledge flows more actionable for innovation-related persistence. Full article

Turnover is a major concern for the hotel and hospitality industry on a global scale. This research focuses on several Middle Eastern five-star hotels in terms of transactional leadership and its relationship with employees’ turnover intentions. In addition, the mediating effect of organizational climate, along with the moderating influence of psychological contract fulfillment are examined. This research combines the premises of social exchange, organizational support, and psychological contract theories to support the development of hypotheses. A total of 350 employee data from five-star hotels in Saudi Arabia, Lebanon, Egypt, Jordan, and Bahrain was gathered using surveys using a convenience sampling method. The research used Partial Least Squares—Structural Equation Modeling (PLS-SEM) to analyze the hypotheses, which were supported by the results obtained. The importance of organizational climate and fulfilling psychological contracts is highlighted, which, under transactional leadership, can reduce turnover intentions. This is critical for the labor-intensive hotel sector with high turnover rates and random and unpredictable tasks. Transactional leadership is found to be a good fit for the Middle Eastern hotel sector through routinization and a structural approach. The current findings can be beneficial for scholars and practitioners. Full article

Within the context of sustainable educational workforce development, enhancing the retention intention of early childhood educators is essential for ensuring educational quality and long-term talent sustainability. This study surveyed 200 early childhood educators in Taiwan and developed a parallel mediation model to examine how workplace friendship influences retention intention through workplace well-being and job embeddedness. Confirmatory factor analysis and structural equation modeling were conducted using AMOS 24.0. The results indicate that workplace friendship does not exert a direct effect on retention intention; however, it significantly enhances workplace well-being and job embeddedness, which in turn fully mediate the relationship. In line with the JD-R framework, workplace well-being is conceptualized as a core psychological resource, while job embeddedness reflects a structural resource shaping employees’ attachment to their organization. These findings suggest that workplace friendship must be transformed into a psychological and structural resource in order to promote retention. By identifying workplace friendship as an initial social resource that fosters well-being and embeddedness, this study contributes to sustainable human resource management and supports the stable development of the early childhood education system. Full article

This study examines the relationship between perceived employee environmental, social, and governance (ESG) behavior and consumer meaningfulness by exploring the mediating role of moral elevation and perceived authenticity, as well as the moderating role of consumers’ skepticism. The study draws upon the integration of self-determination theory and social cognitive theory. Prior research has often neglected the outcomes of interaction between employee behaviors and consumer perceptions. Th study used a sequential explanatory research design to understand the observable perceived ESG behaviors of the employees and the psychological outcomes of the consumers. The study involved 390 consumers from five-star hotels in Addis Ababa, Ethiopia. The data was gathered through a survey and analyzed using a structural equation model via the Smart-PLS tool. The interview data were collected from 16 frontline employees of five-star hotels and analyzed through thematic analysis. The quantitative results confirmed perceived employee ESG behavior is positively and significantly associated with consumers’ sense of meaningfulness, moral elevation, and perceived authenticity. Additionally, moral elevation and perceived authenticity significantly mediate the link between perceived employee ESG behavior and consumer sense of meaningfulness. Furthermore, consumer ESG skepticism negatively moderates the link between employee ESG behavior and both moral elevation and perceived authenticity. The qualitative study indicated that internal motivation of the company predicts employee behaviors, promoting voluntary actions to build consumers’ meaningfulness. The study advances theories and suggests implications for policymakers and managers regarding ESG behaviors among employees and the way consumers perceive them. Full article

Background/Objectives: Accumulation of cerumen (earwax) in the auditory canal is a common condition, particularly in children and older adults, and often causes temporary hearing loss. While chronic hearing loss is known to affect mood and cognition, little is known about the psychological impact of short-term auditory deprivation. This pilot study aimed to examine the emotional and cognitive effects of simulated temporary hearing loss. Methods: Thirty healthy adults (16 females, aged 18–60) participated. Temporary hearing loss was simulated by placing earplugs in both ears for two hours. Participants completed four tests, assessing anxiety, mood, and attention at three time points: before wearing earplugs, during the blocked condition, and after earplug removal. Results: Participants showed a significant increase in state anxiety and a decrease in mood during the earplug condition. Interestingly, visual attention performance improved while hearing was obstructed and remained elevated even after earplug removal. Conclusions: Short-term simulated hearing loss produces measurable emotional and cognitive changes, including increased anxiety but enhanced visual attention. Clinicians should consider these effects when assessing patients with temporary hearing obstruction, such as those with cerumen impaction. The results carry implications for the broader population wearing earplugs on a temporary basis including musicians, construction employees, and, in general, people working in noisy environments. Full article

This study investigates the determinants of turnover intention among real estate sales professionals in Lebanon and the United Arab Emirates (UAE), two markets that represent contrasting economic realities within the MENA region. Drawing on Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory, and March and Simon’s Push-Pull Model, this study adopts a multidimensional framework to assess the effects of compensation, job stress, career growth opportunities, and work–life balance on employee retention. A quantitative method was employed using a structured questionnaire administered to 832 respondents (425 in the UAE and 407 in Lebanon), and data were analyzed using Structural Equation Modeling. The results reveal that job stress is the most influential predictor of turnover intention, particularly in Lebanon, followed by work–life balance, compensation, and career growth opportunities. These findings underscore the importance of psychological well-being and structural incentives in talent retention. By offering empirical evidence from an underexplored regional labor market, the study contributes to the global turnover discourse and provides comparative insights into the labor dynamics of both a crisis-prone and a high-growth economy. The results carry significant practical implications for HR managers, firm owners, and policymakers, highlighting the necessity of adopting holistic and context-sensitive retention strategies that extend beyond financial rewards to include flexible work arrangements, career development frameworks, and supportive workplace cultures. Full article

Although sample matrices are available for assessing cortisol output over hours/days (serum, saliva, or urine) or months (hair or nails), there is no current method for measuring integrated cortisol output over a period of 1 week. Therefore, the primary aim of this study was to develop and validate a method for collecting and measuring sweat-derived cortisol from commercially available skin patches worn for 1 week. Additional aims were to determine whether the accumulated sweat cortisol correlated with salivary cortisol measured during the same week, and whether sweat cortisol was related to psychological stress measured using two different questionnaires. After conducting preliminary in vitro validation studies, we obtained the following data from a convenience sample of university students and employees: (a) cortisol and sodium contents of patches worn for 1 week (sodium was used to correct for variation in sweating rate), (b) mean area-under-the-curve of salivary cortisol concentrations measured for 3 days during the week of patch wearing, and (c) two different measures of psychological stress. The results demonstrate that a continuously worn sweat patch can be used to collect and measure sweat cortisol over a 1-week period. However, the patch’s cortisol contents did not correlate with either the salivary cortisol area under the curve or the participants’ psychological stress. Because previous findings showed that sweat cortisol is significantly related to both circulating and salivary cortisol levels, we hypothesize that the lack of an observed correlation between patch and salivary cortisol may have resulted from limitations of our experimental design. Full article

Empowering leadership can provide more resource support for organizations and better match the characteristics of current knowledge employees, such as a high demand for autonomy and pursuit of value diversification. However, existing literature has not fully clarified the specific cognitive transmission mechanisms linking empowering leadership to knowledge workers’ job crafting, nor has it sufficiently examined the boundary conditions of this relationship under specific individual traits. This study aimed to explore the impact of empowering leadership on knowledge employees’ job crafting by constructing a moderated mediation model. This study introduces role breadth self-efficacy as a mediating variable and learning goal orientation as a moderating variable and collects questionnaire data to investigate the underlying mechanisms among 338 knowledge employees. Empowering leadership has a positive effect on knowledge employees’ job crafting. Role breadth self-efficacy mediates the relationship between empowering leadership and job crafting. Learning goal orientation positively moderated the impact of empowering leadership on role breadth self-efficacy. Building an empowering leadership model with empowerment and psychological safety at its core can stimulate employees’ job crafting. Role breadth self-efficacy can be improved by challenging tasks and systematic training. The implementation of differentiated management based on learning-goal orientation strengthens the empowerment effect. These measures provide feasible paths for organizations to drive adaptive changes. Full article