Search Results (902)

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

Shift work can have an adverse impact on sleep and wellbeing, as well as negative consequences for workplace safety and productivity. SleepShifters is a co-developed sleep management programme that aims to equip shift workers and employers with the skills needed to manage sleep from the onset of employment, thus preventing sleep problems and their associated consequences from arising. This paper describes the co-development process and resulting programme protocol of SleepShifters, designed in line with the Medical Research Council’s framework for the development and evaluation of complex interventions. Programme components were co-produced in partnership with stakeholders from four organisations across the United Kingdom, following an iterative, four-stage process based on focus groups and interviews. As well as a handbook containing guidance on shift scheduling, workplace lighting, and controlled rest periods, SleepShifters consists of five key components: (1) an annual sleep awareness event; (2) a digital sleep training induction module for new starters; (3) a monthly-themed sleep awareness campaign; (4) a website, hosting a digital Cognitive Behavioural Therapy for insomnia platform and supportive video case studies from shift-working peers; (5) a sleep scheduling app for employees. Future work will implement and assess the effectiveness of delivering SleepShifters in organisational settings. Full article

Pregnancy-related discrimination at work is a concern for many employees who navigate the pregnancy and postpartum stages of parenthood while working in the early-to-middle stages of their careers. Although there is legislation prohibiting pregnancy-related discrimination and ensuring accommodations postpartum, empirical evidence indicates many pregnant and postpartum employees still experience such behaviors. In this narrative review, we focus on describing the range of behaviors assessed in studies on pregnancy-related discrimination in several cultures, situating the occurrence of discrimination within theoretical frameworks related to stereotypes and gendered expectations. We also review evidence of employees’ postpartum experiences with a focus on the transition back to work, along with breastfeeding challenges related to pumping and storing milk at work. Regarding coping with pregnancy-related workplace discrimination and postpartum challenges during a return to work, we review the importance of social support, including instrumental and emotional support from allies and role models. Full article

The transition to hybrid work has become a defining feature of the post-pandemic IT sector, yet organizations lack empirical benchmarks for balancing flexibility with performance and well-being. This study addresses this gap by identifying an optimal hybrid work structure and exposing systematic perception gaps between employees and managers. Grounded in Self-Determination Theory and the Job Demands–Resources model, our research analyses survey data from 1003 employees and 252 managers across 46 countries. The findings identify a hybrid “sweet spot” of 6–10 office days per month. Employees in this window report significantly higher perceived efficiency (Odds Ratio (OR) ≈ 2.12) and marginally lower office-related stress. Critically, the study uncovers a significant perception gap: contrary to the initial hypothesis, managers are nearly twice as likely as employees to rate hybrid work as most efficient (OR ≈ 1.95) and consistently evaluate remote-work resources more favourably (OR ≈ 2.64). This “supervisor-optimism bias” suggests a disconnect between policy design and frontline experience. The study concludes that while a light-to-moderate hybrid model offers clear benefits, organizations must actively address this perceptual divide and remedy resource shortages to realize the potential of hybrid work fully. This research provides data-driven guidelines for creating sustainable, high-performance work environments in the IT sector. 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

This study addresses a gap in hospitality research by investigating how employees’ perceptions of green intellectual capital (GIC) influence their satisfaction with both career and life. Although sustainability has become increasingly relevant in organizational strategies, limited research has examined how such job resources affect employees’ attitudes. Guided by the Job Demands–Resources (JD-R) framework, the study proposes a model in which organizational embeddedness (OE) mediates the relationship between green intellectual capital (GIC) and satisfaction outcomes, while thriving at work (TAW) moderates this pathway. The analysis is based on data collected from 371 employees working in four- and five-star hotels in Turkey. Structural equation modeling was used to test the hypotheses. The findings show that positive perceptions of green intellectual capital (GIC) are associated with stronger embeddedness, which, in turn, enhances career and life satisfaction. Moreover, this indirect effect is more pronounced among employees who report higher levels of thriving. The results emphasize how sustainability-oriented practices can serve as meaningful resources that improve employee outcomes in the hospitality industry. 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

Background/Objectives: Outdoor office work (OOW) has been shown to promote health and well-being and to reduce stress. However, few empirical studies have examined research-based, simple approaches to implementing OOW. In preparation for a larger study, we conducted a feasibility study focusing on limited efficacy testing of potentially relevant outcomes for future OOW research. Methods: The simple Pop Out OOW programme consists of three workshops and access to online tutorials designed to support employees in transitioning relevant everyday office tasks outdoors. Before and after a 12-week intervention, employees from five small- and medium-sized Danish companies (N = 70) reported their weekly number of days including OOW, connectedness to nature (CNS and INS), Perceived Stress Scale (PSS), and well-being (WHO-5) scores. Results: At baseline, higher CNS scores were associated with a greater number of days including OOW per week (r = 0.25, p = 0.020). Following the intervention, participants reported a significant increase in the number of days per week with OOW (p < 0.01, d = 0.65). CNS scores also increased significantly (p = 0.019, d = 0.32). No significant changes were observed in stress or well-being scores across the entire sample. However, participants with PSS scores exceeding a national Danish criterion for high stress (n = 11) exhibited a significant and substantial reduction in perceived stress (p < 0.01, d = 1.00). Conclusions: Days including OOW, along with PSS and CNS scores, may serve as relevant outcome measures in future studies evaluating interventions aimed at promoting OOW. These outcomes should be assessed in larger and more diverse and controlled samples to establish generalisability. Full article

Industry 4.0 and Industry 5.0 are reshaping business models and scientific concepts, bringing challenges and opportunities. Stakeholders require a performance measurement system that enables them to address challenges and effectively capture opportunities. However, the current literature lacks consistency in utilising appropriate performance measurement systems, and the authors aim to identify current trends in measuring organisational performance within the context of Industry 4.0 and Industry 5.0 in manufacturing companies. A systematic literature review, based on the PRISMA model, was conducted to identify which performance measurement systems for manufacturing companies are utilised in the context of Industry 4.0 and Industry 5.0. Findings indicate that the current literature lacks consistency regarding performance measurement systems for manufacturing companies, which encompass elements of Industry 5.0, including human-centrism and sustainability. We recommend a human-centric and sustainability-oriented approach to measuring performance in Industry 5.0, prioritising metrics that value employees as co-creators of success, integrate well-being and ethical dimensions, and focus on human-technology collaboration. Such an approach should ensure that technology supports, rather than replaces, humans, aligning organisational goals with societal and environmental values. Full article

The modern workplace grapples with a human energy crisis, characterized by chronic exhaustion, disengagement, and emotional depletion among employees. Traditional well-being initiatives often fail to address this systemic challenge, particularly in industrial contexts. This study introduces the Human Energy Management System (HEMS), a strategic framework to develop, implement, and refine strategies for optimizing workforce energy. Grounded in Industry 5.0’s human-centric, resilient, and sustainable principles, HEMS integrates enterprise risk management (ERM), design thinking, and the Plan-Do-Check-Act (PDCA) cycle. Employing a qualitative Design Science Research (DSR) methodology, the study reframes human energy depletion as an organizational risk, providing a proactive, empathetic, and iterative approach to mitigate workplace stressors. The HEMS framework is developed and evaluated through theoretical modeling, literature benchmarking, and secondary case studies, rather than empirical testing, aligning with DSR’s focus on conceptual validation. Findings suggest HEMS offers a robust tool to operationalize human energy reinforcement strategies in industrial settings. Consistent with the European Union’s vision for human-centric industrial transformation, HEMS enables organizations to foster a resilient, engaged, and thriving workforce in both stable and challenging times. Full article

Mining involves daily descents underground and enduring dangerous and difficult conditions. Hence, it is very important to use solutions that will reduce the risk in miners’ work and ensure the greater safety and comfort of work in accordance with the goals of sustainable development. One way is training using virtual reality. Virtual reality provides greater safety (safe training conditions, the possibility of making a mistake without health consequences, practicing emergency scenarios, etc.) and aligns with the Sustainable Development Goals—particularly SDG 3 (health), SDG 8 (decent work), SDG 9 (innovation), and SDG 12 (sustainable production). However, it is also a technology that has its weaknesses (occurrence of contraindications, side effects, etc.). Therefore, the use of VR-based training should be examined in terms of the well-being and health of training employees. Due to this, this article examines the occurrence of psychophysical complaints during VR training; the tolerance and adequacy of the duration of a 50 min training session in VR was assessed; and the average time needed to adapt to the virtual environment was determined. The VR training was developed as a result of a research project conducted by JSW Nowe Projekty S.A. (ul. Ignacego Paderewskiego 41, 40-282 Katowice, Poland), Główny Instytut Górnictwa—Państwowy Instytut Badawczy (plac Gwarków 1, 40-160 Katowice, Poland), JSW Szkolenie i Górnictwo Sp. z o.o. at Jastrzębska Spółka Węglowa Capital Group (ul. Górnicza 1, 44-335 Jastrzębie-Zdrój, Poland) on the development and implementation of innovative training using VR for miners. The solution was developed in the context of mining’s striving for sustainable development in the area of improving working conditions and human safety. The first method used in the study is a survey completed by participants of training courses using virtual reality. The second method is the analysis of trainer observation sheets, which contain observations from training courses. The results revealed that for over 70% of respondents, the need to carry out activities in VR was not associated with fatigue. No average score for psychophysical symptoms assessed by respondents on a scale of 1 to 6 (including disorientation, blurred vision, dizziness, confusion, etc.) exceeded 1.4. The vast majority (85.5%) did not take off the goggles before the end of the training—the training lasted 50 min. This research contributes to the discussion on sustainable industrial transformation by demonstrating that VR training not only improves worker safety and preparedness but also supports development goals through human-centered innovation in the mining sector. Full article

Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional dynamics (i.e., exchanging), thus setting the emotional tone that affects employees’ actions and their level of comfort/discomfort. The present study uses latent profile analysis (LPA) to identify subpopulations of employees who may experience differing levels of both positive and negative emotional dynamics (i.e., different configurations of emotional patterns of workplace behavior). Moreover, it examines whether the emergent profiles predict work-related (i.e., job satisfaction, burnout) and health-related outcomes (i.e., sleep disturbances, physical and mental health). Using data from 801 Italian employees, we identified four latent profiles: “functional dynamics” (low toxic emotions and high exchange), “dialectical dynamics” (co-existence of medium toxic emotions and medium exchange), “mild dysfunctional dynamics” (moderately high toxic emotions and low exchange), and “highly dysfunctional dynamics” (extremely high toxic emotions and extremely low exchange). Moreover, employees in the dialectical, mild dysfunctional, and highly dysfunctional groups reported progressively higher levels of poor health outcomes and progressively lower levels of satisfaction, whereas the functional group was at low risk of stress and was the most satisfied group. The theoretical and practical implications of the LPA-classified emotional patterns of workplace behavior are discussed in light of the relevance of identifying vulnerable subpopulations of employees diversely exposed to toxic configurations of emotional/relational ambience. 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