Search Results (948)

This study examines how key organizational resources shape work–life balance (WLB), behavioural work–life conflict (BWLC), and work engagement (WE) among employees in the private sector. Drawing on the Job Demands–Resources (JD-R) model and the Conservation of Resources (COR) theory, we test an integrated framework in which leader support, co-worker support, and family-friendly policies predict WLB and BWLC, which in turn influence work engagement. Data collected from employees in Slovenian private-sector organizations were analyzed using structural equation modelling. The results show that leader support, co-worker support, and family-friendly policies significantly enhance WLB, with leader support demonstrating the strongest effect. BWLC is negatively associated with WLB, confirming that behavioural spillover between domains diminishes employees’ perceived balance. Leader support is the only organizational resource that significantly reduces BWLC, while co-worker support and family-friendly policies show no direct effect. Furthermore, WLB is a strong positive predictor of work engagement, whereas BWLC does not directly predict WE. These findings highlight the importance of work–life balance for understanding the relationship between organizational resources and work engagement, and they underscore the crucial role of leader behaviour in shaping boundary management. The findings should be interpreted within the context of Slovenian private-sector organizations and comparable regulated labour-market settings. 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

Supervisor ostracism represents a pervasive and detrimental workplace stressor, yet existing research has predominantly focused on reactive coping mechanisms, leaving a critical gap regarding how employees can proactively prevent such mistreatment. To address this problem, this study draws on signaling theory as an overarching framework—integrated with social exchange theory as a downstream mechanism—to propose that employees can actively construct a “moral shield” by engaging in green advocacy, a high-cost, self-transcendent behavior that signals intrinsic moral character. We tested our theoretical model using a multi-method design. Study 1, a scenario-based experiment with 146 supervisors, provided causal evidence that green advocacy leads supervisors to objectively grant interpersonal moral credits, which subsequently reduces their behavioral intentions to ostracize. Study 2, a three-wave time-lagged survey of 434 employees, complemented these findings by confirming that green advocacy is associated with employees’ perceived moral credits and reduced perceived ostracism in a field setting. Furthermore, we found that this signaling process is contingent upon the receiver’s interpretation: the protective effect of green advocacy is amplified when Supervisory Support for the Environment (SSE) is high. This research contributes to the literature by identifying a novel, behavior-based signaling strategy for averting social exclusion and validating the dual nature (granted vs. perceived) of moral credits in hierarchical interactions. Full article

The sewerage system is a vital part of the infrastructure in every settlement, and thus, of the state itself. It ensures the conveyance of sanitary wastewater from its sources (households, buildings and industrial facilities) and stormwater from urban surfaces through sewerage pipelines to wastewater treatment plants and ultimately to receiving bodies. In the Republic of Croatia, combined sewerage systems are predominant. This paper presents selected data on the characteristics of public sewerage systems in Croatia for the analyzed period. Additionally, a questionnaire was conducted to assess maintenance practices within the country. The analyzed characteristics include the total length of the sewerage network, the number of employees engaged in system maintenance, the number of connections, and the number of wastewater treatment plants. The study also evaluates whether a preventive maintenance strategy was in place during the observed period and whether respondents considered preventive or reactive maintenance to be more cost-effective. The collected data and responses are analyzed and discussed in the context of system efficiency and long-term sustainability. Full article

In an increasingly digitalized work environment, the expectation of perpetual work availability—constant connectivity (CC)—has become central to employees’ daily experiences, influencing productivity, well-being, and work–life balance. This study validates the Constant Connectivity Scale in the Italian organizational context, assessing its psychometric properties through exploratory and confirmatory factor analyses with 300 employees from three organizations. Reliability and validity assessments revealed the scale’s unidimensional structure, strong internal consistency, and high construct validity, demonstrating its effectiveness in measuring perceived hyperconnectivity at work. Findings reveal important relationships between constant connectivity and employee outcomes: significant associations with increased anxiety and a paradoxical moderate positive correlation with job performance, suggesting complex mechanisms whereby connectivity simultaneously activates engagement and strain processes. The weak correlation with smart working perception indicates that organizational flexibility policies have not substantially reduced connectivity expectations in Italian organizations. This study contributes to the digital work literature by providing a validated, culturally adapted instrument for as sessing constant connectivity in the Italian workforce. The validated CCS offers organizations evidence-based measurement for understanding hyperconnectivity intensity and implementing targeted strategies for building workforce resilience and promoting mental health through better management of digital connectivity demands. Full article

This study investigates the barriers in adopting the Circular Economy (CE) in Saudi Banking under Vision 2030 and using the Resource-Based View and stakeholder theory. This study examined how customer engagement, process innovation, and dynamic capabilities limit the implementation of CE. A quantitative, cross-sectional survey collected 418 responses from bank employees in Riyadh and was collected from January to March 2024. A 29-item Likert scale was analyzed with SmartPLS 4; measurement quality was strong, and confirmatory factor analysis confirmed construct validity. Results highlight the main barriers as customer resistance regulatory constraints and lack of adequate employee training. The construct is highly interconnected (r = 0.758), showing that improvements in customer engagement and process innovation strengthen dynamic capabilities. The study provides practical guidance for banks and policymakers on designing circular finance products, targeted training, and supportive regulations to accelerate the CE transition and achieve measurable sustainability outcomes in financial sectors, aligning with SDG 3, good health and well-being, and SDG 7, affordable and clean energy. Full article

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

People living in rural communities are typically underserved by public transportation services and face challenges in accessing healthcare, jobs, stores, and other destinations. Understanding the lived experiences of people who use public transportation in rural communities can help to inform a more equitable transportation system. This qualitative study gathered the perspectives of community health center employees about the public bus system for Hawai‘i Island, a rural county in the United States. Using a community-engaged research approach, the evaluation team interviewed 10 employees through either in-person small group interviews or online individual interviews between April and July 2023. Transcripts were coded and analyzed using a thematic analysis approach. While all study participants were selected for their interest in commuting to work by bus, most believed the bus was not a reliable or convenient option. Participants shared their experiences about not being able to rely on the bus schedule, feeling unsafe while walking to bus stops or waiting for the bus, and other barriers to using the bus system. Participants also shared their insights about how a reliable bus system would benefit community health center patients who needed transportation to more than just their medical appointments, but also to places like pharmacies, laboratory services, and grocery stores. These findings can be used to initiate discussions around the ways that community health centers can further address transportation as a social determinant of health and inform transportation providers about how to best plan and invest in transportation infrastructure and services to meet the needs of rural populations. Full article

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

This study empirically investigates the determinants of financial success for startups engaged in impact versus conventional investment, performing a landscape analysis of the MENA region’s financial ecosystem. Using the total equity funding amount (TEFA) as a performance proxy, we analyzed data from Crunchbase on 6772 deals involving 4381 startups and 1771 investors across 23 countries from 2009 to 2023. The sample was categorized into impact (702 firms) and conventional (2431 firms) investment groups. The results reveal a significant negative effect of impact investment on startup funding levels; a nonparametric test confirmed that impact-backed startups exhibit a significantly lower mean TEFA than their conventional counterparts. Other factors, including the number of funding rounds, founders, employees, and investors, positively influenced financial success. The study concludes that, within the MENA context, a discernible trade-off exists, with startups pursuing impact investment receiving less equity funding than those utilizing conventional investment models. Our study provides the first large-scale empirical evidence from the MENA region, revealing a significant funding penalty for impact-aligned startups. This quantifies a structural trade-off between socio-environmental goals and equity capital access. These findings address a critical literature gap and provide actionable insights for investors and policymakers in this emerging ecosystem. Full article

In recent years, organizations have increasingly promoted and integrated employees’ environmentally sustainable behaviors and practices as part of a strategic approach to enhance corporate reputation, demonstrate environmental stewardship, and respond to pressing ecological imperatives. This study explores the psychological factors that motivate employees’ intentions to engage in green behaviors within organizational settings, following the Theory of Planned Behavior (TPB). We extend the model by incorporating a conceptually multilevel perspective, examining antecedents at the organizational, team, and employee levels: perceived organizational support, perceived colleague support and workplace attachment. Data were collected from a sample of 286 public employees. Our findings indicate that, among the behavioral antecedents proposed by the TPB, only some were validated as significant predictors of employees’ intentions to engage in green behaviors within their organization. The results further show that each organizational, team, and employee level antecedent included in this study significantly influenced the constructs of the TPB. Implications and suggestions for future research are also discussed. Full article

This study explores the relationships among companionate love (a collective, non-romantic emotional culture expressed through care, compassion, and tenderness at work), organizational culture practices (OCPs), work engagement, and burnout among 649 Brazilian workers. Using a quantitative, exploratory, and correlational design, data were analyzed through descriptive statistics, group comparisons, and network modeling. Results indicated strong positive associations among companionate love, OCP, and work engagement, as well as negative associations with burnout. Companionate love was most strongly associated with OCP, suggesting that emotionally expressive work environments are linked to the perception of supportive organizational practices. Work engagement emerged as a central relational node in the network, connecting emotional culture and burnout. Group comparisons showed higher engagement among postgraduate professionals and managers, and higher OCP perceptions among remote workers and employees in the private sector, although effect sizes were small. Network centrality analyses identified OCP and engagement as key relational influencers within the system. Overall, the findings highlight the relevance of emotional culture and organizational practices for workplace well-being and suggest relational pathways through which engagement may be linked to lower burnout in organizational contexts. Full article

Digital Transformation (DT) is a strategic challenge that reshapes the way companies operate. Nevertheless, its adoption in the construction industry remains slow. This paper analyzes the DT process in Brazilian construction companies through two phases. Initially, an exploratory study was conducted with 17 firms using semi-structured interviews with their Technical Directors. Second, three companies were selected for case studies involving 14 in-depth interviews, observation, and document analysis. Data underwent content analysis. In the exploratory phase, DT was found to be mainly pursued to improve construction efficiency. Barriers were strongly associated with individual aspects, especially limited knowledge about technologies and resistance to change, reinforced by difficulties in implementing organizational changes. Most problems that DT seeks to address are concentrated in the technical department and construction site. Companies adopted approaches such as technology investments, open innovation, organizational restructuring, and training, but the success of these strategies depends on top management engagement and employee acceptance. Besides cultural barriers, technological obstacles, system integration and digital delay were identified, along with process difficulties such as the complexity and costs of the DT journey. Indirect sustainability objectives also emerged, indicating that DT is perceived as both technological advancement and a means to transform the sector. Finally, based on the empirical findings, a multi-level framework comprising 12 strategies for DT in the construction industry was proposed. Overall, the empirical field investigated remains in the early stages of DT, with experimentation with technologies and a focus on efficiency, characteristics of digitization, a step prior to total transformation. The study provides a valuable diagnosis of DT to support the digital transition and informs policymakers in designing initiatives that foster DT, contributing to sector sustainability and SDG9. Full article

The research elaborates on and empirically verifies an integrative model that describes how the combination of various workplace resources results in the improvement of employee and organizational outcomes. It is based on the Job Demands–Resources model and the Resource-Based View to conceptualize Employee Experience Capital (EEC) as a higher-order construct, consisting of seven interrelation drivers, including digital autonomy, inclusive cognition, sustainability alignment, AI synergy, mindful design, learning agility, and wellness technology. This study examines the effect of these resources in developing two psychological processes, work resonance and employee vitality, which subsequently improves organizational performance. It also examines how the well-being of employees can be a contextual moderator that determines such relationships. The study, based on a cross-sectional design and the diversified sample of the employees who work in various digitally transformed industries, proves that EEC is a great way to improve resonance and vitality, which are mutually complementary mediators between resource bundles and performance outcomes. Employee well-being turns out to be a factor of performance, as opposed to a circumscribed condition. The results put EEC as one of the strategic types of human capital that values digital, sustainable, and wellness-oriented practices to employee well-being and sustainable organizational performance and provides new theoretical contributions and practical guidance to leaders striving to create resource-rich, high-performing workplaces. Full article

The current study assessed organizational and psychosocial factors related to intentions to quit in American working college undergraduates (N = 382; mean age = 19 years; ~80% female). Students were surveyed on organizational scales (e.g., organizational identification, perceived support, work–life conflict, and intentions to quit) and psychosocial scales (e.g., perceived stress, social support, burnout, and mental health conditions). Variables significantly correlated with intent to quit at the bivariate level were included in an exploratory multiple regression model. The results indicated that burnout, engagement, organizational identification, perceived social support, and life–work conflict were uniquely predictive of intention to quit. A subsequent path analysis based on the Job Demands–Resources model revealed a good fit to the student data: demands (i.e., work–life conflict, perceived stress) and resources (organizational support and identification) predicted burnout and engagement, which in turn predicted intent to quit (along with a direct path from organizational support). This model can therefore explain behavior in both traditional and college undergraduate employees. In order to retain these employees, organizations should invest in practices that increase organizational identification and perceived support, as well as initiatives that help students mitigate the increased risks of stress and burnout associated with working while in college. Full article