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Search Results (240)

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Keywords = individual and organizational strategies

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35 pages, 2713 KiB  
Article
Leveraging the Power of Human Resource Management Practices for Workforce Empowerment in SMEs on the Shop Floor: A Study on Exploring and Resolving Issues in Operations Management
by Varun Tripathi, Deepshi Garg, Gianpaolo Di Bona and Alessandro Silvestri
Sustainability 2025, 17(15), 6928; https://doi.org/10.3390/su17156928 - 30 Jul 2025
Viewed by 241
Abstract
Operations management personnel emphasize the maintenance of workforce empowerment on the shop floor. This is made possible by implementing effective operations and human resource management practices. However, organizations are adept at controlling the workforce empowerment domain within operational scenarios. In the current industry [...] Read more.
Operations management personnel emphasize the maintenance of workforce empowerment on the shop floor. This is made possible by implementing effective operations and human resource management practices. However, organizations are adept at controlling the workforce empowerment domain within operational scenarios. In the current industry revolution scenario, industry personnel often face failure due to a laggard mindset in the face of industry revolutions. There are higher possibilities of failure because of standardized operations controlling the shop floor. Organizations utilize well-established human resource concepts, including McClelland’s acquired needs theory, Herzberg’s two-factor theory, and Maslow’s hierarchy of needs, in order to enhance the workforce’s performance on the shop floor. Current SME individuals require fast-paced approaches for tracking the performance and idleness of a workforce in order to control them more efficiently in both flexible and transformational stages. The present study focuses on investigating the parameters and factors that contribute to workforce empowerment in an industrial revolution scenario. The present research is used to develop a framework utilizing operations and human resource management approaches in order to identify and address the issues responsible for deteriorating workforce contributions. The framework includes HRM and operations management practices, including Herzberg’s two-factor theory, Maslow’s theory, and lean and smart approaches. The developed framework contains four phases for achieving desired outcomes on the shop floor. The developed framework is validated by implementing it in a real-life electric vehicle manufacturing organization, where the human resources and operations team were exhausted and looking to resolve employee-related issues instantly and establish a sustainable work environment. The current industry is transforming from Industry 3.0 to Industry 4.0, and seeks future-ready innovations in operations, control, and monitoring of shop floor setups. The operations management and human resource management practices teams reviewed the results over the next three months after the implementation of the developed framework. The results revealed an improvement in workforce empowerment within the existing work environment, as evidenced by reductions in the number of absentees, resignations, transfer requests, and medical issues, by 30.35%, 94.44%, 95.65%, and 93.33%, respectively. A few studies have been conducted on workforce empowerment by controlling shop floor scenarios through modifications in operations and human resource management strategies. The results of this study can be used to fulfil manufacturers’ needs within confined constraints and provide guidelines for efficiently controlling workforce performance on the shop floor. Constraints refer to barriers that have been decided, including production time, working time, asset availability, resource availability, and organizational policy. The study proposes a decision-making plan for enhancing shop floor performance by providing suitable guidelines and an action plan, taking into account both workforce and operational performance. Full article
(This article belongs to the Section Sustainable Management)
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24 pages, 1548 KiB  
Article
Using Implementation Theories to Tailor International Clinical Guidelines for Post-Stroke Gait Disorders
by Salem F. Alatawi
Healthcare 2025, 13(15), 1794; https://doi.org/10.3390/healthcare13151794 - 24 Jul 2025
Viewed by 282
Abstract
Background/objective: Tailoring involves adapting research findings and evidence to suit specific contexts and audiences. This study examines how international stroke guidelines can be tailored to address gait issues after a stroke. Methods: A three-phase consensus method approach was used. A 10-member [...] Read more.
Background/objective: Tailoring involves adapting research findings and evidence to suit specific contexts and audiences. This study examines how international stroke guidelines can be tailored to address gait issues after a stroke. Methods: A three-phase consensus method approach was used. A 10-member health experts panel extracted recommendations from three national clinical guidelines in the first phase. In the second phase, 362 physiotherapists completed an online questionnaire to assess the feasibility of adopting the extracted recommendations. In the third phase, a 15-physical therapist consensus workshop was convened to clarify factors that might affect the tailoring process of the extracted recommendations of gait disorder rehabilitation. Results: In phase one, 21 recommendations reached consensus. In the second phase, 362 stroke physiotherapists rated the applicability of these recommendations: 14 rated high, 7 rated low, and none were rejected. The third phase, a nominal group meeting (NGM), explored four themes related to tailoring. The first theme, “organizational factors”, includes elements such as clinical setting, culture, and regulations. The second theme, “individual clinician factors”, assesses aspects like clinical experience, expertise, abilities, knowledge, and attitudes toward tailoring. The third theme, “patient factors”, addresses issues related to multimorbidity, comorbidities, patient engagement, and shared decision-making. The final theme, “other factors”, examines the impact of research design on tailoring. Conclusions: Tailoring international clinical guidelines involves multiple factors. This situation brings home the importance of a systematic strategy for tailoring that incorporates various assessment criteria to enhance the use of clinical evidence. Future research should investigate additional implementation theories to enhance the translation of evidence into practice. Full article
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11 pages, 256 KiB  
Review
Physician Burnout: Systemic Challenges and Individual Resilience
by Salim Al-Busaidi, Nasiba Al-Maqrashi, Usama Al Amri, Nuha Al Habsi, Sara Al Rasbi, Masoud Kashoub, Mohamed Al Rawahi, Hoor Al Kaabi and Abdullah M. Al Alawi
J. Oman Med. Assoc. 2025, 2(2), 10; https://doi.org/10.3390/joma2020010 - 17 Jul 2025
Viewed by 326
Abstract
Physician burnout is a multifaceted syndrome characterized by emotional exhaustion, depersonalization and a diminished sense of personal accomplishment. It affects physicians at various stages of their medical training more prevalently than their peers in the general population. This article aims to explore the [...] Read more.
Physician burnout is a multifaceted syndrome characterized by emotional exhaustion, depersonalization and a diminished sense of personal accomplishment. It affects physicians at various stages of their medical training more prevalently than their peers in the general population. This article aims to explore the systemic challenges contributing to physician burnout and the role of individual resilience as a mitigating factor. The article highlights that burnout not only impacts physician well-being but also patient care, organizational performance and healthcare costs. Factors such as heavy workload, long hours and poor interpersonal relationships significantly contribute to burnout, while personal characteristics and coping mechanisms can influence its prevalence. By examining the interplay between systemic challenges and individual resilience, this article contributes to a deeper understanding of physician burnout. It offers insights into potential strategies for mitigation, highlighting the importance of both organizational and personal interventions in addressing this escalating crisis. Full article
43 pages, 190510 KiB  
Article
From Viewing to Structure: A Computational Framework for Modeling and Visualizing Visual Exploration
by Kuan-Chen Chen, Chang-Franw Lee, Teng-Wen Chang, Cheng-Gang Wang and Jia-Rong Li
Appl. Sci. 2025, 15(14), 7900; https://doi.org/10.3390/app15147900 - 15 Jul 2025
Viewed by 272
Abstract
This study proposes a computational framework that transforms eye-tracking analysis from statistical description to cognitive structure modeling, aiming to reveal the organizational features embedded in the viewing process. Using the designers’ observation of a traditional Chinese landscape painting as an example, the study [...] Read more.
This study proposes a computational framework that transforms eye-tracking analysis from statistical description to cognitive structure modeling, aiming to reveal the organizational features embedded in the viewing process. Using the designers’ observation of a traditional Chinese landscape painting as an example, the study draws on the goal-oriented nature of design thinking to suggest that such visual exploration may exhibit latent structural tendencies, reflected in patterns of fixation and transition. Rather than focusing on traditional fixation hotspots, our four-dimensional framework (Region, Relation, Weight, Time) treats viewing behavior as structured cognitive networks. To operationalize this framework, we developed a data-driven computational approach that integrates fixation coordinate transformation, K-means clustering, extremum point detection, and linear interpolation. These techniques identify regions of concentrated visual attention and define their spatial boundaries, allowing for the modeling of inter-regional relationships and cognitive organization among visual areas. An adaptive buffer zone method is further employed to quantify the strength of connections between regions and to delineate potential visual nodes and transition pathways. Three design-trained participants were invited to observe the same painting while performing a think-aloud task, with one participant selected for the detailed demonstration of the analytical process. The framework’s applicability across different viewers was validated through consistent structural patterns observed across all three participants, while simultaneously revealing individual differences in their visual exploration strategies. These findings demonstrate that the proposed framework provides a replicable and generalizable method for systematically analyzing viewing behavior across individuals, enabling rapid identification of both common patterns and individual differences in visual exploration. This approach opens new possibilities for discovering structural organization within visual exploration data and analyzing goal-directed viewing behaviors. Although this study focuses on method demonstration, it proposes a preliminary hypothesis that designers’ gaze structures are significantly more clustered and hierarchically organized than those of novices, providing a foundation for future confirmatory testing. Full article
(This article belongs to the Special Issue New Insights into Computer Vision and Graphics)
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13 pages, 251 KiB  
Article
Enhancing Patient Safety Through Predictors of Job Performance in Greek Critical Care Nurses
by Thalia Bellali, George Panayiotou, Polyxeni Liamopoulou, Theodora Mantziou, Evgenia Minasidou and Georgios Manomenidis
Healthcare 2025, 13(14), 1636; https://doi.org/10.3390/healthcare13141636 - 8 Jul 2025
Viewed by 354
Abstract
Background/Objectives: Job performance among critical care nurses is a pivotal determinant of patient safety. While individual psychosocial factors such as self-care and self-compassion have been separately linked to professional efficacy, limited research has examined their integrated contribution to job performance in high-stakes [...] Read more.
Background/Objectives: Job performance among critical care nurses is a pivotal determinant of patient safety. While individual psychosocial factors such as self-care and self-compassion have been separately linked to professional efficacy, limited research has examined their integrated contribution to job performance in high-stakes healthcare environments. Methods: A cross-sectional study was conducted in five public hospitals in Northern Greece. A convenience sample of 311 critical care nurses and nurse assistants completed validated self-report measures assessing self-care, self-compassion, mindfulness, physical activity, secondary traumatic stress, and job performance. The data were analyzed using non-parametric statistics and multivariate linear regression. Results: Higher levels of self-care (p = 0.003) and self-compassion (p = 0.042), and lower levels of secondary traumatic stress (p = 0.04), were significantly associated with better job performance. The final regression model explained 31% of the variance in performance scores (R2 = 0.31). Mindfulness and physical activity were not significantly associated with job performance. Secondary traumatic stress emerged as the strongest negative predictor. Conclusions: Internal psychosocial resources, particularly self-care and self-compassion, significantly contribute to job performance among critical care nursing personnel. These findings underscore the relevance of embedding staff well-being strategies into organizational patient safety agendas. This multidimensional model provides a novel framework for developing targeted interventions in high-acuity healthcare settings. Full article
(This article belongs to the Special Issue Enhancing Patient Safety in Critical Care Settings)
21 pages, 2094 KiB  
Article
The Role of Leadership and Strategic Alliances in Innovation and Digital Transformation for Sustainable Entrepreneurial Ecosystems: A Comprehensive Analysis of the Existing Literature
by Carla Azevedo Lobo, Arlindo Marinho, Carla Santos Pereira, Mónica Azevedo and Fernando Moreira
Sustainability 2025, 17(13), 6182; https://doi.org/10.3390/su17136182 - 5 Jul 2025
Viewed by 834
Abstract
In the context of accelerating digital transformation and growing sustainability imperatives, entrepreneurial ecosystems increasingly rely on open innovation and strategic collaboration to foster resilient, knowledge-driven growth. This study aims to examine how leadership behaviors and strategic alliances interact as enablers of sustainable innovation [...] Read more.
In the context of accelerating digital transformation and growing sustainability imperatives, entrepreneurial ecosystems increasingly rely on open innovation and strategic collaboration to foster resilient, knowledge-driven growth. This study aims to examine how leadership behaviors and strategic alliances interact as enablers of sustainable innovation across macro (systemic), meso (organizational), and micro (individual) levels. To achieve this, this study employs a literature review, supported by bibliometric analysis, as its core methodological approach. Drawing on 86 influential publications from 1992 to 2024, two major thematic streams emerge: leadership dynamics in entrepreneurial settings and the formation and governance of strategic alliances as vehicles for innovation. The findings underscore the pivotal role of transformational and ethical leadership in cultivating trust-based inter-organizational relationships, facilitating digital knowledge sharing, and catalyzing sustainable value creation. Simultaneously, strategic alliances enhance organizational agility and innovation capacity through co-creation mechanisms, digital platforms, and crowdsourcing, especially in small and medium-sized enterprises (SMEs). This paper highlights a mutually reinforcing relationship: effective leadership strategies empower alliances, while alliance participation enhances leadership capabilities through experiential learning in diverse, digitalized environments. By bridging leadership theory, open innovation practices, and digital transformation, this study offers critical insights for entrepreneurs, managers, and policymakers seeking to drive inclusive and sustainable innovation within interconnected global markets. Therefore, this study provides practical guidance for business leaders aiming to strengthen alliance performance through adaptive leadership and for policymakers seeking to foster innovation ecosystems through supportive regulatory and institutional frameworks. Full article
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20 pages, 624 KiB  
Article
Employee Emotions During Organizational Change Among Nordic Academics: Health-Promoting Self-Leadership as a Coping Strategy
by Rune Bjerke
Businesses 2025, 5(3), 27; https://doi.org/10.3390/businesses5030027 - 2 Jul 2025
Viewed by 399
Abstract
The purpose of this conceptual and explorative study is to investigate whether health-promoting self-leadership could be used as a coping strategy enabling employees to deal with negative emotions in an organizational change process, providing a conceptual framework. A total of 18 faculty members [...] Read more.
The purpose of this conceptual and explorative study is to investigate whether health-promoting self-leadership could be used as a coping strategy enabling employees to deal with negative emotions in an organizational change process, providing a conceptual framework. A total of 18 faculty members from a Nordic university college were interviewed about their experiences, perceptions, and emotional reactions. The study reveals that new IT-systems; heavier workloads; and a lack of involvement, trust, and information, in particular, were stated to be the main reasons for negative emotions, detachment from the university-status aim, and the disruption of employee work–life balance. A few faculty members practiced fragments of what, in theory, is defined as health-promoting self-leadership to successfully manage the organizational change processes. Some were unconscious of their self-leadership practices, while others had no tools to enable them to cope with changes, leading to negative emotions. I discuss the findings regarding health-promoting self-leadership practice based on self-leadership, change management, and emotion theory. Based on both the findings in this study and relevant theories regarding self-leadership and coping strategies, I propose a health-promoting self-leadership-based coping model that could provide both individual and organizational health and performance benefits. Full article
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24 pages, 312 KiB  
Article
Social Ecological Influences on HPV Vaccination Among Cape Verdean Immigrants in the U. S.: A Qualitative Study
by Ana Cristina Lindsay, Celestina V. Antunes, Aysha G. Pires, Monica Pereira and Denise L. Nogueira
Vaccines 2025, 13(7), 713; https://doi.org/10.3390/vaccines13070713 - 30 Jun 2025
Viewed by 404
Abstract
Background: Human papillomavirus (HPV) is the most common sexually transmitted infection in the United States (U.S.) and a major contributor to several cancers, including cervical, anal, penile, and oropharyngeal cancers. Although a safe and effective vaccine is available, HPV vaccination rates remain suboptimal, [...] Read more.
Background: Human papillomavirus (HPV) is the most common sexually transmitted infection in the United States (U.S.) and a major contributor to several cancers, including cervical, anal, penile, and oropharyngeal cancers. Although a safe and effective vaccine is available, HPV vaccination rates remain suboptimal, particularly among racial, ethnic, and immigrant minority groups. This study explored multiple factors, such as cultural, social, and structural influences, influencing HPV vaccine decision-making among Cape Verdean immigrant parents in the U.S., a population currently underrepresented in HPV research. Methods: Qualitative study using individual, in-depth interviews with Cape Verdean immigrant parents of children aged 11 to 17 years living in the U.S. Interviews were transcribed verbatim and analyzed thematically using the social ecological model (SEM) to identify barriers and facilitators at the intrapersonal, interpersonal, organizational, community, and policy levels. Results: Forty-five Cape Verdean parents (27 mothers, 18 fathers) participated. Fathers were significantly older than mothers (50.0 vs. 41.1 years, p = 0.05). Most were married or partnered (60%), had at least a high school education (84.4%), and reported annual household incomes of US$50,000 or more (66.7%), with no significant gender differences. Nearly all spoke Creole at home (95.6%). Fathers had lower acculturation than mothers (p = 0.05), reflecting less adaptation to U.S. norms and language use. Most parents had limited knowledge of HPV and the vaccine, with gendered beliefs and misconceptions about risk. Only seven mothers (25.9%) reported receiving a provider recommendation; all indicated that their children had initiated vaccination (1 dose or more). Mothers were the primary decision-makers, though joint decision-making was common. Trust in providers was high, but poor communication and the lack of culturally and linguistically appropriate materials limited informed decision-making. Stigma, misinformation, and cultural taboos restricted open dialogue. Trusted sources of information included schools, churches, and Cape Verdean organizations. While parents valued the U.S. healthcare system, they noted gaps in public health messaging and provider engagement. Conclusions: Findings revealed that HPV vaccine uptake and hesitancy among Cape Verdean immigrant parents in the U.S. were influenced by individual beliefs, family dynamics, healthcare provider interactions, cultural norms, and structural barriers. These findings highlight the need for multilevel strategies such as culturally tailored education, community engagement, and improved provider communication to support informed vaccination decisions in this population. Full article
(This article belongs to the Special Issue Vaccine Strategies for HPV-Related Cancers: 2nd Edition)
11 pages, 214 KiB  
Article
Addressing Food Waste in Restaurant Training: Practices and Challenges
by Kelly A. Way, Nicholas E. Johnston, Josephine Reardon and M. E. Betsy Garrison
Tour. Hosp. 2025, 6(3), 121; https://doi.org/10.3390/tourhosp6030121 - 25 Jun 2025
Viewed by 575
Abstract
Food waste significantly impacts the restaurant industry’s financial viability and environmental sustainability. This study explores training practices used to minimize food waste and identifies obstacles encountered in implementing these practices. Semi-structured interviews with 10 chefs from diverse restaurants in a mid-South U.S. state [...] Read more.
Food waste significantly impacts the restaurant industry’s financial viability and environmental sustainability. This study explores training practices used to minimize food waste and identifies obstacles encountered in implementing these practices. Semi-structured interviews with 10 chefs from diverse restaurants in a mid-South U.S. state were conducted. Two themes emerged from the qualitative analysis. The results revealed that the predominant training methods were verbal instruction, mentoring, and hands-on coaching, emphasizing real-time feedback and individualized guidance. Training for front-of-house staff primarily included reducing unnecessary table items, whereas back-of-house employees focused on portion control and repurposing ingredients. Mentoring emerged as critical, especially for new employees with limited culinary experience, ensuring that they develop critical thinking skills and resourcefulness in minimizing waste. Chefs identified significant barriers, including staff cooperation, knowledge gaps, employee turnover, and resource limitations. Overcoming these challenges necessitates stronger managerial commitment, standardized guidelines, and incentive-based reinforcement. This study concludes that cultivating an organizational culture that embeds sustainability into training practices is essential. Practical strategies such as mentoring and continuous reinforcement can mitigate food waste, enhance operational efficiency, and promote a sustainable food system. Future research should quantify training impacts on waste reduction and examine consumer-side factors influencing restaurant food waste. Full article
16 pages, 311 KiB  
Article
The Nursing Practice Environment and Job Satisfaction, Intention to Leave, and Burnout Among Primary Healthcare Nurses: A Cross-Sectional Study
by Pedro Lucas, Élvio Jesus, Sofia Almeida, Patrícia Costa, Paulo Cruchinho, Gisela Teixeira and Beatriz Araújo
Nurs. Rep. 2025, 15(7), 224; https://doi.org/10.3390/nursrep15070224 - 21 Jun 2025
Viewed by 660
Abstract
Background: The nursing practice environment significantly influences nurses’ job satisfaction, turnover, and burnout; therefore, it is essential to promote favorable environments to ensure the retention of qualified professionals. Improving the nursing practice environment is a low-cost organizational strategy associated with satisfaction, retaining professionals, [...] Read more.
Background: The nursing practice environment significantly influences nurses’ job satisfaction, turnover, and burnout; therefore, it is essential to promote favorable environments to ensure the retention of qualified professionals. Improving the nursing practice environment is a low-cost organizational strategy associated with satisfaction, retaining professionals, and reducing burnout. The aim of this study was to assess the relationship between the nursing practice environment and job satisfaction, turnover, and burnout among primary healthcare nurses in Portugal. Methods: A descriptive, cross-sectional, and correlational study was carried out based on data from the RN4CAST Portugal Project. The Nurse Survey Instrument (Core Nurse Survey) of the RN4Cast Project (2018) was used for data collection. The sample consisted of 1059 nurses from fifty-five health center groups in mainland Portugal, fifteen health centers in the Autonomous Region of Madeira, and six health centers in the Autonomous Region of the Azores. Results: Primary healthcare nurses in Portugal rated the nursing practice environment as unfavorable or mixed, with an average (x¯) of 2.5 (standard deviation (SD) = 0.4), which is associated with lower job satisfaction, with an average of 2.0 (SD = 0.4), moderate intention to leave, with 40.3%, and low levels of burnout, with an average of 1.6 (SD = 0.8). There was also a negative correlation between the nursing practice environment and burnout (r = −0.28) and its dimensions. Emotional exhaustion (r = −0.35) represents the individual dimension of stress and physical exhaustion, corresponding to feelings regarding the depletion of emotional and physical resources, depersonalization (r = −0.18) represents the interpersonal context dimension of burnout, and a lack of personal accomplishment (r = −0.15) represents the self-assessment dimension of burnout and refers to feelings of incompetence and a lack of confidence and self-efficacy at work. Conclusions: The quality of the work environment is associated with greater job satisfaction and a reduction in burnout. For this reason, improving the work environment has therefore been associated with increased job satisfaction and reduced burnout among primary healthcare nurses, promoting nurse retention and the well-being of healthcare teams. Full article
35 pages, 658 KiB  
Review
Characterization and Evaluation of the Organizational and Legal Structures of Forestry in the European Union
by Jarosław Brożek, Anna Kożuch, Marek Wieruszewski, Roman Gornowicz and Krzysztof Adamowicz
Sustainability 2025, 17(13), 5706; https://doi.org/10.3390/su17135706 - 20 Jun 2025
Viewed by 484
Abstract
Achieving organizational efficiency requires the selection of an appropriate operating model. To date, no objective indicators, methods of measuring, or criteria for evaluating the effectiveness and efficiency of forest management organizations have been developed. In the heterogeneous forest management of the European Union [...] Read more.
Achieving organizational efficiency requires the selection of an appropriate operating model. To date, no objective indicators, methods of measuring, or criteria for evaluating the effectiveness and efficiency of forest management organizations have been developed. In the heterogeneous forest management of the European Union (EU), multiple objectives and functions—from production to social and ecological services—coexist at regional and national levels. This study provides an overview of the organizational and legal forms of EU forestry, taking into account environmental conditions, ownership structures, and the role of the forestry sector in national economies. The legal information of EU countries on forest management was verified. We examine the impact of the entity’s organizational and legal form on the implementation of sustainable forest management and the objectives of the New EU Forest Strategy 2030, particularly in terms of absorbing external capital for forest protection and climate-related activities. Joint stock companies, public institutions, and enterprises are the most relevant. The private sector is dominated by individual farms, associations, chambers of commerce, and federations. A clear trend toward transforming state-owned enterprises into joint-stock companies and expanding their operational scope has been confirmed. Multifunctional forest management is practiced in both state and private forests. Economic efficiency, legal and property liability, and organizational goals depend on the chosen organizational and legal form. Full article
(This article belongs to the Section Sustainable Forestry)
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21 pages, 687 KiB  
Article
Crafting Careers: Unraveling the Impact of Career Crafting on Career Outcomes and the Moderating Role of Supervisor Career Support Mentoring
by Anguo Fu, Shuaihua Wang, Xinyao Gan and Shenyang Hai
Behav. Sci. 2025, 15(6), 740; https://doi.org/10.3390/bs15060740 - 27 May 2025
Viewed by 586
Abstract
With rapidly advancing artificial intelligence and digital transformation, career development is becoming increasingly uncertain and complex. A key strategy for individuals to adapt to dynamic environments is career crafting; however, research on how employees use it to enhance their career outcomes remains limited. [...] Read more.
With rapidly advancing artificial intelligence and digital transformation, career development is becoming increasingly uncertain and complex. A key strategy for individuals to adapt to dynamic environments is career crafting; however, research on how employees use it to enhance their career outcomes remains limited. Based on the conservation of resources theory and career construction theory, this study posits that career crafting enhances employees’ sense of control by helping them cope with career and environmental changes. This increased sense of control fosters greater career engagement and reduces career turnover intentions. Furthermore, we examine supervisor career support mentoring as a key contextual element shaping career crafting effectiveness. We collected three-wave data at one-week intervals from 232 hospitality frontline employees. Employees reported their career crafting, supervisor career support mentoring, and demographic information at Time 1; sense of control at Time 2; and career engagement and career turnover intentions at Time 3. The results indicate that career crafting improves employees’ sense of control, which enhances career engagement and reduces career turnover intentions. Additionally, supervisor career support mentoring strengthens the indirect effect of career crafting on career engagement and career turnover intentions through its impact on the sense of control. This study enriches our understanding of career crafting and of effectively leveraging its positive effects in organizational management. Full article
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23 pages, 525 KiB  
Article
Deconstructing Sustainability Challenges in the Transition to a Four-Day Workweek: The Case of Private Companies in Eastern Europe
by Tatjana Tambovceva, Regina Veckalne, Marina Järvis and Jurgita Bruneckienė
Sustainability 2025, 17(11), 4904; https://doi.org/10.3390/su17114904 - 27 May 2025
Viewed by 833
Abstract
As global challenges escalate—economic shocks, environmental issues, and evolving work expectations—the four-day workweek (4DWW) is gaining traction as a sustainable and viable alternative. This study investigates the transition from a traditional 5-day workweek to a 4DWW in the context of private companies in [...] Read more.
As global challenges escalate—economic shocks, environmental issues, and evolving work expectations—the four-day workweek (4DWW) is gaining traction as a sustainable and viable alternative. This study investigates the transition from a traditional 5-day workweek to a 4DWW in the context of private companies in the Baltic States, supplemented by the insights from informal interviews with 17 representatives across Latvia, Lithuania, and Estonia and an in-depth case study of a Latvian wholesale company. Employing a mixed-methods approach, the research integrates document analysis, structured interviews, and quantitative assessment of key performance indicators over an 8-year period. The findings elucidate the phased transition process, detailing the multifaceted challenges encountered at individual, operational, and strategic levels. The study evaluates the impact of the 4DWW on organizational productivity, employee well-being, and environmental outcomes. Results indicate that, while the 4DWW can sustain or enhance operational efficiency and substantially improve work-life balance and stress reduction, these benefits are not uniformly observed across all economic sectors. This paper not only advances the literature on workweek restructuring by clarifying the algorithm for transitioning to a 4DWW but also underscores its potential as a sustainable business practice. The results offer valuable decision-making insights for private companies considering similar transitions, while also highlighting the need for context-specific strategies and policy support—including relevant legislative frameworks in the Baltic region—to ensure successful implementation. Full article
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25 pages, 1701 KiB  
Article
Sustaining Organizations Through Harmonized Civic and Employee Identities: Implications for Employee Engagement and Voice Behavior
by Jeong Won Lee
Sustainability 2025, 17(11), 4762; https://doi.org/10.3390/su17114762 - 22 May 2025
Viewed by 491
Abstract
In pursuit of sustainable management, organizations must not only balance economic, environmental, and social goals but also cultivate human-centered strategies that support long-term viability. Drawing on identity theory, this study introduces civic identity—an individual’s self-concept as a responsible member of society—into the workplace [...] Read more.
In pursuit of sustainable management, organizations must not only balance economic, environmental, and social goals but also cultivate human-centered strategies that support long-term viability. Drawing on identity theory, this study introduces civic identity—an individual’s self-concept as a responsible member of society—into the workplace and examines how its relationship with employee identity (i.e., enhancement and conflict) influences sustainability mechanisms: work engagement, role expansion, and voice behavior. Two field studies were conducted using multi-source data from 339 employees at large conglomerates (study 1) and three-wave data from 121 employees at entrepreneurial firms (study 2). Multiple regression analyses revealed that identity enhancement positively predicted both work engagement and role expansion, which in turn strengthened voice behavior. In contrast, identity conflict showed relatively weaker negative effects, while supplementary analyses indicated that identity separation exerted more pronounced negative influences. Although identity conflict and separation did not significantly affect role expansion in study 2, the results across both studies were largely consistent. By incorporating a neglected nonwork identity that fosters sustainable employee behavior, this research expands the scope of organizational studies and sustainability science. Implications for integrating civic identity into sustainable management strategies are discussed. Full article
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18 pages, 1348 KiB  
Article
Reconciliation of Work and Personal Roles Among Critical Care Nurses: Constructivist Grounded Theory Research
by Miguel Valencia-Contrera, Lissette Avilés and Naldy Febré
Healthcare 2025, 13(10), 1206; https://doi.org/10.3390/healthcare13101206 - 21 May 2025
Cited by 1 | Viewed by 511
Abstract
Objectives: There are numerous and varied theoretical gaps in the study of work–family interaction, which limits the understanding and approach to this phenomenon, especially among vulnerable groups such as critical care nursing professionals. In this regard, the objective of this study was to [...] Read more.
Objectives: There are numerous and varied theoretical gaps in the study of work–family interaction, which limits the understanding and approach to this phenomenon, especially among vulnerable groups such as critical care nursing professionals. In this regard, the objective of this study was to theorize the work–family interaction process among nurses working in Critical Care Units in Chile. Methods: Constructivist grounded theory was employed to conceptualize the phenomenon of interest from the perspectives of nurses, their families, and administrative staff. Data were collected through observations in two high-complexity hospitals in Chile, one public and one private; document analysis; and 51 in-depth interviews. Data analysis was conducted using constant comparisons and multi-level coding. To ensure rigor, the study followed the 13 criteria proposed by Charmaz and Thornberg for constructivist grounded theory studies and was approved by a Scientific Ethics Committee. Results: The reconciliation of work and personal roles emerged as the core process explaining the interaction between work and personal life among nurses in Critical Care Units. This complex and multidimensional process comprised three stages: resisting the war of roles, hitting rock bottom, and reconciling, through which nurses attempt to achieve balance between work and personal roles. Conclusions: We developed a theory that explains the work–family interaction process. The theory developed highlights the importance of an integrated approach that considers both sources of conflict and reconciliation strategies. Addressing this phenomenon effectively requires interventions at the individual, organizational, and public policy levels. Full article
(This article belongs to the Section Nursing)
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