Search Results (186)

This study aims to clarify how different types of motivation influence employee retention by identifying the distinct roles of intrinsic and extrinsic factors in shaping job satisfaction, particularly under varying levels of urban stress and generational identity. Drawing on Herzberg’s Two-Factor Theory and Self-Determination Theory, we distinguish between intrinsic drivers (e.g., autonomy, achievement) and extrinsic hygiene factors (e.g., pay, stability). Using survey data from 356 Chinese employees and applying PLS-SEM with a moderated mediation design, we investigate how urbanization and Generation Z moderate these relationships. Results show that intrinsic motivation enhances satisfaction, especially in urban settings, while extrinsic factors negatively affect satisfaction when perceived as insufficient or unfair. Job satisfaction mediates the relationship between motivation and retention, although this effect is weaker among Generation Z employees. These findings refine motivational theories by demonstrating how environmental pressure and generational values jointly shape employee attitudes. The study contributes a context-sensitive framework for understanding retention by integrating individual motivation with macro-level moderators, offering practical implications for managing diverse and urbanizing labor markets. Full article

All individuals hold beliefs about their ability to successfully perform specific tasks. These beliefs, known as self-efficacy, play a key role in guiding and motivating human behavior. In education, both teachers’ self-efficacy beliefs and the collective efficacy shared by teachers within a school have been linked to improved performance, well-being, and job satisfaction among students and educators. While these constructs have been widely studied in various countries and contexts, little is known about them in Mexico, the country with the largest Spanish-speaking population worldwide. This study is the first to examine the relationship between teacher self-efficacy (TSE), collective efficacy, and other teacher- and school-level variables in Mexico. Given the absence of psychometrically robust instruments to assess collective efficacy among Spanish-speaking teachers, the Collective Teacher Beliefs Scale (CTBS) was first adapted into Spanish, and its psychometric properties were evaluated. Subsequently, multilevel analyses incorporating teacher- and school-level factors revealed that professional development on multicultural communication, classroom autonomy, and collaboration, at the teacher level, and collective efficacy and stakeholder participation, at the school level, were significant predictors of TSE. Finally, implications for future practice and policy are discussed. Full article

Despite growing academic interest in platform work and the gig economy, most existing research focuses on Western Europe, often neglecting the unique institutional and socioeconomic contexts of Central and Eastern Europe. This study addresses that gap by exploring the working conditions of platform workers in Poland, with particular emphasis on both material and psychosocial dimensions from the workers’ own perspectives. Data were collected from a nationally representative sample of 450 platform workers engaged in both online and location-based tasks, using the computer-assisted web interviewing (CAWI) method. The findings show a high level of perceived autonomy, with 74% of respondents feeling that they are independent in their work. However, autonomy is often limited by external factors, in particular, the availability of work. Workers who treat platform work as a side job are significantly more likely to report a sense of autonomy. In terms of health and safety, only 27% expressed concerns about negative health impacts, and 24% reported poor working conditions. Those who received health and safety information from the platform were more likely to acknowledge potential risks. Interestingly, workers relying on platform work as their primary source of income were more likely to perceive their work as safe, compared to those treating it as supplementary employment. 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

The transition towards adulthood represents a complex period in which the development of personal identity culminates in young adults, whilst, at the same time, many undertake university studies in order to access the job market. The aim of the present study was to analyse the associations between self-concept, motivation, and learning strategies in the Spanish university context using structural equations to examine sex as a modifying factor. A descriptive, cross-sectional, and ex post facto study was conducted with a representative sample of 2736 students. The results revealed a positive association between academic self-concept and the three basic psychological needs, with the needs of autonomy and competence being of particular importance amongst the males. It was determined that the satisfaction of all of the needs favoured the development of learning strategies in both genders, with the exception of the need for relatedness, which was not relevant. Finally, it was demonstrated that the females employed better elaboration strategies, whilst the males were better able to regulate effort. It can, therefore, be concluded that the promotion of self-determined motivation favours the development of a positive self-image and learning strategies, with it being crucial for students to be intrinsically motivated. This may help university students avoid dropping out from degree courses. Full article

The gig economy, driven by flexible and platform-based work, is reshaping labor markets and employment norms. Understanding public perceptions of this shift is critical for promoting social good and informing equitable policy. This study employs big data analytics and Latent Dirichlet Allocation (LDA) topic modeling to analyze 15,259 tweets collected from the X platform. Seven key themes emerged from the data, including labor precarity, flexibility, algorithmic control, platform accountability, gender disparities, and worker rights. While some users emphasized autonomy and new income opportunities, most expressed concerns about job insecurity, lack of protections, and digital exploitation. These findings offer real-time insights into how gig work is discussed and contested in public discourse. The study highlights how social media analytics can inform labor policy, guide platform regulation, and support advocacy efforts aimed at building a fairer and more resilient gig economy. Full article

Digital transformation has reshaped knowledge creation patterns, business models, and practices within the legal industry. However, many organizations have struggled to realize the anticipated benefits of digital transformation due to individual adaptation barriers. Drawing on the Job Demands–Resources model, this study employs both regression analysis and fuzzy-set qualitative comparative analysis (fsQCA) to investigate the mechanisms and the boundary conditions through which digital transformation job autonomy affects lawyers’ supportive behaviors toward digital change in law firms. The regression analysis of multi-wave survey data from 423 lawyers demonstrates that digital transformation job autonomy not only has a direct positive effect on lawyers’ digital transformation-supportive behaviors, but also indirectly promotes such behaviors through lawyers’ cognitive adjustment in the workplace. Furthermore, leader empathy enhances the relationship between digital transformation job autonomy and supportive behaviors. The fsQCA results identify multiple pathways leading to high and low levels of digital transformation-supportive behaviors among lawyers. These findings contribute to a deeper understanding of how organizations foster individual support for digital transformation. Full article

Background/Objectives: Work engagement is essential for quality care and workforce retention in professional nursing. While job demands–resources theory has guided extensive research on job-related antecedents, personal resources have received comparatively less empirical attention, primarily focusing on self-efficacy, self-esteem, and optimism. This study examined the unique association between ikigai—the Japanese concept of life purpose—as a novel personal resource and work engagement in professional nursing practice, controlling for established job resources, demands, and personal resources. Methods: An analytical cross-sectional study was conducted with vocational nursing trainees in Germany (N = 166). Data were collected via online questionnaire using validated instruments to assess ikigai, job resources (autonomy, interpersonal relations, professional resources), job demands (work overload, lack of formal rewards), other personal resources (self-efficacy, organization-based self-esteem, optimism), and work engagement. Hierarchical multiple linear regression examined ikigai’s unique association with work engagement. Results: The final model explained 40.3% of variance in engagement, with ikigai accounting for a statistically significant increase in explained variance (ΔR² = 0.033, p < 0.01). Ikigai demonstrated a unique positive association with work engagement (β = 0.24, p < 0.01), comparable in strength to job resources and other personal resources. Conclusions: Findings support ikigai as a distinct personal resource associated with work engagement among nursing trainees. This extends the job demands–resources model by highlighting the relevance of existential constructs. Supporting ikigai development may offer a complementary strategy for promoting engagement in professional nursing. Full article

Background and Objectives: AI is transforming healthcare, with family doctors at the forefront. As primary care providers, they play a key role in integrating AI into patient care. Despite AI’s potential, concerns about trust, data privacy, and physician autonomy persist. Little research exists on family doctors’ perspectives. This study investigates the views of Lithuanian family physicians on AI’s ethical challenges and benefits, aiming to support responsible implementation. Materials and Methods: A review of the literature was conducted (2015–2025) using Google Scholar, PubMed, and Scopus. This qualitative study explored family physicians’ perceptions of AI in Lithuania, focusing on ethics, AI’s role, experience, training, and concerns about replacement. Informed consent and ethical guidelines were followed. Results: AI has strong potential in family medicine, automating administrative tasks, improving diagnostic accuracy, and supporting patient autonomy. AI tools, like clinical documentation systems and smart devices save time, allowing physicians to focus on patient care. They also improve diagnostic precision, enabling earlier detection of conditions such as cancer and coronary artery disease. Physicians express concerns about AI’s reliability, biases, and data privacy. While AI boosts efficiency, many emphasize the importance of human oversight in decision-making, especially in complex cases. Privacy concerns around health data and the need for stricter regulations are crucial. Lithuanian family physicians generally accept AI as a helpful tool for routine tasks but remain cautious regarding its trustworthiness. Job displacement concerns were not prevalent, with AI seen as a tool to augment rather than replace their role. Successful AI integration requires training, transparency, and ethical guidelines to build trust and ensure patient safety. Conclusions: AI enhances efficiency in family medicine but requires structured training and ethical safeguards to address concerns about data privacy, accountability, and bias. AI is viewed as supportive, not as a replacement. Full article

Objectives: To identify the factors influencing the job satisfaction of midwives working in birthing rooms with a medium to high level of obstetric intervention. Methods: A qualitative phenomenological–hermeneutic design based on Heideggerian philosophy was implemented. A study involving 25 participants, midwives, and resident nurses (RINs) was conducted. Residents were included to enrich the analysis with their critical perspectives with regard to interventional procedures and exposure to acts of obstetric violence. Convenience sampling was used. Data were collected from four focus groups in three hospitals in the region and one in-depth interview between 30 September 2022 and 23 June 2023. The testimonies were recorded and transcribed verbatim, and data analysis was carried out using an inductive–deductive approach. The triangulation of data and researchers was used to minimise potential bias. Results: The participants highlighted the following key dimensions or areas that contribute to midwives’ job satisfaction in the labour and birthing room: maternal satisfaction, professional competencies, multidisciplinary team, working conditions, and interventions during childbirth. Conclusions: These findings may inform healthcare management strategies to reduce burnout and improve working conditions in maternity care settings. Full article

Background: Job satisfaction and optimal experiences, often linked to employee engagement and performance, are critical factors for organizational performance. This study investigated job satisfaction and the conditions enabling optimal experiences among employees within a Swedish governmental administration. This study sought to fill a critical gap in understanding job satisfaction within a governmental setting. Method: A mixed methods approach was utilized to collect both quantitative and qualitative data, combining survey data (n = 117) and workshop interviews (n = 14). The quantitative component included measures of job satisfaction, learning, and optimal experience. Results: Optimal experience was strongly associated with job satisfaction and the positive use of knowledge and skills at work. The results also indicated high levels of job satisfaction among participants and frequent opportunities for optimal experience in daily work. The qualitative findings revealed that while employees often felt supported in their roles, organizational constraints and limited autonomy could hinder the consistent occurrence of optimal experience. Participants emphasized the importance of clear communication, prioritization, and a supportive work environment. Conclusion: This study contributed to the understanding of workplace dynamics in governmental organizations, emphasizing the interplay between job satisfaction, knowledge and skills, and optimal experience. The findings underscore the need for addressing organizational barriers to optimal employee experiences within a bureaucratic setting. Full article

While the transformation of and improvements in productivity are taking place under the guidance of new technologies, overtime work—which is still prevalent in the workplace—is simultaneously introducing substantial physical and mental burdens to workers. Based on baseline data from the China Labor Dynamics Survey (CLDS), we analyze employees’ willingness to work overtime and their overtime cognition and intensity using labor process theory. It is observed that skill control directly increases the probability of employees’ objective overtime work, mandatory overtime work, and unconscious overtime work; furthermore, de-skilling prolongs working hours while hiding the prevalence and blurring the boundaries of overtime work. De-skilling also results in reduced employee job autonomy and further extends overtime hours, increasing the probability of mandatory overtime. Bureaucratic control reinforces the relationship between de-skilling and voluntary overtime, unconscious overtime, and overtime intensity by fostering employees’ career development orientation. It is necessary to accurately grasp the characteristics of new technologies in the changing labor environment of the new era, strive to create an equal and open labor market, and respect and protect the legitimate rights and interests of workers. Full article

Two key pillars of human-centered AI (HCAI) approaches are “control” and “autonomy”. To date, little is known about professional translators’ attitudes towards these concepts in the AI era. This paper explores this issue through a survey study of US-based professional translators in mid-2024. Methodologically, this paper presents a qualitative analysis of open-ended questions through thematic coding to identify themes related to (1) present conceptualizations of control and autonomy over translation technologies, (2) future attitudes towards control and autonomy in the AI era, (3) main threats and challenges, and (4) recommendations to developers to enhance perceptions of control and autonomy. The results show that professionals perceive control and autonomy differently in both the present and the future. The main themes are usability, the ability to turn on and off technologies or reject jobs that require specific technologies, collaboration with developers, and differences in working with LSPs versus private clients. In terms of future attitudes, the most frequent ones are post-editing, quality, communicating or informing clients, LSPs or society at large, and creativity or rates. Overall, the study helps identify how professionals conceptualize control and autonomy and what specific issues could help foster the development of truly human-centered AI in the translation profession. Full article

The disengagement of younger workers, particularly from Generations Y and Z, is a growing concern in contemporary organizational environments. This study analyzes the factors influencing disengagement and the organizational strategies that can reduce its impact. A literature review was conducted, covering studies published between 2014 and 2024, with the selection of publications based on relevance, indexing, and thematic alignment. The findings indicate that disengagement results from a combination of factors. Firstly, job demand factors were identified, such as the misalignment between well-being policies and employee needs, excessive workloads, the absence of remote work and flexible schedules, challenges associated with digitalization and new technologies, economic insecurity, job instability, and frequent organizational changes. Secondly, job resource factors were also highlighted, including inadequate leadership, ineffective communication, limited professional development opportunities, and poorly structured evaluation and reward systems. These findings align with the Job Demands-Resources (JD-R) Model. In addition, psychological factors were observed, namely, a lack of autonomy, experiences of injustice and inequality in the workplace, misalignment between personal values and organizational culture, and the presence of hostile or toxic environments, which correspond to the theoretical assumptions of the Self-Determination Theory (SDT).To address disengagement, organizations should implement organizational strategies, such as physical and mental well-being programs, encourage regular breaks, promote healthy lifestyle campaigns, provide psychological support, and create ergonomic work environments. Additionally, they should foster professional growth through continuous training, mentoring, and transparent recognition and reward systems. Organizational communication must be open and effective, ensuring transparency and active employee participation. The adoption of remote work policies and flexible schedules, along with investments in technology and collaboration tools, also helps maintain engagement. These strategies promote employee satisfaction, motivation, and organizational commitment among workers, particularly those from Generations Y and Z, so organizations must adapt to the evolving expectations of the workforce to prevent long-term negative effects, such as decreased productivity and higher turnover, compromising their competitiveness and sustainability. Full article

Work-related stress is a critical issue that demands prevention strategy and continuous monitoring due to its widespread influence on workers, businesses, and the global economy. The primary drivers of employees’ work-related stress are psychosocial risks, which arise when key work characteristics—such as job demands, autonomy, or role clarity—are mismanaged, leading to harmful consequences. Conversely, effectively managing these factors can promotes well-being and performance. Supervisors play a central role in this dynamic process of either mitigating or exacerbating psychosocial working conditions. As such, stress-preventive management competencies (SPMCs) are essential for promoting employee and organisational health. SPMCs refer to a set of supervisory behaviours—including planning, organising, setting objectives, and creating and monitoring systems—that contribute to a positive perception of the psychosocial work environment among employees. This entry, by approaching the existing literature on work stress models, psychosocial perspectives, and related management competencies frameworks, aims to provide a comprehensive overview of SPMCs, identifying key insights and proposing directions for future research. Full article