Search Results (478)

Flexible work arrangements have the potential to enhance work–life balance and contribute to more sustainable work environments. However, they may also increase fatigue and lead to greater work–life conflict (WLC). This study offers a novel contribution by examining the relationship between flexible work arrangements—focusing in particular on the cognitive demands of flexible work (CDFW), which encompass the task structuring, scheduling of working times, planning of working place, and coordination with others—and WLC. Specifically, the study investigates the mediating role of workload in this relationship. Furthermore, it also explores whether perceived organizational support (POS) moderates the indirect relationships between CDFW and WLC, within the framework of the Job Demands-Resources (JD-R) model. Data were collected from a sample of 419 employees in the Italian public sector. The study also controls for potential confounding variables, such as age, gender, duration of employment in public administration, and weekly working hours, to account for their influence on work–life balance and workload. The results highlight a significant positive relationship between planning of the working place and WLC. Additionally, workload plays a mediating role between CDFW subdimensions and WLC. However, POS does not moderate the mediated relationship between CDFW and WLC. Full article

In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and resource-scarce contexts remains underexplored. This study addresses this critical gap by investigating the impact of five core EI dimensions, namely self-awareness, self-regulation, motivation, empathy, and social skills, on employee performance amid Lebanon’s ongoing multidimensional crisis. Drawing on Goleman’s EI framework and the Job Demands–Resources theory, the research employs a quantitative, cross-sectional design with data collected from 398 employees across sectors in Lebanon. Structural Equation Modeling revealed that all EI dimensions significantly and positively influenced employee performance, with self-regulation (β = 0.485) and empathy (β = 0.361) emerging as the most potent predictors. These findings underscore the value of emotionally intelligent leadership in fostering productivity, resilience, and team cohesion during organizational instability. This study contributes to the literature by contextualizing EI in an under-researched, crisis-affected setting, offering nuanced insights into which emotional competencies are most impactful during prolonged uncertainty. Practically, it positions EI as a strategic leadership asset for crisis management and sustainable human resource development in fragile economies. The results inform leadership training, policy design, and organizational strategies that aim to enhance employee performance through emotionally intelligent practices. Full article

Digital hoarding (DH) is an emerging behavior with potential implications for psychological well-being and daily functioning. While traditionally associated with physical hoarding disorder, DH presents unique challenges in digital environments, particularly among university students increasingly immersed in technology. This study examines the relationship between DH and academic performance, proposing a theoretical model in which academic engagement and academic burnout act as mediating mechanisms. Drawing on the Job Demands–Resources Theory, we provide evidence that DH contributes to a health impairment process that negatively affects student outcomes. Our findings reveal DH as a novel predictor of academic burnout, highlighting its detrimental impact on academic performance. These results carry significant theoretical and practical implications, offering new insights into the role of technology-related anxiety disorders in educational settings. From a practical perspective, our study underscores the need for higher education institutions to implement targeted interventions focused on emotional regulation and learning strategies to mitigate the negative effects of DH. Despite limitations related to sample specificity and cross-sectional data, this research opens avenues for future longitudinal studies and interventions aimed at addressing DH in both academic and professional contexts. By linking digital behaviors to mental health and performance, this work aligns with public health interests in understanding technology’s impact on youth well-being. 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

Modern manufacturing demands real-time, scalable coordination that legacy manufacturing management systems cannot provide. Digital transformation encompasses the entire manufacturing infrastructure, which can be represented by digital twins for facilitating efficient monitoring, prediction, and optimization of factory operations. A Federated Digital Twin (FDT) emerges by combining heterogeneous digital twins, enabling real-time collaboration, data sharing, and collective decision-making. However, deploying FDTs introduces new concurrency control challenges, such as priority inversion and synchronization failures, which can potentially cause process delays, missed deadlines, and reduced customer satisfaction. Traditional concurrency control approaches in the computing domain, due to their reliance on static priority assignments and centralized control, are inadequate for managing dynamic, real-time conflicts effectively in real production lines. To address these challenges, this study proposes a novel concurrency control framework combining Deep Reinforcement Learning with the Priority Ceiling Protocol. Using SimPy-based discrete-event simulations, which accurately model the asynchronous nature of FDT interactions, the proposed approach adaptively optimizes resource allocation and effectively mitigates priority inversion. The results demonstrate that against the rule-based PCP controller, our hybrid DRLCC enhances completion time maximum of 24.27% to a minimum of 1.51%, urgent-job delay maximum of 6.65% and a minimum of 2.18%, while preserving lower-priority inversions. Full article

Air traffic controllers (ATCOs) make a significant contribution to ensuring flight safety, making this profession a highly stressful job globally. Job demands–resources (JDR) theory proposes a health impairment process stemming from job demand (complexity) to mental workload, which causes job stress, resulting in compromised flight safety. This vicious cycle is evident among ATCOs and is recognized as an unsustainable management practice. To curb this process, we propose intra-functional flexibility as a conditional factor. Intra-functional flexibility refers to the flexibility in the reallocation and coordination of resources among team members to help in urgent times. This is a relatively new concept and is yet to be empirically tested in the ATCO context. ATCOs work in a dynamic environment filled with sudden surges of urgent jobs to be handled within short time limits. Intra-functional flexibility allows standby crews to be called to ease these tensions when needed. To ascertain the role of intra-functional flexibility in mitigating health impairment among ATCOs, a questionnaire was administered to 324 ATCOs distributed across Saudi Arabia. Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis exhibited two critical findings: First, the study revealed the prevalence of a vicious cycle of health impairment among Saudi ATCOs, whereby job complexity leads to increased mental workload, resulting in elevated levels of job stress. Secondly, the presence of intra-functional flexibility weakened this vicious cycle by mitigating the influence exerted by mental workload on job stress. That is, the mediation-moderated model proposed in this study provides empirical evidence supporting the applicability of intra-functional flexibility in mitigating the dire suffering of ATCOs. This study discusses limitations and future research directions in the end. Full article

This study investigates the creators, effects, and inhibitors of technostress among STEM teachers, addressing a critical yet underexplored issue in the digitalization of education. Grounded in the technostress model and the job demands–resources (JD-R) model, the study examines the relationships among technostress creators, burnout, organizational effects (job satisfaction, organizational commitment, and work performance), and technostress inhibitors. A cross-sectional survey was conducted with 378 STEM teachers from Zhejiang Province, China. Structural equation modeling (SEM) was employed to test the hypothesized paths. The results revealed that technostress creators significantly increased teacher burnout and negatively affected organizational commitment and work performance. Burnout mediated the impact of technostress creators on job satisfaction and organizational commitment. Technostress inhibitors were found to alleviate burnout, mitigate technostress creators, and enhance STEM teachers’ commitment. These findings validate the applicability of the technostress model in the context of K–12 STEM education in China and highlight the importance of organizational mechanisms for supporting teacher well-being and performance. The study contributes to both theory and practice by proposing an integrative model of technostress and offering actionable recommendations for school leadership to effectively manage technostress. Full article

Against the backdrop of the energy revolution, global energy demands are rising. Solar–wind hybrid energy storage plants (SWHESPs) are undoubtedly a research hotspot in this field for enhancing energy efficiency. However, the primary challenge in constructing SWHESPs is site selection. This paper aims to comprehensively investigate the site selection process for SWHESPs and determine the optimal site scientifically and objectively by considering various aspects, including technology, society, environment, and economy. This study employs a literature review and the Delphi method to establish the site selection index system of SWHESPs. The triangular fuzzy number (TFN) is used in relative similarity as an objective weight, while the Decision-Making Test and Evaluation Laboratory (DEMATEL) is used as a subjective weight. The comprehensive weights are computed using the Lagrange optimization method. Additionally, the options are ranked and evaluated using Geographic Information System (GIS) and the VlseKriterijumska Optimizacija I Kompromisno Resenje (VIKOR) methods based on prospect theory. The study also performs comparative and sensitivity analyses to confirm the effectiveness of the proposed methods. Proper siting can optimize the efficiency of resource use, which not only helps achieve more efficient use of clean energy but also promotes local economic development and job creation. 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

Amid structural changes driven by the greening and digital transformation of the maritime industry, the demand for career transitions of seafarers with onboard experience to shore-based positions—particularly ship superintendents—is steadily increasing. However, the current lack of a systematic education and career development framework to support such transitions poses a critical challenge for shipping companies seeking to secure sustainable human resources. The aim of this study was to develop a competency-based training program that facilitates the effective transition of seafarers to shore-based ship superintendent roles. We integrated a developing a curriculum (DACUM) analysis with competency-based job analysis to achieve this aim. The core competencies required for ship superintendent duties were identified through three expert consultations. In addition, social network analysis (SNA) was used to quantitatively assess the structure and priority of the training content. The analysis revealed that convergent competencies, such as digital technology literacy, responsiveness to environmental regulations, multicultural organizational management, and interpretation of global maritime regulations, are essential for a successful career shift. Based on these findings, a modular training curriculum comprising both common foundational courses and specialized advanced modules tailored to job categories was designed. The proposed curriculum integrated theoretical instruction, practical training, and reflective learning to enhance both applied understanding and onsite implementation capabilities. Furthermore, the concept of a Seafarer Success Support Platform was proposed to support a lifecycle-based career development pathway that enables rotational mobility between sea and shore positions. This digital learning platform was designed to offer personalized success pathways aligned with the career stages and competency needs of maritime personnel. Its cyclical structure, comprising career transition, competency development, field application, and performance evaluation, enables seamless career integration between shipboard- and shore-based roles. Therefore, the platform has the potential to evolve into a practical educational model that integrates training, career development, and policies. This study contributes to maritime human resource development by integrating the DACUM method with a competency-based framework and applying social network analysis (SNA) to quantitatively prioritize training content. It further proposes the Seafarer Success Support Platform as an innovative model to support structured career transitions from shipboard roles to shore-based supervisory positions. 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

This study examines how employees perceive technology-based demands during the digital transformation process and how these perceptions affect job performance. The research utilized data obtained from 388 experts in the accounting and financial reporting profession, a knowledge-intensive field that heavily employs new technologies (e.g., ERP systems, digital audit tools). The data collected through a convenience sampling method was analyzed using SPSS 27 and SmartPLS 4 software. The findings reveal that the direct effect of technostress on job performance is not significant; however, this stress indirectly contributes to performance through techno-eustress. In this study, techno-eustress refers to the cognitive appraisal of technology-related demands as development-enhancing challenges rather than threats. This concept is theoretically grounded in the broader eustress framework, which views stressors as potentially motivating and growth-promoting when positively interpreted. The model is based on Cognitive Evaluation Theory, the Job Demands–Resources Model, and Self-Determination Theory. This study demonstrates that digital transformation can promote not only operational improvements but also organizational resilience by enhancing employees’ psychological resources and adaptive capacities. By highlighting the mediating role of techno-eustress, this research offers a nuanced perspective on how human-centered cognitive mechanisms can strategically support performance and sustainability in the face of technological disruption—an increasingly relevant area for organizations striving to thrive amid uncertainty. 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

Digital competences (DC) are vital for improving employability, especially in tourism, where adapting to technology and communicating effectively are key. Proficiency in digital tools and a second language (SL) significantly enhances organizational performance and competitiveness, supporting sustainable development and innovation in dynamic business environments. This study explores the causal link between digital competences and employability dimensions, including second-language skills, in SMEs within the tourism sector in Quindío and Valle del Cauca, Colombia. Using a quantitative approach, data from 114 employees were collected through a semi-structured survey and analyzed via partial least squares structural equation modelling (PLS-SEM) to determine significant relationships. The results reveal that digital competences significantly enhance technological management, occupational experience (OE), anticipation and optimization (AO), and personal flexibility (PF). These skills contribute to sustainable tourism by promoting adaptability, innovation, and inclusive employability. Additionally, second-language proficiency demonstrates strong explanatory power in communication-related aspects. The findings highlight the need for tourism enterprises to prioritize digital upskilling, integrate research and innovation into job functions, strengthen adaptability to organizational changes, and view second-language development as a strategic resource. This study offers valuable insights for designing targeted training strategies aligned with the sector’s dynamic demands and advances the broader discourse on digital literacy in workforce development. Full article