Search Results (2,114)

The Blocking Job Shop Scheduling Problem (BJSSP) is a variant of the classical Job Shop Scheduling Problem in which a job completed on one machine cannot be transferred to the next machine until the latter becomes available, causing the current machine to remain blocked. Numerous real-world applications have been modeled as the BJSSP, which is classified as a strongly NP-hard problem. Previous studies indicate that several proposed approaches fail to guarantee the generation of feasible solutions during the search process, thereby requiring a solution reconstruction. In this study, we propose a Genetic Algorithm (GA) designed to operate strictly within the feasible solution space of the BJSSP, where the objective function is the minimization of the makespan. Experimental results show that no specific factor levels significantly influenced the solution quality obtained by the GA across all problem sets. On the other hand, incorporating an assignment operator into the solution representation enhanced the diversity of the population. The proposed GA yields solutions that outperform some of the best-known makespan values for the Lawrence benchmark problems. The runtime of the GA ranged from 20 s for instances with 10 jobs and five machines to 600 s for instances with 30 jobs and 10 machines. Full article

Aging may lead to a gradual decline in work ability, but other factors, such as worker motivation, also play a crucial role. This study, based on the Job Demands–Resources model, examined whether work engagement, an indicator of high motivation, is positively linked to work ability in older white-collar workers. We also explored the influence of job resources (control and social support) and demands (workload and techno-complexity) on work ability, mediated by work engagement. Structured interviews were conducted with 230 bank and finance workers aged over 50, and structural equation modeling was employed to investigate our hypotheses. Work engagement was positively associated with work ability. Control and social support improved work engagement and indirectly enhanced work ability. Among job demands, techno-complexity reduced work engagement but did not affect work ability. Workload weakened the positive effects of control on work engagement and work ability. Our findings suggest that promoting work engagement in older white-collar workers by increasing autonomy, fostering a supportive environment, and reducing overload and techno-complexity can help protect and enhance their work ability. Full article

This systematic review examines how emotional well-being in journalism has been de-fined, experienced, and supported between 2010 and 2025. It draws on 15 peer-reviewed empirical studies identified in Web of Science and Scopus and evaluated using PRISMA 2020 and the MMAT. The review addresses three main gaps in the field: unclear definitions, limited synthesis of risk and protective factors, and scarce assessment of support interventions. Across studies, emotional distress emerges from structural pressures, such as overwork, trauma exposure, online harassment, job precarity, and the erosion of collegial networks. These pressures, rather than inherent traits of journalistic work, shape vulnerability. Protective factors include social support, editorial autonomy, professional experience, purpose-driven motivation, and practices like mindfulness or digital disconnection. Yet their impact is often limited by weak organizational infrastructures. Vulnerability is higher among women, freelancers, and early career journalists, although intersectional analyses remain rare. Sectoral and organizational responses—peer networks, resilience programs, trauma-informed training, and emerging digital safety policies—show promise but remain fragmented. The review concludes that emotional well-being should be framed as an ethical and structural responsibility within journalism, and that sustainable progress requires systemic measures that foster psychological safety and professional dignity. Full article

Digital transformation poses significant challenges to employee well-being, particularly in public administration, where hierarchical structures, increasing digitalization pressures, and high mental health-related absenteeism underscore the need to understand individual and job demands and resources. This study explores these aspects from the perspectives of employees and supervisors in public administration. Between September 2023 and February 2024, semi-structured interviews were conducted with eight employees and eleven supervisors from public administration organizations in Northern Germany and analyzed using deductive–inductive qualitative content analysis based on the Job Demands-Resources model. Identified individual resources included technical affinity, error tolerance, and willingness to learn, while key job resources involved early and transparent communication, attentive leadership, technical support, and counseling services, with most job resources linked to leadership behavior and work organization. Reported job demands comprised insufficient participation, inadequate planning, and lengthy procedures, whereas personal demands included fears and concerns about upcoming changes and negative attitudes toward transformation. The variation in perceived demands and resources highlights the individuality of the employees’ experiences. The findings provide initial insights into factors influencing psychological well-being at work during digital transformation, emphasizing the importance of participatory communication, employee involvement, leadership awareness of stressors, and competence development. Future research should employ longitudinal and interventional designs to improve causal understanding and generalizability. Full article

Low back pain is common and negatively impacts quality of life and workplace productivity. However, few studies have focused on small- and medium-sized enterprises (SMEs) where risk factors are prevalent. This cross-sectional study examined the association and structural relationships between physical and social factors in low back pain among Japanese SME workers. We analyzed survey data collected between April 2021 and August 2022 from 762 SME workers aged 18–65 years in Shimane, Japan, to assess acute (less than 3 months) and chronic low back pain using a self-reported questionnaire. Workplace physical (physical load) and social (stress of interpersonal relations) factors were measured using a brief job stress-related questionnaire. Associations between workplace factors and acute and chronic low back pain were evaluated using multivariable, multinomial logistic regression. Among the 762 workers, 50.9% and 7.3% reported acute and chronic low back pain, respectively. The odds ratio (OR) for acute pain was 2.08 for ‘Very much so’ in those with a high physical load. Compared with those with low interpersonal stress, the OR for chronic pain was 2.20 for medium stress and 2.82 for high stress. Reducing physical workloads may mitigate acute low back pain, while lowering interpersonal stress at work may reduce chronic low back pain. Future studies should investigate whether improving workplace physical and social factors is longitudinally effective. Full article

Background/Objectives: Missed Nursing Care is a global concern that affects nurses’ well-being and patients’ safety. Despite global recognition of Missed Nursing Care, there is limited synthesized evidence that determines its characteristics in a Middle Eastern context. The purpose of the study is to synthesize the existing evidence about the prevalence of Missed Nursing Care among nurses in hospitals, the types of care missed, and reasons for Missed Nursing Care in the Middle East. Methods: A systematic literature review is conducted by using a comprehensive search in CINAHL, Scopus, and ScienceDirect databases for studies published between 2020 and 2025 and utilizing the MISSCARE Survey. Results: 25 studies met the inclusion criteria. The reported prevalence of Missed Nursing Care ranged between 1.06 and 2.9 out of five, indicating a low to moderate level. Frequent missed care activities included ambulation, hygiene, mouth care, and patient teaching. Contributing factors were staffing shortages, heavy workload, resource limitations, and communication issues. Missed Nursing Care critically affected patients’ outcomes, reduced job satisfaction, and caused moral distress and a higher intent to leave the profession. Conclusions: Missed Nursing Care remains a significant, complex challenge in the Middle East. Therefore, understanding this phenomenon in the region is needed. Collaborative efforts among policymakers, administrators, and nursing leaders are essential to implement targeted interventions, supportive policies, and ongoing research to minimize Missed Nursing Care across the Middle East. Full article

Within the context of sustainable educational workforce development, enhancing the retention intention of early childhood educators is essential for ensuring educational quality and long-term talent sustainability. This study surveyed 200 early childhood educators in Taiwan and developed a parallel mediation model to examine how workplace friendship influences retention intention through workplace well-being and job embeddedness. Confirmatory factor analysis and structural equation modeling were conducted using AMOS 24.0. The results indicate that workplace friendship does not exert a direct effect on retention intention; however, it significantly enhances workplace well-being and job embeddedness, which in turn fully mediate the relationship. In line with the JD-R framework, workplace well-being is conceptualized as a core psychological resource, while job embeddedness reflects a structural resource shaping employees’ attachment to their organization. These findings suggest that workplace friendship must be transformed into a psychological and structural resource in order to promote retention. By identifying workplace friendship as an initial social resource that fosters well-being and embeddedness, this study contributes to sustainable human resource management and supports the stable development of the early childhood education system. Full article

Effective communication skills are widely recognized as essential for entrepreneurial success, yet limited empirical research has explored their direct relationship with individual entrepreneurship perceptions, particularly among women entrepreneurs. This study addresses this gap by investigating how communication competencies correlate with entrepreneurial self-perception, while also examining whether these variables vary according to demographic and professional characteristics such as age, occupational field, business ownership, and job position. Employing a quantitative research design with a descriptive survey model, data were collected from 145 women entrepreneurs. Statistical analyses, including ANOVA, multiple regression analysis and correlation tests, were applied to explore differences and relationships among variables. Findings indicate that certain demographic factors, notably age and job position, significantly influence both communication skills and entrepreneurship perceptions. Furthermore, a strong positive correlation emerged between the communication skills and individual entrepreneurship perceptions of women entrepreneurs. In addition, the fact that the communication skills and entrepreneurship perceptions of branch managers were higher than those of other work statuses showed that the “manager position” served as an important node affecting both variables within the system. These results underscore the importance of enhancing communication capabilities as a strategic component in fostering entrepreneurial identity and potential among women in diverse professional contexts. Full article

Background: Turnover intention among healthcare workers represents a growing challenge for chronic care institutions, particularly in resource-constrained healthcare systems. Organizational and ethical factors have been increasingly recognized as relevant correlates of workforce retention. Methods: This exploratory cross-sectional study was conducted in a Romanian chronic care hospital between January 2023 and September 2024. A total of 62 healthcare workers were included using a census-based recruitment approach. Organizational climate, ethical work environment, job satisfaction, and turnover intention were assessed using adapted and composite self-report measures. Correlation, multivariate regression, and exploratory mediation analyses were performed. Results: Job satisfaction and ethical work environment were inversely associated with turnover intention in both correlation and multivariate analyses. Organizational climate did not retain an independent association with turnover intention after adjustment. Exploratory mediation analysis suggested that job satisfaction may partially account for the association between an ethical work environment and turnover intention. Higher turnover intention and less favorable organizational perceptions were observed among nursing and auxiliary healthcare staff compared to physicians. Conclusions: The findings suggest that organizational and ethical conditions, particularly those influencing job satisfaction, are relevant correlates of turnover intention in chronic care settings. Given the exploratory design and limited sample size, these results should be interpreted cautiously. Organizational strategies targeting ethical practices and everyday work satisfaction may represent feasible approaches to workforce retention in similar healthcare contexts. Full article

One of the challenges post-COVID-19 is reducing the negative impacts on quality of life, performance, and independence in activities of daily living. Assessing functional dependence in adults one year after acute infection can help to understand the long-term consequences, evaluate the impact on quality of life, plan rehabilitation and healthcare, identify the most vulnerable groups, measure the socioeconomic impact, and support public policies and clinical decisions. Objectives: The objectives of this study are as follows: (a) to assess the prevalence of functional dependence in Brazilian adults with COVID-19; (b) to analyze the association between the study variables; and (c) to determine the factors associated with functional dependence. Methods: This was an observational, cross-sectional study with 987 adults (18 to 59 years old) living in the State of Paraná (Brazil) hospitalized for COVID-19 between March and December 2020. Data were collected by telephone 12 months after the acute infection using an instrument to retrieve sociodemographic and health information, and a functional dependence scale to assess dependence before COVID-19 retrospectively (using participant recall information) and at the time of the interview. Data were analyzed using penalized logistic regression after imputing missing data. Data were analyzed using penalized logistic regression after imputing missing data. Results: Functional dependence after COVID-19 was 5.0% and was associated with low levels of education, not having a partner, living with someone, not owning a home, experiencing job changes, requiring care, obesity, smoking, multimorbidity, ICU admission in the acute phase, use of invasive ventilation, or having Long COVID. Individuals who required care or used invasive ventilation support were, respectively, 9.3 and 6.5 times more likely to develop dependence after COVID-19. Despite adjustment for multiple factors, the magnitude of the observed effects warrants cautious interpretation, as unmeasured or residual confounding effects may still be present. Sample recall bias due to collection after 12 months and the presence of the alpha variant without COVID-19 vaccination coverage may limit data generalization. Conclusions: The results highlight the need to emphasize the public health implications of identifying functional dependence. In this vein, it is necessary to implement preventive measures, identify and monitor more vulnerable groups, plan rehabilitation programs, and develop public health policies. Full article

Amid increasing job complexity and evolving career demands, understanding how employees can proactively sustain their employability has become a critical concern for organizations. Although prior research highlights the importance of job crafting for employability, the motivational mechanisms through which this relationship unfolds—and the contextual conditions under which it is strengthened or weakened—remain insufficiently understood. Drawing on self-determination theory and role theory, this study examines how job crafting influences sustainable employability through the mediating role of self-determination and the moderating role of role ambiguity. Using a two-wave, time-lagged survey design, data were collected from 989 employees across diverse industries in Türkiye. Job crafting and role ambiguity were measured at Time 1, while self-determination and sustainable employability were assessed one month later. The proposed relationships were tested using confirmatory factor analysis and conditional process analysis. The results show that job crafting is positively associated with both self-determination and sustainable employability. Self-determination partially mediates the relationship between job crafting and sustainable employability, indicating that proactive job redesign enhances employability by fostering autonomous motivation. Moreover, role ambiguity weakens the positive effects of job crafting on both self-determination and sustainable employability, highlighting the importance of role clarity as a boundary condition. This study advances the job crafting and sustainable employability literature by identifying self-determination as a key motivational mechanism and by demonstrating how role ambiguity constrains the benefits of proactive work behavior. By integrating self-determination theory with role theory, the findings offer nuanced insights into how employee agency and contextual clarity jointly support sustainable employability in dynamic work environments. Full article

This study investigates the determinants of turnover intention among real estate sales professionals in Lebanon and the United Arab Emirates (UAE), two markets that represent contrasting economic realities within the MENA region. Drawing on Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory, and March and Simon’s Push-Pull Model, this study adopts a multidimensional framework to assess the effects of compensation, job stress, career growth opportunities, and work–life balance on employee retention. A quantitative method was employed using a structured questionnaire administered to 832 respondents (425 in the UAE and 407 in Lebanon), and data were analyzed using Structural Equation Modeling. The results reveal that job stress is the most influential predictor of turnover intention, particularly in Lebanon, followed by work–life balance, compensation, and career growth opportunities. These findings underscore the importance of psychological well-being and structural incentives in talent retention. By offering empirical evidence from an underexplored regional labor market, the study contributes to the global turnover discourse and provides comparative insights into the labor dynamics of both a crisis-prone and a high-growth economy. The results carry significant practical implications for HR managers, firm owners, and policymakers, highlighting the necessity of adopting holistic and context-sensitive retention strategies that extend beyond financial rewards to include flexible work arrangements, career development frameworks, and supportive workplace cultures. Full article

Background: In a context of profound transformation within Public Administration, the growing generational diversity of the workforce poses critical challenges to organisational well-being. While ageism is a known risk, the intersectionality of age and gender—manifesting as gendered ageism—remains an under-explored area that can significantly undermine job satisfaction and employee health. Objective: This study aimed to explore the subjective work experience of public sector employees, specifically focusing on intergenerational relations and the impact of gendered ageism. Methods: A qualitative study was conducted involving 30 employees of the Italian Public Administration, recruited via purposive sampling. Data were collected through semi-structured interviews lasting approximately 38 min and analysed using a thematic analysis of elementary contexts via T-Lab software. Results: The analysis revealed four distinct thematic clusters positioned along two main factor axes (Individual/Organisation and Difficulties/Potential). The results show a dichotomy: while positive relationships with colleagues (Cluster 1) and the drive for change (Cluster 4) act as potential resources, the experience is marred by significant difficulties. These include organisational imbalances (Cluster 3) and, crucially, specific experiences of gendered ageism (Cluster 2), manifesting as stereotypes, pressure on women’s physical appearance, and exclusionary dynamics. Conclusions: The findings highlight that gendered ageism is a distinct stressor impacting workforce sustainability. Combating intersectional discrimination represents a strategic priority to safeguard well-being, retain skills, and build a healthy, resilient, and productive working environment. Full article

The construction industry relies on the Internet of Things (IoT) and wearable technologies to enhance workplace safety. This research investigates the use of IoT and wearable technology among Saudi Arabian construction sector employees, analyzing their implementation difficulties and the factors contributing to successful implementation. A structured questionnaire was distributed to 567 construction professionals across different roles and projects. Frequency analysis was used to study adoption patterns, chi-square tests to study demographic factors, and principal component analysis for exploratory factor analysis to discover hidden adoption factors. The findings show that smart safety vests and helmets receive the highest level of recognition. On the other hand, advanced monitoring systems, including fatigue and environmental sensors, are not used enough. Group differences in device adoption were investigated in terms of years of experience, academic qualification, job role, and project budget. The findings from factor analysis show that three main factors determine adoption rates, which include (1) safety and operational effectiveness, (2) worker acceptance and support structures, and (3) technical and adoption barriers. A data-driven system is created to help policymakers and industry leaders accelerate construction safety digitalization efforts. Full article

Emotional dysregulation (ED) reflects a heightened reactivity to stimuli, characterized by excessive negative affect and impulsive behaviors. This study aimed to evaluate ED in workers seeking care for occupational stress and to examine its associations with sociodemographic characteristics, occupational stress, and the severity of anxiety and depressive symptoms. Eighty-seven workers referred for work-related stress were assessed using the Psychological Stress Measure (PSM) and the Job Content Questionnaire (JCQ) for stress, the Beck Depression Inventory-II (BDI-II) and the Self-Rating Anxiety Scale (SAS) for psychopathology, and the RIPoSt-40 for ED. Group comparisons and correlation analyses were conducted using parametric or non-parametric tests, as appropriate. Forty-six percent of participants met criteria for Adjustment Disorders and 54% for Major Depressive Disorder. No significant differences between diagnostic groups emerged for ED or symptom severity. Women reported higher perceived stress and anxiety than men. Negative ED domains—affective instability, negative emotionality, and emotional impulsivity—showed moderate-to-strong positive correlations with stress, anxiety, and depressive symptoms. Affective instability was also related to job stress dimensions, correlating negatively with decision latitude and positively with job demands. Negative emotional dysregulation appears to be a transdiagnostic vulnerability factor for stress-related psychopathology. Screening for ED may support early detection and targeted preventive interventions in occupational settings. Full article