Search Results (221)

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

The mental and physical health of college students, especially in urban environments like Shanghai, is crucial given the high academic and urban stressors, which were intensified by the COVID-19 lockdown. Prior research has shown gender differences in health impacts during public health crises, with females often more vulnerable to mental health issues. Objective: This study aimed to comprehensively assess the physical and psychological health of Chinese college students post-lockdown, focusing on the relationship between stress, anxiety, depression, sleep patterns, and physical health, with a particular emphasis on gender differences. Methods: We conducted a cross-sectional study involving 116 students in Shanghai, utilizing psychological scales (HAMA, IPAQ, PSQI, SDS, FS 14, PSS, SF-36) and physical fitness tests (resting heart rate, blood pressure, hand grip, forced vital capacity, standing long jump, sit-and-reach, one-minute sit-up test and the one-minute squat test, single-leg stand test with eyes closed), to analyze health and behavior during the pandemic lockdown. All students have undergone the same life habits during the pandemic. Results: The HAMA scores indicated no significant levels of physical or mental anxiety. The PSS results (42.45 ± 8.93) reflected a high overall stress level. Furthermore, the PSQI scores (5.4 ± 2.91) suggested that the participants experienced mild insomnia. The IPAQ scores indicated higher levels of job-related activity (1261.49 ± 2144.58), transportation activity (1253.65 ± 987.57), walking intensity (1580.78 ± 1412.20), and moderate-intensity activity (1353.03 ± 1675.27) among college students following the lockdown. Hand grip strength (right) (p = 0.001), sit-and-reach test (p = 0.001), standing long jump (p = 0.001), and HAMA total score (p = 0.033) showed significant differences between males and females. Three principal components were identified in males: HAMA, FS14, and PSQI, explaining a total variance of 70.473%. Similarly, three principal components were extracted in females: HAMA, PSQI, and FS14, explaining a total variance of 69.100%. Conclusions: Our study underscores the complex interplay between physical activity (PA), mental health, and quality of life, emphasizing the need for gender-specific interventions. The persistent high stress, poor sleep quality, and reduced PA levels call for a reorganized teaching schedule to enhance student well-being without increasing academic pressure. Full article

Anxiety is a significant mental health concern in universities worldwide. This study examines the structure of anxiety symptoms and their relationship with contextual stressors among pre-service English teachers. The sample included 269 students enrolled in a Teaching English as a Foreign Language program at a public university in Manabí, Ecuador. Data were collected using the Zung Self-Rating Anxiety Scale and a custom-designed questionnaire identifying anxiety triggers. Results showed that while most students reported normal or mild anxiety levels, a considerable portion exhibited moderate to severe symptoms. Cluster analysis revealed three emotional profiles, with the high-anxiety group strongly associated with stressors such as economic hardship and job insecurity. Academic pressure and financial instability emerged as the strongest predictors of anxiety. These findings highlight the urgent need to develop and evaluate targeted psycho-educational strategies to prevent and reduce anxiety within teacher training programs in higher education. Full article

With the rapid expansion of higher education in China, university teachers are facing increasing workloads and mounting performance pressures, posing significant threats to their occupational health. Consequently, how to enhance job performance while safeguarding faculty well-being has become a critical issue for higher education administrators. This study aims to explore the role of health-promoting leadership (HPL) in addressing the dual challenge of enhancing university teachers’ job performance while maintaining their occupational health. Drawing on the Conservation of Resources (COR) theory, this study conceptualizes job burnout as both a core indicator of occupational health and a mediating variable, as well as proposing a dual-path model to examine the direct and indirect effects of HPL on teachers’ job performance. A survey of 556 university teachers in Jiangxi Province, China, was conducted; the data were analyzed using IBM SPSS Statistics version 22.0 and AMOS version 26.0 (IBM Corp., Armonk, NY, USA). The findings suggest that HPL is positively associated with job performance, both directly and indirectly through reduced burnout, supporting a dual-pathway mechanism consistent with COR theory. These results contribute to a better understanding of the potential role of HPL in balancing teacher well-being and performance in the context of Chinese higher education. This study also extends the cross-cultural application of COR theory and provides theoretical and practical insights into how HPL may help alleviate teacher burnout and support the development of health-promoting universities. Full article

This study provides a bibliometric analysis of life cycle assessments (LCAs) to explore the sustainability potential of mass timber buildings, focusing on glulam. The analysis highlights regional differences in carbon footprint performance within the ISO 14040 and EN 15978 frameworks. LCA results from representative countries across six continents show that wood buildings, compared to traditional materials, have a reduced carbon footprint. The geographical distribution of forest resources significantly influences the carbon footprint of glulam production. Europe and North America demonstrate optimal performance metrics (e.g., carbon sequestration), attributable to advanced technology and investment in long-term sustainable forest management. Our review research shows the lowest glulam carbon footprints (28–70% lower than traditional materials) due to clean energy and sustainable practices. In contrast, Asia and Africa exhibit systemic deficits, driven by resource scarcity, climatic stressors, and land-use pressures. South America and Oceania display transitional dynamics, with heterogeneous outcomes influenced by localized deforestation trends and conservation efficacy. Glulam buildings outperformed concrete and steel across 11–18 environmental categories, with carbon storage offsetting 30–47% of emissions and energy mixes cutting operational impacts by up to 67%. Circular strategies like recycling and prefabrication reduced end-of-life emissions by 12–29% and cut construction time and costs. Social benefits included job creation (e.g., 1 million in the EU) and improved well-being in wooden interiors. To further reduce carbon footprint disparities, this study emphasizes sustainable forest management, longer building lifespans, optimized energy mixes, shorter transport distances, advanced production technologies, and improved recycling systems. Additionally, the circular economy and social benefits of glulam buildings, such as reduced construction costs, value recovery, and job creation, are highlighted. In the future, prioritizing equitable partnerships and enhancing international exchanges of technical expertise will facilitate the adoption of sustainable practices in glulam buildings and advance decarbonization goals in the global building sector. Full article

Background: Workplace procrastination is associated with a wide range of negative organizational outcomes. Our objectives are to systematically review the factors of workplace procrastination and the instruments used to measure this construct. Methods: Following PRISMA guidelines, we searched for papers published between 2000 and 2023 through Google Scholar, Science Direct, and Taylor & Francis, using the search terms “workplace procrastination not academic” and “employee procrastination”. Results: After screening, 33 studies were retained for analysis and were also submitted to quality assessment. The factors were grouped into two main categories, i.e., employee-related and external. Several potential factors have been investigated only in a single study, while contradictory findings have been reported regarding the effect of others, especially in culturally diverse samples. Procrastination was measured using ten different instruments, with variations in their conceptual underpinnings. Conclusions: Future advancements in understanding the factors of workplace procrastination would greatly benefit from studies on employee samples from different countries. Moreover, future research should select their workplace procrastination measures based on careful consideration of the specific facets that it aims to investigate. Our findings also suggest that addressing procrastination at work requires a comprehensive approach involving different interventions at both the organizational and individual level. Full article

Background/Objectives: Comparative analysis of work ability factors between German nurses without a migration background and Kosovar nurses working in Germany as nurses with a migration background. Methods: This is an observational cross-sectional study. We surveyed 814 nurses from hospitals in Kosovo and Germany using self-administered questionnaires. We used the Nurses Working Capability (WiN) Screening Manual to analyze work ability factors. Data analysis involved descriptive statistics, ANCOVA, and Bonferroni multiple comparison tests. Results: Of the 40 target factors, 17 showed significant differences. There were notable distinctions between German and Kosovar nurses in Germany. Concerning health and personal resources, Kosovar nurses in Germany reported poorer physical (M = 3.71) and social health (M = 3.83) but better mental health (M = 3.53) and fewer cognitive stress symptoms (M = 3.60) than German nurses (M = 3.97, M = 4.05, M = 3.40, and M = 4.00, respectively). As to the work-related factors, Kosovar nurses in Germany faced higher emotional demands (M = 3.33), felt greater time pressure (M = 3.43), and had a more negative view of the organizational structure (M = 2.09) but rated supervisor feedback more positively (M = 3.24) and faced fewer patient-related stressors (M = 2.16) relative to German nurses (M = 2.64, M = 2.64, M = 2.82, M = 2.76, and M = 3.09, respectively). Conclusions: Kosovar immigrant nurses in Germany face distinct challenges related to physical and social health, higher emotional demands, and time constraints; they also have a more negative view of organizational structure than native German nurses. The possible causes of these differences may be attributed to migration-related stress, cultural and environmental adaptations, varying job expectations, or organizational experiences. Full article

This article aims to develop the concept of green job engagement to open the relationship between sustainable leadership and green product development performance, with institutional pressure as a moderating variable. This article collects 186 research and development personnel and their supervisors from the research and development departments of technology manufacturing companies to conduct an empirical investigation into green product development performance. The analysis results confirm that, when the research department head adopts a higher level of sustainable leadership at the initial time point, it will lead to the development of green work engagement of these research and development personnel, which will, in turn, lead to their green product development performance. This relationship is positively influenced by institutional pressure. This article empirically examines the causal linkage between sustainable leadership, green job engagement, green product development performance, and institutional pressure. The result shows that sustainable leadership can promote green product development performance and provide research and development departments with practical strategies for conducting green product development performance. Full article

Objectives: With the advancement of modern society, people in cognitively demanding jobs are increasingly exposed to occupational stress. Prolonged and high-intensity cognitive activities are prone to inducing mental fatigue (MF), which adversely affects both psychological and physiological well-being, as well as task performance. Existing methods for inducing MF often demonstrate limited effectiveness due to insufficient cognitive load from overly simplistic tasks and the potential emotional disturbance caused by prolonged task duration. This study aims to explore a comprehensive cognitive task paradigm that integrates task complexity and time pressure, thereby developing a novel and effective method for inducing MF based on high mental workload (HMW) and the effects of time on task (ToT). Methods: Using convenience sampling, university students from a medical college were recruited as participants. The study was conducted in three steps. In the first step, we constructed a 1-back Stroop (BS) task paradigm by designing tasks with varying levels of complexity and incorporating time pressure through experimental manipulation. In the second step, the efficacy of the BS task paradigm was validated by comparing it with the traditional 2-back cognitive task in inducing HMW. In the third step, an MF induction protocol was established by combining the BS task paradigm with the ToT effect (i.e., a continuous 30 min task). Effectiveness was assessed using validated subjective measures (NASA Task Load Index [NASA-TLX] and Visual Analog Scale [VAS]) and objective behavioral metrics (reaction time and accuracy). Statistical analyses were performed using analysis of variance (ANOVA) and t-tests. Results: The BS task paradigm, which integrates complex cognitive abilities such as attention, working memory, inhibitory control, cognitive flexibility, and time pressure, demonstrated significantly higher NASA-TLX total scores, as well as elevated scores in mental demand, temporal demand, performance, and frustration scales, compared to the 2-back task. Additionally, the BS task paradigm resulted in longer reaction times and lower accuracy. As the BS task progressed, participants exhibited significant increases in mental fatigue (MF), mental effort (ME), mental stress (MS), and subjective feelings of fatigue, while the overall number of correct trials and accuracy showed a significant decline. Furthermore, reaction times in the psychomotor vigilance test (PVT) were significantly prolonged, and the number of lapses significantly increased between pre- and post-task assessments. Conclusions: The BS task paradigm based on complex cognitive abilities and time pressure could effectively induce an HMW state. Combined with the ToT effect, the BS paradigm demonstrated effective MF induction capabilities. This study provides a novel and reliable method for inducing HMW and MF, offering a valuable tool for future research in related fields. Full article

Taiwan’s high-tech industry is experiencing rapid labor restructuring driven by automation and technological advancement, resulting in increased job demands and workplace stress. In this context, identifying mechanisms that sustain employee performance has become a critical concern. Drawing on the concept of social capital and grounded in Conservation of Resources (COR) theory, this study investigates whether social capital indirectly enhances job performance through organizational citizenship behavior. In addition, psychological capital is introduced as a moderating variable to examine the boundary conditions of this mediation process. Data were collected from 327 employees working in Taiwan’s high-tech sector and analyzed using PROCESS Model 14. The results indicate that social capital positively influences job performance only through the mediating effect of organizational citizenship behavior. Moreover, this indirect effect is strengthened when individuals possess higher levels of psychological capital. Based on these findings, the study concludes by discussing theoretical contributions and practical implications for organizations operating in high-pressure, innovation-driven environments. Full article

The COVID-19 pandemic greatly impacted care aides in long-term care facilities (LTCFs), exacerbating existing challenges and introducing new stressors that profoundly affected their job satisfaction, mental health, and overall well-being. This study investigates these multifaceted effects by conducting a comprehensive literature review of 18 studies from 2020 to 2023 across multiple countries. The findings reveal that care aides, mostly older and female and often immigrants with limited formal education, faced increased workloads, emotional exhaustion, physical fatigue, anxiety, and heightened stress levels during the pandemic. These factors led to decreased job satisfaction, higher burnout rates, and further pressure on LTCFs. The review emphasizes the need for strong support systems and targeted interventions, including mental health resources, counseling, adequate personal protective equipment (PPE), effective workload management, professional development opportunities, fair compensation, and supportive work environments. Addressing these issues is crucial for maintaining a stable and effective LTC workforce, improving care outcomes for residents, and enhancing the healthcare system’s resilience against future challenges. Full article

In a highly competitive and high-pressure workplace environment, more and more employees may fall into negative work situations such as work disengagement. The actual effectiveness of avoidant job crafting as a proactive behavior of employees in coping with stress remains controversial, and the positive aspects of its impact are not explored. Based on conservation of resources theory, this study argues that avoidant job crafting mitigates employees’ self-control resource depletion, which in turn effectively helps employees to reduce work disengagement; the above process is moderated by career identity. To test the above hypotheses, this study collects 455 cross-sectional data from Internet companies in various regions of China and uses structural equation modeling to conduct an analysis. The results show the following: avoidant job crafting has a significant negative effect on work disengagement; self-control resource depletion partially mediates the effect of avoidant job crafting on work disengagement; and the negative relationship between avoidant job crafting and self-control resource depletion is stronger when employees’ career identity is higher and vice versa when it is weaker. The above results guide managers to help employees adjust avoidant job crafting correctly and escape negative work situations. Full article

In China’s rapidly digitizing IT industry, empowering leadership has become a crucial catalyst for workplace proactivity; however, the mechanisms linking leadership practices to individual proactive behaviors remain underexplored. This study addresses this gap by proposing a multi-level framework that integrates team processes and technological contexts. Based on the job demands–resources theory, the research examines the mechanisms of empowering leadership through parallel team-level pathways and the influence of digital infrastructure on these dynamics. Data were gathered in three phases from 510 employees across 74 teams in seven IT firms. Hierarchical analyses with SPSS 27.0, AMOS 28.0, and HLM 6.08 revealed three pathways: empowering leadership significantly enhances workplace proactivity, with team job crafting and psychological safety serving as sequential mediators. Moreover, access to knowledge via ICT moderates the relationship between team job crafting and workplace proactivity. This study theoretically contests sequential mediation assumptions by demonstrating parallel, non-overlapping mechanisms and redefines ICT’s role as a contextual enhancer in digital workplaces. Practically, it offers organizations a modular strategy: leaders can prioritize either job crafting systems or psychological safety climates to foster proactivity, depending on their team’s technological readiness. These insights offer practical recommendations for optimizing leadership practices in high-pressure IT environments, where digital tools and team dynamics influence employee initiative. Full article

Performance pressure is a pervasive organizational force with complex implications for employee behavior. Grounded in Conservation of Resources (COR) theory, this study examines how performance pressure influences unethical pro-organizational behavior (UPB) through the mediating role of job strain while also considering the moderating effect of perceived coworker support. Using survey data from 280 police officers, our findings demonstrate that performance pressure significantly increases UPB, with job strain serving as a key explanatory mechanism. Moreover, perceived coworker support significantly mitigates both the direct impact of performance pressure on job strain and its indirect effect on UPB. By identifying the psychological mechanisms and boundary conditions underlying UPB, this study contributes to the literature on ethical decision-making in high-pressure work environments. The findings also offer practical insights for organizations seeking to mitigate the unintended consequences of performance-driven management practices through the cultivation of a supportive work climate. Full article

Toolbox Talks are widely adopted and valued by supervisors and safety managers as a core component of occupational safety and health training, yet their effectiveness as an intervention has not been systematically evaluated in the peer-reviewed literature. Persistently high rates of occupational fatalities and injuries, particularly among high-risk industries, compounded by an increasingly diverse workforce, involving linguistic diversity, high turnover, and mobile job sites, highlight the urgent need for evidence-based approaches to safety training. This scoping review addresses this gap by examining the effectiveness of Toolbox Talks as an occupational safety intervention through three guiding questions focused on their reported impact, implementation challenges, and the best practices and delivery methods that enhance their effectiveness. The Adult Learning Theory served as the framework to assess evidence-based studies. Four bibliographic databases were used to search for studies published between 2000 and 2024. Data were charted based on effectiveness, measured as outcomes, and categorized as any combination of safety knowledge, attitudes, beliefs, behavior, or health outcomes. Unforeseen challenges and recommended best practices were gleaned from each study to provide additional insight. A total of fourteen (14) studies met our inclusion criteria, with the majority centered on construction workplaces (n = 10). Reported effectiveness outcome measures were positive across all studies, with notable improvements in workers’ safety knowledge. Training challenges encountered included worker disengagement, language diversity, and production pressures. Recommended best practices for increasing Toolbox Talk training effectiveness included conducting regularly scheduled training, engaging workers, training supervisors, and providing culturally appropriate and tailored materials. While Toolbox Talks demonstrate significant potential to enhance workplace safety, their effectiveness is hinged on the quality of content and delivery methods, particularly when aligned with adult learning principles that emphasize relevance, engagement, and experimental learning. Future research should explore how emerging technologies, such as e-learning platforms, combined with cultural inclusive approaches and long-term impact assessments, can optimize the design and implementation of Toolbox Talks across diverse occupational settings. Full article