Search Results (132)

Despite decades of ongoing efforts to address gender equality, female physicians, particularly women of color, continue to face significant barriers in medicine, which are exacerbated by microaggressions. In this qualitative study, 133 female physicians recalled experiences with microaggressions and the impact of these experiences on their professional identities and career progression. Thematic analysis revealed four major themes: (1) disregard for professional status; (2) undermining contributions; (3) intersectionality; (4) impact on career mobility and professional confidence. Further, there was one emerging theme: leadership and culture. The results underscore the compounding effects of microaggressions for female physicians with intersecting identities. Highlighting the application of social identity theory, intersectionality, and organizational justice, this study provides a comprehensive view of the impact of microaggressions on female physicians, offering new perspectives on the intersectional nature of discrimination and its effects on professional identity and career satisfaction. Full article

This study explores how Human Resource Management (HRM) can help organizations to face the challenges of digital transformation, focusing on reducing digital inequalities and improving employee performance. As digital tools become more important in workplaces, many employees still experience digital exclusion, which affects not only their productivity but also their sense of fairness and inclusion, as well. To investigate these issues, quantitative research was conducted using a structured questionnaire distributed online to employees across EU-based companies. The data were analyzed through PLS-SEM, including IPMA and mediation analysis, to understand the relations between HRM practices, digital skills, and perceptions of organizational justice. The findings show that HRM strategies have a significant impact on bridging the digital divide, especially by promoting digital adaptability and supporting inclusive work environments. Inclusion was also found to mediate the relation between HRM and employee performance. This research offers practical suggestions, like using Key Performance Indicators (KPIs) to monitor digital participation and encouraging continuous learning. The study adds value by connecting digital empowerment with HRM policies in a way that supports both organizational efficiency and equality. Future research could focus on specific sectors or use longitudinal data to better capture how digital inclusion develops over time. Full article

This study examines the relationship between organizational commitment and administrative management within a public service institution operating in an emerging governance context. Grounded in the three-component model of organizational commitment (affective, continuance, and normative) and classical administrative theory (planning, organizing, directing, and controlling), the research investigates how internal psychological bonds among frontline personnel influence institutional performance. A quantitative, cross-sectional, non-experimental design was applied, surveying 30 operational police officers using validated Likert-scale instruments. The results reveal a strong and statistically significant positive correlation between organizational commitment and administrative management (Spearman’s ρ = 0.775, p < 0.01), with normative commitment displaying the highest effect size (ρ = 0.812). These findings underscore the critical role of ethical obligation, loyalty, and affective alignment in enhancing managerial coherence and institutional responsiveness. The study contributes to ongoing debates on public sector reform and strategic human capital management by emphasizing the need for emotionally engaged and ethically anchored personnel. It aligns with Sustainable Development Goals (SDGs) 16 (Peace, Justice, and Strong Institutions) and 8 (Decent Work and Economic Growth), promoting inclusive, accountable governance and resilient administrative practices in resource-constrained environments. Full article

Collegiate sports serve as a powerful platform for advancing youth development and social engagement, contributing not only to athletic growth but also to personal development, teamwork, and social justice among student-athletes. This study explores the relationships among procedural justice, coach trust, perceived organizational support (POS), and team commitment in collegiate athletes. A self-reported questionnaire administered to college athletes collected 285 usable responses. Structural equation modeling (SEM) was employed to test the hypothesized relationships. The findings reveal that higher perceptions of procedural justice are significantly associated with greater team commitment, increased coach trust, and higher POS. Additionally, coach trust positively influences both team commitment and POS. However, no significant relationship was found between POS and team commitment, indicating that POS alone may not be a direct predictor of athlete commitment without the presence of mediating factors. These findings highlight the pivotal role of procedural justice, coach trust, and POS in shaping team commitment among collegiate athletes, underscoring the importance of fair decision-making and relational trust in fostering youth development and reflecting the broader influence of behavioral and social dynamics in collegiate sport settings. Full article

This paper proposes the application of Yosso’s Community Cultural Wealth (CCW) framework, rooted in the critical race theory (CRT), as a transformative lens for sport-based youth development (SBYD) research. Moving beyond traditional deficit-based models, which often depict youth as problematic or at-risk, CCW emphasizes recognizing and building upon the cultural strengths and assets of marginalized youth. We begin by reviewing the development of theoretical applications within the youth development, positive youth development (PYD), and SBYD literature to highlight the criticisms against conventional deficit-focused approaches. CCW offers an asset-oriented lens by offering six forms of capital—aspirational, linguistic, familial, social, navigational, and resistant—that are typically overlooked in mainstream frameworks. We illustrate how these forms of capital can reposition SBYD programs as spaces for cultivating resilience, identity, and social justice while addressing systemic inequities. By incorporating CCW with participatory research methods and critical theories, such as intersectionality and CRT, researchers can broaden the theoretical and methodological scope of SBYD. This paper concludes by suggesting practical implications for program design, organizational advocacy, and policy development, advocating for culturally responsive, community-led initiatives that prioritize the active engagement and empowerment of marginalized youth. In sum, CCW provides the “why” for critical SBYD research and practice. Full article

The global mental health workforce is facing a severe crisis marked by burnout, secondary trauma, compassion fatigue, and workforce shortages, with disproportionate effects on marginalized communities. This paper introduces the Integrated Workforce Trauma and Resilience (IWTR) Model, a comprehensive framework to understand and address these interconnected challenges. This study employs a conceptual, documentary analysis approach to examine the challenges faced by mental health workers, particularly trauma, burnout, and workforce shortages. By synthesizing existing qualitative and quantitative studies, the research identifies recurring themes and provides recommendations for policy reform to improve workforce sustainability and equity. Using a thematic synthesis of 75 peer-reviewed articles, conceptual papers, and policy reports published between 2020 and 2025, alongside foundational theoretical works, the IWTR Model integrates five theoretical perspectives: trauma-informed care, Conservation of Resources Theory, Intersectionality Theory, the Job Demands–Resources Model, and Organizational Justice Theory. The analysis identifies three dimensions: the impact of trauma on mental health professionals, organizational and systemic factors influencing workforce retention, and strategies to build resilience through policy and education. The findings reveal how secondary trauma, burnout, and systemic inequities interact to undermine workforce stability and access to care. The IWTR Model emphasizes that individual-level interventions will be insufficient without addressing structural issues, such as workload inequities, lack of leadership diversity, and underfunding. This model offers a roadmap for systemic reforms to strengthen workforce resilience, improve retention, and advance global equity in mental health care systems. Full article

The psychological contract is a fundamental construct for understanding the relationships established between employee and employer. However, the current literature states that there is no validated instrument to measure this construct. The present research aims to validate the psychological contract questionnaire developed by the PSYCONES team, providing empirical evidence on its reliability and validity in the current labor context. A sample of 1764 workers in the Spanish labor market was used, and a cross-validation process was applied, in which exploratory factor analysis was performed and various models (CFA, ESEM, CFA bifactor and ESEM bifactor) were tested to evaluate the structure of the questionnaire. In addition, multigroup invariance analyses were performed to examine the stability of the model according to gender and job level. The results indicated that the four-factor ESEM model showed the best fit and representation of the following dimensions of the psychological contract: fulfillment of company promises, fulfillment of employee promises, psychological contract violation, and perception of justice and trust. Likewise, the scale showed significant relationships with job satisfaction and organizational commitment, reinforcing its concurrent validity. This study provides a psychometrically robust instrument to assess the psychological contract in the workplace, offering a basis for future research and practical applications in different organizational contexts. Full article

Addressing climate change and promoting social justice are crucial sustainable development goals. However, the quantitative assessment of how energy transition policies impact social justice remains a significant challenge. To address this gap, we develop a novel Energy Transition Social Justice Framework (ETSJF) that integrates four dimensions (energy supply, energy demand, procedural justice, and distributive justice) and three perspectives (individual, group-organizational, and society). The ETSJF index is constructed to measure the progress of social justice in China’s energy transition from 2010 to 2021. The index exhibits a robust growth trend, increasing from 269 in 2010 to 965 in 2021, with an average annual growth rate of 12.9%. The years 2014 and 2020–2021 mark turning points, coinciding with the implementation of transformative policy initiatives and China’s carbon neutrality pledge. Employing multi-source data analysis, we evaluate the impact of energy transition policies on social justice using the Energy Transition Policy Impact Intensity (ETPII). Our analysis reveals that energy transition policies significantly positively impact overall social justice (ETPII: 1.133), with variations across dimensions. Energy supply shows the most potent effects (ETPII: 1.203), while procedural justice exhibits the weakest impact (ETPII: 0.804). These findings offer policy implications for achieving a just and inclusive energy transition. The proposed ETSJF and ETPII enable the systematic monitoring of social justice progress and offer methodological tools for policymakers to optimize energy transition policies through data-driven decision-making. Full article

Environmental, Social, and Governance (ESG) frameworks have gained prominence in driving corporate sustainability and ethical leadership. Despite their significance, limited researches have explored their direct influence on social sustainability outcomes within organizations. The present research examines the impact of ESG factors and ethical leadership on employee well-being, diversity, community engagement, and training. It highlights their role in fostering sustainability, governance transparency, and workplace inclusivity while aligning with key SDGs. Structural equation modeling–partial least squares (SEM-PLS) with formative–reflective assessment examines ESG variables, ethical leadership, and organizational outcomes. The sample size of 871 respondents ensured statistical validity and reliability. The study analyzes ESG characteristics, ethical leadership, and organizational results using SEM-PLS 4 using a formative–reflective measuring approach. The sample size of 871 respondents ensured statistical validity and reliability. The study indicates that ethical leadership and good governance improve employee well-being, diversity, inclusiveness, and community engagement, supporting SDG 3 (Good Health and Well-Being) and SDG 8 (Decent Work and Economic Growth). These results highlight the critical role of ESG practices in fostering a responsible, inclusive, and sustainable organizational culture, further promoting SDG 16 (Peace, Justice, and Strong Institutions). This research contributes to the growing discourse on ESG-driven leadership and its role in fostering long-term organizational resilience and social responsibility. These insights contribute to advancing sustainable business strategies and reinforcing ESG-driven organizational resilience. Full article

Background/Objectives: A heart transplantation (HT) is the definitive treatment for heart failure. There is a difference in the success between national HT programs in developed countries and those in Central America, South America, and the Caribbean (LAC), and social determinants of health (SDHs) can directly influence this. The objectives of this study were to describe the survival since the beginning of the HT program of a national pediatric institute in Mexico City and to compare it with the results of a systematic review of LAC. Methods: A cohort study of a pediatric hospital (which performed 42% of the pediatric HTs in Mexico) was performed since the beginning of the HTs program in 2001. Clinical variables related to the transplants were identified, and the SDHs were divided into three categories: personal, family, and community. A systematic literature review was performed using keywords and a search in the medical indexes of LAC countries. The statistical analysis included descriptive statistics and a bivariate survival analysis. A risk calculation was estimated using the hazard ratio (HR) of the SDHs. Results: A total of 38 HTs were performed, the median age was 7 (4–16) years, and 22 (58%) were men. The leading cause was cardiomyopathy in 20 (53%) cases. The first-year survival rate was 76.3 per 100 HTs. The SDHs that increased the risk of death were suboptimal immunosuppression, the persistence of malnutrition, parental education, the distance from the center, the socioeconomic level, and the absence of transitional care. Conclusions: This cohort of pediatric patients with HTs resulted in the identification of risk variables of personal and community SDHs for mortality in the first and fifth years. Chronic rejection occurred in 50%, and the absence of transitional care to adulthood was the variable with the highest risk. The systematic review identified Mexico as the country with the second-highest frequency of HTs, and our cohort represented 42% of the total number of transplants in the country. Numerically, LAC has a lower frequency of transplants and survival in the first year compared to other developed countries, possibly due to a gap associated with organizational justice. Full article

Background/Objectives: Quiet quitting, defined as employees fulfilling only the minimal requirements of their roles without extra effort or engagement, poses unique challenges in high-stress environments like hospitals where commitment directly impacts patient care. This study investigates the phenomenon of “quiet quitting” within the healthcare sector, with a specific focus on hospital staff in Greece. Methods: A cross-sectional design was employed, surveying 186 healthcare professionals from the General Hospital of Argos using the Questionnaire for Conflicts in Healthcare Organizations and the Quiet Quitting Scale (QQS). Results: Descriptive and inferential statistical analyses revealed that 62% of participants exhibited characteristics of quiet quitting, with “lack of motivation” scoring highest (M = 2.80, SD = 0.987) among QQS subscales. Significant correlations were observed between perceived reward fairness and motivation levels (r = −0.194, p < 0.01) and between management awareness of contributions and both motivation (r = −0.313, p < 0.01) and initiative (r = −0.192, p < 0.01). Logistic regression identified perceptions of management awareness as a key predictor of quiet quitting (p < 0.05). Conclusions: The findings emphasize the critical role of equitable reward systems and managerial recognition in reducing disengagement. Strategies to enhance employee engagement and resolve workplace conflicts are essential for fostering a resilient healthcare workforce. Full article

The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed in light of the globally elevated rates of flexible work arrangements and mixed findings on their implementation. Full article

In today’s highly competitive and complex market environment, enhancing adaptability has become essential for the sustainable development of enterprises. Job crafting, an important strategy for strengthening a company’s core competitiveness, has garnered increasing attention in recent years. However, previous studies have often overlooked its antecedent variables and mechanisms. This study draws on social exchange theory and equity theory to examine how procedural justice influences the cross-level pathways of job crafting. Hierarchical linear modeling (HLM) was employed to analyze data from 76 companies and 1049 employees. The results demonstrate that procedural justice significantly and positively impacts employee job crafting. Additionally, organizational psychological ownership mediates the relationship between procedural justice and job crafting at a cross-level, while high-performance work systems positively moderate the link between organizational psychological ownership and job crafting. These findings reveal a novel pathway for enhancing employee job crafting and offer practical insights for corporate management. Companies should focus on fostering an environment characterized by procedural justice and which promotes organizational psychological ownership to encourage job-crafting behaviors. Moreover, attention should be given to the effectiveness of organizational psychological ownership and to the moderating role of high-performance work systems in this process. Full article

The leadership literature suggests that a servant leadership style can reduce negative employee outcomes, even in challenging work environments such as the educational sector, where teachers play a key role in social development. This research aimed to evaluate the effect of servant leadership on work happiness and organizational justice. An explanatory study was carried out including 210 men and women who declared that they perform teaching activities, aged between 21 and 68 years (M = 38.63, SD = 10.00). The data were collected using a self-report scale of servant leadership, work happiness and organizational justice, obtaining an adequate measurement model (α = between 0.902 and 0.959; CR = between 0.923 and 0.963; AVE = 0.604 and 0.631; VIF = between 1.880 and 2.727). The theoretical model was evaluated using the Partial Least-Squares PLS-SEM method. According to the results, the hypotheses were confirmed, demonstrating that there is a significant positive effect of servant leadership on work happiness (β = 0.69; p < 0.001) and organizational justice (β = 0.24; p < 0.001) and a positive effect of work happiness on organizational justice (β = 0.61; p < 0.001). This research provides valuable insight for educational leaders seeking to improve perceptions of happiness and justice in their organizations and promotes servant leadership to achieve this goal. Full article

This paper analyzes the impact of AI systems in the judicial domain, adopting an actor–network theory (ANT) framework and focusing on accountability issues emerging when such technologies are introduced. Considering three different types of AI applications used by judges, this paper explores how introducing non-accountable artifacts into justice systems influences the actor–network configuration and the distribution of accountability between humans and technology. The analysis discusses the actor–network reconfiguration emerging when speech-to-text, legal analytics, and predictive justice technologies are introduced in pre-existing settings and maps out the changes in agency and accountability between judges and AI applications. The EU legal framework and the EU AI Act provide the juridical framework against which the findings are assessed to check the fit of new technological systems with justice system requirements. The findings show the paradox that non-accountable AI can be used without endangering fundamental judicial values when judges can control the system’s outputs, evaluating its correspondence with the inputs. When this requirement is not met, the remedies provided by the EU AI Act fall short in costs or in organizational and technical complexity. The judge becomes the unique subject accountable for the use and outcome of a non-accountable system. This paper suggests that this occurs regardless of whether the technology is AI-based or not. The concrete risks emerging from these findings are that these technological innovations can lead to undue influence on judicial decision making and endanger the fair trial principle. Full article