Search Results (70)

Background: Schizophrenia affects patients’ organizational thinking, as well as their ability to identify problems. The main objective of this study was to explore healthcare consultants’ application of AI mind maps to educate patients with schizophrenia regarding their perceptions of family function, social support, quality of life, and loneliness, and to help these patients think more organizationally and understand problems more effectively. Methods: The study used a survey research design and purposive sampling method to recruit 66 participants with schizophrenia who attended the psychiatric outpatient clinic of a hospital in central Taiwan. They needed to be literate, able to respond to the topic, and over 18 years old (inclusive), and they attended individual and group health education using AI mind maps over a 3-month period during regular outpatient clinic visits. Results: The study results show that patients’ family function directly affects their quality of life (p < 0.05) and loneliness (p < 0.05), satisfaction with social support affects quality of life and loneliness directly (p < 0.05), and satisfaction with social support is a mediating factor between family function and quality of life (p < 0.05), as well as a mediating factor between family function and loneliness (p < 0.05). Conclusions: Therefore, this study confirms the need to provide holistic, integrated mental health social care support for patients with schizophrenia, showing that healthcare consultants can apply AI mind maps to empower patients with schizophrenia to think more effectively about how to mobilize their social supports. Full article

Background/Objectives: Job performance among critical care nurses is a pivotal determinant of patient safety. While individual psychosocial factors such as self-care and self-compassion have been separately linked to professional efficacy, limited research has examined their integrated contribution to job performance in high-stakes healthcare environments. Methods: A cross-sectional study was conducted in five public hospitals in Northern Greece. A convenience sample of 311 critical care nurses and nurse assistants completed validated self-report measures assessing self-care, self-compassion, mindfulness, physical activity, secondary traumatic stress, and job performance. The data were analyzed using non-parametric statistics and multivariate linear regression. Results: Higher levels of self-care (p = 0.003) and self-compassion (p = 0.042), and lower levels of secondary traumatic stress (p = 0.04), were significantly associated with better job performance. The final regression model explained 31% of the variance in performance scores (R² = 0.31). Mindfulness and physical activity were not significantly associated with job performance. Secondary traumatic stress emerged as the strongest negative predictor. Conclusions: Internal psychosocial resources, particularly self-care and self-compassion, significantly contribute to job performance among critical care nursing personnel. These findings underscore the relevance of embedding staff well-being strategies into organizational patient safety agendas. This multidimensional model provides a novel framework for developing targeted interventions in high-acuity healthcare settings. Full article

Teachers’ work engagement and burnout are crucial for both teachers and students. Traditional interventions have reduced burnout and increased engagement. However, with the rise in digital interventions and their advantages in scalability, cost-effectiveness, higher reach, and fidelity, we aimed to explore these aspects further. Thus, our research questions were: What are the core components of teachers’ digital and digitized interventions for work engagement and burnout? How are these interventions implemented, focusing on the mode of delivery, support systems, fidelity, and dosage? We examined the core components and implementation factors, including the mode of delivery, support systems, fidelity, and dosage of digital interventions for teachers’ work engagement and burnout. A systematic review of the literature was conducted using Cochrane guidelines and PRISMA reporting. Of 1761 studies, 15 were eligible, and six were included, but none examined work engagement as an outcome variable. Moreover, core components included mindfulness, stress management, emotional intelligence, social–emotional competencies, organizational skills, and technological competence, all targeting personal resource development. These findings align with Domitrovich et al.’s framework and JD-R theory, emphasizing support systems and personal resources. Using the Job-demands resources theory and Domitrovich et al.’s framework, we found that all six studies focused on burnout using the Maslach Burnout Inventory. Four reported significantly decreased emotional exhaustion, two increased personal accomplishment, and one decreased depersonalization. Two digital interventions showed no significant changes in the burnout dimension. The small sample size limits conclusions, but the results indicate a fundamental difference between digital and digitized interventions regarding design, and the necessary support systems. Our findings indicate that core components must target teachers’ personal and job resources and job demands. Moreover, fidelity, dosage, and duration measures are crucial, along with facilitated group discussions and technical assistance for successful outcomes on burnout. These findings are relevant for practitioners, researchers, and policymakers, extending beyond education. Future research directions and implications are discussed. Full article

Background: Work engagement is defined as a positive and fulfilling work-related state of mind, characterized by vigor, dedication, and absorption. High levels of engagement are associated with improved organizational functioning and a stronger sense of belonging among employees. Objective: This study, conducted in collaboration with a large metalworking company in central Italy, aimed to explore the relationship between work engagement and organizational cynicism among Maintenance Team Leaders. Specifically, the goals were to assess the levels of engagement and emotional involvement and to examine how these dimensions vary according to socio-demographic factors such as gender, age, educational background, and seniority. The ultimate aim was to support occupational physicians and workplace safety officers in identifying the best practices for preventing psychosocial risks, work-related stress, and burnout. Methods: A total of 99 Maintenance Leaders participated in the study. The Italian version of the Utrecht Work Engagement Scale (UWES) was used to assess the three core dimensions of engagement: vigor, dedication, and absorption. Additionally, the Cynicism scale development by Naus, Van Iterson, and Roe was administered. Results: While the sample size limits generalizability, the findings offer preliminary insight into engagement levels within this population. The results emphasize the need to expand the sample and to conduct comparative analyses across different teams within the company better understand engagement patterns and inform targeted interventions. Conclusions: Although work engagement has been extensively studied in the healthcare sector, especially during the COVID-19 pandemic, limited research has addressed its role in the industrial context, and even less within the metalworking sector. This study contributes to filling that gap by providing an initial profile of engagement among maintenance leaders and by highlighting the interplay between engagement, cynicism, and individual characteristics in a high-demand industrial environment. Full article

This study investigates how workplace stressors influence the intention to quit among male employees working in five-star hotels in Egypt, with a focus on the mediating role of psychological distress and the moderating role of psychological flexibility. A cross-sectional survey was conducted with 334 full-time male hospitality workers. Using partial least squares structural equation modeling (PLS-SEM), the study examined the relationships between workplace stressors, psychological distress, the intention to quit, and psychological flexibility. The results showed that higher levels of workplace stressors were significantly associated with increased psychological distress and a stronger intention to quit. Psychological distress partially explained (mediated) the link between stressors and quitting intentions. Moreover, psychological flexibility acted as a buffer (moderator), reducing the negative impact of workplace stress on distress and, in turn, on quitting intentions. These findings highlight the unique contribution of the study in applying the transactional model of stress and coping within a Middle Eastern hospitality context, focusing exclusively on male workers—an understudied group in the existing literature. To address these challenges, hospitality managers are encouraged to adopt evidence-based interventions such as mindfulness-based stress reduction (MBSR) and acceptance and commitment therapy (ACT) to strengthen employees’ psychological flexibility and reduce the turnover risk. The study offers valuable insights for researchers, organizational leaders, and HR practitioners aiming to improve employee well-being and retention in high-pressure service environments. Full article

This review examines the relationship between tennis participation and mental health, highlighting both the psychological benefits and challenges associated with the sport. Using a retrospective, citation-based methodology, peer-reviewed studies published in English, French, and Greek between 2000 and March 2025 were included. The findings indicate that tennis participation is associated with reductions in depressive and anxiety symptoms, improved self-confidence, and enhanced resilience. However, competitive tennis also presents significant psychological demands, including elevated stress levels and susceptibility to maladaptive coping behaviors. To address these complexities, this review introduces the Resilience Racket Model, a conceptual framework representing the integration of physical readiness, psychological resilience, and systemic support. The model uses the metaphor of a tennis racket: the handle reflects foundational physical skills; the strings represent resilience components; the frame denotes environmental and organizational support; and the sweet spot signifies the optimal balance between physical and mental readiness. The review also highlights the effectiveness of psychological interventions, such as cognitive-behavioral therapy and mindfulness, in supporting athlete well-being. These findings advocate for a holistic approach to athlete development, emphasizing parity between mental health and physical training, and call for further research into tailored, sport-specific mental health interventions in tennis. Full article

This paper provides guidance for organizations and individuals to combat the subtle yet impactful discrimination of microaggressions. Drawing from interdisciplinary sources, it integrates insights from organizational science and health psychology, with a focus on diversity, equity, and inclusion (DEI). Through a review of 69 sources, including empirical studies, government reports, and policy analyses, the paper identifies where microaggressions are likely to occur, why they matter to managers, and how they can be addressed in the workplace. Practical, evidence-based strategies are offered to help reshape perceptions, reduce discriminatory behaviors, and create more equitable opportunities, ultimately fostering greater satisfaction and enabling diverse workplaces to reach their full potential. The findings emphasize the importance of mindful management and actionable DEI practices that drive meaningful change in workplace culture. By providing tools to recognize and respond to microaggressions, this paper contributes to broader efforts to reduce inequities and enhance the work environment, ensuring employees can thrive, regardless of their subgroup identities. Full article

This study investigates the impact of Green Human Resource Management (GHRM) practices on employees’ pro-environmental behaviors (PEBs) across multiple sectors in China, including production and manufacturing, real estate, financial services, and IT industries. Data were collected from 492 participants through online and offline surveys conducted between June and August 2024, ensuring a comprehensive and representative sample. The findings reveal that GHRM significantly enhances employees’ PEBs, with green mindfulness and knowledge sharing as critical mediating mechanisms. These mediators amplify the effectiveness of GHRM by fostering deeper environmental awareness and encouraging the exchange of eco-friendly practices among employees. By integrating GHRM with knowledge management processes, the study highlights how organizations can strategically leverage HR practices to strengthen their environmental performance and foster a culture of sustainability. By emphasizing the pivotal roles of green knowledge sharing and environmental awareness, this research underscores their significance in bridging the gap between organizational practices and sustainability outcomes. The insights derived contribute to advancing theoretical understanding and practical applications of green knowledge management and sustainability, offering a robust framework for businesses seeking to align their operations with global environmental goals. Full article

Background/Objectives: The COVID-19 pandemic has highlighted the challenges faced by essential professionals, such as nurse managers and early childhood educators (ECEs), who grapple with heightened stress, burnout, and compassion fatigue. In response, the Compassion, Practice, Relationships, and Restoration (CPR²) program was designed as a virtual, structured wellness intervention to address these pressing concerns among caregiving professionals. Methods: A mixed-methods study was employed to evaluate the feasibility, acceptability, and preliminary outcomes of CPR², implemented across two cohorts: nurse managers in a pediatric hospital and early childhood educators (ECEs) serving equity-deserving communities. Participants completed electronic surveys at pre- and post-test assessing mindfulness, professional quality of life, healthy lifestyle behaviors, and perceived social cohesion. One month post-program, focus groups were conducted using a facilitation guide to evaluate program elements, including group structure, expectations, discussion themes, and sustainability. Results: Quantitative findings suggest that while nurse managers experienced significant reductions in compassion fatigue, along with improvements in mindfulness and perceived cohesion, ECEs exhibited stable levels of stress and burnout. Both cohorts reported enhanced sleep quality, emphasizing the program’s potential to foster critical aspects of wellbeing. Qualitative participant feedback highlighted the importance of organizational readiness, leadership engagement, and program flexibility for successful implementation. Conclusions: The study highlights the need for tailored, context-sensitive wellness interventions that recognize the unique challenges faced by different caregiving roles. It also emphasizes the potential for sustained impact when wellness initiatives are integrated into the organizational culture, further reinforcing the importance of ongoing commitment to workforce wellbeing in high-stress environments. Full article

Aircraft maintenance is a complex, multifaceted process that greatly benefits from IT systems designed to improve supervision, record keeping, and task management. This study focuses on the role of a dedicated mobile application, integrated into the broader IT Aircraft Maintenance Support System, which supports maintenance operations for the M-346 BIELIK training aircraft. Aircraft maintenance is a highly intricate and multifaceted process that significantly benefits from advanced IT systems designed to enhance supervision, streamline record keeping, and optimize task management. This study explores the pivotal role of a dedicated mobile application integrated into the broader IT Aircraft Maintenance Support System, specifically tailored to support the maintenance operations of the M-346 BIELIK training aircraft. By focusing on the analysis of Intelligent Transportation Systems (ITSs), the research highlights how the application contributes to maintenance reliability and operational efficiency, with sustainability considerations in mind. The ITS-based approach assesses maintenance scheduling, tracking, and resource optimization, thereby enhancing the reliability of aircraft operations while reducing unnecessary resource consumption. This alignment with sustainable practices not only improves reliability characteristics and exploitation rates but also positively impacts the efficiency and effectiveness of aviation training. By accurately estimating the time requirements of specific maintenance tasks during periodic inspections, the application aids in identifying and addressing organizational bottlenecks, ultimately supporting both operational sustainability and improved task reliability across maintenance activities. Full article

This study delves into the intricate interplay between mindfulness, the Mediterranean lifestyle, burnout, job satisfaction, and well-being among employees, offering compelling insights for workplace interventions. Through a cross-sectional survey comprising 407 employees in Greece, we unravel the profound associations among these variables, shedding light on novel pathways to mitigate burnout and enhance overall employee satisfaction and health. Our findings unveil not only the negative associations between mindfulness, the Mediterranean lifestyle, and burnout but also the pivotal role of mindfulness as a predicting factor of burnout. Moreover, our research underscores the significant impact of burnout on job satisfaction, emphasizing the need for organizational strategies to address employee well-being. Notably, our mediation analyses illuminate the potential benefits of mindfulness and the Mediterranean lifestyle on burnout, accentuating the importance of fostering a workplace culture that embraces holistic well-being practices. With practical implications for designing evidence-based workplace wellness programs, our study advocates for the integration of mindfulness techniques and the adoption of Mediterranean lifestyle principles to cultivate resilient, engaged employees, and foster thriving organizational cultures. By delving into these dynamic relationships, our research not only advances theoretical frameworks but also offers actionable strategies to navigate burnout and promote flourishing in the modern workplace. Full article

Background and objectives: In the era of personalized medicine, standard protocols regarding the management of acute ischemic stroke (AIS) focus on time targets alone without tailoring the protocol to the specific patient and hospital characteristics to increase IV thrombolysis rates and improve outcomes for these patients by considering organizational differences and patient-related factors that influence adherence to target times at the emergency department level. With this in mind, we evaluate the effect of achieving ED time targets from standard protocol and patient-related risk factors on the intravenous (IV) thrombolysis rate in patients with AIS in the therapeutic window. Materials and Methods: For our research, we enrolled people who arrived at the ED with signs of recent AIS with an onset of less than 4.5 h. Initially, 355 patients were included in the study, but through careful screening, only 258 were considered eligible to participate. Of the final group of 258 patients, only 46 received intravenous thrombolysis treatment. Results: In our study, when we are analyzing ED times in patients admitted with stroke symptoms in the therapeutic window, we found statistically significantly decreased ED times for patients that performed IV thrombolysis compared to patients not performing as follows: a median of 100 min in onset-to-ED door time (p < 0.001), a door-to-physician time (ED doctor) of 4 min (p = 0.009), door-to-blood-samples of 5 min (p = 0.026), a door-to-CT time of 15.5 min (p = 0.009), and door-to-CT results of 37 min (p < 0.001). In addition, patients who received intravenous thrombolysis were found to be significantly older (p < 0.001), with lower height and weight (p < 0.001 for both) and lower Glasgow Coma Scale (GCS) scores (9 ± 4.94 vs. 13.85 ± 2.41, p < 0.001). The logistic regression analysis indicated that the onset-to-ED time (p < 0.001) and the door-to-physician time (p = 0.014) for emergency medicine physicians are significant predictors of the likelihood of administering thrombolysis. By analyzing the impact of comorbidities, we observed that dyslipidemia, chronic arterial hypertension, and diabetes mellitus are significant predictive factors for performing IV thrombolysis (the presence of dyslipidemia and diabetes mellitus are predictive factors for performing IV thrombolysis, while the presence of arterial hypertension is not). Conclusions: The ED time targets that significantly influenced IV thrombolysis in our study were the onset-to-ED door time and the time it takes for the ED doctor to assess the AIS patient (door-to-physician time). The IV thrombolysis rate for these patients was 17.83%, lower than expected despite achieving most ED time targets, with the presence of chronic arterial hypertension as a significant predictive patient-related factor for not performing it. Even though our reported hospital’s thrombolysis rate is favorable compared to international reports, there is always room for improvement. Based on our study results, it is necessary that new protocols to customized standard protocols and ED time targets for increasing IV thrombolysis rate in patients with AIS in the therapeutic window, focusing more on patient-related factors and type of hospitals, granting personalized medicine its right. Based on our study results, it is necessary that new protocols customize standard protocols and ED time targets for increasing IV thrombolysis rate in patients with AIS in the therapeutic window, focusing more on patient-related factors and type of hospitals, granting personalized medicine its right. Full article

Background: Nurses working in palliative and end-of-life care settings face significant emotional challenges due to the demanding nature of their profession. This study aimed to explore the emotional resilience of these nurses, understanding the factors that contribute to their resilience, the impact on their professional well-being and performance, and strategies to enhance resilience. Methods: A qualitative study was conducted involving 15 registered nurses from various healthcare facilities in Riyadh, Saudi Arabia. Data were collected through semi-structured interviews, document analysis, and observational data. Thematic analysis was employed to identify recurring themes. Results: The study identified three key themes: Emotional Challenges and Resilience-Building, Support Systems and Resources for Resilience, and Professional Growth and Fulfillment as Resilience Factors. The findings revealed the emotional toll of patient suffering, highlighting resilience-building strategies, such as peer support, mindfulness, and reflective practices. Support systems, including workplace support, organizational resources, and mentorship, were identified as crucial for fostering resilience. Professional growth, a sense of purpose, and recognition emerged as factors contributing to resilience. Conclusions: This study underscores the importance of emotional resilience for nurses in palliative and end-of-life care settings. Healthcare organizations can enhance resilience by implementing resilience training, providing counseling services, fostering a supportive culture, and offering professional development opportunities. Addressing the emotional needs of nurses is vital for their well-being and the delivery of compassionate care. Full article

This article investigates the currently limited multidisciplinary research front in emerging areas of mindfulness practice, employee well-being, and engagement. This evidence-based study aims to explore multifaceted mechanisms on how an organizational mindfulness development may affect well-being and engagement at multiple levels. This study employed a qualitative case study research design using Nvivo 12 software for a data analysis. The job demand–resource (JD-R) model was adopted as a theoretical framework. In-depth interview data were collected from diverse multi-stakeholders, including management and employees, in a Thai manufacturing company. Our findings uncover that the organizational mindfulness program can improve employee’s psychological capital, emotional intelligence, and perceived resources, and alleviate perceived demands. The result implies the importance of the mindfulness practice since it can support well-being and engagement at multiple levels, specifically from individual work and a collective team of colleagues, and toward enhanced organizational performance. Our proposed emergent model also advances the JD-R theoretical framework, by adding mindfulness and emotional intelligence as essential components to enhance engagements at three levels (i.e., work, team, and organizational engagement). Overall, the result critically provides the theoretical development and insightful managerial implications for professional and organizational development. Full article

Over the past four decades, people around the globe have experienced unprecedented escalations in the frequency, intensity, magnitude, and location of anomalous hydrometeorological (hydromet) hazards attributed in large measure to the direct and indirect effects of global climate-change-related variability and extremes. The WMO, impelled by an unabated warming of the global climate system and its related extremely anomalous hydromet impacts, chose in March 2022 “Early Warning, Early Action” (EWEA) as the theme for its World Meteorology Day. The theme was praised in a press release by UN Secretary-General Antonio Guterres, who called for the development of a new EWEA initiative to ensure that “every person on Earth is protected by early warning systems within five years”. By mid-2022, several meetings and workshops had already been held by the WMO to forge the new initiative on its road to the UN Climate Conference of Parties (COP27) in November in Sharm El Sheikh, Egypt. COP27 provided a suitably prominent venue for launching the new USD 3.1 billion, 5-year EWEA initiative; there, Secretary-General Guterres formally tasked the WMO, in partnership with the UNDRR, to lead it. But COP27 proved to be interesting as well as illuminating in other, less publicized ways having to do with EWEA. There, what had been the working title of the new initiative was officially changed to EW4A, “Early Warning for All”. Despite the seemingly perfunctory nature of this change, the reality is that it will almost certainly have outsized impacts on the strengths, weaknesses, opportunities, and constraints (SWOC) met specifically in planning and implementing the new initiative’s “early action” strategies and tactics. It is particularly important to bear in mind that, as things now stand, various unanticipated challenges having to do with the lack of organizational experience and capacity with regard to “early action” are likely to arise with the WMO-led implementation of the new initiative. Considering the new EW4A acronym as if it was a commercial brand can, like this, be instructive in thinking about how the seemingly perfunctory name change—from EWEA to EW4A—will impact the initiative’s implementation of “early action”. Doing so can be instructive because, just as the logos of companies like Apple, Nike, or Starbucks eventually became the face of their respective products, so too have branded acronyms like NASA, IOC, WHO, and INTERPOL become the face of their governmental institutions’ or global initiatives’ respective commissions and commitments. It follows then that if “consumer” interest is to be taken seriously and is (hopefully) long-lasting, then the branding of a new product or initiative must be undertaken with great consideration before a final identifier—be it a logo, a catchphrase, or an acronym—is selected. The question in the case of the new WMO-led initiative, then, is the following: Was this issue seriously taken into consideration before EWEA was so abruptly replaced by EW4A at COP27 in Egypt in November 2022? This pointed question is especially meant to highlight how the continued use of the original EWEA acronym by way of developing regional EWEA centers under the “Early Warning for All” umbrella has the possibility of turning regional potential energy into kinetic energy which will be essential if the theoretical gains of future “early warning” (EW) forecasting science are to be effectively translated into “early action” (EA) strategies and tactics that actually, finally, protect people and property across the entirety of the earth from the impending severe impacts of our changing climate future. Thus does this paper raise valid concerns about the balance between support and funding for EW and EA. Full article