Search Results (2,518)

Objectives: This study aimed to identify the factors influencing person-centered care (PCC) among nurses working at long-term care hospitals for patients with dementia and to propose strategies for strengthening their capacity to provide PCC. Methods: Guided by the ecological model, this descriptive study examined the effects of personal factors (self-compassion and the burden of behavioral and psychological symptoms of dementia [BPSD]), interpersonal factors (communication behavior), and organizational factors (nursing work environment) on PCC. Participants were 152 nurses who had worked for more than two months at four long-term care hospitals in Seoul and Gyeonggi Province, South Korea. Data were collected between 8 January and 4 February 2024, and analyzed using SPSS version 23.0. Results: Hierarchical multiple regression analysis showed that the strongest predictors of PCC were the nursing work environment (β = 0.36, p < 0.001), having received dementia-related education twice (β = 0.26, p = 0.008), self-compassion (β = 0.23, p = 0.017), having received dementia-related education three or more times (β = 0.22, p = 0.036), and communication behavior (β = 0.20, p = 0.026). The final model (Model 3) explained 41.5% of the variance in PCC (adjusted R² = 0.415, F = 5.70, p < 0.001). Conclusions: To strengthen PCC among nurses in long-term care hospitals, comprehensive efforts to improve the nursing work environment are essential. Institutional support should particularly focus on securing sufficient nursing staff and ensuring adequate material resources. In addition, continuous dementia-related education and training programs that foster self-compassion and communication skills among nurses are recommended. Full article

Women in mining face unique health and safety challenges due to anatomical and physiological differences, making the assessment and management of ergonomic risks in underground coal mines critical. This study examines the ergonomic experiences of female mineworkers through six focus-group discussions, each comprising eight participants, using a qualitative research design involving women actively engaged in core mining activities at three South African mines. Findings reveal that mining equipment and work environments often fail to accommodate the physiological needs of female workers, exposing them to a range of ergonomic hazards. Beyond physical risks, the study highlights organizational and systemic shortcomings, including inadequate implementation of existing policies and regulations. Poor hygiene in toilet facilities was also reported, with three out of eight participants taking medication for urinary tract infections, underscoring gaps in occupational health provision. The findings emphasize the urgent need for mine-specific ergonomic programs developed through participatory approaches, as part of a broader strategy to prevent musculoskeletal injuries and improve working conditions for female mineworkers. The establishment of the Women in Mining Forum further indicates that the industry is not yet fully prepared to support women in underground mining, highlighting the need for targeted interventions to create a safer, more inclusive work environment. Full article

This study examines how the education sector in one Canadian province has navigated post-pandemic recovery between 2023 and 2025, drawing on cross-sectional survey data from a convenience sample of sector employees in the 2023–2024 (n = 1411) and 2024–2025 (n = 742) school years. The findings revealed selective improvement over time, including increased organizational commitment among teachers and other education workforce members, alongside reduced perceptions of students’ academic, social, and behavioural needs. Teachers indicated no corresponding increases in their perceived frequency of meeting students’ needs, whereas other educator sector employees indicated improvement in this area. In contrast, no year-over-year differences were found in the education workforce members’ and teachers’ stress, coping, well-being or connectedness, and job search behaviours remained high, ranging from 14 to 43%. Guided by the Job Demands–Resources (JD-R) model, these findings suggest that post-pandemic recovery reflects the establishment of a new and complex baseline. The coexistence of improved commitment with persistent job strain signals a paradox of stability amid depletion. Qualitative responses reinforced this interpretation, revealing how educators adapt to ongoing organizational resource constraints and shifting student needs. Together, the findings extend JD-R-informed understandings of post-crisis workforce adaptation and identify implications for leadership and policy aimed at supporting organizational health and workforce sustainability. Full article

Background/Objectives: Employee engagement is fundamental for the quality and sustainability of the Slovak healthcare sector. While the concept is critical, its operational challenges lie in the differentiated perception of its drivers across the highly heterogeneous workforce. This study aimed to empirically identify and structure the key antecedent factors of engagement and examine their perception based on structural and sociodemographic characteristics among healthcare workers in Slovakia. Methods: This research employed a quantitative, cross-sectional design, utilizing a self-administered questionnaire distributed widely among healthcare providers throughout Slovakia. To achieve the study’s objectives, several advanced mathematical and statistical methods were applied: the Kaiser-Meyer-Olkin (KMO) Measure and Bartlett’s Test for sample adequacy, Principal Component Analysis (PCA) for empirical factor structuring and Analysis of Variance (ANOVA). Results: Three common antecedent factors for healthcare workers’ engagement and well-being were identified: Factor 1—Organizational Commitment and Identity; Factor 2—Meaningful Involvement and Job Satisfaction; and Factor 3—Organizational Citizenship and Retention Intent. Factor 1 was evaluated positively in public (state-owned) and mixed organizations but negatively in private healthcare providers, confirming a statistically significant difference. Factor 2 also exhibited significant differences based on work position: it was negatively rated by management, physicians, and nurses, but positively by other staff categories. Conclusions: The contribution of this study lies in the empirical confirmation that a universal managerial approach to increasing employee engagement in Slovak healthcare is ineffective. A differentiated managerial approach based on organizational type and work position directly supports the transition from blanket, expensive, and ineffective HR policies to strategic and targeted engagement management, which is essential for the long-term sustainability and improvement of care quality in Slovak healthcare. Full article

In the era of sustainable digital transformation, organizations increasingly rely on artificial intelligence (AI) to enhance efficiency, innovation, and long-term competitiveness. However, employees’ psychological barriers, including technostress and innovation resistance, continue to constrain successful and sustainable AI adoption. Grounded in Social Exchange Theory (SET), Conservation of Resources Theory (COR), Diffusion of Innovation Theory (DOI), and the Technology Acceptance Model (TAM), this study develops an integrated model linking perceived organizational support (POS)—comprising emotional, informational, and instrumental dimensions—to employees’ sustainable AI adoption through the dual mediating roles of technostress and innovation resistance. Based on 426 valid responses collected from multiple industries, a triadic hybrid approach combining Structural Equation Modeling (SEM), Artificial Neural Networks (ANNs), and Necessary Condition Analysis (NCA) was applied to capture both linear and nonlinear mechanisms. The results reveal that Informational Support (IFS) is the most influential factor and constitutes the sole necessary condition for high-level AI adoption, while emotional and instrumental support indirectly promote sustainable adoption by mitigating employees’ stress and resistance. This study contributes to sustainable management and AI adoption research by providing insights into the potential hierarchical and threshold patterns of organizational support systems in digital transformation. It also provides managerial implications for designing transparent, empathetic, and resource-efficient support ecosystems that foster employee-driven intelligent transformation. Full article

Supply chains operate in increasingly volatile environments, making it essential to understand the mechanisms through which partner characteristics shape risk-response capability. This study examines how compatibility between supply chain partners promotes collaboration and, in turn, strengthens robustness and resilience. Using survey data from 219 managers in South Korea, the study develops a conceptual model grounded in congruence theory and the dynamic capability view, and tests it through partial least squares path modeling. The results show that compatibility enhances collaboration, which subsequently improves risk-response capability and mediates the effect of compatibility on robustness and resilience. These findings provide empirical support for a capability-building mechanism in which inter-organizational compatibility enables more effective collaborative practices that enhance a supply chain’s ability to withstand and recover from disruptions. The study extends prior research by shifting the discussion of compatibility from interpersonal or person–organization settings to the inter-organizational domain and by demonstrating its critical role in cultivating dynamic capabilities in supply chain risk management. Full article

Background/Objectives: Nursing professionals were among the most affected groups during the COVID-19 pandemic, exposed to simultaneous physical demands and emotional strain. This study examined the interplay between work engagement, compassion fatigue, and musculoskeletal symptoms among frontline nurses in a Brazilian public hospital. Methods: A cross-sectional study (n = 77) was conducted between February and April 2022 using validated instruments (Work Stress Scale, ProQoL-BR, Nordic Musculoskeletal Questionnaire, and UWES-9). Descriptive and inferential analyses were performed (p ≤ 0.05). Results: Most participants did not report occupational stress (84.4%). No profiles of compassion fatigue were identified, although notable rates of burnout (26.0%) and secondary traumatic stress (23.4%) were observed. Engagement scores were very high in vigor and dedication. Musculoskeletal symptoms were prevalent, especially in the lumbar region (chronic: 60.0%). Female sex, statutory employment, and lack of physical activity were associated with a higher prevalence of symptoms and sick leave. Work engagement (vigor and overall score) showed negative correlations with absenteeism. Conclusions: The coexistence of high engagement and emotional vulnerability, in the absence of compassion fatigue, suggests that higher levels of engagement may be associated with lower occupational stress. These findings highlight the importance of integrated strategies, including ergonomic interventions, health promotion, and organizational support, to preserve the physical and mental health of frontline nursing professionals. This study provides new evidence of engagement as a potential protective factor that may mitigate physical and emotional burden among nurses in resource-limited settings. Full article

The upstream oil and gas (O&G) industry faces persistent challenges, including volatile oil prices, declining reserves, and the increasing prominence of renewable energy sources. In response, the Indonesian government has set an ambitious target to increase national O&G production by 70% by 2030. This goal requires upstream O&G producers to adopt innovative approaches that enhance performance and resilience. This study emphasizes organizational agility as a critical capability for organizations in VUCA environments to remain resilient and competitive. This study examines the influence of relevant agility enablers on Indonesian upstream O&G, ensuring that no critical factors are overlooked in the implementation of agility. The human–technology–organization (HTO) framework was used to conceptualize and examine its role in supporting organizational agility. Data were collected from 103 managerial-level respondents representing 27 producer companies representing more than 75% of Indonesia’s overall O&G production. PLS-SEM was employed to examine whether relationships existed among predictor variables and organizational agility. The results highlight HTO, leadership, and innovation capacity as significant enablers of organizational agility. This study contributes theoretically and practically by integrating the HTO framework into the agility discourse and offering a comprehensive view of agility enablers that foster transformation, resilience, and sustainability of Indonesia’s upstream O&G sector. Full article

Retailers play a pivotal role in advancing digital commerce in emerging markets, yet their adoption of digital payment systems remains inconsistent. Drawing on the Technology–Organization–Environment (TOE) framework, this study examines how technological readiness, organizational capability, and environmental influences shape retailers’ adoption behavior in Saudi Arabia. Survey data from retailers in Riyadh indicates that transaction speed, convenience, and perceived usefulness function as key enablers, while transaction fees, limited digital skills, and security concerns act as barriers. Although institutional trust and supportive government initiatives encourage adoption, many retailers remain unaware of formal compliance expectations, illustrating a pattern of compliance without awareness. To account for this dynamic, the TOE framework is extended by incorporating regulatory literacy and institutional trust as contextual dimensions. The study therefore offers theoretical refinement to TOE in policy-driven adoption settings and provides practical implications for improving merchant training, usability support, and regulatory communication to better sustain digital payment usage in emerging digital commerce ecosystems. Full article

Environmental accounting adoption remains limited in transitional economies, particularly where formal institutions fail to enforce sustainability mandates. We examine this phenomenon in Albania—an EU candidate country with regulatory requirements but no implementation infrastructure. Drawing on institutional-void theory and resource-based perspectives, we test whether adoption mechanisms diverge when external enforcement is weak. Survey data from 151 Albanian non-financial companies, analyzed using ordinal logistic regression, show that firm size predicts adoption, whereas sector, ownership, and market orientation do not. Critically, individual-level factors—managerial environmental knowledge and pro-environmental values—significantly predict adoption, while external institutional factors exert negligible influence. Analysis of Corporate Sustainability Reporting Directive readiness reveals similar patterns: internal organizational capacities support preparation, whereas external support remains insufficient. These findings demonstrate how institutional voids shape sustainability accounting and provide empirical evidence from an understudied Balkan context. Full article

Background: Feedback Orientation (FO) reflects how individuals value, accept, and use feedback in a way that influences learning, performance, and sustainable career development. While this concept has been empirically examined, the psychometric properties of the Feedback Orientation Scale (FOS) have received sparse attention outside English-speaking contexts, with no validation in the Italian context. This study aimed to adapt and validate the Italian version of the FOS. Methods: A sample of 1092 employees from diverse occupational sectors completed the FOS, also using measures of job satisfaction and perceptions of the feedback environment. The dataset was randomly split to conduct both exploratory and confirmatory factor analyses, followed by reliability and validity testing and measurement invariance analyses across groups. Results: Analyses confirmed the original four-factor structure—Utility, Social Awareness, Accountability, and Feedback Self-Efficacy—and supported a higher-order FO construct. The Italian FOS showed acceptable reliability and validity, with expected correlations with job satisfaction and the feedback environment. Measurement invariance was also tested to examine the scale’s equivalence across groups. Conclusions: These initial findings provide support for the Italian FOS as a promising instrument with acceptable psychometric properties, extending the cross-cultural understanding of feedback orientation and offering a useful basis for investigating feedback processes in organizational settings. Full article

Promoting empowerment regarding the SDGs among students requires teaching practices based on a student-centered approach. Storytelling has gained prominence as a tool to increase student engagement, critical thinking, and more equitable school environments. While its benefits for students are well documented, less is known about the factors influencing teachers’ willingness to adopt storytelling. The Erasmus+ project PLACES aims to support the implementation of the SDGs in Belgium, Denmark, Greece, and Italy. This study, conducted during the need analysis phase, investigates the psychological and contextual dimensions associated with teachers’ use of storytelling as a practice to promote the SDGs. Self-efficacy, attitudes, time-related, didactic barriers, and the perceived organizational climate for innovation within schools were investigated by 5-point Likert scales. A quantitative analysis was conducted using hierarchical regression and moderation models based on data collected through a questionnaire administered to 138 primary and low-secondary schools’ teachers from Italy, Belgium, and Greece. Results showed that teachers’ self-efficacy is significantly associated with storytelling use, and this relationship is moderated by perceived school climate for innovation. Moreover, the lack of didactic support is relevant. These findings underline the importance of strengthening individual and contextual enablers in teacher training and school leadership to promote the SDGs. Full article

This study examines the relationship between e-leadership competencies—assessed through a E-Leadership Competencies (SEC) model—and organizational preference for telework in Portugal. In the context of increasing digitalization and following the widespread experience of remote work driven by the COVID-19 pandemic, it becomes essential to understand the role of e-competence in leading geographically dispersed teams. A quantitative investigation was conducted through the application of an online questionnaire to e-leaders of companies based in Portugal whose teams benefit from telework arrangements. The results indicate that only three of the six e-competencies identified in the SEC model show statistical significance in e-leadership effectiveness, with no relationship observed between perceived effectiveness and organizational investment in telework. Nevertheless, more than 80% of respondents reported that telework has been increasing within their organizations. This study contributes to the adaptation of the SEC model to the Portuguese context and reinforces its importance as a tool for diagnosing and developing e-leadership competencies. Theoretical and practical implications highlight the need to explore new dimensions—including hard skills—and applying the model across different sectors and types of organizations, thus supporting the preparation of e-leaders for an increasingly digital world of work. Overall, by evidencing the SEC model’s successful adaptation in Portugal, the findings underscore the model’s broader applicability and potential for generalization across diverse organizational settings. Full article

Despite practice models of trauma-informed care (TIC) emphasizing relational engagement and emotional attunement as critical to service delivery, the role of individual dispositions in shaping staff perceptions and behavior remains underexplored. This study examined how rejection sensitivity, a construct grounded in attachment theory, defined as a dispositional tendency to anxiously expect and overreact to perceived rejection, may influence staff perceptions of their roles and client relationships in residential mental health agencies implementing TIC. We further explored whether individual and organizational factors, including job satisfaction, prior trauma training, perceived isolation at work, and trauma-related knowledge, contribute to these associations. Regression analyses were conducted on survey data from 155 frontline staff across three agencies testing the associations between rejection sensitivity and two relational outcomes: perceptions of work and of clients. Higher rejection sensitivity was significantly associated with more disengaged perceptions of work and less empathic views of clients, even after controlling for demographic and contextual organizational variables. Job satisfaction and trauma knowledge emerged as domain-specific protective factors, reducing the negative impact of rejection sensitivity. The findings underscore the importance of addressing staff relational dispositions to sustain effective TIC implementation. Enhancing job satisfaction and trauma knowledge may help support staff engagement in trauma-informed practice. Full article

This study examines whether an integrated human-talent system—incorporating recruitment/selection, development, appraisal/feedback, recognition, supportive leadership, and role utilization—is associated with job performance in a public technical organization. Using a quantitative, non-experimental, cross-sectional design, we surveyed 101 employees and constructed composite Likert indices for talent management and job performance. Reliability was acceptable (α = 0.850; α = 0.814). Kolmogorov–Smirnov tests indicated non-normal distributions (p < 0.001); thus, non-parametric procedures were used. Spearman’s correlation showed a moderate, positive association between overall talent management and job performance (ρ = 0.523, p < 0.001), with the “incorporate” process (competency-aligned recruitment/selection) displaying the strongest process-level link (ρ = 0.569, p < 0.001). Segment profiles (contract type, tenure, functional area, and gender) suggest unequal exposure to talent-supportive conditions within the workforce, which may help explain distributional differences in perceived performance. We discuss managerial implications for reducing intra-organizational disparities by ensuring fair access to development, feedback, and recognition systems. While the study does not directly measure well-being, the findings align with theoretical accounts that connect equitable access to talent resources with healthier work environments and better performance. Full article