Search Results (870)

Grounded in Social Cognitive Theory, this study investigates how digital technologies shape employees’ work experiences and social life in digitally transforming hotel organizations. Specifically, it examines the role of digital empowering leadership in fostering digital work engagement through the mediating mechanisms of digital self-efficacy and digital thriving at work within five-star hotels in Egypt. As digital technologies increasingly redefine how employees interact, collaborate, and derive meaning from their work, understanding the human and social consequences of digital transformation has become a critical research priority. Data were collected from 394 full-time employees working in five-star hotels in Egypt and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with WarpPLS software. The findings reveal that digital empowering leadership significantly enhances employees’ digital work engagement, digital self-efficacy, and digital thriving at work. Furthermore, digital self-efficacy and digital thriving at work positively influence digital work engagement and partially mediate the relationship between digital empowering leadership and digital work engagement. By highlighting how digitally enabled leadership shapes employees’ psychological capabilities and flourishing in technology-rich workplaces, this study contributes to the growing literature on the social implications of digital technologies in organizational settings. The findings underscore that successful digital transformation extends beyond technological adoption to encompass employees’ empowerment, well-being, and meaningful engagement in digital work environments. Practical implications are provided for hotel managers seeking to cultivate human-centered digital workplaces that support employees’ social and psychological flourishing amid ongoing technological change. Full article

Healthcare systems face increasing pressure from demographic, technological, and organizational changes that intensify psychosocial risks and threaten both healthcare workers’ well-being and patient safety. This study investigates whether burnout mediates the relationship between psychosocial risk factors and patient safety culture in healthcare settings. A cross-sectional study was conducted with 220 Portuguese healthcare workers using three validated instruments: the Psychosocial Risks Scale (INSAT_ERPS), the Burnout Assessment Tool (BAT-23), and the Hospital Survey on Patient Safety Culture (HSOPSC). Descriptive statistics, Pearson correlations, and mediation analyses were performed using SPSS (version 31.0) and the PROCESS (version 5) macro. Results showed a moderately strong positive association between psychosocial risks and burnout, and a significant negative association between burnout and patient safety culture. Psychosocial risks were not directly associated with patient safety culture. However, burnout indirectly mediated this relationship, indicating that adverse working conditions impair safety perceptions through their impact on psychological strain. These findings highlight burnout as a significant key mediator linking unsustainable working conditions to unsafe care, showing the relevance of the psychosocial environment. Targeted interventions to reduce psychosocial risks are thus fundamental to improving patient safety culture and promoting the sustainable functioning of healthcare systems. Full article

This qualitative phenomenological study examines how digital workplace surveillance embedded within remote and hybrid work systems shapes employee morale, organizational trust, and job satisfaction. Grounded in a socio-technical ergonomics framework, the research conceptualizes monitoring technologies not as neutral administrative tools but as structural design elements that recalibrate autonomy, accountability, and relational dynamics. The rapid normalization of telework during the COVID-19 pandemic accelerated the adoption of algorithmic oversight systems, transforming managerial visibility and redefining performance metrics. Yet, limited empirical attention has been devoted to how these systems are subjectively experienced, particularly among younger workforce cohorts. Drawing on in-depth, semi-structured interviews with Generation Y and Generation Z employees working under digitally monitored telework conditions, the study explores how surveillance practices influence perceptions of autonomy, fairness, psychological safety, and engagement. The analysis identifies core themes reflecting tensions between efficiency and trust, transparency and intrusion, and compliance and intrinsic motivation. The findings contribute to socio-technical ergonomics scholarship by illuminating how oversight infrastructures can either support or destabilize sustainable and adaptive work environments. Full article

Burnout and psychological distress among healthcare workers (HCWs) have become a major workforce challenge, raising an important question: should responsibility for worker wellbeing rest primarily with individuals or with the organization of work itself? This systematic review evaluated workplace mental health programs for HCWs, comparing individual-level psychological interventions with organizational-level approaches. Following PRISMA 2020 guidelines, 54 studies (2016–2026) from more than 18 countries were identified from approximately 7144 records through a PubMed/MEDLINE search. The included studies comprised 29 individually randomized controlled trials (RCTs), 11 cluster-randomized or stepped-wedge trials, and 14 additional non-randomized or contextual studies. ROBINS-I was applied only to the five eligible non-randomized intervention studies—the remaining non-randomized studies contributed contextual evidence and were not included in the ROBINS-I assessment. Here, 41 studies contributed effectiveness evidence, of which 34 (83%) reported a statistically significant improvement in at least 1 primary or key outcome, while 13 studies provided contextual, feasibility, or implementation evidence. Individual-level interventions dominated the evidence base (39/54; 72%). In contrast, organizational interventions were less frequently evaluated, rarely randomized, and showed mixed findings. Observational studies consistently identified workload, organizational trust, and other structural stressors as factors associated with burnout, although causal inferences remain limited. Risk of bias was substantial, with only 7 of 40 randomized trials (17.5%) rated as low risk. All five non-randomized intervention studies assessed using ROBINS-I were judged to have serious risk of bias. Overall, individual-level interventions were evaluated more frequently than organizational interventions and generally reported improvements in mental health outcomes. However, the evidence base was limited by the single-database search, variability in study quality, and methodological limitations. Further well-designed and adequately powered studies, particularly of organizational interventions, are needed to strengthen the evidence base. Full article

Background/Objectives: The purpose of this nursing-led quality-improvement initiative was to strengthen organizational culture, support staff well-being, and improve patient safety by implementing an evidence-based collaboration model that redefined registered nurse (RN) and unlicensed assistive personnel (UAP) teamwork in acute care settings. Methods: Guided by transformational leadership principles, Nursing Professional Development (NPD) practitioners, nurse directors and managers, and frontline staff collaboratively redesigned communication and workflows. After piloting the process change, expansion occurred across acute care and step-down units through leader-supported team training alongside ongoing rounding, observations, and feedback cycles. The four phases of the EPIS framework of implementation science were used to implement the initiative, and data were collected via direct observation, anonymous staff surveys, and organizational retention and quality reports. Results: Across the seven units in Cluster 1 of the expansion, 335 RNs and 180 UAPs participated. Standardized communication using a structured handover tool increased from 18% to 95% with corresponding improvements in discussions of quality-related measures such as fall risk, turn schedules, and toileting. Patient safety measures exceeded threshold goals for fiscal year (FY) 2026 across falls with harm, pressure injuries, and catheter-associated urinary tract infections (CAUTI). RN and UAP retention demonstrated overall improvement, with RNs exceeding their retention goal and UAPs exceeding their goal by removing a single outlier unit. Perceptions of overall team communication throughout the shift increased for both RNs and UAPs. Conclusions: This initiative exemplifies how uniting transformational leadership with frontline staff empowerment supports inclusion, improved quality measures, and strengthened workforce resilience. This scalable framework for nurse-led transformation fosters belonging, safety, and shared outcomes across organizations. Full article

Pediatric oncology nursing is among the highest-intensity care specialties, exposing nurses to repeated child death and sustained emotional investment in family relationships. This occupational burden is a recognized psychosocial risk factor and a driver of compassion fatigue, burnout, and reported intention to leave, yet the organizational and educational determinants of this risk remain poorly captured by existing assessment approaches. This study investigated the lived experiences of nurses caring for terminally ill children in a pediatric onco-hematology unit and hospice ward in central Italy (N = 15), using a qualitative descriptive design, informed by a phenomenological sensibility to lived experience, supported by computer-assisted textual analysis. Structured face-to-face interviews were analyzed through thematic content analysis with stepwise replication, while quantitative textual analysis was performed using T-Lab software to map co-occurrence patterns among key lemmas, providing a frequency-based, semantically grounded picture of nurses’ representations of occupational risk. Seven themes emerged, including quality of nursing care, parental relationships, coping with a child’s death, and impact on personal and professional life. Findings showed that reported intention to leave was associated, in participants’ accounts, with absent psychological debriefing, cumulative emotional burden, inadequate end-of-life training, and a near-total absence of organizational vocabulary for peer-level support—a gap directly visible in the co-occurrence structure of nurses’ language. As a secondary aim, by combining qualitative depth with complementary lexical analysis of thematic patterns, this study also offers a methodological example of how psychosocial risk in high-intensity care settings can be assessed and translated into actionable indicators for organizational climate and workforce well-being. The findings inform concrete prevention strategies and policy recommendations for nursing education and occupational health, consistent with this Special Issue’s focus on methodological innovation for psychosocial risk assessment and public health policy design. Full article

Background: Healthcare professionals work in demanding psychosocial environments that may affect their subjective well-being and, consequently, the performance and sustainability of healthcare systems. Understanding how job demands and job resources are associated with healthcare professionals’ well-being is important for developing organizational strategies that support workforce health and service quality. Methods: A cross-sectional quantitative study was conducted among 566 healthcare professionals in Latvia. Psychosocial work environment factors were assessed using a multidimensional instrument based on the Job Demands–Resources (JD-R) model, while subjective well-being was measured using the WHO-5 Well-Being Index. A comprehensive multiple-predictor mediation SEM was estimated using the WLSMV estimator. The primary covariate-adjusted model was based on 561 complete cases and simultaneously included all four psychosocial predictors, Work Engagement and Vitality as the mediator, subjective well-being as the outcome, and age, work experience, and professional position as covariates. Results: The comprehensive model demonstrated good fit. Job Satisfaction and Reward showed significant positive direct and indirect associations with subjective well-being and the strongest total association. Occupational Distress and Strain showed significant negative indirect and total associations, whereas their direct associations were not statistically significant. Autonomy and Work Control showed a significant positive indirect association and a significant positive total association, while its direct association was not statistically significant. Organizational Trust and Support demonstrated a positive indirect association but a negative direct association, whereas its total association was not statistically significant, indicating inconsistent mediation. Conclusions: The findings suggest that psychosocial work environment factors are meaningfully associated with subjective well-being among healthcare professionals. Job Satisfaction and Reward, Autonomy and Work Control, and Occupational Distress and Strain appear to be particularly relevant factors. Work Engagement and Vitality may serve as an indirect pathway linking selected work environment factors to subjective well-being; however, given the cross-sectional design, these findings should be interpreted as statistical associations rather than evidence of causal mediation. Full article

This narrative review explores the interconnected relationship between quality of life (QoL) and satisfaction with nursing care (SNC) among cancer patients, recognizing that cancer’s burden extends beyond survival and significantly affects physical, psychological, and social well-being. A non-systematic search of PubMed, CINAHL, Scopus, and Google Scholar (2000–2025) identified relevant literature using keywords related to oncology nursing, QoL, SNC and patient satisfaction. Inclusion criteria encompassed peer-reviewed studies (quantitative, qualitative, and reviews) involving adult cancer populations and validated assessment instruments. Pediatric and non-nursing studies were excluded. Both QoL and SNC are critical outcomes in cancer care. QoL is an individual’s subjective perception and SNC reflects the patient’s subjective evaluation of how well nursing services align with their expectations, encompassing empathy, competence, and responsiveness. Research consistently demonstrates a strong positive association between high SNC and superior QoL outcomes, particularly through effective pain and symptom management, reducing psychological distress, and fostering patient empowerment. This relationship, however, is moderated by factors such as the patient’s disease stage, the type of care (hospital vs. palliative/home care), and organizational deficits like high nurse workload, which can undermine the delivery of high-quality care. Ultimately, ethical nursing practices are crucial for translating professional duty into positive patient experiences that are favorably linked with both SNC and QoL outcomes for cancer patients. Full article

Biomedical scientists/researchers are critical to advancing human health, but their experiences of occupational stress, burnout, and subsequent consequences are surmised but understudied. The current narrative review aimed to search and summarize existing literature and scientific discourse specific to biomedical scientist burnout to better understand the prevalence and unique drivers of stress in this population and highlight critical areas that require further research and intervention efforts. The authors searched six primary databases from August 2024 to December 2025 using defined search terms to identify peer-reviewed articles and scientific discourse related to occupational burnout of academic medicine biomedical faculty researchers, postdoctoral researchers, or lab personnel. Prevalence and primary drivers of burnout, stress mediators, and mitigation/intervention recommendations were extracted from the included works. A total of 16 empirical articles and 4 non-empirical works were included. Over 30% of biomedical scientists exhibit high occupational burnout, nearly 45% report high distress, and just over 34% experience high emotional exhaustion. Seven primary drivers of biomedical scientist distress were identified including intense workloads/expectations, funding pressures, and lack of perceived organizational support/recognition. Biomedical scientist burnout prevalence appears comparable to clinical faculty but is driven, in part, by distinct stressors. The attributable organization and societal cost of biomedical scientist burnout remain unquantified. The current review establishes a significant need for further research and tailored efforts to address the distinct needs of biomedical scientists across academic medical centers. Full article

Urban green areas are essential for human well-being, biodiversity, and environmental sustainability. Although railway renewal projects are celebrated today, Italy pioneered the Flowery Stations Contest (FSC) in the early twentieth century. This study provides the first comprehensive synthesis of the FSC experience (1911–1915), investigating its historical evolution, organizational features, and botanical aspects. A systematic review of 81 historical documents was conducted to reconstruct the contest’s framework. To evaluate long-term impact, we surveyed 90 historically top-ranked stations via satellite imagery and investigated the case study of Ripafratta station (a fraction of San Giuliano Terme, Pisa, Tuscany). Results show the FSC involved up to 291 stations, prioritizing esthetic decorum and hygiene against locomotive soot. Although organizers recommended 64% non-native genera, stationmasters favoured local biodiversity, increasing effectively employed native genera to 43%. Nowadays, 54% of surveyed stations retain their gardens, mainly located in rural areas, yet 82% of these are neglected following the decline of the resident stationmaster’s role. We conclude that the FSC established a significant physical and cultural legacy. Recovering its model of decentralized stewardship could offer a strategic framework for modern urban regeneration, transforming stations into multifunctional hubs while preserving regional floristic identity, in alignment with contemporary European sustainability models. Full article

Occupational burnout has become a major topic in occupational health psychology because of its implications for employee well-being, mental health, and organizational functioning. Although the scientific literature has grown steadily, the field still requires an integrated picture of its development, collaboration patterns, and thematic structure. This study examined the evolution, collaboration patterns and thematic structure of occupational burnout research through a bibliometric analysis of publications indexed in the Web of Science Core Collection between 2000 and 2025. A total of 3227 publications were retrieved using a topic-based search focused specifically on occupational burnout terminology. Bibliometric analyses used VOSviewer to map and visualize trends in scientific production, co-authorship networks, country/region collaboration, keyword co-occurrence, and journal citation patterns. The findings indicate an accelerating increase in publication output, from 17 publications in 2000 to 454 in 2025. The period 2020–2025 alone accounted for 2142 publications, representing 66.4% of the corpus. Collaboration analyses revealed an increasingly international field involving 122 countries/regions, with the United States occupying a highly connected position and collaboration clusters emerging in Europe and Asia. Spain also appeared to connect European and Latin American research communities. Thematic mapping showed that burnout is closely associated with organizational variables, psychological distress, healthcare settings, and measurement-related issues. Overall, occupational burnout research has become an internationalized and multidisciplinary field, shaped by the growing relevance of psychosocial risks, mental health, and work-related well-being. Full article

Burnout among nurses is an important occupational and public health concern because it is associated with nurses’ well-being, workforce retention, and the quality and safety of patient care. This explanatory sequential mixed-methods study examined levels of work stress, quality of work life, and burnout among registered nurses in public hospitals in Samut Songkhram Province, Thailand, and explored nurses’ experiences regarding workplace factors related to burnout. The target quantitative sample was 217 registered nurses, and 186 completed questionnaires were included in the final analysis. Structured questionnaires assessed work stress, quality of work life, and burnout. Multiple regression analysis was used to identify factors associated with burnout. Qualitative data were collected through in-depth interviews with 10 registered nurses and analyzed using content analysis. Most nurses were classified as having high work stress and being at risk of burnout. Work stress and quality of work life jointly explained 35.0% of the variance in burnout. Work–life balance, fair and adequate compensation, professional development, workplace safety, organizational justice, and social integration in the workplace were associated with lower burnout scores. Organizational structure, policy, and climate showed a positive coefficient in relation to burnout and should be interpreted cautiously because the p-value was close to the conventional threshold for statistical significance. Qualitative findings supported the quantitative results and highlighted workload, staffing shortages, limited resources, insufficient recovery time, and workplace support as important workplace concerns. Full article

Background: Mental health nurses work in high-pressure environments where leadership styles strongly influence well-being and job performance. Toxic leadership, including abusive and authoritarian behaviors, can contribute to psychological distress, somatic symptoms, reduced job satisfaction, and lower organizational effectiveness. It may also decrease Organizational Citizenship Behavior (OCB), which reflects voluntary positive workplace behaviors. Intrinsic motivation may help buffer these negative effects by enhancing employees’ internal drive and resilience. Therefore, this study examines the associations between toxic leadership, psychological distress, somatic symptoms, and organizational citizenship behavior among mental health nurses while exploring the potential role of intrinsic motivation. Methods: This descriptive-correlational study, based on Structural Equation Modeling (SEM), was conducted at the Psychiatric Inpatient Department of Mansoura University Hospital. A total of 117 mental health nurses were recruited through simple random samplings. Data were collected using four standardized tools: the Toxic Leadership Scale, the Brief Symptom Inventory (BSI), the Intrinsic Motivation Inventory (IMI), and the Organizational Citizenship Behavior (OCB) Scale, starting from the end of May and completed by the end of June 2024. Data analysis was conducted using IBM SPSS 22 and AMOS 22, employing descriptive statistics, Pearson’s correlations, independent t-tests, and Structural Equation Modeling (SEM). Results: Toxic leadership was positively associated with psychological distress (β = 0.46, p < 0.001). Psychological distress was strongly associated with somatic symptoms (β = 0.99, p < 0.001). Intrinsic motivation was positively associated with organizational citizenship behavior (β = 0.31, p < 0.001). However, intrinsic motivation was not significantly associated with psychological distress or somatic symptoms, and no significant direct association was observed between toxic leadership and organizational citizenship behavior. Conclusions: Toxic leadership was significantly associated with higher levels of psychological distress among mental health nurses, while psychological distress was strongly associated with somatic symptoms. Intrinsic motivation was positively associated with organizational citizenship behavior. However, the hypothesized mediating role of intrinsic motivation was not supported by the structural model. These findings highlight the importance of addressing toxic leadership and promoting supportive workplace environments to enhance nurses’ well-being and organizational outcomes. Relevance for Clinical Practice: Addressing toxic leadership is essential for enhancing nurses’ well-being and organizational outcomes. Interventions targeting leadership behaviors and promoting supportive workplace environments may help reduce psychological distress and its associated somatic symptoms among mental health nurses. In addition, creating workplace conditions that support intrinsic motivation may encourage organizational citizenship behavior and professional engagement, ultimately benefiting clinical practice and patient care quality. Full article

Background/Objectives: The role of middle nurse managers is characterized by high levels of responsibility and complex relationships, which can generate significant stress and put their mental health at risk. A mixed-methods study was carried out to measure distress and work-related factors among Italian middle nurse managers and to explore their experiences in order to identify critical issues and possible actions for improvement. Methods: The study was conducted between October 2019 and January 2020. Results: In the quantitative phase, 65 middle nurse managers completed validated questionnaires on distress, perceived health, working environment, job satisfaction, and emotional workload. Although most participants reported feeling healthy, nearly 30% experienced distress ranging from mild to severe. These findings informed the qualitative phase, in which 10 middle nurse managers were interviewed to further explore the lived experiences. Qualitative analysis identified four main themes: (1) sources of stress at work; (2) the importance of personal and organizational support for middle nurse managers; (3) copingstrategies; (4) actions for change to improve work activities. All themes were further divided into sub-themes. Middle nurse managers report experiencing difficulties in their work, adopting strategies to adapt to everyday challenges, and expressing a need for support to improve the management of their work teams. Conclusions: The findings suggest that, despite generally positive well-being indicators, a substantial subgroup of middle nurse managers experience distress related to organizational constraints. Practical implications include strengthening organizational support, reducing excessive workload, and addressing staffing issues to better sustain middle nurse managers’ well-being. Full article

This systematic review examines the impact of flexible work arrangements and hybrid work on small- and medium-sized enterprises, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses 2020 framework. A total of 35 peer-reviewed studies published between 2016 and 2025 were analyzed from Scopus and Web of Science databases to identify global patterns, enabling factors, and organizational outcomes of workplace flexibility in small- and medium-sized enterprises. The findings reveal that flexible work arrangements and hybrid work have evolved from temporary responses during the COVID-19 pandemic into long-term organizational strategies in many contexts. Three key themes emerged from the analysis: workplace flexibility and employee outcomes, digital transformation as an enabling capability, and leadership as a driver of organizational resilience. Overall, the reviewed studies indicate that flexible work arrangements are generally associated with improvements in productivity, employee well-being, innovation, and organizational adaptability. However, these outcomes vary significantly across regions and are strongly influenced by digital readiness, leadership practices, and institutional support. Small- and medium-sized enterprises in developed economies demonstrate higher levels of digital maturity and more structured hybrid work adoption, while those in developing economies face constraints related to infrastructure, skills, and resources. The study concludes that flexible and hybrid work should be understood as integrated organizational strategies requiring strong digital capability, adaptive leadership, and supportive policy environments to ensure sustainable performance in small- and medium-sized enterprises. Full article