Search Results (77)

Background: Unsafe care remains a major global health challenge, contributing to millions of preventable deaths and ranking among the top ten causes of mortality and disability worldwide. The World Health Organization’s Global Patient Safety Action Plan 2021–2030 emphasizes the need for strong leadership and system-wide engagement to eliminate avoidable harm. As the largest component of the global healthcare workforce, nurses—especially those in management roles—are essential to achieving these goals. Objective: This narrative review synthesizes global evidence on how nursing management practices, particularly leadership, staffing, and safety culture, influence patient safety outcomes across diverse health systems. Methods: A purposive narrative review was conducted using PubMed, CINAHL, Scopus, and Web of Science databases. Peer-reviewed studies and organizational reports published between 2020 and 2025 were evaluated. A thematic synthesis approach was used to identify patterns related to leadership style, staffing ratios, workplace conditions, and organizational resilience. Quality appraisal followed adapted Critical Appraisal Skills Programme (CASP) and Joanna Briggs Institute (JBI) guidance. Results: A total of 37 peer-reviewed empirical studies were included in the narrative synthesis, along with key global policy and foundational framework documents used to contextualize findings. Evidence consistently demonstrated that transformational leadership, adequate nurse staffing, positive safety culture, and organizational learning structures are strongly associated with improved patient outcomes, reduced errors, and enhanced workforce well-being. Most studies exhibited moderate to high methodological rigor. Conclusions: Nursing management plays a decisive role in advancing global patient safety. Policies that strengthen leadership capacity, ensure safe staffing, promote just culture, and support nurse well-being are critical to achieving WHO’s 2030 safety objectives. Empowering nurse leaders across all regions is essential for building safer, more resilient health systems. Full article

The contemporary volatile business environment demands a shift from directive oversight to developmental leadership, given the complexity and rapid technological advancement characterizing modern workplaces. The Coaching Leadership Style (CLS) has emerged as a critical approach, linking extensively to enhanced employee engagement, performance, innovation, and psychological safety. However, the mechanisms by which coaching behaviors create these outcomes, especially the foundational element of safety, remain under-specified. Existing leadership research often lacks a replicable, mechanistic, and neurobiologically grounded model. This conceptual paper bridges this gap by integrating leadership science with interpersonal neurobiology. We propose Polyvagal Theory (PVT), a framework explaining the neurophysiology of safety and connection, as the missing mechanism that explains the effectiveness of CLS. We argue that the relational cues of a coaching leader (e.g., vocal prosody, attuned listening) are non-consciously detected via neuroception, shaping an employee’s autonomic state. We propose that these cues create physiological safety, which is the biological prerequisite that enables the interpersonal risk-taking and voice behaviors that constitute psychological safety. We then operationalize this synthesis by embedding PVT principles within the established 5E Coaching Model (Engage, Explore, Explain, Execute, Evaluate), offering a practical, state-aware framework for leaders. This paper contributes a testable, micro-to-macro pathway from leader autonomic co-regulation to team-level high-performance outcomes. Full article

Building psychological safety is vital for preventing workplace bullying and for sustaining employee well-being, organizational performance, and work engagement. This study developed and evaluated a short-term intervention promoting psychological safety and communication skills. The program provided strategies for addressing during high-stress situations and fostered a shared understanding of honest communication. A cluster randomized controlled trial was conducted in a pharmaceutical company, with departments assigned to intervention or control groups. The effects were examined using a generalized linear mixed-effect model. In the intervention group, psychological safety with supervisors and teams significantly increased, preceding a significant rise in consultation tendencies, whereas bullying and supervisor-related intimidation significantly decreased. Work engagement declined in the control group but remained stable in the intervention group. These findings demonstrate that the program enhanced psychological safety, enabling employees to express opinions without irrational fear, which in turn increased consultation, improved communication, reduced bullying, and sustained work engagement. The group-based format further emphasized mutual understanding and skill-sharing, providing broad organizational benefits. This study positions psychological safety as a proximal mechanism that facilitates consultation behaviors and demonstrates the feasibility of integrating brief, evidence-based training into routine organizational development. Full article

Occupational environments often expose workers to physical and psychological stressors that compromise well-being and productivity. While biophilic design has gained attention, there remains limited systematic integration of Nature-Based Solutions (NbS) within workplace management frameworks. This review aims to map the empirical impacts of NbSs on occupational health, productivity, and environmental quality, and to identify key barriers and facilitators for their integration into comprehensive Quality, Environmental, Health, and Safety (QEHS) management systems. A scoping literature review was conducted in accordance with the PRISMA-ScR (Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews) guidelines. A comprehensive search was performed in the Scopus and Web of Science databases for studies published between 2019 and 2024. A total of 2452 records were initially retrieved, with 39 studies retained for synthesis following screening, eligibility assessment, and critical appraisal using the Joanna Briggs Institute checklist. Findings indicate that NbSs can reduce stress, improve physical and cognitive health, and enhance workplace productivity. Reported benefits include reduced absenteeism, improved indoor air quality, and measurable financial returns. However, significant challenges persist, including high upfront costs, ongoing maintenance demands, a shortage of specialized labor, and methodological heterogeneity across studies. In particular, hybrid approaches combining physical natural elements and immersive technologies such as virtual reality emerged as promising alternatives for spatially constrained environments. Participatory co-design and stakeholder engagement were also identified as critical success factors for effective implementation. Integrating NbSs into QEHS frameworks has the potential to foster healthier, more resilient, and sustainable workplaces. Alignment with recognized certifications can further support systematic adoption and monitoring. Future research should prioritize longitudinal designs, standardized outcome metrics, and physiological markers, while addressing geographical gaps through studies in underrepresented regions. Embedding participatory processes and certification alignment can enhance stakeholder buy-in and practical scalability, advancing the integration of NbSs into holistic workplace management strategies. Full article

Background/Objectives: Toxic leadership has arisen as a matter of serious concern within the nursing profession, with growing evidence linking it to diminished job satisfaction, ineffective conflict management, and weakened organizational commitment. These effects not only compromise nurse retention but also threaten the quality of patient care and overall healthcare outcomes. This scoping review aimed to examine the impact of toxic nursing leadership on staff retention by synthesizing evidence from existing literature and a broad range of published studies. Methods: A comprehensive literature search was conducted across multiple databases, including PubMed/MEDLINE, Scopus, CINAHL and Science Direct databases yielding 1356 articles. Of these, 18 met the predefined inclusion criteria. The scoping review followed the six-stage methodological framework proposed by Arksey and O’Malley. Thematic analysis identified two core categories: (a) key dimensions shaping perceptions of toxic leadership and (b) the impact of toxic leadership on nursing staff retention. Results: The findings reveal that toxic leadership contributes to organizational silence, emotional exhaustion, diminished psychological safety, and low professional commitment. Such behaviors not only jeopardize nurse engagement and productivity but also negatively affect patient safety and care quality. In contrast, leadership styles such as transformational and transactional leadership are associated with higher job satisfaction, reduced burnout, and improved retention outcomes. Conclusions: This review underscores the need for healthcare organizations to identify and address toxic leadership behaviors promptly. By promoting supportive and ethical leadership styles, institutions can foster a healthier workplace, improve nurse retention, and ultimately enhance the quality of care. The study offers practical implications for healthcare administrators, emphasizing leadership development. Full article

Workplace accidents in high-risk environments remain a major safety concern, particularly when workers’ visual and auditory channels are overloaded. Haptic feedback offers a promising alternative for alerting individuals to unseen dangers and enhancing situational awareness. Motivated by challenges commonly observed in construction, this study investigates haptic alerting strategies applicable across dynamic, attentionally demanding contexts. We present two empirical experiments exploring how wearable vibration cues can inform users about approaching objects outside their field of view. The first experiment evaluated variations of pattern-based vibrations to simulate motion and examined the relationship between signal parameters and perceived urgency. A negative correlation between urgency and pulse duration emerged, identifying a key design factor. The second experiment conducted a novel comparison of pattern-based and location-based haptic alerts in a complex virtual environment, with tasks designed to simulate cognitive engagement with work processes. Results indicate that location-based alerts were more efficient for hazard detection. These findings offer insights into the design of effective user-centred haptic-based safety systems and provide a foundation for future development and deployment in real-world settings. This work contributes a generalisable step toward wearable alerting technologies for safety-critical occupations, including but not limited to construction. Full article

Background: Mental health is increasingly recognized as an integral component of occupational health and safety, particularly in high-risk industries such as construction. However, in Saudi Arabia, limited attention has been given to understanding mental health knowledge, beliefs, and workplace support mechanisms, especially among a diverse workforce that includes both migrant and national employees. Methods: This qualitative study employed semi-structured interviews with 30 construction sector participants occupying a range of professional roles. Thematic analysis was conducted using NVivo 15 software, guided by the COM-B model and Health Belief Model, to explore perceptions related to mental health, safety practices, and organizational interventions. Results: The findings highlight significant disparities between migrant and national workers. Migrant workers reported greater challenges related to language barriers, cultural stigma, and a lack of access to culturally appropriate mental health support. National workers described slightly better access to safety and health initiatives but still reported inadequate mental health training. Key barriers across the workforce included limited leadership engagement, stigma, resource constraints, and insufficient organizational training. Existing health and safety programmes were largely focused on physical safety, with minimal incorporation of mental health concerns. Conclusions: The study reveals a pressing need to integrate mental health into occupational safety frameworks in the Saudi construction sector. Culturally sensitive, leadership-supported mental health initiatives are essential to addressing disparities and promoting holistic workers’ well-being across both migrant and national populations. Full article

This study investigates how resilience and multidimensional happiness at work (HAW), comprising work engagement, job satisfaction, and affective organizational commitment, contribute to grit among employees in high-pressure service environments. Drawing on Fredrickson’s Broaden-and-Build Theory, we test a model using data collected in 2024 from 293 employees at an international airport in Cyprus. Structural equation modeling reveals that resilience significantly enhances both grit and all three HAW dimensions. Among them, affective commitment emerged as a key mediator linking resilience to grit, while job satisfaction showed a surprising negative effect on grit. These findings highlight the importance of fostering eudaimonic rather than purely hedonic well-being to build sustainable motivation in emotionally demanding roles. Our results contribute to the sustainable work and well-being literature by positioning resilience and commitment as psychological resources that support organizational adaptability and long-term employee performance. This study offers actionable insights for leadership, HR strategy, and the promotion of sustainable workplace cultures, particularly in aviation and airport operations, where employee well-being directly impacts safety, service quality, and crisis readiness. Full article

Modern technologies are transforming occupational health and safety training by enhancing education, innovation, fire prevention, and promoting sustainability conditions in various sectors of industries. Digital tools such as virtual reality, artificial intelligence, and interactive simulations improve learning efficiency, engagement, and risk awareness. By integrating the technologies, companies can better prepare employees for hazardous situations, reduce workplace accidents, and ensure compliance with safety regulations. Fire courses on fire prevention and control are an essential element in health and safety trainings, and a crucial aspect of safety management. In any business, employees should be prepared for emergency situations, including fires by using modern tools like artificial intelligence. This article aimed to assess the implementation of modern technologies in Polish occupational health and safety training across various industrial sectors. Additionally, this research considered variations in training program development based on company size and financial capacity, highlighting the importance of integrating training, education, and innovative technologies into the company’s overall development strategy. The relationships between safety training programs, education, and innovation in 597 industrial companies were evaluated. The research findings suggest that integrating innovative technologies into training can improve working conditions in a more sustainable way and enhance the market competitiveness of enterprises. Full article

In today’s volatile business environment, command and control leadership is increasingly inadequate for sustaining engagement, innovation and resilience. This review synthesises peer-reviewed evidence on coaching leadership style (CLS) published between 2000 and 2025. A systematic search across four databases yielded eleven high-quality empirical studies and three meta-analyses. The findings indicate that CLS enhances employee motivation, facilitates skill development, promotes psychological safety and strengthens organisational adaptability, while concurrently advancing leaders’ effectiveness and emotional intelligence. Notably, recent trials demonstrate that both virtual and face-to-face coaching modalities produce comparable performance gains. This review also identifies contextual constraints—such as time intensity and crisis-driven situations—where CLS may be less advantageous. Practical recommendations are offered for embedding coaching behaviours into daily management routines, including phased roll outs, leader as coach training and metrics for monitoring engagement and innovation. Future research should prioritise longitudinal, cross-cultural studies that examine CLS efficacy in digitally transformed, post-pandemic workplaces. Collectively, the evidence positions coaching leadership not as an optional enhancement but as a strategic requirement for organisations seeking sustained competitive advantage. Full article

Background. Healthcare workers’ health can be influenced by physical, psychological, social, emotional, and work-related stress. MountainTherapy Activities (MTAs) are an integrated therapeutic approach that uses nature to enhance their well-being through group activities like hiking. This cross-sectional study examines well-being levels among Italian Departments of Mental Health workers who do or do not participate in MTAs. It hypothesizes that MTAs may reduce burnout, boost psychological resilience, and increase job satisfaction. Methods. The study involved 167 healthcare workers from 11 Italian Local Health Authorities, divided into MTA (who take part in MTA; n = 83) and non-MTA (who have never participated in MTA; n = 84) groups. They completed five validated questionnaires on psychological distress, burnout, resilience, job engagement, and psychological safety. Data were compared between groups, considering MTA frequency and well-being differences during MTAs versus workplace activities. Results. MTA participants scored higher in psychological well-being (t(117.282) = −1.721, p = 0.044) and general dysphoria (t(116.955) = −1.721, p = 0.042). Additionally, during MTAs, they showed greater job engagement (vigor: t(66) = −8.322, p < 0.001; devotion: t(66) = −4.500, p < 0.001; emotional involvement: t(66) = −8.322, p = 0.002) and psychological safety (general: t(66) = −5.819, p < 0.001; self-expression: t(66) = −5.609, p < 0.001) compared to other activities. Conclusions. MTAs can be considered a valid intervention for the promotion of the mental health of healthcare workers. Full article

The COVID-19 pandemic was a particularly challenging time for the construction industry as it experienced significant disruptions to operations, affecting various stakeholders. With various national and international health agencies promoting preventive measures, the construction industry struggled with the implementation of these measures due to the unique nature of the work involved in construction. This study aimed to highlight the ways in which stakeholders in the construction industry interacted and responded to the prescribed preventive measures through social media analysis. Using model-based clustering and structural topic modelling, this study provided insights into the prevalent discussion topics in social media around prevention measures in construction. In addition, sentiment analysis demonstrated interesting polarisation around the topic areas. Four prevalent topics that encapsulated the entirety of the social media data were identified, with two of the topics showing an upward trend, as expected, while the other two topics showed a contrasting downward trend. These findings offer practical value for construction managers and policymakers by revealing the effectiveness of different communication strategies and identifying areas where prevention measures faced resistance or acceptance. The sentiment polarisation patterns (50% positive, 40% negative) provide actionable insights for developing more targeted engagement approaches, while the topic evolution trends inform the timing and focus of safety communications. Construction organisations can leverage these insights to improve workplace safety protocols and enhance stakeholder buy-in for future health initiatives. This study lays the foundation for future studies to investigate the connections between the prevalent prevention and the interrelated dynamics within the conversation regarding COVID-19 prevention strategies in the construction sector. Full article

Occupational safety and health (OSH) training plays a crucial role in preventing workplace accidents, ensuring compliance with legislation, and fostering a safety-oriented culture across all sectors. This article compares traditional OSH training methods with innovative approaches that incorporate interactive elements and virtual reality (VR) technologies, with a particular emphasis on their contributions to sustainability. The study analyzes feedback from training participants across various occupational roles and age groups, focusing on the effectiveness, engagement, and perception of each method. The results demonstrate that interactive training and VR-based training not only enhance participant engagement and improve comprehension of safety procedures but also promote sustainable training practices by reducing the need for physical materials, minimizing travel, and decreasing reliance on extensive on-site infrastructure. These advancements contribute to environmental sustainability within safety training programs. The paper further explores the benefits, challenges, and economic considerations associated with implementing sustainable, technologically enhanced training approaches. The findings suggest that integrating modern, sustainable educational technologies into OSH training leads to more effective knowledge transfer, better preparedness of employees for emergency situations, and a reduction in environmental impact, aligning safety training practices with broader sustainability goals. Full article

Grounded in motivation theory, this study examines the direct relationship between a supportive workplace environment (SWE) and employee performance (EP). The SWE has been identified into three dimensions, i.e., work recognition (WR), work motivation (WM), and career development (CD). Moreover, we focused on the mediating effect of employee engagement (EE) on the relationship between SWE and EP. A quantitative research method was used, and data were collected through a questionnaire survey. Data were collected from 349 respondents. The target population were the senior managers, middle managers, and administrative staff working in the semi-government organizations based in Riyadh, Saudi Arabia. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) software version 4.0. The results indicate that in the direct relationship, workplace recognition, workplace motivation, and career development are positively connected with EP. Similarly, the findings show that employee engagement positively mediates between an SWE (work recognition, work motivation, and career development) and EP. This study suggests that managers can establish practices acknowledging and appreciating employee contributions, leading to increased motivation and improved performance. Creating a work environment that fosters work motivation by addressing employees’ physical and safety, social, and egoistic needs can further enhance employee engagement and performance. The study highlights the significant role of work recognition, work motivation, career development, and employee engagement in influencing employee performance. This study also recommends some practical implications for the semi-governmental organizations. First, it was suggested that organizations create a workplace environment in which employees feel appreciated, valued, and happy. Second, the organizations introduce the employee engagement culture at the department level as well as at the organizational level. Third, the organizations also introduce flexible work schedules for middle-level and administrative staff. Finally, Saudi organizations recognize the output of their employees and provide them with monetary incentives. Full article

(1) Background: This study examines the relationships between organizational trust, eudaimonic well-being, and digital well-being among IT professionals in Poland and Italy. The research investigates how organizational trust influences well-being outcomes in contrasting cultural and economic environments. (2) Methods: the study used a quantitative research strategy, applying the diagnostic survey method through a structured, self-administered questionnaire available in both Polish and Italian. The sample consisted of 243 public sector employees working in the IT domain (116 in Poland and 127 in Italy), including administrative staff, IT professionals, and mid-level managers with varying levels of work experience. (3) Results: The findings demonstrate that organizational trust significantly enhances eudaimonic well-being, particularly in Poland, where a fast-paced and innovation-driven IT sector creates heightened demands for psychological safety and stability. While organizational trust also positively influenced digital well-being in both countries, this relationship was stronger in Poland than in Italy, suggesting that cultural and organizational differences mediate the impact of organizational trust on digital stress management. These findings also support global policy efforts, including the United Nations Sustainable Development Goals and European digital policy frameworks, to promote socially sustainable and resilient digital workplaces. (4) Conclusions: The study underscores the need for organizations to implement transparent communication, career development initiatives, and proactive digital well-being strategies to ensure employees feel supported and engaged. The implications for company owners, managers, and policymakers highlight the role of organizational trust in promoting sustainable, resilient digital workplaces. Full article