Search Results (67)

As work–life balance (WLB) is considered the main premise of a sustainable workforce, organizations and policymakers direct their efforts toward helping employees attain it. However, there is a lack of research on organizational efforts to sustain WLB across different work arrangements. This study, therefore, explores the relationships among WLB culture, boundary control, and WLB among teleworkers and on-site workers. A two-wave survey with a six-month time lag involved 379 white-collar employees from various industries. The results showed that WLB culture was associated with greater boundary control over time. Moreover, this effect was significant only among office workers but not among teleworkers, suggesting that WLB culture is more important when working on site. Additionally, greater boundary control was related to a higher affective dimension of WLB, but not with the effectiveness dimension, six months later. Practical and empirical implications for organizational practices that enhance work–life balance across various settings are discussed. Full article

Background: Hallux valgus affects footwear tolerance, body image, and social participation, particularly among white-collar women who adhere to formal dress codes. While clinical outcomes of hallux valgus surgery are well described, little is known about how women in office-based occupations experience postoperative recovery. This study explored the lived experiences of women at least 12 months after surgical correction of mild-to-moderate hallux valgus using distal first-metatarsal osteotomy with adjustable intramedullary T-plate fixation. Methods: A qualitative interpretivist approach was employed. Semi-structured interviews were conducted with purposively selected Turkish-speaking white-collar women who underwent surgery between January 2021 and January 2024. All had ≥12 months of follow-up. Interviews were transcribed verbatim and analyzed using reflexive thematic analysis guided by Consolidated Criteria for Reporting Qualitative Research (COREQ) principles. Trustworthiness was supported through member checking, an audit trail, negative case analysis, and peer debriefing. Data saturation was reached at 27 interviews. Results: Twenty-seven women (mean age 43.04 ± 4.66 years) participated. Six themes emerged: (1) expectations and motivations; (2) postoperative physical experience; (3) aesthetic perception; (4) psychological responses; (5) social and domestic support; and (6) footwear identity and adaptation. Participants described meaningful gains in comfort, confidence, and mobility. The ability to choose footwear freely, rather than endure pain, was central to their sense of recovery. Improvements in self-image and ease in professional and social settings were also emphasized. Conclusions: Across six interrelated themes, white-collar women described postoperative recovery as a multidimensional process encompassing footwear autonomy, body image, occupational confidence, physical experience, psychological responses, and social support. These findings highlight the importance of incorporating footwear expectations and workplace needs into preoperative counselling and postoperative care. Full article

Background/Objectives: White-collar workers experience a unique dual burden of high psychological demands and prolonged static loading, creating a need to understand how physical resilience may mitigate these stressors. This study investigated the moderating role of specific muscle fitness components in the associations between work stress, burnout, and well-being among white-collar workers. To address the gap in task-specific physical resilience, we employed a cross-sectional design involving 321 full-time employees. Methods: Work stress (job control and demands), burnout, and well-being were assessed via structured questionnaires, while grip strength, abdominal endurance, and back muscle endurance were objectively measured. Results: Results indicated that the muscle fitness components were not directly associated with either burnout or well-being. However, the moderation model for burnout was significant (F = 15.837, p < 0.001; adjusted R² = 0.278), where back muscle endurance significantly moderated the association between psychological job demands and burnout (β = −0.121, p < 0.05), whereas no such moderating effect was observed for well-being. In contrast, no such moderating effect was observed for well-being, nor did grip strength or abdominal endurance exhibit significant buffering effects on either psychological outcome. Conclusions: These findings demonstrate the relevance of task-specific physical resources in sedentary environments, specifically that back endurance functions as a buffer against burnout but may be insufficient to directly enhance overall well-being. The results suggest that while integrating task-specific physical assessments is vital for burnout prevention, psychosocial organizational support remains essential for fostering comprehensive well-being. Full article

In white-collar workplaces, individuals with autism spectrum disorder (ASD) traits may experience psychological strain and reduced productivity. This study examined structural relationships among ASD traits, social camouflaging, psychological distress, and work functioning impairment, with a focus on gender differences using a secondary analysis of data from an online survey of 543 Japanese white-collar workers (284 men, 259 women). Validated instruments were used to assess ASD traits, camouflaging, psychological distress, and work functioning impairment. Multi-group structural equation modeling by gender was applied using a NIOSH-inspired model. Men scored higher on the Imagination subscale of ASD traits, whereas women scored higher on Attention Switching and Assimilation. ASD traits were indirectly associated with work impairment through psychological distress, while the direct path between ASD traits and work impairment became negative when distress was controlled, indicating a statistical suppression pattern that was more pronounced among women. Assimilation was significantly associated with psychological distress in women but not in men, although the gender difference was at the trend level. The findings indicate a cross-sectional, context-dependent association between ASD traits and work functioning and highlight the importance of considering both gender and workplace context in non-clinical working populations. Full article

Aging may lead to a gradual decline in work ability, but other factors, such as worker motivation, also play a crucial role. This study, based on the Job Demands–Resources model, examined whether work engagement, an indicator of high motivation, is positively linked to work ability in older white-collar workers. We also explored the influence of job resources (control and social support) and demands (workload and techno-complexity) on work ability, mediated by work engagement. Structured interviews were conducted with 230 bank and finance workers aged over 50, and structural equation modeling was employed to investigate our hypotheses. Work engagement was positively associated with work ability. Control and social support improved work engagement and indirectly enhanced work ability. Among job demands, techno-complexity reduced work engagement but did not affect work ability. Workload weakened the positive effects of control on work engagement and work ability. Our findings suggest that promoting work engagement in older white-collar workers by increasing autonomy, fostering a supportive environment, and reducing overload and techno-complexity can help protect and enhance their work ability. Full article

The lack of research on organisational efforts in managing work–life conflict across different working contexts is considered a major barrier to sustainable employment. In response, this study examines how organisational segmentation strategies can help reduce burnout and improve sustainable work–life balance by minimising work–life conflict among both teleworkers and office workers. A two-wave survey, conducted six months apart, involved 359 white-collar employees from various industries. The results show that segmentation supplies—defined as the extent to which organisations facilitate maintaining boundaries between work and personal life—lead to decreased work–life conflict for both teleworkers and office workers. Additionally, the findings indicate that higher levels of work–life conflict are associated with a reduced appreciation for organisational efforts to support the management of professional and personal life demands among teleworkers. Still, this effect was not observed for office workers. Ultimately, work–life conflict was found to increase burnout and reduce work–life balance, specifically among teleworkers, highlighting the importance of organisational initiatives aimed at preventing work–life conflict to enhance their well-being. Full article

This narrative literature review aims to explore the risk and protective factors influencing the mental well-being of white-collar workers in the post-pandemic era. It investigates how factors vary across different phases, including pre-pandemic traditional work models, work-from-home or hybrid models during the pandemic, and the recovery phase of returning to the office in the post-pandemic era. This review highlights the diverse nature of related factors, examining constructs including stress, depression, burnout, thriving, work engagement, workaholism, motivation, workplace civility, and resilience. The Job Demands-Resources model, a recognized theoretical tool for analyzing and understanding the interactions between psychological constructs and their effects on employee well-being and turnover intention, is proposed as a useful framework to consider the relationships between the factors. By synthesizing existing research findings, this review contributes to our understanding of the complex interplay between work-related factors and employee well-being in the evolving landscape of the post-pandemic world. Understanding these dynamics is crucial for developing effective strategies to support white-collar workers’ mental well-being and productivity in the post-pandemic era. Full article

The decline in mental health among workers in Japan has become a serious concern. Autism spectrum disorder (ASD) traits are increasingly recognized as a potential risk factor for mental health issues, yet few individuals receive a formal ASD diagnosis. This study aims to examine whether undiagnosed but working individuals with strong ASD characteristics differ in factors related to presenteeism (low productivity) compared to their counterparts with fewer ASD traits. In particular, we investigated the impact of social camouflaging—the behavioral adaptation used to mask ASD traits—especially on workers with strong ASD characteristics. An online survey was conducted among white-collar workers aged 20 to 60. The survey included items collecting demographic information (gender, age, marital status, highest level of education completed, employment status, job title, length of employment, and working hours) and included the Japanese versions of four validated instruments to measure aspects of autism traits, social camouflaging, work functioning, and occupational stress. Of the 543 respondents, 139 (25.6%) exhibited strong ASD characteristics. These individuals reported lower productivity than their counterparts. While social camouflaging was observed across all ASD trait levels, it was specifically linked to poorer mental health and reduced productivity among workers with strong ASD characteristics. To support workplace well-being and productivity, it is crucial to increase awareness and understanding of ASD traits in professional settings and create an environment that accommodates diverse work styles. Full article

This study aims to determine the effects of the variables within the UTAUT 2 model on the intention to use a Fully Electric Car. In this context, data were collected through survey forms from 401 white-collar workers who are considered to have a higher economic status. Initially, validity and reliability analyses were conducted on the scales used in the Smart PLS program, and subsequently, the hypotheses were interpreted using the results obtained from structural equation modeling. In this study, it was found that effort expectancy, social influence, perceived ease of use, hedonic motivation, and habit had a positive and significant impact on the intention to use electric vehicles. Performance expectancy has a negative and significant effect on the intention to use electric cars, while price has no significant effect. It was determined that the intention to use electric vehicles was found to mediate the relationship between perceived ease of use and actual usage behavior. This research can offer significant contributions to literature, particularly by examining the influence of habit on behavioral intention and the effect of hedonic motivation on electric vehicle usage intention. By testing the UTAUT 2 model in the context of electric vehicle acceptance, this study supports the universality and applicability of the model to various technologies. Emphasizing the role of variables such as hedonic motivation and habit in electric vehicle acceptance adds a new dimension to the UTAUT 2 model. Thus, it makes an important contribution to technology acceptance research. Full article

The COVID-19 pandemic has fundamentally transformed workplace dynamics worldwide. Within this context, emerging patterns in job demand and job resources necessitate a thorough examination of how these workplace changes affect work–family interference and employee well-being across diverse occupational categories. The current study investigates the differential impact of job characteristics on job satisfaction and work stress during the COVID-19 pandemic, comparing blue-collar and white-collar occupations in China. Drawing from the Chinese General Social Survey (CGSS) database, we conducted a cross-sectional analysis using data from two time periods, 2015 and 2021, encompassing 10,968 and 8148 valid samples, respectively. Through bootstrapping analysis, we tested the indirect effects of job characteristics on employee well-being, mediated by work–family interference. The results reveal distinct patterns across occupational categories. Blue-collar workers demonstrated increased susceptibility to work-related stress, primarily due to the compounding effects of dual workload demands that intensified their work–family interference. Conversely, white-collar employees maintained a positive relationship between job autonomy and job satisfaction, despite the negative mediating influence of work–family interference. Full article

Current work environments, driven by globalization, demographic changes, and digitalization, demand substantial adaptation, which leads to decreased employee well-being. While occupational psychology research has identified supportive mechanisms, it often lacks a deepened understanding of how interventions function. This study aims to analyze the impacts of VUCA contexts and leadership behavior on job crafting, focusing on white-collar workers. Our objective is to identify workplace configurations that safeguard employee health in dynamic settings. Utilizing the JD-R model augmented by job crafting as a theoretical framework, we conducted qualitative comparative case studies using the GABEK^® methodology to analyze and systematize data. This approach captures complex organizational interrelationships through sentence analysis, transforming subjective meanings into a comprehensive network and providing deeper insights into organizational dynamics. Research findings reveal that evolving work demands, notably from digital transformations, impact knowledge management, communication, and employee well-being. IT discrepancies and communication deficits intensify work complexity, underscoring the need for enhanced management frameworks. Proactive and adaptive leadership, along with job crafting, is crucial for protecting health and enhancing performance in fast-paced digital environments. These strategies promote structured decision-making and efficient knowledge management, fostering a resource-oriented culture that enhances employee well-being and overall effectiveness. Full article

This study examined the relationships between job-related factors and overall physical activity (PA), including its subdivisions: leisure-time PA, transportation PA, and work-related PA. Additionally, this study investigated the associations between exercise intentions and different types of PA. A cross-sectional design was employed, utilizing a questionnaire to collect data on participants’ demographics, job-related characteristics, exercise intentions, and levels of PA. A total of 400 full-time workers voluntarily participated in this study. The findings identified women, white-collar workers, those with longer working hours, and individuals with low exercise intentions as high-risk groups for insufficient overall PA in multiple linear regression analysis. After controlling for covariates, occupation was found to be associated with both overall PA (β = 0.146) and work-related PA (β = 0.236). Shift workers exhibited higher levels of work-related PA (β = 0.234). Furthermore, exercise intentions showed associations with overall PA (β = 0.243), leisure-time PA (β = 0.523), and transportation PA (β = 0.176) but did not demonstrate a significant relationship with work-related PA. This study highlights the importance of implementing comprehensive approaches in workplace health promotion programs aimed at enhancing various types of PA. Strategies should focus on improving exercise intentions to boost leisure-time and transportation PA, while work-related PA requires tailored interventions based on job-specific factors. Full article

Background: Neck pain (NP) is a prevalent musculoskeletal disorder, especially among individuals with sedentary occupations. The interplay between cervical and thoracic spine mobility is hypothesized to contribute significantly to NP severity, yet this relationship requires further exploration. Methods: This cross-sectional study involved 179 young white-collar workers with NP lasting for at least six weeks. Participants were stratified into mild (n = 78) and moderate (n = 101) pain groups based on their scores on the Northwick Park Neck Pain Questionnaire (NPQ). Cervical and thoracic range of motion (ROM) in the sagittal plane was measured using inclinometers. NP severity was further assessed using the NPQ and the Neck Disability Index (NDI). Correlation, regression, and mediation analyses were conducted to investigate the relationship between cervical and thoracic ROM and NP severity. Results: Thoracic ROM was higher in the mild pain group (median: 47.35, IQR: 10.13) than in the moderate pain group (median: 42.10, IQR: 13.60; p < 0.001). The NDI had a negative correlation with thoracic ROM (r = −0.65; p < 0.05) and a positive correlation with cervical ROM (r = 0.84; p < 0.01). Additionally, thoracic ROM mediated the effect of cervical ROM on NP, particularly influencing NDI scores (p < 0.01). Conclusions: This study found a significant association between reduced thoracic ROM and increased NP severity, highlighting the role of thoracic spine mobility in NP among young white-collar workers. Targeted interventions for thoracic dysfunction may reduce compensatory cervical strain and improve NP management, suggesting that thoracic spine assessments should be integrated into routine clinical evaluations. Full article

This paper analyses the commuting frequencies and modal choices of travellers in Melbourne, using a dataset reflecting travel behaviour before and after COVID-19. A factor analysis of 63 latent variables identified seven key factors, which were used in cluster analysis to examine the relationships between latent constructs, land use, and socio-demographic variables, as well as commuting behaviours. The analysis categorised white-collar employees into four groups based on their remote work engagement, with socio-demographics and industry type as key factors. The analysis shows that female clerical and administrative workers who worked from home during the pandemic are now returning to the office, raising gender equality concerns within society. Meanwhile, the education and training sector mandates office attendance despite the feasibility of remote work, as universities prioritise in-person attendance to attract more international students, impacting societal norms around telecommuting. The analysis revealed that saving on commute costs, reducing travel time, and spending more time with family are the among the primary factors influencing travel behaviour among white-collar employee’s post-pandemic. The study found that the decrease in public transport trips is associated with increased telecommuting rather than service dissatisfaction, especially among Central Business District (CBD) employees who still rely on public transport. This trend suggests that the CBD sector’s growing acceptance of remote work is reducing daily commutes, which puts additional pressure on public transport providers to sustain and improve their services. A decline in service quality could further reduce ridership, highlighting the need for consistent, high-quality public transport. Furthermore, the study found that increased telecommuting is likely to reduce car trips in the future, especially among healthcare and social workers who prefer driving due to public transport’s unreliability for their demanding schedules. By examining variables like the advantages and disadvantages of working from home, convenience, accessibility, and the efficiency of public transport, this study enhances the understanding of transport behaviour and underscores the need to improve public transport reliability to support sustainable cities as remote work grows. Full article

Background: The accelerated aging of the world’s population will lead to an increase in the number of older people in the workforce. Computerized Cognitive Training (CCT) is effective in improving cognitive outcomes, but its benefits for older workers remain controversial. We investigate the real-world efficacy of CCT in the workplace, focusing on employees aged 50+ years from a public sector agency. Methods: Case managers (n = 82) were randomized to either an intervention group (24 40 min CCT sessions two times per week) or a waiting list passive control group. Cognitive ability, well-being, job satisfaction, and productivity outcome measures were collected and assessed before and after CCT or the comparable control wait time. Results: Participants undergoing CCT improved on a task of executive functioning (p = 0.04). There was a trend toward a change in work productivity after CCT (p = 0.09), with the control group showing a significant decrease (p = 0.02), while the intervention group remained stable. Conclusions: CCT during office hours has a positive effect on cognition and well-being without affecting productivity among white-collar office workers. CCT could be considered as an intervention to support the older workforce in managing the cognitive and behavioral challenges of changing workplace demands. Full article