Search Results (174)

The workplace, as a promising location for Electric Vehicle Supply Equipment (EVSE), presents a particular challenge, as different user requirements (e.g., parking and charging durations) meet a spatially and quantitatively limited offer of EVSE. However, integrating electric vehicles synergistically into the energy system of the employer can increase the profitability of the system and, correspondingly, increase the number of EVSE. For this, a deep understanding of employees’ charging behavior is key. For providing some evidence of empirical charging patterns at the workplace, this work examined a dataset of 23.9 million observations on empirical charging processes at workplaces in 2023. To identify user groups, a probabilistic model (Gaussian Mixture Model) and a K-Means clustering approach were applied and the results compared. Eight groups were identified, including full-time and part-time employees, pool vehicle users, and opportunists. The group-specific probability distributions are used to publish a synthetic dataset of parking and charging patterns at workplaces. The openly provided dataset helps to identify the right composition of EVSE in the employee context and to optimize potential fields of action. Full article

Background/Objectives: Physician burnout and mental health issues are widespread, with over 50% experiencing burnout and nearly 25% suffering from depression, trends that have worsened since 2018. High-demand specialties like urology face additional stressors, including increasing workloads and technological changes. Gender disparities further exacerbate these challenges, with female urologists reporting higher burnout and work–life balance struggles. To evaluate perceptions of work–life balance, career satisfaction, and workplace experiences among urologists worldwide, and to provide potential strategies to improve physician well-being, promote gender equity, and support the sustainability of urology. Methods: A web-based, cross-sectional survey was conducted from March to June 2025, involving urologists, residents, and fellows globally. The 30-item questionnaire covered demographics, working conditions, work–life balance, and gender-related workplace issues. Data were analyzed using descriptive statistics stratified by gender, age, role, and region. Results: We received replies from 390 doctors in urology. Work-related stress was reported by 87.4% (340). A total of 17.7% (69) felt their career progression to be fully compatible with their personal life, while 42.3% (165) perceived a significant imbalance. Female urologists experienced higher perceptions of inequality in career and work–life opportunities. Over 50% expressed willingness to reduce workload for family reasons, highlighting systemic barriers. Burnout was most prevalent among younger urologists (<50 years), with persistent gender disparities across regions. Conclusions: Work–life imbalance and burnout remain major concerns for urologists globally, especially among female and early-career physicians. Addressing these issues requires institutional policies promoting flexibility, gender equity, and targeted support. Further research is needed to develop effective interventions to sustain a resilient urological workforce. Full article

In the context of the digital transition, office environments are increasingly shaped by flexibility, technological integration, and occupant-centered design. These transformations influence not only building operations but also the social dynamics and well-being of workers, thereby intersecting with the broader goals of socially sustainable design. To address this complexity, Building Management Systems (BMS) and Digital Twins must evolve from static automation to adaptive frameworks that recognize and respond to diverse workplace activities and social interactions. This study proposes a standardized taxonomy of office activities as a foundation for activity recognition and environment adaptation. A systematic literature review identified key activity categories and defining attributes, which were refined and validated through direct observations, diary logs, and semi-structured interviews in small, shared offices with open-plan workspaces. The resulting taxonomy comprises four main classes—Focused Work, Meetings, Shallow Work, and Resting—each defined by contextual attributes such as plannability, social interaction, number of participants, posture, modality, location, and duration. The framework supports the development of human-centric, situationally aware BMS capable of dynamically adjusting environmental conditions to promote comfort, well-being, and energy efficiency. By integrating user agendas and feedback, this approach contributes to more inclusive and socially sustainable work environments, aligning with the emerging paradigm of adaptive, human-oriented architecture. Full article

This study develops and psychometrically validates the Neuroplasticity Literacy in Working Life Scale (NLWLS), designed to evaluate employees’ engagement in enrichment activities and deliberate cognitive renewal practices. Based on a theoretical framework, neuroplasticity literacy is conceptualized through two behavioral dimensions: Enrichment Behaviors (EB) and Deliberate Cognitive Renewal (DCR). The scale was developed via a two-stage process involving expert evaluation, pilot testing, exploratory factor analysis, and confirmatory factor analysis using robust maximum likelihood estimation. Findings from two independent samples (n = 120; n = 164) consistently support the two-factor structure, demonstrating high internal consistency, strong convergent and discriminant validity, and satisfactory model fit indices. The NLWLS offers a methodologically rigorous instrument for measuring neuroplasticity-related behaviors at work, contributing to understanding employees’ cognitive renewal capacity, learning agility, and sustainable learning outcomes. These results support the integration of neuroscience-based behavioral indicators into organizational learning research and provide a theoretical–practical foundation for future studies. Full article

Background: Poor mental health is a major contributor to absenteeism and turnover among nurses. Psychological flexibility may act as a protective factor for work-related well-being. This early-phase feasibility study explored the delivery of an online adaptation of Acceptance and Commitment Therapy (ACT) training for UK nursing professionals. Methods: A self-guided, 4-week online adaptation of an ACT training course was delivered via Moodle. Measures of professional quality of life, work engagement, and work-related psychological flexibility were collected at baseline and post-intervention (6 weeks). Feasibility outcomes included recruitment, retention, intervention adherence, and user engagement, assessed through platform usage statistics and user experience feedback. Results: A total of 43 participants enrolled in this single-group pre–post feasibility study. Recruitment targets were met, and completion of baseline measures was high. Engagement with course content was acceptable for an early-stage digital intervention. Among the well-being outcomes, work engagement showed the clearest indication of potential measure responsiveness. Retention was acceptable for the post-intervention survey but low for the usability survey and follow-up interview, limiting further exploration of engagement drivers. Conclusions: This study supports the feasibility of delivering online ACT training to nursing professionals. Key areas for refinement were identified, including closer integration with existing workplace communication and professional development systems, ongoing stakeholder involvement across study phases, and workplace-embedded engagement mechanisms to improve retention. Future research should further explore how workplace context influences intervention acceptability in larger feasibility trials. Full article

Background: Chronic venous disease (CVD) substantially influences workers’ comfort, productivity, and capacity to remain employed, yet many occupational settings complicate the implementation of effective symptom management strategies. Temperature fluctuations, in particular, influence daily functioning: heat often worsens swelling, heaviness, pain, and fatigue, while cold may offer partial relief. This study examines how workplace thermal and organizational conditions affect adults with CVD, paying attention to the challenges they face in applying clinical recommendations. Methods: Fifty adults with CEAP C1–C6 disease were interviewed and observed in clinical settings. A qualitative descriptive approach was adopted to capture workers’ accounts rather than generate a new theory. Data were analyzed using Braun and Clarke’s reflexive thematic analysis within a qualitative descriptive framework. Results: Heat exposure consistently aggravated swelling, pain, and fatigue, whereas moderate cold often improved comfort and functional capacity. Participants highlighted numerous workplace barriers, including rigid schedules, restrictive uniforms, and difficulties maintaining compression in hot environments. Supportive supervisors, micro-breaks, access to hydration, and flexibility in posture facilitated better symptom control. Workers frequently described tensions between clinical advice and job demands, noting that instructions such as leg elevation or frequent breaks were often unrealistic in their occupational context. Conclusions: Aligning clinical guidance with workplace realities is essential for the well-being and long-term employability of individuals with CVD. Climate-sensitive and ergonomic job design represents an important strategy for supporting employees’ ability to manage symptoms and sustain productivity amid increasing thermal variability. Full article

Academic staff face workplace stressors such as high workloads, job insecurity, and limited institutional support, which contribute to psychological distress and burnout. While workplace-based interventions are important for maintaining well-being, their effectiveness in academic settings remains underexplored. This systematic review including qualitative, quantitative, and mixed methods studies synthesized evidence on individual-level mental health interventions for university academic staff. Five databases (PsycINFO, MEDLINE, Web of Science, SCOPUS, ERIC) were searched for peer-reviewed studies published between 2003 and 2023. From 1058 records, seven studies met the inclusion criteria. Methodological quality was appraised using the Mixed Methods Appraisal Tool (MMAT) and the GUIDance for the rEporting of intervention Development (GUIDED) framework. Interventions included lifestyle regimens, mindfulness, yoga, community therapy, and institutionally embedded wellness programs. The findings suggest that brief, structured, and theoretically grounded interventions can improve psychological well-being, reduce burnout, and enhance coping. Facilitators included leadership support, institutional integration, peer networks, and flexible delivery; barriers included stigma, workload pressures, attrition, and digital challenges. Most studies were conducted in the Global North, limiting transferability to resource-constrained contexts. Overall, individual-level interventions show promise, but sustainable, culturally adapted, and multilevel strategies are needed to strengthen mental health support in higher education. These insights also contribute to broader efforts to promote health and safety in the workplace by identifying practical strategies to enhance well-being across diverse occupational settings. Full article

This article explores experts’ perspectives on the most important soft skills for entrepreneurial success in the Western Balkans (WB) and identifies effective educational and workplace practices to foster these skills. Using a qualitative Delphi study supported by a literature review, the research gathered and synthesized opinions from 20 experts representing Serbia, Albania, North Macedonia, and Bosnia and Herzegovina. Findings show that communication, adaptability, flexibility, teamwork, and critical thinking are essential for business success, while leadership, emotional intelligence, problem-solving, and teamwork are considered most vital for future entrepreneurs. Experts emphasized that group projects, specialized courses, and blended learning approaches are effective in educational settings, while workplace skill development benefits from training programs, mentoring, active communication, and openness to feedback. This study provides region-specific insights into skill-building strategies for young entrepreneurs, addressing a key research gap. By integrating expert consensus with evidence-based practices, the article offers a framework for educators, policymakers, institutions, and businesses to strengthen entrepreneurship education and workforce readiness across the WB region. Full article

Background: Aging populations make expanded workforce participation among older adults an economic and public health priority. The COVID-19 pandemic accelerated the growth of virtual work, providing new opportunities for healthy aging in the workplace through increased flexibility and less physical strain. However, digital exclusion, ergonomically challenging tasks, and social isolation can limit these opportunities for older populations. Objective: This scoping review aimed to synthesize interdisciplinary research on the relationship between remote work and labor force participation among adults aged 45 years and older, focusing on health-related outcomes, barriers, and facilitators. Methods: Following the JBI Manual for Evidence Synthesis and PRISMA-ScR guidelines, we conducted a comprehensive search across seven databases for peer-reviewed and gray literature published between 2000 and 2025. Of 2108 records screened, 33 studies met the inclusion criteria. Data were extracted using a standardized charting tool and analyzed thematically. Results: Most studies were published after 2020 and originated in North America (45%) and Europe (40%). Core barriers included digital exclusion, ageism, and adverse ergonomic environments. Facilitators involved flexible working hours, a supportive organizational environment, and digital skills. Health-related outcomes such as stress reduction and improved well-being were commonly reported. However, only 18% of studies assessed policy effects, and very few examined intersectionality (e.g., gender, socioeconomic status). Conclusions: Remote and flexible work options can improve the health and participation of older adults in the workforce, but technology, infrastructure, and social barriers remain. Age-inclusive policies, digital equity efforts, and inclusive workplace practices are necessary to maximize the benefits of remote arrangements for aging populations. Full article

Previous studies suggested that people have stable conflict management styles which relate to their personality traits. However, recent research indicates that conflict management requires flexibility to switch between strategies and that this flexibility may relate to cognitive abilities. The interplay between stable preferences and a flexible performance in conflict management is a novel research avenue. We analyzed data from four studies (N = 1104) using a situational judgment test on emotional intelligence that presents conflict situations in the workplace. We tested whether preferences (selecting one’s typical behavior) mainly relate to personality traits and performance (selecting the ideal behavior) to cognitive abilities. We found that preferences akin to conflict management styles emerged between individuals; however, these preferences did not reflect tangible differences in personality traits. Considering performance, cognitive abilities were consistently conducive to solving conflicts, while the contribution of personality traits varied across situations, with the possibility that some traits may even hinder conflict resolution in some situations. We provide preliminary evidence on the contributions of both traits and abilities to conflict management, arguing that conflict management research needs to adopt a holistic view that combines both a person’s traits and abilities to explain their conflict behavior. Full article

Background: Multiple sclerosis (MS) leads to early retirement in one-third of patients. The aim of this study is to analyze the difficulties at work and to collect suggestions for support measures at the workplace to maintain the ability to work for people with MS. Methods: Qualitative interviews were conducted with 20 people affected by MS. The participants’ experiences with workplace support were summarized and suggestions for workplace measures were presented. Results: Lack of offers of health-related measures and missing adjustments of the workplace has been analyzed. Offering flexible working hours and measures against fatigue is desired. Intensifying the cooperation between labor market service, health care providers and companies can help reintegrate affected people. Conclusions: Workplace education about MS and health-related measures is needed. Technical adaptations and flexible working hours can support in maintaining workability. Measures against fatigue must be developed and companies must set further measures to support people with illnesses. Full article

Background/Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence on these relationships and their economic consequences. Methodology/Approach: A scoping review was conducted using the PCC (Population–Concept–Context) framework. Systematic searches across multiple databases identified 30 eligible studies, including quantitative, qualitative, and mixed-method designs, spanning different sectors and international contexts. Findings: Four main domains emerged: shift work and circadian disruption, organizational stress and burnout, workplace flexibility and accommodations, and fertility-related policies and organizational support. Hazardous working conditions, long hours, and psychosocial stressors were consistently associated with impaired fertility, reduced fecundability, and pregnancy complications. Conversely, flexible scheduling, fertility benefits, and supportive organizational cultures were linked to improved well-being, retention, and productivity. Originality/Value: This review integrates evidence across occupational health, organizational psychology, and labor economics, offering a comprehensive overview of workplace influences on reproductive health. It highlights gaps in equity and representation—particularly for men, LGBTQ+ employees, and workers in precarious jobs—and calls for longitudinal, interdisciplinary, and intervention-based studies to inform effective workplace policies. Full article

Background: The COVID-19 pandemic has accelerated the adoption of smart working and digital connectivity, transforming workplace interactions. While this shift offers flexibility and autonomy, it also raises concerns about workload management, psychological health, and work–life balance. Method: This study utilized a sample of 1185 employees from a multinational company operating in Italy to examine the impact of digital connectivity on work engagement, technostress, and job performance, framed within the Job Demands-Resources (JD-R) model. Participants completed surveys measuring digital connectivity, work engagement, technostress, and job performance. Results: The findings revealed moderate levels of digital connectivity and technostress, alongside high levels of work engagement and job performance. Mediation analysis indicated that work engagement positively mediated the relationship between digital connectivity and job performance, while technostress negatively impacted job performance. Notably, the two mediators operated independently rather than sequentially. Value: this research highlights the dual nature of digital connectivity as both a resource and a demand in the workplace. It underscores the importance of implementing strategies to enhance work engagement while addressing technostress. Organizations can benefit from adopting “right to disconnect” policies and flexible work arrangements to foster a healthier work environment, ultimately improving employee well-being and productivity in the digital age. Full article

This study aims to explore how organizations plan and implement flexible work arrangements (FWAs) to support managers in fostering work–family balance. In doing so, we examine the sequential mediating roles of work–family conflict, CEO gender equality perceptions, and organizational commitment to elucidate the consequences of FWAs. Our study draws upon the Korean Women Manager Panel (KWMP), a three-year initiative that includes 2345 mother and father managers working in 469 Korean companies. We utilized the longitudinal multilevel macro process model 8 to examine the mediating effects of work–family conflict and CEO gender equality perceptions on the relationship between FWAs and organizational commitment. The findings show that both work–family conflict and CEO gender equality perceptions mediate the relationship between FWAs and organizational commitment. Notably, father managers perceive less work–family conflict than mother managers, which indicates that as FWAs increase, CEO gender equality perceptions and organizational commitment rise as well. The use of FWAs is more beneficial for father managers as it alleviates work–family conflict and fosters positive perceptions and attitudes about CEOs and organizations. Thus, to increase the effectiveness of FWAs, it is pivotal to consider managers’ gender. Additionally, the CEO must be actively involved in shaping and promoting gender equality in the workplace. Full article

Remote work has become a prevalent work model in Canada but there is limited research on how immigrants experience this type of work. This paper shares thematic findings from an instrumental case study that explored such experiences in two of Canada’s largest immigrant-receiving provinces. We interviewed 21 highly educated remote workers from the Global South who had immigrated to Canada in the last 10 years. We generated three themes from a reflexive thematic analysis of interview transcripts. (1) Shifting labour market value: despite enhancing their skillsets, many participants still faced labour market devaluation, which led to feelings of insecurity. (2) Occupational flexibility: participants enjoyed the flexibility remote work provided but often could not draw distinct boundaries between work and home. (3) Socialization and belonging: being physically removed from the workplace affected participants’ connections with others within and outside of the workplace. Participants viewed hybrid work as a possible solution for achieving better balance. Using a Bourdieusian lens, we conceptualize the Canadian job market as a site where social inequalities are reproduced by employers and immigrants. We suggest that greater governmental and workplace support systems for socialization, integration, mentorship and building cultural awareness could help immigrants better achieve their career goals. Full article