Search Results (1,240)

Radon is one of the leading causes of lung cancer worldwide. Following the implementation of the European Council Directive 2013/59/EURATOM, regular measurements of radon concentrations in workplaces have been carried out in European countries for approximately ten years. This provides a basis for assessing the exposure of workers and the general population to radon, as well as for determining the need to implement measures aimed at reducing this exposure. In addition to commonly used methods that focus on eliminating radon sources or minimizing its ingress into buildings, there are also temporary measures available, such as using air purifiers to improve indoor air quality. Although they are not recommended as a standalone or definitive solution, they can be useful as an interim measure—until appropriate actions to reduce indoor radon concentrations are implemented. In this study, five commercially available air purifiers were tested under controlled laboratory conditions to assess their impact on radon and its decay products. The results show that none of the tested devices significantly reduced gaseous radon concentrations. However, the air purifiers were highly effective in removing radon progeny, achieving a 95–99% reduction in potential alpha energy concentration (PAEC) and reducing the equilibrium factor from 48 to 76% to 0–2%. From a sustainability perspective, these findings are relevant for public health protection, responsible consumer decision-making, and evidence-based indoor air quality management. By distinguishing between ineffective radon gas removal and effective reduction of dose-relevant decay products, this study supports sustainable risk mitigation strategies and helps prevent the misuse of energy- and resource-intensive technologies for purposes they cannot fulfill. Full article

The performance of New Zealand’s construction companies depends on the adaptability and skills of their workforce. The soft skills of the company’s building professionals are thought to contribute to the delivery of successful construction projects. This pilot study captures the perceptions of the importance of critical soft skills in semi-structured interviews with thirteen Quantity Surveyors (QSs) and fourteen Project Managers (PMs) working in New Zealand. For both cohorts the most important skill is communication, followed by workplace ethics. An exploratory Mann–Whitney U comparison suggests a difference in their ranking of emotional intelligence in interactions with other stakeholders, with PM deeming it more important than QS. Within-cohort Spearman rank correlation shows different patterns of association among soft-skill clusters for QS and PM, offering contextual insight rather than confirmatory inference. After communication and ethics, QS prioritise dispute resolution while PM value project reasoning. A combination of individual traits and practical experience influences the successful transition from a QS role to the broader PM role. The findings are limited by the small sample size but may be useful in professional development courses and recruitment efforts, contributing to a more adaptable and flexible construction workforce. Full article

Although communication quality is widely recognized as a catalyst for workplace innovation, existing research seldom integrates communication quality, trust in leadership, and organizational commitment within a single explanatory framework, particularly in team-based enterprises operating in emerging economies. This study examines how communication quality fosters employee innovation through the sequential mediating roles of trust in leadership and organizational commitment, emphasizing its contribution to sustainable enterprise performance. Rooted in Social Exchange Theory (SET), the study illustrates how transparent, reciprocal, and supportive communication enhances relational trust, strengthens employees’ emotional attachment to their organizations, and creates a climate conducive to creativity and collaborative problem-solving. A quantitative design was employed using data from employees engaged in innovation-driven projects within medium- and large-sized software firms in Turkey’s ICT sector. A total of 339 valid responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings demonstrate that communication quality directly promotes employee innovation and indirectly strengthens innovation through trust in leadership and organizational commitment as sequential mediators. Additionally, organizational commitment amplifies the influence of communication quality on innovation, indicating that committed employees more effectively translate constructive communication into innovative behaviors. These results underscore the strategic importance of communicative clarity, relational leadership, and commitment-building practices in shaping resilient, innovation-oriented teams. The study advances SET by identifying trust and commitment as key relational mechanisms through which communication quality drives innovation, offering theoretical enrichment and practical guidance for sustainable human resource management and team-based organizational development. Full article

This study investigates workplace stress-management practices and their relationships with employees’ well-being and productivity in accordance with Tayma University College’s goals in Saudi Vision 2030. Although stress-relief programs have been studied in detail in Western cultural environments, efficacy in the context of Saudi higher education institutions has proven to be limited, particularly as employee reactions are shaped by cultural, organizational, and institutional factors. This paper aims to explore the relationships between various other indicators, namely, mindfulness, time management, scheduling autonomy, and coworker support, and stress, job performance, and work–life balance. A convergent mixed-methods design was utilized, based on survey responses from 104 academic and administrative employees and semi-structured interviews with 20 respondents. The presentation of data demonstrated that time management was most consistently and significantly effective using SEM. In conclusion, time management was positively and significantly associated with increased schedule control, coworker support, and job performance, resulting in a more balanced work–life experience. Mindfulness had no significant or meaningful influence on perceived stress levels, while the influence of coworker support was more variable, and job performance experienced greater variation. Qualitative results confirmed this trend, as evidenced by the fact that time-management-oriented activities were incorporated into the daily routine, while mindfulness-related exercises were not well integrated with the cultural norms and work requirements. Within the university context of Saudi Arabia and with reference to the Job Demands–Resources (JDs–Rs) framework and the Transactional Model of Stress and Coping, the study also reveals that situational influences constitute a significant contribution to the development and use of stress-relief resources. Ultimately, the findings highlight the value of culturally relevant stress-management practices to facilitate the well-being, performance, and stability of employees with the backdrop of Saudi Vision 2030. Full article

Stress in the workplace has been recognised by the World Health Organization (WHO) as a global health epidemic. Research examining the most stressful industries to work in the UK consistently ranks education among the highest groups, encompassing early years practitioners to higher education academics. One of the most commonly reported contributory factors is poor work–life balance, with high levels of emotional exhaustion and depersonalisation—key components of burnout—endemic. Related research has highlighted unprecedented mental health difficulties among children and young people; while many educators feel ill-equipped to manage the levels of mental distress they encounter in the classroom and playground on a daily basis, contributing to their own diminished wellbeing. The current author posits that at the heart of a well-functioning learning environment is the holistic wellbeing of every member of the education community. This paper brings together evidence from across different levels of education to expose systemic failures to address work-related stressors, highlighting gaps in effective support mechanisms to meet the needs of both learners and educators. Philosophical questions concerning professional identities and the function of a contemporary education system with mental health on its agenda are considered. Finally, recommendations are put forward to help tackle the current crisis and curb the exodus of professionals from across the sector. Full article

Working remotely during the pandemic changed workplace culture for millions of employees and managers, fueling a desire for more flexible work arrangements. About 75 percent of companies now support hybrid work, meaning managers often oversee workers both in and out of the office. Two large-sample surveys on these new work models reveal three management challenges: creating a consistent culture that includes both hybrid and in-office employees, strengthening connections among staff regardless of their location, and implementing effective performance management for both groups. In the management literature, existing research on each of these topics is limited. This article recommends solutions to each of these challenges based on available evidence, while exploring related topics such as new-hire and virtual onboarding, strategies to combat loneliness at work, proximity bias, and employee monitoring. The article concludes with a set of research questions that emerge from the topics reviewed. Full article

This study explores the relationships among companionate love (a collective, non-romantic emotional culture expressed through care, compassion, and tenderness at work), organizational culture practices (OCPs), work engagement, and burnout among 649 Brazilian workers. Using a quantitative, exploratory, and correlational design, data were analyzed through descriptive statistics, group comparisons, and network modeling. Results indicated strong positive associations among companionate love, OCP, and work engagement, as well as negative associations with burnout. Companionate love was most strongly associated with OCP, suggesting that emotionally expressive work environments are linked to the perception of supportive organizational practices. Work engagement emerged as a central relational node in the network, connecting emotional culture and burnout. Group comparisons showed higher engagement among postgraduate professionals and managers, and higher OCP perceptions among remote workers and employees in the private sector, although effect sizes were small. Network centrality analyses identified OCP and engagement as key relational influencers within the system. Overall, the findings highlight the relevance of emotional culture and organizational practices for workplace well-being and suggest relational pathways through which engagement may be linked to lower burnout in organizational contexts. Full article

Despite the critical role of parking supply in urban transportation, the nonlinear relationship between parking facilities and commute mode choice remains poorly understood. This study systematically examines the nonlinear influences of the built environment, with a focus on parking facilities, on commuting mode choice using 2019 survey data from Xi’an. A Gradient Boosting Decision Tree (GBDT) model combined with Accumulated Local Effects (ALE) analysis was applied to capture complex relationships. The parking-related variables encompass factors such as parking fees, distance to the nearest parking lot, number of parking spaces, and parking density. Key findings indicate that car ownership, gender, land use mix-work, and distance to CBD-work, distance to CBD-home, and number of parking spaces-home at home are significant predictors. Notably, the number of parking spaces proved more influential than parking density. A positive correlation was observed between parking supply at workplaces and car usage, with a sharp increase in the probability of car ownership when supply exceeds 2800 spaces/km². Similarly, a threshold of 7500 spaces/km² around residences significantly promotes car dependence. The results underscore the importance of incorporating nonlinear parking supply effects into travel demand forecasting and provide insights for developing targeted parking management policies. Full article

Background/Objectives: While nurses showed a willingness to work during the pandemic and wartime, little is understood about how they managed the conflict between their roles as caregivers and personal or family obligations. They are deemed “essential workers,” risking their safety to fulfill their duties. Objectives: This study aims to explore the lived experience of nurses during COVID-19 and wartime, delving deeper into their emotional and moral experiences, providing insights for nurses and nursing management about how nurses negotiate dilemmas. Methods: A focused interpretive, hermeneutic, phenomenological approach was employed. From December 2022 to January 2023, ten hospital-based nurses from two hospitals were purposively sampled for in-depth, semi-structured interviews, which were transcribed and analyzed. The study was approved by the University Ethics Committee (31102022). Results: The essence of “ Moral Conflicts of Dual Identity and Dual Allegiance” revealed profound moral and emotional struggles among nurses. Four key themes emerged: (1) Moral Stressors and Identity Negotiation, (2) Competing Responsibilities and Ethical Double-binds, (3) Virtual and Practical Wisdom in Crises, (4) Responses of Stress and Erosion of Support Conclusions: Understanding nurses’ ethical dilemmas is essential for healthcare leadership. Leaders must make it a priority for workplace safety for their nurses. In wartime, it is not obvious that the workplace is unsafe; leaders must foster open dialog and support systems in response to these crises. This study highlights the significance of peer support, emphasizing the need for policies that address the complex moral challenges nurses face daily. Full article

Background/Objectives: Research about the effects of schizophrenia, along with caregiver burden, exists extensively in Western countries. However, research on Middle Eastern societies, especially Saudi Arabia, is limited. We assessed the burden experienced by caregivers of individuals with schizophrenia and identified the associated factors contributing to it. Methods: The current cross-sectional study was conducted in Jeddah, Western Saudi Arabia, from December 2024 to March 2025. We used a validated Arabic data collection tool comprising 22 items that assessed five domains of caregiver burden. The associations between background characteristics and individual domains were determined by the Mann–Whitney U test and the Kruskal–Wallis test. We applied binomial regression analysis to find the factors associated with caregiver burden. Results: Of the 330 participants studied, no burden was observed in 17.9%. The remaining had mild (25.8%), moderate (34.8%), and severe (21.5%) burdens. Among the domains, emotional strain showed the highest mean (11.52 ± 4.32), followed closely by time and social limitations (11.29 ± 5.07) and health and financial impacts (11.08 ± 5.08). The caregiver burden was significantly higher among the adult children caring for their parents (p = 0.034) and lower among the participants working in the government sector (p = 0.022). Conclusions: The findings suggest a policy-relevant support program that includes workplace flexibility and financial help to manage their overall caregiving load and improve their health. Future research should explore the effectiveness of support strategies tailored to caregivers in different sociocultural contexts to enhance both caregiver and patient outcomes. Full article

Stormwater systems can improve public health and environmental and social conditions in cities, but their effectiveness may be blocked by fragmented project plans and lack of stakeholder support. Systems thinking and institutional analysis were used to assess how these barriers can be addressed and how stormwater systems can become agents of change to support livable and healthy cities. Projects and professional activities were studied to assess stakeholder involvement from low-to-high levels of power and interest in projects. Community stakeholders were developers and social entrepreneurs, government stakeholders included elected officials and staff, and support groups represented engineers, public agency facilitators, and urban planners. Stormwater projects and systems are a focus for engineers, but they often lose their stormwater identify when they are combined with other development projects. The workplace for such projects is the public arena, where cities seek aspirational goals by applying integration through comprehensive planning. However, development projects sometimes fail to comply with the plans. Stormwater may provide the spark for multi-purpose projects as cities must sustain conveyance corridors for connectivity of major flows. However, fragmented project development spurred by rigid capital improvement programs and lack of a path to develop stormwater system connectivity through comprehensive planning and development present barriers. Effective governance is the core issue, and most power is with elected officials, who require public support. The analysis shows need for a road map to utilize stakeholder power to promote stormwater advances by raising awareness and developing practical approaches that work in the spheres of comprehensive planning and capital improvement programming. The road map could be supported by an integrated body of knowledge to frame stormwater management as a combination of urban planning, engineering, and public administration and to encourage these communities to develop a cooperative road map through work among their professional associations. 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

Artificial intelligence (AI) integration into human resource management (HRM) in recent years has revolutionized HRM processes, thus affecting employee job behavior and turnover intentions. While much of the existing research has focused on the decision-making capabilities of AI, how and when AI-driven HRM empathy influences employee behavior and performance remains unclear. This study draws on organizational commitment theory to investigate how AI-driven HRM empathy affects employee outcomes, including job and organizational engagement, job satisfaction, employee performance, and turnover intentions. A time-lagged survey design was employed to collect data from 359 employees in China. Structural equation modeling was used to analyze the relationships among the constructs. The findings revealed that AI-driven HRM empathy enhances employee engagement, which subsequently improves job satisfaction, enhances job performance, and decreases turnover intentions. This research advances understanding of how employees experience workplace technologies by highlighting the novel role of empathy as a human-like quality that is embedded in AI-enabled HRM systems. The findings suggest that organizations must develop targeted solutions for their AI-driven HRM workplace strategies. This research makes a valuable contribution to the developing knowledge about AI in human resources by demonstrating how AI-driven HRM empathy influences workplace participation and employee retention. Full article

Background: Emotions play a central role in how employees respond to workplace bullying, influencing both their well-being and organizational outcomes. The purpose of the current study was to examine how workplace bullying and turnover intention are related to negative emotions and workplace unfairness. Methods: The research involved collecting data from 269 boundary-spanning bank workers (call center workers, frontline office staff, and customer service representatives) who experienced bullying. A moderated mediation was tested using Model 7 of the Process macro. The relationship between workplace bullying and turnover intention was analyzed, emphasizing the moderating effect of workplace unfairness and the mediating role of negative emotions. Results: The results validated the model, showing that an increase in negative emotions and workplace unfairness promotes the link between workplace bullying and the intention to leave. Increased negative emotions and perceived workplace unfairness amplified the relationship between workplace bullying and turnover intention. Conclusions: The findings underscored the cumulative risk of bullying environments for employee well-being and retention, providing practical recommendations for HRM and leadership strategies to cultivate healthier, more inclusive workplace settings. This study adds to the bullying–turnover literature by examining the joint role of negative emotions and workplace unfairness in a moderated mediation framework. The study connects these findings to sustainable labor management, emphasizing both theoretical and practical implications for organizations. Full article

The present research examines how employees perceive their firms’ CSR initiatives that ultimately translate into desired attitudes and behaviors, i.e., employee environmental commitment (EEC) and knowledge sharing (KS) at the workplace, by underpinning social identity theory. However, when do undesired working conditions, i.e., Perception of Politics (POP), adversely influence these desired outcomes? We deliberately selected 45 firms in the services and manufacturing sectors of Pakistan operating in larger metropolitan cities and prevalent tourist destinations, and actively participating in CSR activities. Thereafter, three self-administered surveys were conducted by employing a time-lagged design with two temporal breaks. A total of 655 surveys were distributed among middle managers across selected firms. Accordingly, it is found that employees who strongly identify with their organizations tend to align their personal values with organizational sustainability efforts and actively participate in environmentally responsible practices. They also demonstrate a greater willingness to share knowledge and enhance the organization’s collective intelligence. However, when employees perceive a high level of political behavior within the organization, their trust in its ethical standards diminishes, leading to various negative attitudes and behaviors in the workplace. This research contributed in two ways to the existing literature: (a) by examining the employees’ understandings of firms’ CSR engagements and their trickle-down effect on EEC and KS, (b) and studying when POP adversely effects the above relationship. Full article