Search Results (1,004)

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

Despite growing attention to corporate environmental responsibility, there is limited understanding of the psychological and social mechanisms linking corporate environmental responsibility to employees’ coworker-focused pro-environmental behaviors in the workplace, such as advocacy directed at peers. This study examined the influence of corporate environmental responsibility on employees’ coworker pro-environmental advocacy in the Chinese energy sector, with a sample of 1528 employees. Focusing on the mediating roles of long-term orientation, meaningful work, and sense of community, the research integrates insights from Social Exchange Theory, Self-determination Theory, and Affective Events Theory. The data were analyzed using structural equation modeling (SEM) to test the hypothesized relationships. The findings revealed that corporate environmental responsibility positively impacted employees’ advocacy for eco-friendly behaviors among coworkers through forward-thinking attitudes, intrinsic motivation, and strengthened social bonds. The study offers theoretical contributions by unpacking the interplay of individual and organizational factors and provides practical recommendations for cultivating an environmentally conscious culture through value alignment, meaningful work initiatives, and fostering a strong sense of community. 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

Burnout is a growing concern in the teaching profession, reflecting the inability to cope with persistent workplace stress and posing serious risks to teachers’ well-being and the sustainability of educational systems. It is characterised by diminished personal accomplishment, lack of fulfilment, and reduced productivity at work, usually expressed in three dimensions: emotional exhaustion, depersonalisation, and professional accomplishment. This study evaluated the relationship between burnout and workplace bullying among teachers in Portugal. Data were collected through an online questionnaire including sociodemographic information, the Maslach Burnout Inventory, and the Leymann Inventory of Psychological Terrorization scale (LIPT-60), with a final sample of 2003 teachers from preschool to higher education. Both instruments demonstrated excellent validity and reliability (KMO > 0.90; Cronbach’s α > 0.87). Most teachers presented a low risk of burnout (61.2%), while 36.9% were at moderate risk, with emotional exhaustion emerging as the most critical dimension (37.8% high levels). Statistically significant differences in burnout were found by gender, marital status, contractual relationship, working hours, and family separation. Workplace bullying correlated significantly with all burnout dimensions, with victims reporting higher emotional exhaustion and depersonalisation and lower professional accomplishment. These findings highlight the need for institutional strategies to reduce bullying and prevent teacher burnout, thereby promoting sustainable education systems. Full article

The significance of organizational psychology within the hospitality sector has garnered increasing scholarly attention. This study seeks to examine the contextual effects of green organizational climate in international tourist hotels through a three-level analytical framework. Specifically, it investigates the influence of organizational-level factors (green organizational climate), peer-level dynamics (workplace friendship), and individual-level attributes (Brilliant Quotient (BQ)) on employee job satisfaction. Empirical data were obtained from 68 international tourist hotels, comprising 623 supervisor surveys and 6230 employee questionnaires. The findings indicate that (1) employees’ excellence competency, supervisors’ emphasis on the universality of workplace friendships, and responsibility-oriented goals exert a direct influence on employee job satisfaction; (2) the universality of workplace friendship significantly moderates the relationship between excellence, execution capability, and job satisfaction; (3) responsibility goals, reward systems, and decision-making structures function as critical moderating variables; and (4) responsibility goals directly affect supervisors’ prioritization of workplace friendship. Full article

The rapid integration of artificial intelligence (AI) into organizational workflows is re-shaping traditional patterns of interaction between leaders and employees. Grounded in power dependence theory, this study investigates how employees’ voluntary dependence on AI influences leader–subordinate power relations and, consequently, influences employees’ voice behavior. We propose that employees’ dependence on AI can increase their perceived power when interacting with leaders, which subsequently enhances their willingness to offer constructive suggestions or question established practices. Furthermore, we propose that the extent to which leadership tasks can be substituted by AI plays a moderating role in this process. Coaching leadership, characterized by its emphasis on guiding task performance and developing employee skills, may be particularly sensitive to such substitution. Using two experimental studies and two survey investigations, we provide evidence that employees’ AI dependence is positively associated with voice behavior through heightened perceptions of personal power, and that this relationship is strengthened under high levels of coaching leadership. These findings advance leadership theory by explicating how AI adoption alters foundational power structures in the workplace and by identifying a novel, power-based pathway linking AI use to proactive employee behaviors. The study contributes to emerging discussions on effective leadership in technologically augmented organizations and offers empirical insights into how leaders can adapt their roles and behaviors in the new era of AI-driven work. Full article

Background: The transition from student to registered nurse is a vulnerable period characterised by emotional strain, role ambiguity, and transition shock. Although Graduate Nurse Transition Programs (GNTPs) aim to strengthen early practice readiness, few evaluations use longitudinal, theory-informed approaches or validated tools. Aim: To examine the professional role development of new graduate nurses (NGNs) across three transition stages within a major Australian health service. Design and Methods: A longitudinal quantitative study guided by Duchscher’s Stages of Transition Theory and the Transition Shock Model. A customised 75-item questionnaire—adapted from the Professional Role Transition Risk Assessment Instrument and the Professional and Graduate Capability Framework—was administered at three transition points (March 2020–March 2021). Four domains were assessed: Responsibilities, Role Orientation, Relationships, and Knowledge and Confidence. Descriptive statistics, Principal Component Analysis (PCA), chi-square tests, and multinomial logistic regression identified developmental patterns and predictors of transition stage. Results: PCA supported a four-factor structure consistent with the theoretical domains, explaining 62% of variance. Significant stage-based improvements were found in clinical decision-making (RS6, p = 0.005), managing pressure (RS11, p = 0.003), leadership perception (RO5, p = 0.001), and emotional regulation (RL20, p < 0.001). Regression analysis identified role confusion (RS7, χ² = 18.112, p = 0.001), leadership potential (RL1, χ² = 25.590, p < 0.001), workplace support (RL16, χ² = 12.760, p = 0.013), and critical thinking confidence (KN13, χ² = 10.858, p = 0.028) as strong predictors of transition stage. By Stage 3, most NGNs demonstrated increased autonomy, confidence, and professional integration. A coordinator-to-graduate ratio of 1:12 facilitated personalised mentorship. Conclusions: Findings provide robust evidence for theoretically grounded GNTPs. Tailored interventions—such as early mentorship, mid-stage stress support, and late-stage leadership development—can enhance role clarity, confidence, and workforce sustainability. Full article

Quiet quitting—a subtle form of disengagement where employees withdraw discretionary effort—poses a growing challenge for healthcare organizations. It undermines workforce resilience and compromises care quality. This study explores how organizational culture and Green Lean Six Sigma (GLSS) practices interact to address this issue, fostering employee commitment and job satisfaction. We analyzed data from 312 healthcare professionals using SEM to examine five hypothesized relationships concerning the independent and combined influence of culture and GLSS. The findings reveal that a supportive workplace environment is strongly associated with lower levels of quiet quitting and higher levels of commitment, while structured improvement practices independently contribute to reduced disengagement and greater job satisfaction. This study identifies a synergy between culture and GLSS: a supportive culture enables improvement practices, and successful initiatives reinforce cultural trust. This virtuous cycle promotes motivation, alleviates burnout, and enhances long-term organizational resilience. The results emphasize the importance of leadership investment in both cultural development and participatory improvement practices. Aligning process optimization with ethical and human-centered principles can strengthen engagement and ensure sustainable, high-quality healthcare delivery. Full article

Background/Objectives: Psychiatric nurses are constantly exposed to physical and verbal violence from patients with mental illnesses, which can lead to post-traumatic stress (PTS). This study investigated the correlations among psychiatric nurses’ experiences of violence, cognitive-emotion regulation strategies, and PTS and sought to identify factors associated with PTS. Although workplace violence and its psychological effects have been examined among nurses, little is known about how cognitive-emotion regulation influences PTS in psychiatric nurses who are frequently exposed to violence. Understanding these mechanisms is crucial for developing interventions to support their mental health. Methods: This was a cross-sectional, descriptive correlational study. Participants were 140 psychiatric nurses with more than one year of clinical experience working in psychiatric wards at university, general, and psychiatric hospitals in South Korea. Collected data were analyzed using SPSS/WIN 25.0. A hierarchical regression analysis was performed to identify factors influencing the nurses’ PTS. Hierarchical regression analysis was performed in three steps: demographic variables were entered first, followed by violence experience, and finally cognitive-emotion regulation strategies. All assumptions of linearity, normality, and homoscedasticity were satisfied. Results: In Model 3, after controlling for demographic and work-related variables, maladaptive emotion regulation strategies, experiences of violence, and education level emerged as significant predictors of PTS among psychiatric nurses. These variables together explained a substantial proportion of the variance in PTS. Conclusions: To reduce PTS among psychiatric nurses, it is necessary to develop and implement violence prevention and coping programs, stress and mental health management initiatives, and educational programs. Based on the findings, hospitals should strengthen organizational systems by establishing structured mechanisms for reporting and debriefing after violent incidents. In addition, hospitals should provide regular training on cognitive-emotion regulation and enhance institutional support to help nurses manage the psychological impact of workplace violence. Such interventions may not only minimize violent incidents but also reduce reliance on maladaptive cognitive-emotion regulation strategies. While the findings provide important insight, the cross-sectional design limits causal inference. Further longitudinal research is recommended to verify these relationships. Full article

Exploring Quality of Work Life (QWL) is essential, and in the context of nursing, it becomes even more relevant given the significant contributions of nurses to patient health. This study aimed to define and clarify the concept of QWL among nurses through a conceptual analysis based on the model proposed by Walker and Avant. This is an Integrative Review (IR) conducted in accordance with the PRISMA protocol. Given the focus of this research, the adopted method was aligned with the steps proposed by Walker and Avant. The review included a sample of 14 articles, from which the use of the concept was identified as being centered around three major areas and seven key attributes: job satisfaction, recognition, adequate remuneration, job stability, favorable physical work environment, positive relationships with the team and patients, and autonomy in decision-making. In conclusion, QWL among nurses is defined as achieving a level of well-being in the workplace that allows nurses to feel safe, at peace, comfortable, and healthy—and to carry this state of well-being beyond the work environment. Full article

There is little direct empirical evidence indicating how dyslexia-related cognitive difficulties express themselves in employment settings, although employers may be legally required to support neurodivergent workers through targeted accommodations. The current pre-registered online survey investigated the relationship between dyslexia traits and the self-reported frequency of workplace cognitive failures. Four hundred native English speakers were recruited via Prolific. All respondents identified as being full- or part-time UK employees in a central place of work. The respondents completed a series of published self-report questionnaires on neurodivergent symptomatology, mental wellbeing, personality characteristics, and busyness and routine at work. Hierarchical multiple regression analyses were used to determine whether dyslexia traits were predictive of workplace cognitive failures. After controlling for age, busyness and routine, Big Five personality traits, mental wellbeing, and self-reported ADHD symptoms, dyslexia traits were a significant positive predictor of the overall frequency of workplace cognitive failures. Self-reported dyslexia traits were also significant positive but weak predictors of the individual memory, attention, and action factors. The predictive relationships found between self-reported dyslexia traits and workplace cognitive failures suggest that a similar approach with officially diagnosed individuals would prove fruitful in understanding how dyslexia affects work performance and improve targeted support for dyslexic employees. Full article

Early childhood education is a demanding profession. Understanding how early childhood (EC) professionals’ draw on internal assets and external resources to sustain well-being is critical, as their well-being is linked to the quality of the care and education they provide. This phenomenological study examined professionals’ strengths and assets, how they used them to manage workplace demands to sustain well-being, and how they engaged with broader systems to enhance the quality of care and education they provide. Thirteen focus groups were conducted with 98 English-speaking (n = 87 female, 3 male, 8 missing gender) and 23 Spanish-speaking (n = 22 female, 1 missing gender) EC professionals. Analysis identified three interdependent themes: (1) holistic well-being; (2) centrality of relationships; and (3) interactions with systems. Participants reported well-being ranging from struggling to sustaining. Relationships with children, families, and co-workers were a source of motivation, commitment, and satisfaction with their work. Participants emphasized the importance of caring for their own well-being to effectively care for others. Systems both supported and hindered well-being. Participants used support-seeking, problem-focused, proactive, and restorative strategies to cope with stressors. Findings underscore the relational and systemic dimensions of EC professionals’ well-being and the strategies they employ to sustain it. 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

Work-related musculoskeletal disorders (WMSDs) and psychological stress remain major occupational health challenges among teaching professionals in adult education, yet their interconnected causes are often underexplored. This narrative review aims to identify multifactorial risk factors that contribute to these conditions and to propose a comprehensive framework that enhances understanding of teaching professionals’ well-being. A systematic synthesis of recent epidemiological and occupational health studies was conducted to analyse both immediate and underlying determinants across human, workplace, organisational, and socioeconomic dimensions. The findings reveal that more than two-thirds of teaching professionals experience WMSDs, particularly in the neck and lower back, while psychological stress affects over seventy percent globally. The combined effects of poor ergonomics, prolonged static postures, excessive workload, and limited organisational support contribute significantly to both physical and psychological strain. Broader contextual influences such as job insecurity, insufficient institutional resources, and societal undervaluation further intensify these risks. The review identifies a reciprocal relationship between physical discomfort and psychological distress, where each condition amplifies the other through behavioural and physiological mechanisms. The proposed integrative framework establishes a foundation for targeted interventions and evidence-based policy, promoting a shift toward holistic, system-oriented approaches to occupational health for teaching professionals in professional education settings. Full article