Search Results (802)

Mindful pedagogy integrates a mindful approach in the classroom to support learning, creativity, and wellbeing using formal meditative practice or informal subject-related mindful practice or both. Since 2019, Mindful Kitchen Health and Wellbeing for Chefs, a globally unique module, has been delivered within year 1 of an undergraduate culinary arts programme. It uses a mindful pedagogical approach in a teaching kitchen setting promoting student self-care, mindfulness with food and positive kitchen culture. This qualitative single-case study explores its impact on the wellbeing of chefs in a real-world context and the process that creates that impact. The case study database includes interviews with graduates (n = 11), students (n = 7), module artefacts, co-creation workshops, and researcher reflection on class observations. Four themes emerged: stepping into wellbeing using the breath builds self-awareness, a mindful classroom builds creative confidence, calm minds empower the self for the workplace and informal mindful pedagogy creates “spacious applied learning” in Higher Education (HE). These unique insights can inform wellbeing-focused pedagogical practice in HE settings. Students’ experiences are easily transferable into other disciplines; however, further research should investigate nuances in transferability. Recommendations on integrating this approach into educators’ practice to strengthen wellbeing-focused teaching are presented. Full article

The construction sector is undergoing a transformation and has established itself as an approach with the potential to improve the efficiency, quality, and sustainability of building projects. However, their contribution to sustainability is not fully reflected in the evaluation frameworks in use today. These were largely developed within traditional construction models and tend to prioritise the environmental dimension over social and economic ones. Previous studies have highlighted that significant shortcomings exist in the way industrialised construction is represented within the main sustainability assessment frameworks, in particular regarding the benefits associated with controlling the construction process, such as optimised timelines, cost certainty, decreases in unforeseen problems, improved workplace conditions, or the optimisation of logistics. These aspects, closely linked with social and economic sustainability, are seldom assessed explicitly by existing indicators. This article proposes a new set of indicators aimed at specifically assessing how industrialised construction contributes to sustainability in building projects. The proposed indicators are designed to complement the current assessment tools and focus on capturing the advantages gained from production in controlled environments, forward planning and a skilled workforce, paying special attention to economic and social dimensions and controlling the construction process. Full article

Background: Adverse event reporting is a critical component of patient safety systems; however, nurses’ engagement in reporting is influenced not only by reporting procedures but also by broader organizational characteristics of the nursing practice environment. Although previous studies have examined reporting behaviors in various healthcare settings, limited evidence is available regarding how organizational factors influence nurses’ perceptions of adverse event reporting in post-Soviet primary healthcare systems. Objective: To examine the relationship between the nursing practice environment and nurses’ perceived benefits of adverse event reporting in primary healthcare settings in Kazakhstan and to explore the underlying factor structure of the nursing practice environment within this context. Methods: A cross-sectional survey was conducted among 468 primary healthcare nurses from six major cities in Kazakhstan. Participants were recruited through professional and educational networks using a targeted convenience sampling strategy. The nursing practice environment was assessed using the Revised Professional Practice Environment (RPPE) scale, while attitudes toward adverse event reporting were measured using the Reporting of Clinical Adverse Events Scale (RoCAES), focusing on the perceived benefits of reporting dimension. Exploratory factor analysis was performed to identify the underlying structure of the RPPE scale. Associations between EFA-derived factors and perceived benefits of adverse event reporting were examined using Spearman correlation analysis and multivariable logistic regression with adjustment for age, gender, city, and professional position. Results: Exploratory factor analysis identified three dimensions of the nursing practice environment: Professional Motivation and Teamwork, Interprofessional Conflict and Workplace Relationships, and Staffing Adequacy. Spearman correlation analysis demonstrated significant associations between all three factors and perceived benefits of adverse event reporting. Factor 1 (Professional Motivation and Teamwork) showed the strongest negative correlation with the outcome (r = −0.562, p < 0.001), followed by Factor 3 (Staffing Adequacy) (r = −0.434, p < 0.001), whereas Factor 2 (Interprofessional Conflict and Workplace Relationships) demonstrated a positive correlation (r = 0.227, p < 0.001). In the multivariable logistic regression model adjusted for age, gender, city, and professional position, Factor 1 was negatively associated with favorable perceptions of adverse event reporting (OR = 0.389, p < 0.001), whereas Factor 2 demonstrated a positive association (OR = 1.763, p = 0.002). Factor 3 and demographic variables were not statistically significant. Conclusions: The findings suggest that nurses’ perceptions of the benefits of adverse event reporting are influenced by multiple dimensions of the nursing practice environment. Exploratory factor analysis identified three organizational dimensions—Professional Motivation and Teamwork, Interprofessional Conflict and Workplace Relationships, and Staffing Adequacy—that were associated with reporting perceptions. After adjustment for demographic characteristics, Professional Motivation and Teamwork and Interprofessional Conflict and Workplace Relationships remained independently associated with perceived benefits of adverse event reporting, whereas demographic factors did not demonstrate significant associations. These findings highlight the importance of organizational conditions, communication processes, and professional engagement in shaping nurses’ attitudes toward adverse event reporting. Efforts to strengthen patient safety reporting systems should therefore extend beyond reporting procedures alone and include broader organizational strategies aimed at improving communication, teamwork, and supportive work environments within primary healthcare settings. Full article

This study examines the association between digitalization-enabled green human resource management (GHRM) practices and employee green behavior (EGB) within a South African metropolitan municipality. Anchored in an extended Ability–Motivation–Opportunity (AMO) framework, a convergent mixed-methods design was employed. Quantitative data were collected from 66 HR employees (from a target population of 80) and analyzed using Spearman’s correlation and hierarchical regression, while qualitative data from seven HR managers were analyzed thematically. Results indicate statistically significant positive associations between digital green training (ρ = 0.524, p < 0.01) and EGB, and between digital performance management (ρ = 0.463, p < 0.01) and EGB. However, regression estimates suggest moderate explanatory power within this context-specific public-sector setting. Qualitative findings identify automation, paperless systems, and e-HRM tools as key digital enablers, alongside infrastructural constraints, skills deficits, and institutional barriers that limit implementation. By integrating quantitative associations with qualitative evidence of implementation gaps, the study proposes a Digitalization-Integrated GHRM–EGB framework and demonstrates that digital HR systems are associated with pro-environmental workplace behaviors, contingent on organizational readiness in resource-constrained municipal environments. Full article

Background/Objectives: Despite well-documented chemical and physical hazards in healthcare settings, existing reviews of occupational reproductive risks have largely focused on single-agent risk estimation and have rarely translated occupational hygiene evidence into clinical decision-making frameworks for reproductive counseling and surveillance. This narrative review synthesizes evidence across multiple occupational exposure categories—antineoplastic agents, high-level disinfectants (HLDs), sterilants, and work-organization factors—and proposes an integrated, clinically operational framework for preconception counseling, pregnancy-sensitive risk stratification, exposure-control verification, and reproductive health surveillance among women healthcare workers. Methods: A structured narrative literature search was conducted across PubMed/MEDLINE, Scopus, Web of Science, and Embase from database inception through January 2025 and updated in March 2026. The review was guided by a Population–Exposure–Comparison–Outcome (PECO) framework and structured using Search–Appraisal–Synthesis–Analysis (SALSA) principles and the Scale for the Assessment of Narrative Review Articles (SANRA). Evidence quality was summarized using a modified hierarchy-of-evidence classification provided as a reader aid. This narrative review employed structured transparency tools but does not claim the methodological status of a systematic review. Quantitative meta-analytic pooling was not performed owing to substantial heterogeneity across study designs, exposure assessment methods, and outcome definitions; findings were synthesized narratively by exposure category. Results: The strongest and most consistent evidence was identified for occupational exposure to antineoplastic agents, which has been associated with spontaneous abortion, stillbirth, congenital abnormalities, impaired fecundability, and selected cancer-related concerns. HLDs and sterilants represent exposure categories warranting precautionary attention, with some evidence suggesting possible adverse effects on fecundability and early pregnancy maintenance; however, findings are considerably more heterogeneous, context-dependent, and reliant on self-reported exposure assessment than those for antineoplastic agents. Broader workplace factors, including shift work, prolonged working hours, physical workload, and mixed exposures, may further contribute to reproductive risk. The synthesis supports task-specific occupational history taking, exposure-control verification, and pregnancy-sensitive risk stratification. Conclusions: This review provides a multi-exposure, clinically operational framework that bridges occupational hygiene evidence with reproductive healthcare delivery, offering practical decision-support tools for clinicians managing women healthcare workers during preconception, pregnancy, and lactation. The framework includes structured occupational history-taking questions, a clinical decision pathway with evidence-tier classification, and a prevention matrix linking exposure sources to workplace controls and clinical actions. Integrating task-specific occupational history taking into routine reproductive care may improve detection of preventable workplace risks and support timely accommodation, while clinicians should calibrate recommendation strength to the underlying evidence quality for each exposure category. Full article

Artificial intelligence (AI) is increasingly embedded in marketing work, yet employees who use AI tools may not always disclose AI’s role in producing their outputs. This study examines AI disclosure silence, defined as employees’ intentional withholding of information about the use, role, or contribution of AI tools in work-related outputs after AI has already been used. Unlike AI avoidance or resistance, this construct concerns post-adoption concealment; unlike general employee silence, it focuses on the hidden technological contribution behind visible work. Drawing on Conservation of Resources Theory and Psychological Safety Theory, the study investigates how threat-based conditions, safety and governance conditions, and AI-related capability are associated with AI disclosure silence. Data were collected through a two-wave survey of 635 marketing employees who actively used AI tools at work. The analysis combined measurement validation, Necessary Condition Analysis (NCA), fuzzy-set Qualitative Comparative Analysis (fsQCA), and explainable machine learning. The findings show that no single condition operated as a strong necessary bottleneck. Instead, AI disclosure silence appeared through multiple pathways involving AI anxiety, fear of negative evaluation, perceived creativity threat, perceived job insecurity, low trust in management, weak psychological safety, and unclear AI policy. SHapley Additive exPlanations (SHAP)-based interpretation further indicated that fear of negative evaluation, AI anxiety, perceived creativity threat, and trust in management had the strongest model-based predictive relevance. The study contributes to workplace AI and employee silence research by positioning AI disclosure silence as an emerging post-adoption disclosure construct. It also highlights the need for clear AI disclosure norms, non-punitive managerial responses, AI-assisted authorship guidelines, and psychologically safe AI-governance practices. The findings should be interpreted as configurational and predictive evidence rather than causal effects, and further scale validation across sectors and cultures is encouraged. Full article

Background: Diabetes-related stigma is an underrecognized psychosocial factor that may contribute to emotional burden among individuals with diabetes. In Saudi Arabia, where the prevalence of diabetes is among the highest globally, limited evidence exists on how stigma across different social contexts influences interpersonal diabetes distress. We aimed to assess the association between diabetes-related stigma and interpersonal diabetes distress and to determine whether these associations differed across family, workplace, and healthcare stigma domains among adults with diabetes in Saudi Arabia. Methods: This cross-sectional study analyzed survey data collected from 438 patients with diabetes. Diabetes-related stigma was measured using an adapted 12-item diabetes stigma scale covering family, workplace, and healthcare domains, while interpersonal diabetes distress was assessed using the Interpersonal Distress subscale of the Diabetes Distress Scale (DDS). The relationships between stigma and distress were estimated using multiple linear regression analysis adjusted for age, gender, education level, years since diagnosis, and presence of complications. Results: Participants reported moderate levels of stigma (mean: 2.50, SD: 1.08) and interpersonal distress (mean: 2.31, SD: 1.23). Higher stigma scores were strongly associated with greater interpersonal distress (β = 0.57, 95% CI: 0.48 to 0.66). Domain-specific analysis showed that workplace (β = 0.26, 95% CI: 0.10 to 0.42) and healthcare stigma (β = 0.23, 95% CI: 0.07 to 0.38) were significantly associated with distress, while family stigma was not. Individuals with diabetes complications had higher distress (β = 0.49, 95% CI: 0.25 to 0.73). No evidence of effect modification by gender or education was observed. Spline models confirmed a positive and strengthening association at higher levels of stigma. Conclusions: Diabetes-related stigma is a strong and consistent factor associated with interpersonal diabetes distress in Saudi Arabia, with workplace and healthcare stigma demonstrating the strongest associations. These findings highlight the importance of addressing stigma within both social and healthcare environments and suggest that stigma reduction strategies may help alleviate the psychosocial burden associated with diabetes. Full article

Introduction: As global cancer incidence and survival rates continue to rise, understanding the experiences and needs of individuals in the survivorship phase is critical to inform policies that promote equitable care and adequate support for cancer survivors. Objective: The objective of this study was to examine the lived social and workplace experiences of cancer survivors in Newfoundland and Labrador (Canada) using a qualitative research design. Methods: The study was open to cancer survivors of majority age who resided in Newfoundland and Labrador after their diagnosis. Between June 2023 and August 2024, twenty-five individuals participated in the study. Data were collected virtually through focus groups, individual interviews, or written responses. Demographic and socioeconomic characteristics of participants were collected via a survey. Thematic analysis was performed on all qualitative data. Two patient partner investigators informed the research throughout the entire project. Results: Data were rich and diverse, revealing a range of positive and negative experiences in social and workplace settings. Major themes included stigma in social and workplace environments, financial toxicity, workplace accommodations, social support and information needs. Young participants had unique challenges. Participants offered recommendations aimed at enhancing available supports and improving the quality of life of cancer survivors. Overall, findings highlight shared experiences across different regions and cultures while also painting the local context. Discussion: The results of this study reveal diverse experiences among cancer survivors within social and workplace settings. The findings and resulting recommendations can inform meaningful improvement to policies and programs, thus promoting equity and enhancing the lived experiences of cancer survivors. Full article

Retail service workers face complex occupational demands across psychosocial, environmental, and physical domains; however, integrated multidomain workload assessments remain limited. A cross-sectional study among 253 retail workers used the Find My Stress Progressive Web Application (PWA)—a digital tool assessing subjective workload (Subjective Workload Index; SWI), psychosocial factors, environmental discomfort, musculoskeletal symptoms, and handgrip strength. Hierarchical multiple regression identified four significant SWI predictors: postural difficulty (β = 0.176, p = 0.012), workplace bullying (β = 0.175, p = 0.008), task duration (β = −0.179, p = 0.004), and air quality (β = 0.171, p = 0.011; Adjusted R² = 0.199, ΔR² = 0.227, p < 0.001; VIF: 1.03–1.57). Grip strength was retained as a functional capacity indicator. Sex-stratified analyses revealed distinct risk profiles: postural difficulty and task duration predicted SWI in men (Adjusted R² = 0.224); workplace bullying was the sole predictor in women (Adjusted R² = 0.170). The PWA demonstrated excellent reliability (α = 0.97) and usability (87%; n = 359). The Find My Stress PWA provides a scalable platform for multidomain stress screening. Integrated ergonomic, organisational, and environmental interventions guided by digital screening offer targeted strategies for reducing occupational workload burden in retail settings. Full article

The shift to teleworking, defined as technology-enabled work arrangements in which employees perform organizational tasks remotely outside traditional office settings, has exposed the limitations of traditional performance management systems, including the lack of direct oversight, micromanagement risks, communication barriers, and employee isolation and well-being. These systems often rely on physical presence or intrusive surveillance rather than outcome-based evaluation. This paper asks how AI-driven performance management can be designed to address the documented challenges of teleworking while safeguarding employee autonomy, fairness, and well-being. The study integrates a comprehensive literature review on AI capabilities with empirical evidence from a sequential mixed-methods study of Canadian public servants, comprising machine learning analysis of over 205,000 tweets, document analysis of federal and provincial teleworking policies, a survey of 176 public servants analyzed using logistic regression, and semi-structured interviews with Government of Canada employees. Grounded in socio-technical theory and the Theory of Planned Behavior, the findings reveal that organizational support, workplace socialization, and attitudes are stronger predictors of teleworking success than digital skills or monitoring, while isolation functions as a measurable risk factor. These empirical patterns are mapped to specific AI capabilities to produce a socio-technical framework organized around three interdependent layers: technological, organizational, and human-centered. The paper contributes an empirically grounded alternative to purely speculative treatments of AI in performance management, offering design requirements derived from what teleworkers actually experience rather than from technological possibilities alone. While the framework is analytically grounded in empirical evidence, behavioral theory, and existing AI capabilities, it has not yet undergone full technical or longitudinal organizational validation. Accordingly, it should be understood as a theoretically and empirically informed design artifact intended to guide future implementation and evaluation efforts. It is worth acknowledging that the study’s key limitations include a Canada-specific public sector sample, modest survey and interview sizes, and the exploratory nature of several proposed AI capabilities; future cross-sectoral, comparative, and longitudinal research is needed to validate and extend the framework. Full article

Workplace violence and hetero-aggressive behavior represent significant occupational hazards in mental health settings, particularly for psychiatry and psychology trainees who are frequently exposed yet often insufficiently prepared. This scoping review aimed to map and critically describe existing educational approaches to violence risk assessment, prevention, and management in mental health training programs, with a focus on psychiatry and psychology education. A scoping review identified 17 eligible studies examining curricular content, pedagogical modalities, and training outcomes related to violence education. Included studies encompassed surveys, curricular descriptions, and educational interventions employing didactic, simulation-based, and blended learning formats. Overall, the literature revealed variability and fragmentation in training, with most programs lacking structured or longitudinal curricula. Didactic approaches improved conceptual understanding but were consistently perceived as insufficient for skill acquisition and confidence. In contrast, blended and simulation-based modalities, particularly those using standardized patients and structured debriefing, were associated with greater gains in applied skills, confidence, and perceived clinical readiness. Core competencies emphasized across curricula included de-escalation strategies, violence risk assessment frameworks, communication skills, and, less consistently, legal and institutional considerations. These findings highlight persistent educational gaps and support the integration of experiential, longitudinal, and system-informed training models to better prepare mental health trainees for violence-related clinical challenges. Full article

Accelerated by the COVID-19 pandemic, organizations have shifted to remote work to transform traditional office conditions and take advantage of the new arrangements. Studies confirm working remotely sustains and boosts performance and satisfaction compared to conventional office states. However, work stress remains a constant concern negatively impacting well-being, engagement, and productivity across both settings. Less explored is how workplace authenticity, shaped by authentic living, accepting external influence, and self-alienation, impacts work stress and performance. We address this research gap by studying how these authenticity dimensions predict work stress across both working-from-home and office work environments and its effect on performance. We used extensive survey data to test the hypothesis implied by these relationships. The findings indicate that work stress is negatively associated with work in both settings. Additionally, accepting external influence and self-alienation may seem to increase work stress, while authentic living reduces it across both contexts. The results of this study provide a cross-context validation rather than strong differentiation between working from home and in office. Organizations should promote authentic living and target self-alienation to attenuate work stress. This is the first study to provide empirical evidence that these dynamics hold in both remote and office work contexts. Full article

Background: Active video games (AVG) may offer an alternative strategy to increase physical activity in adults with obesity. This study compared the acute effects of AVG, moderate-intensity continuous training (MICT), and a seated control condition on capillary blood glucose, physiological responses, and exercise enjoyment in sedentary office workers with overweight or obesity. Methods: Seventeen sedentary middle-aged adults with obesity (41 ± 8 years; BMI: 30.6 ± 5.3 kg/m²) participated in this randomized crossover study conducted at the Human Movement Biosciences Laboratory of the Autonomous University of Baja California, Mexico. Participants completed three conditions: 30 min of AVG, 30 min of treadmill-based MICT, and a seated control session. Capillary blood glucose was measured at baseline, immediately post-exercise, and 24 h post-exercise. Heart rate (HR), rating of perceived exertion (RPE), and exercise enjoyment were also assessed. Results: A significant main effect of time on capillary blood glucose was observed (p = 0.003), with reductions observed immediately and 24 h post-exercise. No significant condition or interaction effects were found. Significant reductions were observed in the AVG condition from baseline to 24 h post-exercise (p = 0.004). AVG and MICT elicited similar moderate-intensity physiological responses (HR and RPE), while AVG produced greater exercise enjoyment than MICT (p = 0.026). Conclusions: AVG appeared to elicit similar moderate-intensity physiological responses in sedentary office workers with overweight or obesity. Additionally, AVG was associated with greater exercise enjoyment and reductions in capillary blood glucose over time, suggesting that AVG could represent a feasible and engaging alternative strategy for promoting physical activity and supporting metabolic health in workplace settings. Full article

Occupational mental-health risk in knowledge-work settings is an important public-health and psychosocial-support concern because workload demands, career insecurity, limited mentoring, uneven institutional support and barriers to care can increase psychological risk, including in early-career academic environments. Workplace well-being assessments rely on aggregate survey summaries or conventional prediction models, limiting calibration, interpretability, subgroup evaluation and transfer validation. This study develops a computational-intelligence framework for public mental-health decision support using heterogeneous workplace survey data with early-career academics treated as a motivating knowledge-work context rather than as the direct empirical cohort. The proposed approach combines attention-based tabular learning, variational autoencoder latent profiling, stacked ensemble prediction, probability calibration, feature attribution, perturbation analysis, fairness assessment and cross-dataset adaptation. Calibrated probabilities are converted into a transparent 0–100 risk index to support preventive outreach, psychosocial-support planning and resource-allocation decisions. The model is compared with baselines, including logistic regression, support vector machine, random forest, XGBoost, LightGBM, CatBoost, TabNet, FT–Transformer, NODE and DCN. Results show strong held-out performance with AUC = 0.885, average precision = 0.872, F1 = 0.808, Brier score = 0.145 and expected calibration error = 0.022, outperforming tested baselines. Five-fold robustness analysis produced a conservative mean test AUC of $0.809\pm 0.044$, indicating moderate partition sensitivity. Key predictors include work interference, perceived stress, care access and support variables. Latent profiling identifies two behavioural subgroups with distinct risk patterns. After feature harmonization, target-domain adaptation and recalibration, external evaluation on an occupational burnout dataset achieves AUC = 0.941 and average precision = 0.936, supporting calibrated, interpretable and subgroup-aware decision support under dataset shift. Full article

Employee well-being in hospitality settings depends on how individuals shape their daily work experience under continuous service demands. This study examines whether job crafting is associated with workplace mindfulness, whether this association is statistically linked with meaningful work, and whether the strength of these relationships varies across levels of growth mindset. Data were collected from 553 frontline employees in five-star hotels in Antalya, Turkey, and analyzed using partial least squares structural equation modeling with bootstrapped conditional effects. The results indicate that job crafting was positively associated with workplace mindfulness, and that meaningful work accounted for part of this association. The findings also indicate that growth mindset strengthened the association between job crafting and workplace mindfulness and the indirect association through meaningful work. Rather than positioning the model as a radical theoretical departure, this study offers a contextual and mechanism-based refinement by showing how meaningful work and growth mindset jointly qualify the association between job crafting and workplace mindfulness in a highly standardized service setting. In this study, workplace mindfulness is treated as a distinct work state reflecting present-moment attentional focus, awareness, and emotional regulation during service delivery, which makes it especially relevant in frontline hospitality roles where service consistency depends on employees’ psychological presence during each guest encounter. The findings provide practical insight into how bounded work adjustments and development-oriented support may be linked with employee psychological functioning in luxury hospitality contexts. Full article