Search Results (304)

Improving occupational health and safety (OHS) in the construction industry can contribute to the advancement of the Sustainable Development Goals (SDGs), particularly Goals 3 (Good Health and Well-being) and 8 (Decent Work and Economic Growth). Yet, workers’ risk-taking behaviors (RTBs) remain a persistent challenge. Drawing on Social Cognitive Theory and Social Information Processing Theory, this study develops and tests a social influence model to examine how foremen’s safety attitudes (SAs) shape workers’ RTBs. Drawing on survey data from 301 construction workers in China, structural equation modeling reveals that foremen’s SAs significantly and negatively predict workers’ RTBs. However, the three dimensions of SAs—cognitive, affective, and behavioral—exert their influence through different pathways. Risk perception (RP) plays a key mediating role, particularly for the cognitive and behavioral dimensions. Furthermore, interpersonal trust (IPT) functions as a significant moderator in some of these relationships. By identifying the micro-social pathways that link foremen’s attitudes to workers’ safety behaviors, this study offers a testable theoretical framework for implementing the Sustainable Development Goals (particularly Goals 3 and 8) at the frontline workplace level. The findings provide empirical support for organizations to move beyond rule-based management and instead build more resilient OHS governance systems by systematically cultivating the multidimensional attitudes of frontline leaders. Full article

Employee creativity is essential for navigating digital disruption and maintaining organizational competitiveness; however, the mechanisms through which digital leadership fosters creativity remain underexplored. This study investigates the psychological and social processes through which digital leadership influences workplace creativity. Grounded in social cognitive and social exchange theories, the proposed model incorporates innovation self-efficacy and knowledge sharing as mediators and technology readiness as a moderator. Data were collected using a three-wave, time-lagged, multi-source survey design from 234 matched respondents, including employees and supervisors, across 20 business units in seven regional branches of a large Chinese organization undergoing digital transformation. The findings indicate that digital leadership significantly enhances employee creativity through the partial mediation of both innovation self-efficacy and knowledge sharing. Notably, the indirect effect through knowledge sharing was stronger, underscoring the critical role of collaborative processes in driving creativity. Furthermore, technology readiness positively moderates the effects of digital leadership on both mediators and amplifies the indirect effects on creativity. These findings provide valuable insights into how organizations can leverage digital leadership more effectively by aligning leadership strategies with employees’ psychological readiness and fostering a digitally supportive work environment. Full article

Agricultural education of future farmers includes a period of practice in Denmark. How can this be shaped to best support the education and future life as farmers? This question motivated a pilot study of how different factors influenced farmer apprentices’ learning in their on-farm apprentice period, based on interviews of farmer students and host farmers, and to explore this in the historical and social context of Danish agriculture. Three focus group interviews with 24 farmer apprentices were conducted, as well as 14 qualitative semi-structured phone interviews with host farmers. Four major themes emerged from the interviews with host farmers and apprentices: There is a potential conflict between the two perspectives in themes one and two: The host farm primarily as a learning site, versus the apprentice being primarily a farm laborer learning through working on the host farm as a workplace. Thirdly, the on-farm and social environment was suggested to have significant importance for developing into a future farmer, which resonates with the concept of Communities of Practice (CoP). This pilot study raised important issues regarding how future farmers are motivated and educated, highlighting that agricultural colleges play a pivotal role in articulating and guiding how the apprentice learning on-farm can be meaningfully integrated into the other parts of the farmer education. Full article

Pregnancy-related discrimination at work is a concern for many employees who navigate the pregnancy and postpartum stages of parenthood while working in the early-to-middle stages of their careers. Although there is legislation prohibiting pregnancy-related discrimination and ensuring accommodations postpartum, empirical evidence indicates many pregnant and postpartum employees still experience such behaviors. In this narrative review, we focus on describing the range of behaviors assessed in studies on pregnancy-related discrimination in several cultures, situating the occurrence of discrimination within theoretical frameworks related to stereotypes and gendered expectations. We also review evidence of employees’ postpartum experiences with a focus on the transition back to work, along with breastfeeding challenges related to pumping and storing milk at work. Regarding coping with pregnancy-related workplace discrimination and postpartum challenges during a return to work, we review the importance of social support, including instrumental and emotional support from allies and role models. Full article

This article examines how religious freedom is enacted and redefined through everyday practices in pluralistic urban settings. Moving beyond the classical notion of negative liberty as non-interference, it explores the social conditions that enable or constrain the practical expression of religious life. Drawing on forty-three qualitative interviews with religious leaders and civic actors in Florence, Italy, the study analyses how religious freedom is experienced across institutional contexts such as hospitals, schools, prisons, workplaces, and sport facilities. The findings reveal a persistent tension between formal legal rights and their uneven implementation in daily life. While legal guarantees are generally upheld, structural barriers and discretionary practices often hinder access to religious expression. At the same time, informal interactions, local networks, and dialogical engagement play a key role in supporting the concrete exercise of religious freedom. The article argues that freedom is not simply a legal status but a social process, realized through relational and institutional arrangements. By foregrounding the role of everyday interaction in shaping the conditions of freedom, this study contributes to broader sociological debates on pluralism, normativity, and the social foundations of institutional life. Full article

Background: The onset and persistence of Long COVID can lead to cognitive and functional impairment, contributing to illness-induced employment and work disparities. Understanding how social support influences these issues can inform care strategies and support continued workforce participation. Objectives: This study explored perceptions of social support among patients with Long COVID. Methods: Semi-structured interviews were conducted with 21 patients receiving care at a post-COVID recovery clinic. Patient perspectives on social support in their work and personal lives were analyzed using both inductive and deductive thematic analysis. Findings were organized under the following five dimensions of social support theory: tangible support, emotional support, informational support, appraisal support, and belonging support. Results: Patients received positive tangible, emotional, and informational support from family, friends, and credible sources. However, patients also described receiving negative appraisal support from their personal lives and workplaces when others misunderstood the scope and duration of their limitations due to Long COVID. This negative appraisal support often labeled them as lazy or underperforming, leading to both personal and professional challenges to their self-esteem. Regarding companionship support, participants reported challenges keeping in touch with others and being less social. Conclusions: Social support impacts Long COVID patients’ abilities to cope with the trauma of their experiences. Understanding the sources of and barriers to social support for Long COVID patients may inform strategies to enhance their care and well-being. Future interventions should offer opportunities for family, friends, and employers of Long COVID patients to learn about what it means to live with the illness. Full article

Mental illness relapse among teachers presents a growing public health concern, particularly in under-resourced settings, where social and structural factors often go unaddressed. This study aimed to explore challenges outside the workplace that contribute to mental illness relapse among public school teachers in Limpopo Province and how they cope with them. Guided by the Stress-Vulnerability Model, a qualitative explorative phenomenological design was employed. Fourteen participants with a documented history of existing mental illness and mental illness relapse were purposively selected across four different hospitals. The data were collected through in-depth, face-to-face semi-structured interviews until data saturation was reached. The interviews were audio-recorded, transcribed verbatim, and analysed using Tesch’s open coding method. The findings revealed unstable home environments, community-level stigma, inadequate institutional support, and systemic barriers to mental healthcare access. Moreover, the participants rely on family members for support and on spiritual practices to cope, highlighting gaps in formal support systems. Addressing these overlooked challenges is critical to reducing relapse resulting from social and systematic challenges, promoting mental health equity, and sustaining teacher resilience in underserved communities. This study calls for collaborative efforts from policymakers, educational institutions, healthcare providers, and community leaders, including faith-based organisations, to develop integrated mental health strategies. Such strategies can promote mental health equity, reduce stigma, and support sustainable teacher well-being in vulnerable communities. Full article

This study investigates how inclusive leadership, mentorship, and digital tools shape conflict prevention and social cohesion within the Greek public sector. Employing a cross-sectional quantitative design, data were collected from 203 employees across municipalities, ministries, regional, and decentralized administrations. The survey instrument captured four dimensions: leadership and mediation for social cohesion, mentorship for the empowerment of vulnerable groups, use of digital tools, and the perceived social impact of inadequate conflict management. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test direct and indirect effects, evaluate the explanatory and predictive power of the model, and explore the mediation mechanisms linking leadership, mentorship, and digital tools to social cohesion. The results demonstrate that both leadership and mentorship are positively perceived and significantly interrelated, jointly enhancing workplace cohesion and trust. Mentorship emerged as a critical predictor of digital tool adoption, highlighting its role as a bridge for digital inclusion and organizational innovation. In contrast, digital tools, despite their high importance in the model, remain underutilized and require further investment in training and integration. Poor conflict management is perceived as a major organizational risk, strongly linked to increased stress, diminished trust, and a deteriorated workplace climate. These findings highlight the value of integrating mentorship and inclusive leadership with mediation and digital technologies, supporting the development of hybrid strategies for conflict management. The study enriches theoretical debates on organizational resilience and social cohesion, while offering practical recommendations for modernizing public administration through participatory leadership, targeted mentoring programs, and the thoughtful adoption of digital solutions. Full article

This study investigates the mechanisms through which employees’ green behavioural intention (GBI) translates into employee in-role green behaviour (EGB-IR) in the hospitality sector. Drawing on the Theory of Planned Behaviour (TPB) and the Value-Belief Norm (VBN) theory, we propose an extended model that incorporates four contextual mediators —customers’ environmental attitudes (CEAs), coworkers’ green work climate (CGWC), supervisors’ commitment to the environment (SCE), and environmental organisational policy (EOP)—to explain how the relationship between intentions and behaviours is mediated by these social and organisational factors. Data were collected through a self-administered survey of 497 employees from hotels located in the Canary Islands, a recognised coastal tourism destination facing relevant environmental challenges. The proposed relationships were tested using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results confirm that GBI significantly predicts in-role green behaviour (EGB-IR), and all four contextual factors partially mediate this relationship. Among them, EOP and CGWC emerged as the most influential mediators. These findings underscore the importance of aligning individual motivation with supportive workplace environments to foster consistent sustainable practices in hospitality organisations. This research contributes to the growing literature on green behaviours in hospitality by empirically validating a multilevel TPB-VBN-theory-based framework and highlighting key points for hotel managers aiming to strengthen their environmental commitment through employee engagement. Full article

Leaders are critical players in determining how their employees behave in the workplace. Particularly in higher education, teachers are required to utilize psychological, social, and physical resources to perform their tasks. This, along with institutional limitations, renders the role of ethical leaders more critical for driving positive performance outcomes. In this context, the current study investigates the role of ethical leadership on innovative work behavior of university teachers in Turkey. To provide a better understanding, mediating effect of work engagement and the moderating impact of perceived organizational support are also analyzed. With a total of 211 surveys gathered in a cross-sectional manner and using partial least squares—structural equation modeling with Smart-PLS software—the hypotheses were tested. By embedding social exchange, self-determination, and organizational support theories, the current study highlights the importance of the unique characteristics of ethical leaders in academia as antecedents of innovation for teachers, implementing long-term positive changes in the faculty. When institutional support systems exist, faculty deans can trigger engagement by leveraging the facilities and initiatives of the university, ultimately enhancing the learning environment of students while tending to the wellbeing of academic staff. Full article

Graduate students and novice researchers face various challenges in their study programs or workplaces, including a research-focused curriculum and high research expectations at the expense of other areas of responsibility that would allow for training and socializing in their environment. The involvement in participatory action research (PAR) is a lever for supporting the professionalization of apprentice and novice researchers by promoting their training through the development of skills adapted to individual circumstances and by fostering their socialization in the academic environment. The results of the analysis of 63 reflective logbooks, two focus groups, and 20 individual interviews show professionalization in both areas of training and socializing. More specifically, the four professional skills that were most developed are project management, collaboration, digital, media, and information literacy, and communication. In terms of socialization, the experience of performing research differently, the implementation of horizontal governance, the varied distribution of responsibilities among participants, the work in multidisciplinary teams, and the hands-on learning of the PAR process played a decisive role. A discussion follows on the potential of PAR for the professionalization of emerging scholars, focusing on the strengths and distinctive features of their experience. Full article

Grounded in motivation theory, this study examines the direct relationship between a supportive workplace environment (SWE) and employee performance (EP). The SWE has been identified into three dimensions, i.e., work recognition (WR), work motivation (WM), and career development (CD). Moreover, we focused on the mediating effect of employee engagement (EE) on the relationship between SWE and EP. A quantitative research method was used, and data were collected through a questionnaire survey. Data were collected from 349 respondents. The target population were the senior managers, middle managers, and administrative staff working in the semi-government organizations based in Riyadh, Saudi Arabia. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) software version 4.0. The results indicate that in the direct relationship, workplace recognition, workplace motivation, and career development are positively connected with EP. Similarly, the findings show that employee engagement positively mediates between an SWE (work recognition, work motivation, and career development) and EP. This study suggests that managers can establish practices acknowledging and appreciating employee contributions, leading to increased motivation and improved performance. Creating a work environment that fosters work motivation by addressing employees’ physical and safety, social, and egoistic needs can further enhance employee engagement and performance. The study highlights the significant role of work recognition, work motivation, career development, and employee engagement in influencing employee performance. This study also recommends some practical implications for the semi-governmental organizations. First, it was suggested that organizations create a workplace environment in which employees feel appreciated, valued, and happy. Second, the organizations introduce the employee engagement culture at the department level as well as at the organizational level. Third, the organizations also introduce flexible work schedules for middle-level and administrative staff. Finally, Saudi organizations recognize the output of their employees and provide them with monetary incentives. Full article

Weight stigma remains a pervasive issue in contemporary society, impacting individuals’ psychological well-being, social inclusion, and access to opportunities. This study explored the lived experiences of overweight women, focusing on body image, stigma, and engagement with dominant health and beauty norms. Using a qualitative, phenomenological approach, online in-depth interviews were conducted with 14 women aged 25 to 51, primarily residing in southern and eastern Europe (Greece, Cyprus, Albania, Romania, and Bulgaria), with three participants from the United Kingdom. Thematic analysis revealed four key themes: workplace discrimination, pressures during pregnancy and the postpartum period, ambivalence toward body positivity movements, and the emotional toll of stigma, including extreme coping strategies. Participants described being marginalized professionally, scrutinized publicly and within families, and caught between ideals of inclusivity and persistent societal rejection. The findings emphasize the psychological burden of weight-based discrimination and the superficial nature of many body acceptance campaigns. This study calls for structural changes in healthcare, media, and employment practices to support body diversity and dismantle entrenched biases. By centering the voices of overweight women, the research contributes to broader discussions on embodiment, social justice, and intersectionality within the field of body image scholarship. Full article

In Canada, 67% of unpaid caregivers are simultaneously balancing paid employment with unpaid care, equating to over 5.2 million Canadian Carer-Employees (CEs). This balancing act often incurs negative impacts on CEs’ health and well-being, including burnout, resulting in adverse effects on their labour force participation. To mitigate these social and economic impacts, McMaster University partnered with the Canadian Standards Association (CSA) to develop the CSA B701:17 (R2021) Carer-inclusive and accommodating organizations standard and accompanying handbook B701-18HB Helping worker-carers in your organization. Since publication in 2017, there has been minimal uptake of the Standard across Canadian workplaces, with just 1062 complimentary downloads total. To determine the level of uptake across workplaces in Canada, the present mixed-methods study used purposive sampling to collect survey (n = 71) and semi-structured interview data (n = 11). The survey data was analyzed for descriptive statistics and logistic regression modelling. The interview data were thematically analyzed for common CFWPs and barriers to Standard uptake. It was found that only 24% of workplaces have implemented the Standard into their workplace practices, with full implementation and current supports as strong predictors of formal uptake. Prominent themes around barriers to uptake and existing organizational policies highlight the critical importance of workplace culture in facilitating CFWPs. Full article

(1) Background: This study examines the relationships between organizational trust, eudaimonic well-being, and digital well-being among IT professionals in Poland and Italy. The research investigates how organizational trust influences well-being outcomes in contrasting cultural and economic environments. (2) Methods: the study used a quantitative research strategy, applying the diagnostic survey method through a structured, self-administered questionnaire available in both Polish and Italian. The sample consisted of 243 public sector employees working in the IT domain (116 in Poland and 127 in Italy), including administrative staff, IT professionals, and mid-level managers with varying levels of work experience. (3) Results: The findings demonstrate that organizational trust significantly enhances eudaimonic well-being, particularly in Poland, where a fast-paced and innovation-driven IT sector creates heightened demands for psychological safety and stability. While organizational trust also positively influenced digital well-being in both countries, this relationship was stronger in Poland than in Italy, suggesting that cultural and organizational differences mediate the impact of organizational trust on digital stress management. These findings also support global policy efforts, including the United Nations Sustainable Development Goals and European digital policy frameworks, to promote socially sustainable and resilient digital workplaces. (4) Conclusions: The study underscores the need for organizations to implement transparent communication, career development initiatives, and proactive digital well-being strategies to ensure employees feel supported and engaged. The implications for company owners, managers, and policymakers highlight the role of organizational trust in promoting sustainable, resilient digital workplaces. Full article