Search Results (810)

Background/Objectives: The Korean Survey for Cancer Survivorship (KSCS) aims to comprehensively assess cancer survivors’ health behaviors, quality of life (QoL), and socioeconomic challenges. This study evaluated the feasibility of the KSCS protocol and identified key factors influencing psychological health and QoL among cancer survivors. Methods: The nationwide survey targeted survivors diagnosed with breast, colorectal, liver, lung, stomach, prostate, and gynecological cancers who had completed active treatment within 1 to 10 years. The respondents were given the option to participate in the survey either online or in-person. The questionnaire has 229 questions, including internationally validated tools such as the EQ-5D-3L, PHQ-9, and GAD-7. Results: A total of 983 cancer survivors completed the survey (92.7% online, 8.3% in-person) and were categorized by post-diagnosis duration. Survivors diagnosed within 1–3 years reported higher rates of moderate-severe depression (11.4% vs. 8.3%), moderate-severe anxiety (5.9% vs. 5.1%), and poorest QoL (63.0% vs. 50.9%) compared to those diagnosed more than 5 years ago. Employment changes, such as loss of job, change of workplace, or work leave, were significantly associated with worse health outcomes, including higher rates of moderate-severe depression (OR = 4.39; 95% CI 2.43–7.96), moderate-severe anxiety (OR = 3.63; 95% CI 1.68–0.88), and having extreme QoL problems (OR = 6.37; 95% CI 2.03–20.00). Conclusions: The KSCS protocol is feasible for nationwide implementation and provides comprehensive data on health, psychological, and socioeconomic challenges among cancer survivors. Preliminary findings highlight employment’s critical role in cancer survivors’ well-being and the need for survivorship care that integrates socioeconomic and clinical factors. Full article

Real-time emotion monitoring is increasingly relevant in healthcare, automotive, and workplace applications, where adaptive systems can enhance user experience and well-being. This study investigates the feasibility of classifying emotions along the valence–arousal dimensions of the Circumplex Model of Affect using EEG signals acquired from a single mastoid channel positioned near the ear. Twenty-four participants viewed emotion-eliciting videos and self-reported their affective states using the Self-Assessment Manikin. EEG data were recorded with an OpenBCI Cyton board and both spectral and temporal features (including power in multiple frequency bands and entropy-based complexity measures) were extracted from the single ear-channel. A dual analytical framework was adopted: classical statistical analyses (ANOVA, Mann–Whitney U) and artificial neural networks combined with explainable AI methods (Gradient × Input, Integrated Gradients) were used to identify features associated with valence and arousal. Results confirmed the physiological validity of single-channel ear-EEG, and showed that absolute $\beta$- and $\gamma$-band power, spectral ratios, and entropy-based metrics consistently contributed to emotion classification. Overall, the findings demonstrate that reliable and interpretable affective information can be extracted from minimal EEG configurations, supporting their potential for wearable, real-world emotion monitoring. Nonetheless, practical considerations—such as long-term comfort, stability, and wearability of ear-EEG devices—remain important challenges and motivate future research on sustained use in naturalistic environments. Full article

Burnout results from chronic workplace stress and is most effectively addressed through workplace interventions. Successful implementation of interventions may, however, be constrained by factors within the work environment. This study aimed to evaluate a new tool, the Veterinary Nurse Burnout Prevention Survey (VNBPS). The 35-item, cross-sectional mixed methods survey aimed to identify the presence of burnout risk factors for veterinary nurses (VNs), and support selection of tailored interventions within the clinic. The VNBPS was conducted within VN teams (N = 67) across six Australian veterinary clinics between August and September 2025. After delivery and analysis of the survey, a summary of results and tailored recommendations was provided to each clinic. A subsequent evaluation questionnaire measured perceived ease of participation, accuracy of findings, and practicality of recommendations. The majority of the 17 respondents who completed the evaluation questionnaire (71%, n = 10) found the survey very easy to complete, and the findings to be accurate (79%, n = 11), or very accurate (21%, n = 3). Recommended interventions were perceived to be practical (50%, n = 7) or very practical (29%, n = 4). Internal reliability of the VNBPS was good. Participants reported that the survey held additional value in initiating conversations about burnout. This confirms the VNBPS as a useful tool to assist veterinary workplaces in the prevention of VN burnout and provide practical support for leaders to improve the wellbeing and professional sustainability of VN teams. Full article

Background: This study examines how an organization’s climate for innovation influences employees’ affective workplace outcomes through the behavioral mechanism of the innovation process and the quality of Leader-Member Exchange relationships. Methods: Survey data were collected from 567 full-time employees across multiple industries and analyzed using conditional process modeling. Results: Leader-Member Exchange moderated the relationship between climate for innovation and engagement in the innovation process, and the innovation process partially mediated the effect of climate on job satisfaction and organizational commitment. Conclusions: Supportive climates produce stronger affective outcomes when paired with high-quality leader-member exchanges, highlighting the importance of contextual and relational factors in shaping innovation behavior and employee well-being. 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

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

Traffic police officers represent a critical occupational group with high vulnerability to vehicular air pollution, a severe environmental health threat in rapidly urbanizing metropolises such as Addis Ababa. This cross-sectional study explored occupational exposure, protective practices, health risks, perceptions, and awareness of air-quality-associated health risks among 120 traffic police officers in Addis Ababa. The officers were mostly male (80%) and married (93.3%), with the majority (62.6%) having served for more than ten years. While vehicle emissions were consistently recognized as the main source of air pollution, critical knowledge gaps were identified, i.e., only 24.2% had received pollution-related training, fewer than half (45.8%) were aware of government policies, and just 9.2% reported collaboration with environmental authorities. Awareness of the Air Quality Index (AQI) was generally low, and regular monitoring of AQI was limited. Self-reported health symptoms were highly prevalent among participants, with cough (75.0%), eye irritation (61.7%), sneezing (58.3%), and runny nose (55.8%) being the most frequently reported. Notably, sneezing, runny nose, eye irritation, and psychological stress showed significant association with perceived pollution levels at the workplace (p < 0.05), while blood pressure, cough, difficulty concentrating, and sleep loss were not significantly associated (p > 0.05). A higher prevalence of symptoms was generally observed in groups experiencing moderate-to-very high levels of pollution. Protective measures were applied inconsistently; while 63.3% of participants reported using masks, their beliefs about the effectiveness of using masks varied. Relocation (60%) and use of face covers/glasses (13.3%) were less commonly practiced. Overall, traffic police officers are exposed to occupational air pollution, which is associated with various health symptoms. These findings highlight the need for enhanced training, clearer communication of policies, stronger institutional engagement, the provision of standardized protective masks, and the promotion of AQI utilization to reduce occupational health risks and safeguard the wellbeing of traffic police officers in Addis Ababa. Full article

Incivility and civility have been studied for more than a century across disciplines and in many areas ranging from workplaces to communication, the digital world, and everyday life. They are often used to the detriment of marginalized groups. Their negative use is seen to set the groundwork for other negative treatments, such as bullying and harassment, impacting the social climate in a negative way. Ostracism is seen to be linked to incivility. Disabled people disproportionally face negative treatments, such as bullying and harassment, and experience a negative social climate, as highlighted by the UN Convention on the Rights of People with Disabilities, suggesting that they also disproportionately experience incivility and ostracism. Climate surveys aim to expose toxic social climate in workplaces, schools, and communities caused by incivility, ostracism, bullying, and harassment. As such, how incivility, civility, ostracism, and the design of climate surveys are discussed in the literature is of importance to disabled people. We could find no review that analyzed the use of climate surveys beyond individual surveys and the concepts of incivility and ostracism in relation to disabled people. The objective of our study was to contribute to filling this gap by analyzing the academic literature present in SCOPUS, EBSCO HOST (70 databases), and Web of Science, performing keyword frequency and content analysis of abstracts and full texts. Our findings provide empirical evidence for a systemic neglect of disabled people in the topics covered: from 21,215 abstracts mentioning “civilit*” or “incivilit*”, only 14 were relevant, and of the 8358 abstracts mentioning ostracism, only 26 were relevant. Of the 3643 abstracts mentioning “climate surveys,” 12 sources covered disabled people by focusing on a given survey, but not one study performed an evaluation of the utility of climate surveys for disabled people in general. Racism is seen as a structural problem facilitating civility/incivility. Ableism, the negative judgments of a given set of abilities someone has, and disablism, the systemic discrimination based on such judgments, are structural problems experienced by disabled people, facilitating civility/incivility. However, ableism generated only 2 hits, and disablism/disableism had no hits. Most of our sources focused on workplace incivility, and authors were mostly from the USA. We found no linkage to social and policy discourses that aim to make the social environment better, such as equity, diversity, and inclusion, well-being, and science and technology governance. This is the first paper of its kind to look in depth at how the academic literature engages with the concepts of civility, incivility, and ostracism and with the instrument of social climate surveys in relation to disabled people. Our findings can be used by many different disciplines and fields to strengthen the theoretical and practical discussions on the topics in relation to disabled people and beyond. Full article

The research elaborates on and empirically verifies an integrative model that describes how the combination of various workplace resources results in the improvement of employee and organizational outcomes. It is based on the Job Demands–Resources model and the Resource-Based View to conceptualize Employee Experience Capital (EEC) as a higher-order construct, consisting of seven interrelation drivers, including digital autonomy, inclusive cognition, sustainability alignment, AI synergy, mindful design, learning agility, and wellness technology. This study examines the effect of these resources in developing two psychological processes, work resonance and employee vitality, which subsequently improves organizational performance. It also examines how the well-being of employees can be a contextual moderator that determines such relationships. The study, based on a cross-sectional design and the diversified sample of the employees who work in various digitally transformed industries, proves that EEC is a great way to improve resonance and vitality, which are mutually complementary mediators between resource bundles and performance outcomes. Employee well-being turns out to be a factor of performance, as opposed to a circumscribed condition. The results put EEC as one of the strategic types of human capital that values digital, sustainable, and wellness-oriented practices to employee well-being and sustainable organizational performance and provides new theoretical contributions and practical guidance to leaders striving to create resource-rich, high-performing workplaces. Full article

Grounded in the Conservation of Resources (COR) theory, this study investigates the impact of workplace bullying on the psychological and physical well-being of Information Technology (IT) professionals in five major metropolitan cities in India (Chennai, Bengaluru, Hyderabad, Pune, and Mumbai). Specifically, it examines how workplace bullying increases psychological distress and how this distress subsequently impairs sleep quality, along with the moderating role of resilience in this relationship. Data were collected from 380 Information Technology employees using a structured online questionnaire through a Stratified simple random sampling technique. The sample consisted of full-time IT professionals across various age groups, job levels, and work arrangements. The hypothesized relationships were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results show that workplace bullying significantly elevates psychological distress and reduces sleep quality. Psychological distress partially mediates the effect of bullying on sleep, while resilience weakens the negative impact of distress on sleep, confirming a conditional mediation model. Theoretically, this study advances COR theory by demonstrating how personal resources such as resilience buffer the loss spirals associated with workplace stressors. Practically, the findings highlight the need for IT organizations to strengthen resilience-building initiatives and implement targeted interventions to reduce bullying and protect employee well-being. Full article

Background/Objectives: Workplace violence in the healthcare sector is a growing global concern. Defined as incidents where staff are abused, threatened, or assaulted in work-related contexts, this issue affects over half of healthcare personnel worldwide, with nurses being particularly vulnerable. The consequences are far-reaching, leading to diminished service quality, workforce turnover, reduced healthcare access, and increased costs. Despite its physical and psychological impact, workplace violence remains underreported, especially in its psychological forms, which have historically been underestimated. Methods: This study applies Per Isdal’s typology of violence to analyze incident reports from a hospital setting. By doing so, it offers a structured framework for understanding the multifaceted nature of workplace violence. By categorizing and examining how different forms of violence co-occur and manifest in daily professional interactions, the study aims to contribute to more systematic documentation and theoretical understanding of the field. Results: In total, 247 incidents were analyzed. Physical violence was the most frequently reported type with 167 incidents, followed by psychological violence with 125 cases. Material violence accounted for 28 reports, sexual violence for 10, and latent violence for 4, indicating that physical and psychological aggression dominates the spectrum of workplace violence in this context. Conclusions: The prevalence and complexity of violent incidents targeting healthcare personnel highlight the pressing need for actionable policies and evidence-based interventions that prioritize staff safety and psychological well-being. Establishing clear definitions of violence, alongside fostering a culture of reporting, is essential to create safer and more resilient healthcare environments. Full article

Ageism remains a pervasive yet under-addressed form of workplace discrimination, affecting employees across age groups. This study, conducted within the framework of the EU-funded project SNAW–Say No to Ageism in the Workplace, presents findings from a cross-national survey in Germany, Romania, Ireland, Portugal, and Greece, with 511 participants including employees and employers. The survey examined five dimensions of workplace ageism (cognitive, emotional, behavioural, institutional, and outcome-related) through questions on stereotypes, experiences, organisational practices, and perceived impacts. Results indicate that age-based stereotypes are widely recognised, especially in Germany, Ireland, and Greece. Older workers were often portrayed as resistant to change or technologically outdated, while younger workers were described as inexperienced or unreliable. Despite some positive perceptions, these ambivalent views contribute to exclusionary dynamics. Employees consistently reported higher levels of ageism than employers, revealing a “perception gap”. Institutional responses were uneven: awareness of policies or initiatives promoting age diversity was low, and their effectiveness remained uncertain. Across countries, respondents linked ageism to reduced job satisfaction and productivity, though the perceived severity varied. The findings highlight ageism as a multifaceted challenge that undermines well-being and organisational performance. Counteracting it requires raising awareness, transparent communication, inclusive policies, and leadership engagement across Europe. Full article

Workplace behaviors and employee outcomes, such as team functioning, job satisfaction, and intentions to leave, are crucial for healthcare quality and safety. It highlights the substantial productivity, societal, and economic costs of worker well-being. Against this backdrop, this study examines how two dimensions of organizational culture: ethical climate and perceived managerial competence, together with team support, relate to job satisfaction and turnover intention among healthcare professionals. A quantitative, cross-sectional survey was conducted with 430 physicians, nurses, and other clinical staff in public and private institutions across the Federation of Bosnia and Herzegovina. Using established scales and structural equation modeling (SEM) in AMOS, we first verified satisfactory reliability and construct validity via exploratory and confirmatory factor analyses. The structural model showed that ethical organizational culture and managerial competence are positively related to team support and, directly or indirectly, to higher job satisfaction and lower turnover intention. Team support was positively related to job satisfaction and negatively related to turnover intention and significantly mediated the effects of both ethical climate and managerial competence on these outcomes. In addition, job satisfaction was strongly and negatively correlated with turnover intention, underscoring its central role in retention. Full article

This study investigated the impact of sexual and bystander harassment experiences on work attitudes, stress, withdrawal, and psychological well-being of part-time employees. Participants included 314 female employees who worked part-time in their organizations. All participants completed a computer-administered workplace experience survey assessing various aspects of their work environment, including personal and bystander harassment experiences, work-related attitudes (supervisor satisfaction, coworker satisfaction, and general job stress), work behaviors (work and job withdrawal), and psychological well-being. Experiences of sexual harassment and bystander harassment were predicted to be negatively related to satisfaction and psychological health and positively related to stress and withdrawal. Both forms of harassment were expected to contribute additively to the prediction of work outcomes and psychological health. Moderator models were examined to explore the potential interactions between sexual and bystander harassment. Results indicated that both forms of harassment were related to work attitudes, stress, and withdrawal. Sexual harassment was the strongest predictor of work outcomes. Discriminant Function Analysis provided additional support for group-based distinctions. The results are discussed in terms of interpersonal and organizational implications, limitations, and future research directions. Full article