Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability

Journal Name	Impact Factor	CiteScore	Launched Year	First Decision (median)	APC
Administrative Sciences admsci	3.0	4.8	2011	29.1 Days	CHF 1400
Behavioral Sciences behavsci	2.5	2.6	2011	28.7 Days	CHF 2200
Healthcare healthcare	2.4	3.5	2013	20.3 Days	CHF 2700
Social Sciences socsci	1.7	2.6	2012	34.2 Days	CHF 1800
Sustainability sustainability	3.3	6.8	2009	19.7 Days	CHF 2400

13 pages, 236 KiB

Open AccessArticle

Building Resilience Through Symphony and Poetry for COVID-19-Encumbered Healthcare Workers: A Taiwanese Qualitative Study

by Hui-Yueh Liu, Chun-Kai Fang, Jung-En Peng, Sung-Yuan Cheng and Te-Yu Wu

Healthcare 2025, 13(9), 1064; https://doi.org/10.3390/healthcare13091064 - 5 May 2025

Viewed by 250

Abstract

Background: In 2021, Taiwan’s healthcare workers faced significant stress due to the coronavirus disease 2019 (COVID-19) pandemic. This study aims to enhance healthcare workers’ self-awareness of their stress and improve their work efficiency by using symphonic poetry to inspire resilience. Methods: This qualitative [...] Read more.

Background: In 2021, Taiwan’s healthcare workers faced significant stress due to the coronavirus disease 2019 (COVID-19) pandemic. This study aims to enhance healthcare workers’ self-awareness of their stress and improve their work efficiency by using symphonic poetry to inspire resilience. Methods: This qualitative study involved in-depth interviews with a panel of physicians, nurses, and specialist nurses. The interviews were conducted using ATLAS—ti 7.5 qualitative analysis software for content analysis. Participants must have attended the “Meeting Mahler, Meeting Myself” concert organized by the medical center. The concert was based on the poetry from the fifth movement of Mahler’s Symphony No. 2, “Resurrection”, and included symphonic poetry and a manual. The manual combined pictures and a complementary interview guide to facilitate participants sharing their pandemic experiences and health. Results: A total of 19 healthcare workers participated in the interviews. All participants had attended the institute’s symphonic poetry concert “Meeting Mahler, Meeting Myself”. The average age of the participants was 44.1 ± 11.4 years, and their average working experience was 19.1 ± 13.1 years. The group included nine physicians (47.4%), eight nurses (42.1%), and two specialist nurses (10.5%). The results were categorized into three major themes: “Pandemic-Induced Physical and Mental Exhaustion”, “Symphonic Poetry as a Tool for Building Resilience”, and “Enhancing Mental Toughness to Overcome Adversity”. Conclusions: Healthcare workers experienced stress and exhaustion during the pandemic. Symphonic poetry can serve as a supportive tool to inspire resilience and enhance mental toughness among healthcare professionals facing pandemic-related challenges. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

24 pages, 1639 KiB

Open AccessArticle

Revisiting Psychological Contract Measurement: Validation of the PSYCONES Questionnaire

by Adrián García-Selva, Beatriz Martín-del-Rio and José Ramos-López

Soc. Sci. 2025, 14(3), 181; https://doi.org/10.3390/socsci14030181 - 17 Mar 2025

Viewed by 624

Abstract

The psychological contract is a fundamental construct for understanding the relationships established between employee and employer. However, the current literature states that there is no validated instrument to measure this construct. The present research aims to validate the psychological contract questionnaire developed by [...] Read more.

The psychological contract is a fundamental construct for understanding the relationships established between employee and employer. However, the current literature states that there is no validated instrument to measure this construct. The present research aims to validate the psychological contract questionnaire developed by the PSYCONES team, providing empirical evidence on its reliability and validity in the current labor context. A sample of 1764 workers in the Spanish labor market was used, and a cross-validation process was applied, in which exploratory factor analysis was performed and various models (CFA, ESEM, CFA bifactor and ESEM bifactor) were tested to evaluate the structure of the questionnaire. In addition, multigroup invariance analyses were performed to examine the stability of the model according to gender and job level. The results indicated that the four-factor ESEM model showed the best fit and representation of the following dimensions of the psychological contract: fulfillment of company promises, fulfillment of employee promises, psychological contract violation, and perception of justice and trust. Likewise, the scale showed significant relationships with job satisfaction and organizational commitment, reinforcing its concurrent validity. This study provides a psychometrically robust instrument to assess the psychological contract in the workplace, offering a basis for future research and practical applications in different organizational contexts. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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27 pages, 950 KiB

Open AccessArticle

The Role of the Workplace Environment in Shaping Employees’ Well-Being

by Simona Dumitriu, Claudiu George Bocean, Anca Antoaneta Vărzaru, Andreea Teodora Al-Floarei, Natalița Maria Sperdea, Florentina Luminița Popescu and Ionuț-Cosmin Băloi

Sustainability 2025, 17(6), 2613; https://doi.org/10.3390/su17062613 - 16 Mar 2025

Viewed by 1997

Abstract

In recent years, researchers and organizations have increasingly focused on understanding how various aspects of the work environment affect employees’ well-being, acknowledging its critical influence on organizational performance and employee satisfaction. This study aims to evaluate the effects of the work environment on [...] Read more.

In recent years, researchers and organizations have increasingly focused on understanding how various aspects of the work environment affect employees’ well-being, acknowledging its critical influence on organizational performance and employee satisfaction. This study aims to evaluate the effects of the work environment on employees’ well-being, paying attention to the physical and social dimensions, organizational job characteristics, intrinsic job factors, and employees’ perspectives on their roles. The research used a survey to collect data from Romanian employees across diverse sectors. Structural equation modeling enabled analysis of the relationships between these variables and their direct or indirect influence on well-being. The results demonstrate that the work environment’s physical and social aspects, intrinsic job characteristics, and future perspectives significantly contribute to employees’ well-being. Key organizational factors, such as job autonomy and managerial support, enhance work experience. The findings indicate that enhancing workplace conditions and relationships can positively affect employees’ well-being, with broader implications for organizational productivity and employee retention. This study emphasizes the need for a comprehensive approach to workplace design, integrating physical and social elements to promote higher levels of employee engagement. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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24 pages, 1307 KiB

Open AccessArticle

Servant Leadership Style and Employee Voice: Mediation via Trust in Leaders

by Noor Hassan, Junghyun Yoon and Alisher Tohirovich Dedahanov

Adm. Sci. 2025, 15(3), 99; https://doi.org/10.3390/admsci15030099 - 13 Mar 2025

Viewed by 1242

Abstract

Servant leadership has been identified as extremely important for organizational performance and success; therefore, much focus is placed on developing and maintaining leaders’ positive attitudes and behaviors toward their subordinates. Different servant models have been put out by earlier scholars. Nevertheless, only a [...] Read more.

Servant leadership has been identified as extremely important for organizational performance and success; therefore, much focus is placed on developing and maintaining leaders’ positive attitudes and behaviors toward their subordinates. Different servant models have been put out by earlier scholars. Nevertheless, only a small number of studies have focused on employee voice as a key precursor to servant leadership. The goal of this study is to look at the impacts of servant leadership style on employee voice by focusing on the mediating role of trust in a leader. Time-lagged data were gathered from 336 employees of small- and medium-sized enterprises in Pakistan. The perceived servant leadership style was positively and significantly associated with employees’voices mediated by trust in leaders. This study upgrades the comprehension of the components underlying the servant leadership and employee voice model by recognizing the intervening role of trust in the leader. Nonetheless, the survey design was not longitudinal, which restricts the study’s capacity to affirm causality. The results of this study acknowledge that servant leadership style and trust in leaders can promote constructive employee voice behavior. This study addresses the unproven mediating procedure of the link between servant leadership style and employee voice and offers new bearings for servant leadership and employee voice research, which, to the best of our knowledge, has not been explored before. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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17 pages, 665 KiB

Open AccessArticle

Telework Uncovered: Employees’ Perceptions Across Various Occupations in an Industrial Company

by Tea Korkeakunnas, Malin Lohela-Karlsson, Marina Heiden and Komalsingh Rambaree

Adm. Sci. 2025, 15(2), 56; https://doi.org/10.3390/admsci15020056 - 11 Feb 2025

Viewed by 976

Abstract

To understand how telework is perceived among occupational groups with different work tasks within the same company, this qualitative study aimed to explore how managers and employees experience telework in relation to well-being, individual performance, and the work environment. This qualitative study used [...] Read more.

To understand how telework is perceived among occupational groups with different work tasks within the same company, this qualitative study aimed to explore how managers and employees experience telework in relation to well-being, individual performance, and the work environment. This qualitative study used a phenomenographic approach. Fourteen online interviews, comprising seven managers and seven employees from the same industrial company, were conducted between February 2022 and September 2023. The data were analyzed inductively to capture variations in telework perceptions. The findings showed that telework is not universally beneficial or challenging; its effectiveness depends on contextual factors such as team setting, job role, type of work, and organizational culture. Telework benefits both employees and managers engaged in individual tasks (e.g., reading, drafting contracts, and preparing reports) or global collaborations, including improved well-being, work–life balance, and overall performance. However, starting with an office-based period that facilitated team cohesion, faster learning, and a deeper understanding of the organizational culture. Face-to-face onsite work could be time-consuming and, therefore, stressful for some, but it is time-saving for others. Onsite employees and managers faced increased workloads when colleagues teleworked, as employees tended to rely more on colleagues physically present in the office. This research highlights the need for tailored strategies to enhance the advantages of telework while reducing its challenges. It contributes to existing research by providing nuanced insights into the relationship between telework and occupational groups within an industrial setting and offering practical guidance for telework in this field. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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19 pages, 2014 KiB

Open AccessSystematic Review

The Impact of Green Spaces on Workplace Creativity: A Systematic Review of Nature-Based Activities and Employee Well-Being

by Varvara Charisi, Aglaia Zafeiroudi, Ioannis Trigonis, Ioannis Tsartsapakis and Charilaos Kouthouris

Sustainability 2025, 17(2), 390; https://doi.org/10.3390/su17020390 - 7 Jan 2025

Viewed by 2892

Abstract

Workplace mental health is a critical social issue with significant human and economic costs, making its sustainable management essential for long-term well-being and productivity. Nature-based interventions (NBIs) offer a promising cost-effective approach to enhancing employee creativity and well-being. This paper systematically reviewed NBIs—such [...] Read more.

Workplace mental health is a critical social issue with significant human and economic costs, making its sustainable management essential for long-term well-being and productivity. Nature-based interventions (NBIs) offer a promising cost-effective approach to enhancing employee creativity and well-being. This paper systematically reviewed NBIs—such as outdoor exercise, green space engagement, and nature-centered activity—and their effects on workplace creativity, subjective well-being, and mental health. Following the PRISMA guidelines, a comprehensive search of PubMed, PsycINFO, Scopus, and Google Scholar yielded 508 studies published from 2017 to 2024. Seven studies met our inclusion criteria, involving real workplace settings, NBIs as primary interventions, and clear comparison groups. Analysis covered study design, sample size, intervention type, and outcomes, focusing on creativity and well-being. Risk of bias was assessed using the Cochrane Bias Risk Tool and the ROBIN-I tool. Results were grouped into five themes: mental health metrics, cognition and creativity, rehabilitation and regeneration, job and life satisfaction, and physiological outcomes. Findings highlighted the positive impact of NBIs on mental health and creativity, though results for other outcomes were mixed. Methodological variability and potential bias limited the strength of conclusions. Future research should prioritize large-scale, methodologically rigorous trials aligned with contemporary theories on workplace environments and creativity. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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30 pages, 4270 KiB

Open AccessReview

Unlocking Organizational Success: A Systematic Literature Review of Superintendent Selection Strategies, Core Competencies, and Emerging Technologies in the Construction Industry

by Mahdiyar Mokhlespour Esfahani, Mostafa Khanzadi, Sogand Hasanzadeh, Alireza Moradi, Igor Martek and Saeed Banihashemi

Sustainability 2024, 16(24), 11106; https://doi.org/10.3390/su162411106 - 18 Dec 2024

Viewed by 1226

Abstract

An organization’s success depends on its ability to attract and retain skilled personnel. Superintendents play a critical role in overseeing project sites in the construction industry and can adapt to the increasingly complicated requirements of modern construction projects. This study examines traditional and [...] Read more.

An organization’s success depends on its ability to attract and retain skilled personnel. Superintendents play a critical role in overseeing project sites in the construction industry and can adapt to the increasingly complicated requirements of modern construction projects. This study examines traditional and modern personnel selection methods to determine effective tactics, essential competencies, and emerging trends regarding supervisory personnel. The research methodology follows the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) framework. First, this study examines traditional and modern selection methods used by organizations and engineering firms to provide a comprehensive overview of the topic and assist in selecting appropriate staff recruitment procedures. Second, the Web of Science, Scopus, and Google Scholar databases were reviewed to identify superintendent selection approaches and competencies, over the period January 2000 to September 2024. A total of 22 relevant papers were analyzed. Superintendent selection processes included questionnaires (57%), interviews (26%), literature reviews (14%), and data-driven AI tools (3%). Forty competency criteria were identified, with the top five being knowledge, communication skills, leadership, health and safety expertise, and commitment. As a result, novel approaches employing Industry 4.0 technologies, including virtual reality (VR), wearable sensing devices (WSDs), natural language processing (NLP), blockchain, and computer vision, are recommended. These findings support a better understanding of how best to identify the most qualified supervisory personnel and provides enhanced methods for evaluating job applicants. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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27 pages, 1112 KiB

Open AccessArticle

The Perils of Perfection: Navigating the Ripple Effects of Organizational Perfectionism on Employee Misbehavior through Job Insecurity and the Buffering Role of AI Learning Self-Efficacy

by Byung-Jik Kim, Hyun-Joo Oh, Min-Jik Kim and Dong-gwi Lee

Behav. Sci. 2024, 14(10), 937; https://doi.org/10.3390/bs14100937 - 12 Oct 2024

Cited by 1 | Viewed by 2344

Abstract

This study investigates the complex interplay between organizationally prescribed perfectionism (OPP), job insecurity, counterproductive work behavior (CWB), and self-efficacy in learning artificial intelligence (AI) in the context of modern organizations. Based on several theories, the current research suggests and tests a moderated mediation [...] Read more.

This study investigates the complex interplay between organizationally prescribed perfectionism (OPP), job insecurity, counterproductive work behavior (CWB), and self-efficacy in learning artificial intelligence (AI) in the context of modern organizations. Based on several theories, the current research suggests and tests a moderated mediation model. Using a three-wave time-lagged design with data collected from 412 workers across various South Korean corporations, we examine how OPP influences CWB both directly and indirectly through job insecurity, and how self-efficacy in AI learning moderates the OPP–job insecurity link. Our results show that OPP is positively linked to CWB, and this association is partially mediated by job insecurity. Moreover, AI learning self-efficacy functions as a moderator in the OPP–job insecurity link, such that the positive link is weaker for members with higher levels of AI learning self-efficacy. These findings extend our understanding of perfectionism in organizational settings and highlight the role of technological self-efficacy in mitigating the negative impacts of perfectionist cultures. This research may contribute to the literature on perfectionism, CWB, and technological adaptation at work, and has important implications for managing high-performance cultures in the period of rapid technological advancement. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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19 pages, 1518 KiB

Open AccessArticle

Assessing Ecological Compensation Policy Effectiveness: A Case Study in the Inner Mongolia Autonomous Region, China

by Yiwen Lu, Xining Yang and Yichun Xie

Sustainability 2024, 16(18), 8094; https://doi.org/10.3390/su16188094 - 16 Sep 2024

Viewed by 1426

Abstract

As a vital component of the terrestrial ecosystem, grassland accounts for one-third of the global vegetation system. Grassland degradation has been exacerbated due to extreme overgrazing in China’s Inner Mongolia Autonomous Region (IMAR). While conservation was carried out via the Ecological Subsidy and [...] Read more.

As a vital component of the terrestrial ecosystem, grassland accounts for one-third of the global vegetation system. Grassland degradation has been exacerbated due to extreme overgrazing in China’s Inner Mongolia Autonomous Region (IMAR). While conservation was carried out via the Ecological Subsidy and Award Program (ESAP) to mitigate grassland degradation, little is known about its effectiveness in improving the biophysical conditions of grassland. This paper integrates the conceptual frameworks of total socio-environmental systems (TSESs) to assess how ecological systems respond to the ESAP, investigate the spatial heterogeneity of the ESAP, and explore the meddling effects of socio-environmental interactions on the ESAP. We integrated ecological, climate, and socioeconomic data and developed several hierarchical linear mixed models (HLMMs) to investigate how these factors interact with the ESAP in the IMAR. Our findings prove that the above-ground biomass between 2011 and 2015 responds significantly to variations in socioeconomic conditions and ecological communities. Available land resources, hospital and medical facilities, and net farmer and herdsman income are the most critical factors positively related to grassland productivity. Primary industries like mining, total consumer retail value, farming, forestry, animal husbandry, fishery productions, and GDP are the most damaging factors affecting biomass. Our study recommends a regionally or locally tailored ecological recovery policy, instead of a generalized one, in future efforts to conserve grassland. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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18 pages, 308 KiB

Open AccessArticle

Sustainability and Quality of Life in Marginalized Areas: An Impact Evaluation of a Community Center in Santa Fe, Mexico

by Marisol Velazquez-Salazar and Lorena DelaTorre-Diaz

Sustainability 2024, 16(18), 7894; https://doi.org/10.3390/su16187894 - 10 Sep 2024

Viewed by 2332

Abstract

The aim of this paper is to present the results of an impact evaluation of a community center in health, capacity building, and digital access, which form an approximation of quality of life, in the population of Santa Fe town in Mexico City, [...] Read more.

The aim of this paper is to present the results of an impact evaluation of a community center in health, capacity building, and digital access, which form an approximation of quality of life, in the population of Santa Fe town in Mexico City, from 2022 to 2024. The methodology is quantitative, using an impact index and the differences in differences (DD) technique. The data were obtained from primary sources with surveys undertaken via questionnaires. The center is operated by a private university and funded by private firms. The results show a positive impact of 0.287127 out of 1 on the weighted impact index, which allows us to consider this program successful in improving the quality of life of the target population. Through impact evaluation, the effectiveness of interventions and opportunities for improvement are identified, fostering collaboration among local actors, including community members, state-run public programs, and community centers. This collaborative effort improves the quality of life, creating a sustainable community wherein each actor addresses specific needs. Impact evaluation plays a crucial role in measuring sustainability because it is a continuous improvement process that, when combined with other actions, enhances the community’s overall well-being. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

11 pages, 744 KiB

Open AccessArticle

Employees’ Emotional Intelligence and Job Satisfaction: The Mediating Role of Work Climate and Job Stress

by Álvaro García del Castillo-López and María Pérez Domínguez

Adm. Sci. 2024, 14(9), 205; https://doi.org/10.3390/admsci14090205 - 3 Sep 2024

Cited by 2 | Viewed by 5507

Abstract

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational [...] Read more.

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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16 pages, 308 KiB

Open AccessArticle

Emotional Reactions of Professionals to Challenging Behaviors in People with Intellectual and Developmental Disability

by Juliana Reyes-Martín, David Simó-Pinatella and Ana Andrés

Behav. Sci. 2024, 14(8), 707; https://doi.org/10.3390/bs14080707 - 13 Aug 2024

Viewed by 1666

Abstract

Professionals working with people with intellectual and developmental disability (IDD) can be exposed to challenging behaviors (CBs), which may result in professionals exhibiting emotional reactions that can impact their practices. This study examined these reactions and analyzed how they are influenced by the [...] Read more.

Professionals working with people with intellectual and developmental disability (IDD) can be exposed to challenging behaviors (CBs), which may result in professionals exhibiting emotional reactions that can impact their practices. This study examined these reactions and analyzed how they are influenced by the individual characteristics of people with IDD (gender, age, and level of IDD) and the variables related to CB (type of behavior and its frequency and behavioral function). A total of 125 professionals assessed 293 people with IDD who exhibited CBs. The professionals were asked to complete the Behavior Problems Inventory—Short Form, the Emotional Reactions to Challenging Behavior Scale, and the Questions About Behavior Function measure. It was revealed that positive emotional reactions predominated over negative ones. Significant results were found regarding the level of disability and the age of people with IDD. Emotional reactions were related to the severity of CBs, especially self-injurious and aggressive/destructive behavior, as well as certain behavioral functions. The severity of CBs and the age of people with IDD emerge as key predictors of the emotional reactions of professionals. In short, these reactions vary according to different variables, highlighting the importance of interventions that address professionals’ emotional needs. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

26 pages, 1129 KiB

Open AccessArticle

Impact of Green Work–Life Balance and Green Human Resource Management Practices on Corporate Sustainability Performance and Employee Retention: Mediation of Green Innovation and Organisational Culture

by Zi Lin, Hai Gu, Kiran Zahara Gillani and Mochammad Fahlevi

Sustainability 2024, 16(15), 6621; https://doi.org/10.3390/su16156621 - 2 Aug 2024

Cited by 12 | Viewed by 10137

Abstract

Green work–life balance (GWLB) has emerged from sustainability and work–life balance (WLB) studies. The goal is to examine how GWLB policies benefit organisations. This focuses how individuals could reduce an organisation’s environmental impact. The sustainability of green human resource management (GHRM) practices and [...] Read more.

Green work–life balance (GWLB) has emerged from sustainability and work–life balance (WLB) studies. The goal is to examine how GWLB policies benefit organisations. This focuses how individuals could reduce an organisation’s environmental impact. The sustainability of green human resource management (GHRM) practices and human resource (HR) operations has changed significantly in recent years. HR are an organisation’s most important assets. This study examines how GWLB and GHRM practices affect a corporate sustainability performance (CSP) and employee retention (ER) of UK’s industrial companies. It also examines how organisational culture (OC) andgreen innovation (GI), affect these aspects. This study surveyed 450 operational supervisors in a variety of manufacturing firms in the UK. A self-administered survey using a scale was used to collect data. SPSS 26 and Smart PLS 4 analysed the data. According to research, GHRM practices and GWLB programs improve CSP and ER. The data also show that GI mediates the relationship between GHRM practices, ER, GWLB, and CSP. In the UK manufacturing industry, OC helps maintain a GWLB, ER, implement environmentally friendly HR practices, and achieve CSP goals. This study will methodologically, practically, and theoretically affect HR specialists, academics, and corporate leaders. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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15 pages, 694 KiB

Open AccessArticle

Cognitive Control/Flexibility, Social Isolation, and Intrinsic Job Satisfaction of Intensive Care Unit Nurses

by Fatima Zehra Allahverdi and Nukhet Bayer

Behav. Sci. 2024, 14(7), 605; https://doi.org/10.3390/bs14070605 - 17 Jul 2024

Viewed by 1786

Abstract

Although cognitive control and flexibility have been examined in the past, this study examines their relationship in a stressful working environment, focusing on intrinsic job satisfaction using cognitive behavioral theory as a framework. This study examined cognitive factors (cognitive control and cognitive flexibility) [...] Read more.

Although cognitive control and flexibility have been examined in the past, this study examines their relationship in a stressful working environment, focusing on intrinsic job satisfaction using cognitive behavioral theory as a framework. This study examined cognitive factors (cognitive control and cognitive flexibility) and emotional state (intrinsic job satisfaction) while assessing the mediating role of social isolation, an external work environment variable. The study focused on intrinsic job satisfaction with extrinsic job satisfaction as a covariate. A cross-sectional questionnaire method was used. Two hundred and ten nurses from twelve intensive care units participated. Model one examined cognitive control while model two examined cognitive flexibility, accounting for 32% and 38% of the variance in intrinsic job satisfaction, respectively. Model one accounted for 13% of the variance in social isolation through cognitive control and extrinsic job satisfaction while model two accounted for approximately 14.91% of the variance in social isolation through cognitive flexibility and extrinsic job satisfaction. Combining the two models accounted for 17% of the variance in social isolation and 37.4% of the variation in intrinsic job satisfaction. The results emphasize the importance of training nurses in cognitive control and flexibility to increase intrinsic job satisfaction. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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27 pages, 7185 KiB

Open AccessArticle

Can Leading by Example Alone Improve Cooperation?

by Ziying Zhang, Nguepi Tsafack Elvis, Jiawei Wang and Gonglin Hou

Behav. Sci. 2024, 14(7), 601; https://doi.org/10.3390/bs14070601 - 15 Jul 2024

Cited by 1 | Viewed by 1199

Abstract

Cooperation is essential for the survival of human society. Understanding the nature of cooperation and its underlying mechanisms is crucial for studying human behavior. This paper investigates the impact of leadership on public cooperation by employing repeated sequential public goods games, as well [...] Read more.

Cooperation is essential for the survival of human society. Understanding the nature of cooperation and its underlying mechanisms is crucial for studying human behavior. This paper investigates the impact of leadership on public cooperation by employing repeated sequential public goods games, as well as by examining whether leading by example (through rewards and punishments) can promote cooperation and organizational success. The leaders were assigned randomly and were given the authority to reward or punish. As a result, (1) the leaders showed a strong tendency toward reciprocity by punishing free riders and rewarding cooperators at their own expense, which enhanced the intrinsic motivation for others to follow their example; and (2) both rewards and punishments were effective in promoting cooperation, but punishment was more effective in sustaining a high level of collaboration. Additionally, leaders preferred using rewards and were more reluctant to use punishments. These findings are crucial for creating organizational structures that foster cooperation. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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26 pages, 556 KiB

Open AccessArticle

The Impact of Personal Satisfaction on the Environmental, Social, and Governance Practices of Chinese Accounting Managers

by Hok-Ko Pong and Chun-Cheong Fong

Sustainability 2024, 16(14), 5839; https://doi.org/10.3390/su16145839 - 9 Jul 2024

Cited by 1 | Viewed by 1527

Abstract

The accounting profession plays an important role in upholding ethical standards and environmental integrity. This study examines the impact of personal life, career, and family satisfaction on the environmental, social, and governance practices of Chinese accounting professionals in Hong Kong. Drawing on the [...] Read more.

The accounting profession plays an important role in upholding ethical standards and environmental integrity. This study examines the impact of personal life, career, and family satisfaction on the environmental, social, and governance practices of Chinese accounting professionals in Hong Kong. Drawing on the theories of moral identity and self-determination, this study hypothesises that professional ethical behaviours, such as corporate social responsibility (CSR) and environmental protection, are positively correlated with well-being in the workplace and the family and personal lives of individuals. For the research methodology, this study employs a combination of rating scales, namely, the satisfaction with life scale, the generic job satisfaction scale, the family satisfaction scale, the CSR orientation (CSRO) scale, and the environmental motive scale. The responses of 478 accounting professionals in Hong Kong were analysed. SPSS Version 26.0 was used for data analysis. Significantly positive correlations between personal satisfaction and CSRO and between personal satisfaction and motivations for environmental sustainability were detected. In contrast to family satisfaction, life and job satisfaction were more intricately correlated with enhanced CSR commitment and environmental concern. Job satisfaction was a significant predictor of both CSR commitment and environmental responsibility, although this study has limitations, including potential response biases, cultural specificity, and self-reporting inaccuracies. Ethical practices and sustainability in accounting can be significantly enhanced by improving personal well-being. Professionals in this type of work environment may enhance their ethical engagement and environmental stewardship. This study offers theoretical and practical contributions to the research on the accounting profession in Hong Kong. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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19 pages, 394 KiB

Open AccessArticle

Promoting the Sustainable Development of Enterprises: Unraveling the Dual Impact of Informal Communication on Employee Affect and Problem-Solving Capabilities

by Endong Zhu, Weifeng Li, Chen Zhao and Junli Wang

Sustainability 2024, 16(13), 5710; https://doi.org/10.3390/su16135710 - 4 Jul 2024

Viewed by 2646

Abstract

In the contemporary business environment, fostering sustainable development within enterprises necessitates a nuanced understanding of the multifaceted impacts of workplace dynamics, particularly informal communication. This study delves into how informal communication, a pervasive yet underexplored aspect, influences employee emotional well-being and problem-solving capabilities—critical [...] Read more.

In the contemporary business environment, fostering sustainable development within enterprises necessitates a nuanced understanding of the multifaceted impacts of workplace dynamics, particularly informal communication. This study delves into how informal communication, a pervasive yet underexplored aspect, influences employee emotional well-being and problem-solving capabilities—critical components for sustainable organizational growth. Leveraging theories of interaction rituals and conservation of resources, we employed a three-wave survey and structural equation modeling to dissect the complex relationships between informal communication, work-related rumination, and their subsequent effects on employee performance outcomes. Our findings illuminate that informal communication serves a dual role: it enhances interpersonal harmony, thereby reducing affective rumination, but it also detracts from work-related flow, adversely affecting problem-solving pondering. Furthermore, the ability to focus attention emerged as a significant moderating factor, amplifying or mitigating the effects of informal communication on work-related outcomes. The study contributes to the extant literature by highlighting the nuanced, double-edged-sword nature of informal communication within the context of promoting employee well-being. It underscores the necessity for managers to strategically balance fostering a supportive communication climate against maintaining optimal productivity. Our research proposes actionable strategies for leveraging informal communication as a tool for enhancing work-place well-being and sustaining future organizational growth, offering a new perspective on managing informal interactions to bolster both individual and organizational resilience. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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14 pages, 286 KiB

Open AccessArticle

The Effect of Organizational Ethical Climate on Job Satisfaction among Nurses: The Mediating Role of Trust in Colleagues

by Özlem Köroğlu, İrfan Akkoç, Ömer Turunç, Abdullah Çalışkan, Müzeyyen Çiğdem Akbaş, Cem Karayalçın, Güney Gürsel and Halil Akbaş

Sustainability 2024, 16(10), 4179; https://doi.org/10.3390/su16104179 - 16 May 2024

Cited by 3 | Viewed by 2825

Abstract

This study examines the effect of the ethical climate on job satisfaction in the nursing profession and how this effect occurs through trust in colleagues. A survey design was used to collect data from 407 nurses working in hospitals in Mersin City, Turkey. [...] Read more.

This study examines the effect of the ethical climate on job satisfaction in the nursing profession and how this effect occurs through trust in colleagues. A survey design was used to collect data from 407 nurses working in hospitals in Mersin City, Turkey. The study used self-report questionnaires to measure the ethical climate, job satisfaction, and trust. The data were analyzed using SPSS 22 software, which incorporated confirmatory factor analysis to assess construct validity and the bootstrap method to examine mediation effects. Ethical protocols were rigorously observed. The study clearly demonstrated a significant positive relationship between the ethical climate and job satisfaction. The trust variable fully mediates the relationship between the ethical climate and job satisfaction. The findings make a strong case for the importance of an ethical climate in nursing, synthesizing findings from the previous literature. The findings of this study demonstrate the necessity of assessing different attitudes and behaviors in order to promote expected behaviors in the unique and intense working environment of nurses. These behaviors may diverge from theoretical predictions. The results of this study also revealed that an ethical climate and positive work attitudes among nurses have a significant effect on job satisfaction, which is an important input for productivity. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

18 pages, 271 KiB

Open AccessArticle

Main Challenges of E-Leadership in Municipal Administrations in the Post-Pandemic Context

by Rita Toleikienė, Vita Juknevičienė, Irma Rybnikova, Viktoria Menzel, Inese Abolina and Iveta Reinholde

Adm. Sci. 2024, 14(5), 88; https://doi.org/10.3390/admsci14050088 - 28 Apr 2024

Cited by 3 | Viewed by 1791

Abstract

E-leadership (i.e., remotely leading employees) has become a new normal in the public sector during the pandemic. However, practices of e-leadership differ due to legal, national and even organisational conditions. A deeper analysis is needed to understand what has happened with leadership practices [...] Read more.

E-leadership (i.e., remotely leading employees) has become a new normal in the public sector during the pandemic. However, practices of e-leadership differ due to legal, national and even organisational conditions. A deeper analysis is needed to understand what has happened with leadership practices in municipalities after the COVID-19 pandemic. The aim of the article is to reveal the main challenges of e-leadership in the post-pandemic municipal administrations and to identify e-leaders’ approaches (how they should act) in this context. A qualitative method of online focus groups was used to analyze specifics of the post-pandemic e-leadership in municipal administrations. The research was conducted in Lithuanian, Latvian and German municipal administrations. It was revealed that the use of remote work and e-leadership in municipal administrations after the pandemic heavily depends on the attitudes of supervisors toward work productivity. In addition, ensuring effective digital communication as well as managing social contacts and maintaining team spirit become challenges for e-leadership in municipalities after the pandemic also when remote work is reduced. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

14 pages, 311 KiB

Open AccessArticle

Impact of Work–Life Balance on the Quality of Life of Spanish Nurses during the Sixth Wave of the COVID-19 Pandemic: A Cross-Sectional Study

by Ana María Antolí-Jover, María Adelaida Álvarez-Serrano, María Gázquez-López, Adelina Martín-Salvador, María Ángeles Pérez-Morente, Encarnación Martínez-García and Inmaculada García-García

Healthcare 2024, 12(5), 598; https://doi.org/10.3390/healthcare12050598 - 6 Mar 2024

Cited by 3 | Viewed by 2069

Abstract

This study addresses the health-related quality of life (HRQoL) of Spanish nurses during the sixth wave of the COVID-19 pandemic, assessed through the EQ-5D and EQ-VAS indices. Methods: This cross-sectional 334 study used online surveys, recruiting 305 Spanish nurses. Results: Nurses generally perceived [...] Read more.

This study addresses the health-related quality of life (HRQoL) of Spanish nurses during the sixth wave of the COVID-19 pandemic, assessed through the EQ-5D and EQ-VAS indices. Methods: This cross-sectional 334 study used online surveys, recruiting 305 Spanish nurses. Results: Nurses generally perceived a good HRQoL. “Negative work–family interaction” is adversely associated with the EQ-VAS (β = −0.337, 95% CI [−1.733, −0.723]) and EQ-5D (β = −0.399, 95% CI [−0.021, −0.01]) indices, while “positive work–family interaction” shows a positive relationship with the EQ-VAS (β = 0.218, 95% CI [0.381, 1.759]). The presence of a “paid supportive caregiver” is positively associated with the EQ-VAS (β = 0.18, 95% CI [1.47, 12.3]) and EQ-5D (β = 0.149, 95% CI [0.004, 0.117]) indices, but a higher “number of children” is negatively linked with the EQ-5D index (β = −0.146, 95% CI [−0.061, −0.002]). In addition, living with a partner (EQ-VAS β = 0.16, 95% CI [1.094, 14.67] and EQ-5D index β = 0.174, 95% CI [0.018, 0.163]) and working a “rotating shift” (EQ-5D index β = 0.158, 95% CI [0.005, 0.098]) are positively associated. Conclusions: These findings highlight the need to comprehensively address nurses’ well-being, considering both their working conditions and their home environment, especially in crisis contexts such as the current pandemic. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

14 pages, 367 KiB

Open AccessArticle

Individual Differences in Risk and Protective Factors: The Role of Self-Compassion Components among Emergency Responders

by Ilaria Colpizzi, Celeste Berti, Claudio Sica, Virginia Alfei and Corrado Caudek

Behav. Sci. 2024, 14(3), 178; https://doi.org/10.3390/bs14030178 - 25 Feb 2024

Cited by 1 | Viewed by 2696

Abstract

This study investigates individual differences in protective and risk factors among rescue workers (RWs), particularly Red Cross members, to optimize well-being and job performance under high-stress conditions. Employing a person-centered approach, two psychological profiles were identified: an adaptively resilient profile and a maladaptively [...] Read more.

This study investigates individual differences in protective and risk factors among rescue workers (RWs), particularly Red Cross members, to optimize well-being and job performance under high-stress conditions. Employing a person-centered approach, two psychological profiles were identified: an adaptively resilient profile and a maladaptively vulnerable profile, characterized by distinct personality traits, coping methods, life events, and social support networks. A notable external criterion, self-compassion, discerned the profiles with maladaptively vulnerable individuals who exhibited higher self-judgment, social isolation, and emotional over-identification. The study also examined the impact of job roles on these profiles, discovering a prevalence of adaptive resilience among drivers, contrasting with team members who displayed maladaptive resilience and lower self-compassion scores. These insights suggest a nuanced method for identifying RWs who require specialized support, proposing tailored interventions, especially those enhancing self-compassion. The study, through an extensive psychological metric analysis, provides a deeper comprehension of resilience and vulnerability among RWs. This research highlights the importance of recognizing individual differences in protective and risk factors, thereby contributing to the enhancement of mental health and resilience in high-stress professions. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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18 pages, 648 KiB

Open AccessArticle

The Relationship between Perceived Organizational Support, Work Engagement, Organizational Citizenship Behavior, and Customer Orientation in the Public Sports Organizations Context

by Jongchul Park and Jooyoung Kim

Behav. Sci. 2024, 14(3), 153; https://doi.org/10.3390/bs14030153 - 21 Feb 2024

Cited by 9 | Viewed by 4347

Abstract

As sports activities have recently become socio-culturally important in South Korea, the roles and functions of public sports organizations are attracting attention. In this situation, perceived organizational support is considered one of the significant variables to explain the attitudes and behaviors of employees [...] Read more.

As sports activities have recently become socio-culturally important in South Korea, the roles and functions of public sports organizations are attracting attention. In this situation, perceived organizational support is considered one of the significant variables to explain the attitudes and behaviors of employees within the organizations. Hence, the purpose of this study is to investigate the relationship between perceived organizational support of public sports organizations, work engagement, organizational citizenship behavior, and customer orientation and examine the mediating effect of work engagement. This study collected data from 248 employees working for public sports organizations, and data were analyzed with SPSS 26.0 and AMOS 26.0. The results showed the following. (1) Perceived organizational support has a significant positive effect on work engagement but does not affect organizational citizenship behavior and customer orientation. (2) Work engagement significantly positively affects organizational citizenship behavior and customer orientation. (3) Work engagement has been shown to fully mediate the relationship between perceived organizational support, organizational citizenship behavior, and customer orientation. This study suggests that public sports organizations need an efficient support strategy that can maximize employees’ work engagement. For example, organizations should increase their sense of unity with employees and understand the importance of their work to strengthen perceived organizational support. Lastly, organizations need to create an environment where employees can devote themselves to and focus on their work. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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20 pages, 1747 KiB

Open AccessArticle

Valuation of Active Chilean Employment Support Policies Seeking Economic Sustainability through Market Flows

by Yamil Arturo Chandía-Rodríguez, Rodrigo Linfati, Guillermo Murillo-Vargas and John Willmer Escobar

Sustainability 2024, 16(2), 627; https://doi.org/10.3390/su16020627 - 11 Jan 2024

Cited by 1 | Viewed by 1304

Abstract

This paper proposes a market flow methodology to assess Chilean employment support policies between 1996 and 2019 based on the probability of finding or losing a job and market flow analysis. The proposed methodology is analyzed with data obtained from the National Institute [...] Read more.

This paper proposes a market flow methodology to assess Chilean employment support policies between 1996 and 2019 based on the probability of finding or losing a job and market flow analysis. The proposed methodology is analyzed with data obtained from the National Institute of Statistics (INE), establishing flows and probabilities of entry and exit from employment and their contributions to the variability of unemployment to clarify the behavior of Chilean employment support and select the type of measures through which to provide improved recovery and job protection and the other possible improvements to be made. Employment is an essential issue of a country’s sustainability. The results show the efficiency of the proposed approach in evaluating employment support policies in different countries. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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17 pages, 1222 KiB

Open AccessArticle

The Sustainable Production and Well-Being of Employees as a Derivative of the Concept of Sustainable Production

by Przemysław Niewiadomski and Agnieszka Stachowiak

Sustainability 2024, 16(1), 465; https://doi.org/10.3390/su16010465 - 4 Jan 2024

Cited by 2 | Viewed by 2336

Abstract

The main purpose of this work is to indicate the effects of the implementation of the concept of sustainable production from the perspective of the employee’s well-being. The subject of the research was manufacturers operating in the agricultural technical means of transport sector [...] Read more.

The main purpose of this work is to indicate the effects of the implementation of the concept of sustainable production from the perspective of the employee’s well-being. The subject of the research was manufacturers operating in the agricultural technical means of transport sector (production of parts and subassemblies). The research leads to the identification of benefits from the well-being of employees resulting from the implementation of the concept of sustainable production, described in the literature, that should be included in the evaluation model in the analysed sector (research question 1). Moreover, it enables the recognition of benefits resulting from the well-being of employees in the surveyed enterprises (level of fulfilment) and shortcomings highlighted by the companies surveyed in the category of benefits resulting from the well-being of employees (low level of fulfilment). The results of this work are the list of benefits structured into categories and assessed by the representatives of agricultural means of transport manufacturers. The list is useful from both academic and utilitarian perspectives. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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22 pages, 660 KiB

Open AccessArticle

The Impact Mechanism of Work Experience on the Income of Flexible Workers: Evidence from China

by He Yang, Changan Li and Zhaoxing Sun

Sustainability 2023, 15(23), 16422; https://doi.org/10.3390/su152316422 - 29 Nov 2023

Cited by 3 | Viewed by 2861

Abstract

Numerous workers have adopted the flexible working approach due to its accommodating and job-sharing features, which play a key role in easing the employment pressure and maintaining socio-economic sustainability in China. This paper will study the impact of work experience on the income [...] Read more.

Numerous workers have adopted the flexible working approach due to its accommodating and job-sharing features, which play a key role in easing the employment pressure and maintaining socio-economic sustainability in China. This paper will study the impact of work experience on the income of flexible workers and the characteristics of impact mechanism. We use micro survey data from CFPS2020 to analyze flexible workers in China. This study found that, firstly, while the feature of flexible employment may be very different from formal employment, its relationship with work experience and income is as significantly correlated as it is for formal employment with a rise–fall, inverted U-shaped trend, but the return on work experience is lower than the employment level in the labor market. Secondly, there is an income gap between genders, especially in physical labor-intensive forms of flexible work; women can gradually narrow the gender income gap through continuous learning. Thirdly, the return on work experience in the older age group is lower than that in the youth group of flexible workers, and this may be due to the dynamic evolution of the elimination of existing work experience and the accumulation of new work experience. Fourthly, in contrast with the findings of the labor market as a whole, the trend of work experience return in flexible employment is reversed; the low-income group’s return rate of work experience is higher than that of the high-income group, and it can be seen that flexible employment is conducive to the development of new and young workers. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)
(This article belongs to the Section Economic and Business Aspects of Sustainability)

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18 pages, 582 KiB

Open AccessReview

When the Going Gets Challenging—Motivational Theories as a Driver for Workplace Health Promotion, Employees Well-Being and Quality of Life

by Lisa Karolin Coco, Petra Heidler, Holger Adam Fischer, Valeria Albanese, Roy Rillera Marzo and Vlastimil Kozon

Behav. Sci. 2023, 13(11), 898; https://doi.org/10.3390/bs13110898 - 30 Oct 2023

Cited by 3 | Viewed by 5069

Abstract

Being characterized by high numbers of physical and mental health issues, the veterinary sector faces some negative peculiarities compared to other professions. To evaluate and possibly improve employees’ well-being and to reward according to individual motivation, managing staff and the profession in general [...] Read more.

Being characterized by high numbers of physical and mental health issues, the veterinary sector faces some negative peculiarities compared to other professions. To evaluate and possibly improve employees’ well-being and to reward according to individual motivation, managing staff and the profession in general must understand every individual’s motivation. Defining the motivation of veterinary professionals in a multidisciplinary way can be the first step in increasing the well-being of employees. To assemble current theories of work motivation and adapt and extend them to serve the veterinary profession, basic knowledge of the classical general psychological motivational theories and work motivational theories is inevitable. The authors aimed to illustrate the different motivational theories’ key aspects and historical evolution to provide veterinary personnel with broad knowledge. In addition, the availability of already existing literature should be evaluated. A scoping review was performed. Methodological, empirical, review, and theoretical articles were evaluated. Only a minority of the studies (1.3%) evaluated motivational theories in veterinary health care. This reflects that there is a need for research in this field. Still, it is illustrated that the veterinarian profession would benefit from the implementation of general psychological as well as motivational work theories. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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27 pages, 1069 KiB

Open AccessArticle

Dispel the Clouds and See the Sun: Influencing Factors and Multiple Paths of User Retention Intention Formation

by Hongjin Zhang, Longying Hu and Yeom Kim

Behav. Sci. 2023, 13(10), 872; https://doi.org/10.3390/bs13100872 - 23 Oct 2023

Viewed by 1995

Abstract

To achieve user retention through multifactor synergy, Internet enterprises must reduce costs and increase efficiency and sustainable development. In response to the dilemma that Internet companies are experiencing increasingly high user acquisition costs and serious user churn, this paper investigates a sample of [...] Read more.

To achieve user retention through multifactor synergy, Internet enterprises must reduce costs and increase efficiency and sustainable development. In response to the dilemma that Internet companies are experiencing increasingly high user acquisition costs and serious user churn, this paper investigates a sample of 46,695 user reviews of nine product series from Xiaomi Ecological Chain. Case studies and qualitative comparative analysis are used to explore the influence mechanisms of quality of experience, brand trust, and brand attachment on users’ retention intentions. Our findings are as follows. (1) Brand attachment alone is not necessary for high user retention intention, but user perception, cognition, and brand trust are necessary. (2) Quality of experience positively impacts brand trust, attachment, and user retention intention. Therefore, improving user perception and cognition is critical in generating high user retention intention. (3) Five configuration paths can achieve high user retention intention, while three configuration paths lead to low user retention intention, and there is an asymmetric relationship between these paths. Among them, the role of quality of experience-driven configuration paths in generating user retention intention is the most prominent. (4) User perception and cognition can substitute with brand trust and attachment in the substitution relationship between configuration paths. Our findings have important theoretical and practical implications for revealing the realization paths of high user retention intention in Internet companies and provide a new perspective for future research. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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10 pages, 305 KiB

Open AccessArticle

Validation of a Single-Item Screening Measure of Burnout in a Sample of Spanish Health Workers

by Inmaculada Mateo-Rodríguez, Emily Knox, Coral Oliver-Hernandez and Antonio Daponte-Codina

Soc. Sci. 2023, 12(10), 546; https://doi.org/10.3390/socsci12100546 - 28 Sep 2023

Cited by 1 | Viewed by 2156

Abstract

Burnout is a significant problem faced by professionals in the healthcare setting, and yet there is a lack of validated screening tools in the Spanish context. The present study examined the psychometric properties of a single-item measure of burnout (SIB) within a sample [...] Read more.

Burnout is a significant problem faced by professionals in the healthcare setting, and yet there is a lack of validated screening tools in the Spanish context. The present study examined the psychometric properties of a single-item measure of burnout (SIB) within a sample of 675 health professionals working at five centres in Spain, with the brief burnout questionnaire (BBQ) providing the main comparison measure. Predictive validity was acceptable, with high positive correlations between SIB, overall BBQ and the three BBQ dimensions. Construct validity, examined using confirmatory factor analysis, found that the SIB sufficiently covered the components of the three factors of burnout described by the BBQ and the components of the three dimensions of the burnout syndrome factor. Convergent validity was confirmed through significant negative correlations between SIB and good perceived health and job satisfaction. Acceptable cut-points were established. The Spanish-language SIB provides an acceptable and sensitive screening measure of burnout for use with health professionals. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

17 pages, 1089 KiB

Open AccessArticle

Psychometric Validation of the Adult Prosocialness Behavior Scale in a Professional Teaching Context

by Manuel Mieres-Chacaltana, Sonia Salvo-Garrido, Sergio Dominguez-Lara, José Luis Gálvez-Nieto and Paula Alarcón-Bañares

Behav. Sci. 2023, 13(9), 761; https://doi.org/10.3390/bs13090761 - 13 Sep 2023

Cited by 4 | Viewed by 2466

Abstract

For the teaching profession, prosociality is a relevant skill. From this perspective, the present study aimed to examine the psychometric properties of the Adult Prosocialness Behavior Scale (APBS) in a professional setting of primary school Chilean teachers (n = 1404; mean age [...] Read more.

For the teaching profession, prosociality is a relevant skill. From this perspective, the present study aimed to examine the psychometric properties of the Adult Prosocialness Behavior Scale (APBS) in a professional setting of primary school Chilean teachers (n = 1404; mean age = 41.4; SD = 10.8; 77.4% women). ESEM and CFA were applied to evaluate its factor structure, internal consistency, factorial reliability, and invariance. The results supported a bifactor ESEM model in which prosociality was represented by a general latent factor and four specific factors (helping, sharing, caring, and empathy). A predominance of the unidimensional component of the APBS was observed (general factor, ECV = 0.938; ωh = 0.945), with adequate reliability (α = 0.932; ω of the factor general = 0.968) and invariance of the measurement in terms of gender. Its adequacy was confirmed by a good level of fit (RMSEA = 0.042 90%CI [0.036–0.049]; SRMR = 0.012; CFI = 0.995; TLI = 0.988). It is concluded that the APBS is a suitable instrument to measure prosociality in the professional setting studied. Its general and specific dimensions are relevant to the prosocial behaviors currently required of teachers. Future studies could contribute evidence of the transcultural validation of the APBS in other educational contexts in order to undertake comparative studies. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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13 pages, 743 KiB

Open AccessArticle

The Hospitality Stress Matrix: Exploring Job Stressors and Their Effects on Psychological Well-Being

by Dong Yoon Yoo

Sustainability 2023, 15(17), 13116; https://doi.org/10.3390/su151713116 - 31 Aug 2023

Cited by 1 | Viewed by 8927

Abstract

This research examines the role of job stressors in the hospitality industry and their impact on front-line employees’ job stress and psychological well-being. Unique stressors identified include job insecurity, interpersonal conflict, and emotional labor, each of which pose a significant influence on job [...] Read more.

This research examines the role of job stressors in the hospitality industry and their impact on front-line employees’ job stress and psychological well-being. Unique stressors identified include job insecurity, interpersonal conflict, and emotional labor, each of which pose a significant influence on job stress. This study utilized Smart PLS 3.0 for analysis. Using a judgmental sampling method, questionnaires were given to service touchpoint department employees with over a year’s experience. The self-reported survey took place from 25 to 30 March 2023. Interestingly, while these factors significantly contribute to job stress, their direct effect on psychological well-being was found to be statistically insignificant. Instead, job stress emerged as a significant mediator between these job stressors and psychological well-being. Consequently, the research uncovers the need for hospitality organizations to devise effective stress management and mitigation strategies, rather than solely focusing on reducing the presence of job stressors. Practical recommendations for industry management, encompassing strategies for reducing job insecurity, managing interpersonal conflicts and emotional labor, and the implementation of stress management programs, are provided. These insights have potential implications not only for enhancing employee well-being but also for fostering a more resilient and thriving hospitality sector. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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14 pages, 337 KiB

Open AccessCommunication

Triggers and Halts of Professional Mobility in Public Companies: A Case Study of the Romanian Forest Administration

by Vasile Iosifescu and Marian Drăgoi

Soc. Sci. 2023, 12(9), 468; https://doi.org/10.3390/socsci12090468 - 22 Aug 2023

Viewed by 1281

Abstract

This research tried to identify the most important factors that motivate or hinder forest engineers in commuting between their household and the regional office of the National Forest Administration, or prompt them to relocate their entire family to Bucharest, where the headquarters of [...] Read more.

This research tried to identify the most important factors that motivate or hinder forest engineers in commuting between their household and the regional office of the National Forest Administration, or prompt them to relocate their entire family to Bucharest, where the headquarters of the NFA is located, in seeking promotion in the professional hierarchy. A survey, administered as a Google form, was designed to carry out analysis of independent benefits, opportunities, costs, and risks. The decision process was designed as an analytic hierarchy process, and each one of these factors was a separate analytic hierarchy process. We found that forest engineers tend to be very conservative when it comes to changing their professional position from the forest district to the NFA regional office or NFA top management. On the one hand, the professional opportunities to promote upwards do not compensate for the fringe benefits gained at the forest district level, while the costs of living in a larger city outweigh the benefits, even though the house rent is paid by the employer. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

15 pages, 982 KiB

Open AccessSystematic Review

Nurse Mentoring: A Scoping Review

by Inmaculada Mínguez Moreno, Delia González de la Cuesta, María Jesús Barrado Narvión, Marta Arnaldos Esteban and Mar González Cantalejo

Healthcare 2023, 11(16), 2302; https://doi.org/10.3390/healthcare11162302 - 15 Aug 2023

Cited by 8 | Viewed by 7347

Abstract

Introduction: Mentoring programs minimize stress and anxiety in recent graduates and in newly recruited nurses, guiding their careers and enabling them to retain their skills and correctly care for patients. The objective of this scoping review is to explore and summarize the existing [...] Read more.

Introduction: Mentoring programs minimize stress and anxiety in recent graduates and in newly recruited nurses, guiding their careers and enabling them to retain their skills and correctly care for patients. The objective of this scoping review is to explore and summarize the existing literature on mentoring models and programs in the clinical nursing context. Methods: The databases searched include PubMed, Embase, Cochrane Library, Epistemonikos, Cuiden, Scielo, MEDES, OpenGrey, Trove and MedNar. Published and unpublished studies worldwide that included nurse mentoring programs in a clinical context, in public and private systems and primary, secondary and tertiary healthcare settings, and articles published in English, French, Spanish and Portuguese, were included. Nurse students and training specialists were excluded. The papers were screened by two independent reviewers. In cases of discrepancy, a third reviewer made the decision. Results: Eleven studies were included. Most of them were conducted in the USA. A wide range of nurse mentoring programs were identified with highly variable characteristics. The duration of the programs and the evaluation systems were different, but the expected results matched. Conclusions: Mentoring programs need more in-depth and extensive study. In spite of their differences, they all lead to improvements for nurses, patients and organizations. A gender influence was found in our results, which could be studied in future research. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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13 pages, 268 KiB

Open AccessArticle

Nurses’ Silence: Understanding the Impacts of Second Victim Phenomenon among Israeli Nurses

by Rinat Cohen, Yael Sela, Inbal Halevi Hochwald and Rachel Nissanholz-Gannot

Healthcare 2023, 11(13), 1961; https://doi.org/10.3390/healthcare11131961 - 7 Jul 2023

Cited by 7 | Viewed by 2290

Abstract

Introduction: The ‘second victim’ phenomenon, (SVP) refers to a health professional who was involved in an adverse event (AE) and continues to suffer from the event to the detriment of personal and professional functioning. The second victims’ natural history of recovery model predicts [...] Read more.

Introduction: The ‘second victim’ phenomenon, (SVP) refers to a health professional who was involved in an adverse event (AE) and continues to suffer from the event to the detriment of personal and professional functioning. The second victims’ natural history of recovery model predicts stages of the phenomenon from AE occurrence until the ‘moving on’ stage and serves as a suitable structure for many organizational support programs worldwide. Purpose: Using the second victims’ natural history of recovery model to examine the impact of the SVP on Israeli nurses, with a specific focus on the organizational support they felt they required compared with the support they felt that they had received from their organizations. Methods: Fifteen in-depth interviews were conducted, using a semi-structured questionnaire, among nurses who had experienced the SVP. The interviews were recorded subject to the interviewees’ consent, transcribed, and analyzed using thematic content analysis. Findings: Throughout all six stages of recovery, all interviewees reported physical and emotional manifestations following exposure to an AE, regardless of the type of event or severity. They also reported difficulty in emotion regulation, as well as damage to functioning and overall quality of life. Most of the nurse interviewees reported a need to share the events with someone, but, despite this desire to receive appropriate support, almost none of them proactively requested help from a professional source, nor did their organizational management initiate proactive support. This lack of referral for further assistance is possibly explained through limited awareness of the SVP as a valid response to an AE, a perceived lack of legitimacy to receive organizational support, and personal barriers that accompany the phenomenon. Conclusions: Appropriate organizational support, offered proximal to an AE as well as over time, is essential for the nurse, the patient, and the organization. Personal barriers, together with limited awareness, may challenge the identification and provision of appropriate assistance. Hence, it is important to address the phenomenon as part of the general organizational policy to improve the quality of care and patient safety. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

14 pages, 294 KiB

Open AccessArticle

Moral Breakdowns and Ethical Dilemmas of Perioperative Nurses during COVID-19: COREQ-Compliant Study

by Amalia Sillero Sillero, Raquel Ayuso Margañon, Maria Gil Poisa, Neus Buil, Eva Padrosa, Esther Insa Calderón, Elena Marques-Sule and Carlota Alcover Van de Walle

Healthcare 2023, 11(13), 1937; https://doi.org/10.3390/healthcare11131937 - 4 Jul 2023

Cited by 4 | Viewed by 3621

Abstract

(1) Background: The COVID-19 pandemic has led to an increase in the complexity of caregiving, resulting in challenging situations for perioperative nurses. These situations have prompted nurses to assess their personal and professional lives. The aim of this study was to explore the [...] Read more.

(1) Background: The COVID-19 pandemic has led to an increase in the complexity of caregiving, resulting in challenging situations for perioperative nurses. These situations have prompted nurses to assess their personal and professional lives. The aim of this study was to explore the experiences of perioperative nurses during the first wave of the COVID-19 pandemic, with a specific focus on analyzing moral breakdowns and ethical dilemmas triggered by this situation. (2) Methods: A qualitative design guided by a hermeneutical approach was employed. Semi-structured interviews were conducted with 24 perioperative nurses. The interviews were transcribed and thematically analysed following the Consolidated Criteria for Reporting Qualitative Research (COREQ) guidelines. (3) Results: The findings revealed three main categories and ten subcategories. These categories included the context in which moral breakdowns emerged, the ethical dilemmas triggered by these breakdowns, and the consequences of facing these dilemmas. (4) Conclusions: During the first wave of COVID-19, perioperative nurses encountered moral and ethical challenges, referred to as moral breakdowns, in critical settings. These challenges presented significant obstacles and negatively impacted professional responsibility and well-being. Future studies should focus on identifying ethical dilemmas during critical periods and developing strategies to enhance collaboration among colleagues and provide comprehensive support. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

29 pages, 540 KiB

Open AccessSystematic Review

Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

by Neeltje De Vries, Olivia Lavreysen, Anke Boone, José Bouman, Szymon Szemik, Kamil Baranski, Lode Godderis and Peter De Winter

Healthcare 2023, 11(13), 1887; https://doi.org/10.3390/healthcare11131887 - 29 Jun 2023

Cited by 43 | Viewed by 19277

Abstract

The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in [...] Read more.

The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in a hospital setting. A comprehensive search was conducted within three electronic databases, guided by the preferred reporting items for systematic review and meta-analyses (PRISMA) and synthesis without meta-analysis (SWiM) guidelines, this resulted in 55 records that met the inclusion criteria. The intervention outcomes are categorized into substantial themes: onboarding, transition program to a different unit, stress coping, social support, extra staffing, coping with the demands of patient care, work relationships, development opportunities and department resources, job environment, work organization, recruitment approach, and technological innovations. Considering the literature, onboarding programs and mentoring for nurses and physicians are recommended. Additionally, other interventions described in this review could positively affect the retention of nurses and physicians. When selecting an intervention for implementation, managers and human resources should consider the intervention that matches the determinant of intention to leave of their healthcare workers and the hospital’s mission, vision, and values. Sharing the success stories of implemented interventions may benefit healthcare organizations. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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18 pages, 3552 KiB

Open AccessArticle

Construction of Community Grid Unit Assessment System from the Perspective of Refined Governance

by Ningzhi Li and Lilan Su

Sustainability 2023, 15(13), 10279; https://doi.org/10.3390/su151310279 - 29 Jun 2023

Cited by 3 | Viewed by 2216

Abstract

On the basis of reviewing the typical models of urban community grid governance, the framework of the community grid unit assessment system was put forward according to the main tasks of current grid management. The five grid governance tasks such as convenient service, [...] Read more.

On the basis of reviewing the typical models of urban community grid governance, the framework of the community grid unit assessment system was put forward according to the main tasks of current grid management. The five grid governance tasks such as convenient service, risk reporting, contradiction persuasion, grid patrol, and problem investigation were taken as the first-level indicators, a theoretical model of a three-level grid unit assessment was established, and the community grid unit assessment system was constructed. Combined with big data platforms such as public security, civil administration, and the politics and law committee, this paper aims to solve the problems of performance assessment of community grid members, the distribution of grid members, the needs of the people, and the service of enterprises and volunteers, and promote the common development of communities, grid members, enterprises, and volunteers, and realize the refinement of grid governance. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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14 pages, 2177 KiB

Open AccessArticle

Towards Optimal TMS Integration Scenario Based on HRM and SWOT Analysis

by Robert Rijavec, Rok Marsetič and Irena Strnad

Sustainability 2023, 15(13), 10004; https://doi.org/10.3390/su151310004 - 24 Jun 2023

Cited by 1 | Viewed by 2164

Abstract

To meet the collective goal of providing an efficient, sustainable, and safe transportation system, motorway managers are oriented toward establishing an optimal traffic management system (TMS). However, there are no straightforward guidelines through which to deploy the optimal integration scenario for traffic control [...] Read more.

To meet the collective goal of providing an efficient, sustainable, and safe transportation system, motorway managers are oriented toward establishing an optimal traffic management system (TMS). However, there are no straightforward guidelines through which to deploy the optimal integration scenario for traffic control centers (TCCs). An important component of TMSs is traffic control decisions, implying that human resources represent a critical feature of a TMS. In this study, we introduce human resource management (HRM) into the process of selecting the most appropriate integration scenario, which is achieved by developing a model to determine the number of employees. We formulated the problem as the mixed integer nonlinear programming problem based on the analysis of traffic incidents and road infrastructure data, considering also the employee voice and some HRM specificities in incident situations. Combining these findings with a SWOT analysis of the possible integration scenarios in Slovenia, we propose the most suitable scenario, in which TMS is organized as a cloud service. Moreover, this study predicts TCCs’ space requirements and identifies threats of neglecting HRM in TMS design. This paper can serve as a guideline and a baseline of expertise for motorway managers to create an effective and sustainable TMS in their region. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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20 pages, 766 KiB

Open AccessArticle

Are You Dominated by Your Affects? How and When Do Employees’ Daily Affective States Impact Learning from Project Failure?

by Wenzhou Wang, Longdi Li, Shanghao Song and Wendi Jiang

Behav. Sci. 2023, 13(6), 514; https://doi.org/10.3390/bs13060514 - 19 Jun 2023

Viewed by 1678

Abstract

Given the enormous value that project failure brings to individuals and organizations, a large number of scholars have explored the antecedents that affect employees’ learning from project failure. However, few scholars have paid attention to how individuals’ affective states interact with cognition patterns [...] Read more.

Given the enormous value that project failure brings to individuals and organizations, a large number of scholars have explored the antecedents that affect employees’ learning from project failure. However, few scholars have paid attention to how individuals’ affective states interact with cognition patterns to learn from failure. Based on cognitive behavioral theory, this paper explores the relationship between employees’ different daily affective states and learning from project failure and incorporates the mediating role of error management strategy and the moderating role of project commitment. By using SPSS and Amos software, hierarchical regression analysis of questionnaire data collected from 774 employees in high-tech firms in China indicates that (1) positive/negative affective states positively/negatively affect learning from failure, respectively; (2) error management strategy mediates the relationship between daily affective states and learning from project failure; and (3) project commitment moderates the relationship between negative affective states and error management strategy; specifically, this relationship is weaker when project commitment is stronger. However, the moderating effect of project commitment on the relationship between positive affective states and error management strategy is not supported. The results further expand the research related to learning from failure and have practical implications for failure management in high-tech enterprises. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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17 pages, 409 KiB

Open AccessArticle

Subjective Perceptions of ‘Meaning of Work’ of Generation MZ Employees of South Korean NGOs

by Sangsuk Moon and Yucheon Kim

Behav. Sci. 2023, 13(6), 461; https://doi.org/10.3390/bs13060461 - 2 Jun 2023

Cited by 10 | Viewed by 2231

Abstract

This study used the Q methodology to analyse the perceptions of the meaning of work among Generation MZ employees working for South Korean nongovernmental organisations (NGOs). Forty Q samples about the meaning of work were extracted through a literature review and in-depth interviews, [...] Read more.

This study used the Q methodology to analyse the perceptions of the meaning of work among Generation MZ employees working for South Korean nongovernmental organisations (NGOs). Forty Q samples about the meaning of work were extracted through a literature review and in-depth interviews, and 24 Generation MZ employees working for NGOs were selected as P samples to carry out Q sorting. The results were analysed using the KenQ program, and the perceptions of the meaning of work among Generation MZ employees working for NGOs were classified into four types. For Type 1, work was perceived as a means of self-realization corresponding to their values and an opportunity for new challenges. Type 2 employees expect people to recognise them as people of value through their work and pursue the satisfaction of contributing to people and society through their employment. Type 3 employees expected work to be a happy and interesting experience that coincided with their values beyond simple money-making. Finally, Type 4 considered work and personal life more separate and prioritised solidarity with colleagues. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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19 pages, 377 KiB

Open AccessArticle

Does the Faculty’s Perception of Gender Discrimination Relate to Its Assessment of Organizational Democracy in the University?

by Elizabeth Troncoso, Wendolin Suárez-Amaya, María Ormazábal and Luis Sandoval

Behav. Sci. 2023, 13(6), 450; https://doi.org/10.3390/bs13060450 - 30 May 2023

Cited by 4 | Viewed by 2619

Abstract

This work aimed to study the relationship between the perception of organizational democracy and gender discrimination at a Chilean public university. It is known that organizational democracy is not only about organizational life but also about democratic perceptions, attitudes, and behaviors in social [...] Read more.

This work aimed to study the relationship between the perception of organizational democracy and gender discrimination at a Chilean public university. It is known that organizational democracy is not only about organizational life but also about democratic perceptions, attitudes, and behaviors in social life, as found in academic contexts. The methodology used factor analysis and descriptive and inferential statistical techniques to analyze data from a survey administered to 704 university faculty members, with a response rate of 58.1%. The gender distribution of this respondent population was 67% male and 37% female, values equivalent to the Chilean public university system (60% and 40%, respectively). The results highlight the importance of gender perspective in higher education. Indeed, academics who perceive greater gender discrimination toward women appreciate the deployment of organizational democracy to a lesser extent. Moreover, a high perception of discrimination on the part of women is confirmed (46%), them being, in turn, the ones who show a greater predisposition toward gender equality. This research intends to contribute to the development of strategies to remove obstacles to gender equality and improve the commitment of the academic community to institutional progress. Full article

(This article belongs to the Topic Employee Quality of Life, Well-Being and Wellness: A Pathway to Organizational Performance, Efficiency, and Sustainability)

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