Creating Work Environments Research Articles

Organizational Context and Satisfaction of Basic Needs of Workers with Intellectual Disability as Sources of Well-Being

The inclusion of persons with intellectual disabilities (ID) through integrated employment is essential for achieving the United Nations Sustainable Development Goals. This research study examines how organizational contextual factors facilitate or hinder the inclusion and positive contributions of workers with ID in their workplaces, as well as organizational practices that satisfy their basic needs (autonomy, competence, and relatedness), thus promoting their well-being. Semi-structured interviews were conducted with experts in integrated employment, workers with ID, and supervisors. Content analysis was then performed using the grounded theory methodology. Data analysis revealed three main categories: (1) organizational contextual factors that favor inclusion and positive contributions of workers with ID; (2) organizational contextual factors that hinder inclusion and positive contributions of workers with ID; and (3) organizational practices that satisfy basic needs of workers with ID. These findings underscore the importance of creating work environments that promote inclusion, positive contributions, and satisfaction of the basic needs of workers with ID, thus fostering their well-being and professional development.

PROPOSING A MODEL OF VINH UNIVERSITY TOWARDS A SMART SUSTAINABLE UNIVERSITY

A smart university is a modern form of higher education based on applying advanced technology to develop services to improve efficiency and create a creative, practical, sustainable, and responsive working environment that interests stakeholders. The concepts and terminologies of smart, sustainable universities and some current approaches to this model are revealed in this article. The results showed that a smart, sustainable model with 35 indicators is suitable for the context of Vinh University. The findings can be used as a scientific and fundamental background for further research on the implementation situation and the importance of indicators in developing Vinh University into a smart, sustainable university. Keywords: Vinh University; smart university; approaches; indicators.

The Effects of Burnout, Team Support, and Perceived Leader Effectiveness on Career Intentions Among JAG Corps Personnel.

Destructive interpersonal relationships at work may result in negative feelings among employees that hinder personal and organizational productivity, which may also result in high levels of job disengagement and subsequent career turnover intentions. Leaders play a key role in creating work environments conducive to optimizing employee performance, organizational culture, and workplace well-being. Social support, which may include support from one's supervisor, colleagues, and loved ones, has been shown to reduce strains and perceived stressors at work. In the Army, the Judge Advocate General's Corps (JAGC) personnel have a unique position as lawyers and legal staff and have been shown to have high rates of burnout. To promote soldier health, well-being, and career longevity, it is important to understand the impact interpersonal relationships have on career intentions. The current study assesses the relationship between perceived leadership effectiveness and career intentions as moderated by burnout measured by job disengagement and team care activities in JAGC personnel. The Walter Reed Army Institute of Research conducted a survey to understand factors affecting the well-being of the JAGC's soldier and civilian personnel as requested by the JAGC. JAGC personnel were administered several questionnaires covering a range of work and mental health topics. Job disengagement, career intentions, team care activities, and general leadership were assessed. A total of 831 JAGC personnel completed the survey, the majority (92%) of which were soldiers. Among soldiers, first lieutenants and captains (∼49%) were the majority. The sample largely consisted of men (∼63%), White individuals (∼76%), married individuals, (70%), and individuals with graduate degrees (∼81%). One in four participants (∼29%) experienced high levels of disengagement, with their work. Over two-thirds of participants agreed that their immediate supervisor is an effective leader. When asked about career intentions, the majority of JAGC participants (54%) indicated that they would probably or definitely stay in the JAGC until retirement. Ordinal logistic regressions were conducted to assess the relationship between perceived leader effectiveness and career intentions, assessing the main effects of job disengagement and team care activities, and the interactions between those variables. No interaction effects were found to be significant, but main effects for perceived leader effectiveness were significant. JAGC personnel reported higher levels of job disengagement for those with career intentions that were undecided or definitely leaving the JAGC after their current obligation. Those who were engaged in more team care activities had lower levels of disengagement. While the majority of the JAGC participants indicated career intentions to stay in the JAGC until retirement, increasing perceived effectiveness of leaders could help increase attrition and career intentions to stay in the JAGC beyond one's current obligation.

The moderating role of paternalistic leadership in the relationship between job satisfaction and job stress among health workers in Gaziantep, Turkey

BACKGROUND: Adopting an effective leadership style is of critical importance in increasing healthcare efficiency and therefore determining patient satisfaction. For example, although there are many new and effective leadership types today, the paternalistic leadership approach can still play an effective role in developing countries. OBJECTIVE: The aim of this study is to examine the moderating role of paternalistic leadership in the relationship between job satisfaction and job stress. METHODS: A total of 466 healthcare workers completed measures of perceived paternalistic leadership, job stress, and job satisfaction. The research was conducted in the center of Gaziantep, one of the largest cities in Turkey. Regression analysis was used to evaluate the moderate variable. Dawson slope were used to visualize the results. RESULTS: A negative relationship was found between job satisfaction and job stress. Additionally, it has been determined that the perception of paternalistic leadership has a moderating role. It has been observed that as the perception of paternalistic leadership increases, the negative relationship between job satisfaction and job stress decreases. CONCLUSION: It has been concluded that the paternalistic leadership approach can play a critical role in increasing the productivity of healthcare workers and reducing the negative effect of stress on satisfaction. It has been suggested that policies be developed to develop appropriate strategies for creating work environments that will increase employees’ perceptions of paternalistic leadership.

Creativity and Proactive Personality as Triggers for Entrepreneurial Alertness in Improving the Business Performance of the Creative Industry in Indonesia

Measuring a company’s performance can help improve the positive aspects of its operations in addressing shortcomings. Innovative and change-oriented employees help the company’s performance improvement, increasing entrepreneurship awareness. Therefore, this study aims to determine how entrepreneurial awareness may be created by innovation and a proactive personality to enhance business performance. Players in Indonesia’s creative industries were given questionnaires, and SEM-PLS was used to process the data. The findings of this study demonstrate that entrepreneurial acuity, proactivity, and innovation significantly impact business performance. Entrepreneurial vigilance was also discovered to function as a mediator. The findings of this study have significant practical ramifications because, in addition to filling a research gap, they demonstrate that creative industry players must be more flexible and inventive to foster a creative work environment for their employees.

The relationships between certified nursing assistants' voice behaviour and job satisfaction, work engagement and turnover intentions: A two-wave survey study.

Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions. Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for. Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found. While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction. Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns. Three certified nursing assistants have contributed to the development of the survey.

PSYCHOLOGICAL SAFETY AND EMPLOYEE MOTIVATION AND FLOURISHING

The objective of this research is to investigate the complex relationships that exist between psychological safety, employee motivation, and flourishing in organizational settings. Specifically, the study will concentrate on developing creative work environments and analyzing the roles played by transformational and transactional leadership styles. The understanding of psychological safety as a fundamental component of an atmosphere where taking interpersonal risks is encouraged and enables staff members to freely interact, make suggestions, and work together without fear of consequences is at the heart of the inquiry. Based on positive psychology frameworks and self-determination theory, the study clarifies the several motivating factors—like relatedness, competence, and autonomy—that lead to employee thriving. It seeks to understand how these motivational elements, along with psychological safety, foster an atmosphere that is favorable to creativity and invention. The study explores the complex interrelationships between transactional and transformational leadership philosophies and how each influences psychological safety and encourages workers to come up with new ideas. The primary goal of the inquiry is to clarify how these leadership philosophies affect the individual and group creativity of employees. Through an analysis of the complex relationships between psychological safety, employee motivation, and leadership styles, the thesis seeks to provide practitioners and organizational leaders with practical advice. It is crucial to comprehend how these elements combine to influence creative work practices and inventive behaviors in today's dynamic and competitive environment, where innovation is essential to long-term success. Keywords: Innovative work behavior, Employee creativity, Transformational leadership style and Transactional leadership style.

Relationship between structural empowerment and job satisfaction among nurses: A meta-analysis.

To investigate the relationship between structural empowerment and job satisfaction among nurses. Job satisfaction is considered to be a global concern. It is also essential to improve the quality of patient care and promote nurse retention. Structural empowerment of nurses can be an important factor in ensuring nurses' job satisfaction. This meta-analysis was conducted ensuring compliance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. Using seven databases, including PubMed, Science Direct, Scopus, Web of Science, Springer, CINAHL, and Cochrane Library, the relevant articles were identified. Two independent reviewers screened articles and extracted data. The meta-analysis was performed using Jamovi statistical software. In total, 29 studies involving 30 cohorts (N=11,078) were identified as eligible for the meta-analysis. A significant positive relationship between nurse structural empowerment and job satisfaction was identified, with the summary effect size of r=0.559 (95% CI: 0.494-0.618). There was a strong positive relationship between structural empowerment and job satisfaction in nurses. Exploring the relationship between structural empowerment and job satisfaction can provide strategies to promote nurse retention and prevent nursing shortage. The results of this study confirmed a strong positive relationship between nurses' job satisfaction and structural empowerment. Implementing interventions that enhance the structural empowerment of nurses will contribute to increasing their job satisfaction, thereby assisting in both nurse retention and optimizing their potential to provide quality patient care. Healthcare organizations and nurse managers should create work environments that provide nurses with access to information, resources, support, and opportunities to empower them and to enhance their job satisfaction.

Revisiting job characteristics and job satisfaction: A systematic review with bibliographic analysis

This systematic review with bibliographic analysis revisits the association between job characteristics and job satisfaction, aiming to identify thematic clusters that underlie this association. With the objective of discerning the multifaceted dynamics within the realm of organizational psychology, this study focuses on elucidating key themes that contribute to employees' overall satisfaction in the workplace. The primary thematic clusters identified in this study include learning and growth opportunities, health, and well-being. Using the Scopus database, a comprehensive collection of relevant literature was obtained, resulting in a total of 729 documents. Following the PRISMA approach, a meticulous screening process was conducted to select papers for inclusion in the analysis. A total of 15 papers were selected for reporting, encompassing a diverse range of studies that explored various facets of job characteristics and their impact on job satisfaction. The results of this comprehensive analysis underscore the significant influence of job attributes on employees' interpretations of their workplace atmosphere and their overall satisfaction with their employment. Learning and growth opportunities emerge as significant determinants of job satisfaction, emphasizing the importance of continuous development and skill enhancement within the workplace. Additionally, the themes of health and well-being underscore the significance of creating a supportive and conducive work environment that prioritizes employee well-being and fosters a healthy work-life balance. By synthesizing the literature and identifying key thematic clusters, this study contributes to a deeper understanding of the complex interplay between job characteristics and job satisfaction. Ultimately, by addressing the identified thematic clusters, organizations can strive to create work environments that stimulate employee engagement, satisfaction, and overall well-being.

Ethical Implications of Artificial Intelligence in Business Decision-making: A Framework for Responsible AI Adoption

This study explores barriers to AI adoption in automated organizational decision-making. Through qualitative interviews with 13 senior managers in South Africa, the study identified human social dynamics, restrictive regulations, creative work environments, lack of trust, dynamic business environments, loss of power, and ethical considerations. The study applied the adaptive structuration theory (AST) model to AI decision-making adoption, providing recommendations to overcome these barriers. The AST offers a deeper understanding of the dynamic interaction between technological and social dimensions.

Smart Recruitment for Workers with Disability: A Systematic Literature Review

This paper aims to investigate the role and function of digital and smart technologies, including AI applications, within organizations in making them much more inclusive for people with disability (PWD) at the workplace starting from the recruitment process. Specifically, this conceptual study provides an indepth analysis of smart recruitment process for creating work environments much more inclusive and sustainable for PWD. In the last three decades, also because of the COVID-19 pandemic, the digital transformation, largely adopting digital and smart technologies, has significantly, both positively and negatively, affected any field and industry in the private and professional life. Indeed, our ways of working and quality of life have been improved by digital and smart technologies which are able to overcome geographical, physical, and social barriers. Likewise, some negative effects are related to this phenomenon, such as digital divide especially for some categories of people, like those with disabilities or special needs. This conceptual paper provides a systematic literature review; indeed, the phenomenon of smart recruitment is investigated providing an overview regarding its insights, challenges, and future developments. A bibliometric analysis is conducted using WoS and Scopus databases with manual selection through the VOSviewer software.

The Joint Role of Focused and Molar Climates and Eudaemonic Well-being as Mediators of the Relationship between Flexible Telework and Scientific Productivity in Spanish ERC-Granted Teams.

Flexible work arrangements, such as teleworking, have gained massive and unprecedented usage for creating work environments that foster well-being and productivity. Yet empirical evidence is still scant and not much is known about the role of organizational climate(s) in this process. Accordingly, the present study was set out to investigate the mediating mechanisms linking flexible teleworking to scientific productivity by considering climate for well-being dimensions, the climates for excellence and for innovation, and eudaemonic well-being as mediating constructs. Data were collected from 358 members of 48 Spanish European Research Council (ERC) granted teams and analyses were conducted both at the individual and team level, after checking for the relevant aggregation indexes. Relevant and significant relations were found within the hypothesized statistical model both at the individual and team level of analysis. The climate dimension of team support and the climate for innovation, together with eudaimonic well-being, resulted to be linked by significant relationships suggesting a potential mediating path. Also, empirical evidence supported considering gender as a control variable for the relationship between flexible teleworking and the climate dimension of work-life balance. In conclusion, climate variables and eudaimonic well-being represent relevant variables for the explanation of the relationship between flexible teleworking and scientific productivity. Practical and theoretical implications, and limitations are further discussed in the article.

Digital Leadership's Influence on Individual Creativity and Employee Performance: A View through the Generational Lens.

Today's digitalized business atmosphere places significant emphasis on digital leadership, as digital transformation can only be successful for leaders who are capable of overseeing the entire digitalization process. In this study, we examine the employee-level outputs of digital leadership in terms of individual creativity and employee performance. Based on the data of 348 employees and by using PLS-SEM, we find that (i) digital leadership is a significant antecedent of individual creativity, and (ii) individual creativity fully mediates the relationship between digital leadership and employee performance. When digital leadership abilities are a matter of concern, it becomes necessary to mention the importance of generational differences between those leaders, as OB studies also underline the generational differences toward new technologies. Hence, we also conducted a multigroup analysis (MGA) to determine if those interrelationships among digital leadership, individual creativity, and employee performance differ due to the generations of the managers. Surprisingly, the MGA results reveal minor differences. The findings of this study highlight the importance of embracing digital leadership in fostering a creative and high-performing work environment and provide insights for organizations aiming to harness the unique strengths and talents of their multigenerational workforce. Digital leaders who foster a culture of innovation, adaptability, and open communication can inspire employees to think creatively and come up with novel ideas. By leveraging digital tools and providing a supportive environment, digital leaders can also enhance employee creativity and performance.

Enhancing Creative Performance in Indonesian Universities: Exploring the Impact of Distributed Leadership, Organizational Citizenship Behavior, and Supportive Creative Working Environment on Lecturers' Creative Performance

Enhancing Creative Performance in Indonesian Universities: Exploring the Impact of Distributed Leadership, Organizational Citizenship Behavior, and Supportive Creative Working Environment on Lecturers' Creative Performance

HOW TO START AN UNBIASED CONVERSATION ABOUT EXHAUSTION

AbstractThe author, a self‐employed occupational health psychologist, presents her research on various nuanced aspects of exhaustion, stress, and burnout, as they related to leadership and organizations. She also notes her TEDx talk “Let’s talk about the bright side of exhaustion,” and writes that “using study results based on data of more than 26,000 participants and illustrative anecdotes, I will explain why exhaustion is more complicated than most realize, that there is not only a dark but also a bright side, and how leaders can make sure that people in their environment experience the bright side of exhaustion by improving person‐job matches.” She describes her own personal background within these issues, and Figure 1 depicts a Conversation Starter for Exhaustion Model. The Venn diagram has “Joyfully Exhausted” in the middle, surrounded by the keywords Meaning, Support, Autonomy, and Appreciation. In the article text, regarding meaning, she writes “As a leader you need to know what kind of work is meaningful for each person around you and ideally create work environments where people can mainly focus on performing these tasks. This makes it easier for individuals in your work environment to better perform and make the effort feel worthwhile.”

How Is Job Performance Affected by Ergonomics in the Tourism and Hospitality Industry? Mediating Roles of Work Engagement and Talent Retention

Optimizing the interaction between individuals and their work environment has become increasingly relevant in enhancing employee well-being and driving the overall success of businesses. The goal of this study is to provide information about how ergonomics affects job performance in the tourism and hospitality industry. The full-time staff employees of Egypt’s category (A) travel agencies and five-star hotels were the source of the study’s data. The partial least squares structural equation modeling (PLS-SEM) technique of analysis was utilized to explore how ergonomics influences job performance while taking into account the mediating roles of work engagement and talent retention. WarpPLS statistical software version 7.0 was used to analyze the 389 valid replies obtained. The findings revealed that there is a positive relationship between the employees’ perception of ergonomics on their job performance, in addition to the positive relationships between the perception of ergonomics and work engagement and talent retention. The work engagement and talent retention were also found to have a positive relationship with job performance. Furthermore, research revealed that work engagement and talent retention act as mediators between ergonomics and job performance. The results of this research significantly advance the Job Demands-Resources (JD-R) model theory. The study also offers evidence-based recommendations to organizations in the tourism and hospitality industry, empowering them to establish supportive work environments that enhance the job performance, work engagement, and talent retention. Businesses in this industry could create work environments that prioritize the well-being, comfort, and safety of their employees by embracing ergonomic concepts.

Development and Validation of the Workplace Affective Events Survey.

Background Work, a central aspect of human life, serves vital economic and social functions. There is a burgeoning interest in positive emotions in the workplace, which can enhance creativity, foster social connections, and improve problem-solving abilities. These emotions are pivotal in key organizational outcomes, including employee performance and health. Despite the extensive examination of factors like job satisfaction and workplace stressors, a knowledge gap exists regarding the everyday workplace events that influence emotions and their contribution to overall workplace emotional health.The present study introduces the Workplace Affective Events Survey (WAES), a new tool that can facilitate the advancement of research in this field. Purpose This study aimed to develop a tool to assess daily workplace events that lead to positive or negative emotional responses and the intensities of such responses. The study also examined the relationship between theseevents and the associated affect-intensities with trait affect, and social companionship at work for convergent validation. Methodology The tool development entailed a multi-phase approach which encompassed item generation, content validation, pre-pilot trials, and pilot testing of the WAES. Participants were entry and mid-level service sector employees aged 25-55 years. Themes generated using focus group discussions and one-to-one interviews were mapped against a known taxonomy of workplace affective events. Expert validation and pre-pilot trials helped inrefining the final items. The main phase engaged 300 individuals from nine service industries across 29 organizations in an urban metropolitan city in India. WAES was administered alongside standardized measures of trait-affect and workplace social companionship. Results WAES subscales demonstrated acceptable reliability. Participants reported positive daily affective events more often than negative ones, with the average intensity of positive emotions surpassing that of negative emotions. Notably, trait affect scores and social companionship exhibited significant correlations with daily affectiveevents and their intensity. Conclusions The WAES offers a novel tool to investigate daily emotional experiences in the workplace. The data suggest that a within-person disposition such as trait-affect might play a lesser role in generating positive affective events than contextual factors.These findings underscore the value of creating work environments that consistently nurture positive emotional experiences.

Linking Ethical Leadership to Employee Creative Performace: The Role of Leader-Member Exchange and Work Engagement

Purpose: The purpose of this research is to investigate the mediating role of leader-member exchange (LMX) and work engagement in the relationship between ethical leadership and creative performance. Theoretical framework: The study is based on the theoretical foundation that ethical leadership positively influences creative performance. It further posits that this relationship is mediated by both leader-member exchange (LMX) and work engagement. Design/Methodology/Approach: Data for this study was collected from a Vietnamese service firm, with a sample comprising 78 leaders and 354 employees. The collected data was analyzed using structural equation modeling (SEM) to examine the proposed relationships. Findings: The findings of the study indicate a significant and positive correlation between ethical leadership and creative performance. Additionally, the study reveals that ethical leadership exerts an influence on both leader-member exchange (LMX) and work engagement, which subsequently enhance employees' demonstration of creativity in their work. Research, practical & social implications: This research sheds light on the mediating mechanisms through which ethical leadership impacts creative performance. The findings highlight the importance of fostering positive leader-member relationships and promoting work engagement in order to enhance employees' creative behaviors. Practically, the study suggests that organizations should prioritize the development of ethical leadership qualities to foster a creative work environment. Moreover, the research contributes to the broader social implications by emphasizing the significance of ethical leadership in promoting creativity and innovation within organizations. Originality/Value: This research contributes to the existing literature by examining the mediating role of leader-member exchange and work engagement in the relationship between ethical leadership and creative performance. The study provides valuable insights into the mechanisms through which ethical leaders can enhance creativity in the workplace. The findings of this research contribute to the understanding of the importance of ethical leadership and its impact on organizational outcomes, thereby adding to the originality and value of the study.

Measuring sense of place in project environments to promote positive mental wellbeing

Sense of place describes people's perceptions of the distinguishing qualities and attributes of an environment that shape positive feelings of attachment and promote mental wellbeing. The purpose of the research was to identify the qualities and attributes of project work environments that contribute to the development of a sense of place, and to develop and test a survey instrument designed to measure these qualities and attributes. Characteristics of project work environments with the potential to create a positive wellbeing-promoting sense of place were identified from the extant literature. A survey instrument was developed, drawing on existing validated scales, to measure the extent to which a positive sense of place is present in project work environments. The survey tool was tested in two studies conducted in construction projects in New Zealand. The first study tested the construct validity and reliability of the survey instrument, and the extent to which the proposed components were associated with workers’ positive mental wellbeing. The second study confirmed that the sense of place components are distinct and can be measured reliably using the survey instrument. Organisations can potentially use the survey instrument to evaluate the extent to which project work environments are supportive of workers’ mental wellbeing, and to inform the development of strategies specifically focused on creating work environments that are likely to promote mental wellbeing amongst project workers.

Strategies for Improving the Creative Work Environment through Managing the Physical and Psychological Environments of Employees: Literature Study

This study aims to investigate how to improve a creative work environment through physical and psychological management of employees. This study uses literature studies by collecting data from various sources such as academic journals, books, and related articles. Data were analyzed descriptively qualitatively by comparing and evaluating the strategies used in previous studies. The research findings show that managing the physical and psychological environment of employees can increase creativity and productivity in the workplace. Some effective strategies include creating an environment that supports collaboration and social interaction, providing creative space and facilities that allow out-of-the-box thinking, and providing psychological support to deal with stress and burnout. This research provides valuable insights for companies and managers in improving the work environment and increasing employee creativity