Psychological Well-being Of Employees Research Articles

The Value of Employee Trust During Turbulent Times: Exploring Vigilant Leadership Communication and Employee Psychological Well-Being

ABSTRACT Vigilant leadership communication has emerged as an important strategy to help organizations navigate unexpected change or turbulent times, such as recently experienced during the COVID-19 pandemic. Vigilant leadership communication is marked by a leader’s preventative focused communication, encouragement of diverse ideas across the organization, alertness to unexpected setbacks, and vigilance for latent opportunities within an organization. This study builds theoretically upon vigilant leadership communication by further conceptualizing potential impacts on employee outcomes, specifically employee psychological well-being. Additionally, this study highlights the importance of trust by proposing a theoretical model in which vigilant leadership communication’s impact on employee’s psychological well-being is fully mediated by employee perceptions of organizational trust and leader trust. Results suggest that effective vigilant leadership communication cannot be successful in a vacuum and that the trust employees have for both the leader and the organization will mediate the relationship between vigilant leadership communication and employee psychological well-being.

Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees

Purpose This study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being. Design/methodology/approach The study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used. Findings The results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings. Practical implications In the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being. Originality/value This study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

Peran Keluarga dalam Pembentukan Identitas dan Kesejahteraan Psikologis Karyawan di CV. SUGIH MAJU BERKAH

This research aims to reveal the role of family in the formation of identity and psychological well-being of employees at CV. SUGIH FORWARD BLESSINGS. Employee identity and psychological well-being are important aspects in supporting productivity and performance in the work environment. Using a qualitative approach, this research involved in-depth interviews with a number of CV employees. SUGIH MAJU BERKAH to explore how their family experiences influence individual identity and psychological well-being in the work context. The research results show that the family plays a crucial role in shaping employee identity, through the influence of the values, norms and emotional support provided. Interactions with family members also play a role in shaping employees' mindsets and attitudes towards their work. In addition, family support has a positive impact on psychological well-being, creating an emotionally healthy work environment and increasing employees' mental resilience. These findings provide an important contribution to understanding the role of the family in the context of identity formation and psychological well-being of employees in the CV work environment. SUGIH MAJU BERKAH, as well as providing suggestions for developing human resource management strategies that are more holistic and oriented towards family support to improve employee psychological well-being.

SELF-COMPASSION AND PSYCHOLOGICAL WELL-BEING AMONG EMPLOYEES IN COMPANIES IMPLEMENTING LAYOFFS

The COVID-19 pandemic has led to mass layoffs in companies worldwide, including Indonesia, which has been further exacerbated by the global recession in 2023. These mass layoffs not only impact the mental well-being of affected employees but also the psychological state of those still employed in related companies. Previous studies have shown that the uncertain employment situation creates feelings of worry, demotivation, difficulty sleeping, and unexplained anger. This study focuses on the importance of self-compassion, which encourages individuals to accept their imperfections and negative emotions without drowning in them. The research using Spearman’s correlation, conducted in Jakarta with a sample size of 101 active employees whose companies have recently carried out mass layoffs, found a significant positive relationship between self-compassion and psychological well-being of employees in companies that have terminated employment (r = 0.821, p < 0.05). The study suggests that self-compassion can be an adaptive strategy to promote well-being and positive psychological functioning during difficult times. Further research could explore different data collection techniques and study subjects.

Exposure to workplace bullying and wellbeing among Ghanaian nurses: The role of personal resources

The present study examined the effect of workplace bullying on employee wellbeing, and the moderating effects of psychological capital and emotional intelligence in the workplace bullying and employee wellbeing relationship. Data was collected from 224 nurses in a teaching hospital in Ghana. The results of the analysis showed that workplace bullying has a negative effect on the psychological wellbeing of employees. Furthermore, the results showed that psychological capital and emotional intelligence moderated workplace bullying and psychological wellbeing relationship. The present study makes some contributions to theory and practice. Theoretically, the study extends the literature on the JD-R by highlighting the significant effect of personal resources in mitigating the effects of workplace bullying on employee wellbeing.

Workplace Ergonomics and Employee Performance in Registered Private Security Firms in Kenya

Employee performance in private security firms is Kenya is facing numerous challenges frequently emanation from workplace environment. Therefore, this study sought to assess the effect of workplace ergonomics on workplace ergonomics on employee performance in private security firms in Kenya. The study was anchored on the Two-Factor Theory of Motivation. The study utilized positivism research approach. The study used descriptive and correlation research designs. The study population was 13,484 drawn form the Kenya Security Industry Association (KSIA) and Protective Security Industry Association (PSIA). The sample size was 180 respondents established by use of Slovin sample size determination formulae. Questionnaires were used as instruments for obtaining the data required. Validity and reliability of the questionnaire were enhanced by carrying out a pilot study prior to data collection. The study adopted regression analysis to establish the effect of workplace ergonomics on employee performance in private security firms in Kenya. The study findings indicated that workplace ergonomics had a positive and significant relationship with employee performance in private security firms in Kenya. Therefore, the relationship between workplace ergonomics and employee performance is crucial as it can have far-reaching implications for both employees and organizations. The positive and significant relationship between workplace ergonomics and employee performance suggests that private security firms should consider investing in ergonomic improvements to create a healthier, more productive, and engaged workforce. It can have a cascading effect on various aspects of organizational success. Therefore, the implications of workplace ergonomics on employee performance in private security firms in Kenya are diverse and can positively impact both the physical and psychological well-being of employees. Private security firms need to recognize and invest in ergonomic principles to create a healthier, more productive, and more satisfying work environment. This, in turn, can contribute to the overall success and sustainability of private security firms in Kenya.

Fostering work engagement during Covid19 pandemic: Pakistan study shows value of HR practices, employee psychological well-being and psychological empowerment

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study from researchers in Pakistan revealed the most effective means of achieving work engagement during the Covid19 pandemic. Their research showed that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment all enhanced motivation, psychological well-being and empowering, contributing to employees’ work engagement.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Triad of Employee Performance: Leadership, Organizational Support, and Well-Being

This research explores the critical determinants of employee performance in the post-pandemic retail sector, focusing on empowering leadership, perceived organizational support, and employee psychological well-being. The study presents a comprehensive framework that clarifies the interaction between these constructs and their impact on employee performance. The results, obtained from a quantitative analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM), reveal that while empowering leadership does not directly impact employee performance, it significantly influences employee psychological well-being, thereby indirectly affecting employee performance. In addition, perceived organizational support not only indirectly influences employee performance through its positive effect on employee psychological well-being but also has a direct positive impact on employee performance. Thus, both empowering leadership and strong perceived organizational support, are found to enhance employee performance, with employee psychological well-being playing a significant mediating role in these relationships. These findings offer valuable insights for the retail sector to navigate the evolving challenges in a postpandemic world, providing a solid theoretical framework and practical strategies to enhance employee performance.

Influence of the COVID-19 Pandemic on Musculoskeletal Complaints and Psychological Well-Being of Employees in Public Services-A Cohort Study.

The COVID-19 pandemic resulted in unprecedented restrictions on public and private life. The aim of the study was to investigate the impact of the COVID-19 pandemic on the physical and mental health of employees in the public sector, especially patient-related professions. For the data collection in summer 2021, an online questionnaire was used. Compared to a pre-pandemic point of time, the prevalence, frequency, and intensity of musculoskeletal pain, mental well-being, health status, and quality of life were recorded. The questionnaire was completed by 1678 employees (f: 1045, m: 617). A total of 1504 employees (89.6%) were affected by complaints. Compared to before the pandemic, the prevalence and intensity of musculoskeletal complaints and psychological distress increased significantly. Patient-related professions (n = 204) showed significantly higher levels of stress and discomfort in several aspects (p < 0.05). Due to the COVID-19 pandemic, there was an increase in musculoskeletal complaints and a decrease in psychological well-being. Preventive factors related to mental health were identified as male gender, a middle- to older-age group, employees with children, and working from home. Attention should be drawn to these findings and prevention strategies should be brought into focus to strengthen the employees' health. Special focus should be drawn to patient-related professions who are particularly confronted with pandemic-associated challenges.

The Relationship Between Leadership Style and Employee Psychological Well-Being at a Palm Oil Estate in Tawau, Sabah

Strong leadership is the true cornerstone of an organisation and the backbone of a business. It has been suggested that the key role in ensuring success in the organisation and maintaining good psychological well-being is shared among employers and employees. Provision visualized that for maintaining a good psychological well-being among employees were shared between employers and employees the key in ensuring the success of maintaining good psychological well-being in the organisation. Hence, this study aims to explore the relationship between leadership style and employee psychological well-being at the palm oil estate in Tawau, Sabah. Convenience sampling was adopted as a non-probability sample design in this investigation. There were 100 employees that participated in this study, which include the harvester, daily rate employees and line leader. The data collection was conducted by distributing the questionnaire using the Google Form as well in person. Questionnaires used in this research were Multifactor Leadership Questionnaire and Psychological Well Being Scale. The findings showed that the level of leadership style is at a moderate level, while the level of employee psychological well-being is at a high level. This study successfully found a relationship between leadership style and employee psychological well-being within the studied company. Sentence edit: Personal growth dimension was the highest score compared to other dimensionsThere are several limitations that occurred during the research. Firstly, the lack of ability to access the academic journal gave limitations to the researcher to conduct literature review and have a better understanding of the journals. In addition, this study only included one company located in Tawau. The results are not generalizable as the data only reflect one company. Future implications should highlight the importance of role models among leaders by exhibiting leadership style attributes when communicating with their employee as it may affect the employee’s perspectives towards them. Besides, allowing employees to recognize their potential, autonomy, and ideas is a great way to start the journey toward a better leadership style.

Impact of Hotel Employees’ Psychological Well-Being on Job Satisfaction and Pro-Social Service Behavior: Moderating Effect of Work–Life Balance

This study investigates how deluxe hotel employees’ perceptions of their own psychological well-being impact their job satisfaction and pro-social service behavior. It also examines the moderating effect of work–life balance on the relationship between psychological well-being and job satisfaction. A self-administered questionnaire was distributed to 275 deluxe hotel employees using convenience sampling. First, of the studied sub-factors of employee psychological well-being, positive relationships increased job satisfaction the most, followed by self-acceptance, purpose in life, and environmental mastery. Second, deluxe hotel employees’ job satisfaction positively impacted their pro-social service behavior. Third, the positive effect of one sub-factor of psychological well-being, purpose in life, had a stronger impact on job satisfaction in respondents with high levels of work–life balance. Theoretical and practical implications, as well as limitations and future research directions, are discussed.

Employee psychological wellbeing in the face of pandemic: The role of belief in work priority

AbstractTraditionally, individuals who prioritize work over other aspects of life have been lauded as ideal employees. Individuals vary in the extent to which they endorse the beliefs that work should be prioritized over other aspects of life, known as the Belief in Work Priority (BWP). Various lockdown restrictions imposed due to the COVID‐19 pandemic have blurred work‐family boundary, which consequently made prioritizing work over family responsibilities challenging. A repeated cross‐sectional study was conducted to examine the relationship between BWP and employee wellbeing during (vs. before) the pandemic outbreak. We recruited 398 participants who were employed and resided in the U.S. Results revealed that during the pandemic, BWP and employee wellbeing showed a negative relationship through increased work‐family conflict. Furthermore, such relationship was particularly strong among married employees and male employees.

Health literacy at work – individual and organizational health literacy, health supporting leadership and employee wellbeing

BackgroundAgainst the backdrop of demographic change and the shortage of skilled workers, employees’ psychological wellbeing is of special interest for employers. In previous studies, individual health literacy has already been positively associated with psychological wellbeing. However, in order to improve health literacy, it is essential to take into account both the individual prerequisites and the demands and complexity of the system in which individuals operate. As current studies primarily focus on employees’ individual health literacy and as the concept of organizational health literacy, so far, is mainly used in the context of health care institutions, this study investigates on the impact of organizational health literacy and health supporting leadership on the relationship between individual health literacy and employees’ psychological wellbeing in a big German company based in the financial sector.MethodsData of an employee survey that was conducted in a big German company of the financial sector in October 2021 were analyzed by two mediation analyses using the PROCESS macro by Hayes for SPSS. A total of 2555 employees was included in analyses (51.4% male and 48.6% female).ResultsThe relationship between individual health literacy and employees’ psychological wellbeing is partially mediated by organizational health literacy, indirect effect ab 0.268 – CI [0.170, 0.378] and by health supporting leadership, indirect effect ab 0.228 – CI [0.137, 0.329].ConclusionStudy results provide new indications for planning and evaluating the health strategy of companies. Regarding the psychological wellbeing of employees, practitioners and researchers should focus not only on individual health literacy but also on organizational health literacy and health supporting leadership.

The effect of digitalized workplace on employees' psychological well-being: Digital Taylorism approach

The aim of the study is to investigate the effects of emotional labor and artificial intelligence anxiety on the psychological well-being of employees in call centers in the context of Digital Taylorism principles. In this context, the research was structured as two studies. Study-1 presents evidence showing that call centers are fields of study that effectively implement Digital Taylorism principles and provide a suitable environment for research on this subject. Study-1. Using the qualitative research method in Study-1, semi-structured questions were asked to 14 middle and senior managers working in call centers and the results were reported. In Study-2, the moderator role of autonomy in the effect of emotional labor on psychological well-being and the effect of AI anxiety on psychological well-being was investigated. The data obtained through the survey applied to 606 employees working in one of the largest call centers in Turkey were analyzed. The findings revealed that emotional labor dimensions have different effects on psychological well-being and that autonomy has different moderator effects on these relationships. Moreover, the findings revealed that autonomy has a moderation effect on the relationship between two the dimensions of emotional labor. In addition, while it was shown that learning anxiety had a significant effect on psychological well-being, job-replacement anxiety did not have a significant effect. The research is one of the rare studies that provide empirical evidence that the call centers are managing with Taylor's principles by using digital technologies. In addition, the research is one of the pioneering studies that provide empirical evidence about the effect of Digital Taylorism on employees.

Fostering employee work engagement and sustainable employment during COVID-19 crisis through HR practices, employee psychological well-being and psychological empowerment

PurposeThis study aims to investigate employee behavior toward work engagement with an integrative research framework that combines human resource practices, employee psychological empowerment and well-being. Moreover, the moderating effect of transformational leadership is tested between employee engagement at workplace during crisis such as COVID-19 and sustainable employment.Design/methodology/approachThis study empirically investigates research framework with 353 responses retrieved from employees working in private sector organizations. The data were collected through structured, closed-ended questionnaires. For inferential analysis, structural equation modeling approach has been used. To test the predictive power of the research framework, blindfolding procedure Q2 is incorporated.FindingsStatistical findings indicate that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment have explained substantial variance (R2 = 67.5%) in employee work engagement during crisis. Concerning with sustainable employment, the transformational leadership and work engagement have shown significant variance (R2 = 20.6%) in determining sustainable employment. Moving further psychological empowerment has revealed maximum effect size (f2) to determine employee engagement behavior at work place during pandemic crisis. The blindfolding procedure Q2 has exhibited substantial power to predict employee work engagement and sustainable employment during crisis such as COVID-19 pandemic.Practical implicationsThis study has several contributions to theory and practice. Theoretically, this study develops an integrative research framework with the help of human resource practices and employee psychological factors such as employee well-being and empowerment. Therefore, practically, this research suggests that factors such as opportunity enhancing, transformational leadership and employee psychological empowerment need managerial attention to increase employee engagement at workplace and sustainable employment during pandemic crisis.Social implicationsWith the growing concerns of layoff during pandemic crisis, employees have shown lack of interest at workplace because of psychological fears. Nevertheless, this study has established that policymakers could enhance employee engagement at workplace and sustainable employment during crisis by redesigning HR practices and improving employee psychological well-being and empowerment. In addition to that, employee psychological well-being and empowerment are considered healthy factors for human beings and nurture society at large.Originality/valueThis research is original as it establishes an integrative research framework grounded in HR practices, employee psychological empowerment and employee psychological well-being to investigate employee behavior at work place during crisis such as pandemic. In addition to that, this study has enriched leadership literature by examining the moderating effect of transformational leadership between employee work engagement and sustainable employment.

The correlation between experienced workplace incivility with the psychological well-being of employees

This study aims to determine the relationship between experienced workplace incivility and the psychological well-being of employees. The research hypothesis is that there is a negative relationship between experienced workplace incivility and psychological well-being. The subjects in this study were 40 employees who filled out the experienced workplace incivility scale and the psychological well-being scale. The data analysis method used is the Pearson product-moment correlation. Based on data analysis, in testing the hypothesis of the relationship between experienced workplace incivility, a correlation coefficient of rxy -.368 (p&lt;.005) is obtained, which means a negative relationship exists between experienced workplace incivility in employees. The coefficient of determination (R2) is .136 or 13.6%, and other factors influence the remaining 86.4%.

An empirical study of entrepreneurial leadership and fear of COVID-19 impact on psychological wellbeing: A mediating effect of job insecurity.

The empirical study proposes a model for investigating the effect of entrepreneurial leadership on job insecurity and employee psychological wellbeing during COVID-19 based on the combined theoretical grounds of The Conservation of Resources Theory and Social Learning. To explore the job insecurity relationship with psychological wellbeing, and measure the impact of Fear of COVID-19, an empirical study was conducted on a sample of 408 employees in Croatia. The data of the cross-sectional study was collected in November and December 2020. A strong influence of job insecurity on the psychological wellbeing of employees has been identified. Furthermore, fear of COVID-19 was found to have adverse psychological effects on wellbeing. The theorized positive impact of entrepreneurial leadership on job insecurity was not supported by the evidence. The strong point of our contribution lies in the finding that the entrepreneurial leadership style alone does not buffer against job insecurity, thus pointing that the more comprehensive inquiry into other organizational factors, such as coping, learning abilities, developmental opportunities, personal disposition, and pressure bearing. The research is the first step toward enhancing our understanding of the entrepreneurial dimension of transactional psychology. The observations we recorded have implications for research into the study of the mental processes and their impact on organizational proactive behavior.

Job Satisfaction and Psychological Well-Being as Employee Performance Factors in Educational Institutions

Purpose: This study aims to determine the factors that affect employee performance in higher education, consisting of job satisfaction and psychological well-being, where to produce high performance requires positive employee job satisfaction as well as the psychological well-being of employees in the institutional environment.&#x0D; Design/methodology/approach: The research used in this study is quantitative research&#x0D; Findings: There is a significant influence of job satisfaction and psychological well-being on employee performance at universities in Balikpapan or hypothesis 1 is accepted. good job satisfaction will result in good performance as well and Good psychological well-being at work is when individuals have motivation, are involved in a job, have positive energy, feel happy with all the activities undertaken and last long at the job they are currently doing.&#x0D; Paper type: Research paper

Significance of organizational health features during the COVID-19 pandemic for the well-being of Lithuanian healthcare workers.

During various emergencies, especially pandemics, there is a heavy burden on healthcare workers and pharmacists. Organizational support plays a significant role in protecting their mental health. Though the study aimed analyze the subjectively perceived difficulties and challenges of healthcare workers related to organizing work in the context of a pandemic. Twenty seven subjects (20 women, 7 men) participated in the qualitative research 30-45 min. Duration semi-structured interviews were performed, and thematic data analysis was applied. During the first wave of the COVD-19 pandemic, research participants experienced an avalanche of change in all significant areas of life: experienced general overall uncertainty, confusion in working order, and intense changes in work functions, responsibilities, and workload. These changes reduced the scope for control and predictability, there was a lack of structure and clarity. The avalanche of change caused by the COVID-19 pandemic provoked a strong and controversial emotional response. The contradiction was revealed between helplessness, disruption, loss of control experienced by staff and the internal and external pressure to adapt as quickly as possible to the functions of caregivers. The threats posed by the pandemic reinforced the need for active and engaged leadership and highlighted the key features of an employee supporting organization. Surviving the avalanche of change caused by the pandemic, healthcare workers and pharmacists emphasized the importance of management decisions about managing patient and employee health threats, clear work organization, active and inclusive leadership, change planning, and organizational concern for employee sustainability and emotional well-being. Regular, systematic, clear and understandable, timely, open and sincere, uncontroversial, and consistent communication of administration provides security for employees and can contribute to better physical and psychological well-being of employees.

How Does Organizational Toxicity Affect Depression? A Moderated Mediation Model

Organizational toxicity is a key organizational issue today, impacting the success of both employees and organizations negatively alike. Negative working conditions revealed by organizational toxicity pave the way for an organizational atmosphere to arise, which negatively influences the physical and psychological well-being of employees, causing burn-out syndrome and depression. Thus, organizational toxicity is observed to have a destructive impact on employees and can threaten the future of companies. In this framework, this study examines the mediating role of burnout and moderator role of occupational self-efficacy, in the relationship between organizational toxicity and depression. Conducted as cross-sectional, this study adopts a quantitative research approach. To that end, convenience sampling was used to collect data from 727 respondents who are employed at five-star hotels. Data analysis was completed with SPSS 24.0 and AMOS 24 packages. Consequent to the analyses, organizational toxicity was determined to have a positive effect on burnout syndrome and depression. Moreover, burnout syndrome was found to have a mediating effect on the relationship between organizational toxicity and depression. In addition, occupational self-efficacy was found to have a moderator role on the effect of employees' burnout levels on their depression levels. According to the findings, occupational self-efficacy is an influential variable on reducing the impact that organizational toxicity and burnout have on depression.