Employee Well-being Research Articles

Leading with Empathy: How Understanding Others Creates Connection and Drives Success

This article examines the role of empathy in effective leadership. Through a review of scholarly literature from fields such as psychology, management, and health sciences, the article defines empathy and distinguishes it from related concepts like sympathy. It explores how empathy involves understanding others' perspectives and experiences on an emotional level. The article then discusses four key strategies leaders can use to develop stronger empathy skills, such as active listening, perspective taking, emotional self-regulation, and storytelling. Drawing on empirical research, the potential organizational benefits of leader empathy are outlined, including increased employee trust, engagement, and well-being. Specific examples demonstrate how empathy has strengthened culture and driven performance outcomes in companies and other institutions. Finally, the article advocates for leaders to incorporate empathy more fully into their approaches to better connect with people and foster environments where individuals and teams can thrive.

ANALYSING THE ROLE OF POSITIVE PSYCHOLOGICAL CAPITAL IN PROMOTING EMPLOYEE WELL-BEING IN HEALTHCARE ORGANIZATIONS: INSIGHTS FROM PUBLIC HOSPITALS IN ALGERIA

Purpose: The purpose of this study is to explore the impact of positive psychological capital on enhancing employee well-being within healthcare organizations, with a focus on public hospitals in Algeria. The aim is to gain insights from administrators working in these institutions to understand how positive psychological capital influences employee well-being. Theoretical Reference: The study is grounded in the theory of positive psychology, specifically focusing on the concept of psychological capital. It seeks to understand how positive psychological resources such as optimism, resilience, hope, and self-efficacy contribute to the well-being of employees in healthcare settings. Methodology: The methodology employed involves surveying 97 administrators from public hospitals in Algeria. An electronic questionnaire was distributed to gather data, and analysis was conducted using SmartPLS4 software, which utilizes the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. This approach allows for examining the relationships between variables, particularly the influence of positive psychological capital on employee well-being. Findings: The findings indicate a significant role of positive psychological capital in promoting employee well-being within healthcare organizations. The study reveals that enhancements in positive psychological capital correlate with increased levels of psychological, social, and physical well-being among employees. These results underscore the importance of fostering positive psychological resources in healthcare work environments to support the well-being and performance of staff members. Implications for Theory and Practice: The study contributes to theoretical understanding by emphasizing the importance of positive psychological capital in healthcare settings. It suggests that interventions aimed at enhancing positive psychological resources can lead to improvements in employee well-being and overall organizational performance. Practically, the findings suggest that healthcare organizations in Algeria should prioritize strategies that cultivate positive psychological capital among employees to foster a supportive and thriving work environment. Originality: This research offers original insights into the relationship between positive psychological capital and employee well-being in the context of healthcare organizations in Algeria. By focusing on public hospitals and involving administrators in the study, it provides unique perspectives that contribute to the existing literature on positive psychology and organizational well-being. The study's findings fill a gap in understanding the role of positive psychological resources in promoting employee well-being within healthcare settings, particularly in the Algerian context.

They don’t really care about us: the impact of perceived vertical pay disparity on employee well-being

ABSTRACT The gap in pay between those at the top of organizations and other organizational members continues to grow. In this paper, we tested the link between the perception of this vertical pay gap and people’s well-being at work. Specifically, we tested whether greater perceptions that pay is unequally distributed couples with people’s feelings that they are not valued (Lind & Tyler, 1988), eroding their sense of identification and well-being. In two cross-sectional surveys, Study 1a and 1b (N = 1335), we found that the more US and Italian workers perceived that there was a large vertical pay gap at work, the greater their tendency to feel that their organization was not concerned about their welfare. They were also less satisfied in their jobs and less likely to identify with their organization. In two pre-registered experiments, Study 2a and 2b (N total = 785), we manipulated the vertical pay gap in hypothetical organizations and found that when the pay gap was large (versus small) participants felt that the organization was less concerned about their welfare. They also expected to be less satisfied in their jobs, to identify less with the organization, and to experience greater work-life interference.

A Bibliometric Analysis of Employee Turnover Intention among IT Sector Employees

Employee turnover is an important problem in the IT sector. However, there are still few comprehensive discussions on the current trends in employee turnover research. This study aims to comprehensively investigate relevant literature from 2019 to 2023 by bibliometric analysis to facilitate detailed exploration. The study has collected many academic documents and provided a comprehensive overview of recent research landscapes. Using the Scopus database, we used library analysis to examine the publication on employee turnover intentions between 2019 and 2023. The results showed a significant increase in research on turnover intentions, which highlighted their continued relevance in organizational research. In addition, the study identified and mapped a group of academic research focusing on employee turnover intentions, job satisfaction, employee management, and employee turnover. Key themes, influential works, and outstanding contributions were highlighted, showing the main contributors and key publications in this area. The information obtained from this study provides a valuable basis for future research and guides researchers to the most important research areas. The recommendations proposed will contribute to the development of effective retention strategies and promote better working conditions, ultimately contributing to the success and well-being of organizations and employees.

Job Uncertainty and The Well-Being of Non-Permanent Employees

This research aims to analyze the influence of job uncertainty on the motivation and performance of non-permanent employees at the Nias Regency DPRD Secretariat, identify effective HR management strategies in reducing the negative impact of job uncertainty on the welfare of non-permanent employees, and assess the role of managerial support and the work environment in mitigating the effects. negative job uncertainty on the welfare of non-permanent employees. This research uses qualitative research methods using observation, interview and documentation data collection techniques. The research results show that job uncertainty is mainly caused by inconsistent contract policies, frequent regulatory changes, and a lack of effective communication from management. The impact of this uncertainty is very significant, especially on employees' psychological well-being, which includes increased levels of stress, anxiety, as well as decreased work motivation and productivity. To overcome this problem, this research proposes several policy recommendations, including the need for more consistent contract policies, a more transparent communication system, and additional welfare support for employees. By implementing these recommendations, it is hoped that the Nias Regency DPRD Secretariat can create a more stable work environment, improve employee welfare, and support the long-term success of the organization.

Occupational Well-Being Profiles and Learning Climate as an Organizational Resource: A Latent Transition Analysis

AbstractThe aim of the present longitudinal study was to profile the occupational well-being (burnout, work engagement) of highly educated employees (n=442) at three measurement points: in 2017 (T1), 2019 (T2), and 2021 (T3). We were interested in whether profile transitions would occur during the follow-up, and if so, whether the three dimensions of perceived learning climate (facilitation, appreciation, and error avoidance) predict these transitions, and hence function as an organizational-level resource that could help highly educated employees to sustain or improve their occupational well-being. We identified three profiles at each measurement point: (1) burnout, lowered engagement; (2) average exhaustion, high engagement; and (3) low burnout, very high engagement. Latent Transition Analysis indicated that employees both maintained their profiles and made transitions during the follow-up. The findings for the second study period (T2-T3) showed a somewhat less favorable development of occupational well-being. Multinomial Logistic Regression Analysis revealed that perceived learning climate predicted the T2-T3 but not T1-T2 transitions. We conclude that employee well-being can simultaneously comprise both positive and negative states. Although the organizational resource perspective gained some support, this tentative evidence also raises the question of whether employees perceive an appreciative learning climate as more stressful than helpful. Overall, the longitudinal relationship of occupational well-being with the dimensions of perceived learning climate warrants further study.

Remote work and human resource management: Challenges and solutions

The rise of remote work, accelerated by global disruptions and technological advancements, has fundamentally reshaped traditional human resource management (HRM) practices. This study investigates the key challenges that organizations face in managing a remote workforce, including maintaining employee engagement, ensuring effective communication, managing productivity, and addressing mental health concerns. Additionally, the research explores the role of technology in overcoming these challenges, highlighting solutions such as virtual collaboration tools, flexible work policies, and performance monitoring systems. Through an analysis of current HR practices in organizations that have successfully adapted to remote work, this paper identifies best practices and strategic adjustments necessary for HR managers to support a distributed workforce. The findings suggest that while remote work offers flexibility and operational efficiency, it also requires a shift in HR strategies toward building a cohesive virtual work culture, offering ongoing training, and ensuring employee well-being. This research contributes to the understanding of how HRM can evolve to meet the demands of the remote work environment, providing actionable insights for organizations navigating this new paradigm.

Navigating remote work: the role of corporate social responsibility in boosting employee engagement

PurposeThis paper investigates the relationship between teleworkers' perceptions of corporate social responsibility (CSR) and employee engagement (EE) in remote work.Design/methodology/approachA quantitative research approach was used, involving a questionnaire distributed via convenience sampling. Data from 205 valid responses from teleworking employees in Spain were analysed using structural equation modelling to test the hypothesis regarding the association between CSR and EE.FindingsThe study found that CSR’s social and environmental dimensions positively impact EE among teleworkers. However, the economic dimension of CSR only partially influences EE in a telework setting.Practical implicationsThe findings suggest organisations can enhance EE during telework periods by focusing on social and environmental CSR initiatives. This approach can mitigate the reduced EE associated with remote work, improving organisational performance, productivity, satisfaction and employee well-being.Originality/valueThis study provides empirical evidence on the positive effects of CSR’s social and environmental dimensions on EE in a telework context, offering valuable insights for organisations navigating the post-pandemic landscape. Also, specific CSR strategies can establish a competitive advantage by fostering a motivated and engaged remote workforce.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

The challenge of toxic leadership in realising Sustainable Development Goals: A scoping review

Orientation: Best human resource management (HRM) practices can play a crucial role in addressing unethical leadership in the form of toxic leadership by fostering organisational cultures where trust, integrity, and accountability are prioritised.Research purpose: The paper addresses how the HRM function can contribute to eliminating toxic leadership and its associated norms and thereby meet the objectives of Sustainable Development Goals 8 and 16.Motivation for the study: The prevalence of toxic leadership and the extent of the detrimental consequences for employees and organisational functioning is a key challenge in realising SDGs 8 and 16.Research approach/design and method: To conduct the scoping review, the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines were followed, and selected databases were searched for peer reviewed empirical articles between 2014 and 2024. Results were summarised and thematically categorised with regard to the objectives of the paper.Main findings: Ethical leadership behaviours are presented as a key mechanism for offsetting the impact of toxic behaviours of organisational leaders. In order to achieve SDGs 8 and 16, the support and commitment from HRM practitioners are essential.Practical/managerial implications: Promoting ethical leadership and a conducive work environment demands attention in the following five areas of HRM practice: recruitment and selection; training and development; performance management; employee engagement and wellbeing; and organisational culture.Contribution/value-add: The review of existing literature on toxic leadership offers a succinct summary of different mechanisms and strategies that can be employed to counter these forms of leadership behaviours in organisations.

The Influence of Technostress on Employee Well-Being Among Generation Z Employees in Malaysia

Today’s digital-centric world has spawned a new phenomenon called ‘technostress’, a stress condition due to constant changes, advancements and reliance on technology. Technostress is a rising issue in terms of its influence on employee well-being as technostress has been causing the deterioration of employee well-being. There is an urgency to understand and study the influence of technostress on employee well-being so that measures can be taken to rectify the matter and improve employee well-being. This study aims to examine which technostress creators have the most influence on employee well-being among Generation Z employees in Malaysia. Past literature to understand employee well-being, technostress and the relationship between the two were studied. Technostress creators were identified as techno-overload, techno-complexity, techno-uncertainty, and techno-insecurity. The study found that techno-uncertainty is the technostress creator that has the most influence on Generation Z employees’ well-being in Malaysia. Data collection was conducted by using a virtual questionnaire. 135 respondents among Generation Z employees in Malaysia participated in this study.

The Relationship Between Employee Engagement, Physical Wellness, Work-Life Balance and Employee Well-Being

Employees often face challenges in finding work environments that consistently promote their well-being, despite spending a significant portion of their lives at work. This research investigates how employee engagement, work-life balance, and physical wellness relate to employee well-being at Nabati Food Malaysia Sdn. Bhd. Using a quantitative approach, the study tested three hypotheses through a survey with 187 participants, utilizing convenient sampling and an online questionnaire. Data were analyzed with the SPSS version 24.0. The results showed significant relationships between all variables and employee well-being, with employee engagement having the most substantial impact. The study recognized its limitations and provided recommendations for future research. Overall, the findings offer valuable insights for Nabati Food Malaysia and the fast-moving consumer goods sector, emphasizing the importance of enhancing employee well-being to improve business operations and employee satisfaction.

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

Employee’s Security and Health Augmentation in the Hotel Sector

The vibrant and quick-paced environment that defines the hotel sector is defined by a strong emphasis on employee welfare. This study examines the various aspects of worker health and safety in the context of the hospitality sector with the goal of identifying problems, prevalent behaviors, and appropriate remedial measures. The study uses a mixed-methods approach, combining quantitative analysis of safety event data with qualitative interviews with important industry players. In-depth interviews with hotel managers, staff members, and safety specialists are conducted as part of the qualitative component to elucidate the myriad difficulties faced by hotel staff in upholding their health and safety. The effects of irregular work schedules and sleep patterns, workplace stress, and ergonomic considerations all emerge as major themes. The study also examines how well the current training and safety practices work, looking for flaws and potential improvement areas. The study examines historical safety event data from a wide range of hotels on the quantitative front. The goal of this analysis is to spot trends, prevalent accident causes, and geographic regions with a higher prevalence of safety concerns. The results offer a data-driven framework for creating focused interventions and preventive actions. The research also examines how technology can support initiatives to increase employee safety in hotels. We investigate the possibilities for real-time monitoring systems, wearable technology, and enhanced training simulations to improve safety awareness and reactivity. A series of suggestions for enhancing employee health and safety in the hotel business are provided as part of the study's conclusion. The incorporation of technical solutions, specialized training programs, and changes to policy are all included in these suggestions. The hotel business may cultivate a safer and healthier work environment by resolving the issues mentioned, enhancing overall employee well-being and assisting in the industry's long-term success.

Investigating The Factors Influencing Employees’ Psychological Capital and Mental Well-Being At Multinational Companies (MNCs) in Beijing

This study utilizes the job demands-resources model to examine the relationship between job resources (like organizational climate, co-worker support, authentic leadership, knowledge diversity, and work-life support practices), burnout, psychological capital, and mental health among employees at multinational companies in Beijing. An online survey was filled out by 173 people, and the data were analyzed with PLS-SEM. The results suggest that authentic leadership and work-life support practices had no impact on psychological capital, whereas a positive work environment, helpful co-workers, and a broad range of expertise did. In addition to having direct effects on mental health, psychological capital also indirectly affects mental health through burnout. This study adds to the current literature by examining the mental well-being of employees working for multinational firms in Beijing.

Transforming Workforce Dynamics: The Role of Remote Work Flexibility, Technological Adoption, and Employee Wellbeing on Productivity of State Owned Enterprise Employee

This study examines the impact of remote work flexibility, technological adoption, and employee wellbeing on the productivity of employees in state-owned enterprises (SOEs). In response to shifting workplace dynamics, SOEs have increasingly implemented flexible work arrangements and digital tools, prompting the need to evaluate how these factors influence employee performance. Using a quantitative research approach, data were collected from 400 employees across various SOEs in Indonesia. The analysis, conducted using multiple linear regression, revealed that technological adoption significantly enhances employee productivity, followed by remote work flexibility and employee wellbeing. Findings also highlight challenges such as digital infrastructure limitations and the need for more comprehensive wellbeing programs. The study contributes to existing literature by providing insights into how SOEs can optimize workforce productivity through flexible work policies, digital transformation, and employee wellbeing initiatives. Practical recommendations for overcoming identified barriers are discussed, offering a roadmap for SOEs to enhance employee performance in a rapidly evolving work environment.

Organizational Stress and Employee Productivity in Nepalese Commercial Banks: The Mediating Role of Employee Welfare

Workplace stress refers to the physical and emotional strain caused by work-related pressures, which can negatively impact employee well-being and productivity. Employee welfare initiatives help to manage workplace stress by providing support systems and resources that promote well-being of the employees and leads to increase employee productivity and job satisfaction. This study aims to investigate how employee welfare impacts the relationship between organizational stress and employee productivity in Nepalese commercial banks. To accomplish this objective, data were collected from 312 respondents using a structured questionnaire, which was distributed via a convenience sampling method. The participants consisted of employees at managerial, officer and assistant level employees from various commercial banks. Data analysis was conducted using Process Macro 4, applying a 95% confidence interval and 5,000 bootstrapping samples. The findings reveal that employee welfare serves as a fully mediator in the relationship between organizational stress and employee productivity. This study demonstrates that organizations that are investing in employee welfare programs foster a healthier and more supportive work environment, contribute to reducing organizational stress, leading to improved performance and workplace morale. JEL Classification: J81, J24, J28 Int. J. Soc. Sc. Manage. Vol. 11, Issue-4: 119-125.

Exploring the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress.

Investigating toxic leadership’s influence on employee turnover intention in a clinical research organisation

Orientation: This study examines the impact of toxic leadership (TL) on employees’ intentions to leave a South African clinical research organisation (CRO) and how organisational culture (OC) mediates this relationship.Research purpose: The research aimed to evaluate how toxic leadership behaviours affect employee turnover intentions (TIs) and determine to what extent OC mediates this relationship.Motivation for the study: In the context of CROs, the negative impact of TL on the retention and health of employees and organisations, in the case described in this article, is crucial to understand and mitigate.Research approach/design and method: This study used a quantitative and cross-sectional correlational design to collect data on employee perceptions of TL and OC within the CRO.Main findings: Toxic leadership significantly impacts employee TIs, and the OC is an essential mediator in this relationship.Practical/managerial implications: The results highlighted the need for organisations to address toxic leadership and to actively cultivate a positive OC to improve employee retention and reduce TIs.Contribution/value-add: This research provides empirical evidence of toxic leadership’s impact on TIs and the extent to which OC mediates this relationship. It reveals how OC mediates this relationship. The study contributes to the widest literature on leadership and organisational behaviour. It provides valuable insights into management practices for improving organisational health and employee well-being.

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.