Full-time Employees Research Articles

Assesing health needs of women with breast cancer in a Regula Hospital Dispensary in Crete, Greece

Abstract Background Understanding the health needs of women with breast cancer is essential for tailor-made care. Socio-economic factors impact care access and outcomes. Previous research has indicated variations in healthcare experiences based on factors such as education level, employment status, and income. However, specific insights into the health needs of women with breast cancer in Crete, Greece, remain limited. Purpose The current study aimed at assessing the health needs of women with breast cancer. Methods A total of 161 women were surveyed between June 2023 and December 2023 in a regular Hospital Dispensary at a General Hospital in Heraklion, Greece. Results The majority were married (46%) and had an average of 2 children. 16% were graduates of secondary education and 42 % graduates of higher education, 33% retired and 19% full-time employees. Most participants (45%) reported a family income between 10,001 to 20,000 €, 29% under 10000 € and 26 % between 20001 to 30000 €. The majority had received additional medical treatment (75%), with surgery being the most common (30.6%). Other treatment included radiation therapy (28%), chemotherapy (23%), and hormone therapy (18%). Prevalence of comorbidities was high, with hypertension (97%), coronary heart disease (92%), cholesterol issues (43.5%), arrhythmias (82%), thyroid disease (81%), diabetes mellitus (79.5%), and bleeding disorders (43.5%) being reported. Smoking was also prevalent among participants (79.5%). Conclusions This study highlights the complex health needs of women with breast cancer in Crete region, Greece and emphasizes the prevalence of comorbidities and the importance of tailored support services and comprehensive care approaches for this population. Key messages • Considering socio-economic factors is critical in healthcare planning and intervention strategies. • Emphasizing the importance of tailored support services and comprehensive care approaches for this population.

Responsible leadership and cyberloafing: the mediating role of felt obligation and the moderating role of organisational identification

Purpose This study aims to advance the understanding of the relationship between responsible leadership and cyberloafing (defined as employees’ non-work-related online activities during work hours) through the mediating effect of felt obligation by drawing on the social identity theory of leadership. Also, organisational identification is also examined as the moderator of the relationship between felt obligation and cyberloafing. Design/methodology/approach Using a survey research design, 261 full-time employees were recruited from Amazon Mechanical Turk to examine the direct, indirect and interaction effects. Partial least squares structural equation modelling was used to analyse the data. Findings The results demonstrate that responsible leadership does not affect cyberloafing. However, responsible leadership positively affects felt obligation and felt obligation negatively affects cyberloafing. In addition, it is found that felt obligation mediates the relationship between responsible leadership and cyberloafing. Furthermore, organisational identification moderates the relationship between felt obligation and cyberloafing. Originality/value This study explores the mechanism through which responsible leadership leads to cyberloafing through felt obligation. Apart from that, organisational identification plays a crucial moderating variable in the relationship between felt obligation and cyberloafing.

The mediating role of psychological capital in the relationship between LMX and cyberloafing

PurposeThe purpose of this paper is to investigate the direct impact of leader-member exchange (LMX) quality on cyberloafing as well as its indirect impact through psychological capital.Design/methodology/approachUsing a two-wave time-lagged design, data were collected from 417 full-time employees of 15 information technology service organizations in the Mumbai metropolis area of India.FindingsResults indicate that LMX quality is negatively related to cyberloafing and psychological capital partially mediates this association. Even though data were collected at two points in time, the self-reported nature of the data is a limitation.Practical implicationsResults of the study have practical implications. Designing interventions to help managers enhance the quality of their relationship with their followers will directly and indirectly reduce cyberloafing by enhancing psychological capital.Originality/valueThis study is among the first to examine the impact of LMX quality on cyberloafing. In addition, the reliance on psychological capital theory to predict cyberloafing is a novel contribution. This study explores why and when LMX quality inhibits workplace cyberloafing.

From trait affect to situated performance of change-oriented organizational citizenship behavior: the pathway through situational construal and emotion utilization

Prior studies indicate that fostering change-oriented organizational citizenship behavior (OCB-CH) among employees, wherein they actively contribute to the collective welfare of modern organizations, correlates positively with their positive affect. However, the precise mechanisms linking trait positive affect with OCB-CH remain unclear. This study used aggregated 5-day daily diary data from a sample of 236 full-time employees in Greece to examine positive affectivity differences in the characteristics of situational experiences and how these differences relate to employee OCB-CH via the use of emotions to facilitate performance. Employing multilevel structural equation modeling, the findings revealed a positive association between trait positive affectivity and the situation characteristics of duty, intellect, and positivity, from the DIAMONDS taxonomy. Furthermore, it was determined that perceptions of situational characteristics and emotional utilization sequentially mediated the relationship between positive affectivity and OCB-CH. This study enhances our understanding of how employee trait positive affectivity influences the manifestation of positive change in the form of OCB-CH within organizations.

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Paid Sick Leave Mandate and Its Impact on Labor Dynamics in California

The implementation of the Paid Sick Leave (PSL) Mandate in several cities and states since 2006 has enhanced workers health and productivity. This research paper evaluates the impact of PSL mandates on the weekly working hours of full-time workers in California State, using the traditional Difference-in-Difference model and Current Population Survey (CPS) data. It is found by the analysis that a notable rise in full-time employees working hours in California was experienced after the publication of PSL in 2015, contrasting with the steadily decreasing patterns in Texas. The positive impacts are confirmed by regression models. The findings depict that the PSL mandate may reduce full-time employees working hours at first glance, but its positive externalities could offset that negative impact. This study contributes a unique insight into the influence on a certain sort of workers those working full-time, instead of the labor force as a whole, and provides valuable suggestions to policymakers, employers, and workers considering the policy in a full picture.

The impact of corporate social advocacy on employee trust and distrust: an empirical study of #StopAsianHate

PurposeThis study examines the relationship between corporate social advocacy (CSA) and employee trust and distrust, focusing on perceived employer support for the #StopAsianHate movement. We aim to explore how perceived CSA relates to employee perceptions and engagement in the workplace, answering for the following research questions: How do employees perceive their companies’ engagement in CSA, specifically the #StopAsianHate movement? To what extent do these perceptions influence trust and distrust toward their employers? How do trust and distrust, in turn, affect employees’ workplace engagement?Design/methodology/approachThe study conducted an online survey of 798 full-time employees across various industries in the USA in March 2022. To ensure a diverse and representative sample, the survey targeted demographic representation based on the latest US census data.FindingsCSA initiatives were found to be positively related to both trust and distrust by employees. Trust was significantly positively connected to employee engagement cognitively, emotionally and physically in the workplace, mediating the relationship between CSA and employee engagement.Originality/valueThis study adds to the empirical CSA research on employee–employer relations by incorporating a real-world context of the #StopAsianHate movement and illustrating the complexity of ambivalent CSA perceptions – both trust and distrust. It highlights the importance of understanding these dynamics within corporate advocacy efforts, offering an overview of CSA’s role in shaping workplace relations.

Innovative grape and wine industry research in a cool climate region

Innovative grape and wine industry research in a cool climate region Jim Willwerth, Assistant Professor and Researcher at the Cool Climate Oenology and Viticulture Institute (CCOVI), discusses how the Institute is supporting the transformation of Canada’s agricultural ecosystem, and a self-reliant, sustainable model for the rest of the world. Canada’s grape and wine industry contributes $11bn to the national economy each year and sustains a workforce of about 45,000 full-time equivalent employees.(1) The Canadian grape and wine industry recognized the need for research, education and outreach. All world-class wine- producing regions have research institutes to support their industry, and visionaries of the Canadian grape and wine industry wanted the same. The Cool Climate Oenology and Viticulture Institute (CCOVI) was established in 1996 at Brock University, located in the heart of the Niagara Peninsula in Ontario, Canada. It is a partnership between Brock University and key industry stakeholder groups. CCOVI is an internationally recognized research institute dedicated to the advancement of the Ontario and Canadian grape and wine industry.

Empowering commitment: unraveling the impact of motivating language and the mediating role of trust

PurposeThe purpose of this study is to examine the direct and indirect effects of motivating language on organizational commitment, as this phenomenon has drawn the attention of researchers.Design/methodology/approachThis study employs social exchange theory and motivating language theory to examine data collected from 217 full-time employees across various US-based companies. The proposed hypotheses were analyzed using the PLS-SEM method.FindingsThis study’s findings demonstrate that motivating language positively affects employees’ organizational commitment and affective trust but not cognitive trust, which mediates the relationship between motivating language and organizational commitment.Research limitations/implicationsThere are some limitations of our study that need to be mentioned. First, there are concerns about survey data collection via M-Turk (Shapiro et al., 2013). We attempted to overcome some of these problems by including questions to identify careless respondents. Also, we eliminated many respondents who completed the surveys in unreasonably short periods of time. Hence, we believe we accounted for response bias with these check points. Also, while we believe our final sample is a representative sample due to the significant amount of data elimination during the data collection, we believe that checking for non-response bias, as Armstrong and Overton (1977) suggest, is imperative. Unfortunately, due to the nature of M-Turk, that is impossible. However, M-Turk recruits respondents based on the parameters provided by the researchers, so we expect the non-respondents to be not significantly different from the respondents. In parallel to that, we acknowledge the limitations of our study sample. Due to that reason, our findings must be considered within the context of our sample parameters. We urge future researchers of this area to further validate our findings in different types of samples.Originality/valueTo the best of the authors’ knowledge, they are the first to analyze the impact of motivating language on organizational commitment and the mediating role of trust (cognitive and affective) in this relationship.

Inclusive leadership and employee workplace well-being: the role of vigor and supervisor developmental feedback

PurposeEmployees within organizations actively pursue and maintain their workplace well-being. Although there are current studies that have examined the linking inclusive leadership to employee workplace well-being, the underlying intrinsic link between the two remains unclear. On the basis of self-determination theory, this research examined the relationship between inclusive leadership, vigor, supervisor developmental feedback, and workplace well-being.Patients and methodsData were collected from 61 teams that totaled 342 full-time employees through a 3-stage questionnaire. Multilevel Structural Equation Modeling and Monte Carlo simulations were conducted on data for hypothesis testing.ResultsInclusive leadership positively correlated with employee workplace well-being. Employee vigor mediates the link between inclusive leadership and employee workplace well-being. Supervisor developmental feedback moderated the relationship between inclusive leadership and employee vigor.ConclusionsInclusive leadership can improve employees’ workplace well-being by stimulating their vigor. Therefore, managers need to be able to effectively meet employees’ basic needs to stimulate their vigor. Based on meeting employees’ basic needs, managers can also provide targeted developmental feedback to meet employees’ growth needs, which can more effectively promote employees’ vigor and workplace well-being.

GIG ECONOMY – FLEXIBLE COOPERATION OR A FORM OF PRECARIZATION?

The aim of the article is to analyse the gig economy in terms of the risk of precarisation. The considerations are based on literature review and own research (online survey of a group of 198 freelancers and 182 employees). The author of the article tries to get to know their perspective on financial stability and attitudes towards the risk of precarisation. The final conclusions allow us to assess the extent to which the respondents – freelancers – feel the stability and prospects of their work. For comparison, the same study was also conducted among full-time employees – enabling a comparison of the attitudes and feelings of both groups. The final conclusions provide guidance for managers and employees/gigs. Empirical research was preceded by theoretical considerations. The limitations of the study result from the inherent weaknesses of survey research (respondents may provide subjective or inaccurate statements).

Exploring the Link Between Parental Sociodemographic Characteristics and Multiple Births: Insights from National Birth Data in Japan, 1995-2020.

This present study investigated the parental characteristics of multiple births using national birth data in Japan. This study included birth data from Vital Statistics: Occupational and Industrial Aspects every five fiscal years from 1995 to 2020. The multiple birth rates were defined as the number of live-birth deliveries with multiple fetuses (e.g., twins, triplets) per total live-birth deliveries. Parental ages, nationalities, occupations and household occupation (occupation of the top earner of the household) were considered as parental characteristics. The multiple birth rates were calculated based on parental characteristics for each year, and a log-binomial regression model was used to assess the association between parental characteristics and multiple births. The multiple birth rate for Japanese mothers consistently exceeded that for non-Japanese mothers over the years, and the rate increased progressively from manual workers to lower non-manual workers and then to upper non-manual workers for both maternal and paternal occupations. The regression results indicated that the risk ratio (RR) for multiple births among non-Japanese mothers was significantly lower than that among Japanese mothers. Moreover, concerning household occupation, the RRs of self-employed individuals, full-time employees at smaller companies, others, and the unemployed were significantly lower than those of full-time employees at larger companies. Furthermore, the RRs of lower non-manual and manual workers were significantly lower than those of upper non-manual workers in maternal and paternal occupations. The results suggested an association between multiple births and parental socioeconomic status in Japan.

Motivating employee voicing behavior in optimizing workplace generative ai adoption: The role of organizational listening

Given the flourishing of artificial intelligence (AI), organizations are increasingly exploring ways to seamlessly incorporate novel technologies in the workplace. The emergence of generative AI has further propelled the transformation of a technology-led managerial era. This study aims to investigate the role of organizational listening during workplace generative AI training in helping employees adapt to and embrace generative AI adoption by voicing suggestions for its improvements. Within this framework, we examined the employees’ psychological adaptation process, focusing on perceived autonomy and competence through the lens of self-determination theory (SDT), as well as employee attitudes toward generative AI adoption. Results of an online survey with 500 full-time employees in the United States suggest that organizational listening was positively associated with employees’ perceived autonomy and competence, which in turn, boosted their positive attitudes toward workplace generative AI adoption. This, ultimately, leads to employee voicing behavior. Theoretical and practical implications of the findings are elaborated.

Supervisor developmental feedback and employees' proactive innovation behavior

We applied conservation of resources theory to analyze how and when supervisor developmental feedback affects employees' proactive innovation behavior. Using a three-wave online questionnaire, we collected data from 298 full-time employees in central China. The results of structural equation modeling indicated that supervisor developmental feedback was positively related to employees' proactive innovation behavior, and emotional exhaustion played a mediating role in this relationship. Additionally, growth need strength moderated the relationship between supervisor developmental feedback and employees' emotional exhaustion. The findings contribute to research on the relationship between supervisor developmental feedback and employees' proactive innovation behavior, and have practical managerial implications for organizations seeking to boost employee innovation.

Comparison of embryologist stress, somatization, and burnout reported by embryologists working in UK HFEA-licensed ART/IVF clinics and USA ART/IVF clinics.

What is the prevalence of occupational stress, somatization, and burnout reported by UK and US, embryologists and the impact of work conditions on these well-being outcomes? Surveyed UK and US embryologists reported moderate perceived stress, low somatic symptom severity, high levels of burnout, and overall stressful work conditions, but with differences that could be due to country-specific occupational and employment characteristics. Spanish, UK, US, and international surveys have identified high levels of occupational stress, somatization, burnout, and occupational health issues among embryologists. These issues have been attributed to embryologists' occupational challenges and work conditions. A cross-sectional web-based survey was sent to 253 embryologists working in UK ART/IVF clinics and 487 embryologists working in US ART/IVF clinics. Participants self-reported their stress levels, somatization, burnout, and work conditions. Proportions across the Perceived Stress Scale (PSS), Patient Health Questionnaire (PHQ-15), Maslach Burnout Inventory-General Survey (MBI-GS), a single-item work unit grade (A-F), and customized occupational and sociodemographic questionnaires were calculated using descriptive statistics. Welch's t-test was utilized to compare PSS and PHQ-15 scores between groups. Risk ratios were calculated using log-binomial regression for all models except for levels of anxiety related to performing cryostorage tasks, for which Poisson models were used. In total, 50.6% (128) of the embryologists in the UK and 50.1% (244) in the US completed the survey. Both groups self-reported moderate PSS and low PHQ-15 scores, although fewer UK embryologists scored high on the MBI cynicism dimension than their US colleagues (43% UK vs 60% US embryologists, P < 0.05). The UK and US embryologists did not differ on the MBI exhaustion dimension with both scoring high for exhaustion (59% UK vs 62% US). Although 81% and 80% of UK and US embryologists, respectively, reported working overtime, more embryologists in the UK reported being adequately compensated. Increasing levels of anxiety-related to cryostorage showed a dose-dependent increased risk of burnout on at least two MBI-GS dimensions only in the UK group, and, a dose-dependent likelihood of higher PSS and PHQ-15 scores in both groups. Since the two groups were surveyed 9 months apart and were self-reporting, the study is limited by the differences in responsibilities, scheduling, and workload specific to the time of year. Work-related health issues and occupational challenges shared by UK and US embryologists could be addressed by organizational enhancements and technology. Lower levels of stress and burnout among UK embryologists might be due to the HFEA-provided structure/certainty. This study was supported without any external funding by TMRW Life Sciences Inc., which is developing and commercializing an automated platform for embryology. M.G.C. and M.S.L. are full-time employees and stockholders/shareholders with TMRW Life Sciences, and A.M. of Novavax, Inc. was an employee of TMRW Life Sciences. G.P. is a consultant for TMRW Life Sciences. The remaining authors declare no conflict of interest. NCT05326802; NCT05708963.

The mediating role of flow state between recovery and energy levels: An experience sampling method study.

This study uses a resource perspective that combines theories used commonly to explore recovery experiences as a theoretical framework and investigate the effects of recovery at the beginning of the workday on exhaustion and vigour at the end of the workday, with workflow in the morning as a mediator. An experience sampling method was used to collect data from 84 fulltime employees. Participants received three survey links each workday over a 2-week period, resulting in 837days-level and 2517 data points. Hierarchical linear regression was used to test hypotheses, with results suggesting that greater recovery at the beginning of the workday correlated negatively with exhaustion and positively with vigour at the end of the workday. Recovery at the beginning correlated positively with flow state in the morning, and flow state correlated positively with vigour at the end of the workday. Flow state in the morning mediated the relationship between recovery level at the beginning and vigour at the end of the workday. These findings suggest the importance of recovery and the effects of flow state on employees' vigour.

Leadership internal communication and employee creativity; role of symmetrical communication, employee advocacy and proactive personality

Purpose This study aims to examine the relationship between managerial supportive communication, CEO relational communication and symmetrical internal communication. It specifically investigates the mediating role of symmetrical internal communication and employee advocacy, as well as the moderating influence of proactive personality on the link between employee advocacy and employee creativity. Design/methodology/approach A survey was conducted involving 290 full-time employees, and a Partial Least Square Structural Equation Modeling (PLS-SEM) statistical approach was used to assess the proposed relationships. Findings Both managerial supportive communication and CEO relational communication were found to be positively associated with symmetrical internal communication. Furthermore, results indicated that symmetrical internal communication and employee advocacy acted as strong mediators in the hypothesized relationships. Notably, the study also found that the impact of employee advocacy on employee creativity was significantly amplified in cases where employees exhibited a higher degree of proactive personality. Practical implications By emphasizing managerial supportive communication, enhancing CEO relational communication and promoting symmetrical internal communication and employee advocacy, organizations can create an environment conducive to innovation and creativity among employees. Additionally, recognizing the buffering effect of proactive personality on employee advocacy's impact on creativity enables organizations to better tailor their strategies for fostering creativity. Originality/value This research presents a novel contribution to the field by exploring the less-explored relationships between these critical communication factors and employee creativity. It uncovers the mediating and moderating mechanisms, shedding new light on how internal communication dynamics influence creativity. This unique approach provides an original perspective on the role of communication in promoting creativity at workplace.

Moving toward employees' flourishing-at-work, an Indian perspective

PurposeThis study explores the pivotal relationship between humble leadership (HL) and flourishing-at-work (FAW) in the context of the information technology-enabled services (ITes) industry. Specifically, it explores the mediating role of psychological empowerment (PE) and the moderating influence of proactive personality (PP) in this dynamic interplay.Design/methodology/approachData from a comprehensive survey of 342 full-time employees from information technology-enabled services (ITes) organizations in India were meticulously analyzed. Utilizing covariance-based structural equation modeling (CB-SEM) in IBM AMOS 21.0.FindingsThe results illuminate the positive impact of HL on PE, subsequently enhancing FAW among employees. Furthermore, PE was identified as a partial mediator in the relationship between HL and FAW. Intriguingly, this mediation process was found to be significantly stronger when employees exhibited a higher degree of proactive personality.Practical implicationsThis research underscores the critical importance of cultivating humble leadership within organizations. The findings emphasize the potential of targeted training programs aimed at nurturing humble leadership qualities among managerial staff. By doing so, organizations can significantly contribute to the emotional, psychological and social well-being of their employees, ultimately fostering a state of FAW.Originality/valueThis research innovatively links the concepts of humble leadership and FAW within the specific context of the ITes industry. By integrating PE as a mediator and PP as a moderator, this study not only fills a critical gap in existing literature but also provides a robust framework for future research.

The Influence of Financial Literacy and Personality Traits on Retirement Planning Strategies Among Full-time Employees of Indonesia

The purpose of this paper is to examine the impact of financial literacy and Personality traits on retirement planning strategy among full-time employee in Indonesia. This study applies a quantitative approach and the data were collected through online survey and compose of 358 respondents of full-time employess in Indonesia. The study reveals that age, income, and openness significantly related to pursuing active planning retirement strategy. Financial knowledge and behavior do not significantly affect the intention to pursue any retirement planning strategy. We expect this study to contribute into significant implication for Goverment, financial practitioners advisor, financial services authority (OJK) &amp; Banking regulations include an individual worker. Earlier research on retirement planning focused on financial characteristics of the individual separately from the individual’s subjective norms (age, income, dependents, personality traits). This study combine those factors and see how each factor influences the final retirement planning strategies

Responsible leadership and deceptive knowledge hiding: the mediating role of moral reflectiveness and the moderating role of leader-follower value congruence

Purpose The key to preventing employees from engaging in deceptive knowledge hiding is fostering a responsible environment. Drawing on social cognitive theory, this study aims to explore the factors that inhibit deceptive knowledge hiding and to construct potential pathways for enhancing individual moral cognition. This study further analyzes the moderating effect of leader–follower value congruence on these relationships. Design/methodology/approach Using data from 341 full-time employees in various service industries in China, this study conducted path analysis, the product-of-coefficients method and bootstrapping to test the hypotheses through a three-stage, time-lagged survey. Findings The empirical results show that responsible leadership is negatively associated with employees’ deceptive knowledge hiding. Employee moral reflectiveness mediates this relationship, whereas leader–follower value congruence moderates the indirect effect of responsible leadership on deceptive knowledge hiding through moral reflectiveness. Originality/value First, this study extends field research by introducing positive leadership factors to reduce deceptive knowledge hiding, whereas prior studies focused mainly on negative leadership antecedents. Second, this study sheds light on the underlying moral cognitive mechanisms and explains how responsible leadership can prevent implicit unethical behavior. Third, it reveals how leader–follower value congruence can enhance the impact of responsible leadership on moral reflectiveness, offering novel insights into the role of value-based fit in reducing deceptive knowledge hiding.