Improve Employee Well-being Research Articles

Voices from the Hotel Industry: Employee Opinions on Motivation, Job Satisfaction, Performance and Job Stress

The study assessed employee opinions of motivation, work satisfaction, performance, and job stress in the hotel business. Demographic data found a diverse workforce by gender, age, and education level, with the majority aged 18 to 27. Result display Challenging and meaningful work emerged as the most important motivation for employees, followed by financial remuneration and supportive managers. Organizations generally compensate their staff through open acknowledgement. The majority of respondents indicated job satisfaction, with money being the most relevant element, followed by social interactions and working circumstances. External elements that added value to the employment included physical work, promotion opportunities, relationships with superiors and coworkers, inventiveness, and organizational structure and culture. Internal factors influencing performance identified education level as the most important. The participants assessed their overall job performance as outstanding. Despite high job satisfaction, a significant share experienced workplace stress, largely from workload. Taking breaks was one of the coping mechanisms used, emphasizing the need of stress management in the hospitality business. The study provides insights for hotel management on how to improve employee well-being and organizational performance in a rapidly changing business.

The effect of employee well-being on job satisfaction with work-life balance as a mediating variable

This study aims to examine the direct impact of employee well-being on job satisfaction and explore whether work-life balance mediates this relationship among millennials born between 1981 and 1996 (aged 27-42) working in the private sector in Bandar Lampung. Through a quantitative survey approach, data were collected from 270 respondents using a Likert scale questionnaire ranging from 1 to 5, employing non-probability sampling. The collected data were analyzed using SEM on SmartPLS 4 software. Results indicate support for all hypotheses, indicating that employee well-being significantly influences job satisfaction directly, and work-life balance serves as a significant mediator in the relationship between employee well-being and job satisfaction. These findings suggest that companies can enhance job satisfaction among millennial employees in Bandar Lampung's private sector by prioritizing initiatives to improve employee well-being and promote work-life balance. This study provides valuable insights into the dynamics of each variable in the context of millennial employees in the region.

Enhancing Employee Job Satisfaction in the Tax Sector: the Role of Motivation and Hygiene Factors at the Directorate General of Taxes

This research aims to examine the influence of motivation and hygiene factors on employee job satisfaction at the Directorate General of Taxes. Utilizisng a survey method and a quantitative approach, this study collects and analyzes data to evaluate how these two factors contribute to job satisfaction. The findings indicate that both motivation and hygiene factors significantly positively impact job satisfaction within the Directorate General of Taxes. Employees experiencing high levels of work motivation tend to see an increase in their job satisfaction. This suggests that strong motivation from job aspects such as recognition, achievement, and responsibility can enhance employee job satisfaction. Similarly, hygiene factors such as good working conditions, supportive organizational policies, and positive interpersonal relationships at work also contribute to increased job satisfaction.The conclusions of this study underline the importance of paying attention to both motivation and hygiene factors as strategies to enhance employee job satisfaction. The Directorate General of Taxes is advised to implement policies and practices that support these aspects to improve employee well-being and overall organizational effectiveness. This research provides valuable insights for human resource management in designing and implementing programs that can strengthen work motivation and ensure adequate hygiene conditions in the workplace.

Sustainable Development and ESG Initiatives in the Pharmaceutical Industry: A Case Study of Johnson & Johnson Medical Corporation

As global concerns about sustainability and corporate responsibility continue to grow, this paper explores the evolving landscape of social development trends and the profound impact of Environmental, Social, and Governance (ESG) initiatives in the corporate world. Utilizing Johnson & Johnson Medical Corporation as a compelling case study, this paper delves into the company's rich history and enterprise background, examines recent developments in the pharmaceutical industry, and dissects the extensive ESG information disclosed by Johnson & Johnson. Our analysis encompasses three vital dimensions of ESGEnvironment, Social Responsibility, and Corporate Governanceproviding a comprehensive view of the company's commitment to sustainability. Finally, this paper illuminates the broader implications of these initiatives, not only for the pharmaceutical market but for the entire global business ecosystem. The research employed qualitative and quantitative methods, incorporating interviews, surveys, and financial data analysis, to assess the effectiveness of Johnson & Johnson's ESG strategies. The results indicate that Johnson & Johnson's ESG initiatives have led to a significant reduction in carbon emissions, increased supplier diversity, enhanced global health equity, and improved employee well-being, reinforcing its commitment to sustainability and ethical governance. These findings highlight the transformative potential of ESG practices in shaping a more sustainable, equitable, and accountable future for the healthcare industry and beyond.

Employee corporate social responsibility and well-being: the role of work, family and culture spillover

PurposeConsidering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.Design/methodology/approachSelf-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.FindingsOrganisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.Research limitations/implicationsCSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.Originality/valueThis research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.

Determinants of Employee Performance Evaluation in Service Sector Businesses of United States

This cross-sectional study investigates the relationships between work environment, supervision, compensation, job satisfaction, and performance outcomes within the service sector of organizations in the United States. Using convenience sampling, data was collected from 291 participants through online surveys. The study employs comprehensive analysis techniques, including path analysis and mediation analysis, to examine the direct and mediated effects of organizational factors on performance outcomes through job satisfaction. The findings underscore the pivotal role of job satisfaction as a central mediator, transmitting the influence of work environment, supervision, and compensation onto performance metrics. The study highlights the significance of fostering conducive work environments, supportive leadership, and fair reward systems to enhance job satisfaction. Furthermore, it demonstrates the tangible impact of job satisfaction on various performance outcomes, including task performance, adaptive performance, and contextual performance. These findings provide valuable insights for organizational management strategies aimed at improving employee well-being and organizational effectiveness in the service sector.

“Concept of Mental Health Practices of Employees of a Brick Manufacturing Company in Bulawayo, Zimbabwe. (Case study)”

In light of the increasing global recognition of workplace mental health, this study examines employees’ knowledge and perceptions of mental health practices within a brick manufacturing company in Bulawayo, Zimbabwe. Despite the growing adoption of mental health policies aimed at improving employee well-being, a gap persists between the implementation of these practices and employees’ understanding of them. This research employs a qualitative phenomenological approach, utilizing semi-structured interviews with 15 employees to explore their awareness, perceptions and experiences related to mental health policies. Findings reveal that while employees are generally aware of the existence of mental health policies, their knowledge of specific resources and services remains limited. Mixed perceptions of the effectiveness of these policies suggest that, although well-intentioned, their practical impact often falls short. Barriers such as stigma, insufficient awareness, and confidentiality concerns hinder the utilization of available mental health resources, whereas supportive management and visible resources act as facilitators. The study highlights critical areas for improvement, including the need for better communication, increased training and enhanced confidentiality measures. Recommendations include implementing awareness campaigns, providing comprehensive support services, and conducting regular workshops. Addressing these issues is essential for creating a more effective mental health support system within the company, thereby enhancing employee well-being and productivity.

From Burnout to Balance: A Sustainability-Oriented Survey on Job Stress and Work-Life Integration

Job stress causes increased absenteeism, which is a physical and emotional response to the work load. Employee presenteeism can be beneficial, yet it can also lead to a lack of productivity. Organisations must develop initiatives to promote employee well-being and manage job stress. Addressing job stress benefits both companies and individuals. Work-Life Balance (WLB) refers to the necessity for an employee to maintain a balance between work and personal life. Employee is able to prioritize both family and professional needs equally. Employee well-being and work-life balance are addressed through flexible working arrangements. Work-life balance is challenging to achieve in our daily lives; individuals should prioritize professional development, organizational progress, and job happiness. Conflicts at work and in the family emerge when work-life balance is not maintained, and individual progress is impeded. The current study's goal is to discover and suggest elements that contribute to job stress/strain among employees. Strategies to improve employee well-being and reduce stress. The study used the questionnaire method. A questionnaire with well-developed scales that covers all of the study's dimensions, including 9 items for job stress, 8 items for work-life balance, 6 items for work-family conflicts, and 4 items for family-work conflicts. Surveys and questionnaires make use of the convenience sampling technique. The questionnaire has 27 items and uses a 5-point LIKERT SCALE. The researcher can make a few recommendations. Employees that lack work expertise, have excessive job demands, or are unable to perform their duties experience work stress. •Organizations must address staff stress initiatives. A structured questionnaire is utilized to collect data from 220 employees for the study. Job stress reduces productivity and happiness while also causing a loss of physical and emotional equilibrium. Increased job strain causes excessive absenteeism and makes it difficult to concentrate at work. Tight deadlines and a high workload cause strain.

Paternalistic Leadership in Law Firm: Indicators of Success and Implementation

The research objectives on paternalistic leadership can vary from understanding the concept to practical application in qualitatively different organizational contexts. This study used a qualitative research approach by researchers. Qualitative methods are basically exploratory research techniques used to investigate causes, viewpoints, and opinions to answer research questions. The choice of this qualitative research approach is appropriate. Data collection for this study will be carried out from primary and secondary data sources. Researchers collect primary data to answer research questions through reviews of scientific papers, journals, books, websites, and blogs used in the study. Paternalistic leadership in law offices is that this method has the possibility to improve employee well-being and overall organizational performance. By paying attention to the balance between authority and concern for employees, paternalistic leadership creates a supportive and motivating work environment. Assessment of success such as employee satisfaction, retention, and productivity becomes important in assessing the positive impact of paternalistic leadership. Overall, the study confirms that paternalistic leadership has a significant positive impact in the law office context, and by implementing appropriate strategies, organizations can optimize the benefits of this approach to achieve their goals and improve employee well-being.

The Role of Empathic Communication in the Relationship between Servant Leadership and Workplace Loneliness: A Serial Mediation Model.

Researchers have increasingly concentrated on loneliness in the workplace as a crucial factor influencing the mental health of employees and the viability of telework. In contrast, the current understanding of the strategies mitigating workplace loneliness and how leaders utilize their behaviors to impact followers' loneliness remains limited. Since servant leadership values the emotional needs of followers and displays a high level of empathy, this study investigated the direct and indirect effects of servant leadership on workplace loneliness. In this study, 267 employees (mean age = 31.5 years) from 28 provinces in China were recruited to participate in this survey. We proposed that servant leaders motivate their own empathic communication and other followers' empathic communication to reduce lonely followers' workplace loneliness. This research further examined the relationship between the leader's and colleagues' empathic communication, and the two jointly mediate the connection between servant leadership and followers' workplace loneliness. We constructed a serial mediation model to examine the relationships between servant leadership, leader's empathic communication, colleagues' empathic communication, and workplace loneliness. The results indicate that servant leadership creates a cycle of empathy and provides insights into building a culture of empathy to improve employee well-being.

Occupational Stress Management Intervention: An Informative Perception

This article provides an overview of stress management interventions (SMIs) and the evidence that they improve employee well-being. The objective of this study is to identify the individual-level stress (personal) and stress at an organisational level (workplace) and to suggest certain intervention techniques at primary and secondary levels to reduce it. To begin, we create a classification system for SMI, as it is taught in accordance with degree (i.e., the personal stage or the organisational stage) and recognition (i.e., a ‘number one’ focus on changing the causes of stress or a ‘secondary’ or ‘tertiary’ attention on lowering stress itself). Relaxation methods, cognitive behavioural treatment (CBT) and mindfulness training are all examples of secondary character-stage SMI (such as implementing new organisational policies and procedures) and are subcategories of SMI based on how widely they have been proven to work (e.g., process redesign, adjustments to running time schedules). There is a lot of data to support these two SMI techniques, but the study concludes by strengthening the evidence base for SMI treatments requiring a good methodological design, as well as improved knowledge on the context and people in which SMIs are most successful, how SMIs are administered and long-term effects of SMIs. Therapy for mental health issues, stress management and CBT study was carried out from June to August 2022.

Portuguese Corporate Social Responsibility: Features and Stakeholder Views

Social responsibility has become a key factor in business success, as it can lead to competitive advantages, positive stakeholder relations, and employee satisfaction. This study explores the characteristics of companies that adopt social practices, evaluates innovative social responsibility initiatives in Portuguese companies, and examines the motivations, benefits, and challenges associated with these practices. The study found that most respondents recognize the relevance of social responsibility to company growth, particularly in terms of human capital development. The primary motivations for adopting social practices are to improve employee well-being and satisfaction. The main benefits include proactive positioning in the market, strategic integration of social concerns, and decision-making that aligns with social values. However, challenges such as the absence of direct financial returns, resistance from older workers, resource limitations, and a lack of participation can hinder the implementation of social responsibility initiatives. The article concludes by discussing the study’s limitations and suggesting directions for future research on social responsibility in business.

The Impact of Social Media Use on Employee Well-being and Innovative Performance

Internet growth has facilitated social media adoption. Employee interpersonal communication is digitizing. The integration of social media has allowed employees to access work-related material without restrictions, boosting productivity and teamwork. It has also made it harder to divide work from personal life. This study uses information visibility theory to evaluate how social media affects employee well-being and innovation. It examines how social media affects these outcomes in two dimensions: sharing approval and message accessibility. In addition, the study examines employees segmentation preference, which moderates the association between social media and well-being/innovative performance by separating work and personal life. A questionnaire survey collected 201 responses for the study. The study found that sharing approval and messaging accessibility improved employee well-being and inventiveness. This study also found that segmentation preference amplifies the impact of communication accessibility on employee well-being. It also reduces the pleasant benefit of mutual approval. The research findings add to the literature on information visibility and social media, as well as provide professional guidelines for using social media.

Role of Spirituality and Religion in Stress Management Among Employees of an Organisation

Stress at work is a common problem with serious repercussions for both workers and organizations. This study examines the factors that contribute to workplace stress among employees and considers how spirituality and religion can help with stress management. It focuses on the Bharat Heavy Electricals Limited (BHEL) Corporate Office in New Delhi. Findings show that workplace stressors include high workloads and interpersonal tensions. Religion and spirituality are helpful coping mechanisms that promote emotional stability, resilience, and conflict resolution. In order to improve employee well-being and productivity, this study highlights the necessity of cultural sensitivity in the workplace and suggests initiatives like stress management programs, flexible work schedules, and conflict resolution training.

WELL-BEING PEGAWAI SEBAGAI KUNCI UNTUK MENINGKATKAN REMOTE WORK ENGAGEMENT

The purpose of this study is to analyze the relationship between employee well-being and remote work engagement and to develop a model depicting the relationship between employee well-being and remote work engagement. This study was conducted through a literature review of national and international journal articles published from 1983 to 2023 which were carefully selected, analyzed, and reviewed. The result of the literature review indicates a positive relationship between employee well-being and remote work engagement. Some factors that can improve employee well-being comprise of organizational support, workplace environment and atmosphere, emotional intelligence, and job demands. This study concluded that an employee that able to quickly adapt to workplace environment and condition changes (flexible working arrangement) will increase their well-being and lead to an increase in remote work engagement. The relationship model between employee well-being and remote work engagement developed in this study will serve as the basis for future research to empirically examine the causal relationship between these two variables.

Mindfulness and technostress in the workplace: a qualitative approach.

Information Technology (IT) has been vastly characterized as a double-edged sword, offering significant benefits to individuals but at the same time bringing certain negative consequences, such as technostress. Technostress can severely affect individuals in the workplace, causing fatigue, loss of motivation, inability to concentrate, dissatisfaction at work and reduced productivity among others; thus significantly affecting individual well-being work as well as increasing costs for organisations. Recently, studies have shown the beneficial role of mindfulness in reducing technostress experiences of individuals; however, the evidence that exists until today is very limited, and mostly focused on evaluating the impact of mindfulness on technostress and its negative consequences. As the current research stands, at the moment it is relatively unknown how mindfulness affects the underlying mechanisms of technostress experiences of individuals. Through semi-structured interviews with 10 knowledge workers, the current study explores how mindfulness alleviates technostress within the workplace, by investigating the experiences of more mindful employees and learning from their practices. Findings offer a deeper insight into the relationship of mindfulness and technostress, revealing a toolkit of the underlying strategies that more mindful and IT mindful individuals deploy as well as their perceptions during technostress experiences at work thus shedding light on the path between mindfulness and technostress. The study contributes both to academia and practice, offering important implications to managers and practitioners that strive to improve employee well-being within organisations.

“Ethical leadership: a dual path model for fostering ethical voice through relational identification, psychological safety, organizational identification and psychological ownership”

Purpose This study aims to identify the impact of ethical leadership on ethical voice by determining two paths covering relational identification and psychological safety. The first path focused on relational identification and psychological safety. Alternatively, the second path focused on organizational identification and psychological ownership leading to ethical voice. The specific objective of the study is to develop and test an integrated model of ethical leadership. Design/methodology/approach The objectives were achieved through the adoption of quantitative research techniques. Two hundred forty-eight samples were collected from the banking sector using quantitative research techniques, and data was gathered through a self-administrated questionnaire. Exploratory and confirmatory factor analyses were used through AMOS to generate the results and test hypotheses. Findings The results suggested a significant impact of ethical leadership on ethical voice, while the other paths’ results, such as relational identification, psychological safety, organizational identification and psychological ownership, suggested partial mediation. The study result adds new insights into ethical leadership and social exchange theory since it tested overlooked paths in the literature, such as relational identification and psychological safety. Research limitations/implications The research highlights the significance of ethical voice as a desirable organizational behavior. Ethical voice contributes to a culture of accountability, transparency and ethical decision-making. Organizations should establish channels and platforms for employees to voice ethical concerns and suggestions. This may involve regular feedback sessions, anonymous reporting mechanisms and protection policies for whistleblowers. Leaders should actively encourage and value ethical voices as a valuable contribution to the ethical climate of the organization. Practical implications The study found that ethical leaders influence their followers in such a way that they adopt ethical behavior. It is also validated that organizational ethics are shared by employees who interact with ethical leaders. So, departments should train such leaders because ethical leadership positively affects followers’ attitudes and behaviors, and organizations should encourage ethical behavior in supervisors and subordinates. The study also found that relational and organizational identification helps employees develop psychological capabilities, which leads to reporting workplace misconduct. The current study tested these mechanisms collectively and found that ethical leadership significantly contributes to ethical voice. Social implications The current study highlighted the role of ethical leaders in promoting ethical behavior, improving employee well-being and engagement, cultivating collaboration and inclusion, and making a contribution to the overall ethical climate within organizations and society as a whole. Organizations can have a positive impact on the social fabric by cultivating a culture of ethics, respect and social responsibility if they make these considerations their top priorities. Originality/value The current study is unique since it is intended to develop and test an integrated model of ethical leadership and ethical voice. This research combines an integrated model, focusing on employees’ identities and self-concepts and examining ethical voice as a behavioral outcome.

The Nurturing Job Satisfaction: Social Interactions and Work Environment via Empowering Motivation

This study examined the role of social interactions, the work environment, and work motivation in influencing job satisfaction among employees at the Sekretariat Daerah Pontianak. The findings revealed significant relationships and provided insights into the dynamics of these variables. The results indicated that social interactions had a direct and significant impact on job satisfaction. Positive interactions, such as effective communication and collaboration, enhanced job satisfaction levels. Similarly, the work environment was found to influence job satisfaction, with factors such as physical conditions, organizational culture, and leadership practices playing a significant role. Work motivation was identified as another crucial factor affecting job satisfaction. Employees who were motivated and engaged in their work reported higher levels of job satisfaction. However, the study found that work motivation did not fully mediate the relationships between social interactions, the work environment, and job satisfaction. Based on these findings, it is recommended that the Sekretariat Daerah Pontianak prioritize fostering positive social interactions, improving the work environment, and promoting work motivation as separate but interconnected factors in enhancing job satisfaction. The study provides valuable insights for organizational leaders and policymakers to understand the factors influencing job satisfaction. By addressing social interactions, the work environment, and work motivation, the organization can create a more satisfying work experience and ultimately improve employee well-being and performance.

Sustainability through Humility: The Impact of Humble Leadership on Work–Family Facilitation in the U.S. and Japan

This study examines the influence of leader humility on work–family facilitation (WFF) in the U.S. and Japan by exploring the mediating roles of the four dimensions of psychological empowerment (meaningful work, autonomy, competency, and impact) on this relationship. Drawing from a sample of 392 Japanese employees and 132 U.S. employees, our findings suggest that leader humility is positively related to WFF in both cultural contexts. Meaningful work and departmental impact emerge as significant mediators in both cultures, while the mediation effects of autonomy and competency are valid in Japan only. An additional test reveals that meaningful work is the most significant mediator in both countries, underscoring the pivotal role of leader humility and meaningful work in enhancing WFF. The study adds to the growing literature on the beneficial effects of leader humility on sustainable organizations, while offering insights into improving employee wellbeing and work–life interactions across diverse cultural contexts.

Decoding the nexus of digital transformation and dynamic capabilities through harmonic centrality in the aviation sector

The aviation sector benefits from the rise of Society 5.0 and the onset of digital transformation. These developments offer distinct prospects for improving employee well-being, quality, and retention, all while simultaneously providing societal value. This research's primary objective is to investigate digitalisation's effects on dynamic capacities in the aviation industry, with a special emphasis on airport operations. By using the analytical skills of network analysis, this study examines the significance of network analysis in comprehending the impacts of digital transformation on dynamic capacities. The primary research question examines the potential use of network analysis to get a deeper understanding of the impact of digital transformation on dynamic capacities. The study utilises Harmonic Centrality, a centrality measure derived from network research, and implements it using the NetworkX library based on the Python programming language. The study is carried out at Esenboğa Airport, located in Ankara, Turkey, with a specific focus on airport management, a crucial aspect of the aviation sector. Using network analysis in conjunction with Harmonic Centrality offers a great methodology for understanding the influence of digital transformation on dynamic capacities, hence becoming a noteworthy addition to this scholarly article. KEYWORDS Digital Transformation, Dynamic Capabilities, Harmonic Centrality, Network Analysis, NetworkX