Improve Employee Well-being Research Articles

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.

Tackling nomophobia: the influence of support systems and organizational practices

ABSTRACT This study investigates the growing issue of nomophobia, characterized by the anxiety of being without a mobile phone, in the workplace. Utilizing the broaden-and-build theory, this research examines the impact of supportive leadership, co-worker support, Human Resource Management (HRM) practices, and affective commitment on reducing nomophobia among employees. Data were collected from 393 employees across various educational organizations. Structural Equation Modeling (SEM) was employed to test the proposed hypotheses. The findings reveal that supportive leadership significantly reduces nomophobia by enhancing HRM practices and affective commitment. However, contrary to expectations, co-worker support was found to increase nomophobia, suggesting that informal communication and social interactions via mobile devices might exacerbate smartphone dependency. HRM practices emerged as a critical factor in mitigating nomophobia, more so than affective commitment. This study contributes to the literature by highlighting the complex dynamics of workplace relationships and offering practical insights for organizations aiming to reduce nomophobia and improve employee well-being.

Navigating Burnout in the Public Sector: Strategies for Enhancing Employee Well-Being and Organizational Performance

Burnout has become a critical concern in public sector organizations, with recent studies showing that its impacts extend beyond employees' personal well-being, severely affecting organizational performance. This article aims to identify key contributors to burnout by extracting qualitative secondary data, including research findings, case study material, and employee narratives. Using Maslach's Burnout Inventory as a framework, the study focuses on emotional exhaustion, depersonalization, and reduced personal accomplishment as the primary dimensions of burnout. Key factors such as high workload, bureaucratic pressure, and emotional labor are examined, alongside their detrimental consequences on job performance, mental health, and public trust. This study highlights successful leadership interventions aimed at mitigating burnout. Case studies from public health agencies, local government offices, social services, and educational institutions reveal that leadership style, resource deployment, and employee engagement are significant in minimizing burnout and enhancing job satisfaction. Transformational leadership, flexible work arrangements, peer support programs, and recognition initiatives are presented as practical interventions that improve employee well-being. The article also underscores limitations in existing literature and calls for more comprehensive, longitudinal studies across distinct public sector roles to fully capture the long-term effects of burnout. Furthermore, it stresses the importance of incorporating employee feedback into the design of well-being initiatives to promote work-life balance. In conclusion, this paper offers actionable recommendations for public sector leaders and policymakers, advocating for a holistic approach to managing burnout. By fostering supportive work environments, public sector organizations can enhance their effectiveness in serving communities, while contributing valuable insights to the ongoing discourse on organizational well-being.

Advancing heavy manufacturing

Advancing heavy manufacturing The main objective of ENGINE is to develop a first-time-right (FTR) and zero-defect metal product design and manufacturing system, then demonstrate it on the marine engine supply chain. Our ambition is to increase the competitiveness of industry and SMEs, reduce manufacturing defects and waste, create new business cases and improve employee well-being.

Artificial Intelligence and Employee Well-Being: Balancing Technological Progressions with Human-Centric Workplace Strategies, a Research Agenda

Artificial intelligence (AI) enabled technologies are now corporate organisations' top priorities due to the availability of large data and the advent of the Internet of Things during the past ten years. AI is becoming a crucial component of business model innovation, process transformation, disruption, and gaining a competitive edge for companies adopting digital and data-centric cultures. This study investigates the implications of smart technology, artificial intelligence, robotics, and algorithms (STARA) on the future of work, with a particular emphasis on employee well-being and workplace dynamics. As futurists project that by 2025, 52% of all work functions will be automated, replacing one-third of current jobs, the rapid advancement of STARA creates both opportunities and risks. While automation has the potential to produce 133 million new jobs, it also threatens to eliminate 75 million employments, raising employee anxieties about job security and future roles. Despite the rising volume of studies on smart automation, there is still a major vacuum in our understanding of its implications on employees' mental health, well-being, and the entire workplace. This study investigates STARA's dual influence: while technology reduces physical strain and automates tedious jobs, it also raises new difficulties such as job displacement concerns and shifts in worker dynamics. The study emphasizes the need of human resource professionals to develop methods that strike a balance between technological integration and employee assistance. Key areas of focus include providing reskilling opportunities, adopting mental health initiatives, and encouraging open conversation regarding AI's expanding role in the workforce. By addressing these concerns, organisations may build a more resilient workforce that is better suited to the fourth industrial revolution. The study intends to contribute to a better understanding of how organisations may safeguard and improve employee well-being in the face of fast technological change, ensuring that STARA integration encourages innovation while simultaneously supporting a healthy and engaged workforce

Exploring the moderating effect of organisational climate on organisational justice and employees’ commitment in selected Nigerian banking sectors

Organisations are currently facing challenges due to internationalization and fundamental shifts in industries worldwide. The Nigerian banking sector is experiencing exceptional difficulties and competitive forces such as the issue of managerial decisions, perceptions of inequality, unfair treatment and a poor connection between individuals and their work environment. As a result, this study aims to acquire improved knowledge of how organisational justice and climate variables influence employee engagement in this industry. This investigation took a descriptive research technique. There were 361 questionnaires issued but only 332 were returned. 91.97% of the questionnaires examined were returned which is considered satisfactory for this study. Descriptive statistics were analysed using Statistical Packages for the Social Sciences (SPSS) while inferential statistics were used to evaluate the generated hypothesis using SEM-PLS. The findings showed that organisational climate does not moderate the relationship between organisational justice and employees' commitment but organisational justice has a direct relationship with employees' commitment. It can be concluded that organisational climate does not moderate the relationship between organisational justice and employees' commitment. Organisational stakeholders should make informed choices and implement successful strategies to improve employee well-being and organisational outcomes by understanding the relationship between organisational justice and employees' commitment.

Decoding the silent language: A framework for advanced visual emotion recognition to enhance worker well-being on IIoT-enabled manufacturing

The Industrial Internet of Things (IIoT), pivotal in the Industry 4.0 revolution, has transformed manufacturing, particularly assembly lines, by enabling real-time process monitoring and data analysis to enhance productivity. Yet, its potential impact on worker well-being has been less explored. As the National Association of Manufacturers anticipates an opening of 2.1 million unfilled jobs by 2030, the necessity for frameworks that not only understand but also improve employee well-being becomes apparent. We introduce a novel, non-intrusive visual emotion recognition framework that incorporates facial emotion recognition (FER) and emotional body posture recognition (EBPR) to assess workers’ psychological states. This initiative aims to mitigate human errors and accidents linked to stress or high cognitive load, thereby enhancing the manufacturing environment. Strategies such as optimized break time planning, line balancing, procedure modifications, and improved training are proposed to ensure both employee well-being and stakeholder benefits. This framework indirectly supports the industry’s efforts to address the looming challenge of unfilled jobs by fostering a supportive work environment that enhances job satisfaction, potentially making positions more appealing and retaining valuable talent. By bridging the gap between technological advancements and human-centric considerations, our approach underscores the significance of integrating IIoT solutions with employee welfare initiatives to address both productivity and workforce sustainability challenges.

Assessing The Impact Of Procrastination On Workplace Efficiency And Employee Performance

Background: Procrastination with self-regulation, motivation, and emotional control as its underlying causes is a psychological issue, in addition to being a mere time management problem (Metin et al., 2016). Procrastination at work takes many forms, like employees extending deadlines, postponing their assignments, or instead of their primary responsibilities, focussing on unimportant activities. Procrastination is a serious issue that can hinder organisational success aside from being a personal struggle for employees. Organisations can boost outcomes for performance, promote a more dynamic and productive work setting, and improve employee well-being by employing targeted strategies and interventions to address procrastination. This study's main goal is to assess procrastination and how it affects efficiency at work and the performance of an employee at work, with an emphasis on finding the critical elements that influence this habit and its effects in organisational contexts. Material and Method: This research is based on secondary data. The qualitative research is done using articles which are published in academic journals of repute. The care is taken to refer only latest articles unless the article is seminal or of great importance. Results: The results indicate that procrastination significantly hampers work performance and engagement, driven by psychological factors like anxiety, environmental distractions, and organizational shortcomings such as unclear goals. Addressing these factors through engagement strategies, clear objectives, and economic incentives can reduce procrastination, leading to improved productivity and a more motivated workforce. Conclusion: Procrastination negatively impacts performance, work engagement, and productivity. Addressing it requires understanding psychological, environmental, and organizational factors. Enhancing work engagement and clear goals, reducing distractions, and providing economic incentives can mitigate procrastination. By focusing on these aspects, organizations can boost productivity and foster a more efficient, motivated workforce.

Impact of Work Climate, Workload, and Stress on Fatigue for Improving Health and Work Outcomes

Background: Fatigue is a prevalent health issue affecting physical and mental well-being, particularly in industrial workers. Prolonged fatigue can reduce cognitive function, increase susceptibility to illness, and lower work productivity. Factors such as poor work climate, excessive workload, and stress exacerbate fatigue and negatively impact productivity. Methods: This observational cross-sectional study was conducted at PT. Makassar Tene, a sugar refinery in Makassar, Indonesia, with 118 employees. Data on work climate, workload, stress, fatigue, and productivity were collected using a Heat Stress Monitor, reaction timers, and structured interviews. Path analysis was employed to examine the direct and indirect effects of these variables on productivity. Results: The study revealed a significant direct effect of work climate on fatigue (p < 0.05) and productivity (p = 0.008). Similarly, workload directly influenced fatigue (p = 0.001) and productivity (p = 0.044). Stress was found to impact productivity indirectly through fatigue (p = 0.018). Fatigue emerged as a critical mediator, significantly reducing productivity. Conclusion: Poor work climate and excessive workload contribute to fatigue, which in turn diminishes productivity. Addressing environmental and workload factors is essential to improving employee well-being and optimizing productivity in industrial settings. Implementing effective interventions to manage work stress and fatigue is crucial for enhancing both health and work outcomes.

Analysis of Biological Stress Response as the Impact of Workplace Bullying on Performance Perception

This study aims to determine the extent to which workplace bullying is related to employees' performance perception at health centers and its impact on biological stress. The research was conducted on all employees at eight health centers in Regency X, randomly selected. Workplace bullying was measured using the Negative Acts Questionnaire Revised (NAQ-R), translated into Indonesian. Performance perception was measured using the Performance Perception Questionnaire. Biological stress was assessed through cortisol levels in saliva. Among the 240 participants, the majority (60%) rarely experienced workplace bullying, with an average score of 41.00 (SD=6.532). Most participants (67.1%) had a high perception of performance, with an average score of 67.12 (SD=9.747). Pearson's test results showed a value of 0.038 with a coefficient of -0.207, indicating a significant correlation between workplace bullying and performance perception. The findings also indicate that biological stress levels, measured through cortisol, correlate with lower performance perceptions. Workplace bullying contributes 4.285% to performance perception. This study provides preliminary evidence that workplace bullying can affect employee performance through biological stress mechanisms, highlighting the importance of interventions to reduce workplace bullying to improve employee well-being and performance

Exploration of Organizational Culture on Employee Well-Being: A Survey-Based Study on Workplace Culture Dimensions

Abstract: The purpose of this study was to investigate the impact that organizational culture has on employee well-being within a case-study organization. The study employed a quantitative research design and adopted the use of a questionnaire to collect the necessary data from the 20 participants. The collected data was analyzed using descriptive statistics and multiple linear regression analysis. The findings of the study indicated that the organization operates mainly on a hierarchy culture with the elements of other culture types of notably culture clan and market culture mixed into the overall organizational culture. It was inferred that these culture types exist as a subculture within the overarching culture of the organization. The findings suggest that employee well-being is not a point of critical concern for the organization. This suggests that within the case study organization, employee well-being is perceived as a moral obligation as against a strategic factor that can yield considerable benefits to the organization. The findings also indicated that organizational culture exerts a degree of influence on employee well-being. Organizational culture has an impact on employee well-being, therefore improving employee well-being can ensure optimal productivity and performance of employees.

How Can We Improve Employee Well-Being in Teachers? The Importance of Individual and Job Resources

According to one of the UN agencies, UNESCO, during the recent COVID-19 pandemic, more than sixty-three million teachers worldwide experienced technical and psychological problems due to changes in the learning process. This is not only because of the pandemic and monetary crisis in Indonesia but also because the increasing number of teachers' tasks and demands for professionalism can make teachers experience changes in the perceived condition of employee well-being. Several factors, including work stress, perceived organizational support and emotional regulation, psychologically influence the condition of teachers' employee well-being. Based on the existing model, perceived organizational support and emotional regulation can directly and indirectly influence teachers' employee well-being through work stress as a mediator. This research aims to prove the model above. The number of subjects in this research was 129 high school teachers from superior accredited Catholic schools in the province of East Java, Indonesia. The results of the data analysis show that the construct validity and reliability tests are met. Apart from that, perceived organizational support and emotional regulation can influence teachers' employee well-being both directly and indirectly through work stress as a mediator.

Quiet quitting in the Dominican Republic: the employers’ perspective

Purpose This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic. Design/methodology/approach From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes. Findings The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic. Research limitations/implications The exploratory nature of this study limits its generalizability. Practical implications Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees. Social implications Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment. Originality/value To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.

Multiple Role Conflicts In The Employment Field In Indonesian Government Agency Institutions with Work Life Balance (WLB) and Job Stress As Mediator Variables on Employee Performance

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services.

Employees’ Emotional Intelligence and Job Satisfaction: The Mediating Role of Work Climate and Job Stress

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being.

AI and the Surprising Key to Adopting a 4-Day Workweek

Abstract: This article examines how artificial intelligence can facilitate organizations' adoption of four-day workweeks at scale by addressing concerns over costs and maintaining operations. Research finds four-day models improve employee well-being, satisfaction and productivity when carefully implemented. However, widescale adoption faces challenges like covering essential functions and rising expenses. The article argues AI can automate routine tasks to reduce necessary work hours, optimize workflows and resource allocation through data analytics, and distribute workloads virtually through chatbots and other technologies. Case studies across industries like healthcare, manufacturing, customer service and retail demonstrate how AI applications streamline operations in ways that boost productivity from fewer total labor hours. By intelligently mitigating logistical objections, the article concludes AI opens the door for compressed workweek schedules to spread widely in the interest of both businesses and workers.

Determination of Activity Relationship Chart (ARC) Method in Office Layout Evaluation: A Case Study at XYZ Bandung Apartment

XYZ Apartment Bandung has 12 departments located from the lobby floor to the fourth basement floor. The apartment has an office layout that is not yet optimally arranged, such as the placement of departments that are far apart, ineffective handling of goods, and the risk of work accidents. The purpose of this study is to improve the existing layout so that the comparison results can be seen between before and after the improvement. A survey of 56 employees and managers was conducted to gather data on department relationships. The ARC (Activity Relationship Chart) method was employed to analyze these relationships and inform layout optimization. Based on the results of the analysis, there was a change in department placement that resulted in an efficiency of travel distance of 64.3% and time efficiency of 64.4%. The findings emphasize the importance of optimizing workspace layout to enhance operational efficiency and employee satisfaction. Implementing the proposed layout changes can lead to cost savings, increased productivity, and improved employee well-being within XYZ Bandung Apartment.

Not Aware or Don’t Dare! The Use and Efficacy of Employer-Sponsored Mental Wellbeing Programs

Employee well-being is a matter of significant concern for both workers and organizations. While many organizations implement costly Stress Management Interventions (SMIs) to improve employee well-being, their efforts are limited by debates as to which SMIs (if any) are effective and how “effectiveness” should be evaluated. The lack of research identifying key predictors of awareness and use of different types of SMIs makes it difficult for researchers and practitioners to draw conclusions with respect to SMI efficacy. Our research addresses these gaps in our understanding by using a contextual effects perspective and a large ( n = 1627) sample of employees working in a diversity of jobs within a single organization to identify the key predictors of employee awareness and use of five available SMIs and explore the link between use of these five SMIs and perceived stress. The following conclusions are supported by the findings from this study: (1) the organizational perceived culture is a better predictor of SMI awareness than individual employee attributes or employee well-being, (2) the predictors of SMI awareness are different from those predicting use, (3) employees who would most benefit from access to SMIs are less aware of what organizational benefits are available, and (4) predictions of awareness, use, and efficacy vary depending on SMI type. Using both theory and the results from our research we propose a comprehensive framework that conceptualizes SMI efficacy as a process not an outcome.

Development of a gratitude intervention model and investigation of the effects of such a program on employee well-being, engagement, job satisfaction and psychological capital.

In a demanding working life, it is important to determine how individuals can thrive at work. In a previous study we investigated whether a program of gratitude interventions can increase psychological wellbeing, engagement, job satisfaction, and psychological capital showing promising results. of the present study was to present the development of a manager coached group intervention program related to gratitude at workplaces and to investigate the effects of such a program on the same variables. The intervention included five group sessions of gratitude dialogue between employees, supervised by their first line managers. Participants were assigned to an intervention or control group. Assessments were made before and after the intervention program and followed-up at 6 months post-intervention. Both quantitative and qualitative analyses were performed. Both groups completed instruments measuring positive psychological capital (PCQ), work engagement (UWES), psychological wellbeing (PGWB-S), and job satisfaction (aJDI). All managers were interviewed after the intervention. Compared with the control group the gratitude dialogue intervention was found to significantly enhance psychological wellbeing, engagement, and job satisfaction. The results were supported by the interviews with managers. our results suggest that gratitude dialogues at work may be an effective way of improving employee wellbeing. Suggestions on how to improve the results from this kind of gratitude intervention further are presented.

Flexible working arrangements on employee well-being concerning the mobile telecommunication industry

PurposeThe well-being of employees is very crucial, especially for the survival and sustainability of the mobile telecommunication industry and thus, the deployment of flexible working arrangements becomes paramount for managers and industry practitioners to implement. This research aimed to assess the impact of flexible working arrangements on employee well-being within the mobile telecommunication industry.Design/methodology/approachUtilizing multiple linear regression analysis, the research tested hypotheses to examine the significance of the relationships. Grounded in the Border Theory of Balanced Work, the study sought to explore the relationship between flexible working arrangements, including flextime schedules, compressed workweeks and telecommuting and various dimensions of employee well-being.FindingsThe results of the study demonstrated a statistically significant positive effect of flexible working arrangements on employee well-being within the mobile telecommunication industry. It concluded that flexible working arrangements that are measured with a flextime schedule, a compressed workweek and telecommuting improve employee well-being through psychological well-being, social well-being and workplace well-being.Originality/valueThis research contributes to the existing body of knowledge by establishing a positive connection between flexible working arrangements and employee well-being in the context of the mobile telecommunication industry. Managers of telecommunication firms should continue with the implementation of flexible working arrangements to enhance the well-being of their employees. The study provides valuable insights for both scholars and industry practitioners, emphasizing the significance of continued implementation of flexible working arrangements to promote and sustain the well-being of employees.