ABSTRACT The Covid-19 pandemic catalyzed a global shift toward work-from-home (WFH) arrangements, disrupting traditional employment structures and establishing a “new normal” in workplace relations. As the immediate crisis subsided, organisations and employees entered a transitional phase marked by renegotiation of expectations, practices, and power dynamics. This study applies a data mining methodology to analyze thousands of publicly available tweets from X (formerly Twitter), published between November 2022 and March 2023, with the onset of pandemic de-escalation. These tweets offer a real-time, user-generated perspective on how WFH is experienced and interpreted by employees. Through inductive thematic analysis, the findings reveal escalating tensions between managerial skepticism – manifested in increased surveillance and renewed office mandates – and employee demands for autonomy and sustained flexibility. WFH is increasingly perceived not as a temporary accommodation but as a core employment condition, deeply intertwined with workers’ professional identities and personal lives. The discourse signals a need for managerial transformation: shifting from input-based supervision to output-oriented evaluation, and from micromanagement to trust-based leadership. Drawing on principles from occupational health psychology, the study highlights the importance of adaptive management strategies that foster employee well-being and performance in distributed work environments.

BackgroundGreen exercise is emerging as a promising approach to improve employee well-being.ObjectiveThis scoping review aimed to map the existing literature on employees' green exercise behaviors.MethodsFollowing the methodological framework suggested by Arksey and O'Malley, relevant studies were identified in the Web of Science and Scopus databases on March 10, 2025. Various study types, including quantitative, qualitative, mixed-methods, and intervention studies published in peer-reviewed English journals, were screened. 13 studies were selected for detailed review, focusing on employed adults engaging in intentional physical activity within natural or semi-natural outdoor environments, such as parks and forests. Exclusions were applied to studies involving non-working populations, those that focused on non-exercise behaviors, as well as studies conducted in indoor or virtual environments. Editorials, opinion articles, theses/dissertations, conference papers, and non-English publications were also excluded.ResultsAmong the included studies, nature walking was the most prevalent form of green exercise. Psychological outcomes were the most frequently reported, while occupational outcomes were the least commonly addressed. The findings suggest that there is a growing body of research supporting the benefits of green exercise for employees. However, there remains a significant gap in understanding the facilitators and barriers that influence employees' participation in green exercise.ConclusionsFuture research should examine underlying mediating and moderating mechanisms. Integrating theoretical frameworks from occupational health psychology and behavioral sciences will be essential to develop a more comprehensive understanding of how and why green exercise is adopted or avoided by employees.

Training transfer represents a crucial mechanism for understanding how occupational health psychology training interventions achieve their effects, yet no validated instruments exist to systematically assess the implementation process surrounding transfer within well-being-focused contexts. This study develops and validates the Intervention and Multiphase Training Transfer Assessment Questionnaire, designed specifically to capture contextual elements, transfer mechanisms, and behavioral outcomes across the implementation phases of occupational health psychology training interventions. We tested the Intervention and Multiphase Training Transfer Assessment Questionnaire's psychometric properties, convergent and discriminant validity, and predictive validity using data from a large multinational, multiwave study across 10 organizations (N = 1,966 at T1) in five European countries, with data collected over six time points. Results demonstrated (a) strong psychometric properties, including robust factor structure and temporal reliability, (b) convergent and discriminant validity with expected relationships between subscales, and (c) predictive validity showing that pretraining contextual constructs and training experiences predicted posttraining integration and well-being outcomes. The Intervention and Multiphase Training Transfer Assessment Questionnaire provides a validated tool for systematically assessing training transfer across temporal phases (pretraining, during training, and posttraining integration), enabling researchers and practitioners to evaluate the contextual constructs and mechanisms that facilitate successful workplace learning integration in occupational health psychology interventions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Supplemental Material for Design and Validation of the Intervention and Multiphase Training Transfer Assessment Questionnaire (IMTTAQ) for Individual, Group, and Leader Occupational Health Psychology Training Interventions

abstract: A recent scholarly debate in Work & Stress challenges foundational assumptions about burnout, with Renzo Bianchi and Irvin Sam Schonfeld arguing for its abandonment in favor of a depression-focused framework. Their critique centers on burnout’s conceptual ambiguity, overstated prevalence, and overlap with depression. Leading occupational health psychologists respond with counterarguments affirming burnout’s distinctiveness and occupational roots. These debates offer critical insights for library and information science, highlighting the need for interdisciplinary engagement, improved measurement, and organizational interventions. Integrating perspectives from occupational health psychology can enrich burnout research in librarianship and support more effective strategies for improving library workplace conditions.

Teaching is a vocation that needs continuous dedication, emotional balance, and psychological stability that is often put to the test due to excessive workload and institutional pressures. The present study examines the complex connection between workaholism, emotional dysregulation, aggressive behavior, and employee well-being among the university educators in Punjab, Pakistan. It is aimed to understand how work commitment has an impact on the feelings of teachers, their behaviors, and the state of their mental health. A convenient sampling method was used to choose 415 (M=1.674, SD=.4690) educators of different universities within Punjab. The variables were measured using standardized scales, the Dutch Workaholism Scale (DUWAS) measured workaholic tendencies, the Buss-Perry Aggression Questionnaire (BPAQ) measured aggression, and the General Health Questionnaire-10 (GHQ-10) measured well-being of employees. These results revealed that workaholism was strongly positively related to emotional dysregulation and aggressive behavior and weakly related to employee well-being, which was negatively correlated. Teachers who were more workaholic had more chances to be emotionally unstable and irritated, leading to poor psychological health and life satisfaction. Also, emotional dysregulation was the mediating variable between workaholism and aggression, indicating the emotional cost of the excessive work engagement. These results highlight the urgency of organizational awareness, the ability to manage the workload, and emotional support programs in order to achieve a healthier academic environment. The research will be of great significance to occupational health psychology, with some recommendations to universities to increase productivity and psychological strength of educators.

Academy of Management Scholar Peter Bamberger of Tel Aviv University is the president of AOM and previously served as an associate editor of Academy of Management Journal. He is also research director of Cornell University’s Smithers Institute and editor-in-chief and a founding associate editor of Academy of Management Discoveries. Bamberger’s research focuses include automatic processes in human interaction; pro-social behavior, occupational health psychology, and pay communication. Author of over 100 scholarly journal articles.

From silos to synergies: A scoping review for bridging gaps in occupational health psychology and human neuroscience.

Teaching has become one of the most psychologically demanding professions in the 21st century, particularly within policy-driven education systems. The present study investigates how everyday (quotidian) job stress interacts with intrinsic job appreciation to shape occupational well-being among Indian school teachers. Anchored in Herzberg’s Two-Factor Theory, the study adopts a sequential explanatory mixed-method design integrating quantitative survey analysis (χ² and p-values) with qualitative thematic interpretation. Findings reveal that moderate job stress coexists with strong intrinsic job appreciation, indicating a complex adaptive process rather than simple burnout. Age emerged as a moderating variable: teachers over 40 reported significantly lower stress than those in the 31–40 range, who experienced heavier administrative and instructional responsibilities. Policy-driven hygiene factors, such as biometric attendance and rigid supervisory protocols, were identified as primary stress inducers. Conversely, intrinsic motivators—such as student progress, self-efficacy, and moral purpose—functioned as psychological buffers sustaining occupational health. The study contributes to occupational health psychology by extending Herzberg’s framework from job satisfaction to stress resilience. It emphasizes that enhancing teacher well-being requires a systemic balance between accountability mechanisms and psychological recognition.

This paper introduces the concept and scope of occupational health psychology, reviews its origins and development, summarizes the current status of occupational health psychology research both domestically and internationally from the perspectives of research methods and content, analyzes the connections and distinctions between occupational health psychology and occupational psychology, and provides an outlook on the future direction of occupational health psychology.

How organizations address employee mental health conditions (MHCs) is an increasingly important topic in occupational health psychology. A key focus of this literature is on understanding how and why employees disclose their MHCs to colleagues. Concealing a stigmatized identity, such as a MHC, can cause distress, while disclosure has been associated with improved well-being and access to proper accommodations. However, employees who disclose a MHC also risk discrimination and mistreatment. Given such competing dynamics, past research has largely framed disclosure through a concerted decision-making lens, where employees weigh the benefits and risks before revealing their condition. Yet the disclosure process can be more complex than these models suggest, with scholars recognizing that no "one-size fits all." To investigate this complexity, we conducted an in-depth narrative interview study with 27 employees living with a MHC. Our findings challenge the assumption that MHC disclosure is typically premeditated. We develop the concept of disclosure opportunities-situations that enable employees to share their MHC at work. We also identify four key elements of the work environment-time and space, bureaucratic structure, social structure, and mental health programs-that shape these opportunities. These elements can either facilitate or constrain disclosure, depending on how they interact. Using these insights, we propose an ecological model of MHC disclosure that complements and extends existing decision-based models, offering a more complex and nuanced understanding of how disclosure unfolds at work. We then explain how this model can inform the practice of occupational health psychology. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

In occupational health psychology, understanding working conditions has traditionally relied on two approaches: appraisal and structural. While both focus on stressors-differentiating between types (e.g., challenge vs. hindrance vs. threat) and examining their appraisals-the role of appraisal in understanding resources is underexplored. This study therefore investigates job autonomy, a key job resource, through both approaches. Among over 700 German employees who were recruited with the help of an online panel provider, we examined job autonomy and its appraisal as a resource, challenge, hindrance, or threat across four measurement waves spanning 2.5 years. We analyzed cross-sectionally how actual autonomy, combined with individuals' desired levels of autonomy, influenced their appraisals. We also explored longitudinally how both actual autonomy and its appraisals impacted work-related well-being, including job satisfaction, resignation, and cognitive and emotional irritation. Results revealed that higher autonomy was associated with more resource and challenge appraisals, whereas lower autonomy led to more hindrance and threat appraisals. This pattern was particularly evident when actual autonomy levels aligned with desired levels or if desired levels were high. Conversely, a mismatch between actual and desired autonomy reduced the perceived benefit of autonomy. Combining autonomy levels and appraisals enhanced the predictability of well-being outcomes over time, both at the between-person and the within-person level of analysis. In conclusion, this study underscores the importance of integrating appraisal into structural approaches to understanding job resources and advocates for broader consideration of appraisal in future research. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Theory and practice in occupational health psychology have hitherto mostly assumed that how job characteristics relate to occupational well-being is similar across levels of analysis, yet this remains empirically underexplored. We tested this implicit “assumption of homology” using the Demand-Control Model as our starting point. We analyzed three-level data from 12,658 employees in 1,116 work units from 243 organizations in the Netherlands. Results indicate that for job demands and participation homology of relationships is mostly confirmed, but not for skill variety and job autonomy. In addition, we generally did not find relationships becoming stronger from the individual to the departmental to the organizational level. Future theory needs to conceptualize better how individual and aggregate-level effects of skill variety/autonomy combine and interact in influencing occupational well-being. For these job characteristics we need multi-level theorizing. For practice, our results point towards caution in using individual survey scores on skill variety/autonomy for the purpose of risk monitoring and proposing follow-up policy/interventions at aggregate levels such as departments and organizations.

Abstract Employee recognition and reward programs are pivotal in cultivating a psychologically healthy work environment. These programs not only boost employee morale but also enhance performance, satisfaction, engagement, and overall well-being. By integrating insights from industrial and organizational psychology, occupational health psychology, and management science, this study explores the multifaceted impacts of recognition on employee outcomes. The research underscores the significance of structured recognition systems in promoting a positive organizational culture and driving productivity. Key words Employee Recognition ,Psychological Health, Work Environment , Productivity, Engagement , Performance,Satisfaction ,Well-being , Industrial Psychology , Organizational Psychology, Occupational , Health Psychology, Management Science

This study presents a bibliometric analysis of academic research on the relationship between conflict management and employee outcomes, based on data from the Scopus database spanning from 2004 to 2023. It aims to identify key trends, prominent publications, leading journals, influential authors, and highly cited works in this field. Using predefined inclusion and exclusion criteria, a dataset of 504 documents was compiled and analyzed using R software to evaluate various bibliometric indicators such as publication output, citation patterns, and keyword co-occurrence networks. The findings indicate a rising scholarly interest in how conflict management strategies influence employee-related outcomes. Journals like the Journal of Occupational Health Psychology and the International Journal of Conflict Management emerged as major contributors. Additionally, key authors and seminal papers were identified, offering insight into the most impactful research directions. This study contributes a comprehensive mapping of the intellectual structure of the field over nearly two decades, serving as a reference point for researchers, practitioners, and policymakers. However, its reliance on the Scopus database and English-language publications may limit the breadth of coverage, suggesting that future studies could include other databases or non-English sources for a more inclusive perspective.

Review of the Handbook of Occupational Health Psychology

The Job Demands-Resources Theory (JD-R theory) was proposed by Demerouti et al. in 2001 and combines a number of related theories such as the Resource Conservation Theory, the Job Demands-Control Theory, and the Payoff-Return Imbalance Theory. The theory states that when job demands are too high, employees need to put in extra effort to achieve their work goals, which can lead to physical and mental exhaustion and affect overall health and performance. In addition, insufficient work resources can also pose a barrier to employees' achievement of their goals, which in turn can lead to job detachment and negative emotions. With the development of occupational health psychology, work engagement has been recognised as a positive dimension of well-being and has been incorporated into this theoretical framework.Job demands include the pressures and challenges that employees have to cope with in completing their work, while job resources are the support and tools that employees can utilise when facing these demands. By analysing both, job demands-resources theory provides an important framework for understanding employees' work experiences, and guides companies in making scientific decisions about improving employee well-being, engagement and performance. Specifically, job demands can be categorised into challenging demands, which promote personal growth, and hindering demands, which can act as barriers. Job resources, on the other hand, play a positive role in helping employees to achieve their goals, relieve stress, and promote personal development.

This study develops an online support system tool based on the Job Demands-Resources (JD-R) model and Engaging Leadership theory to facilitate organizational consensus in evaluating and addressing job characteristics. Using a qualitative research design, including document analysis and the online Delphi method, it constructs a JD-R competency model within the framework of occupational health psychology. The study proposes the classical Delphi method to establish consensus and, in cases of disagreement, employs the Policy Delphi method to explore underlying differences. By integrating these methods into a judgment-based forecasting system, the research provides an effective approach for achieving organizational-level consensus. The proposed system supports Engaging Leadership, mitigates burnout, and enhances employee well-being, offering a practical tool for leadership development and workplace improvement.

Chronic pain causes loss of workability, and pharmacological treatment is often not sufficient, whereas psychosocial treatments may relieve continual pain. This study aimed to investigate the effect of peer group management intervention among patients with chronic pain. The participants were 18-65-year-old employees of the Municipality of Helsinki (women 83%) who visited an occupational health care physician, nurse, psychologist, or physiotherapist for chronic pain lasting at least 3 months. An additional inclusion criterion was an elevated risk of work disability. Our study was a stepped wedge cluster, randomized controlled trial, and group interventions used mindfulness, relaxation, cognitive behavioral therapy, and acceptance and commitment therapy. We randomized sixty participants to either a pain management group intervention or to a waiting list with the same intervention 5 months later. After dropouts, 48 employees participated in 6 weekly group meetings. We followed up participants from groups A, B, and C for 12 months and groups D, E, and F for 6 months. As outcome measures, we used the pain Self-Efficacy Questionnaire, the number of areas of pain, the visual analog scale of pain, and the pain self-efficacy. We adjusted the results before and after the intervention for panel data, clustering effect, and time interval. The peer group intervention decreased the number of areas of pain by 40%, from 5.96 (1-10) to 3.58 (p < 0.001), and increased the pain self-efficacy by 15%, from 30.4 to 37.5 (p < 0.001). Pain intensity decreased slightly, but not statistically significantly, from 7.1 to 6.8. Peer group intervention for 6 weeks among municipal employees with chronic pain is partially effective. The number of areas of pain and pain self-efficacy were more sensitive indicators of change than the pain intensity. Any primary care unit with sufficient resources may implement the intervention.

Recovery from work is important for promoting employees' well-being but little is known about which environments are most conducive for recovery. This article examines the relationship between recovery and experiencing nature and, thus, provides a link between recovery research and environmental psychology. In two studies, we drew on the effort-recovery model and proposed that contact with nature is associated with employees' recovery experiences and affective well-being. In Study 1, we theorized that appraising nature as esthetic is an underlying mechanism in the relationship between being in nature and recovery. Using an experience sampling approach with multisource data from self-reports and smartphone photos (N = 50, measurements = 411), we found that being in nature was indirectly related to recovery experiences (i.e., relaxation, detachment) and affective well-being (i.e., positive activation, serenity, low fatigue) via perceived attractiveness. In Study 2, we theorized that appreciative contact with nature (i.e., nature savoring) is linked to enhanced recovery and well-being. Using a randomized controlled trial (N = 66), we found that a nature-savoring intervention, compared to a waiting-list control group, had beneficial effects on recovery experiences and positive affective states. Overall, our results suggest that contact with nature is a prototypical setting for employees' recovery, and we discuss theoretical and practical implications of this finding for occupational health psychology. (PsycInfo Database Record (c) 2025 APA, all rights reserved).