Work Outcomes Research Articles

The “Ripple Effect”: The Effect of Family-Work Conflict on Mentor-protégé Relationship

ABSTRACT Drawing from conservation of resources theory, this research examines how and when mentors’ family – work conflict is related to protégés’ work outcomes (i.e. job performance and career satisfaction). We proposed mentors’ family – work conflict depleted their resources, thus had a negative influence on protégés’ work outcomes. Further, we addressed the mediating role of mentoring functions (i.e. career support, psychosocial support, and role modeling) and the moderating roles of mentors’ core self-evaluation and mentor – protégé relational quality. We tested the hypothesized moderated mediation model using time-lagged data from 162 mentor – protégé dyads in a large Chinese pharmacy chain company. The results demonstrated that (a) mentors’ family – work conflict was negatively associated with protégés’ work outcomes; (b) mentoring functions mediated this relationship; (c) mentors’ core self-evaluation and mentor – protégé relational quality moderated the main effect of mentors’ family – work conflict on mentoring functions and the indirect effect of mentors’ family – work conflict on protégés’ work outcomes via mentoring functions; and (d) the indirect effect was significant when mentors’ core self-evaluation or mentor – protégé relational quality was low. Important implications for management research are discussed.

The role of familial factors and neuroticism in the association between exposure to offensive behaviors at work and long-term sickness absence due to common mental disorders - a prospective twin study

ObjectivesThe aim of this study was to investigate associations between exposure to work-related violence/threats and harassment, and future sickness absence (SA) due to common mental disorders (CMDs), taking familial factors (shared genetics and early-life environment) and neuroticism into account.MethodsThe study sample included 8795 twin individuals from the Swedish Twin Project of Disability Pension and Sickness Absence (STODS), including survey data from the Study of Twin Adults: Genes and Environment (STAGE). Self-reported work-related violence and/or threats as well as work-related harassment (including bullying) and national register data on SA due to CMDs were analyzed using standard logistic regression, and conditional logistic regression among complete twin pairs discordant on exposures. Individuals were followed for a maximum of 13 years. Interactions between neuroticism and exposures were assessed using both multiplicative and additive interaction analyses.ResultsExposure to work-related violence/threats was associated with higher odds of SA due to CMDs when adjusting for age, sex, marital status, children, education, type of living area, work characteristics, and symptoms of depression and burnout (OR 2.11, 95% CI 1.52–2.95). Higher odds of SA due to CMDs were also found for exposure to harassment (OR 1.52, 95% CI 1.10–2.11) and a combined indicator of exposure to violence/threats and/or harassment (OR 1.98, 95% CI 1.52–2.59), compared with the unexposed. Analyses of twins discordant on exposure, using the unexposed co-twin as reference, showed reduced ORs. These ORs were still elevated but no longer statistically significant, potentially due to a lack of statistical power. No multiplicative interaction was found between neuroticism and exposure to work-related violence/threats, or harassment. However, a statistically significant additive interaction was found between neuroticism and exposure to violence/threats, indicating higher odds of SA due to CMDs in the group scoring lower on neuroticism.ConclusionsExposure to work-related offensive behaviors was associated with SA due to CMDs. However, the results indicated that these associations may be partly confounded by familial factors. In addition, an interaction between exposure and neuroticism was suggested. Thus, when possible, future studies investigating associations and causality between offensive behaviors at work and mental health-related outcomes, should consider familial factors and neuroticism.

The chains of the past: A life course perspective on childhood adversity and organizational attitudes and behaviors.

Childhood adversity stains the past of millions of working adults worldwide. The impact on health and well-being is substantial-a now-acknowledged public health crisis. Yet, research in the organizational sciences has failed to recognize the burden that individuals with this difficult history carry with them into the workforce. By synthesizing an interdisciplinary body of scholarship into a cohesive theoretical framework, we provide a foundation for emerging work in occupational health psychology. Empirically, across two single-level multiwave studies, we demonstrate the importance of adversity in one's childhood and its impact on the workplace specifically showing that child adversity, directly and indirectly, impacts worker attitudes and discretionary behaviors. Further, providing one of the few examinations of stress proliferation theory in the workplace, we demonstrate adulthood adversity as an essential mediating mechanism that leads to these work outcomes. From an applied perspective, our results highlight a need to focus on the healing and recovery of adult survivors as they work toward breaking the chains of the past in their lives and at work. In presenting this life course perspective on organizational attitudes and behaviors, our work offers a unique and vital contribution to occupational health theory, practice, and research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Dark Triad Personality Traits and Workplace Outcomes: Evidence from the Hospitality Industry

The Dark Triad Personality Traits - psychopathy, narcissism, and Machiavellianism - have a significant impact on workplace dynamics. Psychopathy involves egoistic and disappointing interpersonal contact; Machiavellianism involves devious communication strategies; and narcissists use harmful tactics to gain attention and dominate teams. This study investigates the linking of DTPTs with work outcomes in the context of Jordan's hospitality sector. With the use of a standardised questionnaire, 387 hotel staff members provided quantitative data. SPSS was used to test the proposed hypotheses. Findings demonstrated that, whereas DTPTs had no effect on OCB, they do positively influence JB and TI. These results have significant theoretical and practical implications for Jordan hotels. The study recommends that to combat DTPTs in hotels, proactive measures like thorough hiring processes, investing in training programmes, and establishing clear organisational values can help. These measures can identify potential traits, foster a positive work culture, and discourage behaviours aligned with DTPTs, ultimately improving overall staff satisfaction, reducing turnover, and increasing JB.

Towards an AI-Driven User Interface Design for Web Applications

The increasing exploitation of Artificial Intelligence (AI) technologies has enabled the design of user interfaces in a way that integrating artificial intelligence capabilities has become crucial in the modern digital landscape. Exploring the main features and best practices for designing user interfaces for Web applications, which effectively support and leverage AI functionalities, is currently one of the relevant topics in this context. This research work discusses the fundamental principles of user interface (UI) design, and the challenges posed by the integration of AI into web applications. It emphasizes the need to strike a balance between the AI advanced capabilities and the users' ability to understand and control the system. Furthermore, the paper highlights the importance of creating intuitive and engaging UI designs that empower users to interact with AI-driven features effortlessly. The study presents a comprehensive analysis of various UI design techniques specifically tailored for AI-enabled web applications user interfaces. Additionally, the paper explores the incorporation of AI-driven recommendation systems, personalized interfaces, and adaptive designs, which dynamically adapt to users' preferences and behavior. To validate the proposed user interface design principles, the study presents a proposal for a guidelines structure that promotes empirical evaluations through user studies and usability testing. Results collected via a survey based on measuring the effectiveness and user satisfaction of AI-enabled Web interfaces. User interfaces in real-life scenarios are presented and provides information on the impact of UI design decisions on user interaction and overall experience. The outcomes of this research work contribute to a deeper understanding of UI design for AI-supported Web applications user interfaces and offer practical guidelines for designers and developers. By embracing the suggested principles, organizations and designers can create Web interfaces that effectively harness the power of AI while prioritizing user-centricity, accessibility, and ethical considerations.

The importance of supervisor support for the work outcomes and psychological well-being of Malaysian low-income working mothers

Low-income working mothers are susceptible to well-being issues. However, research on the interplay between supervisor support and the work outcomes and psychological well-being of Malaysian low-income working mothers is scarce. Therefore, this study identifies the relationship between work outcomes (work stress, work-life balance, workplace bullying) and the moderating role of supervisor support in the psychological well-being of working mothers. Using purposive sampling, data were obtained from a survey of 269 respondents (M-age = 38.15, SD-age = 8.14) employing offline and online methods. The participants completed the demographic section, Psychological Well-being Scale, Work Stress Scale, Work-life Balance Checklist, Malaysian Workplace Bullying Index, and Supervisor Support Scale. Structural equation modelling analysis showed that work stress was the main contributor to psychological well-being (β = -0.41, t = -2.87, p = .004), followed by supervisor support (β = 0.29, t = 3.34, p .001), and workplace bullying (β = -0.23, p = .048). In addition, supervisor support significantly weakened the impact of work stress on psychological well-being (β = -0.14, t = -2.00, p = .045). The study concludes that supervisor support enhances psychological well-being and reduces the negative burden of work stress on the psychological well-being of Malaysian low-income working mothers. Identifying the most significant contributors to psychological well-being can help working mothers to become more aware of the negative side effects of work, and encourage them to find effective solutions to maintain their psychological well-being. Finally, the study emphasizes for supervisors and human resource personnel the importance of supervisory roles in improving the work environment and providing strengthened support for psychological well-being.

Were Parents Synchronizing Their Home-Based Working Arrangements During the COVID-19 Pandemic?

Little research has been done on parents’ coordination of their work arrangements during the COVID-19 pandemic. Synchronized work arrangements (e.g., both parents work from home) could enable working parents to maximize their togetherness, whereas desynchronized working arrangements could enable them to address some pandemic-induced challenges, such as an increased need for child care and distance education. We draw upon the Familydemic Harmonized Dataset a cross-county study offering data on work and family outcomes collected in Canada, Germany, Italy, Poland, Sweden, and the US. Using a sample of dual-earner heterosexual parents, this study examines whether working parents harmonized their transitions between home-based work and the workplace during the COVID-19 pandemic and explores factors that potentially contributed to this coordination process. The findings reveal that working couples’ transitions to home-based work from the workplace were synchronized. Parents with similar educational attainment were more likely to experience such coordination than couples with different levels of education. Cohabiting couples in married/registered unions were more likely to transition to home-based work simultaneously than non-registered cohabiting couples. The duration of synchronized home-based work episodes decreased with the number of children, and the length of synchronized workplace attendance increased with the age of the children.

When leaders and their employees disagree: investigating the consequences of differences in cognitions of workplace event criticality

PurposeCriticality cognitions regarding the same workplace event often differ between leaders and employees. Nevertheless, its consequences on employee work outcomes remain unknown. In this study, we draw on cognitive dissonance theory to examine how and why leader–employee differences in cognitions of workplace event criticality impact employee job-related outcomes.Design/methodology/approachWu used multilevel polynomial regression analyses from a time-lagged, multi-source field study with 145 leader–employee dyads to test our proposed model.FindingsLeader–employee differences in cognitions of workplace event criticality can bring both benefits and perils to employees. Specifically, such differences can cause employee rumination, which in turn leads to an increase in both employee voice and fatigue.Originality/valueThis study contributes to the event and cognitive discrepancy literature in four ways. First, prior event studies largely adopted a singular employee perspective for investigation (e.g. Chen et al., 2021; Lin et al., 2021). By examining the impacts of event criticality from the dual perspective of leaders and employees, we attain a more comprehensive understanding of the implications of workplace events in organizational life. Second, extant studies have predominantly focused on the dark side of cognitive discrepancy (e.g. Bashshur et al., 2011; Erdogan et al., 2004; Grandey et al., 2013). Our study reveals that leader–employee differences in criticality cognitions can have both a bright and a dark side on employee outcomes, offering a more balanced and dialectical view of the consequences of cognitive discrepancy. Third, drawing on cognitive dissonance theory, we introduce employee rumination as an underlying mechanism to explain the impacts of leader–employee differences in criticality cognitions on employee voice and fatigue. Finally, while prior cognitive dissonance research has primarily employed an intrapersonal perspective (e.g. Sivanathan et al., 2008; Pugh et al., 2011; Grandey et al., 2013), our study adopts an interpersonal lens and underscores that interpersonal differences in cognitions can also serve as an example of cognitive discrepancy to instigate internal dissonance processes. By doing so, we enrich our understanding of cognitive dissonance theory.

Rethinking organizational culture in intersectoral coordination: the perspective of boundary work

PurposeThe purpose of this paper is to rethink the concept of organizational culture as something that emerges bottom-up by using the sociological concepts of boundary object and boundary work as an analytical lens and to show how this approach can help understand and facilitate intersectoral coordination.Design/methodology/approachWe used observations and qualitative interviews to develop “deep” knowledge about processes of intersectoral coordination. The study draws on a conceptual framework of “boundary work” and “boundary objects” to show how a bottom-up perspective on organizational culture can produce better understanding of and pave the way for intersectoral coordination. We use a case of health professionals engaged in two Danish intersectoral programs developing and providing health promotion services for women with gestational diabetes mellitus (GDM).FindingsThe study showed how boundary work revolves around negotiations on how to define, understand and act on the diagnosis of GDM. This diagnosis has the characteristics of a “boundary object”, being more loosely structured in general terms, but strongly structured in local settings. Boundary objects help connect different professionals and facilitate coordination. The analysis showed how the introduction of time and the concept of “lifelong health promotion” helped to transgress existing organizational and professional boundaries.Research limitations/implicationsThe findings contribute to the literature on organizational culture and intersectoral coordination. We highlight the benefits of a practice-oriented, bottom-up perspective for a better understanding of how shared meaning is produced in cross professional coordination and collaboration. While the theoretical implications will be general applicable when studying organizational culture, the implications for practice are sensitive to context and the processes we have described as the outcomes of boundary work are generated from cases that were most likely to provide deep insight into our research topic.Practical implicationsFor practice this can build bridges between organizational and professional boundaries.Originality/valueThe findings contribute to the literature on organizational culture and intersectoral coordination. We highlight the benefits of a practice-oriented, bottom-up perspective for a better understanding of how shared meaning is produced in cross professional coordination. This may build bridges between organizational and professional boundaries in practice settings.

Correlation between rate of TEC index and positioning error during solar flares and geomagnetic storms using navigation with Indian constellation receiver measurements

Abstract The real-time position accuracy of the Global Navigation Satellite System (GNSS)/Navigation with Indian Constellation (NavIC) receiver is limited by the dynamic behavior of the ionosphere, particularly in adverse conditions like solar flares and geomagnetic storms. The NavIC satellites broadcast dual coherent radio beacon signals on L5 (1,164.5 MHz) and S (2,472.5 MHz) bands for providing position, velocity, and timing services in all weather conditions. The Total Electron Content (TEC) and Rate of TEC Index (ROTI) are the potential indicators for characterizing the ionosphere and its irregularities. In this research work, the TEC and ROTI are computed from the code and carrier phase observations of the NavIC receiver located at Kurnool low latitude station (15.79° N, 78.07° E) with geomagnetic coordinates (7.30° N, 151.65° E). This paper presents a statistical study of TEC, ROTI, and the correlation between ROTI and NavIC positioning error during highly intense solar flares (X9.3 and X2.2) and geomagnetic storm conditions. Compared to quiet days mean TEC, the enhancement is 3 TECU due to X9.3 flares, and the maximum peak of TEC on storm day (September 8, 2017) is 80.92 TECU. Moreover, the correlation coefficient between ROTI and position error is 0.76 on a quiet day (September 4, 2017), 0.54 on an intense solar flares day (September 6, 2017), and 0.24 on a storm day (September 8, 2017), this indicates positional accuracy degradation on a geomagnetic storm day. The outcome of this research work would be helpful for investigating characteristics of the northern low latitude ionospheric irregularities and, in turn, useful for developing suitable ionospheric nowcasting/prediction models for GNSS applications.

Boosting school staff well‐being and engagement through identity leadership: The mediating role of organizational climate

AbstractOrganizations and their leaders are recognized as key players in staff well‐being and engagement but there is limited longitudinal research with large samples. Moreover, it is not clear how specifically leader behaviour impacts on well‐being. Based on the social identity approach, we argue that school leaders who are capable of crafting and clarifying what it means to be an organizational member while actively representing the groups' interests—an identity leader—will be able to foster a positive school climate. In turn, this positive climate should result in a range of positive outcomes for school staff members, including better well‐being and engagement in their work. Using a longitudinal survey of over 6000 school staff, we found support for our hypothesis: school staff members who perceived their school leaders as being identity leaders perceived a more positive school climate 1 year later, which, in turn, predicted higher levels of well‐being (lower burnout, lower stress and higher self‐esteem) and engagement in school outcomes (higher organizational commitment, team morale and professional development). Overall, these results underline the key role that school identity leaders play in crafting positive working environments and outcomes for staff members.

The Paradoxical Effects of High Work Methods and Work Scheduling Autonomy

Abstract: Job autonomy is traditionally seen as a core job characteristic with positive effects on work outcomes. However, in today’s world of work, excessive levels of job autonomy have also been suggested to lead to demands with negative downstream effects. We investigated paradoxical effects of high levels of two autonomy facets with regard to work engagement. In an experimental vignette study ( N = 228 German employees), we manipulated two autonomy facets in a 2×2 between-subject design (high vs. low work methods autonomy vs. work scheduling autonomy). We found evidence for paradoxical effects for one facet: High levels of work scheduling autonomy directly stimulated work engagement but led to higher levels of work intensification therefore also (indirectly) hindering work engagement. To our knowledge, our findings are the first to provide evidence of the simultaneous paradoxical effects of work scheduling autonomy and an explanation for detrimental effects on work engagement via the intensification of work.

Managing Generative AI Innovation: The Impact of Proactive Personality and LMX on Work Outcomes

Managing Generative AI Innovation: The Impact of Proactive Personality and LMX on Work Outcomes

Coping with work-nonwork stressors over time: A person-centered, multistudy integration of coping breadth and depth.

Coping is a dynamic response to stressors that employees encounter in their work and nonwork roles. Scholars have argued that it is not just whether employees cope with work-nonwork stressors-but how they cope-that matters. Indeed, prior research assumes that adaptive coping strategies-planning, prioritizing, positive reframing, seeking emotional and instrumental support-are universally beneficial, suggesting that sustaining high levels of these strategies is ideal. By returning to the roots of coping theory, we adopt a person-centered, dynamic approach using latent profile analysis and latent transition analysis across three multiwave studies (N = 1,370) to consider whether employees combine coping strategies and how remaining in or shifting between such combinations also matters. In a pilot study (N = 361), we explored profiles and their transitions during a time frame punctuated with macrolevel transitions that amplified employees' work-nonwork stressors (i.e., COVID-19), which revealed three profiles at Time 1 (comprehensive copers, emotion-focused copers, and individualistic copers) and a fourth profile at Time 2 (surviving copers). In Study 1 (N = 648), across all three time points, we replicated three profiles and found evidence for constrained copers instead of emotion-focused copers. In Study 2 (N = 361), across both time points, we replicated all four profiles from Study 1 and tested hypotheses regarding the profiles, their transition patterns, and implications of such patterns for work, well-being, and social functioning outcomes. Altogether, our work suggests that maintaining high-coping depth or increasing depth is generally beneficial, whereas maintaining or increasing coping breadth is generally harmful. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Empowering or burdening? The short‐term benefits and costs of upward networking at work

SummaryResearch on social networking primarily focuses on the long‐term benefits of upward networking on career success. However, how it influences employees in the short term is largely overlooked. Integrating conservation of resources theory and self‐control strength model, we developed a moderated dual‐pathway model that simultaneously examines the immediate benefit and cost of upward networking and investigates how trait self‐control moderates the dual‐pathway mechanism. Based on two experiments and a time‐lagged experience sampling study, we examined the moderated effects of trait self‐control, as well as the conditionally indirect relationship between upward networking and work engagement through the resource gain of perceived impact at work and the resource loss of ego depletion. We found that, on the one hand, for employees high in trait self‐control, engaging in upward networking is likely to be related to perceived impact at work and indirectly affects work engagement. On the other hand, for employees with low trait self‐control, engaging in upward networking is likely to increase ego depletion and indirectly affects work engagement. Overall, our findings contribute to theories of social networking and self‐control and specifically highlight the complexity of upward networking, which both empowers and burdens employees in terms of immediate work outcomes.

Perspective-Taking Does Not Reduce Victim Blaming in Work-Related Situations

ABSTRACT According to the just-world theory, people tend to blame innocent victims for the misfortune they experienced to preserve the belief in a just world. Our preregistered experimental study (N = 404; a university participants pool) employed work-related scenarios to test the possibility of reducing victim-blaming by taking a victim’s perspective. We also explored whether “victim-blaming” occurs for both undeserved negative and positive outcomes, i.e. attributions of blame or virtue in scenarios including demotions, dismissals, public reprimands, and removal of responsibilities as negative outcomes; and bonuses, promotions, salary raises, and job hirings as positive outcomes. We found that victim-blaming followed from the just-world belief only in scenarios where an individual gains unjust benefit. The belief in a just world could thus lead to the misattribution of positive work outcomes and could result in biased human resources management. Taking the victim’s perspective did not reduce attributions of blame and virtue. However, participants considered the outcomes more deserved when they took the perpetrator’s perspective. This finding may be a warning that if a perpetrator’s perception framework is more accessible for assessing a particular situation, the victims will be blamed more.

Work-Related Cognitive Behavioral Therapy for racially and economically diverse unemployed persons with social anxiety: A randomized clinical trial

Individuals with Social Anxiety Disorder (SAD) are at risk for employment problems. This multi-site trial examined the efficacy of Work-Related Cognitive Behavioral Therapy provided alongside vocational services as usual (WCBT+VSAU), a group-based treatment designed to improve mental health and employment outcomes for individuals with SAD. Vocational service-seeking participants with SAD (N = 250) were randomized to either WCBT+VSAU or VSAU-alone. Hypotheses were that participants randomized to WCBT+VSAU would report less social anxiety, less depression, and more hours worked than participants randomized to VSAU-alone. WCBT+VSAU participants had significantly greater improvements on the Liebowitz Social Anxiety Scale (LSAS; d=−.25, CI=−0.49 to −0.02, p = .03) at post-assessment compared to VSAU-alone. The conditions did not differ on any variable at later time points or on secondary outcomes. Unexpectedly, participants randomized to VSAU-alone experienced LSAS improvements, similar to WCBT+VASU at later timepoints. Baseline psychological flexibility (beta=−.098 [−0.19–0.008]) and depression (beta=−0.18 [−0.34–0.009]) moderated change in social anxiety. Participants with lower psychological flexibility and higher depression responded more strongly to WCBT+VSAU than VSAU-alone over the duration of the study, suggesting that WCBT+VSAU may particularly benefit those with greater psychopathology. Results indicate that vocational centers are promising settings for treating SAD and employment-focused refinements are likely needed to improve work outcomes.

Artificial intelligence and human integration: a conceptual exploration of its influence on work processes and workplace learning

ABSTRACT This paper examines the influence of Artificial Intelligence (AI) on job and organizational processes, drawing on sociotechnical systems (STS) theory. It discusses the emergence of AI and its implications for HRD on individual, group, and organizational learning. AI has changed the trajectory of work processes and outcomes, paving the way for the future of work. An AI-human integration process model is proposed to reinforce its influence on job design in response to AI applications in the workplace. Learning is experienced between humans and between humans and AI. AI’s cognitive intelligence is capable of learning from each other through a process of deep learning. Humans, too, can learn from AI to modify their response towards working with AI-enabled applications. The model illustrates the relationships between individuals, work processes, and sociotechnical systems through multilevel interactions. Of relevance to HRD are two critical processes, namely learning and innovating, that facilitate the continuation of AI-human integration, enabling employees to embrace AI as an integral part of their work life. The paper offers several implications for HRD research and practice, recognizing opportunities for workplace learning and the potential constraints and risks arising from AI adoption that are applicable globally and internationally.

Formulation of a Robust Closed-Circuit Television Design For Owerri Municipality

ABSTRACT In this research study, a thorough field survey was conducted to ascertain the actual outlook of Owerri Municipality. The road-map of the city in question, which served as an aid towards preparing the survey, was obtained from the Works Department of the Owerri Municipal Council Headquarters. The survey was carried out using the Google cloud-based survey software. The outcome of the field work was holistically analyzed and evaluated using the Google cloud-based Spreadsheet. The required engineering design for installation of a Closed-Circuit Television (CCTV) in the area was eventually realized. Keywords: Owerri Municipality, CCTV, Road map, Design, Google, Software.

Faulty cell prediction accuracy comparison of machine learning algorithms using temperature sensor placement optimization approach in immersion cooled Li-ion battery modules

Immersion cooling is a promising thermal management system for LiBs where the cells are submerged in a thermally conductive coolant, thus improving heat dissipation and prolonging battery life. The present study investigates an aligned arranged 4S4P immersion-cooled LiB module to develop a best-fit machine learning (ML) model that could predict the fault position in the module depending on the inputs from the temperature sensors that are optimized under different operating and fault conditions. The Pearson Correlation Coefficient (PCC) feature selection approach is used to optimize the sensors, while the data is generated from numerical simulations on a 4S4P immersion-cooled LiB module. The model validation through internal experimental trials is performed on a 2S2P battery module. The four ML classification algorithms, which include the K Nearest Neighbors, Random Forest (RF), Extreme Gradient, and Long Short Term Memory (LSTM), are trained on the optimized sensors data and are further tested internally and externally to assess their performance on unseen data within and outside the training range. A 5-fold cross-validation process is also implemented, and following a comprehensive comparison of the predictions based on the accuracies and model elapsed time, the best-fit model is identified. The results conclude that while the LSTM model slightly outweighs the other models with an accuracy of 98.18% for the specific external test cases, the RF model is chosen as the best-fit model with a prediction accuracy of 99.7% based on the error metrics and low training time for the internal testing. The outcomes of this present work contribute to the early identification of battery module failures, enhancing safety and reducing costs.