Psychological Well-being Of Employees Research Articles

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

Influence of Islamic leadership on Employee Psychological Well-Being with the Mediation of Organizational Justice

This study explores the relationship between Islamic leadership, organizational justice, and employee psychological well-being in the workplace. Islamic leadership, rooted in the teachings of Islam, is examined for its influence on employee well-being. The concept of psychological well-being, encompassing self-acceptance, positive relationships, autonomy, environmental mastery, purpose in life, and personal growth, is the primary focus of this research. A quantitative research method with a positivist approach and survey methodology was employed. The results reveal a significant relationship between Islamic leadership, organizational justice, and employee well-being. Organizational justice is also found to mediate the relationship between Islamic leadership and psychological well-being. These findings hold significant implications for organizational management, emphasizing the importance of religious values in leadership and justice in creating a fair work environment. Islamic leadership can serve as a source of motivation for employees, while organizational justice can enhance employee well-being. The study's findings can be utilized as a foundation for developing more effective management strategies to improve employee psychological well-being in the workplace. This research contributes significantly to understanding the relationship between Islamic leadership, organizational justice, and employee well-being

The cost of ‘cost reduction’: An integrative review of blended workgroups

Blended workgroups, comprising both standard and nonstandard employees, are increasingly used by organisations to reduce costs, however, evidence on their effectiveness has been mixed. This integrative review analyses 96 relevant empirical studies, and organises the findings along three themes: impacts at individual and organisational levels, theoretical perspectives explaining the mechanisms of workgroup dynamics, and contingency factors influencing benefits and costs. Our findings offer four key insights: the importance of composition, the need for a multi-perspective approach, the development of targeted management practices, and the significance of career lifecycle management, all of which have important managerial implications. We suggest five avenues for future research: integrating theoretical perspectives, addressing employee psychological well-being, considering contextual factors, examining temporal changes, and analysing the impact of gender dynamics.

The role of female managers in enhancing employee well-being: a path through workplace resources

Purpose Following the job demands-resources theory, this study aims to investigate the role of female managers in enhancing employee well-being in terms of psychological health via workplace resources. Design/methodology/approach Based on a large-scale job stress survey of approximately 96,000 employee-year observations ranging from 2017 to 2019, this study applies structural equation modeling to construct latent workplace resources at the task, group and worksite levels and then examines the impact of female managers on employee well-being, including occupational stress, job satisfaction, work engagement and workplace cohesiveness. Findings The findings provide supporting evidence for the transformational leadership behaviors of female managers. The presence of women in management is associated with improved workplace resources and employee well-being, particularly workplace cohesiveness, work engagement and reduced occupational stress. These relationships are significantly mediated by workplace resources, which elucidates the underlying mechanisms involved. Notably, the positive indirect effects via workplace resources could counteract the negative direct effects of female managers. Compared with top managers, female middle managers have more substantial impacts. Practical implications In practice, it is recommended to promote female representation at the management level and strengthen policies that support female middle managers to ensure favorable effects on workplace resources. In a gender-diverse management team, it is important to share female managers’ experiences in improving employee psychological well-being. Originality/value This study provides new empirical evidence to support the transformational leadership behaviors of female managers and elucidates the mechanism of female managers’ influence on employee well-being by introducing workplace resources as mediators.

Peculiarities of working conditions for employees with a remote form of employment

Today, the problem of improving working conditions and improving their organization is quite urgent, in particular, the issue of working conditions for workers with non-standard forms of employment, in particular remote employment, which is gaining importance today, needs to be resolved. The purpose of the article is to study the peculiarities of working conditions for employees with remote employment, to identify problems and to propose ways to eliminate them. It is noted that with the appearance of non-typical (non-traditional) forms of employment on the domestic labor market, both practitioners and scientists are increasingly questioning the employer’s ability to fulfill the duty assigned to him to guarantee employees whose work does not fit into the traditional framework of labor relations, safe and healthy working conditions. Therefore, the employer using this type of employment should also take care of additional protection of employees, in particular, in matters of occupational health and safety, especially today, when the danger is different, external, military. At the same time, analyzing the current labor legislation, it was established that the employer is responsible only for “the safety and proper technical condition of the equipment and means of production, which are transferred to the employee to perform remote work”, and he does not have the obligation to ensure safe and harmless working conditions for the employee. Therefore, supporting other researchers of this issue, it is suggested that among the special conditions of the labor contract on remote work, there should also be a condition on ensuring labor safety, in order to oblige the employer to ensure the safety of the work of employees of the remote form of employment, in particular, to make sure that the assigned work can be performed safely at home by such an employee, has appropriate equipment and tools for safe work at home, received appropriate information, instructions and training (including in the event of an emergency), and also took measures to ensure the physical and psychological well-being of employees. Since remote work should not entail any restrictions on the scope of labor rights of employees, that is, a remote worker should have the same rights and obligations as other employees.

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor.

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

Transformational Leadership and Sustainable Practices: How Leadership Style Shapes Employee Pro-Environmental Behavior

Organizations committed to sustainability and reducing their environmental footprint depend largely on the pro-environmental performance of their employees. This study investigates how environmentally specific transformational leadership (ESTL) shapes employee pro-environmental performance, as well as the mediating role of employee environmental awareness and the boundary condition of emotional exhaustion at work. Data were collected from 264 participants across three waves. The findings reveal that ESTL exerts a positive influence on employee environmental awareness, which in turn enhances pro-environmental performance. Additionally, the positive indirect effect of ESTL on pro-environmental performance through environmental awareness is moderated by emotional exhaustion, being stronger when the emotional exhaustion level is low. These findings highlight the critical role of leadership in fostering environmental sustainability within organizations and the importance of considering employee psychological well-being in the process. Our research contributes to the understanding of how specific leadership behaviors can drive pro-environmental actions in the workplace, offering practical implications for organizational leaders aiming to enhance environmental performance.

An Empirical Analysis of Servant Leadership's Impact on Psychological Wellbeing and Employee Creativity in the Healthcare Sector

The study explores the role and impact of servant leadership (SL) on employee psychological well-being and creativity in the healthcare industry. SL, rooted in traditional values, prioritizes others' needs and promotes moral behavior and ethical viewpoints. The study explores the impact of social learning (SL) on employee creativity and psychological well-being in the healthcare sector, demonstrating its alignment with the profession's commitment to quality patient care. The study postulates and empirically show the favorable relationships between SL and employee creativity and psychological well-being, building on the “Job Demands-Resources (JD-R) theory”. A study was conducted using an online survey to gather data on physicians' perspectives and features in the hospital setting. The survey, conducted in collaboration with healthcare providers, involved 122 physicians aged 18-40+, with 49% female and 51% male. Data was collected using Google Forms, and participants' experiences ranged from 5 to over 20 years. The study used convenience and purposive sampling approaches to increase sample diversity. Despite limitations like self-administrative data and selection bias, the technique provided a systematic understanding of physicians' perspectives and hospital settings. The study reveals a strong positive correlation between employee creativity (EC) and servant leadership (SL), highlighting its role in fostering innovative workplace cultures. It also reveals a strong correlation between SL and psychological well-being, confirming its ability to improve mental health and job happiness in healthcare workers. The study's theoretical implications integrate the JD-R theory and provide insights into contextual elements affecting SL effectiveness. Companies are encouraged to incorporate SL practices into their management strategies to promote creativity and prioritize employee welfare. However, the study's shortcomings, such as its cross-sectional methodology and geographical focus, suggest the need for more research projects. The study concludes that an effective leadership style is servant leadership in the healthcare industry, promoting creative and healthy work cultures.

Well-Being in the Public Service: A Multi-Level Analysis of Job Demands and Job Resources

ABSTRACT This study extends the Job Demands-Resources (JD-R) theory in the public sector through a multi-level, qualitative examination of psychological well-being. Focusing on the Australian Public Service, we demonstrate that job demands and resources impacting employee well-being vary and interact at individual, team and organizational levels. Qualitative examinations of the JD-R theory are scarce, offering limited insight into these interactions. We provide insights into contextual influences on job demands and resources and their implications on employee psychological well-being, contributing to the theoretical development of the JD-R theory and recommending strategies for enhancing and sustaining well-being in the public service.

Relationship Between Social Relationships Quality, Emotional Intelligence, and Work Environment to Psychological Well-Being

This study used a quantitative approach with a cross sectional design. The aim was to explore the relationship between the quality of social relationships, emotional intelligence, and work environment and psychological well-being. A total of 145 respondents who actively worked from various sectors or industries were selected through the purposive sampling method. The research instrument was a questionnaire with five Likert scales 1-5. Data collection will be conducted from December 15, 2023 to January 15, 2024. The data was analyzed using Structural Equation Modeling (SEM) with the help of AMOS software. Path analysis is used to test the relationship between the variables studied, while the validity and reliability of the instrument are examined through factor analysis. The results showed that the quality of good social relationships, high levels of emotional intelligence, and a supportive work environment have a strong and positive influence on the psychological well-being of working individuals. This research makes an important contribution in deepening our understanding of how the interaction between these factors together affects psychological well-being. With a deeper understanding of these dynamics, it is expected to develop strategies that are more effective in improving the quality of the work environment and psychological well-being of employees. Therefore, the results of this study not only provide empirical findings on the relationship between these variables, but also have the potential to be the basis for the development of policies and management practices that are more oriented towards employee welfare. By adjusting the work environment and paying greater attention to aspects such as the quality of social relationships and the building of emotional intelligence, organizations can strengthen the psychological well-being of their employees. This not only means improving an individual's working life, but also having a wider positive impact on productivity and overall work quality.

Job Autonomy and Employee Psychological Well-being: The Mediating Effect of Employee Voice

The review of employee well-being literature in the context of human resource management and organisational behaviour advocates that well-being is a major area of consideration for every organisation. Thus, based on job demand resource (JDR) theory, the study aims to examine the influence of job autonomy on the psychological well-being of employees with promotive voice behaviour playing the role of a mediator. Structural equation modelling (SEM) is used to analyse the cross-sectional data of 206 employees from the Indian service sector. The findings support the direct relationship between job autonomy, employee promotive voice and psychological well-being and further confirm the mediating role of promotive voice between job autonomy and psychological well-being. This study suggests that organisations should delegate authority to their employees to carry out their job roles, as it can improve their voice behaviour and further their psychological well-being. To the best of our knowledge, this is the first study to investigate the mediating effect of promotive voice behaviour between job autonomy and psychological well-being.

Servant leadership and service recovery performance: influence of creative adaptability and employee psychological well-being

PurposeThis study draws on insights from the theory of conservation of resources to explore the impact of servant leadership (SL), creative adaptability (CA), and psychological well-being (PWB) on the service recovery performance (SRP) of employees. More specifically, the objective of this study is twofold: one to ascertain whether employees' service recovery performance would increase significantly after their exposure to SL, and two, to determine whether CA and PWB serially mediate the link between SL and SRP.Design/methodology/approachTo analyze the data collected from a sample of 371 air service providers’ front-line employees (FLEs), partial least squares structural equation modeling (PLS-SEM) was performed.FindingsThe result indicated that SL was positively related to SRP. Likewise, the results of the serial mediation analysis showed that CA and PWB independently and serially mediated the SL-SRP relationship. This study makes significant contributions to the literature on SL and SRP.Originality/valueThis study adds to the growing body of research on how FLEs effectively deal with customers who are dissatisfied with their service failure experiences. Specifically, this research expands on previous results by proving the favorable effect of leadership style on FLE’s service recovery performance. In addition, the current study examines how effective service recovery is by assessing the employee’s resources based on COR theory. Finally, this research provides new insight into the influence of SL on SRP through the serial mediation of CA and FLE’s well-being.

The Value of Employee Trust During Turbulent Times: Exploring Vigilant Leadership Communication and Employee Psychological Well-Being

ABSTRACT Vigilant leadership communication has emerged as an important strategy to help organizations navigate unexpected change or turbulent times, such as recently experienced during the COVID-19 pandemic. Vigilant leadership communication is marked by a leader’s preventative focused communication, encouragement of diverse ideas across the organization, alertness to unexpected setbacks, and vigilance for latent opportunities within an organization. This study builds theoretically upon vigilant leadership communication by further conceptualizing potential impacts on employee outcomes, specifically employee psychological well-being. Additionally, this study highlights the importance of trust by proposing a theoretical model in which vigilant leadership communication’s impact on employee’s psychological well-being is fully mediated by employee perceptions of organizational trust and leader trust. Results suggest that effective vigilant leadership communication cannot be successful in a vacuum and that the trust employees have for both the leader and the organization will mediate the relationship between vigilant leadership communication and employee psychological well-being.

Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees

PurposeThis study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being.Design/methodology/approachThe study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used.FindingsThe results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings.Practical implicationsIn the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being.Originality/valueThis study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

The Role of Transformational Leadership in Improving Employee Psychological Wellbeing: A Review

The Role of Transformational Leadership in Improving Employee Psychological Wellbeing: A Review

Peran Keluarga dalam Pembentukan Identitas dan Kesejahteraan Psikologis Karyawan di CV. SUGIH MAJU BERKAH

This research aims to reveal the role of family in the formation of identity and psychological well-being of employees at CV. SUGIH FORWARD BLESSINGS. Employee identity and psychological well-being are important aspects in supporting productivity and performance in the work environment. Using a qualitative approach, this research involved in-depth interviews with a number of CV employees. SUGIH MAJU BERKAH to explore how their family experiences influence individual identity and psychological well-being in the work context. The research results show that the family plays a crucial role in shaping employee identity, through the influence of the values, norms and emotional support provided. Interactions with family members also play a role in shaping employees' mindsets and attitudes towards their work. In addition, family support has a positive impact on psychological well-being, creating an emotionally healthy work environment and increasing employees' mental resilience. These findings provide an important contribution to understanding the role of the family in the context of identity formation and psychological well-being of employees in the CV work environment. SUGIH MAJU BERKAH, as well as providing suggestions for developing human resource management strategies that are more holistic and oriented towards family support to improve employee psychological well-being.

SELF-COMPASSION AND PSYCHOLOGICAL WELL-BEING AMONG EMPLOYEES IN COMPANIES IMPLEMENTING LAYOFFS

The COVID-19 pandemic has led to mass layoffs in companies worldwide, including Indonesia, which has been further exacerbated by the global recession in 2023. These mass layoffs not only impact the mental well-being of affected employees but also the psychological state of those still employed in related companies. Previous studies have shown that the uncertain employment situation creates feelings of worry, demotivation, difficulty sleeping, and unexplained anger. This study focuses on the importance of self-compassion, which encourages individuals to accept their imperfections and negative emotions without drowning in them. The research using Spearman’s correlation, conducted in Jakarta with a sample size of 101 active employees whose companies have recently carried out mass layoffs, found a significant positive relationship between self-compassion and psychological well-being of employees in companies that have terminated employment (r = 0.821, p < 0.05). The study suggests that self-compassion can be an adaptive strategy to promote well-being and positive psychological functioning during difficult times. Further research could explore different data collection techniques and study subjects.

Workplace Ergonomics and Employee Performance in Registered Private Security Firms in Kenya

Employee performance in private security firms is Kenya is facing numerous challenges frequently emanation from workplace environment. Therefore, this study sought to assess the effect of workplace ergonomics on workplace ergonomics on employee performance in private security firms in Kenya. The study was anchored on the Two-Factor Theory of Motivation. The study utilized positivism research approach. The study used descriptive and correlation research designs. The study population was 13,484 drawn form the Kenya Security Industry Association (KSIA) and Protective Security Industry Association (PSIA). The sample size was 180 respondents established by use of Slovin sample size determination formulae. Questionnaires were used as instruments for obtaining the data required. Validity and reliability of the questionnaire were enhanced by carrying out a pilot study prior to data collection. The study adopted regression analysis to establish the effect of workplace ergonomics on employee performance in private security firms in Kenya. The study findings indicated that workplace ergonomics had a positive and significant relationship with employee performance in private security firms in Kenya. Therefore, the relationship between workplace ergonomics and employee performance is crucial as it can have far-reaching implications for both employees and organizations. The positive and significant relationship between workplace ergonomics and employee performance suggests that private security firms should consider investing in ergonomic improvements to create a healthier, more productive, and engaged workforce. It can have a cascading effect on various aspects of organizational success. Therefore, the implications of workplace ergonomics on employee performance in private security firms in Kenya are diverse and can positively impact both the physical and psychological well-being of employees. Private security firms need to recognize and invest in ergonomic principles to create a healthier, more productive, and more satisfying work environment. This, in turn, can contribute to the overall success and sustainability of private security firms in Kenya.

Exposure to workplace bullying and wellbeing among Ghanaian nurses: The role of personal resources

The present study examined the effect of workplace bullying on employee wellbeing, and the moderating effects of psychological capital and emotional intelligence in the workplace bullying and employee wellbeing relationship. Data was collected from 224 nurses in a teaching hospital in Ghana. The results of the analysis showed that workplace bullying has a negative effect on the psychological wellbeing of employees. Furthermore, the results showed that psychological capital and emotional intelligence moderated workplace bullying and psychological wellbeing relationship. The present study makes some contributions to theory and practice. Theoretically, the study extends the literature on the JD-R by highlighting the significant effect of personal resources in mitigating the effects of workplace bullying on employee wellbeing.

Antecedents to Employee Engagement and Moderating Role of Climate for Innovation and Mediating Role of Employee Psychological Wellbeing

Employee engagement is necessary for the growth and sustainability of firms. Many past studies have used different antecedents of employee engagement, including commitment, psychological well-being, and other organizational-related outcomes. However, a few studies have examined the moderating effect of climate for innovation on ESMU and EE. Given its importance, we have developed a conceptual framework that examines the impact of ESMU, EPWB, and EC on EE and the effect of ESMU on EPW. The study also examined the moderating effect of CFI and the mediating effect of EPW. The study has focused on Pakistan’s textile sector. Its employment generation and contribution toward GDP are significantly higher than other industries. Based on the data collected from the targeted textile sector and using smart PLS, we found support for all the hypotheses. The study documents ESMU, EPWB, and EC promote EE. ESMU promotes EPWB. EPWB mediates ESMU and EE. CFI moderates ESMU and EE. The study increased the generalizability of Bandura’s Social Cognitive Theory (1977), as our results support all the proposed hypotheses. We recommend firms must focus on creating an innovative environment. Employees suggest new ideas about new business processes and innovation in such an environment. New ideas may not always result in innovative products but may increase employee involvement and engagement. Many leading firms have made a policy in which all the employees have to give new ideas perpetually, producing good results. Textile firms in Pakistan may adopt and implement this policy. Therefore, we recommend firms must focus on creating an innovative environment. Employees suggest new ideas about new business processes and innovation in such an environment.