Employee Well-being Research Articles

Investigating the impacts of psychological safety climate on mental ill health in the Vietnamese construction industry

PurposeMental ill health is prevalent among construction workers due to high job demands and unsafe working conditions. Psychological safety climate (PSC) has emerged as a potential solution for improving workplace mental health. However, there is still limited understanding of how different dimensions of PSC influence mental ill health. Thus, this study aims to explore the impact of PSC on the mental ill health of construction employees in the Vietnamese context.Design/methodology/approachData were collected from 238 construction professionals using a non-probability sampling method. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the relationships between various PSC dimensions and mental ill health.FindingsThe findings revealed that management commitment and management priority have the most significant influence on reducing mental ill health in the Vietnamese construction sector. While organizational communication and participation contribute, their impact is less pronounced but crucial in promoting employee well-being.Originality/valueFirms should actively promote mental well-being by visibly prioritizing psychological health alongside productivity and providing resources for stress prevention. For policymakers, these findings suggest the need for regulations that encourage or mandate mental health programs. Additionally, the study highlights the need for employees to engage with mental health initiatives to reduce the stigma surrounding mental health discussions in the workplace.

Gaming the system

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Gamification is a powerful tool that can encourage increased engagement and productivity in the workplace, yet without careful consideration and calibration of rewards, it can be open to exploitation or detrimental to the wellbeing of employees. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Impact of JD.coms Business Model Innovation on Corporate Performance in the Context of ESG

This study aims to explore the impact of ESG factors on the overall development of JD.com in depth by analyzing the annual report and ESG report released by JD.com. The author studied JD.com's annual and ESG reports of specific years in detail, extracted data and information about ESG indicators (such as energy conservation and emission reduction initiatives in environmental aspects, employee welfare and community relations in social aspects, etc.), and made a comprehensive analysis. In terms of environment, this paper found that JD.com not only built energy-saving and environmentally friendly logistics parks, but also continuously optimized the structure of diversified employees, and continued to increase employees' salaries. After the implementation of ESG, JD.com's profitability has been greatly improved, leading the industry, winning many awards at home and abroad, and being recognized by investors. To sum up, ESG factors play a crucial role in the overall development of JD.com, which has a broad and positive impact on many aspects of its cost control, brand building, talent management, and financial performance.

Social employee well-being challenges of academics in the hybrid work environment

Social employee well-being challenges of academics in the hybrid work environment

Leadership Styles in the 21st Century: A Comparative Analysis of Transformational and Transactional Leadership

This study aims to explore the impact of transformational and transactional leadership styles on employee motivation, well-being, and performance in modern work environments and attempts to compare these two leadership styles and analyze their impact on employee well-being, motivation, and overall productivity in modern organizations. Qualitative methodology is utilized in this research work. The data is gathered through the interviews, focus groups and surveys from selected organizations and regions in Pakistan. The results showed that transformational leadership, specified by trust, communication, and empowerment, prominently improves employee engagement, job satisfaction, and productivity, especially in remote work settings. On the contrary, the transactional leadership which focuses on rewards and penalties has a lesser impact on motivation.

Environmental sustainability and the happy-productive worker: examining the impact on employee well-being and work performance in educational institutions

PurposeThe happy-productive worker hypothesis posits that employee well-being is an important factor in work performance. Educational institutions around the world are facing both internal and external pressures to integrate sustainability into their practices, with the goal of protecting the planet and ultimately boosting profits. This paper explores the potential wider benefits of sustainability, including its relationship with employee well-being and performance, by investigating the influence of organisational sustainability on the happy-productive worker hypothesis.Design/methodology/approachEducational institution employees from the UAE and USA (n = 199; 66.3% teachers) completed an online questionnaire measuring their well-being, perceptions of their organisations’ environmental sustainability and three self-reported job performance measures (task performance, contextual performance and counter-productive workplace behaviours). Regression and mediation analyses were conducted to test hypothesised relationships.FindingsBoth well-being and sustainability were positively associated with work performance. Furthermore, sustainability accounted for additional variance in performance beyond that accounted for by well-being. Sustainability partially mediated the relationship between well-being and performance, providing evidence of the importance of sustainability in the workplace.Originality/valueThis study contributes to an emerging field by investigating the relationship between an organisation’s sustainability and benefits of this for employees in terms of well-being as well as work performance. The findings provide further support for the happy-productive worker hypothesis and also the first evidence that educational institutions’ sustainability can mediate this relationship.

Health and well-being of staff in substance use services: The case of Scotland.

Background: Addressing high rates of drug and alcohol mortality requires a sustained commitment to supporting a resilient and skilled substance use workforce. Employee well-being in wider health and social care has been the subject of much empirical research, however there is a dearth of evidence specific to professionals working in substance use services.Methods: Data were derived from a cross-sectional survey of publicly-funded drug and alcohol services operating in Scotland during autumn 2021. Nested semi-log regression models estimated the associations between workplace characteristics and workforce composition, and the main outcome measure: non-Covid sickness absence. Qualitative data were analysed using thematic analysis.Results: 88 services, representing 43% of Scotland's drug and alcohol services, were included in the study. Factors significantly and positively associated with non-Covid sickness absence in multivariable analysis included average caseload per whole-time equivalent and number of whole-time equivalent clinical roles. Descriptive statistics show that vacancy rates and caseloads are comparatively higher in statutory services, and are also higher for clinical than non-clinical positions.Conclusion: This study revealed that and burnout leading to sickness absence are serious issues for frontline staff in drug and alcohol services, and these worsened during the Covid-19 pandemic. This research provides a foundation for validating the current findings via future large-scale longitudinal studies, and improving the well-being of people delivering health and social care services in substance use settings.

Empowering leadership in crisis: a natural experiment

ABSTRACT Existing research suggests that empowering leadership enhances employee well-being, but context-specific empirical studies in the public sector remain scarce. We investigated whether this positive impact persists during a public health crisis. To test this, we conducted a natural experiment, utilizing a longitudinal survey of healthcare employees and administrative data on geographical variance in hospitalization rates during a public health crisis. Our findings show that empowering leadership is less effective during a crisis and can even result in adverse effects. The results challenge the notion that empowering leadership universally benefits employee well-being and highlight its potential dark side.

The Impact of Personal and Change Event Characteristics on Employee Wellbeing via Uncertainty and Insecurity

The Impact of Personal and Change Event Characteristics on Employee Wellbeing via Uncertainty and Insecurity

Examining Leadership-Induced Psychosocial Hazards: A Qualitative Case Study on the Impacts among Academics

Leadership profoundly influences the well-being of employees across various domains, including their physical, emotional, and psychological states. This qualitative inquiry delves into the interplay between leadership styles and psychosocial hazards within private research-focused universities. This study extracts nuanced insights into the leadership dynamics prevalent in their academic environments through standardised open-ended interviews with seventeen academics. Utilising the Atlas.ti software for analysis, thematic examination revealed eight distinct codes characterising detrimental leadership typologies: self-serving, control-oriented, unempathetic, biased & favourites, narcissistic, authoritarian, misleading, and weak & indecisive leaders. These findings illuminate the profound psychological and social repercussions of such leadership styles within academia, emphasising the imperative for institutional safeguards to mitigate their adverse effects. The study enriches the ongoing discourse on leadership in higher education and advocates for a critical reevaluation of leadership practices to cultivate a more supportive and productive academic milieu.

Work–Family Interference as a Mediator Between Job Characteristics and Employee Well-Being During COVID-19 in China: A Job Demands–Resources Model

The COVID-19 pandemic has fundamentally transformed workplace dynamics worldwide. Within this context, emerging patterns in job demand and job resources necessitate a thorough examination of how these workplace changes affect work–family interference and employee well-being across diverse occupational categories. The current study investigates the differential impact of job characteristics on job satisfaction and work stress during the COVID-19 pandemic, comparing blue-collar and white-collar occupations in China. Drawing from the Chinese General Social Survey (CGSS) database, we conducted a cross-sectional analysis using data from two time periods, 2015 and 2021, encompassing 10,968 and 8148 valid samples, respectively. Through bootstrapping analysis, we tested the indirect effects of job characteristics on employee well-being, mediated by work–family interference. The results reveal distinct patterns across occupational categories. Blue-collar workers demonstrated increased susceptibility to work-related stress, primarily due to the compounding effects of dual workload demands that intensified their work–family interference. Conversely, white-collar employees maintained a positive relationship between job autonomy and job satisfaction, despite the negative mediating influence of work–family interference.

Employee Well-Being Programs and Their Effect on Organizational Commitment: An Analytical Study with Special Reference to Private Bank Employees

Employee well-being programs are critical for fostering a productive and committed workforce. Employee well-being initiatives are crucial for cultivating a productive and motivated staff, particularly in high-stress sectors such as private banking. Workers in this sector frequently endure extended working hours, elevated client expectations, and stringent performance standards, resulting in stress and job unhappiness. Well-being initiatives, such as mental health support, financial aid, flexible work arrangements, and career development programs, are essential for sustaining employee morale and organizational commitment. This study examines the effects of such initiatives on staff retention and satisfaction in private banks, utilizing empirical data from 122 respondents. Diverse statistical methodologies, such as factor analysis, correlation, regression, and hypothesis testing, are utilized to assess the efficacy of these activities. The findings reveal a robust positive correlation between well-being programs and organizational commitment, indicating that employees who receive organized support have increased job satisfaction and reduced turnover intentions. The report emphasizes that financial assistance and healthcare benefits substantially improve employee loyalty, whereas work-life balance programs foster long-term involvement. The findings highlight the imperative for private banks to invest in comprehensive well-being programs to enhance workforce stability and organizational performance. Through the implementation of comprehensive well-being initiatives, private banks can diminish employee turnover while fostering a more dedicated, engaged, and high-performing team.

Pleasurable emotional states in health-care organizations: the mediation role of employee wellbeing on transformational leadership and job satisfaction.

This study aims to examine the association between transformational leadership, employee well-being and job satisfaction, focusing on the mediating role of employee well-being in the association between transformational leadership and job satisfaction. Data for this purpose were gathered by the authors through a questionnaire survey, with 180 employees at health center IV hospitals in Uganda serving as the sample. To test the theoretical model, a PROCESS Model Type 4 mediation analysis was performed. The findings demonstrate a slightly favorable association between transformational leadership and job satisfaction, transformational leadership is positively related to employee well-being as well as a positive association between employee well-being and job satisfaction. Moreover, the outcomes of the mediation analysis verify that employee well-being acts as a mediator in the association between transformational leadership and job satisfaction. Health-care organizations should invest in leadership training programs that develop transformational leadership skills. Leaders, who can inspire, intellectually stimulate and provide individualized consideration can significantly enhance employee well-being, which in turn boosts job satisfaction. Establish ongoing development initiatives to ensure that leadership skills remain sharp and evolve with changing health-care demands. This study adds to the body of knowledge in organizational behavior by examining the relationship in detail between transformational leadership, employee well-being and job satisfaction. In addition, this study was carried out in a developing nation, which might usually produce results that differ from those of studies carried out in developed nations.

Does grit foster employee well-being? Role of basic need satisfaction and psychological empowerment – a moderated mediation study

PurposeRecent research has established the importance of grit as a psychological resource in yielding a number of beneficial outcomes. However, the mechanisms linking grit with its consequences are yet to be explored fully. Drawing upon self-determination theory (Deci and Ryan, 2000) and the self-concordance model (Sheldon and Elliot, 1999), the present study aims to examine the impact of grit on employee well-being via the indirect path of need satisfaction. Further, the study explores the moderating role of psychological empowerment in the relationship between grit and need satisfaction.Design/methodology/approachThe data were gathered from Indian service sector employees (n = 798). Standardized instruments were used to measure the variables under investigation.FindingsThe findings ascertained a positive relationship between grit and employee well-being in the organizational context. The structural equation modeling analysis suggested that need satisfaction partially mediated the path leading from grit to employee well-being. Further, the findings obtained from PROCESS Macro analysis revealed a conditional moderating effect of psychological empowerment in bolstering the hypothesized mediation path involving grit, need satisfaction, and employee well-being.Originality/valueThe present study contributes to positive organizational behavior literature by uncovering the inter-linkage between grit and well-being in terms of intermediary mechanism. The theoretical and managerial implications, along with the limitations of the study, have been discussed.

The Dark Side of the Hospitality Industry: Workplace Bullying and Employee Well-Being with Feedback Avoidance as a Mediator and Psychological Safety as a Moderator

Objectives: The tourism and hospitality industry, well-known as a people-oriented industry, is not immune to the adverse outcomes of workplace bullying. This paper explores the darker side of the tourism and hospitality sector by investigating workplace bullying and its potential impact on shaping employee well-being. Specifically, the study explores how feedback avoidance can mediate the relationship between information flow and employee well-being and how psychological safety can moderate the relationship between information flow and employee well-being in bullying contexts. Methods: Using a quantitative-methods approach, the paper analyzed survey data from 341 employees at five-star hotels in Sharm El-Sheikh, Egypt, with structural equation modelling (PLS-SEM program). Results: The findings indicated that the spread of information about workplace bullying promotes the feelings of stress among employees which negatively affects their wellbeing in the workplace. Additionally, feedback avoidance as a mediator was found to foster the harmful impacts of bullying. Conversely, psychological safety as a moderator functioned as a protective element, mitigating the negative influence of workplace bullying on employees’ well-being. Conclusions: This paper enhanced our understanding of the dark side of the hospitality industry, specifically workplace bullying, by highlighting the key role of information dynamics about bullying in the workplace and the role of psychological safety in shaping overall employee well-being.

The impact of sustainable practices on employee well-being and organizational success

The evolution of work models, particularly the shift towards remote and hybrid work, has made employee well-being a central focus for organizations. Research shows that adopting sustainable and inclusive workplace practices that prioritize both physical and mental health significantly contributes to increased employee engagement, productivity, and overall satisfaction. The adoption of holistic well-being policies, including mental health support programs, flexible work schedules, and inclusive environments, is increasingly seen as essential for both personal and professional development. These practices not only benefit employees but also support organizational viability, aligning with global Sustainable Development Goals (SDGs), especially SDG 3, which focuses on health and well-being. Studies by Madero-Gómez et al. (2023), Singh et al. (2019), Abid et al. (2020), and others highlight the critical role of sustainable human resource management (HRM) practices in promoting employee well-being and reducing environmental impacts, creating a mutually beneficial cycle for both employees and companies. Investing in well-being strategies such as promoting mental health and offering flexible working conditions has proven to enhance organizational culture and contribute to long-term business success. The post-pandemic work environment further underscores the importance of such practices. As organizations aim to adapt to new challenges, prioritizing employee well-being and sustainability can offer a competitive advantage. Companies that implement these policies are better positioned for growth, innovation, and market adaptability, making it clear that employee well-being is integral to achieving sustainable business success.

The Relationship of Physical Activity to Anxiety and Resilient Coping Among Higher Education Employees

Background: Physical activity (PA) can positively affect mental health, yet many aspects of this relationship (degree of effectiveness across populations and conditions, biological mechanisms, etc.) remain unexplored. Aim: This study seeks to understand how PA is associated with anxiety, a common mental health condition, and resilient coping, the ability of an individual to overcome personal stress; and, how PA can be utilized to alleviate anxiety and strengthen resilient coping. Methods: Data collected from Health Assessment surveys assessed how several types of PA (moderate, vigorous, moderate-to-vigorous, and strength training) are related to anxiety and resilient coping. Results: Analysis revealed statistically significant relationships between PA and anxiety and PA and resilient coping. The findings from this study establish positive associations between PA and anxiety and resilient coping, emphasizing the powerful influence of PA as a mental health therapeutic. Such results suggest that PA could become a key component for attenuating mental health crises of workforces within higher education institutions. Conclusion: These findings serve as convincing evidence that organizations should assess ways to incorporate PA into their policies and programs for the health and well-being of employees, namely those of higher education institutions.

A Conceptual Framework for Sustainable Human Resource Management: Integrating Ecological and Inclusive Perspectives

Purpose: This study proposes a conceptual model integrating ecological and inclusive perspectives within sustainable human resource management (SHRM). It introduces a novel framework that bridges gaps in the literature by integrating ecological sustainability and social inclusivity dimensions to enhance SHRM practices. Design/Methodology/Approach: A systematic literature review synthesizes Green HRM practices and diversity, equity, and inclusion (DEI) principles. The framework is built around three dimensions: ecological sustainability, social inclusivity, and integrated sustainability. Findings: The model demonstrates the synergies between ecological and inclusive practices in SHRM. It shows how Green HRM and DEI enhance employee engagement, organizational resilience, and sustainability performance. The study highlights the uniqueness of integrating ecological and inclusive dimensions in achieving comprehensive sustainability, offering a theoretical advancement in SHRM frameworks. Practical Implications: The framework provides a roadmap for organizations to implement sustainability initiatives, including eco-friendly recruitment, inclusive green training, and equitable work policies. Addressing environmental and social goals simultaneously improves organizational performance and employee well-being. Originality/Value: This research introduces a novel framework that integrates ecological and inclusive dimensions into SHRM. It is the first to emphasize the interplay between Green HRM and DEI as foundational components of sustainable HR practices, providing both theoretical and practical contributions.

Impact of office light environment on mental health interventions for employees: An investigative analysis

Background The increasing prevalence of work-related stress and mental health issues has become a global concern, particularly in developing countries. The light environment in office spaces, known to influence both visual and non-visual aspects of health, is a critical factor that needs further exploration for its potential in enhancing employees’ psychological well-being. Objective The aim of our study was to investigate the role of light environments in office spaces in influencing the psychological well-being of employees. Methods The study was conducted in 2 office locations in Shanghai and Dalian, China and analyzed data from 235 employees. Data on the effects of the light environment were self-reported by the participants, and the psychological well-being of the employees was measured on 2 dimensions (differences in color perception, and differences in perception between natural dynamic lighting and artificial static lighting). The effects of hue and lightness on employee psychology, and the effects of natural versus conventional static lighting on employee mood were analyzed. Results The findings revealed that the hue and luminance of office spaces significantly affect employees’ psychological satisfaction and emotional states. Specifically, natural dynamic lighting, which aligns with the natural photoperiod, was found to effectively reduce negative emotions such as anger and depression, offering a promising intervention for improving mental health in the workplace. Conclusions The light environment in office settings plays a significant role in mitigating mental health issues among employees. While the study confirms the positive effects of dynamic lighting on mental health, it also highlights the need for further interdisciplinary research to fully understand the complex mechanisms involved.

The BeWell Champion Program: A Worksite Wellness Initiative

Background: Adults spend most of their waking hours at work, which offers a setting to improve employee well-being. This paper describes the impact of an evidence-based employee wellness initiative on employees at a large health system. Methods: The project team provided virtual technical assistance and training to a designated champion at 22 enrolled clinical sites. Measures included an abridged version of the Centers for Disease Control and Prevention (CDC) Worksite ScoreCard, a process evaluation, and employee participation data. Champions used baseline data for their site to select wellness initiatives. Results: Results demonstrated positive improvements in multiple domains on the CDC Worksite ScoreCard, with significant improvements in organizational support and the overall score. Conclusion: Utilization of evidence-based models, flexibility to meet the needs of varied clinical practice sites, and capacity for sustainability indicate this approach may be adaptable and feasible for other large health systems.