Employee Well-being Research Articles

Managing cyber incivility in digital workplaces: a systematic review and HR strategies

Purpose This study aims to address workplace cyber incivility in digital environments by proposing human resource (HR) management strategies derived from a systematic review of the literature. It seeks to clarify the concept of cyber incivility, identify its antecedents and outcomes and provide practical recommendations for HR practices to mitigate its effects. Design/methodology/approach A systematic review following PRISMA guidelines analyzed 31 empirical studies (2006–2024) using Google Scholar, PsycINFO, Business Source Complete and Web of Science databases with keywords, including “cyber incivility,” “digital workplace” and “employee well-being.” Studies were included if they focused on workplace cyber incivility, provided primary data and were published in English, while those on cyber aggression or bullying were excluded. Two authors independently screened studies, resolving discrepancies through discussion. Thematic analysis synthesized findings on definitions, antecedents, outcomes and moderators. Findings The review identifies gaps in the literature, including inconsistent measurement approaches, limited understanding of cyber incivility’s multidimensional nature, insufficient examination of dyadic perspectives between perpetrators and targets and fragmented research across different digital platforms. The included studies (n = 31) examined diverse professional contexts, with sample sizes ranging from 69 to 830 participants. Cyber incivility is shaped by individual factors (e.g. personality traits, demographic characteristics), situational factors (e.g. workload, stress) and technology-driven factors (e.g. misinterpretation in digital communication). Its negative impacts include reduced job satisfaction, heightened stress, burnout and increased turnover intentions. Evidence-based HR recommendations include developing digital communication guidelines, implementing resilience-building programs and offering training on digital etiquette and conflict resolution. Originality/value This study provides a comprehensive framework for understanding cyber incivility in digital work environments and offers evidence-based HR interventions to foster respectful communication and improve employee well-being. It bridges existing research gaps by synthesizing fragmented studies and highlighting actionable strategies for HR professionals.

New technologies in HR: bridging efficiency and ethical considerations

Purpose This systematic literature review examines the impact of Web-based human resource management (HRM) systems on organizational practices, exploring both the benefits and challenges associated with their implementation. This study aims to provide a comprehensive understanding of how these technologies transform HR processes while addressing ethical concerns and implications for employee well-being and engagement. Design/methodology/approach This study uses a systematic literature review methodology, analysing peer-reviewed academic journals, industry reports and relevant books published between 2000 and 2023. The research uses a tripartite framework to explore the positive aspects (“The Good”), challenges and limitations (“The Bad”) and ethical considerations (“The Ugly”) of Web-based HRM systems, with particular attention to employee engagement and organizational effectiveness. Findings This study reveals that Web-based HR systems significantly enhance efficiency in recruitment, compensation and payroll management. However, they also present substantial challenges related to data security, user competence and system integration. Ethical concerns emerge regarding privacy, potential biases in artificial intelligence-driven decision-making and the risk of over-dependency on technology. The research underscores the need for a balanced approach in implementing these systems, considering both their transformative potential and impact on employee well-being. Originality/value This study contributes to the existing literature by providing a nuanced, holistic examination of Web-based HRM systems. It extends the theoretical landscape by addressing the darker sides of HR technology adoption, including ethical dilemmas and potential negative impacts on employee engagement. The research offers valuable insights for both academics and practitioners, providing a foundation for future research and practical recommendations for effective implementation.

Rage Against the Dying of the Light: Employees’ Moral Outrage, Anger Expression, and Generalized Well-Being

Abstract Past work demonstrates that ethical ideologies and behaviors are associated with the physical and psychological well-being of employees. Drawing from ethical impact theory and related research, this investigation utilizes two studies of working adults to examine the relationships among employees’ moral outrage, anger expression, and generalized well-being, with the latter construct being operationalized with multi-variable measures of ill-being, positive life outlook, and health consciousness. In the first study, two dimensions of moral outrage were identified, with results indicating that these components variably related to the ill-being/well-being measures and similar health behaviors. In the second study, anger expression was accounted for, thus disentangling it from the moral outrage dimensions, with results demonstrating that such anger changed the nature of some relationships between the moral outrage dimensions and the well-being outcomes. Overall, anger expression was associated more closely with negative outcomes, while the moral outrage dimensions were more closely associated with positive outcomes. These findings suggest that moral outrage may be cathartic, which contributes to further theory development and enhances understanding of the complex relationships among individual moral outrage, anger expression, and well-being. The practical considerations of the results are discussed, and the study’s limitations and suggestions for future research directions are highlighted.

“More Attentive to My Wellness”: Reported Experiences of Academic Nurse Faculty and Staff in the Early Months of the Pandemic

The COVID-19 pandemic presented major changes for individuals working in nursing academia. While university faculty and staff encountered many challenges, the pandemic also presented new opportunities. The purpose of this study was to determine how the early months of the COVID-19 pandemic impacted nursing faculty and staff perceptions about their wellness experiences. An on-line survey was developed and sent to all faculty and staff. Data were collected through a convenience sample using both open-ended and closed-ended questions. Descriptive statistics and qualitative content analysis were used to analyze the data. Among respondents (n = 139), wellness areas frequently reported to be “better” included productivity, access to meetings, work time flexibility, work-day attire, feeling respect and understanding from colleagues, nutrition, physical activity, and outdoor time. Areas frequently reported to be “worse” included workspace ergonomics, opportunities for informal check-ins, connectivity, and collaboration with colleagues, length of the workday, perceived work-life balance, sleep, mood, and connectivity with friends/family. Key themes emerged from coded open-ended responses; these include flexibility, self-care, connection, and leadership support. Examples of both positive and negative experiences are contained within each code and respective theme. Opportunities for continued flexibility and compassion for differing experiences were commonly observed in the survey and were recommended for retention post-pandemic to promote employee well-being. Open communication and transparency were also suggested as key elements required for successful transition in the return to routines as the pandemic becomes endemic. The implications of these findings may be extended to broader crises.

Exploring the Impact of Workplace Hazing on Deviant Behavior in the Hospitality Sector: The Roles of Emotional Exhaustion and Hope and Optimism

Workplace hazing remains a critical concern in the hospitality sector, known for its high-pressure environments and hierarchical dynamics. Drawing on transactional stress theory, this study explores the intricate relationships between workplace hazing, emotional exhaustion, and deviant behavior, with a focus on the moderating roles of hope and optimism. The research aims to examine how these psychological factors buffer the negative impacts of workplace hazing on employee behavior. Using a quantitative approach, data were collected from 494 valid responses comprising employees and supervisors from four- and five-star hotels in Aqaba, Amman, and Petra, Jordan. Convenience sampling was employed, and the data were analyzed using SPSS 29 and AMOS 26. The findings reveal that workplace hazing significantly predicts emotional exhaustion and deviant behavior, with emotional exhaustion mediating this relationship. Hope and optimism were found to moderate these effects, suggesting employees who maintain an optimistic outlook are better equipped to handle stress, which, in turn, reinforces their positive mindset, ultimately fostering healthier workplace cultures. The study offers both theoretical and practical implications. Theoretically, it extends the transaction theory of stress by integrating emotional exhaustion and deviant behavior. Practically, it suggests that hospitality organizations should focus on mitigating hazing practices, addressing emotional exhaustion through support mechanisms, and fostering positive psychological traits like hope and optimism to enhance employee well-being and minimize deviant behavior.

Employee Sustainability: How Green Practices Drive Employee Well-Being and Citizenship Behavior

Green Human Resource Management (GHRM) has emerged as a critical study area, particularly because of its implications for employee well-being and citizenship behavior. This research aims to unravel the intricate relationships between GHRM practices, employee motivation, sustainability, well-being, and citizenship behavior within the hotel industry. Employing Ability–Motivation–Opportunity (AMO) theory as a foundational framework, a comprehensive model is developed and tested with data collected from four hundred ten hotel employees. Utilizing a cross-sectional methodology and employing the Structural Equation Modeling (SEM) technique for hypothesis testing, this study reveals a substantial positive impact of GHRM on employee motivation, sustainability, well-being, and citizenship behavior. The findings of this research carry significant practical implications for the hotel industry, urging investment in GHRM practices. The investment can enhance employees’ understanding of the hotel’s green management initiatives, fostering motivation and encouraging proactive involvement in environmental protection and resource conservation. This study emphasizes the need for the hotel industry within the hospitality sector to prioritize the adoption of green HRM, highlighting its potential to elevate employee engagement and contribute to the sustainability of environmentally conscious practices. Furthermore, this paper recommends that the hotel industry reinforce sustainable practices among its workforce through training initiatives and environmental awareness seminars.

Enhancing Organizational Productivity through Effective Occupational Health and Safety Practices: Insights from the Beverage Manufacturing Unit of Abdul Monem Ltd.

The main objective of this research was to identify the critical role of Occupational Health and Safety (OHS) practices in driving organizational productivity, with focusing on Abdul Monem Ltd. Beverage Unit (AMLBU), a Coca-Cola manufacturing plant in Cumilla,, Bangladesh. Established in 1986, the plant operates across four production lines, producing a range of carbonated and non-carbonated beverages. With a workforce of over 800 employees, including permanent, daily, and sales staff, the facility faces unique OHS challenges common to beverage manufacturing, such as handling hazardous materials, operating heavy machinery, and managing ergonomic risks. The research methodology integrates both qualitative and quantitative approaches combining random and judgmental sampling techniques to analyze 100 observations, representing both diverse and critical incidents. Data were collected through direct observation, surveys, and reviews of internal documents, such as safety reports and manuals, supplemented by relevant industry publications.Findings reveal a strong correlation between effective OHS practices and enhanced productivity. Key measures, such as ergonomic interventions, compliance with safety protocols, and the use of Personal Protective Equipment (PPE), significantly reduce workplace accidents and absenteeism while fostering employee efficiency and well-being. Key findings reveal effective OHS programs—such as ergonomic interventions, rigorous safety protocols, and the provision of Personal Protective Equipment (PPE)—significantly enhance productivity by reducing workplace accidents, absenteeism, and operational disruptions. This research also finds out a strong correlation between effective OHS measures and enhanced organizational performance. Employees working in environments that prioritize safety and health demonstrate higher morale, reduced absenteeism, and increased productivity. Conversely, unsafe practices and inadequate safety protocols often lead to accidents, injuries, and diminished workforce efficiency. This research contributes to the growing discourse on the economic and social benefits of OHS programs, offering valuable insights for industry leaders, policymakers, and academics. It advocates for a paradigm shift where workplace safety is viewed not merely as a regulatory requirement but as a strategic investment in organizational success.This study serves as a reference for future research and decision-making in the beverage manufacturing sector and beyond. DOI: https://doi.org/10.52783/pst.1459

When Leaders Are Safe Havens: How Secure Base Leadership Buffers the Impact of Emotional Demands on Exhaustion

Based on attachment theory, this research explores Secure Base Leadership’s (SBL) efficacy in mitigating the negative impact of emotional demands on employee exhaustion, with an aim to reduce burnout rates and improve workplace well-being. A survey sample of 428 Spanish employees from various sectors was collected, and Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test the research model. Emotional demands were found to significantly increase employee exhaustion, whereas SBL reduced and moderated these effects, proving its protective function. Furthermore, increased exhaustion was associated with longer tenure and employment in private organizations. Findings support integrating SBL in leadership development to foster a supportive environment, mitigate burnout, and boost employee well-being. Highlighting the application of attachment theory in organizational settings, this study contributes to understanding SBL’s effectiveness against emotional demands, guiding leadership practices to enhance organizational health.

Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes

Employee assistance programmes (EAPs) are helpful human resource management (HRM) practices to develop a resilient workforce under drastic organisational change. However, there is limited research that explores the underlying mechanisms through which EAPs function as part of HRM strategies to foster well-being and resilience in the context of organisational change. Drawing on conservation of resources theory and social exchange theory, this study theorises and tests a model to examine whether, how, and when EAPs impact employee openness to organisational change and well-being. A two-wave time-lagged survey of 513 employees from eight private and two public organisations in China indicates that EAPs strengthen employee resilience under organisational change, which fosters employee well-being and openness to organisational change. Moreover, we verify perceived organisational justice as a critical boundary condition such that the resource exchange orientation of perceived organisational justice crowds out the positive effects of EAPs on well-being and openness to organisational change. This study empirically consolidates the strategic function of EAPs in developing a resilient workforce under organisational change and provides practical insights for management to improve EAP efficacy.

Covid-19 pandemic-related changes in teleworking, emotional exhaustion, and occupational burnout: a cross-sectional analysis of a cohort study

BackgroundThe COVID-19 pandemic prompted significant shifts to teleworking, raising questions about potential impacts on employee wellbeing. This study examined the association between self-reported changes to teleworking frequency (relative to before the pandemic) and two indicators of occupational burnout: emotional exhaustion and professionally diagnosed burnout.MethodsData were derived from two samples from a digital cohort study based in Geneva, Switzerland: one population-based, and one from a sample of workers who were likely mobilized in the early stages of the COVID-19 pandemic. Emotional exhaustion was measured using the Maslach Burnout Inventory (EE-MBI), while self-reported diagnosed burnout was assessed by asking participants if they had received a professional diagnosis of occupational burnout within the previous 12 months. Participants were categorized based on self-reported telework frequency changes: “no change,” “increase,” “decrease,” “never telework,” and “not possible to telework.” Adjusted regression models for each of the study samples were used to estimate associations between telework changes and burnout outcomes, accounting for sociodemographic, household, and work-related factors.ResultsIn the population-based sample of salaried employees (n = 1,332), the median EE-MBI score was 14 (interquartile range: 6–24), and 7.3% reported diagnosed burnout. Compared to those reporting no change in telework frequency (19% of the sample), those reporting a decrease (4%) and those reporting that teleworking was not possible (28.7%) had significantly higher emotional exhaustion scores (adjusted beta (aβ) 5.26 [95% confidence interval: 1.47, 9.04] and aβ 3.51 [0.44, 6.59], respectively) and additionally reported higher odds of diagnosed burnout (adjusted odds ratio (aOR) 10.59 [3.24, 34.57] and aOR 3.42 [1.22, 9.65], respectively). “Increased” (28.9%) and “never” (19.4%) telework statuses were not significantly associated with burnout outcomes. These trends were mirrored in the “mobilized-workers” sample, with the exception that those reporting that teleworking was not possible did not report significantly higher odds of diagnosed burnout compared to those reporting no change in telework frequency.ConclusionsDecreased teleworking frequency and not having the possibility of telework were associated with higher emotional exhaustion and diagnosed burnout. As organizations reconsider their telework policies in a post-pandemic era, they should consider the impact of such organizational changes on employee wellbeing.

Navigating Burnout: The Mediating Role of Mindfulness and the Mediterranean Lifestyle in Fostering Job Satisfaction and Well-Being

This study delves into the intricate interplay between mindfulness, the Mediterranean lifestyle, burnout, job satisfaction, and well-being among employees, offering compelling insights for workplace interventions. Through a cross-sectional survey comprising 407 employees in Greece, we unravel the profound associations among these variables, shedding light on novel pathways to mitigate burnout and enhance overall employee satisfaction and health. Our findings unveil not only the negative associations between mindfulness, the Mediterranean lifestyle, and burnout but also the pivotal role of mindfulness as a predicting factor of burnout. Moreover, our research underscores the significant impact of burnout on job satisfaction, emphasizing the need for organizational strategies to address employee well-being. Notably, our mediation analyses illuminate the potential benefits of mindfulness and the Mediterranean lifestyle on burnout, accentuating the importance of fostering a workplace culture that embraces holistic well-being practices. With practical implications for designing evidence-based workplace wellness programs, our study advocates for the integration of mindfulness techniques and the adoption of Mediterranean lifestyle principles to cultivate resilient, engaged employees, and foster thriving organizational cultures. By delving into these dynamic relationships, our research not only advances theoretical frameworks but also offers actionable strategies to navigate burnout and promote flourishing in the modern workplace.

Hybrid HRM systems and employee well-being: a self-determination theory perspective

PurposeDrawing from the human resource management (HRM) literature and framed with self-determination theory, this article seeks to investigate the impact of a hybrid system of HRM, characterized by the integration of practices from high-involvement work systems (HIWS) and high-compliance work systems (HCWS), on employee well-being in China.Design/methodology/approachWe hypothesize there is a positive relationship between the hybrid system and employee well-being, mediated by the satisfaction of basic psychological needs as proposed by self-determination theory. To test these hypotheses, we conducted a cross-sectional survey involving 337 employees from both an agricultural company and a bank in China.FindingsOur dataset provides support for the hypotheses, indicating that hybrid human resource (HR) systems positively relate to employee well-being, with a positive association with work engagement and a negative association with emotional exhaustion. Furthermore, our findings reveal that this relationship is mediated by the satisfaction of basic psychological needs.Originality/valueThis paper contributes to the HRM literature in three significant ways. First, it explores the hybrid HRM system, which integrates high-involvement work systems (HIWS) and high-compliance work systems (HCWS), enhancing the theorization of HRM in a more comprehensive manner. Second, it utilizes self-determination theory (SDT) to illuminate the underlying mechanisms connecting hybrid HRM to employee well-being – a topic that has received limited attention in prior research. Lastly, we operationalize employee well-being by examining both work engagement and emotional exhaustion, thereby offering a comprehensive understanding of its multidimensional nature.

Toxic workplaces, tarnished outcomes: understanding the effects of bullying on job outcomes

PurposeThis study examines the impact of workplace bullying on workers’ innovative behavior, organizational citizenship behavior (OCB) and affective commitment while taking burnout into account as a potential mediator.Design/methodology/approachWe hypothesize that workplace bullying will have a detrimental effect on employees’ capacity for innovative behavior and OCB, as well as impair their affective commitment to the company, based on the Conservation of Resource theory. We used cluster sampling to gather data from 249 bank employees, using structural equation modeling to evaluate our assumptions.FindingsAccording to our research, there is a strong negative correlation between workplace bullying and innovative behavior, OCB and a reduction in affective commitment. Additionally, burnout was found to be a key mediator between these outcomes and workplace bullying, indicating a critical role for burnout in spreading the negative impacts of bullying on employees’ attitudes and behaviors.Originality/valueThe results of this study show how bullying at work harms employees’ innovative behavior, OCB and affective commitment, which might eventually lower organizational productivity and performance. It is important to develop a culture of creativity, increase employee engagement and strengthen organizational commitment by building a friendly and courteous work environment. Collectively addressing burnout and workplace bullying will increase employee well-being, job happiness and overall organizational success.

The Nexus between Macroeconomic Factors and Petroleum Prices in Tanzania: Evidence from 1990 to 2023

The Public Service in Kenya is encountering numerous problems that demand attention to achieve its maximum capability of delivering high-quality services to citizens. The study is to assess the influence of employee commitment on the performance of state departments in Kenya. Data obtained was then analysed through descriptive statistics, frequencies, and correlational analysis, that the correlation between variables organisational commitment and organisational performance is strong and significant (r = 0.610, p < 0.01), indicating a positive relationship and the findings then presented through tables, bar charts, and histograms. Research limitations are constraints of time and difficulty in gathering information from state department officers. The results revealed that employee commitment improves productivity, service delivery, cost efficiency, and a positive work environment in state departments. Thus, the state departments should implement are Strengthen Leadership and Management, Employee Engagement, Improve Working Conditions, Promote Employee Well-being, and Implement Fair Policies and Practices.

Does technology readiness matter? Investigating employee psychological well-being through the lens of social robot anthropomorphism

PurposeSocial robot anthropomorphism is widely recognized for performing crucial tasks in supporting the service industry and enhancing the employee experience. This study elucidates how social anthropomorphic robots can influence the psychological well-being of employees in the hotel industry. The study further examines the impact of social robot warmth, psychological ownership and technology readiness in the above relationship.Design/methodology/approachThe research utilized an online survey questionnaire for data collection and analysis. Data were collected from Indian hotel employees (N = 275). Structural equation modeling was applied to validate the conceptual model. The study examines the results using AMOS v25 and the SPSS PROCESS Macro.FindingsThe study empirically finds that social robot anthropomorphism positively impacts the psychological well-being of hotel employees. Further, it substantiates that despite low technology readiness, social robot anthropomorphism enhances psychological well-being through psychological ownership. Additionally, anthropomorphizing social robots emits warmth, which enhances employees' psychological well-being in the hotel industry.Originality/valueThese empirical results and theory suggest a novel dimension of anthropomorphism in social robot interactions, significantly impacting the employees' psychological well-being. A moderated mediation relationship is established, which confirms social robot warmth and psychological ownership as mediators and technology readiness as a moderator of the social robot anthropomorphism and employee psychological well-being relationship. The results validate the conceptual model of research that is grounded in the theory of psychological ownership and the realism maximization theory.

Systematic literature review on the theory of Social Embeddedness of Thriving at Work

Orientation: Industrial and organisational psychology has increasingly focussed on Thriving at Work (TAW), particularly shaped by the Social Embeddedness of Thriving at Work (SEMTW) model, which examines how employees’ social interactions within the workplace enhance their growth and performance.Research purpose: This study explores the latest literature on the SEMTW model, highlighting its significance in enhancing employee well-being and organisational performance, while identifying research trends and proposing future directions.Motivation for the study: The findings guide future research to refine the SEMTW model and address emerging challenges in the modern work environment.Research approach/design and method: A systematic literature review (SLR) was conducted using the PRISMA model to ensure a rigorous process. Data were sourced from Harzing’s Publish or Perish via Scopus, PubMed, and Google Scholar. Out of 338 articles, 14 met the inclusion criteria after screening.Main findings: Leadership styles, individual traits, and organisational practices have advanced SEMTW understanding. The study highlights the growing complexity of thriving in workplaces influenced by digital transformation and globalisation.Practical/managerial implications: Findings contribute to industrial and organisational research on TAW, offering actionable recommendations for fostering thriving workforces through the SEMTW model.Contribution/value-add: This research uniquely advances the SEMTW model by integrating modern workplace dynamics, such as digitalisation and hybrid work environments, offering insights for theoretical and organisational applications.

Impact of multifaceted morality on employee well­being: a systematic literature review

Purpose Morality in the workplace has become a significant determinant of organizational effectiveness and employee well-being. This research aims to conduct an in-depth review of the past literature on multidimensional morality and provide insight into its impact on the modern workplace and employee well-being. Design/methodology/approach The literature search resulted in 3,589 papers published between 2012 and 2024. This paper analyzed 30 research studies on workplace morality based on predetermined inclusion and exclusion criteria to ensure methodological rigor. Findings Research findings show the need to promote workplace ethics to avoid counterproductive workplace behaviors. Also, effective leadership adheres to ethical principles, together with the ethical framework of an organization, which includes codes of ethics and a commitment to corporate social responsibility, contributing to the overall well-being of individuals by providing a sense of support and resolving conflicts. Ethical conflicts are associated with decreased well-being and increased turnover, underscoring the need for organizational solutions. Practical implications Understanding intricate morality is essential for organizations to foster moral cultures and improve performance. HR specialists can use this knowledge to create policies that uphold moral principles and improve employee job satisfaction. Originality/value This study extends the current body of knowledge by synthesizing research on multifaceted moral issues in modern workplaces. It provides useful insights for researchers, practitioners, and policymakers who are interested in promoting ethical organizational cultures by addressing ethical shortcomings.

I need a vacation: A meta-analysis of vacation and employee well-being.

Previous meta-analytic research concluded that the well-being benefits of vacation are small and fade away quickly, suggesting that vacation may not be that effective of a recovery opportunity for improving employee well-being. Since the time of this initial meta-analysis, however, the number of vacation studies has increased, providing an opportunity to estimate more precise meta-analytic estimates and increase our understanding of the different factors that play a role in this vacation-well-being relationship. As such, we conduct a meta-analysis using 32 studies that include 256 effect sizes to examine how employee well-being levels change due to vacation. Our results reveal that vacation has a large effect on well-being that does not fade out as quickly as previously thought. In terms of moderators, our results suggest that vacation length, national culture, and number of nationally mandated vacation days moderate this relationship, but the role of vacation location (i.e., away from home, at home, or a mix of both) remains unclear. Finally, we examine how types of activities and specific recovery experiences during vacation correlate with well-being during and after vacation using a meta-analysis of eight studies that include 69 effect sizes. Our findings suggest that psychological detachment and physical activities during vacation may be the most beneficial for improving employee well-being. Overall, this meta-analysis provides evidence that vacation is a more effective recovery opportunity for improving employee well-being than previous work suggests. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Implementation Of The Employment Guarantee Program In An Effort To Improve The Psychological Well-Being Of Employees Of The South Sidoarjo Pratama Tax Service Office

Implementation Of The Employment Guarantee Program In An Effort To Improve The Psychological Well-Being Of Employees Of The South Sidoarjo Pratama Tax Service Office

A ANALYSIS OF LEGAL PROTECTION AND LABOR GENDER EQUALITY IN THE COAL MINING INDUSTRY PT. MUTIARA ETAM COAL, PALARAN DISTRICT, EAST KALIMANTAN

Regulations related to legal protection and gender equality in labor are crucial aspects, especially in industries dominated by male workers such as coal mining. This study aims to analyze legal protection for gender equality in the coal mining industry, with a case study on PT. MEC. The research method used is qualitative descriptive with a case study approach. This research involves company leaders and employees as research subjects, with data collection techniques through observation, interviews, and documentation. Data analysis is carried out through the stages of collection, reduction, presentation, and drawing conclusions. The results of the study show that PT. The MEC complies with Law No. 13 of 2003 on Manpower, which explicitly prohibits gender discrimination in the workplace. The implementation of gender equality at PT. MEC is based on several key factors. First, the company implements an equal wage system between men and women, based on the principle of fairness and efforts to increase the retention of female employees. Second, PT. The MEC implements an inclusive recruitment policy that actively encourages women's participation in various departments, aiming to increase workforce diversity. Third, the company provides facilities and policies that support employee welfare, including maternity leave and adequate lactation facilities. PT. The MEC also takes special measures to ensure the safety of workers, especially women, including anti-harassment policies. However, challenges remain, especially in raising workers' awareness of gender equality rights and encouraging more women to pursue careers in the industry. Although PT. While MECs have demonstrated a strong commitment to gender equality and creating a fair working environment, further efforts are still needed to achieve all-round equality. These findings emphasize the importance of sustainable implementation of more comprehensive policies and strategies in the context of the coal mining industry.