Employee Well-being Research Articles

Role of CSR in Promoting Happiness, Reducing Workplace Stress and Burnout in Indian Companies: A Study of Selected Indian Companies

This research paper analyzes the role of Corporate Social Responsibility (CSR) in promoting happiness and reducing workplace stress and burnout in Indian companies. The rationale behind selecting this topic is that human resources plays a significant role in every business, and effective management helps enhance the chances of the firm's success. However, in the contemporary highly competitive market, the demand from human resources is increasing, which is further creating the issue of long working hours, work-life imbalance, burden on meeting targets, etc., which creates the issue of stress, burnout, anxiety, depression, etc. which not only adversely impact their performance but also creates the issue of employee turnover and absenteeism. Hence, it has become essential for contemporary businesses to be concerned about taking CSR initiatives to enhance their sense of purpose, sense of belongingness and job satisfaction. For this research, Indian companies are selected for study purpose and their measures to reduce workplace stress and burnout are critically discussed. A secondary data collection method is used to conduct this research. Under this, Case Study Methodology is selected, which has supported the study of the measures taken by various Indian companies, namely Tata Consultancy Services (TCS), Mahindra& Mahindra, Reliance Industries Limited (RIL) and Infosys in promoting happiness to reduce workplace stress and burnout while improving their organizational productivity and performance. The study examines the positive impacts of CSR on employee well-being, particularly in promoting happiness, reducing stress, and preventing burnout. The research design's comprehensive approach and selected sample size enhance the study's reliability, clearly assessing CSR’s role in workplace wellness. The key findings of this study have supported the analysis that promoting happiness within the organization helps create a positive workplace environment, which further supports encouraging employees to showcase a positive attitude towards their job responsibility, team members and organizational success.

Mental Health Management Strategies in Pregnant Women and The Impact on Infant Health

The first stage of labor often takes a long time and causes discomfort for the mother, so methods are needed to accelerate it. This study aims to evaluate the effectiveness of microcontroller-based nipple stimulation in accelerating the labor process by stimulating the release of the hormone oxytocin which increases uterine contractions and accelerates cervical opening. Microcontroller technology is used to ensure the stimulation is done automatically and measured according to the mother's physiological needs. This study involved two groups, namely the group that received stimulation and the control group that did not receive stimulation. There are shortcomings in studies examining the effectiveness of interventions implemented at the organisational level in reducing stigma and improving mental health support. A variety of strategies can be used to address stigma, including proper education, awareness campaigns, and training for managers and employees on the importance of mental health. The development of inclusive policies and the provision of easy and non-discriminatory access to mental health services are essential. Consistent managerial support also plays a key role in creating a supportive work environment. Creating a positive and inclusive organizational culture will help companies improve employee mental health and well-being, while also increasing workforce productivity and retention. Reducing stigma and increasing support can create a healthier work environment, which ultimately supports individual development and the long-term success of the company.

THE EFFECT OF TRAINING AND MOTIVATION ON EMPLOYEE PERFORMANCE AT PT MUTIARA SAMUDERA PASAI

The purpose of this study was to determine the effect of Training and Motivation on the Performance of PT. Mutiara Samudera Pasai employees. The method used in this study is a quantitative method, with analysis techniques of validity testing, reliability testing, classical assumption testing, simple and multiple linear regression testing. The sample used was 60 respondents, namely the entire population. The results of this study are: 1) There is a positive and significant influence of the Training (X1) and Motivation (X2) variables on Performance (Y) of 39.1%, obtained an R number (correlation coefficient) of 0.625. 2) There is a positive and significant influence of the Training (X1) and Motivation (X2) variables on Performance (Y) of 55.5%, obtained an R number (correlation coefficient) of 0.745. 3) There is a positive and significant influence of the variables Training (X1) and Motivation (X2) together on Performance (Y of 55.9%, obtained the R number (correlation coefficient) of 0.748. Suggestions in this study are expected that the Leader can increase Motivation so that employees can increase work productivity so that it can be more optimal, Management can improve the economic welfare of employees, Leaders are more careful in determining the type of training and training methods that have an impact on improving employee abilities

Remote work and human resource management: Challenges and solutions

The rise of remote work, accelerated by global disruptions and technological advancements, has fundamentally reshaped traditional human resource management (HRM) practices. This study investigates the key challenges that organizations face in managing a remote workforce, including maintaining employee engagement, ensuring effective communication, managing productivity, and addressing mental health concerns. Additionally, the research explores the role of technology in overcoming these challenges, highlighting solutions such as virtual collaboration tools, flexible work policies, and performance monitoring systems. Through an analysis of current HR practices in organizations that have successfully adapted to remote work, this paper identifies best practices and strategic adjustments necessary for HR managers to support a distributed workforce. The findings suggest that while remote work offers flexibility and operational efficiency, it also requires a shift in HR strategies toward building a cohesive virtual work culture, offering ongoing training, and ensuring employee well-being. This research contributes to the understanding of how HRM can evolve to meet the demands of the remote work environment, providing actionable insights for organizations navigating this new paradigm.

Navigating remote work: the role of corporate social responsibility in boosting employee engagement

PurposeThis paper investigates the relationship between teleworkers' perceptions of corporate social responsibility (CSR) and employee engagement (EE) in remote work.Design/methodology/approachA quantitative research approach was used, involving a questionnaire distributed via convenience sampling. Data from 205 valid responses from teleworking employees in Spain were analysed using structural equation modelling to test the hypothesis regarding the association between CSR and EE.FindingsThe study found that CSR’s social and environmental dimensions positively impact EE among teleworkers. However, the economic dimension of CSR only partially influences EE in a telework setting.Practical implicationsThe findings suggest organisations can enhance EE during telework periods by focusing on social and environmental CSR initiatives. This approach can mitigate the reduced EE associated with remote work, improving organisational performance, productivity, satisfaction and employee well-being.Originality/valueThis study provides empirical evidence on the positive effects of CSR’s social and environmental dimensions on EE in a telework context, offering valuable insights for organisations navigating the post-pandemic landscape. Also, specific CSR strategies can establish a competitive advantage by fostering a motivated and engaged remote workforce.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

The challenge of toxic leadership in realising Sustainable Development Goals: A scoping review

Orientation: Best human resource management (HRM) practices can play a crucial role in addressing unethical leadership in the form of toxic leadership by fostering organisational cultures where trust, integrity, and accountability are prioritised.Research purpose: The paper addresses how the HRM function can contribute to eliminating toxic leadership and its associated norms and thereby meet the objectives of Sustainable Development Goals 8 and 16.Motivation for the study: The prevalence of toxic leadership and the extent of the detrimental consequences for employees and organisational functioning is a key challenge in realising SDGs 8 and 16.Research approach/design and method: To conduct the scoping review, the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines were followed, and selected databases were searched for peer reviewed empirical articles between 2014 and 2024. Results were summarised and thematically categorised with regard to the objectives of the paper.Main findings: Ethical leadership behaviours are presented as a key mechanism for offsetting the impact of toxic behaviours of organisational leaders. In order to achieve SDGs 8 and 16, the support and commitment from HRM practitioners are essential.Practical/managerial implications: Promoting ethical leadership and a conducive work environment demands attention in the following five areas of HRM practice: recruitment and selection; training and development; performance management; employee engagement and wellbeing; and organisational culture.Contribution/value-add: The review of existing literature on toxic leadership offers a succinct summary of different mechanisms and strategies that can be employed to counter these forms of leadership behaviours in organisations.

The Influence of Technostress on Employee Well-Being Among Generation Z Employees in Malaysia

Today’s digital-centric world has spawned a new phenomenon called ‘technostress’, a stress condition due to constant changes, advancements and reliance on technology. Technostress is a rising issue in terms of its influence on employee well-being as technostress has been causing the deterioration of employee well-being. There is an urgency to understand and study the influence of technostress on employee well-being so that measures can be taken to rectify the matter and improve employee well-being. This study aims to examine which technostress creators have the most influence on employee well-being among Generation Z employees in Malaysia. Past literature to understand employee well-being, technostress and the relationship between the two were studied. Technostress creators were identified as techno-overload, techno-complexity, techno-uncertainty, and techno-insecurity. The study found that techno-uncertainty is the technostress creator that has the most influence on Generation Z employees’ well-being in Malaysia. Data collection was conducted by using a virtual questionnaire. 135 respondents among Generation Z employees in Malaysia participated in this study.

The Relationship Between Employee Engagement, Physical Wellness, Work-Life Balance and Employee Well-Being

Employees often face challenges in finding work environments that consistently promote their well-being, despite spending a significant portion of their lives at work. This research investigates how employee engagement, work-life balance, and physical wellness relate to employee well-being at Nabati Food Malaysia Sdn. Bhd. Using a quantitative approach, the study tested three hypotheses through a survey with 187 participants, utilizing convenient sampling and an online questionnaire. Data were analyzed with the SPSS version 24.0. The results showed significant relationships between all variables and employee well-being, with employee engagement having the most substantial impact. The study recognized its limitations and provided recommendations for future research. Overall, the findings offer valuable insights for Nabati Food Malaysia and the fast-moving consumer goods sector, emphasizing the importance of enhancing employee well-being to improve business operations and employee satisfaction.

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.

Employee’s Security and Health Augmentation in the Hotel Sector

The vibrant and quick-paced environment that defines the hotel sector is defined by a strong emphasis on employee welfare. This study examines the various aspects of worker health and safety in the context of the hospitality sector with the goal of identifying problems, prevalent behaviors, and appropriate remedial measures. The study uses a mixed-methods approach, combining quantitative analysis of safety event data with qualitative interviews with important industry players. In-depth interviews with hotel managers, staff members, and safety specialists are conducted as part of the qualitative component to elucidate the myriad difficulties faced by hotel staff in upholding their health and safety. The effects of irregular work schedules and sleep patterns, workplace stress, and ergonomic considerations all emerge as major themes. The study also examines how well the current training and safety practices work, looking for flaws and potential improvement areas. The study examines historical safety event data from a wide range of hotels on the quantitative front. The goal of this analysis is to spot trends, prevalent accident causes, and geographic regions with a higher prevalence of safety concerns. The results offer a data-driven framework for creating focused interventions and preventive actions. The research also examines how technology can support initiatives to increase employee safety in hotels. We investigate the possibilities for real-time monitoring systems, wearable technology, and enhanced training simulations to improve safety awareness and reactivity. A series of suggestions for enhancing employee health and safety in the hotel business are provided as part of the study's conclusion. The incorporation of technical solutions, specialized training programs, and changes to policy are all included in these suggestions. The hotel business may cultivate a safer and healthier work environment by resolving the issues mentioned, enhancing overall employee well-being and assisting in the industry's long-term success.

Investigating The Factors Influencing Employees’ Psychological Capital and Mental Well-Being At Multinational Companies (MNCs) in Beijing

This study utilizes the job demands-resources model to examine the relationship between job resources (like organizational climate, co-worker support, authentic leadership, knowledge diversity, and work-life support practices), burnout, psychological capital, and mental health among employees at multinational companies in Beijing. An online survey was filled out by 173 people, and the data were analyzed with PLS-SEM. The results suggest that authentic leadership and work-life support practices had no impact on psychological capital, whereas a positive work environment, helpful co-workers, and a broad range of expertise did. In addition to having direct effects on mental health, psychological capital also indirectly affects mental health through burnout. This study adds to the current literature by examining the mental well-being of employees working for multinational firms in Beijing.

Transforming Workforce Dynamics: The Role of Remote Work Flexibility, Technological Adoption, and Employee Wellbeing on Productivity of State Owned Enterprise Employee

This study examines the impact of remote work flexibility, technological adoption, and employee wellbeing on the productivity of employees in state-owned enterprises (SOEs). In response to shifting workplace dynamics, SOEs have increasingly implemented flexible work arrangements and digital tools, prompting the need to evaluate how these factors influence employee performance. Using a quantitative research approach, data were collected from 400 employees across various SOEs in Indonesia. The analysis, conducted using multiple linear regression, revealed that technological adoption significantly enhances employee productivity, followed by remote work flexibility and employee wellbeing. Findings also highlight challenges such as digital infrastructure limitations and the need for more comprehensive wellbeing programs. The study contributes to existing literature by providing insights into how SOEs can optimize workforce productivity through flexible work policies, digital transformation, and employee wellbeing initiatives. Practical recommendations for overcoming identified barriers are discussed, offering a roadmap for SOEs to enhance employee performance in a rapidly evolving work environment.

Organizational Stress and Employee Productivity in Nepalese Commercial Banks: The Mediating Role of Employee Welfare

Workplace stress refers to the physical and emotional strain caused by work-related pressures, which can negatively impact employee well-being and productivity. Employee welfare initiatives help to manage workplace stress by providing support systems and resources that promote well-being of the employees and leads to increase employee productivity and job satisfaction. This study aims to investigate how employee welfare impacts the relationship between organizational stress and employee productivity in Nepalese commercial banks. To accomplish this objective, data were collected from 312 respondents using a structured questionnaire, which was distributed via a convenience sampling method. The participants consisted of employees at managerial, officer and assistant level employees from various commercial banks. Data analysis was conducted using Process Macro 4, applying a 95% confidence interval and 5,000 bootstrapping samples. The findings reveal that employee welfare serves as a fully mediator in the relationship between organizational stress and employee productivity. This study demonstrates that organizations that are investing in employee welfare programs foster a healthier and more supportive work environment, contribute to reducing organizational stress, leading to improved performance and workplace morale. JEL Classification: J81, J24, J28 Int. J. Soc. Sc. Manage. Vol. 11, Issue-4: 119-125.

Exploring the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress.

Investigating toxic leadership’s influence on employee turnover intention in a clinical research organisation

Orientation: This study examines the impact of toxic leadership (TL) on employees’ intentions to leave a South African clinical research organisation (CRO) and how organisational culture (OC) mediates this relationship.Research purpose: The research aimed to evaluate how toxic leadership behaviours affect employee turnover intentions (TIs) and determine to what extent OC mediates this relationship.Motivation for the study: In the context of CROs, the negative impact of TL on the retention and health of employees and organisations, in the case described in this article, is crucial to understand and mitigate.Research approach/design and method: This study used a quantitative and cross-sectional correlational design to collect data on employee perceptions of TL and OC within the CRO.Main findings: Toxic leadership significantly impacts employee TIs, and the OC is an essential mediator in this relationship.Practical/managerial implications: The results highlighted the need for organisations to address toxic leadership and to actively cultivate a positive OC to improve employee retention and reduce TIs.Contribution/value-add: This research provides empirical evidence of toxic leadership’s impact on TIs and the extent to which OC mediates this relationship. It reveals how OC mediates this relationship. The study contributes to the widest literature on leadership and organisational behaviour. It provides valuable insights into management practices for improving organisational health and employee well-being.

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.

Tackling nomophobia: the influence of support systems and organizational practices

ABSTRACT This study investigates the growing issue of nomophobia, characterized by the anxiety of being without a mobile phone, in the workplace. Utilizing the broaden-and-build theory, this research examines the impact of supportive leadership, co-worker support, Human Resource Management (HRM) practices, and affective commitment on reducing nomophobia among employees. Data were collected from 393 employees across various educational organizations. Structural Equation Modeling (SEM) was employed to test the proposed hypotheses. The findings reveal that supportive leadership significantly reduces nomophobia by enhancing HRM practices and affective commitment. However, contrary to expectations, co-worker support was found to increase nomophobia, suggesting that informal communication and social interactions via mobile devices might exacerbate smartphone dependency. HRM practices emerged as a critical factor in mitigating nomophobia, more so than affective commitment. This study contributes to the literature by highlighting the complex dynamics of workplace relationships and offering practical insights for organizations aiming to reduce nomophobia and improve employee well-being.

Examining the Prevalence and Effects of Gender-based Violence in Academic Settings: A Systematic Review and Meta-analyses.

Gender-based violence (GBV) in the academic job sector is a critical issue that intersects with broader systemic and structural inequities, but research is limited. To study the prevalence, effects, and prevention measures of interpersonal GBV within the academic job sector, a meta-analysis and systematic review was conducted in accordance with the Preferred Reporting Items for Systematic Review and Meta-Analysis protocol. Rigorous searches were conducted across the databases PubMed, OVID, Scopus, Web of Science, and CINAHL, using specific keywords related to GBV, workplace, and virtual work environments, identifying papers published between January 2013 and February 2023. Studies were evaluated based on the Population, Intervention, Comparison, Outcomes framework. Data from papers were extracted and grouped by reported instances, and prevalence data for interpersonal GBV were reported in university settings, including in-person, hybrid, and virtual environments, and among men, women, and those who identify as 2SLGBTQ+. A random effects meta-analysis of proportions was conducted to evaluate the reported point prevalence rates of interpersonal GBV in academia between 2012 and 2015. Subgroup analyses were performed for university staff only, females only, and males only. Out of the 1,290 records, 16 studies met the inclusion criteria. The types of violence identified include sexual harassment, workplace bullying and online harassment, which affects career advancement, and employee well-being. The meta-analyses, conducted with a 95% confidence interval [CI], identified that 51.4% (95% CI [39.9%, 63.0%]) of university staff members experience GBV, with females, 59.3% [38.1%, 80.5%], experiencing greater rates than males, 44% [28.1%, 44.1%]. The findings underscore the need for institutional interventions to address interpersonal GBV in academic workplaces.

Toxic Engagement: Identifying Toxic Leadership Through Employee Engagement to Benefit the SDGs

Objective: This paper critically examines the pervasive issue of toxic leadership, focusing on its detrimental effects on both organizations and individuals. It aims to establish the direct link between toxic leadership and diminished employee engagement, underscoring the importance of addressing these challenges to drive positive organizational outcomes. By identifying and mitigating toxic leadership behaviors, organizations can not only foster healthier workplace environments but also contribute meaningfully to the United Nations’ Sustainable Development Goals (SDGs), particularly SDG 8, which emphasizes the creation of decent work and sustainable economic growth. The paper argues that toxic leadership undermines organizational stability and growth by eroding employee well-being, productivity, and morale, ultimately impeding the achievement of global goals centered on inclusivity, equality, and sustainable development. Theoretical Framework: The theoretical framework is based in the very practical reality that toxic leadership has been widely acknowledged for its damaging effects, yet there remains a deep gap in understanding how these behaviors manifest themselves in real-world settings. Drawing on the construct of employee or follower engagement, the methodology of this study highlights engagement as a critical tool for identifying and mitigating the presence of toxic leadership within organizations. Results: The results and discussion demonstrate how to use employee engagement to understand if toxic leadership is present within an organization. Implications: The research implications of this study underscore the urgency of implementing checks and balances in leadership to foster healthier organizational cultures concluding with insights for further research, the paper calls for continued discourse and actionable strategies to eliminate toxic leadership and promote organizational well-being. Through a comprehensive review of healthy versus toxic leadership traits, the originality and unique value of this study is the introduction of a new term, "toxic engagement." Conclusions: A proposed framework for detecting early signs of toxic leadership by evaluating follower engagement metrics. This framework aims to offer organizations practical means to detect, recognize, and address toxic behaviors before irreversible damage occurs.