Organizational Well-being Research Articles

A Bibliometric Analysis of Employee Turnover Intention among IT Sector Employees

Employee turnover is an important problem in the IT sector. However, there are still few comprehensive discussions on the current trends in employee turnover research. This study aims to comprehensively investigate relevant literature from 2019 to 2023 by bibliometric analysis to facilitate detailed exploration. The study has collected many academic documents and provided a comprehensive overview of recent research landscapes. Using the Scopus database, we used library analysis to examine the publication on employee turnover intentions between 2019 and 2023. The results showed a significant increase in research on turnover intentions, which highlighted their continued relevance in organizational research. In addition, the study identified and mapped a group of academic research focusing on employee turnover intentions, job satisfaction, employee management, and employee turnover. Key themes, influential works, and outstanding contributions were highlighted, showing the main contributors and key publications in this area. The information obtained from this study provides a valuable basis for future research and guides researchers to the most important research areas. The recommendations proposed will contribute to the development of effective retention strategies and promote better working conditions, ultimately contributing to the success and well-being of organizations and employees.

ANALYSING THE ROLE OF POSITIVE PSYCHOLOGICAL CAPITAL IN PROMOTING EMPLOYEE WELL-BEING IN HEALTHCARE ORGANIZATIONS: INSIGHTS FROM PUBLIC HOSPITALS IN ALGERIA

Purpose: The purpose of this study is to explore the impact of positive psychological capital on enhancing employee well-being within healthcare organizations, with a focus on public hospitals in Algeria. The aim is to gain insights from administrators working in these institutions to understand how positive psychological capital influences employee well-being. Theoretical Reference: The study is grounded in the theory of positive psychology, specifically focusing on the concept of psychological capital. It seeks to understand how positive psychological resources such as optimism, resilience, hope, and self-efficacy contribute to the well-being of employees in healthcare settings. Methodology: The methodology employed involves surveying 97 administrators from public hospitals in Algeria. An electronic questionnaire was distributed to gather data, and analysis was conducted using SmartPLS4 software, which utilizes the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. This approach allows for examining the relationships between variables, particularly the influence of positive psychological capital on employee well-being. Findings: The findings indicate a significant role of positive psychological capital in promoting employee well-being within healthcare organizations. The study reveals that enhancements in positive psychological capital correlate with increased levels of psychological, social, and physical well-being among employees. These results underscore the importance of fostering positive psychological resources in healthcare work environments to support the well-being and performance of staff members. Implications for Theory and Practice: The study contributes to theoretical understanding by emphasizing the importance of positive psychological capital in healthcare settings. It suggests that interventions aimed at enhancing positive psychological resources can lead to improvements in employee well-being and overall organizational performance. Practically, the findings suggest that healthcare organizations in Algeria should prioritize strategies that cultivate positive psychological capital among employees to foster a supportive and thriving work environment. Originality: This research offers original insights into the relationship between positive psychological capital and employee well-being in the context of healthcare organizations in Algeria. By focusing on public hospitals and involving administrators in the study, it provides unique perspectives that contribute to the existing literature on positive psychology and organizational well-being. The study's findings fill a gap in understanding the role of positive psychological resources in promoting employee well-being within healthcare settings, particularly in the Algerian context.

Which character strengths may build organizational well-being? Insights from an international sample of workers.

The nature and composition of well-being has been the subject of ongoing debate in the field of positive psychology. Recent discussions identify Seligman's PERMA dimensions as concrete pathways to achieve subjective well-being, rather than a distinct type of well-being. Four additional "building blocks" have been categorized to define positive functioning at work (PERMA+4). The present study adds another level of inquiry, by newly examining the relationships of character strengths and a general factor or character with PERMA+4 and life satisfaction in a large international sample of 5,487 employees. We found that 21 of the 24 character strengths were significantly (yet only slightly) more strongly correlated with PERMA+4 than with life satisfaction, and that PERMA+4 was consistently related to life satisfaction. The happiness strengths (hope, gratitude, zest, curiosity and love) and the general factor of character were also directly and indirectly related to life satisfaction. Taken together, these results suggest that the PERMA+4 dimensions may help bridge the gap between strengths and well-being, explaining how individuals with good character are also those who report higher life satisfaction. Future longitudinal studies should build on the present findings and examine whether character strengths can act as the "building blocks of the building blocks" of life satisfaction.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

Impact of COVID-19 on Management, Quality and Satisfaction of Health Organizations

Abstract The hospital health care professionals are the frontline fighting COVID-19 considering they are responsible for all the care provided to patients during all the time they spend at the hospital for diagnosis, treatment or recovering of the COVID-19 disease and other diseases. The purpose of this study was to determine the impact of COViD-19 at the hospital management level and, also, to understand how psychosocial environment, and satisfaction of Health Professionals were affected. A case study was performed in a Portuguese Hospital. Data were collected at one hospital under study at two different occasions: the first before the pandemic (November 2019) and the second almost two years after the pandemic started (November 2021). Regarding data collection, 37.0% of participants responded in the occasion 1 (n = 296) and 63.0% responded in the occasion 2 (n = 503). The instrument for the Assessment of Global Management of Health Organizations (AGMHO) Comparing timings pre and during pandemic COVID-19, it was found that the participants in the pre- COVID-19 era showed stronger organizational culture, higher quality of life, better psychosocial environment regarding content/leadership and higher job satisfaction when compared to the participants during pandemic COVID-19. On the other hand, participants in the second occasion were found to have higher psychosocial risks related to mental health when compared to participants in the pre- COVID-19 phase. The results obtained allow us to identify priorities in terms of promoting well-being and satisfaction of professionals and overall wellbeing of the health organization, namely intervention in leadership relationships and psychosocial risks at work related to the physical and psychological demands of work, stress management and a more active and involved role for the professional. Key messages • This knowledge facilitates labelling and prioritizing the promotion of well-being and satisfaction of professionals and overall wellbeing of the health organization. • The product is a comprehensive diagnostic model of the factors influencing the results in health organizations.

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.

The Effect of Job Skill Demands Under Artificial Intelligence Embeddedness on Employees' Job Performance: A Moderated Double-Edged Sword Model.

With the widespread application of AI technology, the skills and abilities required by employees in their work are undergoing fundamental changes, redefining the roles of employees. This research aims to explore the effect of job skill demands under AI embeddedness on well-being in organizations and job performance. Based on conservation of resources theory, this research randomly selected 479 employees from 8 companies in China using a time-lag method as samples, and conducted statistical analysis with ordinary least squares (OLS). This research found that, job skill demands under AI embeddedness will both increase employees' competency needs, promoting their well-being in organizations and job performance and decrease employees' job embeddedness, inhibiting their well-being in organizations and job performance. Meanwhile, technological anxiety moderated the impact of job skill demands under AI embeddedness on job embeddedness.

The Impact of Job Crafting Dimensions on Work Engagement Among Nurses: The mediating role of psychological capital

Work significantly influences individual well-being and human growth. Jobs are not solely formulated by companies based on their needs but are also actively modified by the individuals who hold those positions. High-stress professions, such as nursing, highlight how stress levels are influenced by factors like resource availability, patient demands, colleague interactions, and workplace cultural dynamics. Hence, this study investigates the effect of job crafting dimensions on work engagement, and examines psychological capital's mediating role in this relationship. It aims to reveal how job crafting can improve both personal and organizational well-being. This study is a descriptive cross-sectional study. The study was conducted with 348 nurses at Al Dhafra Hospitals in Abu Dhabi, UAE. The analysis utilized in this study was conducted using Structural Equation Modeling (SEM) through SmartPLS 4 and SPSS version 27 for descriptive and correlation analysis. The findings demonstrate that the impacts of job crafting dimensions—task crafting, cognitive crafting, and relational crafting—on work engagement and psychological capital are statistically significant. Additionally, the influence of psychological capital on work engagement is statistically significant. Path analysis revealed that psychological capital mediates the interaction between job crafting dimensions and work engagement. These relationships were shown to be statistically significant. This study reinforces the significance of psychological capital and job crafting dimensions as crucial attributes in the workplace. Hence, it advocates for the healthcare industry to consider the implementation of targeted programs aimed at fostering these attributes within nursing teams. Such strategic initiatives are poised to improve individual well-being among nurses, which is expected to result in enhanced organizational efficiency and a notable decrease in turnover rates over time.

A Behavioral Change-Based Mobile Intervention for Promoting Regular Physical Activity in Medical Rehabilitation Maintenance of Patients With Coronary Artery Disease: Controlled Trial.

Cardiac rehabilitation is known to reduce coronary artery disease (CAD) severity and symptoms, but adoption of a healthy postrehabilitation lifestyle remains challenging. Innovative eHealth solutions could help, but behavioral change-based eHealth maintenance programs for patients with CAD are scarce. RehaPlus+ aims to improve postrehabilitation outcomes with a personalized eHealth intervention built on behavioral change concepts emphasizing healthy lifestyle changes, especially regular physical activity (PA). This study aims to evaluate the effectiveness of the personalized eHealth program RehaPlus+ for promoting regular PA against usual care. A total of 169 patients with CAD who had undergone stent implantation or bypass surgery were recruited after completing center-based phase II rehabilitation. They were then divided, without blinding, into 2 groups using a quasi-experimental approach: a case manager-assisted 24-week eHealth program (RehaPlus+; n=84) and a conventional physician-assisted outpatient program (usual care; n=85). The study was designed as a noninferiority trial. RehaPlus+ participants received motivational messages twice weekly for 6 months, and the usual care group engaged in a 6-month outpatient program (twenty-four 90-minute strength and endurance training sessions). The primary outcomes, evaluated using the self-assessed Bewegungs- und Sportaktivität questionnaire, were regular PA (≥150 min/wk) and weekly activities of daily living (ADLs) 6 months after rehabilitation. Secondary outcomes involved PA during work and floors climbed weekly (measured by Bewegungs- und Sportaktivität questionnaire), psychological well-being (assessed by the 5-item World Health Organization Well-Being Index), cardiac self-efficacy, health-related quality of life (measured by the 36-Item Short Form Survey), and work ability (using the Work Ability Index). Data of 105 patients (RehaPlus+: n=44, 41.9%; usual care: n=61, 58.1%; male patients: n=80, 76.2%; female patients: n=25, 23.8%; mean age 56.0, SD 7.3 years) were available at the 6-month follow-up. At 6 months after discharge from phase II cardiac rehabilitation, the RehaPlus+ group exhibited 182 (SD 208) minutes per week of PA and the usual care group exhibited 119 (SD 175) minutes per week of PA (P=.15), with no interaction effect (P=.12). The RehaPlus+ group showed an ADL level of 443 (SD 538) minutes per week compared to the usual care group with 308 (SD 412) minutes per week at the 6-month follow-up, with no interaction effect (P=.84). The differences observed in PA and ADL levels between the RehaPlus+ and usual care groups were within the predefined 1-sided noninferiority margin, indicating that the RehaPlus+ intervention is not inferior to usual care based on these outcomes. There were no differences between the groups for all secondary outcomes (P>.05). RehaPlus+ is not inferior to the usual care program, as both groups improved PA and ADLs to a similar extent. These findings emphasize the potential of eHealth interventions to assist in maintaining healthy lifestyles after rehabilitation. ClinicalTrials.gov NCT06162793; https://clinicaltrials.gov/study/NCT06162793.

The impact of a crisis on the provision of assistive technology in Sweden: the case of COVID-19.

The entitlement to access assistive technology (AT) is fundamental for all individuals. However, challenges encountered during societal crises can significantly impact opportunities for participation and engagement among AT users. Understanding the implications of crises and disasters on AT provision along with their repercussions for end users is crucial. This research endeavors to investigate the experiences of managers overseeing AT provision during crises, using the first wave of the COVID-19 pandemic as a case study. An open-ended questionnaire was distributed to health care managers (n = 18) within AT organizations in Sweden. The responses were analyzed using qualitative content analysis, and four categories derived: Embracing change and navigating new realities, Optimizing strategies due to decreased and limiting prescriptions, Unlocking access and addressing challenges in AT provision, The impact on the staff and their well-being vs effectiveness in the AT organization. The findings indicate that AT organizations have demonstrated remarkable resilience and adaptability in the face of reduced consultations and growing care burden. Despite these challenges, managers have gained valuable insights into developing AT provision more efficiently and sustainably, particularly in digitization. The lessons learned will be critical in ensuring AT provision remains responsive to the needs of patients and society in the future.

Synergizing workplace spirituality: fostering happiness, hardiness and psychological well-being in organizations

Purpose The purpose of this study is to evaluate the impact of workplace spirituality on psychological well-being (PWB). In addition, this study investigates the mediating role of workplace happiness and explores how psychological hardiness moderates the relationship between spirituality and PWB. Design/methodology/approach This study used a two-wave, self-reported quantitative approach focusing on millennials. Data were gathered from 416 participants through structured questionnaires. Regression analysis and bootstrapping techniques were used to investigate the moderated mediation models. Findings The bootstrapped 95% confidence interval for the indirect effects did not include zero, indicating that workplace happiness mediates the relationship between workplace spirituality and PWB. Furthermore, the moderated mediation model revealed that happiness also mediates the relationship between spirituality and PWB, particularly when millennials exhibit low levels of psychological hardiness. Research limitations/implications As millennials make up a significant portion of today's workforce, tapping into the inner resource of spirituality can enhance PWB. Individuals with happy, resilient, clear and receptive minds are more inclined toward achieving well-being. Originality/value This study explores the emerging concepts of workplace spirituality, PWB, workplace happiness and psychological hardiness, focusing specifically on their impact on the well-being of millennials in the workplace, an area that has been relatively under-researched.

Enhancing Employee Assistance Programs for Stress Management in Thailand: Employees’ Perspectives

Employee Assistance Programs (EAPs) are commonly used to manage stress and well-being in organizations in Thailand; however, their utilization rates remain low among employees. This study investigates the factors that influence employees’ utilization of an EAP, focusing on the moderating roles of perceived privacy protection and perceived trust, using the Health Belief Model (HBM). Data were collected by surveying 434 employees from organizations providing EAPs in Thailand. Structural Equation Modelling was employed to analyze the data and test the hypotheses. The findings indicated that employees’ intention to use EAPs was significantly influenced by perceived benefits, cues to action, and privacy protection, whereas self-efficacy had a negative effect. Moreover, perceived privacy protection can strengthen the relationship between self-efficacy and EAP utilization, while it weakens the relationship between cues to action and perceived barriers. Perceived trust further enhances the impact of perceived severity and self-efficacy on EAP utilization. The practical implications for organizations are also discussed.

The role of supervisor support in the association between night work and depressive symptoms: a gender-stratified analysis of 22,422 full-time wage workers in South Korea.

This study investigated the relationship between night work, supervisor support, and depressive symptoms among full-time wage workers, with a focus on gender differences. A nationwide sample of 22,422 full-time wage workers from the Sixth Korean Working Conditions Survey (2020-2021) was analyzed. Experiences of night work were categorized into 5 groups based on the number of night work days per month: 0, 1-5, 6-10, 11-15, and 16-31. Depressive symptoms were evaluated using the 5-item World Health Organization Well-Being Index. Supervisor support was assessed with 5 items. Workers who engaged in 1-5 days (prevalence ratio [PR], 1.23; 95% CI, 1.12-1.36) and 6-10 days (PR, 1.17; 95% CI, 1.06-1.30) of night work per month exhibited a higher prevalence of depressive symptoms than those without night work. After stratifying by supervisor support levels, workers with 1-5, 6-10 and 11-15 days of night work per month were more likely to experience depressive symptoms compared to those without night work in the low supervisor support group. In contrast, no association was found between night work (≥ 6 days) and depressive symptoms in the high supervisor support group. Furthermore, gender differences were notable: female workers with 6-10 days (PR, 1.45; 95% CI, 1.23-1.70), and 11-15 days (PR, 1.43; 95% CI, 1.08-1.90) of night work per month exhibited a higher prevalence of depressive symptoms, whereas their male counterparts did not. This pattern of gender difference was also found among those with low supervisor support. Supervisor support may mitigate the adverse effects of night work on depressive symptoms among full-time wage workers, with differences manifested across genders.

What are the barriers and facilitators for health and social care professionals accessing organizational wellbeing support services? A mixed-methods study

Recent years have seen increases in workers’ stress levels and sickness absence rates. Organizations have increased the number of wellbeing support services they offer employees, but uptake has been poor. This study investigated barriers and facilitators to accessing organizational wellbeing support services. A two-study, mixed-methods design in health and social care employees was used. Study 1 conducted a directed content analysis of qualitative interview data based on the Theoretical Domains Framework (TDF) to identify barriers and facilitators. These were translated into survey items. Study 2 conducted a quantitative cross-sectional survey to assess whether the number of barriers and facilitators was associated with the likelihood of service use. Study 1 (n = 20) created a survey list of 23 barriers and 23 facilitators. Study 2 (n = 162) found that a greater number of facilitators was associated with a greater likelihood of service access, but number of barriers was not. We concluded that increasing facilitators may increase employee uptake of wellbeing support services. Facilitators include making access routes to services simple and efficient and circulating regular information to staff about available services.

The Employee Engagement’s Impact on Productivity and Motivation in the Private higher education Sector in Oman

Employee engagement in the workplace implies that employees are committed to their respective organizational vision, mission, and goals, thereby becoming more engaged, and motivated to contribute to organizational success. Similarly, engaged professional staff in Oman’s higher education sector experience job satisfaction, involvement, commitment, and empowerment, thereby enhancing education quality. Employee engagement has gained significant attention from scholars and practitioners due to its positive impact on personal and organizational well-being. Thus, this study aims to explore the effect of employee engagement on productivity and motivation in Oman’s private higher education sector and determine the success factors for organizations in maintaining employee engagement. The literature review reveals that the working environment, leadership style, and creative work approach tend to influence employee engagement in Oman’s private higher education sector. Therefore, secondary findings reveal the impact of different motivations and productivity on employee engagement through social exchange theory.

Comparing Email Versus Text Messaging as Delivery Platforms for Supporting Patients With Major Depressive Disorder: Noninferiority Randomized Controlled Trial.

The prevalence of major depressive disorder (MDD) poses significant global health challenges, with available treatments often insufficient in achieving remission for many patients. Digital health technologies, such as SMS text messaging-based cognitive behavioral therapy, offer accessible alternatives but may not reach all individuals. Email communication presents a secure avenue for health communication, yet its effectiveness compared to SMS text messaging in providing mental health support for patients with MDD remains uncertain. This study aims to compare the efficacy of email versus SMS text messaging as delivery platforms for supporting patients with MDD, addressing a critical gap in understanding optimal digital interventions for mental health care. A randomized noninferiority pilot trial was conducted, comparing outcomes for patients receiving 6-week daily supportive messages via email with those receiving messages via SMS text message. This duration corresponds to a minimum of 180 days of message delivery. The supportive messages maintained consistent length and structure across both delivery methods. Participants (N=66) were recruited from the Access 24/7 clinic in Edmonton, Alberta, among those who were diagnosed with MDD. The outcomes were measured at baseline and 6 months after enrollment using the Patient Health Questionnaire-9 (PHQ-9), Generalized Anxiety Disorder-7 (GAD-7), and the World Health Organization Well-Being Index (WHO-5). Most of the participants were females (n=43, 65%), aged between 26 and 40 years (n=34, 55%), had high school education (n=35, 58%), employed (n=33, 50%), and single (n=24, 36%). Again, most participants had had no history of any major physical illness (n=56, 85%) and (n=61, 92%) responded "No" to having a history of admission for treatment of mood disorders. There was no statistically significant difference in the mean changes in PHQ-9, GAD-7, and WHO-5 scores between the email and SMS text messaging groups (mean difference, 95% CI: -1.90, 95% CI -6.53 to 2.74; 5.78, 95% CI -1.94 to 13.50; and 11.85, 95% CI -3.81 to 27.51), respectively. Both supportive modalities showed potential in reducing depressive symptoms and improving quality of life. The study's findings suggest that both email and SMS text messaging interventions have equivalent effectiveness in reducing depression symptoms among individuals with MDD. As digital technology continues to evolve, harnessing the power of multiple digital platforms for mental health interventions can significantly contribute to bridging the existing treatment gaps and improving the overall well-being of individuals with depressive conditions. Further research is needed with a larger sample size to confirm and expand upon these findings. ClinicalTrials.gov NCT04638231; https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8552095/.

Single-Item Assessment of Quality of Life: Associations with Well-Being, Mood, Health Correlates, and Lifestyle.

Background: Quality of life (QoL) is traditionally assessed using multiple-item questionnaires. These can be either general, global assessments of QoL or disease-specific questionnaires. However, the use of single-item QoL scales is becoming increasingly popular, as these are more time- and cost-effective, with a readily available and easy-to-interpret outcome. In particular, these are often preferred for quick assessments (e.g., 'at home' testing and mobile phone assessments), and other cases when time constraints are common (e.g., clinical trials and clinical practice). Previous research revealed that multiple-item questionnaires and single-item assessments of QoL have the same validity and reliability. Here we further evaluate the relationship of QoL, assessed with a single-item QoL scale, with well-being, mood, health correlates (e.g., immune fitness, and having underlying diseases), and lifestyle (e.g., sleep, nutrition). Methods: Data from two online surveys are presented. In Study 1, 100 students participated. The single-item QoL score was compared with the World Health Organization Well-Being Index (WHO-5), a single-item score of sleep quality, the Regensburg Insomnia Scale (RIS) score, and the Healthy Diet Scale (HDS). Study 2 comprised a survey among 1415 Dutch adults. Single-item QoL was evaluated and compared with assessments of mood, health correlates (immune fitness and disease status), and lifestyle factors (e.g., sleep, nutrition, stress). Results: The first study revealed significant correlations between QoL and well-being, sleep quality, insomnia ratings, and attaining a healthy diet. The second study revealed significant correlations between QoL and mood, health status, and lifestyle factors (e.g., the ability to cope with stress). Conclusions: The results presented here demonstrate that the single-item QoL scale is an effective and easy-to-implement assessment tool that can be used in both clinical practice and research.

Guest editorial: Change, well-being and meaning in organizations: reflections and recommendations for future research

Guest editorial: Change, well-being and meaning in organizations: reflections and recommendations for future research

Effects of beta-blockers on quality of life and well-being in patients with myocardial infarction and preserved left ventricular function-a prespecified substudy from REDUCE-AMI.

In the Randomized Evaluation of Decreased Usage of Beta-Blockers after Acute Myocardial Infarction (REDUCE-AMI) study, long-term beta-blocker use in patients after acute myocardial infarction (AMI) with preserved left ventricular ejection fraction demonstrated no effect on death or cardiovascular outcomes. The aim of this prespecified substudy was to investigate effects of beta-blockers on self-reported quality of life and well-being. From this parallel-group, open-label, registry-based randomized clinical trial, EQ-5D, and World Health Organization well-being index-5 (WHO-5) questionnaires were obtained at 6-10 weeks and 11-13 months after AMI in 4080 and 806 patients, respectively. We report results from intention-to-treat and on-treatment analyses for the overall population and relevant subgroups using Wilcoxon rank sum test and adjusted ordinal regression analyses. Of the 4080 individuals reporting EQ-5D (median age 64 years, 22% female), 2023 were randomized to beta-blockers. The main outcome, median EQ-5D index score, was 0.94 [interquartile range (IQR) 0.88, 0.97] in the beta-blocker group, and 0.94 (IQR 0.88, 0.97) in the no-beta-blocker group 6-10 weeks after AMI, OR 1.00 [95% CI 0.89-1.13; P>0.9]. After 11-13 months, results remained unchanged. Findings were robust in on-treatment analyses and across relevant subgroups. Secondary outcomes, EQ-VAS and WHO-5 index score, confirmed these results. Among patients after AMI with preserved left ventricular ejection fraction, self-reported quality of life and well-being was not significantly different in individuals randomized to routine long-term beta-blocker therapy as compared to individuals with no beta-blocker use. These results appear consistent regardless of adherence to randomized treatment and across subgroups which emphasizes the need for a careful individual risk-benefit evaluation prior to initiation of beta-blocker treatment.

Detrimental Impact of Abusive Leadership on Employee Mental Health, Psychological Wellbeing, and Presenteeism in Chinese Entrepreneurial Organizations

Objectives: Employees are the main working force of every organization and their well-being is important for the productivity, performance and growth of the firms. However, the negative behavior of the leaders distorts the healthy employee well-being and causes them to sacrifice their physical and mental well-being and show at work and behave presenteeism. Methods: This study investigated the dark side of abusive leadership in damaging the employees' mental health and psychological well-being and increasing presenteeism behavior. Moreover, the study also investigated the negative mediation of performance pressure and workload pressure in between the direct relationship of abusive leadership with the dependent variables. Results: The study adopted a quantitative research methodology and targeted the employees of the Chinese entrepreneurial enterprise organization from the manufacturing, construction and service sectors using the survey questionnaire approach. The questionnaire approach was incorporated for the data collection using the simple random sampling technique to identify the respondents of this study. Conclusion: The regression analysis revealed heartening results for the employee well-being. The study concluded the results by summarizing the results outcomes and implied the fact that abusive leadership has adverse effects on the employees' mental and psychological well-being and promotes presenteeism and for further deteriorating effects, the performance pressure plays an additional role.