The widespread adoption of remote work has compelled organizations to redefine employee engagement strategies and productivity measurement systems. This empirical study investigates the relationship between employee engagement dimensions and remote work productivity metrics among employees working in IT, education, and service-sector organizations in India. Data were collected from 220 remote and hybrid employees using a structured questionnaire. Statistical techniques including reliability analysis, correlation, and multiple regression were employed to analyze the data. The results reveal a significant positive relationship between employee engagement factors—such as leadership support, work autonomy, digital collaboration, and work-life balance—and remote work productivity. The findings emphasize the importance of engagement-driven management practices for sustaining productivity in virtual work environments. The study provides actionable insights for managers, HR professionals, and policymakers in designing effective remote work frameworks.

Work autonomy is crucial for nurses, which allows nurses to use their expertise and understanding of the profession to make informed decisions about patient care. However, research on nurses' work autonomy is limited, particularly in low-income countries like Ethiopia, which is the focus of this study. This study aimed to assess the level of work autonomy and its associated factors among nurses working in public hospitals in the South Gondar Zone, Ethiopia. A cross-sectional study was conducted in public hospitals of the South Gondar zone from January 12 to February 20, 2024. The data was collected through a self-administered pretested questionnaire. The collected data were entered into EpiData V.4.2 and then exported to SPSS V.25 for analysis. The statistical significance of the association between outcome variables and independent variables was declared at a P-value less than 5% (0.05) at 95% CI. The overall level of good work autonomy among nurses was 53.5% (95% CI: 53.32-53.78). Factors significantly associated with good work autonomy include receiving on-the-job training (AOR = 1.6; 95% CI: 1.0-2.5), having five years of work experience (AOR = 1.9; 95% CI: 1.1-3.2), being bothered by lack of materials (AOR = 1.8; 95% CI: 1.1-3.0), and wishing to stay in the nursing profession (AOR = 1.8; 95% CI: 1.1-3.1). While over half of nurses reported good work autonomy, critical barriers such as insufficient resources and intent to leavethe nursing profession hindered optimal autonomy. Enhancing nurse autonomy through targeted training and improved work experience is essential to advancing nursing practice and healthcare outcomes in the region.

ABSTRACT Strategies designed to revive the declining union movement require new resources and new members for success. For this, many unions often used closed or agency shops. We compare these with the now dominant open shop as well as the union default. These options are assessed by asking how effective would each be at securing both members and resources for unions; and how much would each option protect and/or advance worker's autonomy in terms of various individual freedoms? Though closed and agency shops have many merits, especially in relation to the open shop, we conclude that the union default is superior to both.

Purpose This paper examines the effects of workplace romance on employee envy and resultant work-related outcomes, including thriving at work, intrinsic motivation, and turnover intention. This paper also analyzes how work autonomy can enhance the negative impact of workplace romance on employee envy. This paper employed social comparison theory (SCT) and self-determination theory (SDT) to explain underlying psychological processes. Design/methodology/approach Data were collected via an online survey from 394 employees working at 55 five-star hotels in the Al-Dawadmi region of Saudi Arabia. SmartPLS 4 was employed to examine underlying relationships. Findings Results showed that workplace romance positively influenced employee envy, negatively influenced thriving at work and intrinsic motivation, and positively affected turnover intention. Findings also showed that employee envy is a critical mediator between workplace romance and work-related outcomes (i.e. thriving at work, intrinsic motivation, and turnover intention). Further, results indicated that increased work autonomy attenuated the adverse effect of workplace romance on employee envy. Practical implications Our results apply to hospitality industry managers and policymakers. Hospitality organizations can eliminate employee envy and workplace romance, and their negative impact on motivation, performance, and retention, through workplace sharing, anti-passion, and oversight of workplace romance relationships. Originality/value This paper enhances existing studies by incorporating SCT and SDT to support interactions between workplace romance and employee outcomes. It also illuminates the boundary condition of work autonomy and contributes theoretically and practically to the hospitality management literature.

Balancing professional obligations with personal life domains has emerged as a defining challenge for the modern workforce, with profound implications for individual wellness, organizational effectiveness, and broader societal outcomes. While extensive scholarship has examined work-life equilibrium among salaried employees, the experiences of self-employed workers remain substantially underexplored, particularly within developing nation contexts. This comparative empirical study examines differences in work-life balance between self-employed and traditionally employed workers in Vijayawada, Andhra Pradesh, India. Through a cross-sectional survey methodology, primary data were obtained from 120 participants equally distributed between self-employed (n=60) and traditionally employed (n=60) categories via structured questionnaires. Statistical analysis employed descriptive techniques and chi-square independence tests to evaluate associations between employment classification and work-life balance parameters. Results demonstrate statistically significant disparities across eight distinct dimensions. Self-employed participants exhibit markedly superior schedule flexibility (66.70% very flexible versus 16.70%; χ²=30.49, p<0.001, Cramer's V=0.504) and substantially elevated work autonomy (75.00% high autonomy versus 25.00%; χ²=34.49, p<0.001, Cramer's V=0.536). Additionally, self-employed respondents demonstrate reduced work-life conflict incidence (16.70% frequent versus 41.70%; χ²=14.19, p=0.003), superior boundary management (58.30% clear boundaries versus 25.00%; χ²=16.29, p=0.001), diminished stress levels (25.00% high stress versus 50.00%; χ²=10.49, p=0.015), enhanced leisure time access (50.00% sufficient versus 25.00%), stronger perceived social support (66.70% strong versus 41.70%; χ²=12.19, p=0.016), and greater overall satisfaction (58.30% very satisfied versus 33.30%; χ²=10.29, p=0.036). Findings illuminate how employment structural characteristics fundamentally shape work-life balance attainment, with self-employment configurations offering autonomy and flexibility advantages conducive to equilibrium achievement. Implications span organizational policy formulation, entrepreneurship ecosystem development, and employment arrangement innovation. Keywords: Work-Life Equilibrium, Self-Employment Dynamics, Traditional Employment, Occupational Autonomy, Work-Family Conflict, Comparative Methodology, Chi-Square Analysis

Algorithmic management has become a dominant managerial mechanism in gig work, yet its implications for workers and the future of digital employment remain fragmented in the literature. This study aims to systematically examine and synthesize prior research on algorithmic management in gig work by identifying its core mechanisms, benefits, challenges, unresolved research gaps, and implications for developing fair and inclusive algorithmic systems. This study adopts a Systematic Literature Review (SLR) design guided by the PRISMA framework. Peer-reviewed journal articles published between 2020 and 2025 were identified through structured searches of major academic databases. Following the PRISMA stages of identification, screening, eligibility assessment, and inclusion, a final sample of 34 eligible studies was retained for qualitative synthesis. Data were extracted using a structured coding scheme and analyzed through a combination of deductive Input–Process–Output (IPO) mapping and inductive thematic analysis, leading to the development of an extended Input–Process–Output–Outcomes (IPOO) analytical model. The findings indicate that algorithmic management has rapidly evolved into a central managerial system that reshapes power relations, performance evaluation, worker autonomy, and well-being through data-driven control, monitoring, and decision-making. While algorithmic systems enhance efficiency and structure short-term worker behavior, they also generate long-term social, ethical, and human sustainability challenges. These challenges highlight that the future of digital work increasingly depends on fairness, transparency, and human-centered governance in algorithmic systems. The originality of this study lies in extending the traditional IPO framework into the IPOO model to capture both immediate mechanisms and long-term consequences of algorithmic management in the gig economy.

Perceived organizational support and job burnout among government-funded preservice teachers: Basic psychological needs and educational policy satisfaction.

Incorporating scheduling autonomy of workers into flexible job shop scheduling: Learning and balancing decentralized task sequencing decisions with overall scheduling performance

Despite the increasing dependence on virtual assistants by industries worldwide and in the Philippines, there is no empirical research that explores the interaction between HRM practices, job autonomy, work-life balance, and economic stability. While HRM theories have been widely researched in conventional office-based work, whether these are applicable to remote working contexts remains questionable. The current research addresses these gaps by examining how HRM strategies can influence economic stability of virtual assistants, where job autonomy act as mediating variable and work-life balance as moderating variable. The linkage among variables gives a full picture of the direct and indirect effect of HRM interventions on the financial well-being using the motivation, autonomy and work-life balance. Quantitative research design was used, with 146 active virtual assistants selected using snowball sampling. HRM strategies, work autonomy, work-life balance, and economic stability were assessed using standardized scales. The spearman’s (ρ) rho was calculated to be 0.696 with p-value <. 001 representing a positive correlation between HRM strategies and economic stability. Indirect and direct effects were determined through mediation and moderation analysis. The job autonomy indirect effect (a × b = 0.0882, p = 0.024) accounts for 9.11% of the total effect which implies a partial mediation suggesting that autonomy is a contributor to a smaller extent than the predominant role of HRM strategies in the economic stability of virtual assistants. The interaction term accounts for Estimate = 0.038, p = 0.806 shows that WLB does not significantly moderate the relationship between HRM strategies and economic stability indicating that WLB should be regarded as independent predictor and contextual variable rather than a moderator. The results underscore the importance of HR policies that enhance autonomy, promote equitable and supportive HRM systems, and support work-life balance as the direct factor of well-being and stability in virtual assistants.

Understanding psychological contract reconstruction in co-working environments is critical as organizations increasingly adopt shared workspace models to reduce costs and enhance flexibility, yet face unprecedented challenges in maintaining employee commitment when traditional organizational boundaries dissolve. This study investigates how co-working modes influence psychological contract reconstruction and its subsequent effects on organizational commitment, addressing a crucial gap in understanding employee-organization relationships in contemporary workplace arrangements where over 20,000 co-working spaces now operate globally. Drawing on social exchange theory and psychological contract theory, we developed a conceptual model examining the mediating role of psychological contract reconstruction in the relationship between co-working environmental characteristics and organizational commitment dimensions. Using survey data from 456 employees across 127 organizations utilizing co-working arrangements, we employed structural equation modeling to test our hypotheses. Results demonstrate that co-working environmental characteristics significantly influence psychological contract reconstruction (β = 0.247, p < 0.001), which in turn affects affective, continuance, and normative commitment dimensions through differentiated pathways. The findings reveal that psychological contract reconstruction has the strongest impact on affective commitment (β = 0.563, p < 0.001), moderate effects on normative commitment (β = 0.431, p < 0.001), and weaker but significant influences on continuance commitment (β = 0.189, p < 0.01). Work autonomy moderates the relationship between co-working environment and reconstruction processes (β = 0.156, p < 0.01). This study makes three key theoretical contributions: first, it is the first empirical investigation to identify psychological contract reconstruction as a critical mediating mechanism between co-working environments and organizational commitment; second, it extends psychological contract theory from traditional organizational settings to shared workspace contexts where multiple organizational affiliations coexist; third, it demonstrates the differential impact pathways through which reconstruction influences distinct commitment dimensions. Practically, organizations implementing co-working strategies should prioritize supporting psychological contract reconstruction processes through clear communication protocols, adequate organizational support systems, and enhanced employee autonomy to maintain engagement and organizational effectiveness in shared workspace environments.

IntroductionThe business model of multi-sided digital labor platforms relies on maintaining a balance between workers and customers or clients to sustain operations. These platforms initially leveraged venture capital to attract workers by providing them with incentives and the promise of flexibility, creating lock-in effects to consolidate their market power and enable monopolistic practices. As platforms mature, they increasingly implement algorithmic management and control mechanisms, such as rating systems, which restrict worker autonomy, access to work and flexibility. Despite limited bargaining power, workers have developed both individual and collective strategies to counteract these algorithmic restrictions.MethodsThis article employs a structured synthesis, drawing on existing academic literature as well as surveys conducted by the International Labour Office (ILO) between 2017 and 2023, to examine how platform workers utilize a combination of informal and formal forms of resistance to build resilience against algorithmic disruptions.ResultsThe analysis covers different sectors (freelance and microtask work, taxi and delivery services, and domestic work and beauty care platforms) offering insights into the changing dynamics of worker agency on platforms, which have enabled resilience-building among workers on digital labour platforms. In the face of significant barriers to carrying out formal acts of resistance, workers on digital labour platforms often turn to informal acts of resistance, often mediated by social media, to adapt to changes in the platforms’ algorithms and maintain their well-being.DiscussionPlatform workers increasingly have a diverse array of tools to exercise their agency physically and virtually. However, the process of establishing resilience in such conditions is often not straight-forward. As platforms counteract workers’ acts of resistance, workers must continue to develop new and innovative strategies to strengthen their resilience. Such a complex and nuanced landscape merits continued research and analysis.

This article examines the theoretical transition from work–life balance to the modernized concept of work– life blend. In reviewing the existing literature, this research proposes a theoretical framework that repositions early definitions of the work–life blend. By exploring the interaction between autonomy, flexibility, and technological advancement in work and personal domains, the proposed Reciprocal Work– life Blend Model reconceptualizes a combination of existing theories through an interdependent lens, positioning autonomy and trust as central mechanisms that enable satisfaction, role enrichment, and overall well-being. This framework contributes to the ongoing refinement of work–life theory by highlighting the iterative nature of blending across domains.

Changing expectations in the Generation Z workforce require organizations to revisit how to design a work system that suits the needs of flexibility, life balance, and work autonomy. Generation Z tends to value flexibility as an important role in choosing and retaining jobs, while traditional work policies are considered less relevant. This study aims to identify the role and effectiveness of Flexible Working Arrangement (FWA) on job satisfaction, productivity, and performance of Generation Z employees as well as the type of FWA that best suits the characteristics of Generation Z and what are the drivers for FWA to run effectively. The research uses a qualitative approach through the Systematic Literature Review (SLR) method with PRISMA guidance and the PICO framework to identify, screen, and synthesize relevant scientific articles. The article is included in the period 2020-2025 and obtained 10 empirical aricelles that meet the inclusion criteria for analysis. The results of the synthesis show that the implementation of FWA, such as flextime, flexplace, remote work, or hybrid, has a positive effect on job satisfaction, life balance, productivity and performance of Generation Z employees. Therefore, FWA is not only a philosophy of flexibility, but also a human resource management strategy that plays a role in improving the motivation, welfare and overall performance of Generation Z employees. This research is limited to a literature review, further research with an empirical approach is needed to verify the findings in more depth.

This study examines the impact of environmental leadership on psychological empowerment and its subsequent influence on Organizational Citizenship Behavior for the Environment (OCBE) in academic settings. Specifically, it investigates how environmental leadership enhances key aspects of psychological empowerment, including work meaning, autonomy, and self-efficacy. These factors, in turn, contribute to work impact and drive OCBE among faculty members. Data were collected from 410 faculty members at higher vocational institutes and universities in Guangdong Province, China, using a purposive sampling technique. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypothesized relationships. The findings indicate that environmental leadership significantly strengthens psychological empowerment by positively influencing work meaning, autonomy, and self-efficacy. These factors, in turn, enhance work impact and significantly promote OCBE. The study highlights the vital role of environmental leadership in cultivating a culture of sustainability within academic institutions. It advances theoretical understanding by illustrating how environmental leadership and psychological empowerment interact to drive OCBE. It provides a robust model for examining OCBE’s antecedents and offers new insights into the mechanisms through which leadership fosters sustainability in higher education. The study highlights the need for academic institutions to adopt environmental leadership practices to cultivate a sustainability-oriented culture. It urges leaders to create meaningful work environments, grant autonomy, and enhance self-efficacy among faculty and staff. Future research should explore effective strategies for developing environmental leadership, such as training programs and mentorship opportunities, to cultivate leaders capable of driving impactful sustainability initiatives.

This article examines how firms should integrate artificial intelligence into labor-market screening when applicants can choose between human and AI interviewers. Drawing on a natural field experiment involving 70,000 job applicants and recent theoretical advances in mechanism design, we show that AI adoption is fundamentally a design problem rather than a simple substitution decision. When applicants select their preferred interviewer, this choice itself becomes an informative signal about underlying abilities—a phenomenon we term "choice-as-signal." The welfare implications depend critically on whether firms incorporate this signal into hiring decisions and whether applicants anticipate such use. Evidence suggests that hybrid screening systems combining human and AI evaluation outperform either technology alone, and that specialized assignment—matching each screener to the dimensions they assess most accurately—can improve match quality. These findings challenge conventional automation narratives and reveal novel trade-offs between worker autonomy and information revelation in AI-augmented hiring.

Organizational managers face unique challenges associated with different generations working in an organization, each possessing specific values, motivations, skills, and communication styles. Currently, Generation Z, the youngest one, is entering the labour market. This paper evaluates the work motivation of Generation Z using data obtained from a questionnaire survey. The sample consists of 142 representatives of this generation, aged 18 to 25. The data were analysed using factor analysis, which identified six key motivational factors for Generation Z employees. These factors are: internal communication and work engagement; work control and evaluation; compensation and well-being work motivation and personal development; work stability and social security; and work autonomy and support. The results show that Generation Z is primarily motivated by good financial compensation, respect and recognition, clear opportunities for career growth, and benefits that provide flexibility and stability. Understanding the characteristics and preferences of Generation Z can help managers create a productive work environment and increase their satisfaction and performance.

BackgroundNurses’ well‐being at work has become a global concern due to persistent stressors such as staff shortages, shift work, emotional demands and limited autonomy. Most existing studies take a deficit‐centred perspective, focussing on burnout or work stress and ignoring the complexity of holistic well‐being.AimThe aim of this study was to assess nurses’ levels of well‐being at work across six well‐being domains and explore its relationship with job satisfaction, health status and functional limitations.MethodsA cross‐sectional survey was conducted among 767 nurses working in various healthcare institutions in Slovenia. The six‐dimensional well‐being scale for nurses, which was translated and psychometrically validated for this study, was used to assess physical, emotional, intellectual, social, occupational and spiritual well‐being.ResultsThe overall median score for nurses’ well‐being at work was 2.97 (on a scale of 1–5), slightly below the neutral midpoint (M = 3.00). Among the dimensions, physical (M = 3.12), emotional (M = 3.18) and spiritual (M = 3.21) were rated lowest, while social (M = 3.60) and occupational (M = 3.58) were rated highest. Nurses with long‐term health conditions or activity limitations gave significantly lower scores for well‐being in the physical, emotional and occupational domains (p < 0.001). Higher job satisfaction was positively correlated with general well‐being (rs = 0.327, p < 0.001). Age and length of service were weakly negatively correlated with several domains of well‐being (p < 0.001).ConclusionsNurses’ well‐being at work has many facets and is influenced by personal health, job satisfaction and professional context. A holistic model can highlight strengths and weaknesses that are often overlooked in traditional, burnout‐centred approaches.Implications for Nursing ManagementNurse managers should incorporate well‐being into HR policy through relationship‐centred leadership, flexible working practises and values‐led support. Interventions should include reflective spaces, mentoring and learning opportunities tailored to emotional, intellectual and spiritual development. Monitoring dimensions of well‐being as a key performance measure can lead to sustainable improvements in healthcare.

Remote working is growing rapidly in project-oriented organizations, especially in developing countries where digital systems are still maturing. As many firms shift toward flexible and hybrid structures, it has become important to understand how key remote-work factors influence project outcomes. Earlier studies point to the roles of autonomy, technology readiness, communication quality, and work-life balance in shaping employee performance, but evidence from project-based organizations remains limited. This study examines how five determinants of remote work affect project success in Pakistani project-based companies: communicating frequently and well (CFW), promoting work-life balance (EWLB), maintaining interest and productivity (MIP), providing accessible technology (PAT), and supporting worker autonomy (EWA). A quantitative survey was conducted with 225 employees from project-oriented firms in Islamabad and Rawalpindi. Descriptive statistics, factor analysis, correlation tests, and regression modeling were used to assess the significance and strength of each determinant in predicting project success. The analysis showed that all five determinants contributed meaningfully to project success, with communication, accessible technology, and autonomy emerging as the strongest predictors. Work-life balance and productivity also showed positive and supportive effects. Remote work improves project outcomes when employees have reliable technology, clear communication channels, reasonable workloads, and the autonomy needed to manage tasks effectively. These findings can guide project-based organizations in emerging economies as they expand remote-work practices and aim for stronger performance.

Objective: To characterize clinicians' familiarity, attitudes, and utilization patterns related to complementary and integrative health (CIH) services at an academic medical center in the United States. Methods: This mixed-methods pilot study surveyed and interviewed clinicians (n = 46), including Department of Integrative Health (DIH) nurses who deliver CIH services via a consult model to hospitalized patients. Self-report questionnaires assessed clinicians' familiarity, attitudes, and utilization of CIH services. Qualitative interviews explored CIH perceived benefits, barriers, and opportunities for wider service adoption. Result: Fifty-six percent of clinicians discussed the benefits of CIH services with patients, and 72% reported positive impacts such as improved sleep, coping, healing, and reduced pain and/or stress. Nurses (n = 25) reporting greater work autonomy viewed CIH services as more integral to their practice. DIH nurses demonstrated a high degree of familiarity and comfort in counseling patients with CIH modalities. Qualitative data highlighted the importance of creating safe, therapeutic environments, empowering patients, and improving health literacy. Challenges included limited education, awareness, and staffing, particularly during evenings and weekends. Proposed improvements encompassed expanded education and staffing, dissemination of effectiveness criteria, and automated electronic health record referrals. Conclusion: CIH services are broadly perceived as health-promoting and warrant expansion, but operational and cultural challenges must be addressed. These findings will guide CIH services' refinement in U.S. academic medical centers and serve as a model for institutions seeking to integrate CIH services into patient care.

The main aspects of the introduction of a cognitive approach to assessing and forecasting indicators of financial stability of the enterprises of the agro-industrial complex, which allows increasing the competitiveness of the enterprises in conditions of uncertainty, have been substantiated. The financial statements of enterprises were used, which allowed, on the basis of calculation of current liquidity, solvency, maneuverability of equity, provision of own working capital, financial leverage and autonomy, to determine the intervals of values for the analyzed indicators and parameters (vertices) of trapezoidal functions. The «Fuzzy Logic Toolbox» is used according to the algorithm of fuzzy output of the Mamdani software package «MATLAB») in order to construct the boundary of linguistic term-sets of evaluation criteria for processing inaccurate, incomplete or contradictory data, which is typical for real economic situations. A model for assessing the financial stability of the enterprises of the agro-industrial complex has been built, which is a matrix in which five qualitative levels («very low», «low», «medium», «high» and «very high») are the columns of the matrix, and the analyzed indicators are the rows of the matrix, their intersection, in turn, are the levels of belonging of quantitative levels of factors to certain qualitative classes. The membership levels in fuzzy subsets were calculated from the term set of variable values and the quantitative value of the aggregated indicator, which allowed linguistic recognition of the degree of financial stability of the enterprises of agro-industrial complex. A classifier of levels of the aggregate indicator is proposed, in order to substantiate the financial stability of the enterprises of the agro-industrial complex based on the correspondence of the calculated values to the conditions of stable or unstable state. The most significant factors of influence on the enterprises of the agro-industrial complex in the context of strengthening competitiveness and stability in the market during the construction of graph models of the first and second levels of determining the financial stability of enterprises of the agro-industrial complex in a dynamic environment have been identified.