Work Climate Research Articles

The relationship between virtual work climate and digital creativity: The role of remote work self‐efficacy and proactive personality

In the era of the digital economy, enhancing the digital creativity of remote workers is paramount for organizations. Our research, informed by insights from individual perceptions of climate and social cognition, introduces and examines a robust theoretical framework for comprehending the ways in which remote workers foster digital creativity within a virtual work environment. Utilizing this framework, we hypothesized about the correlation between a virtual work climate and digital creativity. To test our hypothesis, we embarked on an empirical study that involved a two‐stage survey, resulting in 331 valid responses. The findings reveal a positive correlation between the virtual work climate and digital creativity. Furthermore, we discovered that remote work self‐efficacy plays a role in partially mediating this relationship. The data also indicates that a proactive personality not only strengthens the connection between the virtual work climate and digital creativity but also enhances the link between the virtual work climate and remote work self‐efficacy. Intriguingly, a proactive personality also intensifies the mediating role of remote work self‐efficacy in the relationship between the virtual work climate and digital creativity. These insights shed light on the specific processes and conditions that amplify digital creativity among employees via a virtual work climate. We suggest that organizations can significantly boost the digital creativity of their remote workforce by cultivating a supportive virtual work climate.

Work Team Effectiveness: Importance of Organizational Culture, Work Climate, Leadership, Creative Synergy, and Emotional Intelligence in University Employees

(1) Background: In university contexts, the effectiveness of work teams is vital for institutional success and the personal development of an institution’s members. Objective: Our aim is to understand the relationships between emotional intelligence, team leadership, organizational culture, work climate, and creative synergy with team effectiveness. (2) Methods: We used a cross-sectional predictive design study using structural equation modeling (SEM), in which 512 surveys of employees of a private Peruvian university were analyzed. (3) Results: Leadership and emotional intelligence were found to significantly improve team effectiveness. In addition, organizational culture, work climate, and creative synergy act as mediators in these relationships, enhancing team effectiveness. The adjusted model presented adequate incremental (x2=9452.498, gl=3391, p<0.001) and comparative (TLI=0.998, CFI=0.998, RMSEA=0.017 y SRMR=0.033) goodness-of-fit indices. (4) Conclusions: The results showed that the development of emotional competencies and leadership skills is essential to optimize the effectiveness of work teams in universities. This integrated model not only provides a solid theoretical framework for future research, but also offers practical recommendations for improving the management and performance of work teams.

The Influence of Organizational Climate and Work Ethic on Employee Performance Through Work Discipline

Employee performance plays an important role in improving the quality of an educational institution. There are several factors that influence employee performance, including organizational climate, work ethic and work discipline. This study aims to: test the influence of organizational climate and work ethic on work discipline; test the influence of organizational climate, work ethic and work discipline on employee performance; and test the influence of organizational climate and work ethic on employee performance through work discipline. The population of the study was 202 personnel of the East Java Regional Police State Police School. The number of samples was set at 41 people, while the sampling technique used purposive random sampling. Data collection used questionnaires that were distributed directly to respondents. The data analysis technique used SEM PLS. The results of the study concluded that as independent variables, it was proven that work climate, work ethic and work discipline had a positive and significant effect on employee performance. When the work climate is conducive, work ethic and work discipline increase, employee performance also increases. However, work discipline as a mediating variable for the influence of work climate and work ethic on employee performance cannot play an optimal role.

Sales Performance Analysis in Adding New Indihome Customers (Case Study in Telkom Jember Area)

Sales Force is an important part of PT Telkom Indonesia's position which has a role in making the company successful. Sales Force finds it difficult to make offers to get customers. Sales Forces do not get a fixed salary, they only get a fee based on new customer orders whose been activated on the same day, so this makes Sales Force less motivated to work. It is suspected that there is miss preception between the Sales Force and the Organization which can influence their job satisfaction and performance. This research presents the results of descriptive statistical analysis, validity and reliability tests of measurement model parameters, as well as the results of testing the research structural model. The descriptive statistical analysis, validity test and reliability test in this research were analyzed using SMARTPLS software. Meanwhile, hypothesis testing and model suitability analysis in this research were carried out using the variance-based Structural Equation Modeling (SEM) method. Data collection was carried out directly by distributing questionnaires to 101 respondents, who were in the IndiHome Sales area for the period 2019 – July 2023. For the result analysis, Work Motivation and Self Efficacy have positive significant for Sales Force Job Satisfaction. Work motivation and Climate Organization have a positive significant effect on Sales Force Job Performance. Climate Organization does not have a significant effect on job satisfaction. Self-Efficacy does not have a significant effect on Performance. Job Satisfaction does not have a significant effect on Sales Performance.

Going the Extra Mile: What Drives Employee Voluntarism in Public Sector Organizations?

This research intends to investigate the impact of employee age and innovative work climate on the relationship between supportive supervisory roles and employee acts of voluntarism. Using a large cross-sectional survey of the Australian Public Service we find that the influence of supportive supervisors on employees’ acts of voluntarism and extra role behaviors at work is higher amongst younger employees. This indicates that younger employees are more likely to engage in acts of voluntarism as a result of supportive supervisory roles. Findings also indicate that innovative work climate accentuates the relationship between supportive supervisory behaviors and acts of voluntarism. Employees who experience high levels of innovative work climate and high levels of support from supervisors tend to display higher levels of voluntarism and extra role behaviors at work. These findings have several theoretical and practical implications.

Co-creating an appreciative working climate: discussing reasons for appreciation, forms and roles from a communication perspective

PurposeIn recent years, various socio-political developments have led to changes in the labor market that place high demands on both employees and organizations. Research has shown that strong employee–organization relationships depend partly on employees’ perceptions of appreciation at work for which different communicators are attributed with responsibility. This study draws conclusions for the role of internal communication professionals in co-creating an appreciative working climate by exploring employees’ expectations on what they want to be appreciated for, by identifying forms of appreciation and by stressing the contribution of communication professionals in meeting these expectations.Design/methodology/approachThe results base on three focus groups conducted in January 2023 with employees without leadership responsibility working in large Austrian organizations.FindingsThe analysis yields to two areas – “personal characteristics and qualities” and “work-related behaviors” – where employees expect appreciation. In six categories we capture forms of appreciation that reflect employees’ expectations and perceptions. Most of the forms can and should be addressed by managers within an organization—internal communication professionals should follow a communicative professional logic and act as strategic partners and resource providers, enablers and role models.Research limitations/implications(1) What do employees expect to be appreciated for? (2) What forms of appreciation do employees expect? (3) What role do internal communication professionals seize in co-creating an appreciative working climate?Practical implicationsBased on social exchange theory, resource theory and the job-demands resource (JD-R) model, this study conceptualizes appreciation as a prototypical generic socioemotional resource at work that is communicative in nature, and key to both motivation and health.LimitationsThere is a need to capture the perspective of managers and internal communication professionals on employees’ expectations in order to deepen the debate about communication responsibilities, practice and critical aspects of appreciation. Furthermore, a comparison of different work cultures (e.g. Asia) and other institutionalized work forms (e.g. start-ups, small enterprises, public agencies) would advance the debate.Originality/valueThe study provides in-depth knowledge of reasons for and forms of appreciation from an employee’s perspective, which is considered relevant to discuss communication responsibilities in light of dependencies.

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Associations among preschool classroom chaos, work climates, and child outcomes

This study examined the associations between two unique features of classroom chaos (chaotic structure and chaotic atmosphere) in preschool settings and teacher-perceived child functioning, and the roles of teacher- and director-perceived work climates. Multilevel modeling was used to analyze the nested data of 329 children within 53 classrooms. The study found distinct roles of chaotic structure and atmosphere. Moreover, the congruence/incongruence between teacher- and director-perceived work climates significantly moderated the associations between classroom chaos and teacher-perceived child outcomes. The findings highlight the importance of considering multidimensional preschool environments and promoting positive work climates perceived by both teachers and directors.

Principal–Teacher Relationships Under the Pressure of the COVID-19 Pandemic: Critical Factors and Implications for School Leadership During Crises

This paper aims to present the views of Greek school principals on whether and how working amid the crisis caused by the COVID-19 pandemic affected principal–teacher relationships. It mainly focuses on the factors that contributed to the quality and course of these relationships. A qualitative methodology was adopted. Data were collected from 57 principals of public primary and secondary schools who answered the open-ended questions of an online questionnaire. Written answers were analyzed using the method of thematic analysis. The analysis revealed that, given the adverse working conditions, principal–teacher relationships were affected to varying degrees and in different ways in each school unit. For forty-seven percent of principals, the relationships remained unaffected; for forty percent, the relationships worsened; and for thirteen percent, they became stronger. It was found that teacher-related factors (attitude towards increased duties/obligations and ability to manage stress and fear), as well as work climate-related factors (communication and interaction, togetherness, and pre-existing work climate) contributed to the course of principal–teacher relations amid the pandemic. The findings provide practical and theoretical implications for school leadership and human resources management in a crisis context.

The Exercise of Nurses' Clinical Leadership in Hospital Care Units: A Qualitative Multiple Case Study.

This study aims to describe the exercise of clinical leadership by nurses within hospital care units, identify the factors influencing it and explore how nurses perceive its impact. Qualitative multiple case study. The study involved 36 interviews, 120 h of observation and documentary analyses with nurses across various roles within three nursing teams to capture collective leadership. Thematic and cross-case analyses were also conducted. Nurses' clinical leadership was manifested in five distinct forms, irrespective of their role: (1) initiating actions involving reflective thinking and intervention, (2) influencing others through coaching, (3) actively participating in and mobilising efforts to enhance the quality of care, (4) fostering optimal synergy and team cohesion, and (5) leveraging personal and collaborative capacities. Factors influencing this leadership included clinical, human and material resources, time, a work environment that promotes autonomy and a positive work climate. Nurses perceived their leadership as having a positive impact on patients, themselves, the interdisciplinary team and the organisation. These findings were integrated into a modellisation of the exercise of nurses' clinical leadership based on Le Moigne's (La Théorie du Système Général. Théorie de la Modélisation. Paris: Presses Universitaires de France, 2006) philosophical approach. This study provides a perspective on nurses' collective clinical leadership in hospital care units, emphasising its leverage effect and the achievement of positive impacts. The proposed model serves as a valuable tool for nurse managers to better understand and support the exercise of clinical leadership. The model can guide nurse managers in supporting clinical leadership within teams, assist individual nurses in associating clinical leadership with their practice and assist with mobilising their leadership skills. This study explores how nurses across various roles within a hospital care unit exercise clinical leadership. The findings reveal five active forms of nurses' clinical leadership, perceived by nurses to positively impact patients, the interdisciplinary team and the organisation. Nurses and managers can use these five forms to foster a collective approach to clinical leadership. None. WHAT DOES THIS PAPER CONTRIBUTE TO THE WIDER COMMUNITY?: This study introduces an innovative model for understanding and promoting nurses' clinical leadership. It provides insights into the positive impact of this leadership approach and the significance of promoting it. Standards for Reporting Qualitative Research [SRQR] (O'Brien etal. Academic Medicine, 89, 2014 and 1245). Not registered.

Psychological Safety Competency Training During the Clinical Internship From the Perspective of Health Care Trainee Mentors in 11 Pan-European Countries: Mixed Methods Observational Study.

In the field of research, psychological safety has been widely recognized as a contributing factor to improving the quality of care and patient safety. However, its consideration in the curricula and traineeship pathways of residents and health care students is scarce. This study aims to determine the extent to which health care trainees acquire psychological safety competencies during their internships in clinical settings and identify what measures can be taken to promote their learning. A mixed methods observational study based on a consensus conference and an open-ended survey among a sample of health care trainee mentors from health care institutions in a pan-European context was conducted. First, we administered an ad hoc questionnaire to assess the perceived degree of acquisition or implementation and significance of competencies (knowledge, attitudes, and skills) and institutional interventions in psychological safety. Second, we asked mentors to propose measures to foster among trainees those competencies that, in the first phase of the study, obtained an average acquisition score of <3.4 (scale of 1-5). A content analysis of the information collected was carried out, and the spontaneity of each category and theme was determined. In total, 173 mentors from 11 pan-European countries completed the first questionnaire (response rate: 173/256, 67.6%), of which 63 (36.4%) participated in the second consultation. The competencies with the lowest acquisition level were related to warning a professional that their behavior posed a risk to the patient, managing their possible bad reaction, and offering support to a colleague who becomes a second victim. The mentors' proposals for improvement of this competency gap referred to training in communication skills and patient safety, safety culture, work climate, individual attitudes, a reference person for trainees, formal incorporation into the curricula of health care degrees and specialization pathways, specific systems and mechanisms to give trainees a voice, institutional risk management, regulations, guidelines and standards, supervision, and resources to support trainees. In terms of teaching methodology, the mentors recommended innovative strategies, many of them based on technological tools or solutions, including videos, seminars, lectures, workshops, simulation learning or role-playing with or without professional actors, case studies, videos with practical demonstrations or model situations, panel discussions, clinical sessions for joint analysis of patient safety incidents, and debriefings to set and discuss lessons learned. This study sought to promote psychological safety competencies as a formal part of the training of future health care professionals, facilitating the translation of international guidelines into practice and clinical settings in the pan-European context.

The Effect of Principal Leadership, Ethos, and Work Climate on Educator Performance MAN District of Sumedang

Education is seen as a valuable investment in improving the quality of human resources and building a nation. The research focuses on the MAN Se-Kab district of Sumedang to analyze the leadership of the head of the school, the work ethos, the working climate, and the performance of the educators. Quantitative survey methods are used with data collection using lifts. Data analysis includes validity, reliability, classical assumption tests, double linear regression, and hypothesis tests. Research at MAN Se-Kab district Sumedang found that the leadership of the head of school, the work ethos, and the working climate were rated "Good" (average 4.24, 4.58, and 4.27), as well as the performance of educators. (rata-rata 3,90). Nevertheless, the leadership of the head of the school did not significantly impact the teacher's version (t count -1,035 &lt; 2,012, significance 0,306 &gt; 0,05). On the contrary, the work ethos (2,621, significance 0.042 &lt; 0,05) and the working climate (2,047, signification 0.053 &lt; 0.05) had a significant positive impact. Simultaneously, the three variables influence the performance of educators (f counts 10,890 &gt; f table 4,052, significance 0,045 &lt; 0,05). The determination coefficient of 30.4% suggests that the head of school leadership, work ethos, and work climate variables can explain variations in teacher performance. In comparison, the other 34.8% variations are influenced by external factors such as culture and environment. Research recommendations include improved teacher performance and the role of the head of school in creating a productive working environment. The study provides in-depth insight into education dynamics in the MAN Se-Kab district of Sumedang, providing a basis for improving the quality of educators' performance and leadership.

Impact of Work Climate, Workload, and Stress on Fatigue for Improving Health and Work Outcomes

Background: Fatigue is a prevalent health issue affecting physical and mental well-being, particularly in industrial workers. Prolonged fatigue can reduce cognitive function, increase susceptibility to illness, and lower work productivity. Factors such as poor work climate, excessive workload, and stress exacerbate fatigue and negatively impact productivity. Methods: This observational cross-sectional study was conducted at PT. Makassar Tene, a sugar refinery in Makassar, Indonesia, with 118 employees. Data on work climate, workload, stress, fatigue, and productivity were collected using a Heat Stress Monitor, reaction timers, and structured interviews. Path analysis was employed to examine the direct and indirect effects of these variables on productivity. Results: The study revealed a significant direct effect of work climate on fatigue (p &lt; 0.05) and productivity (p = 0.008). Similarly, workload directly influenced fatigue (p = 0.001) and productivity (p = 0.044). Stress was found to impact productivity indirectly through fatigue (p = 0.018). Fatigue emerged as a critical mediator, significantly reducing productivity. Conclusion: Poor work climate and excessive workload contribute to fatigue, which in turn diminishes productivity. Addressing environmental and workload factors is essential to improving employee well-being and optimizing productivity in industrial settings. Implementing effective interventions to manage work stress and fatigue is crucial for enhancing both health and work outcomes.

Harnessing Emotional Intelligence: Enhancing Employee Performance in Kerala’s Retail Textile Industry

This research explores the effects of EI (Emotional Intelligence) on employee performance in the retail textile industry in Kerala with specific reference to the moderating roles of organizational culture and leadership style. With the ever-growing demands of the retail sector, it is imperative to demonstrate the efficiency of EI in improving employee performance to support a sustained competitive advantage. This research adopts a descriptive research design, whereby both quantitative and qualitative data will be collected to capture the goals and objectives of the study. Structural equation Modelling (SEM) was used to determine the relationship between EI and the level of performance of employees, as well as the moderating role of organizational culture and leadership style. This study focuses on textile manufacturing employees of the selected retail outlets of Kerala, with a sample size of 250. The results are expected to help explain how EI can enhance performance, especially under conditions of leadership support and organizational culture. The implications of these findings should offer explicit counsel to managers in the retail textile industry to facilitate a work climate that boosts the emotional capabilities of workers, resulting in increased work efficiency and contentment. Apart from extending the body of knowledge on emotional intelligence and employee performance, the findings of this study provide an important guideline for the retail sector of Kerala with regard to emotional intelligence that must be developed to enhance performance and sustain business success in the future.

Predictors of Job Satisfaction among Polish Teachers

The term “job satisfaction” refers to emotional responses and ways of thinking about work in a given structure. It is the degree of self-fulfillment that an employee experiences while performing work-related duties. Work satisfaction is linked to positive attitudes towards employment and more effective results. The aim of the orginal research presented in the article is to determine the predictors of job satisfaction among Polish teachers. Individual factors such as gender, length of service, personality variables (emotional stability, agreeableness, extroversion), work-home conflict, as well as organizational factors, i.e., overall work climate, were also considered. The research was conducted on a sample of 952 teachers from across Poland. Women accounted for 87.6% (n=834) and men for 12.4% (n=118) of the respondents The average age was M=46.47 (SD=9.59). A survey questionnaire was used for the purposes of the study, and hierarchical regression analysis was applied to develop the research results. School climate, work-home conflict, and level of extroversion were found to be significant predictors of job satisfaction. Given that personality factors are difficult to change, an effective way to increase teachers’ job satisfaction is to take care to build a positive school climate and fair distribution of responsibilities, which can reduce work-home conflict.

Attitude of the Kremlin towards “heresy” shown by J. Paleckis in 1946–1950

The aim of this article is, referring to the documents from Russian State Archive of Social Political History and other sources, to reveal how the leaders of the Central Committee of the All-Soviet Union Communist party (bolsheviks) and officers from the Central Committee apparatus valued manifestations of national communism demonstrated by J. Paleckis and his conflicts concerning the issues of sovietization of Lithuania with A. Sniečkus. The other purpose of this paper is to find out whether J. Paleckis, emphasizing specific conditions in Lithuania and wishing to mitigate the course of sovietization, received any support from the leaders in the Kremlin; why A. Sniečkus, who used to criticize J. Paleckis, did not try to remove him from the Politburo of the Central Committee of the Lithuanian Communist Party or dismiss him from the position of the chairman of the Presidium of the Supreme Council of Lithuanian Soviet Socialist Republic. This article presents efforts made by J. Paleckis in order to find allies in Moscow, establish patron-client type relationship with Andrei Zhdanov, a secretary of the Central Committee of the All-Soviet Union Communist party (bolsheviks). The analysis of the sources allows us to draw some conclusions. It could be maintained that the secretaries of the Central Committee of the All-Soviet Union Communist party (bolsheviks) and leaders of divisions of the Central Committee apparatus closely watched the conflict displayed between J. Paleckis and A. Sniečkus and the majority of the Politburo of the Central Committee of the Lithuanian Communist party (bolsheviks) led by the latter. These communists were anxious for unhealthy working climate in the Central Committee of the Lithuanian Communist party (bolsheviks). J. Paleckis‘s political conflicts were caused by manifestation of his national communism ideology, tendency to take care of local interests and his intersection with strict Marxist classic position taken by A. Sniečkus and by majority of other members of the Politburo of the Central Committee of the Lithuanian Communist party (bolsheviks). It could be stated that political “heresy” of J. Paleckis, who was involved into a risky political games behind the scenes in order to make efforts and mitigate the course of sovietization policy, and his proposals to write into the agenda some elements of national communism seemed to the leaders of the Central Committee of the All-Soviet Union Communist party (bolsheviks) not just unnecessary but even hazardous. J. Paleckis’s attitude did not comply with provisions and interests of the authorities in the Kremlin, therefore, his efforts were not supported and were valued only negatively. On the other hand, the line of sovietization of Lithuania, to which A. Sniečkus adhered and his methods of governing the party, substantially coincided with the principal position of the authorities of the USSR, as well as with the general line of the Communist party, and, therefore, a prospect of losing the post of the first secretary of the Central Committee of the Lithuanian Communist party was negligible. J. Paleckis‘s efforts to compete with A. Sniečkus strengthened the authority of the latter. The first secretary of the Central Committee of the Lithuanian Communist party deliberately avoided taking considerable sanctions against J. Paleckis, he did not seek to dismiss J. Paleckis from the position occupied. This would have not been beneficial to A. Sniečkus, because a potential strike from Moscow could be directed against J. Paleckis, a “nationalist” and “heretic”. If J. Paleckis had been removed from the political arena, nobody would have covered A. Sniečkus against potential Moscow repressions. Continuous stress caused by confrontation with J. Paleckis allowed A. Sniečkus to manifest himself as a flawless implementer of political line of the Centre and, because of this, to enhance his position as the first secretary of the Central Committee of the Lithuanian Communist party.

Strategi Loyalitas Kerja pada Azalea Gorden

Azalea Gorden is a Micro, Small and Medium Enterprise (MSME) engaged in the production and sale of curtains with the best quality and competitive prices since 2005. This study aims to determine employee work loyalty at Azalea Gorden. The focus of this study is to understand employee work loyalty strategies and their impact on employee productivity. The method used is descriptive and Observative, by describing the situation through observations that occur in the field. The data obtained are the results of interviews with the Owner / Shop Owner of Azalea Gorden. The results of the study indicate that there are several factors that influence employee work loyalty at Azalea Gorden. These factors include job satisfaction and a positive work climate, and it was also found that high work loyalty can have a positive impact on employee productivity. The implication of this study is the importance of MSMEs in creating a work environment that motivates and supports employees to remain loyal. In managing employees, companies must pay attention to job satisfaction and a positive work climate.

Shaping sustainable tourism: local insights for Svalbard’s future

ABSTRACT While tourism is frequently heralded as a key agent of opportunity and change in the Arctic, transformative change in the polar regions comes with a great deal of uncertainty. The strongly hierarchical Svalbard policy context allows limited action space for expanding tourism or developing new products. Still, Tourism is strictly regulated, and it is debatable whether the local residents have any real say in the shaping of development paths. Nevertheless, understanding local attitudes is always a component in building relationships between public institutions and local stakeholders. Albeit a constraining policy context, knowledge about stakeholder attitudes can provide valuable information about the consequences of alternative policy strategies and interventions that are likely to build or degrade trust in institutions with power. We surveyed the residents of Longyearbyen (N = 238) through an ad-hoc sample to examine attitudes toward effects of tourism, interaction with tourists, and to what extent local attitudes align with or depart from a plausible local interpretation of how key sustainable development goals (SDG) could inform and direct sustainable development of tourism in Svalbard. Current tourism practices face challenges related to several SDGs targeting work conditions, climate change and environmental management.

Self-compassion dan rasa syukur dengan kesejahteraan psikologis dosen Perguruan Tinggi Negeri: Gaya kepemimpinan sebagai moderator

This study aims to examine self-compassion and gratitude with psychological well-being moderated by leadership style in lecturers at South Sumatra State Universities. The participants of this study were 452 lecturers, and the participants were taken using purposive sampling techniques. This research instrument uses the psychological well-being scale (Cronbach's alpha a = 0.852), the Multifactor Leadership Style MLQ-5X Scale (Cronbach's alpha a= 0.85.), and the Self-compassion Scale (Cronbach's alpha a = 0.817). The data were analyzed using Structural Equation Modeling (SEM). The results of the model test analysis using path analysis found that the role model of leadership style as a moderator variable of the influence of self-compassion and gratitude on psychological well-being in PTN lecturers is fit and significant. Furthermore, the results of moderated regression analysis found that leadership style provides a moderator role in self-compassion and gratitude on psychological well-being. This study highlights the moderating effect of leadership style on work climate, self-compassion, and gratitude on psychological well-being, which shows that the high or low influence of work climate, self-compassion, and gratitude on psychological well-being depends on the high or low moderation of leadership style.

Employees’ Emotional Intelligence and Job Satisfaction: The Mediating Role of Work Climate and Job Stress

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being.