Based on the conservation of resources theory, this study examines the relationship between algorithmic stigma and work engagement among platform workers. Hindrance stressor appraisal is proposed as a mediating variable, while job autonomy and fairness perception are introduced as moderating factors. The data were collected from a two-wave survey of 297 platform workers. The results indicated that algorithmic stigma is negatively related to work engagement, and that hindrance stressor appraisal partially mediates the relationship between algorithmic stigma and work engagement. Furthermore, job autonomy and fairness perception moderate the positive link between algorithmic stigma and hindrance stressor appraisal, and also moderate the mediating role of hindrance stressor appraisal in the relationship between algorithmic stigma and work engagement. This study not only extends occupational stigma research into the realm of algorithmic management by proposing and validating the concept of "algorithmic stigma" with technological embeddedness, but also uncovers the stress transmission mechanism through which algorithmic stigma influences work engagement from a dynamic perspective of resource gains and losses. The findings offer practical guidance for platform enterprises to mitigate the adverse effects of algorithmic stigma and enhance workers' work engagement and sustainable career development by optimizing algorithm design, increasing job autonomy, and improving procedural and distributive fairness.

How does meaningful work foster healthcare professionals' work engagement: Insights from multi-group analysis.

This study examines the influence of Green Human Resource Management (GHRM) practices on Work Meaningfulness (WM), with Work Engagement (WE) as a mediator and Perceived Green Organizational Support (PGOS) and Psychological Ownership (PO) as moderators. A quantitative survey was followed by qualitative interviews using a mixed-methods approach. Participants for the quantitative part were drawn from multiple industries across several countries, with a predominantly Western sample, while the qualitative part focused on the complexity of GHRM's impact, particularly on implementation challenges and employees' perceptions. The results suggest that GHRM enhances WM, although it has a negative impact on WE, suggesting that GHRM practices are viewed as an extra demand. However, PGOS mitigates this negative effect. GHRM practices should be designed and implemented with employee participation to negate the risk of tokenism and improve WM. PGOS can also drive and facilitate the reduction of any negative GHRM effects on employee engagement. This research expands the JD-R model by investigating GHRM as a job resource and job demand as well, depending on organizational support. The findings point to the importance in GHRM of match between organizational intent and employee perceptions.

Conditional indirect influence of the satisfaction with life and student work engagement mediated by academic self-efficacy of undergraduate students.

The experiences of psychotherapies for post-traumatic stress disorder in children and adolescents: A meta-synthesis of qualitative literature.

ABSTRACT In today’s dynamic and unpredictable organisational environment, it is essential to have proactive employees who take initiative and innovate how they approach their work. This includes embracing proactive bottom-up job design strategies such as expansive job crafting and i-deals. This study explores organisational justice and psychological safety as distinct mechanisms leading employees who engage in expansive job crafting and negotiate i-deals to higher work engagement. Based on 324 responses from employees in different organisations in Spain, collected at three different time points to measure independent and dependent variables. The results show that proactive job redesign behaviours are associated with higher levels of work engagement, but each behaviour operates through a different mechanism. Thus, psychological safety mediates the relationship between expansive job crafting and work engagement, but not with i-deals. Conversely, organisational justice mediates the relationship between i-deals and work engagement, but not with expansive job crafting. This study advances the development of the nomological network of proactive behaviours by establishing specific connections among expansive job crafting, i-deal negotiation, psychological safety, and organisational justice and work engagement.

"We are exhausted, but we just love it": A qualitative study exploring burnout and work engagement among advanced practice cancer nurses in Australia.

Generational priorities, motivations, concerns, and expectations of hospital pharmacists in Spain.

Psychometric evaluation of the flourishing-at-work scale in the Indonesian context.

Purpose Drawing upon the theories of social exchange and social cognition, this study aims to comprehend the mechanism leading to Green Work Engagement (GWE) in organizations. The authors examine a model in which the impact of Green Leadership (GL) and Green Human Resources Management (GHRM) is observed on Green Work Engagement through the unique intervening mechanism of Environmental Awareness (EA). Design/methodology/approach A quantitative time-lagged cross-sectional survey was conducted through purposive sampling, where data were gathered from 318 managers of the manufacturing SMEs in the twin cities of Pakistan. The gathered data were analyzed via SPSS 29.0 and SmartPLS 4.1.0.8 software. Findings The relationship between GL and GWE was found to be positive and significant, as well as between GHRM and GWE. Additionally, the mediation of EA was found significant between GL and GWE, and insignificant between GHRM and GWE. Practical implications The results uniquely contribute to the existing literature and offer invaluable insights for decision-makers on how to foster an environmentally engaged workforce in the context of a deteriorating natural environment. Originality/value Several factors make this study distinct. First, it identifies and fills a gap concerning the determinants of GWE, which are very few in themselves. Second, it examines the intervening mechanism of EA, which, according to the authors’ knowledge, has never been explored in the constructs’ relationship before. Third, to the best of the authors’ knowledge, this is the first study of its kind to be conducted in the small and medium-sized manufacturing enterprises (SME’s) in the twin cities of Pakistan.

This study aimed to assess the psychometric properties and structural relationships among dimensions of academic engagement (AE) in fully online dental courses within a traditional dental education program for first-year students. A cross-sectional design was employed involving 593 dental students from a public university in Mexico, each enrolled in at least one fully online course. AE was measured using the 9-item Spanish version of the Utrecht Work Engagement Scale (UWES), culturally adapted and validated for Mexican populations. Internal consistency was examined using Cronbach's alpha, while interrelationships among AE dimensions, "Vigour", "Dedication", and "Absorption", were analysed using structural equation modelling (SEM). Model fit was evaluated using standard indices (CFI, RMSEA, SRMR). Internal consistency was strong across dimensions (α = 0.77-0.88) and excellent for the total scale (α = 0.92). SEM analysis revealed optimal model fit (χ2(24) = 69.51; CFI = 0.98; RMSEA = 0.03), with "Vigour" significantly predicting "Dedication" (β = 0.65) and "Absorption" (β = 0.60), while "Dedication" also predicted "Absorption" (β = 0.58). These findings validated the multidimensional structure of AE in virtual learning. The results support the relevance of AE constructs in online dental education and confirm "Vigour" as a key driver of engagement. These findings suggest that online learning, when well structured, can foster meaningful academic involvement early in dental training. Importantly, this early engagement may contribute to improved academic persistence and preparedness for subsequent clinical training, reinforcing the role of digital education in preparing future dental professionals.

The engagement and burnout profiles of preschool teachers are closely linked to young children’s developmental outcomes. This study investigated engagement and burnout profiles among 529 Chinese preschool teachers in relation to their emotional states, varying experiences, and professional backgrounds. The sample predominantly consisted of early-career educators, with 47.8% aged between 21 and 30 years and 33.1% having 0–5 years of work experience. Using a quantitative cross-sectional design and latent profile analysis (LPA), this study identified four distinct profiles: slightly exhausted (48.58%), moderately burned out (18.53%), engaged (25.90%), and highly burned out (6.99%). Positive emotional states, such as enjoyment, were associated with higher work engagement, while anxiety was associated with a higher probability of belonging to burnout profiles. In contrast, perceived career success and negative emotions like anger did not significantly predict work engagement and burnout profiles. Teachers with extensive teaching experience and pre-service early childhood education (ECE) training were more likely to maintain high work engagement. This study highlights the critical role of emotional states and professional ECE training in promoting preschool teachers’ work engagement and sustainable practice, particularly among early-career teachers.

To identify effective interventions designed to improve work ability and reduce early exit from the labor market of midlife and older workers. Searches were conducted in PubMed, Cochrane Library, Scopus, Web of Science, and PsycInfo up to February 17, 2025, focusing on studies aimed at improving work ability and associated conditions (work productivity, work engagement, job performance, and work capacity) and reducing early exit from the labor market among participants aged ⩾40 years. Two reviewers evaluated the quality of studies. The effectiveness of interventions was evaluated using meta-analysis and, when not feasible, qualitative synthesis. Of 17,505 publications, 41 studies were included, comprising 14 randomized controlled trials (RCTs, n = 4123) and 27 non-randomized studies (n = 4,616,452). Meta-analysis of RCTs showed that aerobic or strengthening exercises modestly improved work ability (pooled standardized mean difference 0.26, 95% CI 0.08-0.44). Qualitative synthesis indicated cognitive behavioral therapy (CBT) reduced productivity loss in workers with chronic health conditions. A meta-analysis of non-randomized studies showed policy reforms raising the eligible retirement age increased employment by 12 percentage points (pps) (95% CI 7-17) and decreased retirement by 29 pps (95% CI 8-50), but increased disability benefits by 6 pps (95% CI 1-11), unemployment by 7 pps (95% CI 2-12), and economic inactivity by 6 pps (95% CI 5-8). Policy reforms tightening unemployment benefit requirements increased employment and reduced unemployment, but increased disability benefits. Exercise improved work ability and CBT reduced productivity loss. Regulatory actions on retirement age and unemployment benefits were associated with higher work participation.

Introduction Changes in job characteristics and conditions intensify uncertainty, necessitating investigating the extent to which employees experience career anxiety, which could adversely influence employee wellbeing and organizational outcomes. Career anxiety is distinct from job insecurity which consists out of objective and subjective job insecurity. Objective job insecurity is related to employment relations (viz. employment contract), while subjective job insecurity emphasizes anticipation relating to desired employment conditions. Career anxiety is an emotional state in response to attaining decent work and hindrances to job performance. Methods A quantitative research design was utilized by means of collecting primary data from 345 participants ( n = 345) using a questionnaire. Statistical analyses included regression analysis, as well as ascertaining the mediation role of job crafting and the moderating role of burnout. Results Career anxiety reverted significant associations with burnout and work engagement. Burnout was found to be significantly negatively associated with work engagement. Job crafting was found to be a significant mediator that partially mediates the association between career anxiety and burnout. Burnout was found to be statistically a moderator that moderates the association between career anxiety and work engagement. Discussion Results underscore that job crafting mediated the association between career anxiety and burnout, which, in turn, reduces burnout. Higher levels of burnout would exacerbate career anxiety, decreasing the experience of work engagement. Future studies should be conducted to validate the results. This study contributes to the corpus of knowledge regarding career anxiety, with a lacuna of research identified internationally indicative of the originality of the research.

ABSTRACT Based on the job demands‐resources model, this study examined the effect of perceived principal leadership on primary school teachers' work engagement, and the mediating roles of occupational stress and job crafting in this relationship. Five hundred and fifteen Chinese primary school teachers completed a demographic form and responded to five self‐report measures. Structural equation modelling results showed that transformational and transactional leadership positively predicted vigour, dedication, and absorption. Results also indicated that role ambiguity and psychological strain mediated the relationship between transformational leadership and vigour, dedication, and absorption. Role overload and role ambiguity mediated the effects of transactional leadership on vigour, dedication, and absorption. Task crafting, skill crafting, and role crafting mediated the effects of transformational and transactional leadership on the three work engagement scales. Occupational stress (role overload, role ambiguity, and psychological strain) and job crafting (task crafting, skill crafting, and role crafting) serially mediated the effects of leadership (transformational and transactional) on the three work engagement scales. The findings enrich the literature and provide practical implications for primary school education.

Purpose A growing body of research has confirmed the positive effects of job crafting (JC) on employee work engagement (WE). Despite numerous studies, the role of work meaningfulness (WM) in the relationship between JC and employee engagement is unclear. Drawing on self-determination theory (SDT), we propose that through JC, employees satisfy three basic psychological needs (autonomy, competence and relatedness), which enhances WM and engagement, with the aim of this study being to examine this relationship, considering WM as a mediator. Design/methodology/approach Using the partial least squares structural equation modelling method, we analysed data from 451 non-managerial employees from Austria, Czechia, Poland and Slovakia. Findings Our study contributes to literature on SDT by showing how JC satisfies basic psychological needs (autonomy, competence and relatedness), with WM serving as a key mediator of employee engagement. Originality/value While previous studies have focused primarily on the direct effects of JC on employee engagement, our findings show that these effects are relatively weak. However, when job meaningfulness is included in the relationship, the effects become significantly stronger and more statistically significant. Thus, the study provides new insights into the interaction between JC and employee WE, offering practical recommendations to organisations for designing jobs and interventions that promote employee WE.

In recent years, there has been a growing interest in research on language teacher emotions while relatively fewer studies have focused on language teachers’ professional pride. This study aims to develop and validate a scale for language teacher pride (LTP), and it seeks to understand how this critically important emotion may be linked to other central, conceptually related constructs including wellbeing, work engagement, and burnout. Data were collected employing an online questionnaire in which 423 language teachers from 52 countries took part in the study. The results of exploratory factor analysis, confirmatory factor analysis, and exploratory structural equation modeling revealed that the newly constructed Language Teacher Pride Scale (LTPS) reflects the multifaceted nature of LTP as a positive emotional experience. We further found that language teachers with a heightened sense of pride in their teaching were more engaged in their work, had higher wellbeing, and were less prone to burnout. We hope that the results of this study will aid future research by informing policy and practice as well as theory building about the role of pride as a potential core construct in positive psychology, which can help us to understand and support teacher flourishing.

Burnout and adverse mental health outcomes are increasingly reported by health professionals, affecting work engagement or collaboration, with negative effects on staff retention and healthcare quality. This cross-sectional study assessed the prevalence and correlates of work-related emotional exhaustion among health professionals in paediatric cardiac care. Health professionals (153 nurses, 37 medical doctors, 22 allied and mental health professionals, 17 research/administrative staff; 55% response rate, 85% women) at a large quaternary paediatric hospital in Australia completed validated measures within the WithCare Health Professional Survey (June 2020-February 2021). Emotional exhaustion, depersonalisation, and personal accomplishment at work were measured using the Maslach Burnout Inventory. Hierarchical linear regression was used to identify correlates of tested emotional exhaustion, with calculation of 95% confidence intervals (CI). Two-thirds (68%) of participants endorsed feeling "used up at the end of the workday," while 65% felt "emotionally drained from work" at least a few times a month. Correlates of emotional exhaustion included higher anxiety (ß = 1.41, CI: 0.46, 2.35), greater avoidance-based coping (ß = 4.15, CI: 0.22,8.08), greater work-family conflict (ß = 0.55, CI: 0.38, 0.71), lower compassion satisfaction (ß = -0.55, CI: -0.81, -0.30), and lower approach-based coping (e.g., positive reframing or acceptance, ß = -3.44, CI: -6.24, -0.65). Demographics, clinical role characteristics, physical health, and psychosocial factors accounted for 62% of the variance in emotional exhaustion (p < 0.0001). Health professionals providing paediatric cardiac care report emotional exhaustion, which can adversely affect both personal and professional well-being. Identification of correlates can inform the design of targeted initiatives to address mental health needs.

We develop and test a model of how older workers’ perceived age discrimination obstructs their job performance, focusing on employee job level (managerial versus line employee) as a critical contingency. Drawing upon resource theories, we propose that the effects of age discrimination on performance are more detrimental for older workers at lower levels (frontline) than at higher levels (managerial). We tested our model using three-wave data—controlling for lagged variables at every stage—and found evidence for a moderating role of job level. Older workers in lower job levels (frontline) experienced more negative consequences from perceived age discrimination compared to those in higher job levels (managerial), resulting in lower work engagement and ultimately in lower subsequent task performance relative to baseline. However, we did not observe conclusive effects extending to proactive performance. Our model and results show that the impact of perceived age discrimination is mitigated at higher managerial job levels, highlighting the need to protect frontline older workers who are impacted more strongly by age discrimination.

This study applied the psychology of working theory to examine how ambivalent sexism predicts perceptions of decent work and occupational engagement via work volition and career adaptability among female science, technology, engineering, and mathematics (STEM) university students in South Korea ( N = 397). Results showed good fit for the measurement and structural models. Hostile sexism negatively affected work volition, which mediated its relationships with decent work and occupational engagement. Work volition and career adaptability jointly mediated the relationship between hostile sexism and occupational engagement. Unexpectedly, benevolent sexism was positively associated with both outcomes, suggesting suppression effects. These findings highlight the complex ways sexism constrains women’s career development while underscoring the importance of supporting women’s agency, pursuit of decent work, and sustained engagement in STEM. Future research should examine broader psychological and contextual variables that may interact with psychology of working theory (PWT) constructs to shape female STEM students’ long-term engagement and access to decent work.