Workplace Culture Research Articles (Page 1)

Workplace culture remains a crucial catalyst for enhancing performance within public sector organisations. This paper examines the influence of workplace cultural traits on the performance of Tanzania’s public sector institutions. It explores the prevailing workplace culture, highlights emerging trends, and addresses a significant gap in existing literature regarding cultural compatibility and organisational outcomes. The study specifically analyses practical experiences and insights on how workplace culture contributes to improved performance, while also identifying key factors that influence the accommodation of cultural values within Tanzanian public institutions. An integrative literature review (ILR) approach was adopted, encompassing five stages: problem identification, literature search, data evaluation, analysis, and presentation. Findings reveal that despite multiple reforms over the past three decades, public sector performance remains unsatisfactory, largely due to the misalignment between administrative controls, directives, and prevailing workplace cultural realities. This misalignment has weakened organisational commitment, reduced employee motivation, and undermined service delivery. Key factors identified for enhancing performance include ethical and transformational leadership, effective employee engagement, empowerment, fair remuneration, and alignment of organisational practices with workplace culture. The study concludes that fostering a positive and compatible workplace culture is essential for improving employee commitment, mitigating toxic work environments, and ensuring the effectiveness of institutional reforms and digitalised management systems such as PEPMIS. By integrating cultural understanding into organisational practices, public sector managers can enhance accountability, innovation, and overall performance.

In today’s fast-paced, competitive world, employees are under increasing pressure to work longer hours and meet deadlines. This can lead to a decrease in work-life balance, harming employee well-being and mental health. Therefore, employee well-being and mental health have become increasingly important concerns in the workplace. The problem is that many employers are not taking the necessary steps to support their employees in achieving a healthy balance between work and life. This can result in excessive work demands and pressure, which can lead to burnout, stress, and other mental health issues. Promoting work-life balance prevents these issues and enhances employee productivity and job satisfaction. A lot has been researched on various aspects of employee well-being and mental health, and the workplace remains a dynamic and evolving field with room for further exploration. The research gap lies in the need for comprehensive insights into the specific strategies and interventions that organizations can implement to create employee well-being and mentally healthy work environments. Therefore, this paper reviews published material on the importance of work-life balance in promoting employee well-being and mental health in the workplace to understand the status quo and identify gaps for future studies. The main objective is to evaluate the effectiveness of work-life balance strategies for promoting employee well-being and mental health in the workplace. To identify factors that contribute to work-related stress and burnout. To assess the impact of work-related stress on employee well-being and mental health. To identify innovative approaches and best practices in employee well-being initiatives. To identify gaps in the literature for future studies. The study used a systematic literature review methodology to review and analyse the most relevant research articles starting from 2018 to 2025 relating to workplace mental health and employee well-being. The systematic review followed a rigorous research design and methodology, adhering to PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) 2020 guidelines to ensure transparency and replicability. For this review paper, databases such as Google Scholar, Springer, Science Direct, and Scopus were searched to collect journal articles written in English. The PRISMA eligibility principle guided the selection and screening of articles, ensuring that only relevant studies were included inthe review based on the exclusion criteria, dissertations, theses and conference proceedings were excluded from consideration. Furthermore, studies that did not include ‘employee wellbeing’ and ‘mental health’ in the title were also omitted. A total of 458 papers and reports were reviewed, and articles were searched using keywords such as work-related stress, burnout, work-life, Mental health, well-being, and workplace culture. Eventually, 23 concrete papers were selected for this research. The research outcomes shows that Work-related stress and burnout negatively affect employee well-being, job satisfaction, and productivity. Effective work-life balance strategies, such as flexible work arrangements, reduced work hours, and mental health support, can mitigate the adverse effects of work-related stress and burnout. A positive workplace culture that promotes work-life balance and mental health is associated with higher employee well-being and job satisfaction. Organizations that prioritize employee well-being and mental health not only create healthier and more productive work environments but also position themselves as employers of choice in an increasingly competitive job market. Continued research and the implementation of well-being initiatives are crucial for cultivating mentally healthy and resilient work. The promoting work-life balance and employee well-being and mental health is an innovative HR strategy that can foster workforce resilience by reducing burnout, stress, and turnover rates. Sustainable development requires attention to both economic and social factors and promoting employee well- being is an important social factor that can contribute to a more shows relevance to the themes.

ABSTRACT A recognised and established role for social workers in healthcare is inpatient care in Australian hospitals. Victorian hospitals are experiencing increased patient demand and complexity, necessitating skilled social workers. A triangulated exploratory design enabled both quantitative and qualitative questions through use of tailored questionnaires. The aim of this study was to identify factors that strengthen or pose barriers to the recruitment and retention of social workers in a hospital setting. Responses were obtained from hospital social work managers, social workers, and students. Key findings revealed that factors such as workload, limited career progression, and workplace culture significantly impact recruitment and retention. A multifaceted, systemic approach is essential to address these challenges and strengthen workforce sustainability in healthcare settings. IMPLICATIONS Recruitment and retention of experienced hospital social workers remain problematic in Australian healthcare services. A multidimensional understanding of the broader issues related to recruitment and retention in Melbourne metropolitan hospitals can help strengthen recruitment and retention strategies and policies.

Abstract Black women remain acutely underrepresented in senior leadership roles within higher education, often experiencing precarious appointments during times of institutional instability—a phenomenon known as the “glass cliff.” While existing research addresses the barriers to leadership access, limited scholarship explores what happens once Black women assume these high-risk roles. This study asks, “What are the lived experiences of Black women in high-level leadership roles in higher education, and how do they describe navigating workplace cultures shaped by the intersections of race and gender?” Using narrative inquiry, the researchers conducted semi-structured interviews with five Black women who have held high-level academic leadership positions. Participants were recruited through purposive and snowball sampling. Data were thematically analyzed using a five-step coding process, with multivocality and researcher reflexivity employed to ensure rigor. Findings revealed eight interrelated themes, including the impact of racial and gender identity on professional trajectories, limited mentorship and sponsorship, inequitable compensation, and persistent organizational cultures reflective of glass cliff conditions. Participants described feeling devalued, under-supported, and excluded from critical decision-making spaces. Despite these challenges, they demonstrated resilience and emphasized the importance of culturally affirming support systems, intentional recruitment practices, and transparent institutional cultures. This study contributes to higher education leadership literature by demonstrating how misogynoir and racialized organizational risk shape Black women’s leadership experiences post-appointment. The findings call for urgent structural reforms in recruitment, support, and retention strategies to ensure that Black women not only access leadership roles but are positioned to thrive within them.

Abstract Red Pill ideology, an online ecosystem that frames men as victims of feminist progress, has moved well beyond fringe forums to shape leadership norms in corporate and political arenas. Scholars have charted its spread across the manosphere, yet we know little about how these narratives crystallise into day-to-day leadership behaviours that undermine workplace ethics and equity. This study conceptualises Red Pill leadership behaviours as a distinctive, discourse-driven form of toxic leadership and examines how they distort organisational decision-making. Grounded in Habermasian discourse ethics and extended with Fraser’s critique of power asymmetries, we investigate how Red Pill leaders subvert open deliberation and justify exclusion. Employing critical netnography and thematic analysis, we analyse a multi-source dataset comprising 66 keynote speeches and high-profile interviews, 227 social media artefacts posted by 34 executives, 23 corporate case files, 20 investigative media articles, and 13 podcast episodes, produced between 2018 and 2024. Our findings identify three interlocking behaviour clusters: (1) exploitative influence and manipulation; (2) control, supremacy, and suppression of dissent; and (3) dehumanisation with harmful outcomes that normalise male supremacist grievance, delegitimise diversity initiatives, and marginalise opposing voices. By theorising these behaviours and mapping their communicative tactics, we show how Red Pill leadership manufactures legitimacy, monetises grievance, and embeds misogyny in workplace culture. We conclude by outlining multilevel policy and organisational interventions that promote ethical deliberation, critical reflexivity, and inclusive governance.

Burnout is a work-related syndrome with growing relevance in occupational health. This study explored the association between job stress factors and burnout in Korean workers at small- and medium-sized enterprises (SMEs). A total of 1024 employees from SMEs (50-299 workers) receiving outsourced occupational health services completed a cross-sectional survey. Job stress was measured using the Korean Occupational Stress Scale short form (KOSS), and burnout was assessed with the Korean version Burnout Syndrome Scale (KBOSS), aligned with International Classification of Diseases, 11th Revision (ICD-11) criteria. Burnout was evaluated across 3 dimensions: exhaustion, cynicism, and reduced efficacy. Burnout syndrome was defined as meeting all 3 dimensions. Multiple logistic regression analyses were performed to assess the associations between job stress factors and burnout. Burnout syndrome was found in 3.3% of participants. Key findings with statistical measures include: 1) burnout syndrome association - high job demand (Q3: OR = 12.62, 95% CI: 2.03-78.41, p < 0.05) and high overall job stress (Q4: OR = 17.56, 95% CI: 1.40-220.76, p < 0.05); 2) exhaustion predictors - high job demand (Q3: OR = 10.71, 95% CI: 3.64-31.48, p < 0.001), inadequate compensation (Q4: OR = 2.06, 95% CI: 1.02-4.16, p < 0.05), and poor workplace culture (Q4: OR = 2.63, 95% CI: 1.11-6.24, p < 0.05); 3) paradoxical findings - low job autonomy associated with reduced exhaustion (Q4: OR = 0.23, 95% CI: 0.11-0.48, p < 0.001). Specific job stressors differentially impact burnout dimensions in Korean SMEs: Job demand and overall stress critically predict burnout syndrome, while inadequate compensation and poor workplace culture significantly affect exhaustion. The counterintuitive protective effects of reduced autonomy warrant further investigation. Organizations should prioritize evidence-based workload management and compensation fairness aligned with ICD-11 diagnostic patterns. Int J Occup Med Environ Health. 2025;38(5).

ABSTRACT This article considers the influence of people with cognitive disabilities on the sustainability of inclusive employment and the culture of workplaces and industry. We applied Gould et al. (2022) analytical framework about building and growing disability inclusion in business to research data collected about creating employment opportunities in aged care. The research found that people with cognitive disabilities in the workplaces and the guiding Community of Practice (COP) influenced managers and coworkers directly and indirectly, through working well when reasonable adjustments were made and positively impacting the practices of co‐workers. Conditions making these influences possible were reasonable adjustments, supportive managers and skilled facilitators. The impact was increased employment of people with disabilities and changed workplace cultures to value diversity as contributing to quality aged care. These influences were possible because of the mutual support in the COP to overcome challenges. Implications are that leadership by people with disabilities and managers can influence inclusive employment initiatives to be sustained and change workplace culture.

Understanding midwifery workforce retention: An Australian cross-sectional study.

A Scoping Review Characterizing Reproductive and Childbearing Challenges in Plastic and Reconstructive Surgery.

ABSTRACT Background This study examines the perspectives of support workers in Wales supporting individuals with learning disabilities and complex needs. Methods Conducted in a South‐West Wales health and social care service, we used six in‐person focus groups ( n = 22) recruited via purposive sampling. Photo‐elicitation prompts were used to deepen reflection, and transcripts were analysed inductively using Braun and Clarke's thematic analysis. Findings The analysis generated three overarching themes: Strengths, Support and Sources of Pride in the Role, Challenges and Barriers in Daily Practice and Calls for Training, Recognition and Fair Pay. While participants reported strong commitment and enjoyment, they highlighted the need for more managerial support, as they often relied on team members. Reports of anxiety, isolation, and inconsistent support indicate risks to staff well‐being and retention. Conclusions The study underscores the importance of structured induction and managerial presence in reducing burnout and sustaining workforce stability. Calls for pay reform and improved recognition reflect wider concerns about equity, responsibility, and retention in social care. These insights have significant implications for workforce strategy in Wales and contribute to international discussions on workforce sustainability in learning disability services, offering transferable insights into how rights‐based policy frameworks, ethical guidance, and supportive workplace cultures can strengthen recruitment, retention, and the quality of care.

From incivility to bullying and harassment, poor workplace behavior covers a spectrum of behaviors. As many as 1 in 3 health professionals report experiencing bullying, costing the National Health Service £2.28 billion per year due to increased sickness, higher employee turnover, litigation, and lost productivity. This national survey highlighted the reality of workplace behavior and burnout in Gynecologic Oncology in the United Kingdom. An online peer-reviewed survey was distributed to all British Gynaecological Cancer Society members using Microsoft Forms. The survey ran from October 4 to November 16, 2024. Results were analyzed using Microsoft Excel (v 16.89). A total of 118 responses were received from 691 British Gynaecological Cancer Society members (17% response rate). Seventy-eight percent (92/118) of respondents had experienced poor workplace behaviors in the last 12 months. The most common behaviors reported were persistent attempts to belittle and undermine work (55%, 65/118), freezing out/ignoring/excluding (41%, 48/118), and undue pressure to produce work (42%, 50/118). High levels of burnout were reported, with 79% (93/118) finding work emotionally exhausting and 58% (69/118) feeling burned out by their work. Teamwork is particularly important within Gynecologic Oncology; however, 24% (28/118) felt that people are rejected for being different, and 14% (16/118) felt mistakes are held against them. Subspecialty trainees, women, and ethnic minorities experienced the worst workplace behavior compared to other groups. Gynecologic Oncology team members experience persistent incivility, bullying, and poor psychological safety in the workplace. Burnout levels in Gynecologic Oncology exceed those seen in other specialties. This survey provides key insights into Gynecologic Oncology workplace culture, laying the groundwork to develop meaningful solutions to improve team culture, reduce attrition, and protect staff well-being and patient outcomes.

Workplace bullying is a critical concern in high-risk sectors such as construction and manufacturing, where high-pressure environments, strict deadlines, and hierarchical structures may intensify the problem. Despite its serious impact on workers’ well-being and productivity, research in these sectors, particularly in Indonesia, is limited. This study examined the prevalence of workplace bullying, contributing factors, and its effects on mental health among construction and manufacturing workers. It also explored barriers to prevention and potential strategies for mitigation. A mixed-methods design was applied, involving 1029 workers (620 manufacturing, 409 construction). Quantitative data were collected using the Negative Acts Questionnaire—Revised (NAQ-R), while qualitative insights were obtained through Focus Group Discussions (FGDs). Analyses included chi-square tests, logistic regression, and thematic analysis. Bullying was more prevalent in construction, especially among younger and less experienced workers. Risk factors included work-related stress, role ambiguity, and gender dynamics. FGDs revealed underreporting due to absent policies, weak leadership, and workplace cultures that normalized aggression. Workplace bullying remains a significant issue in both sectors in Indonesia. Strong anti-bullying policies, effective leadership, and comprehensive training are essential. Transforming organizational culture toward inclusivity and support is critical to addressing this challenge.

How Residents Develop Virtues: A Qualitative Longitudinal Study.

Occupational burnout is common among intensive-care-unit (ICU) staff and adversely affects staff well-being and patient care. We hypothesized that a multicomponent intervention based on organizational support and workplace climate improvement would reduce burnout. The 1:1 cluster-randomized Hello trial involved 370 ICUs from sixty countries allocated to either the intervention or usual care. The four-week intervention designed to promote a positive workplace culture and within-team support used posters, email nudges, greetings during morning meetings, role modeling, and positive messages in boxes and on noticeboards. The primary endpoint was burnout prevalence, measured using the Maslach Burnout Inventory. Secondary outcomes included MBI subscale scores, well-being, job satisfaction, ethical climate, intention to leave, work safety, and professional conflicts. Before the intervention, burnout prevalence was 59.4% (95% CI, 58.6-60.5), with no difference between arms. After the intervention, 4966 intervention-arm and 4602 control-arm healthcare professionals completed the MBI. Burnout prevalence was significantly lower in the intervention arm relative to controls (52.2% vs. 63.3%; adjusted odds ratio, 0.56; 95%CI 0.46-0.68; P < 0.001). Among MBI sub-scales scores, emotional exhaustion and depersonalization were lower, and personal accomplishment was higher in the intervention arm. Staff in the intervention arm reported better job satisfaction, workplace safety, ethical climate, and patient- and family-centered care; they were less often considering a job change. The Hello intervention reduced burnout and improved workplace culture among ICU staff. Given the pragmatic design, the intervention tested may have broad applicability. The trial was registered on ClinicalTrials.gov on June 18, 2024 (NCT06453616).

BackgroundHealthcare systems have faced unprecedented demand over the course of the COVID-19 pandemic, placing significant burdens on frontline doctors, nurses, and support staff. Many studies have thus observed significant impacts on frontline healthcare workers’ mental health and wellbeing, however, few studies have explored the evolving nature of healthcare roles and its impacts on healthcare workers. This study retrospectively explored the changing nature of frontline healthcare roles over the last three years of the pandemic, and its impact on stressors and supports related to frontline healthcare workers’ mental health and wellbeing.MethodA total of 11 Victorian (Australia) frontline healthcare workers from frontline wards participated in retrospective semi-structured interviews between March 2023 to April 2023. Data was analysed using thematic analysis, using a reflective approach to identify patterns across participant narratives and experiences.ResultsThree superordinate and nine subordinate themes were identified. Themes revolved around (1) COVID-19 anxiety and work related stressors in the initial and later stages of the pandemic, (2) The great resignation of healthcare workers that led to workforce issues, fatigue and exhaustion, which subsequently impacted team dynamics, workplace culture, engagement at work, and patient care, and (3) Strained social connections and work to family spillover effects during the COVID-19 era, as well as the key relational supports that helped healthcare workers manage stressors.ConclusionThe COVID-19 pandemic appears to have amplified existing challenges in healthcare provision and highlighted the psychological burden of healthcare roles on staff. Workplace demands have shifted from crisis management of acute risk of COVID-19 infections to now managing staffing shortages, presenting new challenges that require innovative solutions to ensure frontline HCWs’ mental health are protected. There is thus a need to adapt staff supports to manage the excessive demand on staff now, and the findings here offer recommendations for governments, health organisations, and healthcare leaders to design policies and supports that meets the needs of frontline HCW’s mental health and wellbeing.Supplementary InformationThe online version contains supplementary material available at 10.1186/s12888-025-07348-4.

Although there are already existing laws aimed at promoting equality, gender discrimination still widely exists in the Chinese workplace. Women face obvious barriers in recruitment, career promotion, pay, and workplace culture. These barriers reflect the economic and cultural bias based on gender that still exists in society. This paper explores this problem through a comparison of legal rules and empirical policy research. The analysis examines the limits of the current Chinese legal system and compares them with the framework of Title VII of the U.S. Civil Rights Act. This study also shows how weak legal institutions and policies combine with cultural factors to make gender inequality continue. This paper then proposes practical measures and policy suggestions to address this problem. This study uses research methods including legal text analysis, case study, and statistical data review, in order to find the patterns and causes of discrimination. The research results show that gender discrimination in the Chinese workplace mainly appears as recruitment bias, motherhood penalty, cultural stereotypes, sexual harassment and objectifying language, and pay gap. Based on these findings, this study proposes several countermeasures. These measures include improving anti-discrimination legislation, strengthening supervision and enforcement mechanisms, increasing corporate responsibility, making family-friendly policies, and promoting cultural change through education and publicity. The research shows that promoting gender equality is not only about fairness and justice, but also helps to improve labor market efficiency and promote sustainable economic growth in China.

Purpose This research explores the unintended negative consequences of digital transformation on workplace culture, focusing on the perpetuation of discrimination and toxicity in organizational settings. It specifically examines these phenomena within Chinese and Greek organizations, offering a comparative perspective on how cultural and structural contexts shape the outcomes of digital transformation. Design/methodology/approach This research employs a qualitative methodology, using semi-structured interviews with 40 participants from diverse roles in Chinese and Greek firms. Thematic analysis was conducted to identify patterns and themes supported by NVivo software for systematic coding. This research also draws on theoretical frameworks, including Hofstede's cultural dimensions theory and emotional labor theory, to interpret the findings. Findings Digital transformation challenges workplace dynamics through cultural erosion, algorithmic opacity, skill obsolescence, and ethical dilemmas, while heightening emotional labor, social isolation, and technostress. These issues are amplified by inadequate leadership. Addressing these challenges requires transparency, ethical frameworks, skill development, and culturally responsive leadership to balance innovation with employee well-being and inclusivity. Practical implications Organizations should prioritize algorithmic transparency, offer continuous learning opportunities to address skill obsolescence, and implement ethical frameworks for AI and surveillance. Leadership strategies should focus on fostering inclusivity, trust, and cultural preservation to mitigate the adverse impacts of digital transformation. Social implications The findings underscore the need for equitable and inclusive digital transformation strategies considering societal and cultural contexts. Policymakers can use these insights to develop regulations promoting ethical technology adoption and employee well-being. Originality/value This research highlights the socio-cultural impacts of digital transformation, contributing novel insights into how cultural contexts influence workplace dynamics. It extends theoretical frameworks by linking digital transformation to emotional labor, cultural dimensions, and leadership theories, emphasizing the importance of cultural sensitivity and ethical practices in digital workplaces.

The aim of this study is to explore employee well-being and work-life balance in Qatar, with attention to the effects of health programs, flexible work arrangements, organizational culture, and leadership practices. A mixed-methods approach was applied, collecting data from 150 employees (white-collar expatriates, blue-collar workers, and Qatari nationals) and interviews with 10 government officials. The findings reveal strong positive associations between well-being, work-life balance, and quality of life, with work-life balance having the greatest influence. Group differences were evident, as blue-collar workers experienced more difficulties in emotional support, family communication, and flexibility, while expatriates and nationals had better access to support programs. The results highlight the importance of organizational culture and leadership commitment in shaping supportive workplaces. Policy recommendations include addressing cultural and linguistic diversity, reinforcing labor laws, improving multilingual communication, and providing culturally sensitive psychosocial support, along with leadership training to strengthen balance. The study concludes that investment in well-being and work-life balance enhances both employees’ quality of life and organizational performance.

Impostor Phenomenon (IP) is a psychological experience characterized by persistent self-doubt and an inability to internalize achievements, leading to negative emotional and professional consequences. In health professions education (HPE), IP is of particular concern because it has been linked to learner well-being, professional development and potentially to patient safety. Despite growing interest in IP within health care and academic settings, uncertainties remain about how IP is conceptualized, the contextual factors that shape its occurrence and the effectiveness of interventions to address it. This umbrella review synthesizes existing systematic and scoping reviews to examine (1) IP's conceptualization, (2) the contextual influences associated with its occurrence and (3) the effectiveness of interventions aimed at reducing its impact. This umbrella review is reported following the PRISMA-ScR guidelines. A comprehensive literature search was conducted in Medline, Embase, PubMed, PsycINFO, Scopus, Web of Science, CINAHL, Cochrane Library and ERIC from November 27th to December 4th, 2024. Systematic and scoping reviews on IP and related interventions were included. Methodological quality was assessed using AMSTAR-2 and the Joanna Briggs Institute (JBI) Critical Appraisal Tool. Sixteen reviews (eight systematic and eight scoping) covering diverse populations and methodologies were included. The reviews revealed a lack of conceptual consistency and challenges in measuring and comparing IP, with no gold-standard assessment tool. Reported prevalence varied widely- reflecting conceptual and measurement challenges- with risk factors including perfectionism, marginalized status and hierarchical workplace cultures. Coaching, online self-study modules and mindfulness-based interventions showed potential in reducing IP intensity, but the methodological quality of intervention studies was inconsistent, with few high-quality studies. Results highlight the need for conceptual refinement, standardized measurement tools and rigorous intervention research on IP. Future studies should focus on deconstructing and reconceptualizing IP, as well as developing multidimensional assessment frameworks and evaluating evidence-based interventions to improve confidence and competence among individuals experiencing IP.

While healthcare quality continues to improve in China, the ways in which healthcare professionals respond to grief over patient death remain under-recognized. This study used interpretive phenomenology to explore how 20 Chinese healthcare professionals navigate experiences of grief, particularly in relation to their agency. Data were collected through semi-structured interviews and participatory observation. Transcripts were analyzed using reflexive thematic analysis to generate four themes: (1) the root of grief: healthcare professionals’ personal bonding with patients; (2) the exploratory transition: from a negative attitude to recognition; (3) interpersonal grief expression as shameful and burdensome; and (4) institutional barriers to acknowledging and supporting grief. The findings highlight a challenging yet agentic portrayal of healthcare professionals’ grief experiences within the Chinese sociocultural context. By fostering a grief-literate workplace culture, hospitals can empower staff to navigate the grieving process more effectively, ensuring both their well-being and the continuity of high-quality patient care.