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Well-Being and Mental Health of Employees
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Well-Being and Mental Health of Employees

A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Occupational Safety and Health".

Deadline for manuscript submissions: closed (31 July 2023) | Viewed by 26167

Special Issue Editor

Dr. Marcin Wnuk

E-Mail Website
Guest Editor
Department of Work and Organizational Psychology, Faculty of Psychology and Social Sciences, Adam Mickiewicz University, 60-568 Poznan, Poland
Interests: social exchange; leader–member exchange; job demands/resources; job crafting; perceived organizational and supervisor support; meaning at work; organizational and supervisor trust; workplace spirituality; work–life balance; organizational justice; person–organization fit; organizational commitment; work engagement; job burnout

Special Issue Information

Dear Colleagues,

Employee satisfaction and well-being lead to many beneficial outcomes at work, such as increased performance, creativity, and productivity; organizational citizenship behaviors; and a lowered intention to quit the organization. 

It is essential to identify the psychosocial factors relevant to workers' satisfaction and mental health to create work environments and appropriate employee relationship approaches that improve worker well-being.

Authors interested in psychosocial predictors of employees' mental health and well-being from the perspective of existing organizational theories such as leader–member exchange and others are encouraged to submit papers.

Besides papers exploring the relationship between supervisor and subordinates, we are also interested in those investigating workplace spirituality with an emphasis on meaning at work, values, connection to a "higher power", and coworkers.

Additionally, we encourage papers covering the effect of work–life balance and organizational commitment on employee well-being as well as those looking at potential harmful factors, such as job burnout.

Dr. Marcin Wnuk
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. International Journal of Environmental Research and Public Health is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2500 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • social exchange
  • leader–member exchange
  • job demands/resources
  • job crafting
  • perceived organizational and supervisor support
  • meaning at work
  • organizational and supervisor trust
  • workplace spirituality
  • work–life balance
  • organizational justice
  • person–organization fit
  • organizational commitment
  • work engagement
  • job burnout

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Published Papers (5 papers)

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Research

19 pages, 1626 KiB  
Article
The Relationships of Human-Cobot Interaction Fluency with Job Performance and Job Satisfaction among Cobot Operators—The Moderating Role of Workload
by Mateusz Paliga
Int. J. Environ. Res. Public Health 2023, 20(6), 5111; https://doi.org/10.3390/ijerph20065111 - 14 Mar 2023
Cited by 8 | Viewed by 3067
Abstract
Modern factories are subject to rapid technological changes, including the advancement of robotics. A key manufacturing solution in the fourth industrial revolution is the introduction of collaborative robots (cobots), which cooperate directly with human operators while executing shared tasks. Although collaborative robotics has [...] Read more.
Modern factories are subject to rapid technological changes, including the advancement of robotics. A key manufacturing solution in the fourth industrial revolution is the introduction of collaborative robots (cobots), which cooperate directly with human operators while executing shared tasks. Although collaborative robotics has tangible benefits, cobots pose several challenges to human-robot interaction. Proximity, unpredictable robot behavior, and switching the operator’s role from a co-operant to a supervisor can negatively affect the operator’s cognitive, emotional, and behavioral responses, resulting in their lower well-being and decreased job performance. Therefore, proper actions are necessary to improve the interaction between the robot and its human counterpart. Specifically, exploring the concept of human-robot interaction (HRI) fluency shows promising perspectives. However, research on conditions affecting the relationships between HRI fluency and its outcomes is still in its infancy. Therefore, the aim of this cross-sectional survey study was twofold. First, the relationships of HRI fluency with job performance (i.e., task performance, organizational citizenship behavior, and creative performance) and job satisfaction were investigated. Second, the moderating role of the quantitative workload in these associations was verified. The analyses carried out on data from 200 male and female cobot operators working on the shop floor showed positive relationships between HRI fluency, job performance, and job satisfaction. Moreover, the study confirmed the moderating role of the quantitative workload in these relations. The results showed that the higher the workload, the lower the relationships between HRI fluency and its outcomes. The study findings are discussed within the theoretical framework of the Job Demands-Control-Support model. Full article
(This article belongs to the Special Issue Well-Being and Mental Health of Employees)
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15 pages, 887 KiB  
Article
Academic Burnout of Polish Students: A Latent Profile Analysis
by Teresa Chirkowska-Smolak, Magdalena Piorunek, Tomasz Górecki, Żaneta Garbacik, Violetta Drabik-Podgórna and Anna Kławsiuć-Zduńczyk
Int. J. Environ. Res. Public Health 2023, 20(6), 4828; https://doi.org/10.3390/ijerph20064828 - 9 Mar 2023
Cited by 6 | Viewed by 2928
Abstract
According to Maslach and Leiter, burnout syndrome consists of three elements: exhaustion, cynicism, and a sense of ineffectiveness experienced by individuals in the work environment. However, burnout does not only apply to professional activity but can also be experienced by students pursuing higher [...] Read more.
According to Maslach and Leiter, burnout syndrome consists of three elements: exhaustion, cynicism, and a sense of ineffectiveness experienced by individuals in the work environment. However, burnout does not only apply to professional activity but can also be experienced by students pursuing higher education. This is important because the consequences of student burnout can be related to students’ mental and physical health. Until recently, the dominant diagnostic trend in the studies of burnout syndrome was based on a variable-focused approach. This approach focuses primarily on identifying subgroups in the population and presents different configurations of the various dimensions of burnout. However, there is emerging research using a person-centered approach and including the analysis of latent profiles to study professional and student burnout. This approach allows us to isolate subgroups of individuals in the study sample who have a similar burnout pattern. It focuses on the differences between individuals, which helps us to look at the phenomenon of professional burnout from a different perspective and shows the individuality of its experience. Our research aimed at identifying latent profiles, was conducted on a sample of 1519 Polish students, and partly confirms reports from other countries. We identified four profiles: low burnout, moderate below-average burnout, moderate above-average burnout, and very high burnout groups. Full article
(This article belongs to the Special Issue Well-Being and Mental Health of Employees)
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14 pages, 392 KiB  
Article
Factors Driving the Workplace Well-Being of Individuals from Co-Located, Hybrid, and Virtual Teams: The Role of Team Type as an Environmental Factor in the Job Demand–Resources Model
by Jaroslaw Grobelny
Int. J. Environ. Res. Public Health 2023, 20(4), 3685; https://doi.org/10.3390/ijerph20043685 - 19 Feb 2023
Cited by 3 | Viewed by 4021
Abstract
(1) Background: An essential task for public health and industrial and organizational psychology specialists is maintaining employees’ workplace well-being. This has become more difficult with pandemic-induced changes (i.e., the shift to remote work and the rise of hybrid teams). This research adopts a [...] Read more.
(1) Background: An essential task for public health and industrial and organizational psychology specialists is maintaining employees’ workplace well-being. This has become more difficult with pandemic-induced changes (i.e., the shift to remote work and the rise of hybrid teams). This research adopts a team perspective to explore the issue of workplace well-being drivers. It is hypothesized that the team type (co-located, hybrid, or virtual) should be recognized as a unique environmental factor, resulting in the need for different resources for members of these teams to maintain their well-being. (2) Methods: A correlational study was conducted to systematically compare the relationship (its significance and importance) of a wide range of demands and resources with the comprehensively measured workplace well-being of members of co-located, hybrid, and virtual teams. (3) Results: The results confirmed the hypothesis. The significant drivers of well-being in each team type were different, and the ranking of the most important drivers within each team type varied. (4) Conclusions: Team type should be considered a unique environmental factor, even for individuals from different job families and organizations. This factor should be considered in practice and research employing the Job Demand–Resources model. Full article
(This article belongs to the Special Issue Well-Being and Mental Health of Employees)
9 pages, 316 KiB  
Article
Which Aspects of Work Safety Satisfaction Are Important to Mental Health of Healthcare Workers during COVID-19 Pandemic in Poland?
by Katarzyna Gustavsson, Zuzanna Goetz-Kundera, Magdalena Flaga-Łuczkiewicz and Adam Wichniak
Int. J. Environ. Res. Public Health 2023, 20(4), 2870; https://doi.org/10.3390/ijerph20042870 - 6 Feb 2023
Cited by 5 | Viewed by 2136
Abstract
The outbreak of the COVID-19 pandemic increased the occupational burden experienced by healthcare workers. The aim of this study was to investigate a change in work satisfaction during the pandemic and specific factors contributing to mental health among healthcare providers. We obtained data [...] Read more.
The outbreak of the COVID-19 pandemic increased the occupational burden experienced by healthcare workers. The aim of this study was to investigate a change in work satisfaction during the pandemic and specific factors contributing to mental health among healthcare providers. We obtained data from 367 healthcare professionals. Respondents were asked about their satisfaction with selected aspects of work (clarity of procedures, access to personal protective equipment, the flow of information, financial stability and general security) during the epidemic and retrospectively how satisfied they were before the outbreak. They also completed measures assessing mental health: the World Health Organization-Five Well-Being Index, the Patient Health Questionnaire-9, the Generalized Anxiety Disorder-7 scale and the Insomnia Severity Index. The results showed that satisfaction with all safety-related work aspects decreased during the pandemic. The flow of information and financial stability were significant predictors of WHO-5, PHQ-9 and ISI scores. GAD-7 scores were predicted by satisfaction with the clarity of procedures, the flow of information and financial stability. The COVID-19 pandemic significantly changed the lives of everyone. However, due to conditions of employment in Polish healthcare, the COVID-19 pandemic put a great financial strain in addition to pandemic stressors specific to medical staff. Full article
(This article belongs to the Special Issue Well-Being and Mental Health of Employees)
11 pages, 938 KiB  
Article
Remote Working and Work Effectiveness: A Leader Perspective
by Grzegorz Kowalski and Katarzyna Ślebarska
Int. J. Environ. Res. Public Health 2022, 19(22), 15326; https://doi.org/10.3390/ijerph192215326 - 20 Nov 2022
Cited by 14 | Viewed by 12913
Abstract
Currently, job duties are massively transferred from in-person to remote working. Existing knowledge on remote working is mainly based on employees’ assessment. However, the manager’s perspective is crucial in organizations that turned into remote work for the first time facing sudden circumstances, i.e., [...] Read more.
Currently, job duties are massively transferred from in-person to remote working. Existing knowledge on remote working is mainly based on employees’ assessment. However, the manager’s perspective is crucial in organizations that turned into remote work for the first time facing sudden circumstances, i.e., SARS-CoV-2 pandemic. The main aim of our study was to analyze remote work effectiveness perceived by managers (N = 141) referring to three crucial aspects, i.e., manager, team, and external cooperation. We assumed the perceived benefits, limitations, and online working frequency as predictors of remote work effectiveness. Further, we analyzed the possible differences in remote work perception referring to different management levels (i.e., middle-level and lower-level). Our findings revealed a significant relationship between the benefits and effectiveness of managers and external cooperation, specifically among lower-level managers. Limitations, particularly technical and communication issues, predicted team and external cooperation effectiveness. The results showed remote work assessment as being socially diverse at the management level. Full article
(This article belongs to the Special Issue Well-Being and Mental Health of Employees)
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