Search Results (483)

Knowledge sharing (KS) among healthcare professionals is essential for sustaining organisational learning and facilitating the transfer of expertise between experienced and less experienced professionals, thereby supporting workforce stability and retention in healthcare organisations (HCOs). However, despite its importance, high turnover among healthcare professionals remains a significant and persistent challenge in public HCOs, indicating a potential gap in understanding the mechanisms that support workforce stability. To address this gap, this study examines the interplay between work performance (WP), satisfaction with co-workers (CW), KS and turnover intention (TI) among healthcare professionals. Data from 220 respondents were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) within the Input–Process–Output (IPO) framework. The results indicate that CW positively influences KS, while KS has a negative effect on TI, thereby reducing TI. In contrast, WP does not have a statistically significant effect on KS, nor does it indirectly influence TI through KS. Furthermore, although both WP and CW were hypothesised to be predictors of KS, only CW demonstrates a significant indirect effect on TI through KS. Grounded in Social Exchange Theory (SET) and the Knowledge-Based View (KBV), the results highlight the role of KS and interpersonal relationships in supporting sustainable human resource management (SHRM). Although sustainability-related dimensions were not directly measured, the results suggest potential implications for the Sustainable Development Goals (SDGs), particularly SDG 3, SDG 8, and SDG 9. Full article

This study examines how abusive leadership influences non-green behavior among employees in five-star hotels in Egypt, drawing on Conservation of Resources (COR) theory and the Job Demands–Resources (JD–R) model. Using survey data collected from 400 full-time hotel employees, the study investigates the mediating roles of emotional exhaustion and presenteeism, as well as the moderating role of perceived co-worker support. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test the proposed relationships. The results indicate that abusive leadership increases emotional exhaustion and presenteeism, both of which contribute to higher levels of non-green behavior. Emotional exhaustion mediates the relationship between abusive leadership and non-green behavior, while presenteeism partially mediates the link between abusive leadership and emotional exhaustion. Additionally, perceived co-worker support buffers the negative effect of presenteeism on emotional exhaustion. By integrating COR and JD–R perspectives, this study advances understanding of the psychological mechanisms through which abusive leadership undermines environmentally responsible behavior. The findings offer practical insights for hospitality managers seeking to promote employee well-being and sustainability in high-pressure service environments. Full article

We developed a human–robot collaborative manipulation system (co-manipulation system) in the form of a power assist robotic system (PARS) where a human and a robot collaborated to perform the co-manipulation of an object with power assistance. We conducted an experiment (the first experiment), where in each trial of the experiment, a human subject performed the co-manipulation of the object with the PARS, and an expert human–robot co-manipulation researcher observed the co-manipulation task. We collected the co-manipulation and observation data, analyzed the data, and conducted reviews of the related literature, and developed the HRC (human–robot collaboration) metrology, which consisted of necessary criteria, metrics and methods to assess human–robot collaborative manipulation tasks. The proposed HRC metrology consisted of both human–robot collaborative performance and human–robot interactions (HRI) related assessment criteria. Then, we developed another human–robot co-manipulation system using a robot manipulator. In this system, the human–robot co-manipulation task was performed in conjunction with a collaborative assembly task between the robot and human co-workers. In another experiment (the second experiment), we assessed the co-manipulation task for each robotic system separately based on the developed HRC metrology (set of assessment criteria, metrics and methods) to verify and validate the practicality, usability and effectiveness of the criteria, metrics and methods. The results showed that the HRC metrology was effective and practical in assessing the co-manipulation tasks. We then discussed the strengths and limitations of the assessment criteria, metrics and methods. The proposed HRC metrology can be used to assess human–robot collaborative performance and human–robot interactions in human–robot co-manipulation tasks with potential real-world applications in industrial manipulation and manufacturing, transport, logistics, civil construction, rescue and disaster management, timber processing, etc. Full article

We examined the unique and joint effects of general and sexual aggression on the job, health, and psychological outcomes of women in the reserve component of the U.S. military with varying activation and deployment experiences (n = 13,541). We expected that general and sexual aggression would negatively influence women’s job, health, and psychological outcomes, and that the effects of general aggression would be stronger than the effects of sexual aggression on these outcomes. Further, we evaluated whether aggressive behaviors combined in an additive, adaptive or amplified manner to influence women’s outcomes. Consistent with our hypotheses, both general and sexual aggression experiences were associated with decreased satisfaction with work, coworkers and leaders, lower organizational commitment, poorer physical health and increased psychological distress; the effects of general aggression were stronger than the effects of sexual aggression on women’s outcomes; and the combined effects of general and sexual aggression on women’s outcomes were best characterized in terms of an adaptive response. Results were consistent for women reservists regardless of their activation or deployment experience. We discuss various implications of our findings for future research in this area. Full article

Work engagement is pivotal for service quality and the long-term viability of platform businesses, yet its micro-level drivers remain insufficiently understood in algorithmically managed gig work. Drawing on self-regulation, social exchange, organizational justice, and algorithmic governance perspectives, this study develops an integrative framework linking workers’ self-management, perceived organizational support, organizational justice, and perceived algorithmic control to work engagement. We surveyed 292 platform-based gig workers in China using an online questionnaire. Hierarchical regressions and robustness checks using structural equation models show that all four antecedents are positively associated with engagement; when considered jointly, perceived algorithmic control, organizational support, and organizational justice remain significant, whereas the incremental association of self-management becomes weaker. Facet-level analyses further indicate that self-improvement is the key self-management mechanism; supervisor, coworker, and climate support all contribute; distributive, procedural, and interactional justice are all positively associated; and the algorithmic process and outcome control matter more than perceived task discretion. The findings highlight actionable levers for social sustainability and decent work in the platform economy, including strengthening developmental opportunities, institutionalizing fair and contestable governance, and improving the transparency and predictability of algorithmic decisions. Full article

Background/Objectives: Job satisfaction and work-related quality of life (WRQoL) are essential determinants of nurses’ well-being, performance, and retention. Differences between school and clinical nursing environments may influence these outcomes, yet comparative evidence from Greece remains limited. This study aimed to assess and compare job satisfaction and WRQoL among school and clinical nurses and identify factors associated with professional well-being and turnover intention. Methods: A quantitative cross-sectional study was conducted between November 2024 and January 2025 among 165 nurses employed in Greek public hospitals and schools. Data were collected using demographic questions, the Job Satisfaction Survey (JSS), and the Work-Related Quality of Life (WRQoL) scale. Statistical analyses included descriptive statistics, independent group comparisons, correlation analysis, and multiple linear regression. Results: Moderate levels of job satisfaction (M = 125.10) and WRQoL (M = 75.27) were observed overall. School nurses reported significantly higher scores in both job satisfaction and WRQoL compared to clinical nurses (p < 0.001). Clinical nurses expressed a greater intention to transition to school nursing. Lowest satisfaction levels were related to salary, promotion, and fringe benefits, while supervision, coworkers, and nature of work scored highest. Strong positive correlations were found between job satisfaction and WRQoL dimensions. Regression analysis indicated that general well-being, job and career satisfaction, and working conditions significantly predicted job satisfaction, explaining 54.7% of its variance. Conclusions: Professional well-being among nurses is primarily shaped by workplace conditions rather than demographic factors. Interventions focused on improving compensation, career progression, and work environments are critical for enhancing job satisfaction and sustaining the nursing workforce. Full article

Journalism is an inherently fast-paced and pressure-filled profession with features such as industry competition and reporting on traumatic events that can cause mental health issues for journalists. However, little work has examined the extent to which rapid implementation of new technologies might also contribute to the stress that journalists experience. In this study, I carried out qualitative interviews with working journalists to understand how they manage technostress in their work. The journalists’ experiences indicated that they approach technostress based on different levels within the decision-making process to adopt, reinvent, or reject an innovation. At the individual professional level, journalists used the strategies to adapt and alter technology for their needs and implement new tools when meeting timeliness, not just deadlines; at the social connection level, journalists built off educational encouragement through personal experimentation and engaged with mentors, coworkers, and audience for support; and at the foundational meaning level, journalists took breaks from technologies while acknowledging their downsides and kept humanity at the center of journalistic work. These findings contribute to diffusion of innovations theory by focusing on the ongoing decisions made to manage adverse impacts of a new tool being adopted. Further, the findings showcase that humanity remains central to the journalistic enterprise even in the technology-saturated digital age. Full article

Windows are key elements of the building’s system; they connect workers with the outdoor environment, influence daylight penetration, sound insulation, and thermal exchanges of façades, but they also moderate the workers’ well-being and productivity. This research investigates how the window-to-wall ratio, as well as the position and orientation of mullions, in movable offices affect the combination of workers’ perceptual and emotional responses. A smart co-working prefabricated movable office was modelled in virtual reality to include dynamic visual elements and acoustic stimuli. Experiments were performed in a laboratory under controlled thermal conditions involving 32 volunteers. The Igroup Presence and Emotional Salience Questionnaires were used to collect subjective responses. ANOVA analysis and post hoc test with the Bonferroni correction were used for data elaboration. Results revealed that window design affects emotional salience. High window-to-wall ratio and no mullions achieved the highest scores. Increasing the number of mullions, particularly when they obstruct key visual elements, reduced the positive emotional salience rating. Horizontal mullions diminish the outdoors’ spatial perception, interrupting visual continuity and restricting users’ capacity to recognise variations in the views. Finally, the results suggest some valuable insights and suggestions that can help designers improve window design and people’s well-being and satisfaction. Full article

Background: Occupational gender segregation is a key driver of labor market inequality and is prominent across occupations, within occupations, and within workplace task groups. This paper explores how structural arrangements and cultural messages shape women’s preferences for working with men vs. women. With respect to structural arrangements, we analyze how women’s relative power on a team influences their partner preference. With respect to cultural messages, we examine how one common source of information that has the potential to either challenge or reify notions of gender difference—sexual harassment policy training—affects partner preference. Methods: We conducted a laboratory experiment in which we placed 100 college-aged women in positions they may commonly find themselves in at the start of a new job—identifying coworkers to partner with on group tasks—and varied (1) their relative power on the team (leader or helper) and (2) exposure to workplace training (sexual harassment or ergonomic computer setup). We then assessed their attitudinal and behavioral preference for working with a female vs. a male partner on a decision-making task. Results: Women, particularly women assigned to a leadership position, more often chose to work with a female partner. Sexual harassment training did not affect women leaders’ attitudes about working with a male partner but those in a helper role expressed more positive attitudes about working with a man after sexual harassment training. These findings document how macro-level processes can shape workplace gender segregation, thus identifying mechanisms underlying the reproduction of gender inequality. Full article

Workplace productivity fundamentally involves group processes where vertical authorities interact with lateral peer relationships, involving various types of resources. Leveraging theoretical arguments from self-determination, social exchange, and justice perspectives, we argue that different types of support matter for cultivating workers’ job motivation and their engagement in extra-role behaviors in the workplace. We investigate how workers’ perceptions of managers and coworkers, regarding their instrumental support (aid for job tasks) and relational support (fairness in decision-making and treatment) contribute to increased motivation, which in turn leads to more reciprocal behaviors like making suggestions, helping coworkers, and volunteering for extra work. Our distinctive approach, involving both types of support from both sources, extends work that concentrates on just one type or source. We draw on survey data from 2062 workers across various occupations. Path analytic results largely confirm the hypothesized positive effects of support from authorities and coworkers on job motivation and extra-role behaviors, and show the extent to which job motivation mediates the effects of the types and sources of support. Nuanced results regard which type and source of support influence which type of extra-role behavior. We conclude by noting that our dual-process approach to workplace group processes may be useful for fostering overall productivity. Full article

This study examines how key organizational resources shape work–life balance (WLB), behavioural work–life conflict (BWLC), and work engagement (WE) among employees in the private sector. Drawing on the Job Demands–Resources (JD-R) model and the Conservation of Resources (COR) theory, we test an integrated framework in which leader support, co-worker support, and family-friendly policies predict WLB and BWLC, which in turn influence work engagement. Data collected from employees in Slovenian private-sector organizations were analyzed using structural equation modelling. The results show that leader support, co-worker support, and family-friendly policies significantly enhance WLB, with leader support demonstrating the strongest effect. BWLC is negatively associated with WLB, confirming that behavioural spillover between domains diminishes employees’ perceived balance. Leader support is the only organizational resource that significantly reduces BWLC, while co-worker support and family-friendly policies show no direct effect. Furthermore, WLB is a strong positive predictor of work engagement, whereas BWLC does not directly predict WE. These findings highlight the importance of work–life balance for understanding the relationship between organizational resources and work engagement, and they underscore the crucial role of leader behaviour in shaping boundary management. The findings should be interpreted within the context of Slovenian private-sector organizations and comparable regulated labour-market settings. Full article

Performance management systems (PMSs) in private secondary education are vital, and although several tried and tested public sector performance measurement models exist, limited private secondary school performance measurement models exist in South Africa. This study aims to empirically validate a South African tailor-made theoretical performance measurement model (developed from a systematic literature review of 220 articles) and determine the relationships between its key antecedents (Academic Excellence, Internal Processes, Learning and Growth, and Resources) and their respective sub-antecedents. Data were collected by distributing a hard-copy questionnaire to appointed coworkers at 12 schools in the eThekwini Municipality of KwaZulu-Natal, in Durban, South Africa. The schoolmaster’s permission and blessing were obtained, and a coworker was appointed to assist with the distribution and collection of the structured 5-point Likert-scale questionnaires. A high response rate of 89% (N = 274; n = 244) was realised. The data were tested for normality and reliability (Cronbach’s alpha coefficients consistently exceeded 0.70), and investigated for evidence of model validity using an exploratory factor analysis. The data were normally distributed and not skewed, and the antecedents could be validated. The model showed evidence of validity, and the respective relationships between the antecedents were determined. Learning and Growth (16.46%) was the most critical antecedent, followed by Student perspective (15.51%), and Resource perspective (12.20%). The Internal perspective for academic excellence was, surprisingly, the least important (7.94%). The results show that all four antecedents are valid and should be used in the performance measurement of private secondary schools. Full article

This study examines the impact of role overload on female hoteliers’ intention to quit, highlighting the mediating role of work–family conflict and the moderating role of co-worker support. Drawing on Conservation of Resources (COR) theory, the research conceptualizes role overload as a key job demand that depletes employees’ personal and emotional resources, triggering strain and turnover intentions. Data were collected from 255 full-time female employees working in five-star hotels in Egypt and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via WarpPLS software version 8. The findings reveal that role overload significantly increases both work–family conflict and intention to quit, while work–family conflict partially mediates the relationship between role overload and turnover intentions. Moreover, co-worker support plays a crucial buffering role, weakening the positive effects of both role overload and work–family conflict on intention to quit. The study contributes to hospitality research by providing a gender-sensitive understanding of how high-demand hotel environments affect female employees’ retention and highlights the importance of co-worker support as a practical intervention to mitigate turnover among women employees. These insights offer valuable guidance for hotel managers aiming to enhance employee well-being and reduce attrition in luxury hotel settings. Full article

In the workplace, there are situations that arise where an individual can make courageous decisions in the face of adversity. This research used an evolutionary-based personality approach to examine the dispositional predictors of the tendency to make courageous decisions in the workplace. More specifically, this study examined personality, risk-taking propensity, and resilience as predictor variables for courageous decision-making in the workplace. We presented participants (N = 1343) with Behavioral Courage Scales designed for this study (one was completely self-report and the other was a behavioroid measure), along with the Ten-Item Personality Inventory, which taps the Big Five personality traits (TIPI), Brief Resilience Scale (BRS), and the General Risk Propensity Scale (GRiPS). Correlational analyses demonstrated significant positive relationships between courageous decision-making and extraversion, openness, emotional stability, conscientiousness, agreeableness, and risk-taking propensity. Importantly, when it came to self-reported courage, we found that risk-taking propensity was negatively correlated with dispositional courage, whereas risk-taking propensity was positively related to intentions of courageous action. Overall, these findings suggest that traits such as agreeableness and conscientiousness might predict courageous and altruistic behaviors that benefit coworkers, even when it might cause conflict that brings a net reduction to the benefits of the individual. Full article