Search Results (870)

Environmental, Social, and Governance (ESG) performance has emerged as a critical indicator of corporate legitimacy, resilience, and long-term value. However, translating ESG strategic intent into tangible results remains a pressing theoretical and managerial challenge. This paper introduces an integrated framework elucidating the pathways through which Corporate Citizenship (CC), understood as a participatory, relational evolution of Corporate Social Responsibility (CSR), influences ESG outcomes at the employee level. Drawing on both Social Exchange Theory (SET) and Social Identity Theory (SIT), the model explains how reciprocal obligations and identity-based alignment jointly influence employees’ discretionary behaviors. Perceived Organizational Support (POS) is introduced as a moderating factor that shapes the strength of the CC–OCB pathway. This study contributes to the micro-foundations of ESG by illuminating how individual discretionary behaviors mediate and condition the impact of strategic corporate citizenship initiatives. By advancing a dual-theoretical, micro-foundational approach, the framework moves beyond reputational CSR models and provides a testable, behaviorally anchored account of ESG implementation. Practical implications are offered for organizations seeking to cultivate trust-based cultures that align employee engagement with sustainable performance. Full article

Background/Objectives: In today’s rapidly evolving healthcare landscape, fostering a culture of innovation and continuous improvement is essential—especially within a nursing association that leads individual and organizational credentialing. Methods: Colleagues from the American Nurses Enterprise (ANE) Innovation Department and the Institute for Nursing Research and Quality Management collaborated to develop the Culture of Innovation and Quality Model^TM. This process involved conducting a literature review, developing a survey instrument, and administering a pilot pre-survey to ANE employees to collect baseline data. Future research will include a comparison with a post-survey after interventions aimed at strengthening the culture of innovation and quality. Results: The results of the pilot pre-survey were high overall and guided the team in identifying areas with the greatest opportunities for improvement. Based on these findings, interventions are being developed that will be implemented at ANE to enhance the practice of and promote the synergy between innovation and quality. Conclusions: Achieving and sustaining high-quality standards of care and advancing the professional development of nurses requires a culture where staff feel safe and have opportunities to create, innovate, improve, and learn. This will help promote an environment where people thrive while ensuring that the nursing profession and practice remain cutting-edge and aligned with emerging technologies and evolving healthcare complexities. The Culture of Innovation and Quality Model^TM may provide a blueprint for organizations who seek to advance innovation and quality knowledge, engagement, and practices and assist their employees in providing better service to colleagues, partners, and customers while adapting to the evolving healthcare environment. Full article

This paper presents a corporate training approach that relies on cloud infrastructure and business process models to improve employee development. It introduces a cloud-based corporate hierarchy model that forms the basis for designing and implementing training materials and courses to achieve corporate strategy goals. The approach is based on business processes designed as BPMN diagrams to provide clarity of the process execution structure in the organization. The training course is also modelled using BPMN diagrams, which allows for a systematic and consistent presentation of the training content in all processes in which employees participate. The paper describes an experiment of simulated collaborative corporate training conducted during the learning process at one Bulgarian university. Within the experiment, gamification was integrated using game elements, game techniques, and competitive challenges, which stimulated the engagement of the learners and strengthened their motivation for active participation in corporate training. Full article

The article presents the results of research on improving construction safety using the eye tracking method. The analysis was carried out during training in the field of construction safety. Eye tracker allows for analysis of the way in which training participants process visual information and elements that attract their attention and the effectiveness of learning the principles of work safety. Eye tracking studies, in the aspect of construction safety, determine the effectiveness of training in this area. Moreover, the main advantage of such studies lies in the possibility of identifying elements of the construction site that are omitted or misunderstood by training participants, and which are important from the point of view of safe implementation of construction works. The study found that employees achieved the highest level of error detection (70%), with a shorter fixation time (240 ms), suggesting the role of experience and cognitive automation. Post-trained students demonstrated the longest fixation time (350 ms) and moderate error detection (35%), suggesting greater cognitive engagement but lower efficiency than experts. Students without training achieved the lowest results (30% detection, 200 ms FT), which is related to a lack of knowledge and experience. ANOVA confirmed statistically significant differences between groups in fixation time (F(3,36) = 244.83; p < 0.0001), with a high confidence level (>99.99%). Tukey’s post hoc test indicated significant differences between untrained and post-trained students and between post-trained students and employees (p < 0.001), underscoring the importance of both training and professional practice. Full article

This paper seeks to establish the impact of university experiential learning programs on small- to medium-sized enterprises while emphasizing the benefit to rural workforce development and sustainable manufacturing practices. Data were collected from diverse partners of Louisiana State University’s experiential learning program over the last 7 years to illustrate the types of recommendations and implementation statistics for sustainable manufacturing practices. The study found that rural enterprises favored the adoption of short-term, high-saving solutions to mitigate the impact of utility costs resulting from geographical isolation, while there was low implementation of long-term, large investment projects. This highlighted the practical feasibility of a project over a focus on long-term sustainability plans, which require significant capital investment, management planning, and employee training. This study outlines a university-led experiential learning program’s engagement through academic–industrial partnerships that serve student development and the economic advancement of small- to medium-sized enterprises. The data can direct future incentive opportunities for sustainability projects that have more immediate payback, to increase the adoption rate in rural facilities. The larger implication provides a framework and validation that can support the development of similar programs for extension and enterprise engagement to impact sustainable manufacturing practices. Full article

Background/Objectives: This study explores the adaptation and implementation of a positive psychological intervention based on the Emotional Styles model to improve well-being and reduce stress in employees with and without intellectual disabilities (IDs). Methods: A longitudinal intervention was conducted in a social foundation with 45 participants (12 with ID). The program, based on Davidson’s six emotional dimensions, included six weekly sessions adapted through Easy Read strategies and COVID-19 adjustments. Data were collected at pre-test, post-test, and six-month follow-up using the Emotional Styles Questionnaire, PERMA Profiler, and UWES-3. Results: Significant improvements were found in outlook, resilience, engagement, relationships, and reduction in negative emotions, with stronger effects for non-ID participants, although context sensibility improved in the ID group. High satisfaction (93% very satisfied) confirmed the program’s acceptability. Conclusions: The adapted intervention effectively enhances emotional well-being in heterogeneous workplaces, supporting inclusive positive psychology practices. Full article

The Special Issue on Health, Well-Being and Sustainability invites research that integrates behavioral, cultural, and systemic approaches to fostering sustainable lifestyles within work environments. This study focuses on the role of leadership in promoting employee health and healthy lifestyles, which are central dimensions of the validated Health-oriented Leadership framework. Although previous research has assumed that high levels of leader StaffCare lead to high levels of employee SelfCare and consequently to better health outcomes, inconsistent dyadic patterns have rarely been examined. In this study, we investigate dyadic relationship patterns between leaders’ StaffCare and employees’ SelfCare jointly creating a sustainable workplace health system in hybrid contexts. Using Latent Profile Analysis on a sample of N = 1104, we identify consistent and inconsistent patterns, their health and motivational outcomes after three months, as well as potential antecedents in terms of working conditions for profile membership. The consistent dyads showed expected results: high StaffCare and high SelfCare led to high health and motivation outcomes, while low StaffCare and low SelfCare resulted in the lowest outcomes. New findings emerged in inconsistent dyads. In the low leaders’ StaffCare and high employees’ SelfCare dyad (Bystanders & Health Proactives), leaders recognized risks but did not actively promote health measures. However, proactive employees who engage in SelfCare behaviorally compensate for insufficient leader support but at a motivational cost. In contrast, the high leaders’ StaffCare and low employees’ SelfCare dyad (Health Sacrificers) included leaders who supported employees’ health but neglected their own, resulting in lower health but higher motivation among employees. Job demands and resources partly predicted group membership and can offer practical implications for building work environments that foster employees’ well-being and health. The findings offer insights into inconsistent leadership behaviors and provide guidance for enhancing employee well-being, particularly in hybrid work environments. Full article

Ethical leadership is crucial for cultivating a committed and engaged workforce, but the specific psychological processes behind this link are not fully understood. Drawing on social learning and relational identity theories, we propose a multi-stage model where ethical leadership boosts employee engagement by first increasing supervisor–employee value congruence and then strengthening organizational identification. Using data from 444 employees and 375 supervisors, we found that ethical leadership indirectly influences employee engagement through this sequential process. This study confirms that ethical leadership fosters shared values between supervisors and employees, which in turn enhances an employee’s sense of belonging to the organization. This value congruence was found to be a full mediator between ethical leadership and organizational identification. This research contributes to leadership theory by detailing the psychological path from ethical leadership to employee engagement. Our findings also offer practical insights for organizations, emphasizing the need to focus on value alignment and leadership development to create a highly engaged workforce. Full article

Aim: This study extends existing research by focusing specifically on the perceptions of hotel employees, a crucial yet often overlooked group of stakeholders in the adoption of new technologies within the hotel sector. The objective of this research is to investigate the perceptions of hotel employees in Hong Kong regarding the implementation of Metaverse hotels. This study emphasizes their evaluations of the strengths, weaknesses, opportunities, and threats associated with these establishments through a SWOT analysis. Ultimately, the study aims to provide recommendations for addressing technological challenges, supporting employees during the transition, and facilitating adaptation across the industry. Design/Methodology/Approach: A convenience and purposive sampling method is employed to investigate 20 participants, comprising hotel staff from various departments in the Metaverse hotel in Hong Kong. This study adopts a qualitative research design, utilizing semi-structured interviews to gather in-depth insights into the perceptions of the Metaverse hotel among these employees. Purposive sampling ensures that participants have relevant experience and familiarity with VR/AR technologies. Interviews, each lasting 45–60 min, were conducted in person, with informed consent obtained beforehand. Findings: The exploration of hotel employees’ perceptions of Metaverse hotels in Hong Kong underscores the innovative potential of these establishments to enhance operational efficiency and guest engagement, while also offering new training opportunities and streamlining daily tasks. However, employees express concerns about the potential erosion of personal interactions, which are crucial to the hospitality experience, and foresee significant technical and integration challenges. Despite these drawbacks, Metaverse hotels present distinctive opportunities for market differentiation, appealing to tech-savvy guests and generating new revenue streams that contribute to industry growth. Nonetheless, potential threats such as guest skepticism and challenges in industry adaptation highlight the necessity for cautious implementation and robust privacy measures. Balancing these aspects—strengths, weaknesses, opportunities, and threats—will be pivotal for the successful integration of Metaverse technologies into the hotel industry. Theoretical/Practical Implications: Participants recognized that the Metaverse hotel could offer various potential benefits for both employees and businesses, such as enhanced operational efficiencies and new opportunities for guest engagement. Understanding the perceptions of hotel staff towards the Metaverse carries significant real-world implications for shaping policies, practices, and technologies that facilitate its operational success and market acceptance. Leveraging these insights enables the optimization of Metaverse’s advantages while mitigating associated risks and drawbacks. This study advances existing research by focusing specifically on the perceptions of hotel employees, a crucial yet often neglected group of stakeholders in the adoption of new technologies within the hospitality sector. By understanding the perspectives of hotel employees, this research provides valuable insights into the practical challenges and benefits of implementing Metaverse technologies in the hotel industry. Originality/Value: The Metaverse hotel is still relatively new and evolving, making it crucial to conduct research to understand how hotel staff perceive it. However, there is limited research specifically focusing on the perceptions of hotel employees regarding Metaverse hotels. This gap highlights the need for a comprehensive investigation into how employees perceive the strengths, weaknesses, opportunities, and threats of implementing the Metaverse in hotels. Full article

Background/Objectives: The concept of learning organisations, which rely on research-based evidence and emphasise employees’ continuous learning and professional development, is essential for effectively managing change and enhancing the quality of services. To better understand the effects of implementing learning organisation principles in hospital settings, this study aimed to compare the perceptions of selected health professionals regarding learning organisations across five sub-districts in South Africa’s Eastern Cape province. Methods: This study employed a quantitative, cross-sectional survey design to collect data from selected health professionals in 9 hospitals in Eastern Cape province. Results: Overall, the study showed wide variations in how different healthcare professionals perceived the commitment and communication of department leaders regarding the importance of learning. Key findings showed that 90.9% of dentists agreed that department leaders communicate the importance of learning. In comparison, 68.8% of allied health professionals and 56.5% of pharmacists agreed that department leaders communicated the importance of learning; 21.7% of pharmacists and 25% of allied health professionals disagreed. Conclusions: The study has highlighted significant disparities in the perceptions of selected hospital-based health professionals toward introducing a learning organisation in healthcare facilities. This divergence points to the need for tailored approaches in communicating and implementing LO strategies within hospital settings to ensure that all health professionals are equally engaged and that the benefits of continuous learning are fully realised across disciplines. Full article

This study investigates how resilience and multidimensional happiness at work (HAW), comprising work engagement, job satisfaction, and affective organizational commitment, contribute to grit among employees in high-pressure service environments. Drawing on Fredrickson’s Broaden-and-Build Theory, we test a model using data collected in 2024 from 293 employees at an international airport in Cyprus. Structural equation modeling reveals that resilience significantly enhances both grit and all three HAW dimensions. Among them, affective commitment emerged as a key mediator linking resilience to grit, while job satisfaction showed a surprising negative effect on grit. These findings highlight the importance of fostering eudaimonic rather than purely hedonic well-being to build sustainable motivation in emotionally demanding roles. Our results contribute to the sustainable work and well-being literature by positioning resilience and commitment as psychological resources that support organizational adaptability and long-term employee performance. This study offers actionable insights for leadership, HR strategy, and the promotion of sustainable workplace cultures, particularly in aviation and airport operations, where employee well-being directly impacts safety, service quality, and crisis readiness. Full article

Background: Since the COVID-19 pandemic, hybrid work models are on the rise in public administration in Germany. Hybrid work poses new challenges for employees. Face-to-face contact with colleagues at the office may be limited, potentially affecting social relationships at work. This study aimed to examine job demands and resources pertaining to social relationships between employees in public administration with low and high face-to-face contact with colleagues. Furthermore, associations between social and personal resources with work engagement and the moderating role of face-to-face contact were explored. Methods: A cross-sectional online survey was carried out in a German public administration. Validated instruments were used to measure job demands and resources regarding social relationships, occupational health literacy, work design competencies, and work engagement. Differences between employees with low and high face-to-face contact with colleagues were examined using Pearson’s chi-square test and Welch’s t-test. Multiple linear regression was used to analyze associations between social and personal resources and work engagement. Simple moderation analyses were carried out to explore the role of face-to-face contact. Results: Overall, 127 employees in public administration completed the questionnaire. Employees with low face-to-face contact with colleagues at the office reported significantly higher fear of missing out at work and lower team cohesion and empowering leadership. Team cohesion as well as work design competencies and occupational health literacy (subscale willingness/responsibility) were significantly positively associated with work engagement, but no moderation effect of face-to-face contact could be observed. Conclusion: To reduce job demands regarding social relationships and strengthen social resources of hybrid workers, organizational measures could be taken to foster regular face-to-face contact with colleagues (e.g., overlapping attendance days). Additionally, training programs on work design competencies and occupational health literacy could positively impact employees’ work engagement. Full article

The role of organizational factors in fostering and enhancing environmental sustainability has become increasingly critical due to the growing trends and concerns of environmental degradation. Developing nations have been reported to be significantly challenged with regard to adequate environmental management. As a developing nation, Libya is environmentally vulnerable in terms of both its geographical characteristics as a country in a semi-arid region and its resource-dependent economy. This research investigates the interplay among corporate environmental motivations, perceptions of corporate environmental management practices, pro-environmental attitudes, and pro-environmental behaviors among the employees of Libya’s oil sector. Libya provides a relevant context for investigating the impact of socioeconomic and corporate institutional dynamics on environmental engagement within industrial organizations. This research explores individual-level factors and how they interact with the practices of corporate environmental sustainability in a corporate sector characterized by significant and critical ecological impact. This study analyzed employee responses across multiple oil companies operating in Libya. This study sheds light on the extent to which the impacts of corporate sustainability motivations and workplace contexts shape the perceptions and behaviors of employees towards environmental sustainability. The findings of this research underscore the interconnectedness of organizational and personal dimensions of environmental sustainability, with further impacts policy and practices of environmental sustainability in similar contexts. Full article

Strong technological development and competitive pressures have driven organizations, especially in the automotive sector, to implement strategies that enhance operational efficiency, thereby improving their performance. One critical topic is the reduction in machine setup times, where the Single Minute Exchange of Die (SMED) methodology has shown significant potential. However, SMED is mostly approached as a technical tool to improve efficiency, but with limited emphasis on how its implementation can be improved through the implementation as a participatory and strategic approach based on structured workshops. This study addresses this gap by presenting the planning and execution of systematic SMED workshops to engage cross-functional teams in setup time optimization. The field tests were conducted in an automotive manufacturing firm. The setup time on a selected injection line was reduced from 48:30 to 29:41 min (38.8% improvement). Its broader applicability was validated with improvements up to 53.66% across other machines. This study contributes a practical, replicable framework for SMED implementation that integrates structured training workshops into continuous improvement processes in automotive manufacturing and highlights the importance of employee engagement and standardized work in a Lean approach. Full article

Emotional labor, particularly in frontline service roles, has traditionally been examined through the lens of performance strategies, such as surface or deep acting. However, emerging research suggests that employees’ subjective interpretations of emotionally demanding situations—especially attributions of responsibility and perceived fairness—play a critical role in shaping their well-being. This study adopts a qualitative phenomenological approach to explore how frontline employees engage in meaning-making regarding the emotional labor demands during customer interaction. Drawing on six group semi-structured interviews, we conducted a thematic analysis to investigate ho<w workers attribute responsibility for emotion regulation demands and how these attributions relate to perceptions of distributive justice and emotional exhaustion. Results indicate that employees differentiate between emotional labor demands based on who they perceive as responsible for the triggering event—whether the client or themselves. Attributions of responsibility for these demands, especially when placed on clients, were associated with a stronger sense of distributive injustice and heightened emotional exhaustion. The evidence extend current emotional labor models by highlighting the centrality of meaning-making processes in employee experience and suggest that responsibility attribution and fairness appraisals are critical mechanisms through which emotional labor impacts occupational well-being. Implications for theory and workplace practices in service contexts are discussed. Full article