Search Results (1,476)

Special economic zones (SEZs) are widely used to stimulate investment, employment, and industrial growth. Yet their contribution to sustainable regional development remains poorly measured. This is especially true in Kazakhstan, where zone-level assessment is largely absent from regional planning frameworks. This study addresses that gap. We construct a Regional Sustainable Development Index (RSDI) that integrates economic, social, and environmental indicators across nine Kazakhstani regions hosting active SEZs. Economic performance alone gives an incomplete picture. Omitting social and environmental dimensions distorts policy conclusions and masks structural imbalances. Our results reveal sharp differentiation across regions. In the Atyrau region, high investment volumes correspond closely with sustainability gains. This suggests structural coherence between zone operations and broader regional outcomes. The Pavlodar region presents a contrasting case. There, the leading driver of sustainability performance is not investment volume but the reduction of environmental pollution. This finding underscores why disaggregating sustainability components matters—the composite index alone is not sufficient. A comparison against official target indicators identifies both achievements and systematic shortfalls. Investment and employment targets are frequently decoupled: capital attraction does not reliably generate proportional job creation. The social dimension remains the weakest across most zones. Environmental governance shows formal recognition but limited implementation. The RSDI framework offers a practical diagnostic tool for public authorities. It makes imbalances visible before they become entrenched. Beyond Kazakhstan, the index provides a transferable instrument for resource-dependent emerging economies seeking to embed sustainability criteria into SEZ governance and regional planning. Full article

Background: Mental healthcare has emerged as a major public health issue in the aftermath of COVID-19 worldwide due to global health system challenges which hinder effective healthcare. In this, there is a knowledge gap on research exploring the perceived quality of mental healthcare amongst hospital-based health workers with a particular focus on knowledge and practice, organization and system, and job satisfaction factors for an insight towards strengthening ongoing effort for the realization of the universal health coverage goal of the comprehensive global mental health action plans. The aim of this study was to assess health workers’ perceptions of quality in mental healthcare at three district hospitals in Johannesburg, South Africa. Methods: An exploratory cross-sectional research design was used on a stratified random sample of 160 health workers recruited as participants at the three selected hospitals in Johannesburg. Data were collected using a self-administered questionnaire and then subjected to descriptive statistical analysis using SPSS Version 29. Results: It was established that healthcare workers’ at the three district hospitals in Johannesburg were generally familiar with mental health guidelines and mental disorders which resulted in better patient engagement and prioritisation of mental health as being important as physical health. However the majority of these healthcare workers perceived the quality of mental healthcare at the three hospitals was low. Further assessment however revealed that these perceptions may have emanated from organizational and system incapacity, and limited satisfaction with compensation and benefits, recognition for work done and limited training. Conclusions: Health worker perceptions of quality in mental healthcare help provide an insight into what health systems may need to address mental health service delivery. The study of the three hospitals in Johannesburg, South Africa underscore the need to reinforce knowledge sharing through healthcare worker training, strengthen organisational and system capacity, provide adequate remuneration and benefits, and reinforce clear referral pathways and collaboration with specialists for the realisation of quality improvement and sustenance in pursuing the universal health coverage goal of the WHO Comprehensive Mental Health Action Plans and the Sustainable development Agenda on health of 2030 and beyond. Full article

Rapid urbanization has intensified jobs–housing separation and increased commuting distances in megacities, posing challenges for sustainable urban development. Existing studies often examine commuting behavior at a single spatial scale or focus on either residential or employment locations. Using mobile phone signaling data, this study derives network-based commuting distances within the suburban ring of Shanghai and integrates multiple built environment indicators. A multiscale framework is developed using six spatial units, ranging from 2 to 4 km grids to street-level zones, to assess spatial scale effects and support the selection of an appropriate analytical unit. The 3.5 km grid was selected for subsequent analysis as a balance between spatial detail and statistical stability. Within this framework, Multiscale Geographically Weighted Regression (MGWR) examines the spatial heterogeneity and scale effects of built environment factors from both residential and employment perspectives. The results show: (1) The choice of spatial unit significantly affects model performance, with the 3.5 km grid providing a suitable balance between spatial detail and statistical stability. (2) Built environment indicators exhibit clear multiscale effects, with different variables operating at global and local spatial scales. (3) Residential and employment locations show significant asymmetric effects, as enterprise density is associated with shorter commuting distances at residential locations but longer distances at employment centers. These findings indicate the joint role of multiscale spatial structure and dual-end built environments, supporting spatially differentiated planning and transport policies. Full article

This study examines the increasing concern regarding teacher job satisfaction, which has a direct impact on retention, instructional quality, and student outcomes. Traditionally, teacher satisfaction has been evaluated through questionnaires, which present limitations in terms of data efficiency and analyses. In this study, machine learning techniques were applied to data from the PISA 2022 teacher questionnaire in Morocco (N = 2998 lower-secondary teachers). Two multiclass classification targets were defined: overall job satisfaction (SATJOB_class) and satisfaction with the teaching profession (SATTEACH_class), each categorised into three balanced classes: low (<−0.5), medium (−0.5 to 0.5), and high (>0.5) classes. The methodology comprised four key stages. Initially, comprehensive pre-processing was conducted to address missing values, retaining features with fewer than 300 missing entries and applying mode imputation. Subsequently, nine classifiers, including logistic regression, K-nearest neighbours, multinomial naïve Bayes, support vector machine, decision tree, random forest, XGBoost, AdaBoost, and a feed-forward Artificial Neural Network, were evaluated using identical train/test splits and hyperparameter tuning. Third, the model performance was assessed using accuracy, precision, recall, and F1-score. Finally, the feature importance was derived from tree-based and permutation methods. The results indicated that XGBoost outperformed the other models for SATJOB_class with an accuracy (0.61), precision (0.62), recall (0.61), and F1-score (0.61), followed by Random Forest (accuracy = 0.59), Logistic Regression (accuracy = 0.59), and AdaBoost (accuracy = 0.59). For SATTEACH_class, Random Forest led with accuracy (0.59), followed closely by XGBoost (0.58), ANN (0.57), and AdaBoost (0.56). Key predictors of teacher job satisfaction included workload-related variables and school-environment factors, which consistently emerged as the most important features across the best-performing models. The methodology and open-source pipeline provide a reproducible framework for evidence-based interventions to improve teacher retention and instructional quality, offering valuable insights for policymakers and educational administrators. Full article

Background/Objectives: Radiologic technologists are frequently exposed to occupational stressors that heighten the risk of burnout, compromising well-being and job performance. Workplace exercise programs have been identified as promising strategies to enhance physical and mental health across occupational groups; however, robust experimental evidence among radiologic technologists remains limited. This study aimed to evaluate the effects of a structured workplace exercise program on perceived stress, burnout, and quality of life among radiologic technologists. Methods: A small-scale randomized controlled experimental study was conducted with 19 radiologic technologists from the Local Health Unit of Castelo Branco, Portugal. Participants were randomly assigned to an experimental group (n = 10, age mean = 43.8 ± 9.92 years old) or a control group (n = 9, age mean = 48.2 ± 7.86 years old). The intervention consisted of a six-week workplace exercise program conducted during work hours, comprising sessions three times per week, twice per day. Each session lasted approximately 15–20 min and included balance, stretching, and light resistance exercises. Outcomes were assessed pre- and post-intervention using the Perceived Stress Scale, the Copenhagen Burnout Inventory, and the WHOQOL-BREF. Results: The experimental group showed significant reductions in perceived stress (p = 0.013, d = −0.697 (−1.6–0.206) [moderate]) and in personal (p = 0.004, d = −0.834 (−1.748–0.08) [moderate]) and work-related burnout (p = 0.026, d = −0.756 (−1.664–0.151) [moderate]), as well as improvements in the physical (p = 0.046, d = 0.592 (−0.303–1.488) [small]) and environmental (p = 0.032, d = 0.991 (0.062–1.92) [moderate]) domains of quality of life. No significant changes occurred in the control group. Conclusions: These preliminary findings suggest that a brief, low-cost workplace exercise program may reduce stress and burnout and improve quality of life among radiologic technologists. These findings support the integration of structured physical activity into healthcare work settings as a feasible, preventive, and health-promoting strategy. Full article

Background: Healthcare professionals are exposed to high emotional demands, including repeated contact with suffering, death, moral distress, and organizational pressure. These factors are associated with psychological distress, burnout, and secondary traumatic stress. Expressive Writing (EW) has been proposed as a psychological intervention, but evidence of its effectiveness among healthcare professionals remains heterogeneous. Objectives: To examine the effects of EW on psychological health, psychophysical well-being, and professional satisfaction among healthcare professionals. Methods: A systematic review was conducted in accordance with the Cochrane Handbook for Systematic Reviews of Interventions and the PRISMA 2020 guidelines. Searches were performed in PubMed, CINAHL, CENRAL, CENTRAL Scopus, Embase, and PsycINFO from database inception to January 2025. Quantitative studies involving healthcare professionals and evaluating structured expressive writing interventions were considered for inclusion, including randomized and non-randomized, controlled and uncontrolled designs. Studies reporting psychological, psychophysical, or work-related outcomes were eligible. Only full-text articles published in English or Italian were considered. The review protocol was registered and archived in the Open Science Framework. Methodological quality was assessed using CASP checklists, the RoB 2 tool, and the Newcastle–Ottawa Scale. Results: Seven studies published between 2017 and 2023 were included. EW interventions were associated with reductions in psychological distress, particularly perceived stress, depressive symptoms, and post-traumatic stress symptoms. Findings regarding burnout and compassion fatigue were mixed. Organizational and job-related outcomes, such as job satisfaction and organizational commitment, showed limited and heterogeneous improvements. No consistent effects were observed for resilience or social support. Overall, the methodological quality of the included studies was generally good. Conclusions: EW appears to be a promising, low-cost intervention for reducing psychological distress among healthcare professionals. However, heterogeneity in study designs, intervention protocols, and outcome measures limits the strength of the evidence. Further high-quality, controlled studies using standardized EW protocols are needed. Full article

Smoking remains one of the leading preventable causes of chronic disease and premature workplace mortality worldwide. This study examined the association between smoking and nutritional status and hypertension and hematological disorders among hotel workers and occupational health nurses’ role in Indonesia. This cross-sectional study examined associations between smoking, nutritional status, and selected health outcomes among 366 hotel workers in Indonesia using routine medical check-up data. Logistic regression analyses were performed to assess the associations of smoking status and body mass index (BMI) categories with hypertension and hematological abnormalities (leukocytosis and anemia), after adjusting for age, gender, and job level. Older workers (40–69 years) and those categorized as overweight or obese had higher odds of hypertension than younger workers and those with normal BMI (ORs 2.63 and 1.37, respectively). Smoking was associated with a higher risk of leukocytosis (OR 0.395), reflecting increased risk among smokers due to variable coding. Older age and overweight status were strong predictors of hypertension, whereas smoking was associated with increased leukocytosis among hotel workers. These findings highlight the need for targeted OH interventions. Occupational health nurses should collaborate with management to strengthen WHP programs that encourage healthier lifestyles among employees. Full article

Career assessment instruments for children with special needs are not fully inclusive and precise. This study uses both quantitative and qualitative methods to identify the key problems students face, refine the career matching stages, and assess the desirability, feasibility, and viability of the services developed. This study found that co-design in the preparation and validation of the career matching platform has integrated several aspects, namely people with disabilities’ behavior, interests, and career paths, and has been adjusted to national competency standards, according to the group. The development of this platform uses the Double Diamond approach, including focus group discussions with several extraordinary school teachers across two activities. The existing analysis shows that the fifteen-stage career development model has prepared students for career paths, making it a potential reference for career services for people with disabilities. In addition, implementing a career development model integrated with the platform can make it easier for students to find a job profile that best suits the world of work. The results of this research can be the basis for disability career development policies, programs that bridge students to the world of work, and the formation of an industrial ecosystem that cares more about children with special needs. Full article

Voluntary turnover represents a critical challenge in essential public services, where workforce attrition affects both employee well-being and service quality. The primary objective of this study was to identify the psychosocial predictors of well-being profiles and turnover intention among public transport workers, using the Job Demands–Resources model as a theoretical framework. A cross-sectional study design was employed, with 131 employees of an Italian public transport company completing a questionnaire assessing turnover intention and key psychosocial factors (job satisfaction, perceived work-related stress, work engagement, meaning of work, and perceived workplace safety). The analytical strategy integrated Latent Profile Analysis (LPA), logistic regression, and path analysis. LPA identified two distinct well-being profiles: a “low well-being profile,” with high perceived stress and low engagement and meaning of work; and a “high well-being profile,” with low stress and high engagement and work meaning. Logistic regression analyses showed that satisfaction with pay and the intrinsic nature of work tasks predicted membership in the high well-being profile. Path analysis indicated that profile membership significantly predicted turnover intention, with employees in the high well-being profile reporting lower turnover intention. Additionally, satisfaction with supervision, perceived workplace safety, and age showed direct effects on turnover intention. These findings highlight the organizational and psychological resources that can increase employee well-being and retention in the public transport sector, offering insights for preventive interventions and for promoting safer and more sustainable public transport systems. Full article

Background: Intensive care units (ICUs) are high-acuity environments that require respiratory therapists (RTs) to maintain vigilance, manage emotions, and make rapid clinical decisions. In such settings, performance stability is critical for patient safety. Although emotional intelligence (EI) and work–life balance (WLB) have been linked to professional outcomes in health care, their independent and direction-specific associations with job performance among ICU respiratory therapists remain underexamined. Methods: A national cross-sectional survey was conducted among respiratory therapists working in ICUs across Saudi Arabia (June 2025–January 2026). EI was measured using the Wong and Law Emotional Intelligence Scale. WLB was assessed using the work interference with personal life (WIPL), personal life interference with work (PLIW), and work–personal life enhancement (WPLE) scales. Job performance was evaluated using the Individual Work Performance Questionnaire. Correlation and multivariable linear regression analyses were performed to estimate independent associations. Results: A total of 392 RTs were included in the final analysis. Higher EI was independently associated with greater task performance (B = 0.21, p < 0.01) and contextual performance (B = 0.30, p < 0.001), and with lower counterproductive work behaviours (B = −0.24, p < 0.001). Among WLB dimensions, PLIW showed the strongest adverse association, predicting lower task performance (B = −0.20, p < 0.05) and higher counterproductive behaviours (B = 0.39, p < 0.001), but was not significantly associated with contextual performance in the fully adjusted model. WPLE demonstrated modest positive associations with performance, whereas WIPL was not significant in adjusted models. Conclusions: Job performance among ICU respiratory therapists is shaped by both emotional regulatory capacity and cross-domain strain. Personal life interference with work emerged as the most influential adverse predictor, whereas EI was associated with constructive performance patterns. Findings should be interpreted in light of the cross-sectional design and self-reported data. Sustaining performance in high-acuity settings requires attention to emotional competencies and structural sources of role conflict alongside clinical expertise. These findings inform workforce strategies to support performance and sustainability in critical care settings. Full article

Background/Objectives: Burnout among academic health professionals affects well-being and performance of critical responsibilities—clinical, research, administrative, and teaching. Despite growing attention, study limitations hinder understanding the mechanisms of burnout among health professionals fully. This study identifies individual and institutional factors associated with faculty burnout at a U.S. academic cancer center. Methods: From 2019 to 2021, all faculty at a large research hospital, regardless of rank, were invited to complete employee surveys, which assessed institutional support, work–life balance, and job demands. Burnout in 2021 served as the primary outcome, measured using a validated single-item scale with five response options: 1–2 were classified as “not burned out” and 3–5 as “burned out.” Using classification and regression tree (CART) analysis, a flexible, non-parametric approach that does not require distributional assumptions of the outcome variable and is well-suited for handling complex, non-linear relationships and interactions among multiple predictors, we explored without a priori hypotheses factors contributing to burnout status in 2021, using prior burnout experience and institutional factors assessed in both years as predictors. Results: This cross-sectional analysis revealed both report of burnout in 2019 and perceptions of low institutional inclusion linked to burnout in 2021, while higher report of job accomplishment and of empowerment was associated with lower burnout in 2021. Past burnout did not doom faculty to future burnout when they felt a strong sense of institutional inclusion and support in adapting to institutional change, indicating that burnout can be mitigated, even after a pandemic. Conclusions: Patterns of burnout were related to faculty engagement with the institution and leadership and their perceptions of work–life quality and control over their work, revealing opportunities for intervention. Strengthening support systems, promoting strategies for managing professional and personal demands better, and optimizing workloads may mitigate risk for faculty in academic health centers. Full article

Generative Artificial Intelligence (GenAI), particularly Large Language Models (LLMs), is rapidly changing how higher education approaches teaching, learning, and assessment. In cybersecurity education, professional certification exams are key for measuring competence and helping professionals find better job offers, but there is little research on how GenAI systems perform in these exam settings. This study looks at how three popular LLMs, ChatGPT-5, Gemini-2.5 Pro, and Copilot-2.5 Pro, handle 183 practice questions from the CompTIA Security+ certification. The study used a two-phase evaluation: a domain-based assessment and a full-length practice exam that mirrors real certification tests. The researchers measured model performance with accuracy scores, chi-square tests for statistical differences, and an error taxonomy to spot patterns of mistakes important for education. All three GenAI systems scored above the passing mark, and there were no significant differences between them. Still, the error analysis showed ongoing conceptual and classification mistakes that did not show up in the overall accuracy scores. Our results show that GenAI systems can pass structured certification tests, but accuracy by itself does not fully measure professional skills. The study points out important issues for the reliability and validity of AI-based assessments in higher education and stresses the need for more realistic, concept-focused ways to evaluate GenAI in cybersecurity education. Full article

Chile faces an institutional context marked by public distrust and increasing demands for legitimacy in public management. In this scenario, this study aimed to examine, within the framework of the Job Demands–Resources (JD-R) theory and the HERO model, the relationships between servant leadership, public service motivation, work engagement, and healthy organizational outcomes in the Chilean public sector, considering the moderating effect of the supervisor’s gender. We used a sample of 428 employees from 22 public institutions, with validated instruments to assess servant leadership, public service motivation, work engagement, and organizational outcomes. Structural equation modeling confirmed the five proposed hypotheses: servant leadership was positively related to public service motivation and work engagement, and work engagement was positively associated with healthy organizational outcomes, showing partial mediation effects among these variables. No moderating effects of the supervisor’s gender were found. This study provides empirical evidence on the motivational mechanisms operating within the public sector and highlights the relevance of servant leadership as a key social resource for fostering motivation, work engagement, and organizational well-being within the specific context of Chilean public institutions included in the study. Full article

Employees were required to adopt new working methods within a very short time frame during the COVID-19 period through digitalization. While digitalization has been largely perceived as an enabler during the pandemic, its impact on employee health and well-being remains complex and underexplored, particularly in the public sector, where employees have less discretion to adapt digital tools. This study examines how rapid workplace digitalization during COVID-19 affected employee health and well-being in the public sector. Drawing on the job demands–resources (JD-R) framework, we focus on three specific forms of digital work—digital meetings, digital clearance, and digital training—selected because they represent distinct theoretical pathways through which digitalization affects well-being, such as digital meetings and digital training can increase job demands that can deplete employee energy and increase stress, whereas digital clearance operates as a job resource that reduces bureaucratic hurdles and enhances autonomy. To test these ideas, this study uses data from the 2020 Australian Public Service Commission Census (n = 108,085), and applies ordinal and multinomial generalized structural equation modeling (GSEM) to assess the effects of three new ways of working—digital meetings, digital clearance, and digital training—on employees’ health and well-being, as well as the mediating roles of organizational support. The results demonstrate that while digital clearance is positively associated with employee health and well-being, digital meetings and digital training are negatively associated. Organizational support mediates these relationships, underscoring its importance in mitigating adverse effects. These findings highlight the mixed consequences of digitalization for public employees’ health and well-being and point to the need for supportive organizational strategies in times of crisis. As a practical implication, this study suggests that public sector organizations should prioritize employee mental health in teleworking policies, adopt employee-centered digital transformation strategies that provide adequate resources and training support, and implement digital clearance processes that enhance employee well-being, particularly during a crisis. Full article

This paper examines how employees in Croatian hotels relate their direct supervisors’ leadership behaviors to job satisfaction. Survey data were collected from 153 hotel employees across departments and hotels of different sizes. Leadership was assessed through five styles (autocratic, laissez-faire, democratic, transformational, and transactional), while job satisfaction was measured across six dimensions. The hypothesized relationships were tested using competitive regression models in which all leadership styles were entered simultaneously, complemented by a moderation test and relative-importance analysis. The results show a differentiated pattern. Transformational leadership is positively related to staff development and management satisfaction and also shows a positive association with salary satisfaction. Transactional leadership is most strongly linked to salary satisfaction, while it relates negatively to staff development satisfaction when other styles are controlled. Democratic leadership is positively associated with management satisfaction, but its unique association with staff development satisfaction is contingent on hotel size: it is negative in small hotels and attenuates to non-significance in medium-sized and large hotels. Autocratic leadership is generally associated with lower satisfaction in key domains, whereas laissez-faire leadership does not show meaningful unique effects in the competitive models. These findings provide evidence from the Croatian hotel sector and suggest that leadership development and HR support systems should be aligned with the specific satisfaction domains hotels seek to improve. Full article