Search Results (857)

Background: High-performance work systems (HPWSs), while designed to boost corporate performance, can inadvertently create a core organizational paradox, triggering a negative feedback loop. Specifically, their intense focus on performance outcomes can create a climate conducive to unethical pro-organizational behavior (UPB), as employees navigate the pressures and perceived obligations, ultimately undermining the organization’s long-term sustainability and viability. While prior research has identified important singular pathways, the mechanisms through which HPWSs simultaneously generate both perceived obligations and performance pressures remain ambiguous. Methods: Drawing on the Job Demands–Resources (JD-R) model, we propose and test a moderated dual-mediation framework. Using survey data from 473 employees, we examine psychological contract fulfillment and bottom-line mentality as parallel mediators, with moral identity as a moderator, in the HPWS-UPB relationship. Results: The analysis demonstrated that HPWSs influence UPB through two distinct and paradoxical pathways: a pressure-driven path via an increased bottom-line mentality, and a reciprocity-driven path via enhanced psychological contract fulfillment. Moral identity emerged as a crucial, albeit asymmetrical, buffer, with its buffering role being particularly consequential for the pressure-driven pathway, as moral identity also significantly weakened the indirect effect of HPWSs on UPB channeled through bottom-line mentality. Conclusions: These findings offer a holistic, systems-based understanding of the performance-ethics paradox. The validation of a dual-pathway model provides a new blueprint for how a single management system produces contradictory outcomes through competing mechanisms. The identification of key intervention points (e.g., fostering moral identity) offers practical strategies for managers to foster systems that support both high productivity and a sustainable ethical climate. Full article

Background and Objectives: Avian influenza poses a continuous public health threat, particularly to individuals with occupational exposure to poultry such as farm workers, live animal market employees, and processing plant staff. This study aimed to investigate the systemic metabolic effects of such exposure and to identify potential biomarkers for early detection and health risk assessment. Materials and Methods: An untargeted liquid chromatography–mass spectrometry (LC-MS)-based metabolomics approach was applied to analyze serum samples from occupationally exposed individuals and healthy controls. Multivariate statistical analysis, pathway enrichment, and topology analysis were performed to identify significantly altered metabolites and metabolic pathways. The least absolute shrinkage and selection operator (LASSO) algorithm was employed to select key metabolites. Results: Multivariate statistical analysis revealed a clear separation between the exposure group and control, suggesting distinct metabolic profiles between the two populations. Pathway analysis indicated significant alterations in alanine, aspartate, and glutamate metabolism, as well as tryptophan metabolism, which are closely linked to immune regulation, energy metabolism, and host–pathogen interactions. LASSO feature selection and subsequent manual verification identified 17 key metabolites with strong discriminative power. Furthermore, lipidomic profiling revealed a pronounced increase in lysophosphatidylcholine (LPC) levels and a concurrent decrease in phosphatidylcholine (PC) species in exposed individuals. Conclusions: This study reveals metabolic disruptions associated with occupational avian influenza exposure and identifies potential serum biomarkers related to immune and lipid metabolism. These findings provide novel insights into host responses to avian influenza exposure and may support early detection and health risk assessment in high-risk occupational populations. Full article

This study investigates the complex interplay between internal communication, psychological well-being, and job satisfaction, as well as their influence on employee retention and job performance in Romania’s post-pandemic hospitality sector. In this study, data were collected from 350 employees across hotels, restaurants, and resorts. A Covariance-Based Structural Equation Modeling (CB-SEM) approach was employed for the analysis. Findings suggest that both internal communication and psychological well-being are significant positive predictors of job satisfaction. In turn, job satisfaction is a powerful driver of both employee retention and job performance. A key finding is that job satisfaction fully mediates the relationship between psychological well-being and job performance, with no direct effect observed between the latter two constructs. These results underscore that fostering an employee-centric environment is crucial for achieving social sustainability, directly supporting global Sustainable Development Goals (SDG 8: Decent Work and Economic Growth and SDG 3: Good Health and Well-being). Theoretical and practical implications, as well as limitations and future research directions, are discussed. Full article

Performance management is critical for aligning human capital with organizational strategy, particularly in the increasingly competitive service sector. However, universally effective performance appraisal systems (PASs) exist, as effectiveness depends on contextual and organizational specificities. In Portugal, where services account for nearly three-quarters of gross value added, PAS implementation remains underdeveloped, highlighting a gap between strategic intent and practice. This study aims to address that gap by investigating how a performance appraisal model can be tailored to the service sector. A case study was conducted at PCI—Creative Science Park, S.A., a consulting firm, using a qualitative approach. The research design combined a literature review to identify theoretical dimensions of performance evaluation with an employee questionnaire to capture organizational perceptions and priorities. Integration of both strands of evidence informed the construction of the framework. The findings indicate that employees value objective-based evaluation as the most relevant dimension, complemented by customer feedback, adaptive performance, and organizational citizenship. Furthermore, the integration of 360° feedback mechanisms and regular review cycles emerged as key enablers of fairness and engagement. By combining theoretical insights with employee perspectives, this study contributes to a customized and flexible PAS that enhances strategic alignment in the service sector. The proposed model provides both scholarly value, by advancing the discussion on context-specific PAS design, and practical value, by offering a reference for organizations seeking to align human performance with mission-critical outcomes. Full article

Super-supportive CSR behaviors (SSCBs) are integrative actions devised to enhance the effectiveness of CSR initiatives by harmonizing social, environmental, and economic efforts. Despite their strategic role in business operations, SSCBs remain insufficiently addressed, especially within the construction sector. This study utilizes text mining and association rule mining to analyze 211 CSR reports from Chinese construction firms spanning 2010 to 2021. The key findings highlight the pivotal role of 17 SSCBs in strengthening CSR initiatives, revealing three major characteristics: foundational, synergistic, and triggering. Within the construction industry, SSCBs primarily focus on corporate governance, community development, employee welfare, and environmental sustainability, evolving from isolated practices to integrated systems over time. Notably, construction firms tend to adopt SSCB portfolios instead of standalone initiatives. Furthermore, exceeding a certain threshold of SSCBs may increase challenges in coordination and resource allocation. These insights highlight SSCBs as a dynamic, multidimensional construct and provide construction firms with a practical framework to integrate complementary CSR actions, improving coordination, optimizing resources, and strengthening sustainability outcomes in practice. Full article

Narcissistic Leadership has been associated with negative organizational and individual outcomes, including employee intention to leave. However, the mechanism by which this leadership influences this intention to leave still needs to be further elucidated. This study investigates the mediating role of psychological capital (PsyCap) (comprising hope, self-efficacy, resilience, and optimism) in the relationship between the narcissistic leadership and the intention to leave. A non-probabilistic sample of 266 Portuguese employees from various organizational sectors, aged 18 to 53 (M = 29.13; SD = 7.53), predominantly women (62%), completed a self-administered online questionnaire. Results, calculated through the estimation of OLS regressions-based models, indicated that narcissistic leadership was positively related to turnover intention (Hypothesis 1) and that PsyCap significantly mediated that association (Hypothesis 2), particularly self-efficacy showed to be negatively associated with turnover intention, and optimism positively predicted the intention to leave the organization. Overall, the findings point to the key role of narcissistic leadership and psychological capital as antecedents of turnover intention, highlighting the opposite mediating effects of self-efficacy and optimism in the association between narcissistic leadership and turnover intention. The study’s findings are discussed, as well as their theoretical and practical implications. Full article

In service-intensive, compliance-driven settings such as banking, identifying how internal corporate social responsibility (ICSR) fosters employees’ vitality and learning is crucial for sustainable organisational performance. Amid growing interest in employee thriving, this study explores how perceived internal corporate social responsibility (PICSR) and moral meaningfulness (MM) shape thriving at work (TaW) through organisational embeddedness (OE). Rooted in self-determination theory, the findings reveal OE as a key mediator between PICSR and TaW, shedding light on how ICSR initiatives influence employee dynamics. The study also reveals that MM alone does not significantly predict TaW directly, but does so indirectly through OE, highlighting the importance of contextual mechanisms. Additionally, it identifies a surprising negative moderating effect of risk-taking, one dimension of intrapreneurial behaviour (IB), on the relationship between OE and TaW, while innovativeness, another dimension, shows no such effect. Theoretical and practical implications underscore the importance of aligning ICSR practices with employees’ psychological needs, supporting moral alignment, and tailoring support for intrapreneurs. Organisations must achieve a balance between autonomy and security to sustain engagement and innovation, advancing human and organisational sustainability, ultimately leading to thriving. Full article

The result of accelerated development and technological progress is manifested through numerous changes in the labor market, primarily concerning the competencies of future employees. Many of those competencies have symmetrical character. The determinants that may influence the development of specific competencies are variable and dynamic, yet they share the characteristic of transcending temporal and spatial boundaries. In this paper we propose the use of a combination of Principal Component Analysis (PCA) and Fuzzy Analytic Hierarchy Process (FAHP) to rank 21st-century competencies that are developed independently of the formal educational process. Ability to organize and plan, appreciation of diversity and multiculturalism, and ability to solve problems appeared to be the highest-ranked competencies. The development of key competencies is symmetrical to the skills for the labor market. Also, the development of key competencies is symmetrical to the right selection of the quality of media content. The paper proves that the development of key competencies is symmetrical to the level of education of both parents. One of the key findings is that participants with higher levels of media literacy express more readiness for the contemporary labor market. Moreover, the family, particularly parents, exerts a highly significant positive influence on the development of 21st-century competencies. Parents with higher levels of education, in particular, provide a stimulating environment for learning, foster critical thinking, and encourage the exploration of diverse domains of knowledge. Full article

This article presents a novel statistical approach for analyzing occupational accident data from the ESAW database, aiming to improve the evaluation and prediction of accident severity among specific groups of employees. The proposed method combines univariate and multivariate analytical techniques (effect size measures and classification tree methods: CHAID and CART) to identify employee groups that are both statistically robust and meaningfully distinct. The resulting model is based on six key variables describing employee and workplace characteristics, enabling accurate prediction of accident severity within these groups. The model demonstrates high reliability in predicting accident severity, achieving over 80% accuracy in a binary classification (high vs. low risk), making it a valuable tool for risk management and proactive safety planning. The findings have both theoretical and practical implications. Theoretically, the model’s strong predictive performance suggests that accident severity is not random but follows identifiable patterns linked to underlying risk factors that go beyond standard occupational or economic classification. Practically, the model allows for a more detail and effective categorization of work environments into high- and low-risk classes, and can support safety professionals, managers, and policymakers in achieving more precise identification of employee groups that are more prone to severe accidents. Full article

In retail enterprises, employee well-being is recognized as a key factor influencing service quality and operational sustainability. While prior research has extensively investigated enterprise-centric approaches to improving employee well-being, little scholarly attention has been devoted to understanding the effects of customer participation and service scene innovation on employee well-being. Employing a case study methodology, this research investigates a Chinese exemplary retail enterprise “Pang Donglai”, exploring how retail enterprises can leverage service scene innovation to improve employee well-being from the perspective of scene innovation. The findings reveal that service scene innovation in retail enterprises can be categorized into three types: empowerment-oriented scene innovation, autonomy-oriented shopping scene innovation, and thematic display scene innovation. These innovations facilitate empathetic interactions between employees and customers, effectively enhancing employee well-being and creating a virtuous cycle of value co-creation among the enterprise, employees, and customers. Therefore, retail enterprises can continuously improve the working situation of employees, the display of products, and the shopping environment of customers, in order to enhance employee well-being and thus improve their voluntary behaviour and its sustainability. This study provides empirical insights into how retail enterprises can enhance employee well-being through service scene innovation, thereby contributing to the improvement of business performance. Full article

This study explores the role of ethical leadership in fostering employee green behaviors (EGBs) within higher education institutions (HEIs) in the UAE. While environmental initiatives are increasingly being integrated into university operations, there has been limited empirical research examining how leadership styles influence pro-environmental behaviors among academic staff. Using a mixed-methods sequential explanatory design, our study surveyed 105 HEI employees and conducted in-depth interviews with 6 of the participants. The quantitative findings reveal a moderate but significant positive correlation between ethical leadership (EL) and EGB (ρ = 0.314, p < 0.001). The reliability scores for both EL (α = 0.888) and EGB (α = 0.754) confirmed the internal consistency of the measurement items used. The qualitative insights support the theoretical foundation drawn from Social Learning, Value–Belief–Norm, and Environmental Stewardship Theories. Employees reported modeling their green behaviors on observable leadership actions aligning with their shared moral values. A key distinction emerged between authentic and performative green behaviors, with employees responding more positively to leaders who modeled consistency and sincerity. This study concludes that ethical leadership significantly influences the environmental culture in HEIs by embedding sustainability into daily practices and institutional values. This research addresses a regional and theoretical gap, contextualizing ethical leadership in the Middle Eastern academic setting and offering practical implications for leadership development, policy alignment, and sustainable cultural transformation. Full article

This study evaluates the validity and factorial structure of the affective job satisfaction scale (BIASJ) among 234 workers from private institutions of social solidarity (IPSS) in Portugal. Emotional job satisfaction, a key marker of psychological well-being, is associated with positive outcomes for employees and organizations. The sample was mainly female, with an average age of 39.15 years (SD = 8.22). The BIASJ and Maslach burnout inventory (MBI) measured job satisfaction and burnout. The BIASJ demonstrated high internal consistency (Cronbach’s alpha = 0.87, McDonald’s omega = 0.88) and a unidimensional structure. Significant negative correlations with emotional exhaustion and depersonalization supported its criterion validity. The results confirm the BIASJ as a reliable instrument for assessing job satisfaction in IPSS settings in Portugal. Future research should incorporate more diverse, gender-balanced samples and utilize probability sampling to improve generalizability. Full article

Key Performance Indicators (KPIs) play a crucial role in systematically evaluating employee performance. This study integrates the Simple Additive Weighting (SAW) method with Design Science Research (DSR) to develop and validate a web-based KPI assessment system for IT Support staff. This system categorizes performance into three key areas: supervisor evaluation, routine tasks, and request-based tasks. SAW is chosen due to its effectiveness in multi-criteria decision-making and the objective ranking of employees. This research presents a scalable and practical solution for performance management through a structured web-based application. A simulation utilizing Bootstrap 5.1 incorporates real-time monitoring, ticket tracking, and KPI dashboards, enhancing data visualization and reporting. The results indicate that the proposed system enhances transparency, minimizes evaluation bias, and supports objective, data-driven decision-making. By integrating SAW within a structured decision support system, this approach fosters standardized performance assessments, ensuring fairer and more consistent employee evaluations. Future work should focus on real-world implementation and empirical validation. Full article

The article discusses corporate governance, which is a core area of corporate social responsibility (CSR) currently receiving a lot of attention from both researchers and practitioners. The article aims to assess corporate governance in the water and wastewater sector within the context of CSR. The rationale for researching this topic was the lack of scientific studies in this area. The rationale for researching this topic was the lack of scientific studies in this area. To this end, in accordance with the developed research methodology, a literature analysis was used to demonstrate the originality of the problem, as well as the case study method to analyze complex phenomena. To achieve this goal, a survey was conducted of a selected company from the water and sewage industry. Statistical analysis methods were used to verify the research hypotheses. The results show that corporate governance and its individual factors are at a relatively high level. This indicates that the way the organization is managed enables the effective implementation and monitoring of activities related to CSR. From a practical perspective, it is important to further strengthen internal communication, increase legal awareness among staff, and develop managerial skills in the area of employee motivation. The research conducted makes a significant contribution to the development of science, confirming the importance of corporate governance, in which ethics and legal compliance play a key role in shaping a socially responsible organization. Full article

In modern organisations, ethical leadership has emerged as a key driver of sustainability, shaping both employee behaviour and long-term organisational performance. This study investigates the mechanisms through which ethical leadership fosters organisational sustainability, with a focus on the mediating role of organisational commitment. A quantitative, cross-sectional survey was conducted in mainland Portugal between January 2024 and January 2025 with a sample of 285 employees from medium and large companies (48% male, 52% female). Ethical leadership was measured with the 10-item Ethical Leadership Scale (α = 0.94), organisational commitment with a 7-item validated scale (α = 0.91), and organisational sustainability with a 12-item scale capturing ethical climate and voluntary pro-environmental behaviours (α = 0.93). Data were analysed using structural equation modelling with maximum likelihood estimation and bootstrapping. Results support the hypothesised model, showing that ethical leadership positively predicts organisational commitment (β = 0.62, SE = 0.07, p < 0.001, 95% CI [0.48, 0.75]) and organisational sustainability indirectly through commitment (indirect effect β = 0.31, SE = 0.06, p < 0.001, 95% CI [0.20, 0.43]). Direct effects of ethical leadership on sustainability were weaker and non-significant once the mediator was included, confirming the centrality of commitment. Model fit indices indicated strong adequacy (CFI = 0.962, TLI = 0.954, RMSEA = 0.048, SRMR = 0.041). Theoretically, the findings reinforce the integration of ethical leadership theory with sustainability research, clarifying the role of commitment as a mediating mechanism. Practically, the study suggests that fostering ethical leadership behaviours—fair decision-making, role modelling, and integrity—can strengthen employee commitment, which in turn drives sustainable organisational practices. This highlights the importance of leadership development programmes centred on ethics as a strategic lever for long-term sustainability. Full article