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The issue of loneliness among nurses is of considerable importance, with potential ramifications extending beyond the well‐being of the individuals involved to the quality of patient care delivered. This review explores the topic in‐depth, guided by the recognition that the considerable influence of loneliness on nurses' welfare warrants extensive examination and evaluation. The rationale for undertaking this review is to understand and communicate the wide‐reaching implications of loneliness within the nursing profession. In this narrative review, we tried to elucidate the prevalence, causes, and impacts of loneliness among nurses globally. We explored various theoretical frameworks and empirical studies to illuminate the factors contributing to loneliness within this population and analyzed the prevalence rates with other professions. The review further discussed the consequences of loneliness on nurses' physical and mental health, job performance, and financial and systemic implications for healthcare institutions. It evaluates the role of the workplace environment. It explores various coping strategies and interventions to manage loneliness, including self‐help techniques, formal support structures, workplace programs, and technology‐based solutions. The review revealed that factors influencing loneliness include social, environmental, and cultural elements. Studies highlight that being widowed, divorced, older, male, or from an immigrant background, low physical activity, unemployment, low income, and poor‐quality relationships are significant predictors of loneliness. Physical health issues like chronic illnesses and mental health conditions such as depression and anxiety also contribute to feelings of loneliness among nurses. We also forward recommendations for healthcare institutions, policy changes, and future research needs, ultimately underscoring the importance of addressing loneliness among nurses. The review concludes with a call to action for all stakeholders to prioritize the emotional well‐being of nurses, fostering a healthcare environment that nurtures resilience and thereby enhances the quality of patient care. [ABSTRACT FROM AUTHOR]

Background: To evaluate healthcare interventions in clinical trials, it is crucial to attract and retain a skilled workforce. The job demands associated with developing and running clinical trials have been linked with difficulties in recruiting and retaining skilled Clinical Trial Unit (CTU) staff. Flourishing conceptualises positive aspects of wellbeing which may help staff to thrive within a demanding job role. This study explored the association between flourishing and job satisfaction among staff based in UK Clinical Research Collaboration (UKCRC)-registered CTUs. Methods: A national online survey of UKCRC-registered CTUs was conducted which combined psychometric measures of flourishing (eudaimonic workplace wellbeing scale) and job satisfaction (including measures of turnover intention and workplace engagement), alongside free-text questions. Results: Four hundred and eighty-four staff from 52 UKCRC CTUs completed the survey. Overall, participants reported 'average’ levels of job satisfaction and work engagement, but there was evidence that CTU staff reported slightly lower levels of flourishing and moderate levels of turnover intention. Salary, role, and flexible working arrangements were associated with levels of flourishing. When these factors were controlled for, higher levels of flourishing were still predictive of job satisfaction and turnover, but not work engagement. Qualitative analysis of free text responses revealed that elements of the working environment, such as supportive relationships, flexible working, and development opportunities, can act as resources to help employees flourish in their jobs. Conclusions: Through exploring flourishing in CTU staff we identified factors which may help CTU employees thrive in their role, and in turn increase job satisfaction and commitment to their place of work. CTUs should consider the importance of developing a working environment which supports staff to feel valued, experience autonomy and supportive working relationships, as well as opportunities to develop and engage in meaningful work. Efforts to understand and protect the wellbeing of CTU staff are vital to attract and retain staff to design and conduct clinical trials. The learning from this may be applicable to other healthcare workforces facing a recruitment and retention crisis. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the paper is to examine study probes into the association between work–family balance (WFB) and workplace wellbeing (WWB), as there has been a dearth of studies in this domain. Furthermore, the study deciphers the mediation and moderation effect of work engagement (WE) and turnover intent, respectively, on this primal relationship. Design/methodology/approach: The present study undertakes a quantitative analysis of full-time regular employees (n = 334) in the USA, with a minimum experience of two years in current employment. The data was collected in two phases to minimize common method bias. The collected data was analysed via structural equation modelling. Findings: Results indicate a positive association between WFB and workplace well-being. The mediation effect of WE on the primal association between WFB and workplace wellbeing is also substantiated. Though turnover intent failed to moderate this association between WFB and WWB; but mitigated the linkage between WE and workplace wellbeing. Practical implications: The study demonstrates that the direct relationship between WFB and WWB is more pronounced than its indirect association. This insight could help organizations to design policies that include WFB; which can further accelerate WWB and work immersion attitudes amongst employees. Finally, this paper illustrates that employee attrition can be controlled by championing a climate of WE and WWB. Originality/value: The present investigation offers an insight into the direct association between the WFB and workplace well-being of employees; and the pivotal role of WE in the whole nexus, an investigation which has been largely ignored, in the past. Furthermore, it refutes the effect of negative constructs like turnover intention, in the presence of positive associates like WE and WFB; which is an important lead for both practitioners and theorists. [ABSTRACT FROM AUTHOR]

Institutional psychosocial support services have gained traction, globally, more so within the context of healthcare facilities. This is mainly due to the recognition that institutional psychosocial support services are beneficial to both employees and employers, alike. However, while these institutional psychosocial support services are important, their uptake remains relatively low. With the focus being on the employee assistance programme (EAP), this study aimed to explore the awareness and uptake of institutional psychosocial support services among oncology healthcare professionals (OHPs) in public healthcare facilities in KwaZulu-Natal (KZN), South Africa. Using the interpretative phenomenological approach, the qualitative study was conducted in three public healthcare facilities that offer oncology services in KZN. Semi-structured indepth interviews were conducted among 31 participants who were OHPs in the three public healthcare facilities. Thematic data analysis produced two main themes and six respective sub-themes. The main themes were awareness of institutional psychosocial support services and low uptake of institutional psychosocial support services, mainly owing to adequate personal support systems, privacy and confidentiality concerns, and stigma. The study findings point to the need for stronger EAPs that are needs-based, promoted regularly, and evaluated, in public healthcare facilities. To encourage service uptake and address privacy, confidentiality and stigma concerns, innovative and nonstigmatising ways of promoting these services are required, including hybrid approaches to the provision of EAP services. The study findings can provide a valuable contribution to the continued development and strengthening of institutional psychosocial support services in public healthcare facilities. [ABSTRACT FROM AUTHOR]

Moral distress (MD), the suffering experienced by professionals due to their restricted moral agency, has become a popular subject of study in the fields of social work and health care. Many of the existing measures of MD are targeted at certain professionals, such as health care workers, and are thus restricted to such contexts. This has challenged the conceptual development and empirical examination of MD as a phenomenon occurring across diverse professional groups in different work settings. This study introduces a general measure of MD, the Moral Distress Instrument (MDI). It is not bound to specific professional contexts, and it aims to enable comparative and cross-disciplinary analyses of MD. The MDI consists of seven items that capture different forms of constrained moral agency and follow-up items measuring the level of distress related to these experiences. The reliability and validity of the MDI is investigated, and its distinctiveness from and associations with burnout are studied among a sample of Finnish social workers (n = 367). The MDI was shown to be a reliable and valid measure among the sample. The measures of MD and burnout were shown to tap separate constructs, although these experiences were strongly associated with each other. [ABSTRACT FROM AUTHOR]

Attrition intentions continue to impact workers within the architectural profession, despite a significant dedication of time and effort towards higher education, skill development and professional licensure. Moreover, it is a significant disruptor to sustainable business planning. This paper investigates factors impacting career wellbeing and longevity, registration status and attrition intentions across a group of architecture graduates to provide preliminary findings into the exit destinations of those having left or intending to leave the profession. Using a conceptual framework established through the literature, qualitative and quantitative data were collected through an investigative online survey across 32 architects and architecture graduates from [Name withheld] University's architecture program in Australia. Results reaffirm that no singular factor is responsible for attrition, although several themes are specific to architecture, as follows: salary versus expected hours worked, architectural registration difficulties and a discontent or lack of wellbeing within the role or work environment. The data suggest that common exit destinations for architecture graduates include roles similarly aligned within the built environment, such as landscape architecture, construction, real estate and urban planning. This paper contributes to a gap in understanding where exactly architecture graduates and professionals go when they leave and the motivating or demotivating factors that drive such alternative pursuits. It underscores the importance and value of addressing the wellbeing and career longevity of a skilled and valuable workforce in order to address and combat high attrition. [ABSTRACT FROM AUTHOR]

Background: Among pharmacy workers, low workplace wellbeing can lead to reduced effectiveness. However, to date, studies on this issue are limited within the community pharmacy setting in Vietnam. Objectives: This study was conducted to identify the component aspects of workplace wellbeing and their associations with demographic characteristics. Methods: The cross-sectional descriptive study was conducted in Can Tho, Vietnam. Self-administered questionnaires were hand-delivered to all pharmacy workers working at selected community pharmacies. The workplace wellbeing scale comprised 18 items. Results: In total, 382 pharmacy workers participated in this study. Factor analysis revealed three fundamental aspects to workplace wellbeing: Factor 1 – perceived self-worth and job satisfaction, Factor 2 – positive emotions with work, and Factor 3 – negative emotions with work. Factor 1 showed a positive correlation with Factor 2, with a correlation coefficient (ρ) of 0.509, while both Factor 1 (ρ = −0.399) and Factor 2 (ρ = −0.416) demonstrated negative correlations with Factor 3. Higher income was associated with higher positive emotions with work (P = 0.008), higher perceived self-worth and job satisfaction (P = 0.013), and lower negative emotions with work (P < 0.001). Conclusion: Workplace wellbeing of pharmacy workers in their professional environments was associated with financial aspects. These findings suggest that policies aimed at improving income for pharmacy workers could bring benefits to enhancing job satisfaction and workplace wellbeing.

Work-related stress negatively impacts employee wellbeing. Stress-management interventions that reduce workplace stress can be challenging. Immersive technologies, such as virtual reality (VR), may provide an alternative. This systematic review aimed to evaluate feasibility, acceptability, and effectiveness of immersive technologies to promote workplace wellbeing (PROSPERO 268460). Databases MEDLINE, Web of Science, PsycINFO and Embase were searched until 22nd July 2021. Studies were included if they tested a workforce or were designed for a workplace. Effective Public Health Practice Project quality assessment tool (EPHPP) was used for quality ratings. There were 17 studies (N = 1270), published 2011–2021. Over half were conducted in Europe. Eight studies were controlled trials. Most studies involved brief, single sessions of immersive VR and provided evidence of feasibility, acceptability, and effectiveness when measuring wellbeing-related variables such as stress, relaxation, and restoration. VR environments included relaxation tasks such as meditation or breathing exercises, and nature-based stimuli, such as forests, beaches, and water. Studies tested office workers, healthcare professionals, social workers, teachers, and military personnel. EPHPP ratings were "strong" (N = 1), "moderate" (N = 13), and "weak" (N = 3). VR relaxation appears helpful for workplaces. However, limited longer-term data, controlled trials, and naturalistic studies mean conclusions must be drawn cautiously. [ABSTRACT FROM AUTHOR]

IntroductionIn medical education, the clerkship phase is a demanding period during which medical students learn to navigate the responsibilities of medical school and clinical medicine. Grit, a personal quality regarded as a non-cognitive trait, refers to perseverance and passion; specifically, it represents the ability to endure hardship and work industriously toward a goal. Most studies analysed grit as a single concept and few studies have investigated the effect of grit on the well-being of medical students through the whole-specialty training (i.e. surgical and non-surgical specialty rotations) required in clinical clerkships. Therefore, this study investigated whether associations exist between medical students’ grit, measured by the two subconstructs of perseverance and passion, and their well-being during clerkships in surgical and non-surgical specialty units.MethodsThis one-year prospective web-based questionnaire study enrolled fifth-year medical students at a tertiary medical centre in central Taiwan between September 2017 and July 2018 in their first-year clerkship. The students’ sex, age, and grit were measured at the start of their clerkship. Routine surveys were conducted over one year to assess burnout and compassion satisfaction for students’ well-being, and the training specialty characteristics of the surgical and non-surgical specialty departments were recorded. This study included 92 medical students and 1,055 survey responses from individual specialty rotations. Descriptive, univariate and multivariate analyses were performed.ResultsOur results revealed that medical students’ perseverance, as part of grit, was related to lower burnout and higher compassion satisfaction during clerkships, but not the subconstruct of passion. Moreover, the positive trait of perseverance measured in our study had greater explanatory power for compassion satisfaction than for burnout. Furthermore, the results revealed that older medical students suffered from less burnout than their younger counterparts, and that male medical students expressed higher compassion satisfaction than their female counterparts.DiscussionPerseverance, as a subconstruct of grit, is a positive personal quality for medical students’ clerkships, and methods driving the cultivation of perseverance in medical education should be considered. In addition, even though positive traits such as perseverance equipped medical students for compassion satisfaction, additional factors attributed to medical students’ burnout must be identified.

Objective: The purpose of this study was to explore the demands of nurses on the workplace environment related to psychological resilience. Methods: A qualitative descriptive design was employed for this study. Purposeful sampling was chosen from a tertiary hospital in Henan Province, China. Semi-structured in-depth interviews were conducted with 20 nurses. The interview data was analyzed using the Colaizzi's method and results were reported following the COREQ standards. Results: Analysis of the interview data revealed three main themes: (1) Career Support and Development, (2) Practical Support & Development, and (3) Personal Support and Development. Conclusion: The perspectives of nurses for a workplace environment demands needs to be appreciated, and in addition, it is worth noting that the key role of building a good workplace environment in strengthening the resilience of nurses emphasizes the need for careful consideration. Nursing administrators should formulate policies and measures from multiple perspectives based on the real needs of nurses in terms of professional, practical, and personal dimensions. [ABSTRACT FROM AUTHOR]

Occupational health has evolved as a field over the last 20 years, most significantly over the last 2 years. The COVID-19 pandemic has increased the amount and complexity of challenges for occupational health professionals and at the same time provided a unique opportunity for the field in light of the heightened focus on health at the workplace. Responsibilities have become broader and more multi-faceted including areas such as mental wellbeing and psychosocial risk factors. The pandemic has shown us that the workplace is an essential setting to promote health with a growing number of employers investing in policies and programs for their employees. However, many global health campaigns and large scale national initiatives do not include the workplace setting in their strategy to the detriment of the their effectiveness. In addition to the pressing global health needs, two recent developments have propelled workplace health to the forefront and are asking questions of employers. The Sustainable Development Goals as well as the ESG (Environment, Social, Governance) agenda on behalf of the financial sector are pushing the corporate sector to act responsibly beyond seeking profits and disclose related policies and actions. Healthy workplaces are essential for global development and progress. [ABSTRACT FROM AUTHOR]

This report presents the reflections and insights generated while undertaking a design for health PhD during the COVID-19 pandemic. It examines how design researchers adapted using creative strategies and reveals the researchers' reflections and learnings for this imposition. This research began in late-2019, shortly before the arrival of the Covid-19 pandemic. [ABSTRACT FROM AUTHOR]

Mental ill-health associated with animal care work, coupled with a current shortage of animal care workers (ACWs), highlights the need to support this population's wellbeing. Guided by the Job Demands-Resources model of burnout and the principles of positive occupational health psychology, we aimed to explore mental ill-health in ACWs and identify potential risks and protective factors for their wellbeing. ACWs (n = 217) completed an anonymous online questionnaire with measures of post-traumatic stress disorder (PTSD) symptoms, psychological distress, burnout, grief, social support, organizational support, and empathy for animals. We also asked an open question about what participants liked about their work. Our sample had a higher incidence of mental ill-health than the Australian general population. Multiple regression analyses suggested grief may be a job demand for ACWs, significantly accounting for 2.8–4.3% of the variance in burnout. Likewise, organizational support may be a job resource for ACWs, significantly accounting for 17.3–25.5% of the variance in burnout. Finally, qualitative content analysis indicated that ACWs enjoyed professional accomplishments, interpersonal interactions, and contact with animals as part of their work. We discuss our results and how they may be used to inform the implementation of workplace changes that support ACWs' wellbeing. [ABSTRACT FROM AUTHOR]

Workplaces can be sources of both stress and support, affecting employees' mental health and productivity. Yet, little research has investigated variability in workplace risk factors for poor mental health in conservation. We aimed to explore how patterns of psychological distress—a state of emotional disturbance—and associated workplace risk factors vary between conservation job roles. Working with three case study organizations in India, South Africa, and Cambodia, we surveyed 280 field‐based, office‐based, and research staff. Moderate or severe psychological distress was reported by 28.9%. Field‐based practitioners reported a greater imbalance between workplace efforts and rewards (0.35 standard deviation (SD), 95% credibility interval (CI) 0.03–0.67) than their colleagues, which was associated with greater psychological distress (0.24 SD, 95% CI 0.10–0.39). After controlling for this mediated relationship, researchers reported greater psychological distress than field‐based practitioners (0.37 SD, 95% CI 0.02–0.72). However, when accounting for all direct and indirect effects, there was no overall difference in distress between roles. Employers, funders, professional societies, and other institutions seeking to support conservationists' mental health should understand and offer support tailored to role‐specific challenges. Doing so might enhance conservationists' wellbeing while strengthening their ability to reverse global nature loss. [ABSTRACT FROM AUTHOR]

Objective: CBT‐T is a brief (10‐week) cognitive‐behavioral therapy for non‐underweight eating disorders. This report describes the findings from a single center, single group, feasibility trial of online CBT‐T in the workplace as an alternative to health service settings. Method: This trial was approved by the Biomedical and Scientific Research Ethics committee, University of Warwick, UK (reference 125/20‐21) and was registered with ISRCTN (reference number: ISRCTN45943700). Recruitment was based on self‐reported eating and weight concerns rather than diagnosis, potentially enabling access to treatment for employees who have not previously sought help and for those with sub‐threshold eating disorder symptoms. Assessments took place at baseline, mid‐treatment (week 4), post‐treatment (week 10), and follow‐up (1 and 3 months post‐treatment). Participant experiences following treatment were assessed using quantitative and qualitative approaches. Results: For the primary outcomes, pre‐determined benchmarks of high feasibility and acceptability were met, based on recruiting >40 participants (N = 47), low attrition (38%), and a high attendance rate (98%) over the course of the therapy. Participant experiences revealed low previous help‐seeking for eating disorder concerns (21%). Qualitative findings indicated a wide range of positive impacts of the therapy and the workplace as the therapeutic setting. Analysis of secondary outcomes for participants with clinical and sub‐threshold eating disorder symptoms showed strong effect sizes for eating pathology, anxiety and depression, and moderate effect sizes for work outcomes. Discussion: These pilot findings provide a strong rationale for a fully powered randomized controlled trial to determine the effectiveness of CBT‐T in the workplace. Public Significance: This study demonstrates the feasibility of implementing an eating disorders intervention (online CBT‐T) in the workplace as an alternative to traditional healthcare settings. Recruitment was based on self‐reported eating and weight concerns rather than diagnosis, potentially enabling access to treatment for employees who had not previously sought help. The data also provide insights into recruitment, acceptability, effectiveness, and future viability of CBT‐T in the workplace. [ABSTRACT FROM AUTHOR]

Employee recognition, an incentive method widely used in management practice, plays an important role in the organization. Although extant studies have confirmed its effectiveness, little attention has been paid to its spillover effect. Based on the Social Cognitive Theory and Affective Events Theory, this study argues that employee recognition encounter can trigger cognitive and behavioral reactions. Through perceived organizational justice and workplace wellbeing, a chain-mediating effect connects witnessing employee recognition to work engagement. This research adopts the empirical research method by asking the participants to do the weekly survey (four times in 1 month), and 258 samples are collected. Using SPSS20.0 and its PROCESS macro module, hypotheses are tested. The results indicate (1) employees who witness leaders’ recognition of colleagues will (a) perceive higher organizational justice and (b) be more engaged in work. (2) Perceived organizational justice will mediate the positive relationship between employee recognition encounters with (a) workplace wellbeing and (b) work engagement. (3) Perceived organizational justice and workplace wellbeing will have a chain-mediating effect in the path of employee recognition encounter and work engagement. The results provide both practical and theoretical contribution to employee recognition. [ABSTRACT FROM AUTHOR]

Background: There is potential for digital mental health interventions to provide affordable, efficient, and scalable support to individuals. Digital interventions, including cognitive behavioral therapy, stress management, and mindfulness programs, have shown promise when applied in workplace settings., Objective: The aim of this study is to conduct an umbrella review of systematic reviews in order to critically evaluate, synthesize, and summarize evidence of various digital mental health interventions available within a workplace setting., Methods: A systematic search was conducted to identify systematic reviews relating to digital interventions for the workplace, using the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analysis). The review protocol was registered in the Open Science Framework. The following databases were searched: PubMed, Web of Science, MEDLINE, PsycINFO, and Cochrane Library. Data were extracted using a predefined extraction table. To assess the methodological quality of a study, the AMSTAR-2 tool was used to critically appraise systematic reviews of health care interventions., Results: The literature search resulted in 11,875 records, which was reduced to 14 full-text systematic literature reviews with the use of Covidence to remove duplicates and screen titles and abstracts. The 14 included reviews were published between 2014 and 2023, comprising 9 systematic reviews and 5 systematic reviews and meta-analyses. AMSTAR-2 was used to complete a quality assessment of the reviews, and the results were critically low for 7 literature reviews and low for the other 7 literature reviews. The most common types of digital intervention studied were cognitive behavioral therapy, mindfulness/meditation, and stress management followed by other self-help interventions. Effectiveness of digital interventions was found for many mental health symptoms and conditions in employee populations, such as stress, anxiety, depression, burnout, and psychological well-being. Factors such as type of technology, guidance, recruitment, tailoring, and demographics were found to impact effectiveness., Conclusions: This umbrella review aimed to critically evaluate, synthesize, and summarize evidence of various digital mental health interventions available within a workplace setting. Despite the low quality of the reviews, best practice guidelines can be derived from factors that impact the effectiveness of digital interventions in the workplace., Trial Registration: OSF Registries osf.io/rc6ds; https://doi.org/10.17605/OSF.IO/RC6DS., (©Gillian Cameron, Maurice Mulvenna, Edel Ennis, Siobhan O'Neill, Raymond Bond, David Cameron, Alex Bunting. Originally published in JMIR Mental Health (https://mental.jmir.org), 24.01.2025.)

Background: The construction industry, known for its high-risk environment, increasingly acknowledges the psychological risks to workers. Despite well-documented physical hazards, mental health challenges within this workforce have garnered attention. This systematic review provides a scholarly synthesis of literature on psychological risks and their causative factors affecting construction workers, adhering to PRISMA protocols., Methods: An exhaustive literature search was conducted across PubMed, Scopus, PsycINFO, and Google Scholar using relevant keywords. Rigorous screening of selected studies focused on the psychological aspects of construction work, with systematic data extraction and analysis., Findings: From 1992 to 2022, 68 studies met inclusion criteria, identifying key psychological harm factors: job insecurity, long working hours, high demands, poor work-life balance, and workplace bullying. A lack of mental health support and awareness in the sector was noted, with a significant correlation between these factors and increased stress, anxiety, and depression levels among workers., Conclusions: The review highlights the urgent need for industry recognition of psychological hazards and the relationship between work conditions and mental health issues. It calls for supportive policies, awareness programs, and counseling services, with a suggestion for future longitudinal research on the long-term impacts and intervention efficacy., Application to Practice: This study provides an overview of psychological risks in the construction sector from 1994 to 2022, aiming to identify causative factors for mental health issues. It seeks to pave the way for targeted interventions and policy changes to improve mental health outcomes in the industry., Competing Interests: Conflict of InterestThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Today's challenging times highlight the need for workplaces to support employee wellbeing. Workplaces can offer a means to improve employee wellbeing and promote health initiatives. However, small and medium-sized enterprises (SMEs) are less likely than larger organizations to engage with workplace wellbeing initiatives or offer wellbeing provision. This study, conducted in an urban area in central England, explores SME engagement with local government workplace wellbeing provision, and barriers and facilitators to SME engagement, SME implementation of wellbeing provision, and employee uptake. A mixed-methods design was used. Quantitative data were collected via a survey of 103 SMEs and qualitative data from three focus groups with stakeholders involved in promoting SME engagement with wellbeing support (n = 9) and 16 in-depth interviews with SME representatives (n = 8) and employees (n = 8). Quantitative data were analyzed using the chi-squared, Fisher's exact and Mann-Whitney U tests, and multivariable logistic regression. Qualitative data were analyzed using framework analysis. Findings highlighted several interrelated factors acting as barriers and facilitators to SME engagement with wellbeing initiatives, SME-provided wellbeing provision, and employee uptake. The study provides valuable insights for policymakers, public health teams, and SME leaders on improving provision of and engagement with wellbeing programs. Trust, awareness, knowledge, and communication are highlighted as important prerequisites of optimal provision and engagement.

Introduction: Most previous studies focused on the antecedents of employee innovative behavior but rarely examined the outcomes of employee innovative behavior. Moreover, previous studies ignored the relationship between employee innovative behavior and workplace wellbeing. Based on social comparison theory and social exchange theory, this study introduces coworker ostracism and leader support for innovation as mediating variables to explore the "double-edged sword" effect of employee innovative behavior on workplace wellbeing. Methods: Based on a sample of 319 employees from Chinese companies, this study used SPSS 26.0 and MPLUS 8.3 to examine the hypotheses. Results: Empirical results demonstrate that (a) employee innovative behavior is directly and positively related to workplace wellbeing, (b) employee innovative behavior is indirectly and positively related to workplace wellbeing through leader support for innovation, and (c) the negative association between employee innovative behavior and workplace wellbeing via coworker ostracism is unsupported. Discussion: The findings of this study enrich the literature by exploring the double-edged sword effect of employee innovative behavior on workplace wellbeing. The practical implications of this study are that leaders in organizations should give employees innovation support. [ABSTRACT FROM AUTHOR]

Academic discourses regarding teacher motivation have been on-going for decades for those who teach in ethnic minority areas. Yet research findings failed to provide a consistent conclusion regarding if kindergarten teachers' motivation pattern would vary based on a case-to-case scenario. Therefore, further studies are needed to probe the motivation patterns among this population. The study firstly examined kindergarten teachers' motivational profiles based on Expectancy Value Theory (EVT), and then examined how teachers' motivation related to outcome variables (work engagement, workplace wellbeing, and retention intention). Participants included 1,199 kindergarten teachers from ethnic minority areas in China. Latent profile analysis identified three motivation profiles for teachers: low value-high cost (profile 1), moderate all (profile 2), and high value-low cost (profile 3). Teacher with different motivation profiles had significant differences in work engagement, workplace wellbeing, and retention intention. In addition, chain mediation analysis revealed that work engagement and workplace wellbeing mediated the relationship between motivation profiles and retention intention. The implications of the findings for study are discussed. [ABSTRACT FROM AUTHOR]

Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the "sustainable leadership-employees' wellbeing" relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB. [ABSTRACT FROM AUTHOR]

Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the “sustainable leadership-employees' wellbeing” relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB.

The level of welfare, work stress and work-life balance and employee psychology need to be considered for each individual. Individual welfare is expected to be an alternative for employees who have burdens both internally and externally. The application of workplace well being in the organization will be optimal for employee performance. The purpose of this study is to provide an extensive bibliometric literature study on workplace well-being. Articles quoted from the Scopus database, from 416 articles found from 2017 to 2021, there were 175 articles analyzed in the study. After managing the database, the researchers performed classification and visualization using VOSviewer software to be able to analyze co-authorship, co-occurrence, and citations. Overall, this literature study provides more references for further research on job stress, job life balance and workplace wellbeing at the level of education and seminars. [ABSTRACT FROM AUTHOR]

The current study was conducted to examine the relationship between Psychological capital (PsyCap), Social capital, Workplace wellbeing, and Employee engagement in Saudi Arabia. Only limited evidence exists about the relationship between the constructs in Saudi Arabia. Data was collected from 395 gainfully employed Saudi samples, using five standardized and validated questionnaires. The data was analyzed using Exploratory and Confirmatory Factor Analysis and Structural Equation Modeling (SEM). SEM was conducted using the R Program. The results indicate a significant positive relationship between PsyCap, workplace wellbeing, and employee engagement with task performance. No significant relationship was found between social capital and workplace wellbeing. By addressing a previously unexplored area, the present study has provided substantial contribution to the literature [ABSTRACT FROM AUTHOR]

Workplace wellbeing is a fast-developing subject in employment relations. This qualitative study examined the workplace wellbeing of police during COVID-19. There has been a significant critique of the narrow focus only on individual resilience and stress as the cause of workers' poor mental health and wellbeing. Research into frontline workers' mental health and wellbeing has mainly focused on the cumulative effect of trauma and operational stress injuries on individual resilience, with insufficient consideration of the impact of organisational culture, systemic and environmental factors. Drawing on a survey of 665 police professionals from all states and territories in Australia, this research investigated individual, the nature of work, organisational and environmental factors that negatively impacted worker wellbeing during the pandemic. The paper concludes that incorporating the full range of factors related to workplace wellbeing would inform an improved, holistic approach to maintaining and enhancing employee wellness. Understanding the influence of these factors during COVID-19 has implications for employment relations theory and the practical management of frontline emergency service workers' workplace wellbeing generally and in times of crisis and disruption. [ABSTRACT FROM AUTHOR]

Bu çalışmanın amacı çalışanların işyerlerinde yöneticilerinin davranışlarından kaynaklı oluşan mutsuzluklarının hangi liderlik tarzı ile giderilebileceğini tespit edebilmektir. Bunun yanında mutsuz eden yönetici davranışlarından hangisinin daha sık görüldüğü ve mutlu eden yönetici davranışlarından hangisinin daha çok beklendiği de araştırmanın çözümlemeyi amaçladığı sorular olmuştur. Mutsuz eden yönetici davranışları ve çalışma kapsamına alınan liderlik tarzları senaryolaştırılarak 151 katılımcıya anket tekniği ile sunulmuştur. Araştırmanın bulgularına göre mutsuz eden yönetici davranışları karşısında en fazla beklenen liderlik tarzı otantik liderlik olmuştur. En fazla adaletsizlik, iletişim yetersizliği ve aşırı rol yükü olumsuzları ile mutsuz olduklarını belirten katılımcılar; güvenilir, pozitif iletişim kuran ve sonuç/çözüm odaklı yöneticiler arzu etmektedir.

The construction industry is known to be highly masculinised and to have work practices detrimental to employees' wellbeing. Drawing on feminist institutional theory and a rapid ethnographic approach in two construction multinationals in Australia, we examine the relationship between the gendered nature of construction and workplace wellbeing for professional women and men employed in the industry. The findings reveal that adhering to the gendered 'rules in use' in the construction industry is negatively associated with wellbeing and is usually endured in silence. We also identify the ways in which the gendered rules have different effects on the wellbeing of men and women. We conclude that the construction industry is characterised by a set of 'greedy' gendered institutions that are inextricably linked to workplace wellbeing for both men and women and that these rules must be broken to improve worker wellbeing. [ABSTRACT FROM AUTHOR]

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There is much research into teachers' workplace wellbeing, but very little research investigating teacher assistants' wellbeing in the workplace – especially those who work in classrooms where students with a disability are present. Research among teachers has identified adaptability as a key to their workplace wellbeing. Following this research, among a sample of 128 teacher assistants who work in classrooms where students with a disability are present, we explored four workplace wellbeing outcomes (workplace enjoyment, participation, self-concept, and motivation) and the role of adaptability in predicting these wellbeing outcomes. Hierarchical path analysis showed that teacher assistants who were adaptable demonstrated significantly higher workplace enjoyment, participation, self-concept, and motivation. Findings suggest workplace adaptability as a critical element of workplace wellbeing for teacher assistants who support students with disability. [ABSTRACT FROM AUTHOR]

This article summarises a survey of employee experiences of the UK Government furlough scheme. Overall, experiences of furlough indicate that ratings of employee satisfaction, motivation and perceived inclusion are all lower than before. The research suggests that the psychological impact of furlough could affect organisations for some time as employees return to work from furlough. [ABSTRACT FROM AUTHOR]

This explorative study investigates the perceptions of HRM practitioners regarding workplace wellbeing during the Covid-19 pandemic. The paper considers psychological, physical and social factors and corresponding workplace wellbeing initiatives from practitioners' eyes, and how this perception has changed due to the pandemic. The intended impact of this paper is to show what the main issues that shape how practitioners' reason in regard to workplace wellbeing and how this has seen a paradigm shift during Covid-19. The study highlights workplace wellbeing concerns and how employers perceive their own workplace wellbeing initiatives during a period of adversity. Key impacts and what these mean for HRM practitioners in the future is considered. The findings have implications for workplace wellbeing practitioners globally. [ABSTRACT FROM AUTHOR]

The aim of the present study was to examine the predictive power of constructive and destructive leadership on employee stress and workplace wellbeing. The measurements were the global transformational leadership scale, a devious leadership scale, the perceived stress scale and a workplace wellbeing scale. A sample of 423 employees from both public a private sector filled out a questionnaire at the time of their choice. Results indicate that destructive leadership (but not constructive leadership) predicts both stress and workplace wellbeing. Furthermore, employees from the public sector reported significantly higher level of destructive leadership behavior compared to employees from the private sector. [ABSTRACT FROM AUTHOR]

The well‐being of psychological practitioners is a key factor in the effective delivery of psychological therapies and the effectiveness of mental health services. Despite this, there are no measures of well‐being for this professional group. The 26‐item psychological practitioner workplace well‐being measure (PPWWM) measures psychological well‐being for psychological practitioners and was informed by a qualitative study. Items were generated and then verified by groups of practitioners using sorting tasks. The items reflect a broad range of issues relevant to the workplace well‐being of psychological practitioners. The PPWWM was validated with a sample of 400 psychological practitioners recruited through professional networks. Internal consistency (α =.92) and test–retest reliability (r =.94) were high. Construct validity was indicated by positive correlations with the Health and Safety Executive Management Standards Indicator Tool and Satisfaction with Life Scale and negative correlation with the General Health Questionnaire. Exploratory factor analysis produced six factors, explaining 61.2% of the variance: professional and organizational; support and flexibility; professional role; physical environment; clinical supervision; and external personal. PPWWM scores were not significantly associated with a range of demographic variables (gender, health/disability, profession, and type of organization), but it did correlate significantly and negatively with age. The PPWWM has potential application as a brief measure, suitable for large‐scale surveys that specifically measures workplace well‐being in psychological practitioners. Future research could include cross validation with new samples and validation with subgroups of psychological practitioners. [ABSTRACT FROM AUTHOR]

Purpose: The objective of this study was to analyze the perspectives of correctional officers of the State of Rio Grande do Sul to understand the relationship between the components of workplace wellbeing and the incidence of Burnout Syndrome. Originality/value: Professionals in the area of public safety live daily with a plurality of feelings since they carry out social services in conditions assumed to produce high levels of stress. We recruited participants the Superintendency of Penitentiary Services of the State of Rio Grande do Sul (Susepe), a work environment, chosen to investigate the opposing faces of workplace wellbeing and Burnout Syndrome in the daily lives of penitentiary workers. Design/methodology/approach: We combined a descriptive survey design with a quantitative analytic approach. The sample was nonprobabilistic, comprised of 433 respondents. Findings: The results indicated that workplace wellbeing is partially present in the daily life of the penitentiary workers, being that no work stress and Burnout Syndrome were evidenced. As for the correlations between the constructs, they all proved to be significant. The results revealed four significant associations between the levels of the workplace wellbeing and indicators of Burnout Syndrome. [ABSTRACT FROM AUTHOR]

While remote working has been applied as an emerging flexible modern work arrangement and as an effective way to maintain social distancing during pandemics, it may result in negative workplace outcomes. Despite the eulogy on remote working, more research is needed to examine its possible negative effects on employees in the workplace. This study aims to fill these gaps by examining the effects of remote working on work-family conflict and workplace wellbeing during pandemics, and how such effects are moderated by employees' general self-efficacy and job autonomy. Survey data was collected from 399 Chinese employees during COVID-19. The results show that remote working has a positive effect on work-family conflict, which in turn decreases workplace wellbeing. Further analyses show that while the work-family conflict dimension of family interfering with work (FIW) has a negative effect on wellbeing, the effect of the work-family conflict dimension of work interfering with family (WIF) on wellbeing is not significant. Besides, the effect of remote working on FIW is positively moderated by general self-efficacy and job autonomy. Lastly, the effect of remote working differs depending on the extent to which remote working is implemented. Our study contributes to the literature by explaining the negative effect of remote working on workplace wellbeing during pandemics and clarifying its boundary conditions. Our results provide managers useful guidelines regarding how to implement remote working. [ABSTRACT FROM AUTHOR]

Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers. Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement. Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context. Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale. Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness. Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.

Work-related mental health issues such as work-related stress and addiction to work impose a significant health and economic burden to the employee, the employing organization, and the country of work more generally. Interventions that can be empirically shown to improve levels of work-related mental health-especially those with the potential to concurrently improve employee levels of work performance-are of particular interest to occupational stakeholders. One such broad-application interventional approach currently of interest to occupational stakeholders in this respect is mindfulness-based interventions (MBIs). Following a brief explication of the mindfulness construct, this paper critically discusses current research directions in the utilization of mindfulness in workplace settings and assesses its suitability for operationalization as an organization-level work-related mental health intervention. By effecting a perceptual-shift in the mode of responding and relating to sensory and cognitive-affective stimuli, employees that undergo mindfulness training may be able to transfer the locus of control for stress from external work conditions to internal metacognitive and attentional resources. Therefore, MBIs may constitute cost-effective organization-level interventions due to not actually requiring any modifications to human resource management systems and practises. Based on preliminary empirical findings and on the outcomes of MBI studies with clinical populations, it is concluded that MBIs appear to be viable interventional options for organizations wishing to improve the mental health of their employees. [ABSTRACT FROM AUTHOR]

Objective: Mood and physical symptoms related to the menstrual cycle affect women's productivity at work, often leading to absenteeism. However, employer-led initiatives to tackle these issues are lacking. Digital health interventions focused on women's health (such as the Flo app) could help fill this gap., Methods: 1867 users of the Flo app participated in a survey exploring the impact of their menstrual cycle on their workplace productivity and the role of Flo in mitigating some of the identified issues., Results: The majority reported a moderate to severe impact of their cycle on workplace productivity, with 45.2% reporting absenteeism (5.8 days on average in the previous 12 months). 48.4% reported not receiving any support from their manager and 94.6% said they were not provided with any specific benefit for issues related to their menstrual cycle, with 75.6% declaring wanting them. Users stated that the Flo app helped them with the management of menstrual cycle symptoms (68.7%), preparedness and bodily awareness (88.7%), openness with others (52.5%), and feeling supported (77.6%). Users who reported the most positive impact of the Flo app were 18-25% less likely to report an impact of their menstrual cycle on their productivity and 12-18% less likely to take days off work for issues related to their cycle., Conclusions: Apps such as Flo could equip individuals with tools to better cope with issues related to their menstrual cycle and facilitate discussions around menstrual health in the workplace., Competing Interests: SP, AW, KP, TR, RB, LZ, and AK are employees of Flo Health. JLP is a consultant for Flo Health., (© The Author(s) 2022.)