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The purpose of this article is to aid conceptualization of social well-being at work by identifying its components in a contemporary office context, so adequate measures can be developed to monitor social well-being and to assess the impact of interventions in the workplace.

This study used existing interview data from recent post-occupancy evaluations of two large activity-based flexible offices in the Dutch public sector. Data-driven concept mapping of 182 different employees' statements on social aspects of well-being was used to find communalities in their perceptions.

From the data 14 key concepts emerged referring to employees' social needs, reactions to (anti-)social behaviour of others and perceived social affordances of the work environment. Contrary to established theory, social well-being appeared to be a context-bound phenomenon, including components of both short-term hedonic and long-term eudaimonic well-being.

The findings serve as an inductive source for the further development of adequate measures of social well-being at work. Limitations concern the specific (cultural) setting of the cases and the use of existing data.

Preliminary suggestions for fostering social well-being include change management, participatory design, being alert of the identified risks of activity-based offices and supporting privacy regulation, identity marking and a sense of community, as well as a diversity of informal face-to-face interactions balanced with quiet spaces.

This article contributes to the conceptualization of social well-being in contemporary offices by discussing established social well-being theory and analysing real-world data, using a method novel to management research.

This paper aims to examine the association between audit quality threatening behaviour (AQTB) and three team equality dimensions: deindividuation, social identity and gender equality. Discrimination among auditors has been experienced in accounting firms across the world, which can lead to behaviour that risks the quality of work. The negative influence of this behaviour can have consequences for clients, audit firms, regulators and the wider society due to the threat on audit quality.

A questionnaire was conducted at a Big 4 audit firm in Sweden. Members of audit teams that worked together on one specific engagement were asked to give their perceptions of their experience of equality and behaviours within the team. Hypotheses were tested using ordered logistic regression and partial least squares structural equation model.

Audit teams that experience deindividuation conduct more AQTBs and audit teams with higher social identity conduct less AQTBs. However, the audit team’s social identity can moderate the audit teams’ experience with deindividuation and reduce AQTB.

With a unique data set of practising audit teams, this study is the first to investigate how audit team equality is related to AQTB. Contributions are made to practitioners about audit team dynamics since the AQTB occurs as part of the audit decision-making process that influences audit quality. Inequality also has recruitment and reputation consequences. Thus, contributions are made to the audit market that is interested in audit quality. The study also contributes empirical evidence from an audit team context about behavioural outcomes and the social identity and deindividuation model theory (Klein et al., 2007; Reicher et al., 1995).

The study aims to examine the factors that may affect the burnout levels of ship workers.

The scope of the research consists of seafarers on ships docking at the ports of Zonguldak, Karadeniz Eregli, Eren and Filyos in the Western Black Sea region of Turkey. The sample consists of officers, engineers, dynamic position operators, electricians, boatswains, able seamans, pumpmans and stewards working on ships. In this respect, a random questionnaire was used in the research method and a questionnaire was sent to 400 of these employees, representing the main sample, and 263 of them fully answered the online questionnaire.

As a result of the research, first of all, it is seen that the increase in the self-efficacy of the seafarers decreases their emotional burnout levels. In the second step, the strong self-efficacy of the seafarers reduced the level of individual alienation. In the third step, the increase in the individual alienation of the ship workers also caused an increase in the levels of emotional exhaustion.

As a result, it has been seen that there is a partial mediating role of individual alienation in the relationship between the self-efficacy of the seafarers and their emotional exhaustion. In other words, high self-efficacy is not the only reason for the decrease in emotional burnout levels among seafarers. At the same time, self-efficacy has an effect on the individual alienation levels of seafarers.