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There is evidence that spirituality at the workplace has positive effects on work outcomes, and there are different models conceptualizing the construct. To date, there is no discussion highlighting how digitalization is affecting workplace spirituality and vice versa. The present review tries to close this gap by discussing the psychological dynamics in light of digitalization and spirituality in the context of work.

This is a conceptual discussion based on an extensive narrative review. The conceptual design is further tested with a real-life case study.

The result is a model that may guide future research, which consists of the four highly interdependent domains, namely psychology (with the dimensions of emotion, cognition and behavior), digitalization (with the dimensions of platforms, data and algorithms), spirituality (with the dimensions of meaning, self-transcendation and belonging), as well as the workplace (with the dimensions of work tasks, location, community and culture and values). The discussion includes implications for the future of work, suggestions for management decisions and potential future research directions.

To date, there are many discussions about digital transformation and a limited amount of them have invested in analyzing psychological dimensions. The application to spirituality and the workplace – especially when the two are combined – is almost wholly absent, which makes the present discussion both innovative and original.

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.

The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.

The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.

This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

This paper highlights an assignment in a combination upper-division undergraduate and graduate civic leadership class at a Midwestern state comprehensive university. The three-part assignment challenges students’ critical thinking skills and research capabilities while simultaneously necessitating the exploration of contrasting viewpoints on contentious issues.

Intentionally exposing students to diverse perspectives in a controlled environment.

We posit that the severity and frequency of these issues can be mitigated through focused efforts.

Students are better prepared to engage in civil debate on controversial topics, which continuously divide our communities, after completing a class using this pedagogical strategy.

This comparative study explored the perceptions of educational stakeholders in Oman and the Philippines concerning children with disabilities and the goals of special education. Stakeholders' perspectives can influence their professional behaviours and attitudes, which, in turn, can profoundly impact children with disabilities who already face numerous challenges. Hence, comprehending the viewpoints of these stakeholders is vital for fostering socially just education for individuals with disabilities.

This study employed a qualitative comparative case study approach with a horizontal comparison strategy, and both convenience and purposeful sampling techniques were used for participant selection. The study involved 53 participants from both countries, including policymakers, teacher educators, in-service teachers and student teachers from general and special education domains. Data were gathered through individual interviews and themes were subsequently discerned via data analysis.

Despite the different cultural and historical contexts and distinct roles of stakeholders in both countries, the results indicate more parallels than disparities in their perceptions. The primary congruence underscored in this research was imperative to critically assess the language and ideology surrounding the goals of special education, such as mainstreaming and normalisation.

Although numerous studies have probed the perceptions of various educational stakeholders concerning children with disabilities and educational goals, there is limited research that encompasses the perspectives of the seven distinct stakeholder groups. The consistency of language usage across both countries and among all stakeholders underscores the need for a rigorous cross-country examination involving all educational participants.

This paper explores the critical role of employee development programs (EDPs) in preventing workplace suicides, as underscored by 2019 statistics from the US Department of Labor Bureau of Labor Statistics. It identifies various industries with elevated suicide rates. It considers both work-related stressors, like fear of failure and autonomy loss, and external factors, like family or financial issues, as contributing factors. The paper advocates for EDPs to enhance employee-organization relationships, promoting engagement and positive change. Through skills training, coaching and job enrichment, EDPs intend to address employee concerns, offering support and contributing to suicide prevention.

This paper examines the role of EDPs in preventing employee suicides, a concern highlighted by the US Department of Labor Bureau of Labor Statistics data on rising suicide rates. It uses the interpersonal theory of suicide to underline the urgency of addressing this global issue empirically. The paper proposes that EDPs, through skills training, coaching and job enrichment, can tackle underlying job satisfaction issues, fostering positive organizational change and enhancing employee well-being. It advocates for EDPs as a means to not only improve workplace dynamics but also potentially save lives.

This study finds that EDPs are vital in preventing suicides in organizational settings. EDPs address factors affecting job satisfaction and mental well-being, potentially leading to suicidal behavior. These programs enhance employee engagement and motivation by incorporating skill training, coaching and job enrichment. The study emphasizes the need for EDPs to promote positive organizational change and to improve employee well-being, thereby contributing to suicide prevention and fostering healthier employer-employee relationships, leading to broader social and mental health benefits.

This paper’s novelty stems from its exploration of EDPs as a strategy for preventing employee suicide. It offers a unique perspective by linking EDPs to suicide prevention, focusing on enhancing job satisfaction and mental well-being. Using the interpersonal theory of suicide, the paper not only underscores the global importance of suicide but also identifies high-risk occupations. It argues for EDPs as a proactive measure in organizations, presenting a new approach to employee suicide prevention with broad implications for organizational practices and employee welfare worldwide.

The inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.

For systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.

The result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.

The paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

Refugee and immigrant youth (RIY) experience multifaceted challenges, but also have the potential to become resilient. Most of the existing literature focuses on the challenges these RIY face with limited attention to their agency and resilience. This study aims to assess the factors that predict RIY’s resilience among refugee and immigrant youth in Montreal, Canada.

A sample of 93 RIY in Montreal was surveyed. A questionnaire consisting of validated scales was used for data collection.

The study found a positive correlation between educational level, personal resilience and relational resilience (p < 0.001). However, ethnicity did not have a significant correlation with the participant’s general level of resilience (p > 0.001). Cultural, religious, family, community ties, age and time lived in Montréal were found to be predictors of general resilience, relational resilience and personal resilience of the RIY (p < 0.001).

The study concluded that factors such as cultural, religious and community ties are major predictors of the resilience of RIY in Montreal. Hence, the need for mental health practitioners and resettlement organizations that work with RIY to focus on reconceptualizing resilience to incorporate the cultural, religious and community ties of RIY. This will help in developing services and programs that are culturally sensitive and effective in fostering the resilience of RIY.