Search results

Drawing upon the theoretical frameworks of conservation of resources and social exchange theories, this study investigates how perceived well-being-oriented human resource management (WBHRM) practices can boost job embeddedness, encourage functional presenteeism, and diminish intention to leave by cultivating a sense of purpose in the workplace.

Adopting a time-lagged design, data were collected from healthcare organizations in Canada at two distinct time points. Structural equation modeling and Bootstrap analysis were used to validate the research hypotheses.

The results revealed that perceived WBHRM practices directly enhanced work meaningfulness. Perceived WBHRM practices indirectly fostered sustainable presenteeism and job embeddedness and decreased intention to leave through work meaningfulness.

This study provides valuable insights for healthcare organizations aiming to boost nurse retention and attraction through sustainable HRM practices. By prioritizing employee well-being, growth and a positive workplace culture, organizations can create a fulfilling work environment that enhances job satisfaction and loyalty. Additionally, fostering functional presenteeism and a strong sense of work meaningfulness can improve both individual and organizational performance. This approach not only positions the organization as a top employer but also ensures long-term success.

These findings support the United Nations Sustainable Development Goals of decent work (8 SDG) and good health and well-being (3 SDG).

This study makes a significant contribution to HRM literature by introducing the concept of work meaningfulness and highlighting its critical role in improving both individual and organizational outcomes. It uniquely examines the positive aspects of presenteeism, a relatively underexplored area. Furthermore, the study showcases how WBHRM practices can create a supportive environment for nurses, enabling them to balance health and performance while enhancing their sense of purpose, thus offering a novel perspective on sustainable HRM practices in healthcare.

This study aims to identify and characterize the intended legacies of transgender women from Spain and Portugal who embarked on their gender transition at 40+ years.

Semi-structured interviews focusing on intended legacies were performed with seven participants (three Portuguese and four Spanish), aged 52–66 years. The interviews were submitted for thematic analysis.

The main findings show that all participants reported intended legacies: personal, to be remembered as a good person; broader, to support younger transgender persons to come out earlier in life and to guide and mentor other transgender persons; and composite, to contribute by being a positive role model and being happily engaged in contributing to others.

This understanding may help in developing adequate practices that promote involvement of transgender persons who are in middle to late life in supporting transgender persons rights and well-being.