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Against a backdrop of increased work intensification within maternity hospitals, the purpose of this paper is to examine the role of work engagement in the quality of care delivered to patients and in general health of the midwives delivering care, as reported by midwives and nurses.

Quantitative questionnaires consisting of standardised measures were distributed to midwives in two large maternity hospitals. These questionnaires assessed levels of work engagement, supervisor and colleague support, general health and quality of care.

Structural equation modelling analysis revealed a best‐fit model that demonstrated work engagement to be a significant partial mediator between organisational and supervisor support and quality of care, and as a significant predictor of self‐reported general health. Together, supervisor support, social support and organisational resources, mediated by work engagement, explained 38 per cent of the variance in quality of care at the unit level and 23 per cent of variance in general health among midwives (χ²(67)=113; p<0.01, CFI=0.961, RMSEA=0.06).

The study is limited in that it uses self‐report measures of quality of care and lacks objective indicators of patient outcomes. The cross‐sectional design also does not allow for causal inferences to be drawn from the data.

This study provides evidence for the links between individual levels of work engagement and both health and self‐reports of unit level quality of care. The results support the importance of health services organisations and managers deploying organisational resources to foster employee work engagement. The results also highlight the significant role of the immediate nurse manager and suggest training and development for such roles is a valuable investment.

These results are the first to link work engagement and performance in health care contexts and point to the value of work engagement for both unit performance and for individual employee well‐being in health organisations.

The purpose of this research is to more deeply understand how stress impacts the physical and mental health of employees and what management can do to attenuate the impact of stress on employee health. While the relationship between stress and employee health has received some empirical support in the literature (e.g. Cooper and Cartwright, 1994), less is known about workplace variables that may mitigate the negative effects of stress on health. This study aims to contribute to the literature by exploring three important workplace variables that could lessen the negative effects of stress on health.

A diverse group of employees from two healthcare organizations in the United States of America were surveyed about their work environments, job stress, mental health and physical health. Hierarchical regression analyses were used to investigate three unique workplace mitigators of the stress-health relationship.

Results support perceived organizational support, procedural justice and managerial perspective-taking as variables that serve to make individuals hardier to the health consequences of stressful work. However, different moderating processes seem to account for mental health (perceived organizational support) and physical health (perspective-taking), while procedural justice mitigates the effect of stress on both mental and physical health.

This study contributes to an enhanced understanding of the relationships between stress and mental and physical health in the workplace. In particular, three workplace factors associated with managerial practices were identified that organizations can utilize to protect employees from the negative health consequences of stressful work. These findings can assist managers and organizations who are interested in improving employee health.

In this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).

The paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).

The authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.

This paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.

This is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.

The problem of stress is increasingly gaining attention in the construction industry in recent years. This study is aimed at examining the causes, effects and possible alleviation of stress of project management (PM) practitioners so that their stress could be appropriately managed and reduced, which would contribute to improved mental health.

Primary data were collected in an online questionnaire survey via Qualtrics. Questions ranged from PM practitioners’ stressors, stress and performance under stress to stress alleviation tools and techniques. One hundred and five PM practitioners completed the questionnaire. Their responses were compiled and analyzed using descriptive statistics, correlation and regression.

The results confirmed that the identified stressors tended to increase stress of PM practitioners. All stressors tested in this study were found to have negative impact on the performance of PM practitioners. In particular, the burnout stressors were seen as the key stressors that influence the performance of PM practitioners and have a strong correlation with all the other stressors. It was also found that a number of tools and techniques can reduce the impact of stressors on PM practitioners.

This study has taken a specific focus on stress-related issues of PM practitioners in the construction industry due to their critical role in this project-dominated industry. Using the Job Demand-Resource theory, a holistic examination was not only conducted on stress and stressors but also on alleviation tools and techniques. This study has thus made significant contribution to the ongoing research aimed at finding solutions to mental health-related problems in the project-dominated construction industry, thereby achieving the United Nations’ social sustainability development goals.

The main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.

The authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.

The results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.

All organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.

This study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.

The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.

The study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.

In line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.

The study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.

This study aims to examine the effect of perceived supervisor support (PSS) and workplace dignity (WPD) on employees' affective commitment to change (ACC). It also investigates PSS as an antecedent of WPD and WPD as a mediator between PSS and ACC.

To examine the proposed relationships, data was collected from employees of an Indian public sector company undergoing many change initiatives at the time of the study. The hypotheses were tested using the structural equation model.

The findings indicate the direct effect of PSS and WPD on employees' ACC, and WPD does mediate between PSS and ACC. The results also suggest PSS works as an antecedent of WPD.

The findings suggest how organizations can enhance employees’ ACC by creating a positive context involving supervisor support and experience of WPD.

The findings contribute to ACC literature by highlighting the role of WPD and PSS. This is one of the few quantitative studies which examines the antecedent and consequences of WPD.

Knowledge management during the pandemic has been a challenging task due to the sudden intervention of technology in the organisational environment and the unexpected shift to the work-from-home culture. This study aims to investigate the role of technology intervention in the relationship between knowledge diffusion and knowledge application.

A cross-sectional study was conducted and data were collected from 541 employees who were working from home during the pandemic in India.

This study found significant relationships between knowledge diffusion and technology intervention. This study also observed the mediating role of technology intervention in the relationship between knowledge diffusion and knowledge application.

Tis study stands with other pioneering studies that have explored the role of technology intervention in the knowledge diffusion–application relationship using the job demand-resource model.

This conceptual paper aims to develop a multi-level mental health management framework for project management practitioners (PMPs) in architecture, engineering and construction (AEC) project organizations through organizational design theories to extend current knowledge on mental health by revealing organizational, project and external environmental factors contributing to mental health management in AEC project organizations.

A systematic literature review was adopted to propose a theoretical model that integrated five organizational design theories: institutional theory, agency theory, resources-based theory (RBT), contingency theory and complexity theory.

The model reveals permanent organization, project organization and external environment factors for mental health management in AEC project organizations. It further proposed hypothetical interrelationships between elements of permanent organization, project organization, external environment and mental health management indicators to unravel the resultant effects of the interactions on mental health of PMPs.

This research contributes to the body of knowledge by developing a multi-level mental health management framework that identify and shows how combination permanent organization, project organization and external environment elements impact mental health of PMPs in AEC project organizations. It offers a model that offers guidance to practitioners on permanent organization and project organization management practices that can be implemented to improve mental health.

The study investigated the predictive role of supportive leadership and psychological safety for mindful organizing and the subsequent impact of mindful organizing on individual task performance. Mindful organizing, a concept from high-reliability organizations (HROs), can improve performance in various industrial settings. The limited availability of novel predictors for mindful organizing necessitates exploring this concept in the context of adventure tourism.

Through a cross-sectional research approach, 394 respondents were selected from the adventure tourism industry in Malaysia. The proposed causal research model was evaluated through structural equation modeling (SEM), aggregation and bootstrapping.

Psychological safety and supportive leadership significantly impacted mindful organizing. Mindful organizing, in turn, was positively associated with individual task performance. The mediating role of mindful organizing between psychological safety and task performance was statistically significant. However, the mediating role of mindful organizing between supportive leadership and task performance was not statistically significant.

Managers in the adventure tourism industry should consider applying mindful organizing to increase employee productivity and develop collective sensemaking. Also, developing a culture of support among managers and coworkers, emphasizing the team's psychological safety, may boost the morale and productivity of the workforce.

This research has identified and empirically tested new antecedents, psychological safety and leadership for mindful organizing in the adventure tourism context and has addressed a significant research gap (Sutcliffe et al., 2016) by broadening the scope of mindful organizing research to encompass contexts beyond those exclusively considered HROs.