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The purpose of this study was to explore school principals’ job crafting profiles during the prolonged COVID-19 crisis in 2021, and investigate profile differences regarding principals’ own perceived servant leadership, stress and work meaningfulness.

Using latent profile analysis (LPA), two job crafting profiles were identified: (1) active crafters (55%) and (2) average crafters (45%). By auxiliary measurement-error-weighted-method (BCH), we examined whether and how job crafting profiles differed in terms of servant leadership, stress and work meaningfulness.

Active crafters reported higher than the overall mean level of approach-oriented job crafting (increasing job resources and demands), whereas average crafters reported an overall mean level of approach-oriented job crafting. Avoidance-oriented job crafting by decreasing hindering job demands did not differentiate the two profiles. Active crafters reported significantly higher servant leadership behavior, stress and work meaningfulness than average crafters.

Study findings provide new knowledge and reflect the implications that the unprecedented pandemic had for education. This study contributes to the existing literature within the scholarship of job crafting through empirical research during the prolonged COVID-19 pandemic. For practitioners, these study findings reflect contextual constraints, organizational processes and culture, and leadership in workplaces.

When employees complete their work tasks, they often experience intrusions stemming from the work (professional intrusions) or the home domain (personal intrusions). Yet, little is known about the respective implications of these two types of intrusions for employees’ productivity. This paper aims to investigate how professional and personal intrusions at work relate to the bright (perceived performance) and dark (procrastination) sides of employees' productivity. Based on recent advances in Self-Determination Theory, the authors also examined the mediating role of psychological need unfulfillment in these relations.

The authors relied on a cross-sectional survey design. A total of 229 French employees took part in the study.

Results from structural equation modelling indicated that need unfulfillment mediated the negative association between personal intrusions and employees’ performance and the positive relation between personal intrusions and procrastination. Professional intrusions were positively related to the soldiering dimension of procrastination only.

This study sheds light on the differentiated effects of personal and professional intrusions, while uncovering the psychological mechanisms at play. Personal intrusions, by triggering employees’ need unfulfillment, were found to have more extended detrimental consequences than professional intrusions. To the best of the authors’ knowledge, this research is also the first to demonstrate the mediating role of need unfulfillment in the relations between socio-contextual characteristics and individual functioning, and thus contributes to Self-Determination Theory.

The study aims to understand why women-owned microenterprises (WOMEs) in India experience a lower growth rate, where growth can be represented in increments in the venture’s size or scope. There is no conclusive understanding of the factors that affect the sustained growth of WOMEs in India.

What personal, social and economic factors support or hinder the choice, growth and sustainability of women-owned ventures? What role do institutional factors (government, nongovernment organizations (NGOs), self-help groups and microfinance institutions) play toward the sustainability of WOMEs? The answers to these questions were obtained through a qualitative design by interviewing 30 micro women entrepreneurs from Tamil Nadu, a Southern state of India and one of the largest hubs for WOMEs and their responses were content analyzed using NVivo 12 software.

The findings capture and apply the fundamentals of two key theoretical perspectives, resource-based view (RBV) and self-determination theory (SDT), in identifying the links between the individual, social and economic factors and their combined effect on the sustained growth of women-owned micro businesses. The findings add value in identifying the ingrained cultural norms and traditions and several internal and external factors that support or challenge the growth of WOMEs. This study highlights that the interventions by the government need to be strengthened for the growth and sustainability of WOMEs.

The study’s findings provide suggestions to policymakers, banks, funding agencies, financial institutions and NGOs to design applicable policies and schemes toward the sustained growth of WOMEs.

This study contributes toward a better understanding of the trends in the context of WOMEs from an Indian context. This topic has received little attention in the academic literature. Second, the study’s conceptual contribution is an application of SDT and RBV to understand and categorize the enablers and deterrents in the path of growth of WOMEs, which is a novel pursuit.

Pune is a prominent information technology (IT) hub in India, where snacking has become a customary practice among IT professionals. This study aims to determine the pattern and factors associated with snacking among IT professionals from various multinational corporations (MNCs) in Pune, Maharashtra, India.

This cross-sectional study considered 404 IT professionals aged 21 to 50 years. A convenient sampling method was adopted to administer a validated questionnaire. Information on snacking patterns and factors associated with snacking were recorded. Descriptive and inferential statistics were used to analyze the data with p = 0.05. The participation was voluntary, and confidentiality was ensured.

The mean age of the participants was 31 ± 7.9 years. Almost half (51.5%) of the participants engaged in daily snacking. The sociodemographic factors such as younger age (0.000), marital status (p = 0.001), salary package (p = 0.006), living situation (p = 0.05), designation (p = 0.042) and work experience (p = 0.001) significantly related with the unhealthy snacking pattern scores. Daily snacking was significantly associated with hunger (p = 0.001), stress (p = 0.001), weight (p = 0.000), peer influence (p = 0.041) and taste (p = 0.001). Hunger, stress, taste, peer influence, boredom and weight were significantly (p = 0.05) associated with unhealthy snacking patterns.

The mean age of the participants was 31 ± 7.9 years. Almost half (51.5%) of the participants engaged in daily snacking. The sociodemographic factors such as younger age (0.000), marital status (p = 0.001), salary package (p = 0.006), living situation (p = 0.05), designation (p = 0.042) and work experience (p = 0.001) significantly related with the unhealthy snacking pattern scores. Daily snacking was significantly associated with hunger (p = 0.001), stress (p = 0.001), weight (p = 0.000), peer influence (p = 0.041) and taste (p = 0.001). Overall, hunger, stress, taste, peer influence, boredom and weight were significantly (p = 0.05) associated with unhealthy snacking patterns such as snacking in between, prioritizing taste over nutrition, exclusion of fruits and vegetables in snacks, lack of control over snacking and snacking habit.

This study uniquely identifies the snacking pattern of IT professionals from Pune, India, which primarily includes unhealthy snacking. Various socio-demographic and other factors such as hunger, taste, stress, boredom, convenience, weight and peer influence, were associated with unhealthy snacking. Understanding the snacking pattern and its determinants can help create nutrition interventions to promote healthy snacking and decrease the risk of noncommunicable diseases in IT professionals.

To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.

We apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.

We found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.

The study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.

This study evaluates the moderating role of work-based social supports (i.e. supervisor support and co-worker support) in the relationship between job insecurity and job burnout among hospitality employees in Malaysia. Besides, the direct effect between job insecurity and job burnout is examined.

The cross-sectional data of this study were based on a total of 220 self-administered questionnaires that have been completed by hospitality employees from three different states in Malaysia. Respondents were recruited based on a snowball sampling approach. The data were collected during the COVID-19 pandemic, which was from October 2020 to January 2021.

Partial least square-structural equation modeling (PLS-SEM) was performed via SmartPLS software. The finding confirmed that job insecurity significantly intensifies employees' job burnout. Supervisor support and co-worker support were found to moderate the link between job insecurity and burnout. As anticipated, the relationship between job insecurity and job burnout increased when supervisor support is low. But high co-worker support was found to strengthen the impact of job insecurity on job burnout instead of the reverse.

This study supplements the existing literature by clarifying which sources of work-based social support (i.e. co-worker support or supervisor) is more salient in alleviating the adverse impact of job insecurity on job burnout during the COVID-19 pandemic among hospitality employees in Malaysia.

The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress and burnout and the mediating role that stress and burnout can play between its predictors and outcomes.

The authors followed systematic literature review (SLR) protocols for the social sciences, and searches were done on two large research databases: SCOPUS and Web of Science. Articles included in the study were from January 2015 to March 2020. After the screening and eligibility processes, 48 articles met the inclusion/exclusion criteria, and 33 articles were included in the full-text qualitative analysis.

Characteristics of the samples, main authors and journals and measures used to assess stress and burnout are presented, showing that most research was done in the USA, with cross-sectional studies using similar measures of stress and burnout. Results from the qualitative analysis were organised around the main research questions. Most studies explored the antecedents of stress and burnout in the context of the job demands – resources model. Common predictors that consistently increase stress and burnout among different samples include perceived dangerousness of the job and work–family conflict. Participation in decision-making and social support consistently decrease job stress.

This paper presents a SLR on stress and burnout among prison officers in a pre-COVID-19 pandemic era, providing an important picture of the published scientific research on the topic as well as implications for theory and practice.

Teams across a wide range of contexts must look beyond task performance to consider the affective, cognitive and behavioral health of their members. Despite much interest in team health in practice, consideration of team health has remained scant from a research perspective. The purpose of this paper is to address these issues by advancing a definition and model of team health.

The authors review relevant literature on team stress, processes and emergent states to propose a definition and model of team health.

The authors advance a definition of team health, or the holistic, dynamic compilation of states that emerge and interact as a team resource to buffer stress. Further, the authors argue that team health improves outcomes at both the individual and team level by improving team members’ well-being and enhancing team effectiveness, respectively. In addition, the authors propose a framework integrating the job demands-resources model with the input-mediator-output-input model of teamwork to illustrate the behavioral drivers that promote team health, which buffers teams stress to maintain members’ well-being and team effectiveness.

This work answers calls from multidisciplinary industries for work that considers team health, providing implications for future research in this area.

This paper aims to explore the Spanish Self-Initiated Expats’ (SIEs) motivations and factors involved in the choice of the host destination.

Through an exploratory and qualitative study, drawing upon SIE literature on motivations and careers, 22 Spanish SIEs were interviewed in a semi-structured way.

Most SIEs clearly detailed the line of reasoning behind the host destination choice (specific destination); a second group considered a limited number of potential countries to relocate to (alternative destinations), and the smallest one did not choose a specific location. Career motivations were the most mentioned ones and different degrees of career planning were found: those with a very defined career planning process relied upon one potential destination, while those with a less defined one considered several alternative host destinations. The European Region Action Scheme for the Mobility of University Students experience was one of the most mentioned factors influencing the choice of the host destination, which may be common to other European Union (EU) nationals. As to the limiting ones, the visa requirements outside the EU were identified. Other factors were particular to Spain, such as the perceived need for English proficiency for a successful global career and the degrees of career planning.

These findings may assist Talent Management Managers to align organizational strategies with SIEs motivations. They may also help future Spanish and European SIEs in their individual career management process.

This study contributes to a better understanding of the expatriation motivations and factors influencing the destination location of Spanish SIEs, adding to the SIE and global career literature.

The purpose of this study is to examine the sociocultural implications of caring for persons with COVID-19 in a developing country context.

In total, 156 nurses participated in the study. Stratified random sampling methodology was used. Data were collected via online self-administered questionnaire. Descriptive and inferential statistics, including ANOVA tests were done.

Nurses experienced stigmatization, discrimination and reduced income. Nurses functioned on the frontline during the COVID-19 pandemic and encountered negative sociocultural experiences from a personal, social and professional perspective. ANOVA showed statistically significant relationships between the conflicts between their work role, family commitments and level of physical interactions with a number of variables.

Data were collected from one Regional Health Authority and may not be representative of the national population of nurses. Further, as the researchers depended on gatekeepers to access participants, the recruitment process may not have been entirely based on randomization as originally agreed.

The findings from this study can be used as a framework to develop context specific programmes and policies to support health professionals, including nurses.

Pandemics, while not new, contribute to serious sociocultural challenges for individuals and families, as well as nurses, as part of their professional roles. In this regard, maintaining effective social networks must be central to effective functioning in crisis situations, such as pandemics.

Nurses have played a key role, working both to identify, isolate and manage those with COVID-19 and supporting those who have non-COVID-19 related health needs. While nurses have been at the forefront delivering care in these uncertain times, doing so puts them at great risk, for not only contracting COVID-19 but also for experiencing negative psychosocial effects that may be due to the nature of their jobs.