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Hierarchical and flat organizational types are predominant in Spain and Sweden, respectively. To study how managers’ commitment and work overcommitment (WOC) affect employee well-being, and job perception in these different countries can shed insight on how to improve eldercare organization. The purpose of this paper was to study the association between eldercare employee exposure to managers’ commitment and WOC, and employee mental well-being and job perception and how these associations differed between Spain and Sweden.

A questionnaire with validated questions on commitment, WOC, mental well-being and job perception, operationalized as the perception of quality of care and turnover intent, was sent out to eldercare managers and employees in Spain and Sweden. t-Tests, χ² and linear regression were applied to study the associations and differences between the countries.

Interaction analyses revealed that Spanish employees’ mental well-being and job perception were influenced by their managers’ commitment and WOC in that manager commitment improved and WOC impaired well-being and job perception. However, the Swedish eldercare employees were not influenced by their managers on these parameters.

The impact of managerial commitment and WOC differed between employees in Spain and Sweden, possibly because the preconditions for leadership varied due to differences in organizational type.

This study compares the managers’ impact on employee health and job perception in two countries with different organizational prerequisites. Moreover, managers’ commitment and WOC were estimated by the managers themselves and did not rely on the employees’ perception, which improved ecological validity.

This study aims to extend the literature on psychological contracts, employee mental health, self-control and equity sensitivity among employees in Ghana.

Data for this study came from a sample of 484 employees from an organisation in the telecommunication sector of Ghana. The details of the study were discussed with employees after which they were given the choice to participate in the study.

The present study found that psychological contract breach is directly associated with mental health and indirectly related to mental health through equity sensitivity and self-control.

The findings suggest that psychological contracts are important aspects of the employment relationship that could be used to enhance employee mental health. Furthermore, enhancing employees’ self-control and resolving issues of individuals high on equity sensitivity are effective ways that organisations can deploy to sustain mental health in the face of psychological contract breaches.

The purpose of this paper is to revisit the scholarly impact agenda in the context of work-based and workplace research, and to propose new directions for research and practice.

This paper combines a contemporary literature review with case vignettes and reflections from practice to develop more nuanced understandings, and highlights future directions for making sense of impact in the context of work-based learning research approaches.

This paper argues that three dimensions to making sense of impact need to be more nuanced in relation to workplace research: interactional elements of workplace research processes have the potential for discursive pathways to impact, presence (and perhaps non-action) can act as a pathway to impact, and the narrative nature of time means that there is instability in making sense of impact over time.

The paper proposes a number of implications for practitioner-researchers, universities/research organisations, and focusses on three key areas: the amplification of research ethics in workplace research, the need for axiological shifts towards sustainability and the need to explicate axiological orientation in research.

This paper offers a contemporary review of the international impact debate in the specific context of work-based and workplace research approaches.

The purpose of this study is to examine the role of videoconferencing technologies for mediating and transforming emotional experiences in virtual context.

Drawing on empirical data of video conferencing experiences, this study identifies different constitutive relations with technology through which actors cope with actual or potential anxieties in virtual meetings. It draws on the phenomenological-existential tradition (Sartre and Merleau-Ponty) and on an interpretive phenomenological analysis (IPA) to conceptualize and illustrate the role of affective affordances in virtual settings.

The study identifies four different body–technology–other relations that provide different action possibilities, both disclosing and concealing, for navigating emotional experiences in virtual encounters of mutual gazing. These findings offer insights into the anatomy of virtual emotions and provide explanations on the nature of Zoom fatigue (interactive exhaustion) and heightened feelings of self-consciousness resulting from video conferencing interactions.

This paper builds on and extends current scholarship on technological affordances, as well as emotions, to suggest that technologies also afford different tactics for navigating emotional experiences. Thus, this paper proposes the notion of affective affordance that can expand current information system (IS) and organization studies (OS) scholarship in important ways. The focus is on videoconference technologies and meetings that have received little research attention and even less so from a perspective on emotions. Importantly, the paper offers nuanced insights that can advance current research discourse on the relationships between technology, human body and emotions.