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This research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e., increased physical strains, decreased work engagement, increased turnover intentions). Moreover, this research explores the moderating role of supervisor’s organizational embodiment and coworkers’ organizational embodiment in these indirect relationships.

A cross-sectional study (N = 625) surveying employees from various organizations while using online questionnaires was conducted.

Results highlighted that, when considered together, both supervisor ostracism and coworker ostracism are positively related to organizational dehumanization, which, in turn, detrimentally influences employees’ well-being (increased physical strains), attitudes (decreased work engagement) and behaviors (increased turnover intentions). Results further indicated that the indirect effects of supervisor ostracism on outcomes via organizational dehumanization were stronger when the supervisor was perceived as highly representative of the organization. However, the interactive effect between coworker ostracism and coworkers’ organizational embodiment on organizational dehumanization was not significant.

This research adds to theory by highlighting how and when supervisor and coworker ostracism relate to undesirable consequences for both employees and organizations. On top of simultaneously considering two sources of workplace ostracism (supervisor/coworkers), this research adds to extant literature by examining one underlying mechanism (i.e., organizational dehumanization) explaining their deleterious influence on outcomes. It further examines the circumstances (i.e., high organizational embodiment) in which victims of supervisor/coworker ostracism particularly rely on this experience to form organizational dehumanization perceptions.

A good workplace well-being (WWB) has many positive impacts on individuals and organizations. Prior studies indicate that physical, psychological and social well-being factors positively influence WWB. Nevertheless, it is essential to acknowledge that these factors may exhibit variations across different regions, cultural contexts and workplace environments. Therefore, this study aims to explore and validate the relationships between physical, psychological and social well-being factors and WWB at construction sites across different regions, using Malaysia and India as case studies.

A conceptual model was proposed between physical, psychological and social well-being factors and WWB at construction sites. Then, a questionnaire survey was developed based on the proposed model and distributed to construction industry practitioners in both countries. In total, 316 responses were collected and analyzed using confirmatory factor analysis and multigroup analysis.

The analyses indicate that the proposed model on physical, psychological and social well-being factors and WWB at construction sites is valid. Also, the model has no significant differences between the two countries. Thus, the findings show that the physical, psychological and social well-being factors are similarly affecting WWB at construction sites in both countries.

The originality of the study lies in its holistic and cross-regional examination of WWB at construction sites. The insights gained from this study provide evidence for promoting good health and well-being in the construction industry. Moreover, this study seeks to provide insights that transcend geographical boundaries, offering valuable implications for promoting WWB practices in construction projects worldwide.

This study aims to answer the following question: Why might home-based work duties be perceived by female academics as extreme?

We employed a qualitative research method through semi-structured interviews with 33 female academics from three public universities selected from amongst 26 public institutions of higher education in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts.

We find that the sudden implementation of home-based work makes the academic duties of female academics extreme. Moreover, the following four factors help explain the extremity/intensity of the home-based work of female academics: mental and physical fatigue resulting from WFH, the inability to adequately meet family commitments when working from home (WFH), poor resources for home-based work and reduced ability to focus on the obstacles facing them in their academic career.

This paper contributes by filling a gap in human resources management and higher education in which empirical studies on female academics WFH and extreme academic duties have been limited so far.

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.

Data from different countries suggest a higher prevalence of anxiety, depression and suicides among manual and trade workers in the construction industry than in the general population. The present review examines the causes and effects of poor mental health and the effectiveness of interventions to improve manual and trade workers' mental health in the construction industry. It also identifies gaps in research and makes several suggestions for practice and future research.

A systematic literature review was conducted to examine and consolidate evidence reported in 54 relevant journal articles published between 2010 and 2021 on the mental health of manual and trade workers.

Three major themes emerged in the review of the 54 journal articles: causes of poor mental health, effects of poor mental health and interventions to improve mental health. The leading causes of poor mental health among construction manual and trade workers are poor work-life balance, high job demand, poor cultural norms and mental health stigma, chronic bodily pain, lack of social support, workplace injustice and job insecurity. The prominent effects of poor mental health are suicidality, drug and alcohol addiction, poor workplace safety and poor work performance. Moreover, the study found that some of the strategies recently implemented in the construction industry to improve mental health are deemed ineffective, or their effectiveness remains inconclusive.

The review's scope is limited to research on manual and trade workers, and it did not investigate the mental health of construction professionals and construction management students.

The review provides valuable insights into the causes and effects of poor mental health among manual and trade workers and the effectiveness of mental health interventions in the construction industry.

In line with the stimulus overload theory, this study seeks a comprehensive understanding of tourism crowding by examining residents’ perceived tourism crowding and their corresponding avoidance and approach reactions through sustainable tourism. In addition, the study aims to investigate whether residents’ proenvironmental behavior moderates’ tourism’s negative impacts on the local ecosystem, delving into its potential mitigating role.

Using purposive sampling, the authors engaged residents associated with government and nongovernment organizations, universities, colleges and schools, as well as individuals from the business sector encompassing hotels, restaurants and cafeterias, markets and dedicated social activists actively involved in community affairs.

The analysis, conducted on 920 questionnaires using structural equation modeling, demonstrates that tourism crowding exhibits a negative correlation with sustainable tourism and approach reactions but a positive correlation with avoidance reactions. Furthermore, the moderation analysis suggests that as residents’ proenvironmental behavior improves, the detrimental effect of tourism crowding on sustainable tourism diminishes.

The study presents numerous implications for policymakers and the tourism industry, emphasizing the need to comprehend residents’ perceptions of tourism crowding and sustainable tourism. It underscores the importance of engaging residents in the tourism process to achieve sustainability goals.

The novel theoretical contribution lies in applying the stimulus overload theory to examine tourism crowding and sustainable tourism, specifically from the residents’ perspectives.

本研究根据刺激超负荷理论, 通过考察旅游地居民在整个可持续旅游过程中对旅游拥挤的感知以及他们的相应回避和接近反应, 寻求对旅游拥挤的全面了解。此外, 本研究旨在调查旅游地居民的环保行为是否可以缓和旅游对当地生态系统造成的负面影响, 并深入探讨潜在缓解作用。

我们采用目的性抽样方法, 邀请了与政府和非政府组织、大学、学院和学校有关联的旅游地居民, 来自商业领域（包括HORECA“酒店、餐馆和自助餐厅”和市场）的个人, 以及积极参与社区事务的专职社会活动家。

本研究采用结构方程模型（SEM）对920份调查问卷进行分析, 结果表明旅游拥挤与可持续旅游和接近反应呈负相关, 而与回避反应呈正相关。此外, 缓和分析表明, 随着旅游地居民环保行为的改善, 旅游拥挤对可持续旅游的不利影响呈现减弱。

本研究为决策者和旅游业提供了许多启示, 强调需要了解旅游地居民对旅游拥挤和可持续旅游的感知, 亦强调了让旅游地居民参与旅游过程的重要性, 以确保实现可持续发展目标。

本研究贡献了新颖的理论, 应用刺激超负荷理论考察旅游拥挤和可持续旅游, 特别是从旅游地居民角度进行考察。

Este estudio busca una comprensión global de la masificación turística mediante el examen de la masificación turística percibida por los residentes y sus correspondientes reacciones de aproximación y evitación a través del turismo sostenible, en el marco de la teoría de la sobrecarga de estímulos. Además, el estudio investiga si el comportamiento proambiental de los residentes modera los impactos negativos del turismo en el ecosistema local, profundizando en su potencial papel mitigador.

Utilizando un muestreo intencional o por juicio, se recogieron datos de residentes vinculados a organizaciones gubernamentales y no gubernamentales, universidades, institutos y escuelas, así como a personas del sector empresarial que engloba hoteles, restaurantes y cafeterías, mercados y activistas sociales que participan activamente en asuntos comunitarios.

El análisis de 920 cuestionarios mediante un modelo de ecuaciones estructurales demuestra que la masificación turística presenta una correlación negativa con el turismo sostenible y las reacciones de aproximación, pero una correlación positiva con las reacciones de evitación. Además, el análisis de moderación sugiere que a medida que mejora el comportamiento proambiental de los residentes, disminuye el impacto negativo de la masificación turística sobre el turismo sostenible.

El estudio presenta numerosas implicaciones para los responsables políticos y la industria turística, destacando la necesidad de comprender las percepciones de los residentes sobre la masificación turística y el turismo sostenible. Se subraya la importancia de implicar a los residentes en el proceso turístico para alcanzar objetivos de sostenibilidad.

La novedosa aportación teórica radica en la aplicación de la teoría de la sobrecarga de estímulos para examinar la masificación turística y el turismo sostenible, específicamente desde la perspectiva de los residentes.

The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn, results in employees enacting incivility toward their coworkers and employees' emotional exhaustion.

In Study 1, an experience sampling method (a daily-diary approach) in which 143 male participants from several construction sites completed a total of 1,144 questionnaires was used . In Study 2, cross-sectional data from 156 male employees working in a manufacturing organization was collected. In Study 3, a quasi-experiment was conducted in which 33 and 36 employees were assigned to the intervention and control groups, respectively.

In Studies 1 and 2, it was revealed that employees are likely to experience their supervisor’s incivility behaviors when perceiving such incivility behaviors are more acceptable within the organization (incivility norm). Further, once employees experience incivility from their supervisor, they are more likely to enact incivility toward their coworkers and experience emotional exhaustion. In Study 3, changing organizational policies via implementing grievance procedures was effective in improving the study’s outcome variables.

Incivility norms predict some negative work outcomes such as incivility behaviors as both a victim and instigator, and emotional exhaustion. Further, reducing an adverse organizational norm (i.e. incivility norm) via instituting grievance procedures was effective in reducing incivility behaviors and emotional exhaustion.

Personal Protective Equipment plays an inevitable part in the current scenario of pandemics in the world. A novel coronavirus, Severe Acute Respiratory Syndrome-Corona Virus-2 (SARS-Cov 2), began as an outbreak of pneumonia in Wuhan, China, in late December 2019, and quickly spread worldwide. It quickly escalated into an international public health crisis. This opened up the high demand for the innovation and research of new materials in the Personal Protective Equipment industry.

PubMed, Embase and Google Scholar were searched for relevant literature regarding personal protective equipment and the information was organized in a systematic way.

There are no adequate number of studies taken up in the field of use of textiles in medical applications especially with PPEs.

This structured review will generate a sense of the significance of using PPE for controlling pandemics and also awaken need for additional research and innovations in this area.

The authorities of the management should take timely intervention in choosing the right material for their PPE in their hospitals. Hence health care professionals teams have an inevitable role in preventing the adverse environmental impact due to the inadvertent disposal of PPEs.

There is a lack of systematic way of disposing contaminated single-use face masks in a safe, environmentally acceptable manner. The dumping of single-use PPE in domestic garbage has had an adverse effect on the environment. Mismanaged plastic waste endangers the health of ecosystems by polluting marine and terrestrial environments, posing a significant risk of ingestion or injury to animals and contaminating habitats.

This review article provides an in-depth review of the use of different materials in PPE and challenges regarding its long-term use and implications on the environment.

Purpose: The main aim is to explore and recognize productive ways to create human-centred designs (HCDs) for employee experience (EX). HCD is a concept that prioritizes the needs, preferences, and behaviours of humans using the product or service. EX refers to all interactions an employee has with their employment lifespan – from recruitment to retirement. By taking the HCD approach to EX design, companies can create a work environment tailored to their employees’ needs and preferences.

Design / Methodology: The explorative research design to apply journey maps. By mapping out the employee journey, designers can identify pain points and areas for improvement.

Findings: The findings highlight that artificial intelligence and robotics are core components of designing HCD and can be applied to EX design. By prioritizing EX, companies can attract and retain top talent, increase employee engagement and productivity, and gain a competitive advantage.

Research Limitations: The study is developing and involves detailed insights from different companies, making it difficult and time-consuming to prepare a comprehensive report.

Practical Implications: The findings of the study will add value to other organizations to follow and develop policies and practices that make the employees cherish their work.

Originality: The chapter’s originality lies in providing a comprehensive understanding of HCD and EX. It emphasizes leveraging the strengths of both humans and bots for enhanced workforce experience and business growth. Exploring future automation and technology integration trends adds depth to the chapter’s contribution.

Drawing on the challenge–hindrance stressor framework and the “too-much-of-a-good-thing” principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses’ job satisfaction.

A quantitative survey method was implemented, with the data provided by 355 Hong Kong nurses and 116 United States nurses. Structural equation modeling was used to examine the degree of measurement equivalence across Hong Kong and US nurses. The proposed model and the research questions were tested using nonlinear structural equation modeling analyses.

The results show that while guanxi beliefs only showed an inverted U-shaped relation on Hong Kong nurses’ job satisfaction, PDM had an inverted U-shaped relation with both Hong Kong and United States nurses’ job satisfaction. The authors also found that Hong Kong nurses experienced the highest job satisfaction when their guanxi beliefs and perceived organization politics were both high.

The results add to the comprehension of the nuances of the often-held assumption of linearity in organizational sciences and support the speculation of social stressors-outcomes linkages.

Managers need to recognize that while the nurturing and development of effective relationships with employees via social interaction are important, managers also need to be aware that too much guanxi and PDM may lead employees to feel overwhelmed with expectations of reciprocity and reconciliation to such an extent that they suffer adverse outcomes and become dissatisfied with their jobs.

First, the authors found that influences of guanxi beliefs and PDM are not purely linear and that previous research may have neglected the curvilinear nature of their influences on job satisfaction. Second, the authors echo researchers’ call to consider an organization’s political context to fully understand employees’ attitudes and reactions toward social interactions at work. Third, the authors examine boundary conditions of curvilinear relationships to understand the delicate dynamics.