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Work environments are undergoing a transition and COVID-19 accelerated this change. Prior studies have associated various physical, digital and social work environment elements with occupational well-being. However, holistic approaches to the social work environment to compare the effects of the different elements have received less attention. The purpose of this study is to examine the relationship of various social work environment elements with hybrid worker well-being. The findings help organizations design their work environments and cultures for the post-COVID era.

The study builds on a quantitative survey with 1,057 respondents. The respondents were randomly selected, the answers were anonymous and the results were based on regression analysis.

The analysis indicated that working methods and practices, leadership and management practices, organizational communality and social interaction associate with hybrid worker well-being. Organizational values, reward systems and organizational structures yield no association with hybrid worker well-being.

The value of this paper is in that it investigates elements of the social work environment, presents a research model that examines the relationship of social work environment elements with hybrid worker well-being and provides new empirical data on their implications in a comparative manner.

Employing the “Job demands-resources (JD-R)” framework, this study examines the impact of co-occurring social supports (supervisor, coworker, and family support) on the telework environment and employee engagement.

The study uses a multimethod approach. Data from 294 employees belonging to Indian technology organizations were collected and analyzed using the partial least squares (PLS)-based structure equation modeling software SmartPLS4. Following this, necessary condition analysis (NCA) was carried out using the NCA package for R.

Telework environment was found to mediate the relationship between social support and work engagement. Supervisor support and instrumental family support were identified as predictors as well as necessary conditions for telework environment. Coworker support was identified both as a predictor and necessary condition for telework environment. Although emotional family support was found to be a predictor of telework environment, it was not identified as a necessary condition.

The findings indicate that coworker support and family instrumental support are as important for telework success as supervisor support. Moreover, our findings suggest that varying levels of telework environments (low, moderate, and high) may necessitate distinct social support configurations. Consequently, organizations should match their social support configuration to match their overall teleworking strategy.

A basic premise of the JD-R framework is that resources exist in caravans (bundles). However, previous research (in telework) has concentrated on only one or two kinds of social support, that too in varying situational contexts, limiting generalizability of the findings. This has also produced inconsistent conclusions concerning the role of support providers such as coworkers and family. Recent developments in JD-R also suggest that the role of resources may vary in terms of their importance (necessity) for work engagement. By augmenting standard regression-based techniques with NCA, the authors explore these issues to provide a more thorough understanding of the influence of social supports on work engagement in telework situations.

Leadership is an essential contributor to employee creative self-efficacy, and past research suggests a positive relationship between servant leadership and creative self-efficacy. However, the relationship is complex and contingent upon moderating variables, and this research examines the moderating effect of role clarity by drawing on social exchange theory and social cognitive theory.

Data collected from a survey among 116 emergency room employees is used to test the research model using moderated ordinary least squares regression.

The results confirm a positive relationship between servant leadership and creative self-efficacy and suggest a U-shaped relationship between role clarity and creative self-efficacy. Furthermore, role clarity positively moderates the relationship between servant leadership and creative self-efficacy.

The sample used for this research mainly consisted of highly educated employees within a specific setting. Future research is needed to study if the relationships found in this research can be generalized to other organizational settings.

This research suggests that leaders can support employees' creative self-efficacy through servant leadership, particularly when coupled with high role clarity.

Rapidly changing work environments are characterized by decreased role clarity, so attention is needed to its moderating role on the relationship between servant leadership and creative self-efficacy.

Previous studies show that the implementation of gender equality encounters resistance in military organizations, but it is often invisible or seen as confined to anonymous structures or troubled individuals. This paper aims to show how the Swedish Armed Forces (SAF) use organizational principles to resist implementing gender equality measures.

The study is a qualitative analysis of discursive strategies in the SAF’s 2013–2018 annual reports to government.

The organizing principles of instrumentality and distance, while existing in parallel with gender equality efforts, actually pursue logics that prevents the SAF from implementing gender equality. The principle of instrumentality in this context means that gender equality in the SAF is of secondary interest to organizational members. The principle of distancing from the problem includes strategies that alienate female from male officers.

The contribution of this paper is the finding that the use of organizing principles represents conscious organizational resistance to gender equality efforts. This kind of use needs to be revealed and criticized to change military organizations.

Purpose: This chapter investigates the moderating impact of personality and demographic factors on the association between work–life balance (WLB) and the well-being (WB) of Ayurveda doctors in Sri Lanka.

Need for the Study: WB is necessary for everyone’s life. Individuals must meet proper WLB between their private and career life scenarios. On the other hand, employee WB and WLB are considered under the sustainable development goals. Hence, it is required to investigate the effect of WLB on WB.

Methodology: This quantitative, cross-sectional study was conducted with minimal researcher interference. The primary data were collected using structured questionnaires from Ayurvedic Doctors in Sri Lanka. The correlation, regression, and hierarchical regression analyses with multivariate assumptions were conducted using SPSS.

Findings: The findings reveal a robust positive association between the WLB and WB, indicating the same association between the WLB and personality. Moreover, there is a strong positive association between personality and WB. The results of the moderator analysis presented that there is a marginal moderator impact from the personality towards the association between WLB and WB.

Practical Implications: Ayurveda Practitioners and policymakers can use the generated knowledge in decision-making. The results of this study can be used as a reference by all industrial practitioners to improve their business practices. They can do this by raising employee WLB to enhance WB, which will help them keep the best employees within the company.

Skilled workers are crucial for an organization’s success, and managing, retaining and attracting them is vital in long-term. This study aims to explore talent management practices in the Finnish restaurant industry and to align workers' expectations with the real-world experiences of their work to reduce turnover and enhance job satisfaction.

The study adopts a mixed methods approach, including a survey and interviews with workers and managers to gain insights into their expectations and experiences of work. The study considers themes for designing and implementing effective talent management procedures.

This study highlights the importance of employees' experiences of their work conditions, leveraging positive emotions and fair utilization of temporary agency work (TAW). Understanding the different work preferences of generational cohorts and addressing the challenges associated with owner disengagement and TAW can also contribute to attracting and retaining talent in the restaurant industry.

Skilled workers have often been portrayed as targets that need to be managed, with insufficient consideration given to their preferences, needs and expectations. With the findings of this study, companies can establish mutual understanding with their employees and attract diverse talent.

The purpose of this study was to develop a scale that can be used to assess inequality at work based on gender, age and ethnicity that is grounded in Acker’s (2006) inequality regimes.

The authors used three representative samples (total N = 1,806) of Swedish teachers, nurses and social workers to develop and validate the scale. The validation process included the assessment of content validity, confirmatory factor analysis for factorial validity, internal consistency and associations with theoretically warranted outcomes and related constructs to assess criterion-related validity and convergent validity.

The authors found evidence supporting the content, factorial, criterion-related and convergent validity of the InEquality in organisations Scale (InE-S). Furthermore, the scale demonstrated high internal consistency.

The newly developed scale InE-S may be used to further the understanding of how inequality at work influences employees. This study makes a contribution to the current literature by providing a scale that, for the first time, can test Acker’s hypotheses using quantitative methods to demonstrate the consequences of inequality at work.

Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.

Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.

We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.

Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.

Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.

Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.

The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.

The purpose of this paper is to map and describe the activities taking place in the academic workplace. It considers whether academic work is something completely different from traditional knowledge work and identifies differences and similarities between the two.

The data was collected through in-depth interviews with thirteen academics from different disciplines at the Norwegian University of Science and Technology within a case study approach. A document analysis of the university’s disciplines was carried out in advance of the interviews.

Four important similarities between knowledge work and academic work and three distinctive features of academic work were identified. Balancing the need for interaction and concentration is most important for both knowledge work and academic work, and the most prominent differences are the academics’ constant alternation between supervision, teaching, concentration work and administrative tasks, as well as some academics’ close links to practice. Academic work is not completely different from knowledge work, and learning from experiences from other sectors can be valuable when designing workplaces for academic staff. It is necessary to understand the activities taking place in the academic workplace and at the same time plan for future flexibility.

This study contributes to the research on workplace design for academic staff to better understand the characteristics and variations of academic work and differences in academic cultures and traditions. This will contribute to a better understanding of how workplace design, work processes, technology and how the institution is organised can support the university’s visions and goals.

Due to land resource scarcity, sustainable urban development in high-density cities has long been challenging. As such, many cities are formulating plans to “dig deep”, resulting in more citizens working and/or staying underground for longer periods of time. However, owing to the particularities of underground space, the factors involved in the creation of a healthy environment are different from those involved in aboveground developments. This study thus aims to investigate the influences of various underground environment factors on users' health through a holistic approach.

To achieve this aim, 12 underground sites and 12 corresponding aboveground sites are selected for a large-scale questionnaire survey, resulting in 651 survey samples. The survey covers post-occupancy evaluation of health (physical and psychosocial), underground environmental quality (visual, thermal, acoustic comfort, indoor air quality and ventilation), space design and greenery. Independent-sample T-test, Pearson correlation, multiple regression modelling and structural equation modelling are used to investigate whether significant differences exist between health of underground and aboveground users, and to develop an underground environment-health model for unveiling the significant associations between underground environment factors and users' health. To cross validate the results, an objective field measurement study is further conducted on six underground sites. The objective measurement results are used to cross validate the survey results.

The questionnaire results provide the following evidence: (1) health of underground users is significantly poorer than that of their aboveground counterparts; (2) underground development users' health is significantly affected by space design, greenery and environmental quality in terms of thermal comfort, indoor air quality, ventilation and acoustic comfort but not visual comfort; and (3) amongst the various identified factors, space design has the strongest predicting effects on human health. The field study echoes the survey findings and further unveils the relationships between different environmental factors and human health.

The results shed light on the importance of distinguishing between underground developments and aboveground ones in various guidelines and standards, especially those related to space management.