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This study aims to investigate the mediation effects of employee voice and employee well-being on the relationship between relational leadership and organizational citizenship behavior.

This study used a Web-based survey method to collect data from 301 respondents in the four public hospitals of the Sekondi-Takoradi Metropolis. This study used PLS-SEM (WarpPLS) to test the study’s hypotheses.

The findings show that relational leadership has a positive impact on organizational citizenship behavior, and that this link is mediated in part by both employee voice and employee well-being.

This study demonstrates the importance of leaders, paying close attention to employees’ well-being and opinions when attempting to drive organizational citizenship behavior in the health sector.

Based on the review of the extant literature on the impact of leadership on employee behavior and to the best of the authors’ knowledge, it is likely that this study will be the first to show how relational leadership, employee voice, employee well-being and organizational citizenship behavior are related in the health sector, thereby advancing the thrusts of the social exchange and relational leadership theories.

What makes employees feel well within an organization? The aim of the present chapter is to start from a paradigm that emphasizes human relationality, affectivity, and intersubjective systems, and accordingly focuses on how well-being is emerging from contextual interrelations between employees. Applying this perspective to a qualitative study of nurses in a nursing home, I came to see the work community as a well-being-generating system in which the well-being of individual members is constructed together as an ongoing social accomplishment. In addition, I identified four systemic processes within the work community that greatly influence the well-being-generating capacity of the system.

The purpose of this paper is to analyze the moderation effect of over-commitment in the job crafting–well-being relationship, in the elderly care sector in Spain.

A cross-sectional design was implemented and a final sample of 353 participants were assessed using the Job Crafting Questionnaire, an adaptation of the Over-commitment Scale from the Effort-Reward Imbalance Questionnaire, and the General Health Questionnaire (GHQ-12).

A positive interaction between relational and task crafting and over-commitment is observed in the prediction of well-being levels. Specifically, the effect of over-commitment in the task crafting–well-being relationship proved to be statistically significant when opposed to low, medium and high levels of over-commitment. Additionally, the effect of over-commitment in the relational crafting–well-being relationship proved to be statistically significant only when opposed to medium and high levels of over-commitment. Finally, a direct and simple effect was observed between cognitive crafting and well-being, not moderated by over-commitment.

Implementation of non-behavioral measurements, and a non-longitudinal design are suggested. The development of behavioral measures for job crafting is encouraged, along with the implementation of longitudinal designs sensitive to changes in over-commitment. Possible over-commitment results are biased by an economically contracted environment.

Job crafting training, over-commitment early detection and further research on job crafting strategies’ preferences are suggested.

The moderating role of over-commitment in the job crafting–well-being relationship in the elderly care sector represents one of these attempts to better understand evidences of how work-related efforts modify a worker’s psychological functioning and adaptation, which is the reason why, specially in contexts of uncertainty, its study becomes relevant.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The study finds that well-being oriented HRM practices in Germany fall into four different configurations, meaning that employees do not receive equal well-being benefits. Moving from low investment HRM to medium investment HRM is linked to increased health, happiness and relational well-being. However, moving from medium to higher investment HRM does not necessarily lead to similar increases. Instead, higher levels of employee well-being are associated with support and development practices delivered by immediate supervisors and line managers.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The significance of well-being in social development policy and practice is increasingly acknowledged by scholars and practitioners worldwide. Nevertheless, when examining well-being within the context of Global South trends, existing conceptualisations seem to yield incongruent indicators. Given the background, this paper aims to synthesise theoretical and empirical literature on well-being to foster an understanding of well-being in contemporary Global South.

This article reviews the now large literature on the well-being in the Global South. The article begins with a discussion of the contributions of state-of-the-art developments in well-being studies, a realm experiencing remarkable growth in social policy studies. It then turns to the prominent well-being constructs that have garnered considerable attention within the literature, with an examination of the Global North and Global South context followed by reinterpretation of these concepts to facilitate a comprehensive study of well-being beyond the realms of welfare states. Concluding the narrative, a succinct outline of potential pathways for future research is presented in the final section.

The review reveals that the concept of well-being in the Global South does not necessarily deviate entirely from the prevailing belief that the region is fundamentally distinct from the Global North on a conceptual level. The authors have discovered that three core dimensions of well-being, namely objective, subjective and relational, are observable across societal boundaries due to the diffusion of knowledge and social and cultural practices that have progressively aligned them with Global North-style modernisation. An exception arises in the relational aspect, where the attainment of positive collective relationships precedes individual happiness to some extent. The paper advances a renewed perspective on well-being, portraying it as a situational, interconnected, collective undertaking and continuous process. These approaches empower the researchers to address the overarching question of which analytical foundations can most effectively uncover the intricacies of well-being in diverse and contemporary circumstances.

This paper helps the researchers to address the overarching question of which analytical foundations can most effectively uncover the intricacies of well-being in diverse and contemporary circumstances, thereby facilitating future enhancements in social policy design.

While current human resource management (HRM) research on the relationship between HRM and employee well-being has focused on performance-oriented HRM (e.g. high-performance work practices), scholars have called to broaden the perspective and to explore HRM practices that are indeed well-being-oriented. The purpose of this paper is to analyze the empirical diffusion of well-being-oriented HRM configurations, the conditions in which these are used, and their associations with health, happiness and relational well-being.

Analyses are based on a probabilistic subsample of 1,364 employees in Germany. Employee data are used, since individual employees' perceptions of HRM practices are crucial for understanding the effects of HRM on employee well-being. Configurations of well-being-oriented HRM practices are identified using latent class analysis.

Findings show that (1) employees experience diverse configurations of well-being-oriented HRM practices, which differ in their investment levels and the specific practices used; (2) these configurations are contingent on organizational-level and individual-level characteristics and (3) these configurations have diverse associations with different well-being dimensions. Importantly, configurations characterized by higher investments are not always associated with higher well-being, and the highest well-being is associated with a configuration based on high investment in well-being-oriented HRM focused on support from supervisors.

This exploratory paper is the first to analyze configurations of well-being-oriented HRM practices. By focusing on well-being-oriented HRM it complements previous research which usually addresses how HRM systems designed to enhance performance affect employee well-being.

The purpose of this paper is to develop a concept of service system well-being by presenting its collective conceptualisation and ten key domains.

Service system well-being domains were established using multi-level theory and a qualitative case study research design. To validate the domains initially developed from the literature, 19 in-depth interviews were conducted across two case studies that represented the service systems of a hospital and a multi-store retail franchise chain. A multi-stakeholder approach was used to explore the actor’s perspectives about service system well-being. Key domains of service system well-being were identified using deductive categorisation analysis.

The findings found evidence of ten key domains of well-being, namely strategic, governance, leadership, resource, community, social, collaborative, cultural, existential and transformational, among service system stakeholders.

Service system well-being is a collective concept comprising ten domains that emerged at different levels of the service system. The propositions outlined the classification of and interlinkages between the domains. This exploratory study was conducted in a limited service context and focussed on ten key domains.

Service managers in commercial and social organisations are able to apply the notion of service system well-being to identify gaps and nurture well-being deficiencies within different domains of service-system well-being.

Based on multi-level theory, the study is the first to conceptualise and explore the concept of service system well-being across multiple actors.

This paper aims to investigate capitalization support, an alternative perspective for theorizing social support in-service settings. In the service setting of the student-athlete experience, the relationships between capitalization support service dimensions (i.e. the academic, athletic, self-development and place dimensions), well-being and sports performance are examined through a transformative sport service research (TSSR) lens, a newly introduced form of transformative service research (TSR).

Data from an online survey of Australian student-athletes (n = 867) is examined using partial least squares structural equation modeling.

The results support the theorized service dimensions of capitalization support, indicating their validity and relevance to the student-athlete experience. Further, the results demonstrate that all capitalization support dimensions except athletic support (i.e. academic support, place support and self-development support), have a direct effect on well-being and an indirect effect on sports performance.

This research is unique for several reasons. First, it introduces a new perspective, capitalization support, to theorizing about social support in services. Second, it is one of the first studies in both TSR and TSSR to empirically test and demonstrate a relationship between support services, well-being and performance in a single study. Insight into how to design services to optimize well-being in relation to other service objectives like performance thus emerges.

The objective of this research is to examine the mediating role of employees' well-being in the workplace in the relationship between the dimensions of social capital, namely structural, relational and cognitive social capital and knowledge sharing, as well as the moderating role of enterprise social networks between knowledge sharing and employees' well-being.

A quantitative approach was performed within a sample of 168 middle managers working in knowledge-intensive firms in Tunisia. The Partial Least Squares method was used to analyze the data collected.

Results highlight the importance of the dimensions of social capital as a lever for boosting knowledge sharing. It also reveals that employees' well-being plays a mediating role in the link between structural and relational social capital and knowledge sharing. Moreover, findings show that while enterprise social networks use does not moderate the relationship between employees' well-being and knowledge sharing, it has a positive and significant effect on knowledge sharing.

On the basis of a socio-technical perspective of knowledge management, this research pioneers the examination of the mediating effect of employees' well-being in the link between dimensions of social capital and knowledge sharing and the moderating role of enterprise social networks use within knowledge-intensive firms. Findings of this study may help managers of knowledge-intensive firms in boosting knowledge sharing within organizations, in improving knowledge workers' well-being and thus in motivating and retaining these talented employees.

Children in Malaysia, just as children in many other countries, are vulnerable to poverty. They are exposed to different forms of deprivation and the COVID-19 pandemic exacerbated their predicament. Concerns have been raised about the impact of the pandemic on children’s well-being, as this health crisis had intensified the educational and economic disparities among children in Malaysia, and for some children the impact will be lifelong. It is important to recognise the multidimensionality of poverty in regard to deprivation among poor children; however, such concerns are less pronounced in public policy discussions. Demands for greater policy attention intensified following the increasing number of unemployed parents and bereaved children who lost their parents due to the pandemic. The scope of poverty alleviation policies failed to consider the varying poverty gaps between recipients and the various forms of deprivation experienced by children in poor and larger sized households. As a result, the allocation of funds for the improvement of children’s well-being has been insignificant. The aim of this chapter is to provide a thorough overview of child poverty in developed and developing countries and how child poverty has changed in Malaysia. The analysis in this chapter seeks to provide deep insights on the development of policies that address poverty among children in Malaysia. An analysis on budget appropriations reveals that efforts to address other dimensions of child development were steadily improved, but policy commitments for such purposes need to be intensified in the post-pandemic era when hundreds of thousands of families and children have been plunged into poverty. It is timely for policymakers to acknowledge the need for separate policy considerations for children since they experience poverty differently from adults. The fulfilment of their needs should be prioritised, and the recognition of this fact would produce desirable plans of action for children living in poverty.