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The number of university students seeking mental health support is rapidly increasing. To provide additional psychological support to students accessing well-being services, this study aimed to pilot a mental health Web application (app) called Orpheus®.

Guided by student consultations, a multi-methods approach was adopted, including an examination of in-app data, chart reviews of routinely collected student information and interviews with mental health practitioners. Usage data were analysed descriptively. Changes in mental health outcomes were examined using means, standard deviations and reliable change indices for anxiety and depression scores. Inductive and deductive thematic analysis was conducted on qualitative data from staff interviews and student feedback.

A total of 26 students registered an account with 39 completed app visits. On 37 of the 39 (94.9%) occasions, students reported reductions in the intensity of unwanted negative emotions. Statistically significant reductions in the average pooled anxiety and depression scores were observed. Of the 15 students who completed pre- and post-routine outcome measures, between 20% and 60% showed reliable and meaningful symptom improvements. Students reported that the app was helpful and easy to set up and use, with no adverse events. Practitioners highlighted barriers and facilitators related to the technology features, situational contexts and individual differences.

Integrating Orpheus in real-world settings resulted in promising implementation processes, potential for future uptake and positive outcomes. However, ongoing research, staff training and app testing are needed to further improve the implementation processes for digital mental health interventions.

In the recent post-pandemic era, the globe has been anxious for the sustainable disposal of healthcare waste to protect public health, protect the environment and enhance future preparedness. Developing countries, in particular, have struggled to dispose of healthcare waste (HCW) to eradicate the hazardous effects of medical waste generated during and after the deadly COVID-19 pandemic. Hence the purpose of the research paper is to develop a hybrid decision-making framework to identify various barriers for sustainable disposal of healthcare waste use of Grey-Decision Making Trial and Evaluation Laboratory (G-DEMATEL) and Analytical Network Process (ANP).

A hybrid framework of Grey-Decision Making Trial and Evaluation Laboratory (G-DEMATEL) and Analytical Network Process (ANP) has been used to rank barriers and sub-barriers in the disposal of healthcare waste.

The study’s findings suggest that lack of segregation practices, absence of green procurement policy, obsolete technologies and resistance to adopting change management are the topmost causal barriers influencing the remaining barriers. Lack of commitment among healthcare administrations, lack of standard performance measures and resistance to adopting change appear to be the topmost crucial barriers.

The study’s finding enables all stakeholders to prioritize the barriers systematically for better performance and save resources during the process. The policymakers can use the results to design a clear regulatory framework.

The literature has highlighted the factors and their association with the disposal of healthcare waste mainly in isolation. The results are validated against the Grey-Analytical Hierarchy Process (G-AHP) to ensure the robustness of the proposed framework. This paper is one of the preliminary attempts to propose a framework of the interrelationships of the factors that have a direct role in survival for management education.

In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.

Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.

The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.

The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.

This study aims to investigate the impact of dissimilarity perceptions, specifically related to religious identity and socioeconomic class, on identity disclosure behavior within the workplace. It also explores the relationship between disclosure behavior and perceptions of workplace ostracism. The study further examines the moderating roles of psychological safety climate and diversity-focused human resource (HR) practices in these dynamics.

Using quantitative methods, this confirmatory study analyzes the relationships between dissimilarity perceptions, identity disclosure behavior, workplace ostracism perceptions, psychological safety climate and diversity-focused HR policies. Hypotheses are tested to understand the effects of these variables in the workplace context.

The findings reveal that subjective dissimilarity perceptions are negatively associated with identity disclosure behavior. In addition, disclosure behavior is positively linked to perceptions of workplace ostracism. Surprisingly, the study finds that the psychological safety climate moderates the relationship between dissimilarity perceptions and identity disclosure behavior, showing a positive relationship when psychological safety climate perceptions are high. Furthermore, perceptions of diversity-focused HR policies moderate the relationship between disclosure behavior and perceptions of workplace ostracism, indicating a weakened relationship when diversity-focused HR practices are perceived as stronger.

This study contributes to the understanding of workplace diversity, inclusion and management by emphasizing the role of subjective dissimilarity perceptions, identity disclosure behavior and workplace ostracism. It explores the moderating influence of psychological safety climate and diversity-focused HR practices, offering valuable insights for both theory and practical strategies in the context of diversity management.