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The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations.

An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses.

The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being.

The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance.

Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

This study aims to describe nurse leaders’ experiences of work-related well-being and its association with background variables, working conditions, work engagement, sense of coherence and burnout.

An electronic survey design was used. Data was collected between December 2015 and May 2016 with an instrument that included demographic questions and four internationally validated scales: the Utrecht Work Engagement Scale, QPS Nordic 34+, the shortened Sense of Coherence scale and the Maslach Burnout Inventory. Data was analysed using statistical methods.

A total of 155 nurse leaders completed the questionnaire, giving a 44% response rate. Most of them worked as nurse managers (89%). Participants’ work-related well-being scores ranged from 8 to 10. Statistically significant relationships were found between participants’ work-related well-being and their leadership skills, current position, sense of coherence and levels of burnout. In addition, there were statistically significant relationships between work-related well-being and all dimensions of working conditions.

This study underlines the fact that work-related well-being should not be evaluated based on a single factor. The participants’ perceived work-related well-being was high, although almost half of them reported always or often experiencing stress. The results suggest that nurse leaders may have resources such as good leadership and problem-solving skills, supportive working conditions and a high sense of coherence that prevent the experienced stress from adversely affecting their work-related well-being.

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

Drawing upon the self-determination theory (SDT), a conceptual model was developed and then empirically tested using a cross-sectional survey of 435 project members in Chinese construction projects.

The results fully support the research hypotheses proposed in the study, illustrating the positive impacts of empowering leadership on work-related well-being and project citizenship behavior, the mediating role of basic psychological needs satisfaction, and the positive association between work-related well-being and project citizenship behavior.

This research determines the utility of empowering leadership in the context of construction projects, especially in enhancing individual outcomes (i.e. work-related well-being and project citizenship behavior). Therefore, construction project managers can apply empowering leadership to meet the basic psychological needs of subordinates to increase project members' work-related well-being and project citizenship behavior.

To our knowledge, the present study first explores the micro-level impacts of empowering leadership in the construction context. Additionally, this study enriches the understanding of the mediating mechanism between empowering leadership and individual outcomes from a self-determination perspective.

This paper aims to examine the relationship among guests’ lodging recovery experience, work-related rumination, guest satisfaction and well-being, within the context of hotels and bed and breakfasts (B&Bs).

The sample included 823 Taiwanese full-time workers. The proposed relationships were tested using partial least square structural equation modeling, and the moderating effects of accommodation types were tested using multi-group analysis.

The research findings indicate that staying at a hotel or B&B provides a respite from work and reduces negative, repetitive thoughts about work issues (work-related rumination). These recovery effects then contribute to customer satisfaction and hedonic and eudaimonic well-being.

The findings indicate that practitioners need to develop products that could reduce customers’ negative emotional attachments to work and enhance the well-being of customers in a stressful society, which could ultimately contribute to promoting the public health of full-time workers.

To the best of the authors’ knowledge, this study is the first to examine the stress-recovery aspect of lodging experiences and their impacts on customer satisfaction and well-being. Further insights are demonstrated with the inclusion of work-related rumination.

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.

Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.

Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.

Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O).

This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach.

The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I.

The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance.

Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work.

The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

This present qualitative study explores the impact of the remote e-working experience on employees’ well-being.

Forty (23 male) remote e-workers working for a British IT company were interviewed about their work-related well-being. Semi-structured interviews were framed within an existing theoretical of work-related well-being; hence, questions targeted five distinct dimensions of affective, professional, social, cognitive and psychosomatic well-being. However, data collection was not constrained by this model, allowing the exploration of other aspects interviewees considered relevant to their work-related well-being. Interview data were analysed using thematic analysis, where key themes emerged.

Findings support the relevance of a multidimensional approach to understanding remote e-workers’ well-being as it provides an in-depth understanding of the inter-connectedness between relevant dimensions. Further insight into the overlooked issues of detachment from work and health-related behaviours when e-working remotely is also provided.

This study proposes practical implications related to the organisational, managerial and individual level; providing individuals tailored guidance on how to remote e-work effectively and raising the importance of cultural change to support remote e-workers to be open about their working preferences.

An original contribution to the field of remote e-working is provided, by adopting a holistic approach to explore well-being, disentangling the interconnections between different well-being dimensions and discussing pivotal contributing factors that seemed to be understudied within extant remote e-working literature.

Based on the social exchange theory, the paper aims to explore the effects of work–life support (WLS) practices on subjective well-being through work engagement and job satisfaction.

Data of 332 bank employees were collected in three waves and analyzed using AMOS and PROCESS macro.

The study revealed that WLS practices influenced employees' subjective well-being both directly and indirectly. The study's results further supported the serial mediation of the indirect effect through work engagement and job satisfaction.

Organizational WLS practices are supposed to play an effective role in helping employees increase subjective well-being. Organizations should attach importance to implementing WLS practices to ensure that employees are engaged and satisfied. Furthermore, organizations should undertake and communicate favorable WLS practices to stimulate employees' work and non-work well-being.

The study is the first that examines the impact of WLS practices on employees' subjective well-being. Furthermore, the study offers novel insights regarding the dual mediation effect of work engagement and job satisfaction in the relationship between WLS practices and subjective well-being.

For decades, organizational research has primarily considered instrumental technology perceptions (ITP) – emphasizing how technology impacts the personal interests of end users themselves – to understand technology acceptance. The authors offer a complementary paradigm by introducing deontic technology perceptions (DTP), defined as the degree to which individuals believe that the technology they use is beneficial to other individuals beyond themselves (e.g. beneficial to customers).

The authors collected quantitative survey-based data from three different hospitals located in the United States. On the basis of conservation of resources theory, the authors investigated whether both DTP and ITP were associated with improved work-related well-being.

Two pilot studies (n = 161 and n = 311 nurses) substantiated our DTP conceptualization. Our primary study (n = 346 nurses) found support for the association between DTP and improved work-related well-being. Evidence for the relationship between ITP and work-related well-being was mixed and the authors did not find a statistically significant interaction between DTP and ITP.

The authors build on decades of research on technology acceptance by complementing it with our deontic perspective. Our work demonstrates that technology users pay attention and react meaningfully to how their use of technology impacts not only themselves but also external parties like patients, customers and members of the general public.

This study explores the interplay between macro- and micro-level predictors of psychological well-being related to work and family. We use nations as the context and investigate how country-level gender equalities and gender norms affect individual well-being and its relationship to micro-level predictors.

Social role explanations suggest that women’s vulnerability in mental health is due to socially assigned gender roles and gendered socialization. We utilize multi-level modeling and data from the International Social Survey Programme 2002, to examine how the societal level gender climate impacts the effects of gender roles on psychological well-being for married and employed men and women in 33 countries.

Gender differences in mental health remain, but larger differences are observed in less egalitarian countries regarding gender. Also, caring roles are negatively associated with women’s psychological well-being to a greater degree than men’s, and the negative impacts are stronger in more egalitarian countries. Furthermore, men show lower well-being regarding work responsibility, but the gender effects are weaker in more egalitarian countries.

Our psychological well-being is affected not only by the actual role behaviors but also by how we each perceive these roles.

This study provides a broader picture of the relationship between gender and psychological well-being related to work and family. It also illustrates complex relationships between macro-level gender climate and individual-level psychological well-being and how structural differences may impact individual outcomes.