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Entrepreneurial exit research has overlooked the unique context of exits at retirement age when an exit marks the end of an entrepreneurial career (i.e. retirement). To better understand retirement exit decisions and transitions, this study introduces the concept of work ability (i.e. an individual’s ability to meet work demands) into the entrepreneurial exit literature and, based on role theory, hypothesises its effect and interaction with general life satisfaction in explaining the entrepreneurial exits to retirement. The study clarifies the dynamics between the voluntary and non-voluntary aspects behind exit to retirement.

The authors use mixed-effects ordinal logistic regression with four-wave panel data on 198 Finnish small business entrepreneurs who intend to retire to test hypotheses on the relationship between work ability, general life satisfaction and entrepreneurial exit to retirement.

The study provides partial support for the hypothesis that work ability negatively impacts entrepreneurial exit to retirement and strong support for the idea that this effect is affected by general life satisfaction. Entrepreneurs who experience higher life satisfaction are likely to retire on their own terms, whereas those less satisfied continue working until declining work ability forces them to retire.

The study contributes to the entrepreneurial exit literature by showing how the exit dynamics unfold in the unique context of entrepreneurial exit to retirement. The theoretical discussion opens up the potential psychological mechanisms behind such dynamics.

This research aims to explore perceptions of subjective well-being (SWB) in public relations (PR) practitioners, focusing on dimensions of job satisfaction, networking, relationships and work–life balance, while addressing the under-researched area of gender and age – related to stages of life – disparities in SWB within the PR industry.

Employing a mixed-methods sequential explanatory design, this study utilised a survey, followed by semi-structured interviews to investigate SWB among PR professionals in Portugal, considering gender and stages of life differences.

Using a gendered and stages of life lens, this study found nuanced perceptions of SWB among Portuguese PR professionals. Older women showed higher emotional well-being but lower work evaluations than men, while young professionals exhibited less gender disparities in SWB. Men reported greater job satisfaction, emphasising passion, while women faced challenges like work overload and valued recognition. Gender differences were seen in networking, with men favouring teamwork and women valuing friendships for career advancement. Work–life balance issues, especially among older women, related to mental health.

This study contributes to filling the research gap regarding SWB in the PR industry, particularly in Portugal, offering insights into gender and stages of life dynamics that influence SWB perceptions, thereby informing strategies for enhancing well-being and productivity in PR workplaces.

In the dynamic landscape of the modern business world, the pursuit of employee well-being and satisfaction with life (SWL) has gained prominence. Yet, few studies exist on SWL among Indian working professionals. This study aims to investigate the impact of inclusive leadership (IL) on the employees’ SWL. Moreover, employing a mediation approach, the study also reveals the mediating role of workplace inclusion (WI) and career satisfaction (CS) in the relationship between IL and SWL.

The study involves a cross-sectional quantitative approach, drawing upon a sample of 279 professionals belonging to the Indian IT sector by administering standardized questionnaires. Data were analyzed using PLS through SmartPLS4.0 software.

The findings reveal a fully complementary mediating role of WI and CS in the IL–SWL relationship, supporting the hypothesized mediation model.

This finding implies that leaders, with their inclusive behavior, can significantly influence employees’ SWL when accompanied by a sense of inclusiveness and CS among employees. The study offers valuable insights for organizations and leaders seeking to enhance employee satisfaction in the IT sector, emphasizing the significance of career-focused and inclusive practices in the workplace through leadership to promote a fulfilling workplace.

This study represents a pioneering effort to integrate the relationship between IL and SWL within the Indian context, going beyond the existing literature on WI and SWL. Additionally, the research model explores the influence of WI and CS in the IL–SWL relationship, a novel approach that has not been previously investigated.

In today’s competitive environment, understanding employee well-being and work engagement (WE) is crucial. This study explores the relationship between values, well-being and WE within positive organizational behavior (POB). The research aims to provide insights for promoting employee well-being and enhancing WE.

Using a cross-sectional approach, three hundred and seventy-two teachers from higher education institutes in India participated by completing questionnaires. Covariance-based structural equation modeling (CB-SEM) was employed to examine the mediation effect.

Human values i.e. benevolence (BE) and universalism (UN) significantly impacted teachers' WE. These relationships were mediated by positive emotions (PE), negative emotions (NE) and satisfaction with life (SWL). Interestingly, UN exhibited a positive relationship with PE and SWL and a negative relationship with NE. These findings contradict existing theories and may be attributed to India’s cultural aspects, particularly the concept of karma orientation.

The quantitative results obtained through CB-SEM could be complemented by future qualitative studies. Employing longitudinal research might yield different results. Generalizing the findings to other populations requires caution.

Institutions should prioritize human values in teacher recruitment and development to improve engagement. Promoting PE, managing NE and enhancing SWL can boost WE. Future research should explore mediation with other variables and use longitudinal studies to understand cultural impact and intervention strategies.

The study contributes to knowledge on WE within positive organizational behavior by examining BE and UN. Additionally, exploring the mediating effect of PE, NE and SWL adds further value.

The study explores inclusive and sustainable growth in Micro, Small and Medium Enterprises (MSME) by examining people-oriented practices that expand employment opportunities for women. It uses the Conservation of Resources Theory to explore sustainable HRM practices like telecommuting, managerial support and understanding generational preferences to enhance women's well-being.

The study captures the impact of HRM practices on employee well-being using multi-source data that were collected through an online questionnaire administered to 2,856 female employees in 18 Indian MSMEs. We then use PLS-SEM (SmartPLS-4 and PLS-multi-group analysis (PLS-MGA)) to analyze predictors of employee well-being.

The data analysis revealed that satisfaction with HRM practices positively impacted employee well-being. Secondly, satisfaction with telecommuting mediated the relationship between satisfaction with HRM practices and employee well-being. Thirdly, managerial support positively moderated the relationship between satisfaction with telecommuting and well-being. Lastly, generational cohort membership moderated the satisfaction with HRM policies and well-being, with Generation Z having a stronger need than Generation Y.

This study emphasizes the significance of robust and gender-sensitive HRM practices in MSMEs in high-growth emerging markets. It emphasizes the need for telecommuting policies and the role of managers in creating a supportive work environment for women. By implementing these insights, MSMEs can develop effective strategies to attract, retain and promote the well-being of women employees, thereby fostering sustainable HRM practices.

This study explores sustainable MSME HRM practices supporting gender inclusions and women’s well-being in high-growth emerging markets. By focusing on gender inclusion and the impact of telecommuting, generational preferences and managerial support, we contribute to mechanisms for sustainable labor as an economic and social concept.

This paper aims to determine the impact of perceived virtuality on team dynamics and outcomes by adopting the Input-Mediators-Outcome (IMO) framework. Further, it also investigates the mediating role of team processes and emergent states.

The authors collected survey data from 315 individuals working in virtual teams (VTs) in the information technology sector in India using both offline and online questionnaires. They performed the analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM).

The authors investigated two sets of hypotheses – both direct and indirect (or mediation interactions). Results show that psychological empowerment and conflict management are significant in managing VTs. Also, perceived virtuality impacts team outcomes, i.e. perceived team performance, team satisfaction and subjective well-being.

The interplay between the behavioural team process (conflict management) and the emergent state (psychological empowerment) was examined. The study also helps broaden our understanding of the various psychological variables associated with teamwork in the context of VTs.

Findings from this study will aid in assessing the consequences of virtual teamwork at both individual and organisational levels, such as guiding the design and sustainability of VT arrangements, achieving higher productivity in VTs, and designing effective and interactive solutions in the virtual space.

The study examined the interplay between behavioural team processes (such as conflict management) and emergent states (such as psychological empowerment). The study also theorises and empirically tests the relationships between perceived virtuality and team outcomes (i.e. both affective and effectiveness). It may serve as a guide to understanding team dynamics in VTs better.

This exploratory study attempts to enhance the current understanding of the research and practice of VTs within a developing economy.

This study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction.

To test the model, a large sample of working adults participated (N = 505).

Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions.

The cross-sectional design is a limitation.

Practical suggestions regarding how organizations can reduce employee turnover are discussed.

The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.

This research aims to analyze the primary social factors influencing the mental health and happiness of older adults. Specifically, the paper identifies the elements of social influences on the psychological well-being of elderly individuals.

Employing a quantitative research methodology, survey data were collected to examine the psychological well-being of older adults, utilizing SPSS software version 28.0 for data analysis.

Psychological well-being in the elderly is intricately linked to personal, cognitive, emotional and social aspects. Seniors experiencing reduced loneliness, ample communication opportunities, active social engagement and living with family members demonstrate higher levels of psychological well-being. Surprisingly, details of daily activities in senior age showed little impact on psychological well-being.

The research results may lack generalizability due to the chosen approach, prompting a need for further testing of proposed propositions.

This study fulfills an identified need to explore how psychological well-being is established in an elderly society, shedding light on critical social determinants.

The purpose of this study is to examine the state of the literature related to the psychophysiological effects of travel, to identify gaps in the literature and to propose a vision to guide research between now and 2050.

The study was guided by a systematic literature review which started with more than 2,100 papers. The extant review and its findings are written in a conceptual nature with the concluding propositions, for the year 2050, guided by the systematic review and the authors’ personal knowledge.

It was found that research related to the psychophysiological effects of travel has greatly progressed over the past two decades. Findings include evidence that travel reduces both perceived and actual stresses and that taking more vacations has the ability to make people healthier. The study also revealed that travel can have negative effects on physiological health. The overall results led to a call for research on the psychophysiological benefits of travel between now and 2050.

The systematic review of literature was limited to studies conducted in English and to studies that included the words “travel” or “tourism” and “benefits”, stress, “health” and “wellness”. Results provide a discussion of theories that should guide the research agenda.

The review and proposed vision for research provide a detailed guide for researchers to follow. Should the proposed research come to fruition, tourism practitioners globally will have results to aid in engineering tourism experiences that could provide health benefits to visitors.

The proposed vision could have profound social implications, as the understanding of the positive and negative effects of travel should make travel experiences healthier for all. The study also proposes a call for research to determine ways to make the benefits of travel available to both the “haves” and “have nots” so that the benefits of travel can be more inclusive.

The main contribution of this manuscript is that it proposes 11 propositions for research between now and 2050 based on a thorough review of gaps related to the psychophysiological benefits of travel. The resultant propositions provide a clear and unique call for research in this area of inquiry.

本研究的主要目标是检查与旅行的心理生理益处相关的文献状况, 找出文献中的空白, 并提出从现在到2050年指导研究的愿景。

这项研究以一项系统的文献综述为指导, 该综述从2100多篇论文开始。现有的综述及其研究结果是在系统综述和作者个人知识的指导下, 以概念性的形式撰写的, 并附有2050年的结论性命题。

研究发现, 在过去的二十年里, 与旅行的心理生理益处相关的研究取得了长足的进步。研究结果包括有证据表明, 旅行可以减轻感知和实际的压力, 多度假可以使人们更健康。该研究还表明, 旅行会对生理健康产生负面影响。总体结果促使人们呼吁研究从现在到2050年旅行的心理生理益处。

本文的主要贡献是, 它根据对旅行的心理生理益处相关差距的全面回顾, 提出了从现在到2050年的11个研究主题。由此产生的主题为这一研究领域的研究提供了明确而独特的呼吁。

Los objetivos principales del presente estudio eran examinar el estado de la literatura relacionada con los beneficios psicofisiológicos de los viajes, identificar lagunas en la bibliografía y proponer una visión que guíe la investigación de aquí a 2050.

El estudio se guió por una revisión bibliográfica sistemática que partió de más de 2.100 artículos. La revisión existente y sus hallazgos están redactados de forma conceptual con las proposiciones finales para el año 2050, guiadas por la revisión sistemática y el conocimiento personal de los autores.

Se encontró que la investigación relacionada con los beneficios psicofisiológicos de los viajes ha progresado mucho en las dos últimas décadas. Resultados incluyen pruebas de que viajar reduce tanto el estrés percibido como el real y de que tomar más vacaciones tiene la capacidad de hacer que las personas estén más sanas. El estudio también reveló que viajar puede tener efectos negativos sobre la salud fisiológica. Los resultados globales condujeron a una llamada a la investigación sobre los beneficios psicofisiológicos de los viajes de aquí a 2050.

La principal aportación de este manuscrito es que propone once proposiciones para la investigación de aquí a 2050 basadas en una revisión exhaustiva de las lagunas relacionadas con los beneficios psicofisiológicos de los viajes. Las proposiciones resultantes constituyen un llamamiento claro y único a la investigación en este ámbito de estudio.

Our study aims to understand what is known about happiness at work (HAW) in terms of publication, citations, dimensions and characteristics, as well as how knowledge about HAW is generated regarding theoretical frameworks, context and methods. Additionally, it explores future directions for HAW research.

This paper conducts a systematic literature review of 56 empirical articles published between 2000 and 2022 to comprehensively explore HAW. It examines publication trends, citation patterns, dimensions, characteristics, theoretical frameworks, contextual factors and research methodologies employed in HAW studies.

Our findings suggest that while HAW research has gained momentum, there is still a need for exploration, particularly in developing countries. Various theoretical frameworks such as the job demand-resources model, social exchange theory and broaden-and-build theory are identified, with suggestions for the adoption of less popular theories like the positive emotion, engagement, relationships, meaning and accomplishment (PERMA) model and flow theory for future investigations. The review contributes to workplace happiness literature by offering a comprehensive analysis spanning two decades and provides valuable insights for guiding future research toward exploring factors influencing employee well-being.

Our article offers a structured analysis of HAW literature, emphasizing the necessity for more extensive research, especially in developing nations. It provides valuable insights into the theories and dimensions associated with HAW, guiding future research and assisting organizations in formulating strategies to enhance employee happiness and overall well-being.