PurposeDrawing on the organizational support theory (OST), the study investigates how employee benefits contribute to job satisfaction and whether employees' perception of organizational support enhances this relationship. Design/methodology/approachA cross-sectional survey design was adopted. Using structured questionnaires, data were collected from 163 clinical and non-clinical staff members of 3 health facilities in Accra, Ghana. Statistical analyses were conducted using SPSS PROCESS macro to assess direct and mediating relationships between employee benefits, perceived organizational support and job satisfaction. FindingsThe results indicate that employee benefits significantly influence both job satisfaction and perceived organizational support. Perceived organizational support also positively affects job satisfaction, and the mediation effect was statistically significant. These findings suggest that both employee benefits and perceived organizational support influence job satisfaction. Research limitations/implicationsThe study is limited to just three healthcare institutions, which may constrain generalizability. Future research should consider larger samples across multiple healthcare organizations to validate the findings and examine longitudinal effects. Practical implicationsManagement should enhance job satisfaction by implementing comprehensive and equitable benefits programs. A strong organizational support culture can further improve morale and retention, especially in high-stress healthcare environments. Originality/valueThis study contributes to the growing body of research linking human resource practices to employee well-being by integrating perceived organizational support as a mediating mechanism. It provides context-specific evidence from the Ghanaian healthcare sector.
PurposeCreating a culture of health within an organization benefits the organization (e.g. lower healthcare costs) and its employees (e.g. improved health behaviors). This study aimed to identify communication and other strategies utilized by organizations to develop and maintain a culture of health, viewed through the lens of the extended ecological model, Schein’s model of organizational culture and diffusion of innovation. Design/methodology/approachNineteen representatives from organizations recognized for their success in creating a culture of health participated in online, qualitative, in-depth interviews exploring communication and other strategies. Themes related to the goals of this study were determined through a constructivist grounded theory analysis of the data. FindingsAll the organizations use various strategies to create a culture of health by encouraging participation in organizational initiatives and adoption and maintenance of healthful behaviors, including using multiple communication strategies, establishing health-promoting policies and norms and creating a built environment supporting health. Originality/valueResults are representative of organizations that have demonstrated, through the comprehensive AchieveWELL process, success in creating a culture of health. This unique cohort of organizations with established and exceptional well-being approaches offers learning opportunities for other organizations. Additionally, results are distinctive in the exploration of not just how culture of health communication strategies are utilized to increase participation in specific programs but also how communication is applied to support a holistic approach to organizational health.
Purpose Occupational stress represents a major challenge for workplace health management, particularly in industrial environments where employees are exposed to multiple psychosocial and organizational pressures. This study aimed to examine the underlying dimensions of occupational stress among industrial employees and to identify key workplace indicators associated with elevated stress levels using an integrated analytical framework. Design/methodology/approach The dataset contained questionnaire records from 98 male employees in an Iranian industrial organization. Occupational stress was assessed using the 23-item Cooper questionnaire, with items scored from 0 to 5. Factor analysis and classification included 86 employees with complete Cooper responses. Entropy weighting described distributional information, exploratory factor analysis examined shared item variation, and k-means clustering explored response-pattern groupings. Classification models used five prespecified demographic and occupational predictors and were evaluated using 20 repetitions of stratified five-fold cross-validation. Held-out SHapley Additive exPlanations’ contributions were used to interpret logistic-regression predictions. Findings Factor analysis suggested a three-factor solution accounting for 33.1% of total standardized item variance, while clustering identified two provisional response-pattern groupings. Mean Area Under the Curve (AUC) values were 0.705, 0.698 and 0.686 for logistic regression, random forest and gradient boosting, respectively. Mean classification accuracy was close to the majority-class baseline. Work shift and work experience had the largest mean absolute contributions to logistic-regression predictions. Originality/value The analyses provide an exploratory basis for organizing employee questionnaire findings and guiding subsequent workforce assessment and consultation. Independent replication, external validation and prospective evaluation are needed to establish their practical value for workplace health management.
Purpose Nowadays, employees can have almost constant access to work-related information and communication technologies (ICTs), even during leisure time. While these technologies offer numerous advantages, they introduce difficulties regarding employee recovery and well-being. Moreover, we focus on workplace fear of missing out (wFoMO) as an emerging challenge. Particularly, we consider wFoMO as an antecedent for ICT use during leisure time, which, in turn, we propose to be positively associated with informational benefits but negatively with employee well-being. Design/methodology/approach We conducted a five-day diary study and gathered data from 140 employees with a total of 583 daily measurements. Findings On days when people experienced more wFoMO, they were more likely to use ICTs, which was positively associated with perceived informational benefits and negatively with employee recovery. Originality/value These findings emphasize the significance of wFoMO as an antecedent of ICT use during leisure time. Our work contributes to prior research by providing evidence about wFoMO on a daily level and the double-edged sword of ICT use.
Purpose The present study examined associations between job characteristics (job demands and job resources) and teachers' common mental health problems (depression and anxiety), with a focus on the mediating roles of personal resources at two levels: affective-cognitive (self-efficacy) and behavioral-practical (sleep quality). Design/methodology/approach A total of 411 secondary school teachers in Hong Kong were surveyed between January 2022 and December 2023. Structural equation modeling (SEM) was used to test the proposed mediation model, which demonstrated a good fit to the data. Findings The results showed that job demands were positively associated with common mental health problems directly and indirectly through sleep quality, whereas job resources were negatively associated with common mental health problems directly and indirectly through both self-efficacy and sleep quality. Practical implications For practice, school administrators should place sufficient emphasis on programs that address job demands and strengthen job resources, while also supporting interventions that enhance personal resources, in order to promote teachers' mental health more effectively. Originality/value The findings from the current study support the health impairment and motivational processes proposed in the Job Demands–Resources model and highlight the distinct contributions of personal resources at both affective-cognitive and behavioral-practical levels.
