The COVID-19 pandemic altered workplace dynamics, significantly affecting couples, especially healthcare professionals due to risky environments and high demands. Career professionals also faced negative impacts from increased workloads and remote work, leading to family-work conflicts. Recognizing the importance of relational resources during crises, the study assessed the different contributions of the two mediators-work-to-family conflict and family-to-work conflict. We predicted that these mediations will be moderated by dyadic coping. This quantitative study (n = 443) found that healthcare professionals experienced more work-to-family conflict during the COVID-19 pandemic comparing to general career professionals. Our findings indicated that elevated levels of negative dyadic coping may act as a significant moderator between professional status and relationship satisfaction. We also found that positive dyadic coping led to less work-to-family conflict and family-to-work conflict and to more relationship satisfaction. There is a need to address negative dyadic coping strategies, in healthcare professionals, to diminish work-family conflict and improve relationship satisfaction. The study shows that work-family conflict is a relational process, linked to dyadic coping and relationship satisfaction. It addresses a theoretical gap by integrating dyadic coping into existing models of work-family conflict and its implications for couple dynamics.
This systematic review critically examines how employee engagement is conceptualized and operationalized within the context of organizational change, aiming to uncover prevailing themes, highlight conceptual inconsistencies, and identify gaps in the literature to advance understanding in evolving organizational settings. Guided by the the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA framework, the study analyzes 29 peer-reviewed journal articles published between 2006 and 2025, retrieved from the Scopus database, employing thematic synthesis and citation mapping to explore both organizational and individual-level influences on engagement during change. The findings reveal a dual-level framework: at the organizational level, leadership, organizational support, communication, and cultural and contextual dynamics play a central role, while at the individual level, psychological and emotional factors, behavioral patterns, attitudes toward change, and opportunities for skill development and career progression are key drivers. This review contributes by clarifying conceptual boundaries, identifying underexplored dimensions, and providing actionable insights for leaders and HR practitioners to sustain and enhance employee engagement during periods of organizational transition.
Mental health and chronic pain are interrelated occupational health hazards. However, it remains unclear whether chronic pain modifies the psychological effects of exercise on occupational stress. This study compared the impact of exercise on job stress between healthcare professionals with chronic pain (CP) and those without pain (NP), and examined related psychological factors. Hospital employees without regular exercise habits participated in a 12-week workplace program (20 min, twice weekly) combining aerobic, resistance, and stretching exercises. Bayesian generalized linear mixed models were used, with CP (n = 12) and NP (n = 9) status as a factor; pain catastrophizing, depression, and anxiety were sequentially added to assess their contribution. At 12 wk, participants with chronic pain showed attenuated reductions in psychological job stress compared with those without pain, with a posterior probability of 0.99 indicating credible group differences. Subsequent analyses revealed that maladaptive cognitive-emotional factors-particularly magnification, rumination, and anxiety-were positively associated with job stress, whereas helplessness showed no consistent effect. These findings suggest that integrating psychological support with exercise interventions may enhance their effectiveness among workers with chronic pain.
