First, to validate the Digital Burnout Scale within the organizational context of Uzbekistan; and second, to examine a moderated mediation model exploring the relationships among job stress dimensions, digital burnout, and cognitive fatigue across three generations of workers. Within the framework of a quantitative cross-sectional study, 476 employees from service and governmental organizations in Tashkent, Samarkand, and Bukhara cities were selected using a quota sampling method. In the current study, Tarafdar et al. Job Stress Scale, Orton and Ozjan’s Digital Burnout Scale, and Chalder’s Mental Fatigue Subscale served as data collection tools. Results of confirmatory factor analysis demonstrated that three factors model of digital burnout (digital fatigue, mental distancing, and diminished technological competence) possessed good fit (CFI = 0.94, RMSEA = 0.058), and all factor loadings were in the range from 0.63 to 0.88. The results of bootstrap mediation analysis have shown that digital burnout acted as a mediator between all dimensions of job stress and cognitive fatigue, with technology invasion being the most potent indirect effect (β = 0.22). It has been found through multigroup analysis that there is another pattern of moderation effect in terms of different generations. In particular, the relationship between job stress and digital burnout has been more significant for GenX individuals (β = 0.62) while the relationship between digital burnout and cognitive fatigue has been more significant for millennials and Generation Z individuals (β = 0.65 and 0.70, respectively). Thus, one may conclude that older workers are more sensitive to technological pressure while younger workers to cognitive burnout.
Community-based reintegration is an important component of the transition from imprisonment to life in society, yet preparation for reintegration begins before release. This study explores the experiences of male prisoners in Malaysia concerning rehabilitation, support, anticipated challenges and readiness for life after prison. A qualitative research design was employed using semi-structured interviews with 30 adult male prisoners from Sungai Udang Prison, Melaka, and Kluang Prison, Johor. Data was analyzed using Interpretative Phenomenological Analysis (IPA) to examine participants’ lived experiences and the meanings they attributed to rehabilitation and future reintegration. Two interconnected dimensions emerged. The first was effective rehabilitation during imprisonment, comprising psychological and emotional rehabilitation, skills and employment training, education, and social support and counselling. Participants described these experiences as contributing to self-awareness, emotional regulation, confidence, discipline and future orientation. The second dimension concerned reintegration and positive self-transformation, reflected in aspirations to return to society, family support, changes in attitudes and behaviour, and appreciation of a second chance. Participants also anticipated challenges related to employment, stigma, social acceptance and rebuilding relationships. Overall, the findings suggest that readiness for community reintegration is a developmental and relational process that begins during imprisonment. Rehabilitation may provide important foundations for future community participation, but individual change needs to be supported by family relationships, employment opportunities and a supportive social environment. Because participants were still incarcerated, the findings represent perceived preparation and readiness rather than demonstrated post-release outcomes.
Leisure engagement is increasingly recognized as an important resource for psychological recovery in the context of demanding occupational environments. It facilitates psychological detachment from work and supports processes of restoration that contribute to overall well-being. The present study examined the association between time spent in leisure activities and key indicators of psychological functioning, including sleep quality, cognitive flexibility, and emotional regulation among working professionals. A total of 90 participants from medical, educational, and corporate sectors completed standardized self-report measures, including the Emotional Regulation Questionnaire, Cognitive Flexibility Inventory, and Pittsburgh Sleep Quality Index. Leisure engagement was assessed using a structured checklist of activities along with reported weekly duration of participation. The findings indicated that greater weekly leisure duration was associated with better subjective and overall sleep quality, higher cognitive reappraisal, and higher scores on the Control dimension of cognitive flexibility. Participants also reported engagement across multiple categories of leisure activities, reflecting the multidimensional nature of leisure in everyday life. Overall, the results suggest that leisure functions as a meaningful context for psychological restoration, contributing to improved cognitive, emotional, and sleep-related outcomes. These findings indicate that leisure duration is associated with selected sleep, cognitive flexibility, and emotion-regulation outcomes. However, the associations were not consistent across all outcomes. Given the cross-sectional design, the findings should be interpreted as associations rather than causal effects.
Research on Generation Z at work has expanded rapidly since the cohort began entering the labor force around 2015, yet the evidence base remains fragmented in ways that limit its usefulness for organizations and human resource management (HRM). Birth-year definitions of the cohort are inconsistent, workplace well-being is operationalized through heterogeneous constructs and instruments, and findings are dispersed across designs, sectors, and countries. This article presents the protocol for a scoping review that will map the factors influencing workplace well-being among Generation Z employees and chart how the cohort and the well-being construct are defined and measured across the literature. Following the framework of Arksey and O’Malley as advanced by Levac et al. and by Joanna Briggs Institute guidance, and reporting in accordance with PRISMA-ScR, four databases will be searched for English-language empirical studies published between 2015 and 2025. Two reviewers will screen and chart records independently and reported factors will be categorized using a four-level taxonomy (individual, job, organizational, and contextual) grounded in Job Demands–Resources and Conservation of Resources theory. As a protocol, this article reports no empirical findings; the review questions, eligibility criteria, search strategy, screening and charting procedures, and synthesis plan are specified in advance of execution. Implications for HRM and directions for future syntheses are discussed.
The purposes of the present study were to correct some mistakes in a previous study (Jia, 2025) done in China and to attempt to replicate the Chinese findings in the United States and India. In two related studies (India & the United States) we administered a brief version of the Celebrity Attitude Scale (CAS-7), a modified version of the Romantic Beliefs Scale (RBS), and the short version of the Self-Reflection and Insight Scale (SRIS) to late adolescents. We hypothesized, and generally found, that the relationship between admiration for one’s favorite celebrity was positively related to the belief that adult intimate relationships will always remain very romantic. We found no gender difference in Romantic Beliefs scores in either country. A subsample of participants who selected an other-gender favorite celebrity did not score significantly higher on the CAS-7 than those who selected a favorite celebrity of the same gender as the participant. Lower SRIS scores were associated with higher CAS-7 scores and higher RBS scores in both countries. Discussion focused on cultural similarities and differences.
