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Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing...
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Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations

A special issue of Societies (ISSN 2075-4698).

Deadline for manuscript submissions: 1 December 2024 | Viewed by 8218

Special Issue Editors

Dr. Sílvia Lopes

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Guest Editor
Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa, 4710-362 Braga, Portugal
Interests: organizational behavior; contingent work; motivation; psychosocial risks; stress at work; mental health; sustainable wellbeing
Special Issues, Collections and Topics in MDPI journals
Dr. Alejandro Vega-Muñoz

E-Mail Website
Guest Editor
Instituto de Investigación y Postgrado, Facultad de Ciencias de la Salud, Universidad Central de Chile, Santiago, Chile
Interests: human behavioral studies with an emphasis on technology; international mobility, and sustainability
Special Issues, Collections and Topics in MDPI journals
Dr. Vânia Sofia Carvalho

E-Mail Website
Guest Editor
Faculty of Psychology, University of Lisbon, Lisbon, Portugal
Interests: work–life intersectionality; boundary management; job design and organizational supportive cultures to advance employees’ well-being

Special Issue Information

Dear Colleagues,

This Special Issue, titled, “Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations”, aims to explore the crucial connection between public health, sustainable well-being, and organizational dynamics. Focused on fostering healthier and more sustainable workplaces, the collection of articles within this Special Issue aims to broaden understanding and offer practical implications regarding the diverse facets of individual and group health and well-being as well as the establishment of sustainable organizations. Encompassing physical, psychological, and social dimensions of health and sustainable well-being, this Special Issue aims to contribute valuable insights into the field's theoretical and applied aspects.

The scope of this Special Issue spans a variety of topics, including the influence of organizational structures on individuals' health and well-being, the role of technology in enhancing workplace well-being, and strategies for promoting sustainability in organizational practices. By integrating insights from public health, human resource management, social psychology, environmental psychology, and organizational psychology, this Special Issue offers a comprehensive understanding of the factors shaping modern work environments.

By addressing the intersectionality of these themes, this Special Issue aims to guide policymakers, practitioners, and researchers toward more effective strategies for fostering workplace environments that promote sustainable health and well-being and overall organizational flourishing.

Dr. Sílvia Lopes
Dr. Alejandro Vega-Muñoz
Dr. Vânia Sofia Carvalho
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as conceptual papers are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Societies is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • organizational dynamics
  • health and well-being
  • organizational structures
  • public health
  • sustainable organizations
  • sustainability practices
  • sustainable wellbeing
  • technology in the workplace
  • work environments
  • workplace revitalization

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Published Papers (5 papers)

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Research

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27 pages, 1595 KiB  
Article
Determining the Factors Influencing the Behavioral Intention of Job-Seeking Filipinos to Career Shift and Greener Pasture
by Prince Reuben C. Belida, Ardvin Kester S. Ong, Michael N. Young and Josephine D. German
Societies 2024, 14(8), 145; https://doi.org/10.3390/soc14080145 - 8 Aug 2024
Cited by 1 | Viewed by 1600
Abstract
The current diverse opportunities available worldwide have caused an increase in the pursuit of changing jobs in the Philippines for greener pastures, leading to a decrease in organization efficiency due to career shifts or intentions for shifting. With the evident movement of workers, [...] Read more.
The current diverse opportunities available worldwide have caused an increase in the pursuit of changing jobs in the Philippines for greener pastures, leading to a decrease in organization efficiency due to career shifts or intentions for shifting. With the evident movement of workers, this study aimed to establish a model for determining the factors that influence job-seeking Filipino workers to shift careers and seek greener pastures by holistically analyzing variables using the Theory of Planned Behavior and the Value-Belief-Norm. A total of 210 valid responses among employees who shifted careers were collected through online surveys via social media platforms using purposive sampling. Partial least square structural equation modeling as the main multivariate tool was utilized to assess the hypothesized relationships. The findings of this study revealed that self-transcendence values in shaping personal norms and ascription to responsibility affected the intention to career shift or greener pasture-seeking behavior. In addition, subjective norms affected attitude, while organizational commitment negatively affected intention for greener pastures. It was seen that the factors that affect intention behavior the most among Filipinos were better opportunities, financial stability, workplace environment, and work–life balance—a notion that connects with the Protestant Work Ethics. It was evident that self-perception of a better career, growth, and overall profit merged to influence the intention of a career shift. It could be suggested that job rotation and job enhancement may reduce these intentions and lead to satisfaction among employees. Moreover, job roles may be reevaluated to identify (dis)satisfaction among employees, so the spearheading team may evaluate what actions are needed. Enhancement of skills and development through seminars and training may also be considered. Full article
(This article belongs to the Special Issue Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations)
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20 pages, 353 KiB  
Article
Adaptation of the Work-Related Quality of Life-2 Scale (WRQoL-2) among Portuguese Workers
by Ana Sabino, Ana Moreira, Francisco Cesário and Mafalda Pinto-Coelho
Societies 2024, 14(7), 120; https://doi.org/10.3390/soc14070120 - 16 Jul 2024
Cited by 2 | Viewed by 1347
Abstract
In the present study we aimed to fulfill two main goals. The first was to adapt the WRQoL-2 Scale among Portuguese workers and the second was to verify the associations between WRQoL-2 dimensions and perceived organizational performance dimensions (e.g., social and economic). To [...] Read more.
In the present study we aimed to fulfill two main goals. The first was to adapt the WRQoL-2 Scale among Portuguese workers and the second was to verify the associations between WRQoL-2 dimensions and perceived organizational performance dimensions (e.g., social and economic). To reach our research goals, we used a sample of 635 Portuguese workers. The WRQoL Scale has been widely used for academic and practical ends and comprises six dimensions: Job and Career Satisfaction, Control at Work, General Well-Being, Home–Work Interface, Stress at Work, and Working Conditions. Recently, the authors proposed a revised measure—WRQoL-2—in which they added a seventh dimension—Employee Engagement. As this second version had not yet been translated into the Portuguese language for Portugal, this was our first goal. By performing a set of statistical analyses such as EFA, CFA, reliability, convergent and discriminant validity, and invariant analysis, the results suggested a six-factor structure where the dimensions of Job and Career Satisfaction and Employee Engagement were united. The final structure suggested good reliability as well as convergent and discriminant validity as it showcased invariance according to gender and sector. Because there is a lack of studies focusing on the links between quality of work life and organizational performance, we then tested the interplay between WRQoL-2 and perceived organizational performance dimensions, and we verified that, although most are significantly associated, the results suggest a low intensity. This work also presents several theoretical and practical implications. Full article
(This article belongs to the Special Issue Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations)
16 pages, 785 KiB  
Article
Effects of Work–Family Conflict and Facilitation Profiles on Work Engagement
by Carla Carvalho, Lisete Mónico, Ana Pinto, Soraia Oliveira and Eduardo Leite
Societies 2024, 14(7), 110; https://doi.org/10.3390/soc14070110 - 3 Jul 2024
Cited by 3 | Viewed by 1909
Abstract
Achieving the balance between work and family life needs a holistic viewpoint on how these two aspects interact. It poses a significant challenge due to its impact on individuals, organizations, and society. Research suggests that employees engaged in both spheres tend to exhibit [...] Read more.
Achieving the balance between work and family life needs a holistic viewpoint on how these two aspects interact. It poses a significant challenge due to its impact on individuals, organizations, and society. Research suggests that employees engaged in both spheres tend to exhibit more favorable work attitudes, and experience improved health and wellbeing. In this study, we examined the interplay between work–family dynamics and work engagement among 654 university professors in Portugal. Using several statistical methods, including confirmatory factor analysis, correlation analysis, cluster analysis, and multivariate analysis, we identified distinct conflict and facilitation patterns within work–family relationships. Our findings revealed four clusters representing different conflict-facilitation profiles: those characterized by either work → family facilitation or conflict, and, similarly, family → work facilitation or conflict. Notably, we observed a significant association between work engagement and work–family facilitation, particularly evident in dimensions such as vigor and dedication. Absorption showed fewer significant effects than the other dimensions. We discuss these results, suggesting interventions within the university professors’ careers, as well as further research directions. Full article
(This article belongs to the Special Issue Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations)
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Review

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41 pages, 359 KiB  
Review
Occupational Health, Psychosocial Risks and Prevention Factors in Lesbian, Gay, Bisexual, Trans, Queer, Intersex, Asexual, and Other Populations: A Narrative Review
by António Oliveira, Henrique Pereira and Felipe Alckmin-Carvalho
Societies 2024, 14(8), 136; https://doi.org/10.3390/soc14080136 - 26 Jul 2024
Cited by 1 | Viewed by 1561
Abstract
Despite advances in legislation and social attitudes, workplace discrimination against sexual and gender minority populations remains prevalent, posing significant psychosocial risks. This study aims to explore the occupational health challenges faced by LGBTQIA+ populations, examining factors of discrimination, support, and prevention strategies. Methods: [...] Read more.
Despite advances in legislation and social attitudes, workplace discrimination against sexual and gender minority populations remains prevalent, posing significant psychosocial risks. This study aims to explore the occupational health challenges faced by LGBTQIA+ populations, examining factors of discrimination, support, and prevention strategies. Methods: A narrative review of articles from the Scopus, PubMed, and Web of Science databases was carried out, focusing on studies published between 2011 and 2024. Articles in English, Spanish, and Portuguese were considered. Results: 359 studies were identified, and 11 articles were selected for analysis. The findings reveal pervasive discrimination experienced by LGBTQIA+ workers in the workplace, impacting their mental health and job satisfaction. Factors influencing disclosure of sexual or gender identity at work were identified, including workplace characteristics and anti-discrimination policies. Conclusions: Promoting inclusive and supportive work environments is crucial to the well-being of LGBTQIA+ employees. Recommendations include strengthening anti-discrimination protections, improving education and training on LGBTQIA+ issues, and promoting explicit communication about support and equality. Despite progress, more research is needed to address gaps in understanding and effectively promote the occupational health of sexual and gender minority populations. Full article
(This article belongs to the Special Issue Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations)

Other

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13 pages, 474 KiB  
Concept Paper
What Do We Know about Age Management Practices in Public and Private Institutions in Scandinavia?—A Public Health Perspective
by Gloria Macassa, Ehsanul Huda Chowdhury, Jesus Barrena-Martinez and Joaquim Soares
Societies 2024, 14(6), 85; https://doi.org/10.3390/soc14060085 - 12 Jun 2024
Viewed by 1031
Abstract
In view of global population ageing and of policies that support longer working lives, especially in developed countries, it is important to achieve diversity in organisations through age management. Age management is the “management of human resources, [often] with an explicit focus on [...] Read more.
In view of global population ageing and of policies that support longer working lives, especially in developed countries, it is important to achieve diversity in organisations through age management. Age management is the “management of human resources, [often] with an explicit focus on the requirements of an ageing workforce.” Through age management practices, organisations will be better able to change their human resource management policies and practices towards accommodating their ageing workforce. Little is known about age management practices in Scandinavian organisations, considering the region’s high prevalence of workers beyond the age of 50 across both private and public organisations. There are indications that Scandinavian business organisations are already practicing age management for all ages, including older workers. Their age management practices include the dimensions of job recruitment, training, lifelong learning, development, and promotion. However, there is a dearth of knowledge on how the health and well-being of workers is ensured in the context of age management practices in these organisations. Given the current and future importance of age management for all organisations globally, public health and other health science professionals need to collaborate with other disciplines, such as management and sustainability science, to better understand how they can contribute to an aged and healthier workforce as well as workplace health promotion. This paper aims to contribute to the discussion concerning age management in public and private institutions in Scandinavia through the public health lens. Full article
(This article belongs to the Special Issue Revitalizing Workplaces: The Intersection of Public Health and Sustainable Wellbeing in Organizations)
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