The Impact of Supervisory Career Support on Employees’Well-Being:A Dual Path Model of Opportunity and Ability

Background:In the pursuit of fostering employees’well-being,leaders are recognized as playing a vital role.However,so far,most of the existing research has focused on leadership behavior and the superficial interaction between leaders and members but has unexpectedly ignored the specific supporting role of supervisors in the career development of employees,that is,supervisory career support.Additionally,the internal mechanism of how career support from supervisors is related to and promotes employees’wellbeing is still unclear.Based on social cognitive career theory(SCCT),this study aimed to explore whether,how,and when supervisory career support affects employee well-being by introducing the two paths of‘career prospect’and‘career confidence.’Methods:During July 2023,this study employed a cross-sectional design.We gathered participants from corporate situated in Southern China.Results:Results based on a large sample of 14,533 employees showed that supervisory career support was positively related to employees’well-being through the dual path of career prospects(opportunity)and career confidence(ability).Employees high in proactive personality experienced the above positive effects most.Conclusion:This study provides meaningful implications for managers to implement personalized support strategies to improve employees’well-being.

Voice More and Be Happier: How Employee Voice Influences Psychological Well-Being in the Workplace

The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.

Green Attitudes, Human Values, and Wellbeing among Hospitality Service Employees

This research aims to explore the intricate nature of the association between green attitudes and well-being in theworkplace. Based on the basic human value theory, this study attempted to unearth the moderating effects of itstwo main bipolar segments, namely self-transcendence-self-enhancement and openness to change-conservation.A quantitative approach with a sample of 1,532 hospitality employees from 35 European countries was used. Wefound that a green attitude contributes to deriving employee well-being. Further, we found empirical support forthe influence of human values, in the sense that this relationship is reinforced among the workers who are morealtruistic and receptive to changes. Moreover, this research suggests strategies oriented to reduce environmentaldegradation and achieve sustainable development in the hospitality sector. This article provides ideas to cope withthe challenges posed by COVID-19, particularly in the hospitality industry seriously damaged by the pandemicwhere the future of many jobs is in jeopardy.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.