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Background Studying the relationship between work-related stress and sick leave is valuable in identifying and assessing employees at risk of sick leave, but also in developing interventions and taking actions for workers’ health. The overall aim of this study was to analyse the association between work-related stress, measured with the work stress questionnaire (WSQ), and registered sick leave in a working population seeking care at primary health care centres in Sweden. Methods A prospective longitudinal study was performed with 232 employed patients aged 18–64 years seeking care for mental and/or physical health complaints at seven primary health care centres. Bivariate logistic regression analysis adjusted for educational level, occupational class and marital status was performed using questionnaire data on work-related stress and sociodemographic factors collected between May 2015 until January 2016 together with registered sick leave data from a national database. Results High stress due to indistinct organization and conflicts was reported by 21% ( n  = 49), while 45% ( n  = 105) reported high stress due to individual demands and commitment. Thirty-six percent were on sick leave for 15 days or more during 12 months after baseline. The odds of being on registered sick leave during this period was approximately twice as high for patients perceiving high stress due to indistinct organization and conflicts (OR 2.25, 95% CI 1.18;4.26), high stress due to individual demands and commitment (OR 2.21, 95% CI 1.28;3.82), low influence at work (OR 2.07, 95% CI 1.20;3.57), or high interference between work and leisure time (OR 2.19, 95% CI 1.27;3.80). Perceiving high stress due to both indistinct organization and conflicts as well as individual demands and commitment quadrupled the odds of sick leave, OR 4.15 (95% CI 1.84; 9.38). Conclusions Work-related stress and sick leave were prevalent among the patients. Perceiving one or more of the work-related stressors and stress increased the odds of registered sick leave between two to four times. Hence, to capture the dynamic interaction between the individual and the work environment, a wide spectrum of factors must be considered. In addition, primary health care could be a suitable arena for preventing sick leave due to work-related stress. Trial registration ClinicalTrials.gov. Identifier: NCT02480855 . Registered 20 May 2015.

We investigated the impact of kindergarten organizational climate on teachers' job involvement, and assessed the mediating role of teaching efficacy in this relationship. We conducted a survey with 326 kindergarten teachers and the results revealed a significant positive correlation between kindergarten organizational climate and teachers' job involvement. Furthermore, teaching efficacy played a mediating role in this relationship. Our findings contribute to understanding of the interplay among kindergarten organizational climate, job involvement, and teaching efficacy in the context of early childhood education in China. These insights provide educators with practical understanding for enhancing the job involvement of kindergarten teachers in China and suggest directions for future research.

Corporate environmental responsibility (CER) practices of small-and medium-sized enterprises (SMEs) are significant to the sustainable development of firms and the whole society. The institutional environment affects the environmental response of SMEs in the form of the implementation of CER practices. However, the relationship between institutional pressures and CER practices is quite mixed. To address this research gap, we developed a model that incorporates resource slack and green organizational climate to investigate whether and when institutional pressures affect CER practices. We tested our model with 211 questionnaires from Chinese manufacturing firms. Our results show that SMEs respond positively to mimetic and normative pressures by implementing CER practices, but their responses vary by resource slack and green organizational climate. SMEs are more likely to increase their CER practices when resources are strained and used more efficiently, or when the organizational climate values and recognizes green development. Our study contributes to an institutional perspective on CER by highlighting the negative moderating role of resource slack and the positive moderating role of green organizational climate. It also advances management practices regarding resource allocation and climate shaping for CER in a specific institutional environment.

As relational ties strengthen, the hierarchical pattern that is rooted in the relationalstructure of Chinese societyhas exerted profound effects on the daily operation and management of indigenousChinese enterprises. In this study we drew on social information processing theory to examine the impact of employees' perception of differential organizational climate on knowledge hiding. We analyzed data obtained from 406 employees in seven Chinese enterprises. The results showed that perception of differential organizational climate positively influenced employee knowledge hiding, with relative deprivation mediating this relationship. Furthermore, task interdependence negatively moderated both the positive relationship between relative deprivation and knowledge hiding, and the mediating effect of relative deprivation between employees'differential organizationalclimate perception and knowledgehiding. This study contributes to a deeper understandingof the psychologicalmechanismsand behavioralpatterns of employeesin the context of indigenous Chinese management.

Within Europe, and, indeed, globally, it would seem that for many people a renewed significance now attaches to their national identities. Although ongoing tendencies of re-nationalization and national protectionism are observable in many countries worldwide, management research and organization studies have largely overlooked this phenomenon until now. While previous research on origin-based exclusion in the workplace has primarily focused on \"culture\" and \"race\", this article for the first time, centers on the political concept of \"nationality\". Broadening the unidimensional understanding of diversity climates, we derive and validate a two-dimensional nationality-based organizational climate inventory (NOCI), consisting of the distinct dimensions \"social exclusion\" and \"job- and career-related exclusion\". While \"social exclusion\" has a direct positive impact on the foreign employees' intention to leave, the positive impact of \"job confinement\" is mediated by the affected individual's decline in \"organizational commitment\".

In general, the business ethics literature has treated the conceptual domains and outcomes of macrolevel (industrial), meso-level (organizational), and microlevel (individual) ethical influence separately. However, this singular treatment ignores the synergies and tensions that can arise across these different types of ethical influence. Using sales as a research context, the current study argues that all three ethical frames of references are important in shaping employee behavior and performance and, as such, should be examined simultaneously. The findings show that industrial ethical climate and salesperson moral equity are positively associated with salesperson customer orientation. In addition, industrial and organizational ethical norms have a stronger joint effect on customer orientation than either ethical climate alone. More specifically, a more ethical organizational climate enhances the positive effects of the industrial ethical climate on customer orientation. Furthermore, whereas salesperson moral equity is significantly associated with salesperson customer orientation, strong moral equity beliefs in situations requiring adaptive selling result in weaker sales outcomes. This study concludes with a set of theoretical and actionable implications, as well as a discussion of future research avenues.

PurposeIn this study, to empirically test the relationship between ethical organizational climate, inner life (IL) and life satisfaction (LS) of employees, a field study was conducted on white-collar personnel working in the service sector in the Istanbul region. The main purpose was to extract an approach that could be applied to simultaneously boost LS and customer orientation for effective service delivery by organizations.Design/methodology/approachA two-wave time-lagged survey design was used to collect the data over a period of three months. Two sets of self-administrated survey questionnaires were developed for both waves, containing the details of the study and items for measuring variables. The questionnaires were developed in such a manner that the anonymity of the respondents and ethical considerations remained intact. In the first wave, data were collected for two variables, i.e. organizational ethical climate and IL. The measurement scale for organizational ethical climate was adapted from the study of DeBode et al. (2013) and for IL from the study of Fry et al. (2017). In the second wave, data on the remaining two variables (LS and organizational customer orientation) were collected. Direct effects and indirect effects in the hypotheses were tested by structural equation modeling (SEM).FindingsThis study has found that the organizational ethical climate strengthens the inner lives of employees, which is vital for the organizations from two angles: one, strong IL of an employee enhances his/her own LS and two, stronger IL accentuates customer orientation.Research limitations/implicationsThe fact that the context of this study is limited to Turkey and that the participants are selected from among white-collar personnel working in the service sector reduces the representativeness of the research result. In this sense, in the next stages, the model of the research can be retested in different industries or cross-cultural studies can be designed by comparing the study results with samples from different geographies, so that the validity of these relations for different cultures can be seen.Practical implicationsThe implications of this study revealed that employees will enjoy their lives more when authorities in organizations adopt organizational policies supporting the inner lives of employees, feel respect for their private areas and make the organizational climate more ethical. Hence, with practices such as workplace spirituality or spiritual leadership that support the inner lives of employees, the motivation and satisfaction of employees can be increased.Social implicationsThis study revealed that inner life strength makes people comparative more ethical in their dealings, which gives them a sense of achievement and enhances work meaningfulness, boosting LS and customer-orientation. The findings of this study are vital for leaders, as they can achieve a conjoint elevation of the LS of their employees and enhance customer orientation for higher organizational performance.Originality/valueThis study is original in emphasizing the positive effect of spiritually powerful inner-life customer-orientedness in employees with empirical proof.

Globally, the achievement of sustainable development goals (SDGs) is a significant requirement for companies and economies due to the high uncertainty of environmental and economic conditions. Thus, the present research investigates the impact of effective environmental, social and governance (ESG) monitoring on the SDGs achievement of textile industry in Vietnam. The research also examines the mediating impact of innovative organizational climate among the association of ESG monitoring and SDGs achievement. The questionnaires were adapted to collect the primary data from the selected respondents. Smart-PLS was applied to examine the data reliability and linkage among variables. The results revealed that environmental monitoring and social monitoring have a positive linkage with the SDGs achievement. The findings also exposed that innovative organizational climate significantly mediates among environmental monitoring, social monitoring and SDGs achievement. This article guides the policymakers while formulating regulations related to the ESG monitoring to attain the SDGs.

This study examined the influence of women in the formation of organizational climates and their effectiveness in this competitive era. Favorable climates and working conditions enhance work quality and increase organizational cohesion that develops interpersonal bonds to accomplish workplace goals. Women have faced multiple challenges in the banking industry. To address gender disparity, women leaders created initiatives to empower women and encourage society to pay attention to gender equality. Bank Presidents and Senior Managers have the responsibility of creating an organizational culture that is safer for women to participate in; organizations should be designed with women in mind. It is true that women employees appear to have a higher level of organizational commitment. They are often considered to be a key talent pool for industries. This study aimed to investigate the engagement of women in their organizational culture and to determine how this correlates with workplace conditions. The present study explored the challenges women face in maintaining positive working conditions and effective operative strategies. We collected data through a structured questionnaire with the help of convenience sampling from 124 working women of commercial, public, and foreign banks situated in Bengaluru. We analyzed the data quantitatively with the Likert scale, ranking analysis, and percentage analysis to identify antecedents of organizational climate and the role of women in building a professional environment. Results revealed that the significant problems faced by women to sustain a healthy climate in the workplace are lack of supervisor encouragement and the disparity in rewards and benefits. We further inferred that women employees shape their attitudes both in their personal and professional lives to accomplish their personal and organizational goals. They prioritize their jobs more than their personal needs to balance their personal and organizational requirements; however, they feel a lack of teamwork and require a better conflict management system.

Organizational climate has been proposed as a factor that might influence a school’s readiness to successfully implement school-wide prevention programs. The aim of this study was to evaluate the influence of teachers’ perceptions of three dimensions of school organizational climate on the dosage and quality of teacher implementation of Positive Action , a social-emotional and character development (SECD) program. The dimensions measured were teachers’ perceptions of (a) the school’s openness to innovation, (b) the extent to which schools utilize participatory decision-making practices, and (c) the existence of supportive relationships among teachers (teacher-teacher affiliation). Data from 46 teachers in seven schools enrolled in the treatment arm of a longitudinal, cluster-randomized, controlled trial were analyzed. Teacher perceptions of a school’s tendency to be innovative was associated with a greater number of lessons taught and self-reported quality of delivery, and teacher-teacher affiliation was associated with a higher use of supplementary activities. The findings suggest that perceptions of a school’s organizational climate impact teachers’ implementation of SECD programs and have implications for school administrators and technical assistance providers as they work to implement and sustain prevention programs in schools.