Jialing Miao¹, Wei Liao^2,*, Baoguo Xie³

International Journal of Mental Health Promotion, Vol.25, No.10, pp. 1147-1157, 2023, DOI:10.32604/ijmhp.2023.030671 - 03 November 2023

Abstract Although employers believe that encouraging and supporting physical exercise activities by purchasing fitness equipment and building sports venues can improve employees’ well-being, the utilization rate is rather low. Since most of the evidence of the well-being promotion in the workplace concentrated on the perspectives of organizational factors and psychosocial factors and focused on the reduction of the negative affect of well-being, it is still an open question whether physical exercise has benefits on both negative and positive affect of wellbeing and who benefits more from physical exercise. Thus, the purpose of this study is to… More >

Lei Chen¹, Ting Wen^2,*, Jigan Wang¹, Hong Gao¹

International Journal of Mental Health Promotion, Vol.24, No.1, pp. 69-84, 2022, DOI:10.32604/ijmhp.2022.018932 - 20 December 2021

Abstract The average stress of people in China’s workplace is reaching the peak in recent two years. To improve employee’s positive psychological factors, Spiritual leadership has a good performance in this regard. Based on the mediating effect of goal self-concordance and self-efficacy, this paper further studies the impact of spiritual leadership on employee’s work engagement. Through the empirical study, the following conclusions are drawn: (1) Spiritual leadership significantly positively affects the employee’s work engagement. (2) Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy. (3) Goal self-concordance and self-efficacy have significant positive effects More >

Jia Xu¹, Baoguo Xie^2,*, Yi Yang³, Dhandevi Maharjan⁴

International Journal of Mental Health Promotion, Vol.21, No.2, pp. 69-80, 2019, DOI:10.32604/IJMHP.2019.010708

Abstract Employee well-being has received considerable attention over the past decades. Little has been done to examine the linkage between organizational socialization and work engagement, one of the most important indicators of wellbeing at work. Drawing upon the conservation of resources (COR) theory, we propose and test relationships between organizational socialization, employee psychological capital, work engagement, and leader psychological capital. Using data from 268 newcomers nested within 36 teams, the results show that (1) organizational socialization is positively related to work engagement; (2) employee psychological capital mediates the relationship between organizational socialization and work engagement; (3) More >

Ying Xu¹, Ping Guo², Wenxia Zhou^1,*

International Journal of Mental Health Promotion, Vol.21, No.1, pp. 31-44, 2019, DOI:10.32604/IJMHP.2019.010742

Abstract Work engagement is a crucial positive psychological construct related to mental health. However, current self-directed and boundaryless career trend brings unprecedented challenges for organizations to foster employee engagement using traditional means. From an integrative perspective of the engagement theory and the career boundaryless theory, we built a model to test the moderating effect of person-vocation fit and trust in supervisor on the relationship between future work self and work engagement. After conducting a two-wave study with a sample of 231 employees, we found that future work-self was positively related to work engagement; and both person-vocation More >

Yanmin Zhao, Baoguo Xie^*, Wenyuan Jin

International Journal of Mental Health Promotion, Vol.20, No.1, pp. 15-26, 2018, DOI:10.32604/IJMHP.2018.010747

Abstract Occupational well-being is optimal psychological functioning and experience in the workplace. This study examined the role of opportunities for career development as a mechanism that links supervisor’s transformational leadership and subordinates’ occupational well-being manifested by work engagement. Specifically, drawing on conservation of resources theory (COR), we developed a dual pathway model in which opportunities for promotion and for professional development were posited as two important mediators in the relationship between transformational leadership and work engagement. The hypotheses were tested with a sample of 215 Chinese civil servants. The results of structural equation modeling showed that More >