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Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions

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A special issue of Administrative Sciences (ISSN 2076-3387).

Deadline for manuscript submissions: closed (31 December 2023) | Viewed by 37743

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Special Issue Editors

Dr. Paula C. Neves

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Guest Editor

1. Polytechnic of Coimbra, College of Education, Coimbra, Portugal
2. Polytechnic of Coimbra, Research Center for Social and Behavioral Sciences of ESEC, Coimbra, Portugal
3. Centre of 20th Century Interdisciplinary Studies, University of Coimbra, Coimbra, Portugal
Interests: organizational behavior; organizational citizenship behavior

Prof. Dr. Claudia Andrade

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Guest Editor

1. Coimbra Education School, Polytechnic of Coimbra, 3030-033 Coimbra, Portugal
2. Center of Psychology, University of Porto, 4150-564 Porto, Portugal
Interests: work–family relations; gender; emerging adulthood; work and career
Special Issues, Collections and Topics in MDPI journals

Dr. Rui Paixao

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Guest Editor

1. Faculty of Psychology and Educational Sciences, University of Coimbra, Coimbra, Portugal
2. Social Studies Center - University of Coimbra, Coimbra, Portugal
Interests: occupational stress; psychotherapy; psychopathology

Dr. Marisa Matias

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Guest Editor

1. Faculty of Psychology and Educational Sciences, University of Porto, Porto, Portugal
2. Center of Psychology, University of Porto, Porto, Portugal
Interests: social psychology; gender studies; gender roles

Special Issue Information

Dear Colleagues,

While wellbeing at the workplace encompasses different aspects of working life, there is a recognition that, to promote workers’ well-being, organizations must ensure that the workers feel safe, healthy, satisfied, valued, and engaged in positive relationships at work. Although organizational practices such as task assignment or goal-setting may have the potential to induce workers´ strain, workers too often feel that sustained pressure can quickly lead to mental health issues, reducing levels of productivity, performance, and confidence. Moreover, the characteristics of some work contexts, such as the case of health or civil-protection professionals, among others, can increase the psychosocial risks associated with the nature of work. In both cases, raising awareness and supporting workers’ mental health and wellbeing can promote a culture of prevention against the potential effects of stress and burnout. Overall, the demand to reduce the psychosocial risks associated with work and promote healthy environments and workers’ sense of wellbeing at the workplace involves actions that focus on policies and practices to improve the work environment and organizational culture; work–life policies; learning, developing, and career opportunities; and good work design, communication, and leadership. A wide range of organizations and enterprises are calling for potential solutions that recognize the importance of investing in measures to minimize the risk by promoting wellbeing at the workplace that should include decent and satisfying working conditions. Identifying the key conditions of workplaces is vital to promote tailored measures committed to making the workplace and work relationships more satisfying with links to engagement levels, general health, and well-being of the workforce with implications for increased levels of satisfaction, productivity, and a healthy work context with a supportive climate and culture.

Given the complexity of factors associated with wellbeing and healthy work relationships, there is a need to further understand the roles played by both contextual (i.e., organizational and managerial) and individual characteristics in preventing the occurrence health hazards and how to better mitigate these hazards by promoting coping strategies, as well as good organizational practices and policies.

This proposed Special Issue aims to advance knowledge about the prevention and coping processes at micro, meso, and macro levels to explore the antecedents and the process from multi-disciplinary and multi-methodological perspectives. We aim to explore conceptualizations, provide innovative empirical perspectives, and advance methodological approaches that can enrich the understanding of these dimensions that account to promote workers’ wellbeing and healthy work relationships and workplaces.

Dr. Paula C. Neves
Dr. Claudia Andrade
Dr. Rui Paixao
Dr. Marisa Matias
Guest Editors

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Keywords

wellbeing at work
healthy work relationships
healthy workplaces

Published Papers (14 papers)

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19 pages, 882 KiB

Open AccessArticle

Organizational and Individual Resources as Buffers of Work–Family Conflict Linkages to Affect: An Application of the Job Demands and Resources Health Impairment Model

by Leonor Brandão and Marisa Matias

Adm. Sci. 2024, 14(4), 68; https://doi.org/10.3390/admsci14040068 - 02 Apr 2024

Viewed by 622

Abstract

Work–family conflict is a phenomenon known to affect an individual’s well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men’s mean age around 46 years old (M = 46.85, SD = 0.34) and women’s age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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10 pages, 419 KiB

Open AccessArticle

Illegitimate Tasks and Work–Family Conflict as Sequential Mediators in the Relationship between Work Intensification and Work Engagement

by Cláudia Andrade and Paula C. Neves

Adm. Sci. 2024, 14(3), 39; https://doi.org/10.3390/admsci14030039 - 20 Feb 2024

Viewed by 1108

Abstract

Organizational restructuring and technological developments have been associated with working for longer hours, assuming more responsibilities, and feeling more pressure to reach demanding work targets leading to work intensification. Guided by the framework of the JD Resources and stress-as-offense-to-self theory, the aim of the present study was to explore how work intensification decreases work engagement. We posit that illegitimate tasks and work–family conflict could play a mediator role between work intensification and work engagement. A total of 480 employees in Portugal completed an online survey. The results showed a negative correlation between work intensification, illegitimate tasks, and work–family conflict. Work identification can affect work engagement indirectly through two paths: the separate intermediary effect of illegitimate tasks or work–family conflict and the continuous mediating role of illegitimate tasks and work–family conflict. The results indicate that work intensification decreases work engagement through the role of illegitimate tasks and work–family conflict. This study contributes to the literature on the impacts of work intensification by considering the sequential mediating effect of illegitimate tasks and work–family conflict on work engagement. Although past research has claimed that work intensification negatively impacts work engagement, our results showed that illegitimate tasks and work–family conflict play a critical role in this process. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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22 pages, 2055 KiB

Open AccessArticle

Occupational Stress and Turnover Intentions in Employees of the Portuguese Tax and Customs Authority: Mediating Effect of Burnout and Moderating Effect of Motivation

by Mariana Freitas, Ana Moreira and Fernando Ramos

Adm. Sci. 2023, 13(12), 251; https://doi.org/10.3390/admsci13120251 - 11 Dec 2023

Cited by 1 | Viewed by 1847

Abstract

The main objective of this study was to study the effect of occupational stress on turnover intentions, as well as determine whether this relationship is mediated by burnout levels and moderated by motivation. The sample size of this study consisted of 603 participants, all employees of the Portuguese Tax and Customs Authority, which is part of the Ministry of Finance and belongs to the Direct State Administration. The results indicate that occupational stress (with managers, career and pay, and overwork) has a positive and significant effect on turnover intentions and that this relationship is mediated by burnout. Motivation (intrinsic and identified) has a negative and significant effect on turnover intentions. Intrinsic motivation moderates the relationship between occupational stress (with managers, colleagues, career and pay, and family problems) and turnover intentions. These results indicate that among the dimensions of occupational stress, the most critical are the stress caused by managers, work overload, and career and pay. These are factors that the Direct State Administration should be concerned with to reduce employees’ stress levels, as well as their turnover intentions. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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12 pages, 315 KiB

Open AccessArticle

Crushing the Spirit: Unmasking the Impact of Workplace Bullying on Psychological Wellbeing among Portuguese Employees

by José Pedro Cerdeira, Simona Dobešová Cakirpaloglu and Panajotis Cakirpaloglu

Adm. Sci. 2023, 13(11), 244; https://doi.org/10.3390/admsci13110244 - 11 Nov 2023

Viewed by 1967

Abstract

The research objective of this study was to determine the prevalence of workplace bullying and to find out whether there is a relationship between workplace bullying and psychological wellbeing among employees in Portugal working in different sectors. A cross-sectional study and a survey were conducted with 205 employees to gather the data. The findings indicate that the prevalence of bullying ranges from 28.8% to 9.96% when applying different measurements. The results also revealed that, in the context of the possible influence of different forms of bullying on mental wellbeing, person-related bullying had the strongest effect on mental restlessness, sadness, impulsivity, and anxiety, while it showed the weakest effect on depression. In all cases, the presence of person-related bullying decreased the level of psychological wellbeing. The results of this study hold practical implications for organizations, as they emphasize the crucial role of managers in being aware of and implementing strategies to prevent workplace bullying. By prioritizing mental health among employees, managers may enhance their overall wellbeing and foster positive work relationships, ultimately contributing to a healthier and more productive work environment. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

16 pages, 396 KiB

Open AccessArticle

Presenteeism, Job Satisfaction, and Psychological Distress among Portuguese Workers in a Private Social Solidarity Institution during the COVID-19 Pandemic: A Cross-Sectional Study

by Ana Catarina Maurício and Carlos Laranjeira

Adm. Sci. 2023, 13(10), 220; https://doi.org/10.3390/admsci13100220 - 13 Oct 2023

Viewed by 1967

Abstract

Under normal circumstances, the working population exhibits high levels of psychological distress and presenteeism, a scenario which was exacerbated by the COVID-19 pandemic. Moreover, few studies have analyzed presenteeism during the COVID-19 pandemic, prompting the current research. We aimed to explore the levels of presenteeism and associated factors, job satisfaction, and psychological distress in a sample of Portuguese workers in a Private Social Solidarity Institution (the acronym in Portugal is IPSS). In 2022, an observational, cross-sectional survey of workers from an IPSS in the central region of Portugal was conducted. The study included a total of 71 employees who granted written permission. The survey collected general and professional information, as well as the Stanford Presenteeism Scale (SPS-6), the Job Satisfaction Questionnaire (S20/23), and the Kessler Psychological Distress Scale (K10). Presenteeism was reported by 32 (45.1%) workers and sickness absence by 38 (54.3%). Most of the individual S20/23 evaluations indicated a greater level of satisfaction (mean ≥ 4.5 pts.), except for the question related to salary, which received a higher level of dissatisfaction (mean = 3.36 ± 1.9 pts.). Around 50.7% of participants had a high or very high risk of suffering or of suffering a mental disorder. The correlation matrix indicated a significant moderate positive correlation between presenteeism and job satisfaction and a significant moderate negative correlation between presenteeism and psychological distress (p < 0.01). We found five predictors for presenteeism: marital status, quality of sleep, sickness absenteeism, health perception, and psychological distress (R² = 0.358). We anticipate that our results will spark more studies about the practical consequences of presenteeism for fostering better health and well-being at work. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

25 pages, 475 KiB

Open AccessArticle

For Telework, Please Dial 7—Qualitative Study on the Impacts of Telework on the Well-Being of Contact Center Employees during the COVID19 Pandemic in Portugal

by Reinaldo Sousa Santos and Sílvia dos Santos Pereira

Adm. Sci. 2023, 13(9), 207; https://doi.org/10.3390/admsci13090207 - 18 Sep 2023

Cited by 2 | Viewed by 2271

Abstract

The COVID-19 pandemic has made teleworking a widespread form of work for contact center workers in Portugal, who are already used to work processes supported by technological platforms and digital workflows, but with little adherence to remote work. Deepening knowledge about the impact of teleworking on well-being at work is a relevant issue in the context of organizational literature. We conducted 14 semi-structured interviews with contact center workers who work in a large Portuguese company that provides fixed and mobile communication services, as well as customer service platforms. The interviews took place in April and May 2022. All participants had already carried out their functions in person and telework, and they were able to assess how telework added or took away their well-being at work. With the application of thematic analysis, seven themes (the basis for the title “For Telework, Please Dial 7”) emerged that characterize teleworking as being capable of reinforcing well-being at work: performance, relationship, money, workplace, technology, time, and family. These results contribute to the reinforcement of the growing literature on what contributes to increasing well-being at work, and alert leadership and organizational management are needed to properly configure telework to generate a positive dynamic that fulfils employees’ expectations and reinforces the organization’s sustainability. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

12 pages, 326 KiB

Open AccessArticle

Fostering Organizational Empowerment: Impact of an Intervention Program on Stress Management and Physical Activity Motivation among Teachers in Portugal and Brazil

by Leandro Mariano, Hélder Simões, Sonia Brito-Costa and Ana Paula Amaral

Adm. Sci. 2023, 13(9), 203; https://doi.org/10.3390/admsci13090203 - 14 Sep 2023

Viewed by 1352

Abstract

Teaching is one of the hardest occupations according to the International Organization of Teachers (IOT), affecting teachers’ emotional and physical well-being and impacting their professional performance. Intervention programs addressing this issue usually result in a significant reduction in stress and an improvement in teachers’ entire quality of life. Physical activity has been recognized as a critical aspect of non-pharmaceutical stress-reduction measures, favorably improving mental health. This quasi-experimental study used pre- and post-intervention assessments to assess the impact of a physical exercise promotion program on stress levels and motivation for regular physical activity among teachers in the first six years of schooling in Portugal and Brazil. This study included 33 instructors from both countries’ educational institutions in an 8-week intervention that included 40 sessions of cardiorespiratory conditioning, muscle strengthening and stretching, relaxation, and meditation techniques. The Stress Perception Scale (EPS-10) and the Motivation Inventory for Regular Physical Activity Practice (IMPRAF-54) were used to assess participants. The findings show a strong link between years of teaching experience and stress levels. After the intervention, there were statistically significant changes in stress levels and motivation to engage in physical exercise. Specifically, 78.9% of teachers reported less stress, and the respondents felt more motivated to exercise for stress control (84.4%), for competitiveness (97%), and for aesthetic enhancement (57.6%). In summary, this study suggests that exercise is an excellent way to reduce stress and increase enthusiasm for physical activity, with Portuguese teachers outperforming their Brazilian counterparts. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

16 pages, 651 KiB

Open AccessArticle

Exploring the Impact of Leadership Styles, Ethical Behavior, and Organizational Identification on Workers' Well-Being

by Gianni Onesti

Adm. Sci. 2023, 13(6), 149; https://doi.org/10.3390/admsci13060149 - 05 Jun 2023

Cited by 4 | Viewed by 5284

Abstract

This paper aims to assess workers’ well-being through a survey of Italian firms by exploring the factors of leadership styles, ethical behavior, and organizational identification. In recent years, also due to the COVID-19 pandemic and technological progress, workers’ well-being has increasingly become a fundamental driver for company strategy and governance. Workers are increasingly interested in their well-being and work–life balance rather than just their level of remuneration or position at work. The company’s ability to strategically retain capable collaborators is, therefore, fundamental, especially in light of the recent increase in resignations. Based on a sample of workers in Italian firms during the post-COVID-19 period (the year 2022), this paper evaluates whether leadership styles, ethical behavior, and organizational identification are related to workers’ well-being beyond the workplace. The empirical model allows for a clear and effective evaluation of several characteristics, enabling a more comprehensive understanding of the data that support management’s strategic decisions regarding worker well-being policies. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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18 pages, 546 KiB

Open AccessArticle

Effect of the Employees’ Mental Toughness on Organizational Commitment and Job Satisfaction: Mediating Psychological Well-Being

by Minkyung Lee and Boyoung Kim

Adm. Sci. 2023, 13(5), 133; https://doi.org/10.3390/admsci13050133 - 15 May 2023

Cited by 3 | Viewed by 4323

Abstract

This study aims to examine the impact of mental toughness of employees on their psychological well-being, job satisfaction, and organizational commitment. A research model based on structural equation modeling ‘ developed, and a survey was conducted with 534 office workers in Korean companies to gather the data. The findings indicate that mental toughness has a significant effect on psychological well-being and positively (+) affects organizational commitment and job satisfaction through psychological well-being. The study also reveals that mental toughness has a greater influence on organizational commitment than on job satisfaction. However, the positive effect of job satisfaction was found to increase when psychological well-being was mediated. Consequently, this study recommends that employees’ mental toughness be managed effectively to improve their job satisfaction and organizational commitment, leading to enhanced job competency, and reduced turnover intention. These findings are of practical significance to organizational practitioners, as they underscore the importance of fostering mental toughness among employees to promote their well-being and commitment to their work. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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14 pages, 308 KiB

Open AccessArticle

Psychological Contracts and Organizational Commitment: The Positive Impact of Relational Contracts on Call Center Operators

by Stefania Fantinelli, Teresa Galanti, Gloria Guidetti, Federica Conserva, Veronica Giffi, Michela Cortini and Teresa Di Fiore

Adm. Sci. 2023, 13(4), 112; https://doi.org/10.3390/admsci13040112 - 13 Apr 2023

Cited by 1 | Viewed by 3250

Abstract

With the increasing complexity and dynamism of the modern work experience, the importance of the psychological contract has become increasingly clear. Organizations and researchers alike have recognized the implications of this contract for employee performance, satisfaction and well-being. However, certain work contexts can increase psychosocial risks, making it crucial to investigate the individual and contextual characteristics that can promote well-being and mitigate risks. In this study, we examined the impact of psychological contract types and task repetitiveness on organizational commitment among call center employees. By conducting a cross-sectional study involving 201 call center employees working in-person and administering an ad hoc questionnaire, we aimed to enrich the scientific literature on the psychological contract and its implications for the call center work environment. Our findings revealed that a transactional psychological contract has a negative impact on affective and normative commitment, potentially undermining employees’ sense of obligation and responsibility towards these organizations. To promote healthy work relationships and well-being among call center employees, we suggest the importance of a relational psychological contract. By highlighting the role of psychological contract types in organizational commitment, our study offers valuable insights for both researchers and practitioners. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

21 pages, 4345 KiB

Open AccessArticle

Conflict (Work-Family and Family-Work) and Task Performance: The Role of Well-Being in This Relationship

by Ana Moreira, Tiago Encarnação, João Viseu and Manuel Au-Yong-Oliveira

Adm. Sci. 2023, 13(4), 94; https://doi.org/10.3390/admsci13040094 - 23 Mar 2023

Cited by 2 | Viewed by 4132

Abstract

Recent societal changes have brought new challenges to contemporary organisations, e.g., how to properly manage the work-family/family-work dyad and, thus, promote adequate task performance. This paper aimed to study the relationship between conflict (work-family and family-work) and task performance, and whether this relationship was moderated by well-being. Thus, the following hypotheses were formulated: (1) conflict (work-family and family-work) is negatively associated with task performance; (2) conflict (work-family and family-work) is negatively associated with well-being; (3) well-being is positively associated with task performance; and (4) well-being moderates the relationship between conflict (work-family and family-work) and task performance. A total of 596 subjects participated in this study, all employed in Portuguese organisations. The results underlined that only family-work conflict was negatively and significantly associated with task performance. Work-family conflict established a negative and significant relationship with well-being. Well-being was positively and significantly associated with performance and moderated the relationship between conflict (work-family and family-work) and task performance. These results show that organisations should provide employees with situations that promote their well-being, especially in Portugal, where a relationship culture exists (rather than task culture, which is predominant in the USA and Canada, for example) which means that additional and considerable time must be dedicated to personal and family matters for people to fit in and be accepted harmoniously. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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18 pages, 567 KiB

Open AccessArticle

The Impact of Burnout on Police Officers’ Performance and Turnover Intention: The Moderating Role of Compassion Satisfaction

by Gabriela Pedro Gomes, Neuza Ribeiro and Daniel Roque Gomes

Adm. Sci. 2022, 12(3), 92; https://doi.org/10.3390/admsci12030092 - 28 Jul 2022

Cited by 12 | Viewed by 4705

Abstract

Burnout should be seen as an important phenomenon influencing the services provided by police forces, due to its high exposure to stressful events. The study sought to examine the impact of burnout on performance and turnover intention of Portuguese police forces, as well as to analyze the moderating effect of compassion satisfaction (CS) on this relationship. Data were collected in 2021 from 1.682 Portuguese police officers, using individual surveys. The results showed that (1) burnout is negatively related to performance; (2) burnout is positively related to turnover intention; (3) CS, although it has a positive effect on performance, does not assume a moderating role, as expected, in the relationship between burnout and performance; (4) CS assumes a moderating role in the relationship between burnout and turnover intention. That is, when a person who still suffers from burnout feels CS, it decreases the intention to leave the organization. The implications and the bearings of this study are discussed and presented regarding the theoretical, empirical and practical perspectives in order to better support both the comprehension of burnout in police officers and offer the best practical recommendations. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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13 pages, 329 KiB

Open AccessArticle

Prevalence and Consequences of Verbal Aggression among Bank Workers: A Survey into an Italian Banking Institution

by Daniela Acquadro Maran, Antonella Varetto, Cristina Civilotti and Nicola Magnavita

Adm. Sci. 2022, 12(3), 78; https://doi.org/10.3390/admsci12030078 - 08 Jul 2022

Cited by 1 | Viewed by 2168

Abstract

Robberies and other violent acts by strangers and intruders are common in banks, which can lead to post-traumatic stress disorder in employees. However, the literature indicates that more subtle and less measurable forms of violence, such as psychological violence, can also cause discomfort among employees. The aim of the present work is to investigate the prevalence of verbal aggression and its consequences among 311 Italian bank employees. A self-administered questionnaire was completed by 197 employees. The results showed a high prevalence of verbal aggression in the sample. It is important to investigate and find the causes and effects of verbal aggression in order to understand the phenomenon in this workplace. Cases of verbal aggression need to be prevented and responded to appropriately. In addition, it should be noted that the effects of verbal aggression do not only affect the victim, but also the workplace, as productivity decreases, and the feeling of a safe environment is missing. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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26 pages, 1115 KiB

Open AccessSystematic Review

Organizational Climate in Construction Companies: A Systematic Literature Review

by Mariana Isabel Puente Riofrío, Soledad Janett Mostacero Llerena and Gilma Gabriela Uquillas Granizo

Adm. Sci. 2024, 14(3), 51; https://doi.org/10.3390/admsci14030051 - 07 Mar 2024

Viewed by 982

Abstract

The construction industry is fraught with risks due to the use of heavy machinery and work at heights, leading to increased occupational accidents. Understanding how the work environment affects personnel adaptation is crucial, as a negative environment can have detrimental consequences on the physical and mental health of workers. The aim of this study is to identify and examine the significant dimensions, factors, and models related to the organizational climate, with a particular focus on the construction sector. A systematic literature review was conducted following the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) protocol, utilizing the SCOPUS database, from which 176 studies were obtained through search strings. Of this set, 142 were selected for final analysis. The results reveal that China has the highest number of studies on the organizational climate in construction. Regarding dimensions, emphasis is placed on occupational health and safety. Factors include a classification for dimensions, models, and other general factors. The model identified in studies with the most relevance is the JD-R (job demands–resources) model, which helps us to understand how job characteristics promote employee well-being. The implications of this study underscore the need for further research related to the work environment, implementing changes in occupational safety and health, and highlighting the importance of fostering a positive work environment from the early stages of organizational development. These findings provide valuable insights to refine labor practices, design more effective models, and guide future research in the realm of organizational climate in construction sector companies. Full article

(This article belongs to the Special Issue Wellbeing and Healthy Work Relationships: From Theoretical Perspectives to Interventions)

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