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Reflections about Sustainable Occupational Health after COVID-19 Pandemic

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Health, Well-Being and Sustainability".

Deadline for manuscript submissions: closed (20 May 2023) | Viewed by 1931

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Guest Editor

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Co-Guest Editor
Higher Institute of Social and Political Sciences, University of Lisbon, 1649-004 Lisbon, Portugal
Interests: innovation; health sector
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

In their day-to-day work, workers are exposed to various occupational risk factors that often result in accidents and occupational diseases. The COVID-19 pandemic brought occupational risks to work contexts in which they would not normally be present, as in the case of biological risks, and intensified other risks, for example, psychosocial ones. The work context underwent changes never seen before in the time span covered. In many cases, work has been transferred to the home, and in others, there has been an intensification of work, for example, at the level of the health sector. The health consequences associated with exposure to all these factors have relevant impacts on workers, families, organizations, and society in general. Many questions arise for which there is still no systematic literature: What effects did the pandemic have on occupational health? What changes have been implemented in terms of occupational health during the pandemic? What will persist? What has been done to support vulnerable workers? Do the implemented changes differ depending on certain variables (e.g., sector, organization size, structure of the area responsible for occupational health)? How can we maintain the sustainability of occupational health in the context of accelerated changes that occur at the pace of the pandemic? How can we maintain the sustainability of occupational health in the context of telework? Answering these questions will facilitate theoretical reflection and support companies in preparing for other pandemics and crisis contexts. Investment in occupational health can contribute to the organizational and economic sustainability of companies by supporting the long-term health and wellbeing of their workers. The purpose of this Special Issue is to provide an exchange of ideas and an up-to-date overview of occupational health in the context of COVID-19, with a focus on emerging themes, and on prevention to be developed and implemented to promote the sustainability of workers’ health.

Prof. Dr. Sónia P. Gonçalves
Guest Editor

Prof. Dr. Fernanda Nogueira
Co-Guest Editor

Manuscript Submission Information

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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 single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly 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 2400 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

  • environmental and occupational health
  • human factors in occupational health
  • management of occupational mental health
  • musculoskeletal disease
  • occupational and public health
  • occupational disease
  • occupational exposures to hazards
  • occupational health and information systems
  • occupational risk assessment
  • preparing workplaces for COVID-19
  • prevention strategy
  • psychosocial risks (stress, burnout, harassment)
  • quality of life at work
  • remote work
  • treatment of occupational diseases
  • workplace accidents and injuries management

Published Papers (1 paper)

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Research

25 pages, 1370 KiB  
Article
Does Emotional Labor Trigger Turnover Intention? The Moderating Effect of Fear of COVID-19
by Tingting Zhu, Sung Kyu Park, Ruonan Tu and Yi Ding
Sustainability 2023, 15(21), 15336; https://doi.org/10.3390/su152115336 - 26 Oct 2023
Viewed by 1050
Abstract
Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, [...] Read more.
Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, this study aimed to verify how emotional labor can trigger turnover intention during the COVID-19 pandemic. Based on job characteristics theory and job demands–resources theory, this study examined whether emotional display rules and emotional labor strategies affect turnover intention brought on by emotional exhaustion and job dissatisfaction, with fear of COVID-19 as a moderator. After testing our hypotheses using a sample of 623 individuals from China’s service industry, this study found that emotional display rules (positive and negative display rules) are significantly related to emotional labor strategies (deep acting, expression of naturally felt emotions, and surface acting). In particular, positive display rules have a positive impact on deep acting and the expression of naturally felt emotions and are more closely related to the expression of naturally felt emotions. Negative display rules negatively affect surface acting. Moreover, emotional labor strategies correlate significantly with emotional exhaustion, job satisfaction/dissatisfaction, and subsequent turnover intention. Thus, deep acting and the expression of naturally felt emotions are related to low emotional exhaustion and high job satisfaction, while surface acting is related to high emotional exhaustion and low job satisfaction. Emotional exhaustion has a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction significantly weakens turnover intention. In addition, fear of COVID-19 has a moderating effect on the relationship between job satisfaction and turnover intention. The group with a high fear of COVID-19 has higher turnover intention even in job satisfaction situations than the group with a low fear of COVID-19. This work advances emotional labor research by combining two dimensions of emotional display rules and three dimensions of emotional labor strategies into a framework, investigating the mechanism through which emotional labor influences turnover intention, and revealing the moderating effect of fear of COVID-19 in the process. Full article
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