Employee Engagement (EE) has become a crucial element for the success of any organization. While psychology has conducted extensive research on EE, accounting has yet to give it the attention it deserves. This systematic literature review (SLR) was conducted to explore the linkage between corporate governance (CG) practices and factors that drive employee engagement (EED) in greater detail. The review identified several key factors influencing EED: board composition, audit committees, top leadership expertise, network power, other stakeholders’ supervision, and above-board application. In particular, the study revealed that effective CG practices have positive EE consequences, such as increased staff morale, job satisfaction, and productivity, and decreased employee turnover rates. The study underlined the importance of an employee-centric culture that encourages empowerment and fosters a sense of belonging in achieving maximum business success. It suggests that companies must create a work environment that promotes EE, provides opportunities for growth and development, recognizes employee contributions, and fosters open communication and collaboration. By leveraging these insights, companies can enhance their business operations and achieve maximum success by fostering a culture of EE and empowerment. The study concludes that businesses prioritizing EE as a core value can create a sustainable competitive advantage, increase their reputation, and attract and retain top talent.

Stress has evolutionary roots that help human beings evolve and survive. Existing workplace mental health models typically view stress as the direct cause of poor mental health. Such models focus on strategies to eliminate it. Guided by O’Connor and Kirtley’s integrated motivational-volitional (IMV) model, we posit that demanding jobs and high-stress environments do not directly impact an individual’s mental health but trigger a “sense of self” moderator (SSM), which then leads to mental health outcomes. This moderator is modified by the workplace’s organizational design and individual’s traits. We propose a Workplace Mental Health (WMH) Model, which suggests that by addressing these SSM modifiers through evidence-based interventions at organizational and individual levels, even in high-stress environments, organizations can have mentally healthy workforces and build high-performance workplaces. This paper assumes that stress is an inalienable part of any work environment and that a secular reduction in stress levels in modern society is infeasible. Although some individuals in high-stress job environments develop mental illness, many do not, and some even thrive. This differential response suggests that stress may act as a trigger, but an individual’s reaction to it is influenced more by other factors than the stress itself.

This study critically examines the multifaceted dynamics of foreign employee integration within the Czech Republic, with a specific focus on the Mladá Boleslav region. Conducted prior to the Ukrainian crisis, this research serves as a crucial baseline for understanding integration in a pre-crisis context and provides comparative insights into the evolving challenges and opportunities amid the subsequent migration movements. The study explores various aspects of integration and inclusion, drawing upon migration theories, economic factors, and sociological perspectives to understand the motivators and challenges faced by foreigners, particularly in light of the majority society’s perception, which often leans towards skepticism and negativity. The research methodology builds on grounded theory and integrates both quantitative and qualitative approaches, utilizing surveys and semi-structured interviews to explore the experiences of foreign nationals, with an emphasis on immigrant women. A key finding of the study is the significant role of employers in facilitating integration. The paper discusses how businesses, through inclusive policies and practices, can profoundly influence the integration experience. Cooperation between employers, local integration centers, and other relevant organizations emerges as vital, providing additional resources and support systems to enhance the integration process. The study concludes by emphasizing the critical role of various stakeholders, particularly employers, in shaping sustainable human resources practices that foster a more inclusive and harmonious society.

The Nigerian Civil Service faces ongoing challenges in optimizing employee commitment, which is fundamental for efficient service delivery and societal progress. Hence, this paper focuses on the mediating effect of job satisfaction on talent engagement and employee commitment in the Nigerian Civil Service. The study adopted a quantitative approach, which allowed for a survey design to be adopted. A sample of 198 middle- and lower-level managers in the civil service was used. Questionnaires were used for data collection, and SmartPls 3.9 was used for data analysis. The result showed that talent engagement significantly predicts employee commitment and that job satisfaction is a good mediator in the relationship between talent engagement and employee commitment in the Nigerian Civil Service. The findings suggest that creating an engaged workforce through talent engagement can have a positive influence on employee commitment within the public sector, which can result in improved public services and contribute to overall societal development.

This study aimed at measuring the level of job burnout among King Khalid University staff. The descriptive-analytical approach was employed to describe job burnout, determine its prevalence, identify its causes, and propose ways to address it. This method was used for comparison, interpretation, and generating information to assist in understanding the phenomena of job burnout and to devise recommendations for mitigating its prevalence. The results showed that the overall mean estimation of the dimensions of the level of occupational burnout from the perspective of university staff was (2.28), with a standard deviation of (0.81), indicating a low degree. The arithmetic means of the study sample responses to the dimensions ranged from (1.98–2.66). This provides a good indicator of the prevalence of occupational burnout. The findings showed that individuals in higher ranks experience higher levels of job burnout compared to the rest of the ranks classified in the study.

Purpose: This paper articulates a model that maximizes the use of e-HRM to achieve sustainable competitive advantage. It examines the indirect effects of e-HRM use on sustainable competitive advantage, through job satisfaction, employee performance, and perceived organizational politics. Design/methodology/approach: A survey approach was used to collect data from 30 organizations. A purposive sampling technique was used to select the study sample. The SPSS PROCESS Macro for running mediation analysis was used to analyze data. Findings: The findings show the indirect effect of e-HRM on sustainable competitive advantage through job satisfaction, employee performance, and perceived organizational politics. Job satisfaction has the biggest effect on achieving strategic outcomes. For organizational excellence, e-HRM use should complement other HRM practices. Practical implications: Management should pay attention to employee outcomes during the implementation of e-HRM. This study broadens the scope of the interaction between e-HRM use and sustainable competitive advantage. This study was conducted in a developing economy and demonstrated that the effects of e-HRM use on sustainable competitive advantage are not limited to developed economies. Originality/value: This study is one of the pioneering efforts to develop a model that maximizes organizational outcomes in developing countries. In addition, this study contributes to the understanding of intervening variables necessary to enhance information technology’s potential within the HR function.