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.

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.

The purpose of this study is to investigate whether the strategic orientations of organizations have an impact on the resilience levels of employees in the digitalized world. The sample for this research is based on the convenience sampling method. In this study, the sub-factors of strategic orientation, namely innovation, technological orientation, customer focus, and competitor focus, are examined, and their potential effects on resilience are analyzed. Our research emphasizes the importance of psychological resilience in organizations that undergo continuous changes due to the impact of digital transformation, as it enhances employee performance and has positive implications for firms. The field study associated with this research was conducted on 316 individuals working in the service sector in the context of Turkey. The data collected for the research were analyzed using SPSS 25 software. The research findings indicate that the components of strategic orientation have an impact on the levels of psychological resilience.

Purpose: The study examines the mediating effect of self-emotion appraisal and other-emotion appraisal on psychological safety, individual resilience, and organizational commitment at the workplace. Design/methodology/approach: This study generated 140 survey responses from workers in diverse occupations and industries during the COVID-19 pandemic. A mixed-methods data analysis was conducted. Hierarchical regression analysis was employed to test the hypotheses, and process macroanalysis was used to generate the mediation analysis. Qualitative data analysis through thematic coding was adopted to interpret the respondents’ written opinions and narratives. Findings: The results revealed that self-emotion appraisal strongly correlates to resilience, but evaluation of self-emotion has no effect on organizational commitment. Other-emotion appraisal and psychological safety are not significant predictors of resilience at the workplace. Rather, psychological safety is a significant predictor of organizational commitment. The qualitative analysis generated from the respondents’ narratives provides deeper insight into the quantitative results. Additional data that emerged from the qualitative interpretation revealed other factors that are related to emotional appraisal, psychological safety, resilience, and organizational commitment. Practical implications: The findings shed light on the need to understand an individual’s emotional appraisal when instilling workplace resilience. Further, promoting psychological safety, such as by involving employees in the change process, managing fairness perception, and eliciting trust, enhances organizational commitment in the workplace. Integrating open communication, management intervention, and coaching programmes should form part of the employee engagement and development functions to help build organizational resilience and commitment. Originality/value: This research is an original contribution conducted during the global health crisis that led to abrupt changes in the workers’ lives and the workplaces in Singapore. Research implications: This present study demonstrated constructive findings on emotion regulations and perceived psychological safety associated with resilience and commitment amid the disruptive changes in work practices at the workplace. Further, the outcome of the study shows the mediating effect of self-emotional appraisal on psychological safety and resilience. The result draws parallels with past literature that showed that individuals who appraised their emotions tended to recalibrate and recognize their subjective behaviour and take actions to modify it. Social implications: Emotion regulation connotes employees’ emotion coping strategies, and research showed that emotion reappraisal produces a positive effect on workplace relationship quality.