This research proposes analyzing the influence of new ways of working (NWW) on healthcare professional’s well-being and how these may affect work performance and public service motivation. These variables and relationships were important before COVID-19 pandemic, and everything points to the fact that during and after the pandemic their importance will be higher. To buffer the potential negative effects of implementing the NWW, both organizations and employees must identify personal (psychological capital) and job resources (inter-role conflict, psychological empowerment, meaning of work) capable of acting as effective moderators to promote employee well-being and avoid negative experiences at work. This paper aims to shed light on new ways of coping and adapting to uncertain job requirements such as those that have arisen during COVID-19. Moreover, it highlights the great changes that public healthcare needs to face to improve the quality of the service offered to society. It is urgent that public administrators and human resources managers design effective strategies and make effective decisions in which employee well-being and service quality are main priorities.

The nature and characteristics of the current work environment of law enforcement professionals point out role-conflict situations as one of the main reasons leading to the occurrence of hostile behaviors and the worsening of employees’ well-being. Precisely, this research analyzes the mediating role of role conflict between laissez-faire leadership and hostility or police professionals’ emotional exhaustion. To mitigate the negative effects of role-conflict situations, the moderating role of certain personal resources such as self-efficacy, and organizational variables such as interactional justice, the meaning of the work and family–work enrichment is also analyzed. Structural equation modeling and multigroup analysis are used in a sample of 180 police professionals. The results show that role conflict fully and positively mediates the relationships between laissez-faire leadership and hostile behaviors or emotional exhaustion. Moreover, self-efficacy and interactional justice moderates the relationship between laissez-faire leadership and role conflict; the meaning of the work moderates the relationships between role conflict and hostile behaviors, and family–work enrichment moderates the relationship between role conflict and employees’ emotional exhaustion. The huge relevance of the work of law enforcement professionals and its implications for society justify this research, which aims to highlight the importance of avoiding role-conflict situations to improve labor welfare and prevent counterproductive and unhealthy behaviors.

Purpose: This study analyzes the mediating effect of emotional exhaustion between certain job demands (workload, role conflict, and influence at work) and employees' work attitudes (affective commitment and turnover intention) in public healthcare. Furthermore, it analyzes the moderating effect of possibilities for development and the degree of freedom at work between the above-mentioned job demands and emotional exhaustion.Design/methodology/approach: A total of 512 healthcare professionals participated in the study. The data were analyzed using structural equation modeling and a hierarchical multiple regression analysis.Findings: The results show that emotional exhaustion fully mediates the relationship between job demands (workload and role conflict) and work attitudes (affective commitment and turnover intention). Moreover, the possibilities for development and degree of freedom at work moderate the relationship between role conflict and emotional exhaustion.Practical implications: Strategies should be designed to prevent employees from becoming emotionally exhausted and lead them to feel more motivated, which results in a more effective public healthcare service.Originality/value: This study stresses the importance of analyzing the role of emotional exhaustion in the public healthcare context. It demonstrates the mediating role of this variable between several antecedents and consequences, and it analyzes whether other relevant variables can moderate the negative effects of emotional exhaustion.

Purpose: Public police professionals must deal with complex and disruptive social, political and organizational environments. This fact highlights the key role that leadership can play in effectively managing their work, while also ensuring their well-being. The aim of this research is to analyze the influence of laissez-faire versus authentic leadership on the work engagement of police professionals, considering the mediating role of emotional exhaustion and the moderating role of resilience and self-efficacy. Design/methodology/approach: Structural equation modeling and hierarchical multiple regression analysis were used in a sample of 184 public police professionals. Findings: The results show that emotional exhaustion partially mediates the relationship between authentic leadership and work engagement, and fully mediates the relationship between laissez-faire leadership and work engagement. Moreover, resilience moderates the relationships between authentic leadership, emotional exhaustion and work engagement; and self-efficacy moderates the relationships between laissez-faire leadership and emotional exhaustion and between laissez-faire leadership and work engagement. Originality/value: This study highlights that constructive leadership is an important driver of positive experiences at work; it is necessary to change from passive to constructive leadership; and it is important for the combination of psychological resources and positive leadership to improve police professionals’ well-being.

This study aims to analyze the combined effect of five conditions—influence at work, interactional justice, workload, laissez‐faire leadership, and emotional exhaustion—on the absence of work engagement in public police professionals. Using qualitative comparative analysis on a sample of 119 police professionals, the results show that none of the conditions on their own is necessary to lead to the absence of these professionals' work engagement. In addition, five casual configurations allow for the conclusion that influence at work, interactional justice, emotional exhaustion, and laissez‐faire leadership are key conditions, while workload is less decisive in leading to the absence of work engagement in police professionals. The results inform managers of public police institutions on what variables can further contribute to creating workspaces in which learning, professional development, and positive experiences prevail among employees. This study is especially valuable to police professionals because the very nature of their work leads to engagement in acquiring a very powerful meaning.

Purpose: New ways of working (NWW) is an emerging trend in contemporary organisations, driven by the need to be flexible and adapt quickly to changes. Thus, NWW provides employees with greater control over their working time, also increasing their autonomy with the support of ICTs. However, the adoption of flexible work arrangements can be a source of a wide range of concerns, which can influence employees’ well-being and happiness at work. This research aims to develop an overall framework to guide future research on new flexible work models. Methodology: This theoretical overview proposes to analyse the influence of e-demands (technostress, e-work-life balance, etc.) resulting from NWW adoption on employees’ e-well-being (e-psychological well-being, e-emotional exhaustion, etc.) and e-happiness. To mitigate the potential negative effects of NWW practices, both organisations and employees should identify personal e-resources (e-psychological capital, e-work self-efficacy, e-psychological empowerment) and job e-resources (e-engaging leadership, e-work effectiveness) that can serve as effective moderators to promote employees’ well-being. Results: The proposed model attempts to provide an overview based on available knowledge about the relationships between e-demands, employees’ e-well-being and personal and job resources in e-work contexts. Practical implications: This research aims to shed light on the need for effective strategies to adapt the NWW to work environments characterised by higher levels of flexibility and the intensive use of ICTs, with the aim of guaranteeing employees’ well-being, health and happiness, and achieving better results.