Employment practices that support happiness at work are critical tools for developing a sustainable workforce. In today’s challenging environment, both economically and environmentally, the contribution of a sustainable workforce, which is the most critical asset for hospitality businesses to survive and succeed, cannot be ignored. This study explores the effects of motivational dimensions on happiness at work. These relationships were evaluated using the SPSS for Windows 25.0 and AMOS 23.0 programs. For this purpose, data were collected from 271 female employees in various four- and five-star hotels in North Cyprus. As predicted, the results revealed that motivational dimensions affect the dimensions of happiness at work. This study confirmed that a better understanding of employees’ needs and demands would encourage motivation and result in happier employees. The findings offer important implications for hospitality industry organizations seeking to maximize employee happiness in the workplace and strive for the sustainability of their workforce.

This study investigates how resilience and multidimensional happiness at work (HAW), comprising work engagement, job satisfaction, and affective organizational commitment, contribute to grit among employees in high-pressure service environments. Drawing on Fredrickson’s Broaden-and-Build Theory, we test a model using data collected in 2024 from 293 employees at an international airport in Cyprus. Structural equation modeling reveals that resilience significantly enhances both grit and all three HAW dimensions. Among them, affective commitment emerged as a key mediator linking resilience to grit, while job satisfaction showed a surprising negative effect on grit. These findings highlight the importance of fostering eudaimonic rather than purely hedonic well-being to build sustainable motivation in emotionally demanding roles. Our results contribute to the sustainable work and well-being literature by positioning resilience and commitment as psychological resources that support organizational adaptability and long-term employee performance. This study offers actionable insights for leadership, HR strategy, and the promotion of sustainable workplace cultures, particularly in aviation and airport operations, where employee well-being directly impacts safety, service quality, and crisis readiness.

The present study examines happiness and culture from a cross-cultural and interdisciplinary perspective. Addressing cultural barriers and aligning institutional values with cultural norms is crucial. Developing and precisely measuring a framework for a healthy culture can enhance wellness initiatives at work and foster inclusive workplaces. The cultural viewpoint on employee well-being and the effects of culture on relationships and values must thus be explored through research. Five research questions were designed to answer this purpose: 1) What is the relationship between happiness and culture in various settings? 2) What are the commonalities and differences across the studies? 3) What is the role of culture in promoting employee well-being and happiness? 4) What factors influence this relationship? 5) What are the limitations of the studies and the need for further research? The systematic literature search was conducted using the Web of Science, and the included studies were synthesized using a narrative synthesis approach. The studies demonstrate a complex relationship between happiness and culture in various settings. The research reveals that cultural differences significantly shape employees' perceptions of happiness and the factors impacting their subjective well-being at work. The findings indicate that cultural norms and values influence how employees express and regulate emotions in customer service interactions and the workplace. The research also suggests that the relationship between happiness and culture is complex and can be influenced by factors within and outside the employee. However, the studies have limitations, such as lack of generalizability, and may not fully account for other factors that can impact happiness and culture in the workplace.

Rapid technological advancement is transforming contemporary organizations and reshaping the future of work. Artificial intelligence (AI), automation, digital communication technologies, and data-driven systems increasingly influence organizational structures, managerial practices, employee experiences, and workplace interactions. While these developments offer important opportunities to improve efficiency, flexibility, and innovation, they also raise significant concerns about employee well-being, ethical responsibility, privacy, surveillance, and workforce adaptation. This chapter examines the evolving relationship between humans and technology from a human-centered perspective. First, it briefly discusses the historical evolution of workplace technologies, from the Industrial Revolution to the current era of AI-driven digital transformation. Second, the chapter explores human–technology synergy and emphasizes the importance of collaboration and complementarity between human and technological capabilities in organizational settings. Third, it examines the growing role of human-centered technology in supporting employee well-being, inclusivity, participation, and ethical organizational practices. The chapter also discusses the organizational implications of AI integration, including changes in job roles, decision-making processes, workplace flexibility, and employee adaptation. Finally, key challenges associated with technology integration, such as algorithmic bias, workplace surveillance, digital fatigue, and technological dependency, are addressed alongside potential future directions of human–technology collaboration. Overall, the chapter argues that successful digital transformation requires organizations to balance technological advancement with human values, needs, and capabilities. The long-term sustainability of workplace technologies depends not only on operational efficiency but also on organizations’ ability to foster ethical, adaptive, and mutually beneficial relationships between humans and technology.