The importance of sustainable human resource practices is increasing yearly. During COVID-19, many benefits and compensation strategies became increasingly important for employees. Working environments are described as one of the main factors that affects people’s lives while they are at work. This empirical study explores the impact of sustainable total reward strategies on sustainable talented employee performance, satisfaction, and motivation in the education field, using a quantitative research method. Data were collected from an annual survey developed by the Organization for Economic Co-operation and Development (OECD). The participants of this survey were residents of 47 different countries and economies, and a total of 153,682 teachers participated. The annual survey’s main goal is to generate reliable, valid, and comparable population estimates based on sample data. Data were analyzed using Pearson’s correlation and SPSS version 24. The findings of this research show a positive correlation between total sustainable rewards and sustainable employee performance (B = 0.079, p < 0.01), satisfaction (B = 0.370, p < 0.01), and motivation (B = 0.427, p < 0.01). These results might have social and economic implications, especially in the educational sector.

The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector.

This research paper explores the intricate interplay between mental health (MH), quality of life (QOL), religiosity, and social connectedness among students with disabilities. In the context of a growing awareness of the multifaceted nature of well-being, this study aims to unravel the moderating effects of religiosity and social connectedness on the relationship between mental health and the overall quality of life experienced by students with disabilities. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM), this research investigates direct and moderating effects within the proposed conceptual framework. The results indicate that all mental health disorder dimensions (stress, depression, and anxiety) negatively and significantly affect the quality of life of students with disabilities; moreover, the negative impact of stress on QOL is dampened by the moderation effect of social connectedness. Similarly, the negative impact of anxiety on QOL is dampened by the moderation effect of religiosity. However, the findings indicate that social connectedness fails to dampen the negative impact of depression (and anxiety (β = −0.12)) on QOL. Similarly, the findings reveal that religiosity is unable to dampen the negative effect of depression and stress on QOL. These findings’ implications extend to the theoretical and practical domains, informing interventions and support systems aimed at enhancing the overall quality of life of people with disabilities.

Businesses in the hotel and hospitality sectors face significant challenges when they lack originality and creativity. Creativity and innovative behavior are both necessary to increase employee effectiveness. This study aims to investigate how psychological empowerment (PEMP) directly affects employee creativity (EC) and affective commitment (AC) in the Saudi hotel industry. Additionally, this study examines the moderating function of psychological safety (PS) and the mediating role of affective commitment. Data were collected through an online cross-sectional survey of a purposive sample of 536 operational staff at hotels in the Eastern Region of Saudi Arabia. Structural equation modeling was used to test the proposed framework (PLS-SEM). Surprisingly, these findings revealed no significant direct effect of PEMP on EC. However, AC has emerged as a crucial mediating mechanism through which PEMP indirectly fosters creativity. Furthermore, psychological safety (PS) is found to moderate the PEMP–EC relationship, enhancing its impact under favorable conditions. These results highlight the theoretical and practical significance of emotional commitment as a conduit for empowering employees to engage in creative behavior. This study offers new insights into how psychological and organizational factors interact to shape creativity in the hospitality context.

This study aims to fill in a gap by examining how physical activities (PAs), feeling good about oneself physically, and academic performance (ACD_PRF) all work together to influence the overall quality of life (QoL) for vulnerable students. We examined data from 400 vulnerable students studying in various universities and major specializations. We employed the Partial Least Squares–Structural Equation Modeling (PLS-SEM) data-analysis technique to test the validity and reliability of the outer model and to test the hypotheses used in the inner model. The research findings indicate that physical activities and physical self-esteem (PHS) can directly and indirectly improve vulnerable students’ QoL. However, among vulnerable students, ACD_PRF can only strengthen their QoL indirectly through improving their PHS. These findings help us to understand how physical activities, feeling good about one’s body, and ACD_PRF all contribute to these students having a better overall QoL. This knowledge can help us to develop better ways to support vulnerable students and to improve their well-being in all aspects of their lives, bodies, and ACD_PRF, which contributes to these students having a better overall QoL. This knowledge can help us to develop better ways to support students with disabilities (SwDs) and to improve their well-being in all aspects of their lives.