Purpose: No systematic review has previously been dedicated to comprehensively investigate predictors of well-being and ill-being in working contexts. Empirical studies have vastly associated well-being as the result of autonomous motivation and basic psychological needs satisfaction, while frustration results in ill-being. The purpose of this study is to integrate the variables identified in empirical studies associated with the occurrence of the phenomena, individual/organizational features and consequences associated with workers' well-being/ill-being.Design/methodology/approach: This systematic review includes 44 empirical studies published up to February 2021. Findings are summarized based on quantitative analysis of the evidence.Findings: Results reinforce the role of self-determined motivation and needs satisfaction in promoting well-being, while amotivation and needs frustration led to ill-being. Besides, they indicate that ill-being can both lead to negative consequences and diminish positive work outcomes. Findings also revealed that: integrated motivation does not seem to be empirically distinct from intrinsic and identified motivation in promoting well-being; introjected motivated behaviors may be less harmful to psychological health than externally oriented ones; the relationship between external motivation and well-being/ill-being requires prospective investigations; and amotivation seems to have a detrimental effect in workers' psychological health.Practical implications: Results provide practical information for HRM practitioners to design work environments and practices that promote employees' psychological health.Originality/value: An unprecedented framework that aggregates empirical findings regarding the antecedents, predictors and consequences of ill-being/well-being in working contexts is presented.

The main purpose of this article is to explore the factors that motivate people to create, develop and maintain a social entrepreneurship project and also to explore the difficulties and expectations social entrepreneurs face. The research is based on an exploratory study that includes the collection and analysis of qualitative data, involving 13 interviews to social entrepreneurs from Portugal.The study provides information about the motivations that take individuals to initiate and maintain a social project, standing out the altruism, the passion, the influence of role models, past volunteering experiences and the willing to create and innovate. The mobilization of financial and human resources, as well as the business bureaucracy, are the most frequent difficulties in the process of social venture creation but the will to fight, the persistence and passion the interviewers have, that is, their motivation, seems to be the motto for continuing to battle for their goal

The current study aims to study Hospital volunteers’ intention to stay in an organization through understanding motivation, management factors, and satisfaction. A total of 304 Hospital volunteers, mainly women, completed a questionnaire measuring motivations, management factors, satisfaction, and intention to stay. In this study, structural equation modeling was used. Results demonstrate that there is a positive relationship between (a) motivation and satisfaction, (b) management factors and satisfaction, (c) satisfaction and intention to stay, and (d) motivation and management factors. These results present important outcomes that should be reflected in the way organizations operate. This research indicates aspects which are most valued by volunteers and allows NPOs to design and establish appropriate and assertive management policies.

This article analyses the effect of employees’ perceptions of corporate social responsibility (CSR) on job engagement, and we measure meaningfulness experienced and the role of cross-level sensemaking factors, such as the bottom-up approach and calling orientation. Drawing on qualitative data, collected among workers that had CSR implemented in their companies, our findings suggest that both calling orientation and meaningfulness influence the positive impact of the CSR perceptions on job engagement through sequential mediation. The calling orientation has an important role in this relationship because meaningfulness alone does not influence the relationship between CSR and job engagement. Additionally, employees’ perceptions of CSR positively influence job engagement. Furthermore, our research indicates that the meaningfulness experienced by workers increases in the presence of a bottom-up approach in what concerns the definition and implementation of CSR actions of the company. Overall, this research expands our understanding of how people find meaningfulness through individual experiences of CSR.