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A framework for understanding the different types of stress management interventions and their possible outcomes is provided. The various empirical investigations into worksite stress management interventions are then reviewed within the context of this paradigm. Questions are raised about the efficacy of these interventions in terms of individual and/or organisational outcomes, and where future programmes and research should be undertaken.

The purpose of this article is to explore the interrelationship between workplace stress, coping and resiliency and their influence on employee health and productivity.

This general review includes an examination of selected theoretical models within the areas of stress, coping and resiliency. In addition, a conceptual framework is presented which emphasizes the role that personality characteristics and coping strategies play in impacting employees' overall health and productivity within the workplace.

Through this general review, there is a recognition of the importance of both personality characteristics and coping strategies and their associated influence on employee health and productivity – specifically within Civil Service work settings.

Managers, executives and human resource management practitioners are presented with proposed strategies as a means of examining coping, resiliency and workplace stress within Civil Service work environments.

This article offers readers further insights into understanding why some employees are more or less resilient, given the same stressful situation. In today's Civil Service work environment, continually shifting performance expectations and media/public scrutiny are just two of the features common to working for government agencies. Therefore, the issue of understanding and building resilient Civil Service workforces that are able to handle the multitude of unique demands and constraints placed on them seems not only intriguing, but necessary.

The need to improve the mental health of construction personnel has increased owing to high rates of mental health problems. Hence, a proper evaluation of a mix of implementable intervention strategies in the workplace will assist in achieving good mental health. Although there are recommendations in occupational health literature on strategies that can be adopted, it is unknown how they fit appropriately into the construction industry. Therefore, the purpose of this study is to identify the mix of strategies for the construction industry and their criticality.

Drawing from the context of developing countries with Nigeria as a case study, data was collected using the quantitative technique. A questionnaire survey consisting of 31 intervention strategies was administered to a purposive sample of 45 experts in the Nigerian construction industry. The data collected was analyzed using mean score analysis and fuzzy synthetic evaluation.

The study revealed that strategies focused on boosting employee morale and engagement and interpersonal relationship offer higher chances of improving mental health among construction personnel. The study showed that implementing job crafting and sculpting may benefit the industry. The analysis showed that the overall criticality of the intervention strategies to the Nigerian construction workplace is high, suggesting that if implemented, the mental health of construction personnel can be improved.

The study provides an initial understanding of the most critical multi-level intervention strategies to enhance good mental health among construction personnel in Nigeria and the global construction industry. These findings serve as a guide to policymakers and advocate the implementation of strategies to adopt for a psychologically healthy construction workplace in developing countries.

This study bridges the gap between sensory marketing and the use of the internet of things (IoT) in upscale hotels. This paper aims to investigate how stimulating guests’ senses through IoT devices influenced their emotions, affective experiences, eudaimonism (well-being), and ultimately, guest behavior. The authors examined the potential moderating effects of gender.

Research conducted comprised an exploratory study, which consisted of interviews with hotel managers (Study 1) and an online confirmatory survey (n = 357) among hotel guests (Study 2).

The results showed that while the senses of smell, hearing and sight had an impact on guests’ emotions, the senses of touch, hearing and sight impacted guests’ affective experiences. The senses of smell and taste influenced guests’ eudaimonism. The sense of smell had a greater effect on eudaimonism and behavioral intentions among women compared to men.

This study concentrated on upscale hotels located in Europe. Further research may explore the generalizability of the findings (e.g. in other cultures, comparison between high-end and low-end hotels).

Managers of upscale hotels should apply congruent sensory stimuli from all five senses. Stimuli may be customized (“SoCoIoT” marketing). IoT in hotels may be useful in the aftermath of the COVID pandemic, as voice commands help guests avoid touching surfaces.

IoT can be applied in creating customized multi-sensory hotel experiences. For example, hotels may offer unique and diverse ambiances in their rooms and suites to improve guest experiences.

Examines the mature market, defined as consumers age 50 years or older, and reviews 33 segmentation methods for the mature market and identifies five key segmentation criteria: discretionary income, health, activity level, discretionary time, and response to others. Integrates methods devised by other researchers and provides marketers with a step‐by‐step, actionable segmentation method based on these five criteria. Offers implications for managers.

Success of retail firms is dependent on a motivated workforce, yet little is known about what job characteristics motivate employees from former command economies. Investigates 11 valent job motivators for Russian and Polish retail sales staff and their expectations of receiving these rewards. Retail sales managers rated the importance of these motivators to their employees. Data were collected in two Russian and two Polish cities. The most important motivators to Russian and Polish sales employees are pay and friendliness of co‐workers. In most cases, managers’ perceptions of job motivators were similar to their employees. The expectation of receiving incentives were measured and results show both Russian and Polish employees had significantly lower expectations of receiving all 11 job motivators relative to the importance they attached to them.