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The purpose of this paper is to investigate if study–life integration practice has an influence on young adult students’ mental health. Study–life integration in this paper is viewed from the occurrence of conflict and enrichment between two domains – study life and personal life.

This study used a quantitative approach with cross-sectional design. A total of 399 young adults from a university in the Klang Valley, Malaysia, were recruited as respondents. The result was analysed using SPSS hierarchical regression method.

This paper offers empirical evidence on study–life integration influences on young adults’ mental health. The findings from this paper suggested that higher anxiety and social dysfunction symptoms were linked to frequent conflict caused by interference from study to personal lives. The main sources for these conflicts were high academic stress and excessive academic-related behaviour. The findings also suggested that greater academic achievement, although improving young adults’ personal life, was associated with greater symptoms of social dysfunction. On a positive note, the feeling of positive emotion experienced from study life associated with less social dysfunction.

Providing better access to social and community facilities within the institution is essential to help the young adults to effectively bridge the gap between study life and personal life. Opportunity to pursue personal life in the institution can promote a healthier relationship between the study and personal domains among young adults. A healthy relationship between these two domains can nurture positive emotion, which is a key to improving young adults’ mental health.

This paper aims to examine the link between spirituality, work-life integration, work passion and mental health among millennial employees. It also tests the mediating effect of the dualistic model of work passion in the framework.

A cross-sectional quantitative design was adopted using samples of 167 millennial employees from the education and service sectors. Results were analysed using Statistical Package of Social Science, Process macro extension and AMOS modelling software.

The findings indicated that millennials’ spirituality was positively linked to harmonious passion, while work-life integration was positively linked with obsessive and high mental health symptoms. Mediating effects were also discovered in which harmonious passion fully mediated the positive relationship between spirituality and mental health symptoms. While obsessive passion partially mediated work-life integration and mental health symptoms.

This paper highlights the mediating influence of millennials’ work passion for explaining their mental health symptoms. It also suggests the practicality and essential roles of spirituality and work-life integration in managing the mental health of existing and future millennials in the workforce.

This paper presents a moderated mediation model of job crafting and turnover intention grounded in the affective events theory. It examines the mediating role of affective organisational commitment (AOC) and the moderating effect of entrepreneurial leadership (EL) on the link between millennials’ job crafting, AOC and, subsequently, turnover intention.

A sample of 352 millennials was analysed using structural equation modelling (SEM) and SPSS.

AOC mediated the relationship between two job crafting dimensions – increasing structural job resources and challenging job demands – and turnover intention among millennial workers. Moreover, EL enhances the relationship between these dimensions and AOC.

This paper offers insights into millennials’ work behaviour, highlighting the role of AOC in retention and the significance of EL in strengthening millennials’ emotional commitment, especially from those working in an SME context.

This paper aims to examine work design and the linkages of work design with the work–life balance of academics in higher education (HE).

A sample of 307 academics was recruited for this study. The result was analysed using SPSS (statistical package of social science) and AMOS (analysis of moment structure) structural equation modelling (SEM).

This paper discovered that high autonomy, task significance, task identity and feedback were linked to greater work-to-family enrichment (W-FE) levels amongst academics, whilst, low job autonomy, task identity and task significance were linked to high work-to-family conflict (W-FC) levels.

This paper highlights the importance of promoting good academics' work–life balance by evaluating and improvising the academics' work design.

The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work.

This study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6).

The study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB.

Nurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB.

Investment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.

This study aims to explore the associations between emotional intelligence (EI), organizational justice (OJ) perceptions and work outcomes. The study proposes a model where EI is linked to job satisfaction and turnover intentions through the three dimensions of organizational justice.

In all, 556 employees in the Malaysian service sector were used as samples for this study. Analysis was performed using SPSS and AMOS structural equation modelling (SEM) path analysis to test the study’s hypotheses.

Results indicate that EI had a significant direct effect on all organizational justice sub-dimensions (distributive, procedural and interactional justice) as well as on job satisfaction and turnover intentions. However, only distributive justice was found to partially mediate the relationship between EI, job satisfaction and turnover intentions.

This study provides further insights into the mechanisms through which trait EI impacts service sector employee workplace attitudes. It also investigates the role of trait EI in deciphering why employees may differ in their OJ perceptions and deepens understanding of the discrete roles that organizational justice sub-dimensions perform.

This paper investigates the linkage between work–family conflict, turnover intention (TOI) and job satisfaction (JS) in the context of millennial workers. It also examines the role of burnout as a mediator in this relationship, acknowledging the unique struggles of this generation.

About 352 millennials were recruited for this study. Data were collected using an online survey, and analysis was performed using path analysis and structural equation modeling.

This study found a significant association between work-to-family conflict with TOI and JS but not family-to-work conflict. Burnout is found to be a partial mediator for the relationship between work-to-family conflict and the outcomes. In comparison, it is a full mediator for family-to-work conflict.

Findings from this study reveal that work–family conflict influences millennials’ job satisfaction and turnover intention through their burnout experience. Hence, organizations should focus on strategies aiming to mitigate work-family conflict and burnout.

This study unveils the mechanism of burnout in explaining work–family conflict and the JS and TOI of millennial workers. It outlines suggestions and ways to manage millennials at work through a responsive environment toward both their work and life aspects.

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family small-to-medium-sized enterprises (SMEs). Current, research regarding the determinants of nonfamily employees' job satisfaction and turnover intentions has largely focused on the effects of family influence and family firm characteristics. Accordingly, not much is known of how the job characteristics and emotions of nonfamily employees influence their job satisfaction and intention to quit.

Data were collected from 160 nonfamily employees across 28 family-SMEs. Process macro was used to analyze the mediating role of nonfamily employees' work passion in the relationship between their job autonomy and job satisfaction and intention to quit.

Findings showed that nonfamily employees' job autonomy only had a significant direct effects on their job satisfaction and not their intention to quit. Subsequently, nonfamily employees' work passion was found to only partially mediate the relationship between their job autonomy and job satisfaction.

By focusing on the concepts of job autonomy and work passion, the study adds additional insights about the drivers of nonfamily employees' pro-organizational attitudes in family-SMEs. Also the study represents one of the first efforts in the literature to establish a link between job autonomy and the work passion of nonfamily employees with respect to their job satisfaction.