Articles

Determinants of Employee Mental Health in Contemporary Work Environments: A Systematic Literature Review

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Mental health has become a critical dimension of workforce sustainability as contemporary organizations confront rising job demands, digital acceleration, and shifting work structures. This systematic literature review synthesizes empirical evidence on determinants of employee mental health from 25 internationally published and peer-reviewed articles spanning 2000–2025. Literature retrieval was conducted across Scopus, Web of Science, EBSCOhost, ScienceDirect, and SAGE Journals using Boolean operators such as (“employee mental health” OR “psychological well-being” OR “occupational mental health”) AND (“job demands” OR “technostress” OR “workload” OR “leadership” OR “organizational climate”). The initial search identified 1,872 records. After duplicate removal, title–abstract screening, full-text assessment, and methodological filtering based on PRISMA 2020 guidelines, 25 articles met the eligibility criteria and were included in the narrative synthesis.

The findings reveal three dominant clusters of determinants: individual factors, job-related factors, and organizational-level conditions. Individual determinants—such as psychological capital, coping strategies, personality traits, and resilience—shape susceptibility to stress and burnout. Job-related determinants, including workload intensity, role ambiguity, emotional labor, digital work intensification, and technostress, consistently predict psychological strain. Organizational determinants, particularly leadership style, organizational justice, social support, perceived fairness, and work–life policy structures, demonstrated the strongest influence on employee well-being, with supportive climates significantly mitigating anxiety, burnout, and depressive symptoms. Newer evidence also highlights constant connectivity, algorithmic management, and remote-work demands as emerging psychosocial risks that redefine mental-health conditions in contemporary workplaces.

Overall, the review indicates that employee mental health is a multidimensional outcome shaped by interdependent determinants. These insights underscore the need for integrative organizational interventions and more longitudinal, multilevel research to capture the evolving complexities of modern work.

The Effect of Organizational Support and Work Stress on Employee Performance with Satisfaction as a Mediating Variable

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The hospitality industry in Bali has great potential in line with the growth of new tourist destinations and changes in global tourism trends. This study aims to examine the theoretical and practical implications related to organizational support and employee performance in 3-star hotels in Badung, Bali. Data collection was conducted by distributing questionnaires to 110 employees of 3-star hotels in Badung Regency, Bali. Data analysis used inferential analysis using SEM PLS. Based on the results of the study, it was found that organizational support had a positive and significant effect on employee job satisfaction and performance. Job stress had a significant negative effect on employee job satisfaction and performance. In addition, job satisfaction was able to partially mediate the relationship between organizational support and job stress on the resulting performance. The theoretical implications of this study contribute to equity theory and social exchange theory, which show that a reciprocal relationship between organizations and employees based on fair support will increase employee motivation and performance. Conversely, high job stress can decrease satisfaction and performance, due to an imbalance in the relationship.