No abstract

The laborer's physical and mental health, well‐being, and happiness are among the major indicators for measuring each nation's sustainable development. A conflictive and hostile external environment (war zone) poses considerable difficulty and psychological distress to workers and nonworkers. Therefore, working in such a physically dangerous business environment may hurt worker's well‐being and happiness that in turn may reduce the workers' productivity at the workplace. A high level of laborers' productivity in public and private sectors is essential for achieving sustainable development in the long term. Therefore, this paper examines the effects of perceived danger on employees' psychological well‐being in war‐torn Afghanistan, an issue being addressed for the first time. We tested the moderating role of social support from coworkers on this effect in order to have a broader vision of which individuals are healthier and happier in a physically dangerous working environment. Two survey data sets were collected from 190 employees working in various small private and public businesses in Herat, Afghanistan. Our results reveal the negative impact of perceived danger on employees' psychological well‐being and that employees who receive little or no social support from their peers feel the negative effects of a physically dangerous working condition even more acutely.

Precarious workers usually have some of the most unstable working conditions in any country. In this research, we firstly investigated the influence of organizational fairness on the emotional exhaustion and leave intentions of Peruvian precarious workers. Then, we tested the mediating role of anomie at work in the relationship between organizational fairness and the emotional exhaustion and leave intentions of precarious workers. To identify the impact of organizational fairness on these workers, we conducted a cross-sectional survey among 206 precarious workers in Peru. Our results showed that treating precarious workers fairly reduced their emotional exhaustion and leave intentions. Furthermore, we found that anomie at work mediate the relationship between organizational fairness and the emotional exhaustion and the relationship between organizational fairness and leave intentions of precarious workers. We provide empirical evidence of the critical role of organizational fairness in the reduction of emotional exhaustion and leave intentions among precarious workers. Examining the consequences of precarious workers’ perceptions of organizational fairness is needed for owners and managers of companies to have a clear understanding of how precarious workers’ working environments may shape their attitudes and work behaviors.

Having sustainable businesses becomes priority for many Latin American countries these years. Socially responsible behaviors (SRBs) of employees in the workplace plays important roles in making businesses more sustainability oriented. The main aims of this research to identify those employees, which involve less in two types of SRBs: societal behaviors and sustainability‐oriented behaviors at the workplace by considering their Dark Triad personality traits. By using survey‐based data from 550 workers in Peru and Ecuador, we found a negative relationship between workers Dark Triad personality traits (Machiavilism and Psychopathy) and their socially responsible behaviors in the workplace. Furthermore, our results show that workers with higher level of Machiavilism and psychopathy has lower level of environmental concerns, which in turn reduce their intentions to involve in socially responsible behaviors in the workplace. Our study advances sustainable business research in Latin America by providing workers Machiavellianism and Psychopathy as a novel predictor of socially responsible behaviors of employees at the workplace.