Occupational Health in the Age of Artificial Intelligence: A Perspective from Happiness Management

Guest Editors:

Rafael Ravina-Ripoll, University of Cádiz, Spain
Mario Alberto Salazar-Altamirano, Autonomous University of Tamaulipas, Mexico
Orlando Josué Martínez-Arvizu, Autonomous University of Tamaulipas, Mexico

Aims and scope of the Call for Papers

The concept of occupational health has undergone a substantial transformation in recent decades, expanding its focus beyond the mere prevention of physical risks to incorporate new dimensions related to psychological well-being, professional satisfaction, a sense of purpose, and the consolidation of positive organisational cultures (Kirsten, 2022; Jain et al., 2021). This shift reflects an evolution in how workplace health is understood, no longer conceived solely as a legal or functional obligation, but rather as a strategic resource with a direct impact on sustainability, resilience, and business competitiveness (Mavroulidis et al., 2022).

In this new ecosystem, contemporary management models are increasingly called upon to proactively integrate policies and practices aimed at fostering organisational happiness (Ravina-Ripoll et al., 2024). This approach transcends the improvement of individual well-being and is consolidated as a driving force for efficiency, continuous innovation, and high collective performance (Zhang et al., 2024). Thus, well-being ceases to be viewed as an abstract ideal and becomes a concrete tool for organisational transformation and the creation of sustainable value (Helne, 2021).

Recent phenomena such as the Big Quit, quiet quitting, rising burnout, and growing emotional disengagement reveal a structural malaise among employees, who often do not find in their workplaces the necessary conditions to ensure their overall well-being (Georgiadou et al., 2025; Ng et al., 2025). This discontent is further intensified in a global context marked by uncertainty, accelerated digitalisation, cognitive overload, and social isolation, factors that are especially relevant in hybrid or fully remote work settings (Formica & Sfodera, 2022).

Simultaneously, the widespread adoption of emerging technologies such as artificial intelligence (AI), machine learning, robotics, and algorithmic systems is rapidly reshaping the nature of work, occupational roles, and human–machine interaction dynamics (Brewster & Machado, 2025). This technological evolution not only presents adaptation challenges but also demands an ethical and human-centred reflection on the implications of automation for mental health, emotional well-being, and organisational cohesion (Dutta & Mishra, 2023).

In this context of disruptive transformation, business management can no longer be confined solely to the maximisation of productive efficiency. Rather, it is called upon to play a proactive role in the creation of inclusive, emotionally sustainable, and resilient work environments (Ravina-Ripoll et al., 2025). In this regard, the framework of happiness management, complemented by insights from positive organisational psychology, offers a solid conceptual and methodological foundation to guide this transition towards people-centred models (Galván-Vela et al., 2024). These approaches emphasise that organisational happiness must be understood as a non-negotiable condition that drives innovation, productivity, employee loyalty, and collective learning, thus becoming an intangible asset essential to ensuring organisational success (Martínez-Arvizu et al., 2025; Salazar-Altamirano et al., 2024).

Despite growing interest in these topics, significant gaps persist in both academic literature and organisational practice: How can well-being be effectively measured and managed in digital and technology-driven environments? (Büchi, 2021). How can empathy and ethics be integrated into algorithmic decision-making? (Mercader et al., 2025). What strategies enable the construction of organisational cultures that promote shared purpose, equity, and sustainability? (Jaganjac et al., 2024). How can organisations reconcile the use of AI with the development of human talent? (Singh et al., 2025).

This Special Issue seeks to contribute to addressing these questions by fostering a multidisciplinary, critical, and practice-oriented perspective on occupational health in the digital age. In alignment with the Sustainable Development Goals (SDGs), particularly SDG 3 (Good Health and Well-being), SDG 8 (Decent Work and Economic Growth), and SDG 9 (Industry, Innovation and Infrastructure), this call invites researchers, scholars, and professionals to reflect on how to design people-centred organisational innovations.

Special consideration will be given to contributions that:

  • provide empirical evidence on the relationship between technology, occupational health, and organisational performance;
  • propose new models of ethical, collaborative, and well-being-oriented leadership;
  • explore the relationship between digital transformation, corporate social responsibility, and a culture of happiness within organisations;
  • analyse how organisational design can contribute to emotionally sustainable work environments;
  • examine cases of success and failure in the implementation of well-being strategies in technologically advanced companies.

Suggested topics (non-exhaustive):

  • the impact of Artificial Intelligence on occupational health and workplace well-being;
  • happiness management as a strategic model in innovation contexts;
  • positive psychology and leadership for organisational sustainability;
  • quiet quitting and emotional disengagement in digital environments;
  • healthy entrepreneurship: occupational health and well-being in startups and innovative SMEs;
  • new forms of hybrid and remote work: challenges for satisfaction and cohesion;
  • assessment of subjective happiness in the workplace;
  • ethical AI and mental health: risks and opportunities in talent management;
  • internal branding, social marketing, and purpose-driven organisational culture;
  • human-centred organisational design and inclusive innovation models;
  • intersections between occupational health, gender equity, and social justice in technological contexts;
  • well-being as a competitive advantage in entrepreneurial and collaborative ecosystems.

Submission Guidelines

Submission deadline: June 30, 2026
Peer review process completed: September 30, 2026
Final version of accepted papers: December 31, 2026
Estimated publication date of the issue: 2027

Manuscripts must be submitted in English, with a length between 8,000 and 12,000 words (exluding references), and must comply with the style and formatting guidelines of the JEMI journal, available at: https://jemi.edu.pl/submission-and-policy. Submissions that do not adhere to these formal requirements will be desk-rejected.

Manuscripts should be sent to This email address is being protected from spambots. You need JavaScript enabled to view it., with the subject line: "Workplace Wellbeing in the Age of Artificial Intelligence"

References

  • Brewster, C., & Machado, C. F. (2025). Continuity and change in HRM: A (slightly) subversive view. In Lecture notes on multidisciplinary industrial engineering (pp. 3–18). https://doi.org/10.1007/978-3-031-89948-5_1
  • Büchi, M. (2021). Digital well-being theory and research. New Media & Society, 26(1), 172–189. https://doi.org/10.1177/14614448211056851
  • Dutta, D., & Mishra, S. K. (2023). Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations. Personnel Review, 53(5), 1129–1156. https://doi.org/10.1108/pr-11-2022-0832
  • Formica, S., & Sfodera, F. (2022). The great resignation and quiet quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing & Management, 31(8), 899–907. https://doi.org/10.1080/19368623.2022.2136601
  • Galván-Vela, E., Ravina-Ripoll, R., Salazar-Altamirano, M. A., & Rodriguez-Sorzano D. (2024). El trinomio compromiso, satisfacción y justicia organizacional en el binomio felicidad e intención de rotar. Retos, 14(28), 187–202. https://doi.org/10.17163/ret.n28.2024.01
  • Georgiadou, A., Vezyridis, P., & Glaveli, N. (2025). “You pretend to pay me; I pretend to work”: A multi‐level exploration of quiet quitting in the Greek context. Human Resource Management, 64(4), 923–941. https://doi.org/10.1002/hrm.22292
  • Helne, T. (2021). Well-being for a better world: the contribution of a radically relational and nature-inclusive conception of well-being to the sustainability transformation. Sustainability Science Practice and Policy, 17(1), 220–230. https://doi.org/10.1080/15487733.2021.1930716
  • Jaganjac, B., Hansen, K. W., Lunde, H., & Hunnes, J. A. (2024). The role of organizational culture and structure in implementing sustainability initiatives. Business Ethics the Environment & Responsibility. https://doi.org/10.1111/beer.12710
  • Jain, A., Hassard, J., Leka, S., Di Tecco, C., & Iavicoli, S. (2021). The role of occupational health services in psychosocial risk management and the promotion of mental health and well-being at work. International Journal of Environmental Research and Public Health, 18(7), 3632. https://doi.org/10.3390/ijerph18073632
  • Kirsten, W. (2022). The evolution from occupational health to healthy workplaces. American Journal of Lifestyle Medicine, 18(1), 64–74. https://doi.org/10.1177/15598276221113509
  • Martínez-Arvizu, O. J., Salazar-Altamirano, M. A., Galván-Vela, E., Anaya-Aguilar, R., & Anaya-Aguilar, C. (2025). Happiness at work in small and medium-sized enterprises: An analysis of innovation and creativity. BMC Psychology, 13(1). https://doi.org/10.1186/s40359-025-02980-x
  • Mavroulidis, M., Vouros, P., Fotiadis, S., Konstantakopoulou, F., Fountoulakis, G., Nikolaou, I., & Evangelinos, K. (2022). Occupational health and safety of multinational construction companies through evaluation of corporate social responsibility reports. Journal of Safety Research, 81, 45–54. https://doi.org/10.1016/j.jsr.2022.01.005
  • Mercader, V., Galván-Vela, E., Salazar-Altamirano, M. A., & Ravina-Ripoll, R. (2025). Business ethics, corporate social responsibility and fostering innovation as predictors of employee happiness. Suma De Negocios, 16(34), 92–103. https://doi.org/10.14349/sumneg/2025.v16.n34.a9
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  • Salazar-Altamirano, M. A., Galván-Vela, E., Ravina-Ripoll, R., & Bello-Campuzano, M. R. (2024). Exploring job satisfaction in fitness franchises: A study from a human talent perspective. BMC Psychology, 12(1). https://doi.org/10.1186/s40359-024-01855-x
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Guest Editors

Rafael Ravina-Ripoll, Researcher, University of Cádiz, Spain

Rafael Ravina-Ripoll has held a Ph.D. in History since 2015 and is currently an Associate Professor of Business Organisation at the University of Cádiz (Spain). He is a member of the “Labour Sciences” Research Group and of INDESS (University Institute for Sustainable Social Development at the University of Cádiz). He has been a visiting professor at the University of Westminster, Business and Law, Frankfurt University of Applied Sciences, and the University of Verona, where he has delivered lectures on happiness management. His main lines of research focus on happiness and happiness management. He is the author of more than 110 research articles published in academic journals indexed in Scopus and WoS, as well as numerous book chapters released by leading publishers listed in the SPI. His work has received over 650 citations in WoS, with an h-index of 17. He has reviewed more than 270 articles, as recorded on the WoS platform. Additionally, he has served as a guest editor for journals indexed in Scopus and WoS on the topic of happiness management. He is a member of the editorial boards of Healthcare Analytics and Revista Jurídicas CUC. He currently serves as Director of the International University Network of Happiness.

Mario Alberto Salazar-Altamirano, Researcher, Universidad Autónoma de Tamaulipas, Mexico

Mario Alberto Salazar-Altamirano is a Mexican scholar and consultant specialising in workplace happiness, internal marketing, and organisational behaviour. He holds a Law degree from the Universidad Autónoma de San Luis Potosí, an MBA in Finance from Universidad TecMilenio, and is currently developing his research project entitled “The Map of Happiness: Validation of a Model in the Business Context of Northern Mexico” within the Strategic Business Management programme at the Universidad Autónoma de Tamaulipas. His scientific production is distinguished by linking organisational well-being with contemporary dynamics of management, innovation, and entrepreneurship. Recent contributions include the analysis of creativity and innovation as drivers of happiness in SMEs (BMC Psychology), the study of organisational justice and commitment in relation to turnover intention (RETOS), and the exploration of the role of artificial intelligence in fostering creativity and student well-being (Encontros Bibli). He has also examined how business ethics and corporate social responsibility act as strategic enablers of employee happiness (Suma de Negocios). He has served as Guest Editor for Emerald journals, leading special issues on the intersection of artificial intelligence, well-being, and organisational success. He is an active member and Latin American representative of the International University Network of Happiness and has also served as a scientific reviewer for prestigious journals published by Springer Nature, Emerald, and Elsevier. His passions include teaching, applied consultancy, and promoting innovation and entrepreneurship as drivers of well-being and competitiveness in organisations.

Orlando Josué Martínez-Arvizu, Ph.D., Researcher, Universidad Autónoma de Tamaulipas, México

Orlando Josué Martínez-Arvizu is a researcher in marketing, consumer behaviour, and organisational management at the Universidad Autónoma de Tamaulipas, Mexico, where he teaches courses in market research, business marketing, and marketing fundamentals. As an early-career scholar, he is a member of the International University Network of Happiness and serves as a reviewer for high-impact journals such as Healthcare Analytics (Elsevier), Management Research, and the Journal of Management & Organization (Cambridge University Press). His research focuses on workplace happiness, internal marketing, addictive and responsible consumption, and organisational creativity, generating findings that bridge academic rigour with practical solutions for organisations. He has presented his work at international conferences in Spain, Chile, Peru, and Mexico, and has published in prestigious journals indexed in Scopus and Web of Science. His passions include photography and audiovisual production, which reflect his creative vision and complement his academic career.