A Study On Optimizing The Organisation System With Focus On Mental Wellbeing, Substance Abuse, Counterproductive Work Behaviour, Resilience And Stress, Using Structured Equation Modeling

doi:10.21203/rs.3.rs-4648416/v1

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A Study On Optimizing The Organisation System With Focus On Mental Wellbeing, Substance Abuse, Counterproductive Work Behaviour, Resilience And Stress, Using Structured Equation Modeling

https://doi.org/10.21203/rs.3.rs-4648416/v1

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Inspired by the principles of Systems Theory, this study explores the modern workplace, as a multifaceted and ever-evolving organisation system in which mental wellbeing, stress, resilience, counterproductive work behavior, and substance abuse are interrelated, impacting one another via feedback loops. Thus, our aim was to evaluate a management framework that addresses how these constructs are connected as well as how to manage them within the workplace. A survey tool with standardized questionnaires was used to collect data from 446 employees. The measurement model demonstrated construct reliability and validity, whereas the structural model examined the strength of linkages. Higher resilience reduced stress, boosting mental wellbeing which acted as a stabilizing influence against substance abuse and counterproductive work behavior. This study highlights the complicated interplay between these variables and emphasizes the critical significance of mental wellbeing in maintaining balance for organizational success.

Workplace Mental Health

Substance Abuse

Counterproductive Work Behavior

Resilience

Stress Management

Interactions of certain dimensions at workplace like - stress, mental wellbeing, resilience, counterproductive work behaviour and substance abuse, becomes crucial impacting both individual and organizational success across industries. As per few reports, an alarming figure of 90% of employees worldwide are suffering from stress (CFAH, 2024) and 65% of employees believe that stress has a detrimental influence on their ability to perform at work. In India, 76% of employees feel the same way (American Psychological Association, 2021). A large majority of workers − 92%, to be exact globally acknowledge the significance of working for an organization that appreciates their emotional and mental well-being, emphasizing the necessity for mental health care at work (Khalid & Syed, 2024). The idea of resilience which is how quickly one bounces back from adversities has been recognized as a dynamic process that has a significant positive impact on employee engagement and job satisfaction (Ibrahim & Hussein, 2024). Aspects like workplace ostracism has been highlighted as a primary factor contributing to employees' unproductive conduct. When employees are ignored or ostracized by their coworkers, it frequently leads to undesirable behaviours that impair work performance and the working environment (Sabir et al., 2024). Substance use issues, which entail the hazardous use of substances such as alcohol, tobacco, and illegal drugs, affect 70% of people who work (Addiction Group, 2024). On exploring theories, Systems Theory was found to be this study’s underpinning theory and inspiration. A comprehensive perspective that takes interactions and feedback loops between elements is provided by systems theory, which emphasizes the relationship and effect of a system's components within a complex network (Bertalanffy, 1969). This theory provides a framework for analyzing the variables in order to understand the disruptions and stabilizing effects in obtaining the optimal equilibrium state of the system for the organization's overall success.

In order to bring innovation in the context of organisation system, human resource management, performance, quality, and business operations, it is imperative that we have a thorough collective understanding and relationships of the variables - resilience, stress, mental wellbeing, and task performance (Rana, 2021). Additionally, developing workable coping mechanisms to overcome difficulties and deepening our understanding of how work environments are changing, addressing new challenges, and creating effective interventions across a range of populations and contexts all depend on understanding of the respective dimensions. There are few studies in the past which have looked at these various elements and aspects, mostly examining discrete variable. However, there are not many studies in the literature today that investigate the interactions between these constructs. There is still a significant knowledge gap about how these concepts relate to one another collectively. By bridging this gap, studies on modern workplace mental health may receive insightful information with useful applications. Thus, this study's objectives are - to investigate the dimensions of mental wellbeing, substance abuse, resilience, counterproductive work behaviour and stress, in the context of the workplace; build a framework thorough structural equation modeling (SEM); assess the constructs via confirmatory factor analysis, analysing the complex relationships between the dimensions. Stable parameter values, overall model fit, strong validity & reliability, and collinearity diagnostics are all emphasized by SEM, which is essential for high-calibre research since they ensure correctness in exhibiting connections (Bollen, 2011).

As part of the literature review, our main objective was to examine the underpinning theory of the study and certain dimensions of mental health and performance at workplace like – stress, resilience, mental wellbeing, substance abuse and counterproductive work behavior, based on previous work done.

On exploring theories, we found that our study is much aligned and draws inspiration from the multidisciplinary theory of complex systems – ‘Systems Theory’, which highlights the relationships between system components and their interactions throughout time within broader settings. It has an all-encompassing perspective, seeing the world as a web of interconnected parts. By showing how changes in one part impact the others, System Theory promotes new ideas by encouraging the understanding of constructs as interrelated. It was developed in biology to explain how intricate relationships exist within organisms and also to be used universally across various fields of studies (Bertalanffy, 1969). The beauty of systems theory is how adaptable and useful it is in a variety of subjects, including management, economics, biology, organizations, psychology, healthcare, and social-ecological studies. It presents an integrated perspective, taking into account the interactions and feedback loops among various system components (Dekkers, 2017; Mele et al., 2010).

While investigating variables which could be asset to an organization system, Resilience was found to be most appropriate. It was observed that, organizations need resilience, which is a meta-capability that can be broken down into stages of anticipation, coping, and adaptation, in order to successfully navigate turbulent and uncertain times; through the examination of the fundamental competencies constituting organizational resilience, resilience helps organizations recover from crises and ensure success in the future (Duchek, 2020). When it comes to software firms, optimizing software boosts resilience, which results in cost effectiveness and the continuation of the service, product, and business overall. Dynamic work environments need effectively utilizing cloud computing and big data, demonstrating workplace resiliency. Exploring the development of personal resilience resources, it includes coping mechanisms and individual strengths, which is crucial for overall well-being because it not only directly predicts mental health and adjustment but also indirectly affects the occurrence of somatic health symptoms, which are bodily signs of distress that may be related to psychological factors (Fullerton, Zhang, & Kleitman, 2021). Employees who help colleagues deal with emotional trauma after major events are known as peer diffusers, and this intervention system helps to build resilience in the workplace; originated in the fire, police, and ambulance services as a crucial part of the Critical Incident Stress Management process (Freeman & Carson, 2007). A study found that there is a significant inverse relationship between the Covid anxiety, resilience, and life purpose among young adults. Thus, fostering resilience, sense of purpose in life and mitigating worries may help avoid mental health illnesses and lower it’s occurrence (Yildirim, Arslan, & Aziz, 2020).

When we examined aspects in the organization systems which may cause disruption, we came across Stress as an important variable. It was found that it is a complex mix of emotional, mental, and physical reactions to a range of situations, including challenges with workforce, financial strains at work, family issues and other reasons. Regretfully, they contribute significantly to a variety of health issues, with stress-related illnesses accounting for a sizable share of primary care doctor visits. Stress has variety of symptoms, including anxiety, insomnia, and heart issues (Sujaritha et al., 2022). Understanding and being able to handle stress are necessary for achieving organizational and personal goals. While certain levels of stress, or "eustress," can be beneficial, excessive stress, or "distress," which can arise from factors like job control and administrative style, can be detrimental to an employee's physical and emotional health. Therefore, it is imperative that employees build their self-control, self-worth, continued professional growth, effective project management, and delegating skills (Panigrahi, 2016). Stress from demanding occupations may affect an employee's performance and well-being; To mitigate this, experts suggest a smart system that employs brain data and machine learning in conjunction with stress-reduction techniques like Binaural Beats or Transcranial Electric Stimulation (Masri et al., 2023). Stress tightly entwines with heightened job insecurity in the Indian workforce, contributing to persistent anxiety and mental turmoil for almost 20% of the population, as evidenced by a 51% increase in stress levels, revealing a pervasive connection of stress between job insecurity, anxiety, and overall well-being in today's dynamic work environment (Sen et al., 2023). There are complicated relationships that go beyond what was previously understood regarding the association between stressful life events, including at work, and risk for disease. There is a need to be more aware of stress as a risk factor for illness because of its significant influence on health outcomes (Cohen, Murphy, & Prather, 2019).

Our research further led to an awareness of Mental Wellbeing as a variable for balance in the organisation system. It maybe considered as an equilibrium state for an individual or organisation for optimum performance, which is paramount. It was found that a person in a state of mental wellbeing is someone who has confidence in their abilities, is able to manage daily pressures, works efficiently, and contributes positively to organisation and society at large (Manwell et al., 2015). Developing an awareness of and practice for elements like self-compassion, mindfulness, and workplace spirituality can improve workers' mental health, which will ultimately improve decision-making, productivity, and resilience—all of which will contribute to a more encouraging and effective work environment (K & Sulphey, 2023). The importance of mental health in the workplace is highlighted by a number of factors, such as the financial costs that organizations may face when employees suffer from mental health disorders, the reduction of employee productivity, and the critical role that a mentally healthy workplace plays in retaining talent and promoting employee satisfaction (Coppens et al., 2023). Conditions that affect a person's emotions, thoughts, behavior, or overall functioning are known as mental health illnesses (de Oliveira, Saka, Bone, & Jacobs, 2023). The Covid pandemic had increased workplace mental health issues, such as anxiety, depression, burnout, and Post-Traumatic Stress Disorders, also increased social stigma at workplace. This highlighted the need for more resources and support to counter such crisis, such as flexible work schedules and wellness initiatives. Also highlighting the critical role that diversity, equity, and inclusion play in promoting a mentally healthy workplace, with the understanding that mental health is a responsibility that falls on both the individual and the organization (Greenwood & Anas, 2021). A study conducted in India on young adults (18–35) workplace mental health, places a strong emphasis on behavioral or educational interventions. It also identifies obstacles such as the lack of guidelines, insufficient funding, low awareness, and cultural blind spots and ends with a call for more thorough research and evidence-based frameworks to improve a supportive work environment and performance (Pandya, Khanal, & Upadhyaya, 2022).

Research on negative reactions in an organisation system led to an understanding of ‘Substance Abuse’ among employees, as a critical variable. The term ‘Substance Abuse’ refers to the harmful or dangerous use of psychoactive substances, such as alcohol, tobacco and illegal drugs. This use can result in dependence, a condition marked by intense cravings, withdrawal symptoms, and difficulty controlling one's substance use. The issue has become more prevalent in the workplace as a result of increased economic opportunities, possibly as a result of factors like higher stress levels linked to demanding jobs and greater disposable income (Smook et al., 2014). Men in the job who experience an imbalance between their efforts and rewards, as well as those in stressful work conditions, are more likely to develop alcoholism. Women who have less autonomy or flexibility to make decisions at work, often known as "low decision latitude," are somewhat more likely to be dependent on alcohol. However, alcoholism is more prevalent among women in higher professional categories, such as senior or managing jobs (Head et al., 2004). In industries such as tea, 58% of youth use some kind of substance, with 27.4% using both alcohol and tobacco, pointing to a high rate of substance use and a major threat to public health, necessitating an aggressive campaign against smoking and drinking among tea plantation youth to reduce associated health risks (Medhi et al., 2006). Substance abuse and alcohol use disorder (AUD) are largely associated with psychosocial stress, peer pressures, disposable financial availability, and pleasure drinking, with perceived consequences for social and family life, personal health, and family finances. Coping tactics include avoidance, replacement, diversion, religious activities, support from AA/friends/family, restricting access to drugs, and anger management (Nadkarni et al., 2013). Significant drug use is common among employees, especially among those aged 18 to 34, with visible differences in work performance between consumers and non-consumer, which may be influenced by a variety of factors such as personal issues and workplace environment, prompting industries to implement measures such as written policies, assistance programs for employees, and drug testing programs, as well as emphasize the role of supervisors in managing workplace substance abuse (Gust & Walsh, 1989). A comprehensive workplace substance use program, including written guidelines, education, and employee assistance programs, is critical for reducing the use of cannabis, illicit substance use, and prescription drug misuse among employees, as simply firing employees for positive drug tests does not effectively deter substance abuse (Hoopsick & Samad, 2023). Employees who misuse alcohol or illegal drugs have a 3.5 times higher risk of workplace accidents and are more likely to submit workers compensation claims than non-abusing substance users (Workplace Mental Health, n.d.).

Reviewing further on negative reactions in organisation system we came across an indispensable aspect – ‘Counterproductive Work Behavior’, for consideration as one of our variable. Unintentional or accidental actions that reduce productivity and keep workers from finishing work are known as Counterproductive Work Behaviors (CWBs). Work-slow campaigns, work-to-rule policies, bullying, and group acts of violence are examples of how it may be conducted both individually and collectively. Such conduct can harm organizations by giving the public, stakeholders, and peers in the profession a bad impression of them as they become more persistent (Karthikeyan & Thomas, 2017). It has been found that in Indian businesses, like the hotel sector, strong employee loyalty is linked to low counterproductive work behavior (CWB), which is impacted by things like pay, job stability, growth, and satisfaction. On the other hand, CWB was associated with actions such as arguing or disregarding other people, stealing, causing damage to property, working slowly, performing tasks improperly, disobeying protocols, taking long breaks, and having inconsistent attendance (Rishipal, 2019). Positive correlations between negative workplace gossip and unproductive job conduct have been seen, with emotional tiredness acting as a mediating factor. Negative gossip has been shown to cause emotional weariness, which can result in unproductive conduct at work. Furthermore, it has been found that using social media at work contributes to strengthening of this relationship (Murtaza et al., 2023). Whether or not it is work-related, gossip can cause havoc in the office and, if not handled appropriately, may result in a hostile atmosphere, low output, interpersonal conflicts, and even distractions (Shaharuddin et al., 2022). Even those with high job satisfaction may yet conduct in an unproductive manner because they are unable to strike a balance between work-related challenges and personal interests. Thus task performance is adversely affected, emphasizing the necessity of management techniques to deal with these issues (Czarnota-Bojarska, 2015).

Based on the above literature review the following constructs and hypotheses were proposed:-

Constructs:

Resilience
Stress
Mental Wellbeing
Substance Abuse
Counterproductive Work Behaviour

Proposed Hypotheses:

H1: Resilience negatively influences Stress
H2: Resilience positively influences Mental Wellbeing
H3: Stress negatively influences Mental Wellbeing
H4: Stress positively influences Substance Abuse
H5: Mental Wellbeing negatively influences Substance Abuse
H6: Substance Abuse positively influences Counterproductive Work Behaviour
H7: Mental Wellbeing negatively influences Counterproductive Work Behaviour

The literature review and the seven hypotheses propose the following model as depicted in Figure 1.

In this empirical study, a self-administered survey questionnaire in the English language was given to 446 respondents who were chosen by convenience selection from various global organizations. A quantitative descriptive research approach was used. Existing literature served as the source for all measurement items (Sinha & Verma, 2020; Sharma et al., 2024). Table 2 lists the measurement items employed in the investigation, together with the sources from which they were derived. The sources or constructs were measured using the following standardized survey tools of five point Likert scales: the Warwick-Edinburgh Mental Well-being Scale for Mental Wellbeing (Tennant et al., 2007); the Brief Resilience Scale for Resilience (Smith et al., 2008); the Perceived Stress Scale for Stress (Cohen et al., 1983); Counterproductive Work Behaviour Scale, a dimension under the brief Individual Work Performance Questionnaire for Counterproductive Work Behaviour (Koopmans et al., 2013; Ramos-Villagrasa et al., 2019) and CAGE questionnaire for Substance Abuse (Ewing, 1984; Asadollahi et al., 2023).

Table 1 presents the demographic attributes of the sample. The sample had equal gender representation, with 225 female participants (50.5%) and 221 male participants (49.5%). The majority of persons (55.6%) were married, followed by single people (41.5%) in terms of marital status. There was a smaller percentage of widowed (1.8%) and divorced (1.1%) people. The majority of the sample had a high level of education; 66.4% had a master's degree or above, 29.8% had a bachelor's degree, and 3.8% had just finished high school or had a certificate. The majority of participants (32.5%) belonged to a group whose family income exceeded Rs. 32 Lacs. The groupings were classified as follows: Rs 8–16 Lacs (19.1%), Rs 0–8 Lacs (18.8%), Rs 16–24 Lacs (15.5%), and Rs 24–32 Lacs (14.1%) in decreasing order of income.

Table.1 Demographic

Variable	Category	Frequency	%
Gender	Female	225	50.5
Gender	Male	221	49.5
Marital Status	Unmarried	185	41.5
	Married	248	55.6
	Divorced	5	1.1
	Widowed	8	1.8
Highest Education	High School/ Diploma Level	17	3.8
	Bachelor Level	133	29.8
	Master Level or Above	296	66.4
Household Income	0 to 8 Lacs INR	84	18.8
	8 to 16 Lacs INR	85	19.1
	16 to 24 Lacs INR	69	15.5
	24 to 32 Lacs INR	63	14.1
	32 Lacs INR Above	145	32.5

Table.2 Descriptive Statistical Properties and Correlations

Constructs	Mean	SD			Skew	Kurt		CR		AVE	MWB			BR		PS			SA			CW
Mental Wellbeing (MWB)	3.491	1.004			-0.4	-0.235		0.924		0.507	0.712
Resilience (BR)	3.12	1.025			0.022	-0.705		0.709		0.564	0.449			0.751
Stress (PS)	3.049	0.961			-0.067	0.138		0.7		0.443	0.63			0.417		0.666
Substance Abuse (SA)	1.7	1.208			1.51	1.019		0.902		0.699	0.102			0.042		0.011			0.836
Counter-productive Work Behaviour (CW)	2.2	1.212			0.715	-0.501		0.869		0.571	0.404			0.272		0.42			0.333			0.756
Constructs																					Factor Loading
Resilience (BR)
It is hard for you to snap back when something bad happens -																					0.555
You tend to take a long time to get over set-backs in your life -																					0.898
Stress (PS)
How often have you felt that you were unable to control the important things in your life?																					0.678
How often have you felt nervous and stressed?																					0.765
How often have you found that you could not cope with all the things that you had to do?																					0.532
Mental Wellbeing (MWB)
You’ve been feeling optimistic about the future?																					0.647
You’ve been feeling useful?																					0.682
You’ve been feeling relaxed?																					0.688
You’ve had energy to spare?																					0.627
You’ve been dealing with problems well?																					0.659
You’ve been thinking clearly?																					0.765
You’ve been feeling good about yourself ?																					0.87
You’ve been feeling close to other people?																					0.622
You’ve been feeling confident?																					0.818
You’ve been able to make up your own mind about things?																					0.701
You’ve been interested in new things?																					0.618
You’ve been feeling cheerful?																					0.793
Substance Abuse (SA)
Have you ever felt you ought to cut down on your substance use?																					0.865
Have people annoyed you by criticizing your substance use?																					0.848
Have you felt bad or guilty about your substance use?																					0.919
Have you ever had a substance first thing in the morning to steady your nerves or to get rid of a hangover (eye-opener)?																					0.696
Counterproductive Work Behaviour (CWB)
You complained about unimportant matters at work?																					0.689
You made problems greater than they were at work?																					0.78
You spoke with colleagues about the negative aspects of your work?																					0.752
You focused on the negative aspects of a work situation, instead of on the positive aspects?																					0.829
You spoke with people from outside the organization about the negative aspects of your work?																					0.721
CMIN
Model			NPAR						CMIN			DF			P					CMIN/DF
Default model			59						600.520			292			.000					2.057
Saturated model			351						.000			0
Independence model			26						6194.567			325			.000					19.060
RMR, GFI
Model				RMR			GFI					AGFI						PGFI
Default model				0.056			0.906					0.887						.754
Saturated model				0.000			1.000
Independence model				0.346			0.276					0.218						.255
Baseline Comparisons
Model			NFI Delta1				RFI rho1		IFI Delta2				TLI rho2							CFI
Default model			0.903				0.892		0.948				0.941							0.947
Saturated model			1.000						1.000											1.000
Independence model			.000				0.000		0.000				0.000							0.000
Parsimony-Adjusted Measures
Model			PRATIO						PNFI								PCFI
Default model			0.898						0.811								0.851
Saturated model			0.000						0.000								0.000
Independence model			1.000						0.000								0.000
RMSEA
Model			RMSEA						LO 90			HI 90				PCLOSE
Default model			0.049						0.043			0.054				0.634
Independence model			0.202						0.197			0.206				0.000
HOELTER
Model			HOELTER .05									HOELTER .01
Default model			247									260
Independence model			27									28

Structural Equation Modeling (SEM) using various statistical tools were explored (Sahdev et al., 2022), and AMOS was found fit to be employed due to the multivariate nature of the proposed model for examination of the relationships between the model constructs (Verma, 2020). Composite reliability evaluated the internal consistency of items for constructs, similar to Cronbach's alpha but more precise in SEM. Average Variance Extracted (AVE) measured variance captured by construct relative to error. Regression showed relationship between variables with error. Standard Deviation (SD) calculated dispersion around mean in dataset. The measurement model of all the constructs were above the acceptable limits as shown in Table.2. The reliability of all the constructs were above the threshold of 0.700, while convergence validity of each construct exceeded 0.500 (Hu & Bentler, 1999), except for Stress which was borderline. The five constructs were discriminant to each other as shown in Figure.2. This was followed by testing the strength and direction of the proposed hypotheses. The model fit indices were above the cut off limits indicating the robustness of the model. CMIN/DF = 2.057 (< 3); SRMR, GFI, NFI, IFI, TLI and CFI are 0.056, 0.906, 0.903, 0.948, 0.941 and 0.947 respectively. PNFI = 0.811 (> 0.5), RMSEA = 0.049 (< 0.08), PCLOSE = 0.634 (> 0.05). All these values exceed the criteria (Prashar & Verma, 2020). The sample adequacy was met by HOELTER’s index of 247 (> 200) at 5% level of significance (Goyal & Verma, 2024; Verma & Pant, 2021).

The results show (Table.3) that six out of seven hypotheses are significant. Resilience influencing stress (H1; β = -0.417, t = -4.939) is significant. The second hypothesis, resilience influencing mental wellbeing (H2; β = 0.228, t = 3.495) is also vital. The third hypothesis, stress influencing mental wellbeing (H3; β = -0.540, t = -7.448), is considerable aswell. The fourth hypothesis, stress influencing substance abuse is found to be not significant (H4; β = − .082, t = -0.991). This is counter intuitive to other studies where the relationship between stress and substance abuse has been found to be positive. The fifth hypothesis, mental wellbeing influences substance abuse (H5; β = -0.154, t = -2.054) is found to be relevant. The sixth hypothesis, substance abuse influences counterproductive work behaviour (H6; β = 0.293, t = 5.845), is found to be critical aswell. The seventh hypothesis, mental wellbeing influences counterproductive work behaviour (H7; β = -0.384, t = -6.943), is found to be pertinent.

Table.3 Hypotheses Summary: -

Path		Std. Path Estimate	S.E.	t value	p value
H1	Resilience ----> Stress	-0.417	0.061	-4.939	< 0.01
H2	Resilience ----> Mental Wellbeing	0.228	0.046	3.495	< 0.01
H3	Stress ----> Mental Wellbeing	-0.540	0.071	-7.448	< 0.01
H4	Stress ----> Substance Abuse	-0.082	0.143	-0.991	0.322
H5	Mental Wellbeing ----> Substance Abuse	-0.154	0.134	-2.054	0.040
H6	Substance Abuse ----> Counterproductive Work Behaviour	0.293	0.036	5.845	< 0.01
H7	Mental Wellbeing ----> Counterproductive Work Behaviour	-0.384	0.070	-6.943	< 0.01

Resilience helps with stress management, according to studies done in demanding sectors (Singh et al., 2019). Increased resilience, which is linked to internal resources like optimism and mindfulness, is tied with better stress recovery (Smith et al., 2018). Our results in hypothesis H1, which show the significance of resilience in stress reduction based on statistical data, supports this. Our hypothesis H2, that resilience has a positive effect on mental wellbeing, is supported by research. According to research, there is a strong link between psychological wellbeing and resilience. For example, practicing self-compassion and mindfulness can enhance mental health, foster resilience, and foster a healthy work environment (Klainin-Yobas et al., 2021; K & Sulphey, 2023). Numerous studies support the hypothesis that stress negatively affects mental health. Stress from stressful work can have a significant negative influence on a person's psychological health, but these effects can be mitigated by utilising stress-reduction techniques like binaural beats (Masri et al., 2023). Studies show that lowering stress enhances wellbeing in general. Therefore, by presenting statistically validated inputs, our study hypothesis H3 validates this. People are more prone to start using drugs or alcohol when they are under stress. Stress may cause individuals to use these substances more if they already do. Additionally, those who have given up using drugs or alcohol are more likely to start using them again while under stress (Sinha, 2001). Although stress did not appear to have a substantial impact on substance misuse in our study, it is nevertheless important to take individual differences and other contextual factors into account that may influence substance use patterns. Positive stress that results from challenging or interesting situations at work is called eustress, and it may be protective against substance abuse (Panigrahi, 2016). Thus our statistical finding, i.e. hypothesis H4, stress positively influences substance abuse, is not significant, highlights that it is counter intuitive to the other studies where stress positively influences substance abuse. Individuals who suffer from increased emotional discomfort are more prone to alcoholism and cigarette smoking. So when mental wellbeing decreases substance abuse is done with greater vigour (Mitrou et al., 2024). Youth who use drugs heavily are more likely to experience mental health problems as well. Numerous individuals report experiencing issues such as anxiety, depression, or difficulty concentrating. This demonstrates how mental wellbeing tends to decline with increased substance usage and vice versa (Richert et al., 2020). Women were less likely to use dangerous drugs when their mental health improved and they received greater social support. This shows that improving mental wellbeing may contribute to a decrease in substance abuse and addiction (Edwards et al., 2024). Thus our findings as per the hypothesis H5, mental wellbeing negatively influences substance abuse, strongly aligns with these studies. Our result for the Substance misuse among staff members can result in actions that are detrimental to the company, such as poor decision-making, increased absenteeism, and lower productivity. Consequently, there is a direct link between substance misuse and unproductive work practices (Searle, 2022). Workplace initiatives and regulations that educate staff members about drug use have the potential to lower the use of cannabis and other illegal substances among employees, which may also minimize the negative work behaviors linked to substance misuse (Hoopsick & Samad, 2023). Thus these studies validate our hypothesis H6, which states that substance abuse positively impacts counterproductive work behaviour. Negative gossip has been shown to cause emotional weariness (Murtaza et al., 2023). Negative behaviors in the workplace might result from interpersonal conflict in the workplace. Additionally, a person's affective well-being, or how they feel, may impact this. Positive mental health reduces the likelihood of bad actions, even in the face of conflict. Particularly when they are feeling good, persons with high emotional intelligence and/or mental health are less likely to exhibit negative behaviors at work as a result of interpersonal problems. However, for those with low emotional intelligence and/or mental health, this isn't the case (Choi et al., 2024). A few characteristics of counterproductive behaviors (CPBs) include boastfulness, which is the excessive exaltation of oneself, parasitism, which is the taking advantage of the generosity of others without reciprocating, interpersonal aggression, which is the intentional harming of others, and misuse of resources, which is the improper or dishonest use of resources. All of these characteristics have a detrimental effect on a person's psychological health. Accordingly, engaging in these activities may result in a decline in happiness and mental health (Aubé et al., 2009). Thus, our hypothesis H7, mental wellbeing negatively influences counterproductive work behaviour supports multiple studies.

This study's theoretical implications are based in systems theory, which offers an insightful perspective for analyzing these intricate concepts. In this work, stress is viewed as a perturbation that causes the system to deviate from its equilibrium state, whereas resilience is understood as a system attribute that permits recovery from disturbances. The system's ideal state is recognized as mental well-being, with a focus on stability and balance. On the other hand, maladaptive reactions such as substance misuse and unproductive job practices are thought to occur when the system becomes unstable. This linked viewpoint offers novel insights into the dynamics and connections between several constructs by demonstrating how modifications to one might affect others. Systems theory therefore clarifies the study's constructs and emphasizes the need of taking into account the holistic interaction among these components.

Organizations may cultivate individuals' resilience by using various tactics that aim to cultivate the ability of workers to overcome obstacles and failures. This might entail creating resilience training modules that provide staff members coping strategies, problem-solving abilities, and stress-reduction methods. Moreover, cultivating a work atmosphere that values open communication, teamwork, and mentoring can play a substantial role in helping staff members develop resilience. Promoting self-care activities like mindfulness, consistent exercise, and upholding a positive work-life balance is also essential for building resilience in people. In order to support staff members during difficult times, companies might also give them access to tools like counseling services or employee assistance programs. Employers may develop a resilient workforce that is better able to overcome obstacles and prosper in the face of adversity by including resilience-building activities like team-building exercises, volunteer opportunities, or creative outlets into the workplace culture.

Organizations may take proactive steps to reduce stress and enhance employee well-being by managing stress properly. This might be educating staff members about stress management through workshops, seminars, or instructional sessions that give them useful skills and coping mechanisms. Additionally, teaching employees effective time management and prioritizing skills can help them handle their task more effectively and experience less stress. Providing flexible work arrangements, such as telecommuting choices or adjustable scheduling, can also lessen commuter stress and improve work-life balance. Establishing specific facilities for relaxation in the office, such as meditation or silent rooms, can also provide workers a chance to unwind and rejuvenate. Employers may enable their staff to efficiently manage stress and preserve their general well-being by giving them access to stress-reduction tools like breathing exercises, relaxation methods, and stress-relieving applications.

Organizations can give priority to initiatives that support a positive and encouraging work environment when it comes to promoting mental well-being within the workplace. This might entail encouraging a psychologically secure work environment where staff members can seek help and talk about mental health concerns without worrying about prejudice or stigma. Managers and supervisors can be better equipped to identify symptoms of distress and offer staff the right assistance by receiving mental health training. Giving staff members access to mental health resources like counseling, support groups, and hotlines can also help them get the help they need to deal with mental health issues. Encouragement of a work-life balance through flexible work schedules, vacation time, and frequent breaks can also be beneficial to workers' mental health. Additionally, putting in place wellness initiatives that emphasize handling stress, mindfulness, nutrition, and exercising may assist staff members in maintaining their best possible mental and physical health. Employers may foster a positive work environment where individuals may flourish both personally and professionally by placing a high priority on mental health.

Organizations may handle workplace substance abuse by putting in place comprehensive policies and programs that focus on support, education, intervention, and prevention. This might entail creating precise policies and procedures for using substances in the workplace in addition to educating staff members about the dangers and repercussions of substance abuse through education and awareness campaigns. Employers can also give employee assistance programs (EAPs), which offer private counseling and referral services to staff members who are having problems with substance misuse. One of the most effective ways to stop substance misuse among employees is to provide a positive and encouraging work environment that supports healthy lifestyle choices and actively opposes substance use. Through partnerships with community services and treatment providers, employers may guarantee that their workforce has access to the necessary resources and assistance to successfully manage substance abuse concerns.

Likewise, in tackling counterproductive work behaviour, establishments might employ tactics meant to encourage favorable workplace conduct and reduce unfavorable actions. Using written regulations, codes of conduct, and job descriptions, this may entail outlining precise expectations for behavior and performance. Early detection and resolution of unproductive conduct may be achieved by offering regular feedback and performance reviews. Promoting open communication and effective conflict resolution techniques may also aid in the constructive handling of interpersonal problems and disputes. Discouragement of unproductive actions can also be achieved by fostering a pleasant work atmosphere that values cooperation, respect, and teamwork. Desired workplace habits can be further reinforced by enacting rewards and incentives for good behavior as well as penalties for persistently engaging in detrimental behavior. Organizations may foster a healthy and productive work environment where workers may flourish and contribute to the success of the company by encouraging a culture of responsibility, professionalism, and honesty.

This empirical study investigates various crucial aspects of stress, resilience, mental wellbeing, substance abuse and counterproductive work behavior at workplace, in a comprehensive manner. Strong resilience successfully reduces stress and has a favourable influence on mental wellbeing, which in turn reduces counter productive work behavior and susbstance abuse in professional settings. Therefore for the system to be in equilibrium it requires appropriate stress management, resilience building, mental wellbeing enhancement, substance abuse reductions and minimising counter productive work behavior. Thus, there is a need to establish proactive measures to promote organizational effectiveness and provide a supportive work environment, which includes stress management programs, crisis management plans, mental health assistance, substance abuse awareness, tackling unproductivity and other techniques. These measures will encourage better and optimal workplace harmony.

Randomization might be used as a sample method in conjunction with longitudinal surveys to replace the convenience sampling approach in future research. Further research endeavors may investigate associated elements including character attributes, social support, organizational justice, job instability, contextual performance, and/or additional variables to enhance comprehension of mental health in the workplace.

Compliance with Ethical Standards

All the author(s) state that there were no conflicts of interest relevant to this research.

All the author(s) declare that this work received ethical approval from Amity University's Department Research Committee (DRC). All study participants provided informed consent. There was no direct intervention or interaction, only data collection from the human participants. This research did not include any animals.

The manuscript has been approved by all author(s), and they consent to its publication.

Data Availability Statement

All the author(s) confirm that the data supporting the study's conclusions are either included in the study or can be accessed on request.

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Editorial decision: Major revisions
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A Study On Optimizing The Organisation System With Focus On Mental Wellbeing, Substance Abuse, Counterproductive Work Behaviour, Resilience And Stress, Using Structured Equation Modeling

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Abstract

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1. Introduction

2. Literature Review

3. The Hypotheses and Proposed Model

4. Research Methods & Measurement Development

5. Results: Demographic Distribution, Measurement and Structural Model

6. Discussion

7. Theoretical Implications

8. Managerial Implications

9. Conclusion

10. Limitations

Declarations

References

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Version 1