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Item Open Access The Impact of Mental Health Awareness on Leadership and Employee Engagement(SDU University, 2026) Kalmaganbet Sh.Employee mental health has grown to becoming a more critical issue for organizations who want to create a healthier and more productive workplace for their employees. This study looks at the effects of mental health training in organizations on employee engagement, and investigates the mediating effects of organizational leadership support and the psychological safety climate, and the moderating effect of organizational trust. Based on the Job Demands–Resources (JD-R) model, the study suggests that mental health awareness is an organizational resource that can positively affect the employee's engagement both directly and indirectly. The data were obtained using a structured survey, and analyzed using the analysis methods of Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings revealed that there is a positive relationship between mental health awareness in the organization and employee engagement. In addition, the role mental health awareness plays in leadership support and psychological safety partially mediates the link between mental health awareness and employee engagement. The results also reveal that organizational trust further enhances the positive connection between mental health awareness and employee engagement. Further analysis showed variations in strength of some relationships by generation. This study builds on a growing body of literature on workplace mental health by pointing to the value of cultivating mental health awareness, practices of supportive leadership, psychological safety, and organizational trust. The findings offer implications for organizations aiming to foster healthy workplaces and enhance employee engagement.Item Open Access The Impact of Remote Work on Employee Well-Being in Small and Medium-Sized Enterprises(SDU University, 2026) Sakhipkereyeva A.In the post-pandemic period, the remote work format was transformed from an emergency measure into a stable component of modern labor relations. Despite the obvious advantages in the form of flexibility and autonomy, the transition to remote management creates specific challenges for small and medium-sized enterprises (SMEs), which traditionally operate in conditions of limited financial, technological and human resources. This dissertation is devoted to the analysis of the impact of remote work on the well-being of SME employees, with a special focus on such parameters as mental health, job satisfaction, quality of organizational support and productivity. The theoretical foundation of the research is based on the synthesis of the theory of self-determination and the model of "requirements and resources in work" (JD-R model). The empirical part was performed within the framework of the quantitative paradigm: data collection was carried out through a survey of SME employees in Kazakhstan, and subsequent verification of hypotheses was carried out using the structural modeling method (PLS-SEM) in the SmartPLS 4 software environment. The results of the study demonstrate that the well-being of staff in a remote format is determined not so much by the availability of digital tools as by the quality of "soft" management factors: clarity of communications, regularity of feedback from management, emotional support and respect for the boundaries between professional and personal life. The author concludes that remote work becomes a driver of productivity in the SME sector only if it is administered as a human-centered organizational practice, and not as a purely technical solution for changing the workplace location.