The Impact of Organizational Dysfunction on Employees’ Fertility and Economic Outcomes

Background: /Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence on these relationships and their economic consequences. Methodology/Approach: A scoping review was conducted using PCC (Population–Concept–Context) framework. Systematic searches across multiple databases identified 28 eligible studies, including quantitative, qualitative, and mixed-method designs, spanning different sectors and international contexts. Findings: Four main domains emerged: shift work and circadian disruption, organiza-tional stress and burnout, workplace flexibility and accommodations, and fertility-related policies and organizational support. Hazardous working conditions, long hours, and psychosocial stressors were consistently associated with impaired fertility, reduced fe-cundability, and pregnancy complications. Conversely, flexible scheduling, fertility bene-fits, and supportive organizational cultures were linked to improved well-being, retention, and productivity. Originality/Value: This review integrates evidence across occupational health, organiza-tional psychology, and labor economics, offering a comprehensive overview of workplace influences on reproductive health. It highlights gaps in equity and representa-tion—particularly for men, LGBTQ+ employees, and workers in precarious jobs—and calls for longitudinal, interdisciplinary, and intervention-based studies to inform effective workplace policies.