Relevant bibliographies by topics / Employee health and well-being

Academic literature on the topic 'Employee health and well-being'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Employee health and well-being"

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Nöhammer, Elisabeth, Harald Stummer, and Claudia Schusterschitz. "Improving employee well-being through worksite health promotion? The employees’ perspective." Journal of Public Health 19, no. 2 (September 24, 2010): 121–29. http://dx.doi.org/10.1007/s10389-010-0364-4.

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Mellor, Nadine Joelle, Leanne Ingram, Marc Van Huizen, John Arnold, and Anne-Helen Harding. "Mindfulness training and employee well-being." International Journal of Workplace Health Management 9, no. 2 (June 13, 2016): 126–45. http://dx.doi.org/10.1108/ijwhm-11-2014-0049.

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Purpose – The purpose of this paper is to assess the effects of mindfulness training (MT) on employee well-being. Mindfulness is the awareness of one’s thoughts, emotions, sensations, actions and surroundings in the present moment. Design/methodology/approach – The authors used pre-post training measures and a four-week follow-up on a sample of 23 employees from a UK-based organization. The MT group (n=12) received a weekly two-hour training over eight weeks whilst the control group (n=11) received no training. Qualitative interviews (n=36) were conducted with the MT group at three time points to further assess the subjective experiences of training participants. Findings – Compared to the control group, the MT group significantly increased their mindfulness skills including observing and acting with awareness. Scores on well-being, i.e. satisfaction with life, hope and anxiety also improved and were generally maintained at follow-up. Some improvements were seen in the control group too but there was a larger difference in change scores in the MT group on most variables. Qualitative data show additional benefits of MT such as improved concentration at work and better interpersonal relationships. More practice at home led to greater benefits suggesting a dose-response relationship between the amount of practice and substantial benefits. Research limitations/implications – Inviting participants to have a greater amount of practice between sessions may further increase the benefits of mindfulness. Future research should consider a longer follow-up period to further explore the sustainability of the training benefits. Originality/value – Employing a mixed-method approach, this study showed that MT is a viable psychological intervention for enhancing employee well-being.
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Fridayanti, F., N. Kardinah, and Tyas Julianti Nurul Fitri. "Peran Workplace Well-being terhadap Mental Health: Studi pada Karyawan Disabilitas." Psympathic : Jurnal Ilmiah Psikologi 6, no. 2 (December 31, 2019): 191–200. http://dx.doi.org/10.15575/psy.v6i2.5754.

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Disability employees are still relatively few employed in he company. When disability employees have to work in tandem with normal employees, of course there will be a little different treatment from their normal coworkers. It will have a impact on psychological conditions especially on mental health and workplace well-being disability employee, both in internal and external factors. This study examined the effect of workplace well-being on mental health. The study was conducted at one company located in Garut, West Java. Total participants are 70 employee with disability (30 men and 40 women). The researcher used a workplace well-being Questionaire and General Health Questionare (QHG). Data were analyzed using simple regression analysis. The results showed that there was an effect of workplace well-being on mental health. It can be seen from the significance value of 0,000 less than 0.005.
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Nahum-Shani, Inbal, Peter A. Bamberger, and Samuel B. Bacharach. "Social Support and Employee Well-Being." Journal of Health and Social Behavior 52, no. 1 (February 28, 2011): 123–39. http://dx.doi.org/10.1177/0022146510395024.

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Van Staden, Werdie. "THE BROADENED SCOPE OF A PERSON-CENTERED APPROACH TO WORK, HEALTH, AND WELL-BEING." International Journal of Person Centered Medicine 9, no. 4 (October 13, 2021): 9–16. http://dx.doi.org/10.5750/ijpcm.v9i4.1014.

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Background: Person-centered medicine (PCM) broadens the practical scope in health practice beyond patient-centered medicine. Objectives: The objective of this article is to consider what a broadened scope mean in understanding how employment/work relates to the promotion of health and well-being of the patient and the practitioner. Method: The conceptual scope of PCM is applied in considering the connections of work with health and well-being. The scope of occupational health is accordingly expanded in accounting for the work and well-being of the patient and the practitioner. Results: PCM puts the person and people before their work. It recognizes that an employed person, whether patient or practitioner, works in a context that is interpersonal and in which all the role players contribute to a healthy milieu. This means that a healthy work–life balance should not be pursued merely as an attribute of an individual, but as a pursuit to which all role players should actively contribute and take joint responsibility. Both the employer and the employee should accordingly invest in a healthy work–life balance, for example. An employer that recognizes in a person-centered way its role in the well-being of its employee is investing in the employee as a valued asset not merely by attending to the person’s ill health and the prevention of ill health and burnout (as is commonly the objective in occupational health programs), but by promoting his or her positive health and well-being. Furthermore, PCM guides the pursuit of a person’s well-being in a healthy work context by accounting for the person’s subjective experiences, values, preferences and interests. Conclusion: PCM provides for an approach to a healthy work context in which the patient or the practitioner may flourish through active investments for which both the employer and the employee should take responsibility.
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Schult, Tamara M., Eve M. Nagler, Glorian Sorensen, Jennifer L. Sullivan, Nancy Gendreau, Ryan G. Seibert, and David C. Mohr. "Employee Perceptions of Safety, Health, and Well-Being." Journal of Occupational and Environmental Medicine 60, no. 11 (November 2018): e582-e588. http://dx.doi.org/10.1097/jom.0000000000001445.

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Mackie, J. "Employee well-being support: a workplace resource." Occupational Medicine 58, no. 6 (August 26, 2008): 445. http://dx.doi.org/10.1093/occmed/kqn100.

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Marin-Garcia, Juan A., and Tomas Bonavia. "Empowerment and Employee Well-Being: A Mediation Analysis Study." International Journal of Environmental Research and Public Health 18, no. 11 (May 28, 2021): 5822. http://dx.doi.org/10.3390/ijerph18115822.

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This study examines the relationship between structural and psychological empowerment and its effects on employees’ psychological, physical, and social well-being. Despite the quantity of previously published works, empirical evidence about these relationships in the workplace is scarce. We developed a mediation model in which structural empowerment predicts employee well-being via psychological empowerment. We based our study on the EU-27 data from the 6th European Working Conditions Survey (EWCS). Data were collected from a questionnaire administered face-to-face to a random sample of employees and the self-employed representative of the working population in the European Union (number of valid responses in this study: 23,468). The effects of the relationships among the variables considered were evaluated using Partial Least Squares (PLS). Results indicate that structural empowerment was positively related to psychological empowerment, which was positively related to job satisfaction, work engagement, and social well-being. The expected relationships for work stress and physical well-being were not found.
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Reddy, Kavitha P., Tamara M. Schult, Alison M. Whitehead, and Barbara G. Bokhour. "Veterans Health Administration’s Whole Health System of Care: Supporting the Health, Well-Being, and Resiliency of Employees." Global Advances in Health and Medicine 10 (January 2021): 216495612110226. http://dx.doi.org/10.1177/21649561211022698.

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The Veterans Health Administration (VHA) is implementing a Whole Health System (WHS) of care that empowers and equips Veterans to take charge of their health and well-being and live their lives to the fullest, and increasingly leaders recognize the need and value in implementing a similar approach to support the health and well-being of employees. The purpose of this paper is to do the following: 1) provide an overview of the WHS of care in VHA and applicability in addressing employee resiliency; 2) provide a brief history of employee well-being efforts in VHA to date; 3) share new priorities from VHA leadership as they relate to Employee Whole Health strategy and implementation; and 4) provide a summary of the impacts of WHS of care delivery on employees. The WHS of care utilizes all therapeutic, evidence-based approaches to support self-care goals and personal health planning. Extending these approaches to employees builds upon 10 years of foundational work supporting employee health and well-being in VHA. In 2017, one facility in each of the 18 Veterans Integrated Service Networks (VISNs) in VHA was selected to participate in piloting the WHS of care with subsequent evaluation by VA’s Center for Evaluating Patient-Centered Care (EPCC). Early outcomes, from an employee perspective, suggest involvement in the delivery of the WHS of care and personal use of the whole health approach have a meaningful impact on the well-being of employees and how they experience the workplace. During the COVID-19 pandemic, VHA has continued to support employees through virtual resources to support well-being and resiliency. VHA's shift to this patient-centered model is supporting not only Veteran care but also employee health and well-being at a time when increased support is needed.
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Perry, Sara Jansen, Cristina Rubino, and Daniel C. Ganster. "Emerging Research in Employee Health and Well-Being Interventions." Academy of Management Proceedings 2018, no. 1 (August 2018): 15628. http://dx.doi.org/10.5465/ambpp.2018.15628symposium.

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Dissertations / Theses on the topic "Employee health and well-being"

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Sweeney, Nancy Lee. "Enhancing employee well-being : evaluation of an employee assistance program /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487864986610121.

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Young, Lisa. "iPawsome, LLC| A Healthcare Employee Well-Being Service." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10839189.

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Employee burnout has been a toxic concern in today’s American workforce. The prevalence of stress in the healthcare workplace is costing America billions of dollars and leading to medical errors, absenteeism, and turnover. Research indicates that human-animal bond provides physical, physiological, and psychological health benefits for professionals. This project will present the benefit of human-animal interactions (HAI) therapy in promoting the well-being in healthcare professionals. It will address services which will deliver to healthcare employees in the convenience of their workplace as well as educate the reader about the role animals play in humans’ lives. A combined minimal overhead cost and scientifically-proven health benefits of HAI, overall enhanced feelings of employee well-being and decreased animal abandonment are the strengths to this project. Finally, a discussion outlining the market, feasibility, legal and regulatory considerations and the proposal of financial analysis to deliver the project’s value with specific services from the human-animal interactions program.

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Eatough, Erin. "Illegitimate Tasks and Employee Well-Being: A Daily Diary Study." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4476.

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This dissertation focuses on an occupational stressor that has been recently introduced to the literature, illegitimate tasks, or tasks that seem unreasonable or unnecessary at work. Previous work has demonstrated the relationship between illegitimate tasks and a narrow set of discrete emotions as well as negative employee performance behaviors. The current research contributes to the literature by expanding the nomological network associated with illegitimate tasks and uses a rigorous daily diary methodology in a full-time working sample. It was expected that illegitimate tasks reduce state levels of self-esteem as well as other employee well-being indicators including anger, depressive mood, fatigue, job satisfaction, and sleep quality. Ninety participants filled out trait level surveys and subsequently completed daily dairy questionnaires three times daily for two workweeks. Daily diaries assessed experiences of illegitimate tasks as well as self-esteem and well-being. Hierarchical linear modeling was used to test primary hypotheses. Results indicate that anger and job satisfaction are consistently, significantly associated with illegitimate task episodes throughout workdays; however, responses dissipate overnight. Depressive mood and fatigue tend to be related to illegitimate tasks as the workday carries on and these responses appear to persist into the following workday. Results are consistent with the notion that illegitimate tasks reduce state self-esteem. However, high trait levels of self-esteem may negate this relationship. No effects on sleep quality were evident. In sum, daily experience of illegitimate task episodes represents a meaningful occupational stressor that predicts reductions in employee self-esteem and employee well-being.
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Miller, Paul S. J. "Demonstrating the economic value of investments in employee health and well-being." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/18998.

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The extent to which any organisation dedicates its finite resources towards employee health and well-being issues is driven by some combination of ethical, legal and economic factors. This thesis is concerned with demonstrating the economic value of investments in employee health and well-being, focusing on how economic information is and could be generated and how organisations process this information in their decision-making regarding employee health and well-being issues. The thesis explores the notion that better, more appropriate economic information and more rigorous economic evaluation methodologies are important in creating incentives for organisations to invest in and better manage the health and well-being of their employees. A series of studies are presented: a review of the existing literature reporting cost-of illness and cost-effectiveness type studies; a study exploring current practice using a focus group followed by a series of individual interviews with key occupational health professionals in the UK; a study reporting a survey of specialist and generalist managers' attitudes, perceptions, information needs and experience of employee health and wellbeing 'business cases'; economic evaluation methods and their application to the occupational health setting are reviewed. These studies served to directly inform the design and development of an economic framework approach using employee self-report data to construct empirical case studies to demonstrate the correlation between employer costs and employee health and well-being metrics. These studies provide new information on the relative marginal effects of cost to an organisation of changes in different employee health and well-being measures. This knowledge could aid resource allocation decisions by providing estimates of the value to an organisation of effects that could be delivered by a diverse range of employee health and well-being interventions or policies. The separation of this economic information about the costs of employee health and well-being issues from economic information about specific interventions is likely to be key in creating incentives for organisations to invest in employee health and well-being.
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Nichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives." Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.

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The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.
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Burns, Richard A. "Exploring the effects of employee and organisational characteristics on two models of employee well-being within an organisational health research framework." University of Southern Queensland, Faculty of Education, 2008. http://eprints.usq.edu.au/archive/00006182/.

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[Abstract]Research within clinical, organisational and community contexts, generally equates an individual’s sense of well-being with the absence of adverse psychological states.More recently, proponents of ‘positive psychology’ have drawn attention to positive affective states, like happiness and joy. The focus on affective states relates to a Subjective Well-Being (SWB) approach to well-being. In contrast, a Psychological Well-Being (PWB) approach considers the role of mastery and efficacy beliefs, asense of autonomy and positive relatedness with others, as separate dimensions that are related to SWB. Two studies tested the hypothesis that two affect dimensions ofSWB, Positive (PA) and Negative (NA) Affect, were independently related to PWB.In both studies, factor analysis differentiated between items from two SWB and PWB measures, whilst correlations between the well-being factors were moderate. Apreliminary study reported PWB to be a significant predictor of SWB after controlling for Demographics and Negative Life Events. A lack of association between Negative Life Events and PA suggests independent effects for two broad SWB dimensions. Using an Organisational Health Research Framework (OHRF), a study of high-school teachers further controlled for a five-factor model of personality and both Positive and Negative Organisational Climate. PWB was still identified as a significant predictor of SWB after controlling for demographic, organisational climate and personality variables. Independent effects on positive and negative SWBdimensions were also identified. Assessing change of both dependent and independent variables with two waves of data supported the independence of SWB outcomes and the strong effect of PWB on SWB across time. Higher levels of PWBwere mostly related to better SWB outcomes (lower negative and higher positive SWB states). Although the OHRF proposes reciprocal effects of employee wellbeingand personality on perceptions of climate, the strongest effects were those reported whereby organisational climate and individual characteristics, being mostly independent of each other, strongly predicted employee SWB within and across waves. Implications for future employee well-being research are that organisational interventions need to address reducing negative and improving positive facets of the organisation. Individual interventions which promote PWB components would appear to be a most important avenue by which to improve employee SWB, by reducing NA and improving PA states.
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Demsky, Caitlin Ann. "Interpersonal Conflict and Employee Well-Being: The Moderating Role of Recovery Experiences." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/766.

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Recovery during nonwork time is essential for restoring resources that have been lost throughout the working day. Recent research has begun to explore the nature of recovery experiences as boundary conditions between various job stressors and employee well-being. Interpersonal conflict is an important work stressor that has been associated with several negative employee outcomes, such as higher levels of psychosomatic complaints, anxiety, depression, and frustration. This study contributes to recovery research by examining the moderating role of recovery experiences on the relationship between workplace interpersonal conflict and employee well-being. Specifically, it was hypothesized that recovery experiences (e.g., psychological detachment, mastery, control, relaxation, negative work reflection, positive work reflection, and social activities) would moderate the relationship between interpersonal conflict and employee well-being (e.g., job satisfaction, burnout, life satisfaction, and general health complaints). Hierarchical regression was used to examine the hypotheses. Relaxation was found to be a significant moderator of the relationship between self-reported interpersonal conflict and employee exhaustion. Additional analyses found mastery experiences to be a significant moderator of the relationship between coworker reported interpersonal conflict and both dimensions of burnout (exhaustion and disengagement). Several main relationships between recovery experiences and employee well-being were found that support and extend earlier research on recovery from work. Practical implications for future research are discussed.
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Dingaan, Stellin Auburn. "The relationship between psychological capital and employee well-being among primary school teachers." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14278.

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This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.
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McHugh, Marie Louise. "Competitive pressure, employee well being and the healthy organisation : synthesizing diverse concepts." Thesis, University of Ulster, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267762.

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Eatough, Erin M. "Understanding the Relationships between Interpersonal Conflict at Work, Perceived Control, Coping, and Employee Well-being." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1623.

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Stressors resulting from one's work life including work conditions, job characteristics, and relationships with others at work have been shown to impact employee health outcomes at both psychological and physical levels (Le Blanc, Jonge, & Schaufeli, 2008; Spector, Dwyer, & Jex, 1988). Interpersonal conflict is one prevalent workplace stressor that has been associated with poor work-related outcomes and psychological states. A cross-sectional design with multi-source data collection methods was used to measure conflict, perceptions of control, coping strategies, and both psychological and physical well-being. Overall, findings suggested that the success of coping efforts hinges on the combination of the nature of the stressor (conflict with supervisors vs. with a co-worker), perceptions of control over that stressor (high or low control), and coping strategy used (problem-focused or emotion-focused coping). This may explain at least to a certain extent why previous efforts to document the moderating effects of coping have been inconsistent, especially pertaining to emotion-focused coping.
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Books on the topic "Employee health and well-being"

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L, Perrewe Pamela, ed. Improving employee health and well-being. Charlotte, NC: Information Age Publishing, Inc., 2014.

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1967-, Hughes Rick, and Cooper Cary L, eds. Employee well-being support: A workplace resource. Chichester, England: John Wiley & Sons, 2008.

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Working to live: Good health 24/7 starts from 9 to 5. Franklin, TN: Carpenter's Son Publishing, 2013.

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Putnam, Laura. Workplace wellness that works: 10 steps to infuse well-being and vitality into any organization. Hoboken, New Jersey: John Wiley & Sons, Inc., 2015.

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Blanchard, Marjorie. Working well: Managing for health and high performance. Aldershot: Wildwood House, 1986.

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McHugh, Marie Louise. Competitive pressure, employee well being and the healthy organisation: Synthesizing diverse concepts. [S.l: The Author], 1996.

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Being and well-being: Health and the working bodies of Silicon Valley. Stanford, Calif: Stanford University Press, 2010.

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Cooper, Cary L. Organizational health and wellbeing. Los Angeles: SAGE Publications, 2011.

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Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. Chichester, West Sussex: John Wiley & Sons, 2007.

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Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. Chichester, West Sussex: John Wiley & Sons, 2007.

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Book chapters on the topic "Employee health and well-being"

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Meyer, John P., Elyse R. Maltin, and Sabrina P. C. Thai. "Employee Commitment and Well-Being." In Contemporary Occupational Health Psychology, 19–35. Chichester, UK: John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781119942849.ch2.

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Rafferty, Alannah E. "Organizational Change and Employee Health and Well-Being." In Handbook on Management and Employment Practices, 1–21. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_11-1.

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Rafferty, Alannah E. "Organizational Change and Employee Health and Well-Being." In Handbook on Management and Employment Practices, 247–67. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_11.

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Hansen, Kåre, Oscar Amundsen, Tone Merethe Berg Aasen, and Leif Jarle Gressgård. "Management Practices for Promoting Employee-Driven Innovation." In Aligning Perspectives on Health, Safety and Well-Being, 321–38. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56333-6_19.

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Sinclair, Robert R., Lindsay E. Sears, Tahira Probst, and Mark Zajack. "A Multilevel Model of Economic Stress and Employee Well-Being." In Contemporary Occupational Health Psychology, 1–20. Oxford, UK: Wiley-Blackwell, 2010. http://dx.doi.org/10.1002/9780470661550.ch1.

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Steiner, Dirk D. "Organizational Justice for Understanding Employee Health and Well-Being." In Organizational Justice, 160–80. Abingdon, Oxon ; New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315648194-8.

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Cvenkel, Nicole. "An Introduction to Employee Well-Being Research Terrain." In Well-Being in the Workplace: Governance and Sustainability Insights to Promote Workplace Health, 3–10. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3619-9_1.

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Stoeber, Joachim, and Lavinia E. Damian. "Perfectionism in Employees: Work Engagement, Workaholism, and Burnout." In Perfectionism, Health, and Well-Being, 265–83. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18582-8_12.

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Cartwright, Susan, and Cary L. Cooper. "Towards Organizational Health: Stress, Positive Organizational Behavior, and Employee Well-Being." In Bridging Occupational, Organizational and Public Health, 29–42. Dordrecht: Springer Netherlands, 2013. http://dx.doi.org/10.1007/978-94-007-5640-3_3.

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Balboni, Marco, Sabrina Colombari, and Tullia Gallina Toschi. "Guarantee Committee for Equal Opportunity, Employee Well-Being and Non-discrimination at Work (CUG)." In Health and Gender, 289–93. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15038-9_30.

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Conference papers on the topic "Employee health and well-being"

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Mattila, Susanna, Sari Tappura, and Elli Karttunen. "Promoting Occupational Safety, Health, and Well-Being in SME Manufacturing Companies." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002645.

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Small and medium-sized enterprises (SMEs) play a significant role in the EU economy and account for a large number of employment opportunities. Improvements in the working conditions and well-being of employees in SMEs are crucial for the development of businesses, societies, and workers. This study investigated and developed the safety, health, and well-being (SHW) of employees in SME manufacturing companies. The proposed company-specific development process involved four companies and consisted of an e-survey, interviews, and a workshop. Both employers and employee representatives participated in the process. The process revealed a good working community and support received from others as resources in the studied companies. The factors needing development were found to be work posture and movement, workplace thermal environment, communication, haste, orderliness, and tidiness. This study provides knowledge about SHW risks, resources, and development measures in manufacturing SMEs.
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Rahmadani, Vivi Gusrini, and Wilmar B. Schaufeli. "Engaging Leaders Foster Employees’ Well-Being at Work." In International Conference on Public Health 2019. The International Institute of Knowledge Management, 2020. http://dx.doi.org/10.17501/23246735.2019.5201.

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Iqbal, Kamran. "Socially responsible human resource management and employee psychological well-being: A sequential mediation model." In The 2nd International Electronic Conference on Environmental Health Sciences. Basel, Switzerland: MDPI, 2019. http://dx.doi.org/10.3390/iecehs-2-06392.

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Munir, F. "1615a The effectiveness of workplace team sports intervention on employee work, health and well-being." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.734.

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Fernando, Mahesh, Colin Fidge, and Tony Sahama. "An Overall Health and Well-Being Data Model for Employer-Sponsored Personal Health Records." In ACSW 2019: Australasian Computer Science Week 2019. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3290688.3290727.

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Popravko, I. V., and Y. V. Badalyan. "STRESS RESISTANCE AS A FACTOR OF PSYCHIC WELL-BEING OF TRAVEL COMPANY EMPLOYEES." In PSYCHOLOGICAL HEALTH AND PERSONAL DEVELOPMENT IN THE MODERN WORLD. Amur State University, 2019. http://dx.doi.org/10.22250/phpdmw.2019.9.

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Jasmal, Nurul Amaliah, Rezky Ariany Aras, and Elvita Bellani. "Subjective Well-Being of Employees During COVID-19 Pandemic in Terms of Self-Leadership." In Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.026.

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Loktionov, O. A. "OCCUPATIONAL SAFETY CULTURE LEVEL IMPROVING PROGRAMS AS ELEMENT OF CORPORATE WELL-BEING SYSTEM IN THE POWER SECTOR." In The 4th «OCCUPATION and HEALTH» International Youth Forum (OHIYF-2022). FSBSI «IRIOH», 2022. http://dx.doi.org/10.31089/978-5-6042929-6-9-2022-1-147-151.

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Introduction. The dynamics of occupational injuries and occupational diseases in Russia are characterized by decrease, but stagnation has been observed in recent years, due to exhaustion of traditional approaches to minimize injuries and diseases potential using, which in turn entails the need to develop fundamentally new solutions. Aim is to substantiate the need to use the programs to improve the level of occupational safety culture as element of corporate well–being system at power enterprises. Research methods. Russian updated legislation in the field of occupational safety and health review was carried out, within which the main results of procedures under consideration are highlighted. Based on comparative analysis of industry programs directed to improve the level of occupational safety culture, the key tools (proactive, material, indicative) that are prerequisites for corporate well-being systems were identified. Results. The necessity of taking into account mechanisms aimed to risk of dangerous situation reducing, increasing employee motivation for safe work and maintaining health, for development of implementation indicators and a list of indicators of the effectiveness of the corporate well-being system at electric power enterprises, including using digital tools, has been established.
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Wahyuni, Sri, Rezky Ariany Aras, Dayana Melati Mokoginta, and Syurawasti Muhiddin. "Psychological Well-Being of Contract Employees at PT. Bank X: The Roles of Job Insecurity." In Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.018.

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Bertrais, Sandrine, Nora Hérault, Jean-François Chastang, and Isabelle Niedhammer. "P-52 Prospective associations of multiple exposures to psychosocial work factors with well-being among employees in France." In 28th International Symposium on Epidemiology in Occupational Health (EPICOH 2021). BMJ Publishing Group Ltd, 2021. http://dx.doi.org/10.1136/oem-2021-epi.178.

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Reports on the topic "Employee health and well-being"

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Matsuo, Hideko, and Koen Matthijs. The life course and subjective well-being across generations – an analysis based on cross-national surveys (2002–2016). Verlag der Österreichischen Akademie der Wissenschaften, July 2021. http://dx.doi.org/10.1553/populationyearbook2021.res4.2.

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This paper identifies subjective well-being trajectories through happiness measures as influenced by time, socio-economic, demographic and behavioural determinants. Hierarchical age-period-cohort models are applied to European Social Survey (2002–2016) data on the population aged 30 and older in 10 countries. A U-shaped relationship between age and happiness is found for some countries, but a rather flat pattern and considerable diversity beyond age 80 are detected for other countries. Lower happiness levels are found for baby boomers (1945–1964) than for preboomers and post-boomers, and also for late boomers (1955–1964) than for early boomers (1945–1954). Women, highly educated and native people are shown to have higher happiness levels than men, less educated and non-native people, respectively. Moreover, a positive assessment of income, having a partner, and being a parent, in good health, employed and socially active are all found to have a positive impact on happiness levels. We find evidence of gaps in happiness levels due to differences in socio-economic characteristics over the life course in some, but not in all of the countries analysed.
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Hayes, K., A. Cunsolo, J. Augustinavicius, R. Stranberg, S. Clayton, M. Malik, S. Donaldson, et al. Mental health and well-being. Natural Resources Canada/CMSS/Information Management, 2022. http://dx.doi.org/10.4095/329530.

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Demsky, Caitlin. Interpersonal Conflict and Employee Well-Being: The Moderating Role of Recovery Experiences. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.766.

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Yaari, Menahem, Elhanan Helpman, Ariel Weiss, Nathan Sussman, Ori Heffetz, Hadas Mandel, Avner Offer, et al. Sustainable Well-Being in Israel. The Israel Academy of Sciences and Humanities, June 2021. http://dx.doi.org/10.52873/policy.2021.wellbeing-en.

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Well-being is a common human aspiration. Governments and states, too, seek to promote and ensure the well-being of their citizens; some even argue that this should be their overarching goal. But it is not enough for a country to flourish, and for its citizens to enjoy well-being, if the situation cannot be maintained over the long term. Well-being must be sustainable. The state needs criteria for assessing the well-being of its citizens, so that it can work to raise the well-being level. Joining many other governments around the world, the Israeli government adopted a comprehensive set of indices for measuring well-being in 2015. Since 2016, the Israel Central Bureau of Statistics has been publishing the assessment results on an annual basis. Having determined that the monitoring of well-being in Israel should employ complementary indices relating to its sustainability, the Ministry of Environmental Protection, the Bank of Israel, the Central Bureau of Statistics, and Yad Hanadiv asked the Israel Academy of Sciences and Humanities to establish an expert committee to draft recommendations on this issue. The Academy's assistance was sought in recognition of its statutory authority "to advise the government on activities relating to research and scientific planning of national significance." The Committee was appointed by the President of the Academy, Professor Nili Cohen, in March 2017; its members are social scientists spanning a variety of disciplines. This report presents the Committee's conclusions. Israel's ability to ensure the well-being of its citizens depends on the resources or capital stocks available to it, in particular its economic, natural, human, social, and cultural resources. At the heart of this report are a mapping of these resources, and recommendations for how to measure them.
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Johnson, Judith L. Ethnicity-related Stress, Mental Health, and Well-being. Fort Belvoir, VA: Defense Technical Information Center, January 2001. http://dx.doi.org/10.21236/ada399784.

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Schmoldt, Ralph. Marital interaction and spousal health and well-being. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.3219.

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Kennedy, Alan, Jonathon Brame, Taylor Rycroft, Matthew Wood, Valerie Zemba, Charles Weiss, Matthew Hull, Cary Hill, Charles Geraci, and Igor Linkov. A definition and categorization system for advanced materials : the foundation for risk-informed environmental health and safety testing. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/41803.

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Novel materials with unique or enhanced properties relative to conventional materials are being developed at an increasing rate. These materials are often referred to as advanced materials (AdMs) and they enable technological innovations that can benefit society. Despite their benefits, however, the unique characteristics of many AdMs, including many nanomaterials, are poorly understood and may pose environmental safety and occupational health (ESOH) risks that are not readily determined by traditional risk assessment methods. To assess these risks while keeping up with the pace of development, technology developers and risk assessors frequently employ risk-screening methods that depend on a clear definition for the materials that are to be assessed (e.g., engineered nanomaterial) as well as a method for binning materials into categories for ESOH risk prioritization. In this study, we aim to establish a practitioner-driven definition for AdMs and a practitioner-validated framework for categorizing AdMs into conceptual groupings based on material characteristics. The definition and categorization framework established here serve as a first step in determining if and when there is a need for specific ESOH and regulatory screening for an AdM as well as the type and extent of risk-related information that should be collected or generated for AdMs and AdM-enabled technologies.
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Mehegan, Laura, and Chuck Rainville. 2018 AARP Brain Health and Mental Well-Being Survey. AARP Research, October 2018. http://dx.doi.org/10.26419/res.00247.001.

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Hannah, Elizabeth F. S., and Fiona McGarry. MindJump Health and Well-being Programme: Evaluation and Development. University of Dundee, September 2015. http://dx.doi.org/10.20933/10000101.

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Hoover, Mark D. Nanotechnology and Opportunities for Comprehensive Safety, Health, and Well-being. Office of Scientific and Technical Information (OSTI), July 2013. http://dx.doi.org/10.2172/1088903.

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