Dissertations / Theses on the topic 'Employee well-being'
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Herb, Kelsey Cristine. "Investigating the Impact of Employee Development Activities on Employee Well-being." University of Akron / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=akron1429216423.
Full textSweeney, 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.
Full textYoung, Lisa. "iPawsome, LLC| A Healthcare Employee Well-Being Service." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10839189.
Full textEmployee 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.
Fujishiro, Kaori. "Fairness at work its impacts on employee well-being /." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117142039.
Full textTitle from first page of PDF file. Document formatted into pages; contains xiii, 203 p.; also includes graphics. Includes bibliographical references (p. 188-203). Available online via OhioLINK's ETD Center
Daniels, Kevin. "Occupational stress and control : implications for employee well-being." Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305264.
Full textHerleman, Hailey A. "International work demands and employee well being and performance." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1249065600/.
Full textLiu, Li. "Human resource management and employee well-being in China." Thesis, Toulouse 1, 2018. http://www.theses.fr/2018TOU10071.
Full textContext-specific and employee-centred have emerged as two central perspectives to advance HRM research. Context-specific inquires the contextual antecedents and boundary conditions of HRM; employee-centred underlines the incorporation of employee experience, particularly employee well-being into HRM-performance models. The two perspectives extend the classic HRM-performance model into a multilevel model channelled via multiple processes. The present thesis aims to study Chinese HRM by integrating the context-specific and employee-centred perspective. It primarily consists of three papers: a systematic review on the HRM-performance link in the China-based literature (Chapter 2), a construct clarification on employee wellbeing (Chapter 3), and an empirical study on the detrimental effect of guanxi HRM (Chapter 4). By synthesising 52 survey studies, the review (Chapter 2) shows that the Chinese literature is following the West to embrace the context-specific and employee-centred perspective, but the former is less extensively addressed than the latter. This review contributes to the literature by providing a research map on empirical Chinese HRM research focusing on the context-specific and employee-centred perspective. Building on extant well-being models, the second paper (Chapter 3) substantiates employee wellbeing as an equilibrium of multiple dimensions: hedonic and eudaimonic well-being, individual and social well-being, and positive and negative affect. The qualitative and quantitative analyses based on a survey of 544 Chinese employees support the propositions except for the distinction between individual and social well-being. Drawing on basic psychological needs theory, the third paper (Chapter 4) postulates that guanxi HRM creates a detrimental environment that would frustrate employees’ basic psychological needs, and it would undermine employee well-being in sequence; reflecting on the Chinese context, it proposes that the value of perseverance would moderate the process from need frustration to employee well-being. The results based on a survey of 321 Chinese employees support the hypotheses except for the moderating effect of perseverance when employee well-being is operationalised as emotional exhaustion. The thesis contributes to the literature by integrating the context-specific and employee-centred perspective to study HRM in China. It has generated a research map on HRM-performance link, clarified the conceptualisation of employee well-being, and delineated the detrimental effect of guanxi HRM. The exploration invites researchers to contribute to the global HRM research base by addressing the context and paying due attention to employee well-being in China
Philamon, Jan Elizabeth, and n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.
Full textPhilamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Gardner, Jonathan. "An analysis of the determinants of pay and well-being using employer-employee data." Thesis, University of Warwick, 2001. http://wrap.warwick.ac.uk/56229/.
Full textHughes, Emily Louise. "Work-life balance and employee well-being : a longitudinal study." Thesis, University of Oxford, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442782.
Full textEatough, Erin. "Illegitimate Tasks and Employee Well-Being: A Daily Diary Study." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4476.
Full textSmith, Lakin. "Emotional labour and employee well-being in the hospitality industry." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/13012.
Full textThis study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life conflict partially mediated the relationship between surface acting and emotional exhaustion, and fully mediated the relationship between surface acting and job satisfaction. Managerial implications and suggestions for research are discussed
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.
Full textMcClelland, Charlotte Rebecca. "Performance monitoring and its effects on employee performance and well-being." Thesis, University of Sheffield, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.556986.
Full textHoldsworth, Lynn. "Empowerment,satisfaction and employee well-being : the dilemma for call centres." Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631667.
Full textBurns, 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/.
Full textCoutinho, James. "Workplace democracy, well-being and political participation." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.
Full textNeethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.
Full textMcHugh, 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.
Full textMiller, 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.
Full textPursglove, Lorna Rukin. "The holistic evaluation of employee hope, well-being and engagement through change." Thesis, Nottingham Trent University, 2014. http://irep.ntu.ac.uk/id/eprint/261/.
Full textCooper, Amelia. "Working in a demanding environment : employee wellbeing in secure forensic settings." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25501.
Full textNichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives." Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.
Full textDingaan, 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.
Full textJeffrey, Theresa B. "Employee well-being in the NHS: the work environment, organisational climate, and value-congruence." Thesis, University of Warwick, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487640.
Full textLewis, Rachel Catherine. "Considering the role of implicit leadership theory in the context of employee well-being." Thesis, Goldsmiths College (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.514311.
Full textSankae, Nopdol. "The quintessence of leadership : antecedents and consequences for employee well-being and organisational commitment." Thesis, Kingston University, 2014. http://eprints.kingston.ac.uk/29885/.
Full textNazlieva, Nesrin. "Corporate Social Responsibility and Employee Well-Being in Light of the COVID-19 Pandemic." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445261.
Full textEatough, 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.
Full textThe, Lianah. "Creating Employee Well-being at Private Universities in Indonesia: The Impact of the Working Environment." Thesis, Curtin University, 2019. http://hdl.handle.net/20.500.11937/78790.
Full textKowalski, Tina Helen Parkin. "The contribution of social support to employee psychological well-being : an exploratory mixed-methods case study." Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/28681.
Full textJuniper, Bridget. "Evaluation of a novel approach to measuring well-being in the workplace." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6851.
Full textVan, der Vaart Leoni. "Employee well-being, turnover intention and perceived employability : a psychological contract approach / L. van der Vaart." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9230.
Full textThesis (MCom (Human Resource Management))--North-West University, Potchefstroom Campus, 2013.
Smewing, Christopher F. "An evaluation of the effects of an Employee Assistance Programme : individual well-being and organizational healthiness." Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363636.
Full textPouliakas, Konstantinos. "Socioeconomic effects on employee well-being : preference identification in response to non-standard labor market conditions." Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.445148.
Full textFürstenberg, Nils [Verfasser]. "Consequences of Leadership for Employee Performance and Well-Being : exploring cognitive and relational approaches / Nils Fürstenberg." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1230421599/34.
Full textFagerudd, Rosanna, and Emma Sjögren. "In the hands of a controlling leader? Implications for employee well-being from a gender perspective." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159663.
Full textLedare som använder sig av kontrollerande ledarskapsbeteenden har visat sig underminera basala psykologiska behov hos sina följare. Trots detta saknas det forskning på hur chefers kontrollerande ledarskapsbeteenden påverkar anställda. Denna studie syftade till att klargöra hur kontrollerande ledarskapsbeteenden påverkar anställdas hälsa, och undersöka hur såväl anställdas kön och chefens kön påverkar de anställdas uppfattning av chefens kontrollerande ledarskapsbeteenden. Ett randomiserat urval på 818 arbetstagare svarade på frågor om uppfattat kontrollerande ledarskapsbeteenden hos sin chef och självskattad hälsa i termer av självskattad hälsa, utbrändhet, arbetstillfredsställelse och arbetsenergi. Resultaten bekräftade att kontrollerande ledarskapsbeteenden hos chefer är relaterat till sämre hälsa och arbetsprestation hos de anställda, samt ökar viljan att sluta. Manliga anställda uppfattar manliga chefer som mer kontrollerande jämfört med sina kvinnliga kollegor, medan kvinnliga chefer uppfattas lika kontrollerande av både manliga som kvinnliga anställda. Den kontrollerande chefens könstillhörighet var inte associerat med anställdas mående. Hur könsaspekter påverkar kontrollerande ledarskapsbeteenden är fortfarande inte klarlagt. Framtida studier bör därför fortsätta undersöka hur både chefens och den anställdas kön influerar CLB.
Obrovac, Sandqvist Stina, Julia Persson, and Linda Åberg. "The Effects of Technostress through Virtual Meetings on Employee-level." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48237.
Full textLindmark, Tomas. "Span of Control’s Significance for Public Sector Employees’ Working Conditions and Well-Being." Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157141.
Full textOdle-Dusseau, Heather N. "Organizational and family resources as predictors of well-being, family functioning, and employee performance a longitudinal study /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849420/.
Full textOttinot, Raymond Charles. "A Multi-Level Study Investigating the Impact of Workplace Civility Climate on Incivility and Employee Well-Being." Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3537.
Full textPhoofolo, Selloane Tryzer. "Social factors influencing employee well-being." Thesis, 2008. http://hdl.handle.net/10210/656.
Full textDr. W. Roestenburg
Hsu, Chih-wei, and 許智威. "The relationship among organizational culture, employee well-being and organizational innovation with employee well-being intermediary effect." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36417684255280311799.
Full text世新大學
企業管理研究所(含碩專班)
99
Organizational innovation capability is an important factor for the organization competition. It has been attention recently. However, organizational innovation ability will be different because of the organizational member value and its motivation; those will be affected by management style, organizational systems and other important environmental factors. It shows that innovation is related to organizational culture. The innovation of organizational members can enhance through increased learning ability to share and learn knowledge (Nonaka and Takeuchi, 1995). It shows the importance of organizational learning culture. The individual increases innovation capability to obtain happiness (Ryff, 1989). Therefore, the organizational culture will impact the employee well-being. As the innovation capacity will affect the organization stake, this study will explore the relationship among the organizational culture, innovation and employee happiness. Moreover, this study will explore the organizational culture through the employee well-being to affect the organization innovation. This study uses four dimensions (organizational culture, employee well-being, innovation’s capability and employee creativity) to design a questionnaire. The main sample is Taiwan enterprise's employees. This study adopts multiple regression analysis and Structurl Equation Model analysis to examine the questions. The results are as follows: 1. Organizational culture is significant positive related to employee well-being. The organizational climate affect the employee well-being is not fully supported. The organizational learning is partially impact on employee well-being. 2. Employee well-being is significant positive associated with the organization innovation capability. The employee emotional well-being has partially impact on organizational innovation capability. The employee psychological well-being which affects the organizational innovation capability is not fully supported. Also, the employee social well-being affect the organizational innovation capability is not fully supported. 3. The organizational culture is significant positive related to the organization innovation capability. The organizational climate which affects the organization innovation capability is not fully supported. The organizational learning is linked with organization innovation capability. 4. To do a intermediary effect analysis on employee well-being, the result shows an indirect path way (organizational culture → employee happiness → Organization innovation capability). Therefore, the employee well-being has an indirect effect to affect on organizational innovation capacity from the organizational culture. 5. Finally, we use Independent-Samples T-Test and One-Way ANOVA analysis, and get some results: (1) The different employee creativity has significant difference in innovative behavior, emotional well-being, psychological well-being and social well-being. (2) The different gender of employees has significant difference in the technical innovation and innovative Behavior. The different age of employees has significant difference in the organizational innovation capability and social well-being. In different seniority of the employees, the technical innovation and innovative Behavior is different. The male employees are better innovation management and innovative behavior than the female employees. The older age of employees have more innovation skill. The employees under 41-50 ages have maximum social well-being.
Su, Yih-Hsi, and 蘇意喜. "The research of Employee Assistance Programs with Employee well-being." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/70591439563238389999.
Full text國立高雄師範大學
人力與知識管理研究所
100
The purpose of this study was to realize the relationships between Employee Assistance Programs and employee well-being from the perspective of flexible human resource management. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis, and based on one effective organization as example. The research was mainly conducted by questionnaires. Of the 120 questionnaires sent out, 116 were returned, among which 1 was not valid, 115 were valid. The returning rate of valid questionnaires was 95 %. The testing results of research hypothesis are as follows. The different situation of the personal demographic information of employees(sex, age, seniority, education,marital status, job salary per month),only sex is significant impact on employee well-being, the rests are not. Also Finding the degree of implementation of EAPs is significant impact on employee well-being; and is positive relationship with employee well-being. That asid the higher the organization promote EAPs, the higher the employee feel employee well-being, and the employee well-being forecast would have the same results. Organization implement EAPs of flexible human resource management, will affect the feeling of employee well-being, then improve the work performance and achieve the organizational objectives.
Silva, Teresa Mendes. "Sustainable practices impacting employee engagement and well-being." Master's thesis, 2021. http://hdl.handle.net/10071/23914.
Full textDada a crescente importância da sustentabilidade torna-se relevante perceber como é que a implementação de práticas sustentáveis nas organizações impacta a relação colaborador-organização. O objetivo deste estudo é explorar o efeito do Apoio Organizacional Percebido em Relação ao Meio Ambiente nos níveis de "Engagement" e Bem-estar Subjetivo dos Colaborares, bem como avaliar o impacto do "Engagement" sobre o Bem-estar Subjetivo. Foi realizado um questionário que resultou numa amostra de 230 indivíduos de diferentes países. Os dados foram analisados através de um Modelo de Equações Estruturais que permitiu identificar das relações entre os construtos. Os resultados permitiram concluir que o Apoio Organizacional Percebido em Relação ao Meio Ambiente tem um efeito positivo significativo nos níveis de "Engagement" dos Colaborares, bem como mostraram que não há um efeito positivo significativo direto do Apoio Organizacional Percebido em Relação ao Meio Ambiente sobre o Bem-estar Subjetivo. Finalmente, os resultados permitiram concluir que o "Engagement" teve um efeito significativamente positivo forte no Bem-estar Subjetivo.
Lin, Yu-Cheng, and 林育正. "The research of Employee Assistance Programs with Employee well-being and Job performance." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/86468555585426618004.
Full text國立中興大學
企業管理學系所
96
Physical and mental health of employees and emotions in job are related with the achievement of the company. This research is conducted to survey the practice of employee assistance programs(EAPs) and analyze EAPs’ influence on employee job performance. In variation, this research divided EAPs into health, life and work aspect and divided the well-being into psychological well-being, physical well-being, life satisfaction and burnout. Besides, it divided job performance into task performance and contextual performance. After empirical analysis, we found out while the practice of EAPs couldn’t meet the demands of employees, it would make a negative affect on the well-being of employees. It means that when employees have a low degree of satisfaction, their psychological well-being, physical well-being, life satisfaction are either low, and employees might have a higher reaction of burnout. Besides, the well-being have a positive relationship with task performance and contextual performance. Moreover, this research found out that the emotion and physical condition of employees would affect the job performance. The results show that the well-being have a medical effectiveness on the differences between the needs and practice of EAPs and task performance. This is the biggest contribution of the research. It also show that the practice of EAPs can increase the well-being of employees and enhance the job performance. In the contribution of the theory, most previous paper focus on the turnover rate, organizational commitment and work pressure. Some are conducted to survey the reason of the practice of EAPs in companies. However, this research is in employees’ place to survey if the EAPs can improve the psychological well-being of employees and have an influence on work attitude and job behavior. That means using a system to affect the psychology of employees and further affect their behavior. In the contribution of the practice, this research help companies to figure out the importance of EAPs which can booster achievement instead of a boondoggle. Therefore, this research suggests the companies can focus on the system to improve the well-being and enhance the job performance. Then, the companies can increase the whole achievement. Finally, both of the companies and the employees can benefits from EAPs.
Shiao, Hongyuan, and 蕭宏源. "A Study Of the Relationship Between Employee Benefits and Employees’ Sense Of Well-being." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47168671774909600773.
Full text中國文化大學
國際企業管理學系
100
The study begins with social phenomenon of happiness and previous literature, mainly make an exploration of influence of work welfare on staff happiness with work family conflict as an intermediate variable to understand its relation to happiness. The research point of view which the study desires to expand is found with the current research development status quo, and the research problem and purpose are de-rived via relation with happiness established by social welfare literature. The research objects sample workers of different organizations in every county and city in Taiwan. An appropriate scale is cited to circulate questionnaires, and 305 valid questionnaires are withdrawn in total. Via hierarchical regression analysis, the research results reveal that "work welfare" and "staff happiness" have a significantly positive relation, "work welfare" and "work family conflict" of staff have a significantly negative relation, and "work family con-flict" and "staff happiness" have a significantly negative relation. Work family conflict has mediation effect on the "work welfare-staff happiness" relation. In management practice, an enterprise is suggested to pay attention to staff happi-ness while pursuing performance. Via system making or other welfare activity design, an enterprise constructs an atmosphere supported by an organization, attempts to increase staff happiness so as to further enhance work performance to achieve a win-win situation of staff psychological satisfaction and organizational benefit. In addition, an attempt to reduce work family conflict of staff can also enhance staff happiness and good performance of staff in work.
Canon, Tan, and 陳楷能. "Which Employee will be More Well-Being? Career Success, Materialism, and Well-Being: The Mediating Effects of Motivation." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z8b666.
Full text國立彰化師範大學
人力資源管理研究所
106
People can learn about the impact and importance of well-being through past research, but people still wonder where it comes from. Through observation, become career success or reduce materialism is generally accepted as the direction of well-being. However, through literature review found that there is no lack of research on the relationship between career success, materialistic and well-being. But, there are few researches on the internal mechanism of the relationship. Therefore, this study incorporates intrinsic and extrinsic motivation as intervening variable. To explore the influence of motivation on the relationship. And the goal setting theory and resource conservation theory was used to explain the overall structure. Taking the employees in the traditional manufacturing industry as the sampling mother group, the effective questionnaires were 200, and the effective questionnaire recovery rate was 55.6%. The results show that: 1. Career success will enhance well-being through intrinsic motivation; 2. Career success will have a positive impact on extrinsic motivation; 3. Low materialism will enhance intrinsic motivation and positively affect well-being.
More, Penelope Sekgametsi. "The well-being of HIV/AIDS employees." Thesis, 2012. http://hdl.handle.net/10210/7658.
Full textVirtually unheard of two decades ago, AIDS is, at the turn of the century, one of the best known and most talked about disease on the globe. A decade ago, HIV was regarded primarily as a serious health crisis. What had first appeared to be a disease confined to certain well-defined populations such as gay men and haemophiliacs became a disease that threatened everyone, everywhere. AIDS has become a fullblown threat to development and its social and economic consequences are felt widely not only in the workplace but also in the human resource field and the economy in general. The HIV epidemic is the most important challenge facing South Africa since the birth of democracy. The implications of HIV in the workplace are scary. Even though HIV affects all of us, it has become a workplace issue that must be addressed simply because work is one of the most important dimensions in the life of the individual. The workplace can be a scene of prejudice, discrimination, rejection and harassment, for people affected by HIV, and those feelings are fuelled by ignorance and fear of infection. HIV-positive employees suffer high levels of depression, anxiety, fear and a great degree of uncertainty associated with the diagnosis. Instead of rejecting, stigmatising and isolating positive employees, a collective commitment is needed by the workplace to treat positive employees with dignity and respect. Because the workplace is such an important element in the individual's life, it has been demonstrated to be life lengthening and fulfilling for employees to remain in familiar, supportive and productive surroundings even after being diagnosed HIV-positive (Masi, 1993). The researcher examined how HIV affects employee functioning in the work environment. A qualitative research design is followed using a framework based on Straus and Corbin (1990). Purposive, non-probability sampling is used. Data is captured by using an unstructured, open-ended interview schedule. In this study data analysis is completed manually. Literature is reviewed to validate the findings and lastly conclusions and recommendations are presented.