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Journal articles on the topic 'Worker well-being'

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Author: Grafiati

Published: 10 December 2022

Last updated: 28 January 2023

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1

Artz, Benjamin. "Relative supervisor education and worker well-being." International Journal of Manpower 39, no. 5 (August 6, 2018): 731–45. http://dx.doi.org/10.1108/ijm-01-2017-0022.

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Purpose Less educated supervisors create worker status incongruence, a violation of social norms that signals advancement uncertainty and job ambiguity for workers, and leads to negative behavioral and well-being outcomes. The purpose of this paper is to compare education levels of supervisors with their workers and measure the correlation between relative supervisor education and worker job satisfaction. Design/methodology/approach Using the only wave of the 1979 National Longitudinal Survey of Youth that identifies education levels of both supervisor and worker, a series of ordered probit estimates describe the relationship between supervisor education levels and subordinate worker well-being. Extensive controls, sub-sample estimates and a control for sorting confirm the estimates. Findings Worker well-being is negatively correlated with having a less educated supervisor and positively correlated with having a more educated supervisor. This result is robust to a number of alternative specifications. In sub-sample estimates, workers highly placed in an organization’s hierarchy do not exhibit reduced well-being with less educated supervisors. Research limitations/implications A limitation is the inability to control for worker fixed effects, which may introduce omitted variable bias into the estimates. Originality/value The paper is the first to introduce relative supervisor–worker education level as a determinant of worker well-being.

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2

Artz, Benjamin M., Amanda H. Goodall, and Andrew J. Oswald. "Boss Competence and Worker Well-Being." ILR Review 70, no. 2 (July 11, 2016): 419–50. http://dx.doi.org/10.1177/0019793916650451.

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Nearly all workers have a supervisor or “boss.” Yet little is known about how bosses influence the quality of employees’ lives. This study offers new evidence. First, the authors find that a boss’s technical competence is the single strongest predictor of a worker’s job satisfaction. Second, they demonstrate using longitudinal data, after controlling for fixed-effects, that even if a worker stays in the same job and workplace, a rise in the competence of a supervisor is associated with an improvement in the worker’s well-being. Third, the authors report a variety of robustness checks, including tentative instrumental variable results. These findings, which draw on U.S. and British data, contribute to an emerging literature on the role of “expert leaders” in organizations.

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3

Adams, Jerome M. "The Value of Worker Well-Being." Public Health Reports 134, no. 6 (October 10, 2019): 583–86. http://dx.doi.org/10.1177/0033354919878434.

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4

Ab Wahab, Mastura, and Ekrem Tatoglu. "Chasing productivity demands, worker well-being, and firm performance." Personnel Review 49, no. 9 (March 19, 2020): 1823–43. http://dx.doi.org/10.1108/pr-01-2019-0026.

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PurposeThis study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.Design/methodology/approachData were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.FindingsThe findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.Research limitations/implicationsThis study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.Originality/valueThis study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.

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Zhyznomirska, Oksana. "EMOTIONAL WELL-BEING OF THE SOCIAL WORKER." Social work and education 7, no. 2 (May 30, 2020): 163–69. http://dx.doi.org/10.25128/2520-6230.20.2.1.

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Dudchak, Halyna. "EMOTIONAL WELL-BEING OF THE SOCIAL WORKER." Social work and education 7, no. 2 (May 30, 2020): 208–14. http://dx.doi.org/10.25128/2520-6230.20.2.6.

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7

Carr, Michael D. "Local Area Inequality and Worker Well-Being." Review of Social Economy 71, no. 1 (March 2013): 44–64. http://dx.doi.org/10.1080/00346764.2012.707399.

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Ray, Tapas K., and Regina Pana-Cryan. "Work Flexibility and Work-Related Well-Being." International Journal of Environmental Research and Public Health 18, no. 6 (March 21, 2021): 3254. http://dx.doi.org/10.3390/ijerph18063254.

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Work organization practices, including work flexibility, are changing and can affect worker well-being. Common work flexibility types include working at home, taking time off when needed, and changing one’s work schedule. Given the changes in and the importance of work flexibility, the study assesses its prevalence and association with worker well-being in the United States. We used 2002–2018 General Social Survey—Quality of Worklife (GSS-QWL) data, descriptive statistics, and regression analyses to assess the reported likelihood of job stress, job satisfaction, healthy days, and days with activity limitations among workers reporting work flexibility. The prevalence of work flexibility remained relatively stable during the period examined. Working at home increased the likelihood of job stress by 22% and job satisfaction by 65%. Taking time off decreased the likelihood of job stress by 56% and days with activity limitations by 24%, and more than doubled the likelihood of job satisfaction. Changing one’s schedule decreased the likelihood of job stress by 20% and increased the likelihood of job satisfaction by 62%. This study used all the available data from GSS-QWL and demonstrated the ongoing importance of work flexibility for well-being.

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Tepas, Donald I., Janet L. Barnes-Farrell, Natalia Bobko, Frida M. Fischer, Irena Iskra-Golec, and Ljiljana Kaliterna. "The impact of night work on subjective reports of well-being: an exploratory study of health care workers from five nations." Revista de Saúde Pública 38, suppl (December 2004): 26–31. http://dx.doi.org/10.1590/s0034-89102004000700005.

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OBJECTIVE: To carry out a survey data collection from health care workers in Brazil, Croatia, Poland, Ukraine and the USA with two primary goals: (1) to provide information about which aspects of well-being are most likely to need attention when shiftwork management solutions are being developed, and (2) to explore whether nations are likely to differ with respect to the impacts of night work on the well-being of workers involved in health care work. METHODS: The respondents from each nation were sorted into night worker and non-night worker groups. Worker perceptions of being physically tired, mentally tired, and tense at the end of the workday were examined. Subjective reports of perceived felt age were also studied. For each of these four dependent variables, an ANCOVA analysis was carried out. Hours worked per week, stability of weekly work schedule, and chronological age were the covariates for these analyses. RESULTS: The results clearly support the general proposal that nations differ significantly in worker perceptions of well-being. In addition, perceptions of physical and mental tiredness at the end of the workday were higher for night workers. For the perception of being physically tired at the end of a workday, the manner and degree to which the night shift impacts the workers varies by nation. CONCLUSIONS: Additional research is needed to determine if the nation and work schedule differences observed are related to differences in job tasks, work schedule structure, off-the-job variables, and/or other worker demographic variables.

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Arnoldi, Emsie, Rachelle Bosua, and Vanessa Dirksen. "Mapping themes for the well-being of low-skilled gig workers: Implications for digital platform design." Transitions: Journal of Transient Migration 5, no. 1 (March 1, 2021): 55–75. http://dx.doi.org/10.1386/tjtm_00031_1.

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Platform-based work and corresponding business models are redefining the work landscape. The rapid growth in digital platforms has prospered since the start of the pandemic, enabling various service-based gig work tasks such as Amazon, Uber and Deliveroo. Currently, there is scant literature that examines the well-being of gig workers in the platform economy. In this article, we reflect on the well-being of one category of gig workers, low-skilled service-based gig workers. These workers are often migrants or transient workers who face barriers to enter the job market in a foreign country, need a job to generate an income for the family, often transition between jobs or wish to conduct flexible, temporary gigs afforded by many digital platforms. Informed by an overview of the literature and the International Labour Organization’s (ILO) definition of well-being, our study supports the notion that precarity leads to compromised worker well-being. As a consequence, we identify four themes for gig worker well-being that can be incorporated in the design of platforms to improve the well-being of low-skilled service-based workers: (1) regulatory aspects and contracts to protect the worker, (2) job-related appraisal and reward systems, (3) feeling connected in a work-related social network and (4) algorithmic control and organization of tasks and work. Our study opens discourse on digital platform worker well-being, suggesting improvements to digital platform design to support worker well-being for service-based gig workers and potentially all forms of gig work.

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Schill, Anita L. "Advancing Well-Being Through Total Worker Health®." Workplace Health & Safety 65, no. 4 (April 2017): 158–63. http://dx.doi.org/10.1177/2165079917701140.

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Total Worker Health® (TWH) is a paradigm-shifting approach to safety, health, and well-being in the workplace. It is defined as policies, programs, and practices that integrate protection from work-related safety and health hazards with promotion of injury and illness prevention efforts to advance worker well-being. The most current TWH concepts are presented, including a description of issues relevant to TWH and introduction of a hierarchy of controls applied to TWH. Total Worker Health advocates for a foundation of safety and health through which work can contribute to higher levels of well-being.

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Lee, Jong Man. "Factors Affecting Subjective Well-Being of Office Worker." Journal of the Korea Contents Association 14, no. 1 (January 28, 2014): 400–408. http://dx.doi.org/10.5392/jkca.2014.14.01.400.

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Kim, Jaeseung, Julia R. Henly, Lonnie M. Golden, and Susan J. Lambert. "Workplace Flexibility and Worker Well‐Being by Gender." Journal of Marriage and Family 82, no. 3 (December 3, 2019): 892–910. http://dx.doi.org/10.1111/jomf.12633.

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De Simone, S., and A. Esposito. "Older worker well-being in health care setting." European Geriatric Medicine 4 (September 2013): S166. http://dx.doi.org/10.1016/j.eurger.2013.07.555.

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15

Berg, Janine. "Contractual status, worker well-being and economic development." Indian Journal of Labour Economics 60, no. 2 (June 2017): 121–36. http://dx.doi.org/10.1007/s41027-017-0092-1.

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Crawford, Nancy, and Helen M. Devries. "Relationship between Role Perception and Well-Being in Married Female Missionaries." Journal of Psychology and Theology 33, no. 3 (September 2005): 187–97. http://dx.doi.org/10.1177/009164710503300304.

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Although women play a significant role in world missions, few studies have been done to ascertain what factors enhance their effectiveness and sense of well-being. This study surveyed 153 married female missionaries to explore how they perceive their overall well-being and missionary role, and whether their perception of their role is related to their sense of well-being. Unexpectedly, responses indicated a need to modify Bowers (1984) Classification of Married Women Missionaries' Roles from four categories into two: “direct worker” or “support worker.” In an analysis of the data using this new classification Direct Workers were found to have a lower level of emotional distress than Support Workers. Additionally, participants' answers to open-ended questions indicated a moderate level of relevance of role issues in their lives as missionaries. Implications of these findings for enhancing married female missionary's well-being and for future research using this new classification are discussed.

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Moreno-Milan, Beatriz, Bill Breitbart, Benjamin Herreros, Karmele Olaciregui Dague, and María Cristina Coca Pereira. "Psychological well-being of palliative care professionals: Who cares?" Palliative and Supportive Care 19, no. 2 (April 2021): 257–61. http://dx.doi.org/10.1017/s1478951521000134.

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AbstractBackgroundTraditionally, the psychological well-being of healthcare workers has been taken for granted — it has even been considered a part of the requirements that were demanded of them. When these professionals have experienced suffering and psychological depletion, they have been held accountable for this suffering, adopting an individualistic and reductionist viewpoint focused only on the professional. This approach has become obsolete due to its proven ineffectiveness, especially from an ethics of responsibility and organization viewpoint.ContextThe psychological well-being of the healthcare worker (and its opposites: suffering, exhaustion, and disenchantment) is advantageous to the professional's commitment to the institution, to their work performance, and to their personal life.ObjectiveThe objective of this paper is to reflect on the psychological suffering of the palliative care professional.MethodWe will reflect on the three levels of responsibility that influence such suffering (micro-meso-macro-ethical; worker-environment-institution).ResultsWe will propose a global strategy for the care of psychological well-being supported by scientific evidence and key references.Significance of resultsWe conclude with some contributions on what we have learned and still have to learn on this topic.

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McDiarmid, Melissa, Marian Condon, and Joanna Gaitens. "The Healthcare Sector Employer’s Duty of Care: Implications for Worker Well-Being." International Journal of Environmental Research and Public Health 18, no. 11 (June 3, 2021): 6015. http://dx.doi.org/10.3390/ijerph18116015.

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Pandemic diseases of this century have differentially targeted healthcare workers globally. These infections include Severe Acute Respiratory Syndrome SARS, the Middle East respiratory syndrome coronavirus Middle East respiratory syndrome coronavirus (MERS-CoV) and Ebola. The COVID-19 pandemic has continued this pattern, putting healthcare workers at extreme risk. Just as healthcare workers have historically been committed to the service of their patients, providing needed care, termed their “duty of care”, so too do healthcare employers have a similar ethical duty to provide care toward their employees arising from historical common law requirements. This paper reports on results of a narrative review performed to assess COVID-19 exposure and disease development in healthcare workers as a function of employer duty of care program elements adopted in the workplace. Significant duty of care deficiencies reported early in the pandemic most commonly involved lack of personal protective equipment (PPE) availability. Beyond worker safety, we also provide evidence that an additional benefit of employer duty of care actions is a greater sense of employee well-being, thus aiding in the prevention of healthcare worker burnout.

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Lai, Tatiana, Sofia Cincotti, and Cristian Pisu. "Gender Inequality and Well-Being of Healthcare Workers in Diabetology: A Pilot Study." Diabetology 3, no. 3 (June 21, 2022): 384–92. http://dx.doi.org/10.3390/diabetology3030029.

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Several factors affect the relationship between a diabetic patient and a healthcare worker. Among these, there is the well-being of healthcare workers and how they perceive their work environment, especially in the context of the presence or absence of gender inequality. To show the importance of these aspects, a selected sample of healthcare workers who were exposed daily to people (mainly diabetic patients) within the working environment were interviewed. The different opinions of the interviewees show that in an environment where factors that negatively affected their work and personal well-being were minimized, healthcare workers were able to fully express their potential. They expressed great satisfaction with their work involving daily contact with patients, while achieving the type of patient–healthcare worker relationship model desired for a better management of diabetic patients’ care.

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Valley, Morgan A., and Lorann Stallones. "Impact of a Mindfulness Intervention on Hospice Care Worker Safety and Well-Being." OBM Integrative and Complementary Medicine 06, no. 03 (June 30, 2021): 1. http://dx.doi.org/10.21926/obm.icm.2103029.

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Hospice care workers are exposed to the hazards associated with in-home care in uncontrollable environments as well as occupational stress related to caring for terminally ill patients and their families. This study aimed to assess the effectiveness of an abbreviated mindfulness intervention to improve hospice care worker occupational safety performance and well-being. This study used a single-group pre-post design to pilot test an 18-hour mindfulness training as an intervention on self-reported safety performance and well-being among 13 hospice care workers in Colorado. Participants reported statistically increased levels of safety compliance, one component of safety performance, and subjective well-being following the abbreviated mindfulness intervention in comparison to baseline. The findings that mindfulness training can improve self-reported safety compliance and well-being among hospice workers support further testing of the use of abbreviated mindfulness trainings within hospice care organizations to promote worker safety and well-being.

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McKenzie, Glenise, and Mary K. Salazar. "The Organization of Work—Effect on Worker Well-Being." AAOHN Journal 53, no. 9 (September 2005): 381–84. http://dx.doi.org/10.1177/216507990505300902.

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22

Sloan, Melissa M. "Unfair Treatment in the Workplace and Worker Well-Being." Work and Occupations 39, no. 1 (July 8, 2011): 3–34. http://dx.doi.org/10.1177/0730888411406555.

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Schneider, Daniel, and Kristen Harknett. "Consequences of Routine Work-Schedule Instability for Worker Health and Well-Being." American Sociological Review 84, no. 1 (February 2019): 82–114. http://dx.doi.org/10.1177/0003122418823184.

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Research on precarious work and its consequences overwhelmingly focuses on the economic dimension of precarity, epitomized by low wages. But the rise in precarious work also involves a major shift in its temporal dimension, such that many workers now experience routine instability in their work schedules. This temporal instability represents a fundamental and under-appreciated manifestation of the risk shift from firms to workers. A lack of suitable existing data, however, has precluded investigation of how precarious scheduling practices affect workers’ health and well-being. We use an innovative approach to collect survey data from a large and strategically selected segment of the U.S. workforce: hourly workers in the service sector. These data reveal that exposure to routine instability in work schedules is associated with psychological distress, poor sleep quality, and unhappiness. Low wages are also associated with these outcomes, but unstable and unpredictable schedules are much more strongly associated. Precarious schedules affect worker well-being in part through the mediating influence of household economic insecurity, yet a much larger proportion of the association is driven by work-life conflict. The temporal dimension of work is central to the experience of precarity and an important social determinant of well-being.

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Shevchuk, Andrey, Denis Strebkov, and Shannon N. Davis. "Work value orientations and worker well-being in the new economy." International Journal of Sociology and Social Policy 38, no. 9/10 (September 10, 2018): 736–53. http://dx.doi.org/10.1108/ijssp-01-2018-0006.

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Purpose The purpose of this paper is to integrate work values research with the Job Demands–Resources model to assess the role that work value orientations play in self-employed workers’ subjective well-being. Design/methodology/approach The paper analyzes unique data on freelancers participating in an online labor market (n=9,984). Findings Intrinsic work values are associated with greater subjective well-being, whereas extrinsic work values are associated with lower subjective well-being. Consistent with the buffer hypothesis, intrinsic work value orientation reduces the negative effect of working hours on worker’s well-being, and extrinsic orientation enhances the negative effect. Originality/value This paper calls into question the importance of working conditions relative to worker values when assessing the role that job demands and resources play in the new economy. As work becomes more demanding and employment relations more flexible, personal resources such as work value orientations may become increasingly important for worker’s well-being.

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Moulin, Stephane. "Psychosocial Risks and Subjective Well-Being in the Canadian Workplace." Canadian Journal of Career Development 21, no. 1 (February 1, 2022): 42–55. http://dx.doi.org/10.53379/cjcd.2022.327.

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This article puts forward a new typology of workers, based on an enhanced set of indicators of psychosocial risks and well-being, and examines the character traits associated with each class membership. This article innovates by simultaneously taking into account how hostile behaviours, poor working conditions and employment precariousness are associated with different subjective measures of well-being. This study uses a person-centered approach by conducting latent class analysis on a representative sample of 5,867 Canadian employees. Six distinct clusters are revealed: “heavily suffering”, “unfulfilled precarious”, “unhealthy stressed”, “untroubled harassed”, “optimistic precarious” and “not exposed”. This article thus shows that it is not harassment or lack of social benefits per se that affect workers’ well-being. It demonstrates that workers’ well-being deteriorates only when hostile behaviours/conflicts and poor working/employment conditions overlap. Binary logistic regression analyses reveal that, controlling for other worker characteristics, this typology of workers is related to work ethic and resilience. The results suggest two key trends: overlapping exposure to precariousness, procedural injustice and poor prospects for career advancement reduces hard work ethic, while overlapping exposure to hostile behaviour/conflicts and competition reduces resilience.

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Rani, Hafnidar A., Afiqah R. Radzi, Ahmad Rizal Alias, Saud Almutairi, and Rahimi A. Rahman. "Factors Affecting Workplace Well-Being: Building Construction Projects." Buildings 12, no. 7 (June 28, 2022): 910. http://dx.doi.org/10.3390/buildings12070910.

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This study explores the factors affecting workplace well-being in building construction projects. The objectives of this study are (1) to investigate the critical factors for workplace well-being in building construction projects, (2) to compare the critical factors between large enterprises (LEs) and small-medium enterprises (SMEs), and (3) to compare the critical factors between high-rise building construction projects and non-high-rise building construction projects. Data from 21 semi-structured interviews with construction industry professionals in Malaysia and a systematic literature review were used to develop a potential list of factors. Then, the factors were used to create a survey that was distributed to industry professionals. Data from 205 valid responses were analyzed using mean score ranking, normalization, the Kruskal–Wallis test, and overlap analysis. Fourteen critical factors were determined, including salary package, working hours, project progress, planning of the project, workers’ welfare, relationship between top management and employees, timeline of salary payment, working environment, employee work monitoring, communication between workers, insurance for construction worker, general safety and health monitoring, collaboration between top management and employee, and project leadership. This study contributes to the body of knowledge by identifying the critical factors for improving workplace well-being. The study findings allow researchers and practitioners to develop strategies to promote workplace well-being in building construction projects.

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Anger, W. Kent, Jason Kyler-Yano, Katie Vaughn, Bradley Wipfli, Ryan Olson, and Magali Blanco. "Total Worker Health® Intervention for Construction Workers Alters Safety, Health, Well-Being Measures." Journal of Occupational and Environmental Medicine 60, no. 8 (August 2018): 700–709. http://dx.doi.org/10.1097/jom.0000000000001290.

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Graham, John R., and Micheal L. Shier. "Profession and Workplace Expectations of Social Workers: Implications for Social Worker Subjective Well-Being." Journal of Social Work Practice 28, no. 1 (June 25, 2013): 95–110. http://dx.doi.org/10.1080/02650533.2013.810613.

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Jimenez, William P., Xiaoxiao Hu, Rebecca Garden, and Xiaofei Xie. "Toward a More PERMA(nent) Conceptualization of Worker Well-Being?" Journal of Personnel Psychology 21, no. 2 (April 2022): 94–100. http://dx.doi.org/10.1027/1866-5888/a000288.

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Abstract. We examined the factor structure of the recently developed worker well-being measure Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the United States ( N = 284) and China ( N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both samples ( NUS = 147; NChina = 202). Overall, the Workplace PERMA Profiler may have problematic psychometric properties and item wordings and thus would benefit from further refinement.

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Tay, Louis, and James K. Harter. "Economic and Labor Market Forces Matter for Worker Well-Being." Applied Psychology: Health and Well-Being 5, no. 2 (February 18, 2013): 193–208. http://dx.doi.org/10.1111/aphw.12004.

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Zickar, Michael J. "Remembering Arthur Kornhauser: Industrial psychology's advocate for worker well-being." Journal of Applied Psychology 88, no. 2 (2003): 363–69. http://dx.doi.org/10.1037/0021-9010.88.2.363.

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Dugan, Alicia G., Janet L. Barnes-Farrell, Richard H. Fortinsky, and Martin G. Cherniack. "Acquired and Persistent Eldercare Demands: Impact on Worker Well-Being." Journal of Applied Gerontology 39, no. 4 (August 19, 2019): 357–67. http://dx.doi.org/10.1177/0733464819870034.

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Eldercare demands (ECD) may result in stress when finite resources needed to fulfill life roles (i.e., family, work) become scarce. ECD may be acquired, continue over time, or be relinquished. They thus may represent acute stress (immediate, severe) or chronic stress (persistent, milder). Workers at six U.S. manufacturing companies completed surveys ( N = 520). ECD were operationalized as providing assistance to an adult aged 65+ years due to disability or illness. Workers were categorized into four ECD groups (persistent, relinquished, acquired, and none), and we examined the ECD groups’ association with person-centric and work-centric outcomes. Respondents with acquired ECD had worse mental health and greater depressive symptoms than those with none, and those with persistent ECD had greater work stress and family–work conflict than those with none. Findings suggesting that acute stress is more related to person-centric outcomes and chronic stress is more related to work-centric outcomes could inform development of tailored interventions.

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Rauvola, Rachel S., and Cort W. Rudolph. "Worker aging, control, and well-being: A specification curve analysis." Acta Psychologica 233 (March 2023): 103833. http://dx.doi.org/10.1016/j.actpsy.2023.103833.

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Tamers, Sara, L. Chosewood, Adele Childress, Heidi Hudson, Jeannie Nigam, and Chia-Chia Chang. "Total Worker Health® 2014–2018: The Novel Approach to Worker Safety, Health, and Well-Being Evolves." International Journal of Environmental Research and Public Health 16, no. 3 (January 24, 2019): 321. http://dx.doi.org/10.3390/ijerph16030321.

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Background: The objective of this article is to provide an overview of and update on the Office for Total Worker Health® (TWH) program of the Centers for Disease Control and Prevention’s National Institute for Occupational Safety and Health (CDC/NIOSH). Methods: This article describes the evolution of the TWH program from 2014 to 2018 and future steps and directions. Results: The TWH framework is defined as policies, programs, and practices that integrate protection from work-related safety and health hazards with promotion of injury and illness prevention efforts to advance worker well-being. Conclusions: The CDC/NIOSH TWH program continues to evolve in order to respond to demands for research, practice, policy, and capacity building information and solutions to the safety, health, and well-being challenges that workers and their employers face.

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Rehder, Kyle, Kathryn C. Adair, and J. Bryan Sexton. "The Science of Health Care Worker Burnout: Assessing and Improving Health Care Worker Well-Being." Archives of Pathology & Laboratory Medicine 145, no. 9 (August 30, 2021): 1095–109. http://dx.doi.org/10.5858/arpa.2020-0557-ra.

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Context.— Problems with health care worker (HCW) well-being have become a leading concern in medicine given their severity and robust links to outcomes like medical error, mortality, and turnover. Objective.— To describe the state of the science regarding HCW well-being, including how it is measured, what outcomes it predicts, and what institutional and individual interventions appear to reduce it. Data Sources.— Peer review articles as well as multiple large data sets collected within our own research team are used to describe the nature of burnout, associations with institutional resources, and individual tools to improve well-being. Conclusions.— Rates of HCW burnout are alarmingly high, placing the health and safety of patients and HCWs at risk. To help address the urgent need to help HCWs, we summarize some of the most promising early interventions, and point toward future research that uses standardized metrics to evaluate interventions (with a focus on low-cost institutional and personal interventions).

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Alfiasari, Titik Sumarti, Ekawati Sri Wahyuni, and Irni Rahmayani Johan. "Optimalisasi Kesejahteraan Left-behind Children pada Keluarga Pekerja Migran di Pedesaan melalui Penguatan Sistem Keluarga Inti: Sebuah Perspektif dari Sisi Anak." Sodality: Jurnal Sosiologi Pedesaan 10, no. 2 (September 23, 2022): 179–95. http://dx.doi.org/10.22500/10202240379.

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Children who are left by their parents who work outside the region or abroad as migrant workers will face various well-being problems. This requires a further study to explore the well-being of left-behind children of migrant workers' families in Indonesia, both circular migrant workers and international migrant workers. This study aimed to analyze left-behind children's subjective well-being condition and its relation to family-based social capital and social support that children of migrant worker families perceive. This study is expected to be an initial finding to direct further studies related to strengthening the nuclear family system for families of migrant workers who can optimize the left-behind children's well-being of families of migrant workers. This research was conducted in Juntinyuat, Limbangan, and Dadap Villages, Juntinyuat District, Indramayu Regency. The sampling technique used snowball sampling with samples of children aged 12-18 years from families of migrant workers, both circular and international. The total respondents were 120 children whose data were collected through a self-administered method. The study found that left-behind children whose mothers worked as international migrant workers were more vulnerable to their well-being than other left-behind children. The role of family-based social capital and social support as components in strengthening the nuclear family system of migrant worker families is discussed further in this article

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Spivack, April J., and Ivana Milosevic. "Perceived Location Autonomy and Work Environment Choice: The Mediating Influence of Intrinsic Motivation." Journal of Applied Behavioral Science 54, no. 3 (March 28, 2018): 325–48. http://dx.doi.org/10.1177/0021886318764353.

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Building on the main tenets of labor process theory, this study introduces perceived location autonomy (PLA)—the autonomy to generate, evaluate, and choose where to perform one’s work tasks—and tests the relationships between PLA and worker productivity and well-being. Using a sample of academic knowledge workers ( n = 319), our results suggest that workers experiencing higher PLA choose work environments to enhance both their productivity and their well-being through increased intrinsic motivation. Consistent with labor process theory, PLA acts as a form of empowerment that aligns knowledge worker and organizational goals to realize productivity gains while simultaneously allowing workers to enhance well-being. Together, these results suggest that managers may wish to consider integrating PLA into job and organizational design, as an alternative to control, as an effective strategy for boosting knowledge worker productivity and well-being.

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Hailitik, Welhelmina Maria yuniaputry, and Maggareta Erna Setianingrum. "HUBUNGAN ANTARA DUKUNGAN SOSIAL KELUARGA DENGAN PSYCHOLOGICAL WELL-BEING PADA PEKERJA SEKS KOMERSIAL DI PANTI REHABILITASI." Jurnal Psikohumanika 11, no. 2 (November 28, 2019): 137–50. http://dx.doi.org/10.31001/j.psi.v11i2.543.

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Abstract The research aims to knowing the relationship between social support and psychological well-being in commercial sex worker. This research is designed by using sampling saturated technique with 55 participants. Variable of family social support using Cutrona's theory (1987) which consists of 24 items and psychological well-being variable using Ryff's theory (1989) which consists of 42 items. The research method in data collection using the scale method, that is the scale of family social support and the ryff’s psychological well-being scale. Data analysis using the product moment correlation analysis techniques and obtained a comparison coefficient of 0.290 with a sig value. = 0,000 (p <0.001). Based on the research results shows a positive relationship between family social support and psychological well-being on commercial workers in rehabilitation home. Keywords: Family Social Support, Psychological well-being, Commercial Sex Worker.

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Inanc, Hande, and Arne L. Kalleberg. "Institutions, Labor Market Insecurity, and Well-Being in Europe." Social Sciences 11, no. 6 (May 31, 2022): 245. http://dx.doi.org/10.3390/socsci11060245.

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We examined the differences among seventeen European countries regarding the extent to which several key institutional and labor market characteristics affect the degrees of insecurity that people feel about their jobs and employment prospects, as well as their well-being (economic security and subjective well-being). We estimate how macrostructural factors affect well-being by fitting random-intercept multi-level models and decomposing the variance across national and individual levels, using data from the 2004 and 2010 European Social Surveys. We find that there is substantial country-level variation in labor market insecurity, economic security and subjective well-being. Active labor market policies, the generosity of unemployment benefits, and collective bargaining coverage explain a considerable portion of the identified differences among countries in labor market insecurity and well-being. The effects of employment protection legislation vary depending on whether the worker has a permanent or temporary contract. We did not find substantial differences between 2004 and 2010, suggesting that the effects of institutions and worker power on labor market insecurity and well-being reflect longer-term structural changes associated with the transformation of employment relations.

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Graham, John, and Micheal Shier. "Intersecting Personal Identity and Professional Role: Impact on Social Worker Subjective Well-Being." Journal of Baccalaureate Social Work 19, no. 1 (January 1, 2014): 133–50. http://dx.doi.org/10.18084/basw.19.1.w874h8k5077hm058.

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Within undergraduate social work education, personal life characteristics are viewed predominantly in relation to their implications for social worker professional role identity. But personal life factors should also be considered in relation to occupational health and well-being. To better understand this relationship in social work specifically, data from interviews with social workers who reported low to medium levels of overall work and profession satisfaction were analyzed. Respondents noted that personal life factors such as interpersonal relationships and intrapersonal functioning affected their overall subjective well-being, and they highlighted several intersecting factors between their personal lives and professional roles that contribute to overall well-being. The findings have implications for social work education in regard to issues of self-care and the development of inter- and intrapersonal skills to maintain positive occupational health.

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Nazareno, Luísa, and Daniel S. Schiff. "The impact of automation and artificial intelligence on worker well-being." Technology in Society 67 (November 2021): 101679. http://dx.doi.org/10.1016/j.techsoc.2021.101679.

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Streit, Jessica M. K., Sarah A. Felknor, Nicole T. Edwards, and John Howard. "Leveraging Strategic Foresight to Advance Worker Safety, Health, and Well-Being." International Journal of Environmental Research and Public Health 18, no. 16 (August 11, 2021): 8477. http://dx.doi.org/10.3390/ijerph18168477.

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Attending to the ever-expanding list of factors impacting work, the workplace, and the workforce will require innovative methods and approaches for occupational safety and health (OSH) research and practice. This paper explores strategic foresight as a tool that can enhance OSH capacity to anticipate, and even shape, the future as it pertains to work. Equal parts science and art, strategic foresight includes the development and analysis of plausible alternative futures as inputs to strategic plans and actions. Here, we review several published foresight approaches and examples of work-related futures scenarios. We also present a working foresight framework tailored for OSH and offer recommendations for next steps to incorporate strategic foresight into research and practice in order to advance worker safety, health, and well-being.

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McLellan, Robert K. "Work, Health, And Worker Well-Being: Roles And Opportunities For Employers." Health Affairs 36, no. 2 (February 2017): 206–13. http://dx.doi.org/10.1377/hlthaff.2016.1150.

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Salimah, Nurul, and Istiqlaliyah Muflikhati. "Family Capitals, Livelihood Strategies, and Family Well-Being of Plantation Worker." Journal of Family Sciences 1, no. 1 (July 1, 2016): 13. http://dx.doi.org/10.29244/jfs.1.1.13-23.

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<strong></strong>This study aimed to analyze the influence of family characteristic, family capitals, and livelihood strategy toward family well-being. The sample of this study was family with wife who worked as a tea picker in Purwabakti, Pamijahan, Bogor. There were 100 families chosen randomly in this research. Family well-being was observed based on indicators defined by National Population and Family Planning Board (NPFPB) and Statistics Indonesia (SI). The analyses used in this research were descriptive analyses, independent sample T-test, and logistic regression. The result showed husband age and family size negatively affected the family well-being. Physical capital and financial capitals positively affected the family well-being. Meanwhile, livelihood strategy did not significantly affect the family well-being.<strong></strong><p><strong>Keywords</strong>: family capitals, family well-being, livelihood strategies</p><p> </p><p>Penelitian ini bertujuan untuk menganalisis pengaruh karakteristik keluarga, kepemilikan modal keluarga, dan strategi nafkah terhadap kesejahteraan keluarga. Contoh dalam penelitian ini adalah keluarga dengan istri yang bekerja sebagai buruh pemetik teh di Desa Purwabakti, Kecamatan Pamijahan, Kabupaten Bogor. Contoh dalam penelitian ini sebanyak 100 orang yang dipilih secara acak. Kesejahteraan keluarga diukur dengan menggunakan indikator BKKBN dan BPS. Analisis yang digunakan merupakan analisis deskriptif, uji beda <em>independent sample T-test</em> dan uji regresi logistik. Hasil penelitian menunjukkan umur suami dan besar keluarga berpengaruh negatif signifikan terhadap kesejahteraan keluarga. Modal fisik dan modal finansial berpengaruh positif signifikan terhadap kesejahteraan keluarga. Sementara itu, strategi nafkah tidak berpengaruh signifikan terhadap kesejahteraan keluarga.</p><p><strong>Kata kunci</strong> : kesejahteraan keluarga, modal keluarga, strategi nafkah</p>

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EDWARDS, JEFFREY R. "Computer aided manufacturing and worker well-being: a review of research." Behaviour & Information Technology 8, no. 3 (June 1989): 157–74. http://dx.doi.org/10.1080/01449298908914549.

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Budd, John W., and David A. Spencer. "Worker well-being and the importance of work: Bridging the gap." European Journal of Industrial Relations 21, no. 2 (May 20, 2014): 181–96. http://dx.doi.org/10.1177/0959680114535312.

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Verhaest, Dieter, and Eddy Omey. "Objective over-education and worker well-being: A shadow price approach." Journal of Economic Psychology 30, no. 3 (June 2009): 469–81. http://dx.doi.org/10.1016/j.joep.2008.06.003.

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George, Jennifer M., and Erik Dane. "Taking a Deeper Look at Hard Times and Worker Well-Being." Industrial and Organizational Psychology 7, no. 4 (December 2014): 573–76. http://dx.doi.org/10.1017/s175494260000691x.

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Ravalier, J. M., A. R. Fidalgo, R. Morton, and L. Russell. "The influence of zero-hours contracts on care worker well-being." Occupational Medicine 67, no. 5 (May 7, 2017): 344–49. http://dx.doi.org/10.1093/occmed/kqx043.

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Tortia, Ermanno C. "Worker well-being and perceived fairness: Survey-based findings from Italy." Journal of Socio-Economics 37, no. 5 (October 2008): 2080–94. http://dx.doi.org/10.1016/j.socec.2007.10.005.

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