Relevant bibliographies by topics / Workplace wellbeing

Academic literature on the topic 'Workplace wellbeing'

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

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Journal articles on the topic "Workplace wellbeing"

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Jefferies, Tina. "Workplace wellbeing." Early Years Educator 17, no. 1 (May 2, 2015): 35–37. http://dx.doi.org/10.12968/eyed.2015.17.1.35.

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Litchfield, P. "Workplace wellbeing." Perspectives in Public Health 141, no. 1 (December 28, 2020): 11–12. http://dx.doi.org/10.1177/1757913920951388.

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Bartram, D. J. "Wellbeing in the workplace." Veterinary Record 161, no. 14 (October 6, 2007): 493. http://dx.doi.org/10.1136/vr.161.14.493-a.

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Moffat, Polly. "Wellbeing in the workplace." Practice Management 26, no. 8 (September 2, 2016): 40–41. http://dx.doi.org/10.12968/prma.2016.26.8.40.

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Roizen, M. F., and K. W. Roach. "Wellbeing in the workplace." BMJ 340, apr06 1 (April 6, 2010): c1743. http://dx.doi.org/10.1136/bmj.c1743.

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Keleher, Julia, Michelle O’Sullivan, and Fiona Mackay. "Harnessing the workplace as a tool for public mental health and prevention." Clinical Psychology Forum 1, no. 356 (August 2022): 89–97. http://dx.doi.org/10.53841/bpscpf.2022.1.356.89.

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Adults in full time employment spend approximately one third of their time at work. The workplace has immense potential to influence mental health and wellbeing, for better or worse. But what makes workplaces ‘healthy’ and how can psychologists contribute to them? Using case studies, this article explores some of the different ways psychologists are are influencing the workplace, employing interventions to enhance mental health and wellbeing.
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Ishaq, Shabana. "Mental wellbeing in the workplace." BDJ In Practice 34, no. 8 (August 2021): 26–27. http://dx.doi.org/10.1038/s41404-021-0837-x.

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Andersen, Lars L., Karin I. Proper, Laura Punnett, Richard Wynne, Roger Persson, and Noortje Wiezer. "Workplace Health Promotion and Wellbeing." Scientific World Journal 2015 (2015): 1–2. http://dx.doi.org/10.1155/2015/606875.

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Whitbread, M., B. Teale, T. Maslin, and F. Bull. "Workplace health and wellbeing programs." Journal of Science and Medicine in Sport 12 (January 2010): e221. http://dx.doi.org/10.1016/j.jsams.2009.10.462.

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Peate, Ian. "The workplace and mental wellbeing." Journal of Paramedic Practice 9, no. 10 (October 2, 2017): 419. http://dx.doi.org/10.12968/jpar.2017.9.10.419.

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Dissertations / Theses on the topic "Workplace wellbeing"

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Summers, Elisabeth. "Psychological practitioner workplace wellbeing." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/114995/.

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There is extensive research detailing the strong link between healthcare professional wellbeing and the delivery of dignified, safe patient care. While a career as a psychological practitioner is often perceived as fulfilling, it is thought to also generate professional and personal strains which may impact on wellbeing. Paper 1 presents a systematic review examining the prevalence of burnout among practitioner psychologists and the relationship between burnout and specific personal demographic and work-related variables: age, years in service, working hours, gender and work setting. This yielded eight studies meeting the inclusion criteria. Study quality was assessed and data was extracted. Due to inconsistencies with defining and assessing burnout, the overall prevalence of burnout in this population could not be validly determined. However, findings suggest that younger, less experienced individuals and those working longer hours appear to be at increased risk of burnout and/or associated dimensions. Paper 2 presents the development and validation of a new measure to assess psychological practitioner workplace wellbeing. The measure was developed in five stages, followed by an examination of the psychometric properties of the measure utilising a sample of 400 psychological practitioners. The measure was shown to have high internal consistency, high test-retest reliability and high construct validity. Exploratory factor analysis produced a set of six factors explaining 62.1% of the variance in the measure. Results indicate the measure has favourable psychometric properties for the effective assessment of the workplace wellbeing of psychological practitioners. Paper 3 presents a critical appraisal of the research process. This paper includes a reflection on the methodologies used and conclusions drawn, implications of the findings and suggestions for future research. Aspects of personal and professional competency development are also considered.
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Qu, Jingjing. "Self-employment and workplace wellbeing." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21806/.

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By introducing psychological theories into entrepreneurship research field, this thesis aims to investigate the relationship between self-employment and workplace wellbeing. The thesis consists of three empirical studies, which set out to answer the followingquestions: 1) What are the differences of workplace wellbeing between the self-employed and employees? 2) What factors contribute to workplace wellbeing in both direct and indirect ways? 3) What is the relationship between negative workplace wellbeing and positive wellbeing, 4) How does coping mechanism reduce negative workplace wellbeing and enhance positive wellbeing? Moreover, this thesis also examines the specific issues of self-employment, such as workplace wellbeing of the self-employed under the poverty line and the differences between the self-employed with hiring employees and the self-employed without hiring any employee. This quantitative and comparative thesis has employed the matching approach to overcome selection bias and combined with other statistical methods such as CFA, SEM and moderating hierarchy regression to test the conceptual models empirically. The data used for this research is sourced from the Understanding Society, the largest household panel data in the UK. This thesis found that the self-employed experience higher positive workplace wellbeing than employees. The self-employed with hiring employees experience a significantly higher level of negative workplace wellbeing than employees. However, the self-employed without hiring any employee experience significant lower negative workplace wellbeing. Moreover, this thesis found that job demand and job control contribute to negative workplace wellbeing directly, and the relationship can be partly moderated by social support. In addition, the thesis has tested the relationship between the positive workplace wellbeing and negative workplace wellbeing, which has been verified as negative correlations. Lastly, the results showed self-efficacy is an effective coping factor to reduce negative wellbeing and enhance positive wellbeing.
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Barnard, Patrick Christian. "The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14532.

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Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
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Kunter, Aylin. "Counter-cultural and new age capitalist ideas : wellbeing and the contemporary workplace." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/567.

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This thesis examines the concept of wellbeing at work. It outlines a new type of organisation, that uses intellectual, immaterial and communicative labour power in order to provide a work ethic for both the production and consumption of their products. The thesis argues that the promotion and production of wellbeing in the workplace is in fact the production of the symbolic order of hegemonic powers in play. The thesis investigates a shift in the treatment of wellbeing in the field of organisation studies, as a concept considered as being in the social realm, to one that now has an increasingly prevalent place in the corporate realm. This thesis approaches the concept of wellbeing from a critical perspective, in contrast to the prescriptive management theory currently presented in the mainstream organisation studies literature. The analysis approaches the concept of ‘wellbeing at work’ as written and visual, and so a multi-media analysis is carried out. The fieldwork was undertaken within a single case study organization (i.e. Innocent Drinks) which was perceived to explicitly embrace the concept of well being. The general research approach used a critical ethnographic methodology and the data analysed in the thesis includes written field notes, self-made photographs, existing images, workplace and product design, colour use and typography. The analysis of data considered the ways in which ideas about wellbeing are appropriated and consumed within the workplace, and outside of this formal workspace, and what this means for the individuals and for society in general. To this end, and based upon insights that emerged from the scrutiny of data, five interrelated themes were used to classify and explore these issues (namely: home and family; play and humour; nature, environment and society; non-business/nonbureaucratic activity; and, the idea of love). The findings of this thesis identify that discourses about political and social wellbeing made through the construction of a culture both for employees and consumers alike, serve not to further the wellbeing of those people, but in fact to hijack the space once available for an alternative to the capitalist system. The research also reveals a new and emerging type of organization, that promotes wellbeing through consumption. Communication related to this type organisation not only expresses, but also organises the movement of globalisation. This form of legitimization rests on nothing outside of itself. The primary contribution of this thesis is that it provides an alternative way of conceptualizing wellbeing within organizations and within the organization studies literature. More specifically, it offers an articulation of how ‘new type’ organisations appropriate countercultural values and ideas into the realm of consumption, as a form of control over labour.
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Brown, Robert. "Adopting a 'high road’ employee reward strategy improves workplace productivity and wellbeing." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45302.

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Recent research suggests that democratising the workplace is an effective way of improving productivity and wellbeing. But few studies have focussed on how to democratise the workplace. This study aims to explore how organisations can democratise the workplace via employee reward strategy, and how this impacts productivity and wellbeing. I hypothesised that a ‘high road strategy’ to employee reward – maximising value rather than minimising cost – would be the most effective way of improving workplace productivity and wellbeing. I also hypothesised that reward strategies in the Nordic countries, which tend to resemble a high road strategy, would be more effective than reward strategies in the UK. I used quantitative analyses on the European Company Survey 2019 data set, exploring different components of a high road reward strategy as predictors of productivity and wellbeing. My results suggested that a high road strategy to employee reward does improve workplace productivity and wellbeing. The strategy consists of maximising employee representative influence (via frequent meetings with management) and reward system comprehensiveness (via emphasis on pay based on company performance); it does not require broad collective bargaining coverage. Nordic reward strategies were more effective than UK strategies: perhaps due to Nordic two-tier bargaining systems facilitating employee representative influence and an emphasis on pay based on company performance. Future research should explore other ways of maximising employee representative influence, as well as other components of a high road reward strategy.
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Barlow, Elizabeth. "The relationship between workplace social capital and employee subjective wellbeing, stress and job satisfaction." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.599572.

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This study aimed to investigate the perceptions of the social networking site 'Facebook' amongst its users. Quantitative research on this topic has tended to focus on campus-based student samples, and a qualitative approach and a non-student sample was selected here in order to generate richer data for analysis within a wider group of Facebook users. Semi-structured interviews were carried out with four participants, and data was analysed using a Thematic Analysis approach. Four major themes emerged from the data: 'communication', 'knowledge of others', ' change in use over time', and 'the 'dark side' of Facebook'. Participants noted the utiJity of Facebook in enhancing communication and increasing knowledge of others, both close and distant friends. A general trend for fluctuating use of Facebook over time was reported. Concerns were raised over the possible addictive and psychologically or socially damaging impact of using Facebook. Differences also emerged between the constructions of how Facebook could be used, and the ways in which participants actually felt they used the site. Implications for the role of Facebook in both individual and wider social contexts are discussed, and directions for further research are suggested.
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De, Koker Dudley Gustav. "Adverse acculturation conditions and wellbeing in the workplace : the mediating role of separation / Dudley Gustav de Koker." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7350.

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Objectives: To assess the mediating role of ethnic separation in the relationship between adverse acculturation conditions and wellbeing in the workplace. The analysis entails establishment of how acculturation conditions, such as segregation demands, racism and discrimination, affect employees’ intentions to quit and their physical and psychological health. In addition, it aims to determine the mediating role of ethnic separation between adverse conditions and wellbeing. Design: The convenient sample covers most sectors, such as the retail sector, banking sector, mining sector, police service, municipality, and individuals between 18 and 60 years living in South Africa. A total of 327 participants were eligible to complete an acculturation questionnaire during 2011. Results: The study showed that racism, discrimination, segregation and separation, affect acculturation outcomes, with intentions to quit having a particularly adverse effect. Racism and discrimination affect people’s physical and psychological health. Furthermore, results showed that employees, who experience some sort of mainstream segregation, racism and discrimination, are more likely to choose to distance themselves and prefer separation. Conclusions: The article concludes that racism, discrimination, segregation and separation affect acculturation outcomes adversely. As a result, employees’ preferred acculturation strategy is to separate from those who discriminate and/or are racist.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
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Lewis, Thomas Frederick. "Special Educational Need Coordinator (SENCO) wellbeing : a mixed methods exploration of workplace demands and effective coping actions." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7781/.

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Occupational stress (OS) presents a significant threat to teachers’ wellbeing. High levels of OS can impact multiple areas, including teachers’ health, job-performance, schools’ financial resources, and pupils’ wellbeing. Special Educational Needs Coordinators (SENCOs) play a critical role in coordinating provision for pupils with special educational needs, and represent a group that have received little research attention in relation to OS and wellbeing. This research adopted a sequential exploratory mixed-methods design to explore the extent, causes, and means of effectively managing OS in the SENCO role. The role that educational psychologists (EPs) can play in supporting SENCOs to manage OS was also explored. 38 practicing SENCOs from a local authority in the West Midlands, England, participated in the study. Participant views were gathered using questionnaires and semi-structured interviews, and were analysed via descriptive statistics and thematic analysis. 84% of participants reported to find the role ‘moderately stressful’, ‘very stressful’ or ‘extremely stressful’. Factors which were perceived to cause OS a.) most frequently, and b.) to the greatest extent were identified. These were diverse and included those related to workload and resource availability, as well as those related to the status of the role, and relational and emotional factors. Approaches that enabled participants to cope well with OS, despite facing high workplace demands were also identified, as were means through which educational psychologists could support SENCOs in managing OS. Participants’ beliefs about the role, relationships, cognitive resources, and the culture and systems within their school were instrumental in coping with OS. It was perceived that EPs could support SENCOs in managing OS through contact, working in a child and school-centred manner, and through facilitating problem-solving. Findings are discussed in relation to extant literature, and implications for theory and educational psychology practice are also highlighted.
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Coutinho, 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.

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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By participating democratically in workplace decisions, individuals are thought to learn the skills and psychological dispositions needed to participate in political democracy. A second thread argues that co-operatives will improve worker well-being. Democratic governance will give workers control over work organization, increasing autonomy in their daily lives, and leading to an increase in non-material work rewards such as job satisfaction. Worker ownership will equalize the material rewards from work and improve job security. These arguments are premised on the idea that democratic governance structures and worker ownership will lead to widespread, effective worker participation in decision-making and the equalization of power at work. However, insufficient attention is given to the contextual factors beyond formal governance and ownership structures that shape the internal dynamics of workplace democracy. I conduct an in-depth, mixed-methods case study of a worker co-operative with 158 employees in the UK cycling retail industry. Using survey research, social network analysis, in-depth interviews and direct observation, I show how individual differences, firm-level contextual factors such as the social composition of the organization, and macro-level factors such as economic and cultural context, lead to unequal participation opportunities and different outcomes for different groups of workers within the firm. My research leads to three conclusions. First, the outcomes of workplace democracy for workers are highly context-dependent. They will differ across groups of workers within co-operatives, across different democratic firms, and across cultures. Second, the relationship between workplace democracy and political participation is more complex than the Pateman thesis suggests. It is contingent on the political identities of workers, which are themselves shaped by wider political economic context. Political identity affects both participation behaviour at work, and how workplace experience shapes political views. Third, the subjective well-being outcomes of workplace democracy depend on workers’ expectations about work. Expectations are shaped by the same forces that mould political identity. Workplace democracy raises expectations for certain groups of workers, leading to well-being harms when expectations are not met. Overall, the benefits of workplace democracy for workers and for society are overstated. In the UK context, co-ops are unlikely to realize the benefits attributed to them without large-scale public policy interventions.
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Peters, Fiona. "Mindfulness at work: Assessing the impact of practising mindfulness in the workplace on engagement, wellbeing, happiness and positivity." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2138.

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Aim: The purpose of this study carried out in Perth, Western Australia was to examine the effect of mindfulness training on workers in a university setting, by assessing the impact of mindfulness training on their sense of wellbeing, happiness, positivity and level of engagement in their jobs. Method: Participants (n = 54) were recruited through the Edith Cowan University staff Health and Wellness Program, Live Life Longer and randomly allocated into two groups of 27. Both groups were invited to take part in 6 weeks of mindfulness training with staggered starts, group 2 began once group 1 had completed the training. There were no exclusion criteria. The training was adapted from the Mindfulness Based Stress Reduction program, and was delivered for one hour each week. The program included a 4-hour retreat on the penultimate Saturday. Quantitative testing was carried out at six week intervals: (T1) at baseline before either group received training; (T2) after group 1 finished the training and group 2 was about to commence; (T3) immediately after group 2 had completed which was a 6 week follow-up for group 1; and (T4) 6 weeks later as a follow up for both groups. Results: The program suffered from high drop-out, with less than half of the original cohort (n=25) participating in four or more sessions of the 6-week program. This is likely to have impacted upon the statistical power of the study and no statistically significant differences were observed between groups: Wellbeing (F (1) = 2.142, p = 0.157); Happiness (F (1) – 1.152, p = .294); Positivity (F (1) = .625 p = .437); Engagement (F (1) = 2.380, p = .137) and Mindfulness (F (1) = .790, p = .383). Conclusion: This study did not show any significant differences in the variables of: wellbeing, happiness, positivity or engagement in work. However other studies have shown significant benefits for organisations and employees in mindfulness interventions in the workplace. A small sample size was a limitation of this study. To validate results and be able to generalise findings larger longitudinal studies should be carried out. Retention rate was an issue in this study and in future, strategies need to be employed to ensure sustainability of the training program and reduce attrition rate. Other modes of delivery of intervention such as using an online platform may increase participation rates. Being able to carry out mindfulness training at convenient times may be more attractive to employees
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Books on the topic "Workplace wellbeing"

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Costello, James. Workplace Wellbeing. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186.

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Daniels, Kevin, Olga Tregaskis, Rachel Nayani, and David Watson. Achieving Sustainable Workplace Wellbeing. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-00665-4.

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Dunn, Alison. Workplace counselling: a positive impact on the work performance and wellbeing of employees ? [Guildford]: [University of Surrey], 1999.

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Nayani, Rachel, Kevin Daniels, Olga Tregaskis, and Watson David. Achieving Sustainable Workplace Wellbeing. Springer International Publishing AG, 2022.

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Costello, James. Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Costello, James. Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Costello, James. Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Costello, James. Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Costello, James. Workplace Wellbeing: A Relational Approach. Taylor & Francis Group, 2020.

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Book chapters on the topic "Workplace wellbeing"

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Costello, James. "Introduction." In Workplace Wellbeing, 1–4. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-1.

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Costello, James. "Do you flourish at work?" In Workplace Wellbeing, 5–20. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-2.

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Costello, James. "Our invisible cage." In Workplace Wellbeing, 21–41. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-3.

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Costello, James. "A matter of survival." In Workplace Wellbeing, 42–60. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-4.

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Costello, James. "The crowded workplace." In Workplace Wellbeing, 61–85. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-5.

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Costello, James. "Democratic working relationships." In Workplace Wellbeing, 86–103. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-6.

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Costello, James. "Groups and teams." In Workplace Wellbeing, 104–26. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-7.

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Costello, James. "The shadow at work." In Workplace Wellbeing, 127–47. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-8.

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Costello, James. "Adjusting to life’s crises." In Workplace Wellbeing, 148–74. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186-9.

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Crossman, Joanna. "Wellbeing in workplace contexts." In Workplace Communication, 69–81. London: Routledge, 2022. http://dx.doi.org/10.4324/9780429318948-5.

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Conference papers on the topic "Workplace wellbeing"

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Casther, F., and S. Coorey. "MULTISENSORY DESIGN FOR SENSE OF COHERENCE: A CASE STUDY OF ACADEMICS’ WORKSPACES." In Beyond sustainability reflections across spaces. Faculty of Architecture Research Unit, 2021. http://dx.doi.org/10.31705/faru.2021.19.

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Multisensory design in workplace plays an important role in the sense of wellbeing and sense of coherence of its users. Both are important for workplace productivity and efficiency. Workplace designs are often driven by maximising capacity and corporate identities rather than the need for improving the quality of environments and sense of wellbeing of its users which is critical for optimising workplace productivity. Multisensory design features vary across workplace environments and the response to such may also vary based on the user groups, their background, cultural differences, type of profession or work being performed etc. The study aims to explore multisensory design in workplace and its impact on sense of wellbeing and coherence of its users in a case study of a workplace of academics in a Higher Education Institution. A qualitative approach is used to collect data on user perceptions via in-depth interviews, memory sketching, visual surveys etc. The workplace multisensory design features are assessed using checklists and photographic observations. Findings show that universal factors such as adequate privacy, availability of biophilia, informal interactions in the workplace and the flexibility for personalisation enhanced sense of wellbeing and coherence in workplace., which led to a positive impact on workplace productivity.in the users.
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Qubaisi, Hamda Sanad AL. "Happiness Affecting the Workplace Environment and Employees Wellbeing." In Abu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/188662-ms.

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Dickson-Swift, Virginia, Christopher Fox, Jon Willis, and Karen Marshall. "Enhancing Workplace Health and Wellbeing: A Case study." In Annual Global Healthcare Conference. Global Science and Technology Forum (GSTF), 2012. http://dx.doi.org/10.5176/2251-3833_ghc12.33.

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Sabran, Rosidayu. "Factors Pressuring Worker’s Personal Wellbeing At Media Workplace Environment." In 7th International Conference on Communication and Media. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.06.02.37.

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Sarkar, Prabir Kumar, Asiyah Jassem Al Ali, Soumen Roy, and Mohamed Zamzam. "Workplace monitoring in ADGAS - A step towards employee wellbeing." In Abu Dhabi International Petroleum Conference and Exhibition. Society of Petroleum Engineers, 2012. http://dx.doi.org/10.2118/161786-ms.

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Caramelo Gomesª, Cristina, and Sandra Preto b. "Visual Comfort and Human Wellbeing at Coworking Environs." In Applied Human Factors and Ergonomics Conference (2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001245.

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Abstract:
The lighting design in workplace environments involves/demands multidisciplinary knowledge; however, the principle that supports its conception is repeatedly grounded on aesthetical considerations and technical requirements rather than on comfort and inclusive solutions. Besides legislation it is important to observe how people work and the requirements and expectations felt by individuals according to the tools used, spatial layout, geographical orientation, windows area and the reflectance of the surfaces. Natural light aims to illuminate working plans while it is a crucial factor to manage human circadian cycle and mood. Contemporaneous workplace concept is changing to respond to economic pressure and technical improvements. Coworking spaces require a deep understanding as they shelter people from different professional, cultural and social backgrounds with different gender and age issues. Anthropometric and ergonomic concepts are fundamental for a healthy and comfortable environ in which lighting design emerge and deserve special attention. This piece of research aims to study the “do´s and don’ts” of lighting design in a workplace layout in a way that it becomes useful for future humanised planning of coworking environments. In order to achieve such goals this research will be conducted throughout literature review stemming from elected keywords and the analysis of two case studies: Lx CoWorking and Ávila CoWorking, in Lisbon.
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Nair, Nithya G., Ahmed Saeed, Md Israfil Biswas, Mamun Abu-Tair, Pushpinder Kaur Chouhan, Ian Cleland, Joseph Rafferty, et al. "Evaluation of an IoT Framework for a Workplace Wellbeing Application." In 2019 IEEE SmartWorld, Ubiquitous Intelligence & Computing, Advanced & Trusted Computing, Scalable Computing & Communications, Cloud & Big Data Computing, Internet of People and Smart City Innovation (SmartWorld/SCALCOM/UIC/ATC/CBDCom/IOP/SCI). IEEE, 2019. http://dx.doi.org/10.1109/smartworld-uic-atc-scalcom-iop-sci.2019.00316.

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Murphy^, RP. "1684a Review of reviews on the effectiveness of workplace wellbeing programmes." 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.607.

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Gallagher, John. "1749 Connected workplace health, safety and wellbeing in an irish context." 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.5.

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Kaz, Mikhail. "Well-being in the Workplace: the Case of Working Pensioners." In III International Scientific Symposium on Lifelong Wellbeing in the World. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.01.41.

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Reports on the topic "Workplace wellbeing"

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Essential elements of effective workplace programs and policies for improving worker health and wellbeing. U.S. Department of Health and Human Services, Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, October 2008. http://dx.doi.org/10.26616/nioshpub2010140.

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