Journal articles: '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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Moore, Phoebe, and Lukasz Piwek. "Regulating wellbeing in the brave new quantified workplace." Employee Relations 39, no. 3 (April 3, 2017): 308–16. http://dx.doi.org/10.1108/er-06-2016-0126.

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Purpose The purpose of this paper is to lay out the conceptual issues arising alongside the rise of sensory technologies in workplaces designed to improve wellness and productivity. Design/methodology/approach This is a text based conceptual paper. The authors’ approach is to throw light on some of the emerging issues with the introduction of wearable self-tracking technologies in workplaces. Findings The paper indicates that scholars will need to put ethical issues at the heart of research on sensory tracking technologies in workplaces that aim to regulate employee behaviour via wellness initiatives. Practical implications The study explores the legal issues around data protection and potential work intensification. Social implications Privacy and personal data protection, workplace discipline are discuss in this paper. Originality/value This is an original paper. Since there is very little scholarly research in this area, it is important to begin to consider the implications of sensory technology in workplaces linked to wellness initiatives, given the probable impact it will have on work design and appraisal systems.

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Alkema, Anne. "Foundation Level Workplace Training Programmes." Journal of Learning for Development 7, no. 2 (July 20, 2020): 218–32. http://dx.doi.org/10.56059/jl4d.v7i2.377.

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This paper outlines the scale of the adult literacy and numeracy issue in New Zealand and describes a policy intervention designed to upskill employees in workplaces to help resolve the issue for them. This is the Workplace Literacy and Numeracy (WLN) Fund, which enables around 7000 employees a year to complete a 25- to 80-hour learning programme, usually in their workplace and during work time. The paper also describes what happens in workplaces while programmes are underway, and the short-term wellbeing, social, and economic outcomes that occur for individual employees. In this context, literacy and numeracy relates to the way in which adults use skills that involve reading, writing, speaking, listening, and mathematics in everyday life. It also includes digital skills in relation to how adults engage and interact with Information and Communication Technologies (ICT). These skills are those that individuals need for learning, life, and work in the 21st Century. Keywords: adult literacy and numeracy, workplace-based learning, wellbeing, social and economic outcomes.

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Madden, Seonad K., Claire A. Blewitt, Kiran D. K. Ahuja, Helen Skouteris, Cate M. Bailey, Andrew P. Hills, and Briony Hill. "Workplace Healthy Lifestyle Determinants and Wellbeing Needs across the Preconception and Pregnancy Periods: A Qualitative Study Informed by the COM-B Model." International Journal of Environmental Research and Public Health 18, no. 8 (April 14, 2021): 4154. http://dx.doi.org/10.3390/ijerph18084154.

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Overweight and obesity present health risks for mothers and their children. Reaching women during the key life stages of preconception and pregnancy in community settings, such as workplaces, is an ideal opportunity to enable health behavior change. We conducted five focus groups with 25 women aged between 25 and 62 years in order to investigate the determinants of healthy lifestyle behaviors, weight management, and wellbeing needs during the preconception and pregnancy periods in an Australian university workplace. Discussions explored women’s health and wellbeing needs with specific reference to workplace impact. An abductive analytical approach incorporated the capability, opportunity, and motivation of behavior (COM-B) model, and four themes were identified: hierarchy of needs and values, social interactions, a support scaffold, and control. Findings highlight the requirement for greater organization-level support, including top-down coordination of wellbeing opportunities and facilitation of education and support for preconception healthy lifestyle behaviors in the workplace. Interventionists and organizational policy makers could incorporate these higher-level changes into workplace processes and intervention development, which may increase intervention capacity for success.

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Jones, Catherine, Fay Hadley, Manjula Waniganayake, and Melissa Johnstone. "Find your tribe! Early childhood educators defining and identifying key factors that support their workplace wellbeing." Australasian Journal of Early Childhood 44, no. 4 (September 3, 2019): 326–38. http://dx.doi.org/10.1177/1836939119870906.

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Historically, research on educator wellbeing has focused on ill health including stress, burnout and emotional exhaustion. There is a dearth of research examining healthy workplace wellbeing among early childhood educators, which makes developing strategies to support their wellbeing difficult. Moreover, there is a lack of clarity about the concept of educator workplace wellbeing and a lack of understanding of the complex interplay between factors supporting and thwarting wellbeing within long day-care centres. This two-phase study used a mixed-methods research design. Presented in this paper are the findings from phase one. Semi-structured in-depth interviews with 22 early childhood educators in long day-care centres reflected on educator workplace wellbeing as a broad concept encompassing social, emotional, physical and economic factors. Educator ‘voices’ provided insight into the individual, relational and contextual elements impacting on their personal workplace wellbeing.

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Foster, Sam. "Supporting nurses' wellbeing." British Journal of Nursing 29, no. 20 (November 12, 2020): 1223. http://dx.doi.org/10.12968/bjon.2020.29.20.1223.

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Babic, Sonja, Sarah Mercer, Astrid Mairitsch, Johanna Gruber, and Kirsten Hempkin. "Language Teacher Wellbeing in the Workplace." Theory and Practice of Second Language Acquisition 8, no. 1 (January 28, 2022): 11–34. http://dx.doi.org/10.31261/tapsla.11514.

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Teachers who experience high wellbeing in their workplace teach more effectively, have better relationships with learners, and high attainment among their learners (Mason, 2017). To understand what contributes to language teacher wellbeing, we examined the three pillars of positive psychology (Seligman, 2011) and drew in particular on work in Positive Organizational Scholarship (Cameron & Spreitzer, 2012) to explore institutional and personal factors which teachers perceived as influential for their wellbeing. The paper reports on insights from 15 language teachers in 13 different countries. This sampling technique ensured a diverse set of perspectives on this topic. Data were gathered through in-depth, semi-structured interviews which were analyzed using Thematic Analysis (Braun & Clarke, 2006). The analysis revealed five main themes the teachers perceived as relevant for their wellbeing including workplace culture, social relationships, sense of meaning and purpose, language teacher status, and physical wellbeing. The findings highlight that wellbeing is not just a personal and subjective phenomenon, but it is also collectively and socially determined. The study concludes with a reflection on implications for practice, policy makers, and school leaders as well as a consideration of issues of individuality to address in future research.

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Campos-García, Irene. "Wellbeing of female employees: What workplaces do women love?" Intangible Capital 18, no. 3 (November 22, 2022): 469. http://dx.doi.org/10.3926/ic.2046.

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Purpose: Previous research has highlighted that employee wellbeing in the workplace is closely linked to equity, achievement, and interactions. However, gender inequality in employment opportunities, work-life imbalance, the gender pay gap, and the existence of the glass ceiling are workplace realities and generate failures that can reduce women’s happiness and wellbeing. Based on the theories of organisational justice, affective events, and transactional stress, this research attempts to identify the initiatives or actions that can act as true levers to promote equality and to contribute to the creation of inclusive and enchanting workplaces for female employees.Design: This study was carried out using the Delphi method. The panel consisted of a group of Spanish experts from the academic and professional fields who had close relationships with the topic of research.Findings: Parity objectives and flexibility measures are actions that can be effective in achieving gender equality in companies. Factors related to equitable, fair, and non-discriminatory treatment are the main determinants of female wellbeing in the workplace. The quality of female employment and having leaders capable of creating inclusive environments increases the attractiveness of organisations for women.Originality/value: This research yields interesting findings on the responsibility and role of companies in fulfilling the demands of female employees and in making women fall in love with the workplace. It may be especially relevant in the COVID-19 scenario.

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Murat, Dilek, Serpil Aytac, and Julian Bondy. "Workplace Wellbeing Among Justice Department Staff." Australian and New Zealand Journal of Organisational Psychology 4 (April 1, 2011): 20–25. http://dx.doi.org/10.1375/ajop.4.1.20.

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AbstractThe aim of this study is to determine the factors that affect the wellbeing at work of a particular group within the Victorian public sector: those who are directly responsible for the delivery of justice to offenders, namely corrections officers. Corrections staff, as front-line workers in the corrections system, have an important role in the rehabilitation and reintegration of offenders. The study is based on data from The People Matter Survey 2005 that sought to measure Victorian public sector employees' perceptions of how well the public sector values and employment principles were applied within their organisations. In this study we used data from 230 employees from Corrections Victoria who participated in the survey and used multilinear regression to analyse the factors affecting the level of workplace wellbeing. This study found that the most important factors affecting workplace wellbeing of the workers are Fair and Reasonable Treatment (FRT), Accountability (AC), and Senior Management (SM). Other findings included that the levels of workplace wellbeing of bullied or harassed staff was less than non-bullied or harassed staff.

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Wright, Nicola, Melissa Zakarin, and Holly Blake. "Nurses' views on workplace wellbeing programmes." British Journal of Nursing 25, no. 21 (November 24, 2016): 1208–12. http://dx.doi.org/10.12968/bjon.2016.25.21.1208.

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Wickramasinghe, Enoka P. "Workplace Wellbeing Groups and Champions: A remedy for lack of human resource for workplace wellbeing functions?" Journal of the College of Community Physicians of Sri Lanka 26, no. 1 (April 25, 2020): 52. http://dx.doi.org/10.4038/jccpsl.v26i1.8270.

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Joss, Nerida, Eliette Dupré-Husser, Amanda Cooklin, and Brian Oldenburg. "The emergence of integrated approaches to worker health, safety and wellbeing in Australia." Australian Journal of Primary Health 23, no. 2 (2017): 154. http://dx.doi.org/10.1071/py16065.

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Integrated approaches to worker health, safety and wellbeing have been progressively developed and implemented internationally for over a decade; however, implementation in the Australian context is still in the early stages. Integrated workplace interventions recognise the interaction between health protection and health promotion to create a workplace culture in which health, safety and wellbeing are valued and managed efficiently, together with a view to improve organisational productivity. The present paper describes the progress of integrated approaches in six Victorian workplaces considered early adopters and identifies the drivers for further policy and program development in this area. Using a qualitative exploratory multiple case study design, organisational documents were systematically analysed and semi-structured interviews were conducted in six organisations that met criteria for an integrated approach. Key mechanisms to support this approach were observed, including active leadership, the development of an integrated committee for activities, clear strategies to engage employees and an existing commitment to safety practices. The prioritisation within a workplace to integrate health, safety and wellbeing, and ensure sustainability of these approaches, was detected as a gap for future development.

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Madden, Seonad K., Helen Skouteris, Cate Bailey, Andrew P. Hills, Kiran D. K. Ahuja, and Briony Hill. "Women in the Workplace: Promoting Healthy Lifestyles and Mitigating Weight Gain during the Preconception, Pregnancy, and Postpartum Periods." International Journal of Environmental Research and Public Health 17, no. 3 (January 28, 2020): 821. http://dx.doi.org/10.3390/ijerph17030821.

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Overweight and obesity before, during, and after pregnancy are associated with adverse outcomes for mothers and their offspring. Workplaces have been identified as important settings for improving health and wellbeing. However, the value of workplace interventions for women across the reproductive life stages has yet to be realized. This paper aims to explore the potential of workplaces to facilitate healthy lifestyle behaviors, prevent further weight gain, and devise tailored interventions for working women, specifically during the preconception, pregnancy, and postpartum periods. Workplaces can be used to engage women, including preconception women, who are detached from clinical settings. Potential benefits of workplace health promotion for women and employers include improved employee wellbeing, productivity, and corporate competitiveness. However, workplaces also need to overcome implementation barriers such as activity scheduling and availability. A systems approach may address these barriers. Consequently, designing and implementing workplace health promotion interventions to meet the specific needs of working women of reproductive age will necessitate collaboration with a range of key stakeholders across all stages of intervention design. Given that these women make up a considerable proportion of the workforce, workplaces can help optimize the health status of employees and prevent excess weight gain during the preconception, pregnancy, and postpartum periods.

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Mamo, Emma. "Managing workplace stress." Children and Young People Now 2015, no. 2 (January 20, 2015): 34. http://dx.doi.org/10.12968/cypn.2015.2.34.

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Dickson-Swift, Virginia, Christopher Fox, Karen Marshall, Nicky Welch, and Jon Willis. "What really improves employee health and wellbeing." International Journal of Workplace Health Management 7, no. 3 (September 2, 2014): 138–55. http://dx.doi.org/10.1108/ijwhm-10-2012-0026.

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Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programme in place. In total, 42 employers and employees participated in a face to face interview. Interviews were transcribed verbatim and the qualitative data were thematically coded. Findings – Employers and senior management had a greater focus on occupational health and safety than employees, who felt that mental/emotional health and happiness were the areas most benefited by a health promoting workplace. An organisational culture which supported the psychosocial needs of the employees emerged as a significant factor in employee's overall wellbeing. Respectful personal relationships, flexible work, supportive management and good communication were some of the key factors identified as creating a health promoting working environment. Practical implications – Currently in Australia, the main focus of WHP programmes is physical health. Government workplace health policy and funding must expand to include psychosocial factors. Employers will require assistance to understand the benefits to their business of creating environments which support employee's mental and emotional health. Originality/value – This study took a qualitative approach to an area dominated by quantitative biomedical programme evaluations. It revealed new information about what employees really feel is impacting their health at work.

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Ryan, J. C., G. Williams, B. W. Wiggins, A. J. Flitton, J. T. McIntosh, M. J. Carmen, and D. N. Cox. "Exploring the active ingredients of workplace physical and psychological wellbeing programs: a systematic review." Translational Behavioral Medicine 11, no. 5 (March 2, 2021): 1127–41. http://dx.doi.org/10.1093/tbm/ibab003.

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Abstract Previous reviews have established that workplace wellbeing initiatives are effective at promoting wellbeing, but less is known about which intervention characteristics or “active ingredients” underpin this effectiveness (i.e., behavior change techniques [BCTs]). This review aims to illuminate the connections between the types of BCTs and the level of intervention intensity with intervention effectiveness. A systematic search for peer-reviewed studies evaluating a workplace wellbeing initiative was undertaken across five databases: Medline, Scopus, PsycInfo, and CINAHL (Ovid Emcare). Eligible studies included those that evaluated the effect of a workplace wellbeing initiative on participants’ physical wellbeing (e.g., physical activity and quality of life) and psychological wellbeing (e.g., mental health and stress), were published between 2009 and September 2019, and utilized a comparator (e.g., control group or prepost change). Studies were screened in independent duplicate to minimize bias. Effect sizes were calculated. Following removal of duplicates, 1,541 studies were identified and screened for eligibility. Of these, 23 studies reporting 28 comparisons were deemed to meet eligibility criteria. Just over 50% of these studies reported evidence of either a strong or moderate effect across a physical and a psychological outcome, providing a positive indication that workplace wellbeing programs can promote physical and psychological wellbeing in workers. Interventions tended to employ multiple BCTs (mean range 8.1–9.4), however, no discernible patterns between the types or numbers of BCTs employed and intervention effectiveness was found. Further experimental work is required that compares and contrasts workplace wellbeing initiatives to enable a better understanding of how to develop and implement highly effective programs.

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Franzen-Waschke, Ute. "Wellbeing and Engagement in Hybrid Work Environments." GiLE Journal of Skills Development 1, no. 2 (December 8, 2021): 82–98. http://dx.doi.org/10.52398/gjsd.2021.v1.i2.pp82-98.

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This paper explores how working from home has impacted leaders and the workforce in corporate environments during the pandemic, how these experiences might influence the workplace of the future, and what role coaching could play to foster skill development in the 21st century workplace. Before the pandemic, plenty of research had already been done on what factors influence well-being and engagement in the workplace. Models explaining the elements of well-being and engagement, as well as, tools to measure their existence or the lack of have been reviewed, tested, and validated. We know little at this point about what combinations of factors caused the decline in well-being and engagement during the pandemic, and what skills in leaders, or requirements for the workplace would be necessary to hone and implement, to improve the situation of well-being and engagement in future work environments. This paper explores how coaching could support leaders in the 21st century workplace. The business world is facing challenges while moving into post-pandemic workplace scenarios. The plurality of interests increases the complexity of the topic. The literature on well-being and engagement has been reviewed. Data that was collected during the pandemic by different organisations and conclusions drawn from these were compared with what the literature says and it was combined with experiences the author made in the field while coaching leaders and their teams in corporate environments during the pandemic. This paper concludes with a recommendation on how to enhance coaching skills among leaders and to build their knowledge and literacy in the field of coaching, to result in positive effects on workplace well-being and engagement in contemporary work environments.

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Mulville, Mark, Nicola Callaghan, and David Isaac. "The impact of the ambient environment and building configuration on occupant productivity in open-plan commercial offices." Journal of Corporate Real Estate 18, no. 3 (September 12, 2016): 180–93. http://dx.doi.org/10.1108/jcre-11-2015-0038.

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Purpose This paper sets out to understand the impact of the ambient environment on perceived comfort, health, wellbeing and by extension productivity in the workplace. Design/methodology/approach The research combined an occupant survey considering satisfaction with the ambient environment, health and wellbeing and workplace behaviour with the monitoring of ambient environmental conditions. Findings The paper demonstrates that the ambient environment can have a significant impact on occupant comfort, health and wellbeing, which in turn has implications for built asset performance. Within the ambient environmental factors considered, a hierarchy may exist with noise being of particular importance. Occupant behaviour within the workplace was also found to be influential. Research limitations/implications The research was limited to a single commercial office building, and a wider range of case studies would therefore be of benefit. The research was also limited to the summer months. Practical implications The findings show that an active approach to asset management is required, by continuously monitoring internal environment and engaging with occupants. This must carefully consider how ambient environmental factors and workplace behaviour impact upon occupants’ comfort, health and wellbeing to ensure the performance of the built asset is maximised. Originality/value This paper demonstrates that both occupiers’ workplace behaviour and ambient environmental conditions can have an impact on occupant comfort, health, wellbeing and productivity. The paper strengthens the case for the active management of the workplace environment through environmental monitoring and behaviour change campaigns supported by corresponding changes to workplace culture.

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Mató-Juhász, Annamária. "Workplace wellbeing, avagy a modern kori munkahely." Recreation 11, no. 4 (2021): 36–38. http://dx.doi.org/10.21486/recreation.2021.11.4.7.

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A modern kori életünk nem csak a modern technológiától az, ami. A modern kor paradigmaváltást is megkíván a gondolkodásunkban, az életünk szinte minden területén. Ha végignézzük a sok-sok technológiai vívmányból fakadó változást, valamint az ezzel együtt alakuló társadalmi berendezkedéseket, akkor okkal mondhatjuk, hogy már semmi sem úgy működik, mint akár tíz, húsz évvel ezelőtt. Jelen tanulmány annak a közösségnek a működését vizsgálja, amelyben a felnőtt emberek napjuk nagy részét töltik. Ez pedig a munkahely. A tanulmány rávilágít a modern kori, inspiratív és ösztönző munkahelyek mibenlétére, egyfajta irányt mutatva a változáshoz, változtatáshoz.

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Khatri, Puja, and Pragya Gupta. "Workplace Spirituality: A Predictor of Employee Wellbeing." Asian Journal of Management 8, no. 2 (2017): 284. http://dx.doi.org/10.5958/2321-5763.2017.00044.0.

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Riasat, Rahhiel. "Mental wellbeing in the workplace for GPs." InnovAiT: Education and inspiration for general practice 6, no. 9 (September 2013): 570–78. http://dx.doi.org/10.1177/1755738013494081.

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Lei, Qinghua, Stephen Siu Yu Lau, Chao Yuan, and Yi Qi. "Post-Occupancy Evaluation of the Biophilic Design in the Workplace for Health and Wellbeing." Buildings 12, no. 4 (March 31, 2022): 417. http://dx.doi.org/10.3390/buildings12040417.

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There is mounting evidence suggesting that workplace design directly connects with workers’ health and wellbeing. Additionally, the personal status of the mind can affect subjective attitudes and feelings towards the environment. In this study, the impacts of biophilic design attributes in offices on workers’ health and wellbeing are examined. A new post-occupancy evaluation (POE) questionnaire is developed for evaluating the biophilic design for workplace health and wellbeing. A questionnaire and field observations of two green building offices in Singapore and Shenzhen, China, are performed. The main obtained results are: (i) the questionnaire results show that the workers have a moderately high evaluation of the biophilic attributes in the workplace for improving health and wellbeing; (ii) there are significant differences between the self-reported health and nature relatedness of various ages and genders. Furthermore, the present study provides designers with new weighted biophilic design guidelines, specifically for workplace design practices.

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Gorgenyi-Hegyes, Eva, Robert Jeyakumar Nathan, and Maria Fekete-Farkas. "Workplace Health Promotion, Employee Wellbeing and Loyalty during Covid-19 Pandemic—Large Scale Empirical Evidence from Hungary." Economies 9, no. 2 (April 9, 2021): 55. http://dx.doi.org/10.3390/economies9020055.

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Corporate social responsibility (CSR) has become an innovative strategic management tool of socially and environmentally conscious business organizations in the 21st century. Although external CSR activities are better researched, firms’ internal CSR activities such as workplace health promotion and its impact on employee wellbeing are less understood, especially during a pandemic where job security is relatively lower in many sectors of employment. Additionally, wellbeing and good health have been recognized as important targets to achieve as part of the United Nation’s Sustainable Development Goal 3. Therefore, this study investigates the relationship between health-related work benefits and employee wellbeing, satisfaction and loyalty to their workplace. Large scale survey research was performed with responses from 537 employees in Hungary and 16 hypotheses were tested. Data analysis and path modelling using PLS-SEM (Partial Least Squares Structural Equation Modelling) reveal two-layers of factors that impact employee wellbeing, satisfaction and loyalty. We term this as ‘internal locus of control’ and ‘external locus of control’ variables. Internal locus of control variables such as mental and emotional health leads to wellbeing at the workplace but do not directly impact employee satisfaction and loyalty. In contrast, external locus of control factors such as healthcare support leads to wellbeing, satisfaction and loyalty. Employer commitment to healthcare support system is found pertinent especially during the pandemic. We discover wellbeing as a unique standalone construct in this study, which is vital as is it formed by mental and emotional wellbeing of employees, albeit not a determinant of employee workplace satisfaction and loyalty. We theorize workers’ self-reliance and preservation as possible explanations to the disassociation between employee wellbeing and loyalty to workplace during times of crisis and the pandemic.

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Burford, Charlotte, Silvia Davey, Alec Knight, Sadie King, Anthea Cooke, and Tony Coggins. "Mental Wellbeing Impact Assessment (MWIA) in the workplace." Journal of Public Mental Health 16, no. 3 (September 18, 2017): 104–12. http://dx.doi.org/10.1108/jpmh-01-2017-0002.

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Purpose The Mental Wellbeing Impact Assessment (MWIA) is an evidence-based tool that guides decision makers, such as policy makers and service managers, about the potential impacts of a new programme or policy change. It was initially used in urban regeneration but has subsequently been used in housing, children’s centres and education. The purpose of this paper is to report, for the first time, on the strengths and weaknesses of using the MWIA in the workplace. Design/methodology/approach Feedback was collected from staff who participated in stakeholder workshops as part of the MWIA process at two different public sector organisations. Findings The MWIA can be used as an effective workplace assessment tool and is valuable as both a diagnostic tool and as an intervention in its own right. The MWIA generates tailored action plans focussed on addressing the organisation or team-specific issues. The weaknesses of the MWIA in the workplace are mainly focussed around management cooperation and commitment to the process which should be screened for prior to engaging in the full stakeholder workshop. Originality/value This is the first report of MWIA’s use in the workplace but suggests that it is a useful tool which can be used to support workplace wellbeing, especially in relation to a policy or organisational change. Further studies should be carried out to fully understand the impact of the MWIA in the workplace.

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Choudhury, Jyotirmayee. "Occupational Stress, Physical Wellness and Productivity Barometer at Workplace." International Journal of Advances in Management and Economics 8, no. 5 (August 30, 2019): 46–50. http://dx.doi.org/10.31270/ijame/v08/i05/2019/6.

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The paper is a conceptual one to understand the relationship between occupational stress, physical wellbeing and productivity barometer such as burnout, illness, labour turnover and absenteeism. The accumulated unpleasant emotional and psychological feelings ascend out of occupational stress impacts the physical and mental wellness of an employee which ultimately depreciates his/ her productivity barometer. The present paper is a conceptual frame work to understand the concept stress, occupational stress and individual’s appraisal of it in his/her work environment. The research work analyses occupational stress as more of a sort of individual generated which rises out of individual’s assessment of the stressors of work life. The objective of the research work is to study on occupational stress, physical and psychological wellbeing and productivity barometer. The research article attempts to suggest in promoting health philosophy and physical wellness programme in organisation’s work culture and environment through individual initiated interventions and organisation policy to put a control on occupational stress in order to check the alarming signal of productivity barometer. Keywords: Occupational Stress, Physical Wellbeing, Productivity Barometer, Quality of Work Life and Quality of Life.

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Foster, Sam. "Just culture and staff wellbeing." British Journal of Nursing 29, no. 6 (March 26, 2020): 381. http://dx.doi.org/10.12968/bjon.2020.29.6.381.

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Carmichael, Fiona, Sarah-Jane Hannah Fenton, Monica Viviana Pinilla-Roncancio, Marea Sing, and Steven Sadhra. "Workplace health and wellbeing in construction and retail." International Journal of Workplace Health Management 9, no. 2 (June 13, 2016): 251–68. http://dx.doi.org/10.1108/ijwhm-08-2015-0053.

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Purpose – The purpose of this paper is to explore the nature of the health and wellbeing issues faced within the construction and retail sectors and the difficulties faced in addressing these issues. Design/methodology/approach – This is a small, qualitative pilot study based on in-depth, semi-structured interviews with a purposively sampled group of representatives with expert knowledge from seven firms in the construction sector and three firms in the retail sector. Findings – Health and safety concerns in construction were pervasive. Causes were strongly tied to industry practice and structures such as short-term and sub-contracting as well as long hours and a masculine culture. In the retail establishments concerns tended to be more holistic, focusing on wellbeing and encompassing work satisfaction. Industry leaders in construction are proactive in trying to address these issues, particularly in regard to safety. The multi-dimensionality of the concept of workplace wellbeing implies the need for a holistic approach to interventions. Research limitations/implications – This research was initiated as a pilot study, as part of a wider project in collaboration with a business partner, and is limited by the sample size. Practical implications – These findings should be incorporated into sector specific research on workplace wellbeing and occupational health initiatives. Social implications – Workplace wellbeing programmes need to be constructed holistically as wellbeing is a multi-dimensional concept encompassing quality of life as well as effects of work on health. Originality/value – An in-depth study with industry experts that increases knowledge of the underlying causes of workplace health and wellbeing issues in construction and retail and the barriers to addressing them.

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Boult, Martin, Nancy Schaubhut, Rich Thompson, and Nikhita Dost. "Wellbeing and personality type in the workplace: An international comparison." Assessment and Development Matters 10, no. 4 (2018): 7–11. http://dx.doi.org/10.53841/bpsadm.2018.10.4.7.

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Key digested messageThis study explores the links between happiness, culture and MBTI personality type. Participants’ wellbeing was measured using Seligman’s (2011) PERMA model (Positive emotions, Engagement, Relationships, Meaning, and Accomplishment). Results showed differences in wellbeing and activities used to enhance wellbeing between both geographic regions and personality types. These findings can help provide evidence-based suggestions for enhancing wellbeing in a diverse and global workforce.

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Singh, Jashandeep. "Effects of Workplace Stress on Mental Wellbeing of Private Bank Marketing Executives." International Journal of Psychosocial Rehabilitation 24, no. 5 (April 20, 2020): 5049–54. http://dx.doi.org/10.37200/ijpr/v24i5/pr2020212.

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Hui, Felix, and Lu Aye. "Occupational Stress and Workplace Design." Buildings 8, no. 10 (September 23, 2018): 133. http://dx.doi.org/10.3390/buildings8100133.

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The World Green Building Council (WGBC) advocates improvements in employee health, wellbeing, and productivity in buildings as people are about 90% of an organisation’s expense and well exceed building costs and energy costs. It was reported that earlier research on workplace design primarily focused on physical arrangement of employees’ immediate work area, and ambient environmental qualities of the work area. Building organisation, exterior amenities, and site-planning have been given less attention. Therefore, we examine more closely the health relevance of both proximal and remote aspects of workplace design. Occupational stress is a complex phenomenon that is dynamic and evolving over time. This investigation reviews the existing fundamental conceptual models of occupational stress, workplace design, and connection to nature. It aims to develop an improved model relevant to work place design and occupational stress linked with connection to nature. The proposed improved model is presented with an appropriate causal loop diagram to assist in visualizing how different variables in a system are interrelated. The developed model highlights how connection to nature in workspaces can function as a work resource with a dual effect of improving physical wellbeing and psychological wellbeing.

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Maheshwari, Anil K., Margaret Rose Paulsel Werd, Frederick Travis, Maxwell Rainforth, and Jonathan Lipman. "Workplace Well-being: An Experimental Investigation into Benefits of Consciousness-based Architecture *." Journal of Management, Spirituality & Religion 19, no. 1 (January 1, 2022): 73–92. http://dx.doi.org/10.51327/kyon6624.

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Consciousness is primary and unbounded and can be accessed through multiple modalities, including the qualities of the workplace environment. This research explored the proposition that a consciousness-based architecture could improve workplace well-being. It experimentally investigated the potential benefits of Maharishi Vastu Architecture® (MVA) in a business setting. MVA buildings deal with wholeness and the establishment of the parts in relation to the whole. They have a strict East-West directional orientation, and strict proportion and placement of its center and rooms, among other features. A technical consulting company relocated their offices from a conventional building into one designed according to the principles of MVA. All the available employees of the company were tested one month before and one month after the move to the MVA building using a Workplace Wellbeing Index specifically created for this research. Data analysis comparing the pre and post measurements showed a 8% improvement (p<0.05) in subjective wellbeing upon relocating to the MVA building. Organizations can thus enhance workforce well-being through holistic workplaces designed for development of consciousness.

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Aboobaker, Nimitha, Manoj Edward, and Zakkariya K.A. "Workplace spirituality, employee wellbeing and intention to stay." International Journal of Educational Management 33, no. 1 (January 7, 2019): 28–44. http://dx.doi.org/10.1108/ijem-02-2018-0049.

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PurposeThe purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice.Design/methodology/approachThis descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses.FindingsAnalysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers’ intentional career choice was found to moderate these relationships.Originality/valueThis study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.

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Hesketh, Ian, and Cary Cooper. "Measuring the people fleet: general analysis, interventions and needs." Strategic HR Review 16, no. 1 (February 13, 2017): 17–23. http://dx.doi.org/10.1108/shr-10-2016-0092.

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Purpose The purpose of this paper is to deepen conceptual understanding of how employee wellbeing is identified and categorised in the workplace, and how management information is used to target workplace interventions. Design/methodology/approach This is a conceptual paper reviewing and discussing contemporary literature and practice, with a focus on themes congruent with employee needs and organisational intervention options in relation to wellbeing. This paper considers wellbeing in the context of police work in the UK, and how a framework can help those charged with leading to understand and act in the interest of both the employee and the organisation. Findings This paper suggests that the use of an appropriate strategic HR model, such as the General Analysis, Interventions and Needs (GAIN) pyramid (Hesketh and Rhodes, 2015), can assist organisations to develop practical categories and metrics to illustrate employee status in relation to wellbeing. Practical implications The arguments posed provide opportunities for practitioners to use workforce-modelling tools that assist in identifying, categorising and targeting wellbeing interventions in the workplace. Originality/value This paper highlights that identifying, categorising and prioritising wellbeing interventions in the workplace has hitherto received little academic attention. This paper contributes by providing a greater practical insight into what may work, which is important for leaders in all organisations, particularly those trying to maintain operational performance whilst undergoing programmes of change.

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Zhou, Xiang, Samma Faiz Rasool, and Dawei Ma. "The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing." Healthcare 8, no. 3 (September 10, 2020): 332. http://dx.doi.org/10.3390/healthcare8030332.

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It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.

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Al Kahtani, Nasser Saad, and Sulphey M. M. "A Study on How Psychological Capital, Social Capital, Workplace Wellbeing, and Employee Engagement Relate to Task Performance." SAGE Open 12, no. 2 (April 2022): 215824402210950. http://dx.doi.org/10.1177/21582440221095010.

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The current study was conducted to examine the relationship between Psychological capital (PsyCap), Social capital, Workplace wellbeing, and Employee engagement in Saudi Arabia. Only limited evidence exists about the relationship between the constructs in Saudi Arabia. Data was collected from 395 gainfully employed Saudi samples, using five standardized and validated questionnaires. The data was analyzed using Exploratory and Confirmatory Factor Analysis and Structural Equation Modeling (SEM). SEM was conducted using the R Program. The results indicate a significant positive relationship between PsyCap, workplace wellbeing, and employee engagement with task performance. No significant relationship was found between social capital and workplace wellbeing. By addressing a previously unexplored area, the present study has provided substantial contribution to the literature

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Daniels, Kevin, Roberta Fida, Martin Stepanek, and Cloé Gendronneau. "Do Multicomponent Workplace Health and Wellbeing Programs Predict Changes in Health and Wellbeing?" International Journal of Environmental Research and Public Health 18, no. 17 (August 25, 2021): 8964. http://dx.doi.org/10.3390/ijerph18178964.

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Organizations typically deploy multiple health and wellbeing practices in an overall program. We explore whether practices in workplace health and wellbeing programs cohere around a small number of archetypal categories or whether differences between organizations are better explained by a continuum. We also examine whether adopting multiple practices predicts subsequent changes in health and wellbeing. Using survey data from 146 organizations, we found differences between organizations were best characterized by a continuum ranging from less to more extensive adoption of practices. Using two-wave multilevel survey data at both individual and organizational levels (N = 6968 individuals, N = 58 organizations), we found that, in organizations that adopt a wider range of health and wellbeing practices, workers with poor baseline psychological wellbeing were more likely to report subsequent improvements in wellbeing and workers who reported good physical health at baseline were less likely to report experiencing poor health at follow-up. We found no evidence that adopting multiple health and wellbeing practices buffered the impact of individuals’ workplace psychosocial hazards on physical health or psychological wellbeing.

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Dunkerley, Bill. "Workplace wellbeing: Why it's back on the agenda." Practice Management 32, no. 8 (September 2, 2022): 20–24. http://dx.doi.org/10.12968/prma.2022.32.8.20.

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Events over the last two years have brought the issue into sharp focus, as a result of the pandemic. However, to what extent are practice managers responsible for the mental health and wellbeing of their employees?

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Manning, Victoria, and Shriti Pattani. "NHS workplace health and wellbeing during COVID-19." Perspectives in Public Health 141, no. 1 (December 28, 2020): 9–10. http://dx.doi.org/10.1177/1757913920977570.

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Miah, Rafia, and Na'eem Ahmed. "Making workplace wellbeing a priority for the NHS." British Journal of Hospital Medicine 81, no. 7 (July 2, 2020): 1–4. http://dx.doi.org/10.12968/hmed.2020.0168.

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Happiness and wellbeing of NHS staff is critical to the quality of care they can provide for patients and communities. It is important for healthcare leaders and local policy makers to continue to foster a nurturing and supportive work culture to enable staff to practice to the best of their abilities and provide safe, sustainable and patient-centred care. This article outlines strategies to improve the NHS as a place of work.

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Lorber, Mateja, and Mojca Dobnik. "The Importance of Monitoring the Psychological Wellbeing and Mental Health of Nursing Staff for Sustainable Management." Sustainability 14, no. 14 (July 7, 2022): 8300. http://dx.doi.org/10.3390/su14148300.

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This study examines the psychological wellbeing and mental health of nursing staff and determines workplace factors that affect them. Wellbeing and sustainable workload are important for the quality of work life. A cross-sectional study of employees in nursing was conducted at Slovenian hospitals. The response was 35%. The main findings were that more than half of employees are satisfied or very satisfied with their job and with their leaders’ support, but they are often exposed to stress. Quality of work life, work–life balance, and managing stress at the workplace affect the psychological wellbeing and mental health of nursing staff. Management should identify the importance of monitoring and improving workplace factors that can affect the employees. At the same time, they should also be aware of the importance of sustainable development of nursing employees at the local and national levels to improve the working conditions and quality of work life for better psychological wellbeing and mental health for employees.

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James, Carole, Brian Kelly, Robyn Considine, Ross Tynan, Jaelea Skehan, and Jane Rich. "Industry partnerships in addressing mental health." APPEA Journal 56, no. 2 (2016): 537. http://dx.doi.org/10.1071/aj15043.

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Mental health issues are widespread across Australia, with the most common mental illnesses experienced by 20% of the population in any 12-month period. While no industry-specific data exists, general national population data suggests that all employers are managing workers affected by mental illness. Workplaces are ideally placed to prevent mental health problems, promote mental health, and support a person with mental illness. Investing in strategies to support mental health in the workplace has been associated with improvements in productivity, job satisfaction and significant returns on investment. This extended abstract discusses approaches to addressing mental health in the resources sector and reports on industry engagement, partnership with researchers from The University of Newcastle, and research into targeted interventions. A range of partnership activities included the development of a framework to support mental health in the workplace—a Blueprint for Mental Health and Wellbeing—and various workplace strategies to address mental ill-health and wellbeing. Discussion centres on the feasibility, acceptability and effectiveness of a multi-component mental health program that aims to promote: mental health awareness to employees; a peer-based support model; education to supervisors regarding the management of staff experiencing mental health problems; and, a review of organisational policy. Research in the coal-mining sector has demonstrated that through industry partnership, appropriate interventions can be developed and implemented that result in policy and practical changes that better the health and wellbeing of employees.

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Journal articles on the topic 'Workplace wellbeing'

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