Gotowe bibliografie tematyczne / Employee well-being

Gotowa bibliografia na temat „Employee well-being”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 22 czerwca 2024

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Artykuły w czasopismach na temat "Employee well-being"

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Wieneke, Kaisa C., Jason S. Egginton, Sarah M. Jenkins, Gretl C. Kruse, Francisco Lopez-Jimenez, Michelle M. Mungo, Beth A. Riley i Paul J. Limburg. "Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being". Mayo Clinic Proceedings: Innovations, Quality & Outcomes 3, nr 2 (czerwiec 2019): 106–15. http://dx.doi.org/10.1016/j.mayocpiqo.2019.04.001.

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Molodchik, N., i P. Sosnina. "THE WELL-BEING PROGRAM: RUSSIAN PRACTICES". Management of the Personnel and Intellectual Resources in Russia 12, nr 1 (3.04.2023): 57–62. http://dx.doi.org/10.12737/2305-7807-2023-12-1-57-62.

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In the article, the employee welfare program — Well­being — is considered as a modern direction in the field of human resource management, on which productivity and employee loyalty largely depend. The historical aspects of the evolutionary development of this approach are revealed, the elements of the program that are necessary for systematic use are analyzed. The advantages, disadvantages and risks of implementing the Well­being system are revealed. A study was conducted and a list of recommendations for the implementation of the well­being program was compiled. Analytical business metrics are presented that allow assessing the level of employee well­being and managing the effectiveness of the program. Based on the results of a desk study in the context of each of the five elements of the program, examples of Well­being practices used in companies operating in Russia are given.
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Shuck, Brad, i Thomas G. Reio. "Employee Engagement and Well-Being". Journal of Leadership & Organizational Studies 21, nr 1 (16.07.2013): 43–58. http://dx.doi.org/10.1177/1548051813494240.

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Arnautov, Oleg V., Stepan V. Arutyunov, Alexander L. Gaponenko i Margarita N. Gaponenko. "Employee well-being corporate program". Public Administration 25, nr 3 (2023): 67–76. http://dx.doi.org/10.22394/2070-8378-2023-25-3-67-76.

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Desiana, Putri, Mone Andrias i Gyandra Ahyinaa. "The mediating effect of employee engagement and well-being on turnover intention in Indonesia". Problems and Perspectives in Management 22, nr 2 (31.05.2024): 477–87. http://dx.doi.org/10.21511/ppm.22(2).2024.37.

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Employee turnover is challenging for firms, and it is usually fueled by employee stress due to their heavy workload. To minimize turnover, firms can implement various initiatives, such as employee well-being and employee engagement programs. Previous studies have examined the influence of work stress, employee engagement, or employee well-being separately on turnover intention. By exploring these factors simultaneously, this study aims to explain the roles of employee well-being and engagement as mediators in alleviating the impact of work stress on turnover. Data were collected from 425 employees working in various economic sectors (e.g., finance, education, research and development, retail, and business) in Indonesia and analyzed using the structural equation modeling (SEM) with the Lisrel 8.8 software. The results confirmed that work stress and employee engagement are factors that can directly influence turnover intention. Nevertheless, employee well-being does not have a direct impact on reducing turnover. The role of employee engagement in mediating the impact of work stress and employee well-being on turnover intention has been proven to be significant. This indicates that the company can withstand the stress that leads to employee turnover by creating jobs that make employees enthusiastically enjoy their work. Furthermore, company initiatives to create employee well-being will only be effective if those initiatives encourage employee engagement. Based on these findings, companies can develop strategies to reduce employee turnover. This can be achieved by prioritizing work stress management and improving employee well-being and engagement.
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Ungureanu, Paula, Fabiola Bertolotti i Massimo Pilati. "Organizational Context, Employer-Employee Shared Intentionality, and Well-Being Perceptions". Academy of Management Proceedings 2018, nr 1 (sierpień 2018): 15731. http://dx.doi.org/10.5465/ambpp.2018.15731abstract.

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Kuriakose, Vijay, Sreejesh S., Heerah Jose, Anusree M.R. i Shelly Jose. "Process conflict and employee well-being". International Journal of Conflict Management 30, nr 4 (12.08.2019): 462–89. http://dx.doi.org/10.1108/ijcma-12-2018-0142.

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PurposeThe primary objective of this paper is to extend the Activity Reduces Conflict Associated Strain (ARCAS) model. To test the ARCAS model, the study aims to examine the effect of process conflict on employee well-being and the role of negative affect as an intrapersonal mechanism linking process conflict and employee well-being. Further, to extend the emerging ARCAS model, the study examines whether the assumed indirect effect of process conflict on employee well-being through negative affect is conditional upon levels of conflict management styles.Design/methodology/approachIn total, 554 software engineers working in information technology firms responded to the administered questionnaire and hypothesised relationships were tested using Process Macros.FindingsThe findings indicate that process conflict is negatively related to employee well-being and the negative affect state mediates the relationship between process conflict and employee well-being. As hypothesised, it was found that the indirect effect of process conflict on employee well-being through the negative affect state is conditional upon levels of conflict management styles of the employees.Research limitations/implicationsThe study contributes to the conflict literature by establishing the detrimental effect of process conflict on employee well-being. The study also established the explanatory mechanism linking process conflict and employee well-being. Further, the study extended the emerging ARCAS model by establishing the moderating role of conflict management styles as well as the conditional indirect effect.Practical implicationsThe study highlighted the within-individual effect of process conflict in deteriorating employee well-being. The study provides valuable insights to the managers and practitioners about how individuals’ conflict management styles influence well-being.Originality/valueThe study specifically examined the effect of process conflict, which was omitted from conflict literature considering it the same as task conflict, on employee well-being. The study established the within-individual mechanism through which process conflict diminishes employee well-being. Also, the study extended the ARCAS model by examining the effect of conflict management styles with the aid of Affective Events Theory.
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Kelloway, E. Kevin, Heidi Weigand, Margaret C. McKee i Hari Das. "Positive Leadership and Employee Well-Being". Journal of Leadership & Organizational Studies 20, nr 1 (21.11.2012): 107–17. http://dx.doi.org/10.1177/1548051812465892.

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Wu, Weiwei, Muhammad Rafiq i Tachia Chin. "Employee well-being and turnover intention". Career Development International 22, nr 7 (13.11.2017): 797–815. http://dx.doi.org/10.1108/cdi-04-2017-0072.

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Purpose Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture. Design/methodology/approach The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using moderated hierarchical regression models (investigating three-way interactions), while the significance tests of simple slopes and simple slope differences were also used to support the analysis. Findings The results suggest that all predictors analysed (Muslim religious belief, organisational embeddedness, life satisfaction, and work engagement) were negatively and significantly related to turnover intention. Furthermore, the employee well-being-turnover intention mechanisms are jointly moderated by Muslim religious belief and organisational embeddedness. Practical implications The research considers turnover intention as an outcome of a three-way interaction among employee well-being, Muslim religious belief, and organisation embeddedness, thus proposing insightful implications for other developing country enterprises, particularly those ingrained with Muslim culture. Originality/value The authors propose a novel model which demonstrates the effects of employee work- and life-related well-being on turnover intention from a unique angle by incorporating Muslim religious belief with organisational embeddedness, contributing to the existing body of knowledge. The applicability of western concepts to immature markets is also examined.
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Ilies, Remus, Helen Pluut i Sherry S. Y. Aw. "Studying employee well-being: moving forward". European Journal of Work and Organizational Psychology 24, nr 6 (26.08.2015): 848–52. http://dx.doi.org/10.1080/1359432x.2015.1080241.

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Rozprawy doktorskie na temat "Employee well-being"

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Herb, Kelsey Cristine. "Investigating the Impact of Employee Development Activities on Employee Well-being". University of Akron / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=akron1429216423.

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

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

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

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Fujishiro, Kaori. "Fairness at work its impacts on employee well-being /". Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117142039.

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Thesis (Ph.D.)--Ohio State University, 2005.
Title from first page of PDF file. Document formatted into pages; contains xiii, 203 p.; also includes graphics. Includes bibliographical references (p. 188-203). Available online via OhioLINK's ETD Center
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Daniels, Kevin. "Occupational stress and control : implications for employee well-being". Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305264.

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Herleman, Hailey A. "International work demands and employee well being and performance". Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1249065600/.

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Liu, Li. "Human resource management and employee well-being in China". Thesis, Toulouse 1, 2018. http://www.theses.fr/2018TOU10071.

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Le résumé en français n'a pas été communiqué par l'auteur
Context-specific and employee-centred have emerged as two central perspectives to advance HRM research. Context-specific inquires the contextual antecedents and boundary conditions of HRM; employee-centred underlines the incorporation of employee experience, particularly employee well-being into HRM-performance models. The two perspectives extend the classic HRM-performance model into a multilevel model channelled via multiple processes. The present thesis aims to study Chinese HRM by integrating the context-specific and employee-centred perspective. It primarily consists of three papers: a systematic review on the HRM-performance link in the China-based literature (Chapter 2), a construct clarification on employee wellbeing (Chapter 3), and an empirical study on the detrimental effect of guanxi HRM (Chapter 4). By synthesising 52 survey studies, the review (Chapter 2) shows that the Chinese literature is following the West to embrace the context-specific and employee-centred perspective, but the former is less extensively addressed than the latter. This review contributes to the literature by providing a research map on empirical Chinese HRM research focusing on the context-specific and employee-centred perspective. Building on extant well-being models, the second paper (Chapter 3) substantiates employee wellbeing as an equilibrium of multiple dimensions: hedonic and eudaimonic well-being, individual and social well-being, and positive and negative affect. The qualitative and quantitative analyses based on a survey of 544 Chinese employees support the propositions except for the distinction between individual and social well-being. Drawing on basic psychological needs theory, the third paper (Chapter 4) postulates that guanxi HRM creates a detrimental environment that would frustrate employees’ basic psychological needs, and it would undermine employee well-being in sequence; reflecting on the Chinese context, it proposes that the value of perseverance would moderate the process from need frustration to employee well-being. The results based on a survey of 321 Chinese employees support the hypotheses except for the moderating effect of perseverance when employee well-being is operationalised as emotional exhaustion. The thesis contributes to the literature by integrating the context-specific and employee-centred perspective to study HRM in China. It has generated a research map on HRM-performance link, clarified the conceptualisation of employee well-being, and delineated the detrimental effect of guanxi HRM. The exploration invites researchers to contribute to the global HRM research base by addressing the context and paying due attention to employee well-being in China
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Philamon, Jan Elizabeth, i n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal and external environment of an organisation delivering a controversial service, gambling, and to examine the impact of these environmental aspects on the empowerment, commitment and well-being of its employees. Working in any service organisation can be demanding for employees, exacerbated when employees deliver a controversial service such as gambling, and work in close proximity to people who gamble. Research indicates that delivery of a gambling service differs from the delivery of other recreational pursuits due to the negative personal, social, and financial impacts of gambling on problem gamblers and others. These negative costs of gambling have generated long standing ethical or moral objections within the community, and, because of the range of community views about gambling, employees who deliver gambling services are likely to be confronted with opposing community views. By interacting with patrons, employees may also question their values and attitudes to gambling, and feel concerned about those patrons who they consider may have a problem with gambling. Organisational resources that facilitate the empowerment, work attitudes and well-being of employees may exist, however, and reduce the negative effects of any gambling-related influences on employees. A mixed methods research design, consisting of two sequential phases, was used. The methods complemented each other, and minimised the disadvantages of using only one approach. A qualitative method was used in the first phase of the program to collect rich descriptions of the experiences of twenty staff working in seven Queensland clubs with gambling services in South East Queensland. The in-depth interviews helped to identify gambling-related challenges and climate-based resources of the internal and external work environments of the service organisation. The gambling-related challenges included community and media attitudes to gambling, peoples' demands on clubs, and staff beliefs about patrons who gamble. The climate-based resources included the organisational welfare of employees, expressed as meeting employees' needs for respect, developing supportive relationships with staff, encouraging open and clear communication, and the provision of social support. Organisational emphasis on quality service and meeting the needs of patrons also served as a climate-based resource for employees. The qualitative process additionally examined the impact of these factors on the empowerment, commitment and well-being of the employees, allowing the development of a conceptual model of the environmental factors of a gambling industry predicting employees' empowerment, commitment, and well-being. In the second phase of the research program, the conceptual model was tested using a cross-sectional survey. A complex, stratified, random sampling technique allowed access to a sample of clubs and participants that best represented registered and licensed clubs in Queensland. A self-administered mail questionnaire was sent to 468 employees over 41 Queensland clubs with 25 to 280 poker machines. After firstly establishing the soundness of the measurement properties of the model using confirmatory factor analysis, structural equation modelling was used to test the utility of the conceptual model developed in Study 1. Overall, Study 2 supported several of the proposed links, suggesting that the conceptual model developed in Study 1 was useful for examining the salient aspects of the external and internal environments of a club that influence staff empowerment, commitment, and well-being. The study showed the role of climate-based resources in a gambling industry by indicating that those employees who had positive perceptions about employee relations, positive beliefs about patron welfare, and felt supported by their supervisors, felt more empowered, and reported higher commitment and reduced emotional exhaustion. Employee relations was the most influential construct in predicting empowerment, and indirectly affected commitment and well-being (mediated by the empowerment dimensions). Study 2 also confirmed that gambling-based challenges of the external and internal environments impacted on the empowerment and well-being of employees. Those employees who believed that the community supported gambling reported an increased sense of influence over their work environment. The employees who held positive beliefs about patrons who gamble, reinforced gambling in clubs, and attributed the causes of problems in gambling onto sources outside themselves (mostly to the patrons), reported more positive well-being. Employees who perceived that people were demanding, and were not appreciative of what clubs did for the community reported reduced meaningfulness, a reduced sense of influence over their duties and work environment, and reduced well-being. Findings also illustrated the key role of influence, and, in particular, the meaningfulness dimension, in the empowerment, commitment, and well-being of employees in an industry delivering a gambling service. The findings of this research have implications for managerial interventions designed to promote the empowerment, commitment and well-being of employees who deliver a gambling service. By developing and strengthening the organisational resources that facilitate the empowerment, work attitudes and well-being of employees, managers are also likely to reduce the negative effects of the demands and conflicting influences of the external and internal gambling-related challenges on employees. This research program is distinctive in that research has not previously examined the impact of internal and external challenges and resources of a gambling industry on the empowerment, work attitudes, and well-being of its employees. There has, also, been no prior research focused on the work attitudes of employees in the Queensland club industry. Future research needs to replicate the findings of the present research program. The challenges and resources that were found to affect employees in the club industry, however, may be organisation specific. There is, therefore, a need for further research that compares the impact of factors related to the delivery of a gambling service in the club industry with different gambling industries, such as the hotel and casino industries. To provide further insight into the effects of empowerment on employees' work outcomes, a performance measure, such as patron satisfaction could be included. Future studies could also examine group differences in perceptions of climate-based and gambling-related influences on the empowerment, work attitudes and well-being of employees, as a function of their occupational level. The interviews of the present research program implied that employees in different organisational positions might respond differently to both the external and internal environmental factors of the organisation.
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Philamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal and external environment of an organisation delivering a controversial service, gambling, and to examine the impact of these environmental aspects on the empowerment, commitment and well-being of its employees. Working in any service organisation can be demanding for employees, exacerbated when employees deliver a controversial service such as gambling, and work in close proximity to people who gamble. Research indicates that delivery of a gambling service differs from the delivery of other recreational pursuits due to the negative personal, social, and financial impacts of gambling on problem gamblers and others. These negative costs of gambling have generated long standing ethical or moral objections within the community, and, because of the range of community views about gambling, employees who deliver gambling services are likely to be confronted with opposing community views. By interacting with patrons, employees may also question their values and attitudes to gambling, and feel concerned about those patrons who they consider may have a problem with gambling. Organisational resources that facilitate the empowerment, work attitudes and well-being of employees may exist, however, and reduce the negative effects of any gambling-related influences on employees. A mixed methods research design, consisting of two sequential phases, was used. The methods complemented each other, and minimised the disadvantages of using only one approach. A qualitative method was used in the first phase of the program to collect rich descriptions of the experiences of twenty staff working in seven Queensland clubs with gambling services in South East Queensland. The in-depth interviews helped to identify gambling-related challenges and climate-based resources of the internal and external work environments of the service organisation. The gambling-related challenges included community and media attitudes to gambling, peoples' demands on clubs, and staff beliefs about patrons who gamble. The climate-based resources included the organisational welfare of employees, expressed as meeting employees' needs for respect, developing supportive relationships with staff, encouraging open and clear communication, and the provision of social support. Organisational emphasis on quality service and meeting the needs of patrons also served as a climate-based resource for employees. The qualitative process additionally examined the impact of these factors on the empowerment, commitment and well-being of the employees, allowing the development of a conceptual model of the environmental factors of a gambling industry predicting employees' empowerment, commitment, and well-being. In the second phase of the research program, the conceptual model was tested using a cross-sectional survey. A complex, stratified, random sampling technique allowed access to a sample of clubs and participants that best represented registered and licensed clubs in Queensland. A self-administered mail questionnaire was sent to 468 employees over 41 Queensland clubs with 25 to 280 poker machines. After firstly establishing the soundness of the measurement properties of the model using confirmatory factor analysis, structural equation modelling was used to test the utility of the conceptual model developed in Study 1. Overall, Study 2 supported several of the proposed links, suggesting that the conceptual model developed in Study 1 was useful for examining the salient aspects of the external and internal environments of a club that influence staff empowerment, commitment, and well-being. The study showed the role of climate-based resources in a gambling industry by indicating that those employees who had positive perceptions about employee relations, positive beliefs about patron welfare, and felt supported by their supervisors, felt more empowered, and reported higher commitment and reduced emotional exhaustion. Employee relations was the most influential construct in predicting empowerment, and indirectly affected commitment and well-being (mediated by the empowerment dimensions). Study 2 also confirmed that gambling-based challenges of the external and internal environments impacted on the empowerment and well-being of employees. Those employees who believed that the community supported gambling reported an increased sense of influence over their work environment. The employees who held positive beliefs about patrons who gamble, reinforced gambling in clubs, and attributed the causes of problems in gambling onto sources outside themselves (mostly to the patrons), reported more positive well-being. Employees who perceived that people were demanding, and were not appreciative of what clubs did for the community reported reduced meaningfulness, a reduced sense of influence over their duties and work environment, and reduced well-being. Findings also illustrated the key role of influence, and, in particular, the meaningfulness dimension, in the empowerment, commitment, and well-being of employees in an industry delivering a gambling service. The findings of this research have implications for managerial interventions designed to promote the empowerment, commitment and well-being of employees who deliver a gambling service. By developing and strengthening the organisational resources that facilitate the empowerment, work attitudes and well-being of employees, managers are also likely to reduce the negative effects of the demands and conflicting influences of the external and internal gambling-related challenges on employees. This research program is distinctive in that research has not previously examined the impact of internal and external challenges and resources of a gambling industry on the empowerment, work attitudes, and well-being of its employees. There has, also, been no prior research focused on the work attitudes of employees in the Queensland club industry. Future research needs to replicate the findings of the present research program. The challenges and resources that were found to affect employees in the club industry, however, may be organisation specific. There is, therefore, a need for further research that compares the impact of factors related to the delivery of a gambling service in the club industry with different gambling industries, such as the hotel and casino industries. To provide further insight into the effects of empowerment on employees' work outcomes, a performance measure, such as patron satisfaction could be included. Future studies could also examine group differences in perceptions of climate-based and gambling-related influences on the empowerment, work attitudes and well-being of employees, as a function of their occupational level. The interviews of the present research program implied that employees in different organisational positions might respond differently to both the external and internal environmental factors of the organisation.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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Gardner, Jonathan. "An analysis of the determinants of pay and well-being using employer-employee data". Thesis, University of Warwick, 2001. http://wrap.warwick.ac.uk/56229/.

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This thesis studies the determinants of pay and well-being. The first three chapters use new British employer-employee data to study the determinants of pay. Chapters three and four are also interested in the determinants of job satisfaction, whilst chapters five and six analyse factors that shape reported well-being. Chapter two tests whether firms share product market rents with their employees. After controlling for worker and firm fixed effects, we observe evidence in support of rent-sharing upon weekly earnings, but no robust positive effect upon hourly pay. The third chapter analyses the observed positive relationship between employer size and wages. It designs a test as to whether this relationship reflects a compensating differential. This is not found to offer a good explanation as to why wages are greater in large establishments. Instead, correlates of worker skill and person fixed effects are most successful in explaining the plant size-wage differential. There has been very little research on racial differences in job satisfaction levels. Chapter 4 examines the relationship between race, pay and well-being. Workplaces that employ more ethnic minority employees are associated with lower levels of job satisfaction, for both white and non-white workers. Non-white employees are paid less than otherwise similar white employees, and are less satisfied with their pay even when pay is held constant. One of the most fundamental ideas in economics is that money makes people happy. Chapter 5 constructs a test. In the spirit of a natural experiment, it shows individuals who receive windfalls have higher mental well-being in the following year. It calculates the size of the effect. The final chapter studies the well-being of British public sector workers in the 1990s. Relative to private sector employees, stress levels and job satisfaction within the public sector are shown to have significantly worsened over the decade.
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Książki na temat "Employee well-being"

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Kinder, Andrew, Rick Hughes i Cary L. Cooper, red. Employee Well-Being Support. Chichester, UK: John Wiley & Sons, Ltd, 2008. http://dx.doi.org/10.1002/9780470773246.

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

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

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W, Polachek S., red. Accounting for worker well-being. Amsterdam: JAI, 2004.

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Athota, Vidya S., i Ashish Malik. Managing Employee Well-being and Resilience for Innovation. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-06188-3.

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McMullan, Lucille. Stress and employee well-being within Coleraine Borough Council. (s.l: The Author), 2001.

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W, Polachek S., red. Worker well-being / editor, Solomon W. Polachek. Amsterdam: JAI, 2000.

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Mukherjee, Sumitava. Simultaneous evaluation of pro-self and prosocial bonus schemes: Implications for newer management policies towards social betterment. Ahmedabad: Indian Institute of Management, 2014.

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Abu Bakar, Raida, Rosmawani Che Hashim, Man Chung Low, Mohammad Rezaur Razzak i Sharmila Jayasingam. Effects of the Covid-19 Pandemic on Employee Well-Being. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-0432-7.

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

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Części książek na temat "Employee well-being"

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van Wanrooy, Brigid, Helen Bewley, Alex Bryson, John Forth, Stephanie Freeth, Lucy Stokes i Stephen Wood. "Employee Well-being". W Employment Relations in the Shadow of Recession, 127–45. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-27578-3_7.

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Hess, D’arce, Albert-Jan Schot i Tracy van der Schyff. "Employee Well-being". W Getting Started with Microsoft Viva, 169–77. Berkeley, CA: Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8590-9_16.

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Pawar, Badrinarayan Shankar. "Employee well-being". W Employee Performance and Well-being, 24–46. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge India, 2019. http://dx.doi.org/10.4324/9780429244193-3.

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Johnson, Sheena, Ivan Robertson i Cary L. Cooper. "Well-Being and Employee Engagement". W WELL-BEING, 31–42. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-62548-5_3.

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Robertson, Ivan, i Cary Cooper. "Well-Being and Employee Engagement". W Well-Being, 27–37. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230306738_3.

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Pawar, Badrinarayan Shankar. "Employee performance and employee well-being". W Employee Performance and Well-being, 47–57. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge India, 2019. http://dx.doi.org/10.4324/9780429244193-4.

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Pawar, Badrinarayan Shankar. "Employee performance". W Employee Performance and Well-being, 4–23. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge India, 2019. http://dx.doi.org/10.4324/9780429244193-2.

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Tinline, Gordon, Nick Hayter i Kim Crowe. "Improving Employee Engagement and Well-Being in an NHS Trust". W Well-Being, 119–27. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230306738_10.

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Donaldson-Feilder, Emma, Fehmidah Munir i Rachel Lewis. "Leadership and Employee Well-being". W The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development, 155–73. Oxford: John Wiley & Sons, 2013. http://dx.doi.org/10.1002/9781118326404.ch8.

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

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Streszczenia konferencji na temat "Employee well-being"

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Kaz, Evgeniya. "Well-being and Management of Employee Incentives". W II International Scientific Symposium on Lifelong Wellbeing in the World. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.02.39.

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Robak, Elżbieta. "Employee well-being versus remote work – opinions of the Generation Z employees". W 12th International Conference on Management 2023. Czestochowa: The Publishing Office of Czestochowa University of Technology, 2023. http://dx.doi.org/10.17512/cut/9788371939563/37.

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Augutyte-Kvedaraviciene, Ieva, i Rūta Kazlauskaitė. "Physical environment impact on employee well-being and performance". W 25th Annual European Real Estate Society Conference. European Real Estate Society, 2018. http://dx.doi.org/10.15396/eres2018_9.

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Cheng, Zhichao, Yiwen Xu i Yang Pan. "Dialectical relationship between millennial employee retention and well-being". W 2nd International Conference on Economics and Management, Education, Humanities and Social Sciences (EMEHSS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emehss-18.2018.54.

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Kostynets, Valeriia. "CORPORATE WELLNESS TOURISM AS A BASIS FOR EMPLOYEE WELL-BEING". W 3rd International conference on corporation management. Scientific Center of Innovative Research OÜ, 2023. http://dx.doi.org/10.36690/iccm-2023-63.

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Xia, Yun, ShaoHua Lu i Kang Shi. "Employee Well-being: A Hierarchical Model and the Evaluating Framework". W 2014 International Conference on Social Science (ICSS-14). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/icss-14.2014.35.

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Henderson, Grace Phan-Athiroj. "POSITIVE PSYCHOLOGY: A PATHWAY TO FLOURISH EMPLOYEE WELL-BEING AND PRODUCTIVITY". W 40th International Academic Conference, Stockholm. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.040.024.

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Bencsik, Andrea, i Dora G. Kocsis. "Employee Well-Being in Higher Education – ‘GNH of Business’ in Hungarian". W – The IAFOR International Conference on Education – Hawaii 2024. The International Academic Forum(IAFOR), 2024. http://dx.doi.org/10.22492/issn.2189-1036.2024.21.

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

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Small and medium-sized enterprises (SMEs) play a significant role in the EU economy and account for a large number of employment opportunities. Improvements in the working conditions and well-being of employees in SMEs are crucial for the development of businesses, societies, and workers. This study investigated and developed the safety, health, and well-being (SHW) of employees in SME manufacturing companies. The proposed company-specific development process involved four companies and consisted of an e-survey, interviews, and a workshop. Both employers and employee representatives participated in the process. The process revealed a good working community and support received from others as resources in the studied companies. The factors needing development were found to be work posture and movement, workplace thermal environment, communication, haste, orderliness, and tidiness. This study provides knowledge about SHW risks, resources, and development measures in manufacturing SMEs.
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Barna, Balazs, i Szabina Fodor. "Gamification’s Impact on Employee Engagement: Enhancing Employee Well-Being with a Cloud Based Gamified Team-Building Application". W 2018 6th International Conference on Future Internet of Things and Cloud Workshops (FiCloudW). IEEE, 2018. http://dx.doi.org/10.1109/w-ficloud.2018.00039.

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Raporty organizacyjne na temat "Employee well-being"

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

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Vogel, Whitney. "To Call or Not to Call?" The Impact of Supervisor Training on Call Center Employee Attitudes and Well-Being. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.7115.

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

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Well-being is a common human aspiration. Governments and states, too, seek to promote and ensure the well-being of their citizens; some even argue that this should be their overarching goal. But it is not enough for a country to flourish, and for its citizens to enjoy well-being, if the situation cannot be maintained over the long term. Well-being must be sustainable. The state needs criteria for assessing the well-being of its citizens, so that it can work to raise the well-being level. Joining many other governments around the world, the Israeli government adopted a comprehensive set of indices for measuring well-being in 2015. Since 2016, the Israel Central Bureau of Statistics has been publishing the assessment results on an annual basis. Having determined that the monitoring of well-being in Israel should employ complementary indices relating to its sustainability, the Ministry of Environmental Protection, the Bank of Israel, the Central Bureau of Statistics, and Yad Hanadiv asked the Israel Academy of Sciences and Humanities to establish an expert committee to draft recommendations on this issue. The Academy's assistance was sought in recognition of its statutory authority "to advise the government on activities relating to research and scientific planning of national significance." The Committee was appointed by the President of the Academy, Professor Nili Cohen, in March 2017; its members are social scientists spanning a variety of disciplines. This report presents the Committee's conclusions. Israel's ability to ensure the well-being of its citizens depends on the resources or capital stocks available to it, in particular its economic, natural, human, social, and cultural resources. At the heart of this report are a mapping of these resources, and recommendations for how to measure them.
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Brady, Jacquelyn. Family Linked Workplace Resources and Contextual Factors as Important Predictors of Job and Individual Well-being for Employees and Families. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.6886.

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Linehan, Margaret, i Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, październik 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the sensitivities of these employees is apparent from this report. Proactive implementation of positive organizational policies was also espoused by the interviewed employers. These employers recounted how they make extra efforts to make their workplaces more inviting for these employees. As well as reaching out with extra supports to genuinely support the wellbeing of these employees, the employers acknowledge that a better and happier work environment contributes to improved work outcomes, including greater staff retention. This report provides a positive contribution to stakeholders in the overall labour market by highlighting first-hand perspectives of women of colour in employment contexts. As well as contributing to the literature and providing practice-led policy recommendations, this report can usefully be shared by talent management staff and human resource managers during induction training and as a contribution to continual personal development.
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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin i Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, listopad 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exactly that: help leaders make culture change real to the people on their teams. REAL is a research informed framework crafted carefully to do exactly that: help leaders make culture change real to the people on their teams. REAL provides the necessary foundation to generate effective EDI solutions that capture real effects and challenges people face. The current paper describes the REAL framework, the research underpinning its core tenets, and insights for leaders committed to building more equitable, diverse, and inclusive organizational cultures. The elements of the framework are: Reveal relevant opportunities by exploring your organization as a complex system, identifying strategic actions for change, and being clear that goals may be hard to achieve. Elevate equity as foundational to diversity and inclusion efforts because it provides fair opportunities for all to reach full potential. Activate diversity strategically by embracing stakeholders’ vast reservoir of perspectives and experiences, ultimately enhancing innovation and decision-making. Lead inclusively by nurturing connection, vulnerability, courage and investment in initiatives to build respect a sense of significance for every stakeholder. [i] Alemany, L., & Vermeulen, F. (2023, July 1). Disability as a Source of Competitive Advantage. Harvard Business Review. https://hbr.org/2023/07/disability-as-a-source-of-competitive-advantage [ii] Stein, D., Hobson, N., Jachimowicz, J. M., & Whillans, A. (2021, October 13). How Companies Can Improve Employee Engagement Right Now. Harvard Business Review. https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now Citation Moses-Dunne, A., Dawkins, M. A., Ehrlich, V. F., Clerkin, C., & Crittle, C. (2023). The research foundations for REAL: A framework for leadership action in equity, diversity, & inclusion. Center for Creative Leadership. https://doi.org/10.35613/ccl.2023.2056
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Matsuo, Hideko, i Koen Matthijs. The life course and subjective well-being across generations – an analysis based on cross-national surveys (2002–2016). Verlag der Österreichischen Akademie der Wissenschaften, lipiec 2021. http://dx.doi.org/10.1553/populationyearbook2021.res4.2.

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This paper identifies subjective well-being trajectories through happiness measures as influenced by time, socio-economic, demographic and behavioural determinants. Hierarchical age-period-cohort models are applied to European Social Survey (2002–2016) data on the population aged 30 and older in 10 countries. A U-shaped relationship between age and happiness is found for some countries, but a rather flat pattern and considerable diversity beyond age 80 are detected for other countries. Lower happiness levels are found for baby boomers (1945–1964) than for preboomers and post-boomers, and also for late boomers (1955–1964) than for early boomers (1945–1954). Women, highly educated and native people are shown to have higher happiness levels than men, less educated and non-native people, respectively. Moreover, a positive assessment of income, having a partner, and being a parent, in good health, employed and socially active are all found to have a positive impact on happiness levels. We find evidence of gaps in happiness levels due to differences in socio-economic characteristics over the life course in some, but not in all of the countries analysed.
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Gordon, Eleanor, i Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, kwiecień 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Saget, Catherine, Tahmina Karimova, Trang Luu, Nicolas Maitre i Sévane Ananian. Greening enterprises: transforming processes and workplaces. ILO, 2022. http://dx.doi.org/10.54394/xvvb655.

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The conduct of enterprises is crucial to the natural environment’s well-being and to a just transition. Most enterprises, including small ones, are implementing measures to reduce waste and carbon emissions; in the majority of cases this entails no cost or even a reduction in production costs. Measures to green the places where people carry out their work are an integral part of the greening of enterprises and are important to both workers and employers. But more needs to be done to help enterprises and workplaces become green and be productive in environmentally sustainable ways. Innovative tools and solutions to make enterprises greener are highlighted in this report, including measures for small enterprises in developing countries as well as the role of social dialogue.
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Valenzuela, Patricio, Eduardo A. Cavallo i Eduardo Borensztein. Debt Sustainability under Catastrophic Risk: The Case for Government Budget Insurance. Inter-American Development Bank, czerwiec 2007. http://dx.doi.org/10.18235/0010977.

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Natural disasters are an important source of vulnerability in the Caribbean region. Despite being one of the more disaster-prone areas of the world, it has the lowest levels of insurance coverage. This paper examines the vulnerability of Belizes public finance to the occurrence of hurricanes and the potential impact of insurance instruments in reducing that vulnerability. The paper finds that catastrophic risk insurance significantly improves Belizes debt sustainability. In addition, the methodology employed makes it possible to estimate the appropriate level of insurance, which for the case of Belize is a maximum coverage of US$120 million per year. International organizations can play a role in assisting countries to overcome distortions in insurance markets, as well as in helping to relax internal political resistance to the purchase of insurance policies.
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