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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'auteurContext-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)
Full Text
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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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Hughes, Emily Louise. "Work-life balance and employee well-being : a longitudinal study". Thesis, University of Oxford, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442782.
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Eatough, Erin. "Illegitimate Tasks and Employee Well-Being: A Daily Diary Study". Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4476.
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This dissertation focuses on an occupational stressor that has been recently introduced to the literature, illegitimate tasks, or tasks that seem unreasonable or unnecessary at work. Previous work has demonstrated the relationship between illegitimate tasks and a narrow set of discrete emotions as well as negative employee performance behaviors. The current research contributes to the literature by expanding the nomological network associated with illegitimate tasks and uses a rigorous daily diary methodology in a full-time working sample. It was expected that illegitimate tasks reduce state levels of self-esteem as well as other employee well-being indicators including anger, depressive mood, fatigue, job satisfaction, and sleep quality. Ninety participants filled out trait level surveys and subsequently completed daily dairy questionnaires three times daily for two workweeks. Daily diaries assessed experiences of illegitimate tasks as well as self-esteem and well-being. Hierarchical linear modeling was used to test primary hypotheses. Results indicate that anger and job satisfaction are consistently, significantly associated with illegitimate task episodes throughout workdays; however, responses dissipate overnight. Depressive mood and fatigue tend to be related to illegitimate tasks as the workday carries on and these responses appear to persist into the following workday. Results are consistent with the notion that illegitimate tasks reduce state self-esteem. However, high trait levels of self-esteem may negate this relationship. No effects on sleep quality were evident. In sum, daily experience of illegitimate task episodes represents a meaningful occupational stressor that predicts reductions in employee self-esteem and employee well-being.
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Smith, Lakin. "Emotional labour and employee well-being in the hospitality industry". Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/13012.
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Includes bibliographical references.This study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life conflict partially mediated the relationship between surface acting and emotional exhaustion, and fully mediated the relationship between surface acting and job satisfaction. Managerial implications and suggestions for research are discussed
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Demsky, Caitlin Ann. "Interpersonal Conflict and Employee Well-Being: The Moderating Role of Recovery Experiences". PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/766.
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Recovery during nonwork time is essential for restoring resources that have been lost throughout the working day. Recent research has begun to explore the nature of recovery experiences as boundary conditions between various job stressors and employee well-being. Interpersonal conflict is an important work stressor that has been associated with several negative employee outcomes, such as higher levels of psychosomatic complaints, anxiety, depression, and frustration. This study contributes to recovery research by examining the moderating role of recovery experiences on the relationship between workplace interpersonal conflict and employee well-being. Specifically, it was hypothesized that recovery experiences (e.g., psychological detachment, mastery, control, relaxation, negative work reflection, positive work reflection, and social activities) would moderate the relationship between interpersonal conflict and employee well-being (e.g., job satisfaction, burnout, life satisfaction, and general health complaints). Hierarchical regression was used to examine the hypotheses. Relaxation was found to be a significant moderator of the relationship between self-reported interpersonal conflict and employee exhaustion. Additional analyses found mastery experiences to be a significant moderator of the relationship between coworker reported interpersonal conflict and both dimensions of burnout (exhaustion and disengagement). Several main relationships between recovery experiences and employee well-being were found that support and extend earlier research on recovery from work. Practical implications for future research are discussed.
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McClelland, Charlotte Rebecca. "Performance monitoring and its effects on employee performance and well-being". Thesis, University of Sheffield, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.556986.
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The focus of this Thesis is on examining and explaining the effects of performance monitoring on employee performance and well-being outcomes. The use of monitoring, organisational systems and practices for managing employees' performance behaviours, is extensive, despite an ongoing and unresolved debate over its effects on employees. Job design, goal-setting and feedback, leadership and organisational justice theories were used as a basis for constructing a more comprehensive and integrative research model on performance monitoring and its effects than has been examined to date. Herein, characteristics of the monitoring process were hypothesised to motivate cognitive and attitudinal reactions in employees, in turn affecting outcomes. The role of managers was further positioned as antecedent to the employee experience of monitoring. To test the model, survey data from around one thousand call centre employees and managers were collected within two longitudinal field studies, and analysed statistically using multiple regression, structural equation modelling and latent growth modelling. Findings from the main cross-sectional analyses supported that performance monitoring had both direct and indirect effects on employee performance and well-being as a function of its utility, and that manager support was a critical factor. Learning, mental-effort, and perceptions of the fairness and privacy invasiveness of monitoring were established as explanatory mechanisms. This was the first field research to document a monitoring-performance relationship. The model was further explored on a longitudinal basis, providing limited support for the direct effects of monitoring over time. Overall, performance monitoring that developed employees was found to have the most global benefits. The theoretical and practical implications of this research are discussed, and directions for future research presented.
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Holdsworth, Lynn. "Empowerment,satisfaction and employee well-being : the dilemma for call centres". Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631667.
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Although empowerment is acknowledged as a beneficial form of work design for both employees and organisations, there is limited research into the concept within call centres. Two studies were conducted to explore four dimensions of psychological empowerment, job satisfaction and employee well-being for employees in call centre environments. Study 1 compared the perceptions of empowerment, job satisfaction and well-being of customer service agents, administration staff and supervisors within six call centres. Overall working as a customer service agent offered less autonomy, but was no less satisfying, than working in administration at the same level. However, all non-supervisory call centre workers reported poorer well-being than the general working population. The results for the customer service agent role revealed that more empowerment led to higher job satisfaction, improvement in employee wellbeing and a reduction in intention to leave. However, an inverted U-shape relationship between empowerment and job satisfaction suggested that too much empowerment decreased job satisfaction and impaired employee wellbeing. Comparisons between diverse service management models suggested customer service agents felt "high commitment" models to be the most empowering, satisfying and best for well-being. However, the introduction of limited empowerment practices into "mass service models" could reduce unwanted turnover. The second study used a longitudinal design in one call centre. Study 2 evaluated the effect of an organisational development programme on empowerment, job satisfaction, employee well-being, and performance for customer service agents. Study 2 . substantiated the inverted U-shape relationship between empowerment and job satisfaction. The organisational "development programme improved business performance and employee wellbeing, but reduced satisfaction and perceptions of empowerment, and could result in an increase in unwanted turnover. The findings suggest a cautious approach when introducing empowerment practices. From the employee perspective some empowerment is beneficial. However, from the organisational perspective, unless empowerment is introduced unequivocally, and in a controlled and supportive way, the result may not produce a commensurate improvement in performance and outcomes desired. Limitations of the studies are discussed and recommendations for future research are proposed.
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Burns, Richard A. "Exploring the effects of employee and organisational characteristics on two models of employee well-being within an organisational health research framework". University of Southern Queensland, Faculty of Education, 2008. http://eprints.usq.edu.au/archive/00006182/.
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[Abstract]Research within clinical, organisational and community contexts, generally equates an individual’s sense of well-being with the absence of adverse psychological states.More recently, proponents of ‘positive psychology’ have drawn attention to positive affective states, like happiness and joy. The focus on affective states relates to a Subjective Well-Being (SWB) approach to well-being. In contrast, a Psychological Well-Being (PWB) approach considers the role of mastery and efficacy beliefs, asense of autonomy and positive relatedness with others, as separate dimensions that are related to SWB. Two studies tested the hypothesis that two affect dimensions ofSWB, Positive (PA) and Negative (NA) Affect, were independently related to PWB.In both studies, factor analysis differentiated between items from two SWB and PWB measures, whilst correlations between the well-being factors were moderate. Apreliminary study reported PWB to be a significant predictor of SWB after controlling for Demographics and Negative Life Events. A lack of association between Negative Life Events and PA suggests independent effects for two broad SWB dimensions. Using an Organisational Health Research Framework (OHRF), a study of high-school teachers further controlled for a five-factor model of personality and both Positive and Negative Organisational Climate. PWB was still identified as a significant predictor of SWB after controlling for demographic, organisational climate and personality variables. Independent effects on positive and negative SWBdimensions were also identified. Assessing change of both dependent and independent variables with two waves of data supported the independence of SWB outcomes and the strong effect of PWB on SWB across time. Higher levels of PWBwere mostly related to better SWB outcomes (lower negative and higher positive SWB states). Although the OHRF proposes reciprocal effects of employee wellbeingand personality on perceptions of climate, the strongest effects were those reported whereby organisational climate and individual characteristics, being mostly independent of each other, strongly predicted employee SWB within and across waves. Implications for future employee well-being research are that organisational interventions need to address reducing negative and improving positive facets of the organisation. Individual interventions which promote PWB components would appear to be a most important avenue by which to improve employee SWB, by reducing NA and improving PA states.
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Coutinho, James. "Workplace democracy, well-being and political participation". Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.
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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By participating democratically in workplace decisions, individuals are thought to learn the skills and psychological dispositions needed to participate in political democracy. A second thread argues that co-operatives will improve worker well-being. Democratic governance will give workers control over work organization, increasing autonomy in their daily lives, and leading to an increase in non-material work rewards such as job satisfaction. Worker ownership will equalize the material rewards from work and improve job security. These arguments are premised on the idea that democratic governance structures and worker ownership will lead to widespread, effective worker participation in decision-making and the equalization of power at work. However, insufficient attention is given to the contextual factors beyond formal governance and ownership structures that shape the internal dynamics of workplace democracy. I conduct an in-depth, mixed-methods case study of a worker co-operative with 158 employees in the UK cycling retail industry. Using survey research, social network analysis, in-depth interviews and direct observation, I show how individual differences, firm-level contextual factors such as the social composition of the organization, and macro-level factors such as economic and cultural context, lead to unequal participation opportunities and different outcomes for different groups of workers within the firm. My research leads to three conclusions. First, the outcomes of workplace democracy for workers are highly context-dependent. They will differ across groups of workers within co-operatives, across different democratic firms, and across cultures. Second, the relationship between workplace democracy and political participation is more complex than the Pateman thesis suggests. It is contingent on the political identities of workers, which are themselves shaped by wider political economic context. Political identity affects both participation behaviour at work, and how workplace experience shapes political views. Third, the subjective well-being outcomes of workplace democracy depend on workers’ expectations about work. Expectations are shaped by the same forces that mould political identity. Workplace democracy raises expectations for certain groups of workers, leading to well-being harms when expectations are not met. Overall, the benefits of workplace democracy for workers and for society are overstated. In the UK context, co-ops are unlikely to realize the benefits attributed to them without large-scale public policy interventions.
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Neethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being". Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.
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McHugh, Marie Louise. "Competitive pressure, employee well being and the healthy organisation : synthesizing diverse concepts". Thesis, University of Ulster, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267762.
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Miller, Paul S. J. "Demonstrating the economic value of investments in employee health and well-being". Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/18998.
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The extent to which any organisation dedicates its finite resources towards employee health and well-being issues is driven by some combination of ethical, legal and economic factors. This thesis is concerned with demonstrating the economic value of investments in employee health and well-being, focusing on how economic information is and could be generated and how organisations process this information in their decision-making regarding employee health and well-being issues. The thesis explores the notion that better, more appropriate economic information and more rigorous economic evaluation methodologies are important in creating incentives for organisations to invest in and better manage the health and well-being of their employees. A series of studies are presented: a review of the existing literature reporting cost-of illness and cost-effectiveness type studies; a study exploring current practice using a focus group followed by a series of individual interviews with key occupational health professionals in the UK; a study reporting a survey of specialist and generalist managers' attitudes, perceptions, information needs and experience of employee health and wellbeing 'business cases'; economic evaluation methods and their application to the occupational health setting are reviewed. These studies served to directly inform the design and development of an economic framework approach using employee self-report data to construct empirical case studies to demonstrate the correlation between employer costs and employee health and well-being metrics. These studies provide new information on the relative marginal effects of cost to an organisation of changes in different employee health and well-being measures. This knowledge could aid resource allocation decisions by providing estimates of the value to an organisation of effects that could be delivered by a diverse range of employee health and well-being interventions or policies. The separation of this economic information about the costs of employee health and well-being issues from economic information about specific interventions is likely to be key in creating incentives for organisations to invest in employee health and well-being.
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Pursglove, Lorna Rukin. "The holistic evaluation of employee hope, well-being and engagement through change". Thesis, Nottingham Trent University, 2014. http://irep.ntu.ac.uk/id/eprint/261/.
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The landscape of the public sector has changed. Economic recession and the demand for greater efficiencies have created a need to measure and improve employee well-being, whilst attaining individual and organisational goals without additional financial reward. Drawing upon hope theory as defined by C.R. Snyder, particular attention is given to the predictive nature of trait hope over other state-like constructs of psychological capital, including hope, efficacy, resilience and optimism. In literature, hope is recognised for its state and trait-like qualities. It is defined as an active process through which goals can be attained through agentic thinking and pathways actions. Research (Bandler & Grinder, 1979; Woodbury, 1999; Green, 2001: Silbiger, 1999; Pullin, 2002) supports the view that individuals who attain individual goals are more likely to achieve organisational objectives. Furthermore, hope has been found to be an important predictor of psychological adjustment to stressful life events (Michael & Snyder, 2005; Valle et al. 2006) and an organisation which fosters hopeful thinking in employees, can counter the detrimental impact of change fatigue by encouraging employees to work towards a shared goal. Hope as a singular construct is compared to well-being as defined by four questions devised by the Office for National Statistics (ONS) and employee engagement in a survey of 242 employees. To breach the gap in the availability of large or longitudinal data sets relating to hope in the workplace, benchmarking of the same employee engagement and well-being questions is conducted using staff survey data of a large civil service department over a five-year period. Findings are also benchmarked to the national UK findings of the ONS evaluation of well-being. A decline in engagement as defined specifically by four questions looking at role and purpose, contribution of individual work and perception of motivational support to achieve organisational objectives was found across the five-year period which correlated with the most significant periods of change. Employees who are high in hope report better engagement, are more satisfied with life and are happier at work using new national measures of well-being than those with hope scores below the mean. When taken together evidence suggests a holistic explanation of subjective well-being and future ability for goal attainment can be made through a simple combined application of hope and well-being scales in the workplace.
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Cooper, Amelia. "Working in a demanding environment : employee wellbeing in secure forensic settings". Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25501.
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Introduction: Care professionals suffering with poor wellbeing is a phenomenon that has been found to have a damaging effect upon individual employees, service users and organisations. Employees working in forensic settings are believed to be at increased risk of damaged wellbeing due to the unique demands of their working environment, including exposure to violence and aggression. This issue was addressed in two ways. Firstly, a systematic review of the literature on the effectiveness of person-centred interventions to improve the wellbeing of forensic professionals was prepared. Following this, an empirical study was completed which examined the ability of demands related to violence and aggression, and resources of two types (cognitive and contextual behavioural) to predict the wellbeing of employees in a high secure forensic mental health (FMH) hospital. Method: For the systematic review, relevant databases were systematically searched and 7 papers that met the inclusion criteria were identified. The included studies were quality assessed to identify strengths and weaknesses. For the empirical study, 142 employees at a high secure FMH hospital completed self-report questionnaires which examined their wellbeing, perceptions of the prevalence of aggression, beliefs about safety, attitudes towards aggression, and psychological flexibility. Results: The reviewed studies included psychological, educational and mixed type interventions. Evidence for the effectiveness of interventions was mixed, and problems with methodological quality common. The results of the empirical paper suggested that exposure to violence and aggression was not a good predictor of wellbeing. However, the beliefs staff held about safety and staff‘s level of psychological flexibility were predictive of wellbeing. Conclusions: The review concluded that the existing evidence for the effectiveness of person-centred wellbeing interventions for forensic professionals was generally of poor quality, and inadequate to provide firm recommendations. Further research to assess the effectiveness of interventions and the underlying mechanisms of wellbeing change in forensic settings was advised. The empirical paper concluded that job demands related to staff‘s cognitive appraisal of safety, and the contextual behavioural resource, psychological flexibility, were predictive of staff wellbeing. It was recommended that future interventions to improve the wellbeing of forensic professionals consider the psychological processes staff encounter in the workplace, with a particular focus on contextual behavioural resources, which have an existing evidence base in broader occupational fields. Further research using contextual behavioural interventions within forensic settings is recommended in order to develop the limited research on forensic professionals‘ workplace wellbeing.
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Nichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives". Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.
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The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. MultipleThe objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in organisations which had engaged in WHP initiatives. Multiple hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted. hierarchical regression analyses were performed. Two significant interactions were found – the perception the WHP initiative had an impact on well-being and work had a moderating effect on the relationship between work overload and employee resilience. These findings have implications for organisations developing WHP initiatives targeted at improving the health and well-being. Further investigation of a wider span of perceived impacts and a more targeted examination, such as the type of WHP initiative completed, or the time that the employee spent doing the initiative is warranted.
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Dingaan, Stellin Auburn. "The relationship between psychological capital and employee well-being among primary school teachers". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14278.
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This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.
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Jeffrey, Theresa B. "Employee well-being in the NHS: the work environment, organisational climate, and value-congruence". Thesis, University of Warwick, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487640.
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This thesis includes a literature review, empirical paper, and reflective paper which explore different aspects of employee well-being in the NBS. Chapter one reports a conceptual literature review. In this review [mdings from studies linking employee perceptions ofthe work environment and well-being were mapped onto the concept oforganisational climate, as measured by the'Work Environment Scale. This was conducted to investigate the comparability ofmeasuring perceptions of the work environment and measuring climate, because the two concepts appear to overlap. The findings ofstudies were compared and critically appraised, follo'.Â¥ed by a discussion ofthe utility ofthe conceptual approach adopted for the review. The review highlighted gaps in knowledge and understanding with regard to the interaction between employees and their work environment. Further research was specifically recommended to clarify the boundaries between employee perceptions oftheir work environment, their perceptions oforganisational climate, and the relation ofthese two concepts to employee well-being. Qualitative research methodology was recommended to pursue these'aims. I Chapter two reports the findings ofan empirical paper. This paper explored the status of value-congruence in clinical psychologists, with the use ofa grounded theory approach to methodology. The emergent theory highlighted three types ofvalue-congruence and indicated that clinical psychologists express more congruence with the values oftheir profession than with other professional groups or the organisation. A three phase model was proposed to explain the way that clinical psychologists manage the valueincongruence they experience within the NBS and some contributory factors were highlighted. The three phase model indicated that the affects ofvalue-congruence on clinical psychologists' well-being were tempered by experience, because over time . psychologists adapted to value-incongruence by finding new ways ofworking which were more congruentwith their professional values. Nevertheless value-incongruence was a destabilising experience, especially when first encountered early in ones career. Recommendations were made to incorporate discussions, in clinical training, about values and the potential for experiencing value-incongruence in the NBS, as well as endorsing the importance of self-care practices. Chapter three reports a reflective paper which considers how the findings of chapter one and two may be conceptualised under the broad headings of organisational climate and culture, or person-environment fit. It also brings together the findings ofthe two chapters to highlight learning about employee well-being more generally and considers what the NBS could do to help prevent and manage reduced well-being in NBS employees. Clinical psychologists were reported to have a significant role to play in advocating for and aiding employee well-being in the NBS. Recommendations were made for psychologists to utilise the congruence they experience between their personal and professional values to help others to prevent and mange value-incongruence and work related stress. It was proposed that clinical psychologists were well placed to facilitate teams within the NBS; to encourage a more congruent NBS climate consisting ofopenly shared values, support, and training in management ofvalue-incongruence and work related stress. Finally, personal reflections were shared and the author consid,ered what she had learnt from the findings. The author concluded that the [mdings had helped to prepare her somewhat for entering the NBS and the profession of clinical psychology.
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Lewis, Rachel Catherine. "Considering the role of implicit leadership theory in the context of employee well-being". Thesis, Goldsmiths College (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.514311.
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Sankae, Nopdol. "The quintessence of leadership : antecedents and consequences for employee well-being and organisational commitment". Thesis, Kingston University, 2014. http://eprints.kingston.ac.uk/29885/.
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This thesis investigates the quintessence of leadership in terms of antecedents and consequences, focusing on the leadership traits and styles that relate to employee work-related attitudes. The thesis sheds light on the distinct traits of leaders/managers in the context of the Five-Factor Model of personality and the congruent leadership styles that reflect directly on employee behaviours, work-related attitudes, and organisational performance. Unlike most of the existing studies exploring the antecedents and consequences of leadership, which rely predominantly on small samples and contemporaneous correlations, this thesis uses large-scale survey data to provide a detailed investigation of the influence of gender and sector difference in influencing the triadic relationship personality-leadership-employee attitudes and behaviour. The thesis provides answers to the three main research questions. The first research question is whether there are specific personality traits that can explain the propensity of individuals to become managers and undertake leadership roles. The second question explores the relationship between leadership style at the organisational level and employee work-related attitudes i.e. job related to well-being. Finally, the third question examines whether leadership style at organisational level can build employee work-related attitudes, and more specifically organisational commitment. The findings confirm the importance of personality traits as strong predictors of managerial/leadership roles. Likewise, management/leadership style at the organisational level has a significant influence on employee job related well-being and employee organisational commitment. In particular, the role of trust in leaders, as both a moderator and a mediator, affecting this relationship within particular industrial sectors is confirmed. These findings contribute to the existing theoretical and empirical literature on the antecedents and consequences of leadership.
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Nazlieva, Nesrin. "Corporate Social Responsibility and Employee Well-Being in Light of the COVID-19 Pandemic". Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445261.
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The COVID-19 crisis has brought uncertainty to the global economy and companies around the world have been significantly affected by the pandemic. Companies in the traveling and hospitality, retail, and pharmaceutical industries have been particularly affected. This paper studies the impact of COVID-19 on corporate social responsibility (CSR) and employee well-being in these industries among small and medium-sized enterprises(SMEs) and larger-sized ones. The results showed that COVID-19 has had a negative effect on CSR and employee well-being in ten case study companies, based in the European Union. This negative effect could be overturned, however, if companies adopt certain measures. More concretely, five key factors have been identified: (i) leadership/management style; (ii) CSR form and orientation; (iii) alignment of CSR with the institutional environment, (iv) organizational changes, and (v) positive employees’ perceptions and reactions. Therefore, companies at all levels should pay more attention to the impact of COVID-19 on CSR and employee well-being and take countermeasures in order to mitigate the effects on the industry and advance sustainable development.
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Eatough, Erin M. "Understanding the Relationships between Interpersonal Conflict at Work, Perceived Control, Coping, and Employee Well-being". Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1623.
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Stressors resulting from one's work life including work conditions, job characteristics, and relationships with others at work have been shown to impact employee health outcomes at both psychological and physical levels (Le Blanc, Jonge, & Schaufeli, 2008; Spector, Dwyer, & Jex, 1988). Interpersonal conflict is one prevalent workplace stressor that has been associated with poor work-related outcomes and psychological states. A cross-sectional design with multi-source data collection methods was used to measure conflict, perceptions of control, coping strategies, and both psychological and physical well-being. Overall, findings suggested that the success of coping efforts hinges on the combination of the nature of the stressor (conflict with supervisors vs. with a co-worker), perceptions of control over that stressor (high or low control), and coping strategy used (problem-focused or emotion-focused coping). This may explain at least to a certain extent why previous efforts to document the moderating effects of coping have been inconsistent, especially pertaining to emotion-focused coping.
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The, Lianah. "Creating Employee Well-being at Private Universities in Indonesia: The Impact of the Working Environment". Thesis, Curtin University, 2019. http://hdl.handle.net/20.500.11937/78790.
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The study aims to evaluate academics’ happiness in response to the organisational changes in HR practices in HEI. A sequential exploratory mixed methods procedure was used with two data collections: FGD – interviews, and survey. The results find that conflict and stress are significant consequences of organisational change; with other adverse outcomes including reduced academic freedom, health, satisfaction and happiness. Even though the impacts of adjustment is momentary, still the change may reduce the academic well-being.
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Kowalski, Tina Helen Parkin. "The contribution of social support to employee psychological well-being : an exploratory mixed-methods case study". Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/28681.
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Stress and mental health issues are now the most common cause of workplace absence. Increasing evidence points to the need for organisations to take steps to enhance well-being at work for employees. Social support has been identified as one key factor affecting employee psychological well-being, however, the definition and conceptualisation of the term continues to be debated. To date, research examining the relationship between social support and well-being at work tends to be predominantly quantitative and to prioritise work-based sources of support above other sources of support. Few workplace interventions aimed at improving employee well-being appear to have a specific focus on enhancing social support. This thesis presents findings from a mixed-methods case study of a large, public sector organisation in Scotland. The study had four phases: an online survey (n=158), semi-structured interviews (n=31), a diary phase (n=11) and a final interview (n=11). Higher levels of social support were associated with a higher level of psychological well-being. Findings highlighted the importance of various work and non-work based sources of social support, such as peer support and support from friends, and various dimensions of support too, such as ‘distant vs. proximal’ support. Potential negative effects of social support were also identified, for example, when perceived as interfering. Women reported higher levels of support and of positive mental well-being than did men. Interview and diary data revealed a range of contextual, organisational and individual factors that affected both access to and availability of social support, and the relationship between social support and employee well-being. Recent organisational changes appeared to be particularly influential. Employee opinion regarding existing organisational well-being initiatives varied on the basis of whether the support was formal or informal and in terms of perceived versus received support. Social support was valued highly by respondents with regard to improving employee well-being. Open and honest communication, physical presence of support and familiarity with context-specific knowledge were of particular pertinence. This thesis contributes to knowledge in three ways. Substantively, the importance of examining social support more holistically is highlighted in order to better understand the relationship between social support and employee well-being. Methodologically, this mixed methods approach proved fruitful in generating a richness and depth of data largely untapped by previous, predominantly quantitative, studies. Finally, the findings have practical implications for HR personnel and policy makers as they offer an insight into the contribution of various sources and dimensions of social support to employee well-being, as understood by employees.
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Juniper, Bridget. "Evaluation of a novel approach to measuring well-being in the workplace". Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6851.
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The well-being of employees is an important issue. Researchers, policy makers and organisations are directing more resource into this field as the link between the health of people and their performance in the workplace becomes increasingly understood. This research programme examines how employee well-being can be measured. Having the right tools to successfully appraise well-being at the outset is judged to be imperative where any research or organisational programme to bring about change is under consideration. A review of existing methods indicates that the current provision of scales to assess the well-being of workers is limited and the construction techniques used in their development may be improved upon. At the core of this study is the testing of a new measurement framework which seeks to address these deficiencies. This innovative approach is taken from one established practice used to assess the well-being of patients using health related quality of life instruments. Three organisations participated in the study; a call centre operation, a police force and a county-based library service. Using qualitative and quantitative methodologies, three pilot questionnaires were constructed using Impact Analysis; an established procedure deployed in health related quality of life settings. Basic findings from each case study were analysed against conventional construction methods and against existing employee well-being scales. Results were also examined in respect of how they compared with the wider literature on employee well-being. ii The Impact Analysis method was critically appraised. Although weaknesses in respect of some of the qualitative phases of analyes were noted, the overall notion of transferring the practice of Impact Analysis to an occupational setting was assessed as cautiously encouraging. While this scale construction method lacks the statistical elegance of factor analytical methods, provisional indications suggest potential benefits in content validity over extant occupational scales where the assessment of a study population’s own experiences are critical to any well-being evaluation strategy. Based on the findings, a new operational definition for employee well-being is posited. A new, working model is also proposed. This emphasises for the first time, the need for specificity when researchers and organisations are seeking to evaluate a multi-dimensional, subjective construct that is employee well-being. Limitations regarding the study are noted. This means that the findings should be treated as tentative rather than conclusive. Nevertheless, it is hoped that this study will inject new thinking on how employee well-being may be evaluated using an alternative approach. By doing so, it is ventured that research communities and employers alike may take up the methods described in this study to conduct assessment programmes that could benefit not just the study teams or the employers, but importantly, the workers themselves.
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Van, der Vaart Leoni. "Employee well-being, turnover intention and perceived employability : a psychological contract approach / L. van der Vaart". Thesis, North-West University, 2012. http://hdl.handle.net/10394/9230.
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The contemporary working environment is characterised by constant change and increased cognitive and emotional demands on employees. At the same time, long-term employment is no longer guaranteed and often employees are not loyal to one organisation throughout their careers. These changes alter and threaten the viability of the employment relationship. Employees still provide a competitive edge for organisations and their expectations should be managed in such a way that the current organisation remains the employee’s employer of choice. If employers fail to achieve this, employees will be less satisfied and voluntary turnover will result, with detrimental effects on the organisation, both directly and indirectly. In order to ensure the retention of valuable employees, organisations need to identify the predictors of employees’ intention to leave and the nature of the relationships between these factors.
Previous studies focused on evaluating the content of the psychological contract and its relation to employee well-being and intention to leave. However, the focus should be less on what employees expect from employers and more on whether these expectations are being fulfilled, now and in future, and whether employees perceive it as fair. Although numerous studies have been conducted on the outcomes of the psychological contract, the evaluation of the state of the psychological contract and its predictive ability remains largely unexplored. More research is also needed to identify mediators in the psychological contract domain.
Employability emerged as a coping resource for employees in times of uncertainty. Unfortunately, the more employable employees are, the more likely they will leave the organisation. Due to the assumed positive relationship between employability and performance, organisations should aim to enhance the employability of their employees but at the same time they should seek ways to retain these employees. Empirical research on the outcomes of perceived employability is limited and more research is also needed to identify moderators. The objectives of the study were 1) to determine whether the state of the psychological contract (as perceived by the employee) mediates the relationship between employees’ well-being and their intention to leave the organisation; and 2) to determine whether the state of the psychological contract (as perceived by the employee) moderates the relationship between perceived employability and employees’ well-being and their intention to leave the organisation, respectively. Structural equation modelling was used to establish the significance of the relationship between the variables simultaneously. Two structural models were evaluated; one with employee well-being as mediator and one with the state of the psychological contract as moderator.
The results indicated that employee well-being partially mediates the negative relationship between the state of the psychological contract and intention to leave. The state of the psychological contract played a significant role in predicting individual outcomes. The results also indicated that perceived employability had a positive relationship with intention to leave. This is in line with previous international studies. Contrary to what was expected, no significant relationship was found between perceived employability and employee well-being. Furthermore, the state of the psychological contract did not moderate the relationship between perceived employability and employees’ well-being and their intention to leave the organisation, respectively. The results highlighted the importance of well-being as a factor in employees’ intention to leave the organisation.
Recommendations were made for organisations and futher reseach.Thesis (MCom (Human Resource Management))--North-West University, Potchefstroom Campus, 2013.
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Smewing, Christopher F. "An evaluation of the effects of an Employee Assistance Programme : individual well-being and organizational healthiness". Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363636.
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Pouliakas, Konstantinos. "Socioeconomic effects on employee well-being : preference identification in response to non-standard labor market conditions". Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.445148.
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This thesis investigates the effects of ‘atypical’ forms of employment, induced by labour market flexibility, on employee well-being. The empirical analysis uses subjective job satisfaction information included in large household panel surveys (BHPS, ECHP) and in an original cross-section sample of low-skilled workers in Europe (EPICURUS). Apart from assisting in the establishment of consensus regarding the impact of various determinants of job satisfaction, it also extends the conventional specification by incorporating several “new” explanatory variables in the model, such as part-time work, measures of working conditions, as well as incentive pay. In this manner it proves that the ultimate effect of unstable working arrangements on job satisfaction depends on the extent to which individuals who work in these do so by choice rather than compulsion. Furthermore, it empirically verifies that one of the most significant non-pecuniary ‘costs’ of inferior working conditions is reduced employee motivation and job satisfaction. The thesis also casts doubt on non-economic arguments claiming that the provision of incentive pay is detrimental to job security and to the intrinsic satisfaction that workers derive from their jobs. An important asymmetry is moreover uncovered in the manner in which individual and gain-sharing incentives affect the overall utility of employees, as only the latter are found to have a positive effect. A major novelty of this thesis is that it utilizes a new technique for measuring employee preferences, namely the so-called conjoint analysis method. This approach enables the detection of the ex ante preferences of workers over a given number of attributes that are typical of most jobs, prior any psychological adaptation phenomena coming into play. Insights for policymakers are derived that are expected to inform the design of a more socially cohesive welfare policy.
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Fürstenberg, Nils [Verfasser]. "Consequences of Leadership for Employee Performance and Well-Being : exploring cognitive and relational approaches / Nils Fürstenberg". Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1230421599/34.
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Fagerudd, Rosanna, i Emma Sjögren. "In the hands of a controlling leader? Implications for employee well-being from a gender perspective". Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159663.
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Leaders engaging in controlling leadership behaviours (CLB) has been connected to followers perceiving their basic needs thwarted. However, little research has been made in the organizational field to understand the implications of controlling leadership behaviours for employee well-being. The present study aimed to clarify this relation through understanding controlling leadership behaviours’ influence on employee health, as well as investigate the impact of both leader and employee gender on employees’ perception of controlling leadership behaviours. A sample of 818 employees, representing the Swedish labour market, completed a questionnaire including measures of perceived controlling leadership behaviours and well-being in terms of self-rated health, burnout, self-rated job satisfaction and vigour. Results confirmed the notion that leaders’ controlling leadership behaviours, like other negative leadership behaviours, is associated with lowered well-being. Results also indicate that male employees perceive male leaders as more controlling than female employees do, while female leaders are perceived as equally controlling by both male and female employees. The gender of leaders exhibiting controlling leadership behaviours seem to have no association with employee well-being. The implications of gender on controlling leadership behaviours is still a question unanswered. Future studies should therefore continue exploring both leader and employee gender influence on CLB.Ledare som använder sig av kontrollerande ledarskapsbeteenden har visat sig underminera basala psykologiska behov hos sina följare. Trots detta saknas det forskning på hur chefers kontrollerande ledarskapsbeteenden påverkar anställda. Denna studie syftade till att klargöra hur kontrollerande ledarskapsbeteenden påverkar anställdas hälsa, och undersöka hur såväl anställdas kön och chefens kön påverkar de anställdas uppfattning av chefens kontrollerande ledarskapsbeteenden. Ett randomiserat urval på 818 arbetstagare svarade på frågor om uppfattat kontrollerande ledarskapsbeteenden hos sin chef och självskattad hälsa i termer av självskattad hälsa, utbrändhet, arbetstillfredsställelse och arbetsenergi. Resultaten bekräftade att kontrollerande ledarskapsbeteenden hos chefer är relaterat till sämre hälsa och arbetsprestation hos de anställda, samt ökar viljan att sluta. Manliga anställda uppfattar manliga chefer som mer kontrollerande jämfört med sina kvinnliga kollegor, medan kvinnliga chefer uppfattas lika kontrollerande av både manliga som kvinnliga anställda. Den kontrollerande chefens könstillhörighet var inte associerat med anställdas mående. Hur könsaspekter påverkar kontrollerande ledarskapsbeteenden är fortfarande inte klarlagt. Framtida studier bör därför fortsätta undersöka hur både chefens och den anställdas kön influerar CLB.
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Obrovac, Sandqvist Stina, Julia Persson i Linda Åberg. "The Effects of Technostress through Virtual Meetings on Employee-level". Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48237.
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The purpose of this thesis was to contribute with new information within the research area, due to the low amount of secondary research regarding it. This thesis was conducted with a desire to gather primary data contributing to deeper knowledge and understanding of the gap between virtual meetings and technostress in relation to work-life balance, psychological well-being, and effectiveness. In order to conduct this research, a research design was developed in accordance with the field of research chosen to further investigate. A descriptive design with a deductive quantitative approach and the usage of an online survey sent out to a sample, with 107 valid responses, has enabled the completion of this thesis. For the analysis of the primary data collected for this study, the tool SPSS was used in order to investigate the correlations. This research concludes that a majority of the hypotheses are accurate and that technostress, in these hypotheses, does impact employees through virtual meetings in a negative way. The respondents felt that virtual meetings do in fact decrease their ability to obtain a healthy work-life balance, psychological well-being, and an effective standard. Therefore, the conclusion becomes highly recognizable as it contributes to fulfilling the distinguished gap.
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Lindmark, Tomas. "Span of Control’s Significance for Public Sector Employees’ Working Conditions and Well-Being". Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157141.
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The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four public sector municipal operations in Sweden. The result displayed that it was unfavorable to have managers with a wide SOC for the employees working conditions, engagement and health. SOC was a significant predictor for health, while mediation of working conditions could not account for the relationship. These results indicate that a narrow SOC may improve working conditions and health outcomes for employees.
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Odle-Dusseau, Heather N. "Organizational and family resources as predictors of well-being, family functioning, and employee performance a longitudinal study /". Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849420/.
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Ottinot, Raymond Charles. "A Multi-Level Study Investigating the Impact of Workplace Civility Climate on Incivility and Employee Well-Being". Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3537.
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This study used Zohar‟s (2000) multi-level model of climate to examine the extent to which shared perceptions of workplace civility climate relate to teacher job satisfaction, affective commitment, and counterproductive work behaviors (CWB-abuse) towards other teachers. Workplace civility climate is defined as employee perceptions of how management uses policies, procedures, and practices to maintain a civil workplace. An online-survey was used to assess a cross-sectional sample of K-12 teachers (N = 2222) nested in 207 schools in a large US school district. There was adequate agreement among teacher perceptions of school civility climate for aggregation and between-group variance of civility climate among schools. The results of hierarchical linear models revealed school-level civility climate perceptions were significantly negatively associated with lower levels of teacher experienced incivility, CWB-abuse and associated with higher levels job satisfaction and affective commitment, thus supporting four out of five hypotheses. However, school-level civility climate did not function as a moderator of the relationship between a teacher‟s experience of incivility and acts of CWB-abuse towards other teachers. The findings of this study provide evidence that shared perceptions of civility climate are associated with higher levels of individual-level employee well-being.
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Phoofolo, Selloane Tryzer. "Social factors influencing employee well-being". Thesis, 2008. http://hdl.handle.net/10210/656.
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The benefit of organizations that invest in the people who work for them has been shown in numerous academic publications. Some of these human capacity investments are amongst other the Employee Assistance Program. These programmes are designed to assist employees who in the course of their work encounter personal or interpersonal problems that may or may not influence the work environment. Departments can also make use of Employee Assistance Program (EAP’s) in their bid to offer help to employees. EAP is a program aimed at addressing quality of life and quality of work life of employees. When the mental, physical and emotional capacities are disturbed, the enthusiasm to work seems to decrease and hence economical implications are unavoidable. Good interpersonal relations, quality of supervision, improved working conditions in the workplace are important tasks that can contribute significantly to social factors influencing employee well-being. To make headway on these tasks, a study was conducted with the employees at the Department of Social Development, Germiston Office in Gauteng Province. The aim of this research study was to measure social factors influencing employee well-being at the Department of Social Development, Germiston. The objectives of the study were: • To draw up a profile of employee well-being at the Department of Social Development. • To review literature on social factors influencing employee well-being. • To select and prepare suitable instrumentation for the collection of quantitative data. • To analyze data and determine most suitable indicators of employee well-being. • Data will be interpreted for the purpose of drawing conclusions that reflect the interests, ideas and theories that initiated the inquiry. • To establish relationships between social factors and employees. • To draw conclusions and make recommendations. The findings of this study showed that the problems of the respondents that needed attention of the management are as follows: • Home language is an important determinant that can be associated with equality. English/Afrikaans respondents are less likely to be given equal opportunities to advance in their careers than African-language-speaking respondents. • Home language is an important determinant that can be associated with job satisfaction. African respondents are more likely to experience job satisfaction than English/Afrikaans respondents. • Home language is an important determinant that can be associated with expectation. African respondents are more optimistic about the future than the English/Afrikaans respondents. • Home language is an important determinant that can be associated with energy. English/Afrikaans-speaking respondents are less likely to enjoy the things that they are doing than African respondents. • Home language is an important determinant of that can be associated with responsibility. African respondents are more likely to get what they want if they work hard than English/Afrikaans respondents. There is statistically significant difference between family income of the respondents and energy. Family income is an important determinant that can be associated with energy. The respondents earning more than R6 000 or more per month are less likely to enjoy life than the respondents who are earning less than R5 999 per month. Home language is an important determinant of medical aid. English/Afrikaans respondents have a greater need for medical aid than African respondents. The study has shown that African employees at the organization are generally more contempt in their work than Afrikaans and English speaking employees. One can only speculate as to what may contribute to this marked difference in opinion. Environmental factors may be included in these findings. The study does show however that expectations and perceptions amongst various cultural groups of employees are different and that English and Afrikaans employees are less optimistic about the future than the African group. It is significant to note however that expectations regarding aspects such as access to a medical aid may contribute to a sense of well - being as well. It is important for management to conduct surveys which research how employees are feeling and what the morale is in an organization. The findings will help management in structuring a performance appraisal system, team building as well as developing career development programs and improving factors that have an impact on the well-being of the employees.Dr. W. Roestenburg
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Hsu, Chih-wei, i 許智威. "The relationship among organizational culture, employee well-being and organizational innovation with employee well-being intermediary effect". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36417684255280311799.
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碩士世新大學
企業管理研究所(含碩專班)
99
Organizational innovation capability is an important factor for the organization competition. It has been attention recently. However, organizational innovation ability will be different because of the organizational member value and its motivation; those will be affected by management style, organizational systems and other important environmental factors. It shows that innovation is related to organizational culture. The innovation of organizational members can enhance through increased learning ability to share and learn knowledge (Nonaka and Takeuchi, 1995). It shows the importance of organizational learning culture. The individual increases innovation capability to obtain happiness (Ryff, 1989). Therefore, the organizational culture will impact the employee well-being. As the innovation capacity will affect the organization stake, this study will explore the relationship among the organizational culture, innovation and employee happiness. Moreover, this study will explore the organizational culture through the employee well-being to affect the organization innovation. This study uses four dimensions (organizational culture, employee well-being, innovation’s capability and employee creativity) to design a questionnaire. The main sample is Taiwan enterprise's employees. This study adopts multiple regression analysis and Structurl Equation Model analysis to examine the questions. The results are as follows: 1. Organizational culture is significant positive related to employee well-being. The organizational climate affect the employee well-being is not fully supported. The organizational learning is partially impact on employee well-being. 2. Employee well-being is significant positive associated with the organization innovation capability. The employee emotional well-being has partially impact on organizational innovation capability. The employee psychological well-being which affects the organizational innovation capability is not fully supported. Also, the employee social well-being affect the organizational innovation capability is not fully supported. 3. The organizational culture is significant positive related to the organization innovation capability. The organizational climate which affects the organization innovation capability is not fully supported. The organizational learning is linked with organization innovation capability. 4. To do a intermediary effect analysis on employee well-being, the result shows an indirect path way (organizational culture → employee happiness → Organization innovation capability). Therefore, the employee well-being has an indirect effect to affect on organizational innovation capacity from the organizational culture. 5. Finally, we use Independent-Samples T-Test and One-Way ANOVA analysis, and get some results: (1) The different employee creativity has significant difference in innovative behavior, emotional well-being, psychological well-being and social well-being. (2) The different gender of employees has significant difference in the technical innovation and innovative Behavior. The different age of employees has significant difference in the organizational innovation capability and social well-being. In different seniority of the employees, the technical innovation and innovative Behavior is different. The male employees are better innovation management and innovative behavior than the female employees. The older age of employees have more innovation skill. The employees under 41-50 ages have maximum social well-being.
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Su, Yih-Hsi, i 蘇意喜. "The research of Employee Assistance Programs with Employee well-being". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/70591439563238389999.
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碩士國立高雄師範大學
人力與知識管理研究所
100
The purpose of this study was to realize the relationships between Employee Assistance Programs and employee well-being from the perspective of flexible human resource management. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis, and based on one effective organization as example. The research was mainly conducted by questionnaires. Of the 120 questionnaires sent out, 116 were returned, among which 1 was not valid, 115 were valid. The returning rate of valid questionnaires was 95 %. The testing results of research hypothesis are as follows. The different situation of the personal demographic information of employees（sex, age, seniority, education,marital status, job salary per month）,only sex is significant impact on employee well-being, the rests are not. Also Finding the degree of implementation of EAPs is significant impact on employee well-being; and is positive relationship with employee well-being. That asid the higher the organization promote EAPs, the higher the employee feel employee well-being, and the employee well-being forecast would have the same results. Organization implement EAPs of flexible human resource management, will affect the feeling of employee well-being, then improve the work performance and achieve the organizational objectives.
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Silva, Teresa Mendes. "Sustainable practices impacting employee engagement and well-being". Master's thesis, 2021. http://hdl.handle.net/10071/23914.
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As sustainability grows in importance, it becomes relevant to understand how the implementation of sustainable practices across organizations impacts the employee-organization relationship.
This study aims to explore the effects of Perceived Organizational Support Toward the Environment on the Employee Engagement and Subjective Well-being and to assess to which extent Employee Engagement impacts Subjective Well-being.
The data was collected through a questionnaire resulting in a cross-national sample of 230 individuals. The data was analyzed through Structural Equation Modelling, allowing the identification of relationships among the constructs.
The results allowed to conclude that Perceived Organizational Support Toward the Environment has a positive significant effect on Employee Engagement as well as there is no direct significant positive effect from Perceived Organizational Support Toward the Environment on employees’ Subjective Well-being. Lastly, the results allowed to conclude that Employee Engagement had a significantly strong positive effect on Subjective Well-being.Dada a crescente importância da sustentabilidade torna-se relevante perceber como é que a implementação de práticas sustentáveis nas organizações impacta a relação colaborador-organização. O objetivo deste estudo é explorar o efeito do Apoio Organizacional Percebido em Relação ao Meio Ambiente nos níveis de "Engagement" e Bem-estar Subjetivo dos Colaborares, bem como avaliar o impacto do "Engagement" sobre o Bem-estar Subjetivo. Foi realizado um questionário que resultou numa amostra de 230 indivíduos de diferentes países. Os dados foram analisados através de um Modelo de Equações Estruturais que permitiu identificar das relações entre os construtos. Os resultados permitiram concluir que o Apoio Organizacional Percebido em Relação ao Meio Ambiente tem um efeito positivo significativo nos níveis de "Engagement" dos Colaborares, bem como mostraram que não há um efeito positivo significativo direto do Apoio Organizacional Percebido em Relação ao Meio Ambiente sobre o Bem-estar Subjetivo. Finalmente, os resultados permitiram concluir que o "Engagement" teve um efeito significativamente positivo forte no Bem-estar Subjetivo.
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Lin, Yu-Cheng, i 林育正. "The research of Employee Assistance Programs with Employee well-being and Job performance". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/86468555585426618004.
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碩士國立中興大學
企業管理學系所
96
Physical and mental health of employees and emotions in job are related with the achievement of the company. This research is conducted to survey the practice of employee assistance programs(EAPs) and analyze EAPs’ influence on employee job performance. In variation, this research divided EAPs into health, life and work aspect and divided the well-being into psychological well-being, physical well-being, life satisfaction and burnout. Besides, it divided job performance into task performance and contextual performance. After empirical analysis, we found out while the practice of EAPs couldn’t meet the demands of employees, it would make a negative affect on the well-being of employees. It means that when employees have a low degree of satisfaction, their psychological well-being, physical well-being, life satisfaction are either low, and employees might have a higher reaction of burnout. Besides, the well-being have a positive relationship with task performance and contextual performance. Moreover, this research found out that the emotion and physical condition of employees would affect the job performance. The results show that the well-being have a medical effectiveness on the differences between the needs and practice of EAPs and task performance. This is the biggest contribution of the research. It also show that the practice of EAPs can increase the well-being of employees and enhance the job performance. In the contribution of the theory, most previous paper focus on the turnover rate, organizational commitment and work pressure. Some are conducted to survey the reason of the practice of EAPs in companies. However, this research is in employees’ place to survey if the EAPs can improve the psychological well-being of employees and have an influence on work attitude and job behavior. That means using a system to affect the psychology of employees and further affect their behavior. In the contribution of the practice, this research help companies to figure out the importance of EAPs which can booster achievement instead of a boondoggle. Therefore, this research suggests the companies can focus on the system to improve the well-being and enhance the job performance. Then, the companies can increase the whole achievement. Finally, both of the companies and the employees can benefits from EAPs.
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Shiao, Hongyuan, i 蕭宏源. "A Study Of the Relationship Between Employee Benefits and Employees’ Sense Of Well-being". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47168671774909600773.
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碩士中國文化大學
國際企業管理學系
100
The study begins with social phenomenon of happiness and previous literature, mainly make an exploration of influence of work welfare on staff happiness with work family conflict as an intermediate variable to understand its relation to happiness. The research point of view which the study desires to expand is found with the current research development status quo, and the research problem and purpose are de-rived via relation with happiness established by social welfare literature. The research objects sample workers of different organizations in every county and city in Taiwan. An appropriate scale is cited to circulate questionnaires, and 305 valid questionnaires are withdrawn in total. Via hierarchical regression analysis, the research results reveal that "work welfare" and "staff happiness" have a significantly positive relation, "work welfare" and "work family conflict" of staff have a significantly negative relation, and "work family con-flict" and "staff happiness" have a significantly negative relation. Work family conflict has mediation effect on the "work welfare-staff happiness" relation. In management practice, an enterprise is suggested to pay attention to staff happi-ness while pursuing performance. Via system making or other welfare activity design, an enterprise constructs an atmosphere supported by an organization, attempts to increase staff happiness so as to further enhance work performance to achieve a win-win situation of staff psychological satisfaction and organizational benefit. In addition, an attempt to reduce work family conflict of staff can also enhance staff happiness and good performance of staff in work.
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Canon, Tan, i 陳楷能. "Which Employee will be More Well-Being? Career Success, Materialism, and Well-Being: The Mediating Effects of Motivation". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z8b666.
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碩士國立彰化師範大學
人力資源管理研究所
106
People can learn about the impact and importance of well-being through past research, but people still wonder where it comes from. Through observation, become career success or reduce materialism is generally accepted as the direction of well-being. However, through literature review found that there is no lack of research on the relationship between career success, materialistic and well-being. But, there are few researches on the internal mechanism of the relationship. Therefore, this study incorporates intrinsic and extrinsic motivation as intervening variable. To explore the influence of motivation on the relationship. And the goal setting theory and resource conservation theory was used to explain the overall structure. Taking the employees in the traditional manufacturing industry as the sampling mother group, the effective questionnaires were 200, and the effective questionnaire recovery rate was 55.6%. The results show that: 1. Career success will enhance well-being through intrinsic motivation; 2. Career success will have a positive impact on extrinsic motivation; 3. Low materialism will enhance intrinsic motivation and positively affect well-being.
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More, Penelope Sekgametsi. "The well-being of HIV/AIDS employees". Thesis, 2012. http://hdl.handle.net/10210/7658.
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M.A.Virtually unheard of two decades ago, AIDS is, at the turn of the century, one of the best known and most talked about disease on the globe. A decade ago, HIV was regarded primarily as a serious health crisis. What had first appeared to be a disease confined to certain well-defined populations such as gay men and haemophiliacs became a disease that threatened everyone, everywhere. AIDS has become a fullblown threat to development and its social and economic consequences are felt widely not only in the workplace but also in the human resource field and the economy in general. The HIV epidemic is the most important challenge facing South Africa since the birth of democracy. The implications of HIV in the workplace are scary. Even though HIV affects all of us, it has become a workplace issue that must be addressed simply because work is one of the most important dimensions in the life of the individual. The workplace can be a scene of prejudice, discrimination, rejection and harassment, for people affected by HIV, and those feelings are fuelled by ignorance and fear of infection. HIV-positive employees suffer high levels of depression, anxiety, fear and a great degree of uncertainty associated with the diagnosis. Instead of rejecting, stigmatising and isolating positive employees, a collective commitment is needed by the workplace to treat positive employees with dignity and respect. Because the workplace is such an important element in the individual's life, it has been demonstrated to be life lengthening and fulfilling for employees to remain in familiar, supportive and productive surroundings even after being diagnosed HIV-positive (Masi, 1993). The researcher examined how HIV affects employee functioning in the work environment. A qualitative research design is followed using a framework based on Straus and Corbin (1990). Purposive, non-probability sampling is used. Data is captured by using an unstructured, open-ended interview schedule. In this study data analysis is completed manually. Literature is reviewed to validate the findings and lastly conclusions and recommendations are presented.