Employee Well-being Research Articles

Impact of toxic work environment on employee engagement mediated by employee well-being and supportive work culture

Impact of toxic work environment on employee engagement mediated by employee well-being and supportive work culture

Do Employee Wellbeing and Employee Service Performance Affected with Psychological Stress Post Covid 19?

Do Employee Wellbeing and Employee Service Performance Affected with Psychological Stress Post Covid 19?

Subjective well-being and emotion regulation of employees: the inhibitory role of stress factors

Subjective well-being and emotion regulation of employees: the inhibitory role of stress factors

Rates of, and factors associated with, common mental disorders in homeworking UK Government response employees’ during COVID-19: a cross-sectional survey and secondary data analysis

IntroductionWorking on the frontline during the COVID-19 pandemic has been associated with increased risk to mental health and wellbeing in multiple occupations and contexts. The current study aimed to provide an insight into the rate of probable mental health problems amongst United Kingdom (UK) Government employees who contributed to the COVID-19 response whilst working from home, and to ascertain what factors and constructs, if any, influence mental health and wellbeing in the sample population.MethodThis paper reports on the findings from two studies completed by UK Government employees. Study 1: A cross-sectional online survey, containing standardised and validated measures of common mental health disorders of staff who actively contributed to the COVID-19 response from their own homes. Binary logistic regression was used to assess factors associated with mental health outcomes. Study 2: A secondary data analysis of cross-sectional survey data collected across three timepoints (May, June, and August) in 2020 focusing on the wellbeing of employees who worked from home during the COVID-19 pandemic.ResultsStudy 1: 17.9% of participants met the threshold criteria for a probable moderate anxiety disorder, moderate depression, or post-traumatic stress disorder. Younger, less resilient, less productive individuals, with lower personal wellbeing and less enjoyment of working from home, were more likely to present with poorer mental health. Study 2: Found lower wellbeing was consistently associated with having less opportunities to look after one’s physical and mental health, and having unsupportive line managers and colleagues.ConclusionIt is important to ensure UK Government employees’ psychological needs are met whilst working from home and responding to enhanced incidents. It is recommended that workplaces should be seeking to continually build and improve employee resilience (e.g., through opportunities to increase social ties and support networks), essentially ensuring employees have necessary resources and skills to support themselves and others.

The impact of job burnout on the subjective well-being of frontline employees

Amidst fierce industry competition, exploring the impact of job burnout on frontline employees' subjective well-being is crucial. Our study, which included data from 306 employees of 52 organizations, utilized hierarchical linear regression modeling software for multilevel analyses. We found the following results: (a) job burnout was negatively correlated with frontline employees' subjective well-being, (b) psychological capital was positively correlated with frontline employees' subjective well-being, (c) psychological capital moderated the relationship between job burnout and subjective well-being, (d) social support was positively correlated with frontline employees' subjective wellbeing, and (e) social support moderated the relationship between job burnout and subjective well-being. By illuminating the intricate mechanisms that underlie the relationship between job burnout and frontline employees' subjective well-being, these findings provide valuable insights for enhancing human resource management.

Job crafting and work engagement: A study of civil service bureau employees in the Kingdom of Bahrain

This study examined the impact of job crafting on work engagement among Bahraini Civil Service Bureau employees. A survey was used to collect data from 278 participants resulting in a 93.3% response rate. The findings showed that increasing structural job resources, decreasing hindering job demands and increasing challenging job demands had a positive and statistically significant impact on work engagement. However, there was no significant relationship found between increasing social job resources and work engagement. Reducing hindering job demands was identified as the most influential dimension followed by increasing structural job resources and increasing challenging job demands. The study recommended encouraging employees to consult their superiors, providing more flexibility in job task execution and motivating participation in new programs. These findings contribute to understanding the relationship between job crafting and work engagement offering practical implications for enhancing employee engagement and well-being in the Civil Service Bureau.

Healthcare workers' safety compliance behavior in times of COVID-19: The interaction model.

Strengthening safety compliance behaviour can reduce the organizations' unexpected financial losses and prevent employees from continuous COVID-19. It drives this study to create a research framework involved by organizational, individual and social factors to predict employees' safety compliance behaviour. This study examines how risk perceptions of COVID-19, employee well-being, workplace health and safety training, safety motivation and safety related stigma impact safety compliance behavior in times COVID-19 pandemic. A self-administered questionnaire was disseminated to healthcare workers. In all, 344 acceptable questionnaires were derived for further analysis. The results revealed that the risk perception of COVID-19 and employee well-being has no significant relationship with safety compliance behavior. Similarly, safety related stigma also has no moderating effect on safety motivation and safety compliance behavior. However, workplace health and safety training and safety motivation have significant relationships with safety compliance behavior. This study contributes to the literature by illuminating on the importance of organizational, individual, social factors and how they can interact with safety compliance behaviour. Additionally, knowing the unique function of safety related stigma in building safety compliance behaviour may help guide future efforts and training initiatives to enhance workplace safety.

Technology use and employee well-being among teachers during Covid-19: moderating effects of school support and detachment from work

PurposeThis study examined whether job and personal resources could buffer the negative effects of technostrain and information and communication technology (ICT) availability demands on employee well-being.Design/methodology/approachThe data were collected among Finnish comprehensive school teachers (n = 323) between December 2020 and February 2021 through an online questionnaire. Hierarchical multiple regression analyses were employed to analyse the main and moderating effects.FindingsThe results indicated that technostrain was positively associated with burnout and negatively associated with work engagement. These associations were stronger than those of ICT availability demands. The moderated regression analyses revealed that psychological detachment buffered the negative effects of technostrain on cynicism and a sense of inadequacy. School support acted as a moderator by buffering the negative impact of technostrain on emotional exhaustion and cynicism. Furthermore, school support was found to be an important job resource in terms of boosting work engagement when ICT availability demands were high.Originality/valueThis study provides insights into the role of resources in buffering possible burdening effects of technology on teacher well-being when adopting online teaching in the context of the Covid-19 pandemic.

Conservation of resources perspective on authentic leadership and employee well-being: The influence of job stress and emotional intelligence.

Health care industries must consider their sustainable development, and employee well-being is a crucial environmental, social, and governance indicator that should be prioritized. During events such as the COVID-19 pandemic, information transparency is a concern for health care workers. Authentic leaders can build trust by openly sharing their thoughts and feelings. Understanding how authentic leadership affects employee well-being through job stress and how emotional intelligence reduces job stress is essential for health care workers. This study investigated the effect of authentic leadership on employee well-being and considered the mediating role of job stress and moderating role of emotional intelligence in this effect. A time-lagged survey of 452 full-time health care workers (comprising nurses, allied health professionals, and administrative workers) from a general hospital in Taiwan was conducted. Authentic leadership was positively associated with employee well-being, and job stress mediated the effects of authentic leadership on employee well-being. Among the employees who perceived leadership to be authentic, those with higher emotional intelligence felt less job stress. From the perspective of conservation of resources theory, authentic leadership was identified as a crucial factor influencing how health care workers reduce job stress and improve their well-being. Emotional intelligence was identified as essential in enhancing the effects of authentic leadership on reducing the job stress of health care workers. Organizations should promote authentic interactions between leaders and followers and provide training for developing authentic leadership. They should also provide training to improve their employees' emotional intelligence.

Exploring the Nexus between Leadership Styles, Employee Engagement, and Organizational Performance a Multidimensional Review

This multidimensional literature review explores the complex interplay between leadership styles, employee engagement, and organizational performance, providing a comprehensive analysis across various sectors such as healthcare, education, IT, and non-profits. It critically examines how transformational, transactional, and servant leadership paradigms distinctly influence employee engagement levels and, subsequently, organizational outcomes. The review delves into the mechanisms through which leadership practices shape organizational culture, employee motivation, and an environment conducive to innovation and high performance. It further investigates the mediating and moderating roles of innovation climate, knowledge sharing, and high-performance work systems in the relationship between leadership styles and organizational effectiveness. By synthesizing empirical findings and theoretical insights, this review highlights the strategic importance of leadership in enhancing employee engagement and propelling organizational performance. The findings suggest that transformational and servant leadership are particularly effective in creating engaging work environments that drive superior organizational results. This study underscores the necessity for leaders to adopt adaptable, people-centered approaches that foster employee well-being and development, thereby contributing to the achievement of strategic objectives and sustained organizational success. The review concludes with recommendations for future research, emphasizing the exploration of emerging trends and contextual factors that may influence the dynamic relationship between leadership, employee engagement, and organizational performance.

AN EMPIRICAL STUDY ON EMPLOYEE SATISFACTION, BEHAVIOR, AND PERFORMANCE: INSIGHTS FROM SRI NIRMALA POWER POINT, HYDERABAD

This study explores the relationship between employee satisfaction, behavior, and job performance within Sri Nirmala Power Point, Hyderabad. By analyzing data from 95 employees, the research identifies key factors contributing to job satisfaction and their impact on work-related outcomes. The findings reveal that a significant portion of employees regularly meet their goals and take initiative, while areas such as problem-solving, adaptability, time management, and communication skills present opportunities for improvement. The study underscores the importance of a positive work environment and effective feedback mechanisms in fostering employee engagement and productivity. It concludes with recommendations for enhancing organizational culture and employee wellbeing, ultimately contributing to the company's overall success.

Unboxing the temporal patterns of employee engagement: a daily and weekly analysis of needs satisfaction, work motivation and employee well-being

Unboxing the temporal patterns of employee engagement: a daily and weekly analysis of needs satisfaction, work motivation and employee well-being

A study of the psychological mechanisms of job burnout: implications of person-job fit and person-organization fit.

Job burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person-environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person-job fit and person-organization fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China's Pearl River Delta region. The findings reveal that person-job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person-job fit and job burnout. Similarly, person-organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person-organization fit and job burnout. These findings are consistent with the person-environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being.

Employee Well-Being as Being, Having, Loving, Doing – An Integrative Framework

Employee Well-Being as Being, Having, Loving, Doing – An Integrative Framework

Balancing the performance benefits and health costs of leader high performance expectations: the role of servant leadership

PurposeLeader high performance expectation (LHPE) as a performance management practice is becoming more common in today’s business environment, with managers setting ambitious goals to motivate employees to excel at their jobs. This study aims to critically examine LHPE as a performance management practice within contemporary organizations, focusing on whether LHPE has opposing effects on employee performance and health, as well as how servant leadership can improve the benefits of LHPE while lowering its costs.Design/methodology/approachA path analysis of data from a three-wave survey of 416 full-time employees was used to test our hypotheses.FindingsLHPE has opposing effects on employees via two distinct pathways: motivational effects on employee performance via harmonious work passion and strain effects on employee health via work strain. In the face of LHPE, servant leadership can assist in achieving a mutual gain between employee performance and health.Originality/valueThis study contributes uniquely to the field of employee relations by offering a comprehensive analysis of LHPE’s dual effects. It moves beyond traditional views that focus on singular outcomes, providing a deeper understanding of how LHPE can both motivate and strain employees. Highlighting servant leadership’s role signifies a novel approach to managing LHPE’s complexities, presenting valuable insights for HR practitioners and organizational leaders. This research underlines the importance of balancing performance expectations with employee well-being, aligning with modern perspectives on positive employment relationships.

The Effect of Entrepreneurial Orientation on Employee Well-Being

The Effect of Entrepreneurial Orientation on Employee Well-Being

The impact of transformational leadership on workers' personal resources: latent profile analysis and links with physical and psychological health.

Several studies have examined the impact of leadership on employee well-being and health. However, this research has focused on a variable-centred approach. By contrast, the present study adopts a person-centred approach. To (a) identify latent 'resources' profiles among two samples combining vigour at work, work engagement and physical activity levels; (b) examine the link between the identified profiles and indicators of psychological/physical health; and (c) test whether different levels of transformational leadership determine the probability of belonging to a particular profile. Two samples of workers, S1 and S2 (NS1 = 354; NS2 = 158), completed a cross-sectional survey before their annual medical examination. For S1, the results of latent profile analysis yielded three profiles: spiritless, spirited and high-spirited. Both high-spirited and spirited profiles showed a positive relationship with mental health, whereas spiritless showed a negative relationship. For S2, two profiles (spirited and spiritless) were replicated, with similar effects on mental health, but none of them was related to total cholesterol. In both samples, transformational leadership determined the probability of belonging to a particular profile. Transformational leadership increased the probability of belonging to a more positive profile and, therefore, to better workers' health.

Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model

Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model

Toward an Eudaimonic Perspective on HRM Systems and Employee Well-Being

Toward an Eudaimonic Perspective on HRM Systems and Employee Well-Being

What We Do in the Shadows: Workplace Romance Nondisclosure and Employee Well-being

What We Do in the Shadows: Workplace Romance Nondisclosure and Employee Well-being