Employee Well-being Research Articles

Evaluating the Impact of Workplace Interventions on Employee Stress Management: Insights from Health Awareness Programs, Job Redesign and Recreation Centre Access

Workplace stress is a growing concern, with serious implications for employee well-being and organizational performance. This study examines the impact of various workplace interventions on employees' ability to manage stress, such as health awareness programs, vacation and holiday trips, job redesign, recreation center access, and social support systems. This study used a cross-sectional research design; data were collected through a structured questionnaire and analyzed using logistic regression. The results reveal that health awareness programs and access to recreation centers significantly improve employees' stress management. Job redesign showed a marginally significant effect, while vacation trips and social support systems did not significantly influence stress management. These findings highlight the importance of targeted interventions in supporting employees' mental health and reducing stress, particularly through health awareness initiatives and access to recreational facilities. Organizations should focus on these strategies while further exploring the potential benefits of job redesign and the quality of vacation policies.

Safety Culture and Worker Perception in Highway Maintenance Operations: A Survey of Alabama Department of Transportation Maintenance Technicians

The survey entitled “Field Survey of Alabama Department of Transportation (ALDOT) Transportation Maintenance Technicians (TMTs) Perception of Worker Safety” investigates the safety perceptions and concerns of maintenance workers within ALDOT through a multifaceted analysis approach. The findings reveal critical insights that can significantly enhance ALDOT’s safety practices, training programs, and overall safety culture. Disparities in safety perceptions across different ALDOT’s areas were found, emphasizing the need for ALDOT to tailor its strategies to meet the unique needs of each area, ensuring that safety measures are both relevant and effective. The study emphasizes the importance of implementing targeted interventions focused on high-risk activities and prevalent safety concerns, allowing ALDOT to prioritize resources effectively. Additionally, the research highlights the necessity for continuous improvement by regularly evaluating safety initiatives based on feedback and best practices. This ongoing evaluation ensures that safety measures remain relevant and effective in addressing the evolving needs of TMTs. By integrating these insights into its safety management practices, ALDOT can cultivate a more proactive and resilient work environment that not only addresses immediate safety concerns but also establishes a sustainable culture of safety prioritizing employee well-being. The study provides a roadmap for future improvements in workplace safety and initiates discussions on the implications and recommendations for enhancing ALDOT’s and other transportation agencies’ safety management practices.

Thriving at Work: State of the Art and Looking Towards to Enhanced Employee Well-Being in the Future

Growing recognition of the importance of employee well-being and sustainable work environments has seen research on employee thriving flourish in recent years. Thriving is facilitated by a sense of learning and vitality, contributing significantly to employee development and well-being. The paper offers a comprehensive overview of the past, present, and future of research on thriving at work using bibliometric techniques. The in-depth literature review employs document citation analysis, bibliographic coupling, and thematic mapping, utilising data from the Web of Science database to present an inclusive overview of existing literature. A meticulous review led us to identify research streams, existing gaps, and potential areas for future exploration in the study of thriving at work. We outline key research trends and gaps, suggesting future research directions from various theoretical and contextual perspectives. Our contribution to the thriving literature is grounded in the use of bibliometric methods to ensure objectivity and detail in the review process. We also offer detailed future research propositions along with practical implications aimed at benefiting both scholars and the wider community by shaping the future of a sustainable workforce.

The Role of Work Community, Career Growth, and Employee Well-Being on Employee Engagement in Malaysian SMEs

This study explores the factors influencing employee engagement within Small and Medium-sized Enterprises (SMEs) in Klang Valley, Malaysia. It focuses on three key dimensions: work community, career growth opportunities, and employee well-being, analyzing their relationships with employee engagement levels. Surveys were conducted among SME employees, and correlation analyses were used to examine these associations. The study targeted 200 employees from four service SMEs in the Klang Valley. Based on Krejcie & Morgan's table, a sample size of 132 was needed, but to address potential response issues, 145 questionnaires were distributed. The findings reveal significant positive correlations between the work community, career growth opportunities, and employee well-being with employee engagement. These results underscore the critical importance of fostering supportive work environments that encourage collaboration, provide clear pathways for career advancement, and prioritizing employee well-being through comprehensive wellness programs. The study's implications suggest practical strategies for SMEs to enhance organizational effectiveness and employee satisfaction. By focusing on these factors, SMEs can create environments that promote higher levels of engagement, ultimately contributing to organizational success. Future research could explore additional variables impacting employee engagement across different sectors and regions, further enriching the understanding of effective engagement strategies in diverse organizational contexts. This study offers valuable insights for SME leaders and HR professionals aiming to improve employee engagement and organizational performance.

Unpacking the stress-satisfaction-Performance triangle in the it workforce

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

How do inclusive leaders emerge? A theory-based model

Despite recent theoretical developments examining the emergence of several types of leadership, there is a paucity of research on the emergence of inclusive leaders. We sought to address this gap by proposing a theory-based conceptual model. We identify a paradox in leader emergence: Although there is evidence that inclusive leaders can improve organizational effectiveness, those who influence decisions about leader selection, both formal and informal, often overlook this evidence and instead select leaders who do not practice inclusion. Integrating expectation states theory and implicit leadership theory to explain leadership emergence, with social identity theory and social comparison theory to explain inclusion, we propose a conceptual model culminating with four propositions. The model suggests practices that can support inclusive leadership and how inclusive leadership can improve organizational effectiveness and employee well-being. We conclude with implications for policies to promote inclusive leadership emergence and propose avenues for future research.

Revolutionizing HRD through digitalization

ABSTRACT Technology and its applications have had a significant impact on human resource development (HRD), and they will continue to do so at an ever-increasing speed. We used our a priori opinions and experiences to identify application areas. We then searched, within each of our identified areas to find published sources, including journals, blogs, and websites, to describe the application areas that have impacted, and will impact, HRD. Areas identified and described include authoring, performance management and coaching, personalisation and continuous learning, analytic metrics, robotic continuous improvement, employee engagement and autonomy, employee wellbeing and life balance, attrition reduction, simulations, digital dialogues, communities of practice, credentialing, soft skills development, and ethics. Given the extensive impact on HRD, practitioners must be ahead of the wave of change. Further, academic programs must assess their curricula and make modifications so graduates of their programs will be well prepared to meet the demands of the marketplace. While a critique of these applications of digitalisation and AI is important, that is not the purpose of our article; we limited ourselves to describing the applications only.

The impact of customer incivility on employee negative emotions: an organizational culture perspective

Purpose The primary purpose of this study is to analyze the effects of customer incivility on employees' negative emotions (i.e. anger, fear and sadness) considering the moderating role of organizational power distance. Design/methodology/approach A survey sample comprising 312 service employees was collected from 51 Taiwanese and Vietnamese companies spanning different industries. Given the multilevel characteristics of the data structure, hierarchical linear modeling was used to rigorously test the proposed hypotheses. Findings The results indicate a significant contribution of customer incivility to employees' negative emotions. Notably, this impact is more pronounced among employees in organizations characterized by low power distance compared to those in organizations with high power distance. Originality/value This research significantly advances our understanding of the emotional repercussions of customer incivility on employees by integrating cognitive–motivational–relational theory and organizational culture perspectives. The findings not only provide valuable theoretical insights but also offer practical implications for effectively managing employee well-being in culturally diverse contexts. The study recognizes certain limitations and puts forth suggestions for future research directions.

"Vinnugleðin hefur tapast, nú er bara álag og erfitt og lítil gleði" - starfsumhverfi opinberra starfsmanna á tímum efnahagsþrenginga

Árið 2008 markaði upphaf mikils samdráttarskeiðs um heim allan og Ísland var eitt af fyrstu löndunum í Evrópu sem alþjóðakreppan náði til. Áhrifa kreppunnar gætti víða í samfélaginu og þó hún hafi komi harðar niður á einkageiranum hafði hún einnig mikil áhrif í opinbera geiranum, ekki síst hjá sveitarfélögunum. Tilgangur rannsóknarinnar var að komast að því hvernig starfsfólk sveitarfélaga greindi frá starfsánægju, álagi, starfsöryggi, ánægju með stjórnun vinnustaðarins og umhyggju stjórnenda fyrir heilsu og líðan starfsfólks tveimur, þremur og fimm árum eftir efnahagshrunið. Auk þess var skoðað hvort þættir í starfsumhverfinu, auk persónubundinna þátta, geti spáð fyrir um líkur á starfsánægju. Notað var blandað rannsóknarsnið (spurningalistakannanir og rýnihópaviðtöl). Niðurstöðurnar sýndu lækkandi hlutfall þeirra sem voru ánægðir í starfi eftir því sem lengra leið frá efnahagshruninu, einkum vegna sparnaðaraðgerða stjórnenda. Starfsaðstæður versnuðu verulega að mati þátttakenda og mátti sjá birtingarmyndir þess í fækkun starfsfólks, auknu vinnuálagi, minna starfsöryggi, meiri óánægju með stjórnun og minni umhyggju stjórnenda fyrir heilsu og líðan starfsfólks, sérstaklega á vinnustöðum þar sem uppsagnir höfðu orðið. Uppsagnir á vinnustað var besta spágildið fyrir starfsánægju (OR=0,590), þannig að á vinnustöðum þar sem uppsagnir höfuð orðið var mun minni starfsánægja en á öðrum vinnustöðum. Einnig kom í ljós að aðrir þættir í starfsumhverfinu (umhyggja stjórnenda fyrir heilsu og líðan starfsmanna OR=1,349; ánægja með stjórnun vinnustaðarins OR=1,345; starfsöryggi OR=1,221 og vinnuálag OR=0,801) höfðu allir marktæk áhrif á starfsánægju. Mikilvægt er að stjórnendur hafi vakandi auga fyrir starfstengdri líðan á vinnustaðnum, sérstaklega á samdráttartímum, og þá ekki einungis meðal þeirra starfshópa sem hafa orðið verst úti heldur einnig þeirra sem að jafnaði eru taldir búa við mikið starfsöryggi, eins og starfsfólk sveitarfélaga.

Postural analysis and ergonomic intervention of unorganized workers in indian construction sectors.

In India's fast-growing economy, the construction sector offers significant developments with huge employment opportunities but poses risks due to poor working environments and uncomfortable postures. Traditional methods, such as manual material handling, can lead to health hazards and musculoskeletal disorders such as overexertion, low back pain, etc. The purpose of this study was to analyze the working postures of unorganized employees engaged in residential buildings using Ergofellow software and to recommend changes in their unsafe working postures. Participants' working positions were video recorded and the postures were analyzed using Rapid Upper Limb Assessment (RULA), Rapid Entire Body Assessment (REBA) and Ovako Working Posture Analysis (OWAS). Paired sample t-tests were used to analyze significant differences between the RULA and REBA scores after the ergonomic interventions were implemented. From the analysis of RULA, REBA and OWAS, the working postures showed a high risk of potential injury and required an immediate change in employees' working postures. The RULA and REBA scores were subsequently lower after the ergonomic interventions, which were based on ergonomic and safety principles. The paired sample t-tests with p-values of less than 0.05 demonstrated decreased risks after ergonomic interventions. Working postures of the construction workers exposed to musculoskeletal disorders were examined and the ergonomic interventions were implemented. According to the recommendations, working positions were changed, and employee well-being was enhanced by reduced operational risks.

How Can We Improve Employee Well-Being in Teachers? The Importance of Individual and Job Resources

According to one of the UN agencies, UNESCO, during the recent COVID-19 pandemic, more than sixty-three million teachers worldwide experienced technical and psychological problems due to changes in the learning process. This is not only because of the pandemic and monetary crisis in Indonesia but also because the increasing number of teachers' tasks and demands for professionalism can make teachers experience changes in the perceived condition of employee well-being. Several factors, including work stress, perceived organizational support and emotional regulation, psychologically influence the condition of teachers' employee well-being. Based on the existing model, perceived organizational support and emotional regulation can directly and indirectly influence teachers' employee well-being through work stress as a mediator. This research aims to prove the model above. The number of subjects in this research was 129 high school teachers from superior accredited Catholic schools in the province of East Java, Indonesia. The results of the data analysis show that the construct validity and reliability tests are met. Apart from that, perceived organizational support and emotional regulation can influence teachers' employee well-being both directly and indirectly through work stress as a mediator.

Quiet quitting in the Dominican Republic: the employers’ perspective

Purpose This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic. Design/methodology/approach From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes. Findings The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic. Research limitations/implications The exploratory nature of this study limits its generalizability. Practical implications Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees. Social implications Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment. Originality/value To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.

Gambaran Workplace Well-being pada Karyawan yang Bekerja di PT X Bekasi

Human resources in a company are valuable assets because they actively contribute to the formulation and resolution of strategic issues and oversee the achievement of organisational goals. The company's human resource management must take into account the well-being of its employees. Companies that do not have optimal performance will not be able to operate effectively and efficiently. Workplace well-being is an important component that can enhance an organisation's ability to operate effectively. The work environment plays an important role in determining the well-being of employees. Factors such as the physical condition of the work environment, organisational culture, management and colleagues, and the ability to achieve a work-life balance all influence employee well-being. The concept of well-being at work refers to how employees feel about their well-being, which is the result of several characteristics of the work and office environment that cause several factors to emerge, such as safety, comfort and employee satisfaction. The purpose of this study was to determine PT X description of workplace wellbeing. This research uses quantitative methods, with 131 employees as participants. The findings showed that the workplace well-being of PT X employees was moderate (54.96%) with the highest dimension being employer care (M=4.12). Based on the findings from the study, there is no significant difference in workplace well-being based on factors such as gender, age, education level, or tenure.

The Relationship Between Sustainable Human Resource Management and Green Human Resource Management- A Case of Medical Sector in Hyderabad, India

Background: Human Resource Management (SHRM) and Green Human Resource Management (GHRM) are the subjects of this investigation of their interplay in Hyderabad, India's industrial sector. There is a growing need to include eco-friendly practices into HRM due to the increased global focus on sustainability in medical industry. Aim: Sustainable The study's overarching goal is to deduce how green HRM (GHRM) programs and SHRM practices—which prioritize the well-being of employees and the longevity of organizations—are compatible with one another. Method: The study surveyed 409 medical employees in Hyderabad using a quantitative research approach based on questionnaires and the data was analysis using SMART PLS. Results: There is a strong positive relationship between SHRM and GHRM, according to the results, thus businesses that use thorough SHRM are also more likely to use GHRM strategies that work. Human resource managers can help promote a sustainable culture, gain a competitive edge, and advance environmental goals by implementing the sustainable and green practices suggested in the study's conclusion. Conclusion: The study adds to the expanding corpus of literature on sustainable business practices and have important implications for industrial policy and practice.

Multiple Role Conflicts In The Employment Field In Indonesian Government Agency Institutions with Work Life Balance (WLB) and Job Stress As Mediator Variables on Employee Performance

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services.

The effectiveness of brief workplace compassion-focussed training in improving wellbeing of stressed school employees

Australian teachers and school employees report high levels of stress-related mental health problems. Previous theory and research show that workplace training in strategies to manage stress can improve organisational productivity as well as employee wellbeing. Theory suggests that self-compassion strategies may produce better outcomes, than standard cognitive behavioural training interventions, due to activation of self-soothing. This pilot randomised controlled trial evaluated whether inclusion of a brief compassion-focussed therapy (CFT) training workshop was more effective in reducing stress-related mental health problems of school employees, than the standard professional development (PD) workshop that incorporated cognitive behavioural therapy and mindfulness strategies. School employees (103) were recruited and randomly allocated to either the standard PD alone or to also participate in a brief CFT workshop. There were very large reductions in burnout and clinically significant improvements in mental health problems under both conditions. The results provide preliminary evidence that CFT-enhanced training improves secondary traumatic stress and compassion satisfaction; further research needs to be conducted with a larger sample. These results may also be relevant to other occupations with a high emotional load. JEL Classification: I310

Employee Well-being Programs: Evidence-based Practices and Outcomes

Employee Well-being Programs: Evidence-based Practices and Outcomes

Daily within-fluctuations in need frustration and implications for employee recovery and well-being: A mixed-methods study.

Daily variations in frustration of basic psychological needs (autonomy, competence, and relatedness) have received limited attention. This mixed-methods study examines such daily variations and their relations to recovery from work and employee well-being. The study uses multilevel modeling of repeated measures through daily surveys from a period of 8 working days across 2 consecutive weeks, combined with in-depth interviews. A sample of 54 Norwegian health-care workers completed a total of 242 daily surveys, and follow-up interviews were conducted with 10 participants. Quantitative results showed that need frustration at work fluctuates from day to day, with competence frustration notably impairing recovery (i.e., lower psychological detachment and relaxation) and increasing ill-being (i.e., higher exhaustion and negative work affect). Autonomy frustration was related to increased exhaustion and sleep complaints, while relatedness frustration showed no significant relation to recovery, ill-being, or sleep. Qualitative findings corroborated and expanded on these results, offering deepened insights into how competence and, sometimes, relatedness need frustration hampered the recovery process and sleep. The results of the current study add to the scarce body of literature on daily fluctuations in need frustration at work and its adverse consequences.

СУБЪЕКТИВНОЕ БЛАГОПОЛУЧИЕ НА РАБОЧЕМ МЕСТЕ: ПОДХОДЫ К МОНИТОРИНГУ САМОЧУВСТВИЯ ПЕРСОНАЛА

A direct correlation between the level of staff well-being and the company’s profitability has been proven by both foreign and Russian studies. However, one of the unresolved problems today remains the fact that well-being at work is still not considered as a factor and resource for the productivity and efficiency of employees. The reality of modern life highlights the need for a rapid rethinking of the nature and patterns of connections between well-being at work and the state of labour productivity, socio-economic assessments of this relationship, and the development of management and digital solutions for monitoring and maintaining an adequate level of staff well-being. The article presents the results of a survey of representatives of the expert community conducted by the authors to identify the current aspects of well-being at work, as well as a brief description of the concept of a digital service developed by the authors for monitoring the well-being of employees through self-assessment.

The mediating role of work motivation: The effect of leadership, workload, and reward on employee performance

Employee performance is considered key in achieving company goals, reflecting commitment, dedication and contribution to the company's vision. Motivation, as the main driver in the work environment, is a key factor in motivating employees to contribute optimally. Effective leaders have the ability to influence employee behavior. Heavy workloads, especially for drivers and helpers, can have a negative impact on employee motivation. Companies are advised to seek an optimal balance in workload to ensure employee well-being and productivity. Recognition and reward strategies are expected to maintain high quality employees. The aim of this research is to analyze the relationship and influence of leadership, workload and rewards on employee performance with work motivation as a mediating variable at liquefied petroleum gas distributors in Sidoarjo, Indonesia. This research used a cluster sampling technique with a total of 105 respondents. SPSS software was used to analyze the data. The findings demonstrate leadership, workload and rewards have a positive effect on employee performance, however work motivation cannot mediate leadership, workload and rewards on employee performance.