Mental Well-being Of Employees Research Articles

Assessing Work Stress and Its Impact On Job Satisfaction and Performance of Employees in Banks

The Banking industry is known for its fast-paced, high–pressure environment, which can lead to significant work-related stress for employees. Factors such as long work hours, tight deadlines, heavy workloads, and complex customer interactions can all contribute to elevated stress levels. Additionally, the constant need to adapt to changes in regulations, technology, and, market conditions adds to the challenges faced by banking professionals. Studies have shown that work stress can have a profound impact on the physical and mental well-being of employees, leading to issues such as burnout, anxiety, and depression. This, in turn negatively affects job satisfaction, employee engagement, and overall performance within the organization. The paper aims to provide a comprehensive analysis of work stress and its effects on job satisfaction and employee performance within the banking industry. It t examines the key factors contributing to work-related stress, the impact on job satisfaction, and strategies for mitigating the negative consequences. The information presented in the paper can help HR professionals and managers in the banking sector to develop effective stress management programs and improve overall employee well-being and productivity.

The “Digital Disconnect” on the Back of Occupational Health and Safety

The importance of digital disconnection in the workplace cannot be overstated, as it plays a crucial role in preserving the physical and mental well-being of employees. In today's hyper-connected world, the constant use of digital devices and online communication has blurred the boundaries between work and personal life. This continuous connectivity can lead to a range of health issues. Physically, excessive screen time and sedentary work can result in eye strain, headaches, and musculoskeletal problems. Additionally, a lack of time for relaxation and exercise can contribute to a host of chronic health conditions. Mentally, the relentless notifications and information overload can lead to burnout, stress, and anxiety. Continuous work-related communication, even after office hours, disrupts personal lives and makes it challenging for individuals to recharge and spend quality time with loved ones. Promoting digital disconnection by setting boundaries, encouraging regular breaks, and respecting off-hours can help employees maintain a healthier work-life balance. Ultimately, these practices enhance physical and mental health, leading to happier and more productive workers. Employers and employees must recognize the significance of this disconnect to create a sustainable and healthy work environment.

Kesejahteraan Mental Karyawan dalam Era Digital: Dampak Teknologi pada Kesejahteraan Mental Karyawan dan Upaya untuk Mengatasi Stres Digital

Purpose – Using a Literature Review, the purpose of this research is to see and discuss the negative impact of emerging digital technology on the mental well-being of employees. Next, this article explores various efforts that can be made to overcome digital stress, both efforts that can be made by companies, leaders and managers, as well as employees themselves. Design/methodology/approach – Directed literature review is carried out to search for relevant sources on Google Scholar to form the basis of research. Findings – Based on these findings, technological advances in the world of work have been proven to be able to increase productivity and provide access to the desired information. However, excessive use of technology can actually have a negative impact on employees' mental health due to digital stress. Therefore, it is necessary to implement measures that can be taken to help overcome this. Originality/value – Apart from conducting a LR analysis of the problems to be discussed, which are limited in the field, this paper also underlines the need for ongoing discussions apart from previous discussions to increase our understanding of the impact of digital stress.

Mental health and well-being at work: A systematic review of literature and directions for future research

Despite an increasing interest in mental health at workplace in recent years, there is limited understanding of antecedents and consequences of employees' mental health and well-being. Drawing on a review of 341 studies, this paper identifies the antecedents and consequences of mental health and well-being of employed workforce at three interconnected levels, i.e., macro-, meso- and micro-levels, to develop a holistic understanding of the phenomenon. The antecedents at each level are classified as inhibitors or facilitators according to adverse or positive influence on mental well-being of employees. The findings guide future research by revealing and synthesizing the under-researched factors and outcomes of employees' mental health and well-being.

Assessing Employee’s Mental Wellbeing during Telecommuting

Telecommuting has become the new norm because of COVID-19 pandemic which led to a national lockdown. Getting acquainted to the telecommuting took reasonable time for the employees as well as the employers. While nearly 90 percent of the employees worked from home, their wellbeing stood up as a concern for the employers. Maintaining the mental health of the employees has been a priority as only when the employees’ mental health is good, they will be able to contribute their best to the organisation even when they work from home. Accordingly, when employees are mentally healthy, they become engaged to their job and ultimately it enhances their job satisfaction. In congruence to this concern, this research aims to do an in-depth literature review on the impact of work from home or telecommuting on the mental wellbeing of employees. The study has been done using existing research articles retrieved from Google Scholar, Elsevier, and Academia. Due to the dearth of the studies made on COVID-19 and mental health, the recent studies made on this pandemic have been reviewed. The results indicate that telecommuting or work from home had a negative effect on the mental health of the employees. This research has also suggested a few ways to improve mental health of the employees during work from home.

A review of literature on employee wellbeing in hybrid and remote workplace

Hybrid workplace is the new culture. It becomes very important to focus on the mental wellbeing of employees which is affected if factors like work hours, personal time, supportive environment, motivation are not present. The work performance of an employee working remotely or in a hybrid manner gets affected. The excessive use of new technologies and job activities that stretch into personal time define the remote working environment. Each employee is expected to manage various responsibilities while maintaining performance standards and personal welfare, yet without sufficient organizational support, individuals whether away rather than thrive. Technology advancements have led to change in the way we work. Demand for work is rapidly increasing which is ultimately putting pressure on employees. In this study we review the recent literature (2010-2023) on employee wellbeing in hybrid or remote workplace. We will also see how if certain policies are implemented properly can enhance the performance of employees.

How Can We Cope with Self-Control Demands and Enhance Proactive Vitality Management? The Role of Leisure Crafting and Supervisor Recreational Sports Support

Studies have reported negative effects of self-control demands on the service-oriented physical and mental well-being of employees. Based on the stressor-detachment model and conservation of resources theory, the present study examined how and when the interplay between leisure crafting and perceived supervisor recreational sports support can lead self-control demands employees to exhibit proactive vitality management. A total of 212 employees completed surveys at three time points over six months. The results indicated that leisure crafting mediated the relationship between employees’ self-control demands and proactive vitality management. Perceived supervisor recreational sports support was shown to strengthen the relationship between leisure crafting and proactive vitality management. Furthermore, we demonstrated a moderated mediation model in which self-control demands, under employees’ perceived supervisor recreational sports support, did not motivate employees to engage in additional leisure crafting; rather, these demands enhanced employees’ leisure resources, which in turn promoted their proactive vitality management.

Impact of COVID-19 on the Mental Well-Being of Employees: A Study of Mental Wellness of Employees during COVID-19 in India

COVID-19, which also induced an economic downturn globally,has forced the organizations to suddenly implement remoteworking, creating many challenges for the employees. The fastspread of the virus may also create fear among the employees.It can have a detrimental impact on the mental well-being ofemployees. There exists inadequate research on this subject,which is not only new but also very important. The study aimsto assess the impact of a sudden transition to remote working,economic downturn, and the fear of virus transmission on themental well-being of employees in India, focusing on the triggersof anxiety & mental illness. The impact of anxiety-causingindependent factors, including organizational support, worklifebalance, isolation, fear of the virus, and recession, on mentalwell-being, was determined through a survey. The dependentfactor, i.e., the severity of anxiety, was measured using GAD-7questions. The independent factors were measured throughstructured questions. Statistical analysis of the data was carriedout on SPSS. There were no significant differences in genderbetween severities of anxiety. Logistic regression revealed thatOrganizational Support significantly influenced the anxiety ofemployees. It was found that there exists a significant associationbetween the severity of anxiety in Employee AssistanceProgram, Job Insecurity, Financial Impact, and Fear of gettingthe virus, Concern over Safety at Workplace, Home Environmentand Deterioration in team collaboration.

Professional Social Media Usage and Work Engagement Among Professionals in Finland Before and During the COVID-19 Pandemic: Four-Wave Follow-Up Study.

BackgroundThe COVID-19 pandemic has changed work life profoundly and concerns regarding the mental well-being of employees’ have arisen. Organizations have made rapid digital advancements and have started to use new collaborative tools such as social media platforms overnight.ObjectiveOur study aimed to investigate how professional social media communication has affected work engagement before and during the COVID-19 pandemic and the role of perceived social support, task resources, and psychological distress as predictors and moderators of work engagement.MethodsNationally representative longitudinal survey data were collected in 2019-2020, and 965 respondents participated in all 4 surveys. Measures included work engagement, perceived social support and task resources, and psychological distress. The data were analyzed using a hybrid linear regression model. ResultsWork engagement remained stable and only decreased in autumn 2020. Within-person changes in social media communication at work, social support, task resources, and psychological distress were all associated with work engagement. The negative association between psychological distress and work engagement was stronger in autumn 2020 than before the COVID-19 outbreak.ConclusionsThe COVID-19 pandemic has exerted pressure on mental health at work. Fostering social support and task resources at work is important in maintaining work engagement. Social media communication could help maintain a supportive work environment.

Resurgence of Second Wave of Pandemic Covid-19 and Its Impact on Physical and Mental Well-Being of Employees & Coping Mechanism

COVID 19 has had a far-reaching impact on the world since it appeared in November / December 2019. No country has escaped the wrath of this pandemic. Even developed countries in Europe, America, South America and various Asian countries were totally inundated with cases of COVID 19. The global healthcare system has completely collapsed and countries struggled to cope with the huge rush of cases. Initially, most governments did not know how to respond to the emerging situation and most countries reacted by imposing strict lockdown and maintaining social distancing protocols by using masks, gloves, sanitizer, PPE kit and by trying to improve healthcare system. The world had not seen such humanitarian crisis since the Spanish Flu of 1918. This second wave of pandemic covid is really a great concern for the organizations as it’s going to have a far-reaching impact on the mental health and wellbeing of people across the globe. As the cases are increasing at such a fast pace in India and death rates are very high, therefore few state governments had to take the decision to impose lockdown and curfews for saving lives. The business world is continuously learning and adapting towards this change of pandemic Covid -19. The second wave of pandemic COVID -19 causing infection rates and death rates very high resulting and increasing incidence and severity of Mucormucosis.Immuno-suppressive treatments are being widely used for the treatment of pandemic COVID -19 infection. People are living in congregating setting and facing more barriers to healthcare. This paper mainly focuses on Resurgence of Pandemic COVID -19 and its impact on people in society including Employees in organizations. This research paper is also studying the impact of the second wave of COVID -19 on physical and mental well-being of people and most importantly coping strategies to be taken into consideration by employers or managers to get more positivity and enthusiasm from their people. This paper also gives insights about Indian central and state government’s approach and efforts to manage this pandemic crisis especially in India during second wave of pandemic COVID -19. This research paper will also give light on few important issues such as crisis management in India, vaccination process and other related issues. Keywords: Second wave of Pandemic COVID -19, Lockdown, Social distancing, COVID protocols, vaccination, physical health and mental health, healthcare, infrastructure, oxygen plants, front line workers. DOI: 10.7176/EJBM/13-10-12 Publication date: May 31 st 2021

Stressors, Coping Mechanisms, Perceived Supervisory Support, and Well-Being Among Nurses During Accreditation Surveys: a Study from UAE

Organizational psychology applies psychological theories to improve the physical and mental well-being of employees, increase productivity, and improve competitiveness. Accordingly, the authors adopted the interactional and transactional theories of stress to study the effect of the hospital accreditation stressors on the well-being status among nurses mediated by their coping mechanisms. Also, the study will evaluate the moderating effect of supervisory support on this relationship. To achieve these goals, the authors used a cross-sectional, causal, and quantitative methodology with a convenience sample of 416 nurses from several public hospitals from the emirate of Abu Dhabi. The study revealed an insignificant direct effect for accreditation stressors on the well-being status of the nurses. These effects were significant when mediated by the nurse's coping mechanisms. Furthermore, the study revealed insignificant moderation effects for supervisory support on the nurse's coping mechanisms. The outcome of this study could help supervisors and interested researchers fill the gaps related to accreditation stress.

Improving Mental Wellbeing in Organizations with Targeted Psychosocial Interventions

Abstract Background: Mental wellbeing of employees is crucial for successful organizations. Psychosocial interventions that target highly contagious individuals (i.e., individuals that can ‘transmit’ their wellbeing to others) could efficiently improve overall wellbeing in the workplace. Objectives: Using the magnitudes of effects observed in existing studies on psychosocial interventions and the contagion of mental wellbeing, we aimed to examine how the wellbeing of a group (based on WHO-5 Well-Being Index scores) changes if interventions are provided to highly contagious people instead of randomly selected individuals. Methods/Approach: Based on the data on mental wellbeing of 414 nursing home employees, we created a social network that includes individual levels of wellbeing and the strength of the connection between people. Simulation-based influence-maximization was used on the network and interventions were interventions were provided to either contagious or randomly selected individuals. Results: Overall, mental wellbeing of the group increased slightly more when individuals had received a simulated psychosocial intervention in order of contagiousness compared to the cases in which interventions were provided to randomly selected individuals. Conclusions: Selectively targeting highly contagious individuals could be an efficient approach to improving wellbeing in organizations, especially in social contexts, where the contagion of mental wellbeing is likelier.

LINKS BETWEEN TELECOMMUTING, SOCIAL SUPPORT AND MENTAL WELL-BEING AMONG TELEWORKERS – A LITERATURE REVIEW

Importance of the topic: Through limited communication possibilities, social support can be provided via structural distance only in a limited way. But exactly social support is a buffer to reduce work-related stress and diseases. The issue of workplace health promotion has so far received little attention in teleworking. The issue of workplace health promotion has so far received little attention in teleworking, which is incomprehensible, because healthy employees are the basis of an agile and competitive company.Aim of the study: The objective of this study is to identify and synthesize what is known about telecommuting, social-support and mental well-being of employees, and how these constructs are linked. Therefore the respective understandings of social-support and of healthy work behind the background of telework has to be elaborated, to develop the underlying interpretations of subjectivity, in order to propose a perspective for empirical investigations of health-oriented (tele-)working conditions. Methods: The study was carried out as a literature review, consisting information found in general and relevant science literature as well as scientific publications researched in common journal-databases. To gain a better understanding of how the constructs are linked, a conceptual model and testable hypotheses are provided.Findings: Proactive work-support, good workplace-relationships, but also support from non-work contexts are closely related to teleworkers? mental well-being. The question, as to why some employees in the field of telework are mentally stable and can cope with perceived, unfavorable working conditions or lower social support and others fail, can be answered by individual's Sense of Coherence (SoC), a health-related resource and their ability to use available General Resistance Ressources (GRR).

Preliminary Analysis of Workplace Mental Wellbeing Programs in the Australian Mining Industry

Mental wellbeing programs at the workplace are gaining recognition and are a pathway to help identify, screen, and manage the mental wellbeing of employees. The mining industry is an excellent context for this study because of its unique features such as longer shift work, Fly-In-Fly-Out, male dominant work force, and the boom and bust cycle that has potential impact on the mental wellbeing of employees. This study seeks to understand how and in what context the mental wellbeing programs are effective and is guided by integrating Program Theory with Social Cognitive Theory, to create an ontological framework to map out the mental wellbeing programs in Australia's mining industry. NVivo 11 is used on publicly available data on the workplace mental wellbeing programs found in 10 companies in Australia's mining industry for analysis. The preliminary results demonstrate that the primary objective of these programs are creating mental wellbeing awareness and provide support to the employees. This study contributes to the body of knowledge in mental wellbeing programs. From the employer's perspective, this study would provide a map on how and in what situations the programs are effective and can make strategic development and change to make the organisational change.

Factors Affecting Employee Performance: A Conceptual Study on the Drivers of Employee Engagement

Employee Engagement, as a concept, has been gaining significance since the past 10 years. Organizations today consider engaged employees as strategic partners in their businesses. The concept of employee engagement has now gained even more prominence, since many drivers have been identified, which impact employee performance and well-being at the workplace. As companies across industries strive to survive and rise above the stiff competition, physical and mental well-being of employees will be one of the important aspects that HR managers need to focus on. Hence, employee engagement is today seen as a powerful source of competitive advantage, especially in the turbulent times. The present study explored the concept of employee engagement and also throws light on key drivers of employee engagement by analyzing specifically four drivers, namely communication, work-life balance, leadership, and organizational culture. Furthermore, this study also analyzed how these drivers impacted the level of employee performance and well-being at the workplace. The existing literature on drivers of employee engagement indicated that there is paucity of research on these four drivers and their impact on employee engagement. Thus, we focused on these four specific and less researched drivers.

A Study on the Drivers of Employee Engagement Impacting Employee Performance

Employee Engagement is a concept gaining significant importance in the past 10 years. Organization today use engaged employees as a tool for strategic partner in the business. The concept of employee engagement has now gained even more importance, since many drivers have been identified, which impact employee performance and well-being at workplace. As companies across industries strive to survive and rise above the stiff competition, physical and mental well-being of employees will be one of the important aspects that HR managers need to tend focus on. Hence, employee engagement is today seen as a powerful source of competitive advantage in the turbulent times. The study explores the concept of employee engagement and also throws light on key drivers of employee engagement by analyzing specifically three divers, namely communication, work life balance and leadership. This study will also analyze how these drivers impact the level of employee performance and well-being at workplace of the employees. The available literature on drivers of employee engagement indicates that there is paucity of literature on these three drivers and their impact on employee engagement. Thus, we focused on these three specific and less researched drivers

Half of NHS trusts fail to support mental wellbeing of employees

Stressed nurses are not getting the support they deserve from employers, the RCN has warned.

Labour Market Insecurity: The Effects of Job, Employment and Income Insecurity on the Mental Well-being of Employees

This article proposes that the insecurity facing employees in the labour market can be viewed as a multifaceted concept that encompasses job insecurity, employment insecurity and income insecurity, as well as the cognitive and affective dimensions of each of these. The results indicate the validity of using this concept in order to better understand how insecurity relates to mental well-being by affecting both the manifest and latent functions of work.

Labour Market Insecurity: The Effects of Job, Employment and Income Insecurity on the Mental Well-being of Employees

This article proposes that the insecurity facing employees in the labour market can be viewed as a multifaceted concept that encompasses job insecurity, employment insecurity and income insecurity, as well as the cognitive and affective dimensions of each of these. The results indicate the validity of using this concept in order to better understand how insecurity relates to mental well-being by affecting both the manifest and latent functions of work.

Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade.

Rapid technological change and increased international competition have changed working life and work organizations. These changes may not be considered when researching employee work ability and well-being. This study investigates the impact of organizational practices, work demands and individual factors on work ability, organizational commitment and mental well-being of employees in the metal industry and retail trade. A follow-up study was conducted to examine these connections among 1389 employees (mean age 42 years at baseline) in 91 organizations. The first survey was conducted in 1998 and was repeated in 2000. Changes in organizational practices and the demands of work were strongly associated with changes in employee well-being. Work ability, organizational commitment and the mental well-being of employees were increased most if the opportunities for development and influence and the promotion of employee well-being were increased and if the supervisory support and organization of work were improved. Well-being also improved with less uncertainty at work and with decreasing mental and physical work demands. In addition physical exercise and affluence also had favourable effects. The results confirm that several features of organizational practices are strongly associated with employees' well-being. Organizational development is an important method of improving employees' work ability, commitment and well-being.