Supporting Employee Well-being Research Articles

How Does Secure-base Leadership Influence Employee Well-being?

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.

Exploring the impact of economic crisis on psychological wellbeing and employee performance

ABSTRACT This study investigates the impact of economic crises on the relationship between psychological wellbeing and employee performance, using the Lebanese economic crisis as a case study. Given the critical role of employees in organisational success, understanding how crises affect their wellbeing and performance is essential. This research employs a quantitative methodology, analysing data from 286 employees across local and multinational organisations in Lebanon. The data were processed using SPSS. Key findings reveal that self-acceptance and personal growth significantly enhance employee performance, while positive workplace relationships are positively associated with contextual performance. These results highlight the importance of fostering psychological wellbeing to maintain and improve employee performance, particularly in economically strained environments. The study provides practical insights for managers and policymakers to develop strategies that support employee wellbeing during crises.

Dampak Kerja Jarak Jauh pada Produktivitas Karyawan : Strategi Manajemen Humas dalam Meningkatkan Pelayanan Publik di Era Pascapandemi

This study discusses the impact of remote work on employee engagement and productivity in the post-pandemic era, focusing on public relations management and public service. The aim of the research is to analyze how the implementation of remote work affects employee performance and to identify managerial strategies that can enhance their engagement. The method used is literature research, collecting data from various relevant sources. The findings indicate that while remote work can enhance productivity, challenges such as burnout and communication difficulties persist. The implications of this research provide guidance for organizations to develop more effective remote work models that support employee well-being and encourage the adoption of appropriate technologies to enhance engagement in the workplace.

A study on assessing the role of HR in supporting employee well-being and mental health at ashwini electronics

HR plays a pivotal role in supporting employee well-being and mental health through comprehensive wellness programs and flexible work arrangements. They promote mental health awareness, destigmatize issues, and encourage open communication. Training managers in emotional intelligence and empathetic leadership helps create supportive environments. Employee Assistance Programs (EAPs) offer confidential counseling and resources. Overall, HR’s initiatives reduce stress, improve job satisfaction, and enhance productivity.

The role of snapchat in shaping workplace behavior and productivity

PurposeThis paper explores the influence of Snapchat on workplace behavior, focusing on employee productivity, mental health and organizational policies. It examines how Millennials and Generation Z use Snapchat professionally, with implications for management strategies and workplace culture.Design/methodology/approachThe paper provides a conceptual analysis grounded in existing literature and theoretical frameworks, including uses and gratifications theory, social comparison theory and attention economy theory. The analysis covers the psychological effects of social media validation, social comparisons and the impact of Snapchat on attention and task management. Management strategies such as policy development and employee training are also examined.FindingsSnapchat positively impacts communication and team bonding but presents challenges to productivity, mental well-being and data security. The platform’s design encourages both community building and distractions. Organizations can mitigate these issues through effective policies, training and mental health support.Originality/valueThis paper offers a unique contribution by focusing specifically on Snapchat and its workplace impact. It addresses the balance between the benefits of social media and its drawbacks, presenting practical strategies for organizations to manage Snapchat usage effectively while maintaining productivity and supporting employee well-being.

Police leaders’ perspectives on their ability to support employee wellbeing in Australia: lack of time, training or support?

PurposePolicing organizations in Australia are increasingly expected to eliminate or mitigate psychosocial risks in the workplace to promote employee wellbeing. New leadership skills are required, as police leaders play a key role in supporting the physical and mental health of their staff. This study aims to investigate police leaders’ perceptions about their ability to support employee wellbeing, and the ways in which they would like their organization to equip them for this important task.Design/methodology/approachQualitative thematic analysis was conducted on the narratives provided by 156 Australian police leaders in response to a series of open-ended questionnaire questions.FindingsDrawing on the conservation of resources theory, the themes identified indicate that police leaders are hindered in their ability to support the wellbeing of their staff by their own increasing workload in a context of reduced resourcing, the continuing stigma around mental health issues, a lack of knowledge and skills about how to support employee wellbeing and a lack of support from senior management.Practical implicationsOverall, the study highlights the way in which new work, health and safety guidelines place additional responsibilities on police leaders for which many report not feeling prepared. Findings suggest that bespoke leadership training may be required to assist police leaders in supporting the mitigation of psychosocial hazards in the workplace.Originality/valueConsidering continuously evolving psychosocial safety guidelines, this paper makes a unique contribution to contemporary knowledge by focusing on the role and readiness of police leaders in Australia to lessen the psychological impact of police work on officers in an increasingly complex policing context. Additionally, practical implications and recommendations are discussed and offered.

Understanding subjective well-being across a multi-generational workforce in public relations: a qualitative study

PurposeThe current inquiry advances the public relations field and practice in several ways. First, this research addresses a clear gap in research on subjective well-being, specifically among PR professionals across career stages and generations. Second, the findings reveal important generational similarities and differences in how PR practitioners talk about well-being. This provides an empirical basis for developing tailored, multi-generational approaches to supporting well-being in PR workplaces. Lastly, this research provides practical implications for PR professionals to understand generational perspectives and to implement flexible policies to improve well-being.Design/methodology/approachThe current study explored subjective well-being (SWB) across generations of public relations professionals. Using a qualitative approach, semi-structured interviews were conducted with 12 PR practitioners at various career levels – entry, mid-level and senior.FindingsAnalysis revealed several similarities but a key disparity among cohorts. Senior-level professionals specifically reported struggling with work–life balance and the perceived ability to be autonomous, while entry-level professionals expressed commitment to setting boundaries on their time. These findings highlight a need for the PR industry to establish flexible workplace standards that enable employees at different career stages to collaborate and support one another’s well-being.Practical implicationsOur findings will appeal to your readers who seek to cultivate employee subjective well-being and understand generational issues via qualitative methods. By conducting a qualitative study in an understudied area, PR industry leaders and managers can support employee well-being across generations and career stages.Originality/valueOur study is the first to examine generational dispositions as it relates to SWB across the public relations industry.

PENGARUH PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA

This research aims to explore the influence of career development on job satisfaction through a qualitative approach. Job satisfaction is one of the variables for companies to achieve good employee productivity results for the company. The study examines how the relationship of career development affects employees' perceptions of their job satisfaction. Drawing from previous research and through descriptive analysis, it is concluded that career development has a significant influence on job satisfaction. These findings provide a deep understanding of the relationship between career development and job satisfaction within organizations. The implications of this research can assist organizations in designing more effective career development programs and management policies that support employee well-being and enhance overall organizational performance.

Work-life balance strategies and employees’ engagement in the food and beverage industry in rivers state

This study explores the nexus between work-life balance (WLB) strategies and employees’ engagement (EE) within the food and beverage (F&B) industry. Employing a quasi-experimental design, data was gathered from 165 employees across selected F&B organizations using a closed-ended Likert-type scale questionnaire. Data analysis via Pearson’s Product Moment correlation (PPMC) statistical technique revealed a positive and significant relationship between the dimensions of work-life balance (WLB) strategies and measures of employees’ engagement (EE) within the food and beverage (F&B) industry. Specifically, the results indicate a robust positive and significant correlation between Work interference with personal life (WIPL) and the measures of employees’ engagement: employees’ emotional engagement (EEE) and employees’ behavioral engagement (EBE), with values ranging from 0.894 to 0.881 respectively. Additionally, personal life interference with work (PLIW) demonstrates a notable positive correlation with the measures of employees’ engagement, attributing to 72.5% to 83.5% of emotional and behavioral engagement, respectively. Furthermore, work enhancement of personal life (WEPL) initiatives and personal life enhancement of work (PLEW) initiatives exhibited very strong positive associations with the measures of employees’ engagement, explaining up to 74% to 85% of emotional and behavioral engagement, respectively. These findings corroborate prior research, highlighting the significance of addressing Work-Life Balance issues to bolster employees’ engagement levels. Practically, the study underscores the importance for managers in the Food and Beverage to prioritize strategies that mitigate work-life interference, such as flexible scheduling and family-friendly policies, to foster higher EE levels. Tailored initiatives and training programs should be implemented to address specific WLB aspects identified within organizations, while fostering open communication channels to identify areas for improvement. By prioritizing WLB and supporting employee well-being, managers can cultivate a more engaged and productive workforce, ultimately contributing to organizational success. Other theoretical and practical implications for promoting WLB and fostering employees’ engagement in the Nigerian workplace are also discussed.

The effectiveness of well-being-oriented human resource management in the context of telework

Organizations can support employee well-being through a wide variety of HRM practices, which can be summarized as well-being-oriented HRM (WBHRM). It is unclear, however, whether these practices can also foster the well-being of teleworkers. Indeed, due to reduced visibility and salience, it is likely that WBHRM is less or even not effective in the telework context. To prove this assumption, we analyze how strong specific domains of WBHRM are related to different dimensions of employee well-being (including happiness, health, and relational well-being) in a non-telework and telework context. In the telework context, we also analyze the moderating role of telework intensity. Our analyses are based on data from 1,980 German employees at two consecutive points in time. Our findings reveal that the overall relationship between WBHRM and employee well-being in terms of happiness (engagement, job satisfaction) and health (strain) is not weakened in the context of telework. Nevertheless, we found differences in the importance of specific domains to foster happiness and health well-being. In terms of relational well-being, we found that WBHRM is positively related to social isolation in the telework and non-telework context (which is counterintuitive). We did not find support for any moderating effect through telework intensity.

Mindfulness and psychological capital: examining the role of intention from the person perspective in a multi-week mindfulness training program

PurposeWhen evaluating the efficacy of mindfulness interventions, most studies take a linear approach to explore how an intervention impacts different outcomes for individuals, and rarely is the role of intention examined. This research takes a configural approach to consider how various elements of a participant’s training expectations and their experience in the training condition combine to predict increases in psychological capital.Design/methodology/approachEmployees from hospital settings were randomized into three conditions (mindfulness training, active control (Pilates), and wait-list control group) and completed surveys at three time points (baseline, post-training and three months post-training). A qualitative comparative analysis was applied to see what combinations of motivational elements were associated with increases in psychological capital.FindingsWe find that all three conditions can boost their psychological capital based on different configurations involving efficacy beliefs, baseline states of well-being (psychological capital and perceived stress) and changes in levels of mindfulness and perceived stress.Research limitations/implicationsIndividual characteristics, like motivation, expectancy and baseline needs, are an important consideration in addition to the training condition itself when determining whether a training is efficacious.Practical implicationsIt is of increasing importance that organizations find ways to support employee well-being. Offering a variety of psychological and physical interventions can improve psychological capital. Applying needs assessments that clarify the desires, needs and expectations employees hold may help with intervention efficacy.Originality/valueThe current study offers an innovative methodology through which realist evaluation approaches can consider multiple factors to predict outcomes.

ARTIKEL Dampak kepuasan kerja terhadap kinerja karyawan SDN Warungdowo 1

Abstract: This qualitative study explores the relationship between job satisfaction and employee performance in public elementary school (SDN) Warungdowo 1. By interviewing 15 employees from a variety of positions, including teachers, administrative staff, and janitors, we analyzed the factors that influenced their perceptions of job satisfaction and performance. The results showed that there is a positive correlation between job satisfaction and employee performance. Factors that affect job satisfaction include the work environment, support from leadership, recognition of contributions, and career development opportunities. Respondents who feel satisfied with their work tend to show better performance, such as high commitment to tasks, initiative in solving problems, and active participation in achieving school goals. This study provides a deep understanding of the importance of job satisfaction management in improving employee performance in educational institutions. Practical implications include the need for organizational policies that support employee well-being and strategies to improve job satisfaction in the educational work environment. This study contributes to the human resource management literature by revealing an important relationship between job satisfaction and employee performance at SDN Warungdowo 1. Keywords— Job satisfaction, employee performance, education, human resource management, work environment.

Exploring Mental Fatigue and Burnout in the Workplace: A Survival Analysis Approach

INTRODUCTION: Employee burnout is a prevalent concern in contemporary workplaces, adversely impacting both individual well-being and organizational productivity.
 OBJECTIVES: In this paper, we conducted a comprehensive analysis of a dataset focusing on mental fatigue and burnout among employees, employing various survival analysis techniques including Kaplan Meier, Nelson-Aalen, and Cox proportional-hazards models, as well as Frailty Models and Competing Risks Analysis.
 METHODS: This research underscored significant associations between mental fatigue, burnout, and adverse outcomes, emphasizing the critical need for early identification and intervention. Kaplan Meier analysis revealed differences in survival probabilities, while Nelson-Aalen analysis depicted cumulative hazard functions over time. Cox proportional-hazards models identified mental fatigue and burnout as significant predictors of adverse events, supported by Frailty Models accounting for individual-level variability. Additionally, Competing Risks Analysis elucidated the simultaneous occurrence of multiple adverse events among employees experiencing burnout.
 RESULTS: This research underscored significant associations between mental fatigue, burnout, and adverse outcomes, emphasizing the critical need for early identification and intervention. Kaplan Meier analysis revealed differences in survival probabilities, while Nelson-Aalen analysis depicted cumulative hazard functions over time. Cox proportional-hazards models identified mental fatigue and burnout as significant predictors of adverse events, supported by Frailty Models accounting for individual-level variability. Additionally, Competing Risks Analysis elucidated the simultaneous occurrence of multiple adverse events among employees experiencing burnout.
 CONCLUSION: This study contributes valuable insights into understanding and addressing mental fatigue in the workplace, highlighting the importance of evidence-based interventions to support employee well-being and organizational resilience. The insights gained from this analysis inform evidence-based strategies for mitigating burnout-related risks and promoting a healthier work environment.

TOWARDS ORGANIZATIONAL FLOURISHING: PRIORITIZING EMPLOYEE WELL-BEING

Employee well-being is crucial for a healthy and pleasant workplace, especially in the context of the COVID-19 pandemic. The definition of work has evolved, with flexible terms encompassing location and time. To foster a healthy organization, inclusive working employees well-being is essential. Studies highlight the importance of workplace spirituality, moral leadership, and health-oriented tactics in supporting employee well-being. Integrating well-being treatments into daily routines can improve employee resilience. Ethics and social responsibility are also essential in fostering employee health. The COVID-19 pandemic underscored the need to address stress and family conflict at the work-family interface. A healthy work environment is essential for improving employee wellness and productivity. This study investigates the relationship between employee well-being and organizational health, focusing on employee perceptions, organizational support, and effectiveness of initiatives. The goal is to inform strategies and interventions to enhance employee well-being and organizational health. KEYWORDS : Healthy organizations, employee well-being, leadership, inclusive environment

MENINGKATAN ETOS KERJA BERBASIS RELIGIUSITAS PEKERJA PABRIK DI KAWASAN INDUSTRI (STUDI KASUS DI LPKS MYNARA CIKARANG)

ABSTRACK This research aims to gain a deep understanding of the role of religiosity in shaping the work ethic of factory workers in LPKS Mynara Cikarang. In this research approach, a qualitative method was employed, focusing on data collection through in-depth interviews and participatory observation. The research respondents consisted of factory workers at LPKS Mynara Cikarang with diverse work experiences. The findings of this research depict religiosity not only as a series of religious rituals but also as a profound awareness that permeates moral values and personal engagement with God. These religious values provide a strong moral foundation, creating a work culture based on a moral calling rather than tasks as mere obligations. Religious practices, such as prayer and self-reflection, are not just rituals but also psychological strategies that positively impact the psychological well-being of workers. The research also highlights the challenges and opportunities in enhancing the work ethic of factory workers. Training and skills development are recognized as strategic pillars, while leadership roles that set positive examples and engage in open communication are identified as keys to motivating workers. However, high levels of stress and workload can hinder productivity, indicating the need for management policies that support employee well-being. Adaptation to technological changes is also crucial, requiring relevant training and effective communication. Overall, these findings provide a foundation for companies to develop holistic strategies that incorporate training, leadership, stress management, and technological adaptation to sustainably enhance the work ethic of factory workers.

Reviewing employee well-being and mental health initiatives in contemporary HR Practices

Contemporary Human Resource (HR) practices are witnessing a paradigm shift with an increased focus on employee well-being and mental health. This paper reviews the evolving landscape of HR initiatives designed to promote and support employee well-being in the workplace. As organizations recognize the profound impact of mental health on employee performance, engagement, and overall organizational success, a strategic integration of mental health initiatives into HR practices is becoming paramount. The paper explores the multifaceted nature of employee well-being initiatives, encompassing flexible work arrangements, comprehensive health and wellness programs, and destigmatizing mental health conversations within the workplace. Contemporary HR professionals are leveraging technology and data analytics to tailor well-being programs, ensuring a personalized approach that addresses the diverse needs of employees. Moreover, the paper delves into the role of leadership in fostering a supportive and inclusive work environment conducive to employee well-being. Organizations are increasingly recognizing that a culture of open communication, empathy, and proactive mental health support from leadership is instrumental in creating a psychologically safe workplace. The review also acknowledges the challenges organizations face in implementing effective well-being initiatives, such as addressing the stigma associated with mental health, measuring program effectiveness, and ensuring accessibility for all employees. As contemporary HR practices evolve, the paper emphasizes the importance of ongoing evaluation, feedback mechanisms, and continuous improvement in mental health initiatives to create workplaces that prioritize the holistic well-being of their employees. In conclusion, the paper highlights the imperative for HR practices to proactively address employee well-being and mental health, recognizing these initiatives as integral components of a progressive and people-centric organizational culture.

Co-operative Well-Being and Employee Resilience: A Comprehensive Review of the Literature

This study examines the intersection of co-operative well-being and employee resilience, addressing a notable gap in the existing literature concerning how cooperative models influence employee outcomes. The purpose of this research is to investigate the mechanisms by which co-operative structures foster resilience among employees while supporting overall well-being. A thorough literature review highlights that co-operative organizations emphasize democratic participation and collaborative practices, which can substantially improve employee engagement and job satisfaction. Previous research suggests that such environments contribute to stronger resilience, enabling employees to manage workplace challenges more effectively. The primary findings indicate that co-operatives not only support employee well-being through inclusive practices but also cultivate resilience by fostering a strong sense of community and shared purpose. Furthermore, the study identifies a lack of integrated strategies that utilize technology and policy frameworks to further strengthen these outcomes. The implications of this research indicate that increased collaboration between technology developers, policymakers, and social entrepreneurs is vital for developing innovative approaches that enhance co-operative well-being and resilience. By addressing these gaps, future initiatives may improve the sustainability of co-operative enterprises while fostering healthier workplaces and more resilient employees, ultimately benefiting both communities and the broader economy.

Managers’ Strategies to Support Employee Well-Being in Remote Work Environment


 
 
 
 In today’s dynamic environment, employees’ well-being at work has become a matter of concern not only to employees, business but also to scholars. Workplace well-being relates to how employees feel about their work, their working environment, the climate at work and of course work organisation. Over the past few years in businesses environment numbers of remote workers had increased, thus this change leads to the need for theory and research on how managers can support employees’ well-being in remote work environments. The analysis of the scientific literature allowed to detect aspects of employees’ well-being, reveal managers’ strategies related to supporting well-being at remote work. Based on the obtained results and scientific literature review, the conceptual model of managers’ strategies to support employees’ well-being in remote work environments is presented
 
 
 

Keeping warm: racial disparities of warmth judgments in the service industry

PurposePeople develop general stereotypes and beliefs about how people look and behave, and discrepancies in perceptions of warmth and competence can lead to incongruence in expected behaviors during service interactions. These perceptions can contribute to negative outcomes for employees; therefore, this study aims to examine how perceptions of warmth affect both customer reactions to employees who are Asian and the work stress, strain and attitudes of employees who are Asian toward their jobs.Design/methodology/approachTo investigate the phenomenon, the authors conducted three studies. The first study examined whether occupational-racial stereotypes influence customers’ evaluation of employees’ service recovery performance. The second study temporally examined whether employees who are Asian engage in more emotional labor strategies to counter these occupational-racial stereotypes and as a result experience more negative outcomes. And a third study investigated the cumulative effects of negative perceptions on employee outcomes.FindingsThe results suggest employees in the hospitality industry who are Asian are perceived as less warm during service failure interactions and, thus, must work harder to regulate their emotions. As a result, employees who are Asian reported experiencing more negative outcomes, supporting the notion that occupational-racial stereotypes contribute to racial disparity and act as challenges and barriers for employees in the service industry.Research limitations/implicationsThese findings emphasize the need to understand and address occupational-racial stereotypes for employees who are Asian to mitigate racial disparities in the service industry. Organizations can promote diverse work climates, provide emotional support and foster high-quality relationships to support employee well-being and satisfaction.Originality/valueThe results provide insight into how stereotypical warmth perceptions of employees who are Asian may affect the demands they face when engaging in service recovery, and how these increased demands may reduce the quality of their work experiences.

Wellbeing of Helicopter Emergency Medical Services (HEMS) Personnel in a Challenging Work Context: A Qualitative Study

Introduction:Helicopter emergency medical services (HEMS) personnel provide on-scene trauma care to patients with high mortality risk. The HEMS work context is characterized by an exceptionally high exposure to critical incidents, emotionally demanding patient encounters, and having to perform under pressure with limited resources. The aim of this study was to further our understanding of the factors underlying HEMS personnel wellbeing given their challenging work context.Method:Sixteen semi-structured interviews were conducted with HEMS personnel from a University Hospital in The Netherlands. Interview topics included work context, personal characteristics, coping, work engagement, and psychosocial support. To analyze the data, a generic qualitative research approach was used inspired by grounded theory, including open, axial and selective coding.Results:The analysis revealed ten categories that provide insight into factors underlying the wellbeing of HEMS personnel and their work context: team and collaboration, coping, procedures, informal peer support, organizational support and follow-up care, drives and motivations, attitudes, other stressors, potentially traumatic events, and emotional impact. The findings show that HEMS personnel are highly motivated and have a strong team mentality. Various factors are important to their wellbeing, such as job resources and social support. The HEMS work can have an emotional impact but HEMS personnel use various coping strategies to deal with this. The perceived need for organizational support and follow-up care is low among participants.Conclusion:This study identifies factors and strategies that support the wellbeing of HEMS personnel. It also provides insight into the HEMS work culture and help-seeking behavior in this population. The findings may be beneficial to understand and support employee wellbeing in other emergency services work contexts as well.