Supporting Employee Well-being Research Articles

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.

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.

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.

Healthy Workplaces: Offices that Support Employee Health and Well-Being

Abstract: Offices are transforming for the better! Gone are the dull cubicles or overly full open-plan spaces. Instead, companies are looking to create workplaces that are productive, highly functional and most importantly healthy. This research paper aims to establish a connection between workplace environment and employee well-being, as well as to identify the elements of design that impact the well-being of employees. The study is based on a comprehensive literature review of existing research on the topic, combined with interviews and surveys of employees in various industries. The paper provides an overview of the current state of research on workplace design and its impact on employee well-being, and then focuses on specific design elements that have been shown to have a positive impact on employee health, such as natural light, greenery, ergonomic furniture, and acoustic control. The findings of this research are intended to inform workplace designers, managers, and policy makers on the importance of creating work environments that support employee well-being, ultimately leading to increased job satisfaction, productivity, and overall organizational success. Studies justify that there are benefits of healthy workplace. In a healthy work environment, the productivity is increased by three times. There are 50% less chances of injuries in a healthier work space and also the workforce engagement is five times more.

Contextual factors associated with the morale of academic and support staff in universities

ABSTRACT This paper provides a review of the contextual factors that are associated with levels of morale and job satisfaction in academic institutions. It argues that universities can purposefully create workplace environments that support employee well-being by measuring, attending to, and addressing levels of collegiality; designing policies that introduce greater work–life balance; developing robust mentoring programmes; ensuring that systems are in place to allow members of academic and support staff to recognise each other’s work; and maintaining transparency in decision-making and resource allocation. Recommended assessments and suggested intervention resources are also noted.

Why Vilifying the Status Quo Can Derail a Change Effort: Kotter’s Contradiction, and Theory Adaptation

ABSTRACT The Kotter eight-step change model has a pervasive influence in the practice of change management; founded on building urgency towards the desired change through convincing employees that the status quo is more dangerous than the future state. We critique this positioning of the current state as dangerous, the proposition of using it to drive urgency, and the resultant employee anxiety and stress that is synonymous with organizational change. We reveal that positioning the current state as dangerous is a combative (and futile) strategy given the inescapable nature of status quo bias. To address this complication, we propose a theory adaptation that appreciatively leverages status quo bias and recommends invoking approach motivation based on communicating the pressing importance of the future state. MAD statement Change practitioners utilize change models to support organizations to adapt, with the hope that they simultaneously support employee well-being during transition. Our theory adaption, as justified and described in this paper, provides both practical and theoretical contributions to those who want to prioritize the well-being of employees during change efforts through leveraging empirically-established status quo bias.

Health service COVID-19 wellbeing and support initiatives: a mixed-methods evaluation.

BackgroundHealth services implemented a range of initiatives during the COVID-19 pandemic to support employee wellbeing and assist employees to manage the professional and personal challenges they experienced. However, it is not known if such initiatives were acceptable to employees or met their needs.AimsTo evaluate the wellbeing and support initiatives implemented at an Australian health service during the COVID-19 pandemic from the perspectives of employees (both users and non-users) and key stakeholders.MethodsA mixed-methods design (survey, interviews and data audit) to investigate employees’ and key stakeholders’ perceptions, experiences and use of the wellbeing and support initiatives implemented at a large tertiary metropolitan health service in Melbourne, Australia.ResultsTen employees participated in an interview and 907 completed a survey. The initiatives were well used and appreciated by staff. There was no significant difference in the proportion of clinical staff who had used the initiatives compared to non-clinical staff (44% versus 39%; P=0.223). Survey respondents reported the initiatives improved their mental health (n = 223, 8%), ability to cope with COVID-19 related stress and anxiety (n = 206, 79%), do their work (n = 200, 77%) and relationships with colleagues (n = 174, 67%). Staff would like many of the initiatives (with some modifications) to continue after the COVID-19 pandemic.ConclusionsThe findings suggest a high level of staff satisfaction with the implemented wellbeing and support initiatives, and confirm the need for, and importance of, developing and implementing initiatives to support health service staff during outbreaks of infectious diseases such as the COVID-19 pandemic.

Caring for yourself and for others: team health climate and self-care explain the relationship between health-oriented leadership and exhaustion

PurposeHealth-oriented leadership is an emerging concept that is promising for better understanding how leaders can support employee well-being. However, there is uncertainty about the process through which health-oriented leadership relates to employee well-being. Advancing health-oriented leadership research, this study aims to examine employee self-care and the perceived team health climate as mediating mechanisms.Design/methodology/approachThe authors conducted a time-lagged study with three measurement points (NT1 = 335, NT2 = 134, NT2 = 113) to test these mechanisms.FindingsThe results show that health-oriented leadership at Time 1 positively relates to employee self-care and perceived team health climate at Time 2, which, in turn, are negatively associated with employee exhaustion at Time 3.Originality/valueThe indirect associations suggest that health-oriented leadership relates to employee well-being via the perceived team health climate and the individuals' self-care. By revealing an important mediating mechanism, this study contributes to the health-oriented leadership literature and can help organizations and leaders improve health promotion in organizations.

Remote workers' experiences with electronic monitoring during Covid-19: implications and recommendations

PurposeThis conceptual article outlines the known effects of employee monitoring on employees who are working remotely. Potential implications, as well as practitioner suggestions, are outlined to identify how practitioners can create more supportive employee experiences as well as apply these to workplace health management scenarios.Design/methodology/approachThis overview is based on a selective and practically oriented review of articles that hitherto considered the health implications of remote workers being monitored electronically over the last two years. This overview is subsequently complemented by a discussion of more recent findings that outline the potential implications of monitoring for remote employees, employees' work experience and workplace health management.FindingsSeveral practitioner-oriented suggestions are outlined that can pave the way to a more supportive employee experience for remote workers, who are monitored electronically by their employers. These include the various health and social interventions, greater managerial awareness about factors that influence well-being and more collaboration with health professionals to design interventions and new workplace policies. Organizations would also benefit from using audits and data analytics from monitoring tools to inform their interventions, while a rethink about work design, as well as organizational reviews of performance and working conditions further represent useful options to identify and set up the right conditions that foster both performance as well as employee well-being.Originality/valueThe article outlines practitioner-oriented suggestions that can directly and indirectly support employee well-being by recognizing the various factors that affect performance and experience.

The double-edged sword of manager caring behavior: Implications for employee wellbeing.

While managers play a critical role in supporting employee wellbeing, prior research suggests that doing so can take a toll on managers themselves. However, we know little about the potential implications of this for employees. Drawing from the leadership-wellbeing literature and social psychological theories of guilt, we propose that manager caring behavior is associated with both positive (vitality) and negative (guilt) employee wellbeing. We find support for these relationships in Study 1 (N = 264) with a time-separated survey. In Study 2, we replicate these findings, and in addition, we examine a negative perceptual response to manager care: employee-rated manager role overload. Drawing on perceptual salience research, we propose that the negative relationship between manager care and employee-rated manager role overload is exacerbated in a team environment where employees fail to care for each other (i.e., a weak caring climate). Study 2 (N = 360) largely supports our hypotheses with multilevel, time-separated field data. The findings suggest that managers should not be expected to "go it alone" to support employee wellbeing because doing so may relate negatively to employee outcomes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Coping With the Changes That Challenge Business and Education Sectors in Thailand 4.0

This paper explores the ideas, and cases based on research that emanate from the application of the contingency theory, resource-based views theory, and the institutional theory to cope with an abruptly changing paradigm. The paper attempts to provide a holistic view of the IR 4.0 impact on the business changes and the usage of technology in the education sector among Thais. This paper stresses the role of the educational sector by creating a shift from static into dynamic triggered by the intense competition in the Thailand markets. Keeping in view such a scenario organization should be pliable and enabled enough to transform existing resources into intellectual resources. This would result in the revitalization of the entire organizational human capital from leaders to teams, and individuals contributing to morally support employee well-being and this would strengthen the reaping extraordinary organization results in terms of output. All this is seen through the lens of IR 4.0 as applied to the current Thai business and education scenario.