Workplace Well-being Research Articles

Imprinting and Workplace Well-Being among Generation Z Hotel Employees

This study investigated the dynamic imprinting processes that shape Generation Z hotel employees’ workplace well-being. An integrated research framework was built based on the insights of imprinting theory and positive psychology. Photo-elicitation interviews and narrative analysis were used as the key research techniques. Findings illuminate the dynamic processes of imprinting among Generation Z hotel employees, encompassing the formation, evolution, and outcomes of imprints which are originated from the employees’ childhood and adolescence. Six dimensions of workplace well-being, including self-drive, personalization, responsibility, tolerance, realization, and identification, are identified. The multi-dimensional workplace well-being emerges through the ongoing melting, regeneration, and manifestation of different kinds of imprints. This study offers theoretical contributions to imprinting theory, positive psychology, and employees’ wellbeing research. Practical implications are provided to attract and motivate young employees in the hotel industry.

Alliance or Association? Exploring the Effect of Work–Family Balance on Workplace Well-being, and the Mediating Effect of Work Attitudes

Organizations have come to realize the significance of workplace well-being (WWB) for their existence and progression. This article substantiates the association of work–family balance (WFB) with WWB, while job satisfaction (JS), work engagement (WE) and turnover intent (TI) were studied as mediators to this primal association. The data was obtained in two phases, wherein at the end of the second phase, the authors gathered responses from 346 full-time employees, using a structured research tool. The study adopted a mediated structural equation model to examine the theoretical construct and its hypothesised relationships. The findings supported the hypothesized positive association between WFB and WWB, and a direct relationship of these focal variables was more magnified and pronounced than when mediated. The study revealed a significant mediation effect of work attitudes that is, JS and WE on the outcome variable: WWB; though, counterintuitively, turnover intent remained passive. Our research emphasizes the need to foster work– family culture for creating workplace happiness. The study further accentuates the body of knowledge that the association between these two focal variables also aids in making an immersive and engaged employee.

Modeling the factors affecting workplace well-being at construction sites: a cross-regional multigroup analysis

Modeling the factors affecting workplace well-being at construction sites: a cross-regional multigroup analysis

Developing a typology of interventions to support doctors’ mental health and wellbeing

BackgroundThe problem of mental ill-health in doctors is complex, accentuated by the COVID-19 pandemic, and impacts on healthcare provision and broader organisational performance. There are many interventions to address the problem but currently no systematic way to categorise them, which makes it hard to describe and compare interventions. As a result, implementation tends to be unfocussed and fall short of the standards developed for implementing complex healthcare interventions. This study aims to develop: 1) a conceptual typology of workplace mental health and wellbeing interventions and 2) a mapping tool to apply the typology within research and practice.MethodsTypology development was based on iterative cycles of analysis of published and in-practice interventions, incorporation of relevant theories and frameworks, and team and stakeholder group discussions.ResultsThe newly developed typology and mapping tool enable interventions to be conceptualised and/or mapped into different categories, for example whether they are designed to be largely preventative (by either improving the workplace or increasing personal resources) or to resolve problems after they have arisen. Interventions may be mapped across more than one category to reflect the nuance and complexity in many mental health and wellbeing interventions. Mapping of interventions indicated that most publications have not clarified their underlying assumptions about what causes outcomes or the theoretical basis for the intervention.ConclusionThe conceptual typology and mapping tool aims to raise the quality of future research and promote clear thinking about the nature and purpose of interventions, In doing so it aims to support future research and practice in planning interventions to improve the mental health and wellbeing of doctors.

Making the difference

Mark Garner addresses the issues affecting workplace wellbeing.

Stigma by association among alcohol and other drug and harm reduction workers: Implications for workplace outcomes.

The negative attitudes people hold towards those who use alcohol or other drugs (AOD) can also affect the people who work with this community, leading to lowered productivity and wellbeing. The impact of this stigma by association in the AOD and harm reduction sector is particularly significant because workers may have lived experience of AOD use and identify strongly with their client group. This study aimed to examine how stigma by association among health workers in the AOD/harm reduction sector relates to workplace outcomes. A secondary aim was to explore how lived experience influences experiences of stigma by association. The research used a cross-sectional survey design and data collection occurred in 2023. Australian AOD/harm reduction workers (n = 228) completed an online survey assessing stigma by association as well as various workplace outcomes measures. Participants who reported experiencing more stigma by association experienced poorer workplace wellbeing, higher burnout and greater intentions to leave the AOD/harm reduction field. Experiences of stigma by association were unrelated to job satisfaction. Additional analyses revealed that participants with lived experience reported higher levels of job satisfaction and lowered intentions to leave the sector, but findings of stigma by association and its impacts on workplace outcomes did not differ from those without lived experience. Identifying staff experiences of stigma by association and developing support and advocacy mechanisms to address this is likely to be key to reducing these experiences and ultimately to increasing positive workplace outcomes for AOD and harm reduction staff.

A role of Spirituality and wellbeing at workplace and its connection to happiness and performance of employee working in higher education Institutes

Workplace spirituality develops connections and a sense of purpose among employees, which boosts morale and job satisfaction and enhances output, innovation, and teamwork—all of which contribute to improved organizational performance. The objective of the research is to study the effects of practicing workplace spirituality and wellbeing, maintain the happiness that helps to increase better productivity of employee. Research addresses two questions: 1. Does workplace spirituality and wellbeing plays a vital role in happiness of employees in Higher education Institutions. 2. Whether practicing spirituality and wellbeing at workplace affects significantly on performance of employee working in Higher education Institutions. Based on previous study it is found that the, workplace spirituality and wellbeing of academician play a vital role in happiness and practicing spirituality and wellbeing at workplace affects significantly on performance of employees working in Higher Education Institutions.

Workplace well-being and the science of human flourishing

Workplace well-being and the science of human flourishing

Perceived Drivers of Engagement and Disengagement in Workplace Wellbeing Programmes; Qualitative Evidence from Employees in the Republic of Ireland

Perceived Drivers of Engagement and Disengagement in Workplace Wellbeing Programmes; Qualitative Evidence from Employees in the Republic of Ireland

Te Pā: A wellbeing initiative on a major roading construction project.

Purpose. Due to the significant challenges to employee wellbeing in the construction industry, a major roading project in New Zealand implemented a wellbeing programme based on holistic health frameworks. A description, rationale and outline of the wellbeing programme are presented. An independent evaluation of the wellbeing programme took place in 2023. Design. Data from interviews, a focus group, surveys, and the OnLocation app were analysed to examine participants’ perspectives on the programme, and to establish whether the programme was effective and how it could be improved. Findings. The majority of staff reported that they had experienced enhanced wellbeing since joining the project, and spoke positively about the programme. A small number of participants felt the project still had elements of the ‘old’ construction culture including a focus on productivity over people, but most felt the wellbeing programme had made substantial progress toward changing the construction culture. Suggested improvements included a perceived need for more resources, for members of the wellbeing team to be present onsite more often, and more training for onsite managers in workplace wellbeing. Originality. A holistic approach to wellbeing has rarely been taken in the construction industry. This project was based on indigenous New Zealand Māori perspectives on wellbeing. Evaluation showed that it was positively valued by both Māori and non-Māori participants. This indicates that, although some details are specific to New Zealand, the model itself, its supporting framework and approach can be generalised to other contexts.

Trust, and high control: an exploratory study of Counterproductive Work Behaviour in a high security organization

ABSTRACT High security organizations utilize a fine balance between control and trust to maintain stability. Drawing on qualitative interviews with managers and employees concerning three Counterproductive Work Behaviour (CWB) incidents occurring within a “high control” organization, we explore the impact of this trust-control dynamic on individuals’ sensemaking, social relations and workplace behaviours. We explore Human Resource Management (HRM) control practices, contrasting levels of control (over and under-control), form (formal and informal), and consistency of control management, that variously destabilize the balance of trust and control. Framed by this dynamic, employees undertake CWB as a means of maintaining their trusting relationships, professional goals and well-being in an unpredictable workplace. We demonstrate the value of understanding the trust-control dynamic for CWB and identify potential lessons for prevention.

Influence Work-Family Conflict, Workplace Well-Being, and The Workload Turnover Intention on Lecturer Performance in LLDIKTI Region IX

Objectives: The research aims to achieve several objectives: Test the effect of work-family conflict on turnover intention.Test the effect of workplace well-being on turnover intention. Test the effect of workload on turnover intention. Test the effect of work-family conflict on performance. Test the effect of workplace well-being on performance. Test the effect of workload on performance. Test the effect of turnover intention on performance. Test the effect of work-family conflict on lecturer performance through turnover intention. Test the effect of workplace well-being on lecturer performance through turnover intention. Test the effect of workload on lecturer performance in Higher Education Region IX through turnover intention. Methods: This research employs primary data collection, with a population of 17,859 individuals and a sample size of 150. The analysis model used is descriptive quantitative, and Smartpls software is utilized as the analysis tool. Results: Work-family conflict has a positive but insignificant effect on turnover intention among lecturers in LLdikti Region IX, Makassar. Workplace well-being negatively and significantly affects turnover intention among lecturers in LLdikti Region IX. Workload positively influences turnover intention among lecturers in LLdikti Region IX. Work-family conflict has a negative and insignificant effect on the performance of lecturers in LLdikti Region IX. Workplace well-being positively impacts the performance of lecturers in LLdikti Region IX. Workload negatively affects the performance of lecturers in Higher Education Region IX. Turnover intention positively affects the performance of lecturers in Higher Education Region IX. Work-family conflict insignificantly influences lecturer performance through turnover intention in Higher Education Region IX. Workplace well-being significantly influences lecturer performance through turnover intention in LLdikti Region IX. Workload significantly influences lecturer performance through turnover intention in LLdikti Region IX. Conclusion: In conclusion, the research findings highlight the nuanced relationships between various factors and their impact on turnover intention and performance among lecturers in Higher Education Region IX. While work-family conflict and workload show mixed effects on turnover intention, workplace well-being emerges as a significant factor influencing both turnover intention and performance positively. The findings underscore the importance of addressing work-related stressors and fostering a supportive work environment to enhance lecturer performance and mitigate turnover intention in academic settings.

The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis

There are reports of poor working conditions for early and mid-career academics (EMCAs) in universities, however, empirical data using validated tools are scarce. We conducted an online, cross-sectional survey using validated tools to assess workplace satisfaction, exposure to workplace abuse, and mental health. Participants included employees of medical and health faculties of two of the largest Australian universities, surveyed between October 2020 and January 2021.Overall, 284 participants responded. Many reported job insecurity: half (50.7%) working on contracts with less than one remaining year. Workloads were considerable, with 89.5% of participants working overtime and 54.8% reporting burnout. Workplace abuse in the forms of bullying (46.6%), sexual harassment (25.3%), sexism (49.8%) and racism (22.5%) were commonly reported. Clinically significant symptoms of depression (28.0%), anxiety (21.7%) and suicidal ideation or self-harm (13.6%) were reported; with a higher prevalence among those working more overtime, and those exposed to workplace abuse. Priorities include providing a stable and safe workplace, increasing accountability and transparency in addressing workplace abuse, and supporting professional development.In summary, EMCAs in our study were commonly exposed to precarious employment conditions and workplace abuse. Our findings provide empirical evidence on where universities and funding bodies should direct resources and change organisational risk factors, to improve workplace culture.

Stress Factors for the Paediatric and Adult Palliative Care Multidisciplinary Team and Workplace Wellbeing Solutions.

Palliative care is a challenging specialty, especially when it comes to caring for children with serious life-limiting conditions and supporting their families. Workers face significant challenges and experience major impacts on their wellbeing. We conducted a qualitative study to understand the sources of stress in the palliative care team, their work expectations, and how they can cope with the demands. We used an online questionnaire about the causes of stress, the impact of the COVID-19 pandemic and the ways in which support is needed in the workplace. Of the 56 palliative care professionals who participated in the survey, 57.1% considered the main causes of stress to be high workload, difficult emotional burdens (55.4%) affecting their outlook on life (61.2%), the death of patients (46.4%), and communication with patients' families (26.8%). The COVID-19 pandemic increased stress levels for the majority of respondents (89.3%). The need for specialised training (53.6%), support groups, psychological counselling and adapted organisational policies was highlighted. The study demonstrates the importance of understanding the needs of both paediatric and adult palliative care staff in order to provide optimal care and support their balance in this demanding area of the healthcare system.

Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model

PurposeThis study is intended to investigate the relationship between supervisor bottom-line mentality (BLM) and employee workplace well-being. In addition, this study discusses the mediating roles of perception of organizational politics and job anxiety in this relationship.Design/methodology/approachData were gathered from a two-wave survey of 301 full-time employees in southern China. The PROCESS macro in SPSS was applied to test the hypotheses.FindingsResults showed that supervisor BLM was negatively related to employee workplace well-being. Moreover, perceptions of organizational politics and job anxiety played multiple mediating roles in the relationship between supervisor BLM and employee workplace well-being.Originality/valueDrawing on the conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, this study proposes a multiple mediation model to advance our understanding of how supervisor BLM affects employee workplace well-being.

Navigating office politics: How do self-concept and upward voice influence women's workplace well-being?

Using the Job Demands-Resources theory, this study examines how organisational politics and self-concept affect women employees’ voice and workplace well-being (WWB). It employs an explanatory-sequential design, with study 1 (quantitative research, n = 463) using experimental vignettes and scale measures to test the hypotheses, followed by study 2 (qualitative research, n = 12) using in-depth interviews to explain the quantitative results. It was found that women's perceptions of organisational politics debilitated their WWB mediated by their voices. Furthermore, the “relational” self-concept moderated the mediated association, which reduced the negative impact. The study goes beyond the typical conception of work-family balance to provide strategies for improving women's work experiences.

Towards Inclusive Futures for Worker Wellbeing

The global COVID-19 pandemic has spurred on new collaborations across borders, and emphasized the importance of supporting wellbeing in the workplace, whether that workplace is hybrid, remote, or in-person. Work in CSCW, HCI, and organizational psychology has explored how people come to understand their wellbeing at work, and the role of identity, culture, and organizational factors in that process. In this study, we build on this past research and explore the importance of these factors when designing tools that support worker wellbeing for location-independent teams. We ask the question: how did organizational, cultural, and individual factors influence how workers understood their workplace wellbeing needs during the move to remote work? To investigate this question, we conduct a large scale linguistic analysis of 13,265 diary entries collected between 2020 - 2022, and complement it with in-depth interviews with 26 global employees, exploring intersections between technology, context, and wellbeing needs. We utilize this data to analyze the broader human infrastructure supporting hybrid and remote work, demonstrating how ideas around wellbeing are influenced by the (often technology-mediated) environment around both information and essential workers, and power differentials within it. Building on our findings, we provide recommendations for how technology design can better support more diverse and inclusive forms of worker wellbeing.

Improving Work-Nonwork Balance with Data-Driven Implementation Intention and Mental Contrasting

Work-nonwork balance is an important aspect of workplace well-being with associations to improved physical and mental health, job performance, and quality of life. However, realizing work-nonwork balance goals is challenging due to competing demands and limited resources within organizational and interpersonal contexts. These challenges are compounded by technologies that blur the boundaries of work and nonwork in the always-on work cultures. At an individual level, such challenges can be subsided through the effective application of self-regulation techniques, such as implementation intentions and mental contrasting (IIMC). Further supporting these techniques through reflection on personal data, we implement the idea of data-driven IIMC into a self-tracking and behavior planning system and evaluate it in a three-week between-participant study with 43 information workers who used our system for improving work-nonwork balance. We find evidence that reflection on personal data improves awareness of behavior plan compliance and rescheduling, which are important in realizing work-nonwork balance goals. We also observe the value of micro-reflection, reflection on limited data of the very recent past, for IIMC. Our findings highlight opportunities for automation in data collection and sense-making and for further exploring the role of data-driven IIMC as boundary negotiating artifacts in support of work-nonwork balance goals.

Enhancing the well-being of early childhood education practitioners working in resource-constrained contexts

Background: The recent migration of early childhood care and education function brought with it many changes that affect the workplace well-being of practitioners and centre managers, yet little research has reported on the voices and experiences of those working on the ground.Aim: To find out the current state of well-being of practitioners working in resource-constrained contexts to help us theorise how might they take action to improve it.Setting: Early childhood care and education centres in rural and township areas in six different provinces.Methods: The first author conducted 10 semi-structured focus group interviews with 80 practitioners recruited by collaborating researchers at various universities. All ethical protocols were adhered to. The focus groups were audio-taped, transcribed and thematically analysed independently by the two authors before reaching consensus.Results: Two themes were identified: (1) participants experienced negative emotions arising from both internal and systemic aspects that were affecting their well-being. (2) Several factors promoted the well-being of practitioners despite their difficult circumstances.Conclusion: Based on the findings, it appears that close collaboration among practitioners within centres and, with other external stakeholders, was an important factor for enhanced well-being. Drawing from action learning theory, we suggest how practitioners can collaborate to sustain their well-being while addressing the challenges they face.Contribution: This collaborative action learning approach can be applied not only by ECCE centres, but to any organisation wishing to improve the well-being and practice of their members.

Empowering pro-environmental potential among hotel employees: insights from self-determination theory

PurposeThis research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.Design/methodology/approachThe participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.FindingsThis study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.Research limitations/implicationsThe research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.Originality/valueOver time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.