Employee Well-being Research Articles

Active and Passive Links between Work from Home and Employee Well-Being: A Post-COVID Performance perspective

Active and Passive Links between Work from Home and Employee Well-Being: A Post-COVID Performance perspective

Employee Welfare and Startup Growth: Evidence from Paid Family Leave Policy and Venture Capital Funding

Employee Welfare and Startup Growth: Evidence from Paid Family Leave Policy and Venture Capital Funding

Trick or Treat? The Impact of Employment Protection Laws(EPLs) on Employee Welfare

Trick or Treat? The Impact of Employment Protection Laws(EPLs) on Employee Welfare

The Role of AI in Employee Ethical Decision-Making, Performance, and Well-Being

The Role of AI in Employee Ethical Decision-Making, Performance, and Well-Being

Healthy organizational practices and psychological capital of university professors: case study of a Colombian institution

Introduction: This article is set within the context of healthy organizations, which are understood to contribute to the physical and emotional well-being of employees through practices that impact organizational climate, individual self-fulfillment, and social responsibility. Objective: The purpose was to study the relationship between healthy organizational practices and psychological capital within a Colombian university's School of Economic Sciences. Methodology: A quantitative, correlational approach was used, employing structural equation modeling to analyze data collected in March 2022. Results: The findings indicate that professors positively perceive organizational practices, with scores generally above average. In terms of psychological capital, hope is the highest-scoring factor, reflecting confidence in the future despite the impact of the COVID-19 pandemic. However, relatively low optimism was observed, pointing to challenges in facing day-to-day difficulties. Conclusions: The model reveals a positive correlation between the constructs, indicating that the implementation of strategies to improve the physical, mental, and social well-being of professors may be associated with an increase in self-efficacy, hope, resilience, and optimism.

Cultivating Engaged Audit Teams: The Effect of the Lead Audit Partner’s Leadership Behaviors

SYNOPSIS Previous research demonstrates that team engagement significantly impacts employee well-being and performance at work. This study investigates the effects of the lead audit partner’s leadership behaviors on audit team engagement using field data from 82 audit teams involved in actual audit engagements from three accounting firms in the United States. The results demonstrate that the lead audit partner’s leadership behaviors play an important role in developing engaged teams. Our research identifies three specific leadership behaviors that are instrumental in cultivating team engagement. The findings provide a targeted and directly actionable set of recommendations for firms seeking to improve employee engagement in their audit teams. JEL Classifications: M42.

Exploring Sport Employees’ Conceptualizations of Meaningful Work

Modern sport management scholars have paired the fields of positive organizational behavior and human resource development with sport management to enhance the productivity of sport organizations through their employees. One area of study receiving increased attention is meaningful work, an emerging employee well-being metric whose definition is debated. The purpose of this study was to explore the ways in which sport employees conceptualize meaningful work. Semistructured interviews were conducted with 32 sport employees. The following themes were identified: meaningful work is work that serves, meaning gained from sport organizations, and individual meaningful work experiences. Discussion offers valuable implications for practitioners of sport management, as well as the emerging scholarly field of human resource development in sport management, and the evolving discourse surrounding meaningful work.

Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective

Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective

Committed leadership: a prerequisite for successful implementation of recovery during the workday.

The aim of this study was to explore the role of managers and employees with an assigned responsibility (i.e. inspirers) when integrating recovery-enhancing activities into everyday work in a primary health care setting. The possibility of recovery during the workday is essential for employee wellbeing. However, the literature on workplace interventions focusing on recovery is scarce. Especially with regard to the importance of local driving forces, like managers and inspirers. Two focus groups and two individual interviews were conducted in this qualitative interview study. In total, ten managers and inspirers from different primary health care centres were interviewed about their experiences of brief recovery interventions at their workplaces. A semi-structured interview guide was used, and the qualitative analysis was conducted by using systematic text condensation. From a leadership perspective, two themes with promoting factors for recovery interventions were identified. These were structural promoting factors (including authorisation, communication, and integration) and cultural promoting factors (including attitude, support, and open-mindedness). This knowledge can contribute to future workplace environment development with the focus on recovery during the workday. The results also showed several positive effects of integrated recovery, both on an individual and group level. Hence, this study is a valuable addition to the work recovery research, in terms of understanding the importance of investing in recovery at work.

The Influence of Career Satisfaction and Self-Esteem on Job Stress among Selected Workers in Lagos Metropolis

This study examines the influence of career satisfaction and self-esteem on job stress among selected workers in the Lagos metropolis. The research aimed to explore how career satisfaction and self-esteem contribute to job stress and to identify potential differences in job stress experiences across demographic groups. Participants were approached at their respective locations within a school environment, and their consent was sought before administering questionnaires. Rapport was established to ensure participants felt comfortable, and sufficient time was given to read and clarify the questionnaire contents. The questionnaires, distributed with the assistance of research assistants, were carefully completed and scored according to the prescribed scales. Data collected were analyzed using the Statistical Package for Social Sciences (SPSS). Descriptive and inferential statistics were employed to interpret the results. Pearson Product Moment Correlation was used to examine relationships between job stress, career satisfaction, and self-esteem. Linear regression analysis assessed the predictive power of career satisfaction and self-esteem on job stress. Additionally, T-tests were conducted to explore differences in job stress levels based on gender and age. Findings from this study contribute to understanding the interplay between career satisfaction, self-esteem, and job stress, providing insights for developing workplace interventions aimed at reducing stress and enhancing employee well-being.

Psychological pressure on employees in corporate ethics: the method of mobbing

This article analyzes the impact of mobbing and bullying on corporate relations, their investigation causes, and the process of drawing relevant conclusions. Mobbing refers to an ethical and psychological influence within the organization, while bullying represents a form of individual harassment. The consequences of mobbing and bullying in the workplace, their disruptions, and the associated legal and international issues are discussed, along with ways to address these problems. The importance of corporate codes, active participation of leadership, and specialized institutions in preserving employee well-being and maintaining organizational integrity is emphasized.

Bolstering employee well-being through ability, motivation, opportunity-enhancing HRM practices: a moderating and mediating mechanism

Bolstering employee well-being through ability, motivation, opportunity-enhancing HRM practices: a moderating and mediating mechanism

From union clout to corporate couture: Unveiling the impact of trade unions on corporate social responsibility.

Trade unions and corporate social responsibility (CSR) are important institutional mechanisms through which corporations undertake responsibility for their for-profit as well as not-for-profit actions. This study explores the roles of trade unions, management, and shareholders in influencing environmental, social, and governance (ESG) controversies and CSR reporting. Drawing on instrumental stakeholder theory, we argue that while management and shareholders typically focus on governance, profitability, and operational efficiency, trade unions act as critical relational stakeholders advocating for employee welfare and social sustainability. Using a sample of 416 firms over a period of 10 years, our findings reveal that trade unions significantly reduce ESG controversies and enhance CSR reporting by advocating for employee welfare and social sustainability. In contrast, management significantly impacts CSR reporting but notably does not influence ESG controversies. Lastly, shareholders, who are important for governance and profitability, exhibit minimal impact on both ESG controversies and CSR reporting.

IMPACT OF TOXIC LEADERSHIP, EMOTIONAL EXHAUSTION & LACK OF WORK-LIFE BALANCE ON TURNOVER INTENTIONS: MEDIATING ROLE OF JOB STRESS

This study examines the impact of toxic leadership, emotional exhaustion, and lack of work-life balance on the employee turnover intentions, with a focus on mediating role of job stress. Research posits that toxic leadership, characterized by abusive, manipulative and harmful behaviors, exacerbates emotional exhaustion and disrupts work-life balance, thereby increasing employee stress & heightening turnover intentions. Using a survey-based method, data were collected from employees across various industries and structural equation modeling was employed to test the proposed model. The results indicate that toxic leadership is positively related to emotional exhaustion and a lack of work-life balance, both significantly contribute to job stress. Job stress, in turn, mediates the relationship amid these factors and employee turnover intentions. The findings suggest that organizations need to address the toxic leadership behaviors, enhance work-life balance programs, and mitigate emotional exhaustion to reduce stress at work and decrease turnover intentions. This study contributes to the understanding of the psychological mechanisms driving turnover intentions and provides valuable insights for the organizations aiming to improve the retention and employee well-being.

REVIEW OF EMPIRICAL STUDIES ON RELATIONSHIP BETWEEN ORGANISATIONAL CULTURE AND EMPLOYEE PERFORMANCE IN DIFFERENT SECTORS

Organisational culture is holistic and historically determined as the one which manifests in the form of values and norms. Research on Organisational culture thrives to measure, how employees perceive the environment of organisation - Is it the company culture that motivates employees to stay in the current job? or is it the job environment that improves the productivity of employees? or Is prioritizing well-being of women employees motivates them to remain in job? or Is it the encouragement from superiors and team members that motivates employees to perform their job better

A Study of the Impact of Always-on Culture on Employee Health and Well-being at Magna Automotive India Pvt Ltd

A Study of the Impact of Always-on Culture on Employee Health and Well-being at Magna Automotive India Pvt Ltd

Telework and occupational diseases. A systematic review

This systematic review identifies occupational diseases that are related to teleworking, a work phenomenon that has grown significantly, especially after the COVID-19 pandemic. It establishes the context of teleworking and its impact on workers' health, highlighting both its benefits and risks. The aim of the study was to identify and analyse the pathologies associated with teleworking, as well as the psychosocial and ergonomic factors that influence occupational health. The findings show an increase in musculoskeletal disorders, mental health problems, visual disturbances and increased cardiovascular risks, attributable to inadequate working conditions and work overload. In conclusion, the importance of implementing prevention and health promotion strategies in teleworking environments is underlined, suggesting the need for organisational policies that favour the comprehensive well-being of employees, especially in vulnerable populations such as women.

JOB SATISFACTION SCALE FOR TECH WORKERS: IMPLEMENTATION COMPASS

Tech workers are not just employees but ubiquitous architects and drivers of the imminent digitalized future. Tech worker’s wellbeing is, therefore, crucial for global prosperity – necessitating their continuous monitoring and management in the workplace. Although a cross-cultural job satisfaction scale has been specifically developed and validated to help gauge the wellbeing of tech workers, christened JSST, it lacked an implementation guideline. This lack of implementation guidelines for the JSST questionnaire can stifle its practicality and, by extension, the wellbeing of Tech workers. The aim of this study, therefore, is to design an implementation guideline for JSST. The implementation guideline was designed using descriptive statistics and algorithmic specification. Adopting a self-assessment online survey on the original Five-point Likert JSST Questionnaire, this study also demonstrated the implementation of the guideline. 276 valid Tech workers’ job satisfaction self-assessment data solicited globally using the JSST questionnaire was employed to demonstrate the guideline’s feasibility. Overall, the job satisfaction index of the global tech workers has been estimated to fall into the third quartile of satisfaction, Q3, which is low. This low satisfaction index may account for the high turnover and turn-away in the global Tech industry. A notable outcome of this study is the seamless JSST implementation scheme, which is not only effective but also highly adaptable. This scheme can be tailored for the implementation of any multi-faceted psychometric scale, making it a versatile tool for assessing employee wellbeing. The automation for web accessibility of the JSST implementation scheme is encouraged.

The Role of Ergonomic Interventions in Enhancing Employee Well-being: A Case Study from the Hospitality Industry

The Role of Ergonomic Interventions in Enhancing Employee Well-being: A Case Study from the Hospitality Industry

Humanistic Management and Human-Technology Interaction

This article aims to highlight the role of humanistic management in the context of human-technology cooperation, drawing on models from specialized literature. The authors argue that there is a synergistic potential in integrating humanistic management principles into the adoption of advanced technologies and that the sustainability of businesses relies on managers' ability to effectively combine human skills with technological advantages. Managers should ensure that technology is used ethically and responsibly, thus contributing to the development of an organizational culture that supports employee well-being and sustainable growth.