Workplace Well-being Research Articles

Flourishing and job satisfaction in employees working in UK clinical trial units: a national cross-sectional survey

BackgroundTo evaluate healthcare interventions in clinical trials, it is crucial to attract and retain a skilled workforce. The job demands associated with developing and running clinical trials have been linked with difficulties in recruiting and retaining skilled Clinical Trial Unit (CTU) staff. Flourishing conceptualises positive aspects of wellbeing which may help staff to thrive within a demanding job role. This study explored the association between flourishing and job satisfaction among staff based in UK Clinical Research Collaboration (UKCRC)-registered CTUs.MethodsA national online survey of UKCRC-registered CTUs was conducted which combined psychometric measures of flourishing (eudaimonic workplace wellbeing scale) and job satisfaction (including measures of turnover intention and workplace engagement), alongside free-text questions.ResultsFour hundred and eighty-four staff from 52 UKCRC CTUs completed the survey. Overall, participants reported 'average’ levels of job satisfaction and work engagement, but there was evidence that CTU staff reported slightly lower levels of flourishing and moderate levels of turnover intention. Salary, role, and flexible working arrangements were associated with levels of flourishing. When these factors were controlled for, higher levels of flourishing were still predictive of job satisfaction and turnover, but not work engagement. Qualitative analysis of free text responses revealed that elements of the working environment, such as supportive relationships, flexible working, and development opportunities, can act as resources to help employees flourish in their jobs.ConclusionsThrough exploring flourishing in CTU staff we identified factors which may help CTU employees thrive in their role, and in turn increase job satisfaction and commitment to their place of work. CTUs should consider the importance of developing a working environment which supports staff to feel valued, experience autonomy and supportive working relationships, as well as opportunities to develop and engage in meaningful work. Efforts to understand and protect the wellbeing of CTU staff are vital to attract and retain staff to design and conduct clinical trials. The learning from this may be applicable to other healthcare workforces facing a recruitment and retention crisis.

Prescription for change: Unveiling burnout perspectives among pharmacy leaders

Background: Burnout among pharmacists is increasingly pertinent, with growing demand for effective interventions. Burnout can lead to reduced productivity, increased job turnover, medical errors, poor patient satisfaction, and other negative outcomes for patients and providers. Growing attention to burnout in the pharmacy profession highlights the need for personal, organizational, and systemic solutions. However, the uptake and relative efficacy of different approaches remain unclear, particularly within community pharmacy practice. This study sought the viewpoint of community pharmacy leaders (i.e., community pharmacy managers, district managers, franchisees, owners, and executives from various pharmacy organizations) to characterize burnout from their perspectives. Methods: This qualitative study followed a grounded theory approach. Community pharmacy leaders were interviewed using a semistructured format to gather in-depth insights into their experiences and perspectives on burnout and engagement. Results: Sixteen people were interviewed; interviews lasted 30 to 65 minutes, averaging 51 minutes long. Six themes were identified: perceived disconnection between front-line staff and pharmacy decision-makers, overwhelming work demands, cautious optimism toward the expanding scope of pharmacy practice, the importance of employee recognition and appreciation, appropriateness and use of existing work resources, and multimodal, systemic responsibility and solutions to burnout. Conclusion: Addressing burnout requires a multifaceted approach involving personal, organizational, and systemic interventions. Evidence from this study provides valuable insights into the feasibility and efficacy of specific interventions, informing future strategies to enhance workplace well-being and engagement. The study highlights the importance of managing job demands and maximizing resources, emphasizing that personal approaches alone are insufficient and that organizational and systemic interventions are crucial.

Digital Coaching to Address Health, Wellness, and Burnout Among Healthcare Workers: Pilot Study Results.

Healthcare worker (HCW) well-being is essential for safe, high-quality patient care, but clinicians and front-line staff continue to experience alarming rates of burnout. This pilot study evaluated a novel 6-week program of remote wellness coaching supported by daily digital messaging to reduce burnout and increase well-being among HCWs. In spring 2023, staff from a large community health center in California were invited to participate in this single-group pretest-posttest study in an academic-practice partnership. Thirty-four participants who were mostly female (91%), Latina (77%), 36 years old on average (range = 20-61), and represented all major job categories provided informed consent and completed the baseline survey. Of these, 17 completed 6 weekly 20-minute coaching sessions; received daily messages about stress management, self-care, workplace well-being, social connections, and lifestyle and health behaviors, and completed follow-up data collection. The Wilcoxon matched pair signed-rank tests assessed changes from baseline to 2-months follow-up. Self-reported burnout decreased from 59% at baseline to 35% at follow-up. Work exhaustion (p < .05), stress (p < .05) and sleep problems (p < .01) reduced significantly, and wellness practices (p < .05), moderate physical activity (p < .01), and healthy daily eating (p < .05) improved. Our pilot study suggests that a brief digital wellness program may address burnout and increase health and well-being among front-line staff and clinicians. Healthcare settings should consider this type of program for their workers, especially given the added burden of COVID-19 on the healthcare system.

Reimaging, reallocating, and repositioning organizational resources with the inclusion of employee-centered CSR for organizational resilience

Background The COVID-19 pandemic being a systemic crisis shocked the world and underscored the critical need for organizations to reimagine, reallocate, and reposition their resources to ensure survival and resilience. An organization’s resources, particularly human capital, are crucial elements of its success and adaptability in the face of such challenges. The difficulties in obtaining external assistance during the pandemic have further highlighted the importance of innovative strategies like employee-centered CSR (ECCSR) in managing and optimizing organizational resources. Recent studies emphasize the strategic role of ECCSR in bolstering resilience, with a focus on leveraging human capital effectively. Objective This study addresses several key objectives. First, it seeks to establish the interrelation between the four types of organizational resources (i.e., economic, human, physical, and social capital) and organizational resilience. It also aims to unveil the connection between employee-centered CSR (ECCSR) and organizational resilience, as well as to examine the relationship between ECCSR and workplace well-being. Additionally, the study investigates the link between workplace well-being and organizational resilience, and lastly, it explores the mediating role of workplace well-being between ECCSR and organizational resilience. Methods This study utilized a quantitative research design and employed a purposive sampling technique. The direct and indirect relationships among organizational resources, organizational resilience, ECCSR, and workplace well-being were analyzed using a variance-based structural equation modeling approach. Results The results revealed that among the four types of organizational resources, human capital is the most vital resource for organizational resilience. The findings also affirmed the emerging importance of ECCSR for organizational resilience, directly and indirectly through workplace well-being. Conclusions The study concludes that in times of crisis when organizations think outside the box by reimagining their situation and reallocating internal resources, such as human capital, they can buffer external shocks. This approach enables organizations to reposition themselves to withstand challenges and develop a strategic competitive advantage. Additionally, the study finds that the presence of ECCSR can cultivate positive employee well-being and organizations can benefit from the reciprocal gains that help them navigate difficult times more effectively. Implementing ECCSR not only fulfills an organization’s role as a responsible employer but also fosters workplace well-being, ultimately strengthening organizational resilience.

High-Performance Work Systems, Work Intensification, Health Harm and Well-Being: Mediation and Moderation Models

This study aims to examine the impact of work intensification, high-performance work systems (HPWS), and workplace well-being on health harm at Bentoel Group Cigarette Factory, Malang. Using an explanatory research approach, the study explores the mediating role of HPWS as a variable that explains the relationship between work intensification and health harm, as well as workplace well-being as a moderating variable influencing the relationships between variables. Data were collected through questionnaires distributed to 128 production employees in the tobacco processing section using a saturated sampling method. The analysis was conducted using SEM techniques with the SMARTPLS 4.0 software. The results show that the descriptive values of the variables of work intensification, HPWS, health harm, and workplace well-being each have good average scores. Work intensification has a significant positive effect on health harm. Additionally, work intensification has a significant negative effect on the implementation of HPWS. HPWS has a significant negative effect on health harm, indicating that HPWS can reduce health harm. HPWS also mediates the effect of work intensification on health harm with a significant positive influence. Workplace well-being was found to have a significant moderating effect, showing that increased workplace well-being can reduce the negative impact of HPWS on health harm. Keywords: High-Performance Work Systems (HPWS), Work Intensification (WI), Workplace Well-Being (WWB), Health Harm (HH)

Promoting Workplace Health, Safety, and Well-Being Among Essential Agricultural Workers Through Vaccine-Preventable Infectious Diseases Training in the Rio Grande Valley

ABSTRACT Introduction Health, safety, and well-being training programs provide essential education on anticipating, identifying, and mitigating exposures like infectious diseases. Gaps in infectious diseases awareness and education became especially apparent during the COVID-19 pandemic and subsequently were exacerbated by mis- and disinformation. Methods Vaccine-preventable infectious diseases training (influenza, hepatitis A and B, and tetanus infections, including COVID-19) was developed, delivered, and evaluated among 1,043 farmworkers, bodega workers, and production management in the Rio Grande Valley using mobile-learning technologies. The Kirkpatrick Four-Level Training Evaluation Model was utilized to evaluate training satisfaction (Level 1), effectiveness (Level 2), and effect on behavior (Level 3). Results The mean score on the pretest before training was 67.8% (SD 17.5), and the mean score on the same test immediately after the video training was 77.2% (SD 17.9). A paired t-test revealed that knowledge improved significantly from pre- to post-training (p < .05). We observed a difference between mean pre- and post-test scores relative to the pooled standard deviation, resulting in an effect size estimate of 0.53 indicative of a medium learning effect. Conclusion There is no “silver bullet” for training migrating bodega and farmworkers. Our findings suggest that the utilization of m-learning techniques continues to be a successful mechanism for delivering health, safety, and well-being awareness training content to agricultural workers in remote and challenging work environments. There is a long overdue need for offline capable software with features that allow equitable access to training, even in remote farming regions.

Meta-analytic structural equation modeling for exploring workplace friendship, well-being, and organizational commitment.

Workplace friendships, which are informal relationships in the workplace, foster mutual trust, assistance, and emotional support and create a sense of belonging among coworkers. Employees with positive perceptions of their job responsibilities, psychological needs, and work environment experience happiness, satisfaction, and an overall sense of well-being. A heightened sense of well-being in the workplace positively affects employee satisfaction with job tasks and the work environment, reinforcing employees' sense of belonging and organizational commitment. The study proposed and validated a theoretical model, with meta-analytic structural equation modeling employed to conduct quantitative, empirical research on workplace friendships, well-being, and organizational commitment in Taiwan and to analyze correlations between relevant variables. The theoretical model was further validated through structural equation modeling, which yielded favorable goodness of fit in terms of various indicators. The mediating effect of well-being was verified through bootstrapping analysis. Within a 95% confidence interval, the total effect size of workplace friendships on organizational commitment was 0.549, which is the sum of its direct effect (0.255) and indirect effect (0.294). This finding indicates that well-being plays a mediating role in the association between workplace friendships and organizational commitment. The proposed theoretical model in this study is supported. Finally, the research results are discussed, and practical suggestions are provided.

A Longitudinal Multi-Method Inquiry of Educational Workers' Use of Interventions for Positive Mental Wellbeing.

Compassion fatigue and burnout are two distinct forms of mental health distress faced by educational workers. Researchers have shown a high level of both phenomena across the field of education; however, a better understanding of what educational workers already do for positive mental and emotional health is needed. This research study examined three years of data, collected via survey, inquiring into the various interventions, namely supports and resources, that educational workers use to support positive mental health. Quantitative data analysis via descriptive and inferential statistics revealed that educational workers relied heavily on their personal support network followed distantly by medical professionals and other interventions, revealing a gap that needs to be addressed by employers. Qualitative thematic analysis revealed a trend towards increased use of environmental interventions to promote positive mental wellbeing. The data analysis suggested areas of focus required to ensure workplace wellbeing, and that programs too focused on individual or self-directed interventions would not be well received by educators. Suggestions for other interventions that might be helpful for leaders and policy-makers are provided.

NAP's national survey of workplace mental health and well-being

NAP's national survey of workplace mental health and well-being

Psychological distress among nurses: Exploring the role of support in the work-place in Morocco.

This study aimed to assess the psychological distress, specifically anxiety and depression, among nurses employed at University Hospital Center of Rabat in Morocco and tested the associations between support in the workplace and nurses' psychological well-being. A cross-sectional observational study was conducted at University Hospital Center of Rabat in Morocco, based on a prospective data collection employing an ad-hoc self-report questionnaire. 223 nurses were enrolled with a minimum of 1 year of practice in any care unit. Socio-demographic and professional characteristics of each participant were included. A validated tool was utilized to measure the support from superiors and colleagues in the workplace, while the Hospital Anxiety and Depression Scale (HADS) was employed to evaluate anxiety and depression. Univariate and multivariate analyses were conducted to explore the relationships between different independent and dependent variables. Significant socio-demographic and professional factors associated with increased anxiety included female gender, age over 41 years old, Baccalaureate level of education, intention to leave the hospital, and less support from superiors. Regarding the levels of depression, the Baccalaureate level of education was significantly associated with higher levels of depressive symptoms (β 2.444; CI [1.203, 3.686]). Our findings suggested that ensuring support from superiors was crucial for safeguarding the psychological well-being of nurses. Therefore, hospital managers should prioritize addressing the workplace support for professionals, and the organizational enhancement.

Enhancing Workplace Well-being: Unveiling the Dynamics of Leader–Member Exchange and Worker Safety Behavior Through Psychological Safety and Job Satisfaction

BackgroundIn healthcare, ensuring safety is crucial for quality care and patient outcomes. While research links leader–member exchange (LMX) quality to safety behavior, this remains understudied in healthcare. Our study explores LMX's long-term impact on safety behavior, proposing a model that includes the moderated mediating role of psychological safety and job satisfaction in the relationship between LMX and safety behaviors, regarding compliance (SCB) and participation (SPB). By identifying the mechanisms through which LMX influences safety behavior, this study can provide insights into the development of interventions that promote workplace safety and enhance the well-being of healthcare workers. MethodsWe collected data from 325 Algerian healthcare workers across three public hospitals at three points. Through SmartPLS analysis, we used advanced features of Partial Least Squares Structural Equation Modeling (PLS-SEM) alongside PROCESS analysis to evaluate the relationships within our proposed model. ResultsOur analysis found a significant association between higher LMX and increased job satisfaction that positively correlated with enhanced SCB adherence and mediated the LMX–SCB relationship. This relationship was strengthened with high psychological safety. ConclusionOur study emphasizes the crucial role of LMX quality in shaping safety behavior among Algerian healthcare workers, providing insights for cultivating a safety culture in healthcare settings, highlighting the significance of prioritizing LMX, JS, and PS to improve workplace safety and support healthcare worker well-being.

Tailoring Well-Being Programs for Optimal Impact

This article explores strategies for achieving optimal outcomes through workplace well-being programs. It discusses defining success across multiple impact dimensions including participation, behavior change, health outcomes, and organizational costs. A research-backed framework is provided for tailoring program design based on unique organizational culture factors such as industry, size, values, and generational mix. Behavioral science principles are also outlined for strengthening employee engagement through tactics like social support, gradual goal-setting, feedback mechanisms, and offerings that provide pleasure and autonomy. Real-world case examples from diverse industry settings demonstrate effective application. The brief concludes with recommendations for ongoing program stewardship including evaluation, leadership buy-in, community building, communications, and continuous improvement efforts. The goal is to help practitioners maximize returns from their wellness investments.

El malestar en el trabajo con gafas violeta: significados sobre el ausentismo laboral por motivos de salud mental en funcionarias del poder judicial chileno

In this article, we delve into the meanings of mental health leave among female judicial branch employees in Chile. Using a qualitative and critical approach, we explored the workers’ subjective experiences of discomfort in paid work and emphasize the importance of examining this phenomenon from a gender perspective. We argue that sick leave pertains not only to protecting physical health, but it is also a socially constructed instance of self-care and a refuge against power asymmetries and gender violence in workplace dynamics. Finally, we propose a critical approach to the conceptualization of biomedical and individual parameters of workplace wellbeing, thus fostering new narratives against depoliticization in a scenario of increasing psychiatrization of society.

Well Presence, Well Performance: The Effect of Online Presence on Indonesian Remote Employees’ Performance through Workplace Well-Being

Well Presence, Well Performance: The Effect of Online Presence on Indonesian Remote Employees’ Performance through Workplace Well-Being

Mental health and job satisfaction among social workers a quantitative study an analysis of workplace well-being in the social work profession

Mental health and job satisfaction among social workers a quantitative study an analysis of workplace well-being in the social work profession

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

Evaluation of a public health workplace staff psychosocial risk assessment and wellbeing initiative

Abstract Adverse psychosocial work environments can have a detrimental effect on staff wellbeing causing chronic stress leading to burnout. Despite legislation mandating regular risk assessments, only one third of workplaces assess psychosocial risks. A 2020 European report identified one of the main barriers being a reluctance to talk openly about psychosocial issues. This paper describes an evaluation of a staff psychosocial risk assessment and wellbeing initiative in a Public Health Department in Ireland. The initiative commenced in October 2022 during a period of major health service organisational change. Informed by positive organisational psychology conceptual frameworks, guided by the European Psychosocial risk assessment framework (PRIMA-EF) and utilising the HSE Work Positive (CI) survey tool it was possible to constructively identify and categorise psychosocial risks across the Public Health team. In the evaluation, a mixed methods approach was used based on Donabedian’s structures, processes and outcomes overarching framework and Nielsen’s Model of Process Evaluation Framework. The first three iterative quality improvement cycles of the intervention were reviewed. The evaluation demonstrated that all of Nielson’s three indicators for a successful organisational level staff wellbeing intervention had been met: there was evidence of improvement in both working conditions and staff wellbeing; iterative quality improvement cycles including appreciative inquiry staff collaborative engagement ensured staff views and key learning was captured; new organisational structures within the Department enabled the sustainability of this process. The evaluation indicates that the staff psychosocial risk assessment process is beneficial for staff wellbeing and that the methods used are appropriate. The resources used in this process continue to be readily available within the health service organisation. The evaluation supports continuation of this process in its present form. Key messages • This evaluation supports staff psychosocial risk assessment and mitigation processes and provides a framework for healthcare managers to implement such processes and comply with legislation. • This evaluation indicates that effective and sustainable collaborative staff engagement can be achieved using a positive focus which builds on team strengths and harnesses collective wisdom.

From Reflection to Action: Enhancing Workplace Well-Being Through Digital Solutions

Abstract Despite the widely acknowledged importance of well-being, our well-being can regularly be under pressure from external sources. Work is often attributed as a source of stress and dissatisfaction, so, unsurprisingly, extensive efforts are made to measure and improve our well-being in this context. This paper examines opportunities to better design supportive digital solutions through two complementary studies. In the first study, we present a longitudinal assessment of a well-being-focused self-report application deployed in two organizations. Through an analysis of one year of application usage across 219 users, we find both established and novel patterns of application usage and well-being evaluation. While prior work has highlighted substantial dropout rates and daily well-being fluctuations that peak in the morning and early evening, our results highlight that substantial breaks in usage are common, suggesting that users choose to engage with well-being applications mainly when they need them. In the second study, we expand on the topic of well-being reflection at work and the use of technology for this purpose. Through a survey involving 100 participants, we identify current practices in increasing well-being at work, obstacles to sharing and discussing mental well-being states, opportunities for digital well-being solutions and reflections on transparency and communication. Our combined results highlight opportunities for HCI research and practice to address the ongoing challenges of maintaining well-being in today’s work environments.

Improving Workplace Well-being in Modern Organizations: A Review of Large Language Model-based Mental Health Chatbots

The global rise in mental disorders, particularly in workplaces, necessitated innovative and scalable solutions for delivering therapy. Large Language Model (LLM)-based mental health chatbots have rapidly emerged as a promising tool for overcoming the time, cost, and accessibility constraints often associated with traditional mental health therapy. However, LLM-based mental health chatbots are in their nascency, with significant opportunities to enhance their capabilities to operate within organizational contexts. To this end, this research seeks to examine the role and development of LLMs in mental health chatbots over the past half-decade. Through our review, we identified over 50 mental health-related chatbots, including 22 LLM-based models targeting general mental health, depression, anxiety, stress, and suicide ideation. These chatbots are primarily used for emotional support and guidance but often lack capabilities specifically designed for workplace mental health, where such issues are increasingly prevalent. The review covers their development, applications, evaluation, ethical concerns, integration with traditional services, LLM-as-a-service, and various other business implications in organizational settings. We provide a research illustration of how LLM-based approaches could overcome the identified limitations and also offer a system that could help facilitate systematic evaluation of LLM-based mental health chatbots. We offer suggestions for future research tailored to workplace mental health needs.

The use of community-engagement approaches to identify strategies for increasing workplace well-being among LGBTQ+ adults

BackgroundLGBTQ + individuals often face social stigma and workplace discrimination, negatively impacting their well-being. However, limited research exists on the factors and strategies that enhance their positive workplace experiences. This study was a sequential qualitative mixed-method design conducted in three phases. The study had the following objectives: identifying factors associated with workplace well-being, generating strategies for improving workplace well-being, and obtaining feedback on the identified strategies' acceptability. MethodsIn Phase 1, in-depth interviews were conducted with 10 LGBTQ + who described factors that improved their satisfaction at work. In Phase 2, two focus group discussions were held with 13 participants, including LGBTQ + adults, scholars in positive psychology, human resource development, and civil rights advocates, to develop strategies for improving workplace well-being based on Phase 1 data. In Phase 3, a survey was sent to a subset of the focus group participants (N = 7) to ascertain the acceptability of the developed strategies. Data analysis was performed using deductive and inductive approaches. ResultsThe study's first phase identified the factors contributing to workplace well-being. These factors were categorized into intrapersonal, interpersonal, and social-ecological. In the second phase and third phase, 11 strategies were developed to improve workplace well-being. These strategies were divided into two sections. The first section includes strategies organizations and agencies can implement to promote employee well-being (such as emphasizing diversity and equity as core values). The second section outlines strategies for government and civil society sectors (such as establishing laws addressing LGBTQ + equal rights). The Index of Congruence (IOC) assessed the relationship between strategies and workplace well-being improvement. Results showed IOC values from 0.8 to 1 for 11 strategies, indicating high content validity. ConclusionsStrategies to enhance LGBTQ + workplace well-being were identified through community engagement, but further research is needed for implementation and evaluation.