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Relevant bibliographies by topics / Employee well-being and organizational performance

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Academic literature on the topic 'Employee well-being and organizational performance'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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Journal articles on the topic "Employee well-being and organizational performance"

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Barinua, Victor (Ph.D), and Soye Alaye Barango-Tariah. "Employee Well-Being and Employee Job Performance." Scholarly Journal of Management Sciences Research 3, no. 10 (2024): 1–22. https://doi.org/10.5281/zenodo.14211867.

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<em>Given the importance of employee well-being to employee job performance, this study aims to investigate effect of the former on the latter. Some dimensions of employee well-being such as physical, social and psychological well-being were examined to determine their impacts on job performance. Organizations should establish a healthy working atmosphere to stimulate performance. However, the study method/approach was theoretical and position-based review of extant literature. F</em><em>indings reveal that social well-being is necessary since individuals need frequent interactions in stable r

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McCart, Andrew L. "Strategic Health Education by Organizational Leaders: Enhancing Workforce Well-Being and Performance." Journal of Quality in Health Care & Economics 7, no. 6 (2024): 1–18. http://dx.doi.org/10.23880/jqhe-16000418.

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Background: Health education strategies led by organizational leaders play a pivotal role in improving workforce health and overall organizational performance. Despite the growing recognition of the importance of wellness initiatives, critical factors contributing to the success of these programs remain underexplored. This study examines the role of leadership in fostering a culture of health and how tailored wellness programs impact employee well-being and organizational outcomes. Objectives: The primary objective of this study is to identify the critical success factors of health education p

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Ngo, Tuyet, Thi, Huong, Xuan Vu, and Chau, Dang Nguyen. "THE INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPLOYEE WELL-BEING AND PRODUCTIVITY: INSIGHTS AND RECOMMENDATIONS FOR VIETNAMESE ORGANIZATIONS." American Journal of Management and Economics Innovations 6, no. 3 (2024): 53–65. http://dx.doi.org/10.37547/tajmei/volume06issue03-07.

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The impact of organizational culture on employee well-being and productivity is a crucial factor in determining the success of an organization. This study aims to investigate the relationship between organizational culture, employee well-being, and productivity, with a specific focus on Vietnamese organizations. By conducting an extensive review of literature and analyzing empirical evidence, the research identifies key cultural dimensions and organizational practices that influence employee well-being and productivity within the Vietnamese context. This paper delves into how cultural values,

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OBENG, ANTHONY FRANK, PRINCE EWUDZIE QUANSAH, ERIC COBBINAH, and STEPHEN ABIAM DANSO. "Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support." International Journal of Human Resource Studies 10, no. 3 (2020): 238. http://dx.doi.org/10.5296/ijhrs.v10i3.17395.

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Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between

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BHARATHY P, MS DIVYA. "A Study on Impact of Employee Well – Being on Organizational Performance." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem45355.

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The study aimed to assess employee perceptions of organizational strategies and tools for well-being. Improving employees' physical, emotional, and social conditions has a favorable impact on economic performance and competitiveness. However, little is understood about how to include employee wellbeing into human resource management strategies and procedures. There is limited study on how well-being strategies and tools might be adapted to meet the needs of employees as stakeholder. This article examines HR efforts aimed at improving employee well-being in the workplace. Organizations are incr

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Magnier-Watanabe, Remy, Toru Uchida, Philippe Orsini, and Caroline F. Benton. "Organizational virtuousness, subjective well-being, and job performance." Asia-Pacific Journal of Business Administration 12, no. 2 (2020): 115–38. http://dx.doi.org/10.1108/apjba-10-2019-0210.

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PurposePast research has convincingly shown that higher employee subjective well-being, or happiness, is a source of higher job performance and retention. This paper therefore examines the relationships between organizational virtuousness, subjective well-being, and individual job performance among French and Japanese employees.Design/methodology/approachA questionnaire survey was conducted among Japanese and French managers and staff at Japanese and French domestic companies and structural equation modeling was employed to compare those associations.FindingsWe found that the Japanese and the

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Lungu, Diana-Cristina. "A Bibliometric Analysis of Performance Management and Employee Well-Being." Proceedings of the International Conference on Business Excellence 18, no. 1 (2024): 3023–35. http://dx.doi.org/10.2478/picbe-2024-0249.

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Abstract In light of the unprecedented challenges brought about by the pandemic and recent societal shifts, there has been a notable transformation in people's lives and needs. These changes have significantly impacted professional activities, posing new challenges in maintaining organizational commitment among employees. Consequently, there is a pressing need to transition from viewing performance management as a mere task to be completed, towards a process centered on employee motivation and professional development solutions, which are imperative for organizational success in the current cl

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Croitoru, Gabriel, Nicoleta Valentina Florea, Valentina Ofelia Robescu, and Mihai Bogdan Croitoru. "The impact of well-being on work performance." Zbornik radova Ekonomskog fakulteta u Rijeci 43, no. 1 (2025): 63–90. https://doi.org/10.18045/zbefri.2025.1.9.

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This study investigates the impact of employee well-being—emotional, economic, and relational – on organizational performance, emphasizing the mediating role of job satisfaction. A quantitative method was applied using survey data collected from 191 employees in Dâmbovița County, Romania. Structural Equation Modeling (SEM-PLS) was employed to test the proposed hypotheses. Results indicate that economic and emotional well-being positively influence job satisfaction, which in turn significantly predicts work performance. Economic well-being also directly affects performance. However, relational

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Arifin, Zainal, Meldasari Said, and Laila Refiana Said. "Virtual team communication to improve employees’ financial well-being and task performance." Economic Annals-ХХI 197, no. 5-6 (2022): 24–31. http://dx.doi.org/10.21003/ea.v197-04.

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The COVID-19 pandemic has forced almost all countries in the world to implement lockdowns. The impact of the COVID-19 pandemic is work from home. This study examines employee preferences and organizational support directly and indirectly through virtual teamwork communication on employee task performance and Financial Well-being. This study used the descriptive qualitative method. The study involved 156 employees working in education, telecommunications, transportation and health in South Kalimantan, Indonesia. Sampling was carried out randomly among employees in the research department. The r

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Ahmed, Ishfaq, Wasim-ul Rehman, Fouzia Ali, Ghulam Ali, and Farooq Anwar. "Predicting employee performance through organizational virtuousness." Journal of Management Development 37, no. 6 (2018): 493–502. http://dx.doi.org/10.1108/jmd-04-2017-0115.

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Purpose The purpose of this paper is to value the role of organizational virtuousness in predicting employee performance through mediation of affective well-being and work engagement. Design/methodology/approach Data were collected through questionnaires from 487 banking employees from 60 branches of ten banks. Findings Analysis through structural equation modeling proves that virtuousness positively predicts employees’ well-being and engagement, which in turn influence their performance. Furthermore, both well-being and engagement proved to be partial mediation in the relation, where well-bei

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Dissertations / Theses on the topic "Employee well-being and organizational performance"

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Herb, Kelsey Cristine. "Investigating the Impact of Employee Development Activities on Employee Well-being." University of Akron / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=akron1429216423.

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Odle-Dusseau, Heather N. "Organizational and family resources as predictors of well-being, family functioning, and employee performance a longitudinal study /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849420/.

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Fujishiro, Kaori. "Fairness at work its impacts on employee well-being /." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117142039.

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Thesis (Ph.D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xiii, 203 p.; also includes graphics. Includes bibliographical references (p. 188-203). Available online via OhioLINK's ETD Center

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Herleman, Hailey A. "International work demands and employee well being and performance." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1249065600/.

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McClelland, Charlotte Rebecca. "Performance monitoring and its effects on employee performance and well-being." Thesis, University of Sheffield, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.556986.

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The focus of this Thesis is on examining and explaining the effects of performance monitoring on employee performance and well-being outcomes. The use of monitoring, organisational systems and practices for managing employees' performance behaviours, is extensive, despite an ongoing and unresolved debate over its effects on employees. Job design, goal-setting and feedback, leadership and organisational justice theories were used as a basis for constructing a more comprehensive and integrative research model on performance monitoring and its effects than has been examined to date. Herein, chara

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Eatough, Erin. "Illegitimate Tasks and Employee Well-Being: A Daily Diary Study." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4476.

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This dissertation focuses on an occupational stressor that has been recently introduced to the literature, illegitimate tasks, or tasks that seem unreasonable or unnecessary at work. Previous work has demonstrated the relationship between illegitimate tasks and a narrow set of discrete emotions as well as negative employee performance behaviors. The current research contributes to the literature by expanding the nomological network associated with illegitimate tasks and uses a rigorous daily diary methodology in a full-time working sample. It was expected that illegitimate tasks reduce state l

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DE, CARLO ALESSANDRO. "ORGANIZATIONAL WELL-BEING AND PERFORMANCE IN ATYPICAL WORK. THE ROLE OF ORGANIZATIONAL AND PERSONAL FACTORS." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1019.

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Oggetto della tesi, fondata sull’integrazione tra metodologie qualitative e quantitative nella ricerca applicata nelle organizzazioni, sono gli effetti di fattori organizzativi e personali sul benessere organizzativo e sulla performance dei lavoratori atipici. La tesi è composta da due parti. Nella prima viene condotta un’analisi approfondita dei contenuti della letteratura riguardo alle tematiche del benessere organizzativo e della performance, specialmente in relazione al lavoro atipico. La seconda parte si compone di tre studi empirici. Il primo, condotto con metodologie quantitative presso

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DE, CARLO ALESSANDRO. "ORGANIZATIONAL WELL-BEING AND PERFORMANCE IN ATYPICAL WORK. THE ROLE OF ORGANIZATIONAL AND PERSONAL FACTORS." Doctoral thesis, Università Cattolica del Sacro Cuore, 2011. http://hdl.handle.net/10280/1019.

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Oggetto della tesi, fondata sull’integrazione tra metodologie qualitative e quantitative nella ricerca applicata nelle organizzazioni, sono gli effetti di fattori organizzativi e personali sul benessere organizzativo e sulla performance dei lavoratori atipici. La tesi è composta da due parti. Nella prima viene condotta un’analisi approfondita dei contenuti della letteratura riguardo alle tematiche del benessere organizzativo e della performance, specialmente in relazione al lavoro atipico. La seconda parte si compone di tre studi empirici. Il primo, condotto con metodologie quantitative presso

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Philamon, Jan Elizabeth, and n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Philamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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Books on the topic "Employee well-being and organizational performance"

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L, Cooper Cary, ed. Missing pieces: 7 ways to improve employee well-being and organizational effectiveness. Palgrave Macmillan, 2009.

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Putnam, Laura. Workplace wellness that works: 10 steps to infuse well-being and vitality into any organization. John Wiley & Sons, Inc., 2015.

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Zayceva, Tat'yana, and Anatoliy Zub. Personnel management. INFRA-M Academic Publishing LLC., 2025. https://doi.org/10.12737/2160249.

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The textbook covers all aspects of personnel management, including the history of the formation of this science, approaches, as well as the main areas of practical activity. It provides the theoretical foundations of planning, recruitment, development, motivation, staff performance assessment, remuneration, as well as practical recommendations and examples. It is designed to help students develop core competencies in the field of personnel management, understand the patterns of human behavior in organizations, learn how to effectively organize the work of employees and create a positive workin

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Saydullaeva, Lyudmila. Performing work by the profession of a worker: tractor driver-machinist of agricultural production. Workshop. INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1859854.

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In the textbook on the implementation of practical work on PM.04 "Performance of work on one or more professions of workers, positions of employees of the MDK.04.01 — Performance of work in the profession of a worker: tractor driver-machinist of agricultural production" the methods and technologies of performing work in crop production during the cultivation of agricultural crops, the general arrangement of machines and aggregates are considered. The agrotechnical requirements for the performance of mechanized work in crop production, information on the preparation of machines for work and the

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Durakova, Irina, Tat'yana Grechko, Anna Bagirova, et al. Personnel management in Russia: adaptation to the present. Book 12. INFRA-M Academic Publishing LLC., 2025. https://doi.org/10.12737/2150868.

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The monograph contains the results of research concerning, firstly, the new scientific vision of man and family in the context of modern changes. In the context of these areas, adaptation to the present is considered from the perspective of overcoming stress, maintaining mental health, and current problems of fertility and parenthood. Secondly, there are contradictions between inclusivity and organizational cynicism in shaping the working environment, mental and physical well-being, values and living space of a modern employee. Thirdly, the issues of diversification in personnel management, fo

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Pawar, Badrinarayan Shankar. Employee Performance and Well-Being. Taylor & Francis Group, 2021.

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Pawar, Badrinarayan Shankar. Employee Performance and Well-Being: Leadership, Justice, Support, and Workplace Spirituality. Taylor & Francis Group, 2019.

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Pawar, Badrinarayan Shankar. Employee Performance and Well-Being: Leadership, Justice, Support, and Workplace Spirituality. Taylor & Francis Group, 2019.

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Pawar, Badrinarayan Shankar. Employee Performance and Well-Being: Leadership, Justice, Support and Workplace Spirituality. Taylor & Francis Group, 2019.

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Pawar, Badrinarayan Shankar. Employee Performance and Well-Being: Leadership, Justice, Support, and Workplace Spirituality. Taylor & Francis Group, 2019.

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Book chapters on the topic "Employee well-being and organizational performance"

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Pawar, Badrinarayan Shankar. "Organizational justice for employee performance and well-being." In Employee Performance and Well-being. Routledge India, 2019. http://dx.doi.org/10.4324/9780429244193-7.

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Pawar, Badrinarayan Shankar. "Organizational support for employee performance and well-being." In Employee Performance and Well-being. Routledge India, 2019. http://dx.doi.org/10.4324/9780429244193-8.

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Ogbonnaya, Chidiebere, and Samuel Aryee. "HRM Practices, Employee Well-Being, and Organizational Performance." In Handbook on Management and Employment Practices. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_17-1.

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Ogbonnaya, Chidiebere, and Samuel Aryee. "HRM Practices, Employee Well-Being, and Organizational Performance." In Handbook on Management and Employment Practices. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_17.

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De Ruiter, Melanie, and Pascale Peters. "Flexible Work Initiatives, Employee Workplace Well-Being, and Organizational Performance." In Handbook on Management and Employment Practices. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_30-1.

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De Ruiter, Melanie, and Pascale Peters. "Flexible Work Initiatives, Employee Workplace Well-Being, and Organizational Performance." In Handbook on Management and Employment Practices. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_30.

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Shakespeare, Ian, and B. Udaya Kumar Reddy. "Mental Health, the Pandemic, and a New Path Forward for Employee Well Being and Organizational Success." In Stress, Wellness, and Performance Optimization. Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003400172-7.

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Steijn, Bram, and David Giauque. "Public Sector Employee Well-Being." In Managing for Public Service Performance. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192893420.003.0012.

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This chapter deals with an important issue in every public organization: employees’ well-being, which the academic literature consistently relates to organizational performance. After addressing the definition of well-being, the chapter presents the two main theoretical lenses through which well-being is considered: the job demands–resources (JD–R) and the person–environment (P–E) fit models. With respect to these two theoretical models, the main empirical findings, specifically for public organizations, are described and discussed. Thus, variables are identified that can be considered as leve

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Bhanumathi, P., P. Keerthi Chandrika, and B. Sathish Babu. "Employee Well-Being and Mental Health." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-1938-3.ch010.

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Due to increased work pressure and organizational performance expectations, employees struggle to maintain their mental health and peace, leading to decreased motivation and employee attrition. Adding to the work pressure, maintaining a work-life balance has become crucial for building a successful career for any employee. Today's Generation X and Generation Y (millennials) employees have varied preferences and priorities, and their expectations from the organization have changed a lot. The organization is responsible for creating strategies and policies tailor-made for heterogeneous work grou

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Singh, Bhupinder, Saurabh Chandra, and Kittisak Wongmahesak. "Prioritizing Employee Psychological Well-Being." In Prioritizing Employee Mental Health and Well-Being for Organizational Success. IGI Global, 2025. https://doi.org/10.4018/979-8-3373-2210-0.ch003.

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Promoting the psychological health of workers is now a critical global public health priority impacting groups and societies with implications for organizational sustainability and societal advancement. In the wake of heightened workplace stress, burnout and mental health illness, workplace mental health promotion is essential. Organizations need to take a fragmented approach and incorporate mental health, flexible hours and inclusive culture, and regular wellness metrics as part of its approach. With providing employees with access to programs that promote mental resilience, creating open com

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Conference papers on the topic "Employee well-being and organizational performance"

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Anand, Neha, Vijaya Lakshmi V, Sanjeeb K. Jena, Anubha Pundir, Melanie Lourens, and Anjana Prusty. "Exploring the Link between Employee Well-Being and Organizational Performance." In 2024 International Conference on Trends in Quantum Computing and Emerging Business Technologies (TQCEBT). IEEE, 2024. http://dx.doi.org/10.1109/tqcebt59414.2024.10545103.

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Keiser, James R., Roberta A. Peascoe, James G. Hemrick, et al. "Materials Performance in High-Temperature Black Liquor Gasification." In CORROSION 2005. NACE International, 2005. https://doi.org/10.5006/c2005-05314.

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Abstract Combined cycle gasification of the black liquor waste stream generated in pulp and paper mills offers the potential for more efficient recovery of the energy content of the stream as well as a reduction in emissions and operation of a system without the potential for molten smelt - water explosions. Many companies and organizations have studied, proposed and/or developed black liquor gasification systems. Two of these have been taken to the stage of implementation in operating North American mills. The lower temperature process is being employed at two semi-chem mills; one in Big Isla

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Ploscaru, Andra Nicoleta, Claudia Cristina Rotea, Marian Cazacu, and Daniela Victoria Popescu. "Exploring the Direct Influence of the Organizational Change Process on Organizational Performance." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/036.

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Organizational change can significantly impact organizational performance, but this impact can be different depending on the nature and purpose of the change and how it is managed. The paper proposes a model for evaluating the effects of the organizational change process on organizational performance, staff retention, and organizational abandonment. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. Effective c

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Herrmann, Jan-Phillip, Yutaro Nemoto, Dennis Kobelt, Sven Tackenberg, and Marvin Goppold. "An Educational Serious Game for investigating perceived Impacts of Digital Technologies on Employee Well-Being and Organizational Performance." In Gemeinschaften in Neuen Medien. Technische Universität Dresden, 2021. http://dx.doi.org/10.25368/2022.47.

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Kwaku Ata Hanu, Charles, Michael D Dzandu, Hayford Amegbe, and Buddhi Pathak. "'Adapting ergonomics and human factors in remote work for employee well-being: A conceptual study." In 16th International Conference on Applied Human Factors and Ergonomics (AHFE 2025). AHFE International, 2025. https://doi.org/10.54941/ahfe1006598.

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Purpose: The shift from the traditional face-to-face to remote working requires that both employers and employees to adapt their environments to ensure alignment with the demands of remote work. This includes leveraging digital technologies, infrastructure, tools, systems, and content to enhance employees’ effectiveness and well-being. Given permanence of remote and hybrid work following the widespread adoption during the COVID-19 pandemic, it is essential to identify ergonomic factors that support employee well-being and productivity in these settings. While existing studies have identified e

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Sylejmani, Mimoza, and Maja Meško. "Managing Workplace Stress in Businesses in the Prishtina Region to Enhance Performance." In 43rd International Conference on Organizational Science Development. University of Maribor Press, 2024. http://dx.doi.org/10.18690/um.fov.3.2024.70.

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Effective stress management in the workplace is key to improving the performance of employees and the entire company. Focusing on measures to manage stress and create a supportive work environment not only benefits employee health and productivity but also acts as a catalyst for fundamental changes in the corporate response to various problems. This promotes a healthy work culture that supports user happiness and long-term organizational success. The study analyzed stress management approaches and their relationship with employee performance in the Prishtina region, including a total of 60 par

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Constantinescu, Alina. "Aspects of motivational management with implications for employee performance." In The 8th International Conference "Management Strategies and Policies in the Contemporary Economy". Academy of Economic Studies of Moldova, 2023. http://dx.doi.org/10.53486/icspm2023.26.

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The instability of the current economic and socio-political conditions implies the need for adaptation, or permanent revision of the methods and procedures applied by the motivational management at the level of each organization, the economic entities being in the situation of finding new ways of employees' motivation, resources that support and maintain the flexibility and continuous accommodation characters, to inherent changes. Based on the results recently obtained following an empirical research on employees from a certain region of Romania, the purpose of this work is to emphasize certai

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Jokanović, Bojana, Ivana Tomić, Andrea Okanović, Leposava Grubić-Nešić, and Nikola Stojić. "THE INFLUENCE OF ORGANIZATIONAL CHANGE ON THE EMPLOYEE’S PERFORMANCE." In 19th International Scientific Conference on Industrial Systems. Faculty of Technical Sciences, 2023. http://dx.doi.org/10.24867/is-2023-t6.1-12_02041.

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In order to survive in a global knowledge economy, all organizations that want to position themselves well in the market must initiate changes or adapt to the already occurring changes in the environment. The aim of this study is to explore the impact of organizational changes on performance of employees. The significance of this study is in determining how different types of organizational changes affect employees and their performance. It is extremely important to study changes from the perspective of employees. If employees do not see the change as a threat, they will more easily accept it

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Chandad, Siham, and Rochdane Hanane. "WELL-BEING AT WORK: PERCEPTION OF HUMAN RESOURCES MANAGERS- AN EXPLORATORY CONTEXTUALIZATION STUDY." In International Conference on Business, Economics, Law, Language & Psychology, 11-12 September 2024, London. Global Research & Development Services Publishing, 2025. https://doi.org/10.20319/icssh.2025.260261.

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In a context where labor market competitiveness is intense and the quest for productivity is relentless, well-being at work emerges as a crucial pillar and strategic challenge for Human Resources Managers concerning employee performance and retention. HR professionals are increasingly viewed as strategic partners in driving organizational success. This study contributes to the field by deepening the research on HRMs' perceptions of workplace well-being from an employer's perspective. By focusing specifically on how HR professionals perceive and address well-being at work, this research offers

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Chandad, Siham, and Rochdane Hanane. "WELL-BEING AT WORK: PERCEPTION OF HUMAN RESOURCES MANAGERS- AN EXPLORATORY CONTEXTUALIZATION STUDY." In International Conference on Business, Economics, Law, Language & Psychology, 11-12 September 2024, London. Global Research & Development Services Publishing, 2025. https://doi.org/10.20319/icssh.2025.262274.

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Abstract:

In a context where labor market competitiveness is intense and the quest for productivity is relentless, well-being at work emerges as a crucial pillar and strategic challenge for Human Resources Managers concerning employee performance and retention. HR professionals are increasingly viewed as strategic partners in driving organizational success. This study contributes to the field by deepening the research on HRMs' perceptions of workplace well-being from an employer's perspective. By focusing specifically on how HR professionals perceive and address well-being at work, this research offers

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Reports on the topic "Employee well-being and organizational performance"

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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad

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Mracek Dietrich, Anna, and Ravi Rajamani. Unsettled Issues Regarding the Certification of Electric Aircraft. SAE International, 2021. http://dx.doi.org/10.4271/epr2021007.

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The aerospace industry is beginning to grapple with the reality of certifying electric aircraft (EA), signaling the maturing of the field. Many players are ramping up their activities to respond to imminent technical, safety, and regulatory requirements. While there are gaps in EA knowledge as well as the processes for certifying them, some leading standards development organizations (SDOs) such as SAE International, ASTM International, and RTCA—ably supported by representatives from regulatory agencies—are stepping in to address many of these issues. Of special importance are the new rule cha

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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin, and Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exact

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Marsden, Eric, and Véronique Steyer. Artificial intelligence and safety management: an overview of key challenges. Foundation for an Industrial Safety Culture, 2025. https://doi.org/10.57071/iae290.

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Artificial intelligence based on deep learning, along with big data analysis, has in recent years been the subject of rapid scientific and technological advances. These technologies are increasingly being integrated into various work environments with the aim of enhancing performance and productivity. This dimension of the digital transformation of businesses and regulatory authorities presents both significant opportunities and potential risks for industrial safety management practices. While there are numerous expected benefits, such as the ability to process large volumes of reliability dat

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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, 2022. http://dx.doi.org/10.36687/inetwp177.

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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on

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What is compensation? Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2209.1012.

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The study found the existence of a positive relationship between education and experience levels within an organization, with the salary of the executive staff. Managerial performance has a positive relation to compensation, and the two measures of such performances used by organizations are fundraising and cost-effectiveness, especially when deciding the CEO's compensation levels. Compensation levels are positively influenced by indirect factors (such as organizational commitment to employee well-being), as they display the organization's sensitivity towards the well-being of employees. The s

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Report of the Board of Directors to the Congress of Colombia, July 2024. Banco de la República, 2025. https://doi.org/10.32468/inf-jun-dir-con-rep-eng.04-2024.

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In the first quarter of 2024, the figures of the National Administrative Department of Statistics (DANE in Spanish) showed that the economy achieved annual growth of 0.9%. Although this result was moderate, it confirmed the economy's recovery path. Monetary policy has played a critical role in containing inflationary pressures. This has allowed inflation to trend downwards, continuing into the first half of 2024. Net foreign reserves totaled USD 60,901 million as of 30 June 2024, a slight increase over the course of the year. For 2024, the profit of Banco de la República (the Central Bank of C

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