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Dissertations / Theses on the topic 'Employee well-being'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

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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2

Sweeney, Nancy Lee. "Enhancing employee well-being : evaluation of an employee assistance program /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487864986610121.

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3

Young, Lisa. "iPawsome, LLC| A Healthcare Employee Well-Being Service." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10839189.

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<p> Employee burnout has been a toxic concern in today’s American workforce. The prevalence of stress in the healthcare workplace is costing America billions of dollars and leading to medical errors, absenteeism, and turnover. Research indicates that human-animal bond provides physical, physiological, and psychological health benefits for professionals. This project will present the benefit of human-animal interactions (HAI) therapy in promoting the well-being in healthcare professionals. It will address services which will deliver to healthcare employees in the convenience of their work

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4

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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5

Daniels, Kevin. "Occupational stress and control : implications for employee well-being." Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305264.

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6

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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7

Liu, Li. "Human resource management and employee well-being in China." Thesis, Toulouse 1, 2018. http://www.theses.fr/2018TOU10071.

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Le résumé en français n'a pas été communiqué par l'auteur<br>Context-specific and employee-centred have emerged as two central perspectives to advance HRM research. Context-specific inquires the contextual antecedents and boundary conditions of HRM; employee-centred underlines the incorporation of employee experience, particularly employee well-being into HRM-performance models. The two perspectives extend the classic HRM-performance model into a multilevel model channelled via multiple processes. The present thesis aims to study Chinese HRM by integrating the context-specific and employee-cen

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8

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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10

Gardner, Jonathan. "An analysis of the determinants of pay and well-being using employer-employee data." Thesis, University of Warwick, 2001. http://wrap.warwick.ac.uk/56229/.

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This thesis studies the determinants of pay and well-being. The first three chapters use new British employer-employee data to study the determinants of pay. Chapters three and four are also interested in the determinants of job satisfaction, whilst chapters five and six analyse factors that shape reported well-being. Chapter two tests whether firms share product market rents with their employees. After controlling for worker and firm fixed effects, we observe evidence in support of rent-sharing upon weekly earnings, but no robust positive effect upon hourly pay. The third chapter analyses the

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11

Hughes, Emily Louise. "Work-life balance and employee well-being : a longitudinal study." Thesis, University of Oxford, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442782.

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12

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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13

Smith, Lakin. "Emotional labour and employee well-being in the hospitality industry." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/13012.

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Includes bibliographical references.<br>This study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life confl

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14

Demsky, Caitlin Ann. "Interpersonal Conflict and Employee Well-Being: The Moderating Role of Recovery Experiences." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/766.

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Recovery during nonwork time is essential for restoring resources that have been lost throughout the working day. Recent research has begun to explore the nature of recovery experiences as boundary conditions between various job stressors and employee well-being. Interpersonal conflict is an important work stressor that has been associated with several negative employee outcomes, such as higher levels of psychosomatic complaints, anxiety, depression, and frustration. This study contributes to recovery research by examining the moderating role of recovery experiences on the relationship between

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15

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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Holdsworth, Lynn. "Empowerment,satisfaction and employee well-being : the dilemma for call centres." Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631667.

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Although empowerment is acknowledged as a beneficial form of work design for both employees and organisations, there is limited research into the concept within call centres. Two studies were conducted to explore four dimensions of psychological empowerment, job satisfaction and employee well-being for employees in call centre environments. Study 1 compared the perceptions of empowerment, job satisfaction and well-being of customer service agents, administration staff and supervisors within six call centres. Overall working as a customer service agent offered less autonomy, but was no less sat

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17

Burns, Richard A. "Exploring the effects of employee and organisational characteristics on two models of employee well-being within an organisational health research framework." University of Southern Queensland, Faculty of Education, 2008. http://eprints.usq.edu.au/archive/00006182/.

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[Abstract]Research within clinical, organisational and community contexts, generally equates an individual’s sense of well-being with the absence of adverse psychological states.More recently, proponents of ‘positive psychology’ have drawn attention to positive affective states, like happiness and joy. The focus on affective states relates to a Subjective Well-Being (SWB) approach to well-being. In contrast, a Psychological Well-Being (PWB) approach considers the role of mastery and efficacy beliefs, asense of autonomy and positive relatedness with others, as separate dimensions that are relat

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Coutinho, James. "Workplace democracy, well-being and political participation." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.

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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By par

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19

Neethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.

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McHugh, Marie Louise. "Competitive pressure, employee well being and the healthy organisation : synthesizing diverse concepts." Thesis, University of Ulster, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267762.

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Miller, Paul S. J. "Demonstrating the economic value of investments in employee health and well-being." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/18998.

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The extent to which any organisation dedicates its finite resources towards employee health and well-being issues is driven by some combination of ethical, legal and economic factors. This thesis is concerned with demonstrating the economic value of investments in employee health and well-being, focusing on how economic information is and could be generated and how organisations process this information in their decision-making regarding employee health and well-being issues. The thesis explores the notion that better, more appropriate economic information and more rigorous economic evaluation

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Pursglove, Lorna Rukin. "The holistic evaluation of employee hope, well-being and engagement through change." Thesis, Nottingham Trent University, 2014. http://irep.ntu.ac.uk/id/eprint/261/.

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The landscape of the public sector has changed. Economic recession and the demand for greater efficiencies have created a need to measure and improve employee well-being, whilst attaining individual and organisational goals without additional financial reward. Drawing upon hope theory as defined by C.R. Snyder, particular attention is given to the predictive nature of trait hope over other state-like constructs of psychological capital, including hope, efficacy, resilience and optimism. In literature, hope is recognised for its state and trait-like qualities. It is defined as an active process

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Cooper, Amelia. "Working in a demanding environment : employee wellbeing in secure forensic settings." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25501.

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Introduction: Care professionals suffering with poor wellbeing is a phenomenon that has been found to have a damaging effect upon individual employees, service users and organisations. Employees working in forensic settings are believed to be at increased risk of damaged wellbeing due to the unique demands of their working environment, including exposure to violence and aggression. This issue was addressed in two ways. Firstly, a systematic review of the literature on the effectiveness of person-centred interventions to improve the wellbeing of forensic professionals was prepared. Following th

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Nichol, Amelia Prudence. "Examining employees perceptions of workplace health & well-being promotion initiatives." Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10592.

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The objective of the present study was to examine the perceptions of employees who have participated in workplace health promotion (WHP) initiatives, more specifically, whether the employees perceived the WHP initiatives to have an impact on their well-being, general health or work. Furthermore, the effect of WHP initiatives on the relationship between job demands-resources and positive work outcomes, namely employee resilience, engagement, well-being and affective organisational commitment, was investigated. This study collected perceptions from 107 employees, all of whom were employed in org

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Dingaan, Stellin Auburn. "The relationship between psychological capital and employee well-being among primary school teachers." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14278.

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This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Sc

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Jeffrey, Theresa B. "Employee well-being in the NHS: the work environment, organisational climate, and value-congruence." Thesis, University of Warwick, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487640.

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This thesis includes a literature review, empirical paper, and reflective paper which explore different aspects of employee well-being in the NBS. Chapter one reports a conceptual literature review. In this review [mdings from studies linking employee perceptions ofthe work environment and well-being were mapped onto the concept oforganisational climate, as measured by the'Work Environment Scale. This was conducted to investigate the comparability ofmeasuring perceptions of the work environment and measuring climate, because the two concepts appear to overlap. The findings ofstudies were compa

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Lewis, Rachel Catherine. "Considering the role of implicit leadership theory in the context of employee well-being." Thesis, Goldsmiths College (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.514311.

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Sankae, Nopdol. "The quintessence of leadership : antecedents and consequences for employee well-being and organisational commitment." Thesis, Kingston University, 2014. http://eprints.kingston.ac.uk/29885/.

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This thesis investigates the quintessence of leadership in terms of antecedents and consequences, focusing on the leadership traits and styles that relate to employee work-related attitudes. The thesis sheds light on the distinct traits of leaders/managers in the context of the Five-Factor Model of personality and the congruent leadership styles that reflect directly on employee behaviours, work-related attitudes, and organisational performance. Unlike most of the existing studies exploring the antecedents and consequences of leadership, which rely predominantly on small samples and contempora

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Nazlieva, Nesrin. "Corporate Social Responsibility and Employee Well-Being in Light of the COVID-19 Pandemic." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445261.

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The COVID-19 crisis has brought uncertainty to the global economy and companies around the world have been significantly affected by the pandemic. Companies in the traveling and hospitality, retail, and pharmaceutical industries have been particularly affected. This paper studies the impact of COVID-19 on corporate social responsibility (CSR) and employee well-being in these industries among small and medium-sized enterprises(SMEs) and larger-sized ones. The results showed that COVID-19 has had a negative effect on CSR and employee well-being in ten case study companies, based in the European

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Eatough, Erin M. "Understanding the Relationships between Interpersonal Conflict at Work, Perceived Control, Coping, and Employee Well-being." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1623.

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Stressors resulting from one's work life including work conditions, job characteristics, and relationships with others at work have been shown to impact employee health outcomes at both psychological and physical levels (Le Blanc, Jonge, & Schaufeli, 2008; Spector, Dwyer, & Jex, 1988). Interpersonal conflict is one prevalent workplace stressor that has been associated with poor work-related outcomes and psychological states. A cross-sectional design with multi-source data collection methods was used to measure conflict, perceptions of control, coping strategies, and both psychological and phys

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The, Lianah. "Creating Employee Well-being at Private Universities in Indonesia: The Impact of the Working Environment." Thesis, Curtin University, 2019. http://hdl.handle.net/20.500.11937/78790.

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The study aims to evaluate academics’ happiness in response to the organisational changes in HR practices in HEI. A sequential exploratory mixed methods procedure was used with two data collections: FGD – interviews, and survey. The results find that conflict and stress are significant consequences of organisational change; with other adverse outcomes including reduced academic freedom, health, satisfaction and happiness. Even though the impacts of adjustment is momentary, still the change may reduce the academic well-being.

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Kowalski, Tina Helen Parkin. "The contribution of social support to employee psychological well-being : an exploratory mixed-methods case study." Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/28681.

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Stress and mental health issues are now the most common cause of workplace absence. Increasing evidence points to the need for organisations to take steps to enhance well-being at work for employees. Social support has been identified as one key factor affecting employee psychological well-being, however, the definition and conceptualisation of the term continues to be debated. To date, research examining the relationship between social support and well-being at work tends to be predominantly quantitative and to prioritise work-based sources of support above other sources of support. Few workp

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Juniper, Bridget. "Evaluation of a novel approach to measuring well-being in the workplace." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6851.

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The well-being of employees is an important issue. Researchers, policy makers and organisations are directing more resource into this field as the link between the health of people and their performance in the workplace becomes increasingly understood. This research programme examines how employee well-being can be measured. Having the right tools to successfully appraise well-being at the outset is judged to be imperative where any research or organisational programme to bring about change is under consideration. A review of existing methods indicates that the current provision of scales to a

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Van, der Vaart Leoni. "Employee well-being, turnover intention and perceived employability : a psychological contract approach / L. van der Vaart." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9230.

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The contemporary working environment is characterised by constant change and increased cognitive and emotional demands on employees. At the same time, long-term employment is no longer guaranteed and often employees are not loyal to one organisation throughout their careers. These changes alter and threaten the viability of the employment relationship. Employees still provide a competitive edge for organisations and their expectations should be managed in such a way that the current organisation remains the employee’s employer of choice. If employers fail to achieve this, employees will be les

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Smewing, Christopher F. "An evaluation of the effects of an Employee Assistance Programme : individual well-being and organizational healthiness." Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363636.

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Pouliakas, Konstantinos. "Socioeconomic effects on employee well-being : preference identification in response to non-standard labor market conditions." Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.445148.

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This thesis investigates the effects of ‘atypical’ forms of employment, induced by labour market flexibility, on <i>employee well-being</i>. The empirical analysis uses subjective job satisfaction information included in large household panel surveys (BHPS, ECHP) and in an original cross-section sample of low-skilled workers in Europe (EPICURUS). Apart from assisting in the establishment of consensus regarding the impact of various determinants of job satisfaction, it also extends the conventional specification by incorporating several “new” explanatory variables in the model, such as part-tim

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Fürstenberg, Nils [Verfasser]. "Consequences of Leadership for Employee Performance and Well-Being : exploring cognitive and relational approaches / Nils Fürstenberg." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1230421599/34.

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Fagerudd, Rosanna, and Emma Sjögren. "In the hands of a controlling leader? Implications for employee well-being from a gender perspective." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159663.

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Leaders engaging in controlling leadership behaviours (CLB) has been connected to followers perceiving their basic needs thwarted. However, little research has been made in the organizational field to understand the implications of controlling leadership behaviours for employee well-being. The present study aimed to clarify this relation through understanding controlling leadership behaviours’ influence on employee health, as well as investigate the impact of both leader and employee gender on employees’ perception of controlling leadership behaviours. A sample of 818 employees, representing

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Obrovac, Sandqvist Stina, Julia Persson, and Linda Åberg. "The Effects of Technostress through Virtual Meetings on Employee-level." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48237.

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The purpose of this thesis was to contribute with new information within the research area, due to the low amount of secondary research regarding it. This thesis was conducted with a desire to gather primary data contributing to deeper knowledge and understanding of the gap between virtual meetings and technostress in relation to work-life balance, psychological well-being, and effectiveness. In order to conduct this research, a research design was developed in accordance with the field of research chosen to further investigate. A descriptive design with a deductive quantitative approach and t

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Lindmark, Tomas. "Span of Control’s Significance for Public Sector Employees’ Working Conditions and Well-Being." Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157141.

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The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four publ

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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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Ottinot, Raymond Charles. "A Multi-Level Study Investigating the Impact of Workplace Civility Climate on Incivility and Employee Well-Being." Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3537.

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This study used Zohar‟s (2000) multi-level model of climate to examine the extent to which shared perceptions of workplace civility climate relate to teacher job satisfaction, affective commitment, and counterproductive work behaviors (CWB-abuse) towards other teachers. Workplace civility climate is defined as employee perceptions of how management uses policies, procedures, and practices to maintain a civil workplace. An online-survey was used to assess a cross-sectional sample of K-12 teachers (N = 2222) nested in 207 schools in a large US school district. There was adequate agreement among

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Phoofolo, Selloane Tryzer. "Social factors influencing employee well-being." Thesis, 2008. http://hdl.handle.net/10210/656.

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The benefit of organizations that invest in the people who work for them has been shown in numerous academic publications. Some of these human capacity investments are amongst other the Employee Assistance Program. These programmes are designed to assist employees who in the course of their work encounter personal or interpersonal problems that may or may not influence the work environment. Departments can also make use of Employee Assistance Program (EAP’s) in their bid to offer help to employees. EAP is a program aimed at addressing quality of life and quality of work life of employees. When

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Hsu, Chih-wei, and 許智威. "The relationship among organizational culture, employee well-being and organizational innovation with employee well-being intermediary effect." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/36417684255280311799.

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碩士<br>世新大學<br>企業管理研究所(含碩專班)<br>99<br>Organizational innovation capability is an important factor for the organization competition. It has been attention recently. However, organizational innovation ability will be different because of the organizational member value and its motivation; those will be affected by management style, organizational systems and other important environmental factors. It shows that innovation is related to organizational culture. The innovation of organizational members can enhance through increased learning ability to share and learn knowledge (Nonaka and Takeuchi

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Su, Yih-Hsi, and 蘇意喜. "The research of Employee Assistance Programs with Employee well-being." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/70591439563238389999.

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碩士<br>國立高雄師範大學<br>人力與知識管理研究所<br>100<br>The purpose of this study was to realize the relationships between Employee Assistance Programs and employee well-being from the perspective of flexible human resource management. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis, and based on one effective organization as example. The research was mainly conducted by questionnaires. Of the 120 questionnaires sent out, 116 were returned, among which 1 was not valid, 115 were valid. The returning rate of valid questionnaires was 95 %. The testing results of research hypothesis

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Silva, Teresa Mendes. "Sustainable practices impacting employee engagement and well-being." Master's thesis, 2021. http://hdl.handle.net/10071/23914.

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As sustainability grows in importance, it becomes relevant to understand how the implementation of sustainable practices across organizations impacts the employee-organization relationship. This study aims to explore the effects of Perceived Organizational Support Toward the Environment on the Employee Engagement and Subjective Well-being and to assess to which extent Employee Engagement impacts Subjective Well-being. The data was collected through a questionnaire resulting in a cross-national sample of 230 individuals. The data was analyzed through Structural Equation Modelling, allowing th

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Lin, Yu-Cheng, and 林育正. "The research of Employee Assistance Programs with Employee well-being and Job performance." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/86468555585426618004.

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碩士<br>國立中興大學<br>企業管理學系所<br>96<br>Physical and mental health of employees and emotions in job are related with the achievement of the company. This research is conducted to survey the practice of employee assistance programs(EAPs) and analyze EAPs’ influence on employee job performance. In variation, this research divided EAPs into health, life and work aspect and divided the well-being into psychological well-being, physical well-being, life satisfaction and burnout. Besides, it divided job performance into task performance and contextual performance. After empirical analysis, we found out whi

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Shiao, Hongyuan, and 蕭宏源. "A Study Of the Relationship Between Employee Benefits and Employees’ Sense Of Well-being." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/47168671774909600773.

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碩士<br>中國文化大學<br>國際企業管理學系<br>100<br>The study begins with social phenomenon of happiness and previous literature, mainly make an exploration of influence of work welfare on staff happiness with work family conflict as an intermediate variable to understand its relation to happiness. The research point of view which the study desires to expand is found with the current research development status quo, and the research problem and purpose are de-rived via relation with happiness established by social welfare literature. The research objects sample workers of different organizations in every count

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Canon, Tan, and 陳楷能. "Which Employee will be More Well-Being? Career Success, Materialism, and Well-Being: The Mediating Effects of Motivation." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z8b666.

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碩士<br>國立彰化師範大學<br>人力資源管理研究所<br>106<br>People can learn about the impact and importance of well-being through past research, but people still wonder where it comes from. Through observation, become career success or reduce materialism is generally accepted as the direction of well-being. However, through literature review found that there is no lack of research on the relationship between career success, materialistic and well-being. But, there are few researches on the internal mechanism of the relationship. Therefore, this study incorporates intrinsic and extrinsic motivation as intervening v

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More, Penelope Sekgametsi. "The well-being of HIV/AIDS employees." Thesis, 2012. http://hdl.handle.net/10210/7658.

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M.A.<br>Virtually unheard of two decades ago, AIDS is, at the turn of the century, one of the best known and most talked about disease on the globe. A decade ago, HIV was regarded primarily as a serious health crisis. What had first appeared to be a disease confined to certain well-defined populations such as gay men and haemophiliacs became a disease that threatened everyone, everywhere. AIDS has become a fullblown threat to development and its social and economic consequences are felt widely not only in the workplace but also in the human resource field and the economy in general. The HIV ep

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