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Journal articles on the topic 'Employee well-being'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

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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Wieneke, Kaisa C., Jason S. Egginton, Sarah M. Jenkins, et al. "Well-Being Champion Impact on Employee Engagement, Staff Satisfaction, and Employee Well-Being." Mayo Clinic Proceedings: Innovations, Quality & Outcomes 3, no. 2 (2019): 106–15. http://dx.doi.org/10.1016/j.mayocpiqo.2019.04.001.

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Elvira, Monteiro, and Joseph James. "Establishing Healthy Workplaces: A Case Study on the Employee Well-Being Initiatives in the IT Sector." International Journal of Case Studies in Business, IT, and Education (IJCSBE) 6, no. 2 (2022): 378–92. https://doi.org/10.5281/zenodo.7178352.

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<strong>Purpose: </strong> <em> Over the past year, the dynamics at work have undergone a significant change. Business leaders are starting to understand the value of employee wellbeing as HR teams and IT industries help the workforce navigate and adapt throughout these transformations. The capacity to approach well-being holistically and align it with the distinct culture of the business is essential. Employers have to find solutions to meet the growing demands for empathy toward their employees because they are distressed and worried about what is happening to them. Employee wellbe

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KUMARI, SHIKHA. "EMPLOYEE RELATIONS AND WELL- BEING." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50197.

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ABSTRACT:- Employee relations and well-being are very important in today’s world as it helps in high-performing of an organization. When employees experience positive enviironment at work, they are more engaged, satisfied, and committed to their roles. Employee relations and well-being, which includes physical, emotional, and psychological health, plays a big role in growth, productivity and satisfaction a healthy work environment. This study examines how supportive workplace or environment practices, are helps in transparent communication, and effective leadership contribute to both employee

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Shuck, Brad, and Thomas G. Reio. "Employee Engagement and Well-Being." Journal of Leadership & Organizational Studies 21, no. 1 (2013): 43–58. http://dx.doi.org/10.1177/1548051813494240.

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Arnautov, Oleg V., Stepan V. Arutyunov, Alexander L. Gaponenko, and Margarita N. Gaponenko. "Employee well-being corporate program." Public Administration 25, no. 3 (2023): 67–76. http://dx.doi.org/10.22394/2070-8378-2023-25-3-67-76.

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Molodchik, N., and P. Sosnina. "THE WELL-BEING PROGRAM: RUSSIAN PRACTICES." Management of the Personnel and Intellectual Resources in Russia 12, no. 1 (2023): 57–62. http://dx.doi.org/10.12737/2305-7807-2023-12-1-57-62.

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In the article, the employee welfare program — Wellbeing — is considered as a modern direction in the field of human resource management, on which productivity and employee loyalty largely depend. The historical aspects of the evolutionary development of this approach are revealed, the elements of the program that are necessary for systematic use are analyzed. The advantages, disadvantages and risks of implementing the Wellbeing system are revealed. A study was conducted and a list of recommendations for the implementation of the wellbeing program was compiled. Analytical business metrics a

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Christine, Reidhead. "Employee Well-Being Becomes Top Priority." Journal of Economics, Finance And Management Studies 4, no. 11 (2021): 2268–74. https://doi.org/10.47191/jefms/v4-i11-19.

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With the increasing complexity of corporate culture where we talk about equality and diversity, it becomes imperative that we care for employee well-being in an organization. Employees are the most important asset for a company and their well-being eventually brings profit for the organization. This study is to analyse the factors responsible for measuring the employee well-being and how it is related to company performance. Research would also emphasize different practices in corporate world impacting employee morale and in turn well-being. The study will also include the retention programs a

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Erum, Qureshi Shazia Rehman Khan Sana Aroos Khattak. "Employee Well-being: A Narrative Review." Multicultural Education 7, no. 12 (2021): 425. https://doi.org/10.5281/zenodo.5796535.

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<em>This study examined eudaimonic well-being, the factors that affect it, and the relationship between eudaimonic well-being and job performance. In today’s highly competitive environment, organizations have difficulty in maintaining the well-being and high work performance of their workers. Eudaimonic well-being (EWB) is a factor of usefulness that reflects the preferences of individuals for having a sense of meaning and purpose in their lives. This narrative review is based on 10 articles about eudaimonic well-being. The findings indicate that eudaimonic well-being is critical to the

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Desiana, Putri, Mone Andrias, and Gyandra Ahyinaa. "The mediating effect of employee engagement and well-being on turnover intention in Indonesia." Problems and Perspectives in Management 22, no. 2 (2024): 477–87. http://dx.doi.org/10.21511/ppm.22(2).2024.37.

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Employee turnover is challenging for firms, and it is usually fueled by employee stress due to their heavy workload. To minimize turnover, firms can implement various initiatives, such as employee well-being and employee engagement programs. Previous studies have examined the influence of work stress, employee engagement, or employee well-being separately on turnover intention. By exploring these factors simultaneously, this study aims to explain the roles of employee well-being and engagement as mediators in alleviating the impact of work stress on turnover. Data were collected from 425 emplo

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Ungureanu, Paula, Fabiola Bertolotti, and Massimo Pilati. "Organizational Context, Employer-Employee Shared Intentionality, and Well-Being Perceptions." Academy of Management Proceedings 2018, no. 1 (2018): 15731. http://dx.doi.org/10.5465/ambpp.2018.15731abstract.

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Kuriakose, Vijay, Sreejesh S., Heerah Jose, Anusree M.R., and Shelly Jose. "Process conflict and employee well-being." International Journal of Conflict Management 30, no. 4 (2019): 462–89. http://dx.doi.org/10.1108/ijcma-12-2018-0142.

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PurposeThe primary objective of this paper is to extend the Activity Reduces Conflict Associated Strain (ARCAS) model. To test the ARCAS model, the study aims to examine the effect of process conflict on employee well-being and the role of negative affect as an intrapersonal mechanism linking process conflict and employee well-being. Further, to extend the emerging ARCAS model, the study examines whether the assumed indirect effect of process conflict on employee well-being through negative affect is conditional upon levels of conflict management styles.Design/methodology/approachIn total, 554

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Priya, Swarn, Rimjhim Jha, and Narendra Singh Chaudhary. "Quiet Quitting: Impact of Performance and Well-Being." International Research Journal of Multidisciplinary Scope 06, no. 02 (2025): 1181–95. https://doi.org/10.47857/irjms.2025.v06i02.03821.

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This study examines the impact of Employee Well-Being on Employee Performance and Quiet Quitting in the IT sector in India, focusing on the mediating role of Employee Performance and the moderating role of gender. Data from 282 IT employees in India is analysed, using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results reveal that Employee Well-Being significantly enhances Employee Performance and reduces Quiet Quitting. Employee Performance does not mediate the Employee Well-Being and Quiet Quitting relationship, indicating that Employee WellBeing directly influences Quiet

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Kelloway, E. Kevin, Heidi Weigand, Margaret C. McKee, and Hari Das. "Positive Leadership and Employee Well-Being." Journal of Leadership & Organizational Studies 20, no. 1 (2012): 107–17. http://dx.doi.org/10.1177/1548051812465892.

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Wu, Weiwei, Muhammad Rafiq, and Tachia Chin. "Employee well-being and turnover intention." Career Development International 22, no. 7 (2017): 797–815. http://dx.doi.org/10.1108/cdi-04-2017-0072.

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Purpose Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture. Design/methodology/approach The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using

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Ilies, Remus, Helen Pluut, and Sherry S. Y. Aw. "Studying employee well-being: moving forward." European Journal of Work and Organizational Psychology 24, no. 6 (2015): 848–52. http://dx.doi.org/10.1080/1359432x.2015.1080241.

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Nahum-Shani, Inbal, Peter A. Bamberger, and Samuel B. Bacharach. "Social Support and Employee Well-Being." Journal of Health and Social Behavior 52, no. 1 (2011): 123–39. http://dx.doi.org/10.1177/0022146510395024.

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Nauman, Shazia, Usman Raja, Inam Ul Haq, and Waqas Bilal. "Job demand and employee well-being." Personnel Review 48, no. 5 (2019): 1150–68. http://dx.doi.org/10.1108/pr-04-2018-0127.

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Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes observed in the workplace; however, many fundamental questions remain unanswered. The research has yet to consider what factors buffer the negative outcomes of EL. The purpose of this paper is to investigate the relationship between workload job demand and employee well-being with mediating effects of surface acting (SA) and moderating effects of emotional intelligence (EI) in service organizations. Design/methodology/approach The authors used two wave data from a sample of 207 emergency medical t

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Mellor, Nadine Joelle, Leanne Ingram, Marc Van Huizen, John Arnold, and Anne-Helen Harding. "Mindfulness training and employee well-being." International Journal of Workplace Health Management 9, no. 2 (2016): 126–45. http://dx.doi.org/10.1108/ijwhm-11-2014-0049.

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Purpose – The purpose of this paper is to assess the effects of mindfulness training (MT) on employee well-being. Mindfulness is the awareness of one’s thoughts, emotions, sensations, actions and surroundings in the present moment. Design/methodology/approach – The authors used pre-post training measures and a four-week follow-up on a sample of 23 employees from a UK-based organization. The MT group (n=12) received a weekly two-hour training over eight weeks whilst the control group (n=11) received no training. Qualitative interviews (n=36) were conducted with the MT group at three time points

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Dahlgaard-Park, Su Mi. "Enhancing quality and employee well-being." Total Quality Management & Business Excellence 25, no. 11-12 (2014): 1207–9. http://dx.doi.org/10.1080/14783363.2014.970050.

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Sonnentag, Sabine, Dana Unger, and Inga J. Nägel. "Workplace conflict and employee well‐being." International Journal of Conflict Management 24, no. 2 (2013): 166–83. http://dx.doi.org/10.1108/10444061311316780.

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LOSÎI, Elena. "Employee well-being within work teams." Univers Pedagogic 80, no. 4 (2023): 17–26. http://dx.doi.org/10.52387/1811-5470.2023.4.03.

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The current relevance and importance of well-being within teams stem from its positive impact on performance, employee satisfaction, mental health, and personal development. In today’s work environment, paying attention to and investing in the well-being of team members is crucial for achieving desired results and building a healthy and thriving organizational culture. This article presents the results of an experimental study conducted on 76 employees (46 women, 30 men) within a customer support organization, aged between 28 and 41. Among them, 68.4% (52) fall in the 28-35 age group, and 31.6

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Jones-Schenk, Jan. "Safe Voicing for Employee Well-Being." Journal of Continuing Education in Nursing 56, no. 3 (2025): 93–94. https://doi.org/10.3928/00220124-20250207-03.

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Because of the intimate and intense life experiences that are part of daily encounters in nursing practice, nurses are especially subject to posttraumatic stress disorder and moral distress and are often affected by sustained exposure to trauma and difficult clinical situations that are life-altering to their patients and thus to themselves. Providing frontline clinical staff with safe and structured systems for voicing their experiences is an important part of fostering employee well-being. Debriefing the Front Lines is attempting to address these issues by offering an array of services and t

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Kristiana, Yustisia, Rosdiana Sijabat, Niko Sudibjo, and Innocentius Bernarto. "Hotel Employee Well-Being: The Role of Job Crafting and Work Engagement." International Journal of Religion 5, no. 7 (2024): 200–211. http://dx.doi.org/10.61707/az74f509.

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Employee well-being is very important to encourage positive performance, which in turn will encourage employee behavior. Employee well-being is a challenge facing the hotel industry today. Employee well-being is the main thing to consider for the hotel industry for business sustainability. This research aims to examine the influence of job crafting and work engagement on employee well-being. The research employed a quantitative approach through a cross-sectional survey, targeting managerial-level employees from five-star hotels in Jakarta. A purposive sampling technique was employed, selecting

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Amutha, Dr T., and S. Hina kowser. "Influence Of Workplace Environment On Employee Well Being And Performance." International Journal of Research Publication and Reviews 6, no. 4 (2025): 16978–82. https://doi.org/10.55248/gengpi.6.0425.16130.

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Anggoro KR, M. Yusuf Alfian Rendra. "Organizational Justice Among Multinational Company Employees: How Empowering Leadership, Employee Engagement and Employee Retention Affect Employee Well-Being." East Asian Journal of Multidisciplinary Research 4, no. 6 (2025): 2365–84. https://doi.org/10.55927/eajmr.v4i6.188.

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This study aims to analyze the effect of empowering leadership, employee engagement, and employee retention on employee well-being with organizational justice as an intervening variable in multinational companies in Indonesia. This study uses a quantitative method with a survey design. Data were collected through questionnaires from 278 employees of multinational companies operating in Jakarta and Surabaya and analyzed using the Structural Equation Modeling (SEM) method. The results of the study indicate that empowering leadership, employee engagement, and employee retention have a positive an

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Oja, Brent D., Minjung Kim, Pamela L. Perrewé, and Christos Anagnostopoulos. "Conceptualizing A-HERO for sport employees’ well-being." Sport, Business and Management: An International Journal 9, no. 4 (2019): 363–80. http://dx.doi.org/10.1108/sbm-10-2018-0084.

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Purpose In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope, efficacy, resiliency and optimism) and to feature the inclusion of authenticity, an often overlooked construct, among sport employees. Design/methodology/approach This conceptual paper is designed to create an expanded sport employee psychological capital construct, labeled A-HERO, and a subsequent theoretical model to improve their well-being. Findings In detailing a conceptual model of A-HERO for well-being, the model inclu

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Molnár, Csilla, Imola Csehné Papp, and Tímea Juhász. "Organizational strategies and tools of employee well-being as perceived by employees." Management & Marketing 19, no. 2 (2024): 336–61. http://dx.doi.org/10.2478/mmcks-2024-0015.

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Abstract The purpose of the study was to examine the organizational strategy and tools of employee well-being, as perceived by employees. Although improving physical, mental, and social conditions of employees have positive impact on economic performance and competitiveness of organizations, little is known about how employee wellbeing appears in human resource management strategy and practices of organizations. Few research is available examining the adaptability of well-being strategy and tools from the perspective of employees as stakeholders. Therefore, the methodology of the current study

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Luu, Tuan Trong. "Discretionary HR practices and employee well-being." Personnel Review 49, no. 1 (2019): 43–66. http://dx.doi.org/10.1108/pr-05-2018-0162.

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Purpose The more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of discretionary HR practices in promoting employee well-being as well as mechanisms underlying this effect. Design/methodology/approach The participants for the study came from retail shops of a large information technology company in Ho Chi Minh City, Vietnam. The data set collected from these participants was analyzed through multilevel structural equation modeling and bootstrapping methods. Findings The results

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Nöhammer, Elisabeth, Harald Stummer, and Claudia Schusterschitz. "Improving employee well-being through worksite health promotion? The employees’ perspective." Journal of Public Health 19, no. 2 (2010): 121–29. http://dx.doi.org/10.1007/s10389-010-0364-4.

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Roshni, James, and Bhat Sanjana. "Happiness Quotient - A Study on Working Professionals in Bangalore." Shanlax International Journal of Management 7, S1 (2020): 189–95. https://doi.org/10.5281/zenodo.3737763.

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The study aims to understand the meaning and levels of employee happiness.  from the angle of remuneration, work schedule, freedom at work etc. The study was done on a sample of 100 employees working at all levels in the organization, conducted within the organization according to the convenience of the researcher. The study was mainly based on primary data obtained by Questionnaire. The results of the study show that the level of employee happiness is increased by intrinsic compensation and extrinsic compensation.

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Sabil, Ariesto Patria. "Pengaruh Employee Well-being dan Job Satisfaction terhadap Employee Performance." Jurnal Ilmu Manajemen 9, no. 4 (2021): 1341–48. http://dx.doi.org/10.26740/jim.v9n4.p1341-1348.

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In this globalization era, every corporation works hard to increase and develop to boost their employee performance. There are lot of factors corporation has to take care to increase their employee performance. This research probes employee well-being and job satisfaction as independent variables to employee performance as dependent variables. The selection method of the sample is using purposive sampling and obtained 95 samples from the population of the whole employee of the corporation using a questionnaire to collect the samples.SPSS 26 from IBM is being used for the multiple linear regres

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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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Jro, Mangku Deny Saputra, Gede Riana I, Surya Putra Made, and Bagus Ketut Surya Ida. "Perceived organizational support, work engagement, and employee well-Being." World Journal of Advanced Research and Reviews 19, no. 3 (2023): 1154–64. https://doi.org/10.5281/zenodo.11891673.

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This study aims to analyze and explain the relationship between perceived organizational support, work engagement, and employee well-being. This research was conducted at Toya Devasya. The population in this study is 128 people. The number of samples used were all Toya Devasya employees, 128 employees, using the total sampling method. Data collection was obtained through questionnaires and interviews. The analysis technique used is descriptive statistical analysis and inferential statistical analysis. Data were analyzed using SEM (Structural Equation Modeling) with Partial Least Square (PLS) a

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Wattoo, Mashal Ahmed, Shuming Zhao, and Meng Xi. "Perceived organizational support and employee well-being." Chinese Management Studies 12, no. 2 (2018): 469–84. http://dx.doi.org/10.1108/cms-07-2017-0211.

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Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is us

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Huong, Le, Connie Zheng, and Yuka Fujimoto. "Inclusion, organisational justice and employee well-being." International Journal of Manpower 37, no. 6 (2016): 945–64. http://dx.doi.org/10.1108/ijm-12-2015-0212.

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Purpose The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry. Design/methodology/approach The sample is selected from employees who work in the tourism industry in Australia, and the survey was conducted online (n=121). Factor analysis is used to identify key items related to perceived organisational justice, followed by mu

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Kalshoven, Karianne, and Corine T. Boon. "Ethical Leadership, Employee Well-Being, and Helping." Journal of Personnel Psychology 11, no. 1 (2012): 60–68. http://dx.doi.org/10.1027/1866-5888/a000056.

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In this multi-source study, we examined the link between ethical leadership, human resource management (HRM), employee well-being, and helping. Based on the Conservation of Resources Theory, we proposed a mediated moderation model linking ethical leadership to helping, which includes well-being as an intermediary variable and HRM as a contextual moderator. Results from 221 leader-employee dyads revealed that the relationship between ethical leadership and helping occurs through well-being only when HRM was low, but not when HRM was high. Job-related well-being fully mediated the relationship o

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Anna, Christine Purba, and Yuni Ros Bangun Madju. "Analysis of the Leadership Role on Employee Well-being. Study Case: HKBP District VIII DKI Jakarta." International Journal of Current Science Research and Review 06, no. 08 (2023): 5354–63. https://doi.org/10.5281/zenodo.8202084.

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<strong>ABSTRACT: </strong>Employee well-being is high on the corporate agenda because companies and their boards of directors connect and correlate it with success. Employees' eligibility for perks, insurance, and medical care is frequently determined by socioeconomic considerations. This means that disadvantaged groups are frequently left behind, although they require the most assistance. HKBP or Huria Kristen Batak Protestan is one of the largest church organizations among Protestant churches in Indonesia and Southeast Asia. As one of the largest churches in this country, HKBP should be

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Erkutlu, Hakan, and Jamel Chafra. "Benevolent leadership and psychological well-being." Leadership & Organization Development Journal 37, no. 3 (2016): 369–86. http://dx.doi.org/10.1108/lodj-07-2014-0129.

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Purpose – The purpose of this paper is to examine the relationship between benevolent leadership (BL) and psychological well-being (PWB) as well as to test the moderating roles of psychological safety (PS) and psychological contract breach (PCB) on that relationship. Design/methodology/approach – Data encompasses 1,009 employees from 23 five-star hotels in Turkey. The moderating roles of PS and PCB on the BL and PWB relationship were tested using the moderated hierarchical regression analysis. Findings – The moderated hierarchical regression analysis results reveal that there was a significant

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Syed Mohd Taha, Syarifah Ainul Suhana, and Naresh Kumar Samy. "Employee Well-Being: A Conceptual Framework for Notable Explorations." Proceedings of The World Conference on Social Sciences 3, no. 1 (2024): 48–66. http://dx.doi.org/10.33422/worldcss.v3i1.596.

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Employee well-being is recognized as a critical for organizational success especially in Malaysia. Key elements significantly impacting employee well-being include positive leadership styles which are authentic leadership and servant leadership, do affect employee well-being. Thus, this studies highlight the interconnectedness of positive leadership, social capital, and psychological capital, as well as their influence on the well-being of public sector employees in Malaysia. By recognizing these key elements and implementing strategies to enhance employee well-being, public organization can c

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Arampatzi, Efstratia, and Martijn Burger. "Facility management services and employee well-being." Journal of Facilities Management 18, no. 2 (2020): 109–30. http://dx.doi.org/10.1108/jfm-10-2019-0055.

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Purpose Although a large number of studies have examined the relationship between the physical work environment and employee performance, the relationship between employee well-being and facility management (FM) has received limited attention. The purpose of this paper is to explore the relationship between FM services and employee well-being in terms of job satisfaction, satisfaction with the workplace, job affect and engagement within the context of the job demands-resources (JD-R) model, distinguishing between soft FM services and hard FM services. Design/methodology/approach The analysis i

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Jaskeviciute, Vaida, Asta Stankeviciene, Danuta Diskiene, and Julija Savicke. "The relationship between employee well-being and organizational trust in the context of sustainable human resource management." Problems and Perspectives in Management 19, no. 2 (2021): 118–31. http://dx.doi.org/10.21511/ppm.19(2).2021.10.

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As the impact of the COVID-19 pandemic continues to grow, new challenges in the organizational and business environment emerge, causing the human resource management (HRM) to develop a flexible yet strategic and sustainable response in the face of instability and uncertainty. HRM practices that focus on employees’ emotional, psychological, and cognitive states are becoming crucial. The aim of this paper is to disclose the relationship between employee well-being and organizational trust in the context of sustainable HRM. The literature analysis revealed that sustainable HRM practices focused o

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Ben, Bulmash. "On Workplace Investment in Employee Well-Being." Research in Economics and Management 1, no. 2 (2016): 166. http://dx.doi.org/10.22158/rem.v1n2p166.

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<p><em>Many modern organizations invest substantially in employee well-being, especially knowledge-intensive companies. However, decision makers fail to make informed choices based on theoretical advancements and empirical evidence provided by years of high-quality research on individual well-being. This study reviews five fundamental scientific principles regarding people’s experiences of well-being and discusses the possible implications of the findings on organizational well-being initiatives. My purpose is to encourage organizations and decision makers to make more effective ev

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Vanhala, Sinikka, and Kaija Tuomi. "HRM, Company Performance and Employee Well-being." management revu 17, no. 3 (2006): 241–55. http://dx.doi.org/10.5771/0935-9915-2006-3-241.

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Stevens, Susan. "Toshiba’s proactive approach to employee well‐being." Strategic HR Review 4, no. 3 (2005): 10–11. http://dx.doi.org/10.1108/14754390580000601.

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Mackie, J. "Employee well-being support: a workplace resource." Occupational Medicine 58, no. 6 (2008): 445. http://dx.doi.org/10.1093/occmed/kqn100.

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Mohd Nazri, Nazlin Munira, Suhaila Mohamed, Maliza Delima Kamarul Zaman, Zuhaina Mustapa, and Nor Intan Adha Hafit. "The Influence of Technostress on Employee Well-Being Among Generation Z Employees in Malaysia." Information Management and Business Review 16, no. 3S(I)a (2024): 402–16. http://dx.doi.org/10.22610/imbr.v16i3s(i)a.4142.

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Today’s digital-centric world has spawned a new phenomenon called ‘technostress’, a stress condition due to constant changes, advancements and reliance on technology. Technostress is a rising issue in terms of its influence on employee well-being as technostress has been causing the deterioration of employee well-being. There is an urgency to understand and study the influence of technostress on employee well-being so that measures can be taken to rectify the matter and improve employee well-being. This study aims to examine which technostress creators have the most influence on employee well-

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Bettayeb, Hafidha, and Mohammad Al-Hawari. "The Impact of Green Corporate Social Responsibility on Employee Green Well-being and Creativity." International Review of Management and Marketing 14, no. 4 (2024): 191–201. http://dx.doi.org/10.32479/irmm.16576.

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This paper assesses the impact of green Corporate Social Responsibility (CSR) on employee green well-being and creativity among hospitality enterprises in the United Arab Emirates (UAE). It considers the moderating impact of employee green value on the relationship between employee green well-being and creativity. The study employed a quantitative research design, utilizing 213 responses from employees working in hospitality firms in various cities across the UAE. It used the statistical software Smart PLS, which revealed two key findings. First, employees reported higher levels of well-being

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Jro Mangku Deny Saputra, I Gede Riana, Made Surya Putra, and Ida Bagus Ketut Surya. "Perceived organizational support, work engagement, and employee well-Being." World Journal of Advanced Research and Reviews 19, no. 3 (2023): 1154–64. http://dx.doi.org/10.30574/wjarr.2023.19.3.1925.

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This study aims to analyze and explain the relationship between perceived organizational support, work engagement, and employee well-being. This research was conducted at Toya Devasya. The population in this study is 128 people. The number of samples used were all Toya Devasya employees, 128 employees, using the total sampling method. Data collection was obtained through questionnaires and interviews. The analysis technique used is descriptive statistical analysis and inferential statistical analysis. Data were analyzed using SEM (Structural Equation Modeling) with Partial Least Square (PLS) a

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Dr. Noor Ul Hadi and Amr Mohammed Alqahtani. "How Does Secure-base Leadership Influence Employee Well-being?" European Conference on Management Leadership and Governance 20, no. 1 (2024): 370–76. http://dx.doi.org/10.34190/ecmlg.20.1.2979.

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To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research f

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