Bibliografías temáticas / Employees wellness programmes

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Literatura académica sobre el tema "Employees wellness programmes"

Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 16 de febrero de 2022

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Artículos de revistas sobre el tema "Employees wellness programmes"

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Abe, Ethel N., Ziska Fields, and Isaac I. Abe. "The Efficacy of Wellness Programmes as Work-Life Balance Strategies in the South African Public Service." Journal of Economics and Behavioral Studies 8, no. 6(J) (2017): 52–67. http://dx.doi.org/10.22610/jebs.v8i6(j).1483.

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Abstract: This paper aimed to evaluate the wellness programs adopted by the South African Public Service to ascertain their efficacy at addressing work-family challenges and aiding employees to achieve work-life balance. Understanding the effectiveness of wellness programmes as work-life balance strategies is necessary especially when the cost of implementing such strategies is considered exorbitant. Many institutions have put in place work-life balance strategies, but discrepancies concerning definitions, formulation and implementation could make it impossible for them to fully reduce work-fa
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Dickson-Swift, Virginia, Christopher Fox, Karen Marshall, Nicky Welch, and Jon Willis. "What really improves employee health and wellbeing." International Journal of Workplace Health Management 7, no. 3 (2014): 138–55. http://dx.doi.org/10.1108/ijwhm-10-2012-0026.

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Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programm
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Roy, Rajshri, Teri Winona Styles, and Andrea Braakhuis. "Do health programmes within the New Zealand food industry influence the work environment for employees?" Health Promotion International 35, no. 5 (2019): 892–906. http://dx.doi.org/10.1093/heapro/daz079.

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Abstract Workplace wellness programmes have increased over the past years, but as yet has not been investigated in food and grocery organizations in New Zealand (NZ). The study aim was to explore the commitment of NZ Food and Grocery Council (FGC) companies in altering the workplace environment for employee health and the efficacy of the current wellness policies. Using a mixed-methods approach, FGC companies (n = 22) completed a workplace environment audit (WEA) survey. Three focus groups were held, consisting of employees (n = 20) from four of the FGC companies that completed the WEA survey.
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Sánchez, Ricardo, Martin Flegl, and Lucie Depoo. "Identification of Employees' Preferences for Health and Wellness Programmes." Periodica Polytechnica Social and Management Sciences 29, no. 2 (2021): 180–95. http://dx.doi.org/10.3311/ppso.15327.

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Today's workplace has created new challenges and opportunities for managers, as employees from three generations (Millennials, Generation X and Baby boomers) with different personal characteristics now form the workforce. It is crucial for a company's management to understand employees' needs regarding benefits, since employees' satisfaction is vital to their motivation and productivity. In this study, we analysed responses from 272 employees to a survey about their preferences for Health & Wellness programmes, using the Analytical Hierarchy Process methodology. The results reveal signific
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Szrek, Helena, Vlad Gyster, Phil Darnowsky, and Ana Rita Farias. "Messaging, monetary incentives, and participation in wellness programs." International Journal of Workplace Health Management 12, no. 5 (2019): 289–97. http://dx.doi.org/10.1108/ijwhm-11-2018-0148.

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Purpose Many companies in the USA have corporate wellness programs but are having trouble encouraging employees to take part in these programs. Even with monetary incentives, many employees do not join. The purpose of this paper is to consider whether timely reminders combined with monetary incentives improve participation in health benefit programs. Design/methodology/approach Employees of a large manufacturing company across multiple facilities were encouraged to enroll in a messaging service. Once a week, members received an SMS or e-mail reminder to complete a Health Risk Assessment (HRA)
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Madhusudan, Aarti, and Shalabh Sahai. "Wellness Through Volunteering." NHRD Network Journal 14, no. 1 (2021): 115–23. http://dx.doi.org/10.1177/2631454120982427.

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Beginning in 2004, long before the CSR Act 1 ushered a new spirit in corporate contribution in social development, iVolunteer has worked with over 100 leading Indian and multinational companies across a range of volunteering types from one-time episodic volunteering to more recently virtual volunteering. Our programmes have the potential to engage a range of employee motivations to volunteer. In this article, we examine the perceived notions about volunteering impact on well-being and if it can make a difference to work life? We share our experience over the years and will examine the impact o
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Khari, Chitra, and Shuchi Sinha. "Organizational Spirituality and Employee Volunteering: A Study of Mediating Variables." Vision: The Journal of Business Perspective 24, no. 4 (2020): 460–70. http://dx.doi.org/10.1177/0972262920946146.

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The study examines the influence of organizational spirituality (OS; specifically, the spiritual value of welfare and wellness of others) on employees’ intention to volunteer for organization-supported community development programmes through investigating affective organizational commitment and psychological flourishing as intervening variables. The study uses a questionnaire-based survey design, drawing upon the sample of 288 employees from the Indian telecom sector. We assess a multiple-mediation model using PLS-SEM. Overall, the results confirm the strong total indirect effect of OS on emp
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Sishi, Kusangiphila, Sanjana Brijball Parumasur, and Kogielam Keerthi Archary. "The individual and combined influence of the lack of employee benefits, collective bargaining and communication on labour unrest." Journal of Governance and Regulation 10, no. 3 (2021): 160–68. http://dx.doi.org/10.22495/jgrv10i3art14.

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Labour unrest is often the outcome of an interplay or combination of factors that employees are unhappy about. Whilst issues relating to the lack of collective bargaining, communication and employee benefits prove to be reasons for causing labour unrest, the question is whether, and if so, how do they come together to increase the occurrence of labour unrest. Hence, this study explores the relationships between collective bargaining, communication, employee benefits and labour unrest, respectively. It is advocated that a lack of employee benefits, collective bargaining and communication has th
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Jaggar, Sneha, and Lovaii Navlakhi. "Financial Wellbeing-The Missing Piece in Holistic Wellbeing." NHRD Network Journal 14, no. 1 (2021): 83–94. http://dx.doi.org/10.1177/2631454120980600.

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The top causes of stress for employees, based on various studies, are financial or money matters and their challenges. Organisations recognise the impact this worry creates for the firm at large and thus financial wellbeing programmes are slowly gaining popularity. There is evidence to show how financial wellbeing is an integral part of holistic wellbeing, and organisations are experimenting with methods to disseminate financial literacy. In order to avoid the pitfalls of trying something big and failing, organisations and particularly human resource (HR) should spearhead the initiative of dul
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Caperchione, Cristina M., R. Colin Reid, Paul G. Sharp, and Joshua Stehmeier. "How do management and non-management employees perceive workplace wellness programmes? A qualitative examination." Health Education Journal 75, no. 5 (2016): 553–64. http://dx.doi.org/10.1177/0017896915607911.

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Tesis sobre el tema "Employees wellness programmes"

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Gie, Liiza. "Theoretical and practical perspectives of employee wellness programmes at a selected South African university." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2600.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.<br>In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the
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Jasson, Frances Lilian. "Understanding the wellness needs of academic employees at a higher education institution in the Western Cape." University of the Western Cape, 2020. http://hdl.handle.net/11394/8018.

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Magister Commercii - MCom<br>Higher education institutions (HEIs) worldwide are faced with complex changes and challenges. Employees at these institutions are also faced with even greater demands and obstacles. Academics often work under pressure and fail to achieve balance in their work and other life activities as they strive to meet their job demands. As a result, the academic employee’s well-being may suffer. As the job demands of academics escalate, the level of support and other resources that academics receive appears to decline. Other resources include staffing, support from management
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Mazantsana, Nomzamo. "An evaluation of employee assistance programmes and the impact of workplace wellness on employee productivity: a case study of the Eastern Cape Provincial (2007-2012)." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007041.

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An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well
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Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its s
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Kolacz, Nicole Marie. "Factors Influencing Employee Participation and Nonparticipation in a Rural Hospital's Employer-Sponsored Wellness Program." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/465.

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Employer-sponsored wellness programs are important tools for keeping employees healthy, reducing an organization's healthcare expenses, mitigating risk factors, and promoting health and well-being. Little research is available on the factors associated with employees' participation in wellness programs in rural hospitals. Pender's health promotion model was used to determine how employees who participated in a rural hospital's wellness program differed from those who did not participate in terms of demographics, perceptions of personal health, general health behaviors, health locus of control,
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Du, Preez H. (Hannelie). "The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30567.

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In today's world of work, change can be seen as a given. For companies to not only survive but to thrive, they need resilient and healthy employees. Healthy employees can deal more effectively with stress, which result from increases in work overloads, work pressure and job insecurity. They are more productive, deliver higher work output, and cope better with higher work demands. Studies show that people, who maintain a healthy lifestyle through regular exercise and healthy eating, have much fewer weight-related medical expenses, and are thus generally in better health. Poor health, on the oth
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Edries, Naila. "Employee wellness programme in clothing/ textile manufacturing companies: What are the effects?" Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/3013.

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Introduction: The prevalence of health risk behaviours is growing amongst South African employees. Health risk behaviours have been identified as a major contributor to reduced health related quality of life (HRQoL) and the increase prevalence of non-communicable diseases. Worksite wellness programmes promise to promote behaviour changes amongst employees and to improve their HRQoL. Aims: The aim of this study was to evaluate the short-term efficacy of an employee wellness programme on HRQoL, health behaviour change, levels of self efficacy, pain intensity, body mass index (BMI) and absenteeis
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Makgato, Mollale Dorcus. "An evaluation of the effectiveness of employee wellness management programme in the Department of Agriculture in Capricorn District of Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1551.

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Thesis (M. Dev.) -- University of Limpopo, 2016<br>Wellness Management strives to meet the health and wellness needs of the public servants through diverse preventative and curative measures by customizing those aspects from traditional programmes such as Employee Assistance Programme (EAP), Work life Balance and, Wellness Management programmes. These are the most relevant and fit the uniqueness of the public service and its mandate. The provision of such diverse programmes is vital in the public service setting. In order to determine the effectiveness of these programmes, an evaluation is the
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Tlapu, Moipone Martha. "A coaching programme for nursing college managers to facilitate employee wellness / M.M. Tlapu." Thesis, North-West University, 2013. http://hdl.handle.net/10394/9707.

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There have been on-going debates regarding wellness and management roles. There are several general programmes for facilitation of wellness. Some are implemented but others not. The urge to develop a coaching programme for college managers was triggered by personal experiences as the principal of a nursing college with the aim of helping the managers to facilitate employee wellness. The research was conducted to make a meaningful contribution to a body of knowledge, in particular knowledge related to the facilitation of employees’ wellness by the nursing college management. Aim The aim of t
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Sieberhagen, Charlotte. "Employee health and wellness practices in South Africa / Charlotte Sieberhagen." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2075.

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Libros sobre el tema "Employees wellness programmes"

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Puja, Thakker, World Economic Forum, and World Health Organization. Country Office for India, eds. Employee wellness as a strategic priority in India: Preventing the burden of non-communicable diseases through workplace wellness programmes. World Economic Forum, 2009.

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Ontario, Addiction Research Foundation of. Women, work, and wellness. ARF, 1989.

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Creating an Employee Wellness Programme. Management Books 2000 Ltd, 2001.

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Employee Assistance Programs: Wellness/Enhancement Programming. C.C. Thomas, 2003.

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G, Emener William, Hutchison William S, and Richard Michael A, eds. Employee assistance programs: Wellness/enhancement programming. 3rd ed. C.C Thomas, 2003.

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Employee assistance programs: Wellness/enhancement programming. 4th ed. Charles C Thomas, 2009.

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Employee Assistance Programs: Wellness/Enhancement Programming. C.C. Thomas, 2003.

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Wellness and Work: Employee Assistance Programming in Canada. Canadian Scholars Press, 2005.

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Larsen, Murray T. Public employer sponsored wellness programs: Meeting individual and organization needs. 1985.

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Mark, Attridge, Herlihy Patricia A, and Maiden R. Paul, eds. The integration of employee assistance, work/life, and wellness services. Haworth Press, 2005.

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Capítulos de libros sobre el tema "Employees wellness programmes"

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Waller, Steven N., and Lebron P. Moten. "Employee Wellness Programs." In The Encyclopedia of Human Resource Management. Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch31.

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Attridge, Mark. "Employee Assistance Programs: Evidence and Current Trends." In Handbook of Occupational Health and Wellness. Springer US, 2012. http://dx.doi.org/10.1007/978-1-4614-4839-6_21.

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Slomovic, Anna. "eHealth and Privacy in U.S. Employer Wellness Programs." In Law, Governance and Technology Series. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-48342-9_3.

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Ramraj, Andrisha Beharry, and John Amolo. "Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution." In Advances in Human Resources Management and Organizational Development. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3347-5.ch009.

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Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.
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Ramraj, Andrisha Beharry, and John Amolo. "Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch104.

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Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.
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Ramraj, Andrisha Beharry, and John Amolo. "Changing Skills and Attendant Stressors Appraising the Efficacy of Traditional Wellness Programmes in the 4IR." In Advances in Human Resources Management and Organizational Development. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3347-5.ch011.

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The need for pertinent skills is invaluable in every industrial evolution and will not be any different for the fourth industrial revolution. Appropriate employee wellness programmes will enable an increase in the potential of employees to develop the required skills necessary for the fourth industrial revolution. The fourth industrial revolution is having the blurring line effect between the physical, digital, and biological spheres characterised by systems, scope, and velocity. This chapter shall address the need of changing skills and its relevance to the fourth industrial revolution, employee effectiveness, and efficiency. The fourth industrial revolution requires employees to be multi skilled rather than being specialist skilled.
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Bandy, Jennifer. "Employee Wellness Programs." In Handbook of Research on Individualism and Identity in the Globalized Digital Age. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0522-8.ch016.

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The chapter purpose is to examine Employee Wellness Programs (EWP) internationally. The review of previous literature and discovery of outcomes and recommendations for future research are explored. Additionally, developing culturally competent international EWPs and training the development team are presented. The importance of intercultural communication, interpersonal and intrapersonal competence, and indigenous and cross-cultural psychology applications offer the foundation for the development of effective EWPs internationally. Issues, controversies, and problems, along with solutions and recommendations for the development of culturally competent EWPs are reviewed.
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Zutshi, Ambika, Marina Pogrebnaya, and Jan Fermelis. "Wellness Programs in Higher Education." In Handbook of Research on Higher Education in the MENA Region. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6198-1.ch017.

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Employee wellness has become a growing concern for many organisations, which are now allocating increased resources to provide Wellness Programs (WPs) with the intention of positive outcomes for both stakeholders. Nonetheless, not all employees actively participate in these programs. In order to develop greater qualitative insights into employees' awareness of WPs and their reasons for (non)participation, semi-structured interviews were conducted with managers and employees from two non-teaching divisions in a higher education institution. Interviews revealed that many employees were unaware of the programs available to them, and that awareness, participation, and the positive outcomes were confounded by a lack of effective communication between managers and employees. The findings of this study will assist managers to acknowledge the needs of their staff in constructing appropriate and effective WPs and in utilising the communication methods most likely to be effective in facilitating employee awareness and encouraging their participation in WPs.
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Weiss-Randall, Debra N. "Managing Stress in the Workplace." In Encyclopedia of Strategic Leadership and Management. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch069.

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Companies want their employees to work to their potential, to have high productivity and low absenteeism. Research has shown that workers produce more when they are satisfied with their occupational role, which is dependent on a number of factors, including job control, job reward, and creating a work culture that values and responds to employee feedback. It is time for employers to develop comprehensive workplace wellness programs that incorporate a mental health component, including stress reduction programs. Stress management activities need to be integrated into the everyday life of the company, with strong, visible support from the firm's leadership. The Job-Demand Resources (JD-R) Model of stress management in the workplace provides a solid theoretical underpinning for workplace wellness programs, and enables companies to tailor stress management assessments and interventions to their industry and jobsite. EAPs should make promotion of their counseling services and accessibility to these services a higher priority so as to improve employee usage rates, which are currently quite low.
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Valentine, Desree S., Susan Ferebee, and Keri L. Heitner. "The Effect of Wellness Programs on Long-Term Contract Employees' Workplace Stress, Absenteeism, and Presenteeism." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch060.

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The quasi-experimental study reported in the present article is aimed at increasing the understanding of the effects of long-term contract employees participating in wellness programs. The reported study examines the effect (if any) that a wellness program has on workplace stress, absenteeism, and presenteeism for long-term contract employees participating in a wellness program. A one group pretest-posttest design was used. Convenience sampling was conducted in a hospital in the New York City Metro area. Data was collected from 19 participants. Paired sample t-test and a Wilcoxon signed-rank test were used to determine if there was a significant statistical difference before and after a dance aerobic exercise intervention. The instruments used to gather data were the Perceived Stress Scale (PSS) and the World Health Organization Health Performance Questionnaire (HPQ). The results indicated a statistical difference for workplace stress, but no statistical difference for absenteeism and presenteeism.
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Actas de conferencias sobre el tema "Employees wellness programmes"

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Chauhan, Divyesh. "125 Holistic approach towards employees’ lifestyle management through wellness programs to reduce non communicable diseases burden." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1754.

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Bhat, Vidya Kiran. "1420 A study on prevalence of metabolic syndrome and impact of work-place employee wellness promotion programs in indian cement manufacturing units." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.474.

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