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Abstract

Details

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM
Type: Book
ISBN: 978-1-80071-780-0

Article
Publication date: 9 February 2022

Nimmi P M, K.A. Zakkariya and Anju Varghese Philip

Skill obsolescence among employees can be detrimental to organizational performance and can lead to an ensuing decline in the wellbeing of employees. Today's organizations…

Abstract

Purpose

Skill obsolescence among employees can be detrimental to organizational performance and can lead to an ensuing decline in the wellbeing of employees. Today's organizations bank on the employability skills of their human capital to stay afloat in business. The current study examines the impact of developing an employability culture in the organization, the perceived internal employability developed in the employees and impact on employee wellbeing.

Design/methodology/approach

Research data were gathered from a sample of 421 software engineers in private IT companies in India. Structural equation modeling using SPSS and AMOS was conducted to examine the impact of employability culture and perceived internal employability on the three dimensions of employee wellbeing.

Findings

The study found a positive relationship between employability culture and the components of employee wellbeing. A partial mediation by perceived internal employability was reported between employability culture and the three components of employee wellbeing.

Research limitations/implications

The study is a focused attempt on discerning the effect of organizational elements in the form of employability culture on the employee perceptions and the state of wellbeing, which are considered valuable resources in the career context. The study reiterates the prominence of contextual factors in employees' resource enhancement.

Originality/value

The study is a unique approach to determine the effect of perceived internal employability and employability culture on employee wellbeing based on the social cognitive career theory and the conservation of resources theory.

Details

Benchmarking: An International Journal, vol. 30 no. 1
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 5 September 2019

Puja Khatri and Pragya Gupta

The purpose of this paper is to conceptualize a suitable measure for the employee wellbeing construct and validate this tool in Indian workplace settings, especially with…

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Abstract

Purpose

The purpose of this paper is to conceptualize a suitable measure for the employee wellbeing construct and validate this tool in Indian workplace settings, especially with reference to IT/ITes and BFSI sectors.

Design/methodology/approach

This study is descriptive and cross-sectional in nature. The literature was first reviewed to identify the underlying probable dimensions of employee wellbeing and its corresponding items. These items were then subjected to elaborate discussions with experts from industry as well as academia. The index, thus, developed was administered to collect primary data from employees working in IT/ITeS and BFSI sectors based in Delhi-NCR. PLS SEM 3 was applied as employee wellbeing was construed as a first-order reflective second-order formative construct. Thereafter, it was subjected to suitable assessments of reliability and convergent validity.

Findings

The findings reveal that employee wellbeing can be conceptualized as a construct having four dimensions namely, purpose in life (PIL), work–life balance (WLB), job wellness (JW) and physical wellness (PW). It was also revealed that all the dimensions identified in the study capture different facets of the employee wellbeing and collectively define the construct; omission of any items may lead to change in the nature of the construct. This investigation is unique as it frames the index of employee wellbeing with specifications of a formative measurement model. To the best of the authors’ knowledge, no published study so far has measured EWB as a formative construct.

Originality/value

Many earlier studies have incorporated a unidimensional approach to individual wellbeing and lacked a crucial outlook of having multi-dimensional understanding of the employee wellbeing construct in the social and work context. Furthermore, this paper contributes not only to the existing body of knowledge in employee wellbeing, but also brings forth an important aspect of measurement model specification, i.e. formative measurement model by bringing the specific reasons for taking employee wellbeing as a formative concept.

Details

International Journal of Workplace Health Management, vol. 12 no. 5
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 4 March 2021

Poonam Mehta and Jyoti Sharma

There is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of…

Abstract

Purpose

There is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of emotional job demands. However, interaction effect of these two resources on wellbeing of the employees in context to emotional work is inadequate. The present study is aimed to address the existing gap and investigate the relevance of personal and social resources as moderators in the presence of each other between emotional work and employee wellbeing.

Design/methodology/approach

The research work has focused on employees working on frontline profiles of civil aviation industry of north India. The responses of 720 frontline employees have been collected through pretested questionnaire. To understand the moderation effect of two variables, model number 3 developed by Hayes (2012) has been applied.

Findings

The findings have revealed that moderator role of social support between emotional work and employee wellbeing. However, research has pointed out that at high level of social support personal resources of employees' start to decline which subsequently reduces the wellbeing of employees.

Research limitations/implications

The present research work has analysed the moderated moderation effect of personal and social resources between emotional work and employee wellbeing. Besides, the relative significance of personal resources vis-a vis social resources empirically in context of employee wellbeing in case of emotional work has also been highlighted in the work.

Practical implications

The results of the study have suggested the employees to receive less social support from friends, family and other significant relationships to protect their personal resources in emotional work settings. Moreover, research work has implicated for employers to draw out the various interventions through which personal resources of employees can be enhanced in emotional work settings. Also, the research has assisted in designing the key competencies for different job domains of emotional work setups.

Social implications

The present study is very substantial in offering various parameters over which wellbeing policies for individuals can be framed. Also, the study has outlined the consequences of receiving different levels of social support which is applicable for that set of population who wants to enhance their personal resources for attaining high wellbeing.

Originality/value

The study has empirically investigated interaction effect of social and personal resources of employees between emotional work and employee wellbeing which is scarce in the literature. Besides, a dark side of social support in emotional work context has also been highlighted which was scarcely discussed in emotional work settings previously.

Details

Asia-Pacific Journal of Business Administration, vol. 13 no. 2
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 7 March 2008

Nicole Renee Baptiste

The purpose of the paper is to show that, though essential, the achievement of business‐oriented performance outcomes has obscured the importance of employee wellbeing at…

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Abstract

Purpose

The purpose of the paper is to show that, though essential, the achievement of business‐oriented performance outcomes has obscured the importance of employee wellbeing at work, which is a neglected area of inquiry within the field of human resource management. Instead the emphasis typically placed on the business case for HRM suggests a one‐sided focus on organisational outcomes at the expense of employees. With this in mind, this paper seeks to examine the effects of HRM practices on employee wellbeing and performance.

Design/methodology/approach

Data were collected from a public sector (local government) organisation to identify the link between HRM practices, employee wellbeing at work, and performance. A preliminary staff survey of employees provides a brief overview of the link between HRM practices, employee wellbeing at work and performance.

Findings

HRM practices adopted have a significant impact on employee wellbeing at work and tend to be more positive than negative. Overall a consistent result in the study was that management relationship behaviour in the form of support and development of trust, promoted employee wellbeing at work amongst workers. In general, the findings will prove helpful to human resource practitioners, management, policy makers and business practice.

Research limitations/implications

HRM practices that help to maximise employee wellbeing at work are not necessarily the same as those that make up “high performance” HR practices. Moreover, the promotion of wellbeing at work is not likely to be a result of the HRM practices but can be linked to line management leadership and relationships.

Practical implications

The importance of management relationships, support and employees' trust was found to predict wellbeing at work. The decision by management to embrace the business case for employee wellbeing at work is likely to complement more conventional methods of improving employee attitudes and productivity, which in turn can enhance organisational effectiveness and decision making.

Originality/value

This paper builds on existing work within HRM and provides a framework for establishing the linkage between HRM practices, employee wellbeing at work and performance in the public sector that it is suggested could improve individual and organisational outcomes through enhanced efficiency and productivity.

Details

Management Decision, vol. 46 no. 2
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 11 July 2022

Najmonnisa Khan, Rabia Aslam, Muhammad Mujtaba Asad, Lubna Oad and Norah Mansour Almusharraf

The present study aims to examine the effects of work from home (WFH) on employees' performance and wellbeing during the second wave of pandemic and to find out the…

Abstract

Purpose

The present study aims to examine the effects of work from home (WFH) on employees' performance and wellbeing during the second wave of pandemic and to find out the effects of institutional head's support as mediating variables and employees' self-efficacy as moderating variables on employees' performance and wellbeing during WFH.

Design/methodology/approach

A quantitative approach with causal comparative research design was adopted to collect the data from the respondents. The participants of the study were 586 teachers from public and private universities of Karachi, Pakistan, who were teaching from home during the second wave of pandemic, selected randomly from the population. An adopted questionnaire was used to collect data which consists of six parts.

Findings

Results found the positive significant effects of WFH on teachers' social wellbeing, negative significant effects on teachers' performance, their physical and mental wellbeing. No significant effects of WFH were found on teachers' financial wellbeing. The study also found that head's support plays a partially mediating significant role in the relationship between WFH and job performance, and social wellbeing, while no mediation on physical, social and financial wellbeing was found. Moderating effects of teachers' self-efficacy exist between the relationship of WFH and teachers' job performance, mental wellbeing and social wellbeing, while no effects exist between the relationship of WFH and teachers' physical and financial wellbeing.

Originality/value

The new research model will contribute significantly to education practitioners' knowledge, especially the government of Pakistan, which needs to measure their work from home policy's effectiveness during the pandemic.

Details

Journal of Professional Capital and Community, vol. 7 no. 3
Type: Research Article
ISSN: 2056-9548

Keywords

Article
Publication date: 7 April 2015

Connie Zheng, John Molineux, Soheila Mirshekary and Simona Scarparo

Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and…

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Abstract

Purpose

Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of individual WLB strategies and organisational WLB policies/programmes on improving employee health and wellbeing.

Design/methodology/approach

Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to individual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing.

Findings

The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not; they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing.

Originality/value

Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between individual WLB strategies and organisational provision of WLB policies/programmes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.

Open Access
Article
Publication date: 12 December 2022

Raphaela Stadler, Trudie Walters and Allan Stewart Jepson

This paper explores mental wellbeing in the events industry. We argue that mental wellbeing is often difficult to achieve in the stressful and deadline-driven events…

Abstract

Purpose

This paper explores mental wellbeing in the events industry. We argue that mental wellbeing is often difficult to achieve in the stressful and deadline-driven events industry, and that better awareness and understanding of specific actions for employees to flourish at work is needed.

Design/methodology/approach

We used in-depth semi-structured interviews with event professionals in the UK to investigate their individual coping strategies. To contextualise, we used the Five Ways to Wellbeing framework as an analytical tool.

Findings

Our findings reveal that event professionals currently unconsciously engage in a variety of actions to maintain and enhance their mental wellbeing outside of work, but not at work. Out of the Five Ways to Wellbeing, specific actions to Connect, Be Active and Take Notice were most important to event professionals. The remaining two ways, Keep Learning and Give, were also identified in the data, although they were less prominent.

Practical implications

We present recommendations for event professionals to more consciously engage with the Five Ways to Wellbeing and for employers to develop mental wellbeing initiatives that allow their employees to flourish.

Originality/value

In event studies, the Five Ways to Wellbeing have thus far only been applied to event attendees, volunteers and the local community. Our paper highlights how event employees can also benefit from engaging in some of the actions set out in the framework to enhance their mental wellbeing at work.

Details

International Journal of Event and Festival Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1758-2954

Keywords

Book part
Publication date: 28 March 2022

Rathinasamy Prince, Nitin Simha Vihari and M. Kameshwar Rao

Aim: This study aims to understand the effect of sustainable human resource management (SUHRM) practices on employee work wellbeing (WWB). By drawing on the

Abstract

Aim: This study aims to understand the effect of sustainable human resource management (SUHRM) practices on employee work wellbeing (WWB). By drawing on the self-determination theory and social identity theory, this study explores the sequential mediation effect of voice behaviour and trust in management in the association between SUHRM and employee WWB.

Method: The study, which is conducted in the context of the Indian information technology (IT) industry, is quantitative in nature and employs a descriptive research design. The data for the study are collected using a cross-sectional survey conducted among the managerial workforce of the top 10 IT companies in India. The study employs IBM SPSS 22 along with the Hayes’ PROCESS module to investigate the mediation effects.

Findings: The core findings support the theoretical claims that SUHRM positively influences employee WWB. The study also reveals that trust in management and voice behaviour acts as sequential mediators in the relationship between SUHRM and employee WWB.

Originality: This is one of the first studies to validate the individual consequences of SUHRM empirically. Besides, studying the effect of SUHRM on employees’ WWB contributes to the literature on wellbeing.

Implications: By explaining the relationship between SUHRM, trust in management, voice behaviour, and workplace wellbeing, the current study contributes to the literature on HRM, organisational behaviour, and environmental management. SUHRM can improve the employee workplace wellbeing, which might mitigate the turnover rate, a major problem daunting the IT industries. Thus, the study emphasises the importance of SUHRM in affecting employee behaviours and has important implications for HR practitioners and scholars.

Details

Managing Risk and Decision Making in Times of Economic Distress, Part B
Type: Book
ISBN: 978-1-80262-971-2

Keywords

Article
Publication date: 23 August 2021

Jnaneswar K and M.M. Sulphey

Mental wellbeing brings in multiple benefits to employees and their organizations like better decision-making capacity, greater productivity, resilience and so on. The…

Abstract

Purpose

Mental wellbeing brings in multiple benefits to employees and their organizations like better decision-making capacity, greater productivity, resilience and so on. The purpose of this paper is to examine the relationship of a few antecedents of mental wellbeing like workplace spirituality, mindfulness and self-compassion, using structural equation modeling (SEM).

Design/methodology/approach

Using the convenience sampling method, data were collected from 333 employees of various organizations in India and SEM was performed using the R Program to test the hypotheses.

Findings

Results suggest that mindfulness and self-compassion influenced the mental wellbeing of employees. It was also observed that workplace spirituality has a significant influence on both mindfulness and self-compassion.

Originality/value

An in-depth review of the literature revealed that no previous studies had examined the complex relationship between workplace spirituality, mindfulness, self-compassion and the mental wellbeing of employees. This research suggests that workplace spirituality, mindfulness and self-compassion are important factors that influence employees' mental wellbeing, and it empirically tests this in a developing country context. The present study enriches the literature studies on mental wellbeing, mindfulness, self-compassion and workplace spirituality by integrating “mindfulness to meaning theory”, “socio-emotional selectivity theory”, and “broaden and build theory”.

Details

South Asian Journal of Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-628X

Keywords

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