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The purpose of this paper is to identify key enablers and challenges in the implementation of a comprehensive approach to the management of employee well‐being.

A large organization which had implemented such an approach was chosen as a case study. Company documents and data regarding the corporate well‐being strategy were analysed, informing the content of the approach. Interviews with implementers and managers were conducted to identify how it was done.

The focal organization had several health management systems capable of addressing the requirements for employee well‐being management. These included occupational safety and health, health promotion, management of ill‐health and human resource management. Key enablers identified were strong senior leadership support, dedicated resources, involvement of stakeholders and intensive communication. Challenges revolved around the integration of these systems into a coherent whole, striking a balance between a focus on occupational risks and lifestyle risks; readiness of managers to bring attention to the concept of employees’ well‐being and their ability to monitor employees’ health‐related needs. Together with a target‐driven work culture, these challenges worked against promoting well‐being.

This case study is exploratory. Further research needs to gather direct views of both managers and employees on how the well‐being approach had been received. Explanatory research models that integrate health promotion and work management systems to better inform implementation strategy and the roles of managers are needed.

The paper shows that line managers need to make greater use of regular management processes such as work planning, formal and informal interactions, and resourcing, to monitor employees’ well‐being needs. They also need to continually self‐assess how their own leadership style may affect employee well‐being.

Achieving financial well-being is essential for individuals, families and countries as it leads to life satisfaction and happiness. This study synthesizes and identifies financial well-being’s key areas and dimensions using a blended systematic literature review and bibliometric analysis approach.

The authors systematically study a sample of 467 articles from the Scopus database to identify the research trend regarding financial well-being during the last 25 years (1997–2021). Various graphs and networks are presented to understand the publication trends, influential papers, conceptual and intellectual structures and research collaboration status.

Four clusters in the field of financial well-being were found: conceptualization and antecedents of financial well-being, financial well-being of young adults, the relationship between financial literacy and financial well-being and consequences of financial well-being. Further, emerging themes in financial well-being were identified with a content analysis of the papers published during the last five years.

This study will help financial planners, regulatory bodies and academic researchers in getting a better understanding of financial well-being and in identifying potential areas for future research.

Prior to this study, no such comprehensive bibliometric analysis on financial well-being has been carried out to the best of the authors' knowledge. This gap motivated the authors to combine quantitative and qualitative methods to review the published research and do a content analysis, to identify prominent authors and publications.

The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts.

This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review.

Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development.

This review discusses practical implications for human resource management practitioners.

This review is a unique attempt to assess the human capital and well-being literature systematically.

Purpose: To demonstrate how an online coaching intervention can support well-being management (mental health and mood) of medical students, by increasing psychological awareness, emotional management, and healthy/positive action repertoires.

Design/methodology/approach: A two-group randomized control trial design using a waitlist as a control was used with a sample of 176 medical students. Half were randomly assigned the 5P© coaching intervention and the remaining half assigned to the waitlist group, scheduled to receive the intervention after the initial treatment group completed the intervention. Participant baseline data on stress, anxiety, depression, positive and negative affect, and psychological capital were obtained prior to commencing the study, after completion of the first treatment group, and again postintervention of the waitlisted group, and then at the end of the year.

Findings: Coaching the students to reflect on their emotions and make solution-focused choices to manage known stresses of medical education was shown to decrease medical student stress, anxiety, and depression, thereby increasing the mental health profiles of medical students.

Research limitations/implications: The findings suggest that an online coaching tool that increases psychological awareness and positive action can have a positive effect on mental health and mood of medical students.

Practical implications: The framework developed and tested in this study is a useful tool for medical schools to assist medical students in managing their well-being, thereby decreasing the incidence and prevalence of mental illness in medical students. The implications of this research are significant in that positively affecting the psychological well-being of medical students could have a significant effect not only on each medical student but also on every patient that they treat, and society as a whole. Better mental health in medical students has the potential to decrease dropout rates, increase empathy and professionalism, and allow for better patient care.

Originality/value: This study contributes to the literature on online coaching for improved psychological well-being and emotional regulation, mental health, and medical students. It is one of the first studies using a coaching protocol to make a positive change to the known stress, anxiety, and depression experienced by medical students worldwide.

The purpose of this paper is to examine the connections between organizational climate and well-being at work.

Connections between perceived organizational climate and well-being at work were studied through quantitative data gathered from 24 public day-care centers in Finland.

The unit-level analyses revealed that different types of organizational climates were connected to different types of job well-being in the unit. Organizational climate types were differentially connected to stress and cynicism, but were not connected to work engagement. Employees in units where work climate was collectively evaluated as particularly weak reported significantly lower well-being than those in units with better work climate. The most positive climates – “relaxed and friendly” and “encouraging and supportive of new ideas” – seemed to be more strongly connected to well-being than negative climates.

The study confirmed and clarified the link between organizational climate and job well-being and emphasized how different climate types have varying types of connection to well-being at work.

This paper examines the effect of financial self-efficacy and financial behaviour on financial well-being and ascertains whether financial well-being affects an individual's level of happiness in life. The authors also show the mediating role of financial behaviour in the relationship between self-efficacy and financial well-being.

The survey method of research was adopted using questionnaires as the principal means of data collection. The hypotheses of the study were tested on a rich data set from a sample of 210 parliamentarians in Ghana using the structural equation modelling technique.

The results show that individuals with high level of financial self-efficacy practise responsible financial behaviour and find financial behaviour to be a good predictor of financial well-being. The authors also find financial behaviour to mediate between financial self-efficacy and financial well-being and conclude that well-being impacts positively on happiness.

Findings of this study demonstrate that the financial well-being of an individual has important implications on the quality of life and an important way of improving well-being is to promote responsible financial behaviour.

This study employs the subjective measure of financial well-being in its analysis and also examines an outcome of financial well-being.

Resilience development during university can increase the likelihood of positive employment outcomes for project management graduates in what is known as a stressful profession where the prevalence of project failure, job insecurity, and burnout is high. However, a focus on student resilience in project management education is scarce. The purpose of this paper is to address this gap by establishing a baseline profile of resilience for project management students, identifying priority areas of resilience development and exploring the relationship between resilience and well-being.

In total, 292 Australian students undertaking project management studies completed a survey comprising of the Resilience at University scale, the Short Warwick–Edinburgh Mental Well-being Scale and an item assessing sleep adequacy.

A resilience profile for undergraduate, postgraduate, male and female project management students was calculated. The resilience profile identified differences according to gender, and between undergraduate and postgraduate students. Mental well-being and adequate sleep were found to be significantly related to resilience.

Findings support the call for a greater emphasis on resilience development in the project management curriculum for undergraduates and postgraduates. One priority area likely to facilitate resilience is the ability to maintain perspective. As well as supporting academic achievement, it will assist graduates to navigate through complex, uncertain and challenging project environments.

This is the first known study of resilience for students undertaking project management studies in higher education.

The purpose of this paper is to tackle the grand issue of climate change in a managerial perspective by proposing a new type of management.

Climate change has now been debated for many years, and in spite of different viewpoints, analyses and opinions, is a phenomenon that is accepted by all. There are thousands of studies on the nature of climate change and its consequences on the planet Earth and its inhabitants. However, there are few studies investigating the consequences of climate change on the founding tenets and practices of management. This paper aims to contribute to this facet of the issue. In the first part, it examines the main facts about climate change, their impact on businesses and proposes an adapted model of management for agriculture, industry, services and supply chains. In the second part, it advocates a shift in paradigm from the “maximization of profit” to the “maximization of well-being” as the foundation of a new managerial philosophy that can both address climate change and sustainability.

Companies and managers are in a much better position than politicians and consumers to find a solution to climate change problems for the very reason that they are not stupid in Cipolla's (2011) sense. Companies and managers do have the power to rewrite the rules of the game in order to get to a firm and management metamorphosis. Starting from a return to company ownership by and for the company itself (not just external shareholders), a switch in purpose from profit-seeking to people's well-being, fair remuneration of stakeholders, progress as a measure of success and long-term orientation are suggested as new tenets in management.

Although this paper has several limitations (it may be too wide in scope, utopian, its ideas may sound unachievable and even sometimes naïve in their arguments), its starting point is very clear: the authors, as management scholars, must do something to try and stop the crash of economies and businesses in an ecological disaster. And its logic is very clear and straightforward as well: if people want things to change, then they have to change the foundations of management thinking, both in theory and in practice. The authors do not claim their solution is the only one or the best: avenues for future research aimed at providing better solutions are wide open from this point of view, and the authors genuinely encourage colleagues to continue in this direction and contribute to this work. What matters most, however, is to stop looking for precise answers to “wrong, well-defined, narrow problems” and to start looking for “approximate answers to important problems” (Brown et al., 2005) as the authors tried to do here.

Developing a new management operating model and foundations able to keep companies alive while not compromising mankind survival on planet Earth.

This paper addresses the Tourish (2020) challenge for purposeful research in management by providing some fresh ideas about the way companies and management principles and practices should change to prevent irreversible environmental damages.

This paper aims to examine the effects of extractive activities on the well-being of local communities and assesses stakeholder expectations of resource benefits and the corporate social responsibility (CSR) practices of oil companies in Ghana.

The paper uses a qualitative approach based on an exploratory research design to investigate the opinions and experiences of stakeholders in the growing oil and gas industry in Ghana.

The empirical findings demonstrate that entry negotiated agreements and local content requirements in the offshore oil industry have minimal benefits because of the lack of linkages with the economies of local communities. Additionally, the nature of CSR practices within the extractive industry is directly traceable to the resource governance arrangements and plural logics in Ghana’s institutional context.

This study only provides insights into natural resource governance and CSR issues in offshore oil and gas projects. Thus, the findings are not generalisable to the entire industry, including onshore drilling, which have other sustainability issues.

This research highlights the gap in natural resource management in Ghana and the effects of community expectations on CSR practices in the oil and gas industry. Therefore, this study posits the significance for including compliance requirements for improving the well-being of host communities in entry negotiated agreements and local contents.

By highlighting the nuanced issues in natural resource management within the oil and gas industry in Ghana, this paper makes significant contributions to the CSR and sustainability literature.

To explore how inclusive banking services are marketed to financially vulnerable consumers (FVCs) in Ghana from the perspective of managers. This study aims to explore this under-researched area and contribute towards a transformative service research in the country.

This study adopted a multiple case study research approach to analyse six banks, including commercial, development, investment and rural and community banks. Specifically, semi-structured interviews and archival documents were used to collect data from the perspectives of bank managers.

The empirical research based on practical and theoretical models shows that Ghanaian banks design an array of financial products and services (FPS), adopt innovative traditional marketing strategies and apply inclusive technologies to reach out to the FVCs.

The authors conducted this study on six banks in Ghana; thus, service researchers are cautioned when generalising the findings and conclusions in other contexts beyond the country of focus.

This study offers practical ideas to guide marketers to better understand how banks market their inclusive banking services to FVCs.

This paper provides implications for addressing financial inclusion amongst the “unbanked”, “underserved” and “unserved” collectively known as the FVCs and how Ghanaian banks design FPS to improve service research and well-being outcomes.

This study provides vital information to policymakers in designing FPS aimed at achieving an inclusive financial system to improve the well-being of FVCs in Ghana.