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Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

The aim of this chapter is to provide a literature review on daily recovery during non-work time. Specifically, next to discussing theories that help us understand the process of recovery, we will clarify how recovery and its potential outcomes have been conceptualized so far. Consequently, we present empirical findings of diary studies addressing the activities that may facilitate or hinder daily recovery. We will pay special attention to potential mechanisms that may underlie the facilitating or hindering processes. Owing to the limited research on daily recovery, we will review empirical findings on predictors and outcomes of a related construct, namely need for recovery. We conclude with an overall framework from which daily recovery during non-work time can be understood. In this framework, we claim that daily recovery is an important moderator in the process through which job characteristics and their related strain may lead to unfavorable states on a daily basis.

This chapter describes the complexity of large-scale disaster recovery programs in the United States, the challenges faced by these programs, and the importance of multiteam systems in overcoming these challenges.

This chapter is a case study based on the experience of the authors in hurricane recovery programs.

Multiteam systems provide the range of expertise and experience needed to implement complex large-scale disaster recovery programs. For such disasters, responsibility for recovery work needs to be divided among specialized teams with unique expertise, some of which act as checks and balances for others. Challenges facing these teams include ensuring compliance with multiple Federal and state requirements, providing sufficient training to program staff, modifying procedures in response to changing program policies, and communicating changes for all pressure to move quickly, while at the same time facing intense pressure to process applications for assistance as rapidly as possible.

This chapter provides organizations responsible for disaster recovery important information about the scope of work and challenges they are likely to face following a large-scale disaster.

The main aims of the paper were to explore the role of information and communication technology (ICT) in shaping the work-life balance of managers working remotely and to identify individual recovery strategies and organisational interventions to support digital managers. The theoretical background was based on the work-family border theory and the effort-recovery model.

A semi-structured individual in-depth interview (IDI) was used as the research method. The research group consisted of 13 managers from companies in Poland representing various industries. In all, 560 min of recordings and 201 pages of text were obtained and subsequently coded and categorised.

The results showed that remote managers struggle with the work-life imbalance and blurred boundaries between work and private roles, as well as difficulties in maintaining digital hygiene. The use of ICT enables high flexibility but contributes to work-life conflict. Managers who work from home experience a constant workload and suffer from impaired recovery. The use of ICT creates a need to recover and maintain digital hygiene. However, there are constraints that impede managers' recovery attempts. Many feel that their work does not allow to recover but requires to be “always on” to help their subordinates fulfil their responsibilities, even though they do not expect their subordinates to work after hours. Finally, managers perceive organisational support as insufficient or inappropriate for their needs. They admit that they do not participate in organisational interventions due to lack of time and do not believe that they help them to maintain or restore their well-being.

The role of ICT in blurring the boundaries between work and private roles was explored in depth, as was the “always on” phenomenon as a factor contributing to the tension between the need to recover and the inability to engage in recovery activities. The study has practical implications for integrating individual and organisational approaches to well-being and identifies solutions to encourage managers to maintain digital hygiene and mental health.

Caring for a person with a substance use disorder (SUD) and/or mental health disorder (MHD) represents a significant burden for family members. The features of “carers/family members” experiences reflect trauma signatures. Consequently, working through this trauma for carers corresponds with psychological recovery, empowerment processes and intrapersonal/interpersonal needs. The purpose of this paper is to outline a framework called the “personal and relational empowerment (PRE)” framework which enables family support practitioners to help family members to be able to take control of their own lives, develop meaningful relationships and live purposeful and fulfilling lives, regardless of whether the person with the SUD and/or MHD is in recovery or not.

This paper critically reviews existing frameworks for carer recovery, through a systematic literature search, and proposes a “PRE” alternative to redress the shortfalls in these existing frameworks.

The PRE framework takes a multi-level needs-based approach to understand carer recovery. This framework links the concepts – psychological recovery, empowerment processes and intrapersonal/interpersonal needs.

The PRE framework recognises the importance of recovery support practitioners being able to balance the immediate carer crisis intervention needs responses with personal growth and well-being supporting interventions.

The PRE framework of family recovery attempts to answer the need to broaden the focus on the family journey to better reflect the principles and practices of contemporary SUD and/or MHD recovery-based support.

This study aims to examine the role of instrumental vs intrinsic work orientations in the job demands‐resources (JD‐R) model.

Using a sample of 123 employees, the authors investigated longitudinally whether an instrumental work orientation moderates the motivational process, and mediates the health impairment process in the JD‐R model.

Regression analyses revealed that an increase in job resources over time was particularly beneficial for experienced flow at Time 2 among employees holding an instrumental (vs intrinsic) work orientation. In addition, structural equation modeling analyses showed that work pressure was reciprocal with need for recovery, which was reciprocal with instrumental work orientation.

Findings suggest that work orientation should be integrated in research linking work characteristics with motivational and health impairment processes.

Organizations should avoid placing overly high demands on their employees as these not only impair employees' health, but also change their orientation towards work.

Organizations can contribute to the wellbeing of individuals and society by designing jobs that provide affordable demands and sufficient resources.

The present study successfully integrated work orientations in the JD‐R model.

Despite the high prevalence of co-occurring disorders and the need for systems of care to integrate mental health and addiction services, integration remains a challenge. The purpose of this paper is to address this challenge by focussing on shared processes of recovery.

After reviewing commonalities between mental health and substance use recovery, integration of treatment with recovery supports under the rubric of a “recovery-oriented system of care” is described. Philadelphia's Department of Behavioral Health and Intellectual disAbility Services is then used as an example to illustrate strategies for achieving two forms of integration: mental health and addiction and treatment and recovery supports.

Viewed through the lens of people with mental health and addiction challenges, the services and supports that promote recovery are very similar. One of the common themes that emerged was the need for these services to go beyond helping people manage their symptoms or achieve abstinence, to also helping them to rebuild their lives in their communities. In addition to co-location and increased collaboration, service providers must possess common values, a consistent approach, and a shared vision for the people they serve.

Systems need to find innovative and effective ways to integrate recovery support services with treatment and other interventions, hopefully transforming existing services in the process.

In the process of developing a truly integrated behavioral health system, a shared vision across all sectors of the system must shift away from the field's historical focus on illness and problems to a new focus on strengths and possibilities.

The purpose of this paper is to understand how people with problematic drug use access positive social capital. Social capital is defined as relations that provide valuable resources to individuals through participation in social networks. People with low-socioeconomic status remain at a disadvantage for acquiring positive social capital, a component of recovery capital. The concept of social recovery emphasizes the relational processes of recovery.

In-depth life history data were collected from 29 individuals who used heroin, cocaine, crack, or methamphetamine for at least five years, have less than a high-school education, and unstable employment and housing. Qualitative data were coded for social networks accessed throughout the life course, distinguished by bonding, bridging, and linking social capital.

Social networks included drug treatment programs; non-drug-using family and friends; religious/spiritual groups; workplace networks; and social clubs/activities. Bonding and/or bridging social capital were acquired through treatment, family and friends, religious/spiritual groups, workplaces, and social clubs. Linking social capital was not acquired through any social network available, and many barriers to accessing mainstream social networks were found.

This is a small study conducted in the USA.

Social recovery is proposed as an analytical tool as well as for developing prevention, intervention, and treatment strategies.

A greater focus on social recovery is needed to achieve sustained recovery for individuals lacking access to, and engagement in mainstream social networks.

This paper further develops a new conceptual framework to use in recovery research and practice.

To assess which partnerships were most critical during the recovery planning process following Hurricanes Maria and Irma. We discuss the roles and impact of different types of partners, barriers and facilitators to partnerships and lessons in collaboration during the development of the economic and disaster recovery plan for Puerto Rico.

The Homeland Security Operational Analysis Center (HSOAC) was tasked with assisting the Puerto Rican government with an assessment of damages from Hurricanes Maria and Irma and the development of the Recovery Plan. During the process, a small team compiled and coded a database of meetings with non-HSOAC partners. The team was divided into sector teams that mirrored FEMA’s Recovery Support Functions. Each sector completed two surveys identifying high impact partners and their roles and contributions, as well as barriers and facilitators to partnerships.

A total of 1,382 engagements were recorded across all sectors over seven months. The most frequently identified high impact partners were federal and Puerto Rican governmental organizations partners. NGOs and nonprofits were noted as key partners in obtaining community perspective. Sector teams cited a lack of trust and difficulty identifying partners as barriers to partner engagement. Given the expedited nature of disaster response, establishing partnerships before disasters occur may help facilitate community input. Early networking, increased transparency and defining roles and responsibilities may increase trust and effectiveness among partnerships.

To our knowledge, this is one of the few studies that quantifies and illustrates the partnerships formed and their contributions during recovery planning, and lessons learned.

Drawing from research on personal resources (e.g., Baumeister, Bratslavsky, Muraven, & Tice, 1998; Fredrickson, 1998) and the episodic nature of work (Beal, Weiss, Barros, & MacDermid, 2005), we examine research and theory relevant to the study of momentary recovery in the workplace. Specifically, we propose that the nature of within workday breaks influences the levels of psychological resources, which in turn influence various workplace outcomes. First, we discuss the momentary approach to studying workplace breaks and consequent resource levels. In doing so, we distinguish between two types of breaks, respites and chores; and we detail two types of psychological resources, regulatory and affective resources. Consequences of psychological resource levels on emotional exhaustion and performance are considered. We also explore possible moderators of the proposed relationships; we discuss job and individual characteristics, and motivation to perform. Finally, we conclude the chapter with a brief discussion on future research and possible applications of the momentary approach to work recovery in organizations.