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This paper examines whether employee-driven practices of reverse mentoring and job crafting lead to work engagement and, in turn, to higher levels of prospective mental and physical health.

Integrating social exchange theory and the job demands and resources model as theoretical frameworks, survey data were collected from 369 Indian software developers to test the research model. Latent variable structural equation modeling was used to empirically test the hypothesized associations.

The findings reveal that both reverse mentoring and job crafting are significantly associated with work engagement. Work engagement fully mediated the negative relationship between 1) reverse mentoring and mental ill-health and 2) job crafting and physical ill-health, while it partially mediated the negative relationship between 1) reverse mentoring and physical ill-health and 2) job crafting and mental ill-health.

The results demonstrate that by implementing the practices of reverse mentoring and job crafting, managers can achieve desired levels of engagement among employees and sustain organizational productivity by promoting employee health and well-being.

This study is one of the early attempts to empirically demonstrate the associated health outcomes of reverse mentoring and job crafting.

The purpose of this paper is to examine the role of work engagement as a mediator in the relationship of subjective well-being with work performance, work withdrawal behavior, physical and mental health.

A survey design was used to collect the data from 369 Indian software developers. Latent variable structural equation modeling was used to test the hypothesized relationships.

Subjective well-being was found to have a significant positive association with work engagement and this, in turn, had significantly enhanced employee’s work performance and reduced work withdrawal behavior, mental and physical ill-health. In addition, work engagement was found to fully mediate the association of subjective well-being with work performance and mental ill-health, while it partially mediated the association of subjective well-being with work withdrawal behaviors and physical ill-health.

This paper contributes to the development of self-sustaining approach toward increasing work engagement and provides a way to deal with work-and-health outcomes.

This study is one of the early attempts to examine direct and indirect associations of subjective well-being with work-and-health outcomes in an Indian setting.

Using the Occupational Stress Indicator, the results from this study provided a comparative overview of Australian and UK hospital workers’ perceived responses to organizational sources of pressure, use of coping strategies plus outcomes of job satisfaction, mental and physical ill health. The broad picture that emerged was that the Australian hospital workers appeared to have a more favourable working environment as their organization presented fewer sources of pressure. Despite lower levels of contributory pressure, it was apparent that Australian hospital workers perceived similar long‐term outcomes to organizational sources of pressure as the UK hospital worker sample. The Australian hospital workers reported significantly higher perceived physical ill health, and second, similar levels of mental ill health and job satisfaction when compared to the UK hospital workers. In addition, the Australian hospital workers reported increased use of coping strategies. The discussion takes into consideration the context and time frame of the two operating environments.

This paper explores the evidence on risk and vulnerability to depression of older people, looking at the complex interplay between physical ill health, disability, loss of intimates and social relationships, loneliness and depression, and the resources and protective factors at individual, social and community level that either buffer risk or promote psychological well‐being. It concludes, with Blazer (2000), that effective strategies for the prevention, treatment and management of depression must ‘proceed across multiple domains simultaneously’, and address social, environmental and economic as well as medico‐biological factors if interventions are to prove effective in this greatly neglected field. Action at government level to address social inequalities throughout the life course would also have a significant protective impact on mental well‐being in old age.

This article analyses how privatization influences corporate culture and employee wellbeing in the privatized companies. We hypothesized that the change process initiated with privatization and preparation for privatization would lead to a change in corporate culture and also to an increase in employees’ perceptions of occupational stress and symptoms of mental and physical ill health, as well as a decrease in job satisfaction. In the long term, these symptoms should be reversed. The study was carried out in three companies, one of them with two data collections, which allowed for a cross‐sectional analysis and a quasi‐longitudinal one. The two types of analyses supported most of the hypotheses. In general, corporate culture changed towards a greater emphasis on performance and people orientation and on organizational integration. Occupational stress was found to be higher and job satisfaction lower before privatization. Mental and physical ill health, however, were found to be higher in the companies that had already been privatized for some time.

The purpose of this paper is to examine the mediational effects of positive and negative emotions in the relationship between organisational justice and health.

This cross‐sectional research obtained data from 206 workers employed within the financial/banking, manufacturing, and retail industries in Barbados.

Structural equation modelling analyses revealed that positive and negative emotions completely mediated the effects of relational justice (but not procedural justice) on overall health.

Research was cross‐sectional, and relied on self‐report measures. The findings suggest that employers must properly evaluate their health and safety policies and practices in the organisation to ensure that aspects of the psychosocial work environment are being properly implemented, managed, and monitored, to ensure that individuals’ health and well‐being are not at risk.

The paper represents a first attempt to investigate the roles of positive and negative emotions in the justice‐health relationship in a different cultural context such as the Caribbean. Justice has been rarely researched as a psychosocial work stressor. The study described in the paper focused on multiple health outcomes.

The aim of this study was to explore the relationship between stress, satisfaction and the four dimensions of psychological empowerment (meaning, impact, self‐determination and competence) within a call centre. The occupational stress indicator and Spreitzer’s empowerment measure were used to collect data from a north west (UK) call centre (n=49). The study found the call centre agents were more stressed, less satisfied and reported poorer mental and physical health than the general working population. In addition the sample perceived themselves as less empowered than other workers in a traditional office environment. The empowerment dimensions of meaning, impact and particularly self‐determination, seem to directly influence job satisfaction, but not health.

The purpose of this paper is to emphasise how vulnerability is not only “place-based” and to explore by example how vulnerability to hazards in England may comprise additional economic, social and psychological contributors to poverty. The mutuality of poverty and vulnerability is demonstrated, as are examples of susceptibility of the vulnerable to stigmatic disregard and cruelty.

“Place-based” vulnerability is exemplified by coastal vulnerabilities and causes of their increase. Poverty and its causes are explained, followed by examples of possible contributors, indicators and consequences in incomes, living costs and debt; housing welfare and homelessness; food, nutrition, health and mental ill-health. Susceptibility to stigmatic behaviours exacerbate personal vulnerabilities.

Dynamics of mutual inter-relationships between poverty and vulnerability are demonstrated. Behavioural responses to either condition by individuals and by society at large, to which those who are vulnerable or in poverty are susceptible, are described in the present and from history.

Findings form a “theoretical reality” upon which some measures may follow. An additional need is identified for long-term social field research to follow adults’ and childrens’ experiences, and consequences of poverty in vulnerable situations.

Vulnerability accrues irrevocably between disasters, the results of which may be exposed by disaster impacts.

Recognition of linkages between economic and social vulnerability and disasters is essential for subsequent action to reduce the impact of disasters upon society.

Though vulnerability has been explored for many years, the dynamics of its contributing processes require further explanation before their wider comprehension is achieved.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The results of a study of Indian software workers showed the practices of reverse monitoring and job crafting boost engagement levels, which in turn improves both their mental and physical health.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to examine workplace bullying as a potential moderator (or exacerbator) in the relationship between job demands and physical, mental and behavioral strain.

Survey data from a cross-section of 262 employees were collected using a range of measures and hierarchical moderated regressions were performed to examine the interactive effects of job demands and workplace bullying on physical exhaustion, depression, and medically certified and uncertified absenteeism.

The results revealed that workplace bullying significantly exacerbated the effects of job demands on physical exhaustion, depression, and uncertified absenteeism.

The study utilized a cross-sectional self-report survey research design which does not permit causal inferences to be made. Longitudinal research is needed to further investigate these relationships reported here.

Managers should seek to minimize workplace bullying as well as excessive job demands to help alleviate the risk of employees developing negative health outcomes.

The study investigated how different categories of stressors interact with each other to predict various health outcomes or forms of job strains.