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The purpose of this paper is to deepen conceptual understanding of how employee wellbeing is identified and categorised in the workplace, and how management information is used to target workplace interventions.

This is a conceptual paper reviewing and discussing contemporary literature and practice, with a focus on themes congruent with employee needs and organisational intervention options in relation to wellbeing. This paper considers wellbeing in the context of police work in the UK, and how a framework can help those charged with leading to understand and act in the interest of both the employee and the organisation.

This paper suggests that the use of an appropriate strategic HR model, such as the General Analysis, Interventions and Needs (GAIN) pyramid (Hesketh and Rhodes, 2015), can assist organisations to develop practical categories and metrics to illustrate employee status in relation to wellbeing.

The arguments posed provide opportunities for practitioners to use workforce-modelling tools that assist in identifying, categorising and targeting wellbeing interventions in the workplace.

This paper highlights that identifying, categorising and prioritising wellbeing interventions in the workplace has hitherto received little academic attention. This paper contributes by providing a greater practical insight into what may work, which is important for leaders in all organisations, particularly those trying to maintain operational performance whilst undergoing programmes of change.

Using e-mail is a time-consuming activity that can increase workload stress. The purpose of this paper is to investigate the relationship between the individual’s e-mail load, workload stress and desired e-mail load, drawing from the cybernetic theory of stress.

Based on prior theory, the authors first hypothesized relationships among e-mail load, workplace stress and desired e-mail load. The authors then tested these relationships on a sample of 504 full-time workers in the USA, using survey data and covariance-based structural equation modeling techniques.

The authors find that higher e-mail load is associated with higher workload stress; higher workload stress is associated with lower desired e-mail load; lower desired e-mail load is associated with lower e-mail load; and higher workload stress is associated with higher psychological strain, higher negative emotions and lower organizational commitment.

The study provides a novel understanding of workload stress due to e-mail load, through the lens of cybernetic theory. It contributes to the e-mail overload and technostress literatures by conceptualizing desired e-mail load as a potential outcome of workplace stress and as a regulator for e-mail load. For practitioners, the study highlights the importance of managing employees’ e-mail load to prevent the negative effects of workplace stress and associated strains.