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This study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.

Data were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.

The findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.

This study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.

This study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.

The relationship between demographic factors and worker well-being has garnered increased attention, but empirical studies have shown to inconsistent results. This chapter addresses this issue by examining how age, gender, and race/ethnicity relate to worker well-being using large, representative samples. Data from the Gallup Healthways Index and Gallup World Poll provided information on both job and life satisfaction outcomes for full-time workers in the United States and 156 countries, respectively. In general, results indicated that increasing age was associated with more workers reporting job satisfaction and fewer people reporting stress and negative affect. Women were comparable to men in reported job satisfaction and well-being, but more women reported experiencing negative affect and stress. Less consistent well-being differences in ethnic/racial groups were found. Finally, we found strong evidence for direct and indirect national demographic effects on worker well-being showing need for considering workforce demography in future theory building. Theoretical and practical implications are discussed.

Companies are concerned about the well-being of workers in their supply chains, but conventional audits fail to uncover critical problems. Yet, if the happy worker – productive worker thesis is correct, it would benefit factories in fast-developing countries, particularly China which is key to many global supply chains, to ensure the well-being of their workers. The authors set out to better understand the relationship between well-being and performance in four Chinese factories.

Over 12-months the authors collected digital diaries from 466 workers in four factories, and monthly data about the performance of their factories. The authors used this data to gain insights into the well-being of workers in these factories; to design experimental interventions to improve this; and to consider any effects these had on factory performance.

The experiments showed that training interventions to improve workers' well-being through their work relationships and individual skills improved not just a factory's general worker well-being, but also some aspects of its performance and worker retention. Thus, it brought benefits not only for the workers but also for the factory owners and their client companies.

While there is a significant body of research investigating the happy worker – productive worker thesis, this was not conducted in Chinese factories. The authors’ work demonstrates that in this and similar environments, workers' eudaimonic well-being is more important than might be assumed, and that in this context there is a relationship between well-being and performance which can be practically addressed.

The high-pressure nature of the construction industry, along with the COVID-19 pandemic, triggered abusive supervision (i.e. workplace bullying and incivility behaviour) that has diminished workers' well-being. However, despite the growing prevalence in practice and increasing concern in academia, abusive supervision remains largely unexplored by construction management scholars. This study aims to fill the gap in the current literature by analysing the effects of abusive supervision on construction workers' well-being, the mediating role of guanxi closeness and the moderating role of trust in the manager.

A questionnaire survey was completed by 258 Chinese construction workers. The data underwent mediation and moderation analyses using PROCESS macro 3.5 for SPSS.

The results revealed that managers' abusive supervision reduced construction workers' well-being at work and in life. Guanxi closeness between manager and workers mediated the relationship between managers' abusive supervision and construction workers' well-being. Additionally, trust in managers moderated the mediating effect of guanxi closeness. This study further revealed that the emotional connection between construction managers and workers, such as expressive guanxi closeness and affective-based trust, is important in handling the impact of abusive supervision on the workers.

The findings of this study provide support for recent calls to address negative manager behaviours such as abusive supervision in construction management. They aid the development of a more comprehensive internal mechanism that considers the influence of guanxi closeness on the outcomes of abusive supervision by managers at construction sites. Additionally, interventions that develop trust in managers may be particularly effective in alleviating the tension of abusive supervision. More attention should be paid to managers' emotional connections in daily construction project management.

Rather than concentrate on positive leadership, this study shifts the focus to negative leadership in construction project management by identifying abusive supervision as a negative primary antecedent of workers' well-being. While prior research has highlighted how negative manager behaviours affect workers' well-being from the conservation of resources theory (COR) perspective, this study is the first, to the authors’ knowledge, to adopt a social exchange theory perspective by introducing guanxi closeness as a mediator. It contributes to a greater understanding of how trust in the manager alleviates the negative effect of the person's abusive supervision on construction workers.

Online labour markets (OLMs) have recently become a widespread phenomenon of digital work. While the implications of OLMs on worker well-being are hotly debated, little empirical research examines the impact of such work on individuals. The highly competitive and fast-paced nature of OLMs compels workers to multitask and to perform intense technology-enabled work, which can potentially enhance technostress. This paper examines the antecedents and well-being consequences of technostress arising from work in OLMs.

The authors draw from person–environment fit theory and job characteristics theory and test a research model of the antecedents and consequences of worker technostress in OLMs. Data were gathered from 366 workers in a popular OLM through a large-scale online survey. Structural equation modelling was used to evaluate the research model.

The findings extend existing research by validating the relationships between specific OLM characteristics and strain. Contrary to previous literature, the results indicate a link between technology complexity and work overload in OLMs. Furthermore, in OLMs, feedback is positively associated with work overload and job insecurity, while strain directly influences workers' negative affective well-being and discontinuous intention.

This study contributes to technostress literature by developing and testing a research model relevant to a new form of work conducted through OLMs. The authors expand the current research on technostress by integrating job characteristics as new antecedents to technostress and demonstrating its impact on different types of subjective well-being and discontinuous intention. In addition, while examining the impact of technostressors on outcomes, the authors consider their impact at the individual level (disaggregated approach) to capture the subtlety involved in understanding technostressors' unique relationships with outcomes.

The purpose of this paper is to present corporate wellness (CW) as an approach to worker well-being and as distinct from workplace health promotion (WHP). Theoretical explanations of the contribution of CW and WHP to the economic and social legitimacy objectives of human resource management (HRM) serve to elucidate this distinction and also to highlight the problematic nature of CW. An alternative approach to worker well-being, firm performance and social legitimacy of the firm is discussed.

This is a review paper that analyses research into CW as a discrete approach to the management of people and compares this body of knowledge with ancillary studies of the impact of policies more commonly aligned with HRM in order to achieve the purpose of the paper.

The review is critical of CW as a means of achieving competitive advantage through people due to the probability of dysfunctional outcomes, namely exacerbating the health and well-being of the workforce, especially the mental health of workers.

Due to the sizeable investment in CW programmes, the paper advocates a focus on equity in pay, employment security and employee voice as an alterative means of enhancing the health of the workforce and the performance of the organisation.

This paper elaborates on recent critiques of worker well-being programmes (see e.g. Guest, 2017), offering a comprehensive and robust theoretical framework. The paper cites extensive evidence that improved pay, employment security and an effective voice in the workplace are more effective means of meeting the needs of the firm and improving worker well-being.

The main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.

The authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.

The results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.

All organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.

This study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.

This study aims to investigate the impact of Information and Communication Technology (ICT) on the well-being of Tunisian social workers.

Resources (JD-R) theory. A questionnaire was administered to 162 Tunisian social workers, and statistical analysis and hypothesis testing were conducted using SPSS and SmartPLS software.

The study found that ICT has a substantial positive influence on social workers' well-being. Specifically, ICT was found to increase social workers' job resources, which in turn led to decreased job demands, increased burnout and increased work engagement.

This study addresses prior research gaps by exploring ICT's interplay with well-being within the Tunisian context. Its outcomes offer valuable insights for policymakers, guiding the development of strategies to address challenges and harness ICT's potential in social work.

The purpose of this study is to deepen our understanding of the well-being of transient organizations/groups and to use this to develop a novel conceptual framework of gig worker well-being during times of crisis.

A qualitative approach was adopted combining in-depth semi-structured interviews and daily diaries. Twenty-two workers working in the sharing economy were recruited. Thematic analysis was conducted for the diary and interview data.

The findings illustrate a complex picture of sharing economy workers’ four dimensions of well-being, including physical, subjective, psychological and social well-being. A number of the COVID-19 pandemic contexts, such as more time, restriction, economic recession and uncertainty, were seen to influence these workers’ well-being in different ways including both positive and negative impacts. The precarious nature of gig work within the sharing economy was also found influential, which includes flexibility, uncertainty, temporality and diversity. Furthermore, the specific contexts of the hospitality, tourism and event industry (such as labor-intensive, low esteem, self-value and purpose in life) had also impacted gig workers physical and psychological well-being in various ways.

This study complements the gig workers’ view of the sharing economy by investigating their well-being during the COVID-19 pandemic. In addition, this study reveals the complex and various influences hospitality, tourism and events industry contexts made, amplified by the pandemic. Methodologically, the daily diary approach applied in this research has captured gig workers’ instant feelings and thoughts, which enriches the current understanding of gig workers’ well-being.

From the findings and the newly developed conceptual framework, practical implications are proposed focusing on how the tourism, hospitality and event industries should look after their gig workers’ well-being in the COVID-ized environment. From the physical well-being perspective, businesses should consider partnering with gym operators to provide corporate packages or discounted membership to their gig workers. From psychological well-being perspective, a recognition system integrating gig workers would be useful to strengthen gig workers’ perception of value in their jobs. In addition, technology can be used to introduce more resources to their gig workers, particularly when distancing.

A conceptual framework is developed, which captures the influence of both “internal” and “external” determinants of gig worker well-being during times of crisis. This research contributes to theory by developing a framework of well-being in the context of the sharing economy, as well as explicitly addressing how the uncertainty and precariousness of sharing economy work and the hospitality, tourism and event industry contexts relate to well-being. This model is likely to have applicability beyond COVID-19 as the pandemic made clear many existing challenges – rather than just simply creating new ones.

The paper examines the compatibility of two UK policy priorities – extending working life (EWL) and the promotion of national economic performance through high performance work practices (HPWP).

Empirical analysis has been conducted using data from WERS2011 to test hypotheses on whether age moderates the link between HPWP and employee well-being outcomes.

Development-oriented human resource strategies are found to compromise the wellbeing of older workers relative to younger ones, while some dimensions of HPWP lead to more favourable wellbeing outcomes for older workers relative to their younger counterparts (flexible working, performance-related pay and appraisal systems).

At older ages those still in the workforce may be over-represented by happier and psychologically more robust individuals who have settled into jobs they find fulfilling, matching their personal characteristics and abilities. If so, the adverse well-being influence of development-oriented strategies may be understated, while favourable well-being outcomes for older workers may be overstated.

HRM strategies may need to be more age sensitive to support the EWL agenda better.

While many studies have examined the link between HPWP and a range of individual-level outcomes, less widely researched is whether responses vary by age, which the paper addresses.