Delivering your daily dose of well-being to the workplace: a randomized controlled trial of an online well-being programme for employees

Neumeier, Lena M.; Brook, Libby; Ditchburn, Graeme; Sckopke, Philipp

doi:10.1080/1359432x.2017.1320281

Cited by 51 publications

(66 citation statements)

References 140 publications

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“…Second, the longitudinal data allowed us to probe the causal effects through controlling for the effects of the same variables at the previous time points so that the predictor variables’ effects would not be confounded by their existing levels. Baseline measures represent a stringent set of control variables, because controlling for them essentially removes all preexisting between‐person differences among these variables (Bernerth & Aguinis, ; Neumeier, Brook, Ditchburn, & Sckopke, ; Van Gool, Kempen, Bosma, Van Eijk, & Van Boxtel, ). We also controlled for trait positive affect in this analysis.…”

Section: Study 4: Results and Discussionmentioning

confidence: 99%

Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover

Yam

Aguinis

2018

Personnel Psychology

191

194

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We examined socioemotional microfoundations of perceived corporate social responsibility (CSR) and posited that employees’ perceived CSR triggers a perception‐emotion‐attitude‐behavior sequence. Drawing from appraisal theory of emotion, we hypothesized that perceived CSR relates to emotions (i.e., organizational pride), which relate to job attitudes (i.e., organizational embeddedness) that in turn relate to job behaviors (i.e., decreased turnover). To test this model, we conducted a multistudy investigation involving different samples, designs, and data‐analytic methods. In Study 1, we conducted an experiment and found that participants who envisioned working in a firm that was active regarding CSR activities reported greater pride and organizational embeddedness. We then conducted two field studies using a nonmanagerial sample (Study 2) and a managerial sample (Study 3) and found that participants’ perceived CSR was positively related to their pride, which in turn was related to stronger organizational embeddedness. Stronger organizational embeddedness was related to lower turnover 6 months later in Study 2 but not in Study 3. In Study 4, we conducted a longitudinal four‐wave 14‐month study to test the proposed relationships from a within‐person conceptualization, and the results were also supportive. Thus, the proposed perception‐emotion‐attitude‐behavior framework received broad support and illustrated that stronger microfoundations of CSR research could be constructed through understanding employees’ emotional, attitudinal, and behavioral reactions to their perceptions of their employers’ CSR.

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Section: Study 4: Results and Discussionmentioning

confidence: 99%

Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover

Yam

Aguinis

2018

Personnel Psychology

191

194

View full text Add to dashboard Cite

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“…Similarly, results from a longitudinal study that utilized a gratitude intervention demonstrated that participants experienced enhanced well‐being, higher self‐reported scores on gratitude, and reduced absenteeism (Kaplan et al, ). In another study, a gratitude intervention program enhanced participants' subjective well‐being on the job (Neumeier, Brook, Ditchburn, & Sckopke, ). Furthermore, health care participants were subjected to a gratitude intervention that involved counting blessings via daily diary entries (Cheng, Tsui, & Lam, ).…”

Section: Moral Emotions In the Management Sciencesmentioning

confidence: 99%

Moral emotions: A review and research agenda for management scholarship

et al. 2019

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Summary By discussing “families” of moral emotions, we synthesize and review the moral emotions literature in an effort to advance organizational scholarship. First, we broadly discuss “what constitutes a moral emotion?” Second, we critically examine each family of moral emotions. We discuss key controversies and debates, particularly in terms of construct overlap, and provide recommendations. Third, we review scholarly work on each family of moral emotions in the workplace and offer ideas for future research. Finally, in our general future directions, we discuss a range of theoretical perspectives that can be used to advance the moral emotions literature in the management field.

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“…Employee Well-Being Interventions Employee well-being may encompass both general well-being and work-specific well-being (e.g., evaluation of job satisfaction and workrelated affect; Bakker and Oerlemans 2011;Neumeier et al 2017). Seligman's wellbeing theory (2011), known as PERMA (i.e., positive emotions, engagement, relationships, meaning, and accomplishment), is one underlying framework used in employee well-being interventions.…”

Section: Employee Gratitude Interventionsmentioning

confidence: 99%

“…Seligman's wellbeing theory (2011), known as PERMA (i.e., positive emotions, engagement, relationships, meaning, and accomplishment), is one underlying framework used in employee well-being interventions. Several employee well-being interventions attempt to improve the various aspects of PERMA in the workplace (Neumeier et al 2017). Interventions that target employee well-being have been shown to reduce employee absenteeism and turnover intentions, as well as improve job satisfaction (Boehm and Lyubomirsky 2008;Layous et al 2013;Pelled and Xin 1999).…”

Section: Employee Gratitude Interventionsmentioning

confidence: 99%

Evaluating Positive Psychology Interventions at Work: a Systematic Review and Meta-Analysis

Donaldson

Lee

Donaldson

2019

Int J Appl Posit Psychol

126

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Positive psychology interventions (PPIs) in the workplace aim to improve important outcomes, such as increased work engagement, job performance, and reduced job stress. Numerous empirical studies have been conducted in recent years to verify the effects of these interventions. This paper provides a systematic review and the first meta-analysis of PPIs at work, highlighting intervention studies explicitly aligned within the theoretical traditions of positive work and organizations (PWO). We draw from streams of PWO, including positive organizational scholarship (POS), positive organizational behavior (POB) and positive organizational psychology literature (POP) to evaluate PPIs at work. The meta-analytic findings from 22 studies showed that the five workplace positive psychology interventions had a small positive effect on improving desirable work outcomes (g = .25), and a small to moderate effect on reducing undesirable work outcomes (g = −.34). Thus, this paper provides valuable insight on the effectiveness of PPIs at work and future directions for scholars and practitioners.

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Delivering your daily dose of well-being to the workplace: a randomized controlled trial of an online well-being programme for employees

Cited by 51 publications

References 140 publications

Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover

Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover

Moral emotions: A review and research agenda for management scholarship

Evaluating Positive Psychology Interventions at Work: a Systematic Review and Meta-Analysis

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