Developing wellbeing at work: Emerging dilemmas

Abstract

Developing wellbeing at work is one of the most challenging tasks in contemporary society. As no single definition of wellbeing at work is commonly accepted as the most comprehensive and relevant, we introduce a discursive definition. We argue that wellbeing at work is associated with many contradicting dilemmas concerning both the development process and wellbeing at work itself. In the development processes of four organizations, analysed using data gathered in interviews with the key actors in the processes, seven such dilemmas of major importance for development are identified. The dilemma theory is helpful in charting the emerging dilemmas in developing work wellbeing and the theory contributes to the construction of better development processes.

Intensive care nurse conceptions of well‐being: a prototype analysis

“…Of the theoretical perspectives and models of well‐being (Durie, ; Palmer, ; Ryff, ; Seligman, ) and work well‐being (Dewe and Kompier, ; Fisher, ; Grant et al, ; Laine and Rinne, ; Page and Vella‐Brodrick, ), no one model sufficiently depicted this study's sample of ICU nurses' conceptions of work well‐being. The work well‐being model of Dewe and Kompier () most comprehensively captured the ICU nurse conceptions of work well‐being.…”

“…Work well‐being has varied and predominantly Western theoretical views (Dewe and Kompier, ; Grant et al, ; Page and Vella‐Brodrick, ). Two of the most recent models include those of Fisher () and Laine and Rinne (). Fisher () suggested three major components – first, subjective well‐being, including job satisfaction and similar positive attitudes, positive affect, and low negative affect; second, eudaimonic (i.e.…”

“…what makes life worth living; Deci and Ryan, ) well‐being, including engagement, meaning, growth, intrinsic motivation and calling; and third, social well‐being, including quality connections, satisfaction with co‐workers, high‐quality exchange relationships with leaders and social support. Laine and Rinne () proposed a ‘discursive’ definition with seven key areas relating to: healthy living/working, work/family roles, leadership/management styles, human relations/social factors, work‐related factors, working life uncertainties and personality/individual factors. No one specific feature was evident across all models; however, variations of the element ‘relationships’ or ‘social connections’ was apparent in most theoretical models.…”

Organizational Spiritual Maturity (OSM): The Root of Workplace Well-Being

“…This diversity has created a need for a unifying concept that includes all the factors involved (Schulte et al 2015). Interest in the topic has also come from a recognition of the connections between WWB and organizational performance, making development of WWB a worthwhile investment (Laine and Rinne 2015). However, defining the concept has been elusive.…”

“…However, defining the concept has been elusive. Prior to this volume, there has been no agreed upon definition of workplace well-being (Laine and Rinne 2015). Chapter "▶ Workplace Well-Being: Past, Present, and Future," reviews the development and ambiguities of the concept, and chapter "▶ The Internal Conversation of How Human Objects Speak" presents a helpful literature review and proposes a way to clearly understand the idea.…”