Employee Well-Being Evaluation and Proposal of Activities to Increase the Level of Health’s Area—The Czech Case

Abstract

Well-being and its evaluation, is currently considered one of the key trends in the practice of companies in the world and in the Czech Republic. Research in the field of well-being confirms that there is a positive correlation between a company’s well-being and the company’s performance. Satisfied and healthy employees contribute to the prosperity of the company through their higher work productivity and efficiency, and indirectly, through reduced incapacity for work and presenteeism. The purpose of this paper is to evaluate the employees’ well-being of a specific company in the Czech Republic and propose activities for increasing the level of the most problematic of five areas of employees’ well-being. The authors formulated two research questions and two hypotheses. Research questions were answered on the basis of the evaluation of an online questionnaire survey among 463 production staff of the company, hypotheses were statistically confirmed. The main results of this article include the identification of the most problematic area of well-being—the area of health—as well as the proposal of specific activities to improve the level of this area, the introduction which should achieve higher level of employees work productivity. The benefits of well-being show that companies should pay attention to it.

A Two-Stage SEM—Artificial Neural Network Analysis of the Engagement Impact on Employees’ Well-Being

“…The organizations’ employees want to work in teams that ensure a motivational environment led by leaders who care about their WB. Employees prefer managers who support them on the professional side and on the personal side as individuals [ 26 , 27 ]. Research shows that employees are loyal to companies that help their employees improve or manage their WB.…”

“…Within these companies, we can see more significant involvement of employees, higher labor productivity, decreased absenteeism, better customer loyalty, higher profitability, and, last but not least, lower dropout rates organization by employees [ 72 ]. EE and WB are also linked to a work environment that ensures a psychosocial climate of safety that provides for the psychological health of workers [ 26 , 73 , 74 , 75 ].…”

“…The idea of WB has multiple dimensions: physical, emotional, and spiritual health, perception of one’s competence and purpose in life, connection and belonging to a group, optimism, and financial status. From these allegations, we notice that WB is a subjective concept: how a person perceives his situation influences the standard of living and life expectancy, level of involvement, level of performance at work, productivity, and financial success [ 25 , 26 ]. In addition, Vitale [ 27 ] shows that a lack of WB leads to reduced performance.…”

“…Based on long-term studies and research, Rath and Harter [ 30 ] distinguish five critical areas of WB: career, social life, financial situation, health, and community. These areas interact, influence each other, and impact overall WB [ 26 , 31 , 32 , 33 ]. Because WB is subjective and cannot be measured by objective indicators, it is necessary to assess the perceptions of individuals invited to self-assess by completing questionnaires, conducting interviews, or observing behaviors that indicate WB dimensions [ 25 ].…”

The Holistic Model of Labour Retention: The Impact of Workplace Wellbeing Factors on Employee Retention

“…Organizations that pay attention to employee wellbeing can gain a competitive advantage in the long run (Binnewies and Wörnlein 2011;Hussain et al 2022;Wright and Cropanzano 2004). Employee wellbeing is extremely important, as the positive consequences of employee wellbeing include higher productivity, higher levels of organizational commitment, lower intent to leave, and better retention rates (Horváthová et al 2021;Spector 1997;Suárez-Albanchez et al 2022).…”