Exploring employee well-being as underlying mechanism in organizational health: Indian R&D

Abstract

Purpose The purpose of this paper is to develop a comprehensive organizational health (OH) framework for business organizations. The framework will present the antecedent-OH relationship with employee well-being (EWB) as a mediator. Design/methodology/approach The present study conducted a cross-sectional study using case study approach in which concurrent triangulation design was followed, and the collection of qualitative as well as quantitative data was conducted concurrently. A total of 441 structured survey questionnaires and 21 semi-structured in-depth interviews were collected from 10 laboratories of an Indian R&D organization. Findings The findings showed that EWB acts as a mediator in an antecedent-OH relationship supporting the full mediation model. Research limitations/implications The findings are limited to only R&D organizations. This framework can help organizations in establishing a proper communication channel and reducing occupational stress among employees by empowering the employees. Empowerment practices foster conditions which help the employee feel good about their job which shall help in enhancing EWB thereby, promoting culture for OH. Originality/value It is an attempt to conceptualize the concept of OH in business sector similarly as in the case of OH in the education sector.

Workplace loneliness and job performance: moderating role of person-environment fit

“…Further, Houben (2015) found that respondents reported adverse outcomes like withdrawal and stress in being part of the organization and feeling of frustration was the most immediate outcome of such experience. Singh and Jha (2018) reported that lowered employee well-being (because of workplace loneliness) might have poor organizational health outcomes.…”

Pengaruh Perceived Organizational Support Dan Organizational Empowerment Terhadap Employee Well-Being Dan Employee Engagement

“…Empowerment memungkinkan karyawan untuk memiliki kendali atas keputusan dan tanggung jawab mereka, dengan demikian dapat mengurangi ambiguitas peran dan ketegangan emosional (Greasley et al,2005). Penelitian sebelumnya yang dilakukan oleh Samosir dkk., (2016), Singh & Jha (2018), serta Marin-Garcia & Bonavia (2021) menemukan bahwa empowerment berpengaruh positif dan signifikan terhadap well-being. Berdasarkan uraian diatas maka diajukan hipotesis ketiga penelitian ini yaitu: Organizational Empowerment berpengaruh positif dan signifikan terhadap Employee Well-Being.…”

“…Nilai koefisien jalur menunjukan arah hubungan antara Organizational Empowerment dengan Employee Well-Being adalah positif, maka H3 dalam penelitian ini menyatakan bahwa Organizational Empowerment berpengaruh positif dan signifikan terhadap Employee Well-Being dan diterima. Hasil penelitian ini didukung oleh penelitian yang dilakukan Pradhan et al,(2017), Singh & Jha (2018), Rahman et al,(2020) Imawan & Faviandhani (2018), Diniyati & Sudarma (2018), dan Natrajan et al,(2019) yang menyatakan bahwa Organizational Empowerment memiliki pengaruh positif dan signifikan terhadap Employee Engagement.…”