Flourishing in New Zealand Workers

Hone, Lucy C.; Jarden, Aaron; Duncan, Scott; Schofield, Grant

doi:10.1097/jom.0000000000000508

Cited by 68 publications

(46 citation statements)

References 32 publications

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“…Regular physical exercise is linked to a greater sense of wellbeing (Hone et al, 2015). Furthermore, engagement in physical activity increases self-efficacy, perceived ability to cope, and provides a sense of mastery, and thereby promotes wellbeing (Aked et al, 2009).…”

Section: The Five Ways To Wellbeingmentioning

confidence: 99%

“…These include superior work performance (Lyubomirsky et al, 2005), low turnover intentions, low actual turnover (Boehm and Lyubomirsky, 2008), greater effort and thought put into work, less absenteeism and fewer work related injuries (Keyes and Grzywacz, 2005). Given that work affects wellbeing, and that wellbeing is important for organizational success, it is in an organization's best interests to support and promote wellbeing at work (Dewe and Cooper, 2012; Hone et al, 2015). …”

Section: Introductionmentioning

confidence: 99%

“…Despite the many positive organizational attitudes associated with employee wellbeing, organizations have traditionally focused on reducing employee stress rather than increasing employee wellbeing (Hone et al, 2015). Stress occurs when there is a perceived imbalance between personal resources and perceived demands in a given situation (Lazarus and Folkman, 1984).…”

Section: Introductionmentioning

confidence: 99%

“…Just as the absence of mental illness does not equate mental health (Keyes, 2005), the absence of stress does not equate wellbeing. However, evidence suggests that flourishing may provide a buffer against the negative effects of stress (Keyes and Grzywacz, 2005), indicating that investment in promotion of wellbeing may contribute to stress reduction while also producing additional benefits associated with flourishing at work (Hone et al, 2015). …”

Section: Introductionmentioning

confidence: 99%

“…One effective way to increase wellbeing is to incorporate five broad categories of positive activities in our day-to-day lives (Aked et al, 2009), which have been empirically related to flourishing (Hone et al, 2015). These five categories, named the Five Ways to Wellbeing have been labeled Connect, Be Active, Take Notice, Keep Learning , and Give .…”

Section: Introductionmentioning

confidence: 99%

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Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

et al. 2017

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This research presents two studies conducted to evaluate the Wellbeing Game in two different contexts: In a student sample and in an organizational setting. Study 1 investigated the efficacy of the Wellbeing Game, in terms of its effect of wellbeing, stress, and an image valence test, among 60 university students. The results showed that after playing the Wellbeing Game, students reported a significant positive change in wellbeing compared to those who did not play the Wellbeing Game, but there was no decrease in stress or any change in classification of image valence. Study 2 evaluated the Wellbeing Game in an organizational context. Employees (n = 52) in a financial organization played the Wellbeing Game for 4 weeks and answered survey questions about wellbeing and stress at the beginning and end of this period. The results showed that after playing the Wellbeing Game, employees reported lower stress levels, and higher wellbeing levels for those who felt that it had helped them connect more with colleagues. The results from the two studies provide preliminary support that the Wellbeing Game may be an effective wellbeing intervention tool in both an organization and a non-organizational context.

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Section: The Five Ways To Wellbeingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

et al. 2017

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Nurses' well‐being during the coronavirus (2019) pandemic: A longitudinal mixed‐methods study

Jarden

Weiland

et al. 2022

Nursing Open

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Aim: To determine prevalence, predictors and change over time of nurses' and student nurses' mental health and well-being, and explore nurses' perceptions, barriers and enablers of well-being.Design: Longitudinal mixed-methods survey.Methods: Forty-nine students and registered nurses participated from Victoria, Australia. Data were collected from December 2019 to July 2020. Validated psychometrics and free-text response questions were employed. Analysis used latent growth curve modelling, Pearson product-moment correlations and thematic analysis.Results: A strong positive correlation was found between self-determination and work well-being, and a strong negative correlation between work well-being and flight risk. Several moderate relationships were found; a moderate positive correlation between work well-being and nurse manager ability, leadership and support, and a moderate negative correlation between burnout and staffing and resource adequacy. Collegial nurse-physician relationships deteriorated. Three themes, physical health, psychological well-being and social connection, were identified as important for nurses' well-being.

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Flourishing among undergraduate nursing students: Insights from a cross‐sectional study in Saudi Arabia

Shdaifat,

Alshowkan,

Omer

et al. 2024

Nursing Open

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AimThis study aimed to examine the factors that influence the level of flourishing among nursing students.DesignCross‐sectional study.MethodsA multistage sampling technique was used to recruit 328 undergraduate nursing students from a nursing college. Data were collected from February to June 2023 using the Global Flourishing Study (GFS) questionnaire, which assesses six domains of flourishing and their determinants. To ensure reliability and validity, a pilot study was conducted and a thorough validation process was employed.ResultsThe Flourishing Index ranged from 24.0 to 100.0, with an average score of 74.2 (SD = 14.8). Well‐being, disposition and behaviour, as well as external factors, correlated strongly positively with the Flourishing Index (r = 0.741, r = 0.565, r = 0.596, all p < 0.001). The Flourishing level was significantly negatively correlated with religion (r = −0.381, p < 0.001). Married participants had a significantly negative association with flourishing (p = 0.009). Disposition and behaviour were significantly and positively associated with flourishing (p = 0.017). The regression model had goodness of fit (R2 = 0.628) and was significant overall (F = 108.703, p = 0.001). The Flourishing model was established based on well‐being, external factors, religion, disposition and behaviour, and marital status.ConclusionPositive correlations between flourishing and well‐being, disposition and external factors suggest areas of improvement. Conversely, the negative association with religion emphasizes the necessity of culturally sensitive approaches. Future studies with larger and more diverse samples, as well as additional variables, are crucial to obtain a deeper understanding of the factors that influence flourishing among nursing students in Saudi Arabia.

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Flourishing in New Zealand Workers

Abstract: Flourishing is a useful additional indicator for evaluating the prevalence, and identifying the drivers, of employee well-being. Employers may benefit from promoting these indicators among staff.

Cited by 68 publications

References 32 publications

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

Nurses' well‐being during the coronavirus (2019) pandemic: A longitudinal mixed‐methods study

Flourishing among undergraduate nursing students: Insights from a cross‐sectional study in Saudi Arabia

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