Health as a Complete State: The Added Value in Work Performance and Healthcare Costs

Keyes, Corey L. M.; Grzywacz, Joseph G.

doi:10.1097/01.jom.0000161737.21198.3a

Cited by 161 publications

(108 citation statements)

References 37 publications

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“…Doing this in a progressive way would equip participants to increase their skills in practices that reduce health risk and build functional capacity. Periodic assessments and ongoing feedback would drive engagement and mastery [3,4]. 2.…”

Section: Supply Broader Interventions That Boost Health In Allmentioning

confidence: 99%

Three Ways to Transform Worksite Wellness Programs

Young¹

2018

North Carolina Medical Journal

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Section: Supply Broader Interventions That Boost Health In Allmentioning

confidence: 99%

Three Ways to Transform Worksite Wellness Programs

Young¹

2018

North Carolina Medical Journal

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“…Wright and Cropanzano (2000) reported that psychological well-being predicted job performance of 47 human service workers and 33 juvenile probation officers. Finally, mentally healthy employees reported better psychosocial functioning and missing fewer days at work (Keyes, 2007) and higher levels of productivity (Keyes and Grzywacz, 2005). Keyes and Grzywacz (2005), using a sample of 2032 respondents and data collected in 1994 and 1995 in the United States, created a multidimensional measure of mental health, correlating it with work performance and healthcare use and costs.…”

Section: Why Employee Well-being Mattersmentioning

confidence: 99%

“…Finally, mentally healthy employees reported better psychosocial functioning and missing fewer days at work (Keyes, 2007) and higher levels of productivity (Keyes and Grzywacz, 2005). Keyes and Grzywacz (2005), using a sample of 2032 respondents and data collected in 1994 and 1995 in the United States, created a multidimensional measure of mental health, correlating it with work performance and healthcare use and costs. The health measure consisted of positive affect, ratings on overall life, Ryff 's (1989) six dimensions of psychological wellbeing (self-acceptance, positive relations with others, personal growth, purpose in life, environmental mastery and autonomy) and Keyes's measures of social well-being (social acceptance, social actualization, social contribution, social coherence and social integration).…”

Section: Why Employee Well-being Mattersmentioning

confidence: 99%

Work and well-being

Burke¹

2017

Research Handbook on Work and Well-Being

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This chapter is about work and well-being, setting the stage for those that follow. It examines factors at work that diminish or enhance well-being and what can be done to increase levels of employee well-being at work. THE EXPERIENCES OF PEOPLE WORKINGThis book, being about work, is, by its very nature about violence -to the spirit as well as to the body. It is about ulcers as well as accidents. About shouting matches as well as fist fights, about nervous breakdowns as well as kicking the dog around. It is above all (or beneath all) about daily humiliations. To survive the day is triumph enough for the walking wounded among the great many of us. . . It is about a search, too, for daily meaning as well as daily bread, for recognition as well as cash, for astonishment rather than torpor; in short for a sort of life rather than a Monday through Friday sort of dying. (Terkel, 1974, p. xiii) Adults will spend over one-third of their waking hours at work. The average person will spend about 70 000 of their hours working, with some people spending more than 120 000 of their hours working. Some individuals find satisfaction in their work, even continuing to work following their retirement. Others find little satisfaction in their work, some counting the days until they can retire from their work. Some individuals work for free in voluntary organizations, their work often costing them their own money, picking up and distributing food for the poor, building homes for the needy, or planting trees to save the planet.Work does not exist in a vacuum; it takes place in the context of particular labour market policies, employment conditions and work conditions. These factors contribute to health and health disparities. Labour market factors include income levels and income-level disparities; the rich are generally healthier than the poor. Employment conditions include the nature of one's employment -whether one has full-time permanent employment, part-time or temporary employment, precarious employment or no employment.

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“…Generalmente, el bienestar se ha entendido como la evaluación positiva y subjetiva del individuo sobre su vida (Ryff & Singer, 2000). La evidencia empírica muestra los múltiples beneficios que supone para la población presentar niveles altos de bienestar (Diener, 2010;Hone, Jarden, Schofield, & Duncan, 2014), así como los riesgos asociados a bajos niveles de satisfacción (Keyes, 2005(Keyes, , 2010. Es por ello importante trabajar desde la Psicología en el estudio de las variables que facilitan la consecución de satisfacción vital, afecto positivo y, en definitiva, una evaluación subjetiva de bienestar individual y colectivo.…”

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Construir ante la adversidad

Ramírez‐Maestre¹

2016

PSYWRIT

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Teléfono: (+34) 952 13 24 05Fax: (+34) 952 13 13 32Numerosas investigaciones empíricas y teóricas, se han centrado en el estudio del bienestar en un intento por comprender los factores implicados en la felicidad humana. Generalmente, el bienestar se ha entendido como la evaluación positiva y subjetiva del individuo sobre su vida (Ryff & Singer, 2000). La evidencia empírica muestra los múltiples beneficios que supone para la población presentar niveles altos de bienestar (Diener, 2010;Hone, Jarden, Schofield, & Duncan, 2014), así como los riesgos asociados a bajos niveles de satisfacción (Keyes, 2005(Keyes, , 2010. Es por ello importante trabajar desde la Psicología en el estudio de las variables que facilitan la consecución de satisfacción vital, afecto positivo y, en definitiva, una evaluación subjetiva de bienestar individual y colectivo.Sin embargo, atendiendo a la literatura científica, el bienestar subjetivo solo hace referencia al bienestar hedónico. De igual (o quizás mayor) importancia es el bienestar psicológico o eudemónico (Ryan & Deci, 2001). Mientras la perspectiva hedónica alude a "sentirse bien" (SchotanusDijkstra et al., 2016), desde la perspectiva del eudemonismo, el bienestar se refiere al funcionamiento psicológico positivo. Ciertamente, la investigación de los últimos años evidencia un nexo claro entre hedonismo y eudemonismo, de forma que el buen funcionamiento psicológico permitirá niveles deseables de satisfacción y afecto positivo.En este contexto, la revista Escritos de Psicología publica un número monográfico en el que se recogen trabajos teóricos y empíricos que abordan el estudio del bienestar humano, psicológico y subjetivo, desde diferentes perspectivas y abordajes metodológicos. Dicho número monográfico ha sido coordinado por la autora de este editorial y por los profesores Alfredo Fierro Bardají y Margarita Ortiz-Tallo Alarcón. Comienza el volumen con dos trabajos teóricos relativos a dos grandes constructos del bienestar psicológico: Fortalezas (Peterson y Seligman, 2004) y Resiliencia (Richardson, 2002).Desde la Universidad Complutense de Madrid y la Universidad de Málaga, Mercedes Ovejero Bruna, Violeta Cardenal Hernáez y Margarita Ortiz-Tallo nos presentan una revisión sistemática cuyo objetivo es analizar la conexión entre las fortalezas, el bienestar, la felicidad, la satisfacción vital, la resiliencia y la salud mental. Los resultados muestran una clara relación entre el bienestar psicológico (fortalezas) y el bienestar subjetivo operacionalizado como satisfacción vital o felicidad. De esta forma, por ejemplo, son varios los trabajos empíricos que muestran que la vitalidad, el amor, la esperanza y la gratitud son importantes predictores del bienestar, de la satisfacción vital y de la felicidad. De la revisión sistemática, las autoras concluyen además que la identificación y potenciación de fortalezas como la gratitud, la bondad, el trabajo en equipo y el humor se asocia con menores tasas de depresión, afecto negativo y psicopatología, funcionando asimismo como amortiguadora...

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Health as a Complete State: The Added Value in Work Performance and Healthcare Costs

Cited by 161 publications

References 37 publications

Three Ways to Transform Worksite Wellness Programs

Three Ways to Transform Worksite Wellness Programs

Work and well-being

Construir ante la adversidad

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