The ‘What’, ‘Why’ and ‘How’ of Employee Well-Being: A New Model

Page, Kathryn M.; Vella-Brodrick, Dianne

doi:10.1007/s11205-008-9270-3

Cited by 310 publications

(275 citation statements)

References 75 publications

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“…It is very clear that well-being at work is multidimensional (Grant et al, 2007;Page and Vella-Brodrick, 2009). Many concepts and measurements used in related research attempt to identify different elements of well-being, including job satisfaction, work engagement, organizational commitment, positive and negative emotions at work, positive and negative affect, intrinsic motivation, and thriving (Fisher, 2010).…”

Section: Well-being In the Workplacementioning

confidence: 99%

Development of the Work-Related Well-Being Questionnaire Based on Seligman’s PERMA Model

Kun

Balogh²,

Krasz

2016

Period. Polytech. Soc. Man. Sci.

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Drawing on recent research on determinants of subjective well-being, we developed and conducted a pilot study of an employee well-being questionnaire using M. Seligman's (2011) Positive psychology is a quite new branch of psychology the roots of which can be traced back to Martin E. P. Seligman's 1998 Presidential Address to the American Psychological Association (Seligman, 1998). As APA president, Seligman initiated a shift in psychology's focus toward more positive psychological topics, such as well-being, contentment, hope, optimism, flow, happiness, savouring, human strengths, and resilience. In contrast with the classical focus of psychology on curing mental illness, positive psychology emphasizes understanding the factors that build strengths, help people to flourish and contribute to mental health, as well as on subjective wellbeing and happiness. All of these factors and processes may underlie optimal human functioning. (Seligman, 2002, p. 4). The message of the positive psychology movement is to remind our field that it has been deformed. Psychology is not just the study of disease, weakness, and damage; it also is the study of strength and virtue. Treatment is not just fixing what is wrong; it also is building what is right. Psychology is not just about illness or health; it also is about work, education, insight, love, growth, and play. And in this quest for what is best, positive psychology does not rely on wishful thinking, selfdeception, or hand waving; instead, it tries to adapt what is best in the scientific method to the unique problems that human behavior presents in all its complexityConsidering the basic statement Seligman proposed, how can we define positive psychology? There are as many definitions as there are positive psychologists, for example: "Positive psychology is a scientific field that studies the optimal functioning of individuals, groups, and institutions" (Gable and Haidt, 2005).

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Section: Well-being In the Workplacementioning

confidence: 99%

Development of the Work-Related Well-Being Questionnaire Based on Seligman’s PERMA Model

Kun

Balogh²,

Krasz

2016

Period. Polytech. Soc. Man. Sci.

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“…Berdasarkan hasil penelitian dapat dikatakan bahwa Ho ditolak dan Ha diterima, yang artinya terdapat pengaruh yang signifikan job demands terhadap workplace well-being pada guru Sekolah Luar Biasa (SLB) Negeri. Hal ini mendukung pernyataan dari Bakker dan Demerouti (2006) (Page & Vella-Brodrick, 2009). Dengan demikian dapat dikatakan bahwa job demands berpengaruh terhadap workplace well-being guru SLB Negeri karena sebagai pekerja, guru SLB Negeri juga memiliki kesejahteraan pekerja (employee well-being) di mana workplace well-being ada di dalamnya.…”

Section: Dwi Kencana Wulan Maharany Putri Job Demands Dan Workplace Wunclassified

Job Demands Dan Workplace Well-Being Pada Guru Sekolah Luar Biasa Negeri

Wulan

Putri

2016

JPPP

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Section: What Is the Nature Of Evidence Linking Well-being To Productmentioning

confidence: 99%

“…In the simplest terms, sickness absence has been shown to directly affect productivity (49). However, the literature linking health or well-being to productivity generally has important methodological limitations with regard to measuring both well-being and productivity (14,(50)(51)(52).A macroeconomic analysis of the impact of health on productivity clearly shows a positive slope when life expectancy of the population of countries is plotted against gross national income per capita. Tompa (14) revisited four pathways by which health may affect productivity in the labor market: (i) a healthy labor force may be more productive; (ii) individuals with longer life expectancies may choose to invest more in education and receive greater benefits; (iii) individuals with longer life expectancies may save more for retirements; and (iv) improvements in survival and health of young children may provide incentive for reduced fertility, increased labor force participation, and increased per capita income (53).…”

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confidence: 99%

Well-being at work – overview and perspective

Schulte¹,

Vainio²

2010

Scand J Work Environ Health

175

145

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This paper provides an overview of and perspective on the concept of well-being at work. Well-being is a term that reflects not only on one's health but satisfaction with work and life. Well-being is a summative concept that characterizes the quality of working lives, including occupational safety and health (OSH) aspects, and it may be a major determinant of productivity at the individual, enterprise and societal levels. Based on a review of the literature and a recent conference, we suggest a model linking workforce well-being, productivity, and population well-being. To appraise the validity of the model, we consider five questions: (i) is there a robust and usable definition of workplace well-being? (ii) have the variables that influence well-being been aptly described and can they be measured and used in risk assessments? (iii) what is the nature of evidence that well-being is linked to productivity? (iv) what is the state of knowledge on the effectiveness of interventions to promote workplace well-being? and (v) should interventions aimed at improving well-being at work focus on more than work-related factors?Key terms health promotion; occupational safety and health; OSH; productivity; workplace.1 National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Cincinnati, Ohio, USA. 2 Finnish Institute of Occupational Health, Helsinki, Finland.Correspondence to: Dr P Schulte, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, 4676 Columbia Parkway, MS C-14, Cincinnati, Ohio 45226, USA. [E-mail: pschulte@cdc.gov] Maintaining the functioning of the workforce is increasingly a critical issue as workforces throughout the world age and worker shortages are projected due to lower fertility rates (1, 2). With these realities, nations are struggling to determine how they will meet social welfare, pension, and healthcare obligations, when the engine that supplies the financing -the workforce -is aging and increasingly impacted by chronic disease and disability (3-5). The key to maintaining the effective functioning of the workforce is the concept of wellbeing, which encompasses more than just one's state of health; it is also a reflection of one's satisfaction with work and life. This was recognized in what may turn out to be a landmark event, where 190 scientists and practitioners from more than 30 countries met on 10-12 February 2010 in Helsinki for the Towards Better Work and Well-being Conference, which focused on research and information on the well-being of workers (http://www.ttl.fi/en/press/Pages/pressrelease_5.aspx).The conference highlighted the need to understand an array of factors that affect workers' well-being and the extent to which well-being influences productivity. Many of the presentations indicated that to address worker well-being and productivity effectively, the traditional focus of occupational safety and health (OSH) must be expanded to include an understanding and assessment of those factors that lea...

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The ‘What’, ‘Why’ and ‘How’ of Employee Well-Being: A New Model

Abstract: Mental health, Employee well-being, Performance, Turnover, Strengths, Subjective well-being, Psychological well-being, Positive psychology,

Cited by 310 publications

References 75 publications

Development of the Work-Related Well-Being Questionnaire Based on Seligman’s PERMA Model

Development of the Work-Related Well-Being Questionnaire Based on Seligman’s PERMA Model

Job Demands Dan Workplace Well-Being Pada Guru Sekolah Luar Biasa Negeri

Well-being at work – overview and perspective

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