Work characteristics and employee health and well‐being: Test of a model of healthy work organization

Wilson, Mark G.; DeJoy, David M.; Vandenberg, Robert J.; Richardson, Hettie A.; Mcgrath, Allison L.

doi:10.1348/0963179042596522

Cited by 354 publications

(357 citation statements)

References 53 publications

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“…Variáveis como oportunidades de controle e autonomia (Kelloway, Gottlieb, & Barham, 1999), uso de habilidades profissionais (Wilson, DeJoy, Vandenberg, Richardson, & McGrath, 2004), conflito entre trabalho e família (Williams, Suls, Alliger, Learner, & Wan, 1991), percepção de ambiguidade no ambiente (Pollard, 2001), relações sociais e suporte social (Totterdell, Wall, Holman, Diamond, & Epitropaki, 2004) e percepção de justiça organizacional (Weiss, Suckow, & Cropanzano, 1999) têm sido empiricamente relacionadas a algum indicador de bem-estar. Segundo Warr (2007), todos os contextos de trabalho remunerado podem ser descritos a partir de 12 características centrais.…”

Section: Bem-estar No Trabalhounclassified

Felicidade no trabalho: relações com suporte organizacional e suporte social

2010

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O presente estudo teve como objetivo testar o impacto do suporte organizacional e do suporte social sobre o bem-estar no trabalho. Este construto contemplou tanto o afeto quanto a experiência de realização e expressão pessoal no trabalho. Um total de 403 funcionários de uma organização pública do Distrito Federal respondeu à Escala de Bem-Estar no Trabalho e à Escala de Suporte Organizacional Percebido. O primeiro instrumento contempla o afeto do trabalhador, operacionalizado como emoções e humores positivos e negativos no trabalho, e a realização pessoal no trabalho. O segundo instrumento contempla um fator de suporte social e quatro fatores de suporte organizacional: gestão do desempenho, carga no trabalho, suporte material e ascensão, promoção e salários. Os dados foram analisados por meio de regressão múltipla padrão. Os resultados indicaram que o suporte organizacional e o suporte social têm impacto direto no bem-estar. Gestão do desempenho foi o principal preditor de afeto positivo e realização no trabalho. Carga no trabalho foi o principal preditor de afeto negativo no trabalho. Implicações dos resultados e limitações do estudo são discutidas no texto.

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Section: Bem-estar No Trabalhounclassified

Felicidade no trabalho: relações com suporte organizacional e suporte social

2010

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“…Clearly lacking is a direct and systematic test of a model of WHF (Danna & Griffin, 1999;Wilson et al, 2004). The relevant work so far has been largely piecemeal, typically confined to tests of individual job or work factors and narrowly defined employee outcomes.…”

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Workplace health friendliness: A cross level model for predicting workers' health.

Drach‐Zahavy

2008

Journal of Occupational Health Psychology

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Two separate studies conceptualized the health friendliness of a workplace, the first qualitatively through content analysis of interviews with 69 nursing superiors about the means employed by their workplace to promote staff health. Findings supported the conceptualization of workplace health friendliness, which was further validated against the staff's health indicators. The second study tested a model explaining the cross-level effects of workplace health-friendliness initiatives on workers' health. The model depicted workers as rational human beings calculating costs/ benefits in deciding whether to commit to those initiatives. Benefits represent workers' potential gains through compliance; costs represent their potential losses. Perceived social costs were noted as a possible cost; a worker's perceived stress signaled that he or she might benefit from joining health-friendly initiatives. Analysis of data from 45 nursing units supported the cross-level model: workplace health friendliness was positively associated with workers' health and perceived social costs and stress moderated that link. Accordingly, workplace health friendliness should be regarded as the joint responsibility of the workers and the organization, and attention should be paid to the processes whereby these initiatives become enhancers or inhibitors of workers' health.

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“…One of the biggest difficulties associated with the study of organizational well-being is related to the definition and conceptualization of this construct. In effect, it is a multidimensional (Donald et al, 2005;Wilson et al, 2004) and dynamic construct, consisting of several interdependent levels and influenced by the context. Some authors have defined this construct as the overall health of an organization comprised of many constructs including organizational climate (i.e., the overall ambiance of an organizational system, what it feels like to be at work; Steele and Jenks, 1977), social climate (i.e., perceived social support and morale among employees; Stokols et al, 2002), employee productivity, performance, turnover and absenteeism.…”

Section: Introductionmentioning

confidence: 99%

Organizational Well-Being in a Public Research Agency: The Point of View of Administrative Staff and Researchers

Colì¹,

Rissotto²

2015

Journal of Social Sciences

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Abstract:The aim of this paper is to investigate organizational wellbeing in a Public Research Agency, exploring the point of view of two different categories of workers, administrative staff and researchers, employed in the same organization. We hypothesized that, in a complex organization, the kind of work performed, along with other factors, could influence the representation of organizational well-being. The study involved 37 administrative staff and 24 researchers of the Italian National Research Council (CNR), the largest Public Research Agency in Italy. According to different key areas of organizational well-being in CNR, seven focus groups were carried out and collected data was analyzed using the qualitative data analysis software NVivo9. Results of this study seem to confirm the authors' hypothesis. In effect, even though the framework of organizational well-being is the same for the two categories of employees considered, there are differences in meaning and in importance given by stakeholders to each dimension of the construct. As a whole, the specificity of the points of view might be explained by considering not only the different working conditions and the different kind of work performed, but also the different cultural values of the Research Institutes and of the Central Administration. These aspects should be taken into account in the predisposition of tools for evaluation of organizational well-being, above all in complex organizations, in order to have at the organization's disposal research tools able to be representative of the entire population. A set of recommendations for improving organizational well-being in complex organizations are provided.

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Work characteristics and employee health and well‐being: Test of a model of healthy work organization

Cited by 354 publications

References 53 publications

Felicidade no trabalho: relações com suporte organizacional e suporte social

Felicidade no trabalho: relações com suporte organizacional e suporte social

Workplace health friendliness: A cross level model for predicting workers' health.

Organizational Well-Being in a Public Research Agency: The Point of View of Administrative Staff and Researchers

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