Employee well-being influences individual, organizational, and societal outcomes. Work-related stress contributes to 120,000 deaths per year in the U.S. and increased health care costs. It also reduces productivity and increases absenteeism and turnover. Employee well-being spills over to affect family life, with job stress correlating to poorer parent-child relationships and marital problems. However, work can also provide benefits to well-being like daily structure, social contact, and a sense of purpose when organized appropriately. Policies aim to improve well-being could yield individual and economic gains.
An Analysis of Work Stress among College Teachers in Selffinancing College, P...IOSR Journals
Stress at the workplace is the major cause of most of the health problems. The study focus on an
Analysis of Work Stress among College Teachers in Self-financing College, Perambalur District, Tamilnadu.
The data collected from 50 respondents with the objectives of To find opinion about teaching and handling
students, to find out the stress creators, to analysis of sharing stress problems, to find out techniques applied by
the College teachers for managing stress
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
An Analysis of Work Stress among College Teachers in Selffinancing College, P...IOSR Journals
Stress at the workplace is the major cause of most of the health problems. The study focus on an
Analysis of Work Stress among College Teachers in Self-financing College, Perambalur District, Tamilnadu.
The data collected from 50 respondents with the objectives of To find opinion about teaching and handling
students, to find out the stress creators, to analysis of sharing stress problems, to find out techniques applied by
the College teachers for managing stress
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
This Research Report contains two main parts: first human needs and motivations were studied; then revolutionary changes were offered to different economic sciences.
Stress is inevitable in today’s complex life. Right from the time of birth till death, an individual is regularly exposed to various stressful situations. The threat of political and economic imbalances and uncertainties, unemployment, poverty, urbanization and increased socio- economic complexities and
innumerable other factors contribute to stress. In fact modern times have been called the “age of anxiety and stress” (Coleman, 1976). Stress has been experienced since time immemorial, but its toll is higher than ever before. Stress is growing problem because of increase in working hours, deadlines, conflicting demands and increase accountability. The present paper makes an attempt to discuss stress
and its solution with reference to pertinent literature.
Activity: Week 2 SWOT PowerPoint
Due Week 2 and worth 200 points
Dr. John Bradley is an Emergency Room physician. He worked a 24-hour shift due to a staff shortage. As a result, he had a patient that died because he failed to provide a duty of care, he breached his duty, and caused an injury. A prima facie case of negligence was established when Dr. Bradley failed to provide appropriate medical care. Liability was also based on ‘res ipsa loguitor’ (the thing speaks for itself). The incident is considered a Sentinel Event and must be reported to The Joint Commission (a non-profit hospital regulatory agency).
After a trend analysis of several Sentinel Events, “We Care Hospital” fired the Health Care Administrator. As a result, you were hired as the new Health Care Administrator. You have reviewed the Sentinel Event with Dr. John Bradley and discovered several factors that showed the hospital was negligent. The three basic forms for negligence are malfeasance, misfeasance, and nonfeasance. Your first task is to rationalize your answers by using any applicable legal precedents.
Then, prepare a Microsoft PowerPoint 10-slide narrative using a SWOT Analysis. A SWOT Analysis identifies strengths, weaknesses, opportunities, and threats in a situation. Review the video: Strategic Planning and SWOT Analysis. To help you prepare the narrative PowerPoint using Microsoft 365 and older versions, review the video: Record a slide show with narration and slide timings.
Your 10-slide SWOT PowerPoint should follow this format:
1. Slide 1: Cover Page
a. Include the title of your presentation, the course number and course title, your name, your professor’s name, and the date.
2. Slide 2: Background / Executive Summary
a. Describe the details of the situation. Use bullets with short sentences. The title of this slide should be Executive Summary.
3. Slide 3: Thesis Statement
a. Identify the focus of your research. The title of this slide should be Thesis Statement.
4. Slides 4-9: Support
a. Support your thesis statement following the SESC formula: State, Explain, Support, and Conclude. (An overview of using Sublevel 1 and Sublevel 2 headings is provided in the following video: APA Style - Formatting the Title Page, Abstract, and Body).
b. You should include at least three court cases and related peer-reviewed articles from within the past five years. In-text citations should be in the American Psychological Association (APA) format.
5. Slides 10: References
a. Use APA format for your Reference slide. (To help you with APA in-text citations and your Reference list, some students use Citation Machine.
Note: Writing Resources are available from Strayer University’s Writing Center, Tutor.com, and Grammarly.com.
The specific course learning outcomes associated with this assignment are:
· Examine the various applications of the law within the health care system.
· Analyze how such various applications of the law affect decisions in the development and operation of a heal ...
Here is what I am doing my research on. Need someone to write about.docxjeniihykdevara
Here is what I am doing my research on. Need someone to write about six paragraphs on the information provided below
1. Topic - an investigation into how workplace stress lead to health complications.
2.
Problem statement - workplace stress and health complications resulting from the same is a subject that has attracted a lot of attention among psychology and other health scholars. Of interest is how workplace stress can lead to health complications. This is one area that has not been explored hence needs exploration.
3.
Purpose – The ultimate purpose of this study is to investigate and explore a further and deeper understanding of how workplace stress contributes to health complications.
4.
Research questions – R1; how does workplace stress contribute to health complications?
R2; what psychological processes do workers use to overcome work related stress?
5.
Hypothesis/variables or phenomena:- H1: there exist health related issues resulting from stress at places of work and the need to know how such health issues result from workplace stress. There is also need to deal with such stress and reduce or eliminate it altogether.
6.
Literature Review
a.
Background of the problem/gap
i.
A lot of study has been done on reducing work related psychological ill health and sickness absence. However, nothing has been done to investigate how workplace stress leads to health complications (Cooper, et al. 1976)
ii.
Occupational sources of stress have been studied. Suggestions have been given on studying how ill health can be connected to workplace stress (Cooper, et al. 1976)
iii.
Studies have been carried out concerning health and well being in the work place. Further suggestions are made by the same on exploring how workplace stress leads to ill health (Ganster and Schaubroeck . 1991)
b.
Theoretical foundations (models and theories to be foundation for study)
i.
Person-environment fit theory
(
ACTA FAC MED NAISS 2006)
ii. Stressful job conditions (Nosh, 2013)
iii. Individual and situational factors (Nosh, 2013)
iv. Risk of injury and illness (Nosh, 2013)
c.
Review of literature topics with key theme for each one;
i.
Growth Aspect:
Understanding the thought and psychological processes of a stress free workplace would lead to improvements in reducing diseases related to such stress. (Nosh, 2013)
ii.
Present Research:
Investigation into the physical and psychological issues concerned with stress resulting from stress at workplaces (Nosh, 2013)
iii.
Research Suggestion:
Present research suggests an investigation into psychological experiences of workplace related health complications(Nosh, 2013)
iv Interpersonal
Relationships.
Lack of support or help from co-workers and supervisors. Poor social environment.
(Nosh, 2013)
v.
Work Roles. Uncertain job expectations and too much responsibility
(Nosh, 2013.
Evolution of the biopsychosocial model: prospects and challenges for health p...ellen1066
Suls, J., & Rothman, A. (2004). Evolution of the biopsychosocial model: prospects and challenges for health psychology. Health Psychology, 23(2),119-125. *
Running head INSERT TITLE HEREINSERT TITLE HERE.docxwlynn1
Running head: INSERT TITLE HERE
INSERT TITLE HERE
Insert Title Here
Insert Your Name Here
Insert University Here
Job Description
Introduction
Provide an introduction, and include the date for when the job description was written, the job status (whether it is exempt or nonexempt under The Fair Labor Standards Act (FLSA) and whether it is a full-time or part-time position), the position title, and the objective of the position (what the position is supposed to accomplish and how it affects other positions and the organization). Address the pay for the position.
Supervision
Explain to whom the person reports, and explain the supervisory responsibilities, including any direct reports and the level of supervision.
Job summary
Include an outline of the job responsibilities, including the essential functions like detailed tasks, skills, duties, and responsibilities.
Competency
Explain the competency and position requirements, including knowledge, skills, and abilities (KSAs).
Quality and Quantity Standards
Explain the minimum levels required to meet the job requirements.
Education and Experience
Explain the required education and experience levels needed.
Time Spent Performing Tasks
Explain the percentages, if used. They should be distributed to equal 100%.
Physical Factors
Explain the type of environment associated with job.
Working Conditions
Explain the shifts and any overtime requirements, as needed.
Unplanned Activities
Explain any other duties, as assigned.
Disclaimer
Insert a disclaimer here. Discuss how the job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee.
Performance Evaluation
Performance Criteria
Include a minimum of four criterion (no more than six). You may refer to the job description to help you develop this.
Performance Scale
Utilize a performance scale, and consider merit pay
Summary
Write a summary about how the laws and regulations associated with the position for the affect compensation and how the two can help manage compensation. Explain how compensation can affect employee behavior in this position.
References
I NEED THIS ON 06/17/20 at 8:00pm.
This week we explore the social-ecological model and the Swearer and Hymel (2015) article does a nice job of describing this model as applied to the problem of bullying. In working on your social change project this week you will be applying the social-ecological model to the topic you are addressing for your social change portfolio/project. The levels addressed in the social-ecological model in this article include individual, family, peer group, school, and community. Because of this specific topic, school is an important dimension. However, this dimension may not apply to your specific social change project depending on the target population. Thus, if "school" does not apply then you can simply have individual, family, peer group, and community. "Peer group" .
Zach Wrote My employer has several methods for obtaining inform.docxransayo
Zach Wrote:
My employer has several methods for obtaining information from associates to help identify and solve problems, specifically interviews, surveys, and observations. Known as “fireside chats,” our one-on-one interview method randomly selects five different associates each month and provides them with a 45-minute, uninterrupted meeting with the executive director. During this interview, the executive director asks a series of predetermined questions developed to probe for honest and transparent opinions of issues and conditions within the community. Once those questions are discussed, the associate is given the opportunity to share any other items that were not mentioned previously. By randomly selecting a small number of associates each month, the issues developing in the community are shared from a cross-section of the team allowing for differing perspectives on the same concern.
Surveys are conducted annually or bi-annually to collect predetermined data for the purposes of (1) tracking progress on existing concerns and (2) identifying the manifestation of new concerns. The surveys come from the home office to address concerns that affect the entire company. Since there is a significant number of employees for whom English is a second language, the survey is offered in English and Spanish so as many people as possible can provide answers in their native tongue. Unfortunately, because many of employees are of low socio-economic status, distributing the survey electronically has mixed results – many employees do not have easy access to technology while others simply do not know who to use it. To help with this problem, employees are encouraged to complete surveys onsite using company tablets.
Finally, observations allow us “to collect data on actual behavior rather than reports of people’s behavior” (Anderson, 2016, p. 151). We do not use this a primary source of data gathering; rather, informal and formal observations give us the opportunity to confirm reports first-hand. Unofficially and informally, I will often observe goings-on to try identifying potential concerns so we can implement interventions before preemptively.
Reference:
Anderson, D. L. (20161108). Organization Development, 4th Edition [VitalSource Bookshelf version]. Retrieved from vbk://9781506363929
Odella Wrote:
I am an EHR program analyst. Part of my job description is to train the providers and front/back office on the database. Part of the organizational development is to collecting data, which is an essential and substantial step in this development. According to Anderson, 2020, p. 158, as a trainer, I used the surveys and questionnaires method. Before, I started at the organization, they did not have a functional training mechanism. When I built the training curriculum, I incorporated a survey that the employees would take. The survey consisted on the how, what and why of the training portion. The training that the employees received was essential to .
This Research Report contains two main parts: first human needs and motivations were studied; then revolutionary changes were offered to different economic sciences.
Stress is inevitable in today’s complex life. Right from the time of birth till death, an individual is regularly exposed to various stressful situations. The threat of political and economic imbalances and uncertainties, unemployment, poverty, urbanization and increased socio- economic complexities and
innumerable other factors contribute to stress. In fact modern times have been called the “age of anxiety and stress” (Coleman, 1976). Stress has been experienced since time immemorial, but its toll is higher than ever before. Stress is growing problem because of increase in working hours, deadlines, conflicting demands and increase accountability. The present paper makes an attempt to discuss stress
and its solution with reference to pertinent literature.
Activity: Week 2 SWOT PowerPoint
Due Week 2 and worth 200 points
Dr. John Bradley is an Emergency Room physician. He worked a 24-hour shift due to a staff shortage. As a result, he had a patient that died because he failed to provide a duty of care, he breached his duty, and caused an injury. A prima facie case of negligence was established when Dr. Bradley failed to provide appropriate medical care. Liability was also based on ‘res ipsa loguitor’ (the thing speaks for itself). The incident is considered a Sentinel Event and must be reported to The Joint Commission (a non-profit hospital regulatory agency).
After a trend analysis of several Sentinel Events, “We Care Hospital” fired the Health Care Administrator. As a result, you were hired as the new Health Care Administrator. You have reviewed the Sentinel Event with Dr. John Bradley and discovered several factors that showed the hospital was negligent. The three basic forms for negligence are malfeasance, misfeasance, and nonfeasance. Your first task is to rationalize your answers by using any applicable legal precedents.
Then, prepare a Microsoft PowerPoint 10-slide narrative using a SWOT Analysis. A SWOT Analysis identifies strengths, weaknesses, opportunities, and threats in a situation. Review the video: Strategic Planning and SWOT Analysis. To help you prepare the narrative PowerPoint using Microsoft 365 and older versions, review the video: Record a slide show with narration and slide timings.
Your 10-slide SWOT PowerPoint should follow this format:
1. Slide 1: Cover Page
a. Include the title of your presentation, the course number and course title, your name, your professor’s name, and the date.
2. Slide 2: Background / Executive Summary
a. Describe the details of the situation. Use bullets with short sentences. The title of this slide should be Executive Summary.
3. Slide 3: Thesis Statement
a. Identify the focus of your research. The title of this slide should be Thesis Statement.
4. Slides 4-9: Support
a. Support your thesis statement following the SESC formula: State, Explain, Support, and Conclude. (An overview of using Sublevel 1 and Sublevel 2 headings is provided in the following video: APA Style - Formatting the Title Page, Abstract, and Body).
b. You should include at least three court cases and related peer-reviewed articles from within the past five years. In-text citations should be in the American Psychological Association (APA) format.
5. Slides 10: References
a. Use APA format for your Reference slide. (To help you with APA in-text citations and your Reference list, some students use Citation Machine.
Note: Writing Resources are available from Strayer University’s Writing Center, Tutor.com, and Grammarly.com.
The specific course learning outcomes associated with this assignment are:
· Examine the various applications of the law within the health care system.
· Analyze how such various applications of the law affect decisions in the development and operation of a heal ...
Here is what I am doing my research on. Need someone to write about.docxjeniihykdevara
Here is what I am doing my research on. Need someone to write about six paragraphs on the information provided below
1. Topic - an investigation into how workplace stress lead to health complications.
2.
Problem statement - workplace stress and health complications resulting from the same is a subject that has attracted a lot of attention among psychology and other health scholars. Of interest is how workplace stress can lead to health complications. This is one area that has not been explored hence needs exploration.
3.
Purpose – The ultimate purpose of this study is to investigate and explore a further and deeper understanding of how workplace stress contributes to health complications.
4.
Research questions – R1; how does workplace stress contribute to health complications?
R2; what psychological processes do workers use to overcome work related stress?
5.
Hypothesis/variables or phenomena:- H1: there exist health related issues resulting from stress at places of work and the need to know how such health issues result from workplace stress. There is also need to deal with such stress and reduce or eliminate it altogether.
6.
Literature Review
a.
Background of the problem/gap
i.
A lot of study has been done on reducing work related psychological ill health and sickness absence. However, nothing has been done to investigate how workplace stress leads to health complications (Cooper, et al. 1976)
ii.
Occupational sources of stress have been studied. Suggestions have been given on studying how ill health can be connected to workplace stress (Cooper, et al. 1976)
iii.
Studies have been carried out concerning health and well being in the work place. Further suggestions are made by the same on exploring how workplace stress leads to ill health (Ganster and Schaubroeck . 1991)
b.
Theoretical foundations (models and theories to be foundation for study)
i.
Person-environment fit theory
(
ACTA FAC MED NAISS 2006)
ii. Stressful job conditions (Nosh, 2013)
iii. Individual and situational factors (Nosh, 2013)
iv. Risk of injury and illness (Nosh, 2013)
c.
Review of literature topics with key theme for each one;
i.
Growth Aspect:
Understanding the thought and psychological processes of a stress free workplace would lead to improvements in reducing diseases related to such stress. (Nosh, 2013)
ii.
Present Research:
Investigation into the physical and psychological issues concerned with stress resulting from stress at workplaces (Nosh, 2013)
iii.
Research Suggestion:
Present research suggests an investigation into psychological experiences of workplace related health complications(Nosh, 2013)
iv Interpersonal
Relationships.
Lack of support or help from co-workers and supervisors. Poor social environment.
(Nosh, 2013)
v.
Work Roles. Uncertain job expectations and too much responsibility
(Nosh, 2013.
Evolution of the biopsychosocial model: prospects and challenges for health p...ellen1066
Suls, J., & Rothman, A. (2004). Evolution of the biopsychosocial model: prospects and challenges for health psychology. Health Psychology, 23(2),119-125. *
Running head INSERT TITLE HEREINSERT TITLE HERE.docxwlynn1
Running head: INSERT TITLE HERE
INSERT TITLE HERE
Insert Title Here
Insert Your Name Here
Insert University Here
Job Description
Introduction
Provide an introduction, and include the date for when the job description was written, the job status (whether it is exempt or nonexempt under The Fair Labor Standards Act (FLSA) and whether it is a full-time or part-time position), the position title, and the objective of the position (what the position is supposed to accomplish and how it affects other positions and the organization). Address the pay for the position.
Supervision
Explain to whom the person reports, and explain the supervisory responsibilities, including any direct reports and the level of supervision.
Job summary
Include an outline of the job responsibilities, including the essential functions like detailed tasks, skills, duties, and responsibilities.
Competency
Explain the competency and position requirements, including knowledge, skills, and abilities (KSAs).
Quality and Quantity Standards
Explain the minimum levels required to meet the job requirements.
Education and Experience
Explain the required education and experience levels needed.
Time Spent Performing Tasks
Explain the percentages, if used. They should be distributed to equal 100%.
Physical Factors
Explain the type of environment associated with job.
Working Conditions
Explain the shifts and any overtime requirements, as needed.
Unplanned Activities
Explain any other duties, as assigned.
Disclaimer
Insert a disclaimer here. Discuss how the job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee.
Performance Evaluation
Performance Criteria
Include a minimum of four criterion (no more than six). You may refer to the job description to help you develop this.
Performance Scale
Utilize a performance scale, and consider merit pay
Summary
Write a summary about how the laws and regulations associated with the position for the affect compensation and how the two can help manage compensation. Explain how compensation can affect employee behavior in this position.
References
I NEED THIS ON 06/17/20 at 8:00pm.
This week we explore the social-ecological model and the Swearer and Hymel (2015) article does a nice job of describing this model as applied to the problem of bullying. In working on your social change project this week you will be applying the social-ecological model to the topic you are addressing for your social change portfolio/project. The levels addressed in the social-ecological model in this article include individual, family, peer group, school, and community. Because of this specific topic, school is an important dimension. However, this dimension may not apply to your specific social change project depending on the target population. Thus, if "school" does not apply then you can simply have individual, family, peer group, and community. "Peer group" .
Zach Wrote My employer has several methods for obtaining inform.docxransayo
Zach Wrote:
My employer has several methods for obtaining information from associates to help identify and solve problems, specifically interviews, surveys, and observations. Known as “fireside chats,” our one-on-one interview method randomly selects five different associates each month and provides them with a 45-minute, uninterrupted meeting with the executive director. During this interview, the executive director asks a series of predetermined questions developed to probe for honest and transparent opinions of issues and conditions within the community. Once those questions are discussed, the associate is given the opportunity to share any other items that were not mentioned previously. By randomly selecting a small number of associates each month, the issues developing in the community are shared from a cross-section of the team allowing for differing perspectives on the same concern.
Surveys are conducted annually or bi-annually to collect predetermined data for the purposes of (1) tracking progress on existing concerns and (2) identifying the manifestation of new concerns. The surveys come from the home office to address concerns that affect the entire company. Since there is a significant number of employees for whom English is a second language, the survey is offered in English and Spanish so as many people as possible can provide answers in their native tongue. Unfortunately, because many of employees are of low socio-economic status, distributing the survey electronically has mixed results – many employees do not have easy access to technology while others simply do not know who to use it. To help with this problem, employees are encouraged to complete surveys onsite using company tablets.
Finally, observations allow us “to collect data on actual behavior rather than reports of people’s behavior” (Anderson, 2016, p. 151). We do not use this a primary source of data gathering; rather, informal and formal observations give us the opportunity to confirm reports first-hand. Unofficially and informally, I will often observe goings-on to try identifying potential concerns so we can implement interventions before preemptively.
Reference:
Anderson, D. L. (20161108). Organization Development, 4th Edition [VitalSource Bookshelf version]. Retrieved from vbk://9781506363929
Odella Wrote:
I am an EHR program analyst. Part of my job description is to train the providers and front/back office on the database. Part of the organizational development is to collecting data, which is an essential and substantial step in this development. According to Anderson, 2020, p. 158, as a trainer, I used the surveys and questionnaires method. Before, I started at the organization, they did not have a functional training mechanism. When I built the training curriculum, I incorporated a survey that the employees would take. The survey consisted on the how, what and why of the training portion. The training that the employees received was essential to .
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
THE IMPACT OF RELIGIOUS IDENTITY ON THE RELATIONSHIP BETWEEN WORKPLACE STRESS...Mohd Abbas Abdul Razak
As the nature of today organizational work setting is becoming more challenging, it could easily be said that stress is commonly experienced among staffs due to high demand of service quality in higher citadel of learning. Coupled with serious concerns as to how it affects psychological well-being, this study examines the impact of religious identity on the relationship between workplace stress and inner meaning fulfillment among non-academic staff in a public university in Malaysia. 148 participants were selected and data were collected and analyzed through quantitative and correlational methods respectively. Results revealed as hypothesized as it was found that workers with high inner meaning fulfillment do experience lower level of workplace stress. Also, results revealed that there is significant positive relationship between religious identity and inner meaning fulfillment. These results confirmed the link between religiosity and mental health among Muslim participants as it has been reported among their counterparts in previous studies.
Keywords: Inner Meaning Fulfillment, stress, workplace, psychological well-being.
Job Satisfaction and Perceived Self-Efficacy among Greek Nursesinventionjournals
Aim: The aim of this study is to evaluate job satisfaction and perceived self-efficacy of nurses working in a general hospital in Greece. Background: Most people spend a considerable part of their lifetime working. Work and social life form a whole by being interconnected and also give each other meaning. For this reason, job satisfaction becomes important for all professions. Methods: A quantitative, cross-sectional, and descriptive research design was used in this study. Data were collected using the Minnesota Job Satisfaction Scale, the General Perceived Self-efficacy Scale and a demographic questionnaire. Results: The study sample was composed of 101 participants. We found that a positive significant relationship between job satisfaction, liking one’s job, salary, and choosing the department to work where one works. There was no significant difference between perceived self-efficacy and job satisfaction in our sample of Greek nurses. Conclusion: Further studies should be carried out in different countries with larger samples and different nursing specialties to shed light on nurses’ job satisfaction. Implications for nursing management: The obtained findings show that nursing managers should try to provide these factors related to working conditions in order to improve job satisfaction.
Similar to 2017 SHRM SIOP Science of HR - Employee Well-being (20)
Observation of Io’s Resurfacing via Plume Deposition Using Ground-based Adapt...Sérgio Sacani
Since volcanic activity was first discovered on Io from Voyager images in 1979, changes
on Io’s surface have been monitored from both spacecraft and ground-based telescopes.
Here, we present the highest spatial resolution images of Io ever obtained from a groundbased telescope. These images, acquired by the SHARK-VIS instrument on the Large
Binocular Telescope, show evidence of a major resurfacing event on Io’s trailing hemisphere. When compared to the most recent spacecraft images, the SHARK-VIS images
show that a plume deposit from a powerful eruption at Pillan Patera has covered part
of the long-lived Pele plume deposit. Although this type of resurfacing event may be common on Io, few have been detected due to the rarity of spacecraft visits and the previously low spatial resolution available from Earth-based telescopes. The SHARK-VIS instrument ushers in a new era of high resolution imaging of Io’s surface using adaptive
optics at visible wavelengths.
Earliest Galaxies in the JADES Origins Field: Luminosity Function and Cosmic ...Sérgio Sacani
We characterize the earliest galaxy population in the JADES Origins Field (JOF), the deepest
imaging field observed with JWST. We make use of the ancillary Hubble optical images (5 filters
spanning 0.4−0.9µm) and novel JWST images with 14 filters spanning 0.8−5µm, including 7 mediumband filters, and reaching total exposure times of up to 46 hours per filter. We combine all our data
at > 2.3µm to construct an ultradeep image, reaching as deep as ≈ 31.4 AB mag in the stack and
30.3-31.0 AB mag (5σ, r = 0.1” circular aperture) in individual filters. We measure photometric
redshifts and use robust selection criteria to identify a sample of eight galaxy candidates at redshifts
z = 11.5 − 15. These objects show compact half-light radii of R1/2 ∼ 50 − 200pc, stellar masses of
M⋆ ∼ 107−108M⊙, and star-formation rates of SFR ∼ 0.1−1 M⊙ yr−1
. Our search finds no candidates
at 15 < z < 20, placing upper limits at these redshifts. We develop a forward modeling approach to
infer the properties of the evolving luminosity function without binning in redshift or luminosity that
marginalizes over the photometric redshift uncertainty of our candidate galaxies and incorporates the
impact of non-detections. We find a z = 12 luminosity function in good agreement with prior results,
and that the luminosity function normalization and UV luminosity density decline by a factor of ∼ 2.5
from z = 12 to z = 14. We discuss the possible implications of our results in the context of theoretical
models for evolution of the dark matter halo mass function.
A brief information about the SCOP protein database used in bioinformatics.
The Structural Classification of Proteins (SCOP) database is a comprehensive and authoritative resource for the structural and evolutionary relationships of proteins. It provides a detailed and curated classification of protein structures, grouping them into families, superfamilies, and folds based on their structural and sequence similarities.
This pdf is about the Schizophrenia.
For more details visit on YouTube; @SELF-EXPLANATORY;
https://www.youtube.com/channel/UCAiarMZDNhe1A3Rnpr_WkzA/videos
Thanks...!
Comparing Evolved Extractive Text Summary Scores of Bidirectional Encoder Rep...University of Maribor
Slides from:
11th International Conference on Electrical, Electronics and Computer Engineering (IcETRAN), Niš, 3-6 June 2024
Track: Artificial Intelligence
https://www.etran.rs/2024/en/home-english/
This presentation explores a brief idea about the structural and functional attributes of nucleotides, the structure and function of genetic materials along with the impact of UV rays and pH upon them.
Cancer cell metabolism: special Reference to Lactate PathwayAADYARAJPANDEY1
Normal Cell Metabolism:
Cellular respiration describes the series of steps that cells use to break down sugar and other chemicals to get the energy we need to function.
Energy is stored in the bonds of glucose and when glucose is broken down, much of that energy is released.
Cell utilize energy in the form of ATP.
The first step of respiration is called glycolysis. In a series of steps, glycolysis breaks glucose into two smaller molecules - a chemical called pyruvate. A small amount of ATP is formed during this process.
Most healthy cells continue the breakdown in a second process, called the Kreb's cycle. The Kreb's cycle allows cells to “burn” the pyruvates made in glycolysis to get more ATP.
The last step in the breakdown of glucose is called oxidative phosphorylation (Ox-Phos).
It takes place in specialized cell structures called mitochondria. This process produces a large amount of ATP. Importantly, cells need oxygen to complete oxidative phosphorylation.
If a cell completes only glycolysis, only 2 molecules of ATP are made per glucose. However, if the cell completes the entire respiration process (glycolysis - Kreb's - oxidative phosphorylation), about 36 molecules of ATP are created, giving it much more energy to use.
IN CANCER CELL:
Unlike healthy cells that "burn" the entire molecule of sugar to capture a large amount of energy as ATP, cancer cells are wasteful.
Cancer cells only partially break down sugar molecules. They overuse the first step of respiration, glycolysis. They frequently do not complete the second step, oxidative phosphorylation.
This results in only 2 molecules of ATP per each glucose molecule instead of the 36 or so ATPs healthy cells gain. As a result, cancer cells need to use a lot more sugar molecules to get enough energy to survive.
Unlike healthy cells that "burn" the entire molecule of sugar to capture a large amount of energy as ATP, cancer cells are wasteful.
Cancer cells only partially break down sugar molecules. They overuse the first step of respiration, glycolysis. They frequently do not complete the second step, oxidative phosphorylation.
This results in only 2 molecules of ATP per each glucose molecule instead of the 36 or so ATPs healthy cells gain. As a result, cancer cells need to use a lot more sugar molecules to get enough energy to survive.
introduction to WARBERG PHENOMENA:
WARBURG EFFECT Usually, cancer cells are highly glycolytic (glucose addiction) and take up more glucose than do normal cells from outside.
Otto Heinrich Warburg (; 8 October 1883 – 1 August 1970) In 1931 was awarded the Nobel Prize in Physiology for his "discovery of the nature and mode of action of the respiratory enzyme.
WARNBURG EFFECT : cancer cells under aerobic (well-oxygenated) conditions to metabolize glucose to lactate (aerobic glycolysis) is known as the Warburg effect. Warburg made the observation that tumor slices consume glucose and secrete lactate at a higher rate than normal tissues.
Cancer cell metabolism: special Reference to Lactate Pathway
2017 SHRM SIOP Science of HR - Employee Well-being
1. The Bigger Picture of Employee Well-Being:
Its Role for Individuals, Families and Societies
Seth Kaplan Richard P. DeShon Lois E. Tetrick
Department of Psychology Department of Psychology Department of Psychology
George Mason University Michigan State University George Mason University
skaplan1@gmu.edu deshon@msu.edu ltetrick@gmu.edu
Copyright 2017
Society for Human Resource Management and Society for Industrial and Organizational Psychology
The views expressed here are those of the authors and do not necessarily reflect the views of any agency of the U.S.
government nor are they to be construed as legal advice.
SHRM-SIOP Science of HR Series
2. 2
Seth Kaplan, Ph.D., is an associate professor of industrial/ organizational
(I/O) psychology at George Mason University. His research focuses on
understanding and trying to improve the subjective experience of work. He
has published papers in this area in journals, including Psychological Bulletin,
Journal of Applied Psychology and Journal of Management, and has received
funding from sources such as the Army Research Institue. He currently is on
the editorial board of four journals and is the director of the George Mason
I/O Ph.D. program. In addition, he served as the head of the Government Relations Team for
the Society of Industrial and Organizational Psychology (SIOP). He earned his B.S. from the
University of Florida and his master’s and doctorate degrees in I/O psychology from Tulane
University.
Richard (Rick) DeShon, Ph.D., is an industrial and organizational
psychologist actively engaged in both research and practice designed to
improve organizational effectiveness and increase the experienced
meaningfulness of work. He was educated in Ohio, earning his B.S. in
psychology at The Ohio State University in 1988 and his Ph.D. in industrial
and organizational psychology at the University of Akron in 1993. He then
joined the Psychology faculty at Michigan State University, where he
remains employed as a professor. His research has been funded by the Air Force Office of
Scientific Research and NASA and published in top-tier journals such as Psychological Bulletin,
Psychological Methods, Journal of Applied Psychology, Organizational Research Methods and the
Journal of Management. He is a fellow of the Society for Industrial and Organizational
Psychology and the Association for Psychological Science and a member of the Academy of
Management. Over the course of his academic career, he has earned numerous awards,
including as the Earnest J. McCormick Award Early Career Contributions from the Society for
Industrial and Organizational Psychology. He recently completed his term as associate editor
at the Journal of Applied Psychology and is currently leading the Healthy Organizations
Initiative at Michigan State University.
Lois Tetrick, Ph.D., is a University Professor in the Industrial and
Organizational Psychology Program at George Mason University. She is a
former president of the Society for Industrial and Organizational
Psychology and a former chair of the Human Resources Division of the
Academy of Management. She is a founding member of the Society for
Occupational Health Psychology and a fellow of the European Academy of
Occupational Health Psychology, the American Psychological Association,
the Society for Industrial and Organizational Psychology and the
Association for Psychological Science. Dr. Tetrick is the editor of the Journal of Managerial
Psychology and a past editor of the Journal of Occupational Health Psychology. Dr. Tetrick has
edited several books and published numerous chapters and journal articles on topics related to
her research interests in occupational health and safety, occupational stress, the work-family
interface, psychological contracts, social exchange theory and reciprocity, organizational
commitment, and organizational change and development.
3. 3
Work and Employee Well-Being
Work is a fundamental aspect of life. Employees in the U.S. workforce spend much of their
waking hours at work—more hours than in most industrialized countries (Organisation for
Economic Cooperation and Development, 2009). As of 2015, employed persons worked an
average of 7.6 hours on the days they worked, including 5.6 hours on weekend working days
(U.S. Bureau of Labor Statistics, 2015). For women, in particular, the percentage of time spent
doing paid work has nearly doubled since 1965 (Sayer, 2005). Given the amount of time the
U.S. workforce spends working, it is not surprising that work relates significantly to overall
well-being and life satisfaction (Bowling, Eschleman & Wang, 2010). Work also can represent a
primary source of identity, status, daily structure and social relationships (Jahoda, 1982). A vast
scientific literature supports these conclusions.
Beyond affecting employee well-being, the working experiences of Americans have
much broader societal effects:
The health and well-being of workers’ children and families.
Organizational and societal productivity and health care costs.
The well-being of communities.
ABSTRACT
A wealth of literature from industrial/organizational psychology and other fields indicates that
the well-being of employees influences various individual job outcomes (e.g., attendance and
productivity) and non-work outcomes (e.g., disease and mortality). This white paper
summarizes these results but also goes beyond them, highlighting less well-known findings.
We show that employee well-being has broader impacts such as on the school performance of
children of working parents and on the American economy as a whole. Moreover, we discuss
that work, when organized and managed in certain ways, can produce various positive
individual and societal benefits. The paper closes with a discussion of how governmental and
organizational policies can promote well-being and, in turn, bring about these gains.
ABSTRACT
A wealth of literature from industrial/organizational psychology and other fields indicates that
the well-being of employees influences various individual job outcomes (e.g., attendance and
productivity) and nonwork outcomes (e.g., disease and mortality). This white paper
summarizes these results and also goes beyond them, highlighting less well-known findings.
We show that employee well-being has a broader impact, such as on the school performance
of children of working parents and on the U.S. economy as a whole. Moreover, we discuss that
work, when organized and managed in certain ways, can produce various positive individual
and societal benefits. The paper closes with a discussion of how governmental and
organizational policies can promote well-being and, in turn, bring about these gains.
4. 4
The purpose of this white paper is to provide an overview of the scientific literature on
the impact of employee well-being on individual, organizational, and societal outcomes. We
hope to (1) broaden the discussion of the influence of work and (2) stimulate consideration of
policy recommendations to improve individual, family, community, and societal outcomes. To
this end, we highlight the evidence indicating that work can foster negative or positive
experiences and can hurt or help job-related and more general well-being. Following from this
notion, we provide a set of recommendations for organizations, relevant agencies and
lawmakers to consider in attempting to improve well-being and, in turn, bring about individual,
organizational and societal gains.
The Health and Economic Effects of Work-Related Well-Being
Work and Stress
Although there are many conceptualizations of well-being in the academic literature and
popular press, we define it broadly, as the totality of one’s emotional experiences and
subjective evaluations of one’s work and life circumstances (see Diener, 1984, for a similar
conceptualization).
As noted above, given the amount of time employees in the U.S. spend at work and the
financial and emotional consequences of employment, work has a significant impact on
individuals’ overall well-being. Unfortunately, for
many Americans, the experience of work is an
aversive one. In particular, one key aspect of well-
being that work affects is stress. According to a recent
Work is second only to
money in terms of
contributing to stress and is
a greater source of stress
than family issues or
health.
5. 5
survey conducted by the American Psychological Association (APA), 60% of Americans report
that work is a very or somewhat significant source of stress (American Psychological
Association, 2015). Furthermore, according to the same survey, work contributes to stress
more than family issues or health (with money being number one contributor).
The Effects of Work-Related Stress on Individual Health
Work-related stress, anxiety and depression produce pervasive problems for individuals,
organizations and society at large. Turning first to the effects of work-related stress on
individual health, a large body of literature from various fields (e.g., industrial/organizational
psychology, human resource management, public health and medicine) documents that job-
related stress has several significant health-related consequences (e.g., Chandola et al., 2008;
Cooper, Quick & Schabracq, 2010).
Table 1. Effects of Chronic Work-Related Stress for Employees
Alcohol use
Cardiovascular disease
Clinical depression
Mortality
Musculoskeletal problems
Obesity
Smoking
The results from a recent quantitative review
based on 228 studies are especially telling (Goh,
Pfeffer & Zenios, 2014). According to this review,
workplace stress contributes to at least 120,000
deaths per year. Furthermore, with respect to specific
Workplace stress contributes
to at least 120,000 deaths per
year—more than the number
of deaths from diabetes,
Alzheimer’s or influenza.
6. 6
stressors, the authors reported that 1) job insecurity (i.e., fears about losing one’s job)
increased the odds of reporting poor health by 50%; 2) longer work hours increased mortality
by almost 20%; and 3) highly demanding jobs raised the odds of a physician-diagnosed illness
by 35%. As one of the authors notes, “The deaths are comparable to the fourth- and fifth-
largest causes of death in the country—heart disease and accidents . . . It’s more than deaths
from diabetes, Alzheimer’s, or influenza” (Zenios as quoted in Lynch, 2015).
The Economic Effects of Employees’ Well-Being
As can be seen in Table 2, the well-being of the workforce also has dramatic bottom-line
implications for organizations and the economy as a whole. The figure below presents a simple
depiction of how employee well-being affects these more distal financial outcomes.
Figure 1. Impact of Individual Employee Well-Being on Organizational and Societal
Financial Outcomes
Employee Well-Being
Psychological Factors
- Stress
- Anxiety/depression
- Job engagement
- Job satisfaction
Physical Factors
- Heart disease
- Musculoskeletal problems
Behavioral Factors
- Alcohol and drug abuse
Organizational Impacts
- Organizational
productivity
- Absenteeism/
presenteeism
- Turnover/retention (and
replacement)
- Health insurance costs
Societal Impacts
- U.S. productivity
- Health care costs
- Health insurance costs
7. 7
Table 2. Organizational and Societal Financial Impacts of Employee Well-Being
Workplace Stress…
Accounts for up to $190 billion in health care costs and increases the nation’s
health care costs by 5% to 8% (Goh et al., 2015).
Contributes to 40% of all job turnover (Hoel, Sparks & Cooper, 2001).
Results in 50% greater health care expenditures (National Institute for
Occupational Safety and Health, 1999).
Primary Takeaway: Work is consistently rated among the top two or three sources of
stress among individuals in the U.S. This stress contributes to psychological (e.g., depression,
anxiety), physical (e.g., cardiovascular disease, obesity) and behavioral (e.g., increased alcohol
use) problems. In turn, these problems result in decreased organizational productivity and
retention and in higher health care costs. The ultimate downstream effects of this impaired
psychological well-being occur at the national level, where U.S. efficiency and productivity
suffer and health care costs increase.
The Effects of Work on Family and Children’s Well-Being
As mentioned above, most employed adults spend a significant amount of their time awake
performing a job in a work setting away from their families. Research from fields such as
industrial/organizational psychology now clearly indicates that excessive work demands and
negative workplace experiences spill over into family life, adding substantial stress to the lives
of all family members and decreasing family well-being (e.g., Bianchi, Casper & King 2005;
Hammer et al. 2005; Kelly et al. 2008; Korabik, Lero & Whitehead 2008; Kossek & Lambert
8. 8
2005; Major, Klein & Ehrhart 2002).
Parents’ Work and Children’s Well-Being
One way that employees’ well-being affects their families is in terms of children’s well-being.
Several findings demonstrate this impact. For instance, a study of fathers demonstrated that
negative work experiences such as low decision latitude, high
job demands, low job security and high role conflict are
associated with fathers’ punishing and rejecting behavior
toward children and children's behavior problems in school
(Stewart & Barling, 1996). A similar study found that job stress was related to mothers
exhibiting less warmth and acceptance toward their adolescents, who, in turn, were more
likely to demonstrate problem behavior (Galambos, Sears, Almeida, & Kolaric, 1995). More
recently, Johnson and Allen (2013) reported that mothers with greater work demands and less
job control have children who are less physically active and healthy (Johnson & Allen, 2013).
Furthermore, children appear to recognize and lament the job-related stress and tiredness that
their parents endure (Galinsky, 1999).
Work and Marital Well-Being
Worker well-being also affects the quality of other interpersonal relationships outside of work,
such as marriage. For instance, Beatty (1996) found that stress at work is associated with
reduced marital satisfaction. More recently, researchers have shown that work-to-life conflict
is negatively related to experienced marital satisfaction, family satisfaction and life satisfaction
(Allen, Herst, Bruck, & Sutton, 2000). Even more troubling are findings suggesting that spouses
Fathers’ negative
work experiences
relate to children’s
behavioral
problems in school.
9. 9
who are in certain occupations (Melzer, 2002) and those who experience stressful work events
are more likely to physically abuse their partners (Barling & Rosenbaum, 1986).
Work and Family Well-Being
More generally, work experiences and work-related
well-being can influence the amount of time spent
with one’s family and the quality of family relations.
For instance, studies show that excessive work
demands and working long hours negatively affect
the experienced quality of family time (Major, Klein & Ehrhart, 2002). Furthermore, a recent
study revealed that more than half of employees surveyed feel that the need to respond
immediately to electronic communications (e.g., texts and e-mails from supervisors and
clients) is ruining their family meals (Workfront, 2015). Other studies show that greater job
demands and related stress increase work-family conflict (Kossek, Lautsch, & Eaton, 2006;
Thompson & Prottas, 2006 ) and that employees who experience more job stress tend to
spend more time away from their families, be less involved in family matters and have less
satisfying marriages (Crouter & Bumpus, 2001).
Primary Takeaway: The pernicious effects of excessive work demands and resultant
stress extend beyond employees, affecting their families as well. Such demands and stress
can contribute to various negative consequences, such as marital and family discord,
parents being less available for children and problematic child behavior, among others.
More than half of employees
feel that the need to respond
immediately to electronic
communications (e.g., texts
and e-mails from supervisors
and clients) is ruining their
family meals. (
10. 10
Work as a Source of Well-Being
Having just explored how work can harm well-being, we now consider the evidence suggesting
that work, structured in a particular way, has the potential to instead facilitate well-being.
Although work can contribute to various individual, family and societal problems, it need not.
In fact, the evidence indicates that work can have various benefits beyond just economic ones.
As discussed in the final section of this paper, whether work is primarily a source of impaired
versus enhanced well-being largely is a function of governmental and organizational policies.
The Well-Being Benefits of Working
First, important to emphasize is that, although the experience of work can and should be
improved, having a job (versus being unemployed) relates to a host of well-being benefits (e.g.,
McKee-Ryan, Song, Wanberg & Kinicki, 2005). For instance, compared with those who are
unemployed, employed individuals tend to experience:
Higher life satisfaction.
Lower depression and anxiety.
Greater marital/family satisfaction.
Better subjective and objective physical health.
Notably, these effects are not simply due to the financial benefits of work (e.g., Paul & Batinic,
2010). Studies show that work can benefit even those who do not need to work for financial
reasons. These potential well-being gains accrue because work can help satisfy several
psychological needs, as shown in Table 3 (Jahoda, 1982; Paul & Batinic, 2010).
11. 11
Table 3. Nonfinancial Benefits of Working
Work can provide . . .
Daily structure
Social contact, support and friendship
Status and a sense of identity
Directed activity and distraction
A sense of purpose
An opportunity to learn and achieve
The workplace may be especially conducive to helping individuals meet some of these
needs, perhaps more so than any other context or domain.
It is also important to recognize that, in addition to potentially contributing to negative
emotional states, work can be a source of positive emotional states, such as gratitude (e.g., for
one’s colleagues) and growth. This matters because evidence indicates that well-being is not
simply the absence of negative experiences like stress and anxiety. A necessary condition for
psychological thriving is the frequent occurrence of positive experiences, not just the lack of
negative ones (Diener, 1984; Seligman & Csikszentmihalyi, 2000).
These positive experiences then translate into individual and organizational benefits.
Evidence shows, for instance, that increased happiness is associated with higher productivity
and that more frequent workplace positive emotional experiences relate to higher
performance ratings and more organizational citizenship and helping behavior (Lyubomirsky,
King, & Diener, 2005).
12. 12
Also, from a societal perspective, working can contribute to
community well-being through practices such as volunteering.
Recent support for this claim comes from the U.S. Bureau of Labor
Statistics (2016), which reports that employed people are more
likely to be volunteers than are unemployed individuals or people
who are not in the labor force. Furthermore, evidence suggest that
corporate volunteer programs increase the number of volunteers (Peterson, 2004), potentially
resulting in extended benefits such as the community organizations being able to provide
greater services (Volunteer Canada Discussion Paper, 2015).
Primary Takeaway: Although the experience of work can be aversive, it need not be. In
addition to providing income, work also can provide various well-being benefits. More
positive work-related emotions and evaluations then can lead to outcomes such as greater
productivity and more workplace helping behavior. In the section that follows, we provide
some research-based recommendations that governments and organizations should consider
to help facilitate these positive experiences and, in turn, the consequences they help create.
Recommendations for Governmental and Business Policy and Practice
In sum, work can be a source of both negative and positive experiences and well-being.
Ultimately, the well-being of employees and the downstream effects for them, their families,
their organizations and the nation as a whole largely reflects governmental policy and
organizational practices. That is, government bodies as well as public and private organizations
can influence these broader, more distal outcomes by influencing the well-being of U.S.
More frequent positive
emotional experiences
in the workplace relate
to higher performance
ratings and more
workplace helping
behaviors.
13. 13
employees. In this sense, work, and the organizations where such work occurs, can be seen as
a lever, if not the linchpin, through which to achieve these benefits.
Given these conclusions, we offer several practical recommendations for how policy
makers can improve workplace well-being and, in so doing, positively affect society.
Aligning Policies with Scientific Findings on the Promotion and Benefits of Well-Being
The Case of Presenteeism
Presenteeism is reporting to work when sick. Research
clearly demonstrates that presenteeism has a negative
effect on worker productivity and safety. Moreover,
presenteeism costs employers considerably more in
terms of medical costs than does absenteeism (e.g.,
employees staying home when sick), with estimates that between 18% and 61% of employer
total health care costs are due to presenteeism (Johns, 2010).
Research suggests that organizations could reduce presenteeism by offering paid sick
leave and by avoiding disciplinary action for absenteeism (Johns, 2010). Thus, we encourage
organizations and lawmakers to consider policies to promote paid sick leave and also
encourage educational initiatives to teach organizational leaders about the downstream
financial effects of presenteeism.
The Case of Recovery Time
Americans use far fewer of their vacation days than they did in past decades. According to a
recent survey of 1,500 Americans, the majority of U.S. workers do not use all of their allotted
When employees come to
work sick, it appears to cost
employers considerably
more in medical expenses
than when sick employees
stay home.
14. 14
vacation days, and 42% did not use even a single allotted vacation day in 2014 (Skift, 2015).
Furthermore, the U.S. is the only industrialized country that does not require employers to
offer paid vacation leave (Center for Economic and Policy Research, 2013).
At the same time, research conclusively demonstrates that time spent for psychological
recovery benefits employees. A lack of recovery is related to depression, reduced task
performance and health problems (e.g., Fritz & Sonnentag, 2006). Thus, both employees and
organizations may be suffering when employees do not use their allotted vacation days. As
such, we would encourage organizations and lawmakers to consider policies to promote, or
even mandate, the provision and use of sick/vacation time. Other options include providing
more time off for certain populations such as younger employees (to pursue schooling) and
shift workers (so they can spend more time with family). Also, organizations could provide
more time off for employees who volunteer in the community and engage in civic activities.
Recommendation 1: Encourage organizations to align policies with consideration for
employee well-being, which ultimately affects organizational well-being and bottom-line
outcomes.
Recommendation 2: Develop legislation promoting paid sick leave and develop clearer
guidelines for excusable absences.
Conduct Rigorous Evaluations of Workplace Wellness Programs
Organizations are adopting wellness programs at an increasing rate (RAND, 2013). Research
suggests that workplace wellness interventions can lead to positive outcomes such as smoking
cessation, weight loss, and lower cholesterol and blood pressure (RAND 2013). However, as
seen in Table 4, several important concerns and questions about these programs and their
15. 15
potential benefit remain.
Table 4. Significant Concerns and Questions about Workplace Wellness Programs
Low participation rate
Only 24% of employees at companies that offer a wellness program actually participate in it
(Gallup, 2014). Also, only 12% of employees strongly agree that they have substantially higher
overall well-being because of the wellness program.
Focus on physical well-being, neglecting psychological well-being
As the above statistics make clear, psychological well-being also has significant organizational
and societal implications.
Focus on decreasing negative outcomes (e.g., obesity), not on enhancing positive ones
(e.g., developing resilience, gratitude)
However, research conclusively shows that well-being reflects both the absence of negative
factors and the presence of positive ones.
Center on individual outcomes, ignoring family and community outcomes
Poor-quality program effectiveness evaluation
Most evaluation consists of case studies, which are not best practice for evaluation. The
bottom-line impact of these programs and the factors influencing their effectiveness are
largely unknown (RAND, 2013; SHRM Foundation, 2014).
Given these factors, there is a need for scientifically developed and evaluated
programs. Also, given their knowledge about the workplace and workplace well-being,
organizational scientists (e.g., industrial/organizational psychologists), in addition to health
care professionals, should be central in these efforts.
Recommendation 3: Encourage organizations and governmental agencies to develop
quality research demonstrating and evaluating the effectiveness of workplace wellness
programs.
16. 16
Attending to Special Populations
Research and policy focused on certain populations could provide the most value, both to
those groups and to the economy as a whole. International research has demonstrated that
workers experience a decline in their work ability based on the external environment. This can
include such aspects as society, culture, legislation, educational, social and health policy, as
well as employees’ immediate social environment at work and their family. However, there are
still many unanswered questions concerning work ability and aging, as well as among
unemployed, handicapped and disabled people (Ilmarinen & Ilmarinen, 2015).
More specifically, given the aging workforce, more research is needed on retirement
security/well-being of aging employees. There is evidence that positive work experiences have
long-term effects on daily living independence in later life. Furthermore, the recent economic
recession highlighted the need to understand and combat underemployment for high-skilled
workers. Also, research is needed on recruiting and retaining workforces in low-income/rural
areas. Finally, scientific evidence is needed on Veterans in the workforce, especially with
respect to strategies to help them gain appropriate employment.
Recommendation 4: Design and evaluate programs meant to attend to special
populations.
Encouraging Managers to Adopt Evidence-Based Practices
Managers and supervisors generally are the place “where the rubber meets the road” in terms
of organizational impact on employee well-being. Organizations may adopt formal policies,
but front-line management must institute those policies. Research offers several evidence-
based strategies that organizational leaders as well as front-line supervisors can use to help
17. 17
enhance employee well-being.
Recommendation 5: Train and motivate managers and supervisors to adopt evidence-
based practices to improve employee well-being.
Table 5. Strategies that Managers and Supervisor Can Use to Improve Well-Being
Provide employees with control and autonomy
There is a tremendous amount of evidence linking job control, autonomy and decision-making
authority to various psychological and physical outcomes, including morbidity and mortality
(Goh et al., 2015). Furthermore, greater control at lower levels frees up managers’ oversight
and decision-making time. Managers should be trained and encouraged to allow their
employees to make decisions over how, when, where and with whom work tasks are done.
Train and incentivize managers to behave fairly
As with job control, there is significant evidence linking managers’ fairness to employee well-
being (e.g., Goh, 2014). Fairness is not just about what outcomes employees receive, but also
about “how” decisions are made and what the type of everyday, interpersonal treatment
employees receive. Simple practices that reflect fairness include using the same standards for
all employees, allowing employees a voice in decisions that affect them, meeting with
employees regularly (e.g., weekly) to keep them informed and asking employees for feedback
about the managers’ performance.
Incentivize employee well-being practices for managers and supervisors
Managers and supervisors often neglect employees’ well-being because they fear that efforts
to enhance well-being will result in lower productivity and, in turn, reflect poorly upon their
leadership. As such, executives often implement policies (e.g., allowing employees to
telework), but managers and supervisors refuse to enforce them (e.g., granting specific
telework requests). Thus, the policy fails or, worse, is viewed as disingenuous and
manipulative. Organizations that are serious about improving well-being must ensure
alignment and compliance among all of management. They can do so by mandating or
incentivizing managerial practices that foster well-being and by establishing norms that would
compel managers to follow these practices.
18. 18
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