2. WELLBEING VS. WORK ENGAGEMENT
Wellbeing Work Engagement
Definition Refers to the state of being comfortable,
healthy, and happy in one's personal and
professional life.
The level of emotional investment and
commitment an employee has towards
their work, team, and organization.
Focus Focuses on the overall health and
happiness of employees
Focuses on their motivation, productivity,
and commitment to the organization.
Measurement Measured through self-reported surveys
and questionnaires
Measured through surveys, performance
metrics, participation metrics, and
feedback
Impact Reduced stress, increased happiness, and
better overall health
Increased productivity, reduced
absenteeism, and higher employee
retention.
Approach Requires a holistic approach Involves addressing specific factors that
influence motivation, such as job
satisfaction, recognition, and career
growth opportunities.
3.
4. MEASURING WELLBEING
• Gallup-Healthways Well-Being Index
• Wellness Wheel
• Tripartite Model of Wellbeing
• PERMA Model
• McCallum & Price’s model of holistic wellbeing
• VIA character strengths
9. McCALLUM & PRICE’S MODEL OF HOLISTIC WELLBEING
(DESIGNED FOR ACADEMIA)
• Building and sustaining healthy relationships
Positive relationships
• Developing and nurturing individual and group strengths
Positive strengths
• Establishing effective and safe communication strategies
Positive communication
• Behaving in a way that welcomes a sense of belonging and
connections to others and positive, peaceful and caring action
Positive behaviour
• Nurturing emotional health
Positive emotion
• Scaffolding wellbeing through growing leaders with a democratic
leadership style
Positive leadership
10. McCALLUM & PRICE’S MODEL OF
HOLISTIC WELLBEING
• McCallum and Price (2016) propose an all encompassing definition of wellbeing outlining it as
diverse and fluid, respecting the beliefs and values of individual, family, and community; and
experiences, culture, opportunities, and contexts across time and change.
• It encompasses interwoven environmental, collective, and individual elements that interact across a
lifespan.
• Indicates a holistic, balanced life experience where wellbeing needs to be considered in relation to
how an individual feels and functions across several areas, including cognitive, emotional, social
and physical. Spirituality forms the underlying dimension under each domain.
11. VIA CHARACTER STRENGTHS
• Character strengths are the positive parts of your personality that make you feel authentic and engaged.
• These are the psychological ingredients—processes or mechanisms—that define the virtues –Each of us has a
unique character strengths profile
• 24 CS – categorised into 6 virtues
Wisdom Courage Humanity Justice Temperance
Transcenden
ce
16. UTRETCH WORK ENGAGEMENT
SURVEY (UWES)
• Schaufeli, Salanova, González-Romá & Bakker, 2001 are the proponents of Work Engagement (WE).
• 17 item scale – having questions on the dimensions of Vigour, Absorption and Dedication
Absorption
Dedication
Vigour
characterized by high levels of energy
and mental resilience while working
characterized by being fully concentrated and
happily engrossed in one’s work
characterized by being strongly involved in
one's work and experiencing a sense of
significance, enthusiasm, inspiration, pride,
and challenge
19. COPSOQ III
• COPSOQ is an instrument for research, for the assessment of psychosocial conditions and
health promotion at workplaces
• Consists of three categories of statements: CORE, MIDDLE and LONG.
• CORE items is mandatory. They must always be supplemented with additional COPSOQ
items labelled MIDDLE and/or LONG.
20. COPSQ III DIMENSIONS
• Quantitative Demands
• Work Pace
• Cognitive Demands
• Emotional Demands
• Demands for Hiding Emotions
• Influence at Work
• Possibilities for Development
• Variation of Work
• Control Over Working Time
• Meaning of Work
• Predictability
• Recognition
• Role Clarity
• Role Conflicts
• Illegitimate Tasks
Quality of Leadership
Social Support from Supervisor
Social Support from Colleagues
Sense of Community at Work
Commitment to the Workplace
Work Engagement
Job Insecurity
Working Conditions
Quality of Work
Job Satisfaction
Work Life Conflict
Trust & Justice
Negative Acts
Health
