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Quality of life at the workplace has a substantial impact on wellbeing of most adults. We distinguished three types of determinants: work-specific drivers, objective features of the employee as part of human capital (age, employment status, education level, etc.) and other subjective perceptions, feelings and attitudes (personality type, general life satisfaction) of the employee. Majority of people spend significant part of their life at work so it is crucial to determine those drivers which make employees happier, more satisfied – and hopefully – more productive. The first task was to find the key work-specific and personal features that affect employee wellbeing. The second issue was to test the assumption that job-satisfaction is positively correlated with the productivity on individual level. We tested our hypothesis on EU-SILC micro dataset together with its special module on wellbeing for 2013. We found that job satisfaction had a direct positive influence on individual productivity. We made some conclusions and emphasized the role of the employers and the government.

PurposeThe purpose of this paper is to detail the origins (or antecedents) of employee wellbeing (EWB) in Brazil.Design/methodology/approachThe paper examines and analyses historical data in diachronic mode to reveal the origins (antecedents) of EWB in Brazil, and details factors from them arising.FindingsNumerous factors emerge regarding the origins of EWB in Brazil, including, inter alia, traditions of landed estates employing slaves and countryside workers; historical social protest movements; a lack of free association for labour movements and rights associated with them; union recognition providing freedoms and protections in the employment relationship; pro‐worker political institutions emerging; worker campaigns for better quality of working life; a history of exclusion of worker interests by state bodies (and worker resistance to it); a need for worker representatives to gain political office to increase worker‐related discourse; contradictory results arising from relatively recent government policies; and new concerns, and enabling/restricting factors in EWB.Research limitations/implicationsThe paper provides a backdrop within which the context of, and future prospects for, EWB in Brazil can be assessed. Limitations are issues of cultural translation apply to the Brazilian context.Originality/valueHistorical data to contextualise EWB in Brazil, an under‐researched topic, is provided in the paper.

This article analyses how privatization influences corporate culture and employee wellbeing in the privatized companies. We hypothesized that the change process initiated with privatization and preparation for privatization would lead to a change in corporate culture and also to an increase in employees' perceptions of occupational stress and symptoms of mental and physical ill health, as well as a decrease in job satisfaction. In the long term, these symptoms should be reversed. The study was carried out in three companies, one of them with two data collections, which allowed for a cross‐sectional analysis and a quasi‐longitudinal one. The two types of analyses supported most of the hypotheses. In general, corporate culture changed towards a greater emphasis on performance and people orientation and on organizational integration. Occupational stress was found to be higher and job satisfaction lower before privatization. Mental and physical ill health, however, were found to be higher in the companies that had already been privatized for some time.

<p>Work is a fundamental aspect of life. Employees spend much of their waking hours at work with an average of around 9 hours per day and 48 hours per week. With the amount of time the workforce spends working, it is not surprising that work relates significantly to overall well-being and life satisfaction. One key aspect of wellbeing that work affects is stress and it has several significant health-related consequences. With the high turnover in most organizations and with many organizations giving excellent employee benefits, it has become imperative to provide employees with reasons to stay.</p><p>Many researchers have linked performance with wellness. Studies have indicated that there are many high levels of organizational productivity loss which are directly linked to workplace stress and a lack of employee wellness. Employees who aren't well physically or mentally won't be able to work to their full potential. Wellbeing affects an employee's ability to creatively solve problems. It also influences their attitude to work, and their relationship with co-workers and it affects their health as well. It is a key issue that organizations are trying to address. Large numbers of employers have adopted workplace wellbeing strategies and are relating them to HR objectives. The focus on employee wellbeing has never been more crucial than it is today.</p><p>The question is - What is the goal of wellbeing programs in organizations? How do employees perceive such programs? Is it able to address both the male and female workforce? Are the programs effective? Is it backed by data? In our study, we try to answer these questions. Our empirical study seeks to identify the stress factors for employees and assess the wellbeing programs of organizations to find out whether they are able to address the stress-inducing factors. We also try to find the scope of HR analytics in making the wellbeing programs effective, thus enhancing employee wellbeing. </p>

Why is it that more and more people like their work, but can no longer support the conditions under which they must practice it? What is impeding the improvement of occupational health and organizational effectiveness? The authors share their knowledge of the missing pieces that are preventing these improvements to the workplace

The objective of this study is to gain insights into the experiences of employees regarding their social media usage and consequences of social media overuse at the workplace. Fourteen semi-structured interviews were conducted, audio-recorded, transcribed, and analyzed using the Interpretative Phenomenological Analysis (IPA) procedures. The qualitative data was collected from the employees working in renowned IT/ITES companies in India. The themes that emerged are lack of sleep; backache and eye strain; feeling of envy; lack of depth in the relationships; tendency to seek approvals; not meeting deadlines; compromise with the work quality; distraction from work. The present study intends to assist human resource managers in designing appropriate policies and guidelines pertaining to employees' social media usage at the workplace.

Leaders play an integral role in developing psychologically safe workplaces. To better understand the mechanisms that transmit leadership behaviors and the broader employee wellbeing outcomes as a result, more insight in high-demand, hierarchical working environments is necessary. In this article the authors explore psychological safety as a mechanism through which leadership influences wellbeing and employee experience in the context of New Zealand legal practice. Law firms are often hierarchical in nature, potentially creating power differences which can prevent employees from speaking up, and where employees are known to experience poor wellbeing. To test the hypothesized relationships, a time-lagged study design was used with surveys tested at two timepoints on 89 lawyers working in law firms. Results showed that psychological safety mediates the relationship between leadership and both positive and negative aspects of employee experience (general wellbeing, intrapersonal wellbeing, job satisfaction, self-reported performance, incivility, and burnout).

This special issue was inspired by an Economic & Social Research Council funded seminar series that explored the possibilities for using Big Data and data analytics for assessing health and wellbeing risks within organisations. The aim of this special issue was to build on some of the themes developed in the seminar series and draw together and update some key insights from different disciplinary perspectives on the opportunities, challenges and lessons that could be applied in this area. This editorial, therefore, draws together the findings and themes from the submitted papers and interprets these in light of the findings from the seminar series.

This study examined the influence of work-life balance, work stress, employee engagement, and working environment on employee wellbeing in the banking sector of Pakistan. Due to complex human resource policies in Pakistan, employee wellbeing is neglected in several banking institutions; this study addresses a research gap in this way. Drawing upon job demands-resources theory, the study employed a quantitative methodology through a survey of 360 employees from private and public banks in Pakistan. The results from PLS-SEM (Partial Least Squares Structural Equation Modeling) demonstrate that employee engagement and work stress are significantly related to employee wellbeing, while working environment has a significant interactive effect between employee engagement and employee wellbeing. Theoretically, the study contributes to broadening the existing literature on human resource management. Practically, this study provides guidelines to human resource practitioners, managers, and policymakers on devising strategies for their employee wellbeing in going forward.
AcknowledgmentThis work was supported by the Internal Grant Agency of Tomas Bata University in Zlin under the Projects No. FaME TBU No. IGA/FaME/2020/010 and IGA/FaME/2019/008. The authors would like to extend their appreciation to Prof. Boris Popesko (Vice-Dean for Research and Business Liaison) at the Faculty of Management and Economics for facilitating the financial readiness of this project.

Purpose: This research study aims to examine the relationship between perceived overqualification and turnover intention among employees with a focus on understanding the mediating role of employee wellbeing. Perceived overqualification, where employees feel that their qualifications exceed the requirements of their job, has been identified as a potential contributor to turnover intention. However, the role of employee wellbeing in this relationship remains relatively unexplored particularly in a context characterized by large supply of graduates outnumbering the demand for them. Design/Methodology/Approach: Through a quantitative research design, data is collected from clerical employees in nationalized banks in the southernmost State of India. The proposed model was tested among these where the jobs are characterized by opulent extrinsic attributes. The data analysis has been done using factor analysis, reliability and validity analysis and analysing model fit indices through structural equation modelling. Findings: The results showed that the positive association between perceived overqualification and turnover intention is mediated by employee wellbeing. The job characteristics of the nationalized job were found to ameliorate the negative perceptions associated with perceived overqualification. Originality/Value: This study brings out the significance of employee wellbeing over perceived overqualification in affecting turnover intention. Hence it is an indicator to the employers to focus on factors that can enhance employee wellbeing while framing human resource policies and thereby reducing turnover intention among them. The findings of this research can enrich human resource management strategies and interventions aimed at improving employee retention and organizational performance.