APA announces New Center for Organizational Excellence: The Center offers resources on workplace performance and employee well-being

2013 ◽  
Keyword(s):  
Well Being ◽  
Workplace Performance ◽  
Organizational Excellence

The Positive Face of Human Capital, Psychological Capital, and Well-Being

2020 ◽  
pp. 145-170
Author(s):  
Olcay Okun
Keyword(s):  
Positive Psychology ◽  
Organizational Behavior ◽  
Psychological Capital ◽  
Theoretical Perspective ◽  
Well Being ◽  
Individual Characteristics ◽  
Workplace Performance ◽  
Employee Wellbeing ◽  
Positive Individual ◽  
Increase Productivity

This chapter analyzes the relation between Positive Psychology, Psychological Capital, and Well-Being. Positive psychology pursues information that flourishes on life. Positive psychology improves the quality of life and investigates the paths towards positive individual characteristics and developing communities through actions that increase well-being and prevents discomfort in situations where life is vicious and meaningless. Psychological capital is associated with many positive results for employees and the organization and promises to increase productivity in today's workplace. In this chapter, the transformation of positive psychology into the concept of psychological capital is explained in the field of organizational behavior, and the state of well-being and psychological capital are examined from a theoretical perspective. Besides, it is explained how psychological capital improves employee wellbeing. Psychological capital and well-being are very effective concepts on employee workplace performance, and there are strong relationships between them.

scholarly journals Does employees’ subjective well-being affect workplace performance?

2017 ◽  
Vol 70 (8) ◽  
pp. 1017-1037 ◽  
Author(s):  
Alex Bryson ◽  
John Forth ◽  
Lucy Stokes
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Prima Facie ◽  
Estimation Methods ◽  
Subjective Well Being ◽  
Workplace Performance ◽  
Cross Sectional ◽  
Prima Facie Case ◽  
Nationally Representative ◽  
The Relationship

This article uses linked employer–employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically significant relationship between the average level of job satisfaction at the workplace and workplace performance. The relationship is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no association between levels of job-related affect and workplace performance. Ours is the first study of its kind for Britain to use nationally representative data and it provides novel findings regarding the importance of worker job satisfaction in explaining workplace performance. The findings suggest that there is a prima facie case for employers to maintain and raise levels of job satisfaction among their employees. They also indicate that initiatives to raise aggregate job satisfaction should feature in policy discussions around how to improve levels of productivity and growth.

scholarly journals FABRICATING EMPLOYEE ENGAGEMENT FOR ORGANIZATIONAL EFFECTIVENESS: FRAMING ITEMS FOR THE 'CAR-PER-ET-WELL' SCALE

2017 ◽  
Vol 16 (1) ◽  
pp. 27
Author(s):  
Dr. Manodip Ray Chauduri ◽  
Partha Naskar
Keyword(s):  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Item Analysis ◽  
Well Being ◽  
Literature Survey ◽  
Ethical Framework ◽  
Business Climate ◽  
Organizational Excellence ◽  
Career Performance

Organization thrive on people. The epicenter of organizational excellence revolves around to the degree and extent of human involvement at work. To have a committed workforce, ensures satisfication, consummation and fulfillment in the minds of employess. A satisfied worker is a happy worker and of course can prove to be most productive, prolific and industrious in his work and in execution of his responsibilities. With a brief introduction on the concept of employess engagement, the paper through detailed literature survey, outlines various aspects of employee engagement, underlying employee career prospects, the significance of ethical framework and significance of employee well-being in the organizational domain. The objective of the paper is to reach understanding of certain identifiable areas within the field of employee engagement viz.; career, performance, ethics and wellness. These issues are quite pertinent for competitive survival of organizations in the current turbulent business climate. A scale "car-per-et-well" has been developed for item analysis in the present study. The coverage of the study makes an attempt to reach out to teh relevance of employee engagement for organizational accomplishment

scholarly journals Burnout of Older and Younger Employees – The Case of Slovenia

Organizacija ◽  
2017 ◽  
Vol 50 (1) ◽  
pp. 47-62 ◽  
Author(s):  
Maja Rožman ◽  
Sonja Treven ◽  
Vesna Čančer ◽  
Marijan Cingula
Keyword(s):  
Age Groups ◽  
Great Majority ◽  
Well Being ◽  
Physical Symptoms ◽  
Behavioral Symptoms ◽  
Emotional Symptoms ◽  
Workplace Performance ◽  
Older Employees ◽  
Kolmogorov Smirnov

Abstract Background and Purpose: People spend a significant part of their lifespan working, but the role of age in job design and implementation of work have largely been ignored. The consequences can be evident in stress and burnout in different symptoms. Thus, age-diverse employees are faced with different symptoms of burnout and stress when carrying out their work. The main aim of this paper is to present burnout of older employees compared to younger employees in Slovenian companies. Design/Methodology/Approach: The paper is based on research including a survey between two age groups of employees, namely the younger employees that were classified in the group of under 50 years of age and the older employees that were classified in the group of above 50 years of age. Since the Kolmogorov-Smirnov and Shapiro- Wilk test showed that the data was not normally distributed, the noan-parametric Mann-Whitney U test was used to verify differences in the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the workplace between two groups. Results: The results show that there are significant differences in the great majority of the variables describing the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the workplace between younger and older employees. Conclusion: Well-being in the workplace of age-diverse employees is a key for long-term effectiveness of organizations. Managers and employers should apply appropriate measures to reduce burnout as well as to contribute to employees well-being and better workplace performance.

scholarly journals Who supports the psychiatric nurse? A qualitative study of the social supports that affect how psychiatric nurses cope with workplace risks and stressors

2018 ◽  
Vol 26 (3) ◽  
pp. 244-266 ◽  
Author(s):  
Geraldine Fahy ◽  
Lisa Moran
Keyword(s):  
Physical Violence ◽  
Qualitative Interviews ◽  
Well Being ◽  
Psychiatric Nurses ◽  
Workplace Performance ◽  
Workplace Stressors ◽  
High Dependency ◽  
The Social ◽  
Social Scientific ◽  
Research And Policy

The study focuses on how registered psychiatric nurses in a high-dependency unit in Ireland utilise informal and formal supports to cope with risk and trauma in the workplace, including threats of physical violence and verbal abuse. Increasingly, research and policy acknowledge that risk management and emotional trauma affect the workplace performance and general well-being of Registered Psychiatric Nurses. However, there is a paucity of Irish social scientific research on how psychiatric nurses negotiate informal and formal networks, to cope with workplace risks every day. Drawing on qualitative interviews, this paper ascertains how psychiatric nurses interpret everyday risks and how they draw upon support networks (e.g. family, co-workers) to cope with workplace stressors. The findings show that Registered Psychiatric Nurses who were interviewed create boundaries between informal and formal networks that help them to cope with workplace risks. Our study indicates that in this context, organisational supports are seldom used by Registered Psychiatric Nurses, even in times of crisis. A core contribution of the work is that it affirms the importance of co-workers in how Registered Psychiatric Nurses negotiate workplace risks and makes recommendations on how formal organisational supports might be improved.

scholarly journals Motivation and Satisfaction of Employees in the Workplace

2017 ◽  
Vol 8 (2) ◽  
pp. 14-25 ◽  
Author(s):  
Maja Rožman ◽  
Sonja Treven ◽  
Vesna Čančer
Keyword(s):  
Interpersonal Relationships ◽  
Self Regulation ◽  
Age Groups ◽  
Working Hours ◽  
Well Being ◽  
European Population ◽  
Equal Treatment ◽  
Working Relationships ◽  
Workplace Performance ◽  
Older Employees

Abstract Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies. Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace. Methods/Approach: The paper is based on research including a survey of two age groups of employees in Slovenia. We employed the Mann-Whitney U test to verify differences in the motivation and satisfaction in the workplace between the two groups. Results: Older employees are more motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees regardless of their age. They are more satisfied with interpersonal relationships in the company; their work; working hours and the distribution of work obligations; and facilitation of the self-regulation of the speed of work performed. Conclusions: Motivation and satisfaction change as individuals age. Using this information, managers and employers can apply appropriate measures to contribute to employees’ well-being and better workplace performance, better working relationships with colleagues, higher productivity, and greater creativity.

scholarly journals Time to establish comprehensive long-term monitoring of Australian medical graduates?

2018 ◽  
Vol 42 (6) ◽  
pp. 635 ◽  
Author(s):  
Christine Jorm ◽  
Jane Bleasel ◽  
Inam Haq
Keyword(s):  
Medical Students ◽  
Patient Outcomes ◽  
Well Being ◽  
Reliable Data ◽  
Workplace Performance ◽  
Medical Graduates ◽  
Long Term Monitoring ◽  
Term Monitoring ◽  
The Continuum

We believe that the well being of our medical students (and medical staff throughout the continuum of practice) matters too much not to ask, ‘How do they feel?’ Society, and students themselves, have invested too much in their education not to query ‘How well are they performing in the workplace?’. Our accountability to the community demands we ask, ‘How are their patients going?’ This article presents a schema for building long-term monitoring in Australia, using linked and reliable data, that will enable these questions to be answered. Although the answers will be of interest to many, medical schools will then be well placed to alter their programs and processes based on these three domains of graduate well being, workplace performance and patient outcomes.

scholarly journals Generic Skills Development in the Gulf Cooperation Council Countries and Graduate Outcomes: A Systematic Review of the Literature

2021 ◽  
Author(s):  
Jeffrey B. Matu ◽  
Eun J. Paik
Keyword(s):  
Higher Education ◽  
Systematic Review ◽  
Academic Success ◽  
Well Being ◽  
Gulf Cooperation Council ◽  
Skills Development ◽  
Workplace Performance ◽  
Generic Skills ◽  
Gcc Countries ◽  
Development Outcomes

Generic skills are essential because today’s jobs and the future of work require flexibility, initiative, and the ability to undertake many different tasks. While higher education graduates in the Gulf Cooperation Council (GCC) countries recognize the contribution of these skills in their academics and workplace performance, generic skills development is not a consistent part of their education, which has led to socioeconomic challenges. If higher education placed a great emphasis on developing generic skills, students would expect to have pragmatic benefits, such as academic success, boosting workplace performance, positive interpersonal relationships, and better health and overall well-being. To the best of our knowledge, no systematic review has been conducted to examine generic skills development outcomes in the GCC. Hence, this systematic review aims to identify, evaluate, and summarize findings from peer-reviewed and policy-related studies that have documented generic skills development outcomes in the GCC countries, including identifying broad definitions used and areas for future research. The findings demonstrated conclusive evidence regarding the effectiveness of generic skills development at the higher education level in enhancing graduate outcomes in employability promotion skills, enhancing stakeholder engagement in curriculum and instruction, academic or workplace performance, influences on health, and effects on social dimensions.

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