Employee Well-being through Internal Branding: An Integrated Approach for Achieving Employee-based Brand Outcomes

2018 ◽  
Vol 21 (4) ◽  
pp. 1065-1086
Author(s):  
Asha Binu Raj
Keyword(s):  
Human Resource ◽  
Organizational Effectiveness ◽  
Brand Image ◽  
Integrated Approach ◽  
Well Being ◽  
Organizational Outcomes ◽  
Internal Branding ◽  
Creation Process ◽  
Services Sector ◽  
Branding Strategies

Internal branding is considered as an Human Resource (HR) construct for creating, implementing and measuring the employee-based brand image in organizations. The purpose of this study was to empirically analyse the influence of internal branding initiatives on overall workplace well-being in which every stakeholder feels included, valued and respected. A study conducted on a sample of 443 respondents across four different Indian services sector examined how internal branding strategies help in psychological, physical, spiritual, financial and social well-being of employees. A conceptual framework based on the hypotheses was tested to establish correlations among internal branding, employee well-being and employee-based brand outcomes at individual and organizational levels. It shows that internal branding is an integral part of overall well-being programme and supports individual and organizational outcomes. Organizations can use this framework to improve their well-being strategies based on their internal brand creation process and also benefit from the increased organizational effectiveness.

scholarly journals Factors influencing well-being at work

Hadtudomány ◽  
2020 ◽  
Vol 30 (E-szám) ◽  
pp. 183-197
Author(s):  
Krisztina Dajnoki ◽  
Péter Miklós Kőmíves ◽  
György Norbert Szabados ◽  
Éva Bácsné Bába
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Experience ◽  
Diversity Management ◽  
Integrated Approach ◽  
Well Being ◽  
Labour Market Situation ◽  
Factors Affecting

The role of the effective human resource management became more important in the last decades. The globalisation trends, the effects of the micro- and macro environment including the labour market situation, the changes of acts, laws and regulations require the employment of well-trained HR specialists and the adaptation of skills and best practices regardless to the size of the organisation. Based on surveys nowadays the labour-hoarding, building commitment, and increasing loyalty became the most important activities of the human resource management. These topics are all strongly related to the workplace wellbeing. One of the special characteristics of the human resource management is the integrated approach means all the fields of human resource management belongs to each other and they all have effects on each other. Because of these changes new functions of the human resource management formed, including retaining, diversity management, generation management, talent management, work-experience management and HR branding. Recently, more attention is paid to those HR solutions which are combined with digitalisation and gamification. The attitudes regarding the traditional areas of human resource management also changed. The role of health preservation in the organisation in connection with labour safety activities also became important. The health preservation also has impacts on the workplace well-being. The aim of the study is to clarify the most important notions, concepts and approaches of the workplace well-being, their connections to other HR activities with special regard to the role of the health preservation based on domestic and international literature. We also expound the factors affecting the workplace well-being connected with the health preservation like commitment, stress, satisfaction, work-life balance, and health development.

The Effects of Team Human Resource Acquisition on Employee Well-Being

2018 ◽  
Vol 42 (4) ◽  
pp. 177-197
Author(s):  
Hee Young Lim ◽  
Na Young Kwon ◽  
Min Soo Kim
Keyword(s):  
Human Resource ◽  
Well Being ◽  
Resource Acquisition

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

scholarly journals Integrating Sustainable Development and Children’s Rights: A Case Study on Wales

2021 ◽  
Vol 10 (3) ◽  
pp. 100
Author(s):  
Rhian Croke ◽  
Helen Dale ◽  
Ally Dunhill ◽  
Arwyn Roberts ◽  
Malvika Unnithan ◽  
...  
Keyword(s):  
Sustainable Development ◽  
Integrated Approach ◽  
Well Being ◽  
Children's Rights ◽  
Children’S Rights ◽  
The Sustainable Development ◽  
Rights Of The Child ◽  
Development Goals ◽  
Deliberative Processes

The global disconnect between the Sustainable Development Goals (SDGs) and the Convention on the Rights of the Child (CRC), has been described as ‘a missed opportunity’. Since devolution, the Welsh Government has actively pursued a ‘sustainable development’ and a ‘children’s rights’ agenda. However, until recently, these separate agendas also did not contribute to each other, although they culminated in two radical and innovative pieces of legislation; the Rights of Children and Young Persons (Wales) Measure (2013) and the Well-being and Future Generations (Wales) Act (2015). This article offers a case study that draws upon the SDGs and the CRC and considers how recent guidance to Welsh public bodies for implementation attempts to contribute to a more integrated approach. It suggests that successful integration requires recognition of the importance of including children in deliberative processes, using both formal mechanisms, such as local authority youth forums, pupil councils and a national youth parliament, and informal mechanisms, such as child-led research, that enable children to initiate and influence sustainable change.

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