Participatory Intervention from an Organizational Perspective: Employees as Active Agents in Creating a Healthy Work Environment (original) (raw)
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In response to an increasing body of evidence on the importance of employee health and well-being (HWB) within health care, there has been a shift in focus from both policymakers and individual organizations toward improving health care employee HWB. However, there is something of a paucity of evidence regarding the impact and value of specific HWB interventions within a health care setting. The aim of this article was to systematically review the literature on this topic utilizing the EMBASE, Global Health, Health Management Information Consortium, MEDLINE, and PsycINFO databases. Forty-four articles were identified and, due to a large degree of heterogeneity, were considered under different headings as to the type of intervention employed: namely, those evaluating changing ways of working, physical health promotion, complementary and alternative medicine, and stress management interventions, and those utilizing multimodal interventions. Our results consider both the efficacy and r...
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This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additional step: evaluation, aiming to examine how the intervention works, what worked for whom and in which circumstances. This ongoing study is conducted in collaboration with two large Italian hospitals (more than 7000 employees). The study design comprises a quasi-experimental approach consisting of five phases and surveys distributed pre- and post-intervention aiming to capture improvements in working conditions and job satisfaction. Moreover, to evaluate the efficacy of the Intervention in terms of process and content, we use a realist evalu...
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CERN European Organization for Nuclear Research - Zenodo, 2022
Over the past year, the dynamics at work have undergone a significant change. Business leaders are starting to understand the value of employee wellbeing as HR teams and IT industries help the workforce navigate and adapt throughout these transformations. The capacity to approach well-being holistically and align it with the distinct culture of the business is essential. Employers have to find solutions to meet the growing demands for empathy toward their employees because they are distressed and worried about what is happening to them. Employee wellbeing is the term used to describe the staff's general mental, physical, emotional, and financial health. Employee well-being is influenced by every aspect of work-life, including an employee's performance, interactions with fellow colleagues, personal standards, and workplace environment. Many IT companies are embracing employee well-being as a measure of teachable and everyday behaviour to address these issues. The present paper attempts to study employee well-being initiatives in the IT sector. Methodology: To meet the objective of the paper, secondary sources of data like the IBEF report on the information technology sector, annual reports from selected IT companies, journal articles in Google Scholar, newspapers, and business websites are used. Findings: According to the findings, many companies in the IT sector are promoting employee well-being by offering various initiatives and resilience-building training, and many more are adopting a preventative strategy to manage stress by working to identify risks and causes. However financial well-being is still an area that gets little attention Originality/Value: This study will assist in comprehending the various employee well-being initiatives introduced by IT sector companies. To assist the companies in fostering a compassionate workplace culture and putting employees first, SWOC Analysis of those initiatives is carried out.
The Working for Wellness Program: RCT of an Employee Well-Being Intervention
This paper details the design and evaluation of a positive psychology-based employee well-being program. The effect of the program on well-being was evaluated using a mixed method design comprising of an RCT to assess outcome effectiveness, and participant feedback and facilitator field notes to assess process and impact effectiveness. Fifty government employees were randomly allocated to either an intervention or a control group (reduced to n = 23 for complete case analysis). The intervention group participated in the 6-week Working for Wellness Program and completed measures of subjective, psychological, affective and work-related well-being (SWB, PWB, AWB and WWB) at pre-intervention, post-intervention, and three and 6 month follow-ups. The control group completed the questionnaires only. As predicted, mixed ANOVAs revealed improvements in SWB and PWB for intervention group participants over time relative to control participants but these effects had reduced by time 4. There was a main effect of group on AWB in the predicted direction but no effect on WWB. Participant feedback indicated that the focus on strengths and group delivery were the most effective components of the program. Key issues were sample attrition and a lack of on-the-job support for change. Findings suggest employees can learn effective strategies for sustainably increasing their subjective and psychological well-being.