Building Healthy Workplaces: Where We Need to Be (original) (raw)
Related papers
The Open Occupational Health & Safety Journal, 2010
There is an extensive literature on the scale of, and risk factors for, stress at work, and outcomes associated with negative job characteristics and perceived stress. More recently, however, there has been a growing awareness that unemployment is harmful to health, and that work is beneficial and may be an effective way to improve health and wellbeing. However, there has been little attempt to draw together findings from this newer area. This paper gives an overview of current perspectives on work and its associations with improved health and well-being. It provides a framework for discussing the main themes which have emerged in this area. This framework allows consideration of the issues of conceptualisation, definition, approach and measurement which are important for future research. It is concluded that this area is still in its infancy, but clearly has the potential to make as influential a contribution as its negative counterpart. Currently, however, our understanding of what makes a good job and how we should conceptualise, study, and help workplaces provide that, is incomplete.
Healthy Mind; Healthy Organization— A Proactive Approach to Occupational Stress
Human Relations, 1994
The direct and indirect costs of occupational stress can be measured in both humanistic and financial terms. Therefore, financially healthy organizations are likely to be those which are successful in maintaining and retaining a workforce characterized by good physical, psychological, and mental health. In drawing upon recent empirical studies, this paper examines a wide range of issues including: factors intrinsic to the job, corporate culture, managerial style, style of work organization and physical layout, home/work interface, etc., which impact on employee health and well-being, and so determine the financial health and profitability of the organization. It also addresses the efficacy of various intervention strategies in reducing employee stress, and their implications for organizational practices and human resource policies.
The Presidential Perspective Bob Sinclair 7 A Message from the Membership Committee Mo Wang 8 Wellness Programs Leigh Schmidt 8 OHP Careers from a Health Psychology Perspective James McCubbin 9 NIOSH OHP Activities Edward Hitchcock 10 Editor's Welcome Note from the Editor This, our third newsletter, follows the APA/NIOSH/SOHP Work, Stress, and Health Conference that was held in Washington, DC from March 6 to 8. Two articles cover the conference. Wes Baker, the Conference Coordina-tor, wrote a short piece outlining some of the conference highlights. In addition, Jonathan Houdmont and I wrote an article describing an important meeting that took place at the conference—this article is our first of what we anticipate will be many Across the Pond features. At the meeting leaders of the Society for Occupational Health Psychology and the European Academy for Occupational Health Psychology developed plans to coordinate member benefits. A month after the WSH conference, the annual meetin...
Zenodo (CERN European Organization for Nuclear Research), 2023
This study focused on the healthy workplace and employees' wellness dimensions in the promotion of wellbeing and productivity at work in the new normal of the non-teaching employees of Laguna State Polytechnic University San Pablo City Campus. The study used descriptive method with an aid of spearman rho that identified significant relationships between healthy workplace towards employees' wellbeing and productivity at work in the new normal and employees' wellness dimensions towards wellbeing and productivity at work in the new normal. As to result, the respondents highly observed a healthy workplace, highly practiced the employees' wellness, highly experienced the employees' wellbeing at work, and highly experienced the employees' productivity at work in the new normal. Therefore, it rejects the null hypothesis of the study. Hence, to support the university practices, the study proposes an improvement on the healthy workplace and employees' wellness to promote wellbeing and productivity at work in the new normal and highly recommends an extension project entitled "Project Wellness".
2008
The present time seems to coincide with this topic. We are in a pandemic (added 2012), a tough economy and many workers are have already been fired and laid off, especially in the automotive industry. Unfortunately, the auto industry is not the only industry to be hit by this crisis. There is trickle down. The effects on the individual, their families and society have the potential to be devastating. The articles read demonstrate how these effects manifest, the consequences of lost jobs, and some solutions to support the individual. It brings awareness on how working conditions and the individual worker’s plights can be implications for public policy. It also highlights the historical context and the importance of work’s role on psychological health and well-being to the history of psychology.
Healthy work revisited: Do changes in time strain predict well-being?
Journal of Occupational Health Psychology, 2013
Basic Books), we theorized and tested the relationship between time strain (work-time demands and control) and seven self-reported health outcomes. We drew on survey data from 550 employees fielded before and 6 months after the implementation of an organizational intervention, the Results Only Work Environment (ROWE) in a white-collar organization. Cross-sectional (Wave 1) models showed psychological time demands and time control measures were related to health outcomes in expected directions. The ROWE intervention did not predict changes in psychological time demands by Wave 2, but did predict increased time control (a sense of time adequacy and schedule control). Statistical models revealed increases in psychological time demands and time adequacy predicted changes in positive (energy, mastery, psychological wellbeing, self-assessed health) and negative (emotional exhaustion, somatic symptoms, psychological distress) outcomes in expected directions, net of job and home demands and covariates. This study demonstrates the value of including time strain in investigations of the health effects of job conditions. Results encourage longitudinal models of change in psychological time demands as well as time control, along with the development and testing of interventions aimed at reducing time strain in different populations of workers.