Considering the Differential Impact of Three Facets of Organizational Health Climate on Employees' Well-Being (original) (raw)

Organizational Supports and Developing a Healthy Workforce

International Journal of Information Communication Technologies and Human Development

This case study seeks to understand workplace wellness activities in organizations in Southern Indiana and Greater Louisville. Utilizing the Center for Disease Control (CDC) Workplace Wellness Health Scorecard, a 125-question survey that covers a diverse set of workplace wellness initiatives, twenty-four organizations participated in the study, with one to four participants from each organization. This study looks at the question of context and how an organization’s supports impacts the health of their workforce. The results found that leveraging the knowledge of experts, implementing a variety of wellness programs, removing obstacles to wellness, and having a caring attitude toward employees lead to a higher score regarding organizational supports on the CDC Health Scorecard.

The Importance of Team Health Climate for Health-Related Outcomes of White-Collar Workers

Frontiers in psychology, 2017

Occupational health researchers and practitioners have mainly focused on the individual and organizational levels, whereas the team level has been largely neglected. In this study, we define team health climate as employees' shared perceptions of the extent to which their team is concerned, cares, and communicates about health issues. Based on climate, signaling, and social exchange theories, we examined a multilevel model of team health climate and its relationships with five well-established health-related outcomes (i.e., subjective general health, psychosomatic complaints, mental health, work ability, and presenteeism). Results of multilevel analyses of data provided by 6,449 employees in 621 teams of a large organization showed that team health climate is positively related to subjective general health, mental health, and work ability, and negatively related to presenteeism, above and beyond the effects of team size, age, job tenure, job demands, job control, and employees&#...

The Relationship Between Health-Promoting Lifestyle and Health-Related Organizational Climate in Governmental Departments

Shiraz E-Medical Journal, 2021

Background: Many people spend more than a third of their post-maturation on work. Thus, workplace environment and climate have a great impact on individuals' lifestyles, and work environment brings a health perspective that provides a healthier lifestyle for employees. Objectives: The present study aimed to assess the staff's lifestyles and health behaviors as well as their relationship with organizational climate. Methods: This cross-sectional study was conducted on 404 employees from governmental departments in Shiraz in 2018. The data were collected using a three-part questionnaire, including demographic information, health-promoting lifestyle, and organizational climate questionnaires. Data were analyzed using the SPSS-25 software. Multivariate analysis of variance (MANOVA) was used to determine the significant relationship between demographic characteristics and organizational climate, and health-promoting lifestyle indices. The correlations between the lifestyle dimens...

Identifying Risks Associated With Workplace Health and Employee Wellness

Research in Health Science

Background: Well-being at the workplace influences health and productivity and a negative work environment may lead to physical and mental health problems. Objectives: The current study aimed to measure the attitude and perception of the workforce towards work place environment and to identify key factors affecting workplace health and employee engagement and wellness. Methods: A survey study was conducted over a period of three months at Ras Al Khaimah Medical and Health Science University, United Arab Emirates. The Mental health America’s Workplace Mental Health Survey was used to collect data from a random sample of employees in the study settings. The objective of the study was adequately explained to participants and their informed consent was obtained with assured confidentiality. Results: The overall mean score of respondents satisfaction was 61.0 ± 8.1 SD. Employees responses towards workplace was significantly lower among full time university personnel than those at affilia...

the-organizational-level-health- assessment-in-research-paper

Healthways Blog, 2020

Modern firms have become health-conscious, and the management has employed massive efforts to maintain healthy behaviors for all the employees. This approach is known as the organizational health assessment and seeks to explore the factors that affect employees’ well-being.

Impact of Workplace Environment on Employee Performance: Mediating Role of Employee Health

Business, Management and Education

Purpose – Purpose of current study is to explore, impact of workplace environment i.e Physical Environmental Factors and Behavioral Environmental Factors on employee productivity (EP) through mediating role of employee health (EH). Research methodology – This study adopted questionnaire survey method and data was collected from 250 employees working in software houses in Pakistan. Data has been analysed using SPSS and AMOS software. Reliability and correlation analysis was performed by using SPSS while; path analysis was performed using AMOS. Findings – Results revealed that one unit variance in PEF incorporates 35% change in EH, 33% change in EH is caused by one unit increase in BEF and one unit increase in EH leads to 80% increase in EP. Physical and Behavioural Environmental Factors are positively affecting EH and EH is positivity affecting EP. Results of the study revealed that: employee health is mediating the relationship between workplace environment factors and employee perf...

Do Multicomponent Workplace Health and Wellbeing Programs Predict Changes in Health and Wellbeing?

International Journal of Environmental Research and Public Health, 2021

Organizations typically deploy multiple health and wellbeing practices in an overall program. We explore whether practices in workplace health and wellbeing programs cohere around a small number of archetypal categories or whether differences between organizations are better explained by a continuum. We also examine whether adopting multiple practices predicts subsequent changes in health and wellbeing. Using survey data from 146 organizations, we found differences between organizations were best characterized by a continuum ranging from less to more extensive adoption of practices. Using two-wave multilevel survey data at both individual and organizational levels (N = 6968 individuals, N = 58 organizations), we found that, in organizations that adopt a wider range of health and wellbeing practices, workers with poor baseline psychological wellbeing were more likely to report subsequent improvements in wellbeing and workers who reported good physical health at baseline were less lik...

Health and well-being in the workplace: a review and synthesis of the literature

Journal of Management, 1999

Health and well-being in the workplace have become common topics in the mainstream media, in practitioner-oriented magazines and journals and, increasingly, in scholarly research journals. In this article, we first review the literature that serves to define health and well-being. We then discuss the primary factors associated with health and well-being, the consequences of low levels of health and well-being, and common methods for improving health and well-being in the workplace. Finally, we highlight important future directions for future theory, research, and practice regarding health and well-being from an organizational perspective.

Organizational Interventions for Health and Well-being

Organizational Interventions for Health and Well-being, 2018

This important new collection provides not only a comprehensive overview of how organizational interventions can improve health and well-being in the workplace-addressing its causes rather than the symptoms-but also the practical issues faced in their design, implementation and evaluation. Drawing on a range of case studies and empirical investigations, it is the first book to seriously examine each element of the intervention process, and to recognize the individual, group, leader and organizational factors that researchers should consider. The authors describe the various challenges to such collaborative processes, as well as the specific methods and tools that can be used in response. Each chapter offers practical, evidence-based guidance. Featuring a final section examining new directions and approaches in organizational intervention research, the book features contributions from some of the leading international researchers in the field. It will be essential reading for any researcher or practitioner interested in the practical issues involved in improving the organization, design and management of the contemporary workplace.

Workplace health friendliness: A cross level model for predicting workers' health

Journal of Occupational Health Psychology, 2008

Two separate studies conceptualized the health friendliness of a workplace, the first qualitatively through content analysis of interviews with 69 nursing superiors about the means employed by their workplace to promote staff health. Findings supported the conceptualization of workplace health friendliness, which was further validated against the staff's health indicators. The second study tested a model explaining the cross-level effects of workplace health-friendliness initiatives on workers' health. The model depicted workers as rational human beings calculating costs/ benefits in deciding whether to commit to those initiatives. Benefits represent workers' potential gains through compliance; costs represent their potential losses. Perceived social costs were noted as a possible cost; a worker's perceived stress signaled that he or she might benefit from joining health-friendly initiatives. Analysis of data from 45 nursing units supported the cross-level model: workplace health friendliness was positively associated with workers' health and perceived social costs and stress moderated that link. Accordingly, workplace health friendliness should be regarded as the joint responsibility of the workers and the organization, and attention should be paid to the processes whereby these initiatives become enhancers or inhibitors of workers' health.