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WEEK 11: employee well-being (employee well-being in 21 century (Lack of…
WEEK 11: employee well-being
facts
A measure of a person's happiness, psychological, emotional and mental state. Therefore it is strongly linked to how satisfied a person feels about both themselves and their life
organisations worry about employee well-being b/c
Increased retention rates
Better able to attract quality candidates
Improved productivity, quality of work, and overall morale and culture of the organization
More likely to avoid high costs associated with absenteeism, presenteeism, injury and illness
factors lead to employee well-being
employee well-being to be an outcome of the intersection of an employee’s work and family/life
work & family/life begin or end
Work:
Any instrumental activity intended to provide goods and services to support life
Life:
All activities and relationships that belong to work, family, and any other domain of one’s existence
Family:
Persons related by biological ties, marriage, social custom, or adoption
intersection of work and family/life
enrichment
: The extent to which experiences in one role (e.g. work) improve the
quality of life in the other role” (e.g. family)
Balance
: The individual’s perception that work
and non-work activities are compatible and
promote growth in accordance with an individual’s current life priorities
conflict:
a form of inter-role conflict in which the role pressures from the work and family
domains are mutually incompatible in some respect
employee well-being in 21 century
Lack of job security
Advancements in technology
Increasing work intensity, load, and hours, especially among professionals
Rise in dual-income/career families
Ageing population (i.e. elderly dependents)
Stagnant gender norms pertaining to work and non-work domains
work-family conflict
directionality
Work-to-family conflict(W-F)
Family-to-work conflict(F-W)
forms
strain:
When stressors in one role drains an individual’s mental/physical energy to perform the other role
behaviour
: When behaviours required of one role are incompatible with behavioural expectations of the other role
time
: When time used in performing one role minimises an individual’s ability to perform the other role
factors influence work and family conflict
family
Instrumental:
relief from family-related duties
Emotional
: encouragement and understanding
work
Family supportive supervisor
Family supportive organisational policies (e.g. flexitime, telework)
individual
: Coping strategies used by individuals (e.g.
problem-focused, avoidance)
public policy
Legislation pertaining to employee rights: eg hour of work per day, per week, ...
Work-family conflict, coping, and employee well- being
Work-support, conflict, and well-being
A family-supportive supervisor reduces the probability
of W-F conflict, thus increasing well-being
Complex relationships exist between organisational family supportive policies such as flexitime and telework and employee experiences of conflict and therefore, well-being
Problem-focused coping, conflict, and well-being
Likelihoodofproblem-focusedcopingtoreduce
conflict and thus increase well-being is a function of the degree of control an individual has in relation to a given life domain
Family-support, conflict and well-being
Instrumental and emotional assistance likely to be
intertwined resulting in reduced F-W conflict
This in turn is likely to positively impact on well-being
video
debate how company benefit of employee and customers...
children with much active father are more happier as both are sharing the work and become a role model to the children
bring more women into the workplace = increase the result
moving away from structure: so can get rip of lack of creativity
work from home:
encourage ppl to post on fb so everyone can know and understand their hardship and they can help you to overcome it.