Managing personal well-being: An employee perspective

Employee Well-being: The Organizational Context Although employee well-being was first discussed by Vivian Fisher and Joseph Hanna in 1931, the topic and its influence on the workplace has experienced a resurgence.4 Fisher and Hanna found that as much as 90 percent of employee turnover and 50 percen...

Full description

Saved in:
Bibliographic Details
Published in:Employee Benefit Plan Review 2016-09, Vol.71 (3), p.13
Main Author: Russell, Mia B
Format: Article
Language:English
Subjects:
Absenteeism
Baby boomers
Coping
Employee involvement
Employees
Health aspects
Management reviews
Mental health
Occupational stress
Occupational therapy
Personal development
Psychological aspects
Retention
Stress
Wellness programs
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Employee Well-being: The Organizational Context Although employee well-being was first discussed by Vivian Fisher and Joseph Hanna in 1931, the topic and its influence on the workplace has experienced a resurgence.4 Fisher and Hanna found that as much as 90 percent of employee turnover and 50 percent of absenteeism were due to issues of employee well-being.5 More recently, research has confirmed this work finding that employees with high levels of personal well-being were less likely to experience absenteeism and more likely to be productive employees.6 Extending the importance of personal well-being, Straume and Vittersø found that personal well-being was not constrained to work alone; rather they asserted that well-being is interrelated and crosses aspects of life - often described as the spillover effect.7 The spillover effect is a process by which attitudes and behaviors carry from one role to another and can make role performance more challenging. Learning emotion-focused and problemfocused coping skills and strategies can be useful training.9 Training to build practical coping skills should address evaluating processes, strengths, and weaknesses, as well as coping models that address confrontation, self-control, distancing, social support, escape avoidance, acceptance of responsibility, problem solving, and positive feedback.
ISSN:0013-6808