Does employees’ subjective well-being affect workplace performance?

This paper uses linked employer-employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically-significant relationship between the average level of job satisfaction at the workplace and workplace performance. The relationship is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no association between levels of job-related affect and workplace performance. Ours is the first study of its kind for Britain to use nationally-representative data and it provides novel findings regarding the importance of worker job satisfaction in explaining workplace performance. The findings suggest that there is a prima facie case for employers to maintain and raise levels of job satisfaction among their employees. They also indicate that initiatives to raise aggregate job satisfaction should feature in policy discussions around how to improve levels of productivity and growth

Optimising workplace interventions for health and wellbeing: a commentary on the limitations of the public health perspective within the workplace health arena [forthcoming]

Purpose: This paper discusses contemporary approaches to workplace health and well-being, articulating key differences in the intervention architecture between public and workplace health contexts and implications for intervention design. Approach: Contemporary practice is discussed in light of calls for a paradigm shift in occupational health from a treatment orientation to an holistic approach focused on mitigation of the causes of ill health and the promotion of well-being. In practice, relatively few organizations have or seem able to engage with a broader perspective that encompasses challenges to health and well-being associated with contextual organizational drivers, e.g. job design/role, workload, systems of reward, leadership style and the underpinning climate. Drawing upon insights from public health and the workplace safety tradition, the scope for broadening the perspective on intervention (in terms of vectors of harm addressed, theory of change and intervention logic) is discussed. Findings: There are important differences in scope and options for intervention between public health and workplace health contexts. While there is scope to emulate public health practice, this should not constrain thinking over intervention opinions. Increased awareness of these key differences within work organizations, and an evidence-based epidemiological approach to learning has the potential to strengthen and broaden the approach to workplace health and well-being management. Originality/Value: We argue that approaches to workplace well-being interventions that selectively cross-fertilise and adapt elements of public health interventions offer promise for realising a broader change agenda and for building inherently healthy workplaces

Unhappy Working with Men? Workplace Gender Diversity and Employee Job-Related Well-Being in Britain: A WERS2004 Based Analysis

This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects.gender diversity, job-related well-being, linked employer-employee data, Britain

Promoting Children\u27s Well Being: The Need for Workplace Flexibility

A Workplace Flexibility 2010 Fact Sheet: Promoting Children\u27s Well Being: The Need for Workplace Flexibility, from the event held September 29, 2006

\u27Dear Colleague\u27 letter

\u27Dear Colleague\u27 letter for the September 2006 briefing on Children\u27s Well-Being and the Role of Workplace Flexibility for Parents event. Prepared on behalf of Workplace Flexibility 2010 by Senator Mike DeWine and Senator Christopher J. Dodd

Workplace Disability Diversity and Job-Related Well-Being in Britain: A WERS2004 Based Analysis

This paper attempts to establish empirically whether there is a link between workplace disability and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ alternative econometric techniques to account for unobserved workplace heterogeneity. I find that workplace disability diversity is associated with lower employee well-being among people with no reported disability. Tests conducted also indicate that workplace equality policies do not ameliorate this effect.disability diversity, job-related well-being, linked employer-employee data, Britain

Physical and Psychological Violence at the Workplace

[Excerpt] Key findings Workplace violence is a social phenomenon of a certain magnitude. Overall, approximately 6% of European workers report having experienced some form of workplace violence, either physical or psychological, in the past 12 months. Non-physical forms of workplace violence (such as verbal abuse, threats of physical violence and unwanted sexual attention) experienced in the past month are reported by 12% of workers. Overall, levels of reported psychological violence are higher than those of physical violence. Of the diverse types of psychological violence, bullying or general harassment is more prevalent than sexual harassment. There are variations in exposure to workplace bullying between European countries. On the whole, exposure to bullying or harassment is comparatively greater in France and the Benelux countries, while reported levels are lower in southern and eastern European countries. The country variations of reported exposure may reflect different levels of awareness of the issue and willingness to report, as well as of actual occurrence. Major differences in the incidence of workplace violence are apparent across sectors. Exposure to all forms of violence tends to be concentrated in sectors with above-average contact with the public. The level of physical and psychological violence is particularly high in the health and social work sectors as well as in public administration. Women, particularly younger women, appear to be more subject to sexual harassment in the workplace than men. Both physical and psychological violence have serious implications for the health and well-being of workers. Workers exposed to psychosocial risks report significantly higher levels of work-related ill-health than those who are not. The most common reported symptoms are stress, sleeping problems, fatigue and depression. Exposure to psychological violence is correlated with higher-than-average rates of absenteeism. Although psychological violence is, by its nature, more cumulative in its impact than physical violence, its negative health effects measured in terms of absenteeism appear to be as detrimental as physical workplace violence. Work environment factors contribute to the incidence of workplace violence. For example, high levels of work intensity (tight deadlines, working at very high speed), a high number of work pace constraints and working in frequent contact with customers, clients and other non-colleagues are associated with a higher likelihood of being bullied