Do multicomponent workplace health and wellbeing programs predict changes in health and wellbeing?

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 ex-plained by a continuum. We also examine whether adopting multiple practices predicts subse-quent 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 level (N = 6,968 individuals, N = 58 organizations), we found that in organi-zations 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 that reported good physical health at baseline were less likely to report experiencing poor health at follow-up. We found no evidence that adopting multiple health and wellbeing practices buffered the impact of individuals’ workplace psychosocial hazards on physical health or psy-chological wellbeing

Integrating Traditional and Social Media Data to Predict Bilateral Migrant Stocks in the European Union

Although up-to-date information on the nature and extent of migration within the European Union (EU) is important for policymaking, timely and reliable statistics on the number of EU citizens residing in or moving across other member states are difficult to obtain. In this paper, we develop a statistical model that integrates data on EU migrant stocks using traditional sources such as census, population registers and Labour Force Survey, with novel data sources, primarily from the Facebook Advertising Platform. Findings suggest that combining different data sources provides near real-time estimates that can serve as early warnings about shifts in EU mobility patterns. Estimated migrant stocks match relatively well to the observed data, despite some overestimation of smaller migrant populations and underestimation for larger migrant populations in Germany and the United Kingdom. In addition, the model estimates missing stocks for migrant corridors and years where no data are available, offering timely now-casted estimates

Longitudinal effects of engagement with workplace health programmes on employee outcomes: A relational perspective

Organizations increasingly adopt health and wellbeing programmes (HWPs), yet little is known about the underlying processes or boundary conditions that may influence the effectiveness of these initiatives on employee outcomes such as wellbeing and job satisfaction. In a 3-year study, we adopted a social exchange approach to examine: (1) the role of relational context in mediating the links between employee engagement with HWPs and wellbeing and job satisfaction over time and (2) whether organizational prioritization of HWPs moderates the relationship between engagement with HWPs and quality of relationships at work. The results of our multilevel and longitudinal structural equation model (N = 7,785 UK employees, nested within 64 organizations) showed that the more employees engage with HWPs, the better the quality of co-worker relationships, the less they experience bullying over time and the better their longer-term wellbeing and job satisfaction. Against expectations, organizational prioritization of HWPs did not moderate the link between HWPs engagement and perceived co-worker relationship quality. Theoretical and practical implications of the study are discussed