Early childhood home visiting is a challenging profession that requires knowledge, skills, and passion for working with families experiencing multiple challenges. Research on workforce satisfaction and retention relies mostly on satisfaction data collected by current home visitors or supervisors of former employees. These studies have identified…

Using the job demands-resources (JD-R) theory, this study aimed to understand how and when emotional leadership affected teachers' psychological well-being. It explored the mediating effect of emotional labour and the moderating effects of collectivism and two Confucian cultural values (i.e., harmony and obedience to authority). The sample…

Using nationally representative linked employer-employee data for Britain we find school staff are more satisfied with their jobs than employees in other workplaces, but the difference disappears when controlling for perceived non-pecuniary job quality. School employees are more committed to their organization than non-school employees, a…

This study explores the nature of reciprocal commitment in academic careers. The article is based on a survey conducted in autumn 2013 among fixed-term employees at eight major universities in Finland (N = 810). The analysis is focusing on researchers who have a doctoral degree and who are working on a fixed-term contract at their university (n =…

An appreciative lens has been used to explore the question: what is it in the performance of managers, other employees, vocational educators and apprentices themselves, which enables an apprentice to experience a sense of thriving at work? The apprentice is understood to be involved in a process of continually developing and becoming as their…

This paper examines the "what", "why" and "how" of employee well-being. Beginning with the "what" of well-being, the construct of mental health was explored with the aim of building a model of employee well-being. It was proposed that employee well-being consists of three core components: (1) subjective well-being; (2) workplace well-being and (3)…

Many employers are creating healthy workplaces and enjoying the short-and long-term benefits of a healthy work force. Interviewed is an executive who has had great influence on the Worksite Wellness movement. (JD)

To promote health and wellness, business leaders, health professionals, and health educators developed a Wellness Council program to be used in individual companies. Accomplishments and organization of the council are discussed. (DF)

Previous research has suggested that satisfying interpersonal relationships help promote psychological well-being. This study examined the influence that social relations at work have on the individual's mental health. Data were collected in two phases. In phase 1, a volunteer sample of nonmanagerial employees (N=302) from 37 bank branches rated…

Two empirical studies examined need for recovery (i.e., a person's desire to be temporarily relieved from demands in order to restore his or her resources) as a mediator in the relationship between poor job characteristics (high job demands, low job control) and high off-job demands, on the one hand, and fatigue and poor individual well-being, on…

The article explores motivation as it relates to worksite health promotion participation, addressing incentive use as a motivational means of getting and keeping employees involved in health promotion programs. It suggests various incentives to help program planners, categorizing them as social or material reinforcers. (SM)

Presents an overview of theories, recommendations, and guidelines to consider before beginning a schoolsite health promotion program. Starting programs without understanding the complexity of the task may do more harm than good. The chronological model for schoolsite health promotion projects involves initial assessment, organization,…

Describes person-environment (PE) theory, pertinent studies and experiments in improving PE fit, advocating research on role of past, present, and anticipated PE fit on well-being and employee behavior; outcomes when PE fit is changed by altering P, E, or some combination; and considering the agent of change. Emphasizes systemic properties of…

Describes the Health Education and Lifestyle Promotion (H.E.L.P.) program, Missouri University's employee wellness model. H.E.L.P. utilizes a carefully structured, comprehensive package approach. Its success stems from networking existing campus resources and personnel and creating effective program design, implementation, and evaluation. The…

Organizations, with the help of human resource development (HRD) staff, must reexamine their objectives for future operations and the work force. Organizations with a focus on organizational development (OD) can provide meaningful work to employees and the organization itself. The OD framework consists of three units that must coexist as the major…