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Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Development of Employee Well-Being Initiatives to Improve Engagement and Performance :/
Reminder of title:	An Innovation Study.
Author:	Serobyan, Marina.
Description:	1 online resource (148 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-05, Section: B.
Contained By:	Dissertations Abstracts International84-05B.
Subject:	Behavioral sciences. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29396100click for full text (PQDT)
ISBN:	9798357535795

Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.
Serobyan, Marina.

Development of Employee Well-Being Initiatives to Improve Engagement and Performance :An Innovation Study. - 1 online resource (148 pages)

Source: Dissertations Abstracts International, Volume: 84-05, Section: B.

Thesis (Ed.D.)--University of Southern California, 2022.

Includes bibliographical references

The purpose of this research study was to explore employees' perceptions of well-being and examine the implications for improving their well-being as a potential contributing factor to work engagement and performance. The stakes of employee engagement are high, as it can impact not only the bottom line but foster creativity and influence quality of service as well as the image of an organization. Disengagement may be detrimentally consequential on variables such as employee satisfaction, absenteeism, productivity and retention. Given the substantial impact of engagement, companies often dedicate efforts into measuring engagement and understanding the determinants of engagement to address gaps. This innovation study used Clark and Estes' (2008) gap analysis conceptual framework to understand employees' knowledge, motivation, and organizational (KMO) influences affecting their organization's implementation of well-being initiatives aimed at improving employee health, engagement, and, ultimately, performance. Key findings include that employees need to know how to improve their well-being at work and the organization needs to model behaviors that promote an organizational culture of well-being. Based on the needs identified and anticipated future needs, recommendations for practice were offered along with an implementation and evaluation plan.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798357535795Subjects--Topical Terms:

529833
Behavioral sciences.
Subjects--Index Terms:

LeadershipIndex Terms--Genre/Form:

542853
Electronic books.

Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.
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520 $a The purpose of this research study was to explore employees' perceptions of well-being and examine the implications for improving their well-being as a potential contributing factor to work engagement and performance. The stakes of employee engagement are high, as it can impact not only the bottom line but foster creativity and influence quality of service as well as the image of an organization. Disengagement may be detrimentally consequential on variables such as employee satisfaction, absenteeism, productivity and retention. Given the substantial impact of engagement, companies often dedicate efforts into measuring engagement and understanding the determinants of engagement to address gaps. This innovation study used Clark and Estes' (2008) gap analysis conceptual framework to understand employees' knowledge, motivation, and organizational (KMO) influences affecting their organization's implementation of well-being initiatives aimed at improving employee health, engagement, and, ultimately, performance. Key findings include that employees need to know how to improve their well-being at work and the organization needs to model behaviors that promote an organizational culture of well-being. Based on the needs identified and anticipated future needs, recommendations for practice were offered along with an implementation and evaluation plan.
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