Practices and Combinations of Practices for Health and Wellbeing at Work

工作中健康和福祉的实践和实践组合

• 批准号: ES/S012648/1
• 负责人: Kevin Daniels
• 金额: $ 84.04万
• 依托单位: University of East Anglia
• 依托单位国家: 英国
• 项目类别: Research Grant
• 财政年份: 2019
• 资助国家: 英国
• 起止时间: 2019 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FS012648%2F1
• 关键词: Practices; Combinations; Health; Wellbeing; Work

On the one hand, the evidence of links between workplace health and wellbeing, employee engagement and work performance is robust and reliable. On the other hand, although some practices show promise of effectiveness, we do not have strong evidence that single workplace health and wellbeing practices by themselves - such as resilience training or mental health first aid training - reliably improve worker health, wellbeing, engagement and performance.In this research, we build on the observation that the leading organisations on managing employee health and wellbeing adopt a range of different practices (e.g. resilience training, workplace health promotion, management development), often combined in an integrated and coherent health and wellbeing strategy. We examine the factors that enable or hinder the implementation of workplace health and wellbeing practices and whether certain combinations of practices are more effective than other combinations, or effective for some types of organisations and not others. In these respects, we will consider the influence of factors in organisations' wider regional, sectoral and economic contexts as well as factors internal to organisations, including levels of engagement, health, wellbeing and performance prior to the introduction of new health and wellbeing practices. We will also examine what combinations deliver the best return on investment - that is the combinations of practices that are most cost effective.One central concept in our research is the notion of high quality work - that is work characterised by, for example, workers having a say in how they do their work, clear roles and performance expectations, manageable work demands, supportive co-workers and job security. We will investigate whether, for example, the features of high quality need to be present in a job for other health and wellbeing practices to have effects, or whether some health and wellbeing practices can compensate for otherwise low quality work.Our research has five major elements.First, we will use data from Britain's Healthiest Workplace Survey (BHW) to examine which combinations of health and wellbeing practices are most effective for which types of organisations. BHW is an annual survey that has been conducted over the past six years. The survey has collected data from over 600 organisations and around 100,000 employees. Participating organisations include smaller organisations and organisations from the public and private sectors. BHW collects data on a range of workplace health and wellbeing practices and outcomes, job quality, employee engagement, and organisational performance.Second, we will take a more detailed look at organisations in the survey and link survey responses to specific performance indicators in organisations, in order to get a more detailed and nuanced picture of workers' experience of workplace health and wellbeing practices and how these experiences may influence employee health, wellbeing, engagement and performance. Third, using questions on return on investment in BHW as well as other sources of data, we will look at which practices and combinations of practices are most cost effective for returning gains in worker wellbeing.Fourth, based on multiple interviews in a range of organisations conducted over a 12 month period, we will examine how organisations go about implementing health and wellbeing practices, and the different contextual factors that influence that process.Fifth, we will engage in an on-going process of integrating knowledge from the other four elements of the work in order to build an evidence-based model of how organisations implement different combinations of practices. The model will act as both a guide to practice and a basis for further refinement and development in future research.

一方面，工作场所健康与福祉，员工敬业度和工作绩效之间有联系的证据是强大而可靠的。 On the other hand, although some practices show promise of effectiveness, we do not have strong evidence that single workplace health and wellbeing practices by themselves - such as resilience training or mental health first aid training - reliably improve worker health, wellbeing, engagement and performance.In this research, we build on the observation that the leading organisations on managing employee health and wellbeing adopt a range of different practices (e.g. resilience training, workplace health promotion, management development), often combined在综合和连贯的健康和福祉策略中。我们研究了能够或阻碍实施工作场所健康和福祉实践的因素，以及某些实践组合是否比其他组合更有效，还是对某些类型的组织而不是其他组合有效。在这些方面，我们将考虑因素在更广泛的地区，部门和经济环境中的影响以及组织内部的因素，包括参与水平，健康，健康和绩效，然后再引入新的健康和福祉实践。我们还将研究哪些组合提供了最佳的投资回报 - 那就是最具成本效益的实践的组合。我们研究中的一个核心概念是高质量工作的概念 - 例如，工作的特征是，例如，工人在完成工作，明确的角色和绩效期望，可管理的工作需求，支持的合作社和工作安全方面发表意见。我们将调查例如，需要在其他健康和福祉实践的工作中存在高质量的特征，以产生影响，或者某些健康和福祉实践是否可以弥补其他低质量的工作。我们的研究具有五个主要元素。首先，我们将使用英国最健康的工作场所调查（BHW）来检查哪些健康和良好的组织的组合，以进行哪些组织和良好的态度进行类型的效果。 BHW是过去六年来进行的年度调查。该调查已收集来自600多个组织和约100,000名员工的数据。参与组织包括公共和私营部门的较小组织和组织。 BHW收集有关一系列工作场所健康以及福祉的实践以及成果，工作质量，员工的参与和组织绩效的数据。第二，我们将对组织中对特定绩效指标的调查中的组织进行更详细的研究，以便对工作人员和健康良好的绩效和良好的良好的绩效和良好的良好经验和良好的良好业务和良好的良好业务和良好的良好业务进行这些经验和良好的经验，从而对这些绩效进行了这些绩效和良好的工作。第三，使用有关BHW投资回报率以及其他数据来源的问题，我们将研究哪些实践和实践的组合对于在工人健康中返回的返回最具成本效益。为了建立一个基于证据的模型，即组织如何实施不同的实践组合，从其他四个要素中的知识。该模型将既是实践指南，又是未来研究中进一步完善和发展的基础。

项目成果

Organisational Stress and Wellbeing

组织压力和福祉

• 发表时间: 2021
• 作者: Daniels, K.,

Do Multicomponent Workplace Health and Wellbeing Programs Predict Changes in Health and Wellbeing?

• DOI: 10.3390/ijerph18178964
• 发表时间: 2021-08-25
• 期刊: International journal of environmental research and public health
• 作者: Daniels K;Fida R;Stepanek M;Gendronneau C
• 通讯作者: Gendronneau C

Recovering Better - Improving Mental Health in the Workplace. Policy Briefing. ReWAGE - Renewing Work Advisory Group of Experts

更好地恢复 - 改善工作场所的心理健康。

• 发表时间: 2022
• 作者: Gallie, D

From 'What Now??' to 'What if...?': A Comprehensive Guide to Exploring and Embedding Workplace Wellbeing.

来自“现在怎么办？”

• 发表时间: 2022
• 作者: Fitzhugh, H.

Levelling Up briefing submitted to Treasury

向财政部提交升级简报

• 发表时间: 2021
• 作者: Daniels K