Practices and Combinations of Practices for Health and Wellbeing at Work

一方面，有证据表明，工作场所的健康和福祉、员工敬业度和工作绩效之间存在着强有力的联系。另一方面，尽管一些做法显示出有效性，但我们没有强有力的证据表明，单一的工作场所健康和福祉做法本身-如复原力培训或心理健康急救培训-可靠地改善工人的健康，福祉，参与和绩效。在这项研究中，我们观察到，在管理员工健康和福利方面，领先的组织采取了一系列不同的做法。（例如，复原力培训、工作场所健康促进、管理发展），往往结合在一个综合和连贯的健康和福祉战略中。我们研究的因素，使或阻碍实施工作场所的健康和福祉的做法，以及某些做法的组合是否比其他组合更有效，或有效的某些类型的组织，而不是其他人。在这些方面，我们将考虑组织更广泛的区域，部门和经济背景因素的影响，以及组织内部的因素，包括在引入新的健康和福祉实践之前的参与，健康，福祉和绩效水平。我们还将研究什么样的组合能带来最佳的投资回报--即最具成本效益的实践组合。我们研究的一个核心概念是高质量工作的概念--即工作的特点是，例如，员工对自己的工作方式有发言权，明确的角色和绩效期望，可管理的工作要求，支持的同事和工作保障。例如，我们将调查是否需要在工作中存在高质量的特征，以使其他健康和福祉实践产生影响，或者一些健康和福祉实践是否可以弥补其他低质量的工作。我们的研究有五个主要要素。首先，我们将使用英国最健康工作场所调查（BHW）的数据，研究哪种健康和福利实践的组合对哪种类型的组织最有效。BHW是过去六年进行的年度调查。该调查收集了来自600多家组织和约10万名员工的数据。参与的组织包括较小的组织以及来自公共和私营部门的组织。BHW收集了一系列工作场所健康和福祉实践和成果，工作质量，员工敬业度和组织绩效的数据。其次，我们将更详细地了解调查中的组织，并将调查结果与组织的具体绩效指标联系起来，为了更详细和细致地了解工人在工作场所健康和福祉方面的经验，以及这些经验如何影响员工的健康、福祉、敬业度和绩效。第三，使用关于BHW投资回报的问题以及其他数据来源，我们将研究哪些实践和实践组合对于回报员工福利收益最具成本效益。第四，基于在12个月期间对一系列组织进行的多次访谈，我们将研究组织如何实施健康和福利实践，以及影响该过程的不同背景因素。第五，我们将参与一个持续的过程，整合工作其他四个要素的知识，以便建立一个基于证据的模型，说明组织如何实施不同的实践组合。该模型将作为实践指南和进一步完善和发展的基础，在未来的研究。

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.