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、员工敬业度与工作绩效之间存在联系的证据是强有力且可靠的。另一方面，尽管一些做法显示出有效性的希望，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（例如复原力培训或心理健康急救培训）能够可靠地改善工人的健康、福祉、参与度和绩效在这项研究中，我们观察到，在管理员工健康和福祉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），这些做法通常结合在综合一致的健康和福祉策略中。我们研究促进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，或者对某些类型的组织有效而对其他类型的组织无效。在这些方面，我们将考虑组织更广泛的区域、部门和经济背景中的因素以及组织内部因素的影响，包括在引入新的健康和福祉实践之前的参与水平、健康、福祉和绩效。我们还将研究哪些组合可以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，工人具有对他们如何工作、明确的角色和绩效期望、可管理的工作要求、支持性同事和工作保障有发言权。例如，我们将调查工作中是否需要具备高质量的特征才能使其他健康和福祉实践产生影响，或者某些健康和福祉实践是否可以弥补低质量的工作。我们的研究有五个主要内容首先，我们将使用英国最健康工作场所调查 (BHW) 的数据来研究哪些健康和福祉实践组合对于哪些类型的组织最有效。 BHW 是过去六年进行的年度调查。该调查收集了超过 600 个组织和约 100,000 名员工的数据。参与组织包括较小的组织以及来自公共和私营部门的组织。 BHW 收集有关一系列工作场所健康和福祉实践和结果、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，并将调查回复与组织中的具体绩效指标联系起来，为了更详细、更细致地了解员工在工作场所健康和福祉实践方面的体验，以及这些体验如何影响员工的健康、福祉、敬业度和绩效。第三，利用有关 BHW 投资回报率的问题以及其他数据源，我们将研究哪些做法和做法组合对于工人福祉回报最具成本效益。第四，基于对一系列组织的多次采访在为期 12 个月的时间内，我们将研究组织如何实施健康和福祉实践，以及影响该过程的不同背景因素。第五，我们将持续整合其他四个要素的知识。工作有条不紊建立一个基于证据的模型来说明组织如何实施不同的实践组合。该模型既可以作为实践指南，也可以作为未来研究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.; Russell; E.; Michaelides; G.; Nasamu; E.; Connolly; S
• 通讯作者: S

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

多组成部分的工作场所健康和福祉计划是否可以预测健康和福祉的变化？

• DOI: http://dx.10.3390/ijerph18178964
• 发表时间: 2021
• 期刊: International Journal of Environmental Research and Public Health
• 作者: Daniels K

Organisational Stress and Wellbeing

组织压力和福祉

• 发表时间: 2021
• 作者: Daniels; K.
• 通讯作者: K.

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

Levelling up Briefing submitted to the Cabinet Office

向内阁府提交的升级简报

• 发表时间: 2021
• 作者: Daniels K