Positive Psychological Wellbeing for Optimal Performance: The Cost-Effective Approach.

Based on empirical evidence, the New Economics Foundations (NEF) (2014) forward four ‘Drivers of Wellbeing at Work’: 

  • Experience of work - How employees feel in their day-to-day working lives. This includes exploring the stresses and frustrations, whether employees are happy and engaged, and whether the work is experienced as worthwhile.
  • Functioning at work - Whether what employees do in their day-to-day work create positive interactions and helps them to meet basic psychological needs.
  • Personal resourcesHow employees’ overall lives are going. Such resources that have a large effect on work (e.g., health, resilience, self-confidence), are generally shaped and brought to the work environment. Work can however, have both a supporting and detrimental role.
  • Organisational systems - The work conditions that are associated with how employees experience their workplace. This includes job design, management systems, the work environment, and perceptions of their works’ social value.

These four drivers interact to form a dynamic conceptualisation of wellbeing. People’s experience of work is influenced by how they are functioning at work; together, when perceived as positive, these enable as individual to flourish. Functioning at work is, in turn, dependent on both organisational systems and the individual's personal resources. Thereafter, further feedback loops create a dynamic system. Positive work-related outcomes highlighted by research include; income growth (shareholder returns and higher annual net income), increased productivity and performance, quality staff recruitment, increased staff retention and innovation, reduced absenteeism and presenteeism, improved customer engagement and satisfaction, and better health and safety.  

 

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