Health-promoting Lifestyles and Psychological Distress Associated with Well-being in Community Adults

Chuang, Shu Ping; Wu, Jin-Shang; Wang, Chien Shu; Pan, Li Hsiang

doi:10.5993/ajhb.41.4.9

Cited by 11 publications

(8 citation statements)

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“…Second, whereas many studies on psychological well-being have been conducted from a health or sports study perspective [ 61 , 85 , 86 , 87 ], this study analyzed the leader–member relationship from the aspect of corporate organizational efficiency, using CSR activities, which is a corporate-level environment, as an important parameter. By considering the parameters conducive to the accomplishments of both company and staff, this study expanded the research on CSR activities and psychological well-being.…”

Section: Discussionmentioning

confidence: 99%

Leader’s Perception of Corporate Social Responsibility and Team Members’ Psychological Well-Being: Mediating Effects of Value Congruence Climate and Pro-Social Behavior

Jeong

Choi

Kang

2022

IJERPH

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Previous research, that showed that corporate social responsibility (CSR) had positive effects on the corporate image and performance, has attracted much attention and resulted in an increasing number of follow-up studies. However, CSR-related activities are focused on their effect on external stakeholders, although they are social service activities geared towards internal and external stakeholders, thus showing a research gap regarding the effects of internal stakeholders on organizational effectiveness. Therefore, this study investigated the mediating effects of the value congruence climate and prosocial behavior among the team members in the relationship between leader’s CSR perception and team members’ psychological well-being, using a multilevel analysis of the relationship between the team and individual level factors. For the empirical analysis, 69 teams (334 employees) were sampled from 23 Korean small and medium-sized enterprises (SMEs). Analyses revealed a positive effect of a leader’s CSR perception on the team members’ psychological well-being. Furthermore, a leader’s CSR perception had a positive effect on his/her team’s value congruence environment and team members’ prosocial behavior. The team’s value congruence environment and team members’ prosocial behavior were found to mediate the relationship between the leader’s CSR perception and team members’ psychological well-being. The relationships among these variables were investigated using a multilevel analysis model capable of simultaneous validation of team- and individual-level factors associated with team members’ psychological well-being. Future research directions were then discussed based on the theoretical and practical implications and limitations of the study results.

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Section: Discussionmentioning

confidence: 99%

Leader’s Perception of Corporate Social Responsibility and Team Members’ Psychological Well-Being: Mediating Effects of Value Congruence Climate and Pro-Social Behavior

Jeong

Choi

Kang

2022

IJERPH

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“…Such research necessitates the use of reliable and valid measurement tools, which serve to enhance the international comparability of health data. The Health-Promoting Lifestyle Profile II (HPLP-II) is a widely-used instrument for evaluation of health behaviour [11,12] which has been validated in multiple studies [13][14][15]. Based on Pender's Health Promotion Model, it conceptualises an individual's health-promoting lifestyle in terms of the following dimensions; health responsibility, physical activity, nutrition, spiritual growth, interpersonal relations and stress management.…”

Section: Introductionmentioning

confidence: 99%

Psychometric properties of the health-promoting lifestyle profile II: cross-cultural validation of the Malay language version

et al. 2019

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Background: Health-promoting behaviour is an important concept for health education. Unfortunately, there is a dearth of validated instruments to measure levels of health-promoting behaviour in the Malaysian context. The purpose of this study was to validate a Malay-language version of the Health-Promoting Lifestyle Profile II (HPLP-II) using a confirmatory approach. Methods: Participants were 997 university undergraduate students, with a mean age of 21 years (SD = 1.58). The majority of the participants (80.4%) were female. Health-promoting behaviour was assessed using the 52-item HPLP-II, which measures six components of health-promoting behaviour outcomes. HPLP-II was translated into the Malay language using standard forward and backward translation procedures. Participants then completed the HPLP-II Malay version (HPLP-II-M). Confirmatory factor analysis (CFA) was conducted using Mplus 8.0 software on the six domains of HPLP-II-M model. Results: The CFA result based on the hypothesised measurement model of six factors was aligned with the original HPLP-II, except for two low loading items which were subsequently removed from the CFA analysis. The final CFA measurement model with 50 items resulted in a good fit to the data based on RMSEA and SRMR fit indices (RMSEA = 0.046, 90%CI = 0.045, 0.048, SRMR = 0.062). The construct reliabilities for the HPLP-II-M subscales were acceptable, ranging from 0.737 to 0.878. Conclusion: The HPLP-II-M with six components of health-promoting behaviour outcomes and 50 items was considered valid and reliable for the present Malaysian sample.

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“…Second, while many types of research have addressed various facets of wellbeing (psychological, health, occupational wellbeing, etc.) [ 118 , 122 , 123 , 124 ], this study aimed at a holistic approach to the concept of WB. Although SR depends on the macroeconomic and organizational context, the main expectations for organizations are reducing poverty in the community and society in general, caring for the environment, improving public health, increasing employee WB, and an increasingly efficient educational process.…”

Section: Discussionmentioning

confidence: 99%

The Role of Social Responsibility and Ethics in Employees’ Wellbeing

Bocean

Nicolescu

Cazacu

et al. 2022

IJERPH

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Social responsibility (SR) is a concept or practice by which organizations take into account the interest of society by taking responsibility for the impact of their activities on all stakeholders. The SR of organizations implies ethical behavior concerning all stakeholders and a company’s commitment to the sustainable economic development of society. Organizational ethics is a set of written and unwritten codes of principles and values that govern decisions and actions within an organization. Ethics has a rather internal perspective, while social responsibility has a rather external perspective. This study examines the impact of social responsibility and organizational ethics on employees’ wellbeing. To perform the empirical analysis, we conducted a survey among 423 employees from Romanian organizations. Using the structural equation modeling, we analyzed the relationships between social responsibility, organizational ethics, and employees’ wellbeing, emphasizing the positive impact of ethical and responsible behavior of the organization on the employees’ wellbeing. The organization’s employees play a dual role: firstly, they are all internal stakeholders, and secondly, they are constituents of an external stakeholder essential for the organization—the community. The results show a significant positive influence of social responsibility and organizational ethics on employees’ wellbeing as a result of a responsible and ethical behavior in relation to the organizational stakeholders.

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Health-promoting Lifestyles and Psychological Distress Associated with Well-being in Community Adults

Abstract: Findings may assist mental health professionals in enhancing health-promoting behaviors and reduce the psychological distress of community residents to improve well-being.

Cited by 11 publications

References 0 publications

Leader’s Perception of Corporate Social Responsibility and Team Members’ Psychological Well-Being: Mediating Effects of Value Congruence Climate and Pro-Social Behavior

Leader’s Perception of Corporate Social Responsibility and Team Members’ Psychological Well-Being: Mediating Effects of Value Congruence Climate and Pro-Social Behavior

Psychometric properties of the health-promoting lifestyle profile II: cross-cultural validation of the Malay language version

The Role of Social Responsibility and Ethics in Employees’ Wellbeing

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