Pending Issues on Professionals’ Well-Being: The Living and Working Together in Organization Perspective

Abstract

Evolving research has increasingly recognized the crucial role of workers’ well-being in contributing to organizational effectiveness and survival, also studying the different factors that can influence it. This paper explores how the construct of living and working together in organizations (LWTO) can face two current organizational challenges in terms of well-being: 1. keeping a balance between performance and organizational quality of life; 2. managing the relationship with others’ differences. Thus, LTWO is understood as the possibility (or absence) of a good exchange between workers (identity and otherness), related to a clear and shared work purpose within a specific organizational culture of difference that allows diversity of expression through generative conflict. We tested our model using the exploratory structural equation modeling methodology with EQS-6.3. Our results show how well-being is in fact influenced by LWTO and highlights in particular the central role played by work purpose.

Innovation, Participation and Tutoring as Key-Leverages to Sustain Well-Being at School

“…Rather than viewing well-being as a subjective variable, our analysis shows its multiple components. Our results support the idea of organizational well-being as a concept that goes beyond the boundaries of the individual sphere and is dynamically co-constructed in the relationship and in the mutual creation of meanings within the organizational contexts [4,25,35].…”

“…With this possibility, we recognize the benefit of getting out of individual boxes (i.e., the class as a single entity and the jurisdiction of single teachers) and connect with a broader and community-level scope. The activation process at the organizational level can disrupt certain routines and influence new processes to rethink the coexistence processes [14,25] among organizational actors (e.g., colleagues, students, families).…”

“…Lastly, investing in well-being in the teaching profession means recognising and focusing on a broader and dynamic concept of organizational health, connected to the promotion of coexistence processes [14,25] and to the investment in the quality of the experience of individuals and groups within organisations [26].…”

Changes and Challenges in Human Resources Management: An Analysis of Human Resources Roles in a Bank Context (after COVID-19)

“…One example of this is the way rapidly advancing technologies have affected how people work, the kind of work they do and how communications and interactions with colleagues occur [8]. However, there is growing evidence in the literature that to ensure organisational success, mutual gain must be created for both business and human capital [11,14,[20][21][22][23][24][25][26][27].…”

“…Thus, well-being-oriented HR management not only refers to offering a properly equipped and safe physical environment, but should (or better, must) include clarifying the meaning of the work through a shared and coherent organisational mandate and work purpose, recognising and investing in employees' value (e.g., training and development), providing significant engaging work processes (e.g., a job designed to promote autonomy and new incentives), guaranteeing spaces for mutual exchanges and participative processes (e.g., extensive two-way communication) and-last, but not least-assuring relational and emotional support (e.g., giving an opportunity to voice employees' worries about organisational changes). All these facets contribute to increasing a more conscious role assumption and commitment and, ultimately, enhance professionals' willingness to contribute not just to their personal achievement but to the growth of the whole system [11,20,27].…”