The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing

Viot, Catherine; Benraiss-Noailles, Laïla

doi:10.1007/s10551-018-3834-1

Cited by 40 publications

(26 citation statements)

References 45 publications

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“…Despite the ongoing discussion in the scientific literature, there is no clear agreement among scholars concerning either the conceptualization of well-being or its indicators, or the factors that may serve as tools to better perceive it. Although scholars recognise well-being to be a multidimensional state, they have not yet come up with a unified viewpoint on the definition of well-being and continue discussions whether well-being can be viewed from a broad and narrow perspective or as a social (overall well-being) and individual phenomena (individual well-being) (Viot & Benraiss-Noailles, 2019).…”

Section: The Concept Of Well-beingmentioning

confidence: 99%

“…According to the hedonic approach, psychological well-being (also referred by some authors as subjective well-being), is associated with happiness and defined through the pursuit of pleasurable experiences and the avoidance of pain. It is the satisfaction or happiness resultant from optimal functioning (Robertson & Cooper, 2010;Guest, 2017;Viot & Benraiss-Noailles, 2019). Diener et al (1999) presented subjective well-being as a three-component construct covering the emotional experience of positive and negative emotions and the assessment of life satisfaction based on one's own personal standards.…”

Section: The Concept Of Well-beingmentioning

confidence: 99%

“…Generally speaking, all the mentioned dimensions of well-being are interrelated and examined by researchers, both in combination and separately. Studies have shown a group of factors that help to ensure the well-being of employees at the organisational level like benevolence to employees and insurance of working conditions (Viot & Benraiss-Noailles, 2019), communication (Sakka & Ahammad, 2020) at the personal level -e.g. personal abilities (Orsila et al, 2011), and at the context level -country culture (Zheng et al, 2015).…”

Section: The Concept Of Well-beingmentioning

confidence: 99%

“…The evidence found in literature shows that different groups of factors help to ensure the well-being of employees (Viot & Benraiss-Noailles, 2019;Zheng et al, 2015). The findings suggest that one of the most important factors is the organisational culture that is family friendly and distinguished by temporal flexibility, operational flexibility and supportive supervision (Clark, 2001).…”

Section: Introductionmentioning

confidence: 97%

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The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Stankevičienė

Tamaševičius

Diskienė

et al. 2021

Journal of Business Economics and Management

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This article tends to fill the existing knowledge gap in understanding if work-life balance (WLB) can not only make a direct impact on employee well-being, but also play a mediating role between work culture and well-being. The purpose of this study was to investigate the mediating effect of WLB on the relationship between the structural dimensions of work culture – temporal flexibility, supportive supervision and operational flexibility – and employee well-being. The data were collected on the basis of a survey of employees employed by business and public sector organisations in Lithuania. The research revealed that all the components of work culture were important factors in defining employee well-being, had a strong direct impact on well-being and affected WLB. The results demonstrated that a direct effect of work culture on well-being was much stronger than the one moderated by an indirect effect of WLB. The findings also suggest that family-friendly culture can help employees to reach a better WLB, which, in its turn, assists employees in feeling higher satisfaction with general well-being at work. The current study expands the role of WLB as a mediator in organisational settings and its findings may be important for practitioners who seek to improve the performance of their organisation by enhancing the well-being of employees.

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Section: The Concept Of Well-beingmentioning

confidence: 99%

Section: The Concept Of Well-beingmentioning

confidence: 99%

Section: The Concept Of Well-beingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 97%

See 2 more Smart Citations

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Stankevičienė

Tamaševičius

Diskienė

et al. 2021

Journal of Business Economics and Management

View full text Add to dashboard Cite

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“…Perceived Organisational Support is the perception by employees that the organisation values their contribution and is mindful about their well-being (Roemer and Harris, 2018). Therefore, POS Theory posits that employees perceive their organisation as supportive when they are rewarded beyond their contractual agreements helping them to meet their socioemotional needs (Viot and Benraiss-Noailles, 2018). When employees feel that they are supported by the organisation, they reciprocate it with attitudes such as increased level of work engagement, job satisfaction, commitment, better performance and high work efforts.…”

Section: Theoretical Reviewmentioning

confidence: 99%

Talent development practices and work engagement of in-service teachers at a private university in Western Uganda

Mugizi¹,

Dafiewhare²,

Manyange³

et al. 2020

J. Edu. Res. Rev.

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Work engagement is the positive fulfilling work-related state of mind that is characterised by vigour, dedication and absorption. This study investigated factors that promote work engagement of teachers in schools looking at talent management practices. The talent management practices considered were performance appraisal, training and promotion. Specifically, the study examined the relationship between talent development practices and work engagement of in-service primary teachers at a private university in Western Uganda. In particular, the study sought to establish the relationship between performance appraisal, training, promotion and work engagement of in-service teachers. The study adopted a correlational research design to carry out the study. A self-administered questionnaire was used to collect data from 120 in-service teachers. The study findings revealed that for work engagement aspects, employee vigour and dedication of in-service teachers were high whereas absorption was moderate. With respect to talent management practices, performance appraisal and training were high but promotion was moderate. Regression analysis revealed that performance appraisal, training and promotion had positive and significant relationships with work engagement. It was concluded that performance appraisal, training and promotion are important for work engagement of teachers. Therefore, it was recommended that practitioners and head teachers ensure that the performance appraisal requirement is implemented effectively. Practitioners and head teachers should also ensure that teachers are offered regular training and are encouraged to go for further studies. Additionally, practitioners should implement a transparent promotion process that is regular.

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Theorizing the notion of well‐being in Islam: An update of Ryff's theory of eudaimonic psychological well‐being

Koburtay

Syed

Salhi

2022

Journal Community Psychology

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Prior studies suggest that knowledge about workers' psychological well‐being is overly focused on materialism or biologically‐based understanding, not taking into account the role of spirituality in one's well‐being. Drawing on Ryff's (1989) psychological well‐being framework and using an interdisciplinary approach, this paper offers a model of 'well‐being in Islam' through theorizing this concept from an Islamic lens and contextually studying the implications of Islamic practices and spiritual facilities for employees' psychological well‐being in workplaces. Drawing on qualitative data collected from 22 employees, our model (findings) shows that worshipping Allah, contemplative practices, and patience are key elements of one's well‐being. This paper also points towards the important role of specific spiritual provisions (e.g., designated rooms for prayer, prayer time and ablution facilities) and contemplative practices (e.g., ritualistic‐cyclic, creative process, generative, movement practices, stillness, activist, relational) for Ryff's six dimensions of employees' eudaimonic well‐being. This study is unique as it integrates the notion of well‐being in Islam into management and organization studies and offers a novel and contextual extension of Ryff's theory by integrating a spiritual notion of well‐being. In the end, theoretical and practical implications are offered.

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The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing

Cited by 40 publications

References 45 publications

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Talent development practices and work engagement of in-service teachers at a private university in Western Uganda

Theorizing the notion of well‐being in Islam: An update of Ryff's theory of eudaimonic psychological well‐being

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