Psychosocial wellbeing at work

Abstract:

Throughout the twentieth century, the psychology of work focused its research and intervention in the analysis and prevention of labor malaise. In contrast, the psychology of the organization did not have that negativist bias. In general, however, organizational studies focused on wellbeing and job satisfaction as something associated with and subordinate to some processes that were considered more central, such as performance, productivity, efficiency, quality, competitiveness, culture, climate, and development. From the twenty-first century, driven by the current of Positive Psychology, research on work and organizational processes has analyzed the optimal functioning of people and teams within organizations, the development of healthy workplaces and organizations, and the reciprocal influence between organizational dynamics and staff wellbeing. In this respect, numerous studies provide growing evidence that work wellbeing generates positive impacts on organizational outcomes such as job performance, competitiveness, quality standards, and sustainability (Bakker & Schaufeli, 2008; Bakker et al., 2008; Bakker & Leiter, 2010; Clark & Senik, 2014; De Neve et al., 2013; EU-OSHA, 2014; Grawitch & Ballard, 2016; Luthans, Avolio, Avey, & Norman, 2007; Luthans, Youssef, & Avolio, 2007; Rodríguez-Carvajal, Moreno-Jiménez, Rivas-Hermosilla, Álvarez-Bejarano, & Sanz Vergel, 2010; Schulte & Vainio, 2010; WHO, 2010, 2017; Youssef & Luthans, 2010). From these findings are derived some requirements concerning human talent management, the prevention of psychosocial risks, promotion of happiness at work, and improvement of …

Año de publicación:

2018

Keywords:

Fuente:

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