Since ancient times, people want to live a good life. Individuals want to be happy and satisfied with their work, they want to balance work and family. Nations want their citizens to be happy, and organizations want their employees to feel well - even if they do not always do so for unselfish reasons but have productivity in mind. Well-being is worth studying for various reasons: First, for its own sake and second it has many positive effects. Well-being can be seen as a suitable path to important goals in everybody’s life. Meta-analyses show that it has a positive effect on marriage, friendship, work performance, and health. Organizational psychology has demonstrated that well-being is related to reduced negative aspects like absenteeism and burnout and positive aspects like work-engagement, work-satisfaction, productivity, work-performance, and team-communication.
This Research Topic focuses on the results of intervention studies with the intention to answer the question: what organizations can do to enhance the well-being of their employees? We are aiming to collect the results of longitudinal studies that analyze the dynamic interplay between well-being and work-related behavior (performance, productivity, engagement, motivation, communication) in different contexts.
Furthermore, as diary studies give insight into the relationship of wellbeing and work-behavior, we welcome submissions that address the problem of missing context. For example, COVID-19 has brought major changes in occupational settings including working from home, use of technology, and increased exposure to health risks. The pandemic is an example that shows that it can be difficult to maintain well-being in non-standard situations.
Finally, we are interested in new approaches and developments connected with positive psychology, e.g. constructs that have been underrepresented so far in research in organizational psychology, like PSYCAP, resilience, mindfulness, meaning, and values.
Since ancient times, people want to live a good life. Individuals want to be happy and satisfied with their work, they want to balance work and family. Nations want their citizens to be happy, and organizations want their employees to feel well - even if they do not always do so for unselfish reasons but have productivity in mind. Well-being is worth studying for various reasons: First, for its own sake and second it has many positive effects. Well-being can be seen as a suitable path to important goals in everybody’s life. Meta-analyses show that it has a positive effect on marriage, friendship, work performance, and health. Organizational psychology has demonstrated that well-being is related to reduced negative aspects like absenteeism and burnout and positive aspects like work-engagement, work-satisfaction, productivity, work-performance, and team-communication.
This Research Topic focuses on the results of intervention studies with the intention to answer the question: what organizations can do to enhance the well-being of their employees? We are aiming to collect the results of longitudinal studies that analyze the dynamic interplay between well-being and work-related behavior (performance, productivity, engagement, motivation, communication) in different contexts.
Furthermore, as diary studies give insight into the relationship of wellbeing and work-behavior, we welcome submissions that address the problem of missing context. For example, COVID-19 has brought major changes in occupational settings including working from home, use of technology, and increased exposure to health risks. The pandemic is an example that shows that it can be difficult to maintain well-being in non-standard situations.
Finally, we are interested in new approaches and developments connected with positive psychology, e.g. constructs that have been underrepresented so far in research in organizational psychology, like PSYCAP, resilience, mindfulness, meaning, and values.
