There are still major gaps in the health status of workers between and within countries as pointed out by the World Health Organization’s Global Occupational Health Programme. Concurrently, work productivity seems to vary across cultures. Differences in productivity across countries account for a substantial fraction of the differences in average per capita income. Health and performance are fundamental in the globalized and competitive environment and seem important not only for organizational success, but also for societal development and sustainability. The recent economic crisis is still ongoing in many countries and may continue to threaten organizational welfare by enhancing the risk of workers’ health problems and decreasing performance.

This Research Topic will provide insight into the link between health and productivity/performance, with a focus on how individuals, groups, or organizations can intervene in this relationship. Indeed, companies that build a culture of health by focusing on the well-being and welfare of their workforce yield greater performance and productivity as well as greater value for their stakeholders.

We are particularly interested in manuscripts that offer new or innovative perspectives on a number of important topics, including:
• New ways of conceptualizing performance in connection with health and organizational relationality (e.g., from prosocial organizational behavior, organizational citizenship behavior, organizational support, organizational welfare, workplace civility, organizational justice, ethical, sustainable, and servant leadership, organizational emotional intelligence to productive engagement, adaptive performance, organizational talent, higher task performance in a healthy relational organizational environment).
• The linkage between employment conditions, worker well-being, worker productivity, and the productivity of organizations and economies.
• The connection between austerity measures (at the organizational or societal level) and worker health and productivity.
• Appropriate competencies for maintaining and fostering health and performance
• Welfare activities that promote health and increase excellence at work.
• The evaluation of health- and performance-oriented work organization, health-promoting workplace culture, and best performance work practices.
• Assessment and prevention of psychosocial risks and work-related stress, highlighting economic, social, ethical and ecological dimensions.
• Assessment and prevention of counterproductive workplace behaviors and negative behaviors (workplace bullying).
• The role of the organization in addressing compensation and benefits/legal and social issues.
• New mechanisms to stimulate the development of healthy workplaces, including core principles, ethics, and values which promote collaborative participation of workers and employers as well as organizational success.
• Issues related to the evaluation of specific interventions in the business health field.

Although we are open to considering all types of scientific submissions, we are particularly interested in those that have a strong empirical basis.

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Frontiers in Psychology

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