Well‐being and occupational health in the 21st century workplace

By K. Sparks, B. Faragher, Cary L. Cooper. 2001

683 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4c36160d588084ff2240cef7a0639d890b42a171

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Psychological empowerment, job insecurity and employee engagement (2010, methodology): “Using the four cognitions of Thomas and Velthouse’s (1990) model, Spreitzer (1995) developed and empirically validated a multidimensional measure of psychological empowerment in the workplace. Spreitzer (1995) defines empowerment as intrinsic motivation manifested in four cognitions reflecting an in”
The Effects of Ethical Climates on Bullying Behaviour in the Workplace (2009, background): “…and efficiency (Mikkelsen and Einarsen, 2001; Salin, 2003), bullying at work has also been observed to lead to reduced psychological and physical health, as well as greater anxiety and depression (Hoel et al., 2004; Mayhew et al., 2004; Mikkelsen and Einarsen, 2001, 2002; Sparks et al., 2001).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, neutral): “Schedule flexibility has been found to reduce stress when organizations ensure that their prevailing culture does not prevent the full utilization of such schemes (Shinn et al. 1989; Sparks et al. 2001).”
Assessing the nature of psychological contracts: a validation of six dimensions (2004, background): “Participative decision making and jobs where employees involved in carrying out decisions also have some input into the actual formulation of the decision are closely related to perceived control by employees (e.g., Sparks et al., 2001; Spector, 1986).”
Authentic Leadership and Employee Well-Being: The Mediating Role of Attachment Insecurity (2015, background): “In a study by Sparks et al. (2001), management style was shown to be one of the four main psychosocial work environment issues that are of concern for employee well-being and occupational health in the 21st century workplace.”
Limited Access: Disparities in Flexible Work Schedules and Work-at-home (2008, background): “Perhaps schedule flexibility serves as a preventative to the risks associated with long hours; such as, stress, fatigue, injury and illness (e.g., Ala-Mursula et al. 2002; Hill et al. 2001; Sparks et al. 2001 ).”
The paradox of employee psychological well-being practices: an integrative literature review and new directions for research (2019, neutral): “The implementation of practices can be improved with effective communication focusing on the manner in which HR policy and intended outcomes of HR practices are shared (Sparks et al., 2001).”
Understanding Workaholics' Motivations: A Self-Determination Perspective (2011, background): “Gaining more insight into workaholism might be important (Sparks et al., 2001), as the incidence of workaholism seems to be increasing (Porter, 2004), and workaholism might yield negative consequences for various stakeholders, including employees, family members, and organisations (McMillan, O’Drisc”