Tightening the link between employee wellbeing at work and performance

By N. Baptiste. 2008

413 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/a13585b98550b0bfda45195ce20ace48d14e0571

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, positive): “More generally, concerns for the health and well-being of the population have intensified interest in flexible working arrangements, since they may also reduce expenditure on health and welfare (Department for Work and Pensions 2005, 2006; Baptiste 2008; O’Reilly 2008; Verbakel and DiPrete 2008).”
The Influence of Organizational Commitment on Omani Public Employees’ Work Performance (2017, background): “Moreover, Baptiste (2008) argues that there is a relationship between employees’ organizational commitment and improve work performance.”
Linking Managerial Coaching and Leader–Member Exchange on Work Engagement and Performance (2018, background): “For example, managerial coaching is positively connected to job satisfaction (Moen and Federici 2012; Wheeler 2011), which several studies in turn link to better performance at work (e.g. Baptiste 2008; Killic and Dursun 2008).”
Impacts of the COVID-19 pandemic on employees’ work stress, well-being, mental health, organizational citizenship behavior, and employee-customer identification (2021, background): “In other words, company performance is very closely related to employee performance (Baptiste, 2008; Sirgy, 2017).”
Impact of Flexible Working Hours on Work-Life Balance (2014, background): “The other previous findings suggest that employee wellbeing directly influence productivity and performance; as well as organizational commitment, job satisfaction, and work-life balance are outcomes of employee wellbeing [28-30].”
Industrial and Organizational Psychology (2010, background): “[47][51] Research into CWBs appears to fall into three broad categories: (1) classification of CWBs;[1][10] (2) predicting counterproductive behaviors;[52][53][54] and (3) furthering the theoretical framework of CWBs.”