Rack CE – Employee Well-Being & Mental Health

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Rack CE (Employee Well-Being): Building Resilience | Mental Health and Stress | Work-Life Balance

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Why are Employee Well-Being and Mental Health Important Contemporary Topics?

The first question one should ask is what do we mean by employee well-being and mental health? Employee well-being refers to the overall health, happiness, and satisfaction of individuals in the workplace and encompasses a broad range of factors. Employee well-being is a multifaceted concept that encompasses various dimensions of an individual’s experience within the workplace, including psychological, physical, and social aspects. It is increasingly recognized as a critical factor influencing not only individual performance but also organizational success. The importance of employee well-being has gained significant attention in recent years, driven by the growing acknowledgment of its impact on productivity, job satisfaction, and overall organizational health.

There are multiple lenses by which one can appreciate and assess employee well-being in an organizational setting. In practical terms, employee well-being is often viewed as the combination of factors that are (at least in part) transacted between the organization and the individual. These include financial well-being (e.g., sufficient and fair pay and benefits); physical, mental, and spiritual health; and work-life balance. By “transacted,” it does not necessarily mean that the organization is giving something explicitly to the worker or vice versa, but that the state of the organization’s culture or psychological climate can impact the employee’s mental health and consequently result in diminished performance.

A second lens looks at employee well-being in terms of the mental state, or “happiness,” of the individual that carries over into feelings about work, among other things. An example of this is the PERMA model proposed in Seligman (2018) that describe a construct of well-being with five components — positive emotion, engagement, relationships, meaning, and accomplishment. This model can be used to think about how well-being can be cultivated in the workplace, ultimately contributing to enhanced employee motivation and health, as well as improved corporate competitiveness (Kun et al., 2016). Employees who experience high levels of well-being are more likely to be productive, engaged, and committed to their organizations, thereby fostering a positive work environment that benefits all stakeholders involved (He et al., 2022).

Regardless of the model used, the topic has become extremely important given the rise of mental health concerns following the COVID-19 pandemic and the increase of “burnout” and other organizational dysfunctions stemming from increasing cynicism about work (see Rack CW). There are also long-standing myths that continue to stigmatizing: (a) the topics of mental health and illness, (b) those seeking help for depression or other mental health concerns, and (c) actions by organizations, parents, and others in positions of power to accommodate mental health concerns among their charges. However, the dangers of these myths can manifest as forms of rebellion such as quiet quitting or coffee badging, weakened worker performance, or in the worst cases, workplace violence. Hence, managers and researchers alike are interesting in better understanding the antecedents of these problems and taking precautionary actions against them.

Relevant Theories or Literature Streams

The literature on employee well-being and mental health spans multiple academic and professional fields, integrating concepts from psychology, organizational behavior, human resources, and health sciences. There are several key streams of literature that help shape understanding and guide practice in these areas. Below are some of the major literature streams, but this is not intended to represent a comprehensive set. Feedback and additions are always welcome.

Psychological Well-Being and Mental Health in the Workplace. This stream focuses on the psychological aspects of well-being and mental health in the workplace. It examines how employees’ mental health and psychological functioning impact their work performance, engagement, and overall satisfaction. Some related topics of contemporary interest include self-acceptance, purpose in life, and autonomy; mental health disorders (e.g., depression, anxiety, burnout); employee engagement and motivation; psychological safety and workplace culture; emotional resilience; and various of the below literature streams that reflect branches from this stream. Some influential models include the aforementioned Seligman PERMA model, Carol Ryff’s Model of Psychological Well-Being (1995), and Maslach’s Burnout Inventory (Maslach & Jackson, 1981).

Workplace Stress and Coping. This stream investigates the sources of stress within the workplace and how employees cope with or mitigate its effects. It looks at stressors such as workload, role conflict, lack of control, and organizational change. Also, with the increasing recognition of mental health issues in the workplace, research is focusing on the effectiveness of various interventions and support programs to help employees cope. Studies have highlighted the benefits of initiatives such as animal-assisted therapy and mental health training for leaders in improving employee morale and reducing burnout (Etingen et al., 2020; Chang, 2024). The implementation of well-being programs that address both physical and mental health is critical for fostering a supportive work environment (Wieneke et al., 2019). Some key concepts include the Job Demands-Resources Model (JD-R) by Karasek (1979) which emphasizes how job demands and available resources affect well-being.Cohen & Wills’ Social Support Theory (1985) that examines the roles of social support in coping with stress, and the Job Demands-Resources Model (Bakker & Demerouti, 2007).

Occupational Health Psychology. Occupational Health Psychology is an interdisciplinary field that studies the relationship between work, health, and well-being. It aims to apply psychological principles to improve both the physical and mental health of workers. Key concepts include work-related health risks such as workplace violence and exposure to toxins and other hazards, job stress and its physiological effects such as cardiovascular disease and chronic fatigue, and implementation and effectiveness of wellness initiatives and worksite interventions. Some influential models and concepts include The National Institute for Occupational Safety and Health (NIOSH) Framework for Worker Well-Being, Sonnentag’s (2001) Recovery from Work Stress framework, and the Copenhagen Psychosocial Questionnaire (COPSOQ) (Kristensen, 2000).

Work-Life Balance and Conflict. The interplay between work and nonwork life and its impact on mental health is another significant area of research. Key concepts include work-life conflict vs. work-life integration, implementation and impacts of various work arrangements (e.g., remote and hybrid work, flexible hours, return-to-office policies), addressing family and caregiving responsibilities and their conflicts with work, and general stressors related to work-life conflicts. Studies have examined how work-family conflict affects employee well-being and organizational performance, emphasizing the need for organizations to implement policies that support work-life balance (Huang, 2024; Alsheweir, 2023). The impact of flexible working arrangements on reducing work-nonwork conflict and enhancing psychological well-being is also a growing focus (Alsheweir, 2023). Some influential models include Greenhaus & Beutell’s (1985) Work-Life Conflict Model (1985), Kossek’s (2006) Work-Life Integration Models (2006), and Frone’s Work-Family Conflict Model (2003).

Some Contemporary Areas of Research

Please note that this is not to be considered an exhaustive list. We welcome feedback to ensure currency on contemporary challenges and research efforts. This is also not intended to provide a comprehensive look at ongoing research in any of these areas but just to highlight some of the specific topic areas being pursued as of this writing.

Leadership and Employee Well-Being. Research in this stream focuses on how different leadership styles influence employee well-being. For instance, studies have shown that transformational leadership positively impacts psychological well-being by fostering a supportive and motivating work environment (Arnold, 2017). Similarly, servant leadership has been linked to enhanced creativity and employee well-being through the promotion of psychological safety (Wang et al., 2022). The role of strengths-based leadership in creating a positive climate that contributes to employee psychological well-being is also gaining attention (Ding & Yu, 2021).

Psychological Safety and Workplace Culture. Psychological safety is another factor in promoting employee well-being. Research indicates that environments characterized by high psychological safety allow employees to express themselves without fear of negative consequences, which in turn reduces stress and burnout (Wang et al., 2022; Rathnayake, 2023). Studies have explored the relationship between psychological safety and various outcomes, such as job performance and employee engagement, highlighting its importance in fostering a healthy workplace culture (Selander et al., 2023; Dollard & Bakker, 2010).

Impacts of Organizational Practices. This literature stream investigates how various organizational practices, such as talent management and employee engagement initiatives, influence employee well-being. Research has shown that comprehensive well-being strategies, like those implemented by the Mayo Clinic, can significantly enhance employee satisfaction and engagement (Wieneke et al., 2019). Additionally, the role of psychological capital—comprising hope, efficacy, resilience, and optimism—in promoting employee well-being is being explored (Wardani & Noviyani, 2020).

Mental Health Interventions and Support Programs. With the increasing recognition of mental health issues in the workplace, research is focusing on the effectiveness of various interventions and support programs. Studies have highlighted the benefits of initiatives such as animal-assisted therapy and mental health training for leaders in improving employee morale and reducing burnout (Etingen et al., 2020; Chang, 2024). The implementation of well-being programs that address both physical and mental health is critical for fostering a supportive work environment (Wieneke et al., 2019).

Employee Engagement and Job Performance. The relationship between employee engagement and well-being is a prominent area of study. Research indicates that higher levels of employee engagement are associated with improved job performance and overall well-being (Voorde et al., 2011). This stream emphasizes the importance of creating an engaging work environment that prioritizes employee satisfaction and mental health.

Impacts of Crises on Employee Well-Being. The COVID-19 pandemic has prompted research into the effects of crises on employee mental health and well-being. Studies have examined how fear and uncertainty during the pandemic have impacted employee outcomes, including turnover intention and psychological distress (Selem et al., 2022). This area of research highlights the need for organizations to adapt their well-being strategies in response to external challenges.

Foundational Works

Before 1980, the concepts of organizational agility and adaptability were not as widely discussed as they are today. However, several foundational works laid the groundwork for modern thinking on these topics. These books primarily focus on management theory, organizational design, innovation, and leadership—concepts that are central to building agile and adaptable organizations. Here are some of the most important foundational books from before 1980 that influence thinking on organizational agility and adaptability:

David J. H. Garfinkel, “Work and Mental Health” (1974)

Garfinkel explores the connection between the nature of work and mental health, examining how workplace stressors (e.g., job demands, role ambiguity) contribute to mental health issues like burnout and anxiety. This book is one of the early works to look specifically at how work environments affect psychological well-being, emphasizing the need to address workplace factors in mental health.

Leonard S. R. Gross, “Stress and Health: Issues in Research and Application” (1974)

Gross explores the physiological and psychological impacts of stress in work and everyday life, and how organizations can manage stress through policies, environments, and practices. This work contributed to the early understanding of occupational stress, an essential concept for modern discussions of mental health in the workplace.

Roger W. Brown, “The Psychology of Human Behavior in Organizations” (1968)

Brown’s work delves into how individual and group behaviors within organizations can be understood through psychological principles. It also explores the implications of organizational structures and dynamics on worker mental health. Why It’s Foundational: The book provides an early examination of the relationship between organizational practices and mental well-being, offering insights into how management styles and organizational design influence employee satisfaction and stress.

Related TAOP Episodes, Events, and Notes

109: Emergence of Mental Health Professions – Abbott

In this episode, we return to Andrew Abbott’s The System of Professions: An Essay on the Division of Expert Labor from 1989 to study in depth one of his case studies that may illuminate the present-day mental health crises gripping many nations from the COVID-19 pandemic. “The Construction of the Personal Problems Jurisdiction” chronicles how social changes from the Industrial Revolution led to the maladjustment and isolation felt by many newly industrialized workers who could no longer reach back to the stable social structure from whence they came. As a result, several professions emerged and competed for jurisdiction over the diagnosis and treatment of personal problems.

35: The Managed Heart – Arlie Hochschild

The Managed Heart, originally published in 1983 by Dr. Arlie Hochschild, introduced the concept of emotional labour as a counterpart to the physical and mental labour performed in the scope of one’s duties. The importance of emotional labour is made clear in Dr. Hochschild’s descrption of flight attendants, who regardless of the dispositions of airline passengers, turbulence in the flight, or personal stress is required to act and behave in ways that minimize passenger anxiety and encourage them to fly with that airline again. Thus, the book explores the challenges of stress, protecting one’s personal identity and private life, differentiated (and often unfair) gender roles, miscommunication between supervisors and workers or workers and clients, and others.