No denying the fact that the productivity of an organization is dependant on Occupational health and employee well-being. In turn, the well-being of an employee is a function of various factors like organizational psychology, job security, work hours, control at work, and managerial style. The article analyzes these various factors that affect the employee's state of No denying the fact that the productivity of an organization is dependant on Occupational health and employee well-being. In turn, the well-being of an employee is a function of various factors like organizational psychology, job security, work hours, control at work, and managerial style. The article analyzes these various factors that affect the employee's state of being.
In
the 1990s, a major restructuring of work started to
take place. Other changes include new patterns of
working, such as teleworking, self-regulated work
and teamwork, an increased reliance on computerized
technology and a move towards a more flexible workforce,
both in number of employees and in their skills and
functions. Many countries have seen a growth in female
participation in the workforce, resulting in more
part-time work, an increase in dual-earner couples,
and a general growth in the number of older workers.
Studies
have looked at the consequences of workplace changes,
particularly their impact at both the individual employee
level and the organizational level. The present paper
focuses on research addressing occupational health
and employee well-being, concentrating on four major
areas in organizational psychology; job insecurity,
work hours, control at work, and managerial style.
This heightened pressure can impact their behavior
towards employees.
The
growth in non-permanent employment contracts in many
countries has also increased job insecurity. Organizations
are increasingly utilizing contingent workers as an
alternative to conventional full-time employees. Whilst
objective data may suggest that job insecurity should
not be a major concern for employees, research indicates
that it is this perception of job insecurity that
is the most important correlate with employee health
and well-being. Perceived job insecurity is found
to have impacted negatively on employee well-being.
A study of over 2000 employees in Switzerland found
that psychosocial stress induced by perceived job
insecurity had negative effects on 10 different self-reported
indicators of health and health-related behaviors.
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