Employee well-being is one of the most attractiveresearch area among organizational psychologists (Bakker, 2015). Well-being isgenerally defined as a comprehensive concept of happiness (Ryan and Deci, 2001),The worker who experiences highlevels of well-being also perform well and vice versa.
Employeewell-being signifies an evaluation of individual’s life, including lifesatisfaction and positive affect (Lu, 2001). Employee well-being, also called job-related affectivewell-being, refers to employees’ subjective feeling about positive or negativeaffect in relation to undertaking specific job tasks in a particular lifesetting (Hosie P., & Sevastos P. 2010).
In general,positive affect is associated with feeling happy, while negative affect islikely to be induced by tension, pressure and stress experienced by employees whoare required to meet both demands from life in general and work as a specificdomain (Hosie & Sevastos, 2010). Several studies have been made to examine employee well-beingand to assess the effects of organizational well-being policies, strategies,programmes and practices to achieve better organizational performance, with thehelp of worker’s commitment, job satisfaction and retention (Beauregard , 2009). There is a strong evidence that a goodsocial environment in the organization is connected with employee well-being (KevinDaniels et.al 2017). Employee well-being has become a key concernof modern organizations in recent times because of a growing number ofemployees with mental illness at the workplace.
Organizational commitmentto support and improve employee well-being is one of the pillar sustainingshared value creation for the employer-employee and also for the community(CIPD,2016. P, 3-4). In today’s competitive business environment, it iscritical for organizations to step forward and invest in human capital. As theresearch shows, an organization’s health and prosperity are directly influencedby the health and well-being of its employees. Using the tools, techniques andresources outlined in this report, you can create a healthier, more engaged andmore productive workforce. With some creativity and innovative planning, HRprofessionals can make the health and work equation add up to a higherperforming and more prosperous organization (SHRM, survey report).
21stcentury organizations expect their employees to take responsibilities for theirprofessional development, be proactive and show creativity, and to be committedto high-quality performance standards. Organization needs such energetic,dedicated, engaged and productive worker to increase its overall performance. (Bakker& Schaufeli, 2008)