東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

FindBook

Google Book

Amazon

博客來

Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Development of Employee Well-Being Initiatives to Improve Engagement and Performance :/
其他題名:	An Innovation Study.
作者:	Serobyan, Marina.
面頁冊數:	1 online resource (148 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-05, Section: B.
Contained By:	Dissertations Abstracts International84-05B.
標題:	Behavioral sciences. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29396100click for full text (PQDT)
ISBN:	9798357535795

Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.
Serobyan, Marina.

Development of Employee Well-Being Initiatives to Improve Engagement and Performance :An Innovation Study. - 1 online resource (148 pages)

Source: Dissertations Abstracts International, Volume: 84-05, Section: B.

Thesis (Ed.D.)--University of Southern California, 2022.

Includes bibliographical references

The purpose of this research study was to explore employees' perceptions of well-being and examine the implications for improving their well-being as a potential contributing factor to work engagement and performance. The stakes of employee engagement are high, as it can impact not only the bottom line but foster creativity and influence quality of service as well as the image of an organization. Disengagement may be detrimentally consequential on variables such as employee satisfaction, absenteeism, productivity and retention. Given the substantial impact of engagement, companies often dedicate efforts into measuring engagement and understanding the determinants of engagement to address gaps. This innovation study used Clark and Estes' (2008) gap analysis conceptual framework to understand employees' knowledge, motivation, and organizational (KMO) influences affecting their organization's implementation of well-being initiatives aimed at improving employee health, engagement, and, ultimately, performance. Key findings include that employees need to know how to improve their well-being at work and the organization needs to model behaviors that promote an organizational culture of well-being. Based on the needs identified and anticipated future needs, recommendations for practice were offered along with an implementation and evaluation plan.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798357535795Subjects--Topical Terms:

529833
Behavioral sciences.
Subjects--Index Terms:

LeadershipIndex Terms--Genre/Form:

542853
Electronic books.

Development of Employee Well-Being Initiatives to Improve Engagement and Performance : = An Innovation Study.
LDR:02825nmm a2200421K 4500 001 2363375
005 20231121104626.5
006 m o d
007 cr mn ---uuuuu
008 241011s2022 xx obm 000 0 eng d
020 $a 9798357535795
035 $a (MiAaPQ)AAI29396100
035 $a AAI29396100
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Serobyan, Marina. $3 3704133
245 1 0 $a Development of Employee Well-Being Initiatives to Improve Engagement and Performance : $b An Innovation Study.
264 0 $c 2022
300 $a 1 online resource (148 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 84-05, Section: B.
500 $a Advisor: Krop, Cathy.
502 $a Thesis (Ed.D.)--University of Southern California, 2022.
504 $a Includes bibliographical references
520 $a The purpose of this research study was to explore employees' perceptions of well-being and examine the implications for improving their well-being as a potential contributing factor to work engagement and performance. The stakes of employee engagement are high, as it can impact not only the bottom line but foster creativity and influence quality of service as well as the image of an organization. Disengagement may be detrimentally consequential on variables such as employee satisfaction, absenteeism, productivity and retention. Given the substantial impact of engagement, companies often dedicate efforts into measuring engagement and understanding the determinants of engagement to address gaps. This innovation study used Clark and Estes' (2008) gap analysis conceptual framework to understand employees' knowledge, motivation, and organizational (KMO) influences affecting their organization's implementation of well-being initiatives aimed at improving employee health, engagement, and, ultimately, performance. Key findings include that employees need to know how to improve their well-being at work and the organization needs to model behaviors that promote an organizational culture of well-being. Based on the needs identified and anticipated future needs, recommendations for practice were offered along with an implementation and evaluation plan.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Behavioral sciences. $3 529833
653 $a Leadership
653 $a Organizational development
653 $a Performance
653 $a Well-being
653 $a Work-life balance
653 $a Workplace culture
655 7 $a Electronic books. $2 lcsh $3 542853
690 $a 0703
690 $a 0602
690 $a 0624
690 $a 0510
710 2 $a ProQuest Information and Learning Co. $3 783688
710 2 $a University of Southern California. $b Education(Leadership). $3 1020872
773 0 $t Dissertations Abstracts International $g 84-05B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29396100 $z click for full text (PQDT)