Employee well-being framework to facilitate a total safety culture...

Transcription

1 Employee well-being framework to facilitate a total safety culture... Frans v Loggerenberg, Unisa Hester Nienaber, Unisa, NAU 9/28/2017

2 Agenda Background Problem, purpose and objectives Method: Scholarship of integration Framework Conclusion Recommendations

3 Background Employee well-being total state of physical, mental and social health prerequisite for organizational performance (goal achievement) Receives increased attention, given importance Occupational disease especially stress and depression - worldwide epidemic TV ads Prevent people to perform at their peak accidents UK cost of working age illness 100bn/a (mental); 27bn Work/place is main source of stress, spilling over Studies focusing on well-being highlight areas for improvement preventable condition PSA + US Nuclear Safety commission safety directives

4 Background Employee well-being total state of physical, mental and social health prerequisite for organizational performance (goal achievement) Receives increased attention, given importance Occupational disease worldwide epidemic TV ads Prevent people to perform at their peak accidents UK cost of working age illness 100bn/a (mental); 27bn Work/place is main source of stress, spilling over Studies focusing on well-being highlight areas for improvement preventable condition PSA + US Nuclear Safety commission safety directives

5 Purpose Studies investigating well-being from a variety of perspectives demonstrate that well-being is at risk Hence, the purpose is to present a theoretical framework aimed at nurturing well-being to facilitate a total safety culture, which can be applied in a nuclear power plant Prevention of ill-health; promotion of wellbeing; addressing illness create better work/place Employers to actively assist employees to maximize health

6 Method This framework integrates the most often used tools to improve well-being - holistic Job-demands-control-support (Karesek & Theorell, 1990) Job design diagnostic (Hackman & Oldham, 1975) Engagement (Kahn, 1990) Scholarship of integration

7 Job-demands-control-support Alleviate stress in the workplace Reconstruct work > redesign Job demands physical and psychological (workload, role ambiguity) Control - decision authority and skill discretion decide when and how to use skills Support social interactions between/among co-workers and supervisor

8 Job design diagnostic Improve motivation and productivity Possible - 3 psychological states present: Experienced meaningfulness Experienced responsibility for outcome Knowledge of outcome Achieved by 5 core job dimensions: Skill variety, task identity, task significance Autonomy Feedback

9 Engagement Unlock employee potential - performance Choice to fully and willingly invest the authentic self, physically, cognitively and emotionally, in the work role, that promote connections to the work and others Influenced by psychological conditions of meaningfulness, safety and availability

10 Employee engagement Meaningfulness: How significant is it for me to bring my authentic self to the workplace in view of the return I am receiving to do so? (Task characteristics, role characteristics and work interactions) Safety: How safe is it to bring my authentic self to the workplace without fear of negative consequences to my self-image, status or career? (Interpersonal relationships, group dynamics, management style and processes, organization norms) Availability: How available am I to bring my authentic self to the workplace because of the resources I have to personally engage at a particular moment? (physical & emotional energy, insecurity, outside lives)

11 Framework

12 Conclusion Employees are key in organizational performance Their well-being affects optimal functioning Can be achieved by proposed framework Theoretical sound scholarship of integration Can be applied in practice scholarship of application Moreover in line with various PSA and US Nuclear directives

13 Recommendations Find suitable research sites to test framework Invite interested parties to contact us or

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