Human Resources Management Department, HEC Montréal, 3000 Côte-Sainte-Catherine, Montréal, QC H3T 2A7, Canada.
Int J Environ Res Public Health. 2024 Jul 31;21(8):1008. doi: 10.3390/ijerph21081008.
Based on the signaling and conservation of resources theories, this study aims to identify different strategic organizational profiles related to occupational health and well-being (OHWB). Additionally, this study explores how these various organizational profiles impact employees' well-being, specifically in relation to absenteeism, emotional exhaustion, work overload, intention to quit, and job satisfaction. Data were collected from 59 organizations and 2828 employees. The first phase of this study presents the latent profile analysis carried out to identify OHWB organizational profiles. This analysis reveals four organizational profiles that are metaphorically named according to the growth stages of plants (i.e., wasteland, sprouting, budding, and blooming OHWB profiles). The second phase of this study investigates the associations between the latent profiles assigned to the organizations with absenteeism, intention to quit, emotional exhaustion, feelings of work overload, and job satisfaction among their employees using MANOVA. The results show that organizational profiles influence employees' health and well-being. Employees working in organizations with a low OHWB profile, known as the "wasteland profile", tend to report more days of absenteeism, higher levels of emotional exhaustion, greater work overload, and lower job satisfaction. Employees are also more likely to express a greater intention to quit their jobs than those working in organizations with a higher OHWB profile (a "blooming profile"). This study is useful for organizations and practitioners seeking to understand how investing in a health and well-being strategy can benefit their employees.
基于信号和资源保护理论，本研究旨在识别与职业健康和福利（OHWB）相关的不同战略组织特征。此外，本研究还探讨了这些不同的组织特征如何影响员工的幸福感，特别是与旷工、情绪耗竭、工作过载、离职意愿和工作满意度有关。数据来自 59 家组织和 2828 名员工。本研究的第一阶段介绍了为识别 OHWB 组织特征而进行的潜在特征分析。该分析揭示了四个组织特征，它们根据植物的生长阶段（即荒地、萌芽、萌芽和盛开的 OHWB 特征）进行了隐喻命名。本研究的第二阶段使用 MANOVA 调查了分配给组织的潜在特征与旷工、离职意愿、情绪耗竭、工作过载感和工作满意度之间的关联。结果表明，组织特征会影响员工的健康和幸福感。在 OHWB 水平较低的组织（称为“荒地”）工作的员工往往报告旷工天数更多、情绪耗竭程度更高、工作过载更大，工作满意度更低。与在 OHWB 水平较高的组织（“盛开”）工作的员工相比，这些员工更有可能表达离职意愿。本研究对寻求了解投资健康和福利战略如何使员工受益的组织和从业者具有实用价值。
