Practitioner research

<p><em>Some of the strongest practitioner evidence regarding measuring wellbeing at work has been summarised below.&nbsp;&nbsp;These are empirical studies or work of publishable quality.&nbsp;</em></p>
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Author: Department for Business Innovation and Skills

Does worker wellbeing affect workplace performance? (2014)

This paper examines the evidence regarding employee's subjective wellbeing and workplace performance. The paper aims to  address measuring and defining wellbeing, employee and job characteristics that influence wellbeing in the workplace, employer practices that have the greatest positive impact on wellbeing and the evidence linking employee wellbeing and business performance.  There were three stages to the research: development of a conceptual framework around subjective wellbeing, a literature review and analysis of the 2011 Workplace Employment Relations Survey. The findings from the literature review and empirical analyses are discussed in addition to the implications for policy makers and employers.

Author: Chartered Institute of Personnel and Development

Employee financial well-being: practical guidance (2017)

This report covers four steps to supporting employee financial well-being including assessing the needs of your employees, building support, taking action and how to measure and evaluate the impact of your actions. The report also includes sample questions for an employee survey, a checklist of key questions to consider when assessing employee financial well-being needs and some suggestions for conducting a gap analysis.

Author: Gordon Tinline and Kim Crowe

Improving employee engagement and wellbeing in an NHS trust (2009)

This paper presents how Mersey Care NHS Trust worked with Robertson Cooper to design a programme to integrate management and leadership development with work to assess and improve levels of employee engagement and wellbeing. Robertson Cooper's validated employee survey ASSET was used to measure psychological wellbeing, engagement and productivity. The scales in the ASSET tool assess the main drivers of wellbeing that underpin employee engagement, these are: resources and communications, control and autonomy, work relationships, work life balance, work overload and pay and benefits. ASSET enabled the barriers and enablers of wellbeing to be identified and data was fed into the leadership development process. This paper concludes with the next steps for Mersey Care NHS Trust.

Author: Robertson Cooper, The Bank On Your People Partnership and Bank Workers Charity

Bank on your people. Wellbeing and productivity in the financial sector (2015)

This report presents findings into levels of psychological wellbeing across a number of UK banks during 2014. 1300 bank workers across three banks participated in the survey. 61.85% of the sample were female and 40.8% of the respondents had more than 10 years tenure at the bank. Robertson Cooper's ASSET tool was used to measure psychological wellbeing. This measure is based on  Robertson Cooper's 6 Essentials model which focuses on factors evidence shows influence psychological workplace wellbeing (resources and communication, control, balanced workload, job security and change, work relationships and job conditions). Non work elements (e.g. relationship, personal issues and daily hassles) have also been incorporated into this model.  The report presents the results including barriers and enablers of positive emotional experiences at work and conclusions and recommendations.

Author: Department for Business Innovation and Skills

Does worker wellbeing affect workplace performance? (2014)

Does worker wellbeing affect workplace performance? (2014)

This paper examines the evidence regarding employee's subjective wellbeing and workplace performance. The paper aims to  address measuring and defining wellbeing, employee and job characteristics that influence wellbeing in the workplace, employer practices that have the greatest positive impact on wellbeing and the evidence linking employee wellbeing and business performance.  There were three stages to the research: development of a conceptual framework around subjective wellbeing, a literature review and analysis of the 2011 Workplace Employment Relations Survey. The findings from the literature review and empirical analyses are discussed in addition to the implications for policy makers and employers.

Author: Department for Business Innovation and Skills

Does worker wellbeing affect workplace performance? (2014)

This paper examines the evidence regarding employee's subjective wellbeing and workplace performance. The paper aims to  address measuring and defining wellbeing, employee and job characteristics that influence wellbeing in the workplace, employer practices that have the greatest positive impact on wellbeing and the evidence linking employee wellbeing and business performance.  There were three stages to the research: development of a conceptual framework around subjective wellbeing, a literature review and analysis of the 2011 Workplace Employment Relations Survey. The findings from the literature review and empirical analyses are discussed in addition to the implications for policy makers and employers.

x
Author: Chartered Institute of Personnel and Development

Employee financial well-being: practical guidance (2017)

Employee financial well-being: practical guidance (2017)

This report covers four steps to supporting employee financial well-being including assessing the needs of your employees, building support, taking action and how to measure and evaluate the impact of your actions. The report also includes sample questions for an employee survey, a checklist of key questions to consider when assessing employee financial well-being needs and some suggestions for conducting a gap analysis.

Author: Chartered Institute of Personnel and Development

Employee financial well-being: practical guidance (2017)

This report covers four steps to supporting employee financial well-being including assessing the needs of your employees, building support, taking action and how to measure and evaluate the impact of your actions. The report also includes sample questions for an employee survey, a checklist of key questions to consider when assessing employee financial well-being needs and some suggestions for conducting a gap analysis.

x
Author: Gordon Tinline and Kim Crowe

Improving employee engagement and wellbeing in an NHS trust (2009)

Improving employee engagement and wellbeing in an NHS trust (2009)

This paper presents how Mersey Care NHS Trust worked with Robertson Cooper to design a programme to integrate management and leadership development with work to assess and improve levels of employee engagement and wellbeing. Robertson Cooper's validated employee survey ASSET was used to measure psychological wellbeing, engagement and productivity. The scales in the ASSET tool assess the main drivers of wellbeing that underpin employee engagement, these are: resources and communications, control and autonomy, work relationships, work life balance, work overload and pay and benefits. ASSET enabled the barriers and enablers of wellbeing to be identified and data was fed into the leadership development process. This paper concludes with the next steps for Mersey Care NHS Trust.

Author: Gordon Tinline and Kim Crowe

Improving employee engagement and wellbeing in an NHS trust (2009)

This paper presents how Mersey Care NHS Trust worked with Robertson Cooper to design a programme to integrate management and leadership development with work to assess and improve levels of employee engagement and wellbeing. Robertson Cooper's validated employee survey ASSET was used to measure psychological wellbeing, engagement and productivity. The scales in the ASSET tool assess the main drivers of wellbeing that underpin employee engagement, these are: resources and communications, control and autonomy, work relationships, work life balance, work overload and pay and benefits. ASSET enabled the barriers and enablers of wellbeing to be identified and data was fed into the leadership development process. This paper concludes with the next steps for Mersey Care NHS Trust.

x
Author: Robertson Cooper, The Bank On Your People Partnership and Bank Workers Charity

Bank on your people. Wellbeing and productivity in the financial sector (2015)

Bank on your people. Wellbeing and productivity in the financial sector (2015)

This report presents findings into levels of psychological wellbeing across a number of UK banks during 2014. 1300 bank workers across three banks participated in the survey. 61.85% of the sample were female and 40.8% of the respondents had more than 10 years tenure at the bank. Robertson Cooper's ASSET tool was used to measure psychological wellbeing. This measure is based on  Robertson Cooper's 6 Essentials model which focuses on factors evidence shows influence psychological workplace wellbeing (resources and communication, control, balanced workload, job security and change, work relationships and job conditions). Non work elements (e.g. relationship, personal issues and daily hassles) have also been incorporated into this model.  The report presents the results including barriers and enablers of positive emotional experiences at work and conclusions and recommendations.

Author: Robertson Cooper, The Bank On Your People Partnership and Bank Workers Charity

Bank on your people. Wellbeing and productivity in the financial sector (2015)

This report presents findings into levels of psychological wellbeing across a number of UK banks during 2014. 1300 bank workers across three banks participated in the survey. 61.85% of the sample were female and 40.8% of the respondents had more than 10 years tenure at the bank. Robertson Cooper's ASSET tool was used to measure psychological wellbeing. This measure is based on  Robertson Cooper's 6 Essentials model which focuses on factors evidence shows influence psychological workplace wellbeing (resources and communication, control, balanced workload, job security and change, work relationships and job conditions). Non work elements (e.g. relationship, personal issues and daily hassles) have also been incorporated into this model.  The report presents the results including barriers and enablers of positive emotional experiences at work and conclusions and recommendations.

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