Workplace transformations, health and wellbeing
We are interested in exploring:
- How new forms of work such as digital platform work and remote working influence employees’ health and wellbeing?
- How organisational responses to market competitive pressures impact sustainability?
- How organisations can create the environment to support productive, happy and fulfilling working lives?
This report presents the CIPD Good Work Index, the CIPD’s annual benchmark of good work or job quality in the UK.
This paper seeks to understand how unclear demands from followers during COVID-19 can affect leaders' wellbeing and use the defeat-entrapment theory to guide our theorizing and empirical examination.
Grounded in the emergent interest in sustainable management of human resources and drawing on self-determination theory, this study addresses two interrelated questions.
The purpose of this project is to improve the wellbeing of NHS staff with a specific focus on one of the nine protected characteristics (Equality Act 2010).
One issue in promoting a ‘good work recovery’, as this approach may be termed, is pinning down what exactly is ‘good work’. In our book Mapping Good Work, we set out to discover the answer and establish where ‘good work’ is most likely to be found across the occupational structure.
To understand the connection between newcomers’ proactivity and mentors’ mentoring behaviour for newcomer adjustment, we specifically focus on newcomers’ relationship building behaviours and mentors’ information sharing behaviours.
Dr Xu and colleagues conducted a systematic synthesis of multi-disciplinary literature and in depth interviews with working mothers in the tourism and hospitality industry.
We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace.
This study re-examines the issue that unemployment has enduring negative effects on individuals’ subjective well-being by using fixed effect models to track life satisfaction trajectories of those who followed different pathways out of unemployment.