The relationship between well-being practices and employee engagement and performance

• Autor(a) principal: Garcia, Carolina Braz
• Data de Publicação: 2022
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/27057
• topic: Subjective well-being; Work engagement; Individual performance; Organizational well-being practices; Bem-estar subjetivo; Compromisso dos colaboradores; Performance individual; Práticas de bem-estar organizacional

The increased attention around the topics regarding well-being and the consciousness of the need to have engaged employees that perform above the average, raised the need to organizations offer their employees well-being practices and programs. These practices aim to ensure not only the increase of their subjective well-being, but also their engagement with the organization and higher levels of performance. The present study sought to analyze the relationships between well-being practices offered by organizations and their employees’ subjective well-being, work engagement and individual performance, as well as whether well-being at work plays a mediating role in these relationships. To this end, an online questionnaire was applied. The resulting sample includes 186 participants, from different sectors and organizations in Portugal. The data were analyzed using the IBM SPSS Statistics software, and the research model was tested using Hayes' macro Process (2018). The results indicate that although several well-being practices are made available by the organizations, these practices are not widely used by the employees. Moreover, even though the number of well-being practices used by participants do not have a primary relationship with work engagement and individual performance, subjective well-being plays a mediating role between them. This study suggest that organizational well-being practices are relevant for employees’ attitudes and behaviors at work. It reinforces the evidence of a relationship between subjective well-being and work engagement and individual performance present in the literature and contributes to its advance by verifying the mediating role of well-being at work.