S.N o Title of Paper Author Research Objective Sample Research Method Major Findings Scope of Study

S.
N
o
1.
Title of paper
Author
Research objective
sample
Research Method
Major findings
Scope of study
Developing individual
and organisational worklife balance strategies to
improve employee
health and wellbeing
Connie Zheng
John Molineux
Soheila
Mirshekary
Simona
Scarparo
The purpose of this

paper is to explore
relevant WLB
factors contributing
to employee health
and wellbeing, and
to understand the
interactive effects of
individual WLB
strategies and
organisational WLB
policies/programme
s on improving
employee health and
wellbeing.
700
employees
Australia
Multiple
regression
analysis
qualitative
methods in
future studies
would be more
appropriate to
draw out
specific there
are several
other factors
related to WLB
2.
The impact of healthy

lifestyle interventions on
mental health and
wellbeing: a systematic
review
Hannah Dale
Linsay
Brassington
Kristel King
This paper aims to

examine the effect
of healthy lifestyle
interventions on
mental wellbeing.
The findings are that

employees exercising
their own WLB
strategies showed better
health conditions and
wellbeing that those
who do not; they were
also more capable of
achieving WLB. Several
control variables such as
age, working hours,
education level and
household incomes
were found to have
moderate effects on
employee health and
wellbeing.
Findings Two authors
reviewed 95 full papers.
In total, 29 papers met
inclusion criteria,
representing a range of
interventions spanning
physical activity, diet,
alcohol intake, drug use
and smoking. A range of
measures were used.
The majority (n 25)
of studies demonstrated
improvements on at
least one indicator of
mental health and
wellbeing.
Six databases
were searched A
broad focus on
lifestyle
interventions and
mental health and
wellbeing
outcomes was
chosen. Papers
were
systematically
extracted by title
then abstract
according to
predefined
inclusion and
exclusion criteria.
Inclusion criteria:
anyindividual
population (noncouple/family);
any health
behaviour change
interventions;
mental health and
wellbeing
outcomes; and a
one-two level of
evidence.
Interventions
aimed at workers
were excluded, as
were articles
assessing
cognitive
functioning rather
than mental health
or wellbeing, or
those using
medications in
interventions
research is
needed on the
effects of
lifestyle
interventions
targeting
smoking,
alcohol, drugs
and sexual
health on
mental health
and wellbeing
outcomes, given
that exercise
and diet
interventions
dominated in
interventions.
Further reviews
may also
benefit from
exploring a
broader range
of wellbeing
indicators,
including
loneliness,
isolation and
inclusion.
3.
Why do organisations
engage in HR
initiatives? A test case of
a health and wellbeing
intervention
Kay Greasley
Paul Edwards
Denise BakerMcClearn
Jeremy Dale
Purpose Many
studies look at the
effects of human
resource (HR)
initiatives. Yet very
few consider why
organisations adopt
them in the first
place. Health and
wellbeing
interventions offer a
critical case because
they offer apparent
benefits for all.
Assessing the
process of
engagement reveals
variations in
managerial
commitment, which
has implications for
studies of effects.
4.
Improving employee
engagement and
wellbeing in an NHS
trust
Gordon Tinline
and Kim Crowe
5.
The relationship between

emotional intelligence
and psychological
wellbeing
Abraham
Carmeli,
Meyrav
Yitzhak-Halevy
and Jacob
Weisberg
The purpose of this

paper is to present
how Mersey Care
NHS Trust
introduced a unique
integrated leadership
development and
employee wellbeing
programme from
UK business A
priority for the Trust
was to ensure that
staff felt involved
and supported
throughout the
restructure and felt
good about coming
to work and engaged
by their roles.
study aims to
examine the
relationship between
emotional
intelligence and four
aspects of
psychological
wellbeing (selfacceptance, life
satisfaction, somatic
complaints and selfesteem).
6.
What really improves
Virginia
The purpose of this
9
organisations
The methods
utilized included
structured
telephone
interviews,
qualitative
interviews and
observation.
Findings The
organisations underwent
a rigorous selection
procedure to ensure
their full commitment to
the study. On this basis
it is expected that the
participating
organisations would be
highly engaged. a
It used its
employee survey
ASSET to
measure the levels
of psychological
wellbeing,
engagement and
productivity of
employees in
Mersey Care NHS
Trust and assess
the impact of the
change.
Using the results,

individual employee
action plans were
designed to improve
wellbeing and
engagement, and inform
managers about how to
address staff priorities
and become more
effective leaders. Of the
senior managers and
clinicians who
completed the
evaluation, 83 percent
agreed that the content
of the development
centres met their
expectations.
300
employees of
5 different
organisation
To assess the
relationship
between
emotional
intelligence and
aspects of
psychological
wellbeing, four
separate
hierarchical
regression
analyses were
performed.
42 employees
Face to face
Findings The results

of four hierarchical
regression models
provide, in general,
support for the positive
association between
emotional intelligence
and psychological
wellbeing components
self-esteem, life
satisfaction, and selfacceptance. Only
marginal significant
support was found for
the negative relationship
between emotional
intelligence and somatic
complaints.
Findings Employers
organisations
were a highly
self-selected
group. Studies
of effects of
interventions
may thus be
systematically
biased. The
interventions
studies here
were also
shaped by how
they were put
into practice;
they were not
fixed things
whose effects
could be
understood
independently
of their
implementation.
The need for
broad
commitment,
top
management
leadership and
staff
engagement at
all levels
Culture
differences is
not included
there are other
alternatives like
family issues of
EI that should
also be
included.
It can be carried
employee health and

wellbeing
7.
Dickson-Swift
paper is to inform
policy on best
practice principles
and provide real life
examples of health
promotion in
regional Victorian
workplaces.
The paper
investigated the
perceptions that
employees, teamleaders and directors
have about the
relationships
between
innovativeness and
well-being.
interview and
qualitative data
were thematically
coded.
14 person
from labour
and
knowledge
intensive org
in public
sector
The theoretical
model of Huhtala
and Parzefall
(2007) was
applied to analyse
perceptions about
links between
well-being and
innovativeness.
and senior management

had a greater focus on
occupational health and
safety than employees,
who felt that
mental/emotional health
and happiness were the
areas most benefited by
a health promoting
workplace. An
organisational culture
which supported the
psychosocial needs of
the employees emerged
as a significant factor in
employees overall
wellbeing. Respectful
personal relationships,
flexible work,
supportive management
and good
communication were
some of the key factors
identified as creating a
health promoting
working environment.
It indicated that all
eight possible links
between well-being and
innovativeness were
perceived as plausible.
The most common
views were that high
innovativeness connects
to high well-being and
vice versa. Additionally,
low well-being was seen
to decrease
innovativeness. All
organisational levels of
knowledge- and labourintensive organisations
shared these views.
More specifically, the
interviewees shared the
view that participating
in innovation activities
gives the employee
opportunities to
influence ones work,
which in turn leads to
well-being. Another
commonly
in india
Paper covers
the
innovativeness
and ignores
individual and
org variables.

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S.

The purpose of this

The impact of healthy

This paper aims to

The findings are that

The relationship between

The purpose of this

What really improves

The purpose of this

Using the results,

Findings The results

employee health and

and senior management

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