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From Wasteland to Bloom: Exploring the Organizational Profiles of Occupational Health and Well-Being Strategies and Their Effects on Employees’ Health and Well-Being

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  • Marie-Ève Beauchamp Legault

    (Human Resources Management Department, HEC Montréal, 3000 Côte-Sainte-Catherine, Montréal, QC H3T 2A7, Canada)

  • Denis Chênevert

    (Human Resources Management Department, HEC Montréal, 3000 Côte-Sainte-Catherine, Montréal, QC H3T 2A7, Canada)

Abstract

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.

Suggested Citation

  • Marie-Ève Beauchamp Legault & Denis Chênevert, 2024. "From Wasteland to Bloom: Exploring the Organizational Profiles of Occupational Health and Well-Being Strategies and Their Effects on Employees’ Health and Well-Being," IJERPH, MDPI, vol. 21(8), pages 1-14, July.
    • Handle: RePEc:gam:jijerp:v:21:y:2024:i:8:p:1008-:d:1446723
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    References listed on IDEAS

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    1. Gabriele Giorgi & Luigi Isaia Lecca & Federico Alessio & Georgia Libera Finstad & Giorgia Bondanini & Lucrezia Ginevra Lulli & Giulio Arcangeli & Nicola Mucci, 2020. "COVID-19-Related Mental Health Effects in the Workplace: A Narrative Review," IJERPH, MDPI, vol. 17(21), pages 1-22, October.
    2. Timothy Gubler & Ian Larkin & Lamar Pierce, 2018. "Doing Well by Making Well: The Impact of Corporate Wellness Programs on Employee Productivity," Management Science, INFORMS, vol. 64(11), pages 4967-4987, November.
    3. Peter Boxall & Mike Steeneveld, 1999. "Human Resource Strategy and Competitive Advantage: A Longitudinal Study of Engineering Consultancies," Journal of Management Studies, Wiley Blackwell, vol. 36(4), pages 443-463, July.
    4. Damon Jones & David Molitor & Julian Reif, 2019. "What do Workplace Wellness Programs do? Evidence from the Illinois Workplace Wellness Study," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 134(4), pages 1747-1791.
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