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Article

Trajectories of Well-Being in Later Life  

Nardi Steverink

Well-being is a core concept for both individuals, groups and societies. Greater understanding of trajectories of well-being in later life may contribute to the achievement and maintenance of well-being for as many as possible. This article reviews two main approaches to well-being: hedonic and eudaimonic well-being, and shows that it is not chronological age per se, but various factors related to age that underlie trajectories of well-being at older ages. Next to the role of genes, heritability and personality traits, well-being is determined to a substantial extent by external circumstances and resources (e.g., health and social relationships), and to malleable individual behaviors and beliefs (e.g., self-regulatory ability and control beliefs). Although many determinants have been identified, it remains difficult to decide which of them are most important. Moreover, the role of some determinants varies for different indicators of well-being, such as positive affect and life satisfaction. Several prominent goal- and need-based models of well-being in later life are discussed, which explicate mechanisms underlying trajectories of well-being at older ages. These are the model of Selection, Optimization, and Compensation, the Motivational Theory of Lifespan Development, Socio-emotional Selectivity Theory, Ryff’s model of Psychological Well-Being, Self-Determination Theory, and Self-Management of Well-being theory. Also, interventions based on these models are reviewed, although not all of them address older adults. It is concluded that the literature on well-being in later life is enormous, and, together with various conceptual models, offers many important insights. Still, the field would benefit from more theoretical integration, and from more attention to the development and testing of theory-based interventions. This remains a challenge for the science of well-being in later life, and could be an important contribution to the well-being of a still growing proportion of the population.

Article

Cultural Well-Being in Classroom Communities in Australia  

Sherridan Emery

Well-being is an increasingly important topic of schooling policy and research internationally. While the concept of well-being is understood in various ways, little attention has been given to its cultural aspects. The convergence between culture, well-being, and learning is being realized, and the concept of cultural well-being presents new insights relevant to ongoing school reform efforts. Cultural well-being is a nascent concept in education considered to relate to students’ sense of connection to school, people, places, and cultures. A typology of cultural well-being produced from an Australian study of teachers’ perceptions depicts three prominent interpretations of culture: (a) school culture, (b) processes of recognition, and (c) cultural participation and production. The typology of cultural well-being enables the interrogation of complex power relations, revealing some of the ways that schools continue to reproduce social and cultural inequalities. The application of a typology of cultural well-being illustrates the interplay between school culture, recognition, and cultural participation and can support international initiatives to reform schooling with a greater emphasis on the well-being of all students, potentially addressing and reducing inequalities.

Article

Forgiveness Communication and Health  

Douglas L. Kelley, Bianca M. Wolf, and Shelby E. Broberg

Research on forgiveness and its health-related effects has steadily increased since the late 20th century. Most of the forgiveness-health literature demonstrates that forgiveness indirectly influences health through a variety of psychosocial affective factors. Common distinctions in this research are reflected in studies focused on reduction of negative affect and, thus, negative health effects, and studies focused on preventative and health-promoting implications of forgiveness (e.g., increased positive affect). While a lack of clarity exists regarding health implications stemming from reductions in unforgiveness (as distinct from increases in forgiving responses), current research supports the notion that forgiveness, as opposed to unforgiveness, affects psychological, physical, and relational health in overridingly beneficial ways. More specifically, forgiveness, and/or the moderation of unforgiveness, is associated with the exhibition of positive affect (e.g., sympathy, empathy, and optimism), improved self-esteem, higher life satisfaction, and better mental health ratings. Physical health effects of forgiveness include enhanced bioregulation in response to transgression stressors, as well as better self-rated health status and the exhibition of positive health behaviors. Limitations in the current literature most commonly relate to disparate definitional, methodological, and interpretative issues typical of transdisciplinary forgiveness and health research. Current trends and future directions for forgiveness-health research include consideration of additional variables thought to be associated with forgiveness processes, including religiosity, empathy, and social support. Additionally, research that focuses on communicative and relational aspects of health and well-being is warranted. Suggestions for research opportunities in forgiveness-health research framed by a communicative lens are offered.

Article

Relaxation and Recovery in Sport and Performance  

Maximilian Pelka and Michael Kellmann

The sport and performance environment is highly demanding for its actors. Therefore, recovery from work and sports requires special attention. Without adequate recovery, optimal performance is not attainable. It depends, however, on the individual what adequate recovery actually is. An extremely demanding event for someone may not be as demanding for someone else. Every individual perceives his or her environment differently and therefore has to choose his or her response or prevention strategy accordingly. Monitoring one’s recovery-stress states might be a promising starting point to establish individual baselines and further regulate training or work intensities. Relaxation in terms of implementing systematic relaxation techniques seems to be an adequate approach. These techniques can be divided into muscle-to-mind and mind-to-muscle techniques focusing either on the training of one’s sensitivity to muscle tension or on the cognitive processes involved in relaxation. Whether the recovery process is finally successful depends on if the chosen methods fit the purpose of recovery (i.e., response to cognitive or physical demands), the setting/circumstance (i.e., time and place), and how comfortable one feels with the specific recovery strategy.

Article

Burnout in Sport and Performance  

Robert C. Eklund and J.D. Defreese

Athlete burnout is a cognitive-affective syndrome characterized by perceptions of emotional and physical exhaustion, reduced accomplishment, and devaluation of sport. A variety of theoretical conceptualizations are utilized to understand athlete burnout, including stress-based models, theories of identity, control and commitment, and motivational models. Extant research has highlighted myriad antecedents of athlete burnout including higher levels of psychological stress and amotivation and lower levels of social support and psychological need (i.e., autonomy, competence, relatedness) satisfaction. Continued longitudinal research efforts are necessary to confirm the directionality and magnitude of these associations. Moreover, theoretically focused intervention strategies may provide opportunities for prevention and treatment of burnout symptoms via athlete-focused stress-management and cognitive reframing approaches as well as environment-focused strategies targeting training loads and enhancement of athlete psychological need satisfaction. Moving forward, efforts to integrate research and practice to improve burnout recognition, prevention, and intervention in athlete populations likely necessitate collaboration among researchers and clinicians.

Article

Financial Social Work  

Margaret S. Sherraden and Jin Huang

There is increasing interest in financial social work as a way to tackle the challenges that economic inequality and financialization pose for financially vulnerable households. Financial social work has deep historical roots and a potentially broad scope for the social work discipline. Two basic concepts underlie financial social work: financial capability and financial well-being. The financial capability framework is the underlying theory. It links structural and clinical practices of financial social work to the growing body of research on financial capability and asset building. Practice content and strategies of financial social work are mapped in detail in three examples: Child development, intimate partner violence, and problem gambling. An overview of the current status of financial social work in social work education and possible future directions concludes the discussion.

Article

Social Impact Assessment  

Jon Kei Matsuoka and Paula T. Morelli

A social impact assessment (SIA) is the process of analyzing (predicting, evaluating, and reflecting) and managing the intended and unintended consequences on the human environment of planned interventions (policies, programs, plans, projects) and any social change processes brought into play by those interventions so as to bring about a more sustainable and equitable biophysical and human environment. This subfield of impact assessment attempts to identify future consequences of a current or proposed action related to individuals, organizations, and social macro-systems. SIA is policy-oriented social research often referred to as ex ante evaluation, which involves pre-testing actions/interventions, or analyzing consequences.

Article

Well-Being and the Preparation of Teachers  

Josep Gustems-Carnicer and Caterina Calderon

Modern society has achieved levels of well-being linked to economic prosperity, better and more extended education, and greater life expectancy. For individuals, improvements in well-being impact positively on friendships and other social relationships, marriage, and work satisfaction. There is no doubt that the future of society depends in great measure on the teachers who work with future citizens. Unfortunately, too many teachers in developed countries suffer from chronic, work-related stress, which negatively affects their health, life satisfaction, vocation, and professional stability in the education system. Ensuring the well-being of teachers is essential to ensure that future generations of citizens receive the best help in their intellectual, emotional, and interpersonal growth. For teachers, certain personality traits can mitigate the effects of stress. Mindfulness and coping strategies can also help to minimize the negative effects of stress, but the most effective way to help student teachers deal with stress is to include specific programs throughout teacher education courses in universities. Starting university is traditionally considered to be a period characterized by many changes that can cause stress among students, such as separation from one’s family, entering the job market, negotiating the student workload, changing address, and attempting to make new friendships. In teacher education, universities are in a position both to improve their students’ lives and to give them information about how to negotiate future professional difficulties. Teacher education programs must maintain constant interest in enhancing the academic performance of the students, and their affective conditions must enrich the exercise and development of students’ virtues and strengths, at the same time as students are offered tools for their working future. The actions promoted to help students develop these virtues and strengths should be accompanied by an effective tutorial action plan, a psychological health service for students, activities to help students acquire self-awareness of character strengths, a mentoring plan, tutoring among students, teamwork, programs to develop coping strategies, the organization of educational material, discipline, full class control, programs to optimize students’ time management, guidance on negotiating the increasing levels of bureaucracy in education, creative exercises to compensate for the lack of resources, collective exercise (sports), artistic activities, programs of mindfulness, religious practice, and volunteer work. Education students need to have a university experience that provides them with numerous opportunities to develop values, competences, attitudes, knowledge, beliefs, an identity, and coping strategies that will help them to be better professionals, more conscientious citizens, and happier individuals.

Article

Well-being at Work  

Malgorzata Kozusznik, Aida Soriano, and José M. Peiró

Well-being at work refers to employees’ experience of feeling good and having a sense of fulfillment and purpose. It can be conceptualized from two distinct perspectives grounded in different philosophical traditions: the hedonic view of pleasure, in terms of people’s positive evaluations of their lives, includes positive emotions, satisfaction, and the experience of positive affect, and the eudaimonic view of well-being has to do with personal growth and the sense of meaning. Thus, well-being can be understood as having both pleasurable and meaningful components. Different theoretical frameworks help us to understand the nature of well-being. The most prominent ones are the happy-productive worker thesis, broaden-and-build theory, adaptation-level theory, affective events theory, the collective well-being approach, and self-determination theory. Well-being at work is influenced by several work experiences and working conditions and, in turn, has an effect on the employee’s behavior at work. Finally, well-being can be improved and sustained through initiatives that cover a wide range of fields (physical vs. psychosocial), approaches (prevention vs. promotion), and foci (organizational vs. individual).

Article

Physical Activity, Physical Fitness, and Quality of Life  

Brian C. Focht and Ciaran M. Fairman

Health-related quality of life (HRQL) is a multidimensional subcomponent of quality of life involving subjective appraisal of various dimensions of one’s life that can be affected by health or health-related interventions. There is considerable evidence demonstrating that exercise consistently results in meaningful improvements in an array of HRQL outcomes. Advances in the conceptualization of HRQL and recent evidence identifying select moderators and mediators of the effects of upon HRQL outcomes have important implications for the design and delivery of exercise interventions. Taken collectively, contemporary findings support the utility of adopting a hierarchical, bottom-up approach to the investigation of the effects of exercise upon HRQL.

Article

Organizational Wellness  

Erlene Grise-Owens, J. Jay Miller, and Larry W. Owens

The profession of social work increasingly experiences the damaging impact of professional burnout, staff turnover, and compromised services. Organizational wellness involves planful efforts to address these concerns and promote employee well-being. A rationale for organizational wellness is articulated, including its value for social work. The evolving paradigm of a holistic, systemic approach to organizational wellness is then discussed. Next, how social work is ideally situated to lead organizational wellness efforts is detailed as an arena of macro practice and as providing a framework for designing and developing an organizational wellness culture. Using social work competencies, social workers can use this framework to provide leadership in conceptualizing, planning, implementing, evaluating, and sustaining organizational wellness. Further critical considerations underscore how this leadership promotes the profession’s mission, supports the profession’s viability, and establishes a vital arena for ongoing macro practice.

Article

Well-Being and Mental Wellness  

Gerard Bodeker, Sergio Pecorelli, Lawrence Choy, Ranieri Guerra, and Kishan Kariippanon

The scientific landscape of wellbeing and mental wellness has developed significantly through interdisciplinary cross-pollination by researchers in molecular genetics, neuroscience, sociology, economics, including traditional and complementary medicine. The public health challenge lies in using this diverse body of scientific evidence to reframe wellbeing and mental wellness within a 21st-century global public health framework that incorporates evidence-based modalities alongside Western biomedical practice. Evidence on modalities, case studies, policy examples, and emerging directions in societal objectives in wellbeing and mental wellness are discussed in the context of a way forward that focuses on individual self-care, development of resilience, lifespan pathways for wellbeing, and a different economic calculus in framing public health priorities and policies.

Article

Well-Being Economics  

Paul Dalziel and Trudi Cameron

A strong social gradient in the experience of health means that a person’s health tends to reflect social position. There is strong evidence that average health outcomes in a country tend to be poorer when income inequality is greater. Consequently, public health policy is influenced by a country’s economic situation. Adopting principles in the Helsinki Statement on Health in All Policies, this means governments should pay attention to the public health implications of its economic policies, moving beyond simple analyses of how policy might support growth in gross domestic product. Since 2009, a global movement has aimed to shift the emphasis of economic policy evaluation from measuring economic production to measuring people’s well-being. This approach is known as well-being economics. Many countries have engaged with citizens to create their own national well-being framework of statistical indicators. Some countries have passed legislation or designed new institutions to focus specific policy areas on promoting the well-being of current and future generations. A small number of countries are attempting to embed well-being in their core economic policies. Further policy work and research are required for the vision of a well-being economy to be realized.

Article

Media and Emotion  

Robin L. Nabi

Emotion has been incorporated into media effects research in multiple ways, which can be broadly summarized as considering emotion as a predictor of media selection, an outcome of media exposure, and a mediator of other psychological and behavioral outcomes resulting from media exposure. Specifically, evidence suggests that the desire for particular feeling states influences the media that people choose to consume. Much research also considers the feeling states resulting from exposure, including fright reactions and enjoyment. Finally, there are well-established lines of inquiry into how emotional responses to media influence the processing of those messages in terms of attention, processing depth, and cognitive and behavioral outcomes. More contemporary research is extending these research programs, examining how emotional media messages are socially shared with others as well as the positive emotional effects that may emerge in response to media exposure.

Article

Digital Communication Effects on Loneliness and Life Satisfaction  

Philipp K. Masur

The question of whether and how digital media use and digital communication affect people’s and particularly adolescents’ well-being has been investigated for several decades. Many studies have analyzed how different forms of digital communication influence loneliness and life satisfaction, two comparatively stable cognitive indicators of subjective well-being. Despite this large body of empirical work, the findings remain ambivalent, with studies resulting in positive, negative, or nonsignificant effects. Several meta-analyses suggest that the overall effect of digital communication on life satisfaction is probably too small to suggest a detrimental effect. The net effect of digital communication on loneliness, by contrast, is positive, but likewise small. Yet the studies on which these meta-analyses are based suffer from several limitations. They often adopt a limited perspective on the phenomenon of interest as a disproportionate amount of work focuses on interpersonal differences instead of intra-individual, contextual, and situational effects, as well as their interactions. Furthermore, studies are often based on cross-sectional data, use unvalidated and imprecise measurements, and differ greatly in how they conceptualize digital communication. The diversity in studied applications and forms of digital communication also suggests that effects are most likely bidirectional. Passive digital communication (e.g., browsing and lurking) is more likely to result in negative effects on well-being. Active and purposeful digital communication (e.g., posting, liking, conversating), by contrast, is more likely to result in positive effects. Future research should therefore investigate how the various levels of digital communication (including differences in devices, applications, features, interactions, and messages) interact in shaping individuals’ well-being. Instead of expecting long-term effects on comparatively stable cognitive indicators such as life satisfaction, scholars should rather study and identify the spatial and temporal boundaries of digital communication effects on the more fluctuating affective components of well-being.

Article

Organizational Happiness  

Howard Harris

Organizational happiness is an intuitively attractive idea, notwithstanding the difficulty of defining happiness. A preference for unhappiness rather than happiness in an organization would be out of tune with community expectations in most societies, as would an organization that promoted unhappiness. Some argue that organizational happiness is a misconception, that happiness is a personality trait and organizations cannot have personality. Others suggest that organizational happiness is derived from, or at least dependent on, the happiness of the individuals in the organization. A third approach involves virtue ethics, linking organizational happiness to virtuous organizations. Some discussion of the nature of happiness is needed before consideration of these three approaches to the concept of organizational happiness. If one leaves aside the notion of happiness as a psychological state, there remain three main views as to the nature of happiness: one based on a hedonistic view, which grounds happiness in pleasure, one based on the extent to which desire is satisfied, and one where happiness is linked to a life of virtuous activity and the fulfillment of human potential. Some would see no distinction between all three senses of happiness and what is called well-being. Whether or not organizations can experience happiness is to some extent determined by whether happiness is considered subjective well-being, fulfilled desire, or virtue and to some extent by one’s view of the moral nature of corporations. There are dangers in the unfettered pursuit of happiness. Empirical research is impacted by questions of definition, by changes over time for both individuals and society, and by the difficulty that arises from reliance on self-reported data. Recent decades have seen the publication of quantitative assessments of organizational happiness, despite the difficulty of constructing scales and manipulating data, and the problems of effectively taking into account cultural, organizational, and individual differences in concepts of happiness. Potential research questions fall into two groups, those that seek a better understanding of what happiness is and those that seek to collect data about happiness in pursuit of answers to questions about the benefits of happiness.

Article

Work-Family Conflict and Work-Life Conflict  

Ellen Ernst Kossek and Kyung-Hee Lee

Work-family and work-life conflict are forms of inter-role conflict that occur when the energy, time, or behavioral demands of the work role conflicts with family or personal life roles. Work-family conflict is a specific form of work-life conflict. Work-family conflict is of growing importance in society as it has important consequences for work, non-work, and personal outcomes such as productivity, turnover, family well-being, health, and stress. Work-family conflict relates to critical employment, family, and personal life outcomes. These include work outcomes (e.g., job satisfaction, organizational commitment, and turnover), family outcomes (e.g., marital satisfaction and family satisfaction), and personal outcomes related to physical health (e.g., physical symptoms, eating and exercise behaviors), and psychological health (e.g., stress and depressive symptoms, life satisfaction). Many different theoretical perspectives are used to understand work-life conflict: starting with role theory, and more recently conservation of resources, job demands and resources, and life course theories. Many methodological challenges are holding back the advancement of work-family conflict research. These include (1) construct overlap between work-family conflict and work-life conflict, and work-life balance measures; (2) measurement issues related to directionality and operationalization; and (3) a lack of longitudinal and multilevel studies. Future research should include studies to (1) advance construct development on linkages between different forms of work-family and work-life conflict; (2) improve methodological modeling to better delineate work-family conflict mechanisms; (3) foster increased variation in samples; (4) develop resiliency interventions that fit specific occupational contextual demands; (5) increase integration and sophistication of theoretical approaches; and (6) update work-family studies to take into account the influence of the growing prevalence of technology that is transforming work-family relationships.

Article

Work and Family  

MacKenna L. Perry and Leslie B. Hammer

Study of the intersection of work with nonwork components of individuals’ lives has most often focused on roles within nuclear and extended families but is increasingly focused on nonwork domains beyond family, such as roles within friendships, communities, leisure activities, and the self. In line with the focus of most existing literature on the family-specific domain within nonwork lives, the nonwork domain will generally be referred to here as “family.” One popular conceptualization of linking mechanisms between work and family differentiates between work-family conflict or stress, which occurs when a work role and a nonwork role are not fully compatible and results in some type of physical or psychological strain. Alternatively, work-family enrichment occurs when participation in one role benefits life in the other role. Concepts similar to work-family enrichment include work-family positive spillover and work-family facilitation; all emphasize the ways in which one role can positively impact another role. Additionally, the popular concept of work-family balance highlights either a state of low conflict and high enrichment or the presence of effectiveness and satisfaction in both roles. Broadly speaking, the links between work and family are bi-directional, such that the work domain can influence the family domain, the family domain can influence the work domain, and both can occur simultaneously. Work-family conflict and enrichment have been tied to important employee outcomes, including work (e.g., absenteeism), family (e.g., family satisfaction), and domain-unspecific outcomes (e.g., physical and psychological health), as well as to organizational outcomes (e.g., market performance). Working conditions contributing to work-family conflict and enrichment are frequently characteristic of lower wage jobs, such as low levels of control over work, high work demands, low levels of supervisor support, shift work, and temporary work that can lead to unpredictable schedules, high degrees of job insecurity, and increased health and safety hazards. Researchers are presented with unique challenges as the workplace continues to change, with more dual-earner couples, an increasingly aging workforce, and surges of technology that facilitates flexible work arrangements (e.g., telecommuting). Nonetheless, researchers and organizations work to explore relationships between work and family roles, develop policies related to work and family (i.e., national, state or local, and organizational), and build evidence-based interventions to improve organizations’ abilities to meet employees’ needs.

Article

A History of the Concepts of Harmony in Chinese Culture  

Louise Sundararajan

This historical overview of the concepts of harmony in Chinese culture situates the topic in the ecological context of a strong-ties society that fosters a type of rationality that privileges symmetry over asymmetry. Analysis of the discourse of harmony focuses on the texts of two native schools of thought—Confucianism and Taoism—and briefly mentions Buddhism (a religion imported from India). The modern history of harmony has just begun but is already portentous. The turbulent course of China’s rapid modernization suggests the possibility that as China transitions from a strong-ties society to the weak-ties global market, harmony may be encountering, for the first time, contradictions that defy harmonization. Whatever the future holds for the Chinese legacy of harmony, its contribution to the happiness and well-being of the individuals in their intimate relationship with self and others is likely to remain unchallenged.

Article

Job and Work Design  

Anja Van den Broeck and Sharon K. Parker

Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Karasek, Warr’s vitamin model, and the job demands resources model of Bakker and Demerouti. The models make it clear that a variety of job characteristics make up the quality of job design that benefits employees and employers alike. Job design is crucial for a whole range of outcomes, including (a) employee health and well-being, (b) attitudes like job satisfaction and commitment, (c) employee cognitions and learning, and (d) behaviors like productivity, absenteeism, proactivity, and innovation. Employee personal characteristics play an important role in job design. They influence how employees themselves perceive and seek out particular job characteristics, help in understanding how job design exerts its influence, and have the potential to change the impact of job design.