Mental health and well-being at work: A systematic review of literature and directions for future research

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-09-26 DOI:10.1016/j.hrmr.2023.100998

Afaf Khalid, Jawad Syed

引用次数: 0

Abstract

Despite an increasing interest in mental health at workplace in recent years, there is limited understanding of antecedents and consequences of employees' mental health and well-being. Drawing on a review of 341 studies, this paper identifies the antecedents and consequences of mental health and well-being of employed workforce at three interconnected levels, i.e., macro-, meso- and micro-levels, to develop a holistic understanding of the phenomenon. The antecedents at each level are classified as inhibitors or facilitators according to adverse or positive influence on mental well-being of employees. The findings guide future research by revealing and synthesizing the under-researched factors and outcomes of employees' mental health and well-being.

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工作中的心理健康与幸福感:文献综述及未来研究方向

尽管近年来人们对工作场所的心理健康越来越感兴趣，但对员工心理健康和福祉的前因后果的了解有限。基于对341项研究的回顾，本文在三个相互关联的层面，即宏观、中观和微观层面，确定了就业劳动力心理健康和福祉的前因和后果，以全面理解这一现象。每个层次的前因根据对员工心理健康的不利或积极影响分为抑制因素或促进因素。这些发现通过揭示和综合研究不足的员工心理健康和福祉的因素和结果来指导未来的研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.