서브메뉴
검색
Promoting Well-Being Amid a Global Pandemic: Evaluating the Impact on Nonprofit Employees- [electronic resource]
Promoting Well-Being Amid a Global Pandemic: Evaluating the Impact on Nonprofit Employees- [electronic resource]
상세정보
- 자료유형
- 학위논문파일 국외
- 최종처리일시
- 20240214101925
- ISBN
- 9798381089950
- DDC
- 370
- 서명/저자
- Promoting Well-Being Amid a Global Pandemic: Evaluating the Impact on Nonprofit Employees - [electronic resource]
- 발행사항
- [S.l.]: : University of Southern California., 2023
- 발행사항
- Ann Arbor : : ProQuest Dissertations & Theses,, 2023
- 형태사항
- 1 online resource(109 p.)
- 주기사항
- Source: Dissertations Abstracts International, Volume: 85-06, Section: A.
- 주기사항
- Advisor: Hirabayashi, Kimberly.
- 학위논문주기
- Thesis (Ed.D.)--University of Southern California, 2023.
- 사용제한주기
- This item must not be sold to any third party vendors.
- 초록/해제
- 요약The global pandemic has undoubtedly introduced unprecedented challenges to employee well-being, making it essential to understand the factors that contribute to successful well-being programs. Guided by Clark and Estes's (2008) modified gap analysis framework, this study utilized a quantitative, survey design to explore: (1) the availability of mental health resources and support, adherence to well-being policies, and frequency and triggers of workplace stress, (2) the influence of demographic variables on perceptions of organizational culture and well-being, and (3) the relationship between organizational culture and employee well-being.After collecting primary data using a survey questionnaire, 150 completed responses were retained after data cleansing. Findings revealed that most respondents agreed that their organization prioritized employee well-being (63%) and set clear expectations for utilizing available resources (60%). However, 19% disagreed with these statements, indicating room for improvement in some organizations. Additionally, only 56% believed employee well-being was fully embedded in the organizational culture, indicating a need for further integration of these values. Stress management training was provided through workshops (26%), while mental health days were the most common well-being support resource (38%). However, a significant proportion of employees lacked access to these resources, highlighting the need for comprehensive support mechanisms in nonprofit organizations.The frequency of workplace stress was reported, with the majority experiencing stress sometimes (44%), usually (39%), or always (17%). The most common stress trigger was a heavy workload or excessive responsibility (77%), followed by lack of decision-making power, unclear expectations, and poor management. The study examined stress manifestations in personal lives, with anxiety being the most common (82%), followed by blowing up with family or friends (33%) and depression (35%). This highlights the broader impact of workplace stress beyond the job itself and underscores the importance of addressing workplace stress in nonprofit organizations.Demographic variables significantly influenced perceptions of organizational culture and well-being. Females, the 25-34 age group, and the Hispanic ethnicity had more positive perceptions of organizational culture. Females and those earning $50,001 to $75,000 had more positive perceptions of well-being. A weak positive relationship was found between organizational culture and employee well-being (correlation coefficient = 0.256), indicating that as perceptions of organizational culture improved, there was a slight increase in employee wellbeing. The relationship was statistically significant, emphasizing the importance of fostering a supportive organizational culture to promote employee well-being.Overall, the findings of this study suggest that there is a need for increased attention to employee well-being in nonprofit organizations. The findings highlight the need for improved support mechanisms, stress management training, addressing workload and job demands, and fostering a culture that prioritizes well-being and organizational culture to enhance employee well-being in nonprofit organizations, particularly during a global pandemic. Addressing workplace stress and fostering a healthy work environment are crucial for ensuring a resilient and productive workforce. By taking these steps, nonprofit organizations can help to improve the mental health and well-being of their employees, which can lead to several benefits, including increased job satisfaction, productivity, and turnover intention.
- 일반주제명
- Education.
- 키워드
- Pandemic
- 키워드
- Training
- 키워드
- Global pandemic
- 기타저자
- University of Southern California Education
- 기본자료저록
- Dissertations Abstracts International. 85-06A.
- 기본자료저록
- Dissertation Abstract International
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
008240612s2023 us |||||||||||||||c||eng d■001000016935377
■00520240214101925
■006m o d
■007cr#unu||||||||
■020 ▼a9798381089950
■035 ▼a(MiAaPQ)AAI30694468
■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a370
■1001 ▼aAndrade, Janice Lumen.
■24510▼aPromoting Well-Being Amid a Global Pandemic: Evaluating the Impact on Nonprofit Employees▼h[electronic resource]
■260 ▼a[S.l.]:▼bUniversity of Southern California. ▼c2023
■260 1▼aAnn Arbor :▼bProQuest Dissertations & Theses, ▼c2023
■300 ▼a1 online resource(109 p.)
■500 ▼aSource: Dissertations Abstracts International, Volume: 85-06, Section: A.
■500 ▼aAdvisor: Hirabayashi, Kimberly.
■5021 ▼aThesis (Ed.D.)--University of Southern California, 2023.
■506 ▼aThis item must not be sold to any third party vendors.
■520 ▼aThe global pandemic has undoubtedly introduced unprecedented challenges to employee well-being, making it essential to understand the factors that contribute to successful well-being programs. Guided by Clark and Estes's (2008) modified gap analysis framework, this study utilized a quantitative, survey design to explore: (1) the availability of mental health resources and support, adherence to well-being policies, and frequency and triggers of workplace stress, (2) the influence of demographic variables on perceptions of organizational culture and well-being, and (3) the relationship between organizational culture and employee well-being.After collecting primary data using a survey questionnaire, 150 completed responses were retained after data cleansing. Findings revealed that most respondents agreed that their organization prioritized employee well-being (63%) and set clear expectations for utilizing available resources (60%). However, 19% disagreed with these statements, indicating room for improvement in some organizations. Additionally, only 56% believed employee well-being was fully embedded in the organizational culture, indicating a need for further integration of these values. Stress management training was provided through workshops (26%), while mental health days were the most common well-being support resource (38%). However, a significant proportion of employees lacked access to these resources, highlighting the need for comprehensive support mechanisms in nonprofit organizations.The frequency of workplace stress was reported, with the majority experiencing stress sometimes (44%), usually (39%), or always (17%). The most common stress trigger was a heavy workload or excessive responsibility (77%), followed by lack of decision-making power, unclear expectations, and poor management. The study examined stress manifestations in personal lives, with anxiety being the most common (82%), followed by blowing up with family or friends (33%) and depression (35%). This highlights the broader impact of workplace stress beyond the job itself and underscores the importance of addressing workplace stress in nonprofit organizations.Demographic variables significantly influenced perceptions of organizational culture and well-being. Females, the 25-34 age group, and the Hispanic ethnicity had more positive perceptions of organizational culture. Females and those earning $50,001 to $75,000 had more positive perceptions of well-being. A weak positive relationship was found between organizational culture and employee well-being (correlation coefficient = 0.256), indicating that as perceptions of organizational culture improved, there was a slight increase in employee wellbeing. The relationship was statistically significant, emphasizing the importance of fostering a supportive organizational culture to promote employee well-being.Overall, the findings of this study suggest that there is a need for increased attention to employee well-being in nonprofit organizations. The findings highlight the need for improved support mechanisms, stress management training, addressing workload and job demands, and fostering a culture that prioritizes well-being and organizational culture to enhance employee well-being in nonprofit organizations, particularly during a global pandemic. Addressing workplace stress and fostering a healthy work environment are crucial for ensuring a resilient and productive workforce. By taking these steps, nonprofit organizations can help to improve the mental health and well-being of their employees, which can lead to several benefits, including increased job satisfaction, productivity, and turnover intention.
■590 ▼aSchool code: 0208.
■650 4▼aEducation.
■653 ▼aEmployee well-being
■653 ▼aNonprofit employee
■653 ▼aOrganizational culture
■653 ▼aPandemic
■653 ▼aTraining
■653 ▼aGlobal pandemic
■690 ▼a0515
■690 ▼a0454
■690 ▼a0703
■71020▼aUniversity of Southern California▼bEducation.
■7730 ▼tDissertations Abstracts International▼g85-06A.
■773 ▼tDissertation Abstract International
■790 ▼a0208
■791 ▼aEd.D.
■792 ▼a2023
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T16935377▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
■980 ▼a202402▼f2024
