Citation

Jayasingam, S., Omar, S., Mustamil, N.M., Hashim, R.C. and Bakar, R.A. (2020), "Index", Supporting and Sustaining Well-Being in the Workplace: Insights from a Developing Economy, Emerald Publishing Limited, Leeds, pp. 213-219. https://doi.org/10.1108/978-1-83982-692-420201009

Publisher

:

Emerald Publishing Limited

Copyright © 2020 Emerald Publishing Limited

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INDEX

Index

Age group discrimination

, 28

Agreeableness

, 180

Amplified consciousness

, 123

Anhedonia

, 20

Anxiety

, 20, 128

Appreciation function

, 170

Automaticity

, 122

Big Five Personality model

, 179–180

Body mass index (BMI)

, 127

Bravery

, 155, 163

British Teleco Group (BT Group)

, 46

Buffering function

, 170

Character

, 149–150

accepting hero in others and developing them

, 166–168

definition

, 159–162

finding Hero in self

, 162–166

good

, 146–147

Heroes and coping

, 169–170

strengths

, 146, 148–159

virtues

, 150–159

Chief Executive Officer (CEO)

, 47

Citizenship

, 133, 157

Cognitive abilities

, 19

Collective mindfulness

, 118–120

Communication

, 91–92

Competitiveness

, 110

Conscientiousness

, 180–181

Conservation of resources theory (COR theory)

, 4–7, 32, 76, 81, 134, 149, 177–178, 185

Contemporary work environment

, 176

Coping mechanism

, 184

Courage

, 155–156, 163

Creativity

, 154

Cross-cultural management

, 148

Curiosity

, 154, 163

Deciphering mindfulness

, 120

amplified consciousness and regulation of physiological systems

, 123

decreased automaticity

, 122–123

disengage self from experiences

, 121–122

secondary processes

, 123–125

Decision-maker

, 153

Depression

, 14–18

depression at workplace

, 21–28

employer’s roles

, 32–39

examples to benchmark

, 45–47

features

, 20–21

impact to organisational well-being

, 28–31

Malaysian scenario

, 39–45

mental health legislation

, 47–49

remedy for

, 31–32

understanding

, 18–19

Desperation principle

, 6

Deutsche Post DHL (DPDHL)

, 46

Developing nations

, 3–4

Diagnostic and Statistics Manual of Mental Disorders V

, 21

Direct discrimination

, 26

Discrimination

, 26–28

Distributive justice

, 196

Eastern perspective of mindfulness

, 114–117

Employee Assistance Programme (EAP)

, 46

Employee Opinion Survey (EOS)

, 46

Employees

, 176, 178

leadership

, 194–195

organisational factors responsible for

, 193

organisational justice

, 195–197

performance

, 132–133

psychological well-being

, 189–192

work environment

, 197–198

work place design

, 193–194

work–life balance

, 198–199

Employees’ well-being (see also Organisational well-being)

, 4, 9, 127

physiological health

, 127–128

psychological health

, 128–130

social relationship health

, 130

Employer’s roles

, 32

conservation of resources theory

, 32–33

counselling and wellness

, 38

creating awareness

, 34

formulating proper rules and regulations

, 35–36

free health screening

, 34–35

implementing work-life balance policy

, 33–34

initiate event of happiness

, 36

insurance cover

, 37

spotting sign

, 33

support group

, 38–39

tax exemption

, 37–38

workplace adjustments

, 36–37

Employment Act 1955 (EA 1955)

, 48

Employment discrimination

, 26

Energiser

, 153

Equality

, 196

Equity

, 196

Ethnicity

, 28

Extraversion

, 180

Extrinsic motivation

, 187

Fairness

, 157

Female discrimination

, 27

Female labour force participation rate (FLFP rate)

, 69

Free health screening

, 34–35

Gain paradox

, 6

Gender discrimination

, 27

Generation X

, 65

Home domain

, 65

Hope, Efficacy, Resilience, and Optimism (H. E. R. O)

, 164

heroes and coping

, 169–170

Human civilisation

, 96

Humanity

, 156–157, 163–164

Idea creator

, 153, 168

‘Ideal Muslim’ value

, 67

Immigrant status discrimination

, 28

Implementer

, 153

Indirect discrimination

, 26

Individual demands and organisational resources at work

, 77

Individual mindfulness

, 118–120

Industrial Revolution

, 65

Influencer

, 153

Information gatherer

, 153

Instantaneous Intuitive Moving Confession (IIUM Confession)

, 40

Insurance cover

, 37

Integrity

, 155

Interactional justice

, 196

International Labor Organization (ILO)

, 26

Intrinsic motivation

, 187

Job Demand Resource model (JD-R model)

, 186

Justice

, 157, 164

Kindness

, 156

Leadership

, 149, 157, 193–195

Life domains

, 65

Love

, 156

of learning

, 155

Malaysia Mental Health Association (MMHA)

, 44–45

Malaysia(n)

, 1

changing Malaysian households

, 69–71

depression scenario in

, 39–45

workforce

, 67–69

Malaysian Employers Federation (MEF)

, 43

Mental health

, 128–129

legislation

, 47–49

Mental Health Act (2001)

, 47–48

Mental Illness Awareness and Support Association (MIASA)

, 45

Mind

, 132

Mindfulness

, 92–93, 110, 135

building inner resource reservoir

, 133–136

deciphering

, 120–126

employee performance

, 132–133

employees’ well-being

, 127–130

function

, 170

individual vs. collective

, 118–120

lenses of

, 114

in organisations

, 131

trait vs. state

, 117

Western vs. Eastern perspective

, 114–117

at work

, 126

Mindfulness based interventions (MBIs)

, 127

Mindfulness-Based Stress Reduction (MBSR)

, 115, 127

Mindlessness

attack of

, 108–110

at work

, 110–114

Multi-taskers

, 113

National Health Morbidity Survey (NHMS)

, 40

National Institute of Occupational Safety and Health (NIOSH)

, 42

National Transformation 2050 (TN50)

, 2, 110

Need

, 196

Negative emotions

, 19

Neuroticism

, 180–181

New Economic Policy

, 1

Open-mindedness

, 154

Openness

, 180

Organisational well-being (see also Employees’ well-being)

accidents at workplace

, 30

health

, 29

high-cost safety and health

, 30–31

impact to

, 28

inability to make right decision

, 30

unfair dismissal claims

, 31

Organisations/organisational

, 177, 187, 210

justice

, 195–197

management

, 198

mindfulness processes

, 119

Persistence

, 155

Personal traits

, 151

Personal well-being

, 162

Personality

characteristics

, 154

traits

, 179, 181

Perspective

, 155

Physical anhedonia

, 20

Physiological systems regulation

, 123

Primacy of resource loss

, 5

Priming function

, 170

Proactive personality

, 89–91

Procedural justice

, 196

Psychological capital (PsyCap)

, 164–166

Psychologically robust employees

, 4

Reappraisal function

, 170

Relationship manager

, 153

Religion

, 86–88

religious beliefs

, 86

Resilience function

, 170

Resource investment

, 5–6

Resource-Based View theory (RBV theory)

, 167

Returns on investment (ROI)

, 131

Secondary processes of mindfulness

, 123–125

Self-regulation

, 149

Sexual harassment

, 23–24

Social

anhedonia

, 20

interactions

, 64

undermining

, 80

Spillover effect, power of

, 71–78

Spirituality

, 88–89

Stimulus

, 193

Stimulus, Organism, Response model (S–O–R model)

, 187–189, 192

Stress

, 110, 177

changing Malaysian households

, 69–71

communication

, 91–92

crossover perspective

, 78–86

dilemmas at work

, 64–66

flexible roles

, 94–95

at home

, 86

mindfulness

, 92–93

partners roles

, 86

power of spillover effect

, 71–78

proactive personality

, 89–91

religion

, 86–88

spirituality

, 88–89

tolerance

, 93–94

understanding developing economy

, 67–69

Stressors

, 73

Sustaining well-being

, 209–211

Tax exemption

, 37–38

Teamwork

, 166

Temperance

, 157–158, 164

Tolerance

, 93–94

Total fertility rate (TFR)

, 69

Trait

, 117

Transcendence

, 158–159, 164

Values in Action Inventory (VIA)

, 162

classification of character strengths

, 153–154

VIA Inventory of Strengths (VIA-IS)

, 162

Virtues

, 151

and character strengths

, 152

VIA Classification of character strengths

, 153–154

courage

, 155–156

humanity

, 156–157

justice

, 157

temperance

, 157–158

transcendence

, 158–159

wisdom

, 154–155

Vision 2020

, 1

Vitality

, 155

Well-being

from developing economy perspective

, 87

organisational well-being

, 28–31

in workplace

, 207–211

Wellness of employees

, 38

Western perspective of mindfulness

, 114–117

Wisdom

, 154–155

Work

demands

, 80, 110–114

domain

, 65

environment

, 197–198

mindfulness at

, 126–130

mindlessness at

, 110–114

pressure

, 72

work-related stress

, 184

work–home domains

, 72

Work-life balance (WLB)

, 3, 78, 198–199

policy implementation

, 33–34

Workaholism

, 85

Workplace

, 177

accidents at

, 30

adjustments

, 36–37

behaviour

, 178–179

bullying

, 24–26

causes

, 22–23

character strength in

, 147

depression

, 7

depression at

, 21

design

, 193–194

discrimination

, 26–28

employees’ psychological well-being

, 189–192

environment contribution

, 187

individual factors

, 179–182

organisational factors

, 192–199

resource

, 184

as second home

, 182–184

sexual harassment

, 23–24

signs

, 21–22

S–O–R model

, 188–189

World Health Organisation (WHO)

, 29