Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

Factors Affecting Well-being of Employee:

An Empirical Study of Manufacturing Companies
Eva VORMA, Liga KAMOLA, Janis CAUNE
Faculty of Engineering Economics and Management, Riga Technical University
Riga, 6 Kalnciema Str., LV-1048, Latvia

ABSTRACT work is also related to how satisfied they are with their job and
how the company treats them.
Regardless of the sector in which companies operate, today’s The aim of this paper is to describe the dimensions of well-being
Europe businesses are challenged by skills shortages, long-term and analyse the importance of well-being factors in
vacancies and high staff turnover, and companies are manufacturing companies.
increasingly focusing on the well-being of their employees to Methods used in the work include mathematical and statistical
attract and retain employee. Scientific and employee satisfaction methods, documents and literature analysis, qualitative
research increasingly demonstrates that well-being is not just contingent analysis, interviews and questionnaires. Based on
about remuneration and is not the only motivator. Employee studies of theoretical sources and empirical research, the authors
well-being includes a balanced workload, a safe working identify the main factors influencing well-being in
environment, work-life balance, and physical and mental health, manufacturing companies.
which underpin employee motivation and productivity. The The work’s composition follows: Section 2 reviews the literature
above aspects of employee well-being are basic needs that need on well-being and its dimensions and identifies the factors
to be met; therefore, one of the biggest challenges for business affecting well-being based on theoretical findings and expert
management in today’s fast-changing world is to ensure the opinion. Section 3 provides a questionnaire survey of employees
competitiveness and profitability of companies by balancing this in manufacturing companies to understand employee satisfaction
with employee well-being; therefore, the different dimensions of and identify which well-being factors are most and least valued.
well-being and the factors that affect well-being that impact the Section 4, based on the survey results and theoretical insights, a
performance of any employee and the company as a whole well-being needs programme in manufacturing companies was
should be understood. justified; section 5 provides conclusions.

Keywords: well-being, dimensions of well-being, factors 2. DIMENSIONS OF WELL-BEING AND FACTORS

affecting well-being, employee, job satisfaction, productivity AFFECTING WELL-BEING

1. INTRODUCTION The literature points out that “well-being” has gradually replaced
the previously dominant concept of “welfare”. It is noted [43]
Nowadays companies aspired to identify improvements to that well-being, which could also be called good living, has two
maintain and improve their productivity. Apart from fundamental aspects:
technological development there is a tendency to elaborate the • The weal, in the sense of a satisfying/ comfortable/
ways to improve working conditions. However, supporting enjoyable life.
employees with the building blocks of a positive working • The weal in the sense of a morally acceptable/ acceptable
environment is often too late. In other words, activities are life.
mainly carried out as a corrective action to unexpected events. It The first meaning is more related to material well-being, while
should also be recognised that such delayed problem-solving is the second involves understanding what a good person is and
more time-consuming and costly, so it is essential to identify what a good life such a person should live. Rogers indicates [46]
potential causes of dissatisfaction early and deal with them that well-being, also known as wellness, prudence, well-being or
preventively. quality of life, refers to what is intrinsically valuable to someone.
The term “well-being” has been around in literature and on the A person’s well-being is, therefore, that which is ultimately for
media for a long time. Initially, the term was applied generically that person's good. Well-being can refer to both positive and
to an individual's personality or level of personal satisfaction. In negative feelings. In contrast, according to Allardt [1], well-
recent years, however, we have increasingly associated the term being is linked to “need satisfaction”, and he distinguishes it from
with the work environment or used it as a combination of several happiness and standard of living or quality of life. Well-being is
aspects that directly affect our personality in work environment - linked to professional, personal and interpersonal success, where
both on a physical and mental level. According to [22], well- high achievers have higher workplace productivity, more
being is defined as being comfortable, healthy or happy. Well- effective learning, increased creativity, more pro-social
being is not just the absence of disease; it is the combination and behaviour and positive relationships [9].
interaction of factors contributing to a person’s physical, mental, Moreover, Fisher [10] believes that being happy at work should
emotional and social health. Well-being is closely linked to be related to job satisfaction, engaging in different activities at
happiness and life satisfaction, but well-being at work is a much work, and feeling the vigour, flow, emotions, and motivation that
broader concept. According to various authors [1], can be experienced at work. At the intersection of work and
[28],[46],[17],[29],[41] well-being includes well-being, personal life, work-life balance is a balance between the two.
emotional state, satisfaction of needs, control over life Many aspects of personal life can intersect with work, including
circumstances, fulfilment of values, goals and enjoyment of a family, recreation and health. According to Sirgy and Lee [49],
good quality of life. Thus, the level of well-being of people at Work-life balance is bi-directional; for example, work can

ISBN: 978-1-950492-79-4
ISSN: 2771-0947
177 https://doi.org/10.54808/WMSCI2024.01.177
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

interfere with private life, and private life can interfere with Figure 1 provides all dimensions of well-being that are important
work. This balance or interaction can be inherently negative (e.g. in everyone’s life:
work-life conflict) or positive (e.g. work-life enrichment). Recent Emotional well-being is one of the eight dimensions contributing
research [55],[3],[45],[13] has demonstrated that the work-life to overall health and well-being. Emotional well-being or
balance has become borderless, especially for workers who can emotional health includes the knowledge and skills to identify
use technology at work. personal feelings and the ability to cope with these emotions.
The World Health Organisation distinguishes two dimensions of National Institute of Health [39] one of its foundations is
well-being: subjective and objective. Objective well-being resilience, which allows one to navigate challenging life events
includes people's living conditions and opportunities to fulfil and to focus on the positive and manage negative emotions and
their potential, which must be shared fairly among all, without feelings that may arise in a given situation, and [51] it can help
discrimination. Equal opportunity to enjoy good health is part of to build closer relationships with others.
objective well-being. It involves personal life experience and a Spiritual well-being involves seeking and finding meaning and
comparison between living conditions and social norms and purpose in life and participating in activities consistent with one's
values. Subjective well-being can include a person's general beliefs and values. It is more than prayer and faith in a higher
sense of well-being, psychological behaviour, and emotional being. According to [25], Spiritual well-being is defined as a
state. On the other hand, objective well-being and living growing sense of purpose and meaning in life, including a
conditions are determined by, for example, health, education, person's morals and ethics. Spiritual well-being, or the lack of it,
employment, social relationships, the (natural and built) can significantly impact our everyday well-being and our ability
environment, civic engagement and governance, and housing and to cope with life's stressors. Actual research [25],[34],[29] has
recreation [56]. The OECD, which initially focused mainly on demonstrated that people with spiritual beliefs have lower levels
the economic and monetary aspects of well-being, now of depression and anxiety, better health, etc. Consistent with [2]
recognises the importance of the subjective component. This analysis of survey data from the United States and more than a
organisation [40] insists on the measurement and evaluation of dozen other countries, people who are active in religious
subjective well-being and identifies three components: congregations tend to be happier and more civic-minded than
• hedonistic well-being: a sense of autonomy, skills, life non-religious or inactive members of religious groups.
goals, and locus of control, i.e. aspects and events one Social well-being includes all aspects of social connections,
considers to be within one's control. relationships and personal expression. Social well-being [53],[5]
• positive and negative conditions: experiences of joy, can be defined as sharing, developing and maintaining
happiness, pride and anxiety, sadness, and pain. meaningful relationships with others. It makes us feel authentic
• life evaluation: job satisfaction, sense of security. and valued, creating a sense of connection and belonging. Social
Delhey [8]especially emphasises the importance of the subjective well-being focuses on connection to the community and the
aspect of well-being and the limitations of global objective people around you, which includes being aware of your social
indicators, which he sees as “selective, incomplete and arbitrary” and cultural background as a bridge to understanding the
because they are more the choice of researchers than individuals. diversity and depth in other environments. Maintaining an
Many of these problems can be avoided if people themselves, as optimal level of social well-being enables healthy relationships
experts, evaluate their lives. with others. A supportive social network allows you to develop
Different dimensions of well-being, such as mental, physical, assertiveness skills and feel comfortable with who you are in
economic or emotional [11], are often interlinked. For example, social situations. In research [16], [33] surrounding yourself with
improved physical well-being (e.g., reducing or stopping a positive social network has increased self-esteem. Social well-
addiction) is associated with improved emotional well-being being allows the creation of boundaries that promote
[20]. communication, trust and conflict management. Good social
Following the analysed information, the authors conclude that well-being is essential for building emotional resilience.
well-being consists of eight dimensions of co-dependence (see Professional or job well-being includes all aspects related to
Figure 1). personal satisfaction with work and career. Professional well-
emotional being involves preparing for and participating in work that
provides personal satisfaction and life enrichment consistent with
spiritual values, goals, and lifestyle. This dimension includes a thoughtful
and proactive approach to career planning and the evaluation of
social personal satisfaction and job performance. Professional well-
Well-being

being includes job satisfaction. From [28], [53] Job satisfaction

professional
is defined as a pleasurable emotional state resulting from an
intellectual appreciation of one's work, an emotional response to one’s work
and an attitude towards one's work. This definition suggests that
financial we should develop attitudes towards our work in the light of our
state of mind, principles and manners. Job satisfaction, an
environment individual’s subjective evaluation, is defined as a person’s
physical attitude towards the overall work situation, the employer,
colleagues, working conditions and the job itself. Job satisfaction
Figure 1. Dimensions of well-being. is defined by the discrepancy between what an individual expects
from a job and what the job offers. Job satisfaction is based on
If any of these dimensions is neglected over time, it will harm a the satisfaction of needs and aspirations. Occupational well-
person’s health, well-being and quality of life. A good balance of being also includes work-life balance. Initially, researchers
these dimensions of well-being provides a holistic (relational: viewed work-life balance as the absence of work-life conflict or
physical health and general well-being) harmony for a person’s the frequency and intensity with which one area interferes and
well-being. conflicts with the other [19]. By [18], work-life balance is

178
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

defined as satisfaction and adequate fulfilment of responsibilities is also complicated by different approaches, whether individual
at work and home with minimal role conflict. However, [14] or collective well-being, objective or subjective well-being.
work-life balance is defined as the absence of conflict or After the analysis of information about dimensions of well-being
interference between work and family roles. and interviewing human resources managers in manufacturing
Intellectual well-being includes all brain health and growth companies, the authors identified the factors that most often
aspects through thought-provoking mental activities. Intellectual affect the well-being of employees in manufacturing companies
well-being encourages participation in mentally stimulating and (not in order of importance):
creative activities. It is the ability to think critically, judge • company culture: company culture is not a written document
objectively, make responsible decisions, and explore new ideas that people follow, it is an invisible energy in the workplace.
and different points of view. As noted, [4] Intellectual well-being The success or failure of a business is determined by its
means maintaining good mental health habits, being open to culture. Moreover, company culture is what makes a
intellectual growth and striving for creativity in life. Intellectual successful employee [24]. A supportive company culture
well-being can be developed through personal and professional allows employees to grow professionally and personally,
development, cultural engagement, community involvement, and including the company’s values, which point to its future
hobbies. As intellectual well-being develops, personal resources goals for itself and its employees.
can be cultivated that work with other areas of well-being to • job satisfaction is an individual’s overall feeling about their
achieve a more balanced life. Optimal levels of intellectual well- job and attitudes towards different aspects of work, as well
being inspire exploration and encourage curiosity. Curiosity is as attitudes and perceptions that could affect the fit between
essential because it motivates people to try new things and to the individual and the organisation. A person with high job
understand how people see the relationships between themselves, satisfaction usually has a positive attitude, and one who is not
others and their environment. satisfied has a negative attitude towards their job.
Financial well-being includes relationships with money, • communication: communication is an element that creates
balancing income and expenditure, skills to manage resources to the internal culture of a team. Open communication
live within your means, making wise financial decisions and contributes to improved relationships and clear expectations
investments, setting realistic goals and learning to prepare for from stakeholders. At the same time, lack of information and
short- and long-term needs or emergencies. By definition [6], unanswered questions lead to the spread of misinformation,
Financial well-being is a condition in which a person can fully resulting in the loss of truthful information or rumours,
meet current and future financial obligations, feel secure about introducing mistrust and resistance, and creating a negative
their financial future, and make choices that allow them to enjoy internal mood in the new team. In contrast, transparent and
life. People who have financial well-being are less stressed about structured communication contributes to a joint team vision
money. That leads to a positive impact on their overall mental and better achievement of objectives.
and physical health, as well as on their relationships. Mainly • working environment and safety: covers physical and social
[5],[54] Having a sense of control over your finances is one of aspects, work atmosphere, and team attitude. In particular,
the critical components of financial well-being. the modern work environment requires managers to be more
Environmental well-being covers all areas related to the authentic, empathetic and adaptive.
environment and how it can affect human health, so [27] living • workload: is one of the stress factors. Research [30][41]
in a healthy and caring environment and being aware of and show that workloads that are too high affect workers’ health,
respectful of our environment significantly impacts our well- productivity, job satisfaction, and work-life balance.
being. Environmental well-being inspires us to live a lifestyle • team: teams that believe their company cares about their
that respects the environment. The environment and how people well-being also perform better, achieving higher customer
treat it can be essential in their lives. Examples of the engagement, profitability and productivity with lower
environment are the social environment (i.e. bullying, racism), turnover and fewer security incidents. Employee engagement
the natural environment (i.e. air, nature and climate) and the man- opens the door to employee well-being. Engagement
made environment (i.e. proximity to resources and living elements build trust and address workplace factors such as
conditions). It has a substantial impact on other dimensions of clear employee expectations and suitable materials and
well-being. equipment, workplace recognition, opportunities for
Physical well-being is one of the eight dimensions of overall employee development and motivational goals.
health and well-being. Physical well-being is the absence of
• direct manager: is with the people daily and knows and
disease and the maintenance of a thriving lifestyle. This area of
senses best the mood of the employees and their willingness
well-being includes adopting healthy habits [36]. That includes
to engage with the company and its initiatives as well; as the
avoiding or reducing risky behaviour such as alcohol, tobacco direct manager knows and is responsible for the organisation
and other drug use. Most importantly, physical well-being aims
of the daily work of their employees, including listening
to discover what healthy habits make you feel better and are
more to the employees and having joint discussions with the
consistent with your lifestyle and level of mobility and fitness.
team, creating an excellent working atmosphere and team
Physical well-being is much more than good health. It is the spirit.
direct result of lifestyle choices and behaviours related to sleep,
• career and growth opportunities: contribute to job
diet, exercise, hygiene and relaxation that make-or-break optimal
satisfaction and loyalty to the company. These opportunities
functioning. Physical well-being is important because it provides
enable people to achieve their goals and gain job satisfaction,
everything else. Research [50][39] shows that physical well-
while limited career development opportunities within the
being has an impact on conditions such as anxiety, depression,
company can be seen as a demotivating factor for employees,
stress tolerance and cognitive agility. Without physical well-
as discussed in [30]; this shows that satisfaction is directly
being, there can be no mental well-being, and relationships,
related to the individual’s personality and role in the
careers, and finances can be negatively affected.
workplace.
As can be seen, well-being is a multidimensional concept whose
definition is widely debated, which is why measuring well-being

179
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

• individual employee evaluation: employees who do not feel 3. SUMMARY OF QUESTIONNAIRE SURVEYS OF
valued can affect their job satisfaction, motivation and PRODUCTION COMPANY ON ASSESSMENT OF
overall well-being. EMPLOYEES' WELL-BEING AND EMPLOYEE JOB
• employee benefits are vital today as they can positively SATISFACTION
impact attraction and recruitment, employee satisfaction,
staff turnover rates and overall productivity. As a result [7], A comprehensive employee satisfaction survey was carried out
investing in employee benefits is not only an intelligent to determine how individuals feel about their work environment
choice for a company’s employees, but also a strategic step or “whether it is good to be at work”. The questionnaire questions
for its long-term success and growth, and a personalised were designed to reflect the views of employees in four areas:
employee benefits system should increasingly be considered • job satisfaction.
an essential part of the overall promotion of employee well- • organisation’s concern for the employee.
being in a company. • presence of respectful attitudes.
• work-life balance contributes to overall well-being, while its • work-life balance.
absence leads to stress, depression and even burnout. Work The questions were answered on a scale of yes, more yes than no,
and life are not mutually exclusive. Many aspects of personal more no than yes and no. These responses were weighted on a
life can intersect with work, including family, leisure and scale from 1 - no to 4 - yes, which allowed a numerical score
health. It is in the employer's interest that employees have a (quantitative rating) to summarise the responses, with a
flourishing life and that the consequences of that flourishing maximum level of satisfaction of 4. Some questions also allowed
life work. Recent research [3],[53] has shown that the for an extended answer or additional comments on the answer
interface between work and private life has become choice.
borderless, especially for workers who can use technology to The questionnaire includes 13 groups of questions covering
do their tasks. opinions on job content, workload, growth opportunities and job
Summarising all the information the authors conclude that the satisfaction; team and direct manager; company and corporate
dimensions of well-being affect employees in the work image and culture; job protection; internal communication and
environment, producing positive or negative effects that result in information flow; and a possible basket of employee benefits.
employee productivity. The survey was completed by 320 respondents, of whom 208
The company's environment influences employees’ physical and (65%) were male and 112 (35%) were female. This gender
psychosocial conditions, which combine to create employee difference can be explained by the fact that more men than
well-being. In contrast, the company’s well-being measures women work in manufacturing companies in Latvia.
influence employees’ physical and psychosocial conditions, Overall data from the manufacturing companies’ employee
which combine to create employee well-being and directly satisfaction survey are available in Table 1.
impact productivity. If the work environment, working Table 1
conditions, and climate are favourable and conducive to Summary of questionnaire results in the research areas in
employee development and growth, employees feel valued, manufacturing companies
motivated, and engaged with the company; if not, stress, Average rating of
dissatisfaction, and loss of motivation increase. See Figure 2. Area respondents
(out of 4)
Job satisfaction 3.47
Organisation’s concern for the 3.49
employee
Presence of respectful attitudes 3.66
Work-life balance 3.33

When analysing the results more broadly, it is essential to

understand the factors influencing employee satisfaction, as
noted by respondents, see Figures 3 and 3 (Figure 3 shows the
most satisfying factors and Figure 4 the least satisfying).

Figure 2. The relationship between employee well-being and 177

Timely remuneration
productivity. Stability 170
Good colleagues and team 148
We can say that well-being is multifaceted and that the factors Location 118
Interesting work 102
influencing well-being include physical and mental health, Opportunity to gain experience 83
emotional state and social relationships, which interact to create Work environment 74
a certain level of job satisfaction and productivity. Reputation of the company 74
Atmosphere of work 70
The manufacturing sector requires employees from different Management support 68
backgrounds and at different levels, so there are always Career and growth opportunities 51
vacancies, and it is not always possible to fill them on time; Communication 47
Accessibility of management 42 Number of respondents
companies in this sector need to have a clear vision and action to Content of work 35
attract and retain skilled employees, according to the Fontes
research [12] the industry is characterised by so-called “long- 0 50 100 150 200
term employees” who have been working for more than twenty Figure 3. The factors most valued by employees.
years and are thoroughly familiar with specific production
processes and equipment, but who will soon reach or have Comparing the factors highlighted in the two figures shows that
already reached retirement age. employees do not rate the same factors unambiguously—for

180
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

example, working conditions, environment, career and Although employees appreciate working with their direct
development opportunities, or working atmosphere. As discussed manager, they must be more valued and must be given feedback.
in the literature, satisfaction is directly related to the personality This question has one of the lowest scores, reflected by the
of the individual and his/her role in the work environment. company average of 3.16 out of 4, and is therefore proposed as
one of the activities to be included in the strategy.
Remuneration 113 To measure employee loyalty, the Employee Net Promoter Score
Communication 106 (eNPS), an offshoot of the world-famous Net Promoter Score
Work environment 78 method for measuring employee loyalty, was selected at the end
Career and growth opportunities 70 of the questionnaire. The method was developed by Reichheld
Atmosphere of work 67
Content of work 49 [44]. The method is straightforward [23], i.e. to determine the
Accessibility of management 41 level of loyalty of an employee, only one question is asked: “How
Management support 32 likely are you to recommend this company as a place to work to
Colleagues and team 28 a friend or colleague?” Employees who answer 9 or 10 are
Other 16
Reputation of the company 13 considered loyal, and those who answer 7 and 8 are considered
Number of respondents
neutral. On the other hand, those who ticked 0 to 6 are considered
0 20 40 60 80 100 120 disloyal (to calculate the collective loyalty index, the percentage
Figure 4. The factors were least satisfied by employees. of loyal employees is subtracted from the percentage of disloyal
employees) [42]. In the study conducted, the eNPS was 19%. In
The least satisfactory factor was the possibility of adding your global practice, a score greater than zero is generally considered
option if you could not tick one of the above factors. In addition good eNPS, while a score greater than 50 is considered excellent.
to “other”, factors such as heavy workload or extended working According to global practice, this score of 19% is generally
hours and stress were mentioned most frequently, as were too few considered good.
holidays, unbalanced production or packaging volumes, and An analysis of the employee survey data identified the factors
feedback. Of all respondents, 21% did not tick any of the least that scored lowest on the well-being assessment (see Table 3).
satisfactory factors. Table 3
In addition, of respondents evaluating the company’s benefits Respondents’ lowest-ranked well-being factors in
overall, 98% said that they were satisfied with the benefits, as manufacturing companies
shown by the average score of 3.78 out of 4: Average rating of
• additional activities for employees. Area respondents
• additional paid holidays. (out of 4)
• sports equipment. Workload 2.94
• company products. Individual assessment 3.16
At the same time, the importance of cooperation between Communication 3.31
employees and direct managers for the well-being of employees Working environment 3.31
was frequently mentioned in the questionnaire, so it was essential
to find out the respondents’ assessment of cooperation with direct The survey data indicate that company management needs to
managers (see Table 2). think about activities that prevent the improvement of the
Table 2 identified factors in companies to ensure the well-being of
Evaluation of cooperation between employee’s vs direct employees and avoid future problems for the company.
managers
Number of respondents, % Aver- 4. THE NECESSITY OF WELL-BEING PROGRAMME
age AND STRATEGY IN A MANUFACTURING COMPANY
Assertion
Question more more It must be emphasised that the development of a company is also
yes no (out of the development of its employees, so the company must be able
yes no
than than 4)
to find solutions to the problems identified. It is important to
no yes no
My direct emphasise that companies that can offer attractive and relevant
manager is always benefits and programmes for employees will play an increasingly
available to 75% 21% 3% 4% 3.72 important role in the future, so it is critical that what the company
answer my introduces is what the employees themselves need.
questions Nowadays, employees expect employers to help them live a great
My direct life. However, improving employee well-being is not just
manager treats me 76% 21% 2% 1% 3.73
altruism. Employers who care about the health and well-being of
fairly their employees see many measurable benefits, from higher
I consider
productivity and profitability to lower turnover and fewer safety
cooperation with
my direct 71% 22% 4% 3% 3.66 incidents.
manager to be Well-designed and research-based well-being initiatives and
teamwork programmes provide vital organisational resilience and remove
I get feedback risk from organisations.
from my manager 62% 26% 9% 3% 3.56 Gallup's research found that employees who strongly agree that
about my work their employer cares about their overall well-being compared to
performance other employees are:
I feel valued in the 35% 48% 13% 4%
3.16 • 69% less likely to be actively looking for a new job
company • 71% less likely to report experiencing high levels of
burnout

181
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

• 36% more likely to be thriving in their life be personalised for employees. They should start with five steps
• 3x more likely to be engaged at work (See Figure 5).
• 5x more likely to stand up for their company as a workplace Embed personas
Upskill
and strongly agree that they trust the leadership of their Lead with employees to
into scenario
purpose help ensure their
organisation [15]. planning
future success
Employers should provide a holistic framework to support
people’s physical health and safety, as well as mental health, and
offer sources of support such as counselling, employee assistance Customize Reimagine
programmes and occupational health services. They must ensure benefits using employee
that direct managers have the ongoing guidance they need to data and programs and
support their teams so that they can have sensitive conversations analytics policies
with individuals and signpost to expert help where necessary. All Figure 5. Five steps to creating a well-being strategy in a
employees should be encouraged to follow good self-care company [47].
routines, including a healthy approach to diet and sleep. The
number of reported mental health problems has increased over According to Sethi, Brown [47], steps to building a well-being
the last ten years, including after the COVID-19 pandemic, and strategy in your company:
it is well known that many risks to people's health at work are Lead with purpose: Clarity about the organisation’s purpose and
psychological. That has led to an increasing recognition of the understanding how that purpose meets the needs and
need for employer well-being practices to address the expectations of employees will significantly impact productivity
psychosocial and physical aspects of health and well-being. and profitability. Work matters to people in many ways, but
According to Sila [48], well-being is related to all aspects of an employees increasingly seek intrinsically rewarding work
employee's working life: work, relationships in the workplace, aligned with their values - what we call “good work”. Providing
expectations about the future, the work environment and the this kind of rewarding experience builds loyalty, improves
organisation's culture. That gives well-being a vast spectrum performance and is an essential source of competitive advantage.
from which employers can choose what is more appropriate for Embed personas into scenario planning: Leaders need to
their organisation. undertake dynamic scenario planning that considers their
To develop employee well-being, it is essential for companies to employees' expectations of how and where they work and their
embed well-being measures in their company culture, and for the understanding of external factors. As part of this task, they should
programme to be successful, it is essential to show that the use personas better to understand their employees' needs, fears
company cares about and supports all aspects of employee well- and concerns.
being, not just the essentials. An influential culture that promotes Upskill employees to help ensure their future success:
well-being allows employees to grow professionally and organisations are responsible for developing a skills development
personally. strategy for employees who will move into different roles within
A strategy for well-being in the work environment. Before an their company and those who choose or are forced to seek
organisation develops a strategy, it should start by understanding opportunities outside the company. That means that employees
the basics of well-being, which are described beforehand. will need updated skills to meet the changing needs of their
Similarly, at the heart of any company is the employee as an organisation, whether that means building digital capability or
individual and only then does each of us have a role to play in the developing leadership and interpersonal skills. Customise
working environment. The research group [52] mentions five benefits using data and analytics: Managers can develop more
basic activities that ensure an individual's well-being and personalised benefits by understanding what employees need and
satisfaction: value. For example, 24% of the C.E.O. Panel survey respondents
• Socialising: provides a sense of belonging. reported [42] that it provided additional financial support to staff
• Activity: regular physical activity has been shown to during the pandemic. Companies offer employees new flexible
facilitate coping with stress, reduce negative thoughts and working arrangements, access to extra childcare support or paid
reduce levels of depression and anxiety in all age groups. leave elsewhere.
In addition, positive mood changes can be observed after Reimagine employee programs and policies: Besides
just 10 minutes, likely improving well-being. redesigning benefit plans, business leaders should look at their
• Lifelong learning: Continuous learning improves an broader recruitment and operational strategies. Here again, a one-
individual’s self-esteem and promotes social interaction size-fits-all approach will no longer suffice. For example,
and a more active life. companies must review their current training and development
• Giving: Helping, giving and team-oriented behaviour are offers to ensure they are relevant to employees.
associated with increased self-worth and positive feelings. Recently, well-being in the workplace has been receiving more
• Take notice: based on their experiences, individuals will attention, and for good reason. A few years ago, many people
make assumptions and value what is most important to thought that well-being was only physical, but now we know that
them. Mindfulness and awareness of what is happening in a healthy mind is just as crucial for employee satisfaction.
the present predict positivity, self-regulate behaviour, and However, while this is being discussed more than ever, many
resilience. companies still need to support their employees’ emotional and
However, an employee well-being strategy can be defined as a social health.
company’s strategy or plan that addresses its employees’ Promoting well-being in the workplace is about providing the
physical, mental, and financial health. According to [32] and necessary incentives, tools and support to help employees
[37], It is a long-term approach that helps employees develop by perform at their best. Promoting well-being benefits people and
increasing their commitment to the organisation, which reduces the company. Promoting well-being can prevent stress and create
absenteeism and increases overall job satisfaction. a positive working environment where individuals and
Company leaders need to understand what their company is, what organisations can thrive. Good health and well-being can be
the vision is, what they want to achieve, and how that vision can crucial to employee engagement and organisational performance.

182
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

5. CONCLUSIONS https://files.consumerfinance.gov/f/documents/201709_cfpb_f
inancial-well-being-in-America.pdf
Well-being is an essential element of a positive workplace [7] De Gannes, N. (2023). The Advantages of Offering
culture, and when employees feel supported, valued, and Employee Benefits [online]. [accessed 10 June 2024]
engaged, they are more likely to be productive, loyal, and Available at: https://www.linkedin.com/pulse/advantages-
motivated. Fostering well-being in the workplace is about offering-employee-benefits-nicholas-de-gannes-5gmae
providing the necessary incentives, tools, and support to help [8] Delhey, J. (2004) Life satisfaction in an enlarged Europe
(report), Eurofound. Ireland., [online]. [accessed 29 July
employees perform at their best to benefit the company and the
2024]. Available at:
people.
https://policycommons.net/artifacts/1829452/life-satisfaction-
The analysis of the manufacturing companies’ employee in-an-enlarged-europe-report/2571000/
satisfaction survey indicates that the lowest-ranked factors [9] Diener, E., Assessing Subjective Well-being: Progress and
contributing to well-being were workload (2.94), individual Opportunities, Social Indicators Research, (2), 1994, p.
evaluation (3.16), communication (3.31), and work environment 103–157.
(3.31). After analysing the survey data, several essential aspects [10] Fisher, C. D., “Happiness at Work”. International Journal of
emerged that need to be considered directly in manufacturing Management Reviews, 2010 Vol. 12 Iss. 4, pp. 384–412.
companies, such as workload balancing, cooperation with the [11] Fletcher, G., The Philosophy of Well-being: An
direct supervisor, as well as the working environment and safety. Introduction. London: Routledge, 2016
Fostering well-being can help prevent stress, improve [12] Fontes. Darbinieka attīstības tendences ražošanas
communication and create a positive working environment uzņēmumos Latvijā. [online]. [accessed 29 July 2024].
where individuals can thrive. it can also be a key driver of Available at: https://fontes.lv/darbaspeka-attistibas-tendences-
employee engagement and company performance. razosanas-uznemumos-latvija/
Having summarised the entire information, the authors have [13] Franzn-Waschke, U. “Well-being and Engagement in Hybrid
established that not much information and research are available Work Environments – Coaching as a Resource and Skill for
on well-being aspects in manufacturing companies; more Leaders to Develop”. GiLE Journal of Skills Development,
1(2), 2021, pp. 82-98
research has been done on office workers, the health and well-
[14] Frone, M. Work-Family Balance. Handbook of Occupational
being of workers in general, or the importance of the private life-
Health Psychology. Washington., 2003, American
work relationship. The popular view that remuneration is Psychological Association.
irrelevant in the context of well-being is probably related to the [15] Gallup, Inc. (2024). What Is Employee Well-being? And
respondents' field of employment, as it is less important for office Why Does It Matter? [online]. [accessed 22 July 2024].
workers, while for manufacturing workers, it is one of the Available at:
essential factors of well-being (177 respondents confirm this). https://www.gallup.com/workplace/404105/importance-of-
It would be useful to research the perception of well-being of employee-wellbeing.aspx.aspx
employees in manufacturing companies in different occupations [16] Gómez-López, M., Viejo, C., Ortega-Ruiz, R., Psychological
and rank the dimensions of well-being in order of importance, well-being during adolescence: Stability and association
also more detailed research on employee satisfaction is needed, with romantic relationships. Frontiers in Psychology, 2019,
with additional criteria for measuring performance against 10, 1772.
factors affecting the working environment, considering both the [17] Gough, I., Mcgregor, J.A., (2007). Well-being in Developing
diversity of groups and the specific nature of the work, thus Countries: From Theory to Research [online]. [accessed 16
providing a complete picture of the factors contributing to March 2024]. Available at:
employee well-being in manufacturing companies. https://www.researchgate.net/publication/287501304_Wellbe
ing_in_developing_countries_From_Theory_to_Research
[18] Greenhaus, J. H., “The relation between work-family balance
6. REFERENCES
and quality of life”. Journal of Vocational Behavior, 2003,
pp. 510–531.
[1] Allardt, E., Having, “Loving, Being: An alternative to the
[19] Grzywa, J. C. D. Conceptualizing Work-Family Balance:
Swedish Model of Welfare Research.” in Nussbaum, M., Sen A.
Implications for Practice and Research. Advances in
(eds), The Quality of Life, Oxford University Press,1993, pp.
Developing Human Resources, 2007, pp. 455-471.
88–94.
[20] Haiyang, Y., Jingjing, M., (2021). How the COVID-19
[2] American Psychological Association Center for Organizational
pandemic impacts tobacco addiction: Changes in smoking
Excellence. Work and well-being survey [online]. [accessed 28
behaviour and associations with well-being. Addictive
March 2024]. Available at:
Behaviors, 119, 106917 [online]. [accessed 26 March 2024].
https://www.apa.org/pubs/reports/work-well-being
Available at:
[3] Borowiec, A.A., Drygas, W., “Work-life balance and mental and
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9186053/
physical health among Warsaw specialists, managers and
[21] Haybron, D.M., The Pursuit of Unhappiness: The Elusive
entrepreneurs”. International Journal of Environmental
Psychology of Well-being. Oxford University Press, 2008.
Research and Public Health, 2022, 20(1): 492.
[22] Horváthová, P., Kashi, K., Štverková, H., Mikušová, M.,
[4] Boston University Student Well-being. (2022). Intellectual
(2021) Employee Well-Being Evaluation and Proposal of
Well-being [online]. [accessed 10 February 2024]. Available
Activities to Increase the Level of Health’s Area - The
at:https://www.bu.edu/studentwellbeing/what-is-
Czech Case. Administrative Sciences, 11(1), [online].
wellbeing/intellectual-wellbeing/
[accessed 27 April 2024]. Available at:
[5] Bryan-Podvin, L. The Financial Anxiety Solution: A Step-by-
17 https://doi.org/10.3390/admsci11010017
Step Workbook to Stop Worrying About Money, Take
[23] How to calculate and measure Net Promoter Score (N.P.S.)
Control of Your Finances, and Live a Happier Life. Ulysses
(2024) Qualtrics [online]. [accessed 24 April 2024]. Available
Press, 2020.
at:https://www.qualtrics.com/experience-
[6] Consumer Financial Protection Bureau. (2017) Financial
management/customer/measure-nps/
well-being in America [online]. [accessed 10 January 2024].
[24] Hull, G., Pasquale, F. Toward a critical theory of corporate
Available at:
wellness. BioSocieties, 2018, 13(1): 190–212.

183
 Proceedings of the 28th World Multi-Conference on Systemics, Cybernetics and Informatics (WMSCI 2024)

[25] Idler, E., Blevins, J., Kiser, M., Hogue, C., (2017). “Religion, [42] PriceWaterhouseCoopers. (2023). C.E.O. Survey: Time for
a social determinant of mortality? A 10-year follow-up of the reinvention: CEOs target the acceleration and elevation of
Health and Retirement Study”. Journals Plos One [online]. critical change. [online]. [accessed 10 July 2024]. Available
[accessed 18 February 2024]. Available at: at: https://www.pwc.co.uk/ceo-survey.html
https://journals.plos.org/plosone/article?id=10.1371/journal. [43] Raubiško, I. (2012). “Kas ir „labbūtība”, un kāpēc
pone.0189134 „labbūtība”? Ieskats labas dzīves izpratnē Latvijas laukos”
[26] Johansson, S., The Level of Living Approach, Stockholm, Akadēmiskā dzīve. Rakstu krājums [online]. [accessed 16
Fritzes, 1970. May 2024]. Available at:
[27] Kellar-Guenther, Y. “Workplace wellness programs and https://www.lu.lv/fileadmin/user_upload/lu_portal/adz/arhivs
accessibility for all”. The A.M.A. Journal of Ethics, 2016, /48/48.pdf
18(4): 393–398. [44] Reichheld, F. F., The One Number You Need to Grow
[28] Kumari, G., Pandey, K. M. Job satisfaction in public sector (2003) [online]. [accessed 10 July 2024]. Available at:
and private sector: A comparison. International Journal of https://hbr.org/2003/12/the-one-number-you-need-to-grow
Innovation, Management and Technology, 2011, 2(3), 222. [45] Review H.B., Friedman S.D., Saunders E.G., Bregman P.,
[29] Lapiņa, I., Briede, I., Aramina D. “Interrelation of Process Dowling D.W., H.B.R. Guide to Work-Life Balance.
Management and Employee Stressors in Organization”, The Harvard Business Review Press, 2019, pp 272
25th World Multi-Conference on Systemics, Cybernetics [46] Roger, C., (2017). Well-Being. The Stanford Encyclopedia
and Informatics (WMSCI 2021), Proceedings, Vol.3, Virtual of Philosophy. Metaphysics Research Lab, Stanford
Conference, U.S.A., Orlando, 18-21 July 2021, pp.140–145. University [online]. [accessed 16 March 2024]. Available at:
[30] Lapiņa, I., Maurāne, G., Stariņeca, O., “Holistic Human https://plato.stanford.edu/entries/well-being/
Resource Management Model towards Sustainable and [47] Sethi, B., Brown, P. (2020). Why corporate well-being
Sophisticated Business”, 17th World Multi-Conference on initiatives need to get personal [online]. [accessed 10 January
Systemics, Cybernetics and Informatics (WMSCI 2013), 2024]. Available at: https://www.strategy-
Proceedings Vol.2, U.S.A., Orlando, 9-12 July 2013. Orlando: business.com/article/Why-corporate-well-being-initiatives-
International Institute of Informatics and Systemics, 2013, need-to-get-personal
pp.31–36. [48] Sila, I. Par labbūtību. [online]. [accessed 29 July 2024].
[31] Layard, P.R.G., Happiness: Lessons from a New Science, Available at: https://www.darbaguru.lv/lv/padomi/1284-par-
London, Penguin, 2006. labbutibu
[32] Li, M., Fu, N., Chadwick, C., Harney, B. Untangling human [49] Sirgy, M.J., Lee, D., Work-life balance: An integrative review.
resource management and employee well-being Applied Research in Quality of Life, 2018, 13:229–254.
relationships: Differentiating job resource H.R. practices [50] Stevenson, M. (2021). Physical well-being and health: What
from challenge demand H.R. practices. Human Resource and how to achieve it [online]. [accessed 18 February 2024].
Development Quarterly, 2023, Vol. 34 Iss. 1, pp. 214–235. Available at: https://www.betterup.com/blog/physical-well-
[33] Lomas, T., Waters, L., Williams, P., Oades, L. G., Kern, M. L. being-and-health-what-it-is-and-how-to-achieve-it
“Third wave positive psychology: Broadening towards [51] The Mental Health Foundation. (2023). What is well-being?
complexity”, The Journal of Positive Psychology, 2020, 1– How can we measure it, and how can we support people in
15. improving it? [online]. [accessed 20 March 2024]. Available
[34] Lucchetti, G., Koenig, H., Granero, A. Lucchetti, “Spirituality, at: https://www.mentalhealth.org.uk/explore-mental-
religiousness, and mental health: A review of the current health/blogs/what-well-being-how-can-we-measure-it-and-
scientific evidence”. World Journal of Clinical Cases, 2 021, how-can-we-support-people-improve-it
9(26): 7620–7631. [52] Tonkin, K., Malinen, S., Näswall, K., Kuntz, J.C. (2018).
[35] Metode un tās izcelsme. NPS (2019) Motify [online]. “Building employee resilience through well-being in
[accessed 24 April 2024]. Available at: organisations”. Human Resource Development Quarterly,
https://www.motify.lv/e-nps/ Vol. 29 Iss. 2, pp. 107-124.
[36] Michalos, A.C. Encyclopedia of Quality of Life and Well- [53] Waqas, A., Bashir, U., Sattar, M. F., Abdullah, H. M.,
Being Research. Springer, 2014 Hussain, I., Anjum, W., Arshad, R. “Factors influencing job
[37] Millers, M., Gaile-Sarkane, E., “Management Practice in satisfaction and its impact on job loyalty”. International
Small and Medium-Sized Enterprises: Problems and Solutions Journal of Learning and Development, 2014, 4(2), 141–
from the Perspective of Open Innovation”, Journal of Open 161.
Innovation: Technology, Market, and Complexity, 2021, [54] Williams, T. (2023). What is Financial Therapy? A Way to
Vol. 7, No. 4, Article number 214. a Healthier Relationship with Money [online]. [accessed 10
[38] National Institut of Health (2022). Emotional Wellness January 2024]. Available at:
Toolkit [online]. [accessed 20 March 2024]. Available at: https://www.kiplinger.com/personal-finance/what-is-
https://www.nih.gov/health-information/emotional-wellness- financial-therapy-a-way-to-a-healthier-relationship-with-
toolkit money
[39] National Institut of Health. (2022). Physical Wellness Toolkit [55] Wong, K.P., Lee, F.C.H., The, P.L., Chan, A.H.S., “The
[online]. [accessed 18 February 2024]. Available at: interplay of socioecological determinants of work-life balance,
https://www.nih.gov/health-information/physical-wellness- subjective well-being and employee well-being”.
toolkit International Journal of Environmental Research and
[40] OECD (2024) Guidelines on Measuring Subjective Well- Public Health, 2021, 18(9):4525.
being [online]. [accessed 16 June 2024]. Available at: [56] World Health Organisation (WHO) and European Regional
https://search.oecd.org/ Bureau (B.R.E. in French). European Health Report 2012:
[41] Ozoliņa, J., Gaile-Sarkane, E., “Manager and Psychological Charting the Way to Well-bein., Copenhagen, OMS-BRE,
Terror in a Company: The Impact of Management”, The 26th 2014
World Multi-Conference on Systemics, Cybernetics and
Informatics (WMSCI 2022), Proceedings Vol.2, Virtual
Conference, U.S.A.: International Institute of Informatics and
Systemics (IIIS), 12-15 July 2022, pp.110–114.

184