Exploring Well-being Programmes, Their Intentions and Outcomes: The HR Manager Perspective

Dalton, Sophie Beth (2024) Exploring Well-being Programmes, Their Intentions and Outcomes: The HR Manager Perspective. Masters thesis, Dublin, National College of Ireland.

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Abstract

The growing research about the importance of employee well-being as a determining factor of overall employee performance and productivity has resulted in a rise of well-being programs in workplace environments in recent years. Although these programs have gained huge acceptance, there is still a lack of understanding regarding their specific objectives and further, the results they achieve, especially from the viewpoint of Human Resources (HR) managers. HR managers play an important role in their implementation. This thesis aims to investigate the difference by analysing the intentions and outcomes of well-being programs and the perspectives of HR managers about their effectiveness. The research questions focusses on the two main factors of intention and outcome: in recent years companies are becoming more aware of the benefits of well-being initiatives, but there is a lack of information about the main causes behind these programs and their effectiveness.

The research aims to achieve three objectives: firstly, to understand the goals and intentions of well-being programs from the perspective of HR managers; secondly, to examine the relationship between employee motivation and well-being programs as perceived by HR managers; and thirdly, to explore the experiences and perceived effectiveness of these wellbeing initiatives among HR managers. The questions aims to explore the intricate role of HR managers in both the strategic development and practical implementation of well-being programmes.

The inquiry is structured around three core research questions. The primary research question (RQ1) is to elucidate the goals and purposes associated with the implementation of well-being initiatives. This involves examining if the main aim of these initiatives is to boost organisational performance, promote employee well-being, or do both simultaneously. The second research question (RQ2) aims to examine the perceived efficacy and subjective encounters of various well-being efforts. This includes an assessment of the challenges that HR managers face while implementing these initiatives and the measures they use to assess their effectiveness. The third research question (RQ3) investigates the perspectives of HR directors about the association between employee motivation and well-being initiatives. The objective is to determine if well-being programmes are considered a significant part in enhancing employee motivation, or whether they are seen as secondary to other motivating techniques.

This study offers a thorough comprehension of the aims and perceived results of well-being programs via the use of a qualitative research approach, which involves conducting in-depth interviews with HR Leaders from several big organisations being, a state owned bus and coach operator providing services throughout Ireland. They employee more than 3,000 employees. An International Fashion Retailer who is globally recognised fashion chain, it offers affordable clothing and accessories in hundreds of stores worldwide, employing tens of thousands of people. They have more than 80,000 employees globally. An organisation that specialises in operating large-scale technology gaming and entertainment services with a focus on community engagement and responsible practices that employs over 200 people, and an Educational Institution that provides a range of programs to thousands of students each year, supported by hundreds of academic and administrative staff. The findings will provide significant information on how to effectively adapt well-being programs in order to accomplish their intended aims and improve employee well-being.

The main goal of this thesis is to establish a link between the theoretical benefits of well-being programs and their actual implementation, offering a detailed understanding of how these initiatives are perceived and evaluated by HR Directors. The study's findings are relevant to HR experts who want to improve the impact of well-being programs on organisational success and overall employee well-being.

Item Type:	Thesis (Masters)
Supervisors:	Name Email Sheerin, Corina UNSPECIFIED
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Performance Management > Employee Engagement H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management R Medicine > RA Public aspects of medicine > RA790 Mental Health H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Performance Management > Motivation H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Quality of Work Life / Job Satisfaction
Divisions:	School of Business > Master of Arts in Human Resource Management
Depositing User:	Ciara O'Brien
Date Deposited:	16 Jun 2025 10:17
Last Modified:	16 Jun 2025 10:17
URI:	https://norma.ncirl.ie/id/eprint/7853

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