"This unique text is a must for academics, practitioners and students within HRM who want to understand the often overlooked but fundamental role that context plays in the relationship between well-being and performance. The book demonstrates through detailed analysis the contribution of context and shows how it offers ways to engage in and improve people’s working lives." — Philip Dewe, Department of Organizational Psychology, Birkbeck, University of London, UK
"The book provides a readable, innovative, and intriguing perspective on workplace wellbeing by considering employees within their social context—both the immediate workgroup and the broad organization—as well as the personal context of their enduring feelings and beliefs." — Michael Leiter, Department of Psychology, Acadia University, Canada
"Incorporating the works of leading experts, van Veldhoven and Peccei have put together a useful compilation on workplace well-being and performance, integrating theunder-studied area of ‘work context.’ The result is a book that not only provides intriguing questions for researchers, but one that also has practical and interesting implications for the workplace." — Arla Day, Department of Psychology, Saint Mary’s University, Canada
"Well-Being and Performance at Work: The role of context addresses one of the key questions that has eluded a definitive answer: What are the relationships between well-being and performance? This book is a significant integration of current thinking on high performance human resource management and the psychology of work related well-being – and through that integration provides new perspectives on well-being and performance across multiple levels of analysis. The book will be of interest to researchers, evidence based practitioners and advanced students across the fields of human resource management and work and organizational psychology, and essential reading for those working at the interface of human resource management and work and organizational psychology." — Kevin Daniels, Norwich Business School, University of East Anglia, UK
"This unique text is a must for academics, practitioners and students within HRM who want to understand the often overlooked but fundamental role that context plays in the relationship between well-being and performance. The book demonstrates through detailed analysis the contribution of context and shows how it offers ways to engage in and improve people’s working lives." — Philip Dewe, Department of Organizational Psychology, Birkbeck, University of London, UK "The book provides a readable, innovative, and intriguing perspective on workplace wellbeing by considering employees within their social context—both the immediate workgroup and the broad organization—as well as the personal context of their enduring feelings and beliefs." — Michael Leiter, Department of Psychology, Acadia University, Canada
"Incorporating the works of leading experts, van Veldhoven and Peccei have put together a useful compilation on workplace well-being and performance, integrating theunder-studied area of ‘work context.’ The result is a book that not only provides intriguing questions for researchers, but one that also has practical and interesting implications for the workplace." — Arla Day, Department of Psychology, Saint Mary’s University, Canada
"Well-Being and Performance at Work: The role of context addresses one of the key questions that has eluded a definitive answer: What are the relationships between well-being and performance? This book is a significant integration of current thinking on high performance human resource management and the psychology of work related well-being – and through that integration provides new perspectives on well-being and performance across multiple levels of analysis. The book will be of interest to researchers, evidence based practitioners and advanced students across the fields of human resource management and work and organizational psychology, and essential reading for those working at the interface of human resource management and work and organizational psychology." — Kevin Daniels, Norwich Business School, University of East Anglia, UK
