Work, Learning and Wellbeing Conference
University of East Anglia, 12 January 2017
We are delighted to announce our inaugural one-day conference on Work, Learning and Wellbeing to be held at the University of East Anglia (UEA). This conference is hosted by the What Works Centre for Wellbeing, a national programme funded by the ESRC and supported by partners including Public Health England and Department for Work and Pensions (DWP).
The conference brings together leading academics, early career academics, policy makers and senior practitioners to find out about the latest research from our Work, Learning and Wellbeing programme and discuss exciting new areas of research with experts in the field.
The event will focus on identifying areas of research relevance, and offer opportunities for discussion and debate on how to identify and implement good practice.
Doctoral Poster Session – Call for abstracts
We would like to invite abstracts for a poster session from doctoral students whose work relate to wellbeing. If you are engaged in research related to wellbeing, we would love you to hear from you.
Please submit an abstract of up to 300 words, and if selected, you will have the opportunity to discuss your work (presented in a form of a poster) with conference attendees, network, and receive valuable feedback.
Deadline for submission is 01 December 2016. Applicants will be informed of final decisions by 07 December 2016.
Abstract submissions: Antonina.Semkina@uea.ac.uk
For other enquiries: email@example.com
We are reviewing the evidence of how worklessness – not being in paid work and exits from work affect wellbeing.
By worklessness we mean not being in regular employment or education/training, because of unemployment, retirement, disability or family care.
We are specifically interested in evidence which relates to the following research questions:
- What are the potential effects of not being in paid work on wellbeing?
- How does the duration of not being in paid work affect wellbeing?
- What are the impacts of changes in wellbeing on worklessness, duration of worklessness and the subsequent transitions?
We are looking for high quality research on each of these questions to use as best available evidence. We aim to use this evidence to show the impact of different types of worklessness- not being in paid work on wellbeing and the impact of wellbeing on moving in and out of worklessness for different demographic groups.
We are particularly seeking the following types of evidence:
- Evaluation of how not being in paid work linked to different life circumstances (e.g., retirement, disability, unemployment) impacts on wellbeing.
- Evaluation of the impact of poor wellbeing on remaining in worklessness
- Evaluation of the extent to which the wellbeing outcomes of worklessness, duration of worklessness and the transitions between worklessness states vary across groups (e.g., age, gender, family status).
We are particularly interested in the effects of worklessness on life satisfaction. However, evidence of impact on wellbeing that may include stress, mental health, anxiety, and depression are also welcomed.
We welcome evidence of a qualitative or quantitative nature, provided the evidence meets the criteria outlined above. Studies that use longitudinal methods are preferable. However, we also seek evidence from high quality cross-sectional studies.
→Please send your submissions to: Evidence@WhatWorksWellbeing.org with Worklessness as the title
→All submissions should be received by 20th of June 2016.
New Events: Café conversations- Wellbeing at work
CAFÉ’ BAR MARZANO, THE FORUM, MILLENNIUM PLAIN NORWICH NR2 1TF
All welcome, free entry and free coffee.
Thursday 19 May at 18:00 Work, leisure, family life: Is it possible to have it all? by Ana Sanz Vergel
What are the dynamics between work and non-work domains? How can we achieve work-life balance? Apart from being employees, people engage in different roles: they are colleagues, partners, parents, sons, or friends. This conversion will discuss the dynamics between work and non-work lives, to understand better why employees are stressed, how they can cope with daily demands and how they can maintain their wellbeing.
Thursday 2 June at 18:00 Creativity and wellbeing at work by Ieva Martinaityte
What is creativity at work? How creativity can improve wellbeing at work? Creativity has been ranked amongst top 3 skills needed in 2020 in World Economic Forum. The café will explore what attitudes and beliefs we hold about creativity at work and the role of organisational environment to facilitate creative action. The café participants will be invited to share their sources of inspiration and will discuss how creativity is linked to job and career satisfaction.
Thursday 9 June at 18:00 Beyond the Breadwinner by Sara Connolly
How do couples manage their work and family life in the post-financial crisis period? How, if at all, have they been affected by the crisis? Over the past twenty years women became better educated, fathers have played a more active role in family life and governments have introduced policies to support work -family life. We will discuss what the consequences have been for couples in UK but also in some of the countries most and least badly hit by the recession.
Thursday 14 July at 18:00 Respectful Workplaces by Annilee Game and Roberta Fida
What are the characteristics of a respectful workplace? How can we make workplaces more respectful? The fast paced, high pressure environment of the 21st century workplace creates a context in which there seems to be less time for being civil, or respectful, towards our colleagues – with consequences for employee health and well-being. This conversation will explore civility and respect at work and discuss how to create more respectful workplaces.
Video- DOP Keynote 2016:
Is wellbeing what we think it is – Professor Kevin Daniels
In this keynote presentation, Kevin Daniels will outline some of the challenges and issues faced by occupational psychologists and others motivated to improve wellbeing at work.
We are conducting a review of job quality and wellbeing.
Job quality relates to the features of work often perceived to relate to satisfying or desirable work experiences – such as:
- some involvement in decisions about how work is to done, when it is to be done or what is to be done
- clarity of what is to be achieved at work
- the chance to use a variety of skills at work
- good working relationships with colleagues and/or customers
- attainable goals and work demands or goals that do not conflict with one and other
- reasonable working hours
We are specifically interested in two research questions:
1) Do improvements in job quality lead to reliable effects on worker wellbeing and productivity?
2) Are more positive outcomes achieved by introducing other changes to employment practices alongside improved job quality?
We are looking for high quality evidence on each of these questions to use as best practice examples. We are particularly seeking the following types of evidence:
- Evaluation studies with assessments of wellbeing made before and after the introduction of the intervention – this is to allow us to determine whether the intervention produced any changes in wellbeing.
- Evaluations including comparison groups that did not receive the intervention.
- Studies showing the combined effects of improvements in job quality and other employment practices introduced at the same time.
- Evidence of impacts on wellbeing that may include stress, mental health, anxiety, depression, life or job satisfaction, burnout, or engagement.
- Evidence of changes in productivity and performance that may include factors such as safety, performance and absence.
- Qualitative or quantitative evidence is welcome.
- Evidence from studies conducted in the UK or with a UK component is preferred.
All examples must be written in English or have an English translation and include an author and date. We can only accept evidence which can be made publicly available.
→Please send your submissions to firstname.lastname@example.org and include ‘Job Quality Evidence’ in the subject line.
All submissions should be received by 13th of May 2016 .