Relationship Between Employee's Psychological Well-Being and Engagement

Within this study, an empirical assessment of the relationship between psychological well-being and the degree of employee engagement in the organizational activities of Research Institute “Systems Psychology” LLC is carried out. The graduation paper was based on a design and research format. In the process of setting the research problem of this study, the author’s hypothesis was put forward that an increase in the psychological well-being of employees can have a positive impact on their degree of engagement in the company’s activities. The hypothesis was tested under the auspices of the company under study on a sample of 96 employees. Three methods were used for collecting empirical information: the Scale of Psychological Well-Being by C. Ryff (adapted by T. D. Shevelenkova and T. P. Fesenko), the Engagement Index by E. A. Skriptunova (adapted by the author with flexible adjustment to the specifics of the company) and the modified questionnaire "Q12+" by Gallup, used for employee engagement assessments (in the 16-question version). The analysis of the research results obtained through the use of correlation and regression analysis allowed, at a 5% significance level, not to reject the hypothesis that the psychological well-being of the company’s employees has a positive impact on their engagement. Nevertheless, the study found that significant gaps in the work of the company’s employees are an imbalance of affect, insufficiency on the scale of “a man as an open system”, as well as insufficient formation of goals in life. To solve the identified problems, recommendations were developed to improve the psychological well-being of employees of the Research Institute “Systems Psychology” LLC within their organizational activities. Also, to resolve the identified problems, the project “Towards Balance and Harmony” was developed, which includes the implementation of a set of measures, namely: the organization of regular supervisions for employees; the development and implementation of the Open System program; the development and implementation of the Psychological Health program; the development and implementation of the system “I/We are in Control”; the development and implementation of the Work-Life Balance program.