Dear Colleagues,

While wellbeing at the workplace encompasses different aspects of working life, there is a recognition that, to promote workers’ well-being, organizations must ensure that the workers feel safe, healthy, satisfied, valued, and engaged in positive relationships at work. Although organizational practices such as task assignment or goal-setting may have the potential to induce workers´ strain, workers too often feel that sustained pressure can quickly lead to mental health issues, reducing levels of productivity, performance, and confidence. Moreover, the characteristics of some work contexts, such as the case of health or civil-protection professionals, among others, can increase the psychosocial risks associated with the nature of work. In both cases, raising awareness and supporting workers’ mental health and wellbeing can promote a culture of prevention against the potential effects of stress and burnout. Overall, the demand to reduce the psychosocial risks associated with work and promote healthy environments and workers’ sense of wellbeing at the workplace involves actions that focus on policies and practices to improve the work environment and organizational culture; work–life policies; learning, developing, and career opportunities; and good work design, communication, and leadership. A wide range of organizations and enterprises are calling for potential solutions that recognize the importance of investing in measures to minimize the risk by promoting wellbeing at the workplace that should include decent and satisfying working conditions. Identifying the key conditions of workplaces is vital to promote tailored measures committed to making the workplace and work relationships more satisfying with links to engagement levels, general health, and well-being of the workforce with implications for increased levels of satisfaction, productivity, and a healthy work context with a supportive climate and culture.

Given the complexity of factors associated with wellbeing and healthy work relationships, there is a need to further understand the roles played by both contextual (i.e., organizational and managerial) and individual characteristics in preventing the occurrence health hazards and how to better mitigate these hazards by promoting coping strategies, as well as good organizational practices and policies.

This proposed Special Issue aims to advance knowledge about the prevention and coping processes at micro, meso, and macro levels to explore the antecedents and the process from multi-disciplinary and multi-methodological perspectives. We aim to explore conceptualizations, provide innovative empirical perspectives, and advance methodological approaches that can enrich the understanding of these dimensions that account to promote workers’ wellbeing and healthy work relationships and workplaces.

Dr. Paula C. Neves
Dr. Claudia Andrade
Dr. Rui Paixao
Dr. Marisa Matias
Guest Editors

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• wellbeing at work 
• healthy work relationships 
• healthy workplaces