Publication: How Can HR’s role in the healthcare sector be improved to effectively enhance employee wellbeing
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Type
Thesis
Degree
BA
Date
2025
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Published Version
Abstract
Using both quantitative and qualitative approaches, this study examines the
connection between employee burnout and perceived organisational support in a
health care setting. Organisational support and burnout levels are strongly
correlated negatively, according to quantitative data gathered using the Workplace
Support for Health (WSH) and Quality of Employee Experience at Work (QEEW)
scales. In particular, among healthcare professionals, lower burnout symptoms are
significantly predicted by higher perceptions of organisational support.
These results are supported by thematic analysis of open-ended survey responses,
which identifies important factors influencing employee well-being. Workers admit
that there are physical wellness resources available, but they express concerns about
their uneven distribution and irregular accessibility, which especially affects junior
employees. The effectiveness of current wellness programs is undermined by a
widespread culture of overwork, understaffing, and inadequate managerial training,
all of which increase the risk of burnout.
Theoretical implications highlight the usefulness of the Organisational Support
Theory (OST) and the Job Demands-Resources (JD-R) model, showing how
sufficient organisational support acts as a buffer against burnout. Recommendations
for hospitals and HR departments to prioritise fair resource distribution, consistent
hiring procedures, proactive managerial training, and encouraging candid
conversations about mental health are examples of practical implications.
In spite of sample size and sampling methodology limitations, this study offers
practical insights and future research directions, highlighting the need for focused,
micro-level interventions to sustainably improve organisational effectiveness and
healthcare worker resilience.