Professor of Organisational Behaviour
Norwich, UNITED KINGDOM
His expertise is in workplace health, employee well-being and safety at work.
Ph.D., Applied Psychology
Personnel Today online
This is at the heart of SOM’s report published in December, The Value of Occupational Health to Workplace Wellbeing. Written by a team from the University of East Anglia led by Professor Kevin Daniels, a professor in organisational behaviour, and Dr Jenny Napier, an OH physician, it has set out to, as it states, “examine how occupational health practitioners and providers can add value to workplace wellbeing initiatives by focusing on the knowledge, skills and competences required to introduce workplace health and wellbeing programmes”.view more
Cambridge Independent online
Principal investigator Kevin Daniels, professor of organizational behaviour at UEA’s Norwich Business School, said: “This project will build on the existing collaboration between RAND Europe and UEA on research on employee health and wellbeing, and benefit from our ongoing work with the What Works for Wellbeing Centre through the ESRC funded Work and Learning programme.view more
Employee Benefits online
Positive social relationships confer psychological benefits in a number of ways, such as promoting a sense of identity and belonging, as well as providing support that can help employees and organisations develop greater resilience.view more
Eastern Daily Press online
Prof Kevin Daniels, professor of organisational behaviour at UEA, said: “Happier people are more creative, more innovative so that is adding to a sense of continuous improvement in the workplace. “But also when people are happy with themselves they tend to be more cooperative.”view more
Professor Kevin Daniels, who led the research team, says "Good social relations between workers and between workers and management are amongst the most important factors for well-being at work, resilience and engagement. The research shows that, with the right intent, it can be quite straightforward to improve social relations at work".view more
British Psychological Society Division of Occupational Psychology - 2020 Stratford-upon-Avon, U.K.
Reducing Employee Absenteeism - 2019 London, U.K.
Society of Occupational Medicine/Faculty of Occupational Medicine Scientific Conference - 2019 Bristol, U.K.
RoSPA - 2019 Edinburgh, Scotland
British Psychological Society Division of Occupational Psychology - 2019 Chester, U.K.
This paper examines the impact of the use of work–nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and supportive management may explain this relationship. We then test these hypotheses using data from Britain’s Workplace Employee Relations Survey of 2011.
Although employee well-being has been on the research agenda since the Human Relations movement, explaining and managing employee strain and wellness are still topics of concern for scientists and practitioners alike (Richardson, 2017).
This study examined the relationships between daily cognitive appraisals of organizational events, affective responses, and coping. In addition, a 5-year longitudinal relationship between coping and performance outcomes at the senior professional level was assessed.