This book offers a comprehensive, multidisciplinary examination of socioemotional well-being in contemporary organizations, addressing its conceptual foundations, practical implications, and strategic relevance. Drawing on Self-Determination Theory and the Job Demands-Resources model, the book situates well-being as both a multidimensional construct and an organizational capability essential for sustainable performance.
Structured in five thematic parts, the chapters explore systemic determinants, cultural and normative drivers, career development, leadership challenges, and the dual impact of technological transformation and ESG imperatives. Contributions combine theoretical reflection with empirical research, case studies, and systematic reviews, providing insights into hybrid work environments, sustainable HRM, occupational stress, inclusivity, and digital well-being.
By integrating perspectives from management, economics, and human resource studies, the book demonstrates how socioemotional well-being intersects with organizational culture, leadership, and strategic priorities. It emphasizes that fostering psychological safety, autonomy, competence, and relatedness is not a peripheral concern but a systemic challenge requiring alignment with organizational values and governance.
Socioemotional Well-Being Management in the Workplace will be of interest to researchers, practitioners, and policymakers seeking evidence-based approaches to well-being management. It offers conceptual clarity, methodological rigor, and practical guidance for creating workplaces that support resilience, engagement, and human flourishing in an era of technological disruption and sustainability demands.
Joanna Tabor-Blażewicz gained her PhD in the field of management. She is working as Assistant Professor in the Institute of Management at the SGH Warsaw School of Economics. She is the author of two monographies: (1) Managing talents in enterprise. Concepts, strategies, practice, published in 2013 in Poland by Poltext and (2) Well-being of employees. Concepts, tasks, results of research, published in 2021 in Poland by SGH. She also co-edited the book (3) Challenges in managing people in hybrid job system published in 2022 in Poland by SGH. She has conducted research and published articles in the area of HRM, talent management, well-being of employees and employees' development. She conducts classes at Master's, MBA, Doctoral and post-graduate studies. She held positions of the director of the SGH Centre for Open Education, Director in PM Point Group, Academic Director of Summer University Warsaw, Project Manager and Project Assistant in many educational and development projects.She gained her professional experience by organizing training processes and development projects for companies and audiences in various age groups.
Hanna Kinowska holds a PhD in Management from the SGH Warsaw School of Economics, where she serves as an Assistant Professor in the Collegium of Business Administration. Her research focuses on human resource management, with a particular emphasis on sustainable HR practices, employee well-being, remuneration systems, and talent development. She has conducted numerous national and international research projects and published extensively in these areas.Her recent publications include works on the impact of algorithmic management on workplace well-being and the relationship between sustainable HR management and employee engagement. With over 20 years of professional experience, Dr. Kinowska has held senior HR positions in major organizations, where she led post-merger integrations, developed compensation strategies, and implemented large-scale organizational changes. She currently serves as a Partner in IP law firm.In her academic role, Dr. Kinowska teaches at master's, doctoral, and postgraduate levels, covering topics such as human capital management, feedback and appraisal systems, and remuneration strategies. She has also contributed to international projects, including EU-funded initiatives, where she developed HR strategies and organizational communication frameworks.
