The Scottish Government

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FOOTNOTES

1. It should be noted however that the literature did not explicitly reference the voluntary sector and the report reflects this by drawing on the available evidence for the public and private sectors only.
2. As it may be the case that whilst it may improve the performance of those receiving help, it takes up the time of the person helping, thus reducing their potential output.
3. CIPD (2007b) The Psychological Contract, employs the definition of the psychological contract as produced by Guest and Conway (2002) whereby the contract refers to "the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other".
4. Note that the author (Schmidt 2004) defines WWB as " a holistic approach to creating high performance organisations through establishing the right conditions to generate high levels of employee engagement. This approach assumes that achieving high levels of organisational performance depends on employees who are strongly committed to achieving the goals of the organisation, and who show this through their actions. This behavioural objective is influenced in turn by levels of employee satisfaction, and by supportive, respectful and healthy work environments.
5. Johnson (2006)
6. Brockett (2006)
7. Tritch (2003) B&Q Boosts Employee Engagement - and Profits
8. Aitken.(2006) as cited in CIPD (2006a)

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