ABSTRACT
Effective and efficient organizational interventions for stress and well-being are important not only for developing a healthy and productive workforce but also because business organizations are increasingly viewed as vehicles for achieving improvements in population health (Black, 2008; Fleming, 2007; Tetrick and Quick, 2002). An engaged workforce in well-managed organizations can contribute to enhanced productivity, quality products, and a high-performing resilient workforce, which in turn can contribute to a well-functioning society (Black, 2008). However, developing, implementing and evaluating organizational interventions with a view to reduce employee stress and build healthy organizations can be a very complicated matter.
