The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address the need for development of the role of the EOR on employee health, we focus on two of the most popular EOR concepts: psychological contracts and perceived organizational support. We review the empirical research on the EOR and health and well-being as well as theoretical underpinnings of social exchange and reciprocity. We then suggest that the COVID-19 pandemic may have increased emphasis on employee health and well-being, resulting in heightened employee expectations from their organization. Subsequently, we present a model based on social exchange theory to explain how this increased attention on health is linked with employee perceptions of organizational support and psychological contracts, ultimately contributing to enhanced or decreased health and well-being. Finally, we discuss the practical implications of the changing emphasis on the health and well-being of employees for the EOR and the importance of an expansion of research linking the EOR with health and well-being.

中文翻译：

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提升大流行后的健康意义：员工与组织的关系是否处于变化时期？


员工-组织关系 （EOR） 是应用心理学和组织行为学文献中一个成熟的研究主题。然而，与 EOR 对传统以组织为中心的结果（如组织承诺、工作绩效和人员流动率）的影响相比，EOR 与员工健康和福祉之间的潜在联系研究不足。为了满足 EOR 对员工健康作用的发展需求，我们专注于两个最流行的 EOR 概念：心理契约和感知组织支持。我们回顾了关于 EOR 和健康与福祉的实证研究，以及社会交换和互惠的理论基础。然后，我们认为 COVID-19 大流行可能更加重视员工的健康和福祉，从而导致员工对组织的期望更高。随后，我们提出了一个基于社会交换理论的模型，以解释这种对健康的日益关注如何与员工对组织支持和心理契约的看法相关联，最终导致健康和福祉的增强或降低。最后，我们讨论了 EOR 对员工健康和福祉的重视变化的实际影响，以及扩大将 EOR 与健康和福祉联系起来的研究的重要性。