Abstrakt

Employee well-being is an essential component of any organisation organisation. Conscious companies make every effort to create a healthy work environment. The well-being of employees and their overall emotional, physical and economic health is affected by various internal and external factors. When employees feel well, they tend to perform better. Therefore, the impact of employee well-being on the organisation is a fact and has been proven in many studies. People with a high level of well-being have greater self-confidence and self-esteem, which means that they are not afraid to look for new solutions and innovations. They are also generally more committed to their work and more dedicated to the organisationorganizational goals (Kim, 2021). Finally, they are more productive, which affects the whole performance of the company. Despite the high importance of employee well-being for the success of organisations organisations, little is known about how this well-being might influence human knowledge risks appearing in organisations. The article aims to present the potential link between employee well-being and human knowledge risks. The paper presents theoretical insights related to employee well-being, as well as human knowledge risks, organisations and organisations.This study has allowed us to identify the potential link between employee well-being and human knowledge risks, which brings several implications for organisations and organisations. showsThe ability to create conditions by managers to increase the well-being of their employees might be useful, in the trial of minimising human knowledge risks in organisations. The study is of theoretical character, and thus its findings should be further examined in practise research studies. The study provides useful information for managers and owners of organisations in need of dealing with various human knowledge risks threatening their organizations. The paper is enriched with a number of sample solutions that they may apply to increase the well-being of their employees and, therefore, mitigate those risks. The paper lays the ground for a better understanding of human knowledge risks and its relationship with employee well-being. As such, the paper offers food for thought for researchers dealing with the topic of human knowledge risks and human resource management, in general.

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