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The Global Happiness Policy Report is produced by the Global Happiness Council and contains papers by expert working groups on happiness for good governance. Our chapter on work and well-being provides evidence and policy recommendations on best practices to promote happiness and well-being in the workplace. The first Global Happiness Policy Report...
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... also highlights a number of best practices that may inspire policy-makers and business leaders in putting well-being at the heart of their policies. Figure 1 illustrates the significance of work: it reports data from a German survey that asked people about the importance of different aspects of their lives for their overall sense of well-being and satisfaction. 83% of respondents rate work as either "very important" or "important" for their well-being, as opposed to 10% and 7% rating it as less important or even unimportant, respectively. ...
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... Jehn and Shah (1997), for example, found that groups of friends working together performed better than groups who were merely acquainted. More recently, Krekel et al. (2018) assayed the literature in this area and concluded that relationships are the most powerful factor in predicting job satisfaction. Moreover, Durrah (2023) found that friendships at work are a driver of innovation and are positively correlated with psychological safety. ...
Introduction: Exacerbated by a global pandemic, healthcare organizations have become increasingly isolated spaces and healthcare professionals suffer from threats to psychological safety, occupational burnout, and attrition. Restorative justice (RJ) is a human- and community-centered framework used to foster connections and promote healing among groups and has recently been implemented in healthcare settings. It may serve as a novel approach to promote the well-being of healthcare professionals. Method: In this article, we describe the conceptual underpinnings of RJ, briefly reviewing the existing literature supporting restorative approaches and exploring its early applications within healthcare. We provide a case example of our own efforts to implement an RJ program to support healthcare professionals. Results: Using our own program as reference, we describe how we have monitored engagement to guide program improvement and utilized participant feedback to understand impact. Discussion: RJ offers unique potential for promoting a safe workplace for healthcare professionals and advancing inclusion in medicine. With regularly implemented restorative practices, we hope to effect lasting change within our institution (i.e., improved retention), which should be explored with future studies. In order to improve the health of diverse communities we serve, we must also prioritize the well-being of our own healthcare communities.
... For those in employment, job satisfaction can be profoundly affected by the characteristics of the workplace. Good interpersonal relationships with colleagues, having interesting work, and job security may lead to higher job satisfaction, while jobs that are difficult, stressful or offer a poor work-life balance may lower job satisfaction (de Neve, 2018). Furthermore, unemployment is consistently associated with lower wellbeing, and the experience of being unemployed can have lasting negative effects on wellbeing even after finding a new job (Layard & de Neve, 2023b). ...
The personal well-being of workers may be influenced by the risk of job automation brought about by technological innovation. Here we use data from the Understanding Society survey in the UK and a fixed-effects model to examine associations between working in a highly automatable job and life and job satisfaction. We find that employees in highly automatable jobs report significantly lower job satisfaction, a result that holds across demographic groups categorised by gender, age and education, with higher negative association among men, higher degree holders and younger workers. On the other hand, life satisfaction of workers is not generally associated with the risk of job automation, a result that persists among groups disaggregated by gender and education, but with age differences, since the life satisfaction of workers aged 30 to 49 is negatively associated with job automation risk. Our analysis also reveals differences in these associations across UK industries and regions.
... Collaboration among team members has been consistently linked to work competence and performance. Recent research by De Neve et al. (2018) demonstrates that when employees engage in effective collaboration and teamwork, they exhibit higher levels of competence in their tasks (Fiorillo & Nappo 2014; World Happiness and Well-being Policy Report, 2019). Collaborative efforts allow individuals to tap into diverse skills and knowledge, leading to innovative problem-solving and improved outcomes (Carder 2019). ...
... 8 As organizações promotoras de ambientes de trabalho saudáveis fomentam práticas que convergem numa maior participação dos funcionários, maior harmonia no equilíbrio entre vida, trabalho e família ou tempo livre e de lazer, maior desenvolvimento pessoal e profissional, melhorias na saúde e segurança e maior reconhecimento dos colaboradores. 9 O bem-estar no trabalho é um constructo multidimensional integrado por vínculos afetivos, positivos com o trabalho (satisfação, envolvimento) e com a organização (comprometimento organizacional afetivo). 10 Neste contexto, a preocupação com a dimensão pessoal do enfermeiro, nomeadamente ao nível das relações interpessoais e dimensão afetiva, é ainda escassa. ...
Objective: explore the relationship between affectivity and the nurses' work environment. Method: quantitative, analytical, cross-sectional study composed of 72 nurses working in inpatient and emergency services. The scales of "Psychological Well-being", "Fantastic Lifestyle" and "Nursing Practice Work Environment" were applied. Results: the sample consists mostly of nurses (80,6%), single (61,1%), 94,4% almost always have someone to talk to about important matters and 88.9% report almost always giving and receiving affection. Lack of affection negatively impacts the perception of collaboration between doctors and nurses, updating of nursing care plans, and the relevance of the nursing diagnosis. Conclusion: there was an imbalance in the affectivity and interpersonal relationships,which negatively influence the quality of the work environment.
... The six dimensions of the web explained in this section relate to the ability of individuals to express and develop themselves as employees and as humans, while being part of a goal-driven organization. 4 These dimensions stands in a long tradition of studies that aim to clarify the meaning of well-being in processes of organising (Rice et al. 1991, Spagnoli et al. 2012, De Neve 2018. What agape adds to the existing literature is that it stresses the importance employees as unique human beings and not as human resources (primarily) aimed at furthering the objectives of the organisation, as is expressed in the HR-literature (Storey 1987;Willmott 1993;Guest 1999;De Botton's 2009;Keenoy 1990Keenoy , 1997. ...
The concepts of love and business do not seem to match very well, despite attempts to operationalize love as agape or neighborly love. In line with the emerging literature, this contribution uses a profane and analytical approach to agape as an ‘Agenda for Growth and Affirmation of People and the Environment’. Within this agenda we define agape as ‘the commitment to the well-being and flourishing of others’ and operationalized it to measure the concept in a substantial sample of 420 medium-sized and large companies in The Netherlands. At the core of the research lies the question whether and to what extent companies, represented by senior managers and members of the works council, are committed to the well-being of their employees. This article analyses the concept of agape and its application in a business context and presents the results of a survey. The results show that, on average, respondents report that their organization is committed to employees’ well-being in line with the organization’s values. Though not the aim of agape, since organizations that apply the concept reap tangible business benefits from it, the concept becomes suitable to a wider range of businesses.
... Especially in less developed countries, where insufficient rule of law accompanied by flawed legal systems are present, working conditions can lead to various negative outcomes in the life domain (Węziak-Białowolska et al., 2020). There has already been research demonstrating that in factories with insufficient access to basic sanitation and health care services (CSDH 2008;Marmot et al., 2008), as well as generating strain on work-life balance (Bambra et al., 2014;de Neve et al., 2018), detrimental effects on well-being of workers can be observed. Despite existing evidence that promoting worker well-being can be financially beneficial , companies are often reluctant to improve standard-of-care for their workers (Adler et al., 2017;Arnold, 2014;(Brown et al., 2014a, b). ...
This paper presents cross-cultural comparisons of well-being among factory work- ers, as measured by the six well-being domains of happiness and life satisfaction, physical and mental health, meaning and purpose, character and virtue, close social relationships, and financial and material stability. Relative ranks of well-being do- mains across examined groups of workers are also compared. Results are based on survey data from factory workers in Cambodia, China, Mexico, Poland, Sri Lanka, and the United States. Average well-being scores are higher among factory workers in Mexico, China, and Cambodia than in the U.S., Poland, and Sri Lanka across all domains except financial and material stability. Close social relationships were the highest ranked domain in Cambodia and China but ranked much lower (5th) in the U.S. Meaning and purpose, as well as character and virtue were highly ranked across the board. Strong social relationships seem to thrive in contexts where fi- nancial insecurity is high.
... For instance, social and community wellness impact physical wellness (Holt-Lunstad et al., 2015;Shields, 2008). Occupational well-being affects psychological and physical wellness (de Neve, 2018), and psychological well-being affects physical health (Diener et al., 2017). ...
Whereas the behavioral and health sciences have been mainly concerned with the private good, there is an urgent need to understand and foster the collective good. Without a coherent framework for the common good, it will be extremely difficult to prevent and manage crises such as pandemics, illness, climate change, poverty, discrimination, injustice, and inequality, all of which affects marginalized populations disproportionally. While frameworks for personal well-being abound in psychology, psychiatry, counseling, and social work, conceptualizations of collective well-being are scarce. Our search for foundations of the common good resulted in the identification of three psychosocial goods: mattering, wellness, and fairness. There are several reasons for choosing them, including the fact that they concurrently advance personal, relational, and collective value. In addition, they represent basic human motivations, have considerable explanatory power, exist at multiple ecological levels, and have significant transformative potential. The complementary nature of the three goods is illustrated in an interactional model. Based on empirical evidence, we suggest that conditions of justice lead to experiences of mattering, which, in turn, enhance wellness. Challenges and opportunities afforded by the model at the intrapersonal, interpersonal, occupational, communal, national, and global levels are presented. The proposed psychosocial goods are used to formulate a culture for the common good in which we balance the right with the responsibility to feel valued and add value, to self and others, in order to promote not just wellness but also fairness.
... Indicators include number of workplace accident reports, work-related health problems, and factors adversely affecting worker physical and mental well-being. Given evidence of a strong, positive relationship between employee well-being, employee productivity, and firm performance (De Neve, Krekel and Ward, 2018), businesses can gain from promoting worker wellbeing and providing 'decent work' (SDG 8). A self-estimate of job satisfaction is important alongside more objective measures of resident well-being. ...
Human well-being is an essential dimension of sustainable development. This implies that an understanding of well-being outcomes and associated indicators is necessary to determine the success of the global tourism industry in meeting the SDG 2030 Agenda. It is argued that assessment of tourism’s progress toward achievement of the SDGs is incomplete without a full accounting of the outcomes of tourism development on human well-being. In addition to standard indicators of tourism industry performance, a ‘well-being lens’ is proposed comprising indicators that inform tourism stakeholders about changes in resident well-being, promoting sustainable development, and enabling a more comprehensive assessment of tourism’s progress in fulfilling each SDG. The implications of this original proposal for tourism participation in the 2030 SDG agenda are highlighted and discussed.
... Teachers' professional wellbeing includes both affective wellbeing of job satisfaction and other outcome measures of motivation and competence. Its focus is on teacher selfefficacy and job satisfaction, which drives the perception of teachers' working capability required for everyday practice (Yin et al., 2016;Krekel et al., 2018). This indicates that studying teachers' professional wellbeing emphasizes the lasting and sustainable eudaimonic perspective; thus, positive emotions in the PERMA model, encompassing "the hedonic feelings of happiness such as joy and contentment, " should be excluded (Morgan and Simmons, 2021, p. 3). ...
In poor and remote areas, teachers frequently encounter serious ongoing challenges and experience teacher exhaustion due to the uneven distribution of resource supply, and a shortage of professional support. Maintaining teachers’ professional wellbeing in an unfavorable teaching environment has become a major challenge. The current study explores teachers’ professional wellbeing in the context of a five-month-long professional development program designed for teachers in areas of deep poverty in China. This study adopted the method of narrative enquiry and collected diaries written before and after the program from 46 primary school English teachers. Based on the manually analyzed data, it was found that teachers’ overall wellbeing at work was enhanced in terms of their professional meaning, engagement, and achievement. The systematic analysis of the diaries helped to better understand how the program exerted such an effect on teachers’ learning experiences and their wellbeing.
... Long work hours impact worker wellbeing in multiple ways, firstly, via negative effects on work-life balance and well-being, when workers become sleep-deprived, over-worked and exhausted (De Neve et al., 2018;Shevchuk et al. 2019;Wood et al. 2019). For the many platform workers who also have another job, total hours worked may be high, even if participation is intermittent. ...
... For the many platform workers who also have another job, total hours worked may be high, even if participation is intermittent. Secondly, unsocial work hours can contribute to feelings of isolation and this may be further exacerbated by the independent nature of platform work (De Neve et al., 2018;Tran and Sokas 2017). That is, platform workers frequently miss out on the social benefits of working in teams or collaborating with other workers, instead competing for tasks that they undertake alone, and in the case of micro-workers and click-workers, completely dislocated from any interaction with a human client (Lewchuk 2017;Shevchuk et al. 2019;Kilhofer et al. 2020). ...
... That is, platform workers frequently miss out on the social benefits of working in teams or collaborating with other workers, instead competing for tasks that they undertake alone, and in the case of micro-workers and click-workers, completely dislocated from any interaction with a human client (Lewchuk 2017;Shevchuk et al. 2019;Kilhofer et al. 2020). The health implications of stress related to work intensification, night work and long work hours are well known (De Neve et al, 2018). Yet in platform work, where workers are self-employed contractors, these risks are not the responsibility of either the platform firm or the client to manage. ...
