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Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis
Work & Stress
Abstract
It is often assumed that happy workers are also productive workers. Although this reasoning has frequently been supported at the individual level, it is still unclear what these findings imply for organizational performance. Controlling for relevant work characteristics, this study presents a large-scale organizational-level test of the happy-productive worker hypothesis, assuming that high individual well-being leads to high individual-level performance, which should translate into high organizational performance (such as high efficiency and productivity). Job-specific employee well-being was measured as job satisfaction and emotional exhaustion. Using data from 66 Dutch home care organizations, the relationships among aggregated levels of demands, control, support, emotional exhaustion and satisfaction on the one hand, and organizational performance on the other, were examined using regression analysis. The hypotheses were partly confirmed, especially high aggregated levels of emotional exhaustion were related to low organizational performance. Although these findings support the reasoning that happy organizations are indeed productive organizations, more theorizing and more longitudinal research on the associations between individual-level well-being and organizational performance is imperative to improve understanding of these relationships. The findings underline the importance of improving worker well-being: this is not only important for individual workers, but may also have positive consequences for organizations and their clients.
... On the contrary, if employees feel happy, they will have positive perceptions, thereby reducing work stress. Happiness has a positive effect on employee performance; however, it is dominated by workplace stress (Wright & Cropanzano, 2000;Bogdanova et al., 2008;Taris & Schreurs, 2009). Therefore, managers should pay attention to factors that affect employees' psychology (Grant et al., 2007). ...
... Therefore, managers should pay attention to factors that affect employees' psychology (Grant et al., 2007). According to Taris & Schreurs (2009), improving employees' perception of happiness helps enhance their work performance. In the context of the Covid-19 epidemic in Vietnam, medical employees have made effort to meet their job requirements and respond to the epidemic. ...
... Well-being is a concept that includes both physical and mental health (Warr, 2002), job satisfaction (Diener, 2000), life satisfaction that reflects a high-quality life (Lu, 2001;Grant et al., 2007;Taris & Schreurs, 2009;Li et al., 2014). Happiness is an integral part of a fulfilling and contentful life. ...
Objective: The goal of the study is to demonstrate the impact of work stress on the well-being and performance of doctors in the context of the Covid-19 epidemic. Method: In this study, quota sampling based on the criteria such as gender, age, education background, working place is used to collect data. The survey areas are major cities in Vietnam, including Ho Chi Minh City, Da Nang City, and Can Tho City. After the data screening step, the study collects 252 observations. The study applies structural equation modeling to analyze the data. Results: The result has shown factors constituting doctors’ occupational stress include work overload, pressure from superiors, time pressure, income pressure, working conditions, and workplace relationships. Stress at work negatively affects doctors' well-being and performance. Besides, the study has pointed out a positive relationship between perceived happiness and doctors’ performance. Conclusions: Hospital administrators need to control the causes of work pressure to improve the feeling of happiness and performance. The causes include work overload, pressure from superiors, time pressure, income pressure, working conditions, and workplace relationships. In particular, work overload needs to be paid the most attention.
... Zeitgenössische Organisationen, die Arbeit respektieren, erkennen zunehmend den strategischen Wert der Mitarbeiterzufriedenheit. Studien zeigen, dass die Arbeitsleistung und organisatorische Produktivität von Mitarbeitern in Organisationen, die danach streben, die Mitarbeiterzufriedenheit zu priorisieren, im richtigen Verhältnis steigen (Taris & Schreurs, 2009;Whitter, 2022;Kumar u.a., 2022). Gerade in den letzten Jahren hat die Tendenz zu den Themen Organisationsverhalten und positivem Verhalten zugenommen. ...
... In Organisationen, in denen das individuelle Glück hoch ist, werden positive organisatorische Ergebnisse wie Produktivitäts-und Leistungssteigerung angezeigt. Individuelles Glück bietet Werkzeuge, um angemessene Ziele zu erreichen, und hat das Potenzial, organisatorischen Erfolg zu erzielen (Loftus u.a., 1992;Myers & Diener, 1995;Taris & Schreurs, 2009;Whitter, 2022). In der Studie von Meyer (2018) wurde bewiesen, dass glückliche Menschen dazu beitragen können, tugendhafte Organisationen zu schaffen. ...
... Emeğe saygı duyan çağdaş örgütler çalışan mutluluğunun stratejik değerini giderek fark etmektedirler. Çalışan mutluluğunu ön planda tutmaya gayret gösteren örgütlerde çalışanların iş performansları ile örgütsel verimliliklerinin doğru oranda arttığı yapılan çalışmalarla ortaya konulmuştur (Taris & Schreurs, 2009;Whitter, 2022;Kumar vd., 2022). Meyer ve Allen (1997: 67) ise örgütsel bağlılığı, işgörenin işletme ile olan ilişkilerinin bir özelliği ve işletmeye devam kararı ile ilişkili psikolojik bir yapı olarak tanımlamaktadır. ...
Ziel dieser Forschung ist, die Wirkung der individuellen Glückswahrnehmung von Mitarbeitern auf ihr organisationales Commitment zu untersuchen. Darüber hinaus wird im Rahmen der Studie untersucht, ob es einen Unterschied in dem individuellen Glück und dem organisationalem Commitment der Mitarbeiter nach demografischen Variablen gibt. Im Rahmen der Studie wurde die Befragungsmethode bevorzugt, die zu den quantitativen Forschungstechniken zählt. Die Forschungsdaten wurden von 660 Mitarbeitern, die im Jahr 2022 in 5-Sterne-Hotels in Ankara arbeiteten, durch eine Convenience-Sampling-Methode gesammelt. Zur Datenerhebung wurden die von Hills und Argyle (2002) entwickelte Oxford Happiness Skale und die von Allen und Meyer (1990) entwickelte Organizational Commitment Skale verwendet. Die aus den Fragebögen erhaltenen Daten wurden mit Korrelation, Regression, t-Test und Anova-Tests über das SPSS-Analyseprogramm analysiert. Dement-sprechend wurden signifikante und positive Zusammenhänge zwischen dem individuellen Glück der Mitarbeiter und ihrem organisatorischen Commitment gefunden, und es zeigte sich, dass individuelles Glück einen positiven Effekt auf das organisatorische Commitment hat. Zudem wurde festgestellt, dass sich das individuelle Glück der Mitarbeiter je nach demografischen Variablen unterscheidet. Die Ergebnisse der Studie wurden mit Studien der Literatur verglichen, interpretiert und Empfehlungen wurden entwickelt. Es wird angenommen, dass diese zur Literatur beitragen wird, indem sie eine Lücke im Bereich des Organisationsverhaltens schließt.
Bu araştırmada, çalışanların bireysel mutluluk algılarının örgütsel bağlılıkları üzerindeki etkisinin incelenmesi amaçlanmaktadır. Ayrıca çalışma kapsamında çalışanların bireysel mutlulukları ve örgütsel bağlılıklarında demografik değişkenlere göre bir farklılık olup olmadığı incelenmektedir. Çalışma kapsamında nicel araştırma tekniklerinden olan anket yöntemi tercih edilmiştir. Araştırma verileri 2022 yılında Ankara ilinde bulunan 5 yıldızlı
otellerde çalışan 660 personelden kolayda örnekleme yöntemiyle toplanmıştır. Verilerin toplanmasında Hills ve Argyle (2002)
tarafından geliştirilen Oxford Mutluluk Ölçeği ile Allen ve Meyer (1990) tarafından geliştirilen örgütsel bağlılık ölçeği kullanılmıştır.
Anketlerden elde edilen veriler korelasyon, regresyon, t-testi ve Anova testleriyle analiz edilmiştir. Buna göre çalışanların bireysel
mutlulukları ile örgütsel bağlılıkları arasında anlamlı ve pozitif ilişkiler saptanmış, bireysel mutluluğun örgütsel bağlılık üzerinde olumlu bir etkiye sahip olduğu ortaya çıkmıştır. Demografik değişkenlere göre de çalışanların bireysel mutluluğunun farklılaştığı görülmüştür. Çalışma bulguları alan yazındaki araştırmalarla karşılaştırılarak yorumlanmış ve öneriler geliştirilmiştir. Bu çalışmayla örgütsel davranış alanındaki bir boşluğun doldurularak literatüre katkı sağlanacağı düşünülmektedir.
... P. Hung et al., 2007;H. Y. Lin et al., 2012;Taris & Schreurs, 2009). Studies have found that workplace well-being originates from employees' subjective workplace experience, which depends on the overall quality of their work experience in the organization (Grant et al., 2007). ...
... Y. M. Huang and Tsai (2019) examine the mediating relationship between well-being and job performance and find that four dimensions of well-being-joy, life satisfaction, purpose in life, and self-approval-show significant relationship with job satisfaction, selfefficacy, and positive emotional traits. Workplace well-being often refers to employees' subjective well-being (Brunetto et al., 2013;Taris & Schreurs, 2009), including a wide range of aspects such as their life, work, and personal characteristics, as well as their sense of well-being pertaining to implication of work, focusing on their feeling when performing job duties. Herein, the term well-being refers to the psychological satisfaction and happiness of employees when interacting with supervisors, colleagues, and even customers at the workplace. ...
This study was a survey on the relationship between Taiwanese dream attitudes and workplace well-being. The research tool used structured questionnaires as data collection tools, and the questionnaires were answered by employees in the workplace. The content consists of three parts: the first part was participants’ background (including dream frequency estimation), the second part was the dream experience and attitude scale (Beaulieu-Prévost et al., 2009) and the third part was the workplace well-being scale. A total of 340 samples were recovered, and the research results were as follows: Different background variables (gender, age, education level, and job attributes) have differences in dream feeling attitudes scale; different background variables (age, marital status, and education level) were different in the workplace wellbeing scale. There were differences in workplace well-being, and workplace employees’ attitudes toward dream feelings have a significant positive impact on workplace well-being. Among them, the impact of the seven dimensions of dream feelings and attitudes on workplace well-being was examined, and the overall well-being of the workplace and its four dimensions reached significant predictions. Among the seven dimensions of dream feeling and attitude, “dream meaning” and “dream understanding” have the most significant impact on the overall workplace well-being and its four dimensions, indicating that “dream meaning” has a significant positive effect on the overall workplace well-being and its four dimensions. “Dream understanding” has a significant negative impact on workplace well-being as a whole and its four dimensions. Based on the results, suggestions were provided for future practical work and research.
... It is often assumed that happy workers are also productive workers (the 'happy worker' hypothesis). While a popular view, there is surprisingly mixed evidence for this hypothesis (Taris & Schreurs, 2009). We seek to utilise an emerging organisational stress theory, psychosocial safety climate (PSC; Dollard & Bakker, 2010), to further investigate the employee well-being and work performance relationship. ...
This symposium will present evidence on the organisational, leadership, and team-level factors which have a role in mental well-being, performance and innovation. Three papers will present the latest findings from research funded by the ESRC: results from a survey of firms in three European countries examining the relationship between organisational-level diversity and well-being policies and practices and innovation outcomes; a longitudinal survey examining the relationship between employees' beliefs about how leaders and managers value psychological well-being and outcomes related to employee performance and well-being; a qualitative study exploring the experience of poor mental health within teams and how this affects team performance, trust and cohesion, and psychological safety. The symposium contributes to the emerging evidence on the relationship between mental well-being policies and practices and performance and productivity outcomes, and the need
... Musculoskeletal pains and work-family conflict are also known to be significant factors affecting the well-being of workers [14,15]. The well-being of employees has a significant impact on their individual performance [16] as well as the productivity of the organization [17,18]. ...
The objective of this study is to investigate the causal relationships between musculoskeletal pains, work–family conflict, sleep-related problems, and the well-being of food manufacturing workers using structural equation modeling. This study analyzed 523 food manufacturing workers extracted from the Sixth Korea Working Conditions Survey. We formulated six hypotheses based on literature reviews and examined the structural causal relationship between work–family conflict, musculoskeletal pains, sleep-related problems, and well-being. According to the results of structural equation modeling, work–family conflict has a significant impact on musculoskeletal pains (standardized path coefficient of 0.113). Furthermore, both musculoskeletal pains (standardized path coefficient of 0.350) and work–family conflict (standardized path coefficient of 0.212) have been found to affect sleep-related problems. It has also been established that musculoskeletal pains have a direct influence on well-being (standardized path coefficient of 0.115). The association and structural causality between musculoskeletal pain and psychological factors in food manufacturing workers can be used for customized measures to improve the well-being of food manufacturing workers. This study is also meaningful in that musculoskeletal pain and psychological factors should be managed in an integrated manner.
... However, those phenomena are important variables impacting organizational performance. For instance, when employee well-being is hurt, they lose trust in the organization, develop distrust, or show resistance to change, and organizational performance is likely to decrease (Taris & Schreurs, 2009). Inversely, well-being and relationships are congruent with organizational performance increase (Van De Voorde, Paauwe, & Van Veldhoven, 2012). ...
Purpose
In recent years we have seen major technological advancements including the launch of large language models such as ChatGPT and the popularity of the digital transformation topic among professionals and academics. Despite this, the pace of digital transformation is surprisingly slow. We aimed to identify behavioral antecedents of an organization’s sluggish digital transformation.
Design/methodology/approach
We adopted the organizational level of analysis, which differs from prior analyses of technological revolutions that looked at the phenomenon from an aggregate labor market or society level of analysis.
Findings
We identified dehumanization as a key construct useful in examining the behavioral impediments to digital transformation. We indicated that the traditionally dual understanding of dehumanization needs to incorporate the actual involvement of non-human agents in operational and decision-making processes in organizations.
Originality/value
We complemented the predominant approach of digital transformation, which focuses on technology and related business model development, with a behavioral approach. We considered digital transformation as an extreme degree of change, similar to the Industrial Revolution. We paved the way for the conceptual development of dehumanization in the digital world and for developing managerial practices useful in alleviating concerns that impede the pace of digital transformation.
... There is a wealth of evidence that the overall health and well-being of the workforce have a positive impact on productivity. The happy-productive worker hypothesis, for instance, suggests that a higher level of employees' subjective well-being and job satisfaction is positively associated with their job performance, productivity, and organizational citizenship and negatively associated with their absenteeism and turnover (e.g., [36,37]). Therefore, there is a clear benefit to organizations and related stakeholders clearly understanding the importance of integrating work well-being into organizational strategies and optimizing their interactions to achieve effective and sustainable organizational development [30]. ...
Mass timber construction has recently gained popularity due to its outstanding environmental benefits and building performance, which hold revolutionary potential for the construction industry. However, its impacts from the perspective of occupants have not been thoroughly explored. This study introduces an innovative empirical approach that explores the potential benefits of mass timber construction for individuals and organizations, with an emphasis on the workplace. We review the conceptual framework regarding how visual and physical exposure to timber construction materials and finishes have a positive effect on individuals and organizations at a broad level. We propose a more holistic mixed-method behavioral approach to studying occupant behavior and well-being by integrating self-reported questionnaires, objective biomarkers (heart rate variability and hair cortisol), and indoor environmental quality (IEQ) measures. Our study offers a novel research primer on the exploration of mass timber construction impacts and benefits for both office workers and construction workers. Participants from different office settings completed pre- and post-occupancy evaluation surveys to assess their experiences, including IEQ satisfaction, productivity, and health. Office workers were located in three different offices: a controlled laboratory environment, an open-plan office, and an open-plan space with a timber interior. The construction workers worked in a timber space for three months and then moved to work in a building with a concrete structure. The analysis included descriptive statistics, t-tests, ANOVA, and linear regression to compare differences between office settings and assess the relationship between environmental variables and overall satisfaction in IEQ, comfort, productivity, and health. In office workers, in terms of building image, thermal comfort, and artificial lighting, the data analysis revealed significant differences in occupants’ satisfaction levels between office settings. However, the low number of participants affected the results, and some factors were not found significant in relation to the office setting. Among tradespeople, there was no relationship between the building environment and productivity, health, or comfort. However, the results of hair cortisol testing indicated that working in a timber space can decrease the level of cortisol (stress) and have an impact on the productivity of workers. Such occupant’s perspective research is pivotal to informing policy makers, developers, business owners, construction professionals, timber industry stakeholders, environmentalists, and researchers in their decision-making processes. Fostering the future widespread adoption and advancement of mass timber construction.
... The presence of workplace well-being programs has been linked to positive business outcomes, including increased employee retention and productivity (Aryanti, 2020). As per the literature, high levels of individual well-being, such as job satisfaction, have been associated with improved organizational performance (Taris, 2009). ...
The Indian banking sector has witnessed significant growth and development, with both public and private sector banks playing crucial roles in the economy. Employee strength is a vital component in the success of banks, impacting productivity, profitability, and overall performance. A cross-sectional design was employed, utilizing a structured questionnaire distributed through social media platforms and email, garnering responses from 145 participants who are working across different domains in Kerala, India. Demographically, the majority of respondents young females and were married while they also had less than one year of banking experience, suggesting potential turnover challenges. The exploratory factor analysis (EFA) executed using IBM SPSS gave an outcome of two variables-"Employee wellness" and "Employee satisfaction". as part of the analysis.
... Analysing 339 independent research papers encompassing 1,882,131 individuals and the performance of 82,248 businesses, the study robustly supports the Human Relations Theory, affirming that elevated employee well-being corresponds to superior organizational performance (Krekel et al., 2019). This hypothesis is also supported by the study completed by Taris & Schreurs (2009), which reaffirmed that happy and healthy employees contribute to productive organizations. Authors Uribetxebarria, Garamendia, & Elorza found that employee participation is also found to influence higher productivity for employees, which contributes to increased sales for organizations (2021). ...
This paper examines the various and complex aspects of employee well-being, including global and individual perspectives. The study examines the pivotal role of leadership, organizational culture, job satisfaction, job quality, age and gender dynamics, and family-friendly practices in shaping employee well-being. Through a synthesis of existing research, key findings emerge, highlighting the significance of engaged leadership in promoting employee performance and well-being. Additionally, the impact of organizational justice and supportive work environments on employee perceptions of fairness and well-being is discussed. Furthermore, the relationship between job satisfaction, job quality, and employee well-being is explored, emphasizing the importance of addressing diverse employee needs. The study also delves into age and gender differences in well-being, as well as the influence of family-friendly practices on reducing work-life conflict. Overall, this literature review provides valuable insights for organizations seeking to prioritize employee well-being as a strategic imperative in today's dynamic business landscape, ultimately contributing to enhanced organizational performance and success.
... effects on their mental health is crucial as they continue to tear down barriers and actively participate in historically male-dominated areas. According to numerous research, professional stress can have significant negative impacts on mental health, including elevated levels of anxiety, depression, and burnout (Leka et al., 2019;Taris & Schreurs, 2009). This effect is especially important in fields like IT where there are many job demands and ongoing pressure to innovate and fulfil deadlines. ...
In this study, many demographic factors like age, experience, duration of service, hierarchy, income, and marital status are taken into account as the paper attempts to understand the effects of job-related stress impacting the well-being of women workers in the information technology (IT) industry. The fast-paced and demanding nature of the work environment common in the IT sector has been linked to higher-than-average employee stress levels. Due to societal expectations and job realities, women in particular may encounter specific difficulties. In addition to examining how demographic factors like age, marital status, educational attainment, job role, and years of experience may affect this association, the goal of this study is to investigate the link between occupational stress and mental health among women in the information technology industry. This study explores the level of occupational stress faced by women working in the IT industry, focusing light on the particular pressures and stressors they experience at work. The study investigates how workplace stress affects the mental health of women in the IT industry, looking at possible outcomes like anxiety, depression, burnout, and general psychological wellness. Age, marital status, educational background, hierarchy, and years of experience are among the demographic parameters that are examined for their possible impact on the association between occupational stress and mental health. In order to understand how societal norms, gender roles, and workplace dynamics may increase or lessen the effects of professional stress on mental health, the study takes into account the sociocultural framework in which women in the IT industry function. Keywords: , , , , .
... Patro (2012) investigated the impact of welfare measures on the quality of work life of RMG workers and identified that welfare facilities like housing benefits, remuneration, retirement facilities and free medical services enhance employee motivation and satisfaction levels. Similar results were disclosed by Taris andSchreurs (2009). Hong et al. (1995) focused on the effect of employee benefits on work motivation and productivity and highlighted that welfare facilities significantly influence employee motivation and productivity. ...
In Bangladesh, improving the productivity of ready-made garment (RMG) factory workers has always been an uphill task, and this has assumed greater proportions after the COVID-19 pandemic. The present study explores the effect of welfare facilities and human resource management practices on the motivation and productivity of RMG workers during the pandemic. On the basis of an advanced statistical analysis, the study accepted all hypotheses proposed to highlight the significant impact of human resource management practices and welfare facilities on the motivation and productivity of workers. Both of these factors showed an association with employee productivity through employee motivation, which proved to be a partial mediator. Moreover, the authenticity of the study was supported by the confirmatory factor analysis (CFA) and the structural equation model (SEM), which were represented based on model fit exponents, composite reliability, convergent validity and discriminant validity. The study helps develop an understanding of theoretical and managerial implications, which can assist RMG factory owners, managers, stakeholders and policymakers to motivate workers and improve their productivity.
... Organizations that offer and support employees' participation in sport would have higher levels of engagement and well-being. Prior research has offered evidence that increasing employee well-being may positively affect overall organizational performance (Taris & Schreurs, 2009). Others have shown that increased levels of job satisfaction correspond with higher levels of organizational performance. ...
In an attempt to broaden the scope of sport management, this research provides a conceptual model of management through company sport. This comprehensive model is designed to illustrate why employees engage in company sport and how such participation can enhance employees’ well-being, reinforce positive work-related behaviors, and improve group dynamics and organizational performance. The model also incorporates moderating factors that offer deeper descriptions of the antecedents and outcomes of
company sport participation. As an initial step, four types of company sport (i.e. intramural leagues, company sport clubs, company team sport leagues, and casual sport activities) were identified. We call for sport management researchers to pay greater attention to possible applications of company sport, empirically examine the proposed relationships in the management through company sport model and test the suggested moderators for company sport participation and its outcomes at the individual, group, and organizational levels.
... Hence in this paper significant patterns of thought on job satisfaction and psychological wellbeing are explored using library sources and modern search engines like google scholar, Scopus, JSTOR and Research Gate. This literature is then assessed and meanings discerned to the point where work related psychological wellbeing and job satisfaction emerge as distinct but intimately related concepts as articulated in the happy-productive worker hypothesis (Taris, 2009). This paper then makes the proposal to policy makers that psychological and situational mediators to prop up police officers job satisfaction are essential and urgent to mitigate adverse effects of low psychological ISSN 2957-6881 (Online) Vol 9, Issue 1, No. 2, pp 6 -21, 2024 www.iprjb.org ...
Purpose: Police work is a high risk job in terms of stress and low psychological wellbeing. In Kenya, police officers have presented high levels of suicide, homicide, assault and intimate partner abuse and this has become a matter of concern. Methodology: This theoretical paper applies the hermeneutic phenomenological approach to study psychological wellbeing and job satisfaction of police officers as a phenomenon and how it affects police work. Extensive and systematic literature review is done using search engines like google scholar, web of science and Scopus. The search includes historical and contemporary scholarly data which reveals how police work is understood by scholars and the media. This data is then assessed and interpreted to discern the emerging patterns, findings and conclusions. Findings: Statistics on the Kenya police service indicate that 20,000 police officers are either depressed or they present with various psychological disorders. Between 2016 and 2020 police have recorded within their ranks across the country 13 murders and 11 suicides per year without a break. Systematic literature view has revealed that high psychological wellbeing of police officers is imperative in order to remove or reduce psychological morbidity in police work. This not only decreases turnover, but also retains talent, and increases productivity. High psychological wellbeing also spills over to work teams and families in terms of happiness and wellbeing. Analysis of literature has also revealed that job satisfaction is one of the facets of psychological wellbeing at the work place. Unique Contribution to Theory, Practice and Policy: This paper proposes that police managers, and stakeholders should proactively put in place strategies that enhance job satisfaction and therefore improve the psychological wellbeing of police officers. Researchers in partnership with police management should also address the knowledge gap in explaining how police stressors finally precipitate the high rates of murders and suicide and implement solutions.
... Previous research reveals that human emotions, whether positive or negative, might affect performance because they may cause attention to be diverted from the job (Fisher, 2010). Advocating more research on employee performance and well-being, Taris and Schreurs (2009) support the idea that happy employees create productive organizations. In this regard, researchers found that one of the main causes of decreased employee productivity is financial stress (Rajaratnam et al., 2014). ...
Purpose
Drawing from the combined theoretical approaches of the conservation of resources theory, broaden-and-build theory of positive emotions and social cognitive theory, the current study examined the relationships between employee financial well-being and employee productivity via employee happiness while exploring the moderating role of gender in this mediated relationship.
Design/methodology/approach
Using partial least squares approach for structural equation modeling, the hypothesized model was tested employing primary data collected from banking employees.
Findings
The results showed that employee financial well-being has a significant positive effect on employee productivity and this effect was mediated by employee happiness. In addition, the results showed that this indirect effect was moderated by gender such that the relationship was more pronounced in males (versus females).
Originality/value
This study contributes to the nescient research on the consequences of financial well-being especially at an organizational level, with several implications for individuals, employees and organizations, while at the same time offering new insights for future investigation.
... Unfortunately, "the lack of strong 'business case' evidence [for work-nonwork policies] is worrisome because organizations may decide to back away from work-family policies and initiatives if the [return on investment] evidence is not clear" (Kelly et al., 2008, p. 14). This type of evidence is not always the goal of occupational health psychology, as this literature boasts that "happy workers are productive workers" (e.g., Taris & Schreurs, 2009). Certainly, occupational health psychology scholars understand the financial costs associated with an unhealthy workforce. ...
... Pese a los múltiples estudios que buscan comprender esta relación entre felicidad del trabajador y su desempeño laboral, y predecir el comportamiento organizacional, aún existen algunos dilemas. En primer lugar, se ha señalado una falta de consenso y una aproximación limitada en la conceptualización y evaluación tanto de la felicidad en el trabajo (Saks & Gruman, 2014) como de la productividad laboral (Taris & Schreurs, 2009: Koopmans et al., 2011. De acuerdo con los hallazgos de una revisión sistemática llevada a cabo por Sender et al. (2020), el constructo "felicidad" se ha concebido y evaluado como afecto, satisfacción laboral, y bienestar psicológico, entre otros; y "productividad" como desempeño contextual, desempeño de tarea, trabajo en equipo e innovación, entre otros. ...
La comprensión de la relación entre las emociones positivas (como la satisfacción laboral) y el desempeño laboral, ha generado variedad de estudios y tesis como la del trabajador feliz-productivo. No obstante, aún se requiere ampliar y profundizar en aspectos como el desarrollo de una perspectiva multinivel que permita identificar variables que componen grupos felices y productivos en las organizaciones. A partir del concepto de sinergia del bienestar-productivo sostenible (SBPS) y su propuesta de cuatro tipos de interacción entre el bienestar y el desempeño laboral: 1) Grupo feliz-productivo, 2) Grupo infeliz-improductivo, 3) Grupo feliz-improductivo, y 4) Grupo infeliz-productivo, el objetivo principal de este trabajo es analizar la relación entre el afecto positivo grupal (entusiasmo, optimismo, satisfacción, comodidad, relajación) y el desempeño grupal (intra-rol, extra-rol). La muestra está compuesta por 584 trabajadores/as (63.6% mujeres), agregados en 91 equipos de trabajo pertenecientes a 14 Pequeñas y Medianas Empresas (PyMEs) españolas. Mediante un análisis de conglomerados, los resultados determinaron la existencia de cuatro tipos de interacción o patrones entre el afecto positivo grupal y el desempeño grupal: Feliz-productivo (41.8%), Infeliz-improductivo (20.9%), Feliz-improductivo (29.7%), e Infeliz-productivo (7.7 %). Los resultados pueden ayudar a las organizaciones a tomar acciones respecto a la evaluación de riesgos psicosociales, gestión del desempeño y rediseño de grupos.
... As individuals move away from this goal, happiness has begun to be studied as a research topic in many fields. Studies on happiness have been carried out in the field of organizational behavior, and this concept has been discussed with concepts such as subjective well-being (Jalali & Heidari, 2016), life satisfaction (Mert et al., 2022), and well-being (Rodríguez-Muñoz & Sanz-Vergel, 2013;Taris & Schreurs, 2009). These concepts are also used interchangeably in the literature (Arslan & Polat, 2017). ...
... Organizations aim to maximize their profit by ensuring that their employees perform to the best of the capabilities. This perspective is based on the premise that the harder the employees work, the better the company will perform [1] Existing research has pointed out that leadership is instrumental in encouraging or motivating employees to individually work harder for the benefit of the organization as a whole. For instance, in investigating the basis for improved performance, Osabiya [2] identified ten critical factors that are a source of motivation for employees. ...
... At the institutional level, burnout can lead to decreased productivity and quality and decreased morale and engagement among faculty. It can also lead to a negative reputation for the institution, which can impact student enrollment and funding opportunities (Taris & Schreurs, 2009). ...
This paper explores job satisfaction and burnout and the well-being of university academic staff. The paper focuses on the
challenges that teachers face in the modern university system, including increasing demands for accountability, pressures to
publish research, and the impact of technology on teaching practices. The paper discusses the ways in which these challenges
can lead to burnout and job dissatisfaction and explores potential strategies for mitigating these negative effects and promoting
the well-being of academic teachers. Ultimately, the paper argues that a better understanding of job satisfaction, burnout, and
well-being is crucial for creating a healthy and sustainable working environment for university teachers.
... Line managers' people management behavior is important, as empirical studies have shown that this will create positive employee and organizational outcomes, such as higher employee job satisfaction, performance, and employability, possibly because employees who receive favorable treatment are likely to reciprocate with more positive work behavior and work attitudes (e.g., Blau, 1964;Gouldner, 1960;Taris & Schreurs, 2009). ...
This study systematically develops an online training program improving line managers’ career-oriented people management behavior, including a pilot test. This program was developed based on the six steps of the Intervention Mapping protocol. Interviews were held with line managers and physicians to understand their needs and challenges with regard to people management. The program aimed to create (self-)awareness, enhance knowledge, support the exchange of experiences, and stimulate reflection on career-oriented people management behavior and leadership style and skills. Eight senior line managers of medical professionals employed in a large Dutch academic public hospital followed the training as part of the pilot test. The program was evaluated through observations, follow-up interviews, and a survey. This study makes a methodological and theoretical contribution to the human resource management literature. It shows how career-oriented people management behavior of line managers can be enhanced, which is important as earlier studies have demonstrated the benefits of this behavior. Systematically developing this program is relevant as studies have shown that the effectiveness of leadership programs is limited because of research design issues. Moreover, this study contributes to leadership development programs as this training could be offered as part of leadership programs.
... As individuals move away from this goal, happiness has begun to be studied as a research topic in many fields. Studies on happiness have been carried out in the field of organizational behavior, and this concept has been discussed with concepts such as subjective well-being (Jalali & Heidari, 2016), life satisfaction (Mert et al., 2022), and well-being (Rodríguez-Muñoz & Sanz-Vergel, 2013;Taris & Schreurs, 2009). These concepts are also used interchangeably in the literature (Arslan & Polat, 2017). ...
... Recent studies have emphasized the importance of these kinds of micro-eventsnamed daily hassles and upliftsin organizational contexts regarding diverse well-being indicators (e.g. job satisfaction; Junça-Silva et al., 2021), which makes it crucial to understand them as antecedents of well-being in work contexts (Taris, 2006;Taris and Schreurs, 2009). However, these studies have ignored the processes involved (Gross et al., 2011). ...
Purpose
Drawing upon the conservation of resources theory, the authors expected that daily micro-events, daily hassles and uplifts at work influenced well-being via work engagement at the daily level.
Design/methodology/approach
The authors conducted two diary studies. In study 1, 181 workers answered a daily questionnaire for four working days (N = 181 × 4 = 724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N = 51 × 10 = 510).
Findings
In study 1, the results demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. The results of study 2 revealed a full mediation for both kinds of daily micro-events. Hence, daily uplifts stimulated work engagement, which, in turn, enhanced well-being, and daily hassles minimized work engagement and, consequently, well-being.
Originality/value
The relationships explored provide new theoretical elements for models that explain well-being.
... However, to the best of our knowledge, no formal work has studied the intersection of psychoactive substance use as a whole in software. Mental Health and Software Development: The happiness of software developers has been correlated positively with their productivity and quality of their work [12,20], supporting what is commonly referred to as the "happyproductive" thesis [36,41]. Beyond this, the unhappiness of software developers has been identified to have dozens of potential negative outcomes [13]. ...
Psychoactive substances, which influence the brain to alter perceptions and moods, have the potential to have positive and negative effects on critical software engineering tasks. They are widely used in software, but that use is not well understood. We present the results of the first qualitative investigation of the experiences of, and challenges faced by, psychoactive substance users in professional software communities. We conduct a thematic analysis of hour-long interviews with 26 professional programmers who use psychoactive substances at work. Our results provide insight into individual motivations and impacts, including mental health and the relationships between various substances and productivity. Our findings elaborate on socialization effects, including soft skills, stigma, and remote work. The analysis also highlights implications for organizational policy, including positive and negative impacts on recruitment and retention. By exploring individual usage motivations, social and cultural ramifications, and organizational policy, we demonstrate how substance use can permeate all levels of software development.
... Poor mental health of employees can prove to be very costly for the economy as well. Taris and Schreurs (2009) have discerned that happy workers are at the core of a productive organisation. It has been well established that employee well-being relates positively to job performance (Johari et al. 2019;Abdullah et al. 2021), organisational performance (Guest 2017) and employee voice behaviour (Duan et al. 2020). ...
The COVID-19 pandemic has led to disruption of employee well-being; changing the work scenario across the globe. The psychological impact of this pandemic is an undeniable stressor greatly affecting employee well-being across cultures. Social media, in such a time of crisis, can provide the requisite support by filling the emotional, informational and instrumental voids. In order to explain how reactions to the COVID-19 pandemic influences an individual’s employee well-being, this study first examines the relationships between pandemic reactions, social media engagement and employee well-being, and then develops a completely mediated model by fully integrating these links. The results, of structural equation modelling analyses conducted for 304 employees from Hospitality (129) and IT/ITeS sector (175) in India, offered strong support for the proposed model. We found that pandemic reactions were indirectly and positively associated with employee well-being; mediated by social media engagement. This study theoretically contributes to the employee well-being literature by revealing how social media engagement completely mediates the relationship between pandemic reactions and employee well-being. The study also offers practical implications by stressing the significant role played by social media engagement in influencing employee well-being in these testing times.
... Notwithstanding the general support for the presumed "happyproductive worker" link, there still remains lack of consensus on the conceptualization. Empirical researchers are hard-pressed to establish a close link between employees' happiness and their performance (Hosie and Sevastos, 2009;Taris and Schreurs, 2009;García-Buades et al., 2020). Infact, in two studies of the relationship among individual-level job satisfaction (tapping the affective dimension of wellbeing) and "performance, " their relationship was determined at 0.14 (Vroom, 1964), 0.17 (Iaffaldano and Muchinsky, 1985). ...
It is devastating to people’s mental and emotional health to be exposed to the COVID-19 pandemic and the multifaceted response strategies are required to curb it. As a result of social distancing and self-isolation, people have faced many challenges in their lives. The suffering is even greater at the workplace where the employees are working with the fear of getting exposed to the virus and its new variants which is adversely affecting their wellbeing. This study explores and tests a model that extends the wellbeing research across organizational settings and targets the crucial factors that lead to job performance improvement even in the post pandemic COVID-19 situation. To improve both in-role performance and extra-role performance behaviors in the Pakistan banking sector, organizational virtue (also known as organizational virtuousness) and internal virtue (also known as emotional intelligence) are examined. Data were collected from the 416 bank employees using disproportionate stratified sampling technique. In the bank sector of Pakistan, wellbeing was identified as the key psychological factor that relates the in-role performance and extra-role performance to internal and organizational factors. Research findings also determined that conceptualizing subjective wellbeing in the context of work is more meaningful in understanding its relationship with the workplace variables than the general or global subjective wellbeing.
The critical relationship between perceived stress and job satisfaction, acknowledging their profound impact on individual well-being and organizational outcomes is a very well-known association. The dynamics of this relationship is studied and identifies specific factors of job satisfaction influenced by perceived stress. Employing a quantitative research design, data was collected from 123 full-time employees using standardized instruments measuring perceived stress and job satisfaction. Correlational and regression analyses were conducted to scrutinize the extent and nature of the relationship. The findings revealed a significant negative correlation between perceived stress and job satisfaction (R² = 0.107, p < 0.001), indicating that as perceived stress increases, job satisfaction proportionally declines. Moreover, regression analysis highlighted the specific impact of perceived stress on the "Nature of Work" component of job satisfaction (β =-0.217, p = 0.039). While the correlation is established, the moderate strength underscores the presence of potential moderating factors. This research contributes to a comprehensive understanding of workplace well-being, offering insights for tailored interventions to foster healthier work environments and ultimately benefit individuals and organizations alike.
Purpose
Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India.
Design/methodology/approach
Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany).
Findings
Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression.
Originality/value
The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.
Employee wellbeing has emerged as a critical factor influencing individual and organisational success worldwide. In the context of China, a rapidly evolving economic powerhouse, understanding the state of employee wellbeing is essential for promoting sustainable development and fostering a healthy and productive workforce. This book chapter presents a comprehensive review of existing literature on employee wellbeing, including commonly adopted theories, antecedents, and outcomes, underlying mechanisms, and boundary conditions. Based on this, we discuss and analyse the distinctive features of employee wellbeing within China from several directions, including public/private sector and employee wellbeing, leadership and employee wellbeing, Human Resource Management and employee wellbeing, and Chinese cultural factors and employee wellbeing. Furthermore, by identifying the above unique features within the Chinese context, we emphasise the importance of addressing employee wellbeing as a strategic imperative for long-term economic growth and social harmony and thus propose strategies to transition towards an improved era in employee wellbeing in China.
An organization's human capital is its most valuable asset since it consistently provides the intangible qualities of diligence, integrity, commitment, and efficiency that are never shown in the financial statement of the business. It is therefore the organization's primary responsibility to ensure that its workers have a healthy work environment. This assessment attempts to concentrate on the significance and connection between employee well-being and the work environment for the organization's progress. This study focuses on aspects of the workplace that lead to an increase in workers' well-being and may be positively correlated with both worker and organisational performance. For this research well-structured questionnaire is used data is collected from 60 employees working in organisations It has been noted that the office environment, employee interactions, help, and trustworthiness, as well as the significance of the employer and supervisor, all contribute to the well-being of employees. This research is expected to support more conventional methods of boosting employee perspectives and productivity, which can enhance organizational performance, effectiveness and productivity.
An organization's human capital is its most valuable asset since it consistently provides the intangible qualities of diligence, integrity, commitment, and efficiency that are never shown in the financial statement of the business. It is therefore the organization's primary responsibility to ensure that its workers have a healthy work environment. This assessment attempts to concentrate on the significance and connection between employee well-being and the work environment for the organization's progress. This study focuses on aspects of the workplace that lead to an increase in workers' well-being and may be positively correlated with both worker and organisational performance. For this research well-structured questionnaire is used data is collected from 60 employees working in organisations It has been noted that the office environment, employee interactions, help, and trustworthiness, as well as the significance of the employer and supervisor, all contribute to the well-being of employees. This research is expected to support more conventional methods of boosting employee perspectives and productivity, which can enhance organizational performance, effectiveness and productivity.
Background
Fear of COVID-19 and its related complications can negatively affect well-being and contribute to less effective daily and professional functioning. Based on Maslach’s burnout concept, this study aimed to verify the relationship between risk of contracting and fear of COVID-19, occupational burnout and job satisfaction in Polish teachers during the second wave of the COVID-19 pandemic.
Participants and procedure
Three hundred fifty-two teachers, aged between 22 and 68, participated in this study. In the studied sample, 252 people worked remotely, 41 in-person and 59 were hybrid workers. The Risk of Contracting COVID-19 Scale, the Fear of COVID-19 Scale, the Maslach Burnout Inventory and the Brief Job Satisfaction Scale were used.
Results
Risk of contracting COVID-19 was positively related to fear of COVID-19 and emotional exhaustion. Moreover, fear of COVID-19 was negatively related to personal accomplishment and positively related to emotional exhaustion. Lastly, all three dimensions of occupational burnout were significantly related to job satisfaction. There was no direct relationship between fear of COVID-19 and job satisfaction. This relation was mediated by two scales of occupational burnout: personal accomplishment and emotional exhaustion. All three subscales of occupational burnout were significant predictors of job satisfaction, explaining 53% of its variance.
Conclusions
The current study showed a relationship between the risk perception of COVID-19, occupational burnout and job satisfac-tion in Polish teachers during the second wave of the COVID-19 pandemic. The results obtained in the study may contrib-ute to the understanding of the effects of the pandemic for the professional group of educators.
Aim
Whereas voice behaviour has been identified as a key precursor to safe and high‐quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self‐reported levels of job satisfaction, work engagement and turnover intentions.
Design and methods
Dutch certified nursing assistants were recruited for a two‐wave survey study through non‐random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for.
Results
Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found.
Conclusion
While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction.
Implications and impact
Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard—with ideas and suggestions, as well as information regarding problems and concerns.
Patient or public involvement
Three certified nursing assistants have contributed to the development of the survey.
Purpose-Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work-life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work-life balance and career of CXOs from organizations in India. Design/methodology/approach-Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany). Findings-Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work-life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression. Originality/value-The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work-life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.
Purpose: This study investigates the influence of applying Training needs analysis (TNA) on employee performance. The research is developed to explain the influence of the factors of TNA on the final employees’ job performance. Methodology: A correlational research design of mixed method qualitative and quantitative has been done that comprehensive review of relevant academic and empirical literature was conducted to start the research. Subsequently, an online survey was administered to employees of two prominent private banks in the UAE. These combined approaches aimed to provide a solid study base and collect perspectives from a wide range of participants in the banking industry in the United Arab Emirates. Through an online survey with 21 questions, participants rated their perspectives on HR practices, training, and demographic details. The survey, distributed via email and QR code scanning, obtained responses from 184 out of 5773 employees (3.18% response rate). Data underwent rigorous checks and cleaning for accuracy and validity. The analysis, performed using XLSTAT, aims to assess the effectiveness of TNA in shaping employee attitudes and performance outcomes. Findings: The results suggest that TNA practices such as identifying training impact, training type, and training impacts significantly affect employees’ performance. The findings expand the understanding of how the factors of TNA practices reinforce employees’ job performance. The results have practical implications for human resource managers, which will help support and develop employee job performance and ultimately support business growth. Unique Contribution to Theory, Practice and Policy: This study uniquely contributes to theory, practice, and policy in training and development by addressing a critical gap in existing literature. It explores and tests the Training Needs Analysis (TNA) process, focusing on three key factors: training type, goal, and impact. The study develops a holistic framework that integrates these dimensions, offering a more comprehensive understanding than previous studies examining isolated TNA elements. Practical implications include a roadmap for HR managers to use the TNA system effectively, aligning training programs with employee needs for optimal results. From a policy perspective, the study advocates for strategic emphasis on TNA dimensions in organizational training policies, highlighting the importance of leadership in fostering a culture of continuous learning. While affirming the positive link between TNA practices and employee satisfaction, the study acknowledges limitations. It suggests avenues for future research, paving the way for more nuanced investigations into TNA dynamics and their impact on employee performance.
Grounded in the Job Demands-Resources (JD-R), Conservation of Resources (COR) model, and Social Exchange Theory (SET), the present study has developed an integrated model where internal branding acts as a resource-generating mechanism for both employees and organizations through enhanced employee well-being and brand performance. A sample of 919 frontline employees of private banks in India was collected through a multi-stage sampling technique. Structural equation modeling using AMOS was employed to examine the hypothesized relations, whereas bootstrapping procedure was followed to assess the mediation effect. The findings unveiled the favorable impact of internal branding dimensions on employees’ well-being and brand performance.
Next year marks the G20's 25th anniversary. Its agenda has been broadened to include sustainable development, trade, agriculture, health, energy, environment, anti-corruption, and climate change, among other topics, after initially focusing mostly on broad macroeconomic issues. With G20 countries accounting for roughly 85% of the world's GDP, over 75% of its trade and about two-thirds of its population, human resource across nations is bound to play a critical role in achieving the stated objectives. The presidency of G20 gives India the opportunity to be a world leader and take the world in a right direction. The G20 logo aligns Earth with the lotus, the national flower of India, which symbolizes growth among difficulties that are precisely similar to the globe scenario today. Globally employees are under continuous pressure to deliver results in a volatility, uncertainty, complexity and ambiguity VUCA world, data from different countries indicate that mental and physical health issues have increased considerably. These issues deter the workforce to develop and realize their full potential. The psychological well-being and workforce development of employees is essential to make the One Family, One Earth, One Future a reality. All the G20 members, Guest countries and invited international organisations have to work in unison with leaders who are tall enough to live with differences. In gathering of information this study is based on conceptual and secondary analysis. The research paper tries to study academic literature around the world and throw light on the significance of psychological well-being and workforce development for job satisfaction.
This study examines IT workers' job satisfaction and technical stress. Because technology is so pervasive in the workplace, IT professionals struggle with information overload, continual connectivity, and rapid software and system upgrades. Work demands can lower employees' well-being, productivity, and motivation. The fast-changing information technology business will host the research. Technical stress and job happiness will be surveyed in IT. Work-life balance, advancement opportunities, rapport with co-workers and superiors, and job relevance will be considered. We'll learn how technological stress affects IT employees' happiness from the study. It will show job satisfaction levels and technology-related demands. The study will also examine how companies may reduce technology stress and enhance employee happiness. This research could benefit IT professionals and enterprises. If organizations understand bout and address employees' technology stressors, they can create a more positive work environment that promotes employee well-being and job retention. IT personnel can also learn ways to cope with stress. This study sought to better understand how technological stress affects IT worker satisfaction. The study's overall purpose is to aid the IT industry by offering firms better information to make their personnel happier and more productive.
Increasing an organization's performance is one of the key objectives of human resource management (HRM). A limited number of studies, however, have specifically addressed the multidimensional nature of performance and connected HR procedures to different outcome aspects. By linking HR practices to three outcome dimensions-financial, organizational, and employee (HR) outcomes-this study contributes to the body of literature. The impact of HR practices on these outcome dimensions will also be examined, with an emphasis on the mediating function of work satisfaction. A questionnaire was used to gather information about employees. Utilizing stratified sampling, a client survey was conducted using the Client Quality Index for long-term care. Annual reports were used to gather financial results. The theories were put to the test using SEM analysis. It was discovered that all three results are-directly or indirectly-correlated with HR practices. Improved organizational outcomes (measured by client satisfaction), financial outcomes (measured by net margin), and HR outcomes (measured by illness absence) are all correlated with the application of HR strategies. The influence of HR practices on organizational and HR results was shown to be far greater than the impact on financial outcomes. The findings regarding the entire mediating influence of job satisfaction are also confirmed with regard to HR and organizational outcomes. This is consistent with the idea that the 'black box' that exists between HRM and performance includes employee attitudes as a significant factor. The findings highlight the value of HRM in the healthcare industry, particularly in terms of HR and organizational outcomes. Both academics and HR managers will benefit from further research into HRM in the healthcare industry. In order to improve organizational performance, human resource management (HRM) has this as one of its primary objectives underlined the need of obtaining a competitive edge through people and highlighted the significance of various Human Resource (HR) practices required to do so. Huselid emphasized the preference for using a cohesive and integrated "bundle" of mutually reinforcing HR practices over individual ones. Despite the large amount of studies on the connection between HRM and performance, it is still unclear exactly how this relationship operates within the health care industry. This may be problematic because research on HRM in the healthcare industry and its impact on performance is relevant from both an academic and practical standpoint. Performance, however, is not a term that lends itself to simple definition and conceptualization. It is preferable to employ the concept of "outcomes" rather than "performance," according to Guest. The following three outcomes are then distinguishable: Financial results (earnings, net margin, market share), organizational outcomes (productivity, quality, efficiency, client satisfaction), and human resource outcomes (employee
Günümüz çalışma yaşamında çalışan performansının iş performansına etki edeceği kanıtlanmış bir gerçektir. Bu nedenle örgütlerde ‘‘insan’’ kaynağı gittikçe artan öneme sahip bir üretim faktörü olarak değerlendirilmektedir. Sosyal bir varlık olan insan örgütsel yaşamda çalışma arkadaşlarıyla formel ve informel biçimlerde iletişim kurmaktadır. Her iki iletişim kanalında çalışma arkadaşları desteği örgütsel amaçlara ulaşabilmek için gerekli olan bir davranış şeklidir. Sosyal yaşamda güven, sevgi, saygı ve desteğe dayalı arkadaşlık ilişkileri gereksinimleri iş yaşamında benzer olarak hissedilmektedir. Olumlu bir duygu olarak algılanan çalışma arkadaşları desteği çalışanın işine yansıyarak işe bağlılığı ve iş doyumunu etkileyecektir. Bu sayede iş performansı artacak ve yapılan işten verim sağlanacaktır. Bu bağlamda yapılan araştırmada işyerindeki genel iş performansında çalışma arkadaşları desteğinin rolü ölçülmek istenmiştir. Anket yöntemiyle bir kamu kurumunda görev yapan tıbbi sekreterlerden toplanan veriler SPSS aracığıyla analiz edilmiştir. Elde edilen bulgular, çalışma arkadaşları desteğinin genel iş performansını olumlu yönde etkilediği hipotezini doğrulamaktadır. Tıbbi sekreterlerin çalışma arkadaşları desteği ile genel iş performansı arasındaki ilişkide pozitif yönlü bir korelasyon belirlenmiştir. Bu ilişkideki etki incelendiğinde ise çalışma arkadaşları desteğinde meydana gelen 1 birimlik artışın genel iş performansında pozitif yönde, 196’lık (% 1,96) bir artışa yol açtığı olduğu tespit edilmiştir. Bu çalışma ile ortaya konmuş olan sonucun örgütsel davranış literatürüne katkı sağlaması ümit edilmektedir.
Research on self-compassion across various disciplines has consistently demonstrated numerous self-regulatory benefits associated with the construct. Despite the increasing interest, theory-driven research on self-compassion in the workplace has only begun to emerge recently. In the present research, we introduce the construct of work self-compassion ( WSC). Building on Neff’s definition of self-compassion, we submit that WSC is comprised of work self-kindness, common work challenges, and work-specific mindfulness. Across two studies, we develop a scale to measure WSC and test its place within the larger nomological network of organizational constructs. Specifically, by integrating COR theory with prior research on self-compassion, in Study 1, we test the incremental validity of WSC beyond general self-compassion in predicting job performance. In Study 2, we further demonstrate that WSC is an important mediating mechanism that bridges the association between honesty-humility, namely the H-factor, and job performance and burnout, respectively. We discuss theoretical and practical implications of our findings and conclude with limitations and future research directions.
To date, there has been no agreement on the conclusions regarding the differences in burnout between married and unmarried groups. Based on the job demands-resources model and the self-determination theory, work motivation may be a significant influencing factor. This study aimed to examine whether work motivation differed significantly between unmarried and married groups and used network analysis to test the marital status difference in the association of work motivation with burnout. The participants were 5,025 Chinese manufacturing employees (2556 married, 2469 unmarried). We used the Network Comparison Test to compare the connection between work motivation and burnout in married and unmarried networks on three aspects: global strength, network structure, and specific edge strength. The results showed that the married scored significantly higher in work motivation (p < 0.001) and lower in burnout (p < 0.01). There were no marital status differences in global strength (S = 0.019, p = 0.931). However, the network structure (M = 0.158, p = 0.01) differed between two networks. Specifically, the analysis of specific edge strength indicated that the negative association of work motivation with burnout was more pronounced in the married network. Notably, the fact that 98% of our study participants were male may limit the results' application to female. Hence, these results demonstrated that at least for male workers, work motivation may contribute to the difference in burnout between unmarried and married groups, and being married and work motivation may be considered protective factors against burnout. Further studies should investigate whether the findings also translate to the female samples.
A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.
This study evaluated the effectiveness of a large-scale job stress reduction program implemented in the Dutch domiciliary care sector. The employees of 81 organizations were interviewed twice (only nurses in executive jobs; total sample size exceeded 26,000). Organizations that implemented many interventions were expected to be more successful in reducing job stress than were other organizations. It was found that (a) levels of job stress decreased during the observed interval; (b) organizations with many suboptimal scores on selected work characteristics took, on average, more measures to reduce job stress than others; (c) organizations usually implemented a wide variety of measures; and (d) work-directed (but not other) interventions were linked to job stress reduction. The effects of these interventions, however, were weak. (PsycINFO Database Record (c) 2013 APA, all rights reserved)
This study examined the relations among inequity, psychological wellbeing and organizational commitment among a longitudinal sample of 920 Dutch teachers. Equity theory provided hypotheses on the mutual effects of inequity experienced in interpersonal and organizational exchange relationships on the one hand, and strain and psychological withdrawal on the other. Further, we expected that distincing oneself from an inequitable exchange relationship would lead to a more equitable balance between investments in and benefits gained from the corresponding exchange relationships. Covariance structure modelling supported the distinction among three types of exchange relationships, as well as the distinction between different sets of outcome variables associated with these relationships. Inequity was related to the expected negative work outcomes within but not across time points. Withdrawal from an inequitable relationship seemed to increase, rather than to decrease the inequity of particular exchange relationships.
Although interest in multilevel organizational theory, research, and methods has been on the rise in recent years, vigorous debates in the literature regarding appropriate ways to conceptualize and measure multilevel constructs, justify aggregation, and analyze multilevel models have contributed to confusion. New investigators interested in testing multilevel theory are intrigued, but wary. The goal of this article is to cut through the confusion, identifying the critical choices and issues a researcher may confront as he or she shifts from a single level to a multilevel perspective. The authors address four primary choices—construct and measurement issues, model specification, research design and sampling, and data analyses— describing critical steps in conceptualizing and conducting multilevel research.
In this exploratory study, various facets of customer satisfaction (tangibles, reliability, responsiveness, assurance, and empathy) were related to a variety of job conditions and aspects of emotional labour, employees' strain reactions, and employees' big five personality variables. The study was based on a sample of kindergarten teachers and their customers (i.e., parents who had a child in the kindergarten). A unique feature of the present study was the possibility to individually assign each customer to his or her service employee, rather than using aggregated employee variables as in previous studies. A regression analysis of the five facets of customer satisfaction revealed relations with expected signs for task control (+), participation (+), emotional dissonance (-), job dissatisfaction (-), psychosomatic complaints (-), and extraversion (+). Unexpected relations were found for time control (-), supervisor support (-), colleague support (-), emotional exhaustion (+), and conscientiousness (-). Theoretical mechanisms, by which job conditions may affect customer satisfaction, are discussed.
So far, the large majority of studies on burnout in the international literature have employed the Maslach Burnout Inventory (MBI). In this paper we criticize the MBI on a number of points and present a new tool for the measurement of burnout: the Copenhagen Burnout Inventory (CBI). The CBI consists of three scales measuring personal burnout, work-related burnout, and client-related burnout, for use in different domains. On the basis of an ongoing prospective study of burnout in employees in the human service sector, the PUMA study (Project on Burnout, Motivation and Job Satisfaction; N=1914 at baseline), we analysed the validity and reliability of the CBI. All three scales were found to have very high internal reliability, and non-response rates were small. The scales differentiated well between occupational groups in the human service sector, and the expected pattern with regard to correlations with other measures of fatigue and psychological well-being was found. Furthermore, the three scales predicted future sickness absence, sleep problems, use of pain-killers, and intention to quit. Analyses of changes over time showed that substantial proportions of the employees changed with regard to burnout levels. It is concluded that the analyses indicate very satisfactory reliability and validity for the CBI instrument. The CBI is being used in a number of countries and translations into eight languages are available.
In this edition of Work & Stress, Kristensen and his colleagues critically discuss the Maslach Burnout Inventory (MBI) and present an alternative, more general instrument to measure burnout that exclusively focuses on exhaustion. Here we critically examine their reasons for developing a new burnout measure, as well as the theoretical foundations of this measure. Whereas we agree with Kristensen et al.'s remarks concerning the availability and item wording of the MBI, we do not share their concerns regarding its theoretical underpinnings. In our view, burnout should be conceptualized as a primarily work-related syndrome of (at least) exhaustion and depersonalization/cynicism. The MBI would seem to fit that conceptualization very well.
W. Wilson's (1967) review of the area of subjective well-being (SWB) advanced several conclusions regarding those who report high levels of "happiness." A number of his conclusions have been overturned: youth and modest aspirations no longer are seen as prerequisites of SWB. E. Diener's (1984) review placed greater emphasis on theories that stressed psychological factors. In the current article, the authors review current evidence for Wilson's conclusions and discuss modern theories of SWB that stress dispositional influences, adaptation, goals, and coping strategies. The next steps in the evolution of the field are to comprehend the interaction of psychological factors with life circumstances in producing SWB, to understand the causal pathways leading to happiness, understand the processes underlying adaptation to events, and develop theories that explain why certain variables differentially influence the different components of SWB (life satisfaction, pleasant affect, and unpleasant affect). (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A theory of social inequity, with special consideration given to wage inequities is presented. A special case of Festinger's cognitive dissonance, the theory specifies the conditions under which inequity will arise and the means by which it may be reduced or eliminated. Observational field studies supporting the theory and laboratory experiments designed to test certain aspects of it are described. (20 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools; employee satisfaction and attitude data were collected from 13,808 teachers within these schools. Correlation and regression analyses supported the expected relationships between employee satisfaction/attitudes and organizational performance. Implications of these findings are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study addressed the methodological quality of longitudinal research examining R. Karasek and T. Theorell's (1990) demand-control-(support) model and reviewed the results of the best of this research. Five criteria for evaluating methodological quality were used: type of design, length of time lags, quality of measures, method of analysis, and nonresponse analysis. These criteria were applied to 45 longitudinal studies, of which 19 (42%) obtained acceptable scores on all criteria. These high-quality studies provided only modest support for the hypothesis that especially the combination of high demands and low control results in high job strain. However, good evidence was found for lagged causal effects of work characteristics, especially for self-reported health or well-being outcomes.
The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in previous research has been due to the use of small sample sizes, whereas unreliable measurement of the satisfaction and performance constructs has contributed relatively little to this observed variability in correlations; and (c) nine research design characteristics of a study are only modestly related to the magnitude of the satisfaction-performance correlation that will be obtained. In view of these findings, some of the major substantive and research implications of the job satisfaction-job performance relation are discussed.
The equity theory of Adams (1963, 1965) predicts that people pursue a balance between their investments in and the rewards gained from their work, such that their own investment/reward ratio is the same as that of similar others. Disturbance of this balance is expected to result in a range of negative outcomes, even if people are comparatively well off. The current study among a representative sample of 1297 Finnish workers examined two assumptions of this theory more closely, namely (1) whether the relationship between inequity and selected health-related outcome variables is U-shaped (is receiving too much as detrimental as receiving too little?), and (2) whether the reference to 'similar others' should be included in the measure tapping inequity. Multivariate analysis of variance only partly confirmed the hypothesis that the relationship between inequity and selected outcome variables is U-shaped. The reference to 'similar others' in the measurement of inequity seems to be superfluous.
The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion component of burnout, which, in turn, would predict in-role performance (hypothesis 1). In contrast, job resources (e.g., autonomy and social support) were hypothesized to be the most important predictors of extra-role performance, through their relationship with the disengagement component of burnout (hypothesis 2). In addition, we predicted that job resources would buffer the relationship between job demands and exhaustion (hypothesis 3), and that exhaustion would be positively related to disengagement (hypothesis 4). The results of structural equation modeling analyses provided strong support for hypotheses 1, 2, and 4, but rejected hypothesis 3. These findings support the JD-R model's claim that job demands and job resources initiate two psychological processes, which eventually affect organizational outcomes. © 2004 Wiley Periodicals, Inc.
Decades of research have shown that the correlation between job satisfaction and job performance is modest in magnitude, yet lay people are thought to believe strongly that satisfied or ‘happy’ employees are more productive at work. This paper first documents the strength and pervasiveness of belief in several versions of the happy–productive worker hypothesis (Study 1), then proposes and explores potential substantive explanations for these beliefs (Study 2). It is possible that lay people base their beliefs on genuinely stronger relationships that occur at a different level of analysis than usually studied by researchers, and/or that exist between satisfaction-like and performance-like variables other than the constructs typically investigated by scholars. Study 2 provides data relevant to several of these possibilities. The most compelling findings were at the within-person level of analysis. The average within-person correlation between momentary task satisfaction and concurrent perceived task performance was 0.57. Individuals feel more satisfied than usual when they believe they are performing better than usual for them. If lay persons mistakenly generalize from their own within-person experiences of satisfaction–performance covariation to the between-persons level, this relationship may be the basis for the strong lay belief that satisfied workers perform better. Copyright © 2003 John Wiley & Sons, Ltd.
Practical problems that are frequently encountered in applications of covariance structure analysis are discussed and solutions are suggested. Conceptual, statistical, and practical requirements for structural modeling are reviewed to indicate how basic assumptions might be violated. Problems associated with estimation, results, and model fit are also mentioned. Various issues in each area are raised, and possible solutions are provided to encourage more appropriate and successful applications of structural modeling
In multilevel modeling, one often distinguishes between macro-micro and micro-macro situations. In a macro-micro multilevel situation, a dependent variable measured at the lower level is predicted or explained by variables measured at that lower or a higher level. In a micro-macro multilevel situation, a dependent variable defined at the higher group level is predicted or explained on the basis of independent variables measured at the lower individual level. Up until now, multilevel methodology has mainly focused on macro-micro multilevel situations. In this article, a latent variable model is proposed for analyzing data from micro-macro situations. It is shown that regression analyses carried out at the aggregated level result in biased parameter estimates. A method that uses the best linear unbiased predictors of the group means is shown to yield unbiased estimates of the parameters.
A set of foundation issues that support employee work and service quality is conceptualized as a necessary but not sufficient cause of a climate for service, which in turn is proposed to be reflected in customer experiences. Climate for service rests on the foundation issues, but in addition it requires policies and practices that focus attention directly on service quality. Data were collected at multiple points in time from employees and customers of 134 branches of a bank and analyzed via structural equation modeling. Results indicated that the model in which the foundation issues yielded a climate for service, and climate for service in turn led to customer perceptions of service quality, fit the data well. However, subsequent cross-lagged analyses revealed the presence of a reciprocal effect for climate and customer perceptions. Implications of these results for theory and research are offered.
Part I discusses the Job Content Questionnaire (JCQ), designed to measure scales assessing psychological demands, decision latitude, social support, physical demands, and job insecurity. Part II describes the reliability of the JCQ scales in a cross-national context using 10,288 men and 6,313 women from 6 studies conducted in 4 countries. Substantial similarity in means, standard deviations, and correlations among the scales, and in correlations between scales and demographic variables, is found for both men and women in all studies. Reliability is good for most scales. Results suggest that psychological job characteristics are more similar across national boundaries than across occupations.
A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.
Employee attitude data from 35 companies over 8 years were analyzed at the organizational level of analysis against financial (return on assets; ROA) and market performance (earnings per share: EPS) data using lagged analyses permitting exploration of priority in likely causal ordering. Analyses revealed statistically significant and stable relationships across various time lags for 3 of 7 scales. Overall Job Satisfaction and Satisfaction With Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with ROA and EPS. The discussion of results provides a preliminary framework for understanding issues surrounding employee attitudes, high-performance work practices, and organizational financial and market performance.
When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.
Experiences of psychological contract breach have been associated with a range of negative behavior. However, much of the research has focused on master of business administration alumni and managers and made use of self-reported outcomes. Studying a sample of customer service employees, the research found that psychological contract breach was related to lower organizational trust, which, in turn was associated with perceptions of less cooperative employment relations and higher levels of absenteeism. Furthermore, perceptions of external market pressures moderated the effect of psychological contract breach on absenteeism. The study indicated that psychological contract breach can arise when employees perceive discrepancies between an organization's espoused behavioral standards and its actual behavioral standards, and this can affect discretionary absence.
A model in which perceived overload and burnout mediated the relations of workload and autonomy with physicians' quality of care to their patients was examined. The study was based on data from 890 specialists representing six medical specialties. Including global burnout as well as its three first-order facets of physical fatigue, cognitive weariness, and emotional exhaustion improved the fit between the structural model and the data relative to an alternative model that included only global burnout. Workload (number of work hours) indirectly predicted quality of care through perceived overload. Additionally, the authors found that the paths from the first order factors of emotional exhaustion, physical fatigue, and cognitive weariness predicted quality of care negatively, positively, and nonsignificantly, respectively.
The literature concerning the relationship between emotional exhaustion and performance led researchers to raise questions about the extent to which the variables are related. In 2 time-lagged samples, the authors found that motivation mediates the emotional exhaustion-job performance relationship. Moreover, the authors found that participants appear to target their investment of resources in response to emotional exhaustion to develop social support through social exchange; specifically, emotional exhaustion was associated with communion striving resources that were manifest in the form of organizational citizenship behaviors targeted at individuals. Implications of this relationship for theories of burnout and for management practice are discussed.
This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.
The extensive research examining relations between group member dissimilarity and outcome measures has yielded inconsistent results. In the present research, the authors used computer simulations to examine the impact that a methodological feature of such research, participant nonresponse, can have on dissimilarity-outcome relations. Results suggest that using only survey responders to calculate dissimilarity typically results in underestimation of true dissimilarity effects and that these effects can occur even when response rates are high.
The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.
This is the eighteenth in the most prestigious series of annual volumes in the field of industrial and organizational psychology. The series provides authoritative and integrative reviews of the key literature of industrial psychology and organizational behavior. The chapters are written by established experts and topics are carefully chosen to reflect the major concerns in the research literature and in current practice. Specific issues covered in this volume reflect the growth and complexity of the organizational psychology field, for example: Implicit Knowledge and Experience in Work and Organizations, Flexible Working Arrangements, Web-based Recruiting and Testing, Economic Psychology, Workaholism, and a review of Ethnic Group Differences and Measuring Cognitive Ability. Each chapter offers a comprehensive and critical survey of a chosen topic, and each is supported by valuable bibliography. For advanced students, academics, and researchers, as well as professional psychologists and managers, this remains the most authoritative and current guide to developments and established knowledge in the field of industrial and organizational psychology.
The correlational literature concerning the relationships between individual job satisfaction and individual performance was analyzed, using the meta-analysis techniques of Hunter, Schmidt, and Jackson (1982). Higher and more consistent correlations between overall job satisfaction and performance were indicated than those previously reported. Relationships between JDI measures of job satisfaction and performance were not as high or as consistent as those found between overall job satisfaction and performance.
A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.
This study examined the structure of occupational well-being among 1,252 Dutch teachers. Building on Warr (1994) and Ryff (1989), a multidimensional model for occupational well-being (including affective, cognitive, professional, social and psychosomatic dimensions) was proposed and tested. Confirmatory factor analysis supported the distinction between these dimensions. A second-order factor analysis revealed that affect was the most central dimension, supporting earlier conceptualizations of subjective well-being that mainly focused on affect.
The service profit chain is a simple conceptual framework linking employee satisfaction and loyalty, customer satisfaction and loyalty, and financial performance. Although widely used by practitioners, the service profit chain's series of hypothesized relationships between employee, customer, and financial outcomes has not been rigorously tested using data that span all components of the model. Panel data from the branches of a large regional bank are used to test individually each of the service profit chain's constituent hypotheses. The results generally support the model, but there are some exceptions. Further work is needed to refine and simplify several critical measures and to enhance the analysis to test the service profit chain as a complete system of related hypotheses.
Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, and turnover were examined at the branch level for a large automobile finance company. Using data from 142 branches in 2 consecutive years, several significant relations between attitude factors and performance were observed. In addition, causal analyses conducted at the branch level suggested that customer satisfaction led to employee attitudes, rather than the opposite. Additional analyses to explain this result suggested that economic conditions and related factors might be the causal mechanism at the aggregated level. Other potential interpretations of these findings and caveats about generalizing organizational-level findings to the individual level are discussed.
Previous research has suggested that high levels of burnout lead to impaired functioning on the job. However, as this research has usually relied on self-reported performance, it is imperative to examine whether this association is also confirmed when using “objective” performance data (e.g., supervisor reports). This study reviewed previous research on the associations between burnout (exhaustion, depersonalization, and personal accomplishment) and various types of objective performance. A systematic literature search identified 16 studies dealing with the burnout–performance relationship. These studies showed the wide variety of approaches that are used to study burnout and objective performance. Using data from these 16 studies, a meta-analysis was conducted to obtain mean correlations. The meta-analytical correlations between exhaustion and in-role behaviour (based on five studies), organizational citizenship behaviour (OCB; five studies), and customer satisfaction (two studies) were −.22, −.19, and −.55, respectively, underlining the practical relevance of burnout research for organizational performance. The evidence for the relationships between depersonalization, personal accomplishment, and performance was inconclusive. Future research should focus on valid indicators of job performance, should more often employ longitudinal designs and large samples, and should consider the theoretical basis for the study expectations more extensively.
(from the chapter) This chapter reviews literature on work performance published during the 1990s and late 1980s. The literature covered by this review is very broad. In conducting the literature review, the author has concentrated on work performance , that is the performance of people carrying out tasks with the purpose of some kind of economic exchange, typically employees of firms or public organizations. This means that the author focuses on studies involving adult workers, and discards studies involving children, students, or patients. The focus is on studies dealing with real-life work tasks and simulation of some tasks. (chapter)
The author provides a definition of work performance and presents a general model, based on a self-regulation view of human activity, which identifies the key elements of performance. Next, the author presents 5 theoretical perspectives on performance, based on different self-regulation theories, all compatible with the general model. These perspectives are: action regulation, energetic regulation, emotional regulation, vitality regulation, and self-image regulation. These theoretical perspectives are used for structuring the subsequent review of empirical findings on work performance. (PsycINFO Database Record (c) 2012 APA, all rights reserved) (chapter)
In recent years, more and more research in the organizational sciences has incorporated a multiple levels of analysis perspective (e.g. individual, group and organizational) into models of organizational behaviour. The study of occupational stress, however, has continued to focus almost exclusively on the individual level of analysis. In this paper, the authors contend that incorporating a multi-level perspective in the study of occupational stress has theoretical as well as practical value. The authors illustrate their position using results from an occupational stress research programme conducted by the Walter Reed Army Institute of Research.
This paper discusses the mathematical programming approach to frontier estimation known as Data Envelopment Analysis (DEA). We examine the effect of model orientation on the efficient frontier and the effect of convexity requirements on returns to scale. Transformations between models are provided. Methodological extensions and alternate models that have been proposed are reviewed and the advantages and limitations of a DEA approach are presented.
This Study addresses the issue of whether positive employee attitudes and behaviors influence business outcomes or whether positive business outcomes influence positive employee attitudes and behaviors. We hypothesize that employee satisfaction, organizational citizenship behavior, and employee turnover influence profitability and customer satisfaction. Data were gathered from the units of a regional restaurant chain via employee surveys, manager surveys, customer surveys, and organizational records. Cross-lagged regression analyses show that employee attitudes and behaviors at Time 1 are related to organizational effectiveness at Time 2. Additional cross-lagged regression analyses show no significant relationship between organizational effectiveness at Time 1 and the employee attitudes and behaviors at Time 2. These results add to the evidence that HR outcomes influence business outcomes, rather than the other way around. [ABSTRACT FROM AUTHOR] Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Research has shown that organizational subunits where employee perceptions are favourable enjoy superior business performance. The service profit chain model of business performance (Heskett, Sasser, & Schlesinger, 1997) has identified customer satisfaction as a critical intervening variable in this relationship. This paper examines the relationships between organizational climate, employee attitudes, customer satisfaction, and sales performance in the retail-banking sector. The role of customer satisfaction as a mediator between employee attitudes and sales performance is examined in a large sample of bank branches, spanning multiple organizations. Mediation effects are found, which border on significance when the sample size is large, but the effects seem to be too small to be of practical importance. It is argued that alternative formulations of the service profit chain model may provide more powerful explanations of the link between employee attitudes and business performance. [ABSTRACT FROM AUTHOR] Copyright of Journal of Occupational & Organizational Psychology is the property of British Psychological Society and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
A stress-management model of job strain is developed and tested with recent national survey data from Sweden and the United States. This model predicts that mental strain results from the interaction of job demands and job decision latitude. The model appears to clarify earlier contradictory findings based on separated effects of job demands and job decision latitude. The consistent finding is that it is the combination of low decision latitude and heavy job demands which is associated with mental strain. This same combination is also associated with job dissatisfaction. In addition, the analysis of dissatisfaction reveals a complex interaction of decision latitude and job demand effects that could be easily overlooked in conventional linear, unidimensional analyses. The major implication of this study is that redesigning work processes to allow increases in decision latitude for a broad range of workers could reduce mental strain, and do so without affecting the job demands that may plausibly be associated with organizational output levels.
A central hypothesis of classical motivation theory is that affect underlies motivation and its behavioural manifestations. However, this has been largely ignored in the past 30 years because social cognitivism has been the dominant theory. As a result, studies have concentrated on social cognitive processes when analysing those factors that determine and maintain performance‐related behaviour. In recent years affect has been “rediscovered” and attempts have been made to combine early writings in psychology and achievement goal theory. This has led to the identification of approach and avoidance temperaments as antecedents of and the energising force behind motive dispositions, which, in turn, have an influence on goals. This article discusses the main theoretical perspectives in cognitive motivational research in an effort to incorporate affective and emotional aspects of motivation and go beyond the limitations of the new achievement goal theory as presented by Elliot22.
Elliot , A. J. 1999. Approach and avoidance motivation and achievement goals.. Educational Psychologist, 34: 169–189. [Taylor & Francis Online], [Web of Science ®]View all references. The aim is to use this as a basis for enhancing applicability for educational purposes. The article will also examine a number of implications that the integration of temperaments and motives/goals will have for educational practice.
burnout as predictors of physicians' quality of care Burnout and objectively recorded performance: A critical review of 16 studies Bricks without clay: On urban myths in occupational health psychology
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Overload, autonomy, and burnout as predictors of physicians' quality of care. Journal of Occupational Health Psychology, 11, 328Á342. Taris, T.W. (2006a). Burnout and objectively recorded performance: A critical review of 16 studies. Work & Stress, 20, 316Á334. Taris, T.W. (2006b). Bricks without clay: On urban myths in occupational health psychology.
Job conditions and customer satisfaction Test of a service profit chain model in the retail banking sector
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Dormann, C., & Kaiser, D.M. (2002). Job conditions and customer satisfaction. European Journal of Work and Organizational Psychology, 11, 257Á283. Gelade, G.A., & Young, S. (2005). Test of a service profit chain model in the retail banking sector. Journal of Occupational and Organizational Psychology, 78, 1Á22.
Job Content Questionnaire
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Karasek, R. (1985). Job Content Questionnaire. Los Angeles: University of California.
Demand-Control Model: A social, emotional, and physiological approach to stress risk and active behaviour development Encyclopaedia of occupational health and safety
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Karasek, R. (1998). Demand-Control Model: A social, emotional, and physiological approach to stress risk and active behaviour development. In J.M. Stellmann (Ed.), Encyclopaedia of occupational health and safety, 4th ed. (pp. 34.6Á34.14). Geneva: International Labour Office.
Schreurs Downloaded by
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T.W. Taris and P.J.G. Schreurs Downloaded by [Cornell University] at 23:53 02 May 2012