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The Subjective Happiness Scale (SHS) constitutes an instrument for assessing subjective happiness. This study aims to present the validation of the SHS in a Portuguese adult population. A large representative sample (1,017 participants), from five different age groups was considered. Configurational invariance of the unidimensional structure of the scale was tested through multi-group confirmatory factorial analysis, and reliability and criterion-validity were investigated. The results support the single factorial structure and reliability of the SHS. Furthermore, the SHS correlated positively with the Satisfaction with Life Scale, thus supporting its criterion validity. Therefore, the Portuguese version of the SHS is a valid instrument to use with an adult Portuguese Sample.

This study aims to expand the knowledge on the affective events theory by:(1) testing the mediating role of affect in the relationship between micro-daily events and well-being, (2) and analyzing the moderating role of mindfulness in this mediated relationship. To achieve these goals, we collected data with 393 working adults. The results showed that: (1) affect mediates the relationship between micro-daily events and well-being; (2) mindfulness moderates the mediated relationship between micro-daily events and well-being via affect, that is, higher levels of mindfulness are positively related to well-being in particular when the levels of positive affect are higher. These results show the importance of providing conditions for the occurrence of daily uplifts at work as these seem to lead to increases in employees' well-being. Promoting mindfulness at work also seems relevant for workers' mental health and well-being, for example, through complementary training or daily practices.

Affective events theory suggests that affective events at work arouse emotional reactions that influence employees' attitudes and behaviour in the workplace. In the present study, we apply this theoretical framework to clarify the interplay of variables that explain well-being and performance. We analysed the mediating role of positive affect and work engagement between daily uplifts and well-being, and between daily uplifts and performance. Results from a sample of 293 employees revealed that daily uplifts were positively associated with well-being and performance. While the effects of daily uplifts on wellbeing were fully mediated by positive affect and work engagement, the effects of daily uplifts on performance were only partially mediated by positive affect and work engagement. In both cases, the effect of positive affect was bigger than that of work engagement. The relations explored provide new theoretical elements for models that explain which variables influence well-being and performance in organizational contexts. The implications for employee health and organizational success are discussed.