A psychometric validation of the happiness at workplace scale

Abstract

Purpose With intention to promote growth of happiness literature in non-western settings and facilitate positive interventions at workplace, the purpose of this paper is to examine the psychometric properties and validate the short version of happiness at workplace (S-HAW) scale using knowledge workers’ sample in the Indian context. Design/methodology/approach The S-HAW scale was validated using data from 226 Indian knowledge workers from public and private sector organisations. The mixed-mode approach was used for collecting data, whereas factor structures, reliability and validity scores were also examined with the help of SPSS AMOS 21. The study included initial descriptive analysis, item analysis, exploratory factor analysis and confirmatory factor analysis. Findings The results of the study discovered that psychometric properties of the S-HAW scale were similar to those of originally developed scale when applied in the Indian context. Hence, the higher-order structure was retained in Indian settings. Originality/value Despite the changes in work-related values and societal structures between Western and Asian nations, this study provides a significant contribution to empirically confirming that the different cultural scales can also show good fits in Collectivist cultures. The study can bridge the gap between Asian and Western nations with the uniform measure of HAW. Thus, more cross-cultural studies usually comparative in nature welcomed with S-HAW Indian version scale for knowledge workers.

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

“…According to Fisher (2010), HAW is determined by affective commitment, job satisfaction and work engagement of the employees and influences employee behaviour. Affective commitment reflects employees’ emotional attachment or feeling of belongingness towards the organization (Mousa et al , 2020; Rastogi, 2020; de Waal, 2018; Salas-Vallina et al , 2018; Sabir et al , 2019). The enhanced affective commitment of employees results in better services for the customers and hence is beneficial for the organization (Mroueh, 2020; Salas-Vallina and Alegre, 2018).…”

“…Work engagement refers to different ways that energise employees to contribute towards the organization (Schaufeli et al , 2002; Salas-Vallina et al , 2018) and results in enhanced performance characterised by dedication, vigour and passion at work (Salas-Vallina et al , 2017a, 2017b; Salas-Vallina and Alegre, 2018). HR practices positively affect work engagement and motivate the employees to devote extra time and effort to the organization (Sivapragasam and Raya, 2017; Rastogi, 2020). Previous researchers reported positive associations between job satisfaction, work engagement and affective commitment (taken individually or with other variables) on organizational performance and productivity (Anis and Syamsul, 2019; García-rodríguez et al , 2020; Singh and Chaudhery, 2018; West & Dawson, 2012) and have explored the influence of HAW on extra-role behaviour or organization citizenship behaviour (Chen and Chiu, 2009; Saks, 2006; Salas-Vallina et al , 2017a, 2017b).…”

“…The broad concept of HAW includes three constructs: affective commitment, job satisfaction and work engagement (Fisher, 2010). Affective commitment reflects employees emotional attachment towards the organization (Mousa et al , 2020; Rastogi, 2020). Job satisfaction is a positive emotional state resulting from employees’ evaluation of job characteristics and experience (Anis and Syamsul, 2019).…”

India's emerging market strategy for modelling happiness at work

“…The review is based on “A psychometric validation of the happiness at workplace scale” by Mansi Rastogi (2019), published in “Industrial and Commercial Training.” This research paper concentrates on unpacking the structural properties of workplace happiness. The results revealed that a cultural scale developed in Spain was equally applicable in India, since the populations of both countries demonstrate collectivist values that transcend the domains of work life and family life.…”

“…A research paper by Rastogi (2019) focuses on understanding the impacts of the happiness levels that employees experience in their workplaces. The psychometric properties of happiness will be examined through the lens of a workplace happiness scale, which is applied to measure results from a sample of Indian knowledge workers from public and private sector organizations.…”