Is “Happy Worker” More Productive

Abstract

The hypothesis "happy productive worker" states that happy employees, whose needs are satisfied in their workplace, have greater performance than unhappy employees. Therefore, the purpose of this research is to examine empirically the effects that job satisfaction and well-being at work generate on the individual job performance, investigating the moderating role that the components of the organizational structure play in this relationship. To achieve the main objective, some secondary objectives were proposed: (1) test the predictive effect of well-being, satisfaction, personal, and professional variables on individual performance; and (2) test the moderating effect of the components of the organizational structure in the relationship among well-being, satisfaction, and individual job performance. This research originates of a consolidated statement for the business society, but very few empirical studies. This way, the hypothesis consisted in the components of the organizational structure will positively enhance the relationship among well-being at work, job satisfaction, and individual job performance. The final sample consisted of 134 participants, of a clinical laboratory and of federal court of justice.For the development of the questionnaire, four instruments were used; one for each construct. The proposal has four relationship variables and the statistical procedure used to test this hypothesis was multiple linear regressions.Considering the hypothetical theoretical model presented, personal and professional variables are predictors of job performance; thus, these variables were also included as independent variables. The results of the regression model showed that the variables "age", "well-being at work", "job satisfaction", and "components of organizational structure" are responsible for explaining 64% of the variance of the variable criteria and individual job performance.The moderating role of the variable "components of organizational structure" was also observed, because its inclusion increased the explained variance of the dependent variable. After all the discussions developed, the two main contributions appear: (1) the predictive effect of well-being at work in relation to performance and (2) identifying the moderating effect of the components of the organizational structure.

Happiness and Wealth: Satisfaction, well-being, and ROA Relationship

“…The Glassdoor indexes as a metric to assess employee happiness, expressing whether this is a good company to work for -overall satisfaction, career development, compensation and benefits, work/life balance, senior management, and CEO approval -comprise related factors to the concepts of well-being at work and job satisfaction. Thus, presenting the concept of happiness by joining the aspects of these two concepts is of great academic relevance, as it corroborates the approach to happiness that is widely used in the literature, such as the studies by Fisher (2010), andCoelho Junior (2016), among others. Furthermore, happiness is observed empirically in companies from different sectors, to make the analyzes applicable to different realities.…”

The Role of Employees’ Work Patterns and Office Type Fit (and Misfit) in the Relationships Between Employee Well-Being and Performance

“…Empirical results from the study of the relationship between well-being and performance have suggested that moderating variables may affect the strength of this relationship (Fogaça & Coelho, 2016; Rego, 2009; Warr, 2007). These moderating factors can include organizational and job-related characteristics that together can affect organizational outcomes (Baron & Tang, 2011; N.…”

“…To explain these mixed results, researchers (Rego, 2009;Warr, 2007) suggest that moderating variables may affect the strength of the relationship between well-being and performance. This assumption is supported by empirical results indicating that there can be moderators in the well-being-performance relationship (Fogaça & Coelho, 2016), although research in this area is still scarce (Chi, Chang, & Huang, 2015).…”

Felicidad y optimismo en el trabajo. Hallazgos de investigaciones científicas

“…Mientras unos autores argumentan y encuentran que el bienestar se relaciona con el desempeño (Fogaça & Coelho-Junior, 2016;Wright, Larwood y Denney, 2002), otros llaman la atención sobre el hecho de que esto no siempre sucede (Youssef y Luthans, 2007). Estas contradicciones no son nuevas en la literatura, pero parecieran deberse más a discrepancias en la forma como se operacionaliza y mide el constructo que a resultados realmente contradictorios.…”