Subjective Well-being and Job Performance: Testing of a Suppressor Effect

Abstract

The Human Relations Movement of the 1930s popularized the belief that happy workers were on average more productive than less happy or unhappy workers (Cropanzano & Wright, 2001; Wright, Cropanzano, & Bonnett, 2007). This view is usually known as the happy-productive worker hypothesis (HPWH), and both researchers and practitioners have become persuaded that it is essentially correct. Happy workers have been frequently conceptualized as the individuals scoring higher in job satisfaction scales and several metaanalytic studies examined the prediction that there was a positive correlation between job satisfaction and job performance. The first meta-analysis, by Iaffaldano and Muchinsky (1985), found an average observed correlation of .17 between job satisfaction and individual performance. A second meta-analysis, by Judge, Thorensen, Bono, and Patton (2001), found an average observed correlation of .18 (ρ = .30 when corrected for measurement error in both variables), although the magnitude of the relationship between job satisfaction and job performance was moderated by the study design (cross-sectional vs. longitudinal). In the case of longitudinal designs, the observed correlation was .14 (ρ = .23), and it was .18 (ρ = .31) for the crosssectional designs. Other studies have used measures of job burnout, job involvement, engagement, positive affect, neuroticism, and climate to characterize happy workers (

Unique Contextual Conditions Affecting Coworker Knowledge Sharing and Employee Innovative Work Behaviors

“…It is a well-known fact that there is a difference between observed and true correlations. Furthermore, it is also noticed that the observed correlation underestimates the true correlation between the study variables (Salgado et al, 2019). In Table 1 we have presented uncorrected correlation coefficients between the study variables, especially between independent variables (CKS), moderators (SKS, thriving), and the dependent variable (IWB) that are underestimated.…”

Meta-analysis and Scientific Mapping of Well-being and Job Performance

“…Affect was a predictor of overall performance in seven studies (for example, Cropanzano & Wright, 1999;Robertson et al, 2012;Salgado et al, 2019;Wright & Cropanzano, 1998;Wright & Staw, 1999;Zelenski et al, 2008). Additionally, in one case affect predicted the withdraw intention and the counterproductive performance through job satisfaction (Crede et al, 2007).…”

A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

“…). Statistical significance of this effect (t-value) was tested by using bias-corrected bootstrap confidence interval method with 5,000 samples in SmartPLS, instead of using the traditional Sobel's (1982) test which has low statistical power (Salgado, Blanco, & Moscoso, 2019). The above mentioned significant indirect effect (-0.055) is called Hayes' (2015) index of moderated mediation, which "is a direct quantification of the linear association between the indirect effect and the putative moderator of that effect" (p. 3).…”