The Happy-Productive Worker Thesis Revisited

Zelenski, John M.; Murphy, Steven A.; Jenkins, David

doi:10.1007/s10902-008-9087-4

Cited by 306 publications

(267 citation statements)

References 51 publications

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“…A situação (1), na qual o indivíduo gosta do que faz e está bem onde está, pode ser considerada um estado feliz, quando surgem comportamentos positivos para a organização, tais como uma expansão da sua atuação além do papel previsto, proatividade e uma melhor adaptabilidade (Macey & Schneider, 2008). Além disso, os indivíduos ficam mais sensíveis a oportunidades, mais dispostos a ajudar os colegas e mais confiantes (Zelenski, Murphy, & Jenkins, 2008), o que pode, por sua vez, acarretar os impactos positivos de resultados apresentados na seção referente aos impactos da felicidade no trabalho.…”

Section: Figura 1 Perspectiva Integrada Dos Antecedentes Da Felicidaunclassified

“…Este estado poderia desencadear também um aumento do nível de absenteísmo e da quantidade de licenças devido a estafa e outras doenças. No limite, pode levar à decisão de uma mudança de trabalho (turnover) (Danna & Griffin, 1999;Lok & Crawford, 2004;Warr, 2007;Zelenski et al, 2008). Baixa produtividade, desempenho ruim, absenteísmo e turnover são comportamentos negativos para a organização.…”

Section: Figura 1 Perspectiva Integrada Dos Antecedentes Da Felicidaunclassified

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As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

Sender

Fleck

2017

Rev. adm. contemp.

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ResumoA despeito do grande número de estudos relacionados à felicidade derivada do trabalho nas organizações, estes são dispersos, divergentes e, portanto, pouco conclusivos. Isto traz dificuldades para a evolução da pesquisa sobre este tópico e para a tomada de decisões no dia a dia quanto ao tema nas empresas. Tomando por base uma revisão de literatura abrangente, este artigo propõe uma perspectiva que engloba o conhecimento desenvolvido sobre o assunto até o momento. Para tanto, parte de três questões: como se define felicidade no trabalho; o efeito da felicidade no trabalho nos resultados das empresas; e o que torna os indivíduos felizes no trabalho. A proposta de perspectiva integrada utiliza os princípios de Kahneman e Riis (2005), concentrando-se principalmente nos antecedentes da felicidade no trabalho e seus possíveis impactos no comportamento do indivíduo na organização.Palavras-chave: felicidade no trabalho; satisfação; motivação; bem-estar; antecedentes. AbstractDespite the large number of studies on happiness at work in organizations, they are disperse and divergent and thus inconclusive. This makes the evolution of research on this topic and practicioners' decision-making regarding the happiness at work difficult. Based on a comprehensive literature review, this article proposes a perspective that encompasses the knowledge developed so far. To do so, it explores three issues: how happiness at work has been defined; the impact of happiness at work on organizational performance; and, what makes people happy at work. The integrated perspective this paper advances draws on the principles from Kahneman and Riis (2005), mainly focusing on antecedents of happiness at work and their impact on individual behavior in the organization.Key words: happiness at work; job satisfaction; motivation; well-being; antecedents. (Spicer & Cederström, 2015). Também não se conhece seu real efeito nos resultados das empresas; nem se sabe ao certo o que a causa e nem qual é o papel das ações das organizações na obtenção de tal felicidade por parte dos indivíduos (Saks & Gruman, 2014).A falta de respostas conclusivas a estas questões não está ligada a um número reduzido de pesquisas no tema. Ao contrário, existe uma vasta literatura sobre o assunto, porém esta é difusa e desfocada (Danna & Griffin, 1999) e de difícil generalização (Sant'anna, Paschoal, & Gosendo, 2012), não havendo, portanto, uma unidade de conceitos nem uma convergência de resultados. Essa falta de alinhamento faz com que os acadêmicos não produzam conhecimento consistente que possa contribuir para a evolução do entendimento geral do assunto e auxiliar os gestores em relação ao tema.Sendo assim, o objetivo deste artigo é propor uma perspectiva dos antecedentes da felicidade no trabalho nas organizações e suas consequências no comportamento dos indivíduos abrangendo o conhecimento gerado até o momento, de forma a ajudar a direcionar a evolução da pesquisa das organizações nesse assunto. Para isso, o estudo parte de três questionamentos: (a) como se define a...

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Section: Figura 1 Perspectiva Integrada Dos Antecedentes Da Felicidaunclassified

As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

Sender

Fleck

2017

Rev. adm. contemp.

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“…Organizations take great interest in promoting employee health and well-being (Danna and Griffin 1999) because happy workers are assumed to be more productive workers (Zelenski et al 2008;Lyubomirsky et al 2005) who are better able to cope with the high demands of the modern world of work (Paauwe 2009). A promising strategy to promote the well-being of employees is the development and use of individual strengths at work (Quinlan et al 2012;Peterson et al 2010), because using strengths is, by definition, linked to positive feelings such as excitement and joy.…”

Section: Introductionmentioning

confidence: 99%

Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect

2016

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In this article, we explore the use of strengths interventions, defined as activities and processes that target the identification, development, and use of individual strengths, as an organizational tool to increase employee well-being. Engaging with one's strengths is assumed to be a pleasant activity that elicits positive emotions like joy, pride, and gratitude, which, in turn, contribute to feelings of overall well-being and satisfaction. Building on this assumption, we hypothesized that participating in a strengths intervention leads to increases in general (i.e., psychological capital and satisfaction with life), and work-related well-being (i.e., increased work engagement and decreased burnout), and that positive affect mediates these effects. To test these hypotheses, we conducted a field experiment with a sample of N = 116 Dutch working people who were assigned to either an experimental group (participating in a strengths intervention) or a waitlist control group. All participants filled in a pre-intervention, postintervention, and 1 month follow-up questionnaire. Results indicate that participating in a strengths intervention creates short-term increases in employee positive affect and short-and long-term increases in psychological capital. We did not find evidence for a positive, direct effect of the strengths intervention on satisfaction with life, work engagement, and burnout respectively, but we did find support for indirect effects via the mediator positive affect.

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“…Nevertheless, there is evidence that job-related well-being is associated with productivity, absenteeism and labour turnover (e.g. De Neve et al 2013;Warr 2007;Zelenski et al 2008)-even if much remains to be done to determine the magnitude of the causal effects. In recent years well-being-including in the domain of work-has been assigned a place in the 'beyond GDP' agenda (Stiglitz et al 2009).…”

Section: Introductionmentioning

confidence: 99%

Job-Related Well-Being Through the Great Recession

Green¹,

Felstead

Gallie

et al. 2014

J Happiness Stud

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We study how job-related well-being (measured by Warr's 'Enthusiasm' and 'Contentment' scales) altered through the Great Recession, and how this is related to changing job quality. Using nationally representative data for Britain, we find that jobrelated well-being was stable between 2001 and 2006, but then declined between 2006 and 2012. We report relevant changes in job quality. In modelling the determinants of jobrelated well-being, we confirm several previously-studied hypotheses and present some new findings: downsizing, work re-organisation, decreased choice, and linking pay to organisational performance each reduce well-being; indicators of skills challenge in jobs have more of a positive association with Enthusiasm than with Contentment, while effort has a more negative association with Contentment than with Enthusiasm. Our estimates are largely orthogonal to the effects of personality traits and demographic controls on wellbeing. Using a standard decomposition, we find that the 2006-2012 fall in job-related wellbeing is partly accounted for by accelerations in the pace of workplace change, rising job insecurity, increased effort and changing participation.Keywords Effort Á Job insecurity Á Downsizing Á Performance-related pay Á Organisational participation Á Job-related well-being Á Task discretion Á Skill IntroductionThis paper is concerned with what happens to the job-related well-being of those in employment in a major recession. Periods of economic crisis and stagnation are typically seen as occasions for accelerated changes in employment and production relations. Whether through Schumpeterian creative destruction or through a shift in the balance of power, the opportunity may be taken to renew working methods, relationships and pay bargains, with consequences for both employers and their employees. Major economic downturns are known to generate falls in general well-being (as manifested in overall life satisfaction and health indicators) which extend beyond those rendered involuntarily unemployed to the broader workforce who feel less secure and to their dependants (Burchell 1994;Di Tella et al. 2003;Green 2011). The focus here, however, is on how indicators of job-related wellbeing (feelings about one's job) are changed over a recession, and on how this is related to changing job quality. To investigate this, we examine the specific instance of employees in Britain before and after the 'Great Recession' of 2008-2009.Since job-related well-being is an end in itself, studying it needs no additional motivation. Nevertheless, there is evidence that job-related well-being is associated with productivity, absenteeism and labour turnover (e.g. De Neve et al. 2013;Warr 2007;Zelenski et al. 2008)-even if much remains to be done to determine the magnitude of the causal effects. In recent years well-being-including in the domain of work-has been assigned a place in the 'beyond GDP' agenda (Stiglitz et al. 2009). A better understanding of various dimensions of well-being at an aggregate level are re...

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The Happy-Productive Worker Thesis Revisited

Abstract: Productivity, Positive affect, Negative affect, Job satisfaction, Life satisfaction, Quality of work life, Happiness, Emotions, Personality, Experience sampling,

Cited by 306 publications

References 51 publications

As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect

Job-Related Well-Being Through the Great Recession

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