Value Congruence and Organizational Commitment: Does Work Happiness Matter?

Oyelakin, Oyekunle; Shodeinde, Adekunle Daniel; Arandong, Idi Jamok

doi:10.38157/businessperspectivereview.v3i2.348

Cited by 2 publications

(1 citation statement)

References 16 publications

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“…Employees with high levels of happiness tend to be more actively engaged in work, demonstrating higher productivity and loyalty . Oyelakin et al (2022) point out that job happiness has a positive and significant impact on organizational commitment, shaping employees' loyalty and commitment to the company to a large extent. Choudhury et al (2022) further confirm a significant positive relationship between employee happiness and organizational commitment.…”

Section: Outcome Variables Of Employee Happinessmentioning

confidence: 99%

Exploring the Path to Employee Happiness: A Review of Employee Well-being Research

Chenshu,

Arshad,

Wenyan

et al. 2024

IJARBSS

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As the global economy continues to develop and competition intensifies, the importance of employee happiness is increasingly recognized. Employee well-being not only relates to individuals' physical and mental health and quality of life but also directly impacts organizations . Therefore, understanding and enhancing employee happiness have become important topics in organizational management and human resource management. In traditional organizational theory, employee job satisfaction is typically regarded as an evaluation of employees' perceptions of their job content, work environment, and working conditions. However, with increasing emphasis on employee psychological wellbeing and life satisfaction, researchers have begun to expand job satisfaction to encompass employees' overall happiness and well-being indices. This shift reflects a trend in organizational management away from the mere pursuit of productivity and economic efficiency towards a focus on holistic employee development and happiness. The purpose of this study is to systematically review and analyze research on employee happiness, including its concepts, influencing factors, and consequences. By delving into existing research findings, a better understanding of the mechanisms of employee happiness formation and the pathways of influence can be achieved, thereby providing theoretical guidance and practical recommendations for organizational and human resource management. This study aims to enhance the understanding of employee happiness, employing a literature review approach. Key findings include the multidimensional influencing factors of employee happiness and its associations with organizational performance and turnover intentions. Future research could explore employee happiness from various perspectives, including individual, team, and cultural differences, interdisciplinary approaches, and the application of emerging technologies. Such research endeavours will contribute to a more comprehensive understanding of the nature of employee happiness, thereby providing more effective guidance and support for organizational and human resource management.

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Section: Outcome Variables Of Employee Happinessmentioning

confidence: 99%

Exploring the Path to Employee Happiness: A Review of Employee Well-being Research

Chenshu,

Arshad,

Wenyan

et al. 2024

IJARBSS

View full text Add to dashboard Cite

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The Influence of Character Strengths and Person-Organisation Fit on Prosocial Behaviour at Work

Babalola,

Nwanzu

2024

JISR-MSSE

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Among several outcomes of establishing positive psychology is the character strengths construct, and the emerging literature offers much support for its usefulness in the workplace. This study explored the effect of character strengths (CS) and person-organisation fit (POF) on prosocial behaviour at work (PSBW) and whether POF moderates the relationship between CS and PSBW. The study was cross-sectional and quantitative, using self-report measures. Data were collected from 246 employees in public and private organisations. The participants comprised 51.2% men, 63.4% married, with an average age of 34.95 (SD = 10.10). The regression analysis adopted for hypothesis testing showed that CS and POF are significant predictors of PSBW and that the interaction of CS and POF does not occur in PSBW. It was concluded that while CS and POF can improve PSWB, the character traits of CS do not need a match between the person and the organisation to impact PSBW positively. Therefore, HRM practitioners should promote CS and POF to improve PSBW, which has much potential for effective organisational functioning.

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Value Congruence and Organizational Commitment: Does Work Happiness Matter?

Cited by 2 publications

References 16 publications

Exploring the Path to Employee Happiness: A Review of Employee Well-being Research

Exploring the Path to Employee Happiness: A Review of Employee Well-being Research

The Influence of Character Strengths and Person-Organisation Fit on Prosocial Behaviour at Work

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