Workplace happiness as a trinomial of organizational climate, academic satisfaction and organizational engagement

Abstract

Purpose The present research aims to study the correlations among organizational climate, academic satisfaction and organizational commitment as factors that influence happiness at work by applying a structural equation model to Spanish National Police cadets. Design/methodology/approach A descriptive, quantitative, correlational, exploratory and cross-sectional empirical study was carried out. A measurement instrument was applied to a target population of 397 student-inspectors enrolled for the 2018–2020 academic year on the executive scale at the National Police School (EPN) in Spain. A sample of 190 surveys was obtained, of which 33 were open competition, 52 were competitive examinations and 105 were selective seniority. Findings Structural equation modeling shows that academic satisfaction, organizational climate and practical organizational commitment are recommended variables for assessing happiness within organizations. On the other hand, there is a bit of a positive relationship between happiness and practical organizational commitment. The same is not true for the parameters of academic satisfaction and organizational climate. Originality/value This study fills a gap in the literature on the analysis of governance models in public administration. This is particularly relevant in professions that require a high degree of engagement with citizens, such as police officers. According to the authors’ knowledge, this study is one of the first works to analyze corporate governance in police cadet schools in Spain under the happiness management approach. It contributes by offering a better understanding of the psychosocial variables that affect the existence of good governance.

Bibliometric analysis on corporate governance topics published in the journal ofCorporate Governance: The International Journal of Business in Society

“…The third group focuses on the adjustment of corporate governance systems, such as the development of a new code (Shehata, 2015), corporate governance compliance (Albu and Gîrbină, 2015), financial crisis consequences (Orazalin and Mahmood, 2019), e-corporate governance effectiveness (Abdennadher and Cheffi, 2020), COVID-19 pandemic (Tan, 2021), blockchain technology (Singh et al , 2020) and optimal corporate governance (ElKelish and Zervopoulos, 2022). In the fourth group, studies have analyzed the associations between corporate governance and different agency relationships, such as agency conflicts (Tompkins and Hendershott, 2012), shareholder activism (Ghahramani, 2013), relationships with stakeholders (Wanyama et al , 2013), separation between control and management (Carlo, 2014), executive compensation (Pereira, 2015), agency costs (Garanina and Kaikova, 2016), blockholders’ voting power (Wang, 2016), managerial discretion (Haj Youssef and Teng, 2019), institutional power (El-Diftar et al , 2017) and workplace happiness (Ravina-Ripoll et al , 2021). In the fifth group, studies focused on the corporate social responsibility perspective in corporate governance, such as an overview of CSR in corporate governance literature (Lund-Thomsen and Pillay, 2012), inequality within the company (Renouard and Lado, 2012) and the impact of CSR disclosure on financial analysts’ information (Cormier and Magnan, 2014).…”

“…In the fourth group, studies have analyzed the associations between corporate governance and different agency relationships, such as agency conflicts (Tompkins and Hendershott, 2012), shareholder activism (Ghahramani, 2013), relationships with stakeholders (Wanyama et al , 2013), separation between control and management (Carlo, 2014), executive compensation (Pereira, 2015), agency costs (Garanina and Kaikova, 2016), blockholders’ voting power (Wang, 2016), managerial discretion (Haj Youssef and Teng, 2019), institutional power (El-Diftar et al , 2017) and workplace happiness (Ravina-Ripoll et al , 2021).…”

Guest editorial: Happiness management: key factors for sustainability and organizational communication in the age of Industry 4.0

“…This article is one of the first to analyze corporate governance in a public security corporation in Spain under the happiness management approach. It contributes by offering a better understanding of the psychosocial variables that affect the existence of good governance (Ravina-Ripoll et al , 2021).…”

A Framework to Assess the Impact of Employee Perceived Equality on Contextual Performance and Mediating Role of Affective Commitment to Enhance and Sustain Positive Work Behavior

“…Nisar et al [43] indicated the direct impact of organizational commitment on voice behavior. On the contrary, the feeling of equality and fairness enhances employee organizational commitment [38]; when employees feel happy, their organizational commitment increases [44,45], and performance appraisal justice substantially predicts the affective commitment of employees working in banks [45]. Qu et al [46] also indicated that perceived discrimination has a negative relationship with organizational attachment, whereas procedural and distributive justice has a positive relationship with affective commitment.…”