Development and Validation of a Life Satisfaction Instrument in Human Resource Practitioners of Thailand

Abstract

The purpose of this paper was to develop and validate an instrument to measure life satisfaction (LS). Eighteen items were selected to assess the LS questionnaire developed from concepts and theory. The questionnaire was applied as a cross-sectional study and data were collected as establishing factors to confirm and ascertain construct validity. Reliability was tested by measuring internal consistency. Relationships with family and other people, personal life, life and society, and working life and self-development factors were identified. Findings confirmed the constructs between theoretical concepts and empirical evidence. The validity of this LS questionnaire will facilitate future studies to test the boundaries of LS assessment in the context of Human resource (HR) practitioners. This instrument can support and assist researchers to develop a comprehensive and intuitive understanding of LS and promote further investigation of its potential in future studies.

Simplifying the Understanding and Measurement of Mental Disorders Thru a Comprehensive Framework of Psychosocial Health

“…Theorists have proposed diversified goals of mental health, such as the fulfillment of the purpose of life [53,54], the gratification of human needs [55,56], a match between hoped-for and achieved goals [57], a comparison between goals and accomplishments [58], the fulfillment of a person's essential desires [59], the gratification of a person's needs [60], an achievement of a person's life expectations [61], the possession of a suitable living environment [62], an evaluation of the life as a whole [63], an adequate social status [64], the effective functioning in a social context [65], the possession of higher levels of positive personal attributes and lesser levels of adverse behaviors [66] , and a subjective criterion of happiness [67][68][69][70]. Mental health is also regarded as a multidimensional framework above the mere absence of psychological problems [47,52].…”

Components of psychosocial health

“…Measuring mental health has also been a confusing tradition focusing on the fulfillment of the purpose of life (Jung, 1955; Buhler, 1961), the gratification of human needs (Maslow, 1954, 1962; Parmenter, 1988) and desires (Stones and Kozma, 1980), and the match between idealized and achieved goals (Neugarten et al. , 1961; George, 1979; Edgerton, 1990; Na-Nan and Wongwiwatthananukit, 2020). The existing literature provides us with a lengthy list of factors that contribute to mental health, e.g.…”

“…The concepts of happiness, satisfaction with life, well-being, wellness, quality of life and mental health have been used interchangeably (Keyes and Lopez, 2009;Tennant et al, 2007;Cooke et al, 2016;Singh and Jha, 2008). Measuring mental health has also been a confusing tradition focusing on the fulfillment of the purpose of life (Jung, 1955;Buhler, 1961), the gratification of human needs (Maslow, 1954(Maslow, , 1962Parmenter, 1988) and desires (Stones and Kozma, 1980), and the match between idealized and achieved goals (Neugarten et al, 1961;George, 1979;Edgerton, 1990;Na-Nan and Wongwiwatthananukit, 2020). The existing literature provides us with a lengthy list of factors that contribute to mental health, e.g.…”

Transcultural Comparison of Mental Health and Work–Life Integration Blurring in the Brazilian and Spanish Populations during COVID-19

“…It should be noted that the accumulation of work resulting from an increase in demands is promoted, accepted, and incentivized by technological connectivity that contributes to the diffusion of work into the home, turning the digital environment into an extension of labor [ 13 ]. When roles, work, and personal life overlap and there is no clear boundary between them, the so-called Role Blurring occurs [ 14 ]. This can be stimulated within the work context, in the movement of always seeking better performance.…”

“…This can be stimulated within the work context, in the movement of always seeking better performance. It can also be implicit and reinforced by the professional and/or coworkers themselves [ 14 , 15 ]. Implementing boundaries, despite not being a mediator, systematically minimizes conflict between roles [ 7 ].…”