Employee Commitment and Well‐Being

Tempering Hard Times: Integrating Well-Being Metrics Into Utility Analysis

“…In recent years, experienced meaning at work has grown in importance within the organizational sciences, having emerged as an important factor in studies of calling and vocation (Dik, Duffy, & Eldridge, 2009), in work identity development (Pratt, Rockmann, & Kaufmann, 2006), in workplace spirituality (Mitroff & Denton, 1999), and in connections between employee commitment and well-being (Meyer, Maltin, & Thai, 2012). It needs to be said that utility analysis has become a compelling managerial keyword, particularly in today's ferocious context of business competition.…”

Need Satisfaction and Need Frustration among Women and Men Faculty in Engineering: A Self-Determination Perspective

“…To meet needs for autonomy, individuals need to feel they are masters of their own destiny and that what they do has been chosen freely rather than out of a sense of obligation, coercion, or other external factors. Those whose autonomy needs are satisfied also tend to feel that what they are doing is consistent with their core values and life purpose [27]. Those whose autonomy needs are thwarted, in turn, tend to feel too controlled or limited by others in their workplace.…”

“…In the workplace, this means that people believe they are challenged, are contributing to the cause, are developing, exercising, and expanding skills, and are generally good at what they do. Those whose competence needs are satisfied can adapt readily to complex and changing environments and are likely to have a strong sense of self-esteem and identity [27], [28], [29].…”

“…A person whose relatedness needs are being met feels valued and appreciated, but when these needs are frustrated, this person may feel unimportant to the organization or coworkers. Unfulfilled relatedness needs lead to feelings of isolation and loneliness [27], [30], [31].…”

Tempering Hard Times: Integrating Well-Being Metrics Into Utility Analysis

“…The current models of utility often miss the very notions surfaced by the Gallup survey, which relate broadly to notions of meaning at work, including perceived well‐being. In recent years, experienced meaning at work has grown in importance within the organizational sciences, having emerged as an important factor in studies of calling and vocation (Dik, Duffy, & Eldridge, ), in work identity development (Pratt, Rockmann, & Kaufmann, ), in workplace spirituality (Mitroff & Denton, ), and in connections between employee commitment and well‐being (Meyer, Maltin, & Thai, ). Related constructs such as psychological well‐being (Cropanzano & Wright, ) and psychosocial climate (Dollard, Tuckey, & Dormann, ) address this area from slightly difference perspectives and organizational levels.…”