Employee Happiness: Why We Should Care

Thompson, Arieana H.; Bruk‐Lee, Valentina

doi:10.1007/s11482-019-09807-z

Cited by 35 publications

(51 citation statements)

References 58 publications

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“…First, there are individual effects directly related to one's personal life, such as income (Diener et al, 2002), higher life expectancy and health (Salas-Vallina et al, 2017), increased career self-awareness, no burnout, and feeling of solidarity (Ozkara San, 2015). The second is workplace behaviors (i.e., how people behave at work), such as better teamwork (Peñalver et al, 2017), reduced turnover, increased task and contextual performance (Thompson & Bruk-Lee, 2020). Each individual's workplace behaviors help organizations improve their results, leading to the third group of impacts, the organizational outcomes.…”

Section: Introductionmentioning

confidence: 99%

The Happy Level: A New Approach to Measure Happiness at Work Using Mixed Methods

Sender

Carvalho

Guedes

2021

International Journal of Qualitative Methods

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Happiness at Work is considered the Holy Grail of organizational sciences. The belief that happier workers are more productive leads to a win-win situation for both individuals and organizations. Nevertheless, years of research have not brought a convergent conclusion about the topic, mainly due to the lack of a widely accepted measure. Usually, questionnaires and self-report surveys are used; however, these methods embed shortcomings that allow studies’ results to be questioned. In order to overcome these shortcomings, the present study proposes a different approach to measure Happiness at Work, bringing mixed methods to encompass the complexity of the phenomenon. Based on work-life narratives and following Kahneman’s concepts, the proposed approach puts together Narrative Analysis and Sentiment Analysis. Although increasingly used to assess social media reviews, Sentiment Analysis is not yet applied to narratives related to Happiness at Work. Four methods to calculate the Happy Level indicator were tested on actual research data: one manual, through traditional coding processes, and three automatic methods to provide scalability. An example of the Happy Level application is also provided to illustrate how the indicator could improve analyses. The present study concludes that despite the manual method presents better results at this moment; the automatic ones are promising. The results also indicate paths for improvement of these methods.

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Section: Introductionmentioning

confidence: 99%

The Happy Level: A New Approach to Measure Happiness at Work Using Mixed Methods

Sender

Carvalho

Guedes

2021

International Journal of Qualitative Methods

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“…Several prior research have supported the concept that work happiness and job performance are positively related. Vroom (1964), Chia-Hao and Ting Ya (2018), Coo and Salanova (2018) and Thompson and Bruk-Lee (2021), for example, studied the relationship between job satisfaction and job performance and discovered that the two are linked.…”

Section: Job Satisfactionmentioning

confidence: 99%

Job Satisfaction and Individual Happiness among Employees: An Emperical Evidence at Public Higher Education Institution

Sakarji¹,

Thani²,

Min³

et al. 2022

IJARBSS

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Employees are an organization's most asset. It will help not only the employees, but also the organizations, if they are satisfied with their workplace and the work itself. Employee happiness is also influenced by their understanding of the company's future. As a result, the purpose of this study is to investigate the link between job satisfaction and five variables: income, coworker, management, type of work, and advancement, all of which contribute to individual happiness. Using simple random selection, data was obtained from 126 respondents at Universiti Teknikal Malaysia Melaka (UTEM), a public higher education institution in Malaysia. The data was then extracted using SPSS Version 22.0. According to the data, there is a favorable link between compensation, coworker, management, job type, and advancement. According to the findings, the nature of work and advancement are the most important variables influencing employee happiness, which leads to job satisfaction. Furthermore, the hypothesis test results indicated a strong link between income, coworker, management, kind of job, and promotion. These data may be used to influence policy implementation by human resources or other organizational management in a higher education institution. They might, for example, utilize job happiness (mental well-being) as a predictor of employee actions and then develop recruiting strategies to help sustain employee happiness and satisfaction, therefore assisting in employee retention.

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“…Those who are happier are more satisfied with their jobs, perform better and are better evaluated (Foncubierta-Rodrı ´guez, 2021;Walsh et al, 2018). From an organizational point of view, employees who experience happiness frequently, inside and outside of work, generate favorable results such as higher motivation, involvement and organizational commitment resulting in greater long-term loyalty (Thompson and Bruk-Lee, 2020). Robina-Ramı ´rez et al (2021) understand that quality of life and governance positively influence the happiness of individuals.…”

Section: Home Care Workers At Crossroadsmentioning

confidence: 99%

The Spanish home care workers between job vulnerability and happiness in times of crisis

Minguela-Recover

López-Fernández

López-Sánchez

et al. 2022

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Purpose This study aims to analyze the well-being experience of home care workers regardless of the service management model. It also aims to analyze their emotional experiences of their activity and working conditions. Design/methodology/approach This study, using a mixed qualitative and quantitative analysis, allows a combined analysis for a better understanding of the well-being experience of home care workers. Findings Home care workers experience intrinsic job satisfaction and demonstrate this with positive emotions regardless of their work situation. Practical implications Caring for the carer should be a business value. Measures oriented toward workers’ comfort generate greater happiness and commitment, which is automatically transferred to the quality of the care provided and reduces the psychosocial risks of their professional activity. Social implications Visualizing the social reality of an essential profession through research generates verifiable evidence that will help to improve the working conditions of home care workers in Spain. Originality/value To the best of the authors’ knowledge, this pioneering study in Spain introduces a greater understanding of how home care workers in Spain experience their work reality.

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Employee Happiness: Why We Should Care

Cited by 35 publications

References 58 publications

The Happy Level: A New Approach to Measure Happiness at Work Using Mixed Methods

The Happy Level: A New Approach to Measure Happiness at Work Using Mixed Methods

Job Satisfaction and Individual Happiness among Employees: An Emperical Evidence at Public Higher Education Institution

The Spanish home care workers between job vulnerability and happiness in times of crisis

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