Happiness at Work: Organizational Values and Person-Organization Fit Impact

Sousa, Juliana Moraes de; Porto, Juliana Barreiros

doi:10.1590/1982-43272561201509

Cited by 30 publications

(32 citation statements)

References 20 publications

(42 reference statements)

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“…Second, our study provides empirical support that a greater degree of PO fit indeed leads to higher productivity and well-being, consistent with previous studies that suggest that PO fit has a positive (albeit moderate) effect on individual outcomes such as job satisfaction (Chen et al, 2016) and happiness (Moraes de Souza and Barreiros Porto, 2015), as well as with desirable organizational outcomes such as task performance and others (Verquer et al, 2003; Hoffman and Woehr, 2006). …”

Section: Discussionsupporting

confidence: 90%

The Higher-Ed Organizational-Scholar Tension: How Scholarship Compatibility and the Alignment of Organizational and Faculty Skills, Values and Support Affects Scholar's Performance and Well-Being

Pereyra-Rojas

Gaskin

et al. 2017

Front. Psychol.

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Scholars and institutions alike are concerned with academic productivity. Scholars not only further knowledge in their professional fields, they also bring visibility and prestige to themselves and their institutions, which in turn attracts research grants and more qualified faculty and graduate students. Many studies have been done on scholar productivity, and many of them focus on individual factors such as gender, marital status, and individual psychological characteristics. Also, a few studies are concerned about scholars' well-being. We propose a causal model that considers the compatibility of the scholarship dimensions valued by scholars and institutions and their academic alignment with actual institutional recognition and support. We test our causal model with data from a survey of 803 faculty participants. Our findings shed light on how the above academic factors affect not just academic productivity but also a scholar's well-being. Importantly, we show that academic alignment plays a crucial mediating role when predicting productivity and well-being. These results have important implications for university administrators who develop, and faculty who work under, policies designed to foster professional development and scholarship.

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“…6. Sousa & Porto (2015), found that the organizational value has a relationship with the work happiness. If an organization wants to increase the level of happiness of its employees, then it must pay attention to the strongest characteristics of its organizational culture.…”

Section: Discussionmentioning

confidence: 99%

Happiness at Workplace

Rahmi

2018

Proceedings of the International Conference of Mental Health, Neuroscience, and Cyber-Psychology - Icometh-NCP 2018

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Entering the 21st century, the company no longer focuses on the expertise that employees have, but rather on optimizing the quality and function, as well as the positive work experience that employees have. This current situation shows that happiness is one of the important issues that need to be considered especially in the world environment. Happiness in the work place refers to employee satisfaction with their works and lives (Wesarat, at work tend to focus more on their work and increase their productivities. Happiness at work is influenced by job satisfaction, job engagement, workp stress and self-confidence. factors that influence happiness, the importance of happiness in the workplace and exposure to some of the results of previous research both outside and in Indonesia so that it can be an input for further research, remembering happiness is an important domain especially in life in the work environment.

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“…A análise de gráficos de superfície viabilizada por esse modelo também é capaz de ampliar o entendimento a respeito dos efeitos promovidos pelas variáveis independentes sobre as dependentes. Esses achados estão de acordo com o encontrado na literatura, conforme modelo adotado ou defendido por diversos autores (De Haas & Van Eerde, 2015;Edwards, 1994aEdwards, , 1994bEdwards & Parry, 1993;Lee & Antonakis, 2014;Ramsey & van den Berk-Clark, 2015;Shanock et al, 2010;Sousa & Porto, 2015).…”

Section: Discussionunclassified

Regressão linear e quadrática: Análises comparativas de efeito em medidas do comportamento organizacional

Campos

Rueda

2017

Estud. psicol. (Natal)

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Este estudo apresenta análises comparativas entre modelos de regressão linear múltipla e de regressão quadrática. Foram utilizados valores organizacionais reais e desejados como variáveis independentes e satisfação com o trabalho como variável dependente. A amostra contou com 213 trabalhadores de todas as regiões do Brasil, homens e mulheres, predominantemente com formação em nível superior, atuantes em empresas de diversos setores. A regressão quadrática possibilitou o encontro de explicações de variância de maior magnitude, quando comparada ao modelo linear. Análises de gráficos de superfície ampliaram o entendimento a respeito dos efeitos promovidos pelas variáveis independentes sobre as dependentes. São apresentadas considerações sobre a seleção de modelos de regressão tanto no contexto acadêmico, quanto na prática organizacional. Palavras-chave: regressão estatística; compatibilidade indivíduo-organização; comportamento organizacional.

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“…Nesta linha foram desenvolvidos modelos interacionais para entender e prever o comportamento, considerando fatores pessoais e situacionais e como eles se relacionam (Chatman, 1989). Este efeito combinado dos antecedentes ligados ao indivíduo e à organização é denominado fit (Sousa & Porto, 2015).…”

Section: O Fitunclassified

As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

Sender

Fleck

2017

Rev. adm. contemp.

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ResumoA despeito do grande número de estudos relacionados à felicidade derivada do trabalho nas organizações, estes são dispersos, divergentes e, portanto, pouco conclusivos. Isto traz dificuldades para a evolução da pesquisa sobre este tópico e para a tomada de decisões no dia a dia quanto ao tema nas empresas. Tomando por base uma revisão de literatura abrangente, este artigo propõe uma perspectiva que engloba o conhecimento desenvolvido sobre o assunto até o momento. Para tanto, parte de três questões: como se define felicidade no trabalho; o efeito da felicidade no trabalho nos resultados das empresas; e o que torna os indivíduos felizes no trabalho. A proposta de perspectiva integrada utiliza os princípios de Kahneman e Riis (2005), concentrando-se principalmente nos antecedentes da felicidade no trabalho e seus possíveis impactos no comportamento do indivíduo na organização.Palavras-chave: felicidade no trabalho; satisfação; motivação; bem-estar; antecedentes. AbstractDespite the large number of studies on happiness at work in organizations, they are disperse and divergent and thus inconclusive. This makes the evolution of research on this topic and practicioners' decision-making regarding the happiness at work difficult. Based on a comprehensive literature review, this article proposes a perspective that encompasses the knowledge developed so far. To do so, it explores three issues: how happiness at work has been defined; the impact of happiness at work on organizational performance; and, what makes people happy at work. The integrated perspective this paper advances draws on the principles from Kahneman and Riis (2005), mainly focusing on antecedents of happiness at work and their impact on individual behavior in the organization.Key words: happiness at work; job satisfaction; motivation; well-being; antecedents. (Spicer & Cederström, 2015). Também não se conhece seu real efeito nos resultados das empresas; nem se sabe ao certo o que a causa e nem qual é o papel das ações das organizações na obtenção de tal felicidade por parte dos indivíduos (Saks & Gruman, 2014).A falta de respostas conclusivas a estas questões não está ligada a um número reduzido de pesquisas no tema. Ao contrário, existe uma vasta literatura sobre o assunto, porém esta é difusa e desfocada (Danna & Griffin, 1999) e de difícil generalização (Sant'anna, Paschoal, & Gosendo, 2012), não havendo, portanto, uma unidade de conceitos nem uma convergência de resultados. Essa falta de alinhamento faz com que os acadêmicos não produzam conhecimento consistente que possa contribuir para a evolução do entendimento geral do assunto e auxiliar os gestores em relação ao tema.Sendo assim, o objetivo deste artigo é propor uma perspectiva dos antecedentes da felicidade no trabalho nas organizações e suas consequências no comportamento dos indivíduos abrangendo o conhecimento gerado até o momento, de forma a ajudar a direcionar a evolução da pesquisa das organizações nesse assunto. Para isso, o estudo parte de três questionamentos: (a) como se define a...

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“…The studies found, however, addressed the effects of POF in the context of OV on other work-related constructs. Sousa and Porto (2015) investigated the impact of this congruence on happiness at work, concluding that OV congruence affects happiness at work. Oliveira and Souza (2014), in turn, verified the predictive power of personal values (PV) and organizational values regarding workers' trust in the organization.…”

mentioning

confidence: 99%

Effects of Organizational Values on Quality of Work Life

Campos

Rueda

2017

Paidéia (Ribeirão Preto)

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Quality of work life (QWL) is a topic studied globally due to its relevance for workers’ health and organizational results. This study investigated the effects of person-organization fit (POF) with regard to workers’ perceived and desired organizational values (OV) on QWL. The sample consisted of 213 Brazilians working in companies of different sizes and from different sectors. The quadratic polynomial regression model with surface analysis charts was used. The hypothesis that QWL is affected by satisfaction with OV was confirmed. The surface analysis charts revealed that some of the relationships between variables are non-linear. The conclusion is that these findings can help organizations to reflect on declared values and those actually put into practice in order to develop strategies intended to promote greater congruence from the perspective of employees, positively affecting QWL.

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Happiness at Work: Organizational Values and Person-Organization Fit Impact

Cited by 30 publications

References 20 publications

The Higher-Ed Organizational-Scholar Tension: How Scholarship Compatibility and the Alignment of Organizational and Faculty Skills, Values and Support Affects Scholar's Performance and Well-Being

Happiness at Workplace

Regressão linear e quadrática: Análises comparativas de efeito em medidas do comportamento organizacional

As Organizações e a Felicidade no Trabalho: Uma Perspectiva Integrada

Effects of Organizational Values on Quality of Work Life

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