Life satisfaction: The role of domain‐specific reference points

Neumann-Böhme, Sebastian; Attema, Arthur E.; Brouwer, Werner; Exel, Job van

doi:10.1002/hec.4412

Cited by 7 publications

(2 citation statements)

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“…In line with expectations, we observed that respondents were willing to pay more when they anticipated waiting longer for vaccination through the public system (e.g., because of their age). Waiting time may have served as a reference point [ 57 , 58 ] against which respondents evaluated the faster access, since they have been shown to influence evaluations of health and wealth [ 59 ] but also purchasing decisions [ 60 ].…”

Section: Discussionmentioning

confidence: 99%

Jumping the Queue:Willingness to Pay for Faster Access to COVID-19 Vaccines in Seven European Countries

Neumann-Böhme

Sabat

Brinkmann³

et al. 2023

PharmacoEconomics

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Introduction Given the initial shortage of vaccines to protect against coronavirus disease 2019 (COVID-19), many countries set up priority lists, implying that large parts of the population had to wait. We therefore elicited the willingness to pay (WTP) for access to two hypothetical COVID-19 vaccines. Methods Respondents were asked how much they would be willing to pay to get an immediate COVID-19 vaccination rather than waiting for one through the public system. We report data collected in January/February 2021 from the European COVID Survey (ECOS) comprising representative samples of the population in Denmark, France, Germany, Italy, Portugal, the Netherlands, and the UK ( N = 7068). Results In total, 73% (68.5%) of respondents were willing to pay for immediate access to a 100% (60%) effective vaccine, ranging from 66.4% (59.4%) in the Netherlands to 83.3% (81.1%) in Portugal. We found a mean WTP of 54.36 euros (median 37 euros) for immediate access to the 100% effective COVID-19 vaccine and 43.83 euros (median 31 euros) for the 60% effective vaccine. The vaccines’ effectiveness, respondents’ age, country of residence, income, health state and well-being were significant determinants of WTP. Willingness to be vaccinated (WTV) was also strongly associated with WTP, with lower WTV being associated with lower WTP. A higher perceived risk of infection, higher health risk, more trust in the safety of vaccines, and higher expected waiting time for the free vaccination were all associated with a higher WTP. Conclusion We find that most respondents would have been willing to pay for faster access to COVID vaccines (jumping the queue), suggesting welfare gains from quicker access to these vaccines. This is an important result in light of potential future outbreaks and vaccines. Supplementary Information The online version contains supplementary material available at 10.1007/s40273-023-01284-5.

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Section: Discussionmentioning

confidence: 99%

Jumping the Queue:Willingness to Pay for Faster Access to COVID-19 Vaccines in Seven European Countries

Neumann-Böhme

Sabat

Brinkmann³

et al. 2023

PharmacoEconomics

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“…Despite the extensive research on flourishing in the work context, studies are prone to bias (e.g., imprecise estimation) due to the interchangeable use of flourishing-in-life and flourishing-at-work concepts and measures. Indeed, even if well-being in life and the work domains are strongly related and share moderate variance Weziak-Bialowolska et al, 2020), they are different and should thus be used for different purposes; Well-being in the life domain is influenced by many aspects of an individuals' lives, whereas well-being conditions at work primarily reflect numerous variables around the work domain (Huppert, 2009;Neumann-Böhme et al, 2021). Thus, the adoption and contextualization of flourishing in the work setting is essential when scholars intend to examine different variables pertaining to the states of well-being in the work and organization context (Fisher, 2014;Jones, 2006;.…”

Section: General Introduction Research Background and Rationale Of Th...mentioning

confidence: 99%

Job flourishing : Multilevel determinants and mechanisms

A'yuninnisa

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Job flourishing is a positive psychological construct representing a mental-health state at work. It is characterized by the presence of emotional, psychological, and social wellbeing. In other words, it comprises both the eudemonic (i.e., function well) and hedonic (i.e., feeling well) types of well-being. Prior empirical research on flourishing in the workplace has been mainly built on its conceptualization in the general or life domain, leading to lack of robustness in examining and measuring it in the work-specific domain. Hence, little is still known about how it may unravel in the work domain and how its determinants look like. Hence, to advance current knowledge on job flourishing, this dissertation sets out to answer the following overarching question: "What can explain individual job flourishing within organizations?" This dissertation consists of three stand-alone yet interlaced papers, constituting the three core chapters of this book, namely a conceptual review (Chapter 2) and two quantitative empirical studies (Chapter 3 and 4). In each chapter, the variables explaining job flourishing as well as its underlying mechanisms are examined. More specifically, Chapter 2 identifies and condenses the existing empirical facts on job flourishing by providing the evidence on the theoretical frameworks and their variables utilized to explain job flourishing as an ultimate state of well-being at work. The findings from this systematic literature review led to the development of a multilevel conceptual model of job flourishing with matching propositions as well as a future research agenda. Building on this systematic review, Chapter 3 and 4 test two different research models, justified by the different combinations of three main organizational behavior theories (i.e., job demands-resources, self-determination, and social cognitive theory). Each chapter examines a set of predictors and mechanisms of job flourishing, as seen from the perspectives of eudemonic and hedonic well-being: to provide a thorough understanding of job flourishing as an integrative construct. The models were tested using two-wave multilevel survey design, involving 1,211 teachers and 169 primary school leaders in Yogyakarta, Indonesia. The findings of both empirical chapters emphasize the importance of resourceful personal variables and resourceful work-4 SUMMARY contextual variables to induce motivation states and positive feelings in individuals to sustain flourishing and performance at work. The overall contributions of this dissertation are threefold. First, it provides deeper insight into the conceptual and theoretical development of job flourishing. Second, it offers robust evidence regarding the predictors of job flourishing, as viewed from both eudemonic and hedonic perspectives. Third, it advances (also, statistically) a multilevel perspective on job flourishing.

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