Meaningful Work, Happiness at Work, and Turnover Intentions

Abstract

It has been documented that there is a positive relationship between a worker’s subjective well-being and productivity, and individuals who are happy in their work have a better attitude when performing activities: happier employees are more productive. Turnover intention, on the other hand, may arise from various factors rather than merely the need to increase a salary, as the traditional economic theory states. The fact that the work performed does not contribute to the worker’s life purpose, that there might be a bad relationship with colleagues, or else might play a role in the search for a new job. This study aims to show the relevance of meaningful work in happiness at work and turnover intention. Data from 937 professionals, in 2019, in Mexico were analyzed. Regression analyses were used to assess the impact of meaningful work on happiness at work and turnover intention. Results show that meaningful work, feeling appreciated by coworkers, and enjoyment of daily tasks significantly predict happiness at work. A logit model showed that having a job that contributes to people’s life purpose, feeling appreciated, and enjoyment of daily tasks reduces turnover intention. The main contribution of the study is to identify the importance of elements of purpose and meaning in the work context, contributing to economic theory. Limitations include the use of single items from a more extensive survey, which might diminish the validity and reliability of the constructs under scrutiny. Future directions point towards the need for more robust indicators of the variables of interest, but the findings emphasize the importance of research focused on the meaning workers attribute to their own work and the effects this attribution might have on their own wellbeing, organizational results, and productivity, including a return of investment (ROI) indicators.

Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work

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Employee Retention- A Post-Pandemic Challenge for HR- A Case Study on Private Limited Company

“…Apart from the compensation and job satisfaction with good employee empowerment, it is also necessary to create a meaningful work environment, a sense of belongingness among the employees, continuous engagement, appreciation, and recognition for the work they perform are some of the factors to focus on for retaining talent in an organization. (Charles-Leija et al;2023).…”

Medición y comparación del rendimiento de cuatro algoritmos de aprendizaje supervisado para formular modelos predictivos sobre la rotación temprana de personal

“…La regresión logística (LOGIT) es una técnica estadístico-inferencial que permite estimar la contribución de diversos factores a la ocurrencia de un evento. Comenzó a utilizarse en la década de 1960 (Cornfield et al, 1961) y al día de hoy es utilizada para formular modelos predictivos relacionados con la estabilidad y la rotación en el empleo (Charles et al, 2023;Sharma y Sharma, 2023); en esencia consiste en obtener la probabilidad de que un suceso o indivíduo corresponda a una categoría o subpoblación. Por lo anterior, en este modelo la variable dependiente suele ser de naturaleza cualitativa mientras que las variables independientes pueden ser cualitativas, cuantitativas o una mezcla de ambas (Williams y Jorgensen, 2023;Moscote y Rincón, 2012).…”