Towards developing a framework on happiness and productivity among personnel in Institution of Higher Learning

Mazuki, Raidah; Samah, Asnarulkhadi Abu; Omar, Siti Zobidah; Zawawi, Dahlia; Idris, Khairuddin; DâSilva, Jeffrey Lawrence; Shaffril, Hayrol Azril Mohammed; Dahlan, Dzuhailmi; Kamaruddin, Nurani; Kamaruddin, Nurul Akhtar; Mohamad, Nor Aini

doi:10.6007/ijarbss/v7-i7/3094

Cited by 4 publications

(3 citation statements)

References 28 publications

(31 reference statements)

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“…According to a recent systematic review, happiness leads to greater career success (Walsh, Boehm, & Lyubomirsky, 2018), with others suggesting that the relationship between happiness and workplace attitudes and behaviors is causal (Layous, 2019). To provide specific examples, happy employees are associated with better performance (Bellet, De Neve, & Ward, 2020), greater productivity (Mazuki et al, 2017; Sgroi, 2015), increased sales (Gil, Kim, & Koo, 2017), task accuracy (Achor, 2011), and even higher stock prices (Cooper, 2012). Additionally, happy employees are related to improved customer satisfaction, higher peer evaluations, and are more likely to provide recommendations (Gil et al, 2017).…”

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confidence: 99%

Examining gender and enjoyment: Do they predict job satisfaction and well-being?

Frederick-Recascino¹,

Lazzara²

2020

The Psychologist-Manager Journal

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Within organizations, happiness of employees is of key importance, and researchers have theorized that work happiness is composed of positive well-being and job satisfaction (Sgroi, 2015; Wright & Cropanzano, 2000). However, women experience the workplace differently than their male counterparts (Clark, 1997). In the present study, we examine how female leaders and nonleaders (compared with male leaders and nonleaders) experience well-being and job satisfaction, as well as how work enjoyment predicts well-being and job satisfaction. Participants (286 women and 255 men) completed a demographic measure, the Subjective Vitality Scale (Ryan & Frederick, 1997), the Job Satisfaction Survey (Macdonald & Maclntyre, 1997), and the ENJOY Scale (Davidson, 2018). Results showed that being in a leadership position, not gender, determined well-being and job satisfaction, with those in leadership positions experiencing higher levels of both variables. For women, number of individuals supervised and leadership experience did not predict well-being or job satisfaction. Last, for women, the work enjoyment variables of pleasure, relatedness, and competence predicted well-being and job satisfaction. Results were similar for male participants. Unlike earlier research, the results of the present study found more similarities than differences between women and men. Differences in well-being and satisfaction were more influenced whether one was in a managerial role than by gender. Future research would do well to focus on exploration and understanding of how female leaders versus nonleaders experience the workplace.

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confidence: 99%

Examining gender and enjoyment: Do they predict job satisfaction and well-being?

Frederick-Recascino¹,

Lazzara²

2020

The Psychologist-Manager Journal

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“…Such new changes could influence the workload of academic and non-academic staff and the universities' management and culture. Mazuki et al (2017) have indicated that the requirement to enhance quality assurance and student support concerns the workload of academic staff, which also includes the struggles they face daily, for example, the large student to staff ratio. On the other hand, administrative staff's role has widened to a broader scope and an enhanced responsibility comprising quality assurance, provide support for teaching and research, finance and facility management, and master planning (Jung & Shin, 2015).…”

Section: Introductionmentioning

confidence: 99%

Linking Work-Life Balance and Employee Well-Being: Do Supervisor Support and Family Support Moderate the Relationship?

Rahim

Osman

Arumugam

2020

IJBS

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This study used the Partial Least Squares (PLS) method to investigate the influence of work-life balance (WLB) on individual well-being (career satisfaction and psychological well-being) among an Open Distance Learning (ODL) university’s staff. Furthermore, the moderating effects of supervisor support and family support on the relationship between WLB and both components of individual well-being were also examined. Data were collected via an online survey, in which 94 academic, academic support, and operational staff working in one of Malaysia’s ODL universities took part. The findings confirmed that the WLB of this institution’s employees influenced their career satisfaction and psychological well-being. Besides that, supervisor support and family support were found not to moderate the relationship between WLB and individual well-being. In addition, the findings have contributed to an improved understanding of the WLB of an ODL university’s staff.

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“…More importantly, for organizations, happiness of employees mean higher productivity and long-term positivity at the workplace. Happiness at work can possibility be influenced by many factors at work place, for example, career development, workload, infrastructure or salary (Mazuki et al, 2017). Quality of Life (QoL) is the aspect of life which can have psychological, physical and health-related meanings (Fallowfield, 1990).…”

Section: Introductionmentioning

confidence: 99%

Quality of Work Life (Qwl), Quality of Life (Qol) and Happiness: Exploring the Linkages for Millennial Workforce

Sahni¹

2019

PES

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Although, quality of work life (QWL) and quality of life (QoL) has attracted the interest of practitioners and academic researchers alike, yet, the link of QWL and QoL with happiness remains under investigated, in particular, for the millennial workforce. Happiness has been considered as an important requisite of living a fulfilled and meaningful life. The purpose of this study is to uncover the complex linkages among three important factors; quality of work life, quality of life and happiness. In addition, the study identifies factors which affect happiness of millennial workforce at work. The study adopts cross-sectional survey approach. Data was collected from a random sample of 210 female employees working in the banking sector of Saudi Arabia. Data was analyzed with the help of SPSS AMOS 25.0. The findings were significant and advances the current knowledge and literature on the subject. This would also be a pioneer study in exploring the complex linkage among QWl, QoL and happiness for millennial at work.

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Towards developing a framework on happiness and productivity among personnel in Institution of Higher Learning

Cited by 4 publications

References 28 publications

Examining gender and enjoyment: Do they predict job satisfaction and well-being?

Examining gender and enjoyment: Do they predict job satisfaction and well-being?

Linking Work-Life Balance and Employee Well-Being: Do Supervisor Support and Family Support Moderate the Relationship?

Quality of Work Life (Qwl), Quality of Life (Qol) and Happiness: Exploring the Linkages for Millennial Workforce

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