Abstract
Wondering about, «what does 'A happy workplace' mean? », has always been a rhetorical question. Be that as it may, this study examined the underlying implicit correspondence between social culture and employee subjective well-being. Previous research studying well-being predictors and constraints has failed to propose a precise model that exposes the different determinants of employee subjective well-being. To address this gap, this paper considers cultural dimensions, as subjective well-being predictors, and it considers individuals' emotional and cognitive experiences, as mediating factors. Online surveys were administered to 500 participants, and the structural equation model (SEM) was used to analyze the data. The astonishing results have revealed that people operating in organizations with higher power distance are less likely to have well-being, on the other hand, employees at workplaces dominated by an Individualistic mindset are more prone to have a fulfilling work life.
Highlights
During the past years, the topic of employee subjective well-being has received increasing attention at macro, and micro levels (Andresen, Bradshaw, & Kosher, 2019; Rees & Dinisman, 2015)
Since it suggests a new research paradigm that emphasizes the idea that personnel mental health has a direct impact on workers' behavior, commitment, and productivity on the job
This research conceptualizes human capital to play a vital role in determining a firm’s ability to perform and compete in the global economy, we believe that employees drive every aspect of the organization's operations, from research development and product design to distribution networks and service delivery, employees provide creative and innovative ideas; these intangible contributions are rarely reflected in financial statements, as well as we assume that human resources, unlike financial capital, is never truly owned by the company, unless businesses develop ways to keep employees who can walk out the door at any time
Summary
The topic of employee subjective well-being has received increasing attention at macro, and micro levels (Andresen, Bradshaw, & Kosher, 2019; Rees & Dinisman, 2015). Since 2011, over 1500 studies on SWB have been published on different scientific databases This incremental interest in workers’ well-being is often viewed as a result of the expansion of the new paradigm “positive institutions” prefigured initially by (Seligman and Csikszentmihalyi’s, 2014), following this perspective Schulte and Vainio, (2010) argued that the benefits of workers well-being, go far past the individual, and the organization itself. In their argument, they considered caring about employee wellbeing as a mechanism that helps the development of the individual and organizational efficiency and eventually contributes to the productivity of the country, thereby this cycle ends up influencing the well-being of the society as a whole
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Research in Business and Social Science (2147- 4478)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
