Happiness At Work Research Articles

Promoting well-being through happiness at work: a systematic literature review and future research agenda

PurposeOur study aims to understand what is known about happiness at work (HAW) in terms of publication, citations, dimensions and characteristics, as well as how knowledge about HAW is generated regarding theoretical frameworks, context and methods. Additionally, it explores future directions for HAW research.Design/methodology/approachThis paper conducts a systematic literature review of 56 empirical articles published between 2000 and 2022 to comprehensively explore HAW. It examines publication trends, citation patterns, dimensions, characteristics, theoretical frameworks, contextual factors and research methodologies employed in HAW studies.FindingsOur findings suggest that while HAW research has gained momentum, there is still a need for exploration, particularly in developing countries. Various theoretical frameworks such as the job demand-resources model, social exchange theory and broaden-and-build theory are identified, with suggestions for the adoption of less popular theories like the positive emotion, engagement, relationships, meaning and accomplishment (PERMA) model and flow theory for future investigations. The review contributes to workplace happiness literature by offering a comprehensive analysis spanning two decades and provides valuable insights for guiding future research toward exploring factors influencing employee well-being.Originality/valueOur article offers a structured analysis of HAW literature, emphasizing the necessity for more extensive research, especially in developing nations. It provides valuable insights into the theories and dimensions associated with HAW, guiding future research and assisting organizations in formulating strategies to enhance employee happiness and overall well-being.

The effects of servant leadership and despotic leadership on employees’ happiness at work (HAW): the role of job crafting

PurposeDrawing on the conservation of resources (COR) theory, this study aims to examine the effects of servant leadership and despotic leadership on employees’ happiness at work (HAW) through job crafting.Design/methodology/approachTo test the hypothesized relationships, the data were collected from 309 Pakistani employees. Structural equation modeling was used to analyze the data.FindingsThe findings showed that servant leadership is an optimal leadership style for creating employees’ HAW. In addition, job crafting was found to mediate the effects of servant leadership on employees’ broad-based positive attitudinal outcome (HAW). Moreover, results showed that despotic leadership negatively influences employees’ HAW through job crafting.Originality/valueThis study is novel as it investigates how newer forms of positive (servant) and negative (despotic) leadership styles influence employees’ multidimensional attitudinal outcome (HAW) via job crafting. By doing so, this research extends the nomological network of servant leadership, despotic leadership, job crafting and HAW.

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

PurposeThis paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW) and HAW.Design/methodology/approachA three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n = 361), and hypotheses were tested using the PROCESS macro for SPSS .FindingsThe results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation of POS and MOW in the relationship between discretionary HR practices and HAW.Practical implicationsThis research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.Originality/valueThe findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.

Happy knowledge creators sustain nations: scale development and validation of happiness at work

PurposeThe significant role of universities in generating and diffusing new knowledge in the interest of society has positioned faculty as knowledge creators. The present study contributes to the domain of positive psychology by heeding the happiness call in academia. The research intends to develop and validate a scale for measuring happiness at work (HAW) for knowledge creators.Design/methodology/approachThe study is systematically designed across a series of four independent studies: (1) Dimensionality and item analysis, (2) scale purification, (3) scale refinement and nomological validation and (4) generalizability. Additionally, common method bias (CMB) was checked utilizing the marker variable technique.FindingsHAW has been established as a second-order reflective-reflective construct with six factors, namely work satisfaction, self-directedness, self-love, positive thinking, positive social relationships and work-family balance. The nomological validity and generalizability of the scale have also been established.Research limitations/implicationsThe study is an attempt to address an important topic of HAW among knowledge creators. By conceptualizing HAW as a combination of intraindividual and organizational factors, this study offers a comprehensive measure of HAW that was previously absent in the literature. The results of the study will assist management in making strategic decisions to ensure the HAW of knowledge creators.Originality/valueKnowledge creators’ happiness is a major concern in academia and has received little attention till date. The primary contribution of this study is the conceptualization and development of a validated scale for measuring knowledge creators’ HAW. A valid and reliable scale for measuring HAW would enable researchers to gain fresh perspectives on the essence, attributes and quantification of this particularly noteworthy construct.

Happiness at work: a systematic literature review

PurposeThis study aims to systematically review the literature on happiness at work (HAW) by analysing existing studies, identifying relevant themes in HAW research and evaluating the methodologies used in the literature.Design/methodology/approachThe study used a systematic review process, following the guidelines and principles outlined in the updated Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement 2020 and checklist. Articles were collected from six databases: Emerald insight, Taylor & Francis Online, Science Direct, Wiley Online Library, Springer and MDPI. Subsequently, systematic review was performed on 41 HAW articles published in 29 different journals between 2010 and 2022. The authors only considered articles that were either indexed by Scopus or in the Academic Journal Guide (AJG) list.FindingsThe study identified six major themes, assessed the operationalisation of HAW and analysed the research methodologies and statistical tools used in the sample studies. Majority of the articles discussed the antecedents of HAW followed by the HAW as a mediator. There is a high heterogeneity in the operationalisation of HAW in the reviewed articles. Moreover, majority of the studies have prioritised service sectors over the industrial sectors.Originality/valueThis study represents the first comprehensive review of the existing literature on HAW by using a systematic review methodology.

Workplace Well-Being in Post-COVID-19 Indonesia: Workplace Loneliness and Happiness at Work with the Moderating Role of Perceived Social Support

Social relationships within the workplace have been recognized to be vital for employee’s well-being. In this post Covid-19 era in Indonesia, major shifts in working arrangements have the potential to impact employees’ social relationships dynamics. Loneliness can emerge as a counterpoint to having positive social relationships. This non-experimental research employs a survey method to explore Workplace Loneliness (WL), Perceived Workplace Social Support (PWSS), and Happiness at Work (HAW) in post Covid-19 pandemic Indonesia. Statistical analysis is performed on responses from 201 participants representing employees with diverse working arrangements in Indonesian organizations, sampled using convenience sampling. Key research findings are as follows: 1) Comparing three employee groups with different working arrangements (WFH, WFO, and a blend of WFH and WFO) reveals no significant differences in WL levels, yet PWSS and HAW levels among the compared groups show significant variations. 2) WL has a significant negative association with HAW. 3) A moderation analysis is performed to reveal a significant negative interaction effect of WL and PWSS on HAW. These findings contribute to existing literature by shedding light on variables related to employee perceptions of social relationships and well-being in the workplace. This research delves into how employee perceptions of both negative (loneliness) and positive (perceived social support) aspects of social relationships correlate with workplace happiness. Additionally, this research highlights the post-Covid-19 disruption context in Indonesia, which impacted variations of employees’ working arrangements.

The 5 E(lements) of employee‐centric corporate social responsibility and their stimulus on happiness at work: An empirical investigation

AbstractIn recent times, there has been a growing interest in corporate social responsibility (CSR) practices that focus on employees, with an increasing emphasis on investigating employees' experiences of CSR in relation to their happiness. The purpose of this study is to explore employee‐centric CSR initiatives with the aim of identifying the elements stimulating happiness at work (HAW). To accomplish this, we adopt a non‐linear and data‐driven approach to analyze self‐reported data from 441 employees across 21 small and medium‐sized enterprises spanning various industries. The analysis brings to light 5 E(lements) of employee‐centric CSR: envisioning, related to personal and organizational value orientation; equity, related to definition and distribution of rewards; empowerment, related to career development and professional growth; experimentation, related to innovative tasks and organizational forms; and empathy, related to a supportive workplace and coworkers' network. These 5 E(lements) serve as stimuli for HAW in different ways: envisioning, empowerment, and experimentation play a major role in promoting employees' happiness and underscore the importance of initiatives related to shared values, inclusivity, and innovative work practices. Thus, this study sheds light on the influence of employee‐centric CSR in promoting HAW and on effective strategies that may contribute to achieving Sustainable Development Goals targets.

Aligning company's business goals, social responsibility and employee happiness in the banking industry

PurposeThis study aims to investigate the role of corporate social responsibility (CSR) to increase the happiness of employees and in the same time contributing to the goals of organization. It is argued that a type of CSR, namely cause-related marketing (CrM) can drive employee happiness at work (HaW) through employee's cause involvement (CI). CrM is activity form of collaboration between companies and nonprofit organizations to sell products or services and donate some portion of the sales to support a cause. The study is needed to understand this CSR action and its effects, in particular on employees as company stakeholders.Design/methodology/approachThe study was conducted by survey questionnaire with sample of 216 respondents employed by a state-owned bank in Indonesia which active in CSR actions. Analysis conducted using PLS SEM method and SMART PLS software.FindingsThe finding confirms that CrM does indeed have an effect on employee happiness, especially if employee's cause involvement in the CrM is evident. The result suggested that CrM initiatives should be promoted together with employee's cause involvement with the program because this will increase the general level of HaW in the organization.Originality/valueThe study is unique because of its effort in aligning three aspects; employee happiness, social responsibility while still takes account for company's business goals. It also addresses a rarely explored yet crucial area in a highly stressed environment: the financial industry in a pandemic situation.

Unlocking the secret to happiness at work: the power of inclusive leadership, organizational justice and workplace inclusion

PurposeThe purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation mechanism, the study additionally uncovers the mediating impact of Workplace Inclusion (WI).Design/methodology/approachThe research involved a cross-sectional study with a quantitative methodology, collecting data from 311 employees working in IT sector firms in India by administering standardized questionnaires. Statistical analyses, including Partial Least Square Structural Equation Modelling using SmartPLS4.0, were conducted to examine the relationship between constructs.FindingsThe hypothesized mediation model was supported. WI mediated the relationship partially between OJ and HAW, whereas there is a full mediating effect of WI on the IL–HAW relationship. Overall, the study shows that by providing fair treatment, inclusive leaders promote inclusivity among employees, further enhancing HAW.Research limitations/implicationsThe study’s implications suggest that leaders, with their inclusive behaviour and fair practices, can have a significant positive impact on employees’ workplace happiness when accompanied by a sense of inclusivity among employees.Practical implicationsOrganizations and leaders can utilize this study’s findings to promote inclusiveness and HAW, which can be a key to organizational growth and development in a post-pandemic era.Originality/valueThis study contributes to the research literature by addressing the unexplored relationship between IL, OJ and HAW. The exclusive as well as inclusive focus on the mediating role of WI adds new insights and enriches the understanding of the intricate conceptualization of the variables under study.

Linking LMX and happiness at work through symbolic interaction theory – The role of self-esteem and organizational embeddedness

PurposeDrawing on the symbolic interaction theory, this research examines leader–member exchange (LMX) and employee’s happiness at work (HAW) with mediation of self-esteem (SE) and moderation of organizational embeddedness (OE).Design/methodology/approachThe study uses data collected from a sample of 246 employees working in fast moving consumer goods companies (FMCGs) and applied SmartPLS to analyze the proposed model.FindingsFindings reveal that LMX predicts HAW. Whereas, the follower’s SE fully transmitted the effect of LMX on employee’s HAW. Moreover, OE moderated the relationship between LMX and HAW.Practical implicationsLeaders should consider quality LMX interactions with their employees in prevailing global crises. LMX can improve the relationship with team members and boost their SE resulting in HAW. Furthermore, organizations should promote such practices which may enhance their employees' OE for enhanced workplace happiness.Originality/valueThe study is among the very few works which apply symbolic interaction as an overarching framework to explain the employees' HAW.

HRM and organizational learning in knowledge economy: investigating the impact of happiness at work (HAW) on organizational learning capability (OLC)

The purpose of this paper is to examine the main antecedents of happiness at work (HAW) as a main driver of organizational learning capabilities (OLC) among academic staff working in Egyptian private universities. The mediating role of HAW between these drivers like Work–Life Balance (WLB) and Recognition from one side and OLC on the other side has also been evaluated. A survey-based research strategy has been adopted. A survey of 207 academic staff employees working in Egyptian private universities was conducted to test the direct effects of the hypothesized relationships. The findings of this study supported the hypotheses that recognition has significant positive total effect on OLC and partially through the mediating effect of HAW among academic staff at Egyptian private universities. In addition, WLB also was found to have a significant positive total effect on OLC and partially through the mediating effect of HAW. Finally, it was concluded that HAW has a significant positive total effect on OLC and partially mediates the Recognition-OLC and WLB-OLC links. Accordingly, this research provides crucial and major implications for both HR professionals and the top management of Egyptian private universities through considering factors like recognition and WBS while designing an effective total reward system that reinforces the overall organizational learning capabilities in the emerging markets context.

A Causal Model of Relationship between Organizational Climate Influencing Happiness at Work and Organization Engagement

This research aimed to study the level of organizational climate, happiness at work, and organization engagement. It included research into the relationship between organizational climate and employee happiness and engagement, as well as the direct and indirect effects of organizational climate on employee happiness and engagement. A sample of 400 employees was used. The findings revealed the following: 1) Organizational Climate (OC) directly influencing Happiness at Work (HW) had an influence coefficient of 0.92 with a statistical significance level of 0.05. 2) Organizational Climate (OC) directly influencing Organization Engagement (OE) had the influence coefficient of 0.32 with the statistical significance at the level of 0.05 and indirectly influencing Organization Engagement (OE) through Happiness at Work (HW) had the influence coefficient of 0.59 with the statistical significance at the level of 0.05. 3) Happiness at Work (HW) directly influencing Organization Engagement (OE) had an influence coefficient of 0.64 with a statistical significance level of 0.05. 4) Organizational Climate (OC) could forecast 85 percent of Happiness at Work (HW). 5) Organizational Climate (OC) and Happiness at Work (HW) could jointly forecast 89 percent of Organization Engagement (OE). Doi: 10.28991/ESJ-2023-07-02-018 Full Text: PDF

COMPASSION FATIGUE, JOB STRESS AND HAPPINESS AT WORK: A STUDY ON NURSES

COMPASSION FATIGUE, JOB STRESS AND HAPPINESS AT WORK: A STUDY ON NURSES

How Do Happiness at Work and Perceived Organizational Support Affect Teachers' Mental Health Through Job Satisfaction During the COVID-19 Pandemic?

PurposeThe role of happiness at work (HW) on mental health (MH) in the education sector in Indonesia has not been widely examined. Additionally, the inconsistent results of previous studies on the relationship between job satisfaction (JS) and MH have led to the uncertainty of JS being a mediator. This study aims to fill the gap in knowledge by examining the effect of HW and perceived organizational support (POS) on teachers’ MH, with JS as a mediator.MethodsThis research employed a quantitative approach with a cross-sectional study design, using partial least squares structural equation modeling with SmartPLS software. The research participants included 490 teachers in the Special Capital Region of Jakarta province.ResultsThe results indicate that HW is the highest predictor of teachers’ MH, and POS is the highest predictor of JS. Another notable finding is that JS was found to have a positive but not significant effect on teachers’ MH. However, it did impact the failure of the mediation relationship of this research model, which did not align with previous studies’ findings.ConclusionSchools must pay attention to HW to improve teachers’ MH. Additionally, they should provide support to teachers to increase their JS, especially during the COVID-19 pandemic.

Happiness at work through spiritual leadership: a self-determination perspective

PurposeUpholding congruency with self-determination theory (SDT), the study intends to analyze the impact of spiritual leadership (SL) on happiness at work (HAW) via affective commitment (AC) and prosocial behavior (PSB) in the Indian service sector.Design/methodology/approachThe data were collected from 324 employees belonging to the service sector of north India. The study utilized AMOS and PROCESS (Hayes, 2013) to test the hypothesized model.FindingsThe findings provided considerable support for the hypothesized relationships between SL, AC, PSB and HAW. The findings advocate the positive association between SL and HAW routing through mediators such as AC and PSB.Research limitations/implicationsFuture research studies have the potential to dwell on the topic from a leader's perspective, i.e. the benefits derived through practicing spirituality. The present work in this field is focused on quantitative tools; more studies can be conducted through qualitative analysis. Future works can attempt to compare the differences amongst cultures and sectors concerning SL and its outcomes.Practical implicationsThe paper provides some relevant inputs for the Indian service sector to comprehend the criticality of SL in building long-lasting relationships amongst peers leading to creating sustainable and happy workplaces.Originality/valueThe study explores the relationship between SL and HAW which has neither been explored theoretically nor tested empirically.

Happiness at work: a multi-criteria decision-making approach

PurposeResearchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore, this study aims to map and prioritize the causal relation structures of enablers of HAW.Design/methodology/approachData were collected from key representatives of information technology (IT) firms located in India. A framework based on the cause and effect relationship among enablers of HAW is proposed, and to establish this causality, the decision-making trial and evaluation laboratory (DEMATEL) technique was applied.FindingsThe findings indicate five out of 12 enablers as causal, namely, transformational leadership, authentizotic work climate, person–organization work fit, organizational virtuousness and meaningfulness in work.Originality/valueHuman resource managers, organizational policymakers and scholars will gain greater understanding through this causal framework of enablers of HAW. Knowledge and facilitation of these enablers will aid in nurturing a happy workplace.

A comparative study of professional well-being in agency and freelance translators

Departing from a sociological paradigm shift and the contemporary appeal to re-humanize translation studies, the paper anthropocentrically zooms in on agency translators and freelancers as important actors of translation practice. In the attempt to highlight translators as human beings with their voices and feelings in their uneasy occupational realities, the paper aims to compare professional well-being in agency and freelance translators based on four Dam and Zethsen’s status parameters and psychological variables of happiness at work (HAW). The paper reports results of a questionnaire-based survey completed by 93 agency translators and 84 freelancers in Slovakia. The translator’s self-perceptions of the selected variables are compared using measures of central tendency and their HAW profile emanates from a correlation analysis. The results of the analysis imply that the studied minor language translators show comparably high levels of professional well-being although they slightly differ in some ‘facet-specific’ happiness. Although embedded in the Slovak translational reality, an analysis of the translators’ professional well-being uncovers important specificities of the minor socio-psychological identities which can contribute to a research puzzle of the particularities of translators’ professional well-being in major linguocultures. The paper points to the added value of integrating insights from psychology into sociological TS research, thus creating a common reflection space.

Academic literary translators: a happy ‘elite’ or not?

ABSTRACT Part of an ongoing research project mapping various segments of the Slovak translation industry, this follow-up study centres on investigating academic literary translators’ happiness at work. Although job satisfaction has been thoroughly researched in regard to various occupations, literary translators as an uneasy and marginal professional group have been somehow eschewed. The study aims to explore correlations between selected sociodemographic, occupational prestige variables and happiness at work (HAW) in a selected stratum of literary translators. Using the self-report data, the study employs contingency tables in order test several research hypotheses. The research reveals that, schizophrenically enough, the majority of academic literary translators exhibit fairly positive happiness styles despite their average status, influence, appreciation and low remuneration. We found an indirect relationship between time dedicated to translation and HAW. We also identified direct correlations between the academic literary translators’ status, the level of remuneration and HAW. The results of the study not only cast precious light on up until now under-investigated aspects of literary translators’ self-perceptions of the strands of their professional happiness, but can be used as a roadmap for exploring the selected correlations both in the same as well as different translatorial microhabitus in domestic and foreign translator landscapes.

Do diversity perspectives affect happiness at work? A study of teachers in Turkey

PurposeThis study aimed to investigate the relationship between teachers' perceptions on diversity perspectives in schools and their happiness at work (HAW) levels.Design/methodology/approachA correlational survey model was used in the study, and the stratified sample consisted of 768 teachers in public high schools in a province in the west of Turkey.FindingsThe result of hierarchical regression analysis showed that integration-and-learning, colour blindness and fairness diversity perspectives significantly predicted HAW. However, reinforcing homogeneity and access perspectives did not predict HAW. While positive affect, one of the dimensions of HAW, was predicted by integration-and-learning, colour blindness and fairness perspectives, negative affect was predicted by integration-and-learning and colour blindness perspectives. Moreover, fulfilment, the other dimension of HAW, was predicted by integration-and-learning and fairness perspectives.Originality/valueSchool administrators can use the findings to increase teacher happiness at schools, developing proactive diversity management perspectives.

Editorial - Happiness at Work and Commitment

Editorial - Happiness at Work and Commitment