Work Happiness Research Articles

Pengaruh Pengembangan Karir Dan Kompetensi Terhadap Kepuasan Kerja Yang Berdampak Pada Kinerja Pegawai Negeri Sipil Dinas Kelautan Dan Perikanan Provinsi Jawa Barat

Career competence, competency, and work happiness all help the Office of Marine Affairs and Fisheries of West Java Province function better. This study will explore the effect of both partially and concurrently on employee performance improvement mediated by work satisfaction. This research is quantitative and uses path analysis together with multiple regression and mediation models to verify and analyze data. This research used Proportionate Random Sampling to choose 143 employees from a total population of 222. The results revealed that career advancement has a 36.78 percent influence on work satisfaction. Competence has a 2.75 percent effect on work satisfaction. Career development has a 31.63 percent impact on employee performance. Competence influences employee performance by 0.0398 or 3.98 percent. Job happiness has an 8.18 percent impact on employee performance. a combined impact of 0.4378 or 43.78 % This suggests that career growth and competency characteristics contribute 43.78 percent to work satisfaction, while the remainder contributes 56.22 percent.

Faculty Work Engagement and Happiness: An Empirical Research

Faculty Work Engagement and Happiness: An Empirical Research

Toward design and implementation of positive factory enhancing happiness of workers

Toward design and implementation of positive factory enhancing happiness of workers

Analysis of behavioral topography of workers working with industrial robots

As technology advances rapidly nowadays, integrated production systems in manufacturing and/or construction sites so on and collaborative robots have been introduced to the field, and work styles have undergone major changes. Such introduction of new technologies to worksites such as robots and ICT devices expects to advantage improvement of work efficiency, elimination of unnecessary movements, and reduction of stress of workers are mentioned. However, the evaluations for feeling such as comfortability, workload, safety feeling and happiness of workers working at work sites introducing new technologies, so far are quite limited and the most are subjective using questionnaires. Now we have been trying to propose a systematic and scientific procedure of measurement and evaluation of safety behavior analysis expressing "two kinds" of well-being, Subjective well-being and Psychological well-being of workers at work from the standpoint of occupational safety. In this presentation, we show the results of recent experiments and outline the importance of 1) dividing well-being into two kinds and 2) evaluating well-being with objective indicators.

Status Quo of Occupational Identity of Nursing Staff in Rehabilitation Department and Its Relationship with Work Stressors.

Due to the continuous progress of social economy, medical and health technology and the development of disciplines have shown a trend of rapid development. In the current medical environment, quality nursing services are constantly promoted. Nursing staff are dedicated to their work to the best of their ability. Meanwhile, they should be rewarded with corresponding happiness and joy in their work. This study starts from the perspective of nursing management and psychology. On this basis, it investigates the occupational identity and work stress status of nursing staff. At the same time, the data are analyzed, and the relationship between occupational identity and work pressure is analyzed. This article provides a certain theoretical basis and support for the decision-making of relevant nursing managers, and also makes efforts to improve the professional identity and work happiness of nursing staff. In this study, which surveyed 596 rehabilitation nurses, the nurses' total occupational stress score was 74.52, with an average score of 2.12 points. The overall score for professional identity was 102.00, with an average score of 3.40 points. This belonged to the medium level. It showed that the occupational pressure of nurses should be paid attention to by relevant managers. Two of the five dimensions with the highest scores were occupational social support and occupational self-reflection. A negative correlation was found between occupational stress and its dimensions and occupational identity and its dimensions (P < 0.01).

Online Leisure Activities, Psychological Safety, Social Support and Work Happiness : A Moderated Mediation Model

Online Leisure Activities, Psychological Safety, Social Support and Work Happiness : A Moderated Mediation Model

Study from Spain shows how clan and adhocracy cultures help to foster the internal CSR practices which improve worker happiness

Purpose The authors felt there was a lack of prior evidence about the antecedents of internal CSR and its relationship with employees’ happiness. The study considered the role of organizational culture as a determinant of internal CSR actions. Design/methodology/approach The authors questioned 921 employees of companies from various sectors in Spain. The respondents mainly worked for service and industrial companies with fewer than 50 employees and an annual turnover above 250,000 euros. They were mostly men, mainly well-educated and the average age was 38.5. They were surveyed using a questionnaire with 59 questions assessing internal CSR processes (20 items), organizational culture (24 items) and employee happiness (15 items). Findings The results showed that clan and adhocracy cultures are positively and significantly associated with internal CSR practices. In the case of hierarchy culture, it is positively related to adaptability to change and occupational health and safety. But the results did not support the hypotheses related to market culture as only its relationship with adaptability to change was positive. The data also indicated the significant and positive effect of internal CSR on employee happiness. Originality/value The authors believe their study has implications for practitioners and policymakers. They argue that organizations should try to develop cultures that help to promote internal CSR, which means adhocracy and clan. Meanwhile, there are also practical implications for researchers. First, the model integrates happiness, which is rare in CSR studies. Second, the study addresses a gap in the research about how company culture acts as an antecedent to internal CSR. Third, the study generates knowledge about internal CSR from the perspective of employees.

Job Stress and Organizational Level Factors: Sri Lankan Experience

Employee work happiness and performance are influenced by a number of factors, including stress. The purpose of this study is to look into the factors at the organizational level that influence audit trainees' stress levels. In addition, this research examines the effects of stress on audit trainees in Sri Lanka. The quantitative methodology inspired by deductivism was used to develop this study. The primary data was collected using a standardized questionnaire that was distributed to 138 audit trainees who are currently employed by audit companies in Sri Lanka. In the analysis, descriptive data analysis was used to analyze mean values, and hypothesis testing was done using multiple linear regression analysis. Administrative policies and strategies, as well as working environment, were identified as the key organizational elements that have a substantial impact on the stress of audit trainees during data analysis. The main disadvantages that the majority of responders are facing include dissatisfaction, lack of attention, forgetfulness, low self-esteem, and sleepiness. In the recommendations, it was primarily suggested that companies reduce the impact of recognized organizational-related job stressors, and that organizations assist audit trainees in managing greater levels of job stress.

The Effect of Workers&amp;apos; Emotional Lobor in Each Beauty Industry on their Quality of Work and Life

The purpose of this study is examine the impact of emotional labor of employees on work and life according to the beauty service industry and position that provides services to customers, and to establish the academic basis for improving the work environment of beauty service workers. The sample of this study was comprised of 630 questionnaires for beauty service workers currently working in the capital area, which were distributed both online and offline, and a total of 609 questionnaires were used for the final analysis data. Data analysis was performed using the SPSS 21.0 program and in order to examine the impact of emotional labor per work sector on the quality of work and life, regression analysis was used. First, it was found that for emotional labor of beauty service workers according to the work field, ‘pursuit of happiness for work and life’ and ‘incongruity of work and life’ for impact on the quality of work and life. It was found that when the ‘external emotional labor’ increased for hair beauty workers, skin beauty workers, makeup workers, and nail beauty workers, it had a positive (+) relationship when the ‘pursuit for happiness in work and life’ increased. Second, for emotional labor of beauty service workers per position, ‘pursuit of happiness for work and life’ and ‘incongruity of work and life’ were found to be important variables among quality of work and life. Third, when taking a look at the relationship of emotional labor and quality of work and life according to the type of affiliation, it was found that in the case of ‘internal emotional labor’ among emotional labor, it was highest in franchise shops among the four groups. In conclusion, the present domestic beauty industry is expanding into an industry that actively responds to the various needs of customers while providing qualitative services. In particular, as the beauty industry is becoming more diverse, segmented and professional, there is a very wide range of demographical features of customers visiting beauty shops, skin care shops, and makeup and nail shops. Therefore, since the needs for services to be received are all different, the quality of services that workers must provide directly to customers must also be enhanced. Keywords: Beauty profession; Beauty service; Emotional labor; Quality of life

WITHDRAWN: Impact of stress on software developers by moderating the relationship through emotional intelligence in a work environment

Information systems development activities' progress depends mostly on the development team's events, which are essential for the formulation of system artefacts mandated. Developers have been facing many challenges in their purpose of completing tasks efficiently, as well as the need to build software for large-scale projects. In two samples, this study impacts the internal values, task properties and population in the burnout between software developers, focusing on Emotional Intelligence (EI) capacity. Initially, it was believed to display trends of interaction with the stress in terms of role, education, personality, EI, and burnout experience. Secondly, it has been proposed and tested a slightly more precise mediation analysis wherein the stress level mediated the combination of EI and burnout. This research aims to analyze the influence of work stress on the happiness of workers through emotional intelligence moderating the relationship. The proposed method is called the Regulating Relationship through Emotional Intelligence (RREI). The quantitative experiments demonstrated that the proposed RREI reduces burnout and promotes confidence in software developers' projects' management. Besides, the effect of burnout on performance increases with emotional exhaustion. • RREI reduces burnout and promotes confidence. • Aims to analyze the influence of work stress on happiness through EI • Effect of burnout on performance increases with emotional exhaustion

International comparative study on fair organizational management in Japanese companies in ASEAN

When studying notions of fairness in the workplace, it is important to consider the point of views of employees and how what they believe to be fair or unfair might have negative impacts on the company as a whole. For instance, changes to the working hours, paying different wages to people in similar positions, or redundancies, might well affect the motivation of employees, leading to falls in effort, productivity, efficiency and general worker happiness. There has been a significant amount of research dedicated to understanding employee perceptions of fairness in the workplace. Such research falls under the general banner of organisational justice, where researchers attempt to understand how an employee's attitude and behaviour is affected by the behaviour of an organisation. Professor Ikuya Kano from the University of Hyogo has embarked on a three-year research project related to the theories of organisational justice. Kano is working alongside Katsunori Kaneko and is performing a comparative study between Japanese workers and local workers in ASEAN countries (Mainly Thailand, Philippines, Indonesia, Vietnam and Laos).

Examining the impact of psychological capital on workplace outcomes of ethnic minority foodservice employees

• Ethnic Minorities’ psychological capital positively influenced their work engagement and workplace happiness. • Work engagement and workplace happiness have positive effects on job satisfaction and commitment. • Impacts of psychological capital were different for salaried employees and hourly employees. The purpose of this study was to examine the impacts of psychological capital on workplace outcomes of ethnic minority employees in the foodservice industry. Guided by the social exchange theory and the equity theory, this study developed and tested a survey instrument and collected 407 valid responses through an online survey. Results of the structural equation model analysis confirmed the positive impact of psychological capital on work engagement and workplace happiness, and their further impacts on job satisfaction and commitment. The results of multi-group comparisons showed differences between salaried and hourly employees. For individuals holding salaried positions, it was work engagement, rather than psychological capital, that affected their workplace happiness. For hourly employees, although psychological capital influenced their work engagement and workplace happiness, their work engagement and work happiness remain unrelated. Based on the findings, this study offered practical implications on how to enhance psychological capital for ethnic minority employees.

COVID-19 Pandemic and the Verification of Effects of Yoga Intervention Using YouTube on Mental Health and Subjective Happiness of Workers

This study aimed to examine the effects on mental health and subjective well-being of busy workers during the COVID-19 pandemic, through a nine-week period of yoga practice using 30-minute videos on YouTube. A one-way analysis of variance was performed on the data obtained from the control group, the group practicing less than once a week, and the group practicing more than once a week, to examine the changes before the first week of practice and after the ninth week of practice. The results of multiple comparisons using the Tukey method showed that there was a significant difference (p p < 0.05) were also found between the control group and the practice group less than once a week in F2. These results suggest that yoga practice using YouTube video may be an effective method of stress management in the Corona disaster, as a method of improving mental health and increasing positive emotions that lead to a subjective well-being.

Self-reported Burnout: Comparison of Radiologists to Nonradiologist Peers at a Large Academic Medical Center

Relatively little data exist on factors associated with radiologists' burnout versus other medical specialties. We compared self-reported burnout among academic medical center radiologists versus nonradiologist peers to inform initiatives to increase wellbeing and professional satisfaction. In 2017, our large urban academic medical center administered the Stanford Physician Wellness Survey to faculty in fifteen clinical departments (fourteen academic, one community-based). Faculty rated burnout via Likert scale (0-no burnout; 1-occasional stress/no burnout; 2-one or more burnout symptoms; 3-persistent burnout symptoms; 4-completely burned out); burnout defined as >=2. Responses in 11 domains (professional fulfillment, emotional exhaustion, interpersonal disengagement, sleep difficulties, self-compassion, negative work impact on personal relations, perceived appreciation, control over schedule, organizational/personal values alignment, electronic health record, perceived quality of supervisory leadership) compared radiologists versus nonradiologists for association with burnout, using Whitney-Mann U test to calculate Z scores. There was no significant difference in overall self-reported burnout between radiologists and nonradiologists, nor in self-rating for emotional exhaustion, interpersonal disengagement, self-compassion, control over schedule, organizational/personal values alignment, or electronic health record experience. Radiologists had significantly lower self-rating for work happiness (Z = -2.669, p = 0.0076), finding work meaningful (Z = -2.77351, p = 0.0055), perceiving physicians as highly valued (Z = -2.5486, p = 0.0108), and believing leadership treated them with respect and dignity (Z = -3.44149, p = 0.0006). Compared to nonradiologist colleagues, radiologists were less likely to find work meaningful and more likely to feel unhappy and undervalued in the workplace and by leadership. Initiatives to increase perceived appreciation, leadership relationships, and meaningfulness of work for radiologists may reduce burnout.

The Impact of Position Competence on Work Happiness about Service Personnel Based on Psychological and Organizational Factors

The more capable a person is, the happier he/she is at work? Our consciousness and previous relevant studies seem to agree with this view. But why in reality, many competent people are unhappy at work, complaining and leaving their jobs? What are the psychological or organizational factors that contribute to this? This article uses 328 service supervisor-employees matching questionnaires as a sample to verify the mechanism of position competence and work happiness from the mediating effect of psychological ownership (psychological perspective) and the moderating effect of POS (organizational perspective). The research result showed position competence significant impact work happiness, and psychological ownership variable plays a significant intermediary role in their relationship; Position competence positively affect their psychological ownership; psychological ownership positively affect work happiness, and perceived organizational support negatively moderates the relationship. The research results provide important theoretical support for managers to improve employees&amp;#39; psychological ownership to enhance their work happiness, and provide new ideas to improve organizational support to retain and make good use of talents.

Matchmaker: Stable Task Assignment With Bounded Constraints for Crowdsourcing Platforms

Crowdsourcing has become a popular paradigm to leverage the collective intelligence of massive crowd workers to perform certain tasks in a cost-effective way. Task assignment is an essential issue in crowdsourcing platforms owing to heterogeneous tasks and work skills. In this article, we focus on assigning workers with diversified skill levels to crowdsourcing tasks with different quality requirements and budget constraints. Task assignment is fundamentally a many-to-one matching problem, where one task is allocated to multiple users who can meet the minimum quality requirement of the task within the limited budget. While most existing works try to maximize the utility of the crowdsourcing platform, we take into account the individual preferences of crowdsourcers and workers toward each other to ensure the stability of task assignment results. In this article, we propose task assignment mechanisms that can guarantee stable outcomes for the many-to-one matching problem with lower and upper bounds (i.e., quality requirement and budget constraint) in regard to heterogeneous worker skill levels. Extensive simulation results show that the proposed algorithms can greatly improve the success ratio of task accomplishment and worker happiness compared with existing algorithms.

The Interaction Between Protean Career Orientation, Career Goal Development and Well-being Outcomes: Evidence from Professional Engineers

Experiencing strong personal development and growth are important for engineers, compared to professionals in other fields. Nevertheless, if career goal development behaviour is not present in sufficient quantities, engineers would be at risk if their own goals and expectations are not aligned with the companies they are working for. As a result, it may have a negative impact on their well-being. In this article, a sample of professional engineers (N=387) were utilised to examine the relationship between protean career orientation towards career goal development, career satisfaction and psychological well-being and to examine the mediating effect of career goal development between protean career orientation toward career satisfaction and psychological well-being. The research model was tested using the goal setting theory. The results of a partial least square (PLS) regression demonstrated that protean career orientation had a positive effect towards career goal development; subsequently career goal development had a positive effect on career satisfaction and psychological well-being. On the other hand, career goal development was found not to mediate the relationship between protean career orientation towards career satisfaction and psychological well-being. Based on the findings, this research suggests employers and industries encourage their unlicensed engineers to register as graduate engineers, so that later they can upgrade themselves to professional engineers’ status, as eventually this would help them to experience their job in a more meaningful way, and consequently increase their work happiness.

Содержательно-поэтическое своеобразие рассказа И. С. Хугаева «Предание о Хуга»

The article provides a comprehensive philological analysis of the story “The Legend of Khuga” by the modern Ossetian writer Irlan Khugaev. The conducted research allows concluding that the writer reconsiders the established view of a mountaineer traditionally endowed with such features as fearlessness, boldness, dexterity, neglect of danger and describes an ordinary rural worker, with all his weaknesses and shortcomings, who appreciates folk culture, folk traditions and finds happiness in everyday work. For the first time the paper examines in detail all the text elements influencing its interpretation.

Gestión de la felicidad, bienestar subjetivo y satisfacción laboral

Este artículo tiene como objetivo establecer la percepción de la felicidad laboral. Se diseño y validó el instrumento de investigación a través del análisis factorial confirmatorio, el análisis de fiabilidad por medio del coeficiente de homogeneidad, a su vez, se realizó el KMO (Kaiser-Mayer-Olikin). En el estudio de caso se concluye que la variable que explica mejor la felicidad laboral es el bienestar subjetivo. Igualmente, se encontraron diferencias significativas entre los grupos estudiados en las variables bienestar subjetivo y satisfacción laboral, se halló además que el nivel jerárquico operativo percibe mayor felicidad laboral comparado con los otros niveles estudiados y que la variable de mayor impacto en el indicador multifactorial de felicidad es el bienestar subjetivo.

Research on the Development Needs of Young Postgraduate Tutors in Colleges and Universities in the New Era

Young postgraduate tutors of the colleges and universities is a potential for the future development of the school strength, at the same time they also shoulder the important task of leading generation of postgraduate innovation, therefore, to understand the needs of the development of young postgraduate tutors cultivate their positive work attitude and good work ability, improve their comfort level for the work, and strengthen the focus on their health of body and mind development, is the only way for school development and progress. In this paper, the development needs of young postgraduate tutors in universities and colleges are understood through questionnaires, and corresponding suggestions are put forward, in order to enhance their happiness in work, and contribute to the growth of faculty and the construction of double first-class.