Job-related Affective Well-being Research Articles

Do Workplace Fish Tanks Influence Employee Wellbeing and Cognitive Performance? An Embedded Mixed-Methods Study

ABSTRACT Evidence from “pet-friendly” workplaces highlights potential benefits associated with taking companion animals to work, including reduced stress among employees. Ornamental fishes carry a much lower risk than other companion animals and may be a suitable alternative in situations where other animals would introduce too great a risk (e.g., allergy, accidental injury). The aim of this study was to investigate whether watching an aquarium during the working day influenced employee wellbeing through the reduction of stress and improvements in stress-related outcomes. An embedded mixed-methods study was conducted, comprising two within-subjects trials (Trials A and B) and a qualitative follow-up. Participants were university employees and research students who participated during their working day. In Trial A (n = 30), the immediate effects of watching live fishes on mood, physiological stress, and cognitive performance were compared with the effects of watching a fish video or resting quietly. Although some outcomes improved from pre- to post-activity, there was no evidence that watching fishes (live or video) had greater effects than resting quietly. In Trial B (n = 27), the effects of repeatedly engaging in the same three activities over several weeks were examined. Watching fish videos was associated with improvements in “high pleasure-low arousal” and overall job-related affective wellbeing, but no further effects of condition were found. Qualitative follow-up data collected from a subset of participants from the experimental trials (n = 13) indicated that all three activities may be beneficial as leaving their desks provided detachment from work for a short period. Qualitative data suggested that live fishes were perceived as more engaging, but this did not translate to quantitative findings. Locating fish aquaria within offices (rather than a separate workplace location) may promote wellbeing by encouraging “microbreaks”; further research is needed to investigate this hypothesis.

Procedural justice and well-being at work: Moderating role of self-variables and work locus of control

IntroductionThis study investigates the role of self-variables and locus of control in determining job-related affective well-being. ObjectiveIt especially focuses on the moderating role of Organizational Based Self-Esteem (OBSE), work self-efficacy, and Work Locus of Control (WLOC) in relation to procedural justice and positive/negative emotions in the banking industry. MethodCarried out in Istanbul, Turkey with participants from three banking institutions from private sector (n=190), responded to a questionnaire consisting of five sections (Scales for procedural justice, organization-based self-esteem, work locus of control and organizational commitment, plus demographic descriptive of the participants). ResultsResults of this research indicate the buffering effect of OBSE, work self-efficacy and WLOC on the interlinkages between negative emotions and procedural justice, but the moderating role of these variables is not confirmed for the relationship between procedural justice and positive emotions. ConclusionAmong the key findings of our study, the paper shows that the OBSE and work self-efficacy buffer to negative emotions in the case of low procedural justice, and the external locus of control provokes negative emotions in the case of low procedural justice.

Career optimism and job-related well-being of Australian nurses during COVID-19: A cross-sectional study.

Australia has been confronted with a severe nursing deficit, making it difficult to maintain a strong healthcare workforce capable of meeting the mounting demands of healthcare organizations. This study aimed to understand how personal and organizational resources influence career optimism and job-related affective well-being of Australian nurses during a pandemic using the Conservation of Resource Theory. A cross-sectional online survey was emailed to 123 Australian nurses from January to February 2021. The survey consisted of self-reported measures, including mindfulness, career optimism, job-related affective well-being, personal and job resources measures, and the Dirty Dozen scale. Correlations, independent sample t-test, and a series of hierarchical regressions were conducted on the cross-sectional data with SPSS Version 27. The STROBE checklist was used to report the results. Findings suggested that mindfulness, perceived supervisor support, and job autonomy were significant predictors of job-related well-being, whereas mindfulness, perceived supervisor support, and opportunities for professional growth contributed more to career optimism of nurses during a health crisis. Male nurses in this study reported significantly higher mindfulness, career optimism, and job-related well-being levels than female nurses. Developing mindfulness among nurses, allocating organizational resources to facilitate more supervisor support, and providing job autonomy may enhance career optimism and job-related well-being of nursing staff who work in disruptive and high-demand work environments such as those experienced during the COVID-19 health crisis. Supervisors should also facilitate and encourage nurses to reflect and be mindful of their behaviors with their peers and patients which can help to reduce exploitative or arrogant behaviors in the workplace.

Impact of Job Crafting Intervention on Psychological Empowerment, Work Engagement, and Affective Well-being in Teachers

Organizations are under a lot of pressure to survive in the ever-changing world of competition. Human resources are a critical aspect for which there is no substitute. Job crafting is a component that can assist employees to improve the positive aspects of their work while reducing the negative aspects' impact. The study's main goal is to see how a job crafting intervention affects employees' psychological empowerment, work engagement, and affective well-being. It is a quasi-experimental design including both experimental and control groups. The population consists of teachers. Job crafting intervention was provided to the employees. It consists of six core elements including three sessions and pre-post testing taking a total of the six-week time period. Pre-testing and post-testing were done by using the Job Crafting questionnaire developed by Tims et al. (2012), Psychological Empowerment Scale (Spreitzer, 1995), Utrecht Work Engagement Scale (UWES; Schaufeli et al., 2006) and Job-related Affective Well-being Scale, JAWS (Van Katwyk et al., 2000). A paired sample t-test was run to see the effect of job crafting intervention on job crafting, psychological empowerment, work engagement, and affective well-being. The results were positive and significant. The relationship between job crafting, psychological empowerment, work engagement, and affective well-being was also assessed and there was a positive and significant correlation. The job crafting training can make it achievable to initiate employees’ active job crafting behavior and work engagement. Employers should recognize the need to assist and motivate staff to maximize their resources and meet their challenges.

The Polish adaptation of the Burnout Assessment Tool (BAT-PL) by Schaufeli et al.

The study aimed to present the Polish version of the Burnout Assessment Tool (BAT-PL) by W. Schaufeli et al. and to assess its validity and reliability. The tool measures the core symptoms of burnout (BAT-C): exhaustion, mental distance, cognitive and emotional impairment, and its secondary symptoms (BAT-S): psychosomatic complaints and psychological distress. The participants were 255 nursing staff members. The construct validity was assessed with a one-point job satisfaction scale, the Utrecht Work Engagement Scale by Schaufeli et al. and the Job-related Affective Well-being Scale by van Katwyk et al. The results of the confirmatory factor analysis supported an assumed bi-factor structure. This applies to both BAT-C as the four core symptoms and a general factor and BAT-S as a set of two secondary symptoms and a general factor. Both scales were strongly correlated with one another and differed from other measures of job-related well-being (job satisfaction, work engagement and negative emotions). The values of Cronbach's alpha and composite reliability indicated BAT-PL as a reliable measurement tool. BAT-PL by W. Schaufeli et al. has good psychometric characteristics to be used in research on burnout and further validated in clinical practice.

Pengaruh Workplace Spirituality terhadap Job Related Affective Well-being pada Guru di SMK Swasta Kota Bandung

Abstract. This study aims to determine and analyze the effect of Workplace Spirituality which has three aspects, meaningful work, sense of community, and alignment with organizational values on Job Related Affective Well- being on teachers at Vocational High School in Bandung. The research method used is the causality method with the number of subjects as many as 98 teachers at the Bandung City Vocational High School. This study uses a psychological scale with a workplace spirituality measurement tool from Milliman, Gatling, Kim, and a job related affective well-being measurement tool from Van Katwyk, Fox, Spector, & Kelloway. The results of the study found that 94.90% of teachers had high workplace spirituality and 60.20% of teachers had high job-related affective well-being. The results of multiple regressions show that workplace spirituality has an effect of 69.9% on job related affective well-being, while the meaningful work aspect has the largest effect, which is 33.82%, sense of community is 23.88% and the aspect of alignment with organizational values has the smallest effect, which is 12.19%.
 Abstrak. Penelitian ini bertujuan untuk mengetahui, dan menganalisis pengaruh Workplace Spirituality yang memiliki tiga aspek yaitu meaningful work, sense of community, dan alignment with organizational value terhadap Job Related Affective Well-being pada guru di SMK Swasta Kota Bandung. Metode penelitian yang digunakan adalah metode kausalitas dengan jumlah subjek sebanyak 98 orang guru di SMK Swasta Kota Bandung. Penelitian ini menggunakan skala psikologis dengan alat ukur workplace spirituality dari Milliman, Gatling, Kim, serta alat ukur job related affective well-being dari Van Katwyk, Fox, Spector, & Kelloway. Hasil penelitian ditemukan 94.90% guru memiliki workplace spirituality tinggi dan 60.20% guru memiliki job related affective well-being tinggi. Hasil multiple regression menunjukkan workplace spirituality memiliki pengaruh sebesar 69.9% terhadap job related affective well-being, sedangkan aspek meaningful work memberikan pengaruh paling besar yaitu 33.82%, sense of community sebesar 23.88% dan aspek alignment with organizational value memberikan pengaruh paling kecil yaitu 12.19%.

Recovery experiences and work engagement: The role of emotions at work

The need for positive organizational behavior research has resulted in the popularization of the concept of work engagement. Many researchers have examined its proximal antecedents, but little scientific attention has been focused on emotions and the non-work domain of employees? lives. Thus, the aim of this research was to study the relationship between recovery experiences, job-related affective well-being, and work engagement. A total of 279 Croatian employees participated in an online study. They filled in Job Affective Well-Being Scale, Recovery Experiences Questionnaire, short Utrecht Work Engagement Scale, and a demographic questionnaire. The results demonstrated that recovery strategies and positive workplace emotions explained 63,4% variance of work engagement. Positive emotions mediated the relationship between recovery experiences and work engagement when recovery was measured as relaxation, developing mastery experiences, and high control over leisure time. Negative emotions mediated only relationship between relaxation and work engagement. Altogether, this study expends previous knowledge and confirms the interaction between employees? work and non-work domains of life.

Occupational Stress of Nurses and its Related Factors During the COVID-19 Pandemic: A Systematic Review

Background and Objectives: Occupational stress is one of the most common psychiatric disorders in nurses during the COVID-19 pandemic. The present study aims to investigate the occupational stress level of nurses and its related factors during the COVID-19 pandemic. Methods: This is a systematic review study that was conducted in 2022 by searching for articles in both Persian and English in Web of Science, SID, Scopus, Google Scholar, Cochran, MagIran, IranDoc and PubMed databases without time limit. The used keywords were nurse, Iran, COVID-19, occupational stress, and job stress in Persian and English. Initial search yielded 3860 articles. Of these, 15 articles were finally reviewed. Results: In the reviewed studies, nurses’ occupational stress during the COVID-19 pandemic was at a high level. The highest score was related to the “demands” dimension and the lowest score was related to “the changes” dimension of the health and safety executive questionnaire. Demographic, occupational, and mental factors and quitting job had a significant positive relationship with nurses’ occupational stress, while low rest, job-related affective well-being, organizational commitment, productivity, organizational climate, and knowledge had a significant negative relationship with their occupational stress. Conclusion: The occupational stress of nurses is high during the COVID-19 pandemic. Occupational stress is related to demographic, occupational, psychological, and organizational factors. It is recommended to form committees to monitor nurses’ occupational stress in hospitals.

How new ways of working during COVID-19 affect employee well-being via technostress, need for recovery, and work engagement

COVID-19 led to a surge in employees experiencing New Ways of Working (NWW), as many had to work from home supported by ICT. This paper studies how experiencing NWW during COVID-19 affected job-related affective well-being (JAWS) for a sample of employees of the Dutch working population. Hypotheses are tested using Preacher and Hayes' (Behav Res Methods 40 (3):879–891, 2008) bootstrap method, including technostress, need for recovery and work engagement as serial mediators. The results show that higher levels of NWW relate to higher JAWS, to more feelings of positive well-being (PAWS), and less feelings of negative well-being (NAWS). Much of these relations is indirect, via reduced technostress and need for recovery, and increased work engagement. Distinguishing the separate facets of NWW and their relations to PAWS/NAWS, the results show that NWW facets management of output, access to colleagues and access to information directly relate to less negative well-being. However, as the NWW facet time- and location-independent work negatively relates to feelings of positive well-being, NWW as a bundle of facets is not a set-and-forget strategy. Therefore, this study recommends that NWW be supplemented with regular monitoring of employees’ well-being, technostress, need for recovery and work engagement.

Job-Related Affective Well-Being Perception of the Personnel of AFAD

Ülkemizde ve dünya da her geçen gün artan afet sayısı ve çeşitliliği, yaşanan afetlerin büyüklüğü, çalışanların değişen iş anlayışları ve tecrübe eksikliği gibi nedenlerden dolayı AFAD çalışanlarının iş yükü artmakta ve işe ilişkin görüşleri de değişiklik göstermektedir. Türkiye’de Afet ve Acil Durum Yönetimi Başkanlığı: afet öncesi, anı ve sonrasında sayısız önemli görevi üstlenen ülkenin tek yetkin ve yetkili teşkilatıdır. AFAD personelleri, afet anında afetzedeleri sakinleştirme, yönlendirme ve kurtarmanın yanında insani yardım faaliyetlerinin yürütülmesi gibi duyuşsal iyilik algılarının etkilendiği çok sayıda tecrübeye sahiptirler. Bu nedenle araştırmanın amacı AFAD çalışanlarının performanslarında ve verimliliklerinde önemli bir yere sahip olan işe ilişkin duyuşsal iyilik algılarında pozitif yönde bir değişim olup olmadığının incelenmesidir. Araştırma kapsamında veriler 120 AFAD çalışanının gönüllü katılımı ile toplanmıştır. Veri toplama aracı olarak demografik bilgi toplama formu ve İşe İlişkin Duyuşsal İyilik Algısı Ölçeği kullanılmıştır. Ölçeğin tüm alt boyut puanlarına bakıldığında yaş, çocuk sayısı ve kurumda çalışma yılına göre istatistiki olarak anlamlı farklılık gösterdiği ortaya çıkmıştır. AFAD çalışanlarının katılımı ile yaptığımız çalışma, seçilen örneklem ve ölçme araçlarının artırılmasıyla geliştirilecek çalışmalara ışık tutacaktır. Gelecek çalışmalarda afet ve acil durumlarda kritik görevler üstlenen AFAD çalışanlarının tamamına ulaşılmasının, görev alan diğer kamu kurumlarında çalışan personellerin, Kızılay ve ilgili sivil toplum kuruluşları çalışanlarının dâhil edilmesinin daha kapsamlı bulgulara ulaşılmasına katkısı olacağı düşünülmektedir. Sonuçlar literatür bulguları ışığında tartışılmıştır.

Ethical Leadership and Work Engagement, Job-related Affective Well-being in the COVID-19: The Role of Organizational Trust

Based on social exchange theory (SET) and social learning theory (SLT), followers reciprocate the behaviours of their leaders and followers imitate the behaviours of their leaders and try to do the same. Following the tenet, the purpose of this study is to examine the impact of ethical leadership on organizational trust, work engagement, and job-related affective wellbeing in the COVID-19 context. Data was collected from the nursing staff of three big Pakistani cities hospitals i.e. Lahore, Karachi, and Islamabad (as these cities represent the entire population). Out of 700, the 390 survey questionnaires were finalized for data analysis. It was noted that ethical leadership is positively associated with organizational trust, work engagement, and job-related affective wellbeing. Moreover, results revealed that organizational trust is positively associated with work engagement and Job-related effective wellbeing. The hierarchical regression for mediation showed that organizational trust mediates between ethical leadership and (work engagement, Job-related affective wellbeing).

Perceived Supervisor Support and Work Engagement: Mediating Role of Job-Related Affective Well-Being

The present study mainly investigated the mediating role of job-related affective well-being between perceived supervisor support and work engagement among university academic staff. The job-related affective well-being were scored into two subscales, positive emotion and negative emotion. Selected using the simple random technique, a total of 110 academic staff of a public university, mean aged 42.63 years (SD = 8.51) completed a set of survey instrument which consisted of Survey of Perceived Supervisor Support Scale (Shanock & Eisenberger, 2006), Job-related Affective Well-Being Scale (Van Katwyk et al., 2000) and Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003). Results showed that perceived supervisor support and both subscales of job-related affective well-being correlated significantly with work engagement. Findings indicated that both positive emotion and negative emotion of job-related affective well-being partially mediated the relationship between perceived supervisor support and work engagement. Hence, perceived supervisor support influenced the emotional states and in turn influenced work engagement. The findings of this study provide implications for a healthy relationship between supervisor and employee to elicit positive emotion and weaken negative emotion which in turn enhances work engagement for organization’s sustainability.

Personality Traits, Technology-Related Teaching Skills, and Coping Mechanisms as Antecedents of Teachers' Job-Related Affective Well-Being and Burnout in Compulsory and Higher Education Online Teaching Settings.

Teachers’ job-related well-being has been affected by the sudden shift to emergency remote online teaching due to the COVID-19 pandemic which has totally reshaped the task performance. Therefore, this study attempts to enlighten the possible reasons for the deterioration in teachers’ job-related well-being and proposes an integrated application of three models of prediction for job-related affective well-being and burnout as teachers’ indicators for the well-being in online teaching settings. The first model includes personality traits (extroversion, neuroticism, and conscientiousness) measured with the revised neuroticism, extroversion, and openness personality inventory (NEO-PI-R). The second model integrates an indispensable skill for the online teaching which is technological pedagogical content knowledge (TPCK) as technology-related teaching skill conceptualized by the TPACK framework. The TPACK model is a technology integration that identifies three types of knowledge instructors need to combine for successful EdTech integration - technological, pedagogical, and content knowledge (i.e., TPACK). The third model, a multidimensional one, includes coping mechanisms (e.g., problem-focused coping, emotion-focused coping, social support coping, and avoidant coping) as mediators in the relationship between personality traits and TPCK on the one side, and job-related well-being indicators on the other side. Findings from regression analyses were used to test the first two models, and the findings from a mediation analysis were used to test the third model to show that teachers’ TPCK explains a significant amount of variance in the job-related affective well-being of the teachers. The analyses also demonstrate that avoidant coping particularly mediates the relation between burnout and job-related affective well-being during COVID-19 school closures. Results indicate the efficacy of the TPACK model in increasing the job-related well-being of the teachers. The analysis of the data led to recommend that teachers should improve their personal technology-related teaching skills and adopt coping strategies in consistent with their personality traits. Moreover, public schools, as organizations, could advance educational technology programs to enhance technology-related teaching skills with the aim of increasing the well-being of their employees in online teaching settings.

A structural equation model analysis of the association between work-related stress, burnout and job-related affective well-being among nurses in Saudi Arabia during the COVID-19 pandemic.

AimTo test a model that examines the direct and indirect effects of work‐related stress on job‐related affective well‐being through compassion fatigue.BackgroundDespite the danger of infection, nurses' dedication to their work appears to be an innate desire to provide care for patients with COVID‐19. Nonetheless, the universal effort to control the outbreak has led to extended work hours and workload, which has been defined as the primary contributor to work‐related stress among nurses and might impact their job‐related affective well‐being.MethodWe used a cross‐sectional exploratory design. Data were collected using an online survey from 161 nurses working in the Saudi health care system. The survey included obtaining information on demographics and work‐related stress using Professional Quality of Life Scale version 5 to measure compassion fatigue as well as a job‐related affective well‐being scale.ResultsWork‐related stress had significant negative direct effects on job‐related affective well‐being and positive effects on compassion fatigue. Compassion fatigue had significantly negative direct effects on job‐related affective well‐being. Work‐related stress exerted negative indirect effects on job‐related affective well‐being through compassion fatigue, which partially mediated the relationship.ConclusionThe findings supported the model and added to our understanding regarding the impact of work‐related stress on nurses.Implications for Nursing ManagementStress reduction is an important element in improving staff outcomes as well as job‐related affective well‐being.

Job-Related Affective Well-Being in Emergency Medical Dispatchers: The Role of Workload, Job Autonomy, and Performance Feedback

Job-Related Affective Well-Being in Emergency Medical Dispatchers: The Role of Workload, Job Autonomy, and Performance Feedback

Contributo para um retrato dos Socorristas da Cruz Vermelha Portuguesa: Saúde, Trabalho, Coping e Suporte Social

Introduction and objectives In Portugal, one of the organizations operating in the pre-hospital emergency context is the Portuguese Red Cross. Working at this level is considered a risky activity, including exposure to high levels of stress, which may lead to the development of health problems. The main objectives of this study were describe the profile of these first responders considering health, work, coping and social support variables, explore age/gender differences, as well as the relationship between these variables. Methodology A cross-sectional study was conducted and the following instruments were used: General Health Questionnaire - 28, Posttraumatic Stress Disorder Checklist 5, Warr's Job-Related Affective Well-Being Scale, Brief COPE, and the Survey of Perceived Organizational Support. Results and Conclusions The results showed satisfactory levels of general health and psychological well-being, good levels of job satisfaction, and moderate levels of perceived social support. The coping strategies most used by these first responders were emotion-focused coping. The differences found and the relationships between the variables identified constitute important clues to be taken into account in the planning and implementation of actions and interventions with these populations. Optimizing the first responders' working conditions, providing support and promoting the development of skills will make a crucial contribution to their health and psychological well-being, which will be reflected in the quality of the support provided to the population. Keywords: first responders, occupational health, work, coping, social support, occupational or organizational psychology.

Impact of happiness-enhancing activities and positive practices on employee well-being

Purpose Psychology studies have gradually evolved in the past decades from examining negative to positive states of mind. This has led to an increasing interest in understanding the well-being of individuals. Further, organizational research has demonstrated a positive impact of employee well-being on key business indicators. Drawing from positive psychology, this study examines the impact of happiness-enhancing activities and positive practices (HAPP) on employee well-being. Design/methodology/approach This study was conducted in an emerging information technology firm in India. Using validated measures, this study designed an online survey that was completed by 54 employees of the firm. Findings Employees largely perceived the HAPP as important but reported low levels of engagement in most activities or practices. Using hierarchical linear regression, this study found that self-concordant work significantly impacted employee’s job satisfaction and job-related affective well-being. Practical implications Leaders must harness the synergy between individual and organizational growth by providing self-concordant work contexts in which employee’s key skills, competencies and strengths are leveraged. Originality/value This study contributes to the existing scant literature on HAPP. Further, in a first, this study uses these psychological interventions in the context of workplace and assesses their impact on employee well-being which itself is an area of growing interest among academicians and practitioners.

HOW PATERNALISTIC LEADERSHIP ENHANCES PERFORMANCE? EMPIRICAL ANALYSIS OF AFFECTIVE WELLBEING

The focus of the article is to investigate the impact of paternalistic leadership performance of middle level managerial employees specifically of universities. For this purpose, we conducted cross sectional and correlational study on middle level managers of different universities of Islamabad and Rawalpindi region. The study population is comprised of 269 randomly selected respondents from different universities. Questionnaires include open ended and close ended questions. That was developed based on existing literature regarding employee performance and Job-related Affective Wellbeing. Employees’ performance was measured on task performance and contextual performance. After analysis, results indicate that Paternalistic leadership maintains a significant relationship with employees’ performance and paternalistic leadership is also significantly related with job related affective wellbeing. Furthermore, correlation results show that all the three variables have positive and significant association with each other. It is evident that job related affective wellbeing does moderate the relationship amongst paternalistic leadership and employees’ performance. At the end the study provides specific gaps for future research. Keywords: paternalistic leadership, employees’ performance, JAW, universities

A Complementary Intervention to Promote Wellbeing and Stress Management for Early Career Teachers

The educational climate and culture in our schools present a variety of environmental (contextual) factors that influence teacher wellbeing, job satisfaction, and work-related stress. The magnitude of contextual factors cannot be ignored, and directing attention towards the environment teachers face daily is essential. Primary (organisational)-level interventions are documented in organisational health and wellbeing literature; however, to provide teachers with stress management strategies for promoting wellbeing, attention must also be directed towards secondary (individual)-level interventions. The present study addressed the issue of stress management techniques for early career teachers (n = 24) and aimed to contribute to the research surrounding complementary interventions (CIs) for educators. The intervention was designed to include strategies that operated through cognitive and physiological mechanisms that regulated the stress response and increased awareness of behaviours, emotions, and reactivity. The self-report measures included perceived stress, attention awareness, subjective wellbeing, burnout, and job-related affective wellbeing. The results indicated a statistically significant decrease in perceived stress and increases in attention awareness and subjective wellbeing. The salivary cortisol levels (waking and resting) decreased from baseline to week 6, and the pre- and post-session salivary cortisol levels indicated an immediate decrease in cortisol for weeks 4 to 6.

Predicting effectiveness of teachers teaching based on affective well-being and organizational silence components

Introduction: Effective teaching means achieving goals, explained by many psychological and organizational factors, so it is essential to study its predictive components. Aim: The aim of this study was to predict the effectiveness of teachers teaching based on affective well-being and components of organizational silence. Method: The present study is a descriptive-survey study. The research population includes all elementary school teachers in Baneh City in the academic Year 2016-2017, which was equal to 832 people. From the mentioned society, according to Morgan table and stratified random sampling method, 263 teachers were selected as the sample. Data were collected through three questionnaires, the Organizational Silence, Teachers Effective Teaching, and the Job-related Affective Well-being Scale. The data, analyzed with SPSS ver.25, using univariate and multivariate statistical analysis. Results: The results showed affective well-being with beta score 275.0 and prosocial silence with beta score 232.0 positively and significantly predict effectiveness of teachers teaching by 00.0 affective well-being was significant in women (β=0.237, P=0.05) and men (β=0.279, P=0.01). Also, defensive silence was significant only in the group of women (β=-0.239, P=0.05). The components of acquiescent silence (β=-203.0, P=0.05) and prosocial silence (beta 314.0, P=0.01) were significant in the men group; but in the group of women, they were not significant. Conclusion: Affective well-being and organizational silence among teachers should be considered to improve teaching effectiveness.