Happiness at work: A cross-cultural validation of happiness at work scale (original) (raw)
Related papers
European Journal of Business and Management, 2015
The aim of this study was determine what the factors determinant of happiness at work. The population in this study was employees of PT PLN (Persero) Region Suluttenggo, Sulawesi, Indonesia in various levels. The number of population was 1418 employees. The number of samples was 279 respondents. This study used stratified random sampling. The results formed six main factors, there were (1) Employee Performance (vocational, skills, seriousness, responsibility, punctuality, productivity), (2) Organizational Culture (harmonization in the workplace, employees of the most important assets, mutual trust with co-workers, mutual trust between superiors and subordinates, honesty), (3) Organizational Trust (commitment, capability, ability, consistency of human resources), (4) Job Satisfaction (promotions, motivation, salary, support colleagues), (5) Leadership Behaviour (trustworthy leader, the leader as co-workers, leaders as subordinates, leaders as what to say), (6) Individual Characteristics (enjoys the work, carry out the work without objection, feel comfortable with the job, a dream job).
Workplace Happiness and Positivity: Measurement, Causes and Consequences
International Journal for Research in Engineering Application & Management (IJREAM), 2019
Happiness is an expression of pleasant forms of emotions, moods, optimistic attitude and wellbeing are growing importance at workplace. This paper is an attempt to explore literature to define happiness, identify current practices, causes, consequences of happiness. And also, to measure happiness at workplace to come up with suggestions to improve happiness at workplace. The literature reveals and provides with a scope of arguments and further search that happiness leads to success precisely through effects of positive outcomes. It was found that Happiness at work includes more than job satisfaction. Individual happiness can be measured through work engagement, organizational commitment. Happiness can be measured at multiple levels, including job experiences, attitude towards work. There is also an evidence that happiness has positive consequences. The companies can be supportive with employees, fairness, creating challenging work environment, promoting good health among employees, career growth opportunities, flexible work options, safe work environment, socialization practices and employee development can enhance happiness at work. There is literature to support correlation between employee happiness, workplace performance and work productivity. And happiness is not ultimate resource to achieve success in career, the other supporting resources are intelligence, perseverance, positive mindset and affluence. It was also found that measuring happiness is too subjective as it is difficult to measure the dynamic nature of emotions. This aspect can be explored through further research on this topic
Journal of Emerging Technologies and Innovative Research (JETIR) , 2019
The present world is changing fast, what means that every day there are more and more factors that may affect the employee's happiness, not only at work, but also in their private life. The happiness is a personal matter, executives and employers too are directing their attention to happiness as a workplace issue. A comprehensive measure of individual-level happiness might include work engagement, job satisfaction, and affective organizational commitment. There is evidence that happiness has important consequences for both individuals and organizations. Many researchers believe that positive emotions and mood are the prime drivers that engender this success. In this way, the study "Happiness at Workplace" at Alagappa University explores and discovers what motivates the people to do their best for the effective functioning of the organization.
Happiness and well-being at work
2016
The pursuit happiness and well-being has extended to organizations and has been attracting increased attention throughout positive psychology research. This paper aims to review the definition, the different factors predictor of happiness and well being at work and finally it is explained how to improve happiness based in the definition and antecedents. But there is a significant lack of research on its antecedents (Chivato Pérez et al., 2011). Thus we propose that happiness at work implies positive emotions, experiences, positive attitudes (e.g. job satisfaction, affective organizational commitment), personal development and feeling of purpose and significance of the work that contribute to something worthy. To give this definition we have based on eudaimonic and hedonic approach. We have found eight factors predictors of happiness: employee performance, job characteristics, use and development of strengths, positive relationships and positive leadership behavior, positive feedback, positive experiences at work and organizational culture.
Journal of Happiness Studies, 2017
Using a mixed method approach we conducted three studies to construct a multidimensional measure of happiness at work. In Study 1, a qualitative content analysis using Atlas.ti 7 offered support for the proposed, a priori deductive model which also discriminated between the construct of happiness at work and happiness in personal life. Further, a principal axis factoring of the responses consisting of 539 working people (Study 2) yielded four factors reflecting the equal role of organizational and human aspects of the workplace happiness, i.e. supportive work experiences, unsupportive work experiences, flow and intrinsic motivation and work repulsive feelings. In Study 3, a Confirmatory Factor Analysis testing the reflective versus formative structure of the proposed scale supported a four-factor reflective model over a series of 13 competing models. Moreover, the scale showed statistically significant convergent and discriminant validity. Possible applications of the scale in predicting happiness styles and enhancing the experience of happiness at work has been presented at the end.
Happiness is a state of mind, a choice, a way of living; it is not something to be achieved, it is something to be experienced. (Steve Maraboli). Happiness may be described as consisting of positive emotions and positive activities. There may be three kinds of happiness: pleasure, engagement, and meaning. Happiness is often derived as an ingredient that is churned out from Change. It is commonly said Change is the only constant and so true it is as the purpose of a Happiness of this study is to better understand the quality of life or the level of happiness of the employees and the impact it has on the employee's performance at the workplace which has "Change" as one of the ingredients. The objective of the study includes the efforts being taken by the human resources team of the large organization in creating an environment which makes the employees happy while they undergo change in Management, Culture, Work Processes and Leadership at large. The findings suggest that most employees are happy with their work life, barring a few members belonging to the older generation who are a little defiant in accepting the Change. The study aims at providing a view of the perceptions of the employees, so that the Human Resource teams may utilize their resources and reach out in their efforts to address the concerns of all employees at large and integrate the efforts towards overall achievement of goals and vision with a larger impact on business transformation.
Workplace Happiness: A Conceptual Framework
2020
Have you ever heard the word ―Arbedjsglæde‖? What does it mean? In Denmark, Arbedjsglæde is the most common term which signifies happiness at work. Arbedjsglæde means the happiness that human beings derive on or after doing something. We can say it is a human emotion, a sense of well-being that turns on when one experiences positive about the work they perform and when they feel involved in the professional commitment. When all's said and done ̳Happiness‘ is a highly subjective experience. Happiness and satisfaction are subjective concepts and are not the same. While for some people monetary assistance can be equated with job satisfaction, on the other hand, some might strive for recognition of their hard-work and lose motivation on failing to achieve so. As well as for some people having a friendly work environment is an indispensable requisite for deriving pleasure. In this article, researchers will capture an in-depth glance into the components of happiness at work and tries ...
2015
The goal of the present study is to conduct a comprehensive examination of reliability and validity of Malay language version of adjusted workplace happiness scales developed by Pryce-Jones (2010) in Malaysian school setting. Therefore a translated and adjusted version of established content and concurrent validity scale was used. Exploratory factor analysis in Malaysian secondary school teachers sample was conducted to examine convergent and discriminant validity of translated and adjusted version of the workplace happiness scales. Following this, the reliabilities and subscale intercorrelations were determined. Next, the reliabilities and nomological validity was evaluated. The overall pattern of results indicated that the Malay language adjusted workplace happiness scale version was reasonably reliable and valid in Malaysian school settings. © 2015 Elixir All rights reserved. ARTICLE INFO Article history: Received: 22 September 2015; Received in revised form: 28 October 2015; Acc...
Validity and Reliability of the Adopted Workplace Happiness Scale in the Malaysian School Context
The goal of the present study is to conduct a comprehensive examination of reliability and validity of adjusted workplace happiness scales developed by Pryce-Jones (2010) in Malaysian school context. A translated and adjusted version of established content and concurrent validity scale was used. Exploratory factor analysis in Malaysian secondary school teachers sample was conducted to examine convergent and discriminant validity of translated and adjusted version of the workplace happiness scales. Following this, the reliabilities and subscale inter-correlations were determined. Next, the reliabilities and nomological validity was evaluated. The overall pattern of results indicated that the Malay language adjusted workplace happiness scale version was reasonably reliable and valid in Malaysian school settings.
A Conceptual Framework of Happiness at the Workplace
Asian Social Science, 2014
Happiness at the workplace refers to how satisfied people are with their work and lives. The idea of happiness is related to individual's subjective well-being. Happiness at the workplace is crucial for improving productivity in any organization. Happy people are productive people while those people who are unhappy may not pay full attention to any task. Some scholars believe that organizations which are able to maintain long-term happiness at the workplace could probably increase and sustain productivity. Therefore, they should know what factors could affect employee happiness in order to effectively enhance happiness at the workplace. But research on employee happiness was rarely seen in the past. The issue of happiness at the workplace needs to be properly conceptualized so that useful research on it could be conducted. This paper presents a potential conceptual framework of happiness at the workplace that could give valuable contribution to future research in this area.