Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis

Work & Stress ◽  
2009 ◽  
Vol 23 (2) ◽  
pp. 120-136 ◽  
Author(s):  
Toon W. Taris ◽  
Paul J.G. Schreurs
Keyword(s):  
Organizational Performance ◽  
Well Being ◽  
Organizational Level ◽  
Productive Worker

Werkkenmerken, welzijn en organisatieprestatie: een toets van de happy-productive worker-hypothese op organisatieniveau

2008 ◽  
Vol 21 (1) ◽  
Author(s):  
Toon W. Taris ◽  
Paul J.G. Schreurs ◽  
Karin J.L. Eikmans ◽  
Pim van Riet
Keyword(s):  
Organizational Performance ◽  
Client Satisfaction ◽  
Longitudinal Research ◽  
Covariance Structure ◽  
Well Being ◽  
Job Characteristics ◽  
Organizational Level ◽  
Work Characteristics ◽  
And Control ◽  
Productive Worker

Work characteristics, well-being and organizational performance: an organizational-level test of the happy-productive worker hypothesis Work characteristics, well-being and organizational performance: an organizational-level test of the happy-productive worker hypothesis T.W. Taris, P.J.G. Schreurs, K.J.L. Eikmans & P. van Riet, Gedrag & Organisatie, volume 21, March 2008, pp. 3-18. The present study examined the associations among job characteristics (demands and control), worker well-being (satisfaction and exhaustion) and indicators of organizational performance (efficiency, absence rates, and client satisfaction) among 66 Dutch home care organizations. Based on previous research, we expected that demands would relate negatively and control would relate positively to well-being, and that positive well-being would be positively related to performance. Covariance structure modeling revealed that the expected relationships among job characteristics and well-being were largely confirmed. Further, satisfaction was positively related to client satisfaction; exhaustion was negatively related to client satisfaction and positively to absence; and exhaustion was negatively related to organizational efficiency. We conclude that more theorizing and more longitudinal research on the association between worker well-being and organizational performance is imperative to add to our understanding of this relationship.

Positive emotions boost employee engagement

2014 ◽  
Vol 22 (1) ◽  
pp. 34-37 ◽  
Author(s):  
Suzanne Hazelton
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Positive Emotions ◽  
Negative Emotion ◽  
Well Being ◽  
Organizational Level ◽  
Content Type ◽  
The Individual ◽  
Positive Memories ◽  
Mental Well Being

Purpose – Highlights the power of positive emotions in helping to build individual and organizational success. Design/methodology/approach – Explores the meaning of positive emotions, how they can be promoted at individual and organizational level and the benefits they can bring to the individual and organization. Findings – Advances the view that positive emotions can benefit physical health, mental well-being and the ability to flourish, creativity, resilience, the mood of others, positive memories and relationships. Practical implications – Argues that the positive emotions of the workforce can improve the organizational culture and improve organizational performance. Social implications – Demonstrates that around three positive emotions are needed to balance out each negative emotion and shows that positive emotions can be stimulated through having new experiences and through acts of kindness and gratitude. Originality/value – Extends psychological thinking on positive emotions to the workforce and workplace.

scholarly journals Developing a Stigma Scale for the Workplace: Focus on an Airline Cabin Crew

2021 ◽  
Vol 18 (8) ◽  
pp. 4003
Author(s):  
Haeok Liz Kim ◽  
Sunghyup Sean Hyun
Keyword(s):  
Organizational Performance ◽  
Service Industry ◽  
Practical Implication ◽  
Social Stigma ◽  
Organizational Level ◽  
Measurement Scale ◽  
Stigma Scale ◽  
Cabin Crew ◽  
Development Procedure ◽  
Personal Level

The purpose of this study is to develop metrics for stigma-producing factors by conducting a survey among stigma inflictors, that is, people who participate in the stigmatization of others. This study attempted to develop a stigma measurement scale for service industry workers. This study focused airline cabin crew members in accordance with a seven-step scale development procedure to derive stigma measurement variables. As a result, the stigma scale developed in this study consists of 6 factors (work ability, conscientiousness, selfishness, work ethics, appearance, neuroticism) containing 28 measurement items. This study indicates the need to find countermeasures that can reduce stigmatization of employees within organizations. At a personal level, the practical implication is to prevent stigmatization from occurring within the organization by improving the perception of stigma by cabin crew within the airline organization. At the organizational level, the practical implication is to analyze and reduce the factors of social stigma that negatively affect organizational performance.

scholarly journals Protective and Risk Factors of Italian Healthcare Professionals during the COVID-19 Pandemic Outbreak: A Qualitative Study

2021 ◽  
Vol 18 (2) ◽  
pp. 453
Author(s):  
Amalia De Leo ◽  
Eloisa Cianci ◽  
Paolo Mastore ◽  
Caterina Gozzoli
Keyword(s):  
Risk Factors ◽  
Qualitative Study ◽  
Extrinsic Motivation ◽  
Healthcare Professionals ◽  
Well Being ◽  
Organizational Level ◽  
Emotional Impact ◽  
Snowball Sampling ◽  
Structured Interviews ◽  
Interpersonal Level

The COVID-19 pandemic put the Italian health system under great stress. The sudden reorganization of work practices and the emotional impact of the large number of the victims had many consequences on the well-being of the healthcare professionals (HCPs) involved in managing the crisis. In the available literature, most studies have focused on the risk aspects while only few studies also take into account protective factors. For this reason, it was decided to conduct, within psycho-sociological perspective, a qualitative study with the aim to explore in depth the protective and risk factors as experienced by HCPs who worked in the Italian healthcare system during the COVID-19 outbreak. A total of 19 semi-structured interviews were conducted with HCPs–9 nurses and 10 physicians (7M and 12F) with an average age of 43 (SD = 13.4)–selected using snowball sampling. Considering three different levels of analysis the results highlight the protective and risk factors: personal history level (intrinsic/ethical motivation and flexible role versus extrinsic motivation and static role), interpersonal level (perception of supportive relationships with colleagues, patients, and family versus bad relationships), and organizational level (good leadership and sustainable work purpose versus absence of support from management and undefined or confused tasks).

scholarly journals Expatriation, alcohol and drugs: antecedents and consequences of substance use in expatriation

2018 ◽  
Vol 6 (3/4) ◽  
pp. 316-334 ◽  
Author(s):  
Olivier Wurtz
Keyword(s):  
Substance Use ◽  
Well Being ◽  
International Experience ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Content Type ◽  
Individual Level ◽  
Resource Managers ◽  
Antecedents And Consequences ◽  
High Level

PurposeExpatriation is known to be stressful. The purpose of this paper is to examine stress as an antecedent of substance use (SU) during expatriation and related effects on expatriates’ work adjustment. Moreover, the study sheds light on individual-level moderators (i.e. gender and prior international experience) and organizational-level moderators (i.e. organizational social support) that might condition the stress–SU link.Design/methodology/approachThis work adopts a quantitative survey approach. It is based on two studies, one of 205 expatriates and one of 96 expatriate–supervisor dyads. The data were collected through personal networks and with the help of multinational companies.FindingsThis research shows that stress at a medium- to high-level increases SU among male expatriates, but not among female expatriates. Expatriates with substantial prior international experience were identified as being more prone to react to stress by resorting to SU. It also provides evidence that SU to aid coping harms professional adjustment. Moreover, some implications relating to professional adjustment are discussed.Research limitations/implicationsSU was self-reported; this may have deterred users from accurately reporting their consumption levels. Moreover, convenience samples have been used. Preventive actions limiting SU, such as well-being programs, could be sponsored by local human resource managers in order to limit this phenomenon.Originality/valueThis work is one of the first to analyze SU among expatriates. It shows that some expatriates are more at risk than others of resorting to such use to cope with the hardships of expatriation.

scholarly journals IMPACT OF GREEN SUPPLY CHAIN MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 2 (1) ◽  
pp. 88-102
Author(s):  
KAZIM RIAZ ◽  
DR. MUHAMMAD ASIM ◽  
SALMAN MANZOOR
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Organizational Performance ◽  
Business Performance ◽  
Positive Impact ◽  
Well Being ◽  
Operational Efficiency ◽  
Green Supply Chain Management ◽  
Green Supply Chain ◽  
Chain Management

This study evaluated the relation of implementing the green supply chain management on the entire business performance. This research has been done on the organizations in the e-commerce industry based in Karachi, Pakistan. The research has found that there is a direct relationship between green supply chain management, which includes the variables, Cooperation with Suppliers, Green Purchasing, Green Logistics, And Cooperation with Customers and the organizational performance. The results showed that business performance grows if the green supply chain management enhances operational efficiency and operational efficiency. The study has found and that the implementation of the sustainable supply chain in the firm has a positive impact on the economic performance of the company and competitiveness, hence provide a competitive edge to the company. This study also provides a clear image of how important the green chain plays a part in the organizational performance and that is for the well-being of the employees.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

A multilevel perspective on the perceived effects of COVID-19 on nurses in China

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mengyao Sun ◽  
Sophie Hennekam
Keyword(s):  
Well Being ◽  
Organizational Level ◽  
Chinese Society ◽  
Negative Effects ◽  
Content Type ◽  
Individual Level ◽  
Perceived Effects ◽  
Multilevel Perspective ◽  
Societal Level ◽  
Depth Interviews

PurposeThis study examines the effects of COVID-19 on individual, organizational and societal level as perceived by nurses in China.Design/methodology/approachWe draw on two qualitative studies consisting of 483 qualitative surveys and 28 in-depth interviews with nurses in China.FindingsThe pandemic has enhanced the profile of the nursing profession in Chinese society and has led to an increase in recognition, respect and visibility of nurses. In addition, participants point to an improved workplace culture in which there is a strong sense of pride in the collective effort they put. Simultaneously, however, nurses reported how COVID-19 was perceived to be detrimental to their own psychological well-being, while also interfering with their work–life balance.Originality/valueThe data reveal the paradoxal effects of COVID-19 on nurses in China. On societal and organizational level, the pandemic seems to have had a positive effect, while on individual level a range of perceived negative effects is identified.

The Business Value of E-Collaboration

2010 ◽  
pp. 144-154 ◽  
Author(s):  
Lior Fink
Keyword(s):  
Conceptual Framework ◽  
Organizational Performance ◽  
Dynamic Capabilities ◽  
Business Value ◽  
Organizational Level ◽  
Resource Based View ◽  
Collaborative Technologies ◽  
Knowledge Based ◽  
Collaborative Processes ◽  
The Individual

This article presents a conceptual framework of the business value of e-collaboration. In the past decade, firms have increasingly implemented collaborative technologies to support business activities, and investments in collaborative technologies have taken an increasing share of firms’ e-business investments. Presumably, such investments have been motivated by the notion that the implementation of collaborative technologies has business value. While research has repeatedly demonstrated the individual- and group-level impacts of collaborative technologies, it has rarely addressed their impacts at the organizational level and demonstrated their business value. In this article, I draw on three strategic management frameworks – the resource-based view of the firm, the knowledge-based view of the firm, and the dynamic capabilities perspective – to describe how specialized knowledge assets can be integrated through collaborative processes to create and sustain a competitive advantage. I then use this conceptualization as a platform for defining the organizational roles of collaborative technologies and the potential impact of each role on organizational performance. The main objective of this article is to provide a conceptual framework for researchers and practitioners who are interested in investigating and understanding the organizational impacts of collaborative technologies.

scholarly journals Work-Family Conflict in the European Union: The Impact of Organizational and Public Facilities

2019 ◽  
Vol 16 (22) ◽  
pp. 4419
Author(s):  
Chantal Remery ◽  
Joop Schippers
Keyword(s):  
European Union ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Organizational Level ◽  
The European Union ◽  
Work Family Conflict ◽  
European Working ◽  
Work Family ◽  
The Impact

Today, as an increasing share of women and men is involved in both paid tasks at work and unpaid care tasks for children and other relatives, more people are at risk of work-family conflict, which can be a major threat to well-being and mental, but also physical health. Both organizations and governments invest in arrangements that are meant to support individuals in finding a balance between work and family life. The twofold goal of our article was to establish the level of work-family conflict in the member states of the European Union by gender and to analyze to what extent different arrangements at the organizational level as well the public level help to reduce this. Using the European Working Conditions Survey supplemented with macro-data on work-family facilities and the economic and emancipation climate in a country, we performed multilevel analyses. Our findings show that the intensity of work-family conflict does not vary widely in EU28. In most countries, men experience less work-family conflict than women, although the difference is small. Caring for children and providing informal care increases perceived work-life conflict. The relatively small country differences in work-family conflict show that different combinations of national facilities and organizational arrangements together can have the same impact on individuals; apparently, there are several ways to realize the same goal of work-family conflict reduction.

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