Relevant bibliographies by topics / Employee happiness

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee happiness'

Author: Grafiati
Published: 4 June 2021
Last updated: 2 February 2022

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Journal articles on the topic "Employee happiness"

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Ali, Muhammad, Muhammad Usman Ghani, and Basharat Raza. "Linking Human Resource Practice with Work Happiness Through Employee Resilience: Evidence from Pakistan." Global Regional Review IV, no. III (September 30, 2019): 82–91. http://dx.doi.org/10.31703/grr.2019(iv-iii).10.

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It is very important for the organization to keep its intellectual resources updated and ready for uncertain situations. This study aimed to explore the direct association between HR practices i.e. (job design, information flow, employee development, and employee benefits) and work happiness, and mediating role of employee resilience as well. The data were collected from 315 employees through self-administered questionnaires working in public and private sector banks of Lahore, Pakistan. The structural equation modeling analysis was employed for hypotheses testing. The result showed that HR Practices i.e. (job design, information flow, employee development, and employees benefits) were positively directly related to work happiness. HR practices also had indirect effect on work happiness through employee resilience. This study provided initial empirical evidence regarding the intervening effect of employee resilience among the association of HR practices and work happiness. The studys future directions and limitations are debated, further industry implications are also discussed.
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Park, JiYeon, and YoungHwa Son. "The effects of Work-Life Harmony and Leader-Member exchange on organizational commitment." Korean Journal of Industrial and Organizational Psychology 27, no. 2 (May 31, 2014): 317–38. http://dx.doi.org/10.24230/kjiop.v27i2.317-338.

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Many companies have started to pay attention to the promotion of employee happiness and offer a variety of benefit plans to improve company productivity. Work-life harmony and leader-member exchange are important parts of the quality of working life. Organizational commitment is directly related to organizational performance. The purpose of this study was to examine the effects of work-life harmony and leader-member exchange on organizational commitment through employee happiness at work. Data was collected from 530 workers employed in a variety of organizations. It was found that work-life harmony and leader-member exchange quality were significant predictors of employee happiness at work and that the happiness at work was a significant indicator of organizational commitment. In addition, the happiness at work completely mediated the relationships between work-life harmony and organizational commitment, and partially mediated the relationships between leader-member exchange and organizational commitment. The results of this study will be helpful for employees and organizations as it will offer solutions to promote employee happiness and improve company productivity. In addition, it can be utilized as a basic resource for a corporate welfare system.
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Soderlund, Magnus, and Hanna Berg. "Employee emotional displays in the extended service encounter." Journal of Service Management 31, no. 1 (November 15, 2019): 115–36. http://dx.doi.org/10.1108/josm-06-2019-0208.

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Purpose The purpose of this paper is to examine the impact of happiness expressed by service firm employees when they are depicted in marketing communications materials, such as printed ads and videos. Design/methodology/approach Two experiments were conducted in a fitness service setting, in which employee display of happiness was manipulated (low vs high). Findings Both experiments showed that expressions of high levels of happiness produced a more positive attitude toward the service employee than expressions of low levels of happiness. Moreover, the impact of the expression of happiness on the evaluation of the employee was mediated by several variables, which suggests that the influence of depicted employees’ emotional expressions can take several routes. Practical implications The results imply that service firms should not only be mindful about which specific employee they select for appearing in marketing communications materials, they should also pay attention to the emotional displays of selected employees. Originality/value The present study contributes to previous research by assessing a set of potential mediators to explain why displays of happiness influence consumers, and by examining these effects in a marketing communications setting in which the customer is exposed to still images or video-based representations of the employee. The present study also focuses explicitly on happiness rather than on smiles.
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Jain, Dr Ritika. "Employee Job Happiness Quotient in realm of RSMML." Indian Journal of Applied Research 2, no. 3 (October 1, 2011): 104–7. http://dx.doi.org/10.15373/2249555x/dec2012/32.

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Jenkins, Sarah, and Rick Delbridge. "In pursuit of happiness: A sociological examination of employee identifications amongst a ‘happy’ call-centre workforce." Organization 21, no. 6 (June 30, 2013): 867–87. http://dx.doi.org/10.1177/1350508413491444.

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While psychologists and economists have concerned themselves with employee happiness and well-being, critical organizational theorists have rarely examined employees’ positive responses at work. To explain why call-centre employees in our study responded positively to their organization we adopt a relational sociological approach to examine employee happiness and well-being. This approach emphasizes two main features: firstly, it is sensitive to the interaction of management practices and employee agency in how ‘happiness’ is constructed and interpreted in organizations, including an assessment of power relations; secondly, this approach acknowledges the importance of the wider external context in explanations of why organizations pursue happiness. This article applies these sociological insights to the organizational identifications literature to assess the mechanisms of employee identifications. In this case, there are three mechanisms of identification, a) the organizational value system; b) social relations at work including interactions between employees, the owners and their clients and c) the nature of work. Significantly, these three features converged to produce overlapping and mutually reinforcing identifications.
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Arjuni, Rifka Fadhiilah, Aditya Nanda Priyatama, and Pratista Arya Satwika. "Quality of work-life in employees experiencing a job-skill mismatch." Psikohumaniora: Jurnal Penelitian Psikologi 4, no. 2 (October 21, 2019): 171. http://dx.doi.org/10.21580/pjpp.v4i2.2734.

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<p align="justify">Abstract: Quality of Work-life (QWL) in an employee is an important aspect to which a company needs to pay much attention, moreover if the employee experiences a job-skill mismatch. This study aimed to test the effect of job involvement and perceived happiness simultaneously and partially on the quality of work-life in an employee who experiences a job-skill mismatch. The instruments used for collecting data were the QWL scale, job involvement scale, and perceived happiness scale. The subjects of this study were 64 employees. The method of data analysis was the multiple regression analysis. The result of this study showed that job involvement and perceived happiness simultaneously affected QWL (r=0,763; p=0,000). Partially job involvement also had an effect on QWL (r=0.64; p=0,000) and perceived happiness on QWL (r=0,261; p=0,039). Simultaneously, the contribution of job involvement and perceived happiness to the QWL of the employees with a job-skill mismatch was 56.9%. It means that the higher the rate of job involvement and perceived happiness, the higher the quality of work-life an employee with a job-skill mismatch has, and vice versa.</p>
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Im, Seunghee, Yang Chung, and Ji Yang. "The Mediating Roles of Happiness and Cohesion in the Relationship between Employee Volunteerism and Job Performance." International Journal of Environmental Research and Public Health 15, no. 12 (December 18, 2018): 2903. http://dx.doi.org/10.3390/ijerph15122903.

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This study investigated the mediating effects of happiness and cohesion in the relationship between employee volunteerism, in-role behavior, and helping behavior. The study surveyed 312 full-time employees in South Korea, and regression analyses and the bootstrapping method were used to test the hypotheses. The study found happiness and cohesion to mediate the relationships between employee volunteerism and in-role and helping behavior. The findings suggest that employee volunteerism can promote a healthy working environment through increased feelings of happiness and cohesion as well as by improving performance behaviors.
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T, Thiruvenkadam, and Sudarasan Jayasingh. "Determinants of Employee Happiness in an Information Technology Company in India." International Journal of Engineering & Technology 7, no. 3.10 (July 15, 2018): 173. http://dx.doi.org/10.14419/ijet.v7i3.10.15654.

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Happiness is the experience of pleasure, satisfaction, or affirmative well-being, pooled with a sense that one’s life is good, significant, and valuable. Happiness is a rational or emotional condition of comfort defined by optimistic or enjoyable emotions ranging from satisfaction to intense delight. The study had been carried out with the objectives to study the level of happiness of employees, to find out the determinants of employee happiness, to analyse the influence of demographic factors on employee happiness and to test how employee happiness is correlated with various factors like, attitude towards self, attitude towards job, career growth and development, organization culture and alignment, physical and mental well-being, work life balance, relationship with team, relationship with managers. The research is descriptive in nature. The size of the population for the IT vertical of the organization with associates in the experience range of 4-7 years is 6000 and the sample taken for study is 410 employees. Purposive sampling method was used for selecting samples from the population. The samples are chosen across different projects in the organization and a quota is assigned in each project for selecting the sample. The data analysis has been done using correlation, chi-square, one way ANOVA and Regression analysis. The results of the study could establish a moderate positive co-relation between the happiness and all eight constructs. The study had been concluded with a remark that the constructs like work life balance, physical and mental well-being, relationship with managers has a significant influence on employee happiness.
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Al-Hawari, Mohd A., Shaker Bani-Melhem, and Faridahwati Mohd Shamsudin. "Determinants of frontline employee service innovative behavior." Management Research Review 42, no. 9 (September 16, 2019): 1076–94. http://dx.doi.org/10.1108/mrr-07-2018-0266.

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Purpose The purpose of this study is to examine the influence of workplace happiness and work engagement on employee service innovative behavior from the perspective of positive psychology. The study also examines if work engagement mediates the relationship between workplace happiness and employee service innovative behavior. Finally, it investigates how co-worker socializing and the service climate of the organization moderate the relationship between work engagement and employee service innovative behavior. Design/methodology/approach The study used survey data from 321 frontline employees working in the service sector in the United Arab Emirates (UAE). Six major hypotheses were established and examined using the SPSS Statistics V22.0 Process. The measurement model was analyzed using Amos 22. Findings Workplace happiness and work engagement are found to be important factors affecting employee service innovative behavior. Workplace happiness influences employee service innovative behavior directly and indirectly through work engagement. Both service climate and co-worker socializing play a significant moderating role in the relationship between work engagement and employee service innovative behavior among frontline employees. Interestingly, service climate erodes this relationship while co-worker socializing enhances it. Practical implications This study provides guidelines for managers and practitioners in the service industry to promote frontline employee service innovative behavior. Specifically, the findings provide guidance for decision-makers on how to use workplace happiness to trigger the innovative service behaviors of frontline employees, taking into consideration the conditional role of service climate and co-worker socializing. Originality/value The literature on factors affecting the service innovative behavior of frontline employees in the service sector from the perspective of positive psychology is limited, especially in the context of the UAE. The data, framework and outcomes of this research address this gap and contribute to the current body of knowledge. Specifically, the study contributes to the broaden-and-build theory of positive emotions in the field of positive psychology by validating the applicability of the theory in a wider organizational context.
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Agustina, Granit, Tatiek Ekawati Permanar, Sri Endah Nurhayati, Eeng Ahman, and Feby Febrian. "HAPPINESS AT WORK AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN KRAKATAU STEEL." Dinasti International Journal of Digital Business Management 1, no. 6 (November 1, 2020): 911–20. http://dx.doi.org/10.31933/dijdbm.v1i6.573.

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Every company must be able to invite its employees to provide a model of employee happiness at work and appropriate organizational citizenship behavior in accordance with the needs of the company which can make a person's organizational citizenship behavior better. This study aims to determine the model of employee happiness at work and organizational citizenship behavior of an employee in a company. This research is a descriptive and verification research using simple linear regression analysis, where the respondent population is all employees of 30 people with a sample size of 30 people using SPSS 24 software. The method used in this research is saturated sampling technique using the entire population as a sample. Collecting data using a direct survey method using a questionnaire. The results of respondents' responses that have been distributed and from the test results then employee happiness at work have a positive and significant effect on organizational citizenship behavior. To improve the organizational citizenship behavior of employees, the authors suggest that there be further research by other researchers on the issues of factors that influence organizational citizenship behavior besides happiness such as empathy at work, organizational conditions and the role of organizational management, supervisory ability and the quality of work itself.
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Dissertations / Theses on the topic "Employee happiness"

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Cooper, Julian. "Employee happiness in general motors." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4365.

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Happiness is essentially the degree to which you find and judge your existence as favourable, in addition to an enduring, psychological feeling of contentment. In the hedonic view, happiness is pleasant feelings and favourable judgements, while the contrasting eudaimonic view describes it as doing what is morally right, what is righteous, that will enhance growth and that is meaningful to an individual. Both these views contribute to the overall happiness of an individual. People that are pleased with their lives usually experience greater satisfaction in their jobs. This is in line with the literature as happiness is positively correlated with job satisfaction, which suggests that a happy employee will most likely result in one that is satisfied with his/her job. In addition, happiness is correlated with evidence of success in the workplace and can increase an employee’s effectiveness at work. It is, therefore, essential that organisations identify the factors which influence employee happiness in order to enhance its cultural value-offering for employees and, in turn, increase their levels of job satisfaction. Job satisfaction is essentially the degree to which a person enjoys his/her job. It is the positive emotional state resulting from the evaluation of one’s work experience. This has profitable outcomes such as improved work performance. Furthermore, people who experience satisfaction in their jobs are better ambassadors for their organisation, demonstrate greater commitment, are more engaged and perform better within the organisation than their unhappy peers. Job satisfaction can be deemed an attitude. It is therefore important to understand the dimensions of the job, which are complex and interrelated in nature, in order to understand job attitudes. Organisational culture has been shown to influence the attitude and behaviour of employees through shared values and beliefs in the organisation. It is for this reason that there is a significant need to determine the factors in organisational culture that influence employee happiness and, in turn, job satisfaction. An organisation’s employees, through their participation and commitment, can be regarded as the most important source of success for the organisation. Organisational culture can therefore, greatly influence the efficiency and effectiveness of an organisation through its employees. Moreover, the culture of an organisation has a significant influence on the commitment and satisfaction of its employees. It inspires employees not only to feel committed to the organisation but also to perform well. The correlation between organisational culture and job satisfaction have been examined by various authors in the literature. All of these authors found a positive relationship between the two concepts. These conclusions show that the culture of an organisation can actually influence an employee’s job satisfaction and therefore his/her happiness. This research investigates the cultural value-offering of General Motors South Africa (GMSA) and its alignment to the needs of its employees. Until the end of 2012, an employee needs-analysis regarding employee happiness and his/her job satisfaction, was non-existent in the organisation. Towards the end of 2012 the organisation introduced a “Workplace of Choice” survey to perform an employee needs-analysis in order to investigate if there was a difference between employee needs and the organisation’s cultural value-offering. Another “Workplace of Choice” survey followed in 2014. This, however, was performed with the staff employees only and not with the hourly employees. Many organisations neglect to analyse the workplace needs of their employees to ensure that the organisation fully understands and is able to satisfy or accommodate these needs. Understanding employee needs is crucial to an organisation’s success. It is therefore important that the organisation investigates the employee needs to be able to align them with the cultural value-offering of the organisation. The purpose of this study is to advance the current understanding of Employee Happiness in the workplace by conducting a systematic analysis of the factors in Organisational Culture that influence Employee Happiness and, in turn, their Job Satisfaction in GMSA.
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McConnell, Daniel Matthys. "Employee happiness at a financial institution." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19026.

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Happiness, or the concept of well-being can be traced back to the era of Aristotle (384 to 322 BC), Epicuruss (341 to 270 BC), John Locke (1632 to 1704) and more recently Ed Diener (DOB 1946), who played an integral part in the well-being revolution. People have very different ways in seeking happiness, whether it is closely associated to their personal life, the work environment or in society, they are constantly striving towards a goal of experiencing happiness at its purist form. Bursts of absolute joy and the purist form of immediate gratification cannot provide a path to finding happiness and well-being. The process is intricate and requires a variety of variables integrated into a combination of events and lifestyle experiences to culminate into an existence which produces a feeling of inner peace and fulfillment. Current research suggests that this is not an attainable state of existence, but human nature drives every individual to seek out a path to finding true happiness. The advent of the modern day economic crisis has changed the global environment to the extent where society is attempting to find a new norm to operate in. As a consequence, individuals are presented with new challenges which have forced them to re-evaluate their path to finding a balance in their lives. These changes have added new challenges to deal with and adapt to as new forces in the global environment start to shape a new tomorrow. People spend a large portion of their existence working to earn an income and to provide a means of supporting themselves and their dependents. The challenges they face are enhanced by the strains of working in stressful and pressurised working environments as their employers are also adapting to the changing global environment. Economic pressure is passed on to employees, as they are pushed to achieve the financial results demanded by shareholders. The last ten years has seen a wealth of research being conducted in the space of well-being and how it relates to business has gained popularity. The study of epidemiology refers to the study of components of human behaviour, which have a negative impact on individual functioning, like stress and anxiety disorders. Well-being in the workplace can counter these ailments and create a working environment absent of these negative afflictions which damage the productivity of a workforce. Employers who understand the positive aspects associated with well-being are in a position to effectively deploy their employees to produce improved financial results. The starting point for many organisations is to determine the current level of happiness in their businesses and to establish what variables are responsible for the current state of well-being. The main objective of the empirical study was to determine the level of happiness at a financial institution. The target population (354 potential respondents) is the regional office the financial institution based in Port Elizabeth, South Africa. Potential respondents received electronic requests by email, requesting their participation in the study. A total of 164 completed questionnaires were returned (46.33%) and analysed. Literature was reviewed to develop a conceptual model. Seven variables were identified as having an influence on employee happiness and have the potential to change employee well-being levels to aid organisations in their quest to adapt to the prevailing economic conditions and stress people have to deal with on a daily basis. The results from the study show that Work-life, Safety and Security, Growth and Development, Health, Recognition and Reward, Autonomy and Social Connectedness are all closely associate with employee well-being. Safety and security, Autonomy and Recognition and Reward have direct positive associations with the concept of well-being and have a significant relationship and potential to enhance well-being. The end result is that with the correct interventions by an employer, well-being can be measured and applied in the working environment. The correct combination of variables can have a positive impact in the work environment. A happy workforce can be an advantage to an organisation, their interventions can add great value to employees by increasing their commitment to the organisation and ultimately the business can benefit from their Interventions by seeing their efforts being realised in their financial results.
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Grundström, Jenny. "Positiv affekt kan predicera anställdas arbetsprestationer." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-14193.

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Det har ofta antagits att en anställd är lycklig därför att han eller hon är framgångsrik. Det finns dock studier som stödjer den alternativa hypotesen, nämligen att lycka är en anledning till varför vissa anställda är mer framgångsrika än andra. Denna studie syftar till att undersöka huruvida lyckliga anställda är mer produktiva och framgångsrika än mindre lyckliga anställda. Det genom att undersöka om personligt disponerad positiv affekt (TPA) kan predicera arbetsprestationer. Deltagarna var 98 anställda, varav 60 kvinnor, som rekryterats från sex organisationer. Resultaten gav stöd åt undersökningens samtliga hypoteser och kan därmed indikera att anställda med högre TPA presterar bättre, har högre lön och mer socialt stöd från arbetskamrater och chefer. Detta betyder att TPA kan leda till gynnsamma resultat för såväl den anställda som för organisationen och att lyckliga anställda kan antas vara mer produktiva och framgångsrika än sina mindre lyckliga arbetskamrater.
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Waugh, Geoffrey William. "A study exploring the relationship between employee happiness and financial performance within a South African financial institution." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012080.

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This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
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Claypool, Kevin K. "Organizational Success| How the Presence of Happiness in the Workplace Affects Employee Engagement that Leads to Organizational Success." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10269214.

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The central focus of this quantitative, correlational study is to examine the relationship between happiness found in the work place and employees’ engagement that leads to organizational success. Employee engagement has been touted as the next frontier that will help organizations to achieve success. This is because passionate employees will ensure that they are productive in the work place. Happiness has been argued to be one of the factors that enhance employee engagement. The collected data shows a positive correlation between happiness and engagement of the employee. This is an important finding as it can be used by organizations to fast track their development by ensuring that employees are happy. The establishment of a positive correlation between these two aspects ensures that an organization can benefit greatly when it enhances employee happiness. In addition, measures can be put in place to ensure that employee happiness is enhanced, a move that would lead to a more productive organization and faster growth. Although the concept of employee engagement and its relationship to happiness has been around, this study goes further to confirm that happy employees are more engaged and this leads to organizational success. Organizational culture and environment affects the performance and approach of employees. Leadership in the organization is a vital aspect as it ensures that employees are provided with the right environment to carry out tasks and be content with the work. With this new knowledge, leaders can take measures to improve employee happiness, which will lead to employee engagement and, consequently, improve the prospects of organizational success.

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Walton, Kenya Monica. "Strategies Investment Banking Leaders Use to Retain Frontline Employees." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7443.

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Banking leaders face the loss of profitability because of low employee retention in their organizations. Retention issues negatively affect business operations and market performance. The purpose of this multiple case study was to explore strategies that investment-banking leaders use to retain frontline employees. Herzberg's 2-factor theory was the conceptual framework for this study. Data were collected through semistructured interviews with 5 banking leaders in New York and through a review of company documents on retention strategies. The data were analyzed using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding data. The 3 themes that emerged from data analysis were career growth strategy, compensation strategy, and training and development strategy. The study findings indicated that banking leaders used career advancement, compensation, and training and development strategies to retain frontline employees. The implications of the study for positive social change include banking leaders' potential to reduce retention issues in organizations, lower unemployment rates, and improve the standard living in the communities they serve.
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Lama, Ndai Arnaud. "The influence of organisational culture on the happiness of employees in the ICT industry." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020609.

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Based on the increasing importance that information and communication technologies (ICT) plays in most global economies, the high demand for ICT employees and the influence of organisational culture on the success of ICT businesses, the purpose of this study was to provide ICT managers with ways to retain and keep their employees satisfied and happy in their jobs. Therefore, the primary objective of this study was to identify and empirically test the influence of various factors of organisational culture on Happiness and Job satisfaction of employees in the ICT industry in South Africa. After completing a comprehensive literature review, it appeared that limited research had been conducted on the happiness of employees in the ICT industry. Numerous factors were identified as influencing happiness; however, due to the difficulty to assess some of these factors, this study only focused on the influence of organisational culture on the happiness and in return the job satisfaction of employees. All the factors influencing organisational culture were reviewed in the literature and 13 independent variables were identified and hypothesised to influence the mediating variable Happiness and the dependent variable Job satisfaction. All the variables in this study were clearly conceptualised and operationalised. Valid and reliable items sourced from various measuring instruments used in previous studies, were used to operationalise theses variables. Furthermore, numerous items were self-generated from secondary sources. A convenience sampling method was used to identify the respondents and a structured questionnaire was completed online by respondents. The data collected from 187 usable questionnaires was subjected to various statistical analyses using the software program Statistica. A Confirmatory Factor Analysis was used to assess the validity of the dependent variable Job satisfaction and the mediating variable Happiness of this study, whereas an Exploratory Factor Analysis was used to assess the validity of the independent variables. To confirm the reliability of all the variables investigated, Cronbach’s alpha coefficients were calculated. Due to the large number of variables and the small number of respondents, conducting a factor analysis on the independent variables was not possible. This problem was solved by the use of the item parcelling method. After the item parcelling was conducted and the factor analysis conducted, only seven out of the 13 factors loaded together as expected. All the parcels measuring these factors did not load together as expected and where necessary these factors were renamed and operationalised again. The sample data was summarised using descriptive statistics. The majority of respondents reported that they were satisfied with their jobs and almost half of the respondents reported being happy with their lives. Pearson’s correlation coefficients were used to establish the degree of relationship between the factors investigated in this study. After the Multiple Regression Analysis was conducted, it was found that three independent variables influence the Happiness of employees in the ICT industry, namely, Customer focus, Strategic direction and intent and Family orientation and atmosphere. Happiness was also found to have a positive influence on the Job satisfaction of ICT employees. The influence of various selected demographic variables on the dependent, mediating and independent variables was investigated by means of an Analysis of Variance (ANOVA). The statistical significance between the differences in means scores was measured using the Bonferroni Post-hoc test. The Population group of the respondents, the Years of service and their Age group were found to significantly influence some of the independent variables and mediating variables investigated in this study. No relationship was found between any demographic variables and the dependent variable Job satisfaction. Limited studies on the influence of organisational culture on the happiness of nemployees and more particularly those in the ICT industry were found in the literature. This study has made a contribution to the field of happiness research by understanding the factors influencing the happiness and job satisfaction of employees in the ICT industry. As a result, the study presents recommendations and suggestions to assist ICT businesses to improve their organisational culture and at the same time enhance the happiness and job satisfaction of their employees.
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Botha, Elrie. "Job insecurity and wellness of employees in a co-operation / Elrie Botha." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4809.

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The current economic situation has reconfirmed the importance of researching job insecurity and the impact it has on the individual as well as the organisation. An individual outcome which is normally negatively affected is general health. Engagement, although an experience on individual level, is an organisational outcome affected by job insecurity. With the introduction of positive psychology, emotions in the workplace created new research grounds. It seems that hope and happiness have a positive influence on negative consequences, which can assist managers in finding a competitive advantage in their human capital. The objectives of this study were to investigate the relationship between job insecurity, general health, work engagement, hope and happiness of employees (N = 286) of a co-operation in the North-West Province by using a cross-sectional survey design. The measuring instruments used were Job Insecurity Scale (JIS), General Health Questionnaire (GHQ), Utrecht Work Engagement Scale (UWES), Hope Scale (HS), Satisfaction with Life Scale (SWL), and a biographical questionnaire. The measuring instruments were translated into Afrikaans which is the language mostly used by the target population. Four articles explained the study through a brief literature review and empirical study in each. Factor analyses were done to determine construct validity, and Cronbach's alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Descriptive statistics was used to analyse the data and Pearson product moment correlation coefficient as well as regressions, MANOVA and ANOVA was done to determine relationships between variables. Hierarchical regression was performed to test for moderation and mediation. JIS, GHQ, HS and SWLS confirmed their structural models and proved good internal consistencies. Gender, cultural group and qualification were found to have statistically significant influence on job insecurity. Females regarded the importance of job features and importance of changes to total job higher than their male colleagues. The cultural group 'other' indicated higher levels of job insecurity with regard to likelihood to loose a job feature. This fear was also experienced by participants with a qualification Grade 7 and lower as well as likelihood to changes in total job. No correlation was found between job insecurity and general health, but job insecurity did show correlations with engagement and hope. Hope and happiness were also positively correlated and hope was found to predict happiness. Hope did not moderate the job insecurity general health relationship, but did moderate the relationship between job insecurity and engagement. Hope explained 7% of the variance in general health and 14% of the variance in engagement. Happiness moderated the effect of job insecurity on general health but not of job insecurity on engagement. Happiness also showed a main effect of 13% on general health and predicted 10% of the variance in engagement. When tested, a partial mediation of happiness on the relationship between job insecurity and engagement was found. Recommendations for the organisation and future research were made.
Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
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Dharani, Babar. "Organizational lifecycle and happiness at work: investigating best-fit for employees based on their locus of control expectancy." Doctoral thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30537.

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Happiness at work is an umbrella concept including the constructs of: job satisfaction, affective organizational commitment and engagement. A major contributor to happiness at work is personorganization fit. Distinct organizational characteristics are identified in studies of organizational development, and concludes that organizations follow a set path of development ˗˗ the organization’s lifecycle. Regarding new departments to be like new organizations; the research investigated the position of the department in the organizational life cycle and level of happiness at work of the employees, conducted in 35 departments in one of the largest 10 accounting firms, in South Africa. Firstly, a questionnaire to assess the position of the department in the business life cycle was completed by the partners of the firm for each department. Following this, an abbreviated questionnaire to test locus of control, and constructs contributing to happiness at work, namely: job in general scale, Meyer’s affective organizational commitment, and abbreviated Utrecht work engagement scale of job engagement was completed by the employees in the departments. Data analysis entailed testing correlations of each construct using Spearman Rank Order Correlation and revealed a negative, statistically significant relationship between stage of development of the department and affective job commitment and job satisfaction at 5% level, and at 1% level significance for job engagement. Nonetheless, β values revealed a weak relationship. Investigating the relationship using hierarchical regression for locus of control as a moderator revealed enhanced predictability of the model concluding locus of control as a moderator to the relationship, but did not enhance the relationship β values to a strong level. Investigating the relationship further, the participants were split into 0-4 for internals, 4-7 for bi-locals, and 7-11 for externals. This revealed strengthened relationship for internals to a moderate level, at 5% significance, for job satisfaction and job engagement (driven by vigor), and to a strong level at 1% significance level between all constructs of happiness at work for externals. No relationship existed for any construct or components of happiness at work for those with a balanced locus of control. The above is explained by the fact that externals with their belief that their happiness is dependent on factors outside their personal control, either with: powerful others, chance or luck, fate, or attributed to complexity of the world, sensitive to the departmental characteristics to their happiness at work, such as proximity to leaders. The preference towards earlier stages in the organizational life cycle persists for internals, but is explained due to the fact that departments in early stages of development possibly allow them the chance for taking control, and provide reinforcements to their own actions. The resilience of a balanced locus of control is evident that showed no correlation between the position of the department in the organizational life cycle and happiness at work. This is supported by this research that subjective well-being measured through satisfaction with life scale is highest for those with a balanced locus of control expectancy, highlighting their ability to leverage strengths of both polar opposite expectancies to ensure happiness at work. 3 Exploring themes emerging using the open-ended enquiry in the survey from the respondents revealed antecedents for happiness at work which align well with current research on the enablers of job satisfaction. Separating the themes based on employees’ locus of control expectanciesreveal positive attitude of workload by internals, and higher importance of leadership for externals and internals than for those with a balanced locus of control expectancy. This is possibly explained by the fact that externals’ dependency on powerful others; thus, allowing their level of happiness to also be dictated by leaders. On the contrary, internals attributed to harness leadership qualities, also ranked leadership to great importance to their happiness at work, but expressed demands from the leaders. It appears that a balance of the two expectancies allows for a limitation to dependence on the leadership, and also a limit towards the demands from them, making it less important an enabler to their level of happiness at work. Similarly, the in respect of training and learning from the job, internals with lack of trust leading to an inability to benefit from others’ strengths, and difficulties working in groups and with other people due to possible narcissistic behaviour express their frustration of lack of training of others, while externals and bilocals draw a clear link between self-learning and their own happiness at work. In reference to career, the concerns raised relate to being placed in a department which does not fulfil the individual’s future aspirations. Due to the lack of proactivity associated with externals, the comments are only observed from employees with an internal or a balanced locus of control expectancy. Concerns about pay arose from internals and externals, but not from those with a balanced locus of control expectancy (Staw and Ross 1985). Once again, analysis of the responses reveals a difference in the nature of the concern by the two poles of the expectancy. The importance of pay as a response to the work is demanded by internals, while importance of pay to externals is for fulfilling their needs as demanded from a powerful other. Similar to pay, the attribution of happiness at work to one’s own personality is only noted from internals and externals. There are mild hints that internals allude towards higher self-esteem leading to a belief that higher pay is deserved, while externals appear to present it as learnt behaviour rather than a fundamental core belief or personality trait. The inductive study highlights that while the relationship between position of the department in the organizational life cycle and happiness at work is negatively correlated for both internals and externals, the reasonings for the preference towards departments in early stages of development differ greatly. In respect of the resilience of balanced locus of control expectancy, how this generalized expectancy exists (as a sum of situation specific expectancies) is challenged, along with linearity assumption of this core self-evaluation personality trait. This presents a challenge to existing understanding of the balanced locus of control expectancy requiring further research.
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Stevens, Josslyn. "The relative importance of happiness, job satisfaction and affective commitment in predicting intention to quit among South Africa employees." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13748.

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This research study presents the relative importance of subjective wellbeing (SWB), together with job satisfaction, and affective commitment in the prediction of intention to quit among South African employees (N = 134). In particular this study considered whether SWB contributes to the positive organisational behaviour domain in relation to intention to quit. Both male and female participants of varying age and ethnicity were examined from multiple organisations in South Africa. Data were collected using online surveys whereby participants completed four short Likert-type scales, namely, the orientations to happiness scale, affective commitment scale, job satisfaction scale, and turnover intention scale (or TIS-6). Relative weights analysis (RWA) results indicated that the predictive contribution of job satisfaction was the largest, followed by affective commitment, and then SWB, which did not appear to be a relatively important predictor of intention to quit. Hierarchical multiple regression analysis revealed that SWB explained a small amount of additional variance in intention to quit over and above that explained by job satisfaction and affective commitment. Implications and recommendations for future studies are discussed.
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Books on the topic "Employee happiness"

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The seed: Finding purpose and happiness in life and work. Hoboken, N.J: Wiley, 2011.

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Thomas, Beth. Powered by happy: How to get and stay happy at work (boost performance, increase success, and transform your workday). Naperville, Ill: Sourcebooks, 2010.

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Thomas, Beth. Powered by happy: How to get and stay happy at work (and boost performance, increase success, and transform your workday). Naperville, Ill: Sourcebooks, 2010.

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Powered by happy: How to get and stay happy at work (boost performance, increase success, and transform your workday). Naperville, Ill: Sourcebooks, 2010.

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The complete idiot's guide to leadership. New York, NY: Alpha Books, 1998.

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The complete idiot's guide to leadership. 2nd ed. Indianapolis, IN: Alpha Books, 2000.

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1959-, Earley Dave, ed. Praying for your job: Prosperity, fulfillment, happiness. Shippensburg, Pa: Destiny Image Pub., 2011.

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Pryce-Jones, Jessica. Happiness at work: Maximizing your psychological capital for success. Malden, MA: Wiley-Blackwell, 2010.

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Pryce-Jones, Jessica. Happiness at work: Maximizing your psychological capital for success. Malden, MA: Wiley-Blackwell, 2010.

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Blanchflower, David. Entrepreneurship, happiness and supernormal returns: Evidence from Britain and the US. Cambridge, MA: National Bureau of Economic Research, 1992.

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Book chapters on the topic "Employee happiness"

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Dahiya, Rinki. "Enhancing Employee Happiness." In Employer Branding for Competitive Advantage, 157–69. Boca Raton : CRC Press, 2021. | Series: Information technology, management and operations research practices: CRC Press, 2021. http://dx.doi.org/10.4324/9781003127826-10.

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Dahiya, Rinki. "Enhancing Employee Happiness." In Employer Branding for Competitive Advantage, 157–69. Boca Raton : CRC Press, 2021. | Series: Information technology, management and operations research practices: CRC Press, 2021. http://dx.doi.org/10.1201/9781003127826-10.

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Othman, Abdul Kadir, Zamalia Mahmud, Sheeren Noranee, and Fauziah Noordin. "Measuring Employee Happiness: Analyzing the Dimensionality of Employee Engagement." In Advances in Intelligent Systems and Computing, 863–69. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-8612-0_90.

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Alameeri, Khadija, Muhammad Alshurideh, Barween Al Kurdi, and Said A. Salloum. "The Effect of Work Environment Happiness on Employee Leadership." In Advances in Intelligent Systems and Computing, 668–80. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58669-0_60.

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Dean, Debra J. "Soulful Work for Happy Employees." In The Routledge Companion to Happiness at Work, 110–22. 1 Edition. | New York : Routledge, 2020. | Series: Routledge companions in business, management and accounting: Routledge, 2020. http://dx.doi.org/10.4324/9780429294426-11.

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Siu, Oi-ling, S. L. Chow, David R. Phillips, and Lin Lin. "An Exploratory Study of Resilience Among Hong Kong Employees: Ways to Happiness." In Happiness and Public Policy, 209–20. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230288027_10.

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Mutuku, Sarah M., Miriam M. Mutuku-Kioko, and Paul S. Kioko. "The Influence of Religion on Employees’ Sense of Happiness." In The Routledge Companion to Happiness at Work, 164–73. 1 Edition. | New York : Routledge, 2020. | Series: Routledge companions in business, management and accounting: Routledge, 2020. http://dx.doi.org/10.4324/9780429294426-16.

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Andujar, Marvin, Anton Nijholt, and Juan E. Gilbert. "Designing a Humorous Workplace: Improving and Retaining Employee’s Happiness." In Advances in Intelligent Systems and Computing, 683–93. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-41661-8_66.

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Dahiya, Rinki, and Santosh Rangnekar. "Employee Happiness a Valuable Tool to Drive Organisations." In Advances in Business Information Systems and Analytics, 24–54. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-4038-0.ch002.

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Are your employees happy? How happy are they? Does happiness really matter? It is well said that when people are monetarily capitalized, they want a return, and when people are emotionally devoted, they want to contribute. In organisations, emotions are imperative. Emotions, whether positive or negative, drive our behaviour, especially at the workplace where the contribution of each employee is an asset to the organisation. So, the query arises, Can organisations employ positive emotional contagion to change the behaviour of individuals to do what they want? This chapter emphasizes a new ground that happiness is having critical importance in today's parlance to both employees and employers. This chapter presents a snapshot of various definitions, theories, findings of various studies, causes, and consequences of happiness and unhappiness in the organisation and how the happiness can be nurtured or improved at the workplace.
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"Happiness at Work: The Principles of Hedonic Persuasion." In Principled Persuasion in Employee Communication, 67–80. Routledge, 2016. http://dx.doi.org/10.4324/9781315246093-11.

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Conference papers on the topic "Employee happiness"

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KRUJA (DEMNERI), Alba, and Marjonela JAUPI. "WORK LIFE BALANCE & BANKING SECTOR EMPLOYEE SATISFACTION." In Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2020. http://dx.doi.org/10.31108/7.2020.35.

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Zhao, Qing, and Qingquan Pan. "Research on Employee Happiness and its Influence Effect." In Proceedings of the 1st International Conference on Business, Economics, Management Science (BEMS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/bems-19.2019.55.

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"Does Organizational Climate Affects on Employee Happiness Among Lecturer in Indonesia?" In ABLE-18, ICLHESS-18 & MLEIS-18. Dignified Researchers Publication (DiRPUB), 2018. http://dx.doi.org/10.15242/dirpub.dirh0118039.

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Ravina-Ripoll, Rafael, Estela Nunez-Barriopedro, Richard David Evans, and Eduardo Ahumada-Tello. "Employee Happiness in the Industry 4.0 Era: Insights from the Spanish Industrial Sector." In 2019 IEEE Technology & Engineering Management Conference (TEMSCON). IEEE, 2019. http://dx.doi.org/10.1109/temscon.2019.8813623.

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"The Role of Employee Work Happiness towards Innovative Work Behavior Among Lecturers in Indonesia." In ABLE-18, ICLHESS-18 & MLEIS-18. Dignified Researchers Publication (DiRPUB), 2018. http://dx.doi.org/10.15242/dirpub.dirh0118038.

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Seaton, Simon, Thomas Jelley, and Daphné Carthy. "Improving Employee Wellbeing through a Five-Phase Psychological Model to Reduce Risk and Improve Performance." In SPE/IADC International Drilling Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/204036-ms.

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Abstract In its latest US Oil & Gas workplace safety report, the American Petroleum Institute (API) noted that the industry's incidence rate has decreased by 41% since 2008 due to an increased focus on the industry-wide goal of zero incidents (American Petroleum Institute, 2020). However, there continues to be a significant number of serious incidents directly related to human behaviours rather than a lack of control or processes. In a high-risk environment such as Oil & Gas sites, onshore or offshore, it is imperative to have a healthy workforce - both physically and mentally - and there is a link between worker wellbeing, stress, overall performance, and safety attitudes. Many segments of the Oil & Gas industry require workers to leave home and family for extended periods, and this can have a significant impact on an employee's psychological wellbeing. This paper aims to inform individuals and organisations so they can better understand the effects of the experience of being away and increase the chances of maintaining their workers’ psychological wellbeing. A five-phase model - from preparing to leave home through to being back at home - has been developed in consultation with academics, trade unions, expert insight from oil and gas, military and education sector perspectives. This model offers a new and practical way to think about and manage potential adverse impacts on psychological wellbeing while away in order to reduce risk. It was first set out by Seaton and Jelley (2015) and additional research has since been completed with new data that demonstrates the impact of the five-phase model. The five-phase model has been tested among international students at universities in the UK (Smith, Smith and Jelley 2018) and in 2019 among foreign workers at an on-shore location in the United Arab Emirates (UAE). Consistent with findings in the university context, the results of the latest field research suggest that greater use of strategies to cope with working away from home is associated with (a) greater positive wellbeing (happiness, life satisfaction) in life generally (b) a better quality of working life (c) more efficient operational performance.
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Qubaisi, Hamda Sanad AL. "Happiness Affecting the Workplace Environment and Employees Wellbeing." In Abu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/188662-ms.

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Araújo, Patrícia. "Organizational Happiness New Horizons: Human's Work Future, Employer-Branding And Cho's-Chief Happiness Officers." In 11th International Conference on Education and Educational Psychology. European Publisher, 2020. http://dx.doi.org/10.15405/epiceepsy.20111.17.

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Qu, Guoli, Lihui Liu, and Rui Sang. "Research on the Relevancy of Employees' Self-Concept and Occupational Happiness." In 2016 International Conference on Economy, Management and Education Technology. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icemet-16.2016.121.

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Cheremisova, Irina V. "Gender Specificity Of The Subjective Ideas About Happiness Of Educational Institution Employees." In Dialogue of Cultures - Culture of Dialogue: from Conflicting to Understanding. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.03.114.

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Reports on the topic "Employee happiness"

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Matsuo, Hideko, and Koen Matthijs. The life course and subjective well-being across generations – an analysis based on cross-national surveys (2002–2016). Verlag der Österreichischen Akademie der Wissenschaften, July 2021. http://dx.doi.org/10.1553/populationyearbook2021.res4.2.

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This paper identifies subjective well-being trajectories through happiness measures as influenced by time, socio-economic, demographic and behavioural determinants. Hierarchical age-period-cohort models are applied to European Social Survey (2002–2016) data on the population aged 30 and older in 10 countries. A U-shaped relationship between age and happiness is found for some countries, but a rather flat pattern and considerable diversity beyond age 80 are detected for other countries. Lower happiness levels are found for baby boomers (1945–1964) than for preboomers and post-boomers, and also for late boomers (1955–1964) than for early boomers (1945–1954). Women, highly educated and native people are shown to have higher happiness levels than men, less educated and non-native people, respectively. Moreover, a positive assessment of income, having a partner, and being a parent, in good health, employed and socially active are all found to have a positive impact on happiness levels. We find evidence of gaps in happiness levels due to differences in socio-economic characteristics over the life course in some, but not in all of the countries analysed.
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How Prosocial Goals Promote Employee Happiness. IEDP Ideas for Leaders, July 2013. http://dx.doi.org/10.13007/163.

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http://www.ideasforleaders.com/ideas/happiness-at-work-how-daily-reminders-improve-employee-morale. IEDP Ideas for Leaders, June 2014. http://dx.doi.org/10.13007/410.

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