Happiness and well-being at work

Treball final de Grau en Administració d’Empreses. Codi: AE1049. Curs acadèmic 2015-2016The 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

Women at work: work family conflict and well being

Many women have diverted from their traditional single role as home makers who are financially dependent on their husbands to the double roles of being home makers and wage earners. In fitting into their second role as wage earners, women are often confronted with their main challenge of balancing work and family. This study looked into the work conditions of employed women, namely time at work, workload, conflicts at work, and the lack of support at work, as well as family conditions such as the number of children, presence of young children and lack of support at home, and work-family conflict. This study determined the effects of the predictors on employed women’s well-being. The participants of this study were limited to women secretaries/clerks who are married with children in the Klang Valley. The research was conducted using the survey method of questionnaire and the data was analysed using the SPSS (Statistical Package for the Social Sciences). In conclusion, this study found that the above mentioned predictors, namely work conditions, family conditions and work-family conflict did affect employed women’s well-being; these predictors affected them in different ways including psychological distress, physical health symptoms and low job satisfaction

Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach

The practice of remote e-working, which involves work conducted at anyplace, anytime, using technology, is on the increase. The aim of this systematic literature review is to gain a deeper understanding ofthe association between remote e-working, within knowledge workers, and the five dimensions of well-being at work: affective, cognitive, social, professional, and psychosomatic. Sixty-three studies employingquantitative, qualitative and mixed-method designs have been included in the review. Findings indicate that we know more about remote e-workers’ affective state and their social and professional life than we know about their cognitive functioning and psychosomatic conditions. Whilst the research indicates a positive focus there are some negative aspects of this way of working which are highlighted within this review; such as social and professional isolation, and perceived threats in professional advancement. This review may be of great importance for academics, to continue the theoretical advancement of research into remote e-working, and practitioners, to implement and manage remote e-working attitudes and policies more effectively

Well-being at work in agriculture

Special edition 2015201

Democracy at Work: Moving Beyond Elections to Improve Well-Being

How does democracy work to improve well-being? In this paper, we disentangle the component parts of democratic practice—elections, civic participation, expansion of social provisioning, local administrative capacity—to identify their relationship with well-being. Our analysis of an original dataset covering over 5,550 Brazilian municipalities demonstrates that competitive elections alone do not explain variation in infant mortality rates, one outcome associated with well-being. We move beyond elections to show how participatory institutions, social programs, and local state capacity can interact to buttress one another and reduce infant mortality rates. The result is a new understanding of how different aspects of democracy work together to improve a key feature of human development

The Impact of Matching Mission Preferences on Well-being at Work

__Abstract__ A recent literature in economics assumes that workers differ in their mission preferences. These studies predict a premium on the matching of mission preferences between a worker and employer. This paper uses data from the Dutch LISS panel to examine this prediction for government workers. Results show that government workers whose political preferences match those of the political parties in office are more satisfied with the type of work they do as compared to government workers whose political preferences do not match. A match of political preferences has no effect on the job satisfaction of workers outside the government sector

Trust in the Development of Labor Relations and Well-being at Work

The paper studies the interconnection between the concepts of social and labor relations, the quality of working life and well-being at work. We reviewed a wide range of works, the authors of which had come to the understanding of the role of trust in the social and human sciences. It is shown that trust is the basic phenomenon underlying all the concepts mentioned. The method of content analysis was used to analyze the role of trust in formation of social and labor relations and well-being at work at different stages of an organization's life cycle. The application of content analysis in the theoretical concept of Adizes' life-cycle model allowed us to prove that the «trust» factor plays an important role at every stage of an organization's life cycle, defining its features. Its presence leads to the development of organization, but the lack of «trust» destroys it. It is shown that the features of current phase of an organization's life cycle influences the conditions of social and labor relations, the quality of working life and the level of well-being

Relationships between exercise and three components of mental well-being in corporate employees

Objectives: The main purpose of the present study was to examine the relationships between exercise participation and three components of mental well-being (physical self, work-related, and global) in a sample of corporate employees. As a subsidiary and exploratory question, we also examined whether these well-being components are more strongly related to structured exercise participation scores compared to total levels of physical activity. Design: Cross-sectional survey. Method: The participants were 312 employees from an information technology company (nZ204 males and nZ108 females). Structural equation modelling was used to examine links between exercise participation and the three well-being components within a hierarchical framework, featuring global well-being constructs at the apex and specific elements of well-being at lower levels. Results: Support was found for the a priori model in that there were direct paths from exercise to physical self and enthusiasm at work. Furthermore, there were indirect paths between exercise and global well-being components through measures of the physical self and enthusiasm at work. The results of an alternative model using physical activity as opposed to exercise were generally similar. Conclusion: The support found for the exercise and well-being model indicates that exercise is associated directly and indirectly with high well-being in various facets of employees’ lives. Thus, this study extends previous research that has examined associations between exercise and isolated indicators of employee well-being. Finally, the results pertaining to physical activity suggest that workplace exercise promotion programmes should incorporate and promote lifestyle physical activity