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Objective: This study aims to conduct a literature review and meta-analysis on the use of Happiness Management strategies in internal communication. The objective was to extract theoretical constructs of dimensions and indicators for the development of a guide for its application, validated by a panel of experts. Methods: A systematic literature review and meta-analysis was performed under the protocol of the PRISMA Extension Guide of articles indexed in the Scopus database (2019–2024). The total number of extracted documents (n = 479) was screened based on the inclusion criteria, and the sample was delimited by 49 studies. Subsequently, after reading and analyzing the research, the dimensions and indicators of internal communication from a Happiness Management perspective were clustered. This guide was submitted to a panel of 13 experts who determined the reliability and validity of the construct and content using the Content Validity Index (CVI). Results: The dimensions and indicators emerging from the literature were validated with an average ( X ¯ ) of 3.36/4, achieving a level of inter-judge agreement (CVI) of 0.86, an excellent agreement of 86%, and an average score of 2.90/4 (high). The guide was composed of 9 dimensions of internal communication: Attitudes of the leader, employer or supervisor, Climate and communication policies, Feedback and recognition, Organizational environment and structures, Peer and informal communication, Organizational culture and business perspective, Employee-organization relationship, Communication media and platforms, and Employee attitudes, which brought together 103 variables. These dimensions were then reorganized into the three macro-dimensions of the Happiness Management philosophy: (1) active construction of a healthy work environment and well-being, (2) formation of employees' positive personality, and (3) active emotional experience during the working day to build the internal communication development guide from the Happiness Management perspective. Conclusions: Integrating Happiness Management into internal communication can significantly enhance employee well-being and organizational effectiveness. The validated framework provides a detailed guide for aligning internal communication strategies with the Happiness Management principles. [ABSTRACT FROM AUTHOR]

Abstract Objective This study aims to conduct a literature review and meta-analysis on the use of Happiness Management strategies in internal communication. The objective was to extract theoretical constructs of dimensions and indicators for the development of a guide for its application, validated by a panel of experts. Methods A systematic literature review and meta-analysis was performed under the protocol of the PRISMA Extension Guide of articles indexed in the Scopus database (2019–2024). The total number of extracted documents (n = 479) was screened based on the inclusion criteria, and the sample was delimited by 49 studies. Subsequently, after reading and analyzing the research, the dimensions and indicators of internal communication from a Happiness Management perspective were clustered. This guide was submitted to a panel of 13 experts who determined the reliability and validity of the construct and content using the Content Validity Index (CVI). Results The dimensions and indicators emerging from the literature were validated with an average ( $$\overline{\mathrm X}$$ X ¯ ) of 3.36/4, achieving a level of inter-judge agreement (CVI) of 0.86, an excellent agreement of 86%, and an average score of 2.90/4 (high). The guide was composed of 9 dimensions of internal communication: Attitudes of the leader, employer or supervisor, Climate and communication policies, Feedback and recognition, Organizational environment and structures, Peer and informal communication, Organizational culture and business perspective, Employee-organization relationship, Communication media and platforms, and Employee attitudes, which brought together 103 variables. These dimensions were then reorganized into the three macro-dimensions of the Happiness Management philosophy: (1) active construction of a healthy work environment and well-being, (2) formation of employees’ positive personality, and (3) active emotional experience during the working day to build the internal communication development guide from the Happiness Management perspective. Conclusions Integrating Happiness Management into internal communication can significantly enhance employee well-being and organizational effectiveness. The validated framework provides a detailed guide for aligning internal communication strategies with the Happiness Management principles.

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction. [ABSTRACT FROM AUTHOR]

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

The paper aims at investigating the relationship between HRM practices on the psychological well-being of employees. This research is explanatory in nature and deductive approach is being employed. This study used a survey questionnaire to gather information from the respondents on a Likert scale. For data analysis, SPSS was used. The target population for the study was the employees currently working in the private sector banks in Pakistan specifically Islamic banks. The outcomes of the studies show that there is a significant impact of all sustainable human resource management practices including sustainable recruitment and selection, sustainable training and development, and sustainable career planning except sustainable performance appraisal on the psychological well-being of employees. The outcomes of this research are specific to Islamic banks, so other organizations can only use them as guidance. Banking sectors need to recognize that sustainable HRM greatly affects the psychological wellbeing of employees. Human resource management in the organization must understand that having sustainable practices is crucial for promoting higher levels of psychological well-being among employees. [ABSTRACT FROM AUTHOR]

The present study investigates the impact of ethical leadership on the psychological well-being of employees within service sector firms located in Lahore, Pakistan. The current study examined the mediating role of organizational identification. The present study employs strata that are determined by sector and employee level, as it is limited to white-collar workers who possess the ability to provide insights on ethical leadership. The data obtained from a sample of 230 participants was subjected to analysis. The data analysis encompassed various statistical techniques, such as frequency analysis, descriptive analysis, correlation analysis and regression analysis. There was a significant correlation observed among the study variables. The impact of ethical leadership extends to the mental well-being of employees. The concept of organizational identification also serves as a mediator in their interaction. Given the study's specific focus on service sector companies, its findings hold significant implications for local industries, particularly the service industry. In the concluding remarks of the study, it is suggested that future researchers may address the limitations identified in this research. [ABSTRACT FROM AUTHOR]

The mental health of employees has become important for the organizations as better psychological health of employees yield positive outcomes for individual as well as for the organizations. The psychological well-being and psychological distress among employees of State Bank of India in district Mandi (HP) has been investigated in current study. The study further examined the gender differences pertaining to psychological well-being and psychological distress. The findings reported that employees experience moderate anxiety, depression and loss of emotional/behavioural control while the indicators positive affect, emotional ties and life satisfaction are slightly higher side of the prescribed score range indicating slightly positive state of mental health. The results on gender difference have shown that males experience slightly higher anxiety and depression as compared to females, however on the component loss of behavioural control/emotional control males have been higher than females. The positive affect and emotional ties have been higher in females, but on life satisfaction males have been noted to be higher. The psychological distress is higher in male and lower in female employees while psychological well being is more in females than males. The effect of gender is found to be statistical significant only for component depression of mental health and non-significant for psychological distress and psychological well-being. [ABSTRACT FROM AUTHOR]