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This study examines the impact of financial well-being on happiness levels at work among academics in the Faculty of Pharmacy. The research employs a quantitative approach, utilizing an online survey to collect data from 209 participants working at foundation and public universities in Istanbul. The survey, based on a 5-point Likert scale, measures financial well-being and happiness levels at work. The significance of this research lies in its contribution to understanding the dynamics between financial well-being and workplace happiness, an area underexplored in the literature. Regression analysis reveals a significant and negative relationship between financial well-being and happiness at work. The R-square value (14.6%) indicates that financial well-being explains a limited portion of the variance in happiness levels, suggesting the presence of other influential factors. These findings underscore the importance of financial well-being in enhancing overall workplace happiness. Organizations are encouraged to develop strategies that address employees' financial concerns, thereby fostering a more productive and satisfied workforce. This study contributes to the broader discourse on work psychology by highlighting the critical role of financial stability in achieving workplace happiness. [ABSTRACT FROM AUTHOR]

In today's globalized world, workplace happiness is an increasingly important concern for many organizations, as it has a direct impact on employee productivity and well-being. An inclusive and equitable work environment plays a significant role in creating conditions that support employees' emotional and intellectual engagement, as well as providing emotional rewards that can increase their happiness. This research aims to analyze the impact of Perceived Inclusion Climate for Leader Diversity (PICLD), Organizational Justice, Employee Engagement, and Emotional Rewards on Workplace Happiness. Using a quantitative approach and survey method, data was collected from 248 employees working in various companies in Indonesia. The results showed that PICLD has a positive and significant influence on perceptions of workplace justice, which in turn increases employee engagement and emotional rewards. Employees who perceive fair treatment are more engaged and receive emotional rewards that improve their well-being. Employee engagement and emotional rewards are shown to have a positive impact on workplace happiness, so employees who feel emotionally rewarded tend to be more satisfied and happy. The implications of this research emphasize the importance of creating an inclusive, fair and supportive work environment to increase employee engagement, emotional well-being and happiness at work. [ABSTRACT FROM AUTHOR]

Introduction: How to make work life increasingly meaningful and ensuring that business actions aim at improving quality of life is a trending topic. Yet, it has not often been studied within architectural firms, that play a crucial role in achieving sustainable development goals, especially those related to equity, equality, and the creation of pleasant work environments. This study aims to identify whether there are gender differences in the perception and levels of workplace happiness of individuals working within architectural companies in Valencia (Spain). Methods: A mixed methodology based on qualitative and quantitative data has been applied with a sample of 201 workers from 60 practices. Results: Participants perceive themselves as flourishing and quite happy at work. Yet, there are gender differences in the factors that motivate workplace happiness. While women prioritize the work environment, their colleagues and teams, men point out to career development. Thus, recognition, appreciation, feeling valued and goals and achievements are among the main drivers of men's workplace happiness. In addition, women tend to experience negative emotions such as anxiety, anger, or sadness more frequently than men. Given these results, architectural companies face a considerable challenge. Discussion: The research examines the relationship between workplace happiness and social sustainability in architectural firms, highlighting the importance of human capital for competitiveness. To promote sustainability and well-being at work, it is crucial to understand how organizational decisions impact employee well-being and to know the differences in perceptions of workplace happiness between men and women. This analysis may be of interest to the architectural firms object of this research. [ABSTRACT FROM AUTHOR]

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Happiness is a socially constructed psychological state, where being happy is feeling positive emotions in the here and now, but with long-term meaning and purpose. When considering the centrality of work in people's lives, it is paramount to understand the valued aspects of building happiness at work. This study aimed to validate the short version of the Happiness at Work Inventory (HWI) using a sample of 814 Brazilian participants. For the short version, the sample was randomly divided into two subsamples. The first was used for exploratory factor analysis to test the original factor structure, resulting in a unidimensional model with 25 items. The second subsample was used for the confirmatory factor analysis. The results indicate that the short version of the HWI has good psychometric properties and is viable for future research with workers. [ABSTRACT FROM AUTHOR]

BACKGROUND: Higher education industry has seen a dramatic shift in the new normal. Given that, the present study proposes learning organization as a predictor of happiness of teachers and the academic administrators because happiness is vital to enhancing performance during unprecedented times. OBJECTIVE: Drawing on the resource based view (RBV) and ability, motivation and opportunity (AMO) framework, this research aims to investigate workplace happiness of university-level educators in the post-pandemic era. It proposes learning organization as a determinant of happiness at work through indirect path of perceived organizational support. Furthermore, it also proposes moderation of achievement motivation between learning organization and workplace happiness. METHODS: Using simple random sampling, data were collected through survey questionnaire from 172 staff and faculty members of universities/HEIs in Sindh, Pakistan. The study employed structural equation modeling through SmartPLS for data analysis. RESULTS: The study findings suggest that learning organization indirectly predicts happiness at work through perceived organizational support. However, moderation of employee achievement motivation could not be supported. CONCLUSION: Applying learning organization model and utilizing AMO and RBV theories, the study offers implications from theoretical and managerial perspectives. It proposes a holistic framework for achieving workplace happiness amidst post-COVID era. The study recommends that during times of uncertainty, the universities/HEIs may implement the model of learning organization as a strategic tool to foster happiness at work. It could result in a satisfied, committed and engaged workforce. Limitations and future research areas are discussed. [ABSTRACT FROM AUTHOR]

Happiness is important in maintaining the stability of human resources, including in the educational sector. However, studies on happiness at work are still neglected. In the organizational scale, the discussion on happiness is compelling as it relates to work achievement or productivity. Moreover, studies on factors affecting happiness at work are still limited, especially in teachers who work under the auspices of Muhammadiyah. The present study determines the influence of work passion, servant leadership, and perceived organizational support on teachers' levels of happiness in the workplace. The study used quantitative research with a correlation method. The research population is the teachers of 54 Muhammadiyah schools in Yogyakarta. The sample was determined using proportional cluster random sampling with 28 schools and 263 teachers. The instruments evaluated were work passion (α=0.975), servant leadership (α=0.952), perceived organizational support (α=0.869), and happiness at work scales (α=0.877). The data were analyzed using multiple regression analysis. The results showed that work passion, perceived organizational support, and servant leadership influence Muhammadiyah teachers' happiness at work in Yogyakarta. The teachers' personal factors (work passion) and organizational factors (principal leadership style) at work are essential to pay attention to in order to increase teachers' happiness.

How does a mismatch between management and cultural norms lead to decreased engagement and productivity? Within both Germanic and Mediterranean cultural spheres, trust dynamics mirror deeply ingrained kinship patterns, which evolve slowly over time. The inclination to trust within one's own kin group is notably stronger among Mediterranean populations compared to their Germanic counterparts. Even as these populations migrated to regions such as Latin America and the United States, the distinct trust patterns persist. Germanic managerial methodologies rely heavily on trust‐based behaviors inherent to Germanic cultures, which may not find resonance within the Mediterranean cultural context. Consequently, such managerial approaches often prove less effective within Mediterranean clusters. In contrast, management practices that prioritize kinship dynamics, commonly seen among Mediterranean peoples, foster an environment of trust, teamwork, and a sense of collective responsibility. This approach necessitates fewer bureaucratic controls and cultivates heightened levels of engagement and performance in the workplace. These assertions draw from a synthesis of historical accounts, business literature, anthropological studies, as well as empirical evidence from sources such as the World Values Survey Wave 6 data and field research conducted over a 2‐year period within a Brazilian samba school setting. [ABSTRACT FROM AUTHOR]

In recent times, there has been a growing interest in corporate social responsibility (CSR) practices that focus on employees, with an increasing emphasis on investigating employees' experiences of CSR in relation to their happiness. The purpose of this study is to explore employee‐centric CSR initiatives with the aim of identifying the elements stimulating happiness at work (HAW). To accomplish this, we adopt a non‐linear and data‐driven approach to analyze self‐reported data from 441 employees across 21 small and medium‐sized enterprises spanning various industries. The analysis brings to light 5 E(lements) of employee‐centric CSR: envisioning, related to personal and organizational value orientation; equity, related to definition and distribution of rewards; empowerment, related to career development and professional growth; experimentation, related to innovative tasks and organizational forms; and empathy, related to a supportive workplace and coworkers' network. These 5 E(lements) serve as stimuli for HAW in different ways: envisioning, empowerment, and experimentation play a major role in promoting employees' happiness and underscore the importance of initiatives related to shared values, inclusivity, and innovative work practices. Thus, this study sheds light on the influence of employee‐centric CSR in promoting HAW and on effective strategies that may contribute to achieving Sustainable Development Goals targets. [ABSTRACT FROM AUTHOR]

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Purpose: The objective of this research was to analyze the effect of subjective well-being on successful organizational management through the study and measurement of the variables: quality of work life, job satisfaction and happiness at work. Design/methodology/approach: This research has a positivist or quantitative approach of a correlational type at a descriptive level and corresponds to a population sample of 302 workers randomly selected from a total of nine hundred collaborators hired by the Universities of Barranquilla, Colombia. Findings: In order to predict the behavior of a dependent variable based on other independent variables, the multiple regression model was used, so the statistical data indicate that subjective well-being index can increase or decrease in organizations and derives from the perception of quality of work life of employees. In this research, job satisfaction was the factor with the highest score, followed by the quality of work life variable, then happiness at work, and due to these factors, subjective Wellbeing at work is generated. The conclusions of the research denote the importance for organizational management to know the perception of workers. The data generated through this measurement will allow companies to personalize their work well-being programs, and to invest better in their logistical and human economic resources, as well as how to create business strategies that promote higher levels of commitment and work productivity, this diagnostic measurement model helps human talent areas to be more aligned with the real needs and expectations of employees. The analysis of the study concludes that the development of strategies to improve the subjective well-being of employees promotes successful organizational management. Originality/value: This research analyzes subjective well-being at work, because most of the studies carried out on this topic focus on subjective well-being from a personal perspective, emphasizing how citizens evaluate their lives in general terms. This article is focused on aspects related to the perception of workers in the work context based on the measurement of three variables in an integrated manner; In general, other research has analyzed the variables individually and related them to other aspects such as the work environment or productivity. The originality of this study lies in the integrated analysis of the three variables quality of work life, satisfaction and happiness at work as predictors of SWB at work. The data from this measurement model provides relevant information so that organizations can make better decisions regarding their policies for attraction, loyalty and retention of human capital, in this way they can design strategies, create incentive and benefit plans, according to the employee's expectations and needs. [ABSTRACT FROM AUTHOR]

Copyright of Revista Electrónica Gestión de las Personas y Tecnologías is the property of Revista Electronica Gestion de las Personas y Tecnologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

IntroductionHow to make work life increasingly meaningful and ensuring that business actions aim at improving quality of life is a trending topic. Yet, it has not often been studied within architectural firms, that play a crucial role in achieving sustainable development goals, especially those related to equity, equality, and the creation of pleasant work environments. This study aims to identify whether there are gender differences in the perception and levels of workplace happiness of individuals working within architectural companies in Valencia (Spain).MethodsA mixed methodology based on qualitative and quantitative data has been applied with a sample of 201 workers from 60 practices.ResultsParticipants perceive themselves as flourishing and quite happy at work. Yet, there are gender differences in the factors that motivate workplace happiness. While women prioritize the work environment, their colleagues and teams, men point out to career development. Thus, recognition, appreciation, feeling valued and goals and achievements are among the main drivers of men’s workplace happiness. In addition, women tend to experience negative emotions such as anxiety, anger, or sadness more frequently than men. Given these results, architectural companies face a considerable challenge.DiscussionThe research examines the relationship between workplace happiness and social sustainability in architectural firms, highlighting the importance of human capital for competitiveness. To promote sustainability and well-being at work, it is crucial to understand how organizational decisions impact employee well-being and to know the differences in perceptions of workplace happiness between men and women. This analysis may be of interest to the architectural firms object of this research.

Copyright of Mevzu is the property of Ali Sever and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Happiness is a psychological condition that is quite important for everyone, including teachers, because it can affect work behavior – individuals who are happy at work will feel satisfied at work, have better performance, and be more involved in the organization. Happiness also has an impact on student welfare and performance, can maintain a positive classroom climate and good relationships among students. This research uses a quantitative approach. The study aims to provide an overview of happiness at work for teachers based on demographic factors. The research subjects were 119 elementary, middle, and high school teachers. Research subjects were selected through accidental sampling. The data collection instrument was the happiness at work scale. The statistical analysis technique used is descriptive analysis, t-test, and product–moment correlation. The results of the analysis show that happiness in the teacher’s workplace is high, and there are differences in happiness in the workplace in terms of the level of school. There is a positive relationship between age, years of service, and happiness at work. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of five factor personality traits on happiness at work and to determine whether work-life balance has a mediating role in this interaction. In the study, data were collected from a total of 400 participants working in the public or private sector in Turkey by quota sampling method. Data from the participants were collected by questionnaire technique. When the results obtained by analyzing the data are examined, it has been determined that there is no mediating role between the research variables. On the other hand, when the sub-dimensions of the variables are examined, it is concluded that the dimensions of the work interference with personal life and the work enhancement of personal life have a partial mediation role in the interaction between emotional stability and the manager and workplace-induced happiness. When the literature was examined, no study was found in which all these variables were considered together. In addition, since all sub-dimensions of the variables were included in the analysis in detail, it is thought that this situation both makes the research unique and may contribute to filling a gap in the literature. [ABSTRACT FROM AUTHOR]

This article is an exploratory overview of research on translators' job satisfaction (JS). We analyze the data (51 articles) for indications of (1) translators' overall JS; (2) associations of overall JS with individual, job-intrinsic, job-extrinsic, societal, and background factors; (3) translators' satisfaction with job-intrinsic, job-extrinsic, and societal aspects of their work. Translators' overall JS in the data is fairly high, and it is linked to emotional intelligence, the nature of translating, autonomy, interpersonal relationships, status perceptions, working mode, gender, and experience. The translators studied are mostly happy with the job-intrinsic aspects, but their views on extrinsic and societal aspects are more divided. Gaps in research include individual factors (e.g., self-efficacy, personality traits), background factors (e.g., cultural and socio-economic differences), and the interaction of the different types of factors. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this study was to analyse the direct influence, work involvement, organizational justice, and happiness at work on the innovative work behaviour of the State Civil Apparatus (SCA), and also the role of happiness at work as a moderating variable on the influence of work involvement and organizational justice on work behaviour innovative. Aims(s) – The role of job happiness as a moderating variable on the influence of work involvement and organizational justice on the innovative work behaviour of Regional SCAs in Indonesia. Design/methodology/approach – The samples obtained were 243 SCA working in the Regional Government sector. Questionnaires were delivered directly by the research team to the respondents. The analytical method used is the structural equation model and PLS to test the hypothesis. Findings – The results of the study show that work involvement, organizational justice, and happiness at work have a direct effect on innovative work behaviour. Happiness at work cannot play a moderating role in the effect of job involvement and organizational justice on SCA innovative work behaviour. Limitations of the study and implication for managerial SCA – The limitations of this study are only focused on looking at the effect of WE, OJ, and HAW on IWB SCA. Especially the role of HAW as a moderating variable is not supported. This research contributes to social exchange theory more specifically in developing the implementation of human resource management that work involvement, organizational justice, and work happiness as multidimensional variables have been empirically proven to increase IWB SCA in local government organizations. This makes a practical contribution that empirically the level of WE, OJ, and worker happiness substantially influence their IWB.

This qualitative research with a phenomenological approach aims to analyze the needs of IAIN Curup lecturers and educational staff related to the hope of realizing happiness in the workplace. Research informants consisted of 149 lecturers and 59 educational staff. The data collection technique used semi-structured interviews and analyzed using thematic analysis, then checking the validity of the data using source triangulation. Based on the research results, it is known that in order to create happiness in the workplace, lecturers and educational staff at IAIN Curup expect improvement, maintenance, and arrangement of workplace facilities and environment, attention and support from leadership, clear SOPs for work, provision of rewards and openness in work.

Compassion fatigue is a concept used to express the feeling of exhaustion and fatigue after a while in people who constantly give emotional support or empathy to others. It is a situation especially seen in caregivers such as health workers and social workers. The nursing profession in general has characteristics such as busy working hours, constant interaction with patients, and emotional difficulties, which increase the likelihood that nurses will experience compassion fatigue and work stress. In addition, the stress and fatigue experienced also affect the happiness of nurses at work. This study was conducted to measure the effect of compassion fatigue on job stress and job stress on happiness at work. The study was carried out with the participation of 237 nurses working in a state hospital operating in Izmir. In the research; The short version of the Compassion Fatigue Scale, the Work Stress Scale, and the Happiness at Work scale were used. Correlation and regression analysis were performed using SPSS 27 and AMOS 22 programs to determine the relationships of the variables. According to the results of the analysis; It has been determined that compassion fatigue has a positive effect on work stress. When nurses experience compassion fatigue, they also tend to experience intense work stress. In addition, it has been determined that job stress has a negative effect on happiness at work. Nurses state that they are less happy at work when they experience job stress. Nurses have great responsibilities in increasing the efficiency and quality of patient care in health institutions. Thus, creating a healthy working environment for nurses, providing support, and meeting their emotional needs; it contributes to the increase of their happiness at work and therefore to the improvement of the quality of patient care. Working, which is one of the most basic institutions of the country, emphasizes the issue of increasing administrative activities in health institutions and offers suggestions to health managers and researchers. [ABSTRACT FROM AUTHOR]

The study aimed to analyze the association between employment liabilities, turnover and happiness at work of companies listed on B3, called Brasil, Bolsa, Balcão [B3]. Data collection was carried out through a survey that intersected 415 companies listed in [B3] and which, later, were confronted with the companies that make up the ranking of the Best Companies to Work For, prepared by Você S/A Magazine, in which is the Happiness at Work Index. Turnover and employment liabilities were defined by searching the financial statements and explanatory notes of the companies between the years 2015 to 2019. Data analysis was performed using Spearman's correlation and for the additional tests of group differences, the Cluster Analysis in the definition of clusters and the Kruskal-Wallis test to verify possible differences between groups. The findings indicated significant associations between employment liabilities, turnover and happiness at work, with an opposition between the theoretical propositions and the results obtained in this study. The results highlight the importance of observing possible effects of these variables within an organization, whether negative or positive, and the importance of disclosing these data in order to improve possible future analyses. [ABSTRACT FROM AUTHOR]

Despite continuing interest in employees' well‐being, there are still large gaps in our understanding of the mediating role this concept plays in the human resource management (HRM)–performance relationship. In addition, more insights as to how HRM is implemented by leaders are required, as studies largely center either on leadership or on HRM, with little research addressing how HRM and leadership jointly determine employees' well‐being and performance. This study examines the link between well‐being‐oriented human resource management (WBHRM) and performance in a sample of very large organizations, based on the job demands–resource model and social exchange theory. In addition, we explore the moderating role of middle managers' leadership in the relationship between WBHRM and employees' well‐being. The results reveal that engaging leadership behavior fosters genuine implementation of WBHRM and has a direct impact on employees' performance. [ABSTRACT FROM AUTHOR]

Introduction. Happiness at work is one of the components that can determine the achievement of one's success at work. Lecturers are teaching staff at the tertiary level who are an important component of the education system. Lecturers who have happiness at work will have a higher work engagement with their work, have a high concentration in doing their work, are always enthusiastic in doing all their work, and are always enthusiastic in completing all their work. The purpose of this study was to theoretically test the variables of work-family balance and work engagement on the happiness of female lecturers. Methods. This research is quantitative research with non-experimental methods. Respondents in this study consisted of 200 female lecturer respondents, who had worked for at least 1 year, had been married for at least 1 year, and had a Masters's degree. The sampling technique in this study was purposive sampling. There are three measurement tools used in this study, namely happiness at work, work-family balance, and work engagement. Results and Discussion. Retrieval of data in this study using a questionnaire in the form of google form. Testing the validity of this study using the Content Validity Ratio (CVR) which involves an expert in psychology. Data analysis in this study used multiple linear regression analysis techniques with the help of the SPSS.26 for windows program. The research results show that the hypothesis in this study is accepted. This means that the work-family balance and work engagement variables have a very significant effect on the happiness of female lecturers by 67.8%.

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: This cross-industry study from Pakistan examines the impact of high-performance work systems (HPWS) on employee happiness, career aspiration levels, and employees' ability to thrive at work. The results showed that HPWS measures like training, rewards, and involvement did indirectly improve employee happiness by enabling career aspirations and by helping employees thrive. Therefore, managers are advised to implement these practices consistently, with the aim of boosting retention, happiness, energy for work, positivity in collaboration, and innovative output among employee team communities. Originality/value: The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

AbstractHappiness at the workplace (HAW) has received growing scrutiny in the last two decades. However, little is known about the factors that determine this central organizational phenomenon. This study investigates the relationship between three organizational factors (high commitment human resources practices (HCHRPs); perceived organizational support (POS); and organizational respect for non-work (ORN)) and three personal factors (passion for work (PFW), employee psychological capital (PsyCap), and gender), and HAW as a holistic and multidimensional construct. Data obtained from 359 university professors in the United Arab Emirates was analyzed using a (PLS/SEM) to test the research hypothesis. Findings indicate that POS, HCHRPs, PFW, and PsyCap have a significant positive relationship with HAW. However, no significant relationship between ORN and HAW was found. A PLS multi-group analysis indicated that gender was not found to ameliorate these relationships. Implications of the findings, limitations and future research are discussed.

Turnover is a major concern in the information technology (IT) industry. Using affective event theory (AET) and conservation of resources (COR) theory, this study investigates how employees' emotional intelligence indirectly affects their turnover intention in India's IT industry, specifically in northern part of India, through objective career success (salary) and subjective career success (career satisfaction). Furthermore, the underlying role of employee's happiness at work between overall career success and turnover intention is investigated. Results suggest emotional intelligence to be negatively related to turnover intention via overall career success. In addition, happiness was found to be an underlying factor in the relationship between career satisfaction and turnover intention. Furthermore, perceived career opportunities within the organization is explored as an essential boundary condition in employees' decision to stay with their current employer. Finally, unique theoretical and practical contributions are offered for employers in the IT industry. [ABSTRACT FROM AUTHOR]

Perceptions of various facets of the organization, both formal and informal, can have an impact on the well-being and happiness levels of employees. However, it is unclear how individual variables such as age may moderate this relationship, especially considering the increasing focus on generational groups as an important element to consider in management within organizational contexts. The objective of this study was to determine if age moderates the impact of supervisor support on happiness at work. The variables were measured using the F7 and ECO V instruments in 727 participants from six companies in four cities in Colombia: Medellín, Bogotá, Cali, and Pereira. The results indicate that age does have a moderating effect, albeit a very low one, and this effect diminishes further as age advances. [ABSTRACT FROM AUTHOR]

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The research aims to analyze the explanatory effects of workplace happiness on employee performance and discover whether the variables were affected by cultural variations. The Italian sample, taken in July 2017 consisting of 409 responses resulted that "happiness at work" positively affects employee performance, fully mediates between job satisfaction and performance. Besides, job satisfaction indirectly associates performance only through the developer contribution of “happiness at work”. The Turkish sample, taken in January 2018 consisting of 550 responses showed the positive effect of “happiness at work” on employee performance, moderates only by the means of the interaction of job satisfaction and performance. The study provides current validation for the assumption that “Happy employees are more productive at work” and contributes to previous studies suggesting that relationships of variables can be affected by cultural characteristics. [ABSTRACT FROM AUTHOR]

Copyright of Turkiye Klinikleri Journal of Nursing Sciences is the property of Turkiye Klinikleri and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Happiness at work is an important factor in employee satisfaction, productivity and retention. This study aimed to investigate the relationship between perceived manager’s emotional intelligence and happiness at work, and whether job satisfaction and affective organizational commitment mediate this relationship.

This research aimed to study the level of organizational climate, happiness at work, and organization engagement. It included research into the relationship between organizational climate and employee happiness and engagement, as well as the direct and indirect effects of organizational climate on employee happiness and engagement. A sample of 400 employees was used. The findings revealed the following: 1) Organizational Climate (OC) directly influencing Happiness at Work (HW) had an influence coefficient of 0.92 with a statistical significance level of 0.05. 2) Organizational Climate (OC) directly influencing Organization Engagement (OE) had the influence coefficient of 0.32 with the statistical significance at the level of 0.05 and indirectly influencing Organization Engagement (OE) through Happiness at Work (HW) had the influence coefficient of 0.59 with the statistical significance at the level of 0.05. 3) Happiness at Work (HW) directly influencing Organization Engagement (OE) had an influence coefficient of 0.64 with a statistical significance level of 0.05. 4) Organizational Climate (OC) could forecast 85 percent of Happiness at Work (HW). 5) Organizational Climate (OC) and Happiness at Work (HW) could jointly forecast 89 percent of Organization Engagement (OE). Doi: 10.28991/ESJ-2023-07-02-018 Full Text: PDF

This article presents a study that aimes to determine which attributes of happiness at work are the most important for Generations X, Y and Z in Lithuania. The results of research disclosed the differences and similarities in prioritising the attributes of happiness at work of different generations.

This study aimed to examine scientific articles as the basis for a literature review on the possible Mediating Effect of Happiness at Work in the Relationship between Transformational Leadership and Job Performance in the Philippines' Business Process Outsourcing (BPO) industry. The study used a qualitative method using a literature review that applies the content of scientific articles from reputable databases such as Google Scholar and many other websites. The results of the study show that happiness at work doesn't exert a mediating relationship between transformational leadership and job performance. However, this concludes that happiness at work has exerted a significant and positive effect on job performance.

In this study, it has been tried to reveal the meaning of happiness at work for employees, what factors make employees happy at work, and the individual and organizational consequences of their happiness at work. For this purpose, a qualitative research was conducted on a sample of academicians working at a state university, the data obtained through individual interviews were tabulated and interpreted by content analysis method. According to the findings of the research; for academics, it has been seen that happiness means peace, the level of fulfillment of expectations and feeling good. Moreover, it has been observed that, factors such as good relations at work, fair treatment, value/appreciation, success and communication are expressed the antecedents of workplace happiness; factors such as the desire for improvement, success, prosocial behavior, and general life happiness are expressed as the consequences of workplace happiness. [ABSTRACT FROM AUTHOR]

The present study aimed to validate the Malay Happiness at Workplace (M-HAW) index questionnaire. A cross-sectional survey study with a convenience sampling method was carried out at Universiti Kebangsaan Malaysia Medical Centre (UKMMC), Malaysia. The forward-backward approach was used to translate the original 11 items of the M-HAW questionnaires, which were then distributed to respondents. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were utilised to assess the questionnaires' validity and reliability. A total of 501 healthy individuals were included in the study, with 72% female respondents and a mean age of 37.63 + 7.60. The questionnaire was generally well-received by participants, and reliability standards were met (Cronbach's α = 0.95). The EFA shows two distinct factors, namely individual and environmental factors. The CFA shows that the model was fit (RMSEA= 0.076, CFI= 0.978, x2/df= 3.31). The M-HAW demonstrated its validity as a good tool for determining happiness in the workplace. The M-HAW questionnaire can be used as a screening tool to measure happiness, and should be able to help an organisation provide suitable interventions to improve employee happiness. INSET: 1. [ABSTRACT FROM AUTHOR]

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Amaç: Çalışanlar, zamanlarının önemli bir kısmını örgütlerde geçirmektedirler. Bu nedenle huzurlu ve mutlu bir örgütsel ortamın sağlanması önemlidir. Bu çalışmanın amacı, istismarcı yönetim, iş performansı ve örgütsel mutluluk arasındaki ilişkilerin belirlenmesidir. Yöntem: Bir kamu hastanesinde görev yapan 274 hemşire bu araştırmanın örneklemini oluşturmaktadır. Verilerin analizinde korelasyon ve regresyon analizleri kullanılmıştır.Bulgular: Araştırmada istismarcı yönetim, örgütsel mutluluk ve iş performansı arasında anlamlı ilişkiler bulunmuştur. İstismarcı yönetimin örgütsel mutluluk ve iş performansı üzerinde olumsuz etkisi olduğu belirlenmiştir. Örgütsel mutluluk iş performansını doğrudan etkilerken, örgütsel mutluluğun "potansiyelin gerçekleşmesi" boyutunun iş performansını olumlu yönde etkilediği tespit edilmiştir.Sonuç: İstismarcı yönetim, örgütsel mutluluğun ve iş performansının düşmesine neden olmaktadır. İşgörenlerin potansiyelini kullanabileceği, beceri ve yeteneklerini geliştirebileceği, zorlukların üstesinden gelebileceği bir iş ortamının sağlanması iş performansının artmasında katkı sağlayacaktır. Örgütlerde etkin, verimli ve huzurlu bir çalışma ortamının oluşturulması için istismar içeren davranışlar hoş görülmemeli ve işgören mutluluğuna önem verilmelidir.