For many years now, both organizational researchers and practitioners alike have been interested in the role played by employee happiness on a number of workplace outcomes. In particular, many have been fascinated by the happy/productive worker thesis. According to this hypothesis, happy employees exhibit higher levels of job-related performance behaviors than do unhappy employees. However, despite decades of research, support for the happy/productive worker thesis remains equivocal. These inconsistent findings primarily result from the variety of ways in which happiness has been operationalized. Most typically, organizational theorists have operationalized happiness as job satisfaction, as the presence of positive affect, as the absence of negative affect, as the lack of emotional exhaustion, and as psychological well being. I will review this literature using the circumplex framework as the taxonomic guideline. In addition, drawing on the impetus of the “positive psychology” movement, I propose Fredrickson’s (1998, 2001, 2003) broaden-and-build theory of positive emotions as one approach especially well-suited for future research to better understand the happy/productive worker thesis.
Wright, T.A. (2004), "THE ROLE OF “HAPPINESS” IN ORGANIZATIONAL RESEARCH: PAST, PRESENT AND FUTURE DIRECTIONS", Perrewe, P.L. and Ganster, D.C. (Ed.) Exploring Interpersonal Dynamics (Research in Occupational Stress and Well Being, Vol. 4), Emerald Group Publishing Limited, Bingley, pp. 221-264. https://doi.org/10.1016/S1479-3555(04)04006-5
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