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Article
Publication date: 9 August 2022

Mohammed Aboramadan and Yasir Mansoor Kundi

Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to…

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Abstract

Purpose

Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to understand the mechanisms that contribute to happiness at work by proposing a model of the effects of emotional culture of joy on happiness at work, where psychological safety and relational attachments serve as intervening mechanisms among the aforesaid relationship.

Design/methodology/approach

A three-wave time-lagged study with 340 employees from Pakistani organizations was conducted. Data were analyzed using covariance-based structural equation modelling.

Findings

The results indicate that emotional culture of joy significantly predicts happiness at work. Furthermore, emotional culture of joy significantly and positively influences both psychological safety and relational attachment. Finally, the relationship between emotional culture of joy and happiness at work is found to be mediated by both relational attachment and psychological safety.

Practical implications

The results are of utmost importance as they provide insights to policy makers and organizations administrators on the value of emotional culture of joy and its contribution to employees’ wellbeing, and indeed its role in fostering important psychological and emotional resources such as psychological safety and relational attachment.

Originality/value

This study is unique for the following reasons. First, it addresses and bridges a gap pertaining to the drivers of happiness at work. Second, this is the first study that considers emotional culture of joy as an antecedent to happiness at work. Third, the employment of both psychological safety and relational attachment as intervening mechanisms in the relationship between emotional culture of joy and happiness at work has not been previously addressed in the management and wellbeing literature. Finally, the study shifts direction from studying organizational drivers (i.e. HR, organization support, etc.) of happiness at work to the examination of psychological and emotional resources that may influence happiness at work.

Details

Personnel Review, vol. 52 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 30 June 2022

Neha Bellamkonda and Murugan Pattusamy

Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and…

Abstract

Purpose

Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and happiness through work engagement and analyses how hope acts as a boundary condition in this relationship.

Design/methodology/approach

In this study a survey was conducted among the individuals working in the Information Technology (IT) and Information Technology Enable Services (ITeS) sector across India. The data were assessed through PROCESS v.3.3 macros in Statistical Package for Social Sciences (SPSS).

Findings

The moderated mediation results from 256 responses reveal that the intention to stay is positively related to happiness and that this relationship is mediated by work engagement. The indirect effect of intention to stay on happiness is seen to be strengthened by hope, thus substantiating the moderated mediation hypothesis.

Practical implications

The empirical insights will be valuable for managers and organisations in the IT/ITES sectors around the globe. Happy employees are productive employees, and practitioners should focus on creating a positive environment.

Originality/value

This study aids in understanding the outcomes of intention to stay and moderating the role of hope between intention to stay and work engagement. It highlights how the positive construct of intention to stay and the negative construct of intention to quit, while essentially different, also appear to be two sides of the same coin. If an employee has decided to quit, it would be futile to bear further costs on them, whereas, if they intend to stay, they are unlikely to engage in deviant behaviours.

Details

South Asian Journal of Business Studies, vol. 13 no. 1
Type: Research Article
ISSN: 2398-628X

Keywords

Article
Publication date: 4 April 2023

Faisal Qamar and Shuaib Ahmed Soomro

Drawing on the symbolic interaction theory, this research examines leader–member exchange (LMX) and employee’s happiness at work (HAW) with mediation of self-esteem (SE) and…

Abstract

Purpose

Drawing on the symbolic interaction theory, this research examines leader–member exchange (LMX) and employee’s happiness at work (HAW) with mediation of self-esteem (SE) and moderation of organizational embeddedness (OE).

Design/methodology/approach

The study uses data collected from a sample of 246 employees working in fast moving consumer goods companies (FMCGs) and applied SmartPLS to analyze the proposed model.

Findings

Findings reveal that LMX predicts HAW. Whereas, the follower’s SE fully transmitted the effect of LMX on employee’s HAW. Moreover, OE moderated the relationship between LMX and HAW.

Practical implications

Leaders should consider quality LMX interactions with their employees in prevailing global crises. LMX can improve the relationship with team members and boost their SE resulting in HAW. Furthermore, organizations should promote such practices which may enhance their employees' OE for enhanced workplace happiness.

Originality/value

The study is among the very few works which apply symbolic interaction as an overarching framework to explain the employees' HAW.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

Keywords

Article
Publication date: 8 March 2022

Moitreyee Paul and Lalatendu Kesari Jena

The purpose of this study is to examine the relationship between workplace spirituality (WS) and teachers’ professional well-being (TPW), and additionally to scrutinize the…

Abstract

Purpose

The purpose of this study is to examine the relationship between workplace spirituality (WS) and teachers’ professional well-being (TPW), and additionally to scrutinize the mediating role of the construct of positive psychological capital (PPC) between the two constructs.

Design/methodology/approach

Data were gathered from 345 teaching professionals employed in Indian higher educational institutions. The associations were verified through covariance-based structural equation modeling, mediation analysis performed and further verified through Preacher and Haye’s (2008) method.

Findings

Results indicated an epochal positive relationship between WS and TPW. Further, PPC partially mediated the relationship between the two constructs.

Practical implications

The inner source of spirituality among teachers can be tapped to cope with occupational stress levels, thereby augmenting the sense of professional well-being. Psychologically clear and receptive minds are indispensable in the process of teaching.

Originality/value

There is a paucity of research linking the relationship between WS, TPW and PPC, specifically in the higher education sector.

Details

International Journal of Ethics and Systems, vol. 38 no. 4
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 4 June 2020

Meerna Mroueh and André de Waal

Happiness at work (HAW) has been a hot item in both the academic and managerial literature, as HAW seems to have a positive effect on attractiveness of an organization on its…

Abstract

Purpose

Happiness at work (HAW) has been a hot item in both the academic and managerial literature, as HAW seems to have a positive effect on attractiveness of an organization on its current workforce and potential new employees. Many of the HAW models have been developed in a Western setting, while this research aims at evaluation of whether a previously validated HAW model in the Western context is also valid in a non-Western context; in this case at a Takaful insurance company in the United Arab Emirates.

Design/methodology/approach

Employees of the Takaful insurance company were asked to rate their organization on how high performance it was – using the validated high-performance organization (HPO) questionnaire – and how happy they were – using the previously validated HAW questionnaire. The collected data was subjected to confirmatory factor analyses and structural equation modeling to arrive at a validated HAW model for this Takaful insurance company.

Findings

The study results show that if the Takaful insurance company transforms itself to an HPO, it will become more attractive to current and future employees, by raising the HAW of current employees. The results also show that HAW consists of three factors: work engagement, job satisfaction and affective organizational commitment.

Practical implications

The Takaful insurance company now has knowledge at its disposal about ways to promote happiness in its employees, thus raising its attractiveness to current and future employees. The developed HAW model for this company is potentially also useful for other Takaful insurance companies in the UAE.

Originality/value

This study was the first of its kind – using the HPO and HAW models developed in a Western context, to be validated for a Takaful insurance company – and as such, contributes to both the HPO and HAW literature.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 7 no. 2
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 15 February 2022

Yilmaz Akgunduz, Ovunc Bardakoglu and Gaye Kizilcalioglu

Based on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the…

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Abstract

Purpose

Based on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the relationships between job stress, happiness and perceived organizational support (POS).

Design/methodology/approach

Data were collected from 5-star resort hotel employees in Turkey. 362 valid questionnaires were collected. The research hypotheses were tested using Covariance-Based Structural Equation Modeling (CB-SEM).

Findings

The analysis results show that POS is positively related to employee happiness and job dedication. Job stress is negatively related to employee happiness but positively related to job dedication. Job dedication partially mediates the relationships between job stress and happiness, and POS and happiness.

Research limitations/implications

The study's findings could be used by hotel managers to improve employees' job dedication, which will lead to increased employee happiness. Together with qualitative and quantitative research methods, future research could be conducted on the predecessors of job dedication and comparatively on employee happiness for different country samples.

Practical implications

In order to increase employee happiness, Turkish hotel managers may want to increase POS and decrease perceived job stress of their employees. Although it was found out in this study that job stress increases job dedication, it is also accepted that this unexpected situation arises due to special conditions. Therefore, by reducing job stress, hotel managers may prefer to increase the job dedication of their employees and their happiness indirectly.

Originality/value

The current study contributes to the hospitality management literature by investigating the organizational factors behind employee happiness. In addition, it also explored in depth the mediating effect of job dedication on the relationships between POS, job stress and happiness.

Details

Journal of Hospitality and Tourism Insights, vol. 6 no. 2
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 19 March 2018

Shaker Bani-Melhem, Rachid Zeffane and Mohamed Albaity

This study aims to examine the impact of workplace happiness, coworker support and job stress on employee innovative behavior. The mediating effects of coworker support and job…

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Abstract

Purpose

This study aims to examine the impact of workplace happiness, coworker support and job stress on employee innovative behavior. The mediating effects of coworker support and job stress are also explored.

Design/methodology/approach

The study uses survey data from 328 employees from different departments in four- and five-star hotels in the United Arab Emirates (UAE). Based on an extensive literature review, five main hypotheses were formulated and explored. These were tested through multiple regression analysis using the SPSS Process Macro plugin.

Findings

Workplace happiness is the most significant determinant of employees’ innovative behavior, while coworker support plays a significant mediating role. Contrary to the study hypothesis and assumption, job stress alone is not a significant mediator; it only plays a mediating role when combined with coworker support.

Research limitations/implications

The sample is from a single sector (hotels) in a single country. Future research would benefit from examining the above relationships in other sectors (such as health and education) in the UAE. It could also explore the validity of these relationships in the tourism/hotels sector of other countries in the Middle East and Gulf regions.

Originality/value

Few studies have attempted to investigate factors that may promote or impede innovative behavior among employees in the hotels sector, particularly in the UAE. The data, model and findings of this study address this gap and add to the current state of knowledge.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 6 October 2023

Shumaila Hafeez, Mumtaz Ali Memon, Muhammad Zeeshan Mirza, Muhammad Mustafa Raziq, Naukhez Sarwar and Hiram Ting

The objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job…

Abstract

Purpose

The objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job burnout on employee happiness and job stress, respectively. Secondly, it examines the mediating role of employee engagement between job variety and employee happiness, as well as the mediating role of job burnout between job variety and job stress.

Design/methodology/approach

Data were collected from front-line nurses working in the health sector in Pakistan's major cities. A total of 169 samples were collected using online and face-to-face data collection approaches. The theoretical model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0.

Findings

The findings of this study highlight that job variety has a positive impact on employee engagement, which in turn leads to employee happiness among professional frontline nurses. Additionally, job variety as a demand increases employee burnout, which subsequently increases frontline nurses' job stress. The results also indicate that employee engagement mediates the relationship between job variety and employee happiness, while burnout mediates the relationship between job variety and job stress.

Originality/value

To date, there has been little research investigating the dual impact of job variety, leaving a significant gap in the existing literature. This study aims to address this gap and provide implications for both academics and HR managers by challenging the misconception that job variety is always a positive job resource.

Details

Journal of Management Development, vol. 43 no. 2
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 6 April 2023

Rajwinder Kaur and Gagandeep Kaur

The core emphasis of the paper is to inspect the relationships between managerial leadership, employee happiness and turnover intentions among academicians of private universities…

Abstract

Purpose

The core emphasis of the paper is to inspect the relationships between managerial leadership, employee happiness and turnover intentions among academicians of private universities in Punjab.

Design/methodology/approach

The proposed study used a descriptive research methodology and a structured instrument to collect responses from individuals (n = 400) using a purposive sampling method. SPSS and partial least squares structural equation modeling (PLS-SEM) are applied to evaluate the data.

Findings

The outcomes disclosed that managerial leadership has a substantial effect on employee happiness (ß = 0.591, p < 0.05) and turnover intentions (ß = 0.566, p < 0.05). Besides this, it has been discovered that employee happiness mediates the association among managerial leadership and turnover intentions. The present research is among the few empirical findings that have examined academicians' perspectives on their turnover intentions in private universities.

Originality/value

By concentrating on effective managerial leadership and employee happiness, the analysis will be advantageous for human resource (HR) managers and authorities of private universities to strengthen academician retention. Therefore, the study adds something novel to the corpus of extant literature.

Details

The TQM Journal, vol. 36 no. 2
Type: Research Article
ISSN: 1754-2731

Keywords

Article
Publication date: 23 June 2021

Rinki Dahiya and Juhi Raghuvanshi

Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore…

Abstract

Purpose

Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore, this study aims to map and prioritize the causal relation structures of enablers of HAW.

Design/methodology/approach

Data were collected from key representatives of information technology (IT) firms located in India. A framework based on the cause and effect relationship among enablers of HAW is proposed, and to establish this causality, the decision-making trial and evaluation laboratory (DEMATEL) technique was applied.

Findings

The findings indicate five out of 12 enablers as causal, namely, transformational leadership, authentizotic work climate, person–organization work fit, organizational virtuousness and meaningfulness in work.

Originality/value

Human resource managers, organizational policymakers and scholars will gain greater understanding through this causal framework of enablers of HAW. Knowledge and facilitation of these enablers will aid in nurturing a happy workplace.

Details

Journal of Indian Business Research, vol. 13 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

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