2.3 HAW as a mediating variable between OLC and OCB
For humans, it is essential not only to live but to live well. The concept of happiness is an ancient notion that has evolved over time from philosophical and psychological perspectives. Recent research shows the importance of feelings at work (Schaffner, 2013). Happiness has been defined as global judgements of one’s life, satisfaction with personal life, prevalence of positive moods and emotions, and low levels of negative affect (Kesebir and Diener, 2008).
From a management perspective, happiness at work involves managing people from a human perspective. Our environment is increasingly characterized by the progressive dehumanization of organizations (Kristensen and Johansson, 2008). Sulkowski …show more content…
However, previous literature calls for a wider attitudinal construct that accurately captures HAW dimensions. HAW can be circumscribed into the positive management field, where different constructs overlap, such as well-being, involvement, engagement, job satisfaction, and commitment. Warr (2007) observed a lack of consideration on meaningfulness at work when measuring positive attitudes, despite the high number of constructs related to positive management. Fisher (2010) detected that HAW was not accurately measured, and Warr and Inceoglu (2012) provided evidence that “there have been surprisingly few conceptually-based empirical comparisons between the correlates of different forms of well-being”, although some of them present divergent attributes, such as engagement and job satisfaction. Fisher (2010) stated that HAW required further exploration, proposing that engagement, job satisfaction and affective organizational commitment “should capture much of the variance in person-levels in organizations” (Fisher, 2010, p. 10). Our research implements Fisher’s (2010) conceptualization of HAW, which comprises three dimensions that broadly capture HAW, considering the work itself (affective implication and feelings at work), job characteristics (evaluative judgements of job characteristics, such as salary, supervision, and career opportunities) and the organization as a whole (feelings of belonging to the organization). These three dimensions, following Fisher’s (2010) proposal, are respectively captured using engagement, job satisfaction and affective organizational
For humans, it is essential not only to live but to live well. The concept of happiness is an ancient notion that has evolved over time from philosophical and psychological perspectives. Recent research shows the importance of feelings at work (Schaffner, 2013). Happiness has been defined as global judgements of one’s life, satisfaction with personal life, prevalence of positive moods and emotions, and low levels of negative affect (Kesebir and Diener, 2008).
From a management perspective, happiness at work involves managing people from a human perspective. Our environment is increasingly characterized by the progressive dehumanization of organizations (Kristensen and Johansson, 2008). Sulkowski …show more content…
However, previous literature calls for a wider attitudinal construct that accurately captures HAW dimensions. HAW can be circumscribed into the positive management field, where different constructs overlap, such as well-being, involvement, engagement, job satisfaction, and commitment. Warr (2007) observed a lack of consideration on meaningfulness at work when measuring positive attitudes, despite the high number of constructs related to positive management. Fisher (2010) detected that HAW was not accurately measured, and Warr and Inceoglu (2012) provided evidence that “there have been surprisingly few conceptually-based empirical comparisons between the correlates of different forms of well-being”, although some of them present divergent attributes, such as engagement and job satisfaction. Fisher (2010) stated that HAW required further exploration, proposing that engagement, job satisfaction and affective organizational commitment “should capture much of the variance in person-levels in organizations” (Fisher, 2010, p. 10). Our research implements Fisher’s (2010) conceptualization of HAW, which comprises three dimensions that broadly capture HAW, considering the work itself (affective implication and feelings at work), job characteristics (evaluative judgements of job characteristics, such as salary, supervision, and career opportunities) and the organization as a whole (feelings of belonging to the organization). These three dimensions, following Fisher’s (2010) proposal, are respectively captured using engagement, job satisfaction and affective organizational