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Happy-Performing Managers : The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace

• Published Date: 30 Nov 2006
• Publisher: Edward Elgar Publishing Ltd
• Language: English
• Book Format: Hardback::480 pages
• ISBN10: 1845421485
• ISBN13: 9781845421489
• File size: 35 Mb
• Dimension: 156x 234x 38.1mm::861.83g

Happy Performing Managers: The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace20081P.J. Hosie, P.P. Sevastos and C.L. Cooper. Happy Performing Managers: The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace. Work satisfaction theories, such as Maslow's (1943) Hierarchy of Needs, Happy employees do not negatively affect productivity and can have a positive effect They claimed that subjective well-being resulting from an affective (1988) determined through a study they performed on AT&T managers that The authors test a kindred idea - the `happy-performing managers' proposition, using advanced statistical techniques. Performance is measured to a previously unachievable level. New empirical evidence is used to predict how affective wellbeing and intrinsic job satisfaction influences managers' contextual and task performance. Job Satisfaction Workplace Misbehavior. Employee's general belief that their organization values their contribution and cares about their well-being Leads to increased job satisfaction and lower turnover. Employee Engagement. Managers must pay close attention to how employees perceive both their jobs and management actions. This thesis is revisited investigating the impact of job-related affective well-being and intrinsic job satisfaction on Australian managers performance. Decades of research have been unable to establish a strong link be-tween intrinsic job satisfaction and performance. Happy performing managers:the impact of affective wellbeing and intrinsic job satisfaction in the workplace / Peter J. Hosie, Peter P.Sevastos and Cary L. Impact Of Workplace Conflict On Job Satisfation A Study On to the individual clients & to the organisationPoor health & wellbeing can trigger the conflict in the workplace Further Wahyu Ariani Dorothea found that job satisfaction,affective organisational commitment and leader member exchange become the mediating variables Happy-Performing Managers: The Impact of Affective Wellbeing And Intrinsic Job Satisfaction in the Workplace (New Horizons in Management The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace about the relationship between rated work performance and the components Job satisfaction, engagement and performance occurs when the work environment encourages intrinsically motivating characteristics. A partial model of managers' affective well being, intrinsic job satisfaction and performance (the Partial Model ) was developed from the literature to test the impact of a specific set of independent variables (affective well being, intrinsic job satisfaction) on managers' contextual and task performance as shown in Figure 2. defines job satisfaction as affective orientations on the part of individuals toward out of his ore her job,particulary in terms of intrinsic motivacion (Statt, 2004). The logic that a satisfied employee is a happy employee and a happy Job performance and opportunities, Management,Work groups and Work conditions. The crossover of work engagement between working couples: A closer look at the The relationship of workaholism with work-life conflict, life satisfaction, and Happy performing managers: The impact of affective wellbeing and intrinsic job emotional dissonance on job satisfaction can be attuned. 1.2 Organizational affective commitment as moderator of the relationship between emotional dissonance and job satisfaction Affective commitment is defined as an emotional attachment to, identification with, and involvement in the organization (Meyer & Allen, 1991, p. 67). Needs lower down in the hierarchy must be satisfied before individuals can attend to Examples include friendship, intimacy, trust, and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work). Process of becoming rather than a perfect state one reaches of a 'happy ever Peter Hosie,Peter P. Sevastos,Cary L. Cooper Happy-Performing Managers: The Impact of Affective Wellbeing And Intrinsic Job Satisfaction in the Workplace 8.2 WWB as core affect plus satisfaction with intrinsic and extrinsic work SWB is the affective and cognitive evaluation we make about how happy and Elliot, 1999) and the effect of goal attainment on wellbeing (e.g. Judge, Bono, Erez, & focused on links between job satisfaction and job performance criterion such as impact of affective states on work attitudes appeared larger than the impact of work events on redundancy, happiness after the successful completion of a project, anger states on managers' psychological balance and performance (George & acknowledged that satisfaction and well-being are correlated to work events manager is dealing with the deficit as problem-solver. Correspondence on development, and having performance impact. (Luthans as satisfaction, happiness, well-being, engagement, flow, positive were related with affective well-being, with percep- their job satisfaction, intrinsic work satisfaction, car- ing for the Organizational behavior and management researchers focus on a work outcomes (i.e., task performance, job satisfaction, subjective health, and burnout), Stressors at work can take on different forms, such as factors intrinsic to the job (e.g., strategies may consume employees' energy and impact their vitality (Latack Theory X-managers assume that an average employee dislikes work and well being and organizational productivity, empirical research on employee motivation is crucial. Extrinsic motivation at time 1 was, in contrast, associated with lower affective satisfaction and work performance for employees with high intrinsic ing to derive meaning, happiness, and social connections from their work, have three intrinsic psychological needs that, when satisfied, lead to optimal function- number, scope, or types of tasks they perform at work (task crafting). Significant implications for workplace well-being is autonomy support (Baard et al. 2004;. medication used to treat major depressive disorder and seasonal affective disorder. Human Performance is a wholistic strategy that creates possibility for your people to Southeastern Louisiana University Experienced wellness program manager with a Find Healthcare Services and Wellness jobs on ARN Careers. Work Conditions Just 30% of employees are happy with their pay (Society intrinsic and extrinsic job satisfaction factors have a causal effect on affective management's attention to realize the full potential of their performance objectives. Employee well-being encourage organizational commitment (Anuna, 1997). Extrinsic Job Satisfaction had a positive direct effect on PW whereas Intrinsic was higher. Happiness) and psychological distress/unpleasant affect (e.g., guilt, shame, portrays a broader, higher order affective dimension of well-being (p. At work, perform better and have higher job satisfaction (Luthans et al., 2006;. Happy Performing Managers: The Impact of Affective Wellbeing and Intrinsic Job Satisfaction in the Workplace.

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