Detecting Unobserved Heterogeneity in the Relationship Between Subjective Well-Being and Satisfaction in Various Domains of Life Using the REBUS-PLS Path Modelling Approach: A Case Study

2011 ◽  
Vol 110 (1) ◽  
pp. 281-304 ◽  
Author(s):  
Luca Zanin
Keyword(s):  
Unobserved Heterogeneity ◽  
Well Being ◽  
Subjective Well Being ◽  
Path Modelling ◽  
Domains Of Life ◽  
The Relationship ◽  
Modelling Approach

scholarly journals Marketing For Life In The Economic Recession Time

2011 ◽  
Vol 10 (4) ◽  
pp. 57
Author(s):  
Orose Leelakulthanit ◽  
Boonchai Hongcharu
Keyword(s):  
Life Satisfaction ◽  
Household Income ◽  
Positive Impact ◽  
Economic Recession ◽  
Well Being ◽  
Subjective Well Being ◽  
Difficult Time ◽  
Domains Of Life ◽  
Economic Goods ◽  
The Relationship

One of the roles marketing contributes to the society is to improve the consumer well-being through the acquisition and possession of economic goods. This study attempts to investigate this role when subjective well-being or life satisfaction is considered in the difficult time of economic recession. From the part-whole perspective, life satisfaction can be broken down into satisfaction with thirteen domains of life. The multiple regression is run in order to determine the relationship between the satisfaction with these thirteen domains of life as well as household income and overall life satisfaction. The results suggest that consumer well-being in terms of satisfaction with material possession has a positive impact on life satisfaction along with satisfaction with work, self, family, personal health and the objective indicator of economic well-being which is household income.

Personality traits and life satisfaction: a chinese case study

2010 ◽  
Vol 38 (8) ◽  
pp. 1119-1122 ◽  
Author(s):  
Denghao Zhang ◽  
Hailong He
Keyword(s):  
Life Satisfaction ◽  
Regression Analysis ◽  
Local Authority ◽  
Well Being ◽  
Subjective Well Being ◽  
Public Servants ◽  
Chinese Case ◽  
The Relationship ◽  
Chinese Public

The relationship between the subjective well-being and personality of Chinese public servants employed by a local authority was examined. A total of 682 participants completed the Delighted-Terrible Faces Scale (Andrews & Withey, 1976) and the Chinese Personality Scale (Wang & Cui, 2003). Regression analysis results indicated that extraversion was the strongest predictor of subjective well-being.

Organizational Justice enhances Subjective Well-being

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Ms. Anjali Sahai ◽  
Prof. (Dr). Abha Singh
Keyword(s):  
Organizational Justice ◽  
Satisfaction With Life ◽  
Interactional Justice ◽  
Well Being ◽  
Adverse Outcomes ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Negative Experience ◽  
Life Scale ◽  
The Relationship

Organizational Justice has the potential to create major impact on organizations and employees alike. These include greater commitment, trust, enhanced job performance, more citizenship behaviors and less number of conflicts. It has been reported that employees seem to have a universal concern for Justice that transcends the self and that many are subject to biases at various point of time in their work life. Sometimes these biases lead to adverse outcomes including decreased level of subjective well-being. Subjective well-being is a broad category that includes life satisfaction, positive affect, and low negative affect, such as anger, sadness and fear. Thus to study the relationship between Organizational justice and subjective well-being, a sample of 88 employees working in Private Universities of NCR region were examined. For this purpose, the Organizational Justice scales consisting of Measure of Procedural & Interactional Justice and Distributive Justice Index scale by Moorman, Blakely & Niehoff (1998) and Subjective Wellbeing Scales inclusive of the Satisfaction with Life Scale(SWLS),Scale of Positive and Negative Experience(SPANE) and Flourishing Scale (FS) by Ed Diener (2004)were used. Results indicate significant relationship between the three types of Organizational justice and subjective well-being of employees.

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

Sign in / Sign up

Export Citation Format

Share Document