Toward a More PERMA(nent) Conceptualization of Worker Well-Being?

2021 ◽  
Author(s):  
William P. Jimenez ◽  
Xiaoxiao Hu ◽  
Rebecca Garden ◽  
Xiaofei Xie
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Performance Measures ◽  
Organizational Citizenship ◽  
Positive Emotions ◽  
General Pattern ◽  
Well Being ◽  
The United States ◽  
Citizenship Behaviors ◽  
Weak Invariance

Abstract. We examined the factor structure of the recently developed worker well-being measure Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the United States ( N = 284) and China ( N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both samples ( NUS = 147; NChina = 202). Overall, the Workplace PERMA Profiler may have problematic psychometric properties and item wordings and thus would benefit from further refinement.

A Meta-Analysis of Gender Proportionality Effects on Job Performance

2017 ◽  
Vol 44 (3) ◽  
pp. 578-610 ◽  
Author(s):  
Jeremy D. Mackey ◽  
Philip L. Roth ◽  
Chad H. Van Iddekinge ◽  
Lynn A. McFarland
Keyword(s):  
Job Performance ◽  
Empirical Evidence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Meta Analysis ◽  
Critical Mass ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Critical Mass Theory ◽  
Supervisory Ratings

Critical mass theory and the tokenism hypothesis propose that females’ job performance is adversely affected by perceptions and experiences that stem from females comprising a smaller proportion of organizations than males. Although belief in the gender token effect appears to be widely held, empirical evidence of this effect is relatively scarce; furthermore, the evidence that does exist is somewhat inconsistent. The purpose of the present study was to provide a meta-analytic test of the gender token effect by examining the extent to which the proportion of females in organizations relates to male–female differences in job performance. Meta-analytic results based on data from 158 independent studies ( N = 101,071) reveal that (a) females tend to demonstrate higher job performance than males ( d = −.10), and (b) this difference does not appear to vary based on the proportion of females in organizations. We found similar results for subjective task performance (e.g., supervisory ratings), organizational citizenship behaviors, and objective task performance (e.g., sales). Overall, this study’s results demonstrate almost no support for the gender token effect on job performance, which challenges the prevailing assumptions of critical mass theory and the tokenism hypothesis.

scholarly journals The Longitudinal Link between Organizational Citizenship Behaviors and Three Different Models of Happiness

2021 ◽  
Vol 18 (12) ◽  
pp. 6387
Author(s):  
Wenceslao Unanue ◽  
Eduardo Barros ◽  
Marcos Gómez
Keyword(s):  
Organizational Citizenship ◽  
Longitudinal Design ◽  
Well Being ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Broad Perspective ◽  
Typical Sample ◽  
Eudaimonic Happiness ◽  
Over Time

A growing body of research conducted in general life settings has found positive associations between happiness and prosocial behavior. Unfortunately, equivalent studies in the workplace are lacking. Organizational citizenship behaviors (OCBs), the prosocial behaviors at work, have not been properly studied in relation to happiness, despite the positive consequences of both constructs for workers and companies. In response, our research aims to better understand this relationship from several angles. First, using a three-wave longitudinal design, we explored how OCBs and happiness are related to each other over time. Second, happiness was measured from a broad perspective, and three conceptualizations were adopted: the hedonic (e.g., positive affect and life satisfaction), the eudaimonic (e.g., relatedness and autonomy), and the flourishing (e.g., meaning and engagement) approaches. Thus, not only the prospective link between OCBs and happiness was tested, but it was also explored using the three models of happiness previously mentioned. Third, we conducted this longitudinal design in a less typical sample than previous research (i.e., Chile). We found results that supported our main hypotheses: (1) OCBs are prospective positive predictors of hedonic happiness, eudaimonic happiness, and flourishing; (2) the three models of happiness also prospectively predict OCBs. Our findings suggest that OCBs foster a broad range of happiness facets, which in turn fosters back the emergence of more OCBs, leading to a virtuous circle of prosociality and well-being in the workplace. This positive spiral benefits not only workers’ quality of life, but also organizations’ profitability and sustainability. Theoretical and applied implications for the field of Positive Organizational Psychology are discussed.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

Wartime Prosperity? A Reassessment of the U.S. Economy in the 1940s

1992 ◽  
Vol 52 (1) ◽  
pp. 41-60 ◽  
Author(s):  
Robert Higgs
Keyword(s):  
United States ◽  
World War Ii ◽  
Performance Measures ◽  
Well Being ◽  
The United States ◽  
World War ◽  
Macroeconomic Performance ◽  
Command Economy ◽  
First Time ◽  
The U.S

Relying on standard measures of macroeconomic performance, historians and economists believe that “war prosperity” prevailed in the United States during World War II. This belief is ill-founded, because it does not recognize that the United States had a command economy during the war. From 1942 to 1946 some macroeconomic performance measures are statistically inaccurate; others are conceptually inappropriate. A better grounded interpretation is that during the war the economy was a huge arsenal in which the well-being of consumers deteriorated. After the war genuine prosperity returned for the first time since 1929.

scholarly journals Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas

2011 ◽  
Vol 4 (1) ◽  
Author(s):  
D. Wahyu Ariani
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Response Rate ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Techniques ◽  
And Task

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

scholarly journals Declining mental health among disadvantaged Americans

2018 ◽  
Vol 115 (28) ◽  
pp. 7290-7295 ◽  
Author(s):  
Noreen Goldman ◽  
Dana A. Glei ◽  
Maxine Weinstein
Keyword(s):  
Mental Health ◽  
Psychological Health ◽  
Positive Emotions ◽  
Well Being ◽  
The United States ◽  
Opioid Epidemic ◽  
Cross Sectional ◽  
Modest Improvement ◽  
The Us ◽  
The Impact

Although there is little dispute about the impact of the US opioid epidemic on recent mortality, there is less consensus about whether trends reflect increasing despair among American adults. The issue is complicated by the absence of established scales or definitions of despair as well as a paucity of studies examining changes in psychological health, especially well-being, since the 1990s. We contribute evidence using two cross-sectional waves of the Midlife in the United States (MIDUS) study to assess changes in measures of psychological distress and well-being. These measures capture negative emotions such as sadness, hopelessness, and worthlessness, and positive emotions such as happiness, fulfillment, and life satisfaction. Most of the measures reveal increasing distress and decreasing well-being across the age span for those of low relative socioeconomic position, in contrast to little decline or modest improvement for persons of high relative position.

scholarly journals The Relationship Between K-Workers’ Leader–Member Exchange, Organizational Citizenship Behavior and Task Performance—Evidence From Chinese Hospitals

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoli Che ◽  
Zhecheng Guo ◽  
Qinyuan Chen
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Well Being ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Psychological Well Being ◽  
Member Exchange ◽  
The Relationship ◽  
And Task

Aiming to reduce the difficulty of managing and motivating knowledge workers (k-workers), and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange (LMX) influences their task performance and the mediation effect of organizational citizenship behavior (OCB). Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals.

scholarly journals ADHD and its Effects on Job Performance: A Moderated Mediation Model

2020 ◽  
Vol 4 (1) ◽  
pp. 1-25
Author(s):  
Ernesto Rosario-Hernández ◽  
Lillian Rovira-Millán
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Productive Work ◽  
The Relationship

The purpose of the present study was to examine the effects of ADHD on job performance and the possible me-diating role of work engagement and moderating role of gender. Hypotheses testing were performed using structural equation modeling base on PLS-SEM approach applied to a sample of 448 employees from different organizations in Puerto Rico. The results shown that ADHD has a direct effect on task performance and counter-productive work behaviors, but none on organizational citizenship behaviors. Meanwhile, the relationship be-tween ADHD and task performance/organizational citizenship behavior were mediated by work engagement. On the other hand, gender moderated the relationship between ADHD and counterproductive work behaviors on which males were more strongly to show counter-productive work behaviors under high levels of ADHD than females. Findings are discussed in the light of their theoretical and practical implications for future studies.

scholarly journals Physiotherapist’ job performance, impression management and organizational citizenship behaviors: An analysis of hierarchical linear modeling

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251843
Author(s):  
Fu-I Hou ◽  
Yu-Lung Wu ◽  
Min-Hui Li ◽  
Wan-Yun Huang
Keyword(s):  
Job Performance ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Linear Modeling ◽  
Individual Level

Studies on physiotherapists are generally focused on clinical professionalism, with very few examining job performance from a management standpoint. To address this gap, this study sought to investigate the relationship between impression management and organizational citizenship behavior and job performance. This study targeted medical institutions offering rehabilitation and physiotherapy services and conducted a questionnaire survey based on scales developed by domestic and foreign scholars. A total of 600 questionnaires were distributed and 523 valid ones collected. The data was tested and verified using regression analysis and hierarchical linear modeling (HLM). In the survey, the Impression Management Scale, Organizational Citizenship Behavior Scale, and Job Performance Scale indicated that at the individual level, the impression management of physiotherapists is significantly related to their organizational citizenship behaviors and job performance. The organizational citizenship behaviors were also found to have a mediating effect between impression management and job performance. At the group level, impression management had a conditioning effect on organizational citizenship behaviors and job performance. In terms of statistical methods, group-level variables act as moderators, which affects the power of individual-level explanatory variables on outcome variables, i.e., the influence of the slope. The job behaviors of physiotherapists entail direct service and their performance is closely related to organizational development. Impression management gives people certain purposes and behaviors while organizational citizenship behaviors are a type of non-self-seeking, selfless dedication behaviors. Therefore, the motivation of physiotherapists who demonstrate organizational citizenship behaviors should be further explored.

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