scholarly journals The Relationship between Gratitude, Wellbeing, Spirituality, and Experiencing Meaningful Work

Psych ◽  
2021 ◽  
Vol 3 (2) ◽  
pp. 85-95
Author(s):  
Natasha M. Loi ◽  
Di Helen Ng
Keyword(s):  
Life Satisfaction ◽  
Positive Affect ◽  
Work Engagement ◽  
Mediation Analysis ◽  
Meaningful Work ◽  
Mental Wellbeing ◽  
The Relationship

Poor mental wellbeing not only affects an individual and their family, but it also affects the workplace and the society as a whole. Consequently, it is crucial to investigate approaches that can promote a positive mindset in order to enhance wellbeing. This study aimed to explore the association between gratitude, wellbeing, spirituality, and experiencing meaningful work. A sample of 197 participants (69.5% female) completed measures of gratitude, experiencing meaningful work, spirituality, and several wellbeing indices. Gratitude was significantly positively associated with happiness, life satisfaction, flourishing, positive affect, spirituality, and experiencing meaningful work. A mediation analysis revealed that the relationship between wellbeing and experiencing meaningful work was partially mediated by gratitude. Additionally, spirituality did not moderate the relationship between gratitude and experiencing meaningful work. Overall, the findings indicate that fostering a grateful mindset could enhance wellbeing and work engagement, which in turn could lead to the experience of meaningful work.

Effect of Charitable Behavior on Life Satisfaction: a Parallel Multivariable Mediation Model

2019 ◽  
Vol 47 (3) ◽  
pp. 1-8 ◽  
Author(s):  
Jingjing Song ◽  
Chuanhua Gu ◽  
Bin Zuo
Keyword(s):  
Life Satisfaction ◽  
Positive Affect ◽  
Mediation Analysis ◽  
Mediating Effect ◽  
Mediation Model ◽  
Charitable Behavior ◽  
Self Acceptance ◽  
The Relationship

We aimed to determine how charitable behavior affects life satisfaction through the multiple mediating roles of self-acceptance and positive affect. We recruited 4,048 adults in China who voluntarily completed a survey on the frequency of their charitable behavior, self-acceptance, positive affect, and life satisfaction. Results of a parallel multivariable mediation analysis showed that more frequent charitable behavior was positively associated with greater life satisfaction. Also, self-acceptance and positive affect mediated the relationship between charitable behavior and life satisfaction. Implications for the mediating effect of charitable behavior on life satisfaction are discussed.

scholarly journals A Life Satisfaction of A Dual Role Woman

2020 ◽  
Vol 9 (3) ◽  
pp. 318-326
Author(s):  
Yanah Ria ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Female Nurses ◽  
The Relationship

This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur

Psychological capital and career commitment: the mediating effect of subjective well-being

2018 ◽  
Vol 56 (2) ◽  
pp. 458-473 ◽  
Author(s):  
Hansika Singhal ◽  
Renu Rastogi
Keyword(s):  
Life Satisfaction ◽  
Negative Affect ◽  
Positive Affect ◽  
Psychological Capital ◽  
Career Commitment ◽  
Well Being ◽  
Subjective Well Being ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to discover the role of psychological capital (PsyCap) as a predictor of subjective well-being (SWB) and career commitment (CC). Further, it aims to analyze the mediating role of SWB in the relationship between PsyCap and CC in the Indian manufacturing sector. Design/methodology/approach A quantitative survey-based research design employing data from 300 employees in the National Capital Region (NCR) of India was used in the present research. Findings The results demonstrated that PsyCap acted as a predictor for SWB and CC. Additionally, SWB partially mediated the relationship between PsyCap and CC. Research limitations/implications The limitations of the present research would have to do with the purposive sample set chosen during the data collection. The sample consisted of middle- and upper-middle-class Indian employees working in the NCR having knowledge of English language and computer skills. Perhaps, future research works should take into account a wider sample in terms of the regions across India and not only the NCR. Although the findings showed that SWB reduced the relationship between PsyCap and CC, still that relationship was significant statistically. Further research studies might also explore various moderators while simultaneously studying SWB. In the research, SWB acted as a significant mediator of the relation between PsyCap and CC, yet at the same time, it may be the scenario that employees who are committed toward their career would be more inclined to espouse a greater sense of SWB (i.e. mediator is caused by the outcome). Hence, the authors duly recognize the need to test this substitute model. Since, SWB places chief emphasis on respondent’s own experiences and perspectives; it does not denote a consummate understanding of their mental health as people may have psychological disorders even if they experience happiness. Hence, the use of other measures in addition to SWB in comprehending a person’s psychological health is desirable (Diener et al., 1997). Practical implications This study suggests that in order for organizations to have a workforce committed to their career and hence, their profession, the supervisors will need to train the employees having a higher incidence of PsyCap to increase their SWB. Consequently, the supervisors will, in turn, need to recruit employees already having the four dimensions of PsyCap, i.e. hope, efficacy, resilience and optimism at the workplace in order for them to have a higher life satisfaction, positive affect, reduced negative affect (three components of SWB) and increased CC. Social implications Employees who develop within themselves a state of being hopeful, efficacious, resilient and optimistic will also be strongly oriented toward having greater life satisfaction, positive affect and lower levels of negative affect. This, in part, would help them achieve the required commitment toward their career and hence, help them in sticking with their jobs. Originality/value The present study advances the existing work on positive organizational behavior by exhibiting the noteworthy role of PsyCap in predicting SWB and CC. Further, it helps in demonstrating the inevitable role of SWB in partially mediating the relationship between PsyCap and CC.

The relationship of leaders’ humor and employees’ work engagement mediated by positive emotions

2016 ◽  
Vol 37 (8) ◽  
pp. 1083-1099 ◽  
Author(s):  
Ashita Goswami ◽  
Prakash Nair ◽  
Terry Beehr ◽  
Michael Grossenbacher
Keyword(s):  
Transformational Leadership ◽  
Positive Affect ◽  
Leadership Style ◽  
Work Engagement ◽  
Positive Emotions ◽  
Content Type ◽  
Transformational Leadership Style ◽  
Relationship Of ◽  
Affect At Work ◽  
The Relationship

Purpose The purpose of this paper is to examine affective events theory (AET) by testing the mediating effect of employees’ positive affect at work in the relationships of leaders’ use of positive humor with employees’ work engagement, job performance, and organizational citizenship behaviors (OCBs); and the moderating effect of transformational leadership style on the relationship between leaders’ use of positive humor and subordinate’s positive affect at work. Design/methodology/approach Data were obtained from 235 full-time employees working for a large information technology and business consulting corporation. Moderated mediation (Hayes, 2013) was performed to test the proposed model. Findings Leaders’ positive humor was related to creation of subordinates’ positive emotions at work and work engagement. Positive emotions at work did not mediate between leaders’ humor and performance or OCBs. In addition, leaders’ use of transformational leadership style made the relationship between leaders’ positive humor and employees’ positive emotions at work stronger. Research limitations/implications This study provides evidence of the positive relationship of leaders’ positive humor with employees’ positive emotions at work and work engagement. Such knowledge may help to inform the training workshops in humor employed by practitioners and potentially create a more enjoyable and fun workplace, which can lead to greater employee engagement. Originality/value AET helps explain effects of leader humor, but the effects of are complex. Leader’s use of even positive humor is most likely to have favorable effects mainly depending on their leadership style (transformational) and if their humor successfully leads to positive emotions among employees.

Service employees’ fit, work-family conflict, and work engagement

2016 ◽  
Vol 30 (5) ◽  
pp. 554-566 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Fit ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

scholarly journals Playful work design: A diary study on its correlates in white collar workers

2018 ◽  
Vol 9 (1) ◽  
pp. 38-53
Author(s):  
Laura Petrescu
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
White Collar ◽  
Work Design ◽  
Job Autonomy ◽  
Individual Factor ◽  
Manager Support ◽  
White Collar Workers ◽  
The Relationship

The present study addresses playful work design as the consistent initiative of employees to integrate game-like elements into their day-to-day work in order to reach theirimposed work-related goals. We adapted a short measure for daily playful work design and followed 55 white-collar workers over 5 consecutive working days. We hypothesized that playful work design would be predicted by contextual factors and an individual factor (i.e. job autonomy, manager support for fun and growth need strength). Furthermore, we predicted that, across days, playful work design would relate positively with work engagement and positive affect and negatively with negative affect. Additionally, we tested for the moderation of growth need strength in the relationship between work engagement and playful work design. Results indicated that playful work design was not predicted by job either job autonomy, manager support for fun or growth need strength. We found that playful work design was related positively to work engagement and positive affect, but not related to negative affect. Moreover, growth need strength didn’t moderate the relationship between daily playful work design and daily work engagement. We discuss theoretical and practical implications of our findings for the work design literature.

scholarly journals Searching for meaning: The mediating role of work engagement in the relationship between meaningful work and turnover intention of Millennials

2020 ◽  
Vol 5 (1) ◽  
pp. 15
Author(s):  
Ferdinan Leonardo Siahaan ◽  
Eka Gatari
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Millennial Generation ◽  
Meaningful Work ◽  
Intention To Leave ◽  
Mediating Role ◽  
Utrecht Work Engagement Scale ◽  
Convenience Sampling ◽  
The Relationship

The highest trends in employee turnover in companies are found in the Millennial generation. This trend is expected to continue to increase every year. This study aims to see how meaningful work influences the intention to leave the company through the role of work engagement as a mediator in the Millennial Generation sample. This research was conducted on 446 Millennial generation employees from various types of companies using convenience sampling methods. The instruments used in this study were Work as Meaning Inventory, Utrecht Work Engagement Scale-9, and Turnover Intention Scale. Based on mediation analysis, work engagement significantly acts as a mediator of the relationship between meaningful work and the intention to leave the company among millennial workers. Hopefully, the findings of this study can provide information for organizations to promote meaningful work and work engagement to increase the willingness of Millennial Generation employees to stay longer in their companies or organizations today.

scholarly journals Understanding the Predictive Factors that Influence the Perceived Burden of Dementia Caregivers

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 995-995
Author(s):  
Kaitlyn Lucas ◽  
Katherine Judge
Keyword(s):  
Life Satisfaction ◽  
Negative Affect ◽  
Positive Affect ◽  
Mental Wellbeing ◽  
Negative Effects ◽  
Online Data ◽  
Dementia Caregivers ◽  
Loved One ◽  
Perceived Burden ◽  
Overall Life Satisfaction

Abstract Caregivers of individuals with dementia have increased levels of burden because of their caregiving duties which in turn results in negative effects on their physical, emotional, and mental wellbeing. Few studies have examined individual difference-based constructs such as positive and negative affect in relation to caregiver burden. Positive affect is characterized by pleasant emotions and expressions and higher levels of overall life satisfaction whereas negative affect is characterized by more pessimistic emotions and expressions and lower overall life satisfaction. Analyses were performed on dementia caregivers (n=102) using the online data collection tool MTurk Prime. The average caregiver provided 21 or more hours of care with 76.9% of caregivers living with their loved one with dementia. Significant correlations were found between caregiving burden and positive affect (r= -.31, p=.002) and negative affect (r= .56, p=<.001), with higher positive affect related to lower burden and higher negative affect related to greater burden. Results of multiple regression models showed that positive affect (β = -.24, p = .03) and negative affect (β = .35, p = .01) were significant predictors of burden even while controlling for other constructs including types of coping, compassion towards other, and assessment of family dynamics. Understanding the relationship between these constructs will allow for more individualized interventions to be created to help reduce the level of burden that dementia caregivers experience.

Sign in / Sign up

Export Citation Format

Share Document