Psychological well-being and job satisfaction as predictors of job performance.

By T. A. Wright, Russell S. Cropanzano. Journal of Occupational Health Psychology, 2000

1,271 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/09827dde1db6d3a4fe17dc2a83ebd20ad2e99754

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Well-Being, Personal Success and Business Performance Among Entrepreneurs: A Two-Wave Study (2018, background): “Work performance may be more strongly predicted by general life satisfaction than by job satisfaction (Lyubomirsky et al. 2005a; Wright and Cropanzano 2000).”
Does Happiness Promote Career Success? (2008, background): “Indeed, it appears that positive affect is a good predictor of job performance (Wright & Cropanzano, 2000), and this link is evident across diverse work environments.”
Which is a Better Predictor of Job Performance: Job Satisfaction or Life Satisfaction? (2006, positive): “In particular, replication of the study by Wright and Cropanzano (2000) would be beneficial because these researchers based their conclusions on a small sample (n = 47) of a specialized group of employees (e.g., human service workers), used only an affective measure of well-being, and used a single…”
The impact of management on the engagement and well-being of high emotional labour employees (2014, background): “Past researchers have identified that wellbeing affects job satisfaction (Brunetto et al. 2011a; Wright and Cropanzano, 2000) and affective commitment (Brunetto et al.”
The benefits of frequent positive affect: does happiness lead to success? (2005, neutral): “In two studies, Wright and Cropanzano (2000) found that job performance, as judged by supervisors, was significantly correlated with well-being (rs of .32 and .34, respectively), but uncorrelated with measures of job satisfaction (rs of .08 and .08, respectively).”
LibRA (2019, positive): “Our choice and inclusion of these covariates are motivated from prior literature [7, 15, 159].”
Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context (2014, positive): “Indeed, research has evidenced negative relationships between ‘ soft ’ outcomes, including individual health and well-being, and ‘ hard ’ performance measures (Bond & Bunce, 2003; Wright & Cropanzano, 2000).”
Customer Mistreatment, Employee Health, and Job Performance (2017, methodology): “Well-being was measured at Time 2 using a three-item measure (Berkman, 1971; Wright & Cropanzano, 2000).”