Authentizotic climates and employee happiness: Pathways to individual performance?

By Arménio Rego, Miguel Pina e Cunha. 2008

164 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/86de24d557c78788a49be6bcf3dc4ec281b074d2

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors (2010, methodology): “Rego and Cunha (2008a) also found that a second-order factor model, with the five factors loading onto an overall AWB factor, fits the data reasonably well.”
Optimism predicting employees' creativity: The mediating role of positive affect and the positivity ratio (2012, background): “Leaders may adopt several actions with high potential (Avolio, Gardner, Walumbwa, Luthans, & May, 2004; Ilies, Morgeson, & Nahrgang, 2005; Rego & Cunha, 2008; Rego, Ribeiro, & Cunha, 2010), including: stimulating spirit of camaraderie within the team; providing opportunities for learning and…”
A Conceptual Framework of Happiness at the Workplace (2014, background): “The previous studies (e.g. Quick & Quick, 2004; Rego & Cunha, 2008) state that happy employees are productive employees.”
How transformational leadership predicts employees’ affective commitment and performance (2018, methodology): “To measure IP, the study uses four items from Rego and Cunha (2008).”
The construct validity of vigor and its antecedents: A qualitative study (2009, background): “Empirically, recent studies, using related conceptualizations of vigor as a mood state, found it to be linked with performance (Rego & Cunha, 2008; Thelwell et al., 2007), effective decision making and pro-social behavior (George, 1991; Staw & Barsade, 1993).”
Psychological Capital, Quality of Work Life, and Quality of Life of Marketers (2012, methodology): “In addition, QWL is important for firms because it relates to employee performance productivity and loyalty (Korunka, Hoonakker, and Carayon 2008; Rego and Cunha 2008).”
Psychological capital and performance of Portuguese civil servants: exploring neutralizers in the context of an appraisal system (2010, methodology): “Self-reported individual performance was measured with four seven-point self-report scales (Rego and Cunha 2008; Staples, Hulland and Higgins 1999).”