Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis

By Toon W. Taris, P. Schreurs. 2009

279 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/af204375e901c15a280d9f196597b00fc3d9fa57

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Transformational leadership, work engagement, and occupational success (2012, background): “Several studies provide evidence for the positive relation between employee well-being and various performance measures, such as job performance, and individual occupational or organizational outcomes (Harter et al., 2002a, b; Judge et al., 2001; Taris and Schreurs, 2009; Grebner et al., 2008; Lyumb”
Organizational interventions: A research-based framework for the evaluation of both process and effects (2013, result): “This assumption is in accordance with the happy worker-productive worker thesis suggesting that happy employees are more productive (and vice versa) (Taris & Schreurs, 2009).”
Well-Being, Personal Success and Business Performance Among Entrepreneurs: A Two-Wave Study (2018, background): “In the field of human resources management, the ‘happy-productive worker hypothesis’ is common ground, which assumes satisfaction predicts performance and productivity (e.g. Paauwe and Richardson 1997; Taris and Schreurs 2009; Van de Voorde et al. 2012; Wright and Staw 1999).”
Intraindividual models of employee well-being: What have we learned and where do we go from here? (2015, background): “Moreover, in the context of the happyproductive worker thesis, findings from between-individual research indicate that employee well-being may increase individual job performance (Judge, Thoresen, Bono, & Patton, 2001) as well as organizational performance (Taris & Schreurs, 2009).”
Resilience training in the workplace from 2003 to 2014: A systematic review (2015, unknown): “DOI:10.1111/joop.12120 Higgins, & Decesare, 2011; Taris & Schreurs, 2009).”
Relationships between psychological, physical, and behavioural health and work performance: A review and meta-analysis (2011, background): “Field studies on work-specific affect have found it to be related to organizational citizenship behaviours (Lee & Allen, 2002 ), individual job performance (Taris, 2006 ; Wright, Cropanzano, Denney, & Moline, 2002 ) and organizational performance (Taris & Schreurs, 2009 ).”
Neoliberal ideology in work and organizational psychology (2018, background): “This constitutes a recipe or even a panacea for the high-performing organization where both managers and employees are productive and happy (Taris & Schreurs, 2009).”
Heavy work investment: Its motivational make-up and outcomes (2013, background): “, 2008), it is plausible that they are willing to go the extra mile and that they are motivated to perform (Judge et al., 2005; Taris and Schreurs, 2009).”
High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis (2018, methodology): “Our expectation for a positive indirect relationship between HPWP and patient satisfaction via job satisfaction and employee engagement is based on the idea that satisfied and engaged workers tend to be more productive than their counterparts (Taris & Schreurs, 2009; West & Dawson, 2012).”
Does Leadership Style Make a Difference? Linking HRM, Job Satisfaction, and Organizational Performance (2014, background): “A similar problem can be observed with respect to the relationship between job satisfaction and performance (Judge et al., 2001; Taris & Schreurs, 2009).”