Work, Happiness, and Unhappiness

By P. Warr. 2007

749 citations recorded by the source corpus.

Subfields: Management, Monitoring, Policy and Law

View Paper: https://www.semanticscholar.org/paper/b6973cbf7b8e5d6771a8dff17f83f1b7318bb1b3

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In Management, Monitoring, Policy and Law

Citations in the corpus

Personality and Job Engagement (2011, background): “…respect of other forms of well-being it is known that, although environmental changes can modify well-being, individuals are likely to return to or towards their personality-linked baseline (e.g., Warr, 2007, Chapter 9), and such an adaptation process can be envisaged in respect of job engagement.”
Flexible working and happiness in the NHS (2011, methodology): “Neither will it necessarily promote happiness in all employees as an individual’s response to an environmental input depends on the personal salience of that input (Warr, 2007).”
A meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. (2011, background): “Work satisfaction is related to many indicators of mental health as well as to physical health (Faragher, Cass, & Cooper, 2005); it can be regarded as a central aspect of an individual’s well-being (Warr, 2007).”
Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. (2008, background): “of the tasks themselves (Amabile, 1993), job satisfaction is a more global attitude—an evaluative judgment about the extent to which one’s overall work experiences meet one’s expectations or standards (Harrison, Newman, & Roth, 2006; Warr, 2007; Weiss, 2002).”
The role of weekly high‐activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model (2014, methodology): “…motivation (Amabile et al., 1996) and build valued psychological resources, such as mastery, autonomous thinking, and social collaboration (Deci & Ryan, 2000), all of which have been observed to be positively related to enthusiasm, excitement, joy, and inspiration while working (Warr, 2007).”
Leadership behavior and employee well-being: An integrated review and a future research agenda (2018, background): “…contentment, comfort, satisfaction, and serenity (Warr, 2007), while eudaimonic well-being involves “the positive feeling of aliveness” and energy (Warr, 2007, p. 41, citing Ryan & Frederick, 1997) and includes personal growth, learning and vitality as captured in the concept of thriving (e.g.,…”
Well-being, job satisfaction and labour mobility (2010, background): “Absence indicators are related more strongly to scores on the Depression–Enthusiasm axis than to job satisfaction or to scores on the Anxiety–Comfort axis (Warr, 2007: p. 430).”
Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers (2008, background): “It has become increasingly important to examine the conditions and processes that contribute to the optimal functioning and happiness of people (Gable & Haidt, 2005; Warr, 2007).”
The longitudinal development of employee well-being: a systematic review (2016, methodology): “Here, we focus on affective well-being (Warr, 2007), as it is widely considered to be the core of well-being (Diener et al., 2009) and mental health (Keyes, 2005).”
Theories of psychological stress at work (2012, background): “Warr ( 2007 ) outlined how, like vitamins, moderate levels of these work sources produce happiness, but beyond a certain level there is a “tipping point” (Warr & Clapperton, 2010 , p. 73) where the demands of some of these work sources reduce happiness and well-being and where, for other work…”
Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being (2019, background): “Whereas job satisfaction captures work-related well-being, whereas mental health is a general well-being measure (Warr, 2007).”
Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “Job satisfaction in research is widely acknowledged to be a conceptualization of whether a job is enjoyable and has been conceptualized as separate facet satisfactions or globally for the whole job (Warr, 2007).”
Age and work‐related motives: Results of a meta‐analysis (2011, background): “approaches that have been taken to understanding the complex effects of adult development on workplace behaviors (also see, Greller & Stroh, 1995; Kooij, De Lange, Jansen, & Dikkers, 2008; Warr, 2007).”
The Role of Occupational Emotional Labor Requirements on the Surface Acting–Job Satisfaction Relationship (2016, background): “A separate line of research has revealed that interpersonal interactions generally fulfill intrinsic human desires for affiliation (Alderfer, 1972; Baumeister & Leary, 1995) and enhance positive mood (Watson, 2000) and well-being (S. Cohen & Wills, 1985; Ryan & Deci, 2001; Warr, 2007).”
Moving European research on work and ageing forward: Overview and agenda (2010, neutral): “The two other axes suggested by Warr seem to exhibit a U-shape form in relation to age (Warr, 2007, pp. 310 – 311).”