HRM Leading the Way to Workplace Happiness

A special issue of Merits (ISSN 2673-8104).

Deadline for manuscript submissions: closed (15 November 2023) | Viewed by 8180

Special Issue Editors


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Guest Editor

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Guest Editor
Department of Management, ISEG—Advance/CSG—Lisbon School of Economics and Management, University of Lisbon, 1249-078 Lisbon, Portugal
Interests: HRM; OB; sustainability
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
Department of Management, ISEG—Advance/CSG—Lisbon School of Economics and Management, University of Lisbon, 1200-725 Lisbon, Portugal
Interests: HRM; OB; green HRM; sustainability
Special Issues, Collections and Topics in MDPI journals

E-Mail Website
Guest Editor
Multidisciplinary Institute for Enterprise (IME), Faculty of Economic and Management, Department of Business Administration, University of Salamanca, 37009 Salamanca, Spain
Interests: human resource management; innovation; sustainability; organizational behavior; entrepreneurship; well-being
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

Organizational research on happiness uses positive psychology as a theoretical support, addressing emotions and meaningful experiences at work (Gavin and Mason, 2004). Workplace happiness relates to the feelings of satisfaction, organizational commitment, and engagement (Salas-Vallina and Alegre, 2021). As a result, cooperation, organizational commitment (Zipperer and Wu, 2016), and higher satisfaction increase happiness and reduce workplace violence and turnover (Leal et al., 2018). Therefore, workplace happiness and wellbeing closely linked to individual attitudes, behavior changes, goal attainment, satisfaction, and purpose (Kawalya et al., 2019). However, some organizational phenomena may generate workplace unhappiness. Evidence shows that competition stressors (Vesperi et al., 2020) lead to burnout and emotional exhaustion (Rathert et al, 2022), preventing workplace happiness. Recent studies (Gray et al., 2019; Lee et al., 2020) have drawn our attention to the reintroduction of workplace happiness and wellbeing into the research agenda. Workplace happiness describes the experience of passionate employees demonstrating enthusiasm for and commitment to their work, finding meaningful purpose in their jobs, and establishing good relationships at their workplace (Kun and Gadanecz, 2022). Most studies have examined the influence of objective variables on workplace happiness; nevertheless, we believe its subjective origins should also be explored.

This Special Issue aims to elucidate the ways in which workplace happiness can be improved.

This call for papers invites researchers, regardless of their methodological, ontological, or philosophical backgrounds, to contribute to the debate on HRM and its relation to workplace happiness. Research that advocates an optimistic position, as well as others that do not, are welcome. Papers should present theoretically well-founded work and rigorous methodological analysis. Empirical original research articles and literature reviews are welcome.

Workplace happiness should be a priority for HRM.

We look forward to receiving your submissions.

Let us all make the difference.

Gavin, J. H., & Mason, R. O. (2004). The Virtuous Organization: The Value of Happiness in the Workplace. Organizational Dynamics, 33(4), 379–392.

Gray, P., Senabe, S., Naicker, N., Kgalamono, S., Yassi, A., & Spiegel, J. M. (2019). Workplace-based organizational interventions promoting mental health and happiness among healthcare workers: A realist review. International journal of environmental research and public health, 16(22), 4396.

Kun, A., & Gadanecz, P. (2022). Workplace happiness, well-being and their relationship with psychological capital: A study of Hungarian Teachers. Current Psychology, 41, 185–199.

Leal, C.T., Marques, C.P., Marques, C.S. & Cruz, M. (2018). The influence of knowledge sharing on Portuguese healthcare organisations' performance. International Journal of Knowledge-Based Development, 9(3), 279-293.

Lee, H. W. (2020). Interpersonal competition in organization: an investigation of antecedents. International Journal of Manpower, 41(8), 1363-1383.

Rathert, C., Ishqaidef, G., & Porter, T. H. (2022). Caring work environments and clinician emotional exhaustion: Empirical Test of an Exploratory Model. Health Care Management Review, 47(1), 58-65.

Salas-Vallina, A., & Alegre, J. (2021). Happiness at work: Developing a shorter measure. Journal of Management & Organization, 27(3), 460-480. 

Vesperi, W., Ventura, M., & Cristofaro, C. L. (2020). Conflict management as an organizational capacity: survey of hospital managers in healthcare organizations. Measuring Business Excellence, 25(4), 390-406.

Zipperer, L. & Wu, A. (2016). The healthcare environment and knowledge: blunt end experience. Knowledge management in health care. London: Gower, pp.35-52.

Dr. Carla Maria Marques Curado
Prof. Dr. Paulo Lopes Henriques
Dr. Helena Mateus Jerónimo
Prof. Dr. Lucía Muñoz-Pascual
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Merits is an international peer-reviewed open access quarterly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1000 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • workplace happiness
  • performance and appraial
  • organizational behaviour
  • ethics and work–life balance
  • careers and diversity management
  • skills management and talents’ attraction
  • knowledge management
  • leadership and communication
  • HRM digital challenges
  • change management

Published Papers (3 papers)

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25 pages, 1384 KiB  
Article
Effectiveness of Digital and Analog Stress Management Interventions within Occupational Health Management in the Public Sector
by Runa Maj Fasthoff, Lea Nolte and Timo Kortsch
Merits 2023, 3(4), 615-639; https://doi.org/10.3390/merits3040037 - 2 Oct 2023
Viewed by 2355
Abstract
Stress increases among the working population in Germany. Workplace stress management interventions are therefore becoming increasingly important, especially in the public sector, which has a higher structural risk for work-related stress than other organizations. Currently, face-to-face formats dominate, but promising digital offerings are [...] Read more.
Stress increases among the working population in Germany. Workplace stress management interventions are therefore becoming increasingly important, especially in the public sector, which has a higher structural risk for work-related stress than other organizations. Currently, face-to-face formats dominate, but promising digital offerings are being developed. The aim of this study was to investigate the effectiveness of a stress management intervention as a face-to-face and self-guided digital format, referring to the Job Demands-Resources Model. The preregistered study applied a randomized control group design in which N = 65 public service employees were assigned to face-to-face training, an online course, or waitlist control group. Participants completed online questionnaires before the intervention, shortly after the intervention, and six weeks later. Although trends for reductions in emotional exhaustion and perceived stress were evident among the intervention groups, mixed analyses of variance showed no interaction effects between the time and group on the outcomes. The main effects showed a significant decrease in stress levels regardless of the group and significant differences between intervention groups, with the online course reporting the lowest stress level. The results indicate that digital and analog stress management interventions can have desired effects within occupational health management. However, many unpredictable events (e.g., illness, vacation during the intervention) seem to influence the effectiveness in the workplace setting, and so further research is needed. Full article
(This article belongs to the Special Issue HRM Leading the Way to Workplace Happiness)
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16 pages, 1175 KiB  
Article
A Comparative Study of Burnout among Several Teachers’ Specializations in Secondary Schools of Thessaloniki
by Efrosini Chryssouli and Theodore Koutroukis
Merits 2023, 3(3), 478-493; https://doi.org/10.3390/merits3030028 - 10 Jul 2023
Viewed by 1741
Abstract
The aim of this paper was to assess secondary education teachers’ burnout in the Thessaloniki area. More specifically, the teachers of humanities (THs) and the teachers of sciences (TSs) were examined. In these groups, a comparative approach to burnout was performed. The sample [...] Read more.
The aim of this paper was to assess secondary education teachers’ burnout in the Thessaloniki area. More specifically, the teachers of humanities (THs) and the teachers of sciences (TSs) were examined. In these groups, a comparative approach to burnout was performed. The sample consisted of 142 THs and 108 TSs. The Maslach and Jackson burnout measurement scale and the burnout sources questionnaire, as adapted by Mouzoura, were used to collect data. Based on the results of the survey, moderate burnout level was found in the teachers as a whole. It was also proved that between the two groups, there was no difference in the degree of burnout. In addition, THs record lower rates of depersonalization than TSs. Thus, it seems that demographic characteristics, level of education, and type of school differentiate burnout levels. Moreover, both groups of teachers’ specialties identified issues related to educational organization and administration as the most important cause of burnout. Individually, however, THs appear to be more exhausted emotionally due to professional obligations that magnify the workload and time pressure compared to TSs, who are particularly “affected” by the lack of material teaching resources. Moreover, this paper explores and records several dimensions of burnout faced by the participants in the survey and reports certain recommendations that can practically influence their workplace. Full article
(This article belongs to the Special Issue HRM Leading the Way to Workplace Happiness)
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10 pages, 255 KiB  
Brief Report
Perceived Workplace Support for Employee Participation in Workplace Wellness Programs: A Brief Report
by Jennifer Altman, Casey Mace Firebaugh, Stephanie M. Morgan and Michael Epstein
Merits 2023, 3(3), 494-503; https://doi.org/10.3390/merits3030029 - 20 Jul 2023
Viewed by 2893
Abstract
Workplace wellness programs have the potential to help improve employee well-being and manage the growing costs associated with poor employee health. Low participation rates stunt the benefits to employee health and limit organizations from maximizing their return on investment. Understanding what influences participation [...] Read more.
Workplace wellness programs have the potential to help improve employee well-being and manage the growing costs associated with poor employee health. Low participation rates stunt the benefits to employee health and limit organizations from maximizing their return on investment. Understanding what influences participation is key to developing effective programs. This research explores the complexity of influencers by blending key concepts of the social–ecologic model and the Fogg Behavioral Model. Ninety-one full-time U.S. employees participated and completed a brief online survey. Key measures included participation in workplace wellness programs, perceived workplace support for health, employee motivation to participate, and employee ability to participate. Perceived support for health was positively correlated with all variables examined. These study findings expand on the current literature to help researchers and practitioners better understand the pathways in which culture of health relates to participation in workplace wellness programs by including the potential moderating effects of motivation, ability, and total number of workplace wellness programs. Full article
(This article belongs to the Special Issue HRM Leading the Way to Workplace Happiness)
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