Changes

Subjective well-being refers to an individual’s evaluations of one’s own life comprising of both affective and cognitive aspects.<ref name=":8">Diener E (2000) Subjective well-being: the science of happiness and a proposal for a national index, Am Psychol 55(1):34.</ref> An individual with high subjective well-being experiences more pleasant than unpleasant emotions, more pleasures than pains, is engaged in interesting activities, and is (generally) satisfied with one’s life. Although numerous facets underlie a valuable life and mental health, the subjective well-being view emphasizes the individual’s own evaluations of one’s life.

Subjective well-being refers to an individual’s evaluations of one’s own life comprising of both affective and cognitive aspects.<ref name=":8">Diener E (2000) Subjective well-being: the science of happiness and a proposal for a national index, Am Psychol 55(1):34.</ref> An individual with high subjective well-being experiences more pleasant than unpleasant emotions, more pleasures than pains, is engaged in interesting activities, and is (generally) satisfied with one’s life. Although numerous facets underlie a valuable life and mental health, the subjective well-being view emphasizes the individual’s own evaluations of one’s life.

Some of the human qualities such as kindness, humility, and forgiveness have a universal positive appeal for the very reason that they represent morally virtuous behavior and strength of character.<ref>Peterson C, Seligman ME (2004), Character strengths and virtues: a handbook and classification, vol 1. Oxford: University Press.</ref> This perspective directly links to the eudaimonic view of well-being that stresses on the principles of expression and achievement of highest aspirations and inner potentials of an individual. Research highlights the strong association of specific values (hope, zest, gratitude, love, curiosity) with happiness and life satisfaction for both youth and adults.<ref>Park N, Peterson C, Seligman ME (2004), Strengths of character and well-being, J Soc Clin Psychol 23(5):603–619.</ref><ref>Park N, Peterson C (2006), Moral competence and character strengths among adolescents: the development and validation of the values in action inventory of strengths for youth, J Adolescence 29(6):891–909.</ref>

Some of the human qualities such as kindness, humility, and forgiveness have a universal positive appeal for the very reason that they represent morally virtuous behavior and strength of character.<ref name=":9">Peterson C, Seligman ME (2004), Character strengths and virtues: a handbook and classification, vol 1. Oxford: University Press.</ref> This perspective directly links to the eudaimonic view of well-being that stresses on the principles of expression and achievement of highest aspirations and inner potentials of an individual. Research highlights the strong association of specific values (hope, zest, gratitude, love, curiosity) with happiness and life satisfaction for both youth and adults.<ref>Park N, Peterson C, Seligman ME (2004), Strengths of character and well-being, J Soc Clin Psychol 23(5):603–619.</ref><ref>Park N, Peterson C (2006), Moral competence and character strengths among adolescents: the development and validation of the values in action inventory of strengths for youth, J Adolescence 29(6):891–909.</ref>

=== Flourishing ===

=== Flourishing ===

== Well-Being at Workplace ==

== Well-Being at Workplace ==

Well-being at work is defined as an experience, which is influenced by factors, such as the internal culture and organizational ways of functioning, and by personal internal resources (Biggio and Cortese 2013). Three general sets of factors have been posited that influence well-being at the workplace (Danna and Griffin 1999). These encompass  

Well-being at work is defined as an experience, which is influenced by factors, such as the internal culture and organizational ways of functioning, and by personal internal resources.<ref>Biggio G, Cortese C (2013), Well-being in the workplace through interaction between individual characteristics and organizational context, Int J Qual Stud Health Well-being 8(1):19823.</ref> Three general sets of factors have been posited that influence well-being at the workplace.<ref name=":10">Danna K, Griffin RW (1999), Health and well-being in the workplace: a review and synthesis of the literature, J Manag 25(3):357–384.</ref> These encompass  

# Work setting (health, safety hazards)

# Work setting (health, safety hazards)

# Personal characteristics (Type A or B behavior, locus of control)

# Personal characteristics (Type A or B behavior, locus of control)

# Occupational stress (factors pertaining to the job, role and relationships at work, career progression, structure and climate of organization).  

# Occupational stress (factors pertaining to the job, role and relationships at work, career progression, structure and climate of organization).  

Additionally, two interrelated sets of consequences of well-being in the workplace have been noted (Danna and Griffin 1999). They comprise of  

Additionally, two interrelated sets of consequences of well-being in the workplace have been noted.<ref name=":10" /> They comprise of  

# Individual-level physical, psychological, and behavioral consequences.

# Individual-level physical, psychological, and behavioral consequences.

# Organizational-level consequences, which are health insurance costs, productivity, and absenteeism.

# Organizational-level consequences, which are health insurance costs, productivity, and absenteeism.

# Subjective well-being ie. job satisfaction and positive attitudes, positive and negative affect.  

# Subjective well-being ie. job satisfaction and positive attitudes, positive and negative affect.  

# Eudaimonic well-being. For e.g. engagement, meaning, growth, calling.

# Eudaimonic well-being. For e.g. engagement, meaning, growth, calling.

# Social well-being For e.g. quality connections, satisfaction with coworkers, high-quality exchange relationships with leaders. (Fisher 2014).

# Social well-being For e.g. quality connections, satisfaction with coworkers, high-quality exchange relationships with leaders.<ref>Fisher CD (2014), Conceptualizing and measuring wellbeing at work, Chen PY, Cooper CL (eds), Wellbeing: a complete reference guide, work and wellbeing, vol III. Wiley, Chichester, pp 9–33.</ref>

=== Significance of Workplace Well-Being ===

=== Significance of Workplace Well-Being ===

Considering that people spend a substantial amount of time at work, it is essential to note that whether the work they do and the related conditions enable them to enhance their well-being and further towards the state of flourishing.

Considering that people spend a substantial amount of time at work, it is essential to note that whether the work they do and the related conditions enable them to enhance their well-being and further towards the state of flourishing.

Relevance of workplace health and well-being can be seen from the fact that among the five domains comprising overall well-being, career well-being is regarded as the most important for most people (Rath and Harter 2010). It is also significant firstly because workplace represents a source of social and emotional involvement as a modern form of collective life (Gupta 1996), thereby having a strong bearing on the relationships and associations people form. Secondly, work has become more than just a part of the life of an individual, that is to say, that even after leaving from the workplace, the work and its ancillaries still accompany the individual. Put alternatively, workplace well-being has trickle-down effects and connections with other domains of the life of people. And well-being has the potential to affect both workers and organizations in negative ways. Workers with poor well-being may be less productive, make hasty decisions, and be unprofessional towards work, which would be detrimental and diminish overall contributions to the organizations (Price and Hooijberg 1992).

Relevance of workplace health and well-being can be seen from the fact that among the five domains comprising overall well-being, career well-being is regarded as the most important for most people.<ref>Rath T, Harter J (2010), Wellbeing: the five essential elements,  New York: Simon and Schuster.</ref> It is also significant firstly because workplace represents a source of social and emotional involvement as a modern form of collective life,<ref>Gupta RK (1996), Is there a place for the sacred in organizations and their development, J Hum Value 2(2):149–158.</ref> thereby having a strong bearing on the relationships and associations people form. Secondly, work has become more than just a part of the life of an individual, that is to say, that even after leaving from the workplace, the work and its ancillaries still accompany the individual. Put alternatively, workplace well-being has trickle-down effects and connections with other domains of the life of people. And well-being has the potential to affect both workers and organizations in negative ways. Workers with poor well-being may be less productive, make hasty decisions, and be unprofessional towards work, which would be detrimental and diminish overall contributions to the organizations.<ref>Price RH, Hooijberg R (1992), Organizational exit pressures and role stress: impact on mental health, J Organ Behav 13(7):641–651.</ref>

=== Meaning and Orientations Towards Work ===

=== Meaning and Orientations Towards Work ===

As discussed earlier, certain external conditions (e.g., work) go beyond the adaptation principle and represent specific changes that are worth striving for and can result in lasting happiness (Haidt 2006). People relate to their work in one of the three ways. Namely,  

As discussed earlier, certain external conditions (e.g., work) go beyond the adaptation principle and represent specific changes that are worth striving for and can result in lasting happiness.<ref name=":1" /> People relate to their work in one of the three ways. Namely,  

* A job ie. transactional, money-oriented.  

* A job ie. transactional, money-oriented.  

* A career ie. broad personal investment, promotion-oriented.  

* A career ie. broad personal investment, promotion-oriented.  

* A calling ie. intrinsic fulfillment (Bellah et al. 1985).

* A calling ie. intrinsic fulfillment.<ref>Bellah RN, Madsen R, Sullivan WM, Swidler A, Tipton SM (1985), Habits of the heart: individualism and commitment in American life, University of California Press, Berkeley, Press.</ref>

Work as a calling is seen as an opportunity to contribute to the greater good or a higher purpose and is marked by frequent experiences of flow and without any resentment to quit. It is the pursuit of the right goals that mark the essential part of conditions that contribute towards flourishing. Right goals concerning the work one undertakes offer the avenue to create the states of flow and engagement. These two states have been described as nutriments to joy, absorption, meaningfulness, and well-being of a person (Csikszentmihalyi 1990; Nakamura and Csikszentmihalyi 2003).

Work as a calling is seen as an opportunity to contribute to the greater good or a higher purpose and is marked by frequent experiences of flow and without any resentment to quit. It is the pursuit of the right goals that mark the essential part of conditions that contribute towards flourishing. Right goals concerning the work one undertakes offer the avenue to create the states of flow and engagement. These two states have been described as nutriments to joy, absorption, meaningfulness, and well-being of a person.<ref>Csikszentmihalyi M(1990), Flow: the psychology of optimal experience, New York: Harper & Row.</ref><ref>Nakamura J, Csikszentmihalyi M (2003), The construction of meaning through vital engagement, Keyes CL, Haidt J (eds), Flourishing: positive psychology and the life well-lived, Washington, DC : American Psychological Association, pp 83–104.</ref>

=== Workplace Well-Being and Performance: Evidence ===

Through specific actions, such as strength-based work selection (via strength test<ref name=":9" />) and job-crafting by rethinking about the work from a broader perspective,<ref>Wrzesniewski A, Dutton JE (2001), Crafting a job: revisioning employees as active crafters of their work, Acad Manag Rev 26(2):179–201.</ref> people can aim to experience greater happiness, satisfaction, and meaning with respect to their work. For instance, a person who cleans office space could see his or her work in the broader perspective of preventing medical issues arising out of unhygienic conditions.

 

There is evidence in the form of research to support that well-being and job performance correlate positively at the individual level and some strong evidence to claim a causal effect between the two under specific circumstances.

== References ==

== References ==

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