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Abstract(s)
Nos últimos anos, o tema da felicidade no trabalho tem vindo a ganhar um enorme destaque no mundo empresarial. Com a pandemia de COVID-19, os modelos de trabalho alteraram-se e esta questão ganhou uma maior dimensão. O trabalho passou a ser visto como uma fonte de felicidade e não apenas como uma fonte de rendimento. Tornou-se essencial fazer com que os colaboradores se sintam bem nas organizações onde trabalham e, para isso, de ser valorizados, reconhecidos e recompensados pelo seu desempenho e dedicação. Assim, este estudo tem como objetivo estudar os níveis de felicidade no trabalho e perceber se existe uma relação entre esta e o desempenho profissional. Pretende-se, ainda, recolher os fatores que mais contribuem para a felicidade no trabalho e algumas sugestões de iniciativas para a aumentar. Para o efeito, utilizou-se uma metodologia mista (embutida), com ênfase na parte quantitativa sobre a qualitativa e recorreu-se a um inquérito por questionário online autoadministrado para mensurar os níveis de felicidade e desempenho no trabalho, bem como o efeito do primeiro sobre o segundo. Na amostra composta por 392 indivíduos profissionalmente ativos, verificaram-se níveis elevados de felicidade no trabalho e de desempenho profissional, e constatou-se que os indivíduos mais felizes são os que se encontram em regime de trabalho híbrido e auferem um rendimento mensal acima da média. Verificou-se, ainda, que os fatores que mais influenciam a felicidade são o ambiente de trabalho, as relações interpessoais, a remuneração, o reconhecimento, a realização e o gosto pelo trabalho. As sugestões para aumentar a felicidade incluem o aumento da remuneração, do reconhecimento e da flexibilidade. Comprovou-se, ainda, o efeito positivo do envolvimento, satisfação com o trabalho e compromisso organizacional afetivo sobre a felicidade no trabalho, no entanto, não se conseguiu comprovar que felicidade no trabalho possui um efeito relevante sobre o desempenho profissional.
In recent years, the topic of happiness at work has gained enormous prominence in the business world. With the COVID-19 pandemic, work patterns have changed, and the issue has taken on a greater dimension. Work is now seen as a source of happiness and not just a source of income. It has become essential to make employees feel good in the organizations where they work and, for that, to be valued, recognized, and rewarded for their performance and dedication. Thus, this study aims to study the levels of happiness at work and understand whether there is a relationship between it and job performance. It also intends to collect the factors that most contribute to happiness at work and some suggestions for initiatives to increase it. For this purpose, we used a mixed methodology (embedded), with emphasis on the quantitative over the qualitative part, and used a self-administered online questionnaire survey to measure levels of happiness and work performance, as well as the effect of the former on the latter. In the sample composed of 392 professionally active individuals, there were high levels of work happiness and work performance, and it was found that the happiest individuals are those who are in hybrid work arrangements and earn an above average monthly income. It was also found that the factors that most influence happiness are the work environment, interpersonal relationships, payment, recognition, achievement, and enjoyment of work. Suggestions for increasing happiness include increasing payment, recognition, and flexibility. There was also evidence of the positive effect of engagement, job satisfaction, and affective organizational commitment on happiness at work, however, it could not be proven that happiness at work has a relevant effect on job performance.
In recent years, the topic of happiness at work has gained enormous prominence in the business world. With the COVID-19 pandemic, work patterns have changed, and the issue has taken on a greater dimension. Work is now seen as a source of happiness and not just a source of income. It has become essential to make employees feel good in the organizations where they work and, for that, to be valued, recognized, and rewarded for their performance and dedication. Thus, this study aims to study the levels of happiness at work and understand whether there is a relationship between it and job performance. It also intends to collect the factors that most contribute to happiness at work and some suggestions for initiatives to increase it. For this purpose, we used a mixed methodology (embedded), with emphasis on the quantitative over the qualitative part, and used a self-administered online questionnaire survey to measure levels of happiness and work performance, as well as the effect of the former on the latter. In the sample composed of 392 professionally active individuals, there were high levels of work happiness and work performance, and it was found that the happiest individuals are those who are in hybrid work arrangements and earn an above average monthly income. It was also found that the factors that most influence happiness are the work environment, interpersonal relationships, payment, recognition, achievement, and enjoyment of work. Suggestions for increasing happiness include increasing payment, recognition, and flexibility. There was also evidence of the positive effect of engagement, job satisfaction, and affective organizational commitment on happiness at work, however, it could not be proven that happiness at work has a relevant effect on job performance.
Description
Keywords
Felicidade no Trabalho Desempenho profissional Envolvimento Satisfação com o trabalho Compromisso organizacional afetivo Happiness at work Job performance Engagement Job satisfaction