Kaarten: HRM C9/10: Well-being and leadership | Quizlet

What is well-being at work?

Employees' experience of feeling good and of their fulfillment and purpose (Sonnentag, 2015). Includes pleasurable and meaningful components (Dolan, 2014; Ryan & Deci, 2001). Example: Feeling satisfied with a job while contributing to a greater purpose.

What are the two philosophical traditions of well-being?

Hedonic view and eudaimonic view.

• Hedonic = pleasure (coffee breaks)

• Eudaimonic = meaning and growth (challenging projects)

What has most studies on well-being focused on?

Hedonic well-being at the expense of eudaimonic experience.

Example: Measuring job satisfaction but ignoring purpose.

Define hedonic well-being at work.

Presence of pleasure and absence of pain (Angner, 2010); balance of pleasant over unpleasant experiences (Eid & Larsen, 2008). Example: Comfortable, low-stress office.

What is job satisfaction?

Positive evaluative judgment about one's job or job situation (Weiss, 2002); satisfaction with facets like pay, promotion, supervision, coworkers (Smith et al., 1969). Example: Being happy with salary and colleagues.

Distinguish extrinsic vs intrinsic satisfaction.

• Extrinsic: external factors like pay and supervision

• Intrinsic: the work itself (Wernimont, 1966).

• Example: Benefits vs enjoyment of tasks.

What are positive emotions at work?

Experience of positive affect; transient or state emotions (Diener, 2000; Kaplan et al., 2009). Example: Excitement after a successful presentation.

Define eudaimonic well-being at work.

Feelings accompanying behavior aligned with one's true potential (Waterman, 1984). Example: Working on value-aligned, growth-oriented projects.

What is the "Daimon"?

The true self or ideal of excellence toward which one strives (Norton, 1976). Example: Becoming an expert to fulfill inner potential.

What is “worthwhileness” in eudaimonic well-being?

Personal growth and meaning associated with activities (Ryff, 1995); evaluation of activities as meaningful (Dolan et al., 2011). Example: Mentoring juniors.

How can meaningfulness at work fluctuate?

Through activity worthwhileness; eudaimonic well-being varies daily (Kozusznik et al., 2019). Example: Purposeful meetings vs dull admin work.

Give an example of discrepancy between pleasurable and rewarding activities.

Difficult meaningful tasks are more rewarding than pleasurable; comfortable work is more pleasurable than rewarding. Example: Writing reports vs chatting.

What is a happy life according to the document?

A life with many daily experiences of pleasure and purpose. Example: Enjoyable lunches and impactful projects.

Define psychological richness at work.

A life full of interesting, complex, perspective-changing experiences (Oishi & Westgate, 2022). Example: Traveling to conferences.

How is psychological richness distinct from happiness and meaning?

• Happy: comfort and stability

• Meaningful: purpose and contribution

• Rich: interesting journey.

• Example: Secure job vs charity work vs adventurous career.

What evidence supports the three factors of a good life?

Surveys, experiments, and obituary studies show three separate factors. Example: Obituaries describing adventurous lives.

What is a stressor?

Any demand requiring effort and adaptation. Example: Tight deadlines.

List physical stressors affecting well-being.

Light and sound, ergonomics, natural elements, air quality, temperature, layout, safety, work schedule. Example: Poor lighting.

Which type of well-being do physical stressors mostly affect?

Hedonic well-being.

Example: Uncomfortable temperature reduces pleasure.

List commonly studied psychosocial stressors.

Role stressors, workload, conflict, lack of support, constraints, low control, work-family conflict, layoffs, insecurity, emotional labor. Example: Conflict with colleagues.

What is diversity and inclusion?

Shift from diversity to inclusion since 1960s-70s; creating supportive environments for all groups. Example: Equal opportunity policies.

What is HRM's role in diversity and inclusion?

Reducing bias in recruitment, selection, development, and pay. Example: Blind recruitment.

How to increase eudaimonic well-being at job design level?

Increase skill variety, task significance, autonomy, empowerment, and resources. Example: Diverse, independent tasks.

How to increase eudaimonic well-being socially?

Strengthen team relationships, community, and CSR (Dierickx et al., 2024). Example: Team-building and volunteering.

What are outcomes of meaningful work?

• higher satisfaction, engagement, commitment

• lower turnover

• more creativity

• higher life satisfaction

• less stress

What is the paradox about HR investments and burnout?

Despite rising well-being investments, 76% experience burnout (Gallup, 2024). Example: Wellness apps with high workload.

Define stress.

Subjective experience when demands exceed coping ability. Example: Feeling overwhelmed by projects.

What are harmful effects of stress for individuals?

Burnout, low performance, depression, anxiety, PTSD. Example: Chronic anxiety.

What are economic costs of work-related stress?

US$221 million to $187 billion annually (Hassard et al., 2017). Example: Absenteeism costs.

Define burnout.

Emotional exhaustion, depersonalization, reduced accomplishment (Maslach & Jackson, 1986). Example: Detached nurse.

What is the Job Demands-Resources model?

Job demands require effort; job resources help achieve goals, reduce demands, and promote growth (Bakker et al., 2004).

Define work engagement.

Positive work-related state of vigor, dedication, and absorption (Schaufeli et al., 2002). Example: Being deeply immersed.

How to stimulate work engagement?

Increase job resources: support, recognition, autonomy, fairness, growth opportunities.

Define red tape.

Rules that hinder effectiveness and serve no functional purpose. Example: Excessive paperwork.

Effects of red tape on employees.

Reduced autonomy, motivation, commitment; increased stress and alienation.

Risks for well-being in the public sector.

Goal ambiguity and performance pressure reduce well-being despite intrinsic motivation.

What is good leadership according to research?

Moderate to strong effects on HR outcomes; stronger on attitudes than behavior.

Traits approach to leadership.

Leadership based on inborn traits; no universal traits apply in all situations.

Situational leadership.

Leader behavior depends on subordinate competence; lacks empirical support.

Transactional leadership.

Leadership as exchange focused on performance and rewards.

Transformational leadership.

Visionary, inspiring leadership focused on change; strongest research support.

Difference between transactional and transformational leadership.

Transformational emphasizes inspiration, intellectual stimulation, role modeling.

Components of authentic leadership.

Self-awareness, transparency, ethics, balanced processing.

Effects of authentic leadership.

Increases intrinsic motivation, self-esteem, creativity.

Define toxic leadership.

Hostile behavior harming performance, well-being, and increasing turnover.

What is zombie leadership?

Disproven leadership ideas that persist despite evidence.

Essence of leadership based on self-determination theory.

Autonomy, competence, relatedness.

Leadership in public sector hospitals.

People-oriented leadership improves satisfaction, autonomy, and reduces mistakes.

Leadership goals in the public sector.

Serving public interest and managing ambiguity with transformational vision.

Advice for practice in leadership.

Assess interpersonal skills, ensure credibility, train leaders, set goals, monitor relationships.