organizational happiness

This research was done with the aim of explaining the components and providing a model of organizational happiness among the employees of the Ministry of Energy. According to the practical purpose, the research is combined or mixed in terms of the research method. The statistical community of the qualitative part was knowledgeable experts. The random sampling method was cluster and stratified and the criterion for determining the sample size was reaching theoretical saturation, which was achieved after 13 interviews. The statistical population of the quantitative stage includes all the executive, administrative and expert departments, including managers and senior experts and employees of the Ministry of Energy. To calculate the sample size, Cochran's formula for unlimited communities was used, and the number of samples is 384 people. Qualitative data analysis was done using the foundational data theory and quantitative data analysis was done using the partial least square (PLS) technique. Based on the results of qualitative analysis, six categories of factors were identified, including causal factors, contextual factors, intervening conditions, strategies, consequences, and central phenomena. After identifying the components involved in organizational happiness, the relationship between the components of the paradigm model of the data base theory showed There is a relationship.

The aim of this study was to investigate the effect of spiritual leadership on organizational happiness with the mediating role of psychological empowerment. The type of research is applied in terms of purpose and descriptive-correlation in terms of nature and method.The statistical population of the study was all employees of Sangan Iron Ore Complex with 480 people. According to Morgan table, 214 people were selected as a statistical sample by simple random sampling. Data were collected using three standard questionnaires: spiritual leadership, organizational happiness and psychological empowerment. Cronbach's alpha coefficient for questionnaires was 0.93, 0.90 and 0.92 and reliability was confirmed. Also, the content validity of the questionnaires was approved by the professors. Data were analyzed in two parts: escriptive statistics and inferential statistics using Spss25 and Smartpls3 software. The results showed that spiritual leadership has a positive and significant effect on organizational happiness and psychological empowerment of employees. Psychological empowerment has a positive and significant effect on organizational happiness. Psychological empowerment also mediates the impact of spiritual leadership on organizational happiness.

The purpose of this study was to identify the drivers of employees’ organizational happiness using Sandelowski and Barroso approach to meta-analysis. The statistical population of the study included all scientific-research articles and theses in the happiness domain. Through systematic literature review, 36 cases were selected and their validity was confirmed using Critical Appraisal Skills Program (CASP). The data was analyzed using content analysis in MAXQDA software (version 2018). The results led to designing the model for the happiness drivers of organizations’ employees, which included 46 indices, 10 components (related to profession, management and leadership, welfare, context, physiology, personality, doctrines, skills, communications, and organizational citizenship behaviors), and 3 dimensions (i.e.,  individual, organizational, and social). Based on the obtained results, the context, personality, and job meaningfulness components had the highest frequency (10.58, 6.73, and 3.85 percent, respectively). In order to measure the validity of the study, Cohen’s kappa index was used. The findings of this study might be used by managers to create happiness and improve the mental and physical healthfulness of the organizations’ employees in order to fulfill their social responsibility.

The aim of this study is to provide a model for the organizational happiness of knowledge workers in the private banking industry.

This research is essential; Descriptive and purpose-based, typologically applied in the category of qualitative research with inductive approach. The statistical population of the research is the experts of the banking industry and the research sample; It has been selected by purposive sampling from the mentioned community. Semi-structured interview tools were used to collect qualitative data and thematic analysis technique was used to analyze the interview data.

It included 92 opensource codes in the form of 20 concepts, 8 sub-themes and 3 main themes.

The results showed that in the dimension of individual happiness of themes (personal lifestyle, personal development), in the dimension of social vitality of themes (communication factors, environmental factors) and in the dimension of organizational happiness of themes (performance management, workplace improvement, skills Humanities, Management and Leadership Characteristics) The well-being of knowledgeable employees in the banking industry has been effective

Todays, employees spend more of their time in the workplace and with their colleagues. They tend to seek meaning, purpose, and sublimity in their work from which they somehow extract their social identity. Spirituality in the workplace refers to the employee' efforts in seeking meaning and purpose in their work. Indeed, employees tend to devote all three dimensions of their existence, i.e. physical, mental and spiritual, to the work, hence it may seem impossible to separate the work life from the spiritual one, for it may even reduce their morale as well. On the other, the workplace condition has changed, thus presenting meaningful work is considered to be a crucial element to attract and retain the new millennium generation. literature review reveals that the concept of 'spirituality in the workplace' is an emerging concept aiming to create a sort of integration between the external and internal life, especially in the business environment of organizations. Furthermore, it could create a trustful atmosphere among employees, provide organizational happiness, and reduce destructive behaviors. Accordingly, the present study aimed at investigating the impact of spirituality in the workplace on some of organizational behavior variables in an attempt to discover the effectiveness of spirituality in the workplace on both negative and positive variables that less studied in the previous research. These variables include:  honesty and trust, organizational happiness, and anti-citizenship behavior. Thus, this study may address the question 'whether spirituality in the workplace affects the positive variables (honesty and trust, organizational happiness) and negative variables (anti-citizenship behavior) of the organizational behavior?

THEORETICAL FRAMEWORK

Spirituality in the workplace can be considered as the employees' experience of meaning in the workplace. One of the important achievements of spirituality in the workplace involves this recognition that employees have an internal life feeding and fed by the meaningful work taken place in the social context. reviewing the literature reveals that spirituality in the workplace given its impact on the various organizational variables including job satisfaction, employee motivation, professional conscience, honesty, trust, organizational commitment, turnover rate, job performance, organizational citizenship behavior and even employees' knowledge sharing, may lead to significant consequences towards increasing productivity of the organization. Accordingly, in the present study, the impact of spirituality in the workplace on some of important organizational variables was investigated in the form of the following hypotheses:
H1: Spirituality in the workplace significantly affects the honesty and trust of employees.
H2: Spirituality in the workplace significantly affects the organizational anti-citizenship behavior.
H3: Spirituality in the workplace affects the organizational happiness.
H4: Spirituality in the workplace affects the organizational anti-citizenship behavior through job satisfaction.

The present study is considered as applied, from the perspective of purpose, and descriptive-survey, from that of research method. considering the size of the population, 195 employees were finally selected as the sample by stratified sampling method. Data was collected through a questionnaire. Data analysis was conducted using structural equations. The questionnaire validity was confirmed through content and construct validity. Finally, the hypotheses were tested by structural equation modeling and AMOS 22 software.

The results obtained from the hypothesis testing revealed that spirituality in the workplace has a significant impact on honesty and trust. Accordingly, it can be suggested that the more spirituality in the workplace, the higher the honesty and trust among employees, enabling organization to take advantage of such honesty and trust to establish effective and useful communication, perform tasks as teamwork, and create a friendly and transparent atmosphere in the organization. The results obtained from the second hypothesis testing indicated that spirituality in the workplace has a significant and negative impact on the employees' anti-citizenship behavior. Put it another way, establishing a workplace based on the spiritual values may reduce the occurrence of immoral and anti-citizenship behaviors in the workplace and decrease the latter on behalf of the employees. The third hypothesis testing indicated that spirituality in the workplace has a significantly positive effect on organizational happiness. And ultimately, the fourth hypothesis testing revealed that spirituality in the workplace may influence the anti-citizenship behavior through job satisfaction. Therefore, it can be concluded that spirituality in the workplace may indirectly affect the organizational anti-citizenship behavior through the employees' attitudes.

CONCLUSIONS & SUGGESTIONS

Organization managers are recommended to strengthen the spirituality indicators to not only benefit from its further advantages but also to increase the level of trust and honesty among employees and subsequently create an atmosphere where employees can form their interaction with others in a trustful way, leading the feeling of worthiness and meaningfulness among employees. Furthermore, to ensure the occurrence of organizational citizenship behaviors and reduce anti-citizenship behaviors, managers are recommended to create a kind of intimacy, integrity and friendship between managers and employees and increase the variables of spirituality in the workplace by developing teamwork, creating mutual trust among members, creating common goals and values, realizing organizational justice as well as the primacy of public interest over personal ones. Additionally, managers are recommended to providing the condition for employees to feel being relaxed, pleasure, and happy during their working hours and feel satisfy with the condition in which they work and consequently pave the way for creativity, innovation and the emergence of latent talents by applying measures to increase the meaning and spirituality in the workplace.

The importance of concerning happiness and happiness- making items in organizations and enterprises comes from the fact that it can positively affect productivity through increasing personnel positive emotions and decreasing their negative emotions. As such، the current research has been developed in order to evaluate the status of happiness in one of the research-oriented enterprises. In the course of this research، the happiness factors has been identified and gained validation from corresponding experts. Afterwards the designed questionnaires were distributed among the personnel and results were analyzed using SPSS software computing the value of each factor. Finally the happiness status has been evaluated in the average level، and recommended solutions were developed and presented to the enterprise to be applied in order to improve overall enterprise happiness status.