Purpose of the article
The purpose of the article is to define the contributions of job satisfaction, psychological wellbeing, and dispositional effect on workers’ productivity and happiness. The article also focuses on the factors that influence employees’ motivation to work. All the constructs are tested and analyzed both theoretically and practically.
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To define how job satisfaction and job performance interact, the authors resort to such testing such theories as absenteeism, turnover, and tardiness. The theories have provided a theoretical justification for a relation between the identified concepts, but the happy and productive employees should be considered with regard to a number of factors. While investigating the relations between dispositional effect and job performance, specific emphasis should be placed on considering negative and positive affectivity. The former concerns disposition of such negative experiences as annoyance and distress whereas the latter refers to revealing such feelings as enthusiasm and joyfulness.
Negative and positive traits serve to be useful constructs for understanding the psychological context of the employed environment. Finally, to understand the relations between job performance and psychological well-being, social and psychological functioning should be examined. In this respect, psychological well-being can be regarded as a context-free construct that is connected with a specific situation but is viewed as an individual trait.
With regard to the above-presented factors, the paper seeks to define how disposition effect, job situation, and psychological well-being influence job performance. Therefore, the invariable components are dispositional effect, psychological well-being, and job satisfaction whereas job performance is a variable component.
The results of the research have approved the hypothesis that job performance directly relates to psychological well-being. A single factor of psychological well-being from one angle has turned out to be more predictive of job performance as compared to the dispositional effect. Moreover, the results support the related research illustrating that psychological well-being is a more apparent predictor of job performance.
Despite the fact that the article focus on psychological well-being as a priority factor affecting job performance, other constituents also influence the variable. Therefore, these factors should not be ignored. In addition, Wright et al. (2002) focus on methodological limitation because it also relates to the validity and reliability of the study. In particular, the authors refer to performance measures as an important source of bias. The point is that positively oriented people can undergo bias evaluation because their experiences are more associated with pleasant perceptions. Second, the article does not provide an evident connection between job satisfaction and job performance, as well as between dispositional effect and job performance.
Strengths and Weaknesses
Overall, the article under analysis produces a succinct, transparent, and adequate interpretation of theoretical frameworks and empirical research. In particular, the authors approach effectively various theories related to the employed environment and successfully combines to find relations between the identified constructs and job performance. The paper also introduces valuable contribution to examining human resources management, particularly psychological and emotional factors influencing employee productivity. Finally, the article is coherent in terms of topic coverage because all the ideas and problems discussed are within the established thematic framework.
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Despite the clarity and well-organized structure, the author fails to introduce clearly the hypothesis at the beginning of the article. In addition, Wright et al. (2002) do not provide solid theoretical support for discussing such factors as psychological well-being and dispositional effect, which undermines the validity of introducing these concepts.
Wright, T. A., Cropanzano, R., Denney, P. J. & Moline, G. (2002). When a Happy Worker is Productive Worker: A Preliminary Examination of Three Models. Canadian Journal of Behavioral Science. 34(3), 146-150.