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Despite a large body of positive psychological research into the relationship between happiness and productivity,〔Carr, A.: "Positive Psychology: The Science of Happiness and Human Strengths" Hove, Brunner-Routledge 2004〕〔Isen, A.; Positive Affect and Decision-making. In M. Lewis and J. Haviland Jones (eds), "Handbook of Emotions" (2nd edition), pp. 417-436. New York, Guilford Press 2000〕〔Buss, D. The Evolution of Happiness, "American Psychologist" Vol. 55 (2000) pp. 15-23〕 happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to success in business. However a growing number of scholars, including Boehm and Lyubomirsky, state that it should be viewed as one of the major sources of positive outcomes in the workplace.〔Boehm, J K. & S. Lyubomirsky, Journal of Career Assessment. Vol 16(1), Feb 2008, 101-116〕〔http://www.apa.org/pubs/journals/releases/bul-1316803.pdf〕 ==Definition== The use of positive psychology in business has become an increasingly popular and valuable tool with which to manage and develop staff. This then has a flow-on effect for the community that they work in. When these practices are put in place in a community—in this case the business—generally the outcome is a real, direct benefit to the productivity of the business and to a happier and healthier employee.〔Rath, T & Clifton, D 2005 ‘Every moment matters’, How full is your bucket? Positive strategies for work and life, Gallup Press, New York, pp. 43-63, 118-20.〕 With the major advances in technology, particularly in a modern office environment, a greater range of information has become easily available to employees. Staff today generally have a much broader knowledge of business environments, and therefore their minimum expectations of what a modern workplace should provide to keep them happy and motivated are fairly high. Very basic programs can be implemented to meet these needs and expectations. As an example, if target ‘A’ is achieved, a new filtered coffee machine will be installed to replace the instant coffee in the staff room. These minor rewards can have a large impact on the staff’s happiness and moods—indeed, the frequency of minor positive rewards is critical for success. One of the main benefits to a business with a well-planned and well-run program is increased productivity through greater output and less down time. Through a series of Search Conferences and Participative Design Workshops, staff can develop an ideal-seking behaviour (Wandemberg, 1998) and a deeper/sustainable satisfaction in their workplace creating a positive Organizational Hedonic Tone which immediately translates into higher quality of work, i.e. greater output, lower costs . A proactive business manager in today’s business world caters to the needs of his or her staff either by ensuring a positive organizational Hedonic Tone (Ibid). According to the book, The Joy of Work? Jobs, Happiness, and You, extensive research has demonstrated links between being happier in a job and being better at a job. Companies with higher than average employee happiness exhibit better financial performance and customer satisfaction.〔Warr, Peter, (2009). The Joy of Work? Jobs, Happiness and You. 1st ed: Routledge〕 Thus, it is beneficial for companies to create and maintain positive work environments and leadership that will contribute to the happiness of their employees. Not only do employees reap these benefits, but the companies will as well. It is common for people to have ambivalent feelings about their work; many people find it difficult to decide if they are actually happy at their job. There are many different feelings related to happiness and the job including morale, job involvement, engagement in the job, flow, and personal meeting. Stress and burnout contribute to unhappiness at a job.〔Morrow, I. J. (2011). Review of 'the joy of work? jobs, happiness, and you'. Personnel Psychology, 64(3), 808-811.〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Happiness at work」の詳細全文を読む スポンサード リンク
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