Sustainable well-being: direct and indirect resources to deal with hedonic adaptation
Background: Although research has traditionally shown that resource diversity is the best strategy to increase well-being, the mechanism of hedonic adaptation and stabilizing well-being and the ways to achieve it is still a hot challenge among researchers. Aims: The general purpose of this study is...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | fas |
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Dr. Mahmoud Mansour publication
2021-11-01
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| Series: | مجله علوم روانشناختی |
| Subjects: | |
| Online Access: | http://psychologicalscience.ir/article-1-1274-en.html |
| _version_ | 1797870725431820288 |
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| author | Mirza Ali Sabourynia Hassan Rangriz Akbar Hassanpoor Saeed Jafarinia |
| author_facet | Mirza Ali Sabourynia Hassan Rangriz Akbar Hassanpoor Saeed Jafarinia |
| author_sort | Mirza Ali Sabourynia |
| collection | DOAJ |
| description | Background: Although research has traditionally shown that resource diversity is the best strategy to increase well-being, the mechanism of hedonic adaptation and stabilizing well-being and the ways to achieve it is still a hot challenge among researchers.
Aims: The general purpose of this study is to identify methods of stabilizing career well-being, in other words, identifying resources that directly or indirectly increase well-being and effectively prevent adaptation to organizational stimuli.
Methods: The statistical population is the employees and managers of the National Iranian Gas Company in Tehran. A researcher-made questionnaire whose validity and reliability derived by literature (Humphery et al., 2007 & Luthans, et al., 2007) was sent through the organization's internal network, and 396 people completed it. Multimodel analysis adapted to explore the links between variables/resources and career well-being. The data were analyzed by structural equation modelling using the partial least squares method. Finally, the best model was selected using the criteria of the structural equation method.
Results: Examination of different models showed that individual factors/ psychological capital (path coefficient =.358 and t = 3.606) and intentional activities/ professional virtues (path coefficient =.458 and t = 5.452) are directly related to well-being, but Environmental resources linked to it through the mediation of professional virtues (intentional activities). It can be said that unlike individual sources and intentional activities, diversity in work environment (social virtues of work) resources do not have a direct impact on improving organizational well-being.
Conclusion: These findings indicate that employees adapt to the environmental factors of work (social virtues of work), so diversification of resources through professional virtues is a better strategy to make employees' job well-being sustainable. |
| first_indexed | 2024-04-10T00:33:04Z |
| format | Article |
| id | doaj.art-5a3c915edcb0441c9006158feabb907f |
| institution | Directory Open Access Journal |
| issn | 1735-7462 2676-6639 |
| language | fas |
| last_indexed | 2024-04-10T00:33:04Z |
| publishDate | 2021-11-01 |
| publisher | Dr. Mahmoud Mansour publication |
| record_format | Article |
| series | مجله علوم روانشناختی |
| spelling | doaj.art-5a3c915edcb0441c9006158feabb907f2023-03-14T20:01:55ZfasDr. Mahmoud Mansour publicationمجله علوم روانشناختی1735-74622676-66392021-11-012010412951311Sustainable well-being: direct and indirect resources to deal with hedonic adaptationMirza Ali Sabourynia0Hassan Rangriz1Akbar Hassanpoor2Saeed Jafarinia3 Ph.D student, Faculty of Management, Kharazmi University, Tehran, Iran Associate professor, Faculty of Management, Kharazmi University, Tehran, Iran. Assistant professor, Faculty of Management, Kharazmi University, Tehran, Iran. Assistant professor, Faculty of Management, Kharazmi University, Tehran, Iran. Background: Although research has traditionally shown that resource diversity is the best strategy to increase well-being, the mechanism of hedonic adaptation and stabilizing well-being and the ways to achieve it is still a hot challenge among researchers. Aims: The general purpose of this study is to identify methods of stabilizing career well-being, in other words, identifying resources that directly or indirectly increase well-being and effectively prevent adaptation to organizational stimuli. Methods: The statistical population is the employees and managers of the National Iranian Gas Company in Tehran. A researcher-made questionnaire whose validity and reliability derived by literature (Humphery et al., 2007 & Luthans, et al., 2007) was sent through the organization's internal network, and 396 people completed it. Multimodel analysis adapted to explore the links between variables/resources and career well-being. The data were analyzed by structural equation modelling using the partial least squares method. Finally, the best model was selected using the criteria of the structural equation method. Results: Examination of different models showed that individual factors/ psychological capital (path coefficient =.358 and t = 3.606) and intentional activities/ professional virtues (path coefficient =.458 and t = 5.452) are directly related to well-being, but Environmental resources linked to it through the mediation of professional virtues (intentional activities). It can be said that unlike individual sources and intentional activities, diversity in work environment (social virtues of work) resources do not have a direct impact on improving organizational well-being. Conclusion: These findings indicate that employees adapt to the environmental factors of work (social virtues of work), so diversification of resources through professional virtues is a better strategy to make employees' job well-being sustainable.http://psychologicalscience.ir/article-1-1274-en.htmlsustainable well-beinghedonic adaptationcareer well-being |
| spellingShingle | Mirza Ali Sabourynia Hassan Rangriz Akbar Hassanpoor Saeed Jafarinia Sustainable well-being: direct and indirect resources to deal with hedonic adaptation مجله علوم روانشناختی sustainable well-being hedonic adaptation career well-being |
| title | Sustainable well-being: direct and indirect resources to deal with hedonic adaptation |
| title_full | Sustainable well-being: direct and indirect resources to deal with hedonic adaptation |
| title_fullStr | Sustainable well-being: direct and indirect resources to deal with hedonic adaptation |
| title_full_unstemmed | Sustainable well-being: direct and indirect resources to deal with hedonic adaptation |
| title_short | Sustainable well-being: direct and indirect resources to deal with hedonic adaptation |
| title_sort | sustainable well being direct and indirect resources to deal with hedonic adaptation |
| topic | sustainable well-being hedonic adaptation career well-being |
| url | http://psychologicalscience.ir/article-1-1274-en.html |
| work_keys_str_mv | AT mirzaalisabourynia sustainablewellbeingdirectandindirectresourcestodealwithhedonicadaptation AT hassanrangriz sustainablewellbeingdirectandindirectresourcestodealwithhedonicadaptation AT akbarhassanpoor sustainablewellbeingdirectandindirectresourcestodealwithhedonicadaptation AT saeedjafarinia sustainablewellbeingdirectandindirectresourcestodealwithhedonicadaptation |