Do Happy Workers Work Hard
CHAPTER 9 :
DO HAPPY WORKERS WORK HARDER? The effect of job satisfaction on work performance
Michael Argyle
In: Ruut Veenhoven (ed), (1989) How harmfull is happiness? Consequences of enjoying life or not, Universitaire Pers Rotterdam, The Netherlands, ISBN nr. 90 257 22809
Summary Opinions about the consequences of happiness on work differ. There is no research on the effects of life-satisfaction on productivity but there is a lot of research on the link between job satisfaction and work performance. This research shows modestly positive correlations with productivity, absenteeism and labour turnover. These correlations tend to be stronger among white collar workers. It is still largely unclear to what extent satisfaction effects productivity or vice versa. See Scheme 1.
There are different claims about the effect of happiness on productivity. Some think that the enjoyment of life will produce involvement and smooth interaction, thus boosting productivity. Others rather expect that happiness will reduce the motivation to seek improvement and make them passive and dull. There is no research on the effects of overall happiness or life-satisfaction on productivity. However, there is a lot of research on the relationship between job satisfaction and work performance. Job satisfaction is quite highly correlated with overall happiness, and can be looked at as one of its main components. Hence the results of the available research data are at least suggestive in this discussion. The Human Relations movement, of Elton Mayo and others, believed that job satisfaction had beneficial effects, including increased work performance (Argyle, 1988). Let us consider whether this is in fact the case. Do satisfied workers really work harder? If they do, is it because they are satisfied or vice versa? Measuring job satisfaction How can job satisfaction be measured? The most widely used measure is a very simple one. Overall job satisfaction can be assessed by simple questions
DO HAPPY WORKERS WORK HARDER? The effect of job satisfaction on work performance
Michael Argyle
In: Ruut Veenhoven (ed), (1989) How harmfull is happiness? Consequences of enjoying life or not, Universitaire Pers Rotterdam, The Netherlands, ISBN nr. 90 257 22809
Summary Opinions about the consequences of happiness on work differ. There is no research on the effects of life-satisfaction on productivity but there is a lot of research on the link between job satisfaction and work performance. This research shows modestly positive correlations with productivity, absenteeism and labour turnover. These correlations tend to be stronger among white collar workers. It is still largely unclear to what extent satisfaction effects productivity or vice versa. See Scheme 1.
There are different claims about the effect of happiness on productivity. Some think that the enjoyment of life will produce involvement and smooth interaction, thus boosting productivity. Others rather expect that happiness will reduce the motivation to seek improvement and make them passive and dull. There is no research on the effects of overall happiness or life-satisfaction on productivity. However, there is a lot of research on the relationship between job satisfaction and work performance. Job satisfaction is quite highly correlated with overall happiness, and can be looked at as one of its main components. Hence the results of the available research data are at least suggestive in this discussion. The Human Relations movement, of Elton Mayo and others, believed that job satisfaction had beneficial effects, including increased work performance (Argyle, 1988). Let us consider whether this is in fact the case. Do satisfied workers really work harder? If they do, is it because they are satisfied or vice versa? Measuring job satisfaction How can job satisfaction be measured? The most widely used measure is a very simple one. Overall job satisfaction can be assessed by simple questions
References: Argyle, M. (1987), The Psychology of Happiness. London: Methuen. Argyle, M. (1989), The Social Psychology of Work. 2nd edition. Harmondsworth: Penguin. A. Productivity Brayfield and Crockett (1955) Iaffaldano and Muchinsky (1985) Petty et al. (1984): supervisors and above below supervisor B. Absenteeism Hackett and Guion (1985) 26 74 11 9 McShane (1983) C. Labour turnover Carsten and Spector (1987) 47 Enrichment of the work of typists (from Janson, 1971) Before enrichment After enrichment Control Group Before After