QualiPsy EE 1901, Psychology Department, University of Tours, 37041 Tours, France.
AD Conseil, 92240 Malakoff, France.
Int J Environ Res Public Health. 2023 Jan 19;20(3):1823. doi: 10.3390/ijerph20031823.
Identifying antecedents of well-being at work is an active field of research, focusing notably on organizational practices that promote employees' optimal health. To date, whereas studies have demonstrated that some organizational practices, considered in isolation, are positively associated with indicators of well-being, none tested the joint effect of a bundle of practices on these. Moreover, few studies have examined the psychological mechanisms underlying these relationships. The present study aimed to identify the relationships between virtuous organizational practices, a new psychological integrative construct, and three indicators of workers' hedonic, eudaimonic, and social well-being, namely job satisfaction, thriving at work, and work-life balance, and to test the mediational role of psychological capital in these relationships. The sample comprised 400 French employees working in non-profit, private, and public organizations. Structural equation modeling confirmed the direct effects of virtuous organizational practices on the three indicators of well-being, and a bootstrapping procedure demonstrated that psychological capital partially mediates these relationships. The results of this study have many practical applications because virtuous organizational practices can easily be implemented and optimized in work organizations to develop the individual resources of workers and, in detail, to promote their psychological well-being. Finally, the contributions of this study, avenues for future research, and limitations are discussed.
工作幸福感的前因研究是一个活跃的研究领域，主要关注于促进员工最佳健康的组织实践。迄今为止，虽然研究表明，一些被单独考虑的组织实践与幸福感指标呈正相关，但没有研究测试一整套实践对这些指标的综合影响。此外，很少有研究探讨这些关系背后的心理机制。本研究旨在确定良性组织实践与一个新的心理综合构念之间的关系，以及这三个工人的享乐、幸福和社会幸福感指标（工作满意度、工作蓬勃发展和工作与生活平衡）之间的关系，并检验心理资本在这些关系中的中介作用。样本包括 400 名在非营利组织、私营企业和公共组织工作的法国员工。结构方程模型证实了良性组织实践对幸福感三个指标的直接影响，而自举程序表明心理资本部分中介了这些关系。这项研究的结果有许多实际应用，因为良性组织实践可以很容易地在工作组织中实施和优化，以发展员工的个人资源，特别是促进他们的心理健康。最后，讨论了这项研究的贡献、未来研究的方向和局限性。
