“Psychological health at the workplace is becoming an issue of concern for managers at organizations (Dagenais-Desmarais & Savoie, 2011). Current trends in employment indicate deteriorating mental and physical health of employees as most of them juggle between their professional and personal lives.” (Mishra and Venkatesan, 2022, p. 1)

Psühholoogilise heaolu mõõdetavad tulemused:

“Taking into consideration happy-productive worker thesis, employees high in well-being show higher performance and creativity (Wright et al., 2007). An increase in one point on PWB is linked to an increase of 8.8% increase in productivity (Robertson & Cooper, 2011). There is no organizational aspect that remains unaffected by the well-being of employees.” (Mishra and Venkatesan, 2022, p. 2)

Kaks peamist trendi:

“Current research on well-being is rooted in two perspectives—a hedonic approach and a eudaimonic approach (Ryan & Deci, 2001). Studies that focus on hedonic happiness or subjective well-being at work focus on transient pleasures and view happiness as an end in itself (Andrews & Mckennell, 1980; Diener, 2000; Keyes, 2006; Russell, 2008) while eudaimonic well-being refers to the development of a person’s potentials and in a way that aims at self-actualization (Ryan & Deci, 2001; Watermann, 1993; Waterman et al., 2010).” (Mishra and Venkatesan, 2022, p. 2)


“The current study aims to present a literature review of the PWB of employees from a eudaimonic perspective. We have explored a few organizational variables in tandem with psychological well- being so as to draw” (Mishra and Venkatesan, 2022, p. 2)


“Systematic reviews should be based on a protocol that describes the rationale, hypothesis, and the methods planned. Literature reviews based on a detailed and well described protocol lead to a systematic presentation, understanding and appraisal of the studies reviewed (Moher et al., 2015).” (Mishra and Venkatesan, 2022, p. 3)

Väga oluline heaolutunde mõtestamise kontseptuaalne täpsustus:

“Well-being can be said to be hedonic when happiness is derived from physical, positive, momentary pleasure which is short-lived. Eudaimonic conceptualization is to realize the daimon and reach one’s highest potential on the journey of self-discovery (Ryan & Deci, 2001; Watermann, 1993; Waterman et al., 2010).” (Mishra and Venkatesan, 2022, p. 5)

Lugemishuvi suurendamiseks:

“The framework given here is a context free eudaimonic PWB approach. Although context specific analysis has been done previously (Dagenais-Desmarais & Savoie, 2011), favourable results have been seen in the organizational context also (Erkutlu & Chafra, 2016; Joo et al., 2016). Moreover, since job related facets have a spill-over in life satisfaction (Rastogi & Garg, 2011; Saari & Judge, 2004), a context free eudaimonic approach seems appropriate here.” (Mishra and Venkatesan, 2022, p. 25)

Mishra, H., & Venkatesan, M. (2022). Psychological Well-being of Employees, its Precedents and Outcomes: A Literature Review and Proposed Framework. Management and Labour Studies, 1–35. https://doi.org/10.1177/0258042X221117960