Subjective Wellbeing in the Workplace

Kathryn PageDeakin University

What is Subjective Wellbeing?

Subjective Wellbeing (SWB)

…a unique blend of affect and cognition that represents the sense of wellbeing we have in relation to life overall

“How satisfied are you with your life as a whole?”

“How satisfied are you with your life as a whole?”

(The Personal Wellbeing Index)

•Standard of living•Health•Current achievements in life

•Relationships•Safety•Community connectedness

•Future security

SevenLifeDomains

How satisfied are you with your -----------?

The Personal Wellbeing Index A new systematic measure of SWB

Able to track the wellbeing of populations over time

Alternative to objective indicators such as GDP

The Stability of SWB SWB ‘set-points’ (70-80%SM) Stability of SWB due to the influences

of core affect and SWB homeostasis Core Affect

Probably pre-determined (biological) How it is we generally feel Like background music – always there

but don’t notice or reflect on it unless directed to.

Homeostatic Theory

CORE AFFECTOPTIMISMCONTROL

SELF-ESTEEM

SWB75 / 100

unconscious conscious

Environment(Homeostatic

challenge)

output

The Relationship Between Stressors and SWB

Dominant Source of SWB Control

SWB

Stress

High

Low

Threshold

StressorHomeostasis

No stress High stress

75

Level of environmental challenge

Hey, wasn’t this supposed to have something to do with work?

An attempt to apply the theory of SWB homeostasis to

wellbeing in the workplace

Pre-Prediction Thoughts Differences in how we respond to the

question ‘How satisfied are you with your life as a whole’ reflect individual differences in core affect

Why? The Abstract-Specific Hypothesis No direction as to what aspects of our life

we should think about so just answer according to how we generally feel

Thus, it is predicted that… Hypothesis 1:…the evaluations people make about

their SWB in relation to work will be less influenced by core affect

Why? Because the evaluation is targeted to a

specific life domain, people’s answers will reflect what they think or feel in relation to that domain, not how they feel generally.

Cont’d Hypothesis 2:…the role of homeostasis will also

decrease Why?

Homeostasis exists to protect core affect. Thus, if, as predicted, core affect is less influential on work evaluations, homeostasis will also be less influential.

How did I test this? Formed a new construct termed

Workplace Wellbeing (WWB) Refers to SWB within the domain of work

Measured it in a way similar to the measurement of SWB ‘How satisfied are you with your job as a

whole’ and, Satisfaction with work domains

How satisfied are you with your job as a whole?

How satisfied are you with------------?

Responsibility Meaningfulness Independence Use of abilities &

knowledge Sense of

achievement Sense of being

valued as a person

Recognition Pay Job security Work hours Supervisors Opportunities for

promotion

13 Work

Values

(The Workplace Wellbeing Index)

Workplace Wellbeing defined:

…the measurement of SWB in relation to the workplace, or

…a sense of wellbeing that results from the satisfaction of intrinsic and/or extrinsic work values through ones experiences at work. Includes both affective and cognitive

elements

The Workplace Wellbeing Index (WWBI)

A systematic measure of WWB

Able to track wellbeing of employees over time (e.g. Before and after an intervention or change in management)

Who did I test?

150 employees of Australian Unity

Ages ranging from 16-64 yrs (average 39 yrs)

60% female, 40% male

What did I do to them?

Had them fill out an 84-item survey PWI WWBI Core Affect Optimism Control Self-Esteem etc.

Analyses

1. Preliminary tests – accuracy of my conceptualisation of (a) SWB and (b) WWB

2. Test of hypothesis 1 (The influence of core affect)

3. Test of hypothesis 2 (The role of SWB homeostasis)

4. Test of hypothesis 3 (The relationship between SWB and WWB)

1 (a) Model of SWB

Core affect + satisfaction with life domains (PWI) explained 77% of the variance in responses to the question ‘How satisfied are you with your life as a whole?’

1 (b) Model of WWB

Core affect plus satisfaction with intrinsic and extrinsic work values (WWBI) explained 77% of the variance in responses to the question ‘How satisfied are you with your job as a whole?’

2, 3 & 4: Hypothesis testing

Core affect explained 59% of the variance in SWB but only 28% of the variance in WWB.

Self-esteem, optimism and control (homeostatic buffers) explained significant variance in the SWB of the employees under homeostatic challenge but did not explain variance in WWB.

There was no relationship between WWB and SWB after core affect was controlled for

What does all this have to do with anything? When our life is relatively stress or

problem free, our SWB levels reflect how it is we generally feel (core affect).

When life is challenging, our SWB levels reflect our levels of self-esteem, optimism and control as well as how we generally feel

But what does this have to do with work?

How it is we generally feel about work also reflects how we generally feel in life but to a lesser extent The Abstract-Specific Hypothesis

WWB depends more on whether work satisfies our work values, particularly our intrinsic work values WWB derived more from satisfaction with internal

factors such as achievement and recognition than external factors such as work conditions or pay

Would WWB ever affect SWB?

Perhaps only in sub-populations Those whose work problems are

severe enough to have caused homeostatic defeat.

Those who highly value work i.e. see work as important to their identity, life purpose etc.

Could represent interesting follow-up studies

Contact meKathryn Page

Dept. of ManagementMonash University

p: (03) 9903 1313m: 0401 058 101

e: kathryn.page@buseco.monash.edu.au