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Meaningful Work, Happiness at Work, and Turnover Intentions

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  • Humberto Charles-Leija

    (Instituto de Ciencias del Bienestar Integral, Tecmilenio University, Monterrey 64909, Mexico
    Business School, Tecnológico de Monterrey, Monterrey 64849, Mexico)

  • Carlos G. Castro

    (Instituto de Ciencias del Bienestar Integral, Tecmilenio University, Monterrey 64909, Mexico)

  • Mario Toledo

    (Instituto de Ciencias del Bienestar Integral, Tecmilenio University, Monterrey 64909, Mexico)

  • Rosalinda Ballesteros-Valdés

    (Instituto de Ciencias del Bienestar Integral, Tecmilenio University, Monterrey 64909, Mexico)

Abstract

It has been documented that there is a positive relationship between a worker’s subjective well-being and productivity, and individuals who are happy in their work have a better attitude when performing activities: happier employees are more productive. Turnover intention, on the other hand, may arise from various factors rather than merely the need to increase a salary, as the traditional economic theory states. The fact that the work performed does not contribute to the worker’s life purpose, that there might be a bad relationship with colleagues, or else might play a role in the search for a new job. This study aims to show the relevance of meaningful work in happiness at work and turnover intention. Data from 937 professionals, in 2019, in Mexico were analyzed. Regression analyses were used to assess the impact of meaningful work on happiness at work and turnover intention. Results show that meaningful work, feeling appreciated by coworkers, and enjoyment of daily tasks significantly predict happiness at work. A logit model showed that having a job that contributes to people’s life purpose, feeling appreciated, and enjoyment of daily tasks reduces turnover intention. The main contribution of the study is to identify the importance of elements of purpose and meaning in the work context, contributing to economic theory. Limitations include the use of single items from a more extensive survey, which might diminish the validity and reliability of the constructs under scrutiny. Future directions point towards the need for more robust indicators of the variables of interest, but the findings emphasize the importance of research focused on the meaning workers attribute to their own work and the effects this attribution might have on their own wellbeing, organizational results, and productivity, including a return of investment (ROI) indicators.

Suggested Citation

  • Humberto Charles-Leija & Carlos G. Castro & Mario Toledo & Rosalinda Ballesteros-Valdés, 2023. "Meaningful Work, Happiness at Work, and Turnover Intentions," IJERPH, MDPI, vol. 20(4), pages 1-15, February.
  • Handle: RePEc:gam:jijerp:v:20:y:2023:i:4:p:3565-:d:1071668
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    References listed on IDEAS

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    1. Nikolova, Milena & Cnossen, Femke, 2020. "What makes work meaningful and why economists should care about it," Labour Economics, Elsevier, vol. 65(C).
    2. Mario Toledo & Humberto Charles-Leija & Carlos Gustavo Castro & Iván Guerrero & Rosalinda Ballesteros-Valdés, 2022. "The IWH-BEAT Questionnaire Validation," IJERPH, MDPI, vol. 19(6), pages 1-16, March.
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