The Process of Work Pressure to Happiness: Emotions as Moderators

• Main Authors: Wei-Hao Su, 蘇瑋皓
• Other Authors: Ming-Huei Chen
• Format: Others
• Language: en_US
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/94066448421804121194

碩士 === 國立中興大學 === 科技管理研究所 === 105 === This thesis expects to offer a better understanding of how middle managers deal with the pressure they feel at work and make their job a happy experience. This study also provides practical implications. In order to cultivate middle managers’ self-efficacy for higher work happiness, top management of a company should endeavor to create a work environment which can make middle managers to have negative emotions which can make middle managers have higher self-efficacy and then to have a higher work happiness. We develop and validate an organizational happiness process of how work pressure will transcend into to organizational happiness, when middle managers are under work pressure, how work pressure contribute to creativity behavior and self-efficacy, when middle managers become more creative and high-self-efficacy, moderated by negative emotions. Therefore, we will investigate the effects of negative emotions on creativity behavior and self-efficacy. We develop and test the research model of organizational happiness. The survey was generated the data from the middle managers who worked for the listed company including top 1000 manufacturing, top 500 service and top 100 financial companies in Taiwan. We used structural equation modeling (SEM) by Amos to test the theoretical model and Regression analysis by Spss to test the hypothesized model. The importance of helping middle managers to be happy at work may be increasing. As for listed companies, employers will be more willing to improve happiness for employees or managers, and offering some plans for improving happiness at work because they will treat it as a worthy goal. Employers and employees are generally more loosely connected. Employer–employee relationships seem to be more contingent on both parties being satisfied with the exchange and continuing to meet each other’s expectations.