Happiness, operationalised as a long term propensity to experience frequent positive emotions, is correlated with many positive outcomes in work, relationships and health domain. Laypeople assume that success leads to happiness, but positive psychology research has shown that happiness precedes success and causes it.
Happiness or positive mood also leads to many behaviours leading to valued outcomes like creativity, more self efficacy, prosocial behaviour and positive coping with stress.
In work domain, in particular, Happiness is associated with more organisational commitment, better job performance and productivity, more job satisfaction and greater engagement at work.
Happiness at work, can be measured at task level, person level or group level. At the task level one can measure how engaged and absorbed a person is at the work at hand; at the person level one can measure how satisfied one is with one’s job and its various aspects including coworkers, pay, boss etc.; and at the group level one can measure organisational commitment or how attached or loyal one is to the organisation/ group.
Happiness, is partly due to genes and personality traits or how one perceives oneself (self efficacy etc) and partly due to environmental influences like marital status, employment status etc. A large part of happiness is also due to intentional activities and mindset that are under volitional control- these include practicing gratitude, kindness, forgiveness, mindfulness etc.
Happiness, at work, is a result of having a positive organisational culture and HR practises (high trust, high achievement workplace and high relatedness at the workplace), of complex, interesting and challenging work, more motivators at workplace and tapping into intrinsic motivation and needs satisfaction, a fit between the person and the organisational culture, impact of leader and team (emotional contagion), and self-esteem, positive emotionality of the employee.
Happiness interventions to increase happiness at work include using ones strengths, job crafting and viewing ones work as a calling. Other typical interventions like thanking colleagues and acting kindly towards others are also likely to lead to more happiness at work. Happiness at work, as measured by increased job satisfaction and organisational commitment, leads to increased performance and reduced absenteeism and turnover. Employee engagement at unit/ group level is significantly related to customer satisfaction, profit, productivity, employee turnover, and safety.