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Maslow's Hierarchy of Needs Source: Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-96. This study is organized in four sessions. The first one, is devoted to the introductory part. The second one is the literature review on focus, the third part is data and methodology, the fourth session is empirical results of regression, then analysis and discussion and last session comprises the conclusion part. Literature Review The relationship between GDP growth and happiness has been a discussable issue. This is because there are many factors effecting this relationship. From one hand, considering short-term or long-term, in most of the cases the relationship reveals different results. On the other hand, being a rich, developing, or a transition country may bring different results as well. This is why we consider this study to be important because it helps us to better identify the factors affecting happiness, and at the same time it will give a grand picture of the relationship economic growth and happiness for two
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Economic development over the past years has been the core objective of most
governments. Part of their overt reasoning has been that people have more choice and the
ability to pursue that choice through increased national and individual incomes.
However, with recent studies it seems that the relationship between increasing economic
growth and indi...
Citations
... Arefin et al. (2019) state that HPWPs signal to employees that organization emphasizes employee contribution, recognizes their worth, fosters their development, cares about their skills and knowledge, and helps them to interpret the HR practices positively as like the organization. Hysa and Mansi (2020) found that happiness of the employee leads to employee job performance which is a consequence of employee engagement. According to Kahn (1990) that employees experience psychological meaningfulness when they feel worthwhile or useful and no fear of tarnishing a person's self-image or status. ...
It is evident that high performance work practices are bringing competitive advantage to the organizations. On the other hand, employee engagement is all about employee’s cognitive, emotional and behavioral involvement of his/her job as well as with the organization. The purpose of this study was to investigate the intervening role or the mediating role of employee engagement on the relationship between high performance work practices and employee job performance. Methodology. Data gathered from 135 managerial level employees in the Sri Lankan public listed banks. Hypothesis was developed based on the theoretical assertions and empirical evidence. Three hypotheses were tested in a non-contrive study setting as a cross sectional study. After the reliability is ensured the correlation, regression and sobel test used to examine the hypothesized relationships. Results The findings of this study reveals that significant mediating effect of employee engagement on the relationship between High Performance Work practices and employee job performance. Practical Implications This study is beneficial for the banks to improve their job performance by adopting high performance work practices including realistic job preview, pay for performance, staff attitude surveys, self-directed teams, regular appraisals, extensive training and symbolic egalitarianism. Originality. This study makes two theoretical contributions. A novel theoretical framework built on the foundation of system theory is presented first, laying the groundwork for further investigation. Secondly, this study adds new knowledge to signaling theory by ensuring the high-performance work practices such as symbolic egalitarianism signals the employee that the organization recognize their worth and enhance and their job performance.
... Their motivation is important to their output. Hysa and Mansi (2020) through their study found out that income level and education were two key factors affecting happiness, that might be related to their motivation as well. Thus, if it is invested in the education, training and skills of the employees and at the same time, their wages are at the expected level, it is mostly probable that the intrapreneurs feel themselves comfortable and do not think to have their own companies. ...
According to the literature, an entrepreneur is the promotor of innovation. However, the existence of the entrepreneur only is not sufficient enough to achieve a big scaled innovation, otherwise defined as Big-I innovation. To better understand and explain the process of economic boost, this paper considers the innovation framework adopted from Hindle and redesigned by adding another important component to its’ framework. To our understanding, to achieve Big-I innovation, there has to be a strong foundation and collaboration among four dimensions: (1) Entrepreneurial capacities; (2) Productive opportunities; (3) Small-i innovation; and (4) Organizational structure. This paper aims to consider these four elements in order to compare their levels of innovation and to answer the question of divergence among developing and developed countries. The concluding discussions consider that developing countries may have some entrepreneurial capacities and small-i innovations, which are not sufficient enough to make Big-I innovations happen. In addition, the discussions go beyond that by identifying some new areas of research.
Ukuran kesejahteraan tidak hanya diukur berdasarkan subtansi namun juga diukur berdasarkan keadaan subjektif atau kebahagiaan. Kebahagiaan diartikan sebagai bagian dari kesejahteraan manusia serta kebahagiaan menambah kemampuan manusia untuk lebih bermanfaat yang berarti kebahagiaan dapat meningkat dengan sendirinya. Penelitian ini bertujuan untuk menganalisis pengaruh tingkat kesehatan, produk domestik regional bruto (PDRB) per kapita, ketimpangan pendapatan, dan tingkat pengangguran terhadap indeks kebahagiaan di Indonesia. Penelitian ini menggunakan data sekunder yang didapatkan dari publikasi Badan Pusat Statistik (BPS) tahun 2017 dan 2021. Berupa data panel terdiri atas data cross section dan time series dari 34 Provinsi di Indonesia tahun 2017 dan 2021. Metode penelitian ini menggunakan regresi linier berganda diolah dengan alat statistik yaitu software Eviews 10. Adapun model yang paling tepat digunakan adalah Random Effect Model (REM). Dari hasil penelitian secara parsial bahwa tingkat kesehatan memiliki pengaruh signifikan dan negatif. Sedangkan produk domestik regional bruto (PDRB) per kapita memiliki pengaruh positif dan tidak singnifikan serta ketimpangan pengangguran dan tingkat pengangguran memiliki pengaruh negatif dan tidak signifikan terhadap indeks kebahagiaan di Indonesia. Secara simultan tingkat kesehatan, produk domestik regional bruto (PDRB) per kapita, ketimpangan pendapatan, dan tingkat pengangguran berpengaruh signifikan terhadap indeks kebahagiaan di Indonesia dengan probabilitas sebesar 0,0173 lebih kecil dari taraf signifikan 0,05.
In Romania, the opening of the economy to foreign capital and the start of the privatization process generated flows of foreign direct investment (FDI) which, firstly,
were concentrated in the manufacturing industry. Gradually, foreign investors made
their presence in the service sector, especially in banking and in energy areas. Considering the paradigm shift regarding the relationship between companies’ management and stakeholders, the study aims to address the issue of non-financial
performance of FDI companies in terms of promoting the principles of sustainable
development. For the analysis, companies with foreign capital were selected—several listed on the Bucharest Stock Exchange—taking into account the transparency
conditions that these organisations meet in order to be included in it. In addition,
by querying the Global Reporting Initiative database, other companies were identified as reporting their performance in terms of sustainability. This study highlights
that these companies follow the European directives regarding disclosure of nonfinancial information. Even if sustainable reporting is mandatory only for large companies, the spillover effect on other kind of organisations is increasing, due to the
complex relationships between economic agents. Thus, this paper reflects on the fact
that more companies, regardless their size and field of activity are will be able to
give positive signals to stakeholders on their voluntary enforcement of the sustainable development principles and follow appropriate implementation in production
and marketing.
