The link between job satisfaction and life satisfaction has been extensively explored in the relevant literature. However, the great majority of past research has been carried out using cross-sectional analyses, and almost exclusively in the Western world. Moreover, the underlying psychological mechanisms explaining the link are not yet completely understood. Thus, we report the first research to date which uses both cross-sectional and longitudinal data among workers in Chile – a fast-developing Latin American economy – and which aims to tackle previous limitations. Three studies consistently support a positive link between the constructs. Study 1 (N = 636) found that higher job satisfaction predicted higher life satisfaction both contemporaneously and longitudinally, and vice versa, above and beyond several key control variables. Study 2 (N = 725) and Study 3 (N = 703) replicated Study 1 results, but tested for the first time the role of satisfaction of basic psychological needs (as stated by self-determination theory) in the job–life satisfaction link. This is the most novel contribution of our paper. Key implications not only for individual quality of life, but also for companies’ human resource practices emerge from our findings.

Gratitude and life satisfaction are associated with several indicators of a good life (e.g., health, pro-social behavior, and relationships). However, how gratitude and life satisfaction relate to each other over time has remained unknown until now. Although a substantial body of research has tested the link from gratitude to life satisfaction, the reverse association remains unexplored. In addition, recent cross-cultural research has questioned the link between gratitude and subjective well-being in non-Western countries, suggesting that the benefits of gratitude may only prevail in Western societies. However, previous cross-cultural studies have only compared western (e.g., American) and eastern (e.g., Asian) cultures, but this simple contrast does not adequately capture the diversity in the world. To guide further theory and practice, we therefore extended previous cross-sectional and experimental studies, by testing the bi-directional longitudinal link between gratitude and life satisfaction in a Latin American context, aiming to establish temporal precedence. We assessed two adult samples from Chile, using three-wave cross-lagged panel designs with 1 month (Study 1, N = 725) and 3 months (Study 2, N = 1,841) between waves. Both studies show, for the first time, that gratitude and life satisfaction mutually predict each other over time. The reciprocal relationships suggest the existence of a virtuous circle of human well-being: higher levels of gratitude increase life satisfaction, which in turn increases gratitude, leading to a positive spiral. Key theoretical and practical implications for the dynamics of human flourishing and field of positive psychology are discussed.

Materialistic values may be detrimental for people’s well-being. However, we know little about why (i.e. explaining mechanisms) and when (i.e. boundary conditions) this is the case. Although low satisfaction of the psychological needs is said to play a key role in this process, a recent meta-analysis indicates that the explaining power of need satisfaction is limited and suggests that need frustration may be more important. Moreover, although materialism may be detrimental in some life domains, studies in materialistic contexts such as work are lacking, particularly in the non-Western world. In response, we put need frustration to the fore and examine both need satisfaction and frustration as the underlying processes in the relation between materialism and employee attitudes and well-being in two Latin-American countries. The Chilean sample (N = 742) shows that materialism at work is associated with less positive (work satisfaction and engagement) and more negative (burnout and turnover intentions) outcomes, even when controlling for workers’ income. Notably, need frustration explained the detrimental effects of materialism alongside need satisfaction in a unique manner, showing that it is essential to distinguish both constructs. Results were replicated in Paraguay (N = 518) using different positive (organizational commitment and meaning at work) and negative (negative emotions and job insecurity) outcomes, adding to the generalizability of our results across samples of different nations.

A growing body of research conducted in general life settings has found positive associations between happiness and prosocial behavior. Unfortunately, equivalent studies in the workplace are lacking. Organizational citizenship behaviors (OCBs), the prosocial behaviors at work, have not been properly studied in relation to happiness, despite the positive consequences of both constructs for workers and companies. In response, our research aims to better understand this relationship from several angles. First, using a three-wave longitudinal design, we explored how OCBs and happiness are related to each other over time. Second, happiness was measured from a broad perspective, and three conceptualizations were adopted: the hedonic (e.g., positive affect and life satisfaction), the eudaimonic (e.g., relatedness and autonomy), and the flourishing (e.g., meaning and engagement) approaches. Thus, not only the prospective link between OCBs and happiness was tested, but it was also explored using the three models of happiness previously mentioned. Third, we conducted this longitudinal design in a less typical sample than previous research (i.e., Chile). We found results that supported our main hypotheses: (1) OCBs are prospective positive predictors of hedonic happiness, eudaimonic happiness, and flourishing; (2) the three models of happiness also prospectively predict OCBs. Our findings suggest that OCBs foster a broad range of happiness facets, which in turn fosters back the emergence of more OCBs, leading to a virtuous circle of prosociality and well-being in the workplace. This positive spiral benefits not only workers’ quality of life, but also organizations’ profitability and sustainability. Theoretical and applied implications for the field of Positive Organizational Psychology are discussed.