The happy-productive worker thesis (HPWT) is considered the Holy Grail of management research, and it proposes caeteris paribus, happy workers show higher performance than their unhappy counterparts. However, eudaimonic well-being in the relationship between happiness and performance has been understudied. This paper provides a systematized review of empirical evidence in order to make a theoretical contribution to the happy-productive worker thesis from a eudaimonic perspective. Our review covers 105 quantitative studies and 188 relationships between eudaimonic well-being and performance. Results reveal that analyzing the eudaimonic facet of well-being provides general support for the HPWT and a much more comprehensive understanding of how it has been studied. However, some gaps and nuances are identified and discussed, opening up challenging avenues for future empirical research to clarify important questions about the relationship between happiness and performance in organizations.

The importance of Digital Self-Efficacy is likely to grow as digital technology becomes increasingly widespread. To succeed in today’s digital world, it is essential for people to have a strong belief in their ability to effectively use digital technologies. Therefore, it is necessary for researchers to have adequate instruments to measure them in different populations. The Digital Self-Efficacy Scale offers an innovative technology-independent approach. It provides a multidimensional assessment grounded in the DigComp framework, allowing adaptability and facilitating comparison across diverse demographics. This study examined the validity and reliability of the Spanish-adapted version of the Digital Self-Efficacy for Equatorian workers. The results from a sample of 471 participants, with a gender-balanced distribution (43.74% female and 55.41% male) and a mean age of 34 years, showed that this translated 19-item scale is a valid and reliable measure of this construct. Nomological network analysis with SEM showed that Digital Self-Efficacy had a positive and significant association with task-technology fit and the use of technology. This suggests that workers with higher levels of Digital Self-Efficacy are more likely to use technology effectively and efficiently and that they are more likely to find technology that is a good fit for their tasks.

Literature suggests that job satisfaction and health are related to each other in a synergic way. However, this might not always be the case, and they may present misaligned relationships. Considering job satisfaction and mental health as indicators of wellbeing at work, we aim to identify four patterns (i.e., satisfied-healthy, unsatisfied-unhealthy, satisfied-unhealthy, and unsatisfied-healthy) and some of their antecedents. In a sample of 783 young Spanish employees, a two-step cluster analysis procedure showed that the unsatisfied-unhealthy pattern was the most frequent (33%), followed by unsatisfied-healthy (26.6%), satisfied-unhealthy (24.8%) and, finally, the satisfied-healthy pattern (14.3%). Moreover, as hypothesized, discriminant analysis suggests that higher levels of job importance and lower levels of role ambiguity mainly differentiate the satisfied-healthy pattern, whereas overqualification and role overload differentiate, respectively, the unsatisfied-healthy and satisfied-unhealthy patterns. Contrary to our expectations, role conflict also characterizes the satisfied-unhealthy pattern. We discuss the practical and theoretical implications of these findings.

This study aims to test the theoretical model of career adaptability of refugees to investigate the dynamics of successful resettlement. The theoretical model is grounded on career construction and social network theory. We employ quantitative and qualitative methodologies to test the model in a sample of Venezuelans living and working in Colombia. The quantitative results provide partial support for Campion’s model. However, we test an alternative model and find that career adaptability has a direct relationship with subjective resettlement (i.e., life satisfaction and psychological health). In addition, cultural identification plays a buffering role on the harmful effects of discrimination on subjective resettlement. Qualitative results from eight in-depth interviews shed light on the process of refugee resettlement, thus revealing the role of social networks. Our study contributes to previous research on refugees by testing, adapting, and expanding a novel model of work resettlement and focusing on a group of refugees transitioning from one emerging country to another emerging country.