No description available.

No description available.

Yes / While much is known regarding the effects of immigration for objective outcomes, relatively little is known regarding the effects for perceived well-being. By exploiting spatial and temporal variation in the net-inflows of foreign-born individuals across local areas in England, we examine the relationship between immigration and natives’ subjective well-being as captured by the General Health Questionnaire (GHQ). We find small negative effects overall but that an analysis of the main effects masks significant differences across subgroups, with relatively older individuals, those with below-average household incomes, the unemployed and finally those without any formal educational qualifications experiencing much more substantive well-being losses than others. These observed well-being differentials are congruent with voting patterns evident in the recent UK referendum on EU membership. We put forward perceived as opposed to actual labour market competition and social identity as two potential explanations for the negative well-being impacts of immigration for natives. / Nuffield Foundation

No description available.

Объектом исследования является субъективное благополучие личности. Предметом исследования стали особенности субъективного благополучия учителей школ Монголии. Магистерская диссертация состоит из введения, двух глав, заключения, списка литературы (40 источников) и приложений, включающих в себя бланки применявшихся для исследования методик. Объем магистерской диссертации 57 страниц, на которых размещены 8 рисунков и 11 таблиц. Во введении раскрывается актуальность проблемы исследования, теоретическая и практическая значимость работы, разработанность проблематики, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируются основные гипотезы, указываются методы и эмпирическая база, а также этапы проведения исследования. В первой главе в результате анализа научной литературы были определены теоретические основания субъективного благополучия личности, выделены основные подходы, рассматривающие данный феномен, а также его функции, структура и детерминанты. Это позволило сформулировать определение понятия «субъективное благополучие», принятое в работе за основополагающее. Особый акцент сделан на рассмотрении роли субъективного благополучия в педагогической деятельности учителя. Выводы по первой главе представляют собой итоги по изучению теоретического материала. Вторая глава посвящена эмпирической части исследования. В ней представлено описание организации и методов проведенного исследования и результатов, полученных по всем использованным методикам: Шкала «Удовлетворенность жизнью» Э. Динера (SWSL), Шкала субъективного благополучия А. ПеруэБаду (адаптация М.В. Соколовой), Шкала субъективного счастья С. Любомирски и Х. Леппер (адаптация Д.А. Леонтьева). Также в главе представлены результаты описательной статистики и сравнительного анализа результатов исследования. Выводы по главе 2 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутым гипотезам, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики. / The object of the research is the subjective well-being of the individual. The subject of the research is the peculiarities of the subjective well-being of school teachers in Mongolia. The master's thesis consists of an introduction, two chapters, a conclusion, a list of references (40 sources) and annexes, including the forms used for the study of the methods. The volume of the master's thesis is 57 pages, which contain 8 figures and 11 tables. The introduction reveals the relevance of the research problem, the theoretical and practical significance of the work, the elaboration of the problematics, the goal and objectives of the research are set, the object and subject of the research are determined, the main hypotheses are formulated, the methods and empirical base, as well as the stages of the research, are indicated. In the first chapter, as a result of the analysis of scientific literature, the theoretical foundations of the subjective well-being of the individual were determined, the main approaches that consider this phenomenon, as well as its functions, structure and determinants, were highlighted. This made it possible to formulate the definition of the concept of "subjective well-being", which was taken as fundamental in the work. Particular emphasis is placed on considering the role of subjective well-being in the pedagogical activity of a teacher. The second chapter is devoted to the empirical part of the study. It contains a description of the organization and methods of the study and the results obtained by all the methods used: E. Diener's “Satisfaction with life” scale (SWSL), A. Peruebadu's subjective well-being scale (adaptation by M.V. Sokolova), S. Lubomirsky and H. Lepper (adaptation by D.A. Leontiev). The chapter also presents the results of descriptive statistics and comparative analysis of research results. Conclusions from Chapter 2 include the main findings of the empirical study. In the conclusion, in a generalized form, the results of the theoretical and empirical parts of the work are presented, as well as conclusions on the hypotheses put forward, the practical significance of the study is substantiated and possible prospects for the further development of this problem are described.

This study explored the relationship between religiosity, hope, and subjective well-being among a group of 430 participants (28.8% male, 88.4% black, 8.4% white) residing in the Gauteng Province South Africa. The sample consisted of students (n = 210) as well as family members of these students (n = 220). A cross-sectional quantitative survey design was used. Data was gathered using the Adult Trait-hope Scale, a three item measure of religiosity, the Satisfaction with Life Scale (SWLS), and the Positive and Negative Affect Schedule (PANAS). Descriptive statistics were computed in SPSS 22. Following this, correlations between all latent variables were calculated in Mplus Version 7.11, where after latent variable modelling was performed. During this process, an initial measurement model was specified, which was examined for goodness of fit, and compared against two competing measurement models. The best fitting model was then subjected to a process of model development, and subsequently re-specified as a structural model. The fit of this model was again assessed and compared to two competing structural models. Finally, indirect effects between religiosity, hope, and subjective well-being (comprised of positive affect, negative affect, and life satisfaction) were investigated. The results revealed that religiosity was a significant predictor of both agency and pathway hope, and that the strength of this relationship was moderate in the case of agency hope, and weak in the case of pathway hope. In turn, agency hope predicted higher levels of life satisfaction and positive affect, and lowered levels of negative affect. However, with the exception of positive affect (with which it was positively associated), pathway hope was not related to any of the subjective well-being variables, suggesting that it is less significantly associated with subjective well-being than agency hope. The results of the mediation analysis revealed that agency hope acted as a significant mediator of the relationship between religiosity and life satisfaction, positive affect, and negative affect. Pathway hope mediated the relationship between religiosity and positive affect. These results suggest that the elevated levels of subjective well-being often found in relation to religiosity can at least in part be attributed to the fact that religion is associated with elevated levels of hope. The mini-dissertation is concluded with a chapter that outlines the conclusions and limitations related to the study, and on this basis, several recommendations were proposed for future research and practical application of the findings. / MA (Positive Psychology), North-West University, Vaal Triangle Campus, 2014

In the context of an ever-changing global environment, organisations must strive even harder than before to inspire employees to deliver outstanding results that will lead to a sustainable future. Engaged employees will deliver long term value, but most will not reach their full potential without a manager who understands and is committed to increase engagement in others. Managers are the key influencers to create meaningful engagements. The aim of this study was to investigate if employees’ experience of their managers as people developer (MPD) will have an effect on work engagement, and if work engagement will have an effect on subjective well-being, performance and turnover intention. The study also considered the possible mediating effect of work engagement. The primary focus therefore has been on the relationship between MPD and work engagement. Secondly, the study examined the relationship between MPD, subjective well-being, performance and turnover. The study followed a descriptive, cross-sectional and quantitative approach. The following measuring instruments were used: the Leader Empower Behaviour Questionnaire (LEBQ), the Empowering Leadership Questionnaire (ELQ), the Work Engagement Scale (WES), the Turnover Intention Scale (TIS), the Satisfaction with Life Scale (SWLS), the Affect Balance Scale (ABS), and the organisations performance rating scale. These instruments were used to test whether the measures of the constructs were consistent with the understanding of the nature of the constructs; also whether the data fitted the hypothesised measurement model. Structural Equation Modelling (SEM) was used to examine the structural relationships between the constructs. The results showed that significant relationships existed between MPD and work engagement, subjective well-being, performance and turnover intention. No significant relationship was found x between performance and turnover intention, and performance and subjective well-being. Regression analyses indicated that MPD had significant predictive value towards work engagement and turnover intention, and work engagement had significant predictive value towards turnover intention, subjective well-being and performance. An indirect effect was found from MPD (via work engagement) on subjective well-being and turnover intention, but an indirect effect from MPD on performance (via work engagement) was not found. Work engagement was found to have a direct effect on performance. It was therefore found that work engagement was a strong antecedent to subjective well-being and turnover intention. The implication of the results is that where managers coach and develop employees, it will lead to higher levels of work engagement and lower levels of turnover intention. / MA (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.

This study explored the relationship between religiosity, hope, and subjective well-being among a group of 430 participants (28.8% male, 88.4% black, 8.4% white) residing in the Gauteng Province South Africa. The sample consisted of students (n = 210) as well as family members of these students (n = 220). A cross-sectional quantitative survey design was used. Data was gathered using the Adult Trait-hope Scale, a three item measure of religiosity, the Satisfaction with Life Scale (SWLS), and the Positive and Negative Affect Schedule (PANAS). Descriptive statistics were computed in SPSS 22. Following this, correlations between all latent variables were calculated in Mplus Version 7.11, where after latent variable modelling was performed. During this process, an initial measurement model was specified, which was examined for goodness of fit, and compared against two competing measurement models. The best fitting model was then subjected to a process of model development, and subsequently re-specified as a structural model. The fit of this model was again assessed and compared to two competing structural models. Finally, indirect effects between religiosity, hope, and subjective well-being (comprised of positive affect, negative affect, and life satisfaction) were investigated. The results revealed that religiosity was a significant predictor of both agency and pathway hope, and that the strength of this relationship was moderate in the case of agency hope, and weak in the case of pathway hope. In turn, agency hope predicted higher levels of life satisfaction and positive affect, and lowered levels of negative affect. However, with the exception of positive affect (with which it was positively associated), pathway hope was not related to any of the subjective well-being variables, suggesting that it is less significantly associated with subjective well-being than agency hope. The results of the mediation analysis revealed that agency hope acted as a significant mediator of the relationship between religiosity and life satisfaction, positive affect, and negative affect. Pathway hope mediated the relationship between religiosity and positive affect. These results suggest that the elevated levels of subjective well-being often found in relation to religiosity can at least in part be attributed to the fact that religion is associated with elevated levels of hope. The mini-dissertation is concluded with a chapter that outlines the conclusions and limitations related to the study, and on this basis, several recommendations were proposed for future research and practical application of the findings. / MA (Positive Psychology), North-West University, Vaal Triangle Campus, 2014

In the context of an ever-changing global environment, organisations must strive even harder than before to inspire employees to deliver outstanding results that will lead to a sustainable future. Engaged employees will deliver long term value, but most will not reach their full potential without a manager who understands and is committed to increase engagement in others. Managers are the key influencers to create meaningful engagements. The aim of this study was to investigate if employees’ experience of their managers as people developer (MPD) will have an effect on work engagement, and if work engagement will have an effect on subjective well-being, performance and turnover intention. The study also considered the possible mediating effect of work engagement. The primary focus therefore has been on the relationship between MPD and work engagement. Secondly, the study examined the relationship between MPD, subjective well-being, performance and turnover. The study followed a descriptive, cross-sectional and quantitative approach. The following measuring instruments were used: the Leader Empower Behaviour Questionnaire (LEBQ), the Empowering Leadership Questionnaire (ELQ), the Work Engagement Scale (WES), the Turnover Intention Scale (TIS), the Satisfaction with Life Scale (SWLS), the Affect Balance Scale (ABS), and the organisations performance rating scale. These instruments were used to test whether the measures of the constructs were consistent with the understanding of the nature of the constructs; also whether the data fitted the hypothesised measurement model. Structural Equation Modelling (SEM) was used to examine the structural relationships between the constructs. The results showed that significant relationships existed between MPD and work engagement, subjective well-being, performance and turnover intention. No significant relationship was found x between performance and turnover intention, and performance and subjective well-being. Regression analyses indicated that MPD had significant predictive value towards work engagement and turnover intention, and work engagement had significant predictive value towards turnover intention, subjective well-being and performance. An indirect effect was found from MPD (via work engagement) on subjective well-being and turnover intention, but an indirect effect from MPD on performance (via work engagement) was not found. Work engagement was found to have a direct effect on performance. It was therefore found that work engagement was a strong antecedent to subjective well-being and turnover intention. The implication of the results is that where managers coach and develop employees, it will lead to higher levels of work engagement and lower levels of turnover intention. / MA (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.

Kan lycka köpas för pengar? Prosocialt spenderande och lycka är ett nytt ämne inom forskning och har ännu inte studerats i Sverige. Föreliggande studie syftar till att utreda om prosocialt spenderande bidrar till en ökad grad av upplevd lycka hos studenter vilket tidigare forskning stödjer samt om det föreligger könsskillnader gällande prosocialt spenderande och upplevd lycka vilket inte forskningen stödjer inom området. Etthundratre personal- och arbetslivsstuderande varav 72 kvinnor och 31 män vid ett medelstort universitet i södra Sverige deltog. Ett randomiserat post-test-only experiment utfördes varav 51 deltagare utgjorde experimentgrupp och genomförde en intervention som innebar att de skänkte pengar till välgörenhet och 52 deltagare genomförde ett kognitivt test som kontrolluppgift. Efteråt uppmättes deltagarnas upplevda lycka med Subjective Happiness Scale. Statistisk prövning med tvåvägs-ANOVA visade ingen statistiskt signifikant skillnad mellan experiment och kontrollgrupp gällande upplevd lycka, vidare fanns inga skillnader mellan könen gällande upplevd lycka och prosocialt spenderande. Studiens resultat stöds inte av tidigare forskning. Studiens diskussion föreslår att vidare forskning inom området fokuserar på design och metodval. Storleken på summan som spenderas prosocialt påverkar troligen effekten gällande lycka i större utsträckning än vad som antagits. En undre gräns för att gynna lycka diskuteras. Relation till den som individen spenderar prosocialt på diskuteras och tros också påverka upplevd lycka. / Can happiness be bought with money? Prosocial spending and happiness is a new field within science and has yet to be studied in Sweden. The present study aims to investigate whether prosocial spending contributes to an increased level of happiness amongst students which previous research supports and also whether sexdifferences within prosocial spending and percieved happiness exists which current research does not support. One-hundred and three undergraduates of whom 72 were women and 31 men within a human resource and management-program participated, all studying at a medium-sized university in southern Sweden. A randomized post-test-only experiment was conducted in which 51 participants carried out a task where they were instructed to donate money to charity (experimental group) and 52 participants were instructed to complete a cognitive task (control group). Subsequently the participants levels of happiness were measured using the Subjective Happiness Scale. Statistical testing using a two-way ANOVA showed no statistically significant difference between the experimental and control groups regarding happiness, furthermore there were no sex differences regarding happiness and prosocial spending. The results of the present study are contradictory with previous research. The discussion of the present study suggests emphasis on method and design for further studies within the area. The amount of money spent prosocially is likely to have a greater impact on happiness than the present study presumed. A lower limit to promote happiness is discussed. Furthermore the relation between the individual who is prosocially spending and the recipient is discussed and is likely to have an impact on perceived happiness.