Exploring the Path to Employee Happiness: A Review of Employee Well-being Research

s As the global economy continues to develop and competition intensifies, the importance of employee happiness is increasingly recognized. Employee well-being not only relates to individuals' physical and mental health and quality of life but also directly impacts organizations (Alzain et al., 2023). Therefore, understanding and enhancing employee happiness have become important topics in organizational management and human resource management. In traditional organizational theory, employee job satisfaction is typically regarded as an evaluation of employees' perceptions of their job content, work environment, and working conditions. However, with increasing emphasis on employee psychological well-being and life satisfaction, researchers have begun to expand job satisfaction to encompass employees' overall happiness and well-being indices. This shift reflects a trend in organizational management away from the mere pursuit of productivity and economic efficiency towards a focus on holistic employee development and happiness. The purpose of this study is to systematically review and analyze research on employee happiness, including its concepts, influencing factors, and consequences. By delving into existing research findings, a better understanding of the mechanisms of employee happiness formation and the pathways of influence can be achieved, thereby providing theoretical guidance and practical recommendations for organizational and human resource management. This study aims to enhance the understanding of employee happiness, employing a literature review approach. Key findings include the multidimensional influencing factors of employee happiness and its associations with organizational performance and turnover intentions. Future research could explore employee happiness from various perspectives, including individual, team, and cultural differences, interdisciplinary approaches, and the application of emerging technologies. Such research endeavours will contribute to a more comprehensive understanding of the nature of employee happiness, thereby providing more effective guidance and support for organizational and human resource


Introduction
Researchers are increasingly focusing on employee happiness.Studies have shown that employee happiness is closely related to their job performance, creativity, and organizational loyalty.Paying attention to employee happiness not only helps improve employee job performance but also enhances organizational competitiveness.As people pay more attention to work-life balance, employee happiness has become one of the important factors in attracting and retaining talent (Selvi & Madhavkumar, 2023).Organizations are increasingly aware of the importance of employees' physical and mental health to the overall operation of the organization.Therefore, incorporating employee happiness into organizational strategic planning has become a trend.Focusing on employee happiness is important because it has significant impacts and significance for employees, organizations, and society as a whole.More and more studies have shown that meeting employee happiness can increase job satisfaction, reduce employee turnover rates, and promote organizational innovation and development, thereby enhancing organizational competitiveness (Parida et al., 2023;Alketbi & Alshurideh, 2023).
However, in practice, many organizations face issues of inadequate employee happiness, such as high job stress, work-life imbalance, and limited personal development opportunities.Therefore, researching the importance of employee happiness to organizations and its influencing factors can help identify problems, propose improvement suggestions, and optimize organizational management and human resource strategies, thereby achieving the common development goals of organizations and employees.
Based on the above background, this study aims to review relevant research on employee happiness, providing theoretical guidance to promote the sustainable development of organizations and the comprehensive development of employees.

Research Methodology
This study adopts a literature review approach, which involves systematically collecting, organizing, analyzing, and synthesizing existing relevant literature to explore issues in a specific research field.This method aims to draw lessons from existing research, clarify research progress and achievements, and provide theoretical foundations and reference bases for current research (Parajuli, 2020).Literature related to employee happiness from the past 20 years was retrieved through Web of Science, Scopus, and Google Scholar.The literature relevant to the research content is depicted in the following network diagram: Through the retrieval and selection of a substantial number of literature sources, we have curated a series of valuable research findings that cover key topics and important discoveries in the study of employee happiness.These literature sources provide rich theoretical and empirical evidence, offering important clues for understanding the influencing factors and mechanisms of employee happiness.In the process of organizing and synthesizing this literature, our focus has been on extracting valuable information and insights for researchers, providing useful guidance and inspiration for further exploration in the field of employee happiness.These literature sources not only provide us with foundational knowledge for understanding employee happiness but also offer new perspectives and research directions for future studies.Therefore, through the comprehensive analysis and synthesis of these literature sources, we aim to make a positive contribution to the development and practice of the field of employee happiness research.

Research Content Conceptual Development of Employee Happiness
Employee happiness refers to the state of satisfaction, joy, and overall well-being experienced by employees in the work environment.Wilson (1967) suggested that meeting needs is an important source of happiness.Deci and Ryan (1985); Warr (1987); Ryff and Keyes (1995); Ryff and Singer (1998) proposed that employee happiness is the psychological experience of having needs satisfied or the process by which employees, through their efforts in the work environment, explore their potential, realize their self-worth, and ultimately experience satisfaction.
Some scholars argue that happiness is not merely a psychological feeling but rather a complex concept.Diener (1984) emphasizes that happiness is not just a short-term emotional experience or a satisfaction evaluation of specific aspects but a complex concept that includes emotions, cognition, and overall assessment.This highlights the diversity and complexity of happiness, emphasizing that it is an overall psychological state involving multiple dimensions and factors.Similarly, Waterman (1993) suggests that happiness differs from joy, which is often seen as a short-term, transient emotional experience, a momentary, surface-level emotional experience.Happiness, on the other hand, involves an individual's overall life status and long-term psychological experiences, stemming from an overall evaluation of one's life.Happiness can be seen as a more enduring, stable, and intrinsic state.
Furthermore, some scholars argue that the definition of employee happiness is too narrow and should integrate positive and negative emotions experienced by individuals in the workplace (Schaufeli and Bakker, 2004;Bakker and Oerlemans, 2012).With further research, more scholars believe that employee happiness should be a comprehensive indicator.Grebner et al (2005) suggest that employee happiness is a comprehensive quality indicator that employees experience and exercise in their work.Ilies et al (2007) emphasize the importance of not only focusing on employees' work-related states but also including factors such as health status and psychological experiences at the non-work level (life level).Fisher (2010) suggests that work happiness is the specific manifestation of subjective happiness in specific work situations, particularly evident in cognitive evaluations and emotional experiences.Jain and Sharma (2019) emphasize the combination of individuals' positive emotions towards organizational culture, job involvement, income, and team relationships after taking on all job responsibilities.Kırpık (2020) defines employee happiness as satisfaction with work or well-being, covering employees' satisfaction and happiness with various aspects of the work environment, job tasks, compensation benefits, work-life balance, and other aspects of personal life.Employee happiness not only focuses on the work level but also includes the influence of other aspects of life on employee happiness.This may include factors such as personal quality of life, family relationships, health status, social circles, and personal development.

Past Research on Employee Happiness
In this study, particular attention is paid to the antecedent variables of employee happiness and the outcome variables resulting from employee happiness, to gain insight into employees' psychological states and emotional experiences in the workplace, thereby assisting organizations in better managing human resources, improving employee performance, and achieving the mutual development of organizations and employees.

Antecedent Variables of Employee Happiness
Employee happiness, as a multidimensional concept, is influenced by various factors.There is a close relationship between employee happiness and satisfaction with compensation.
Compensation not only represents recognition of the value of employees' work but is also an important way to meet employees' basic needs.When employees feel that their compensation is proportional to their efforts, they are more motivated and have a greater sense of identification with their work, thereby enhancing job performance.This recognition of the value of employees can enhance their self-esteem and confidence, positively impacting individual happiness.Several scholars have shown through research that there is a positive correlation between salary and happiness, as well as life satisfaction (Sakarji et al., 2022b;Mureșan et al., 2021;Wijaya & Rezeki, 2020b).
Good relationships with colleagues are closely related to employee happiness.Good interpersonal relationships help establish a positive work environment, making it easier for employees to feel comfortable and joyful at work.A good working atmosphere helps reduce work stress.Interpersonal relationships not only affect individuals' emotional states and psychological health in the work environment but also directly influence work efficiency and overall work experience (Haar et al., 2019).Good interpersonal relationships can also enhance individuals' sense of belonging and job satisfaction.When employees feel friendly cooperation with colleagues and cohesion within teams, they are more willing to stay in their current jobs and show higher levels of commitment and loyalty to their work.This sense of belonging and identification contributes to increasing employee happiness (Reuter et al., 2020).
Maintaining a balance between work and life is crucial for employee happiness.A good worklife balance helps alleviate employees' work stress and fatigue.When employees can effectively allocate time and energy to meet the needs of work and personal life, they can maintain physical and mental health, thereby enhancing employee happiness (Majumder & Biswas, 2023).Work-life balance has a positive impact on employees' physical and mental health and family relationships.Employees can have more time to take care of their families or pursue personal interests, which helps strengthen family happiness (Kanimozhi & A, 2023).
Job satisfaction with career development has an important and positive impact on employee happiness.When employees feel recognized and supported in their career development, they tend to be more satisfied and happy.Good job satisfaction with career development can inspire employees' work motivation and enthusiasm (Heriyanti & Krisma, 2022b).When employees see their work achievements being recognized, they will be more motivated and proactive in their work, while also enhancing their confidence and hope for the future.This positive attitude helps enhance happiness and life satisfaction.

Outcome Variables of Employee Happiness
Employee happiness has a positive impact on organizational performance, with highly happy employees exhibiting higher engagement and work efficiency (Biggadike et al., 2023).Sikandar and Sikandar (2023) suggest that sustained engagement, happiness, and satisfaction in the workplace have a positive effect on health, thereby enhancing the productivity and performance of employees within the organization.Thompson and Bruk-Lee (2020) demonstrate that employee happiness largely acts as a mediator between job demands and organizational outcomes (including organizational commitment).Employees with high levels of happiness tend to be more actively engaged in work, demonstrating higher productivity and loyalty (Alzain et al., 2023).Oyelakin et al (2022) point out that job happiness has a positive and significant impact on organizational commitment, shaping employees' loyalty and commitment to the company to a large extent.Choudhury et al (2022) further confirm a significant positive relationship between employee happiness and organizational commitment.Research indicates that organizational commitment is a key driver of workplace happiness (Algarni & Alemeri, 2023).Establishing a positive, supportive work environment, paying attention to employee happiness and needs, and providing development opportunities and recognition can enhance employees' loyalty and commitment to the company.This positive organizational commitment helps improve employee job performance and contributes to the company's long-term stability and development (Azmy & Wiadi, 2023;Helu et al., 2023;Larmanda et al., 2021).
There is a close relationship between employee happiness and turnover intention.From the perspective of employees, when they feel satisfied and happy at work and are satisfied with the work environment, they perceive sufficient satisfaction and recognition in their work, making them more likely to develop high loyalty to the job and the company, which reduces their intention to leave (Köklü, 2023e).From the organization's perspective, considering and focusing on employee happiness can not only enhance employee happiness and team performance but also reduce turnover intention (Biggadike et al., 2023).Employee happiness is negatively correlated with turnover intention.When employees feel happy and satisfied, they are more inclined to have positive emotional connections to their work and organization, thus they are less likely to seek other job opportunities or leave their current positions hastily (Romão et al., 2022;Al-Serhan et al., 2021b;Omar & Noordin, 2014).

Research Conclusion
The study of employee happiness holds significant implications and insights for organizational management and individual well-being.Firstly, a thorough understanding of the essence of employee happiness and its influencing factors assists organizations in grasping employees' needs and expectations, thereby enabling the adoption of effective management measures to enhance organizational performance and competitiveness.Secondly, focusing on employee happiness can foster the creation of a positive and healthy work environment within organizations, enhancing employee job satisfaction and loyalty while reducing turnover rates and associated costs.Furthermore, the enhancement of employee happiness also contributes to the improvement of individuals' physical and mental well-being and quality of life, thereby promoting the development of social harmony and stability.

Summary and Outlook
Through the collection and analysis of a vast array of literature, a systematic review of the definition and influencing factors of employee happiness has been conducted, providing a comprehensive background and theoretical foundation for research in this field.Summarizing the main research areas and findings of employee happiness studies helps researchers understand the current status and significant achievements in this field, thereby providing references for further research.
Although this review adopts a broad search method, it mainly focuses on summarizing the antecedents and consequences variables of studying employee happiness.Employee happiness is a complex concept influenced by various factors such as individual differences, cultural background, and work environment.Therefore, this paper cannot cover all factors that may affect employee happiness, leaving room for future research to explore further.
In future research, deeper exploration and study can be conducted in the following areas.Firstly, further investigation can be made into the relationship between employee happiness and individuals, and teams, as well as its characteristics and manifestations in different cultural backgrounds.Secondly, interdisciplinary research methods can be employed, integrating theories and methods from psychology, sociology, and other disciplines to gain a deeper understanding of the essence and influencing mechanisms of employee happiness.
Additionally, attention can be directed towards emerging research areas and methods, such as big data analysis, the application of artificial intelligence technology in studying employee happiness, etc., to provide new ideas and methods for enhancing employee happiness and improving organizational management.