Is the Eudaimonic or Hedonic Approach Contribute to Psychological Well-Being? An Empirical Study Amongst the UAE Talents as a Strategic Move in Firms

  •  Hima Parameswaran    


Nowadays, both businesses and researchers are overwhelmed with workers’ ideal health and safety to psychological well-being. Negative psychological health at work results in adverse effects at different levels: high medical insurance costs, loss of employee productivity, absenteeism from work, occupational safety and health issues, and related issues. The current study examines the roles of eudaimonic and hedonic motivation in the conceptualization of psychological well-being.  Both psychological aspects in one’s life significantly play in achieving personal growth, reaching full potential, and realizing self-actualization. Accordingly, the study was conducted in the education sectors in the UAE randomly. Various models assisted in preparing a questionnaire and distributed it to 300 respondents. The samples were selected by stratified proportional sampling for diverse demographic responses. A descriptive analysis using SPSS 24.0 maintained the significance level of the latent variables such as eudaimonic motivation and hedonic motivation to the dependent variable, psychological well-being. The findings confirmed the alignment of models, extracted from the theories to the variables discussed in the questionnaire. Moreover, the hypotheses crafted for the study were accepted. Consequently, the study proved that both hedonic and eudaimonic factors in an individual's life influence psychological well-being at work.  Hence, individuals must ensure the significance of job characteristics at their workplace to psychological well-being. Furthermore, it clarifies that the HR systems with an effective resource-based paradigm can contribute to a sustained competitive advantage. Finally, it proposes directions for future research in addressing issues in employee turnover in a resource-based approach.

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