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Ethics Team Work
Ethics at work
The theme of well-being in the working environment can be observed from a particular point of view, stemming from which well-being itself is recognizable as the result of interaction between the characteristics of the individual and those of the working context. In other words, contrary to the assumption according to which well-being in the workplace depends exclusively on external conditions in terms of the working and organizational environment within which the individual operates (Burke, 1993; Guest, 2002; Lawson, Noblet, & Rodwell, 2009), the point of view referred to suggests that individual characteristics can play an active part in the development of well-being.
Exploring the views of the authors who have dealt with well-being as a result of the interaction between subjective factors and characteristics of the workplace, it is possible to recognize a common root in interactional theories, which considers a person–organization fit as being crucial in generating well-being (Alvesson & Willmott, 2002; Cable & Judge, 1996; Mininni, Manuti, Scardigno, & Rubino, 2010), and three main aspects of study in which this general approach has declined: the study of job satisfaction, positive emotions, and relational interaction.
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Ethics at work
The theme of well-being in the working environment can be observed from a particular point of view, stemming from which well-being itself is recognizable as the result of interaction between the characteristics of the individual and those of the working context. In other words, contrary to the assumption according to which well-being in the workplace depends exclusively on external conditions in terms of the working and organizational environment within which the individual operates (Burke, 1993; Guest, 2002; Lawson, Noblet, & Rodwell, 2009), the point of view referred to suggests that individual characteristics can play an active part in the development of well-being.
Exploring the views of the authors who have dealt with well-being as a result of the interaction between subjective factors and characteristics of the workplace, it is possible to recognize a common root in interactional theories, which considers a person–organization fit as being crucial in generating well-being (Alvesson & Willmott, 2002; Cable & Judge, 1996; Mininni, Manuti, Scardigno, & Rubino, 2010), and three main aspects of study in which this general approach has declined: the study of job satisfaction, positive emotions, and relational interaction.
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