How to Combine Organizational Performance and Employee Well-Being? Study Results January 2014

1. How to Combine Organizational Performance and Employee Well-Being?Study Results January 2014 Jarmo Leivo, Doctoral Student Work Psychology and Leadership Department of Industrial Engineering and Management School of Science Aalto University

2. How to Read Individual Scores LEADERSHIP Standardized scores relative to population means Individual scores relative to the neutral score PERFORMANCE Prevailing working conditions WELL-BEING ATTITUDES & VALUES Prevailing working conditions Preferred way of working Preferred way of working Prevailing working conditions Preferred way of working PERFORMANCE WELL-BEING Based on goal drivenexternal motivation Based on value consistent internal motivation

3. How to Generate your Individual Graphs • Paint the whole result table (both columns) from the upper left-hand corner to the lower right-hand corner and ”Copy” • Go to the excel tool and ”Paste” the table into cell B2 as html (default) • The graphs are generated automatically 1If you have lost your code, there is no way to access your individual results – unless you bookmarked the direct link to your response page: your 5 character code is embedded in the link address. Even if you did not bookmark the page, the address may become visible when entering wellformer in the address field.

4. Negative standardized scores on the x-axis are below the mean.Y-axis scores represent the normal distribution probability density function value of the x-score Positive standardizedscores on the x-axis are above the mean. Y-axis scores represent the normal distribution probability density function value of the x-score Standardized scores = mean has been subtracted,i.e. now the standardized score zero represents the mean score, and they have been divided by standard deviation, i.e. a standardized score 1 (0...1) accounts for 34% (-1...+1: 68%) of the population with a normal distribution (-2...+2: 95% and -3...+3: 99,7%) Comparing the mean score with the neutral score (in this study the Likert scale score 4 for an individual question) helps in uderstanding if the score was overall negative (mean < neutral) or positive (mean > neutral)

5. This is a non-scientific but practical illustration of factors affecting performance and well-being. When Autonomy/Control Perception scores and Orientation scores are close to each other, orientation and environment match with each other well and the sum vector is longer. If they are far apart, it is a sign of discomfort. Sum vectors leaning towards right promote intrinsic motivation for performance and (sustainable eudaimonic) well-being. Sum vectors leaning towards left promote extrinsic motivation for performance and (instrumental hedonic) well-being. N.B. Control can be tightened (i.e. autonomy restricted) without loss of autonomous motivation and well-being when compensated by a good Superior Relationship Quality! Negative scores are below the neutral score Positive scores are above the neutral score Perception of Competence and Relatedness, Organizational Commitment and Superior Relationship as well as Impersonal Orientation can either improve (act as catalyst) or weaken (act as inhibitor) both performance and well-being. They are illustrated on the vertical dimension only.