Organizational identification as a trigger for personal well-being: Associations with happiness and stress through job outcomes

Recent literature highlights that well-being, happiness, as well as personal stress, has become important for guiding public policy in areas that might involve suboptimal behav- iour. Positive life outcomes can extend from one field of life (family, work, sport, children, hobbies, etc.) to another, multiplying success, performance, and health. In the present study, we aimed to verify whether the positive relation between organizational identification and employees' expe- riences then extends also into a positive association with more general well-being that is unrelated to the work context. For this purpose, we considered two proxies of organizational well-being: job satisfaction (on the positive side) and turnover intention (on the negative side) as well as the distal associations with happiness. The study involved 305 workers who completed a questionnaire made up of five scales: organization identification, job satisfaction, turn- over intention, happiness, and personal stress. We found that organizational identification is positively related to employees' job satisfaction and negatively related to their intention to leave. Afterwards, job satisfaction and turnover intention were related to personal stress and happiness, suggesting a positive effect of organizational identification above and beyond the work context.