Measuring Meaningful Work The Work and Meaning Inventory (WAMI)

TL;DR: This study assesses the employability of Bachelor of Secondary Education, Major in Mathematics graduates from a Philippine state university, finding 81% employment rates, with 47% in government, 34% in private, and 42% as teachers, with 46% holding permanent positions.

TL;DR: In this paper, the authors argue that performance management practices can potentially lead to an increase in employees' perceived work meaningfulness, if they focus on satisfying the three psychological needs for competence, autonomy, and relatedness.

TL;DR: This paper found that participants who reminisced for the sake of consolidating their identities (identity) reported their previous work as more meaningful, but those that reminisced to maintain negative emotions (bitterness revival).

TL;DR: In this paper , the authors propose a problématique en mobilisant le concept d’environnement capacitant and l’approche par les capabilités, développée by Amartya Sen.

TL;DR: The Satisfaction With Life Scale (SWLS) as mentioned in this paper is a scale to measure global life satisfaction, which does not tap related constructs such as positive affect or loneliness, and has favorable psychometric properties, including high internal consistency and high temporal reliability.

TL;DR: The Satisfaction With Life Scale is narrowly focused to assess global life satisfaction and does not tap related constructs such as positive affect or loneliness, but is shown to have favorable psychometric properties, including high internal consistency and high temporal reliability.

TL;DR: The Nature of Sensemaking Seven properties of sensemaking Sensemaking in Organizations Occasions for Sensemaking The Substance of Sense-making Belief-Driven Processes of Sense Making Action-driven Processes on Sensemaking.

TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.