Dynamic analysis of the sustainable performance and well-being construct.

The activities carried out focused on the following aspects. First,  the conceptualization of sustainable well-being, both individually and collectively. Second, longitudinal analyzes have been developed in T1 and T2 to analyze the relationships between organizational factors and well-being and performance. We also analyzed reciprocal relationships with various operationalizations of well-being and performance at work, using the Spanish, three time-lag database. Finally, we analyzed the effects of organizational and individual factors on well-being and performance throughout the three times. Some results have already been published and progress has been made in the preparation of other manuscripts.

Analysis of the relationship between personal factors and well-being and performance at work. 

The analysis of personal factors has focused on the study of psychological capital, i-deals, job crafting and individual values, the development of reliable and valid scales and the determination of these factors as a mediating mechanism between the organizational factors of well-being and performance.  For example, positive indirect effects of certain HR practices have been found on various performance indicators, through their positive influence on psychological capital and i-deals. Likewise, the role of individual values of happiness orientation and of individualism and collectivism has begun to be analyzed. The values have shown to modulate the effect of job characteristics on job performance or that of human resource practices on patterns of relationship between well-being and performance.

Analysis of generational differences in well-being and performance at work.

The analysis has allowed progress in the conceptualization and operationalization of age in the study of differences in well-being and job performance. The literature from life span models has been integrated with research on organizational factors, performance and well-being. The relationships between age and working conditions have been analyzed by analyzing the perceptions of workers and their supervisors regarding the characteristics of the positions and the human resources practices offered to employees in different age groups

Transnational differences in well-being and job performance. 

This work package has contributed to the comparative analysis between the different countries in relation to the different processes observed on well-being and performance at work. In this sense, different presentations have been made at congresses that reveal similarities and differences in the relationships between well-being and job performance between different countries. Thus, for example, although the relationship between both constructs is present over time and in all samples, the intensity of the relationships and the stability of the measurements differ. Moreover, differences are also found in the impact of individual values and human resource practices on well-being and job performance