Subjective Well Being Of Employees: A Key Indicator in Creating a Healthy and Productive Work Environment
DOI:
https://doi.org/10.24114/icp.v5i2.65838Keywords:
Pekanbaru, Employees, Subjective Well-BeingAbstract
Employees in this era are expected not only to complete tasks efficiently, but also to adapt, collaborate, and manage increasing stress. Employees with high subjective well-being tend to show better performance, high loyalty to the company, and better ability to cope with work pressure. This study aims to explore the level of employee Subjective Well-Being as a key indicator in creating a healthy and productive work environment. The research method uses a descriptive quantitative research type with data collected from 31 Viera employee respondents, this study analyzes employee perceptions of their working conditions, which are grouped into four categories: "Very Good", "Good", "Less Good", and "Not Good". The results of the analysis show that most employees are in the "Less Good" category (54.8%), followed by the "Good" category (32.2%), while only 3.2% feel their working conditions are very good and 9.6% feel very dissatisfied. These findings indicate that most employees are not satisfied with their working conditions, which has the potential to affect their subjective well-being.References
Bashir, I., Qureshi, I. H., & Ilyas, Z. (2024). How Does Employee Financial Well-Being Influence Employee Productivity: A Moderated Mediating Examination. International Journal of Social Economics, 51(10), 1226–1246. https://doi.org/10.1108/ijse-09-2023-0676
Bryson, A., Forth, J., & Stokes, L. (2017). Does Employees’ Subjective Well-Being Affect Workplace Performance? Human Relations, 70(8), 1017–1037. https://doi.org/10.1177/0018726717693073
Conrad, D. C., Ghosh, A. K., & Isaacson, M. (2015). Employee Motivation Factors. International Journal of Public Leadership, 11(2), 92–106. https://doi.org/10.1108/ijpl-01-2015-0005
Destifani, L., Siregar, S. I. S. A., & Sanjaya, V. F. (2025). Hubungan Pendapatan dan Kesejahteraan Terhadap Kebahagiaan Karyawan PT Pos Indonesia Bandar Lampung. Jurnal Ilmu Ekonomi, Manajemen Dan Bisnis, 3(1), 32–41.
Diener, E. (2000). Subjective well-being: The science of happiness and a proposal for a national index. American Psychologist, 55(1), 34.
Fadli, Z., Erliyani, I., Chandra, F., Maghfirah, N., Sukman, S., Sulthony, M. R., Arfan, R., Mardika, N. H., Qomariyah, E., & Souhoka, S. (2024). Manajemen Sumber Daya Manusia: Era Society 5.0. Yayasan Tri Edukasi Ilmiah.
Isham, A., Mair, S., & Jackson, T. (2020). Wellbeing and productivity: a review of the literature.
Joo, B.-K., & Lee, I. (2017). Workplace happiness: work engagement, career satisfaction, and subjective well-being. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 5(2), 206–221.
Keitany, B. J. (2014). Perceived relationship between employee welfare programs and employee performance at Kenya Pipeline Company. University of Nairobi.
Koon, V., & Ho, T.-S. (2021). Authentic Leadership and Employee Engagement: The Role of Employee Well-Being. Human Systems Management, 40(1), 81–92. https://doi.org/10.3233/hsm-200943
Manullang, F., & Sampurna, D. S. (2025). Peran Strategi Coping Dalam Memediasi Pengaruh Stres Kerja dan Lingkungan Kerja Terhadap Kesejahteraan Subjektif Karyawan. Jurnal Riset Multidisiplin Edukasi, 2(2), 14–29.
Mohamad, F., & Abiddin, N. Z. (2024). Enhancing Employee Well-Being and Productivity in Evolving Work Environments. Academic Journal of Interdisciplinary Studies, 13(3), 289. https://doi.org/10.36941/ajis-2024-0081
Molnár, C., Papp, I. C., & Juhász, T. (2024). Organizational Strategies and Tools of Employee Well-Being as Perceived by Employees. Management & Marketing, 19(2), 336–361. https://doi.org/10.2478/mmcks-2024-0015
Ólafsdóttir, S. (2008). The role of organizational culture in employees work-life balance as an aspect of health.
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), 577–588.
Pawar, B. S. (2016). Workplace Spirituality and Employee Well-Being: An Empirical Examination. Employee Relations, 38(6), 975–994. https://doi.org/10.1108/er-11-2015-0215
Santoso, J. B. (2024). Employee Well-Being Programs: Assessing the Impact on Engagement, Productivity, and Retention. Productivity, 1(3), 472–484. https://doi.org/10.62207/fhxmdw77
Sharma, P., Kong, T. T. C., & Kingshott, R. (2016). Internal Service Quality as a Driver of Employee Satisfaction, Commitment and Performance. Journal of Service Management, 27(5), 773–797. https://doi.org/10.1108/josm-10-2015-0294
Stankevičienė, A., Tamaševičius, V., Diskienė, D., Grakauskas, Ž., & Rudinskaja, L. (2021). The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being. Journal of Business Economics and Management, 22(4), 988–1007. https://doi.org/10.3846/jbem.2021.14729
Subarno, A., Indrawati, C. D. S., & Ninghardjanti, P. (2025). The Influence of Physical and Non-Physical Factors on Employee Well-Being in Office Spaces: A Comprehensive Study of the Work Environment. Iop Conference Series Earth and Environmental Science, 1462(1), 12023. https://doi.org/10.1088/1755-1315/1462/1/012023
Tsai, Y. (2011). Relationship between organizational culture, leadership behavior and job satisfaction. BMC Health Services Research, 11, 1–9.
Voorde, K. V. D., Paauwe, J., & Veldhoven, M. v. (2011). Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies. International Journal of Management Reviews, 14(4), 391–407. https://doi.org/10.1111/j.1468-2370.2011.00322.x
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Rahmad, Daharnis, Zadrian Ardi

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.