Purpose

Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore, this study aims to map and prioritize the causal relation structures of enablers of HAW.

Design/methodology/approach

Data were collected from key representatives of information technology (IT) firms located in India. A framework based on the cause and effect relationship among enablers of HAW is proposed, and to establish this causality, the decision-making trial and evaluation laboratory (DEMATEL) technique was applied.

Findings

The findings indicate five out of 12 enablers as causal, namely, transformational leadership, authentizotic work climate, person–organization work fit, organizational virtuousness and meaningfulness in work.

Originality/value

Human resource managers, organizational policymakers and scholars will gain greater understanding through this causal framework of enablers of HAW. Knowledge and facilitation of these enablers will aid in nurturing a happy workplace.

中文翻译：

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工作幸福感：多标准决策方法

目的

研究人员一直在努力确定提高工作幸福感 (HAW) 的因素，但幸福推动因素之间的因果关系仍未得到充分探索。因此，本研究旨在映射和优先考虑 HAW 促成因素的因果关系结构。

设计/方法/方法

数据来自位于印度的信息技术 (IT) 公司的主要代表。提出了一个基于 HAW 促成因素之间因果关系的框架，并为建立这种因果关系，应用了决策试验和评估实验室 (DEMATEL) 技术。

发现

研究结果表明，12 个促成因素中有 5 个是因果关系，即变革型领导、真实的工作氛围、个人与组织的工作契合度、组织的美德和工作的意义。

原创性/价值

人力资源经理、组织决策者和学者将通过这个 HAW 促成因素的因果框架获得更多的理解。了解和促进这些推动因素将有助于营造一个快乐的工作场所。