Rating by supervisory at T1 using the question: 
'Overall, how would you rate this employee's 
performance over the past week?'
Answer rated on a 5 point scale ranging from poor to 
excellent.

T1 happiness by T1 work performance

T2 happiness by T1 work performance

Rating by top-ranking administrative officer on 3 
dimensions of work performance: 
- work facilitation
- goal emphasis
- team building
Rated from 1(never) to 5(always)
These 3 dimensions were summed to form a composite 
measure of performance.

Rated at T1 and T2 for the past year

T1 happiness by T1 work performance

T1 happiness by T2 work performance

T1 happiness by T1-T2 CHANGE in performance.
Beta controlled for:
- T1 negative affectivity
- T1 positive affectivity
- T1 job satisfaction
- T1 workperformance (this control indicates 
change)

Addition of T1 happiness in a hierarchical 
regression increases R2 from .15 to .31 

Happiness predicts performance much better than 
job satisfaction.

Rating by department manager on 4 dimensions of work 
performance:
- goal emphasis
- work facilitation
- support
- team building
Rated from 1(never) to 5 (always)
These 4 dimensions were summed to form a composite 
measure of performance.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1 Happiness by T2 work performance (3 years lag)

T1 Happiness by T3 work performance (4 years lag)

T1 Happiness by T4 work performance (4,5 years 
lag)

T2 Happiness by T2 work performance

T2 Happiness by T3 work performance (1 year lag)

T2 Happiness by T4 work performance (1,5 year lag)

T1+2 happiness by T2 work performance (1,5 years 
lag)

T1+2 happiness by T3 work performance (2 years 
lag)

T1+2 happiness by T4 work performance (2,25 years 
lag)

T1+2 happiness by T2+3 work performance 
(N= 51)

T1+2 happiness by T3+4 work performance (N=53)

Earlier happiness by later CHANGE in performance: 
T1+2 happiness by T3+4 performance controlled for 
T2 performance performance

Rating by two top administrative officers on 4 
dimensions of work performance using a 5 point scale 
ranging from never to always:
- goal emphasis
- work facilitation
- support
- team building
These 4 dimensions were summed to form a composite 
measure of performance.

Rated at T1 and T2.

T1 happiness by T1 work performance

T1 happiness by T2 work performance (1 year lag)

T2 happiness by work performance

T2 happiness by T2 work performance

T1+T2 Happiness by T2 work performance (0,5 year 
lag) (N=56)

Earlier happiness by later CHANGE in performance:  

T1+2 happiness by T2 performance controlled for:
- T1 performance (to measure change)
- age
- gender
- years job tenure
- education

Earlier happiness by later CHANGE in performance: 
T1+2 happiness by T2 performance controlled for:
- T1 performance (to measure change)
- positive mood disposition 
- negative mood disposition

Rating by supervisory at T1 using the question: 
'Overall, how would you rate this employee's 
performance over the past week?'
Answer rated on a 5 point scale ranging from poor to 
excellent.

T1 happiness by T1 work performance

T2 happiness by T1 work performance

Rating by top-ranking administrative officer on 3 
dimensions of work performance: 
- work facilitation
- goal emphasis
- team building
Rated from 1(never) to 5(always)
These 3 dimensions were summed to form a composite 
measure of performance.

Rated at T1 and T2 for the past year

T1 happiness by T1 work performance

T1 happiness by T2 work performance

T1 happiness by T1-T2 CHANGE in performance.
Beta controlled for:
- T1 negative affectivity
- T1 positive affectivity
- T1 job satisfaction
- T1 workperformance (this control indicates 
change)

Addition of T1 happiness in a hierarchical 
regression increases R2 from .15 to .31 

Happiness predicts performance much better than 
job satisfaction.

Rating by head of department of performance in the last 
year at T3.

3 dimensions of work performance were measured using a 
5 point scale ranging from never to always:

- goal emphasis
- work facilitation
- team building

These 3 dimensions were summed to form a composite 
measure of performance.

T1 happiness by T3 performance (2 years lag)

T2 happiness by T3 performance (1 year lag)

T1 + T2 happiness by T3 performance

Rating by head of department of performance in the last 
year at T3.
Goal emphasis was measured using a 5 point scale 
ranging from never to always.

T1 happiness by T3 performance (2 years lag)

T2 happiness by T3 performance (1 year lag)

T1+T2 happiness by T3 performance

Rating by head of department of performance in the last 
year at T3.
Work facilitation was measured using a 5 point scale 
ranging from never to always.

T1 happiness by T3 performance (2 years lag)

T2 happiness by T3 performance (1 year lag)

T1+T2 happiness by T3 performance

Rating by head of department of performance in the last 
year at T3.
Team building was measured using a 5 point scale 
ranging from never to always.

T1 happiness by T3 performance (2 years lag)

T2 happiness by T3 performance (1 year lag)

T1+T2 happiness by T3 performance

Rating of performance over last 6 months by manager.4 
dimensions of work performance were measured using a 5 
point scale ranging from never to always:
- Goal emphasis
- Work facilitation
- Support
- Team building
These 3 dimensions were summed to form a composite 
measure of performance.

T1 happiness by T3 work performance(2 years lag)

T2 happiness by T3 work performance (1 year lag)

T1+T2 happiness by T3 work performance

B controlled for:
- T3 activation based well-being 
- T3 activation-based well-being squared squared
Activation based well=being measured  with 
Maslach's nine-item 'Emotional Exhaustion scale'

Rating of performance over last 6 months by manager 
using the question: 'To what extent does this employee 
develop and maintain high performance goals?'
Answer rated on a 5 point scale ranging from never to 
always.

T1 happiness by T3 work performance(2 years lag)

T2 happiness by T3 work performance(1 year lag)

T1+T2 happiness by T3 work performance

Rating of performance over last 6 months by manager 
using the
question: to what extend does this employee offer 
useful ideas for solving technical/administrative 
problems?
Answer rated on a a 5 point scale ranging from never to 
always.

T1 happiness by T3 work performance(2 years lag)

T2 happiness by T3 work performance(1 year lag)

T1+T2 happiness by T3 work performance

Rating of performance over last 6 months by manager 
using the question: 'To what extent does this employee 
pay attention to what you are saying when talking to 
them?
Answer rated on a 5 point scale ranging from never to 
always.

T1 happiness by T3 work performance(2 years lag)

T2 happiness by T3 work performance(1 year lag)

T1+T2 happiness by T3 work performance

Rating of performance over last 6 months by manager 
using the question: To what extent does this employee 
work harmoniously with his/her co-worker(s) as a team 
to achieve group/ organizational goals and purposes? 
Answer rated on a 5 point scale ranging from never to 
always.

T1 happiness by T3 work performance(2 years lag)

T2 happiness by T3 work performance(1 year lag)

T1+T2 happiness by T3 work performance

Rating by department manager on 4 dimensions of work 
performance:
- goal emphasis
- work facilitation
- support
- team building
Rated from 1(never) to 5 (always)
These 4 dimensions were summed to form a composite 
measure of performance.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1 Happiness by T2 work performance (3 years lag)

T1 Happiness by T3 work performance (4 years lag)

T1 Happiness by T4 work performance (4,5 years 
lag)

T2 Happiness by T2 work performance

T2 Happiness by T3 work performance (1 year lag)

T2 Happiness by T4 work performance (1,5 year lag)

T1+2 happiness by T2 work performance (1,5 years 
lag)

T1+2 happiness by T3 work performance (2 years 
lag)

T1+2 happiness by T4 work performance (2,25 years 
lag)

T1+2 happiness by T2+3 work performance 
(N= 51)

T1+2 happiness by T3+4 work performance (N=53)

Earlier happiness by later CHANGE in performance: 
T1+2 happiness by T3+4 performance controlled for 
T2 performance performance

Rating by department manager using the 'question: To 
what extent does this employee pay attention to what 
you are saying when talking to them?
Answer rated on a 5 point scale ranging from never to 
always.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1+T2 Happiness by T2 support (1,5 year lag)

T1+T2 happiness by T3 support (2 years lag)

T1+T2 happiness by T4 support (2,25 years lag)

Rating by department manager using the question: 'to 
what extent does this employee develop and maintain 
high performance goals?'
Answer rated on a 5 point scale ranging from never to 
always.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1+T2 happiness by T2 goal emphasis (1,5 year lag)

T1+T2 happiness by T3 goal emphasis (2 years lag)

T1+T2 happiness by T4 goal emphasis (2,25 years 
lag)

Rating by department manager using the question: To 
what extent does this employee work harmoniously with 
his/her co-worker(s) as a team to achieve group/ 
organizational goals and purposes? 
Answer rated on a 5 point scale ranging from never to 
always.
Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1+T2 happiness by T2 team building (1,5 year lag)

T1+T2 happiness by T3 team building (2 year lag)

T1+T2 happiness by T4 team building (2,25 years 
lag)

Rating by department manager using the
question: to what extend does this employee offer 
useful ideas for solving technical/administrative 
problems?
Answer rated on a a 5 point scale ranging from never to 
always.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months.

T1+T2 happiness by T2 work facilitation (1,5 year 
lag)

T1+T2 happiness by T3 work facilitation (2 year 
lag)

T1+T2 happiness by T4 work facilitation (2,25 
years lag)

Rating by department manager using the 'question: 
'Overall, how would you rate this employee's 
performance at this time?'
Answer rated on a 5 point scale ranging from poor to 
excellent.

Rated at T2 and T3 for the past year and at T4 for the 
past 6 months

T1 happiness by T2 performance (3 years lag)

T1 happiness by T3 performance (4 years lag)

T1 happiness by T4 performance (4,5 years lag)

T2 happiness by T2 performance

T2 happiness by T3 performance (3 years lag)

T2 happiness by T4 performance (1,5 year lag)

T1+T2 happiness by T2 performance (1,5 year lag)

T1+T2 happiness by T3 performance (2 years lag)

T1+T2 happiness by T4 performance (2,5 years lag)

Rating by two top administrative officers on 4 
dimensions of work performance using a 5 point scale 
ranging from never to always:
- goal emphasis
- work facilitation
- support
- team building
These 4 dimensions were summed to form a composite 
measure of performance.

Rated at T1 and T2.

T1 happiness by T1 work performance

T1 happiness by T2 work performance (1 year lag)

T2 happiness by work performance

T2 happiness by T2 work performance

T1+T2 Happiness by T2 work performance (0,5 year 
lag) (N=56)

Earlier happiness by later CHANGE in performance:  

T1+2 happiness by T2 performance controlled for:
- T1 performance (to measure change)
- age
- gender
- years job tenure
- education

Earlier happiness by later CHANGE in performance: 
T1+2 happiness by T2 performance controlled for:
- T1 performance (to measure change)
- positive mood disposition 
- negative mood disposition

Rating by two top administrative officers using the 
'question: to what extent does this employee pay 
attention to what you are saying when talking to them?

Answer rated on a 5 point scale ranging from never to 
always.
Assessed at T1 and T2.

T1+T2 happiness by T2 support(0,5 year lag)

Rating by two top administrative officers using the 
question: 'to what extent does this employee develop 
and maintain high performance goals?'
Answer rated on a 5 point scale ranging from never to 
always.

Assessed at T1 and T2.

T1+T2 happiness by T2 goal emphasis (0,5 year lag)

Rating by two top administrative officers. using the 
question: To what extent does this employee work 
harmoniously with his/her co-worker(s) as a team to 
achieve group/ organizational goals and purposes? 
Answer rated on a 5 point scale ranging from never to 
always. 

Assessed at T1 and T2.

T1+T2 happiness by T2 team building (0,5 year lag)

Rating by two top administrative officers. using the
question: to what extend does this employee offer 
useful ideas for solving technical/administrative 
problems?
Answer rated on a a 5 point scale ranging from never to 
always.

Assessed at T1 and T2.

T1+T2 happiness by T2 work facilitation (0,5 year)

Rating by supervisor:
Overall, how would you rate this employee's performance 
over the past year. Answer rated from 1(poor) to 
5(excellent)

Happiness by job performance

Beta controlled for:
-positive mood of that day
-negative mood of that day

Addition of happiness in a hierarchical regression 
increases R2 from .08 to .21 Happiness predicts 
performance much better than mood of the day.

Rating by senior level management
3 items regarding the present time were summed to form 
a composite measure of performance.
- goal emphasis
- work facilitation
- global rating of performance
Rated 1(never) to 5 (always)

Beta controlled for:
- positive mood today
- negative mood today

Addition of happiness in a hierarchical regression 
increases R2 from .24 to .31 when entered after 
mood of the day. While entering mood of the day 
after happiness R2 increases from .21 to .31

rpc controlled for:
- positive today 
- negative mood today

Selfreport on 4 questions on  work related activities 
in last month.
a. Accomplished less
b. Cut down time on work
c. Limited in kind of work
d. Difficulty performing work
RP Subscale of SF-36 Health Survey (Ware et al. 1993)

Selfreport on 3 questions on work performance during 
the last month.
a. Accomplish less
b. Cut down amount of time of work
c. Didn't do work as carefully
RE Subscale of SF-36 Health Survey (Ware et al. 1993)

Monthly attendance records, kept by the
company, for each employee for the 12  months of 1978.
Attendance between T1 and T2 (1978) 
Happiness assessed at T1 (december 1977);
1. Lateness: sumscore of:
   a.Number of days late.
   b.Average minutes late per month.
     'Late' is defined as arriving more      than 7 
minutes after start of 
     scheduled shift. 

2. Time late

3. Unexcused absence
   The number of days absent without a    medical 
excuse. 

4. Medical absence
   The number of days the employee was 
   absent with a certified medical    excuse.

5. Total absence
   The total number of scheduled work 
   days (excluding vacations or    holidays) that the 
employee did not 
   appear.

T1 happiness by T1 to T2 absence (12 months)
The correlations between T1 happiness and absence 
in the last half year of 1978 (6 months) are 
identical.

Single question:
"How many workdays did you call sick last year ?"
number of days:
1: 0-3
2: 4-10
3: 11-30
4: 31-100
5: 101-300
6: 301-365

employed Ss only

 1: Mt=8.14
 2: Mt=7.61
 3: Mt=7.34
 4: Mt=6.74
 5: Mt=5.75
 6: Mt=5.23
All Mt=7.84

 1: Mt=7.73
 2: Mt=7.20
 3: Mt=7.11
 4: Mt=6.46
 5: Mt=5.50
 6: Mt=4.48
All Mt=7.45

 1: Mt=7.20
 2: Mt=6.78
 3: Mt=6.75
 4: Mt=6.39
 5: Mt=5.50
 6: Mt=5.00
All Mt=6.99

Single direct question: How well do you feel you are 
prepared for your present work by education or natural 
talent?
3: very well prepared
2: sufficiently well prepared
1: not too well prepared.

2 item index:
- feeling one is not doing as good a 
  job as one would like to (ever/never)
- frequency of such feeling (often/
  only once or twice) 

Data T1. Results T3 similar.
Computed for chief wage earners only.

Not computed for full ABS, but for positive and 
negative affect separately.

- Unrelated to positive affect.
- Strongly related to negative affect, in
  particular among males.

Affect level expressed in average ridits.
Ridit analysis compares distribution in category 
with distribution in total sample. RT above .50 
means relative high level, RT below .50 relative 
low level.

Direct closed question

Selfreport on questions related to: 
- dealing with people at work
- work responsabilities
- work expectations
- work skills
- interference of personal problems with work
Rated on an 3-point numerical scale

Beta controlled for:
- demographic characteristics:
  - age
  - sex
  - education
  - race
- number of negative events in the last year
- functioning in het area of:
  - daily living skills
  - social skills
- need for structure
- need for supervision
- social contacts
- positive symptoms
- negative symptoms

Closed question: not very good / average / little 
better than average / very good.

Computed for males only.