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<p>Work serves as a primary determinant of employee well-being. Yet research has historically favored hedonic perspectives—focusing on job satisfaction and positive affect—over eudaimonic ones. While both approaches are complementary, there remains a critical paucity of validated measures specifically designed to capture eudaimonic well-being (EWB) within the unique constraints of organizational reality. Many existing EWB measures are context-free or rely on proxy measures that fail to reflect psychological well-being in the workplace. To address this gap, this study introduces and validates <i>euwellbe</i>, a novel 21-item questionnaire. Drawing on Ryff’s model of positive psychological functioning and work design research, the scale conceptualizes EWB through five components: meaningful work, autonomy, mastery, relationship with colleagues, and relationship with supervisors. Using a sample of 884 employees, confirmatory factor analysis demonstrated a satisfactory fit for this five-dimensional structure (<i>χ</i>² (184) = 678.24, <i>p</i> &lt; .001, CFI = 0.944, TLI = 0.936, RMSEA = 0.059, SRMR = 0.059). All variables exhibited strong composite reliability (0.81–0.93) and sufficient convergent and discriminant validity. Furthermore, the results indicate that EWB in the workplace is a robust predictor of key outcomes, including job satisfaction and withdrawal behavior. This study contributes to the scholarly understanding of employee well-being by offering a theoretically grounded instrument for researchers and practitioners, effectively navigating the “conceptual quicksand” that has previously hindered eudaimonic operationalization.</p>

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Enacting a Eudaimonic View: Development and Validation of a Questionnaire for Eudaimonic Well-Being in the Workplace

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年6月26日

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  • Yusuf Arslanparcasi

摘要

Work serves as a primary determinant of employee well-being. Yet research has historically favored hedonic perspectives—focusing on job satisfaction and positive affect—over eudaimonic ones. While both approaches are complementary, there remains a critical paucity of validated measures specifically designed to capture eudaimonic well-being (EWB) within the unique constraints of organizational reality. Many existing EWB measures are context-free or rely on proxy measures that fail to reflect psychological well-being in the workplace. To address this gap, this study introduces and validates euwellbe, a novel 21-item questionnaire. Drawing on Ryff’s model of positive psychological functioning and work design research, the scale conceptualizes EWB through five components: meaningful work, autonomy, mastery, relationship with colleagues, and relationship with supervisors. Using a sample of 884 employees, confirmatory factor analysis demonstrated a satisfactory fit for this five-dimensional structure (χ² (184) = 678.24, p < .001, CFI = 0.944, TLI = 0.936, RMSEA = 0.059, SRMR = 0.059). All variables exhibited strong composite reliability (0.81–0.93) and sufficient convergent and discriminant validity. Furthermore, the results indicate that EWB in the workplace is a robust predictor of key outcomes, including job satisfaction and withdrawal behavior. This study contributes to the scholarly understanding of employee well-being by offering a theoretically grounded instrument for researchers and practitioners, effectively navigating the “conceptual quicksand” that has previously hindered eudaimonic operationalization.