Work, psychological well-being and performance

Evidence is reviewed on work performance as a consequence of both psycholog ical well-being and work stressors. There is evidence that some forms of ps ychological wellbeing are related to subsequent in-role performance, althou gh the evidence for a causal influence of work stressors on job performance is much weaker. There is also evidence for relationships between some job stressors or well-being and organizational citizenship behaviours. In gener al, research conducted at the individual level, indicates only weak or prov isional relationships. A small number of recent studies indicate stronger a ssociations between average levels of well-being in an organization and org anizational performance. It is concluded that more detailed and specific mo dels of well-being and work performance need to be developed. These models need to be tested using methods that can more easily detect subtle variatio ns in well-being and work performance.