• Peter Warr and Ilke Inceoglu.
• Institute of Work Psychology, Institute of Work Psychology, University of Sheffield, Sheffield S102TN, United Kingdom. p.warr@sheffield.ac.uk
• J Occup Health Psychol. 2012 Apr 1; 17 (2): 129-38.

AbstractForms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.PsycINFO Database Record (c) 2012 APA, all rights reserved.

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