The items in the WBWS are made up of the central dimensions of affect at work and encompass a wide range of emotions related to anxiety, comfort, pleasure, displeasure, enthusiasm and depression, such as impatience, calmness, cheerfulness, annoyance, enthusiasm and frustration.
The eight items for fulfillment that remained in the WBWS, such as "I express what is best in me," "I overcome challenges" and "I Achieve my potential," may only embrace the main elements.
However, the 29 items on the WBWS were found to have theoretical support as they corresponded to the previous research reviewed throughout this paper.
In spite of the scale's validation in Brazil, it would be useful to further assess the generalizability of the WBWS to other business environments in such places as Europe and Asia.
To run the CFA, the three-factor model validated in study 1 was used, and to assess the nomological validity, the WBW scale validated in study 1 and confirmed through the CFA was used as a measure for the perceptions of well-being at work.
In this study, the construct validity of the WBW scale was examined through an assessment of the convergent, discriminant, and nomological validity.
An assessment of the nomological validity of the WBW scale was conducted using the structural equation modeling analyses depicted in Figure 2.
Consequently, there was evidence of nomological validity for the proposed WBW scale.
This paper reported on two studies on the development and validation of a measure of well-being at work (WBW) for US organizations.