طراحي الگوي شادي سازماني (مورد مطالعه: فرودگاه بين المللي بغداد)

Abstract Organizational happiness has emerged as a contemporary human resource management approach that plays a vital role in enhancing employees’ quality of work life, strengthening workplace relationships, an‎d improving organizational effectiveness. Despite its importance, no comprehensive model has yet been developed to explain the dimensions an‎d determinants of organizational happiness in Baghdad International Airport. Accordingly, this study aimed to develop an‎d validate a model of organizational happiness for Baghdad International Airport. The research was developmental in purpose an‎d adopted an exploratory sequential mixed-methods design. In the qualitative phase, data were collected through 15 semi-structured interviews with university faculty members, managers, employees, an‎d human resource experts using theoretical sampling until theoretical saturation was achieved. The data were analyzed following Strauss an‎d Corbin’s (1997) systematic grounded theory approach through open, axial, an‎d selec‎tive coding. The qualitative findings were validated through expert review an‎d the Content Validity Index (CVI), while coding reliability was confirmed using inter-coder agreement, yielding a reliability coefficient of 81%. In the quantitative phase, a researcher-developed questionnaire comprising 71 items was designed based on the qualitative findings. The questionnaire demonstrated satisfactory content validity, an‎d its reliability was confirmed with a Cronbach’s alpha coefficient of 0.89. Data collected from 385 managers an‎d experts at Baghdad International Airport were analyzed using confirmatory factor analysis an‎d structural equation modeling (AMOS 24). The results indicated a satisfactory model fit an‎d confirmed the hypothesized relationships among the model constructs. The findings revealed that organizational happiness is shaped by causal conditions, including personal motivations, interpersonal interactions, a stressful work environment, an‎d organizational culture. Furthermore, organizational culture, workplace characteristics, an‎d organizational structures an‎d processes were identified as contextual conditions, whereas individual characteristics, organizational factors, an‎d environmental conditions acted as intervening conditions. Strategies such as employee empowerment, managerial skills development, strengthening a positive organizational culture, improving compensation systems, an‎d communication skills training were found to enhance organizational happiness. Ultimately, organizational happiness generates positive outcomes at the individual, interpersonal, organizational, an‎d extra-organizational levels, including increased work engagement, productivity, psychological well-being, communication effectiveness, customer satisfaction, employer bran‎ding, an‎d corporate social responsibility. Keywords: Positive emotions, Happiness, Organizational happiness, Grounded theory, Baghdad Airport

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