*3.3. Profiles of (un)Happy-(un)Productive Workers in Different Operationalizations of Wellbeing and Performance*

In the following section, we try to reveal on whether it is helpful to obtain different profiles of (un)happy–(un)productive workers on the basis of different operationalizations of wellbeing and performance. If the individuals remain in the same or an equivalent category regardless of the variables considered to create the groups, it would be sufficient to consider only one operationalization. In order to analyze this, we compare Models 1 and 2 (both with four clusters) and Models 3 and 4 (both with three clusters). Other comparisons do not make sense because the number of clusters is different. In fact, a different number of clusters depending on the performance measure (self-rated or evaluated by the supervisor) would mean that this operationalization is important.

In order to shed light on this issue, we present the results of the analysis of how many individuals belonging to a specific cluster in one operationalization (e.g., hH-hPE) belong to the same cluster in a different operationalization (e.g., hE-hPE), as well as how many participants belonging to one cluster in one operationalization (e.g., hH-hPS) belong to a different cluster in another operationalization (e.g., hE-lPS). The clusters found with the four types of operationalizations of the variables (dimensions of wellbeing and two sources of information about performance) can be found in the Figure 1. The results show that a large number of employees do not belong to analogous clusters in different

operationalizations of wellbeing and performance. This result means that some employees are classified as both unhappy in a hedonic way and, simultaneously, happy in an eudaimonic way (and vice-versa).
