Future studies can adopt the PERMA model to measure happiness in terms of positive emotions, engagement, relationships, meaning, and accomplishment to have a holistic view of happiness as well-being

Flow theory can be applied to comprehend the level of happiness in challenging circumstances

Studying HAW in a multi-country context is recommended to generalize the research

More studies can be done in developing and underdeveloped nations

Future researchers are recommended to study the impact of negative organizational practices such as workplace bullying, work-life imbalance, workplace aggression, and employee turnover intentions in reducing the level of HAW.

Future studies can be undertaken to investigate the role of HAW as a mediating/moderating variable

Future studies can investigate the interconnections between the identified macro-categories of HAW’s antecedents and outcomes

Qualitative and mixed methods can be applied, e.g. focus group discussions and case studies

Longitudinal and intervention-based study designs can be adopted to check the consistency of results

Being a multi-dimensional construct, employee happiness can be assessed using scales constructed specific to the work context rather than using general life happiness scales