SWB和PWB:两种幸福感研究取向的分野与整合

文章分析了幸福感研究的两种取向主观幸福感(subjective well—being,SWB)和心理幸福感(psychological well—belng．PWB)。文章探讨了SWB和PWB的不同特点．并对两者的相互关系作出了探讨：两者概念上是相关的,但在经验上却是分离的,它们的结合与不同的人口统计学和人格变量有着紧密的联系;并且它们已经表现出一种相互整合的趋势。     

文化常模和目标调节模型:两种幸福感文化观

随着世界经济的发展,人们物资生活水平的提高,如何提高生活质量这一问题引起了越来越多的关注。20世纪60年代后期,主观幸福感(SWB)的研究逐步在全世界范围内形成热潮。近年来,幸福感属性中的文化差异引起了跨文化研究者的极大兴趣。文章通过比较SWB跨文化研究中新近出现的两个理论模型——文化常模模型和目标调节模型,探讨了文化在SWB产生过程中的作用,并在此基础上分析了情绪性幸福感和生活意义之间的关系。     

自尊与主观幸福感关系研究

本研究从自尊结构出发,探讨自尊和主观幸福感之间的关系。研究发现：(1)男性SWB显著高于女性;(2)在高外显自尊个体中,内隐自尊越高。主观幸福感水平越高;在低外显自尊个体中,内隐自尊没有影响个体的主观幸福感。     

个人－环境(组织)匹配视角的员工幸福感

个人-环境匹配与员工幸福感的相关研究集中在整体工作满意度、情感幸福感、工作层面满意度、心理幸福感四个方面; 当前的研究不仅关注个人-环境的匹配与员工幸福感的相关, 还重视个人-环境的不匹配及其方向性对员工幸福感的影响; 并通过引入调节变量构建整合的员工幸福感影响因素模型。今后的研究要对相关概念进行清晰界定, 对员工幸福感的研究内容需要超越工作满意度, 要关注个人-环境匹配的不同层面与幸福感的关系, 在方法上要结合组织情境开展动态研究。     

特质自我控制及其策略对主观幸福感的影响

探讨特质自我控制对主观幸福感的影响机制。多重中介模型揭示自我控制策略在特质自我控制(TSC)与主观幸福感(SWB)之间的作用。对924名大学生进行问卷调查,结果表明:情境选择、注意分配、认知重评均为TSC与SWB之间的中介变量。结论:解释了高特质自我控制个体SWB高的内在机制,也为自我控制过程模型提供实证支持。     

工作幸福感：概念、测量水平与因果模型

工作幸福感是个体工作目标和潜能充分实现的心理感受及愉悦体验, 是一个需要组织和个人持久努力和投资的动态过程, 包括工作投入、心流体验、工作旺盛感、工作满意度、工作积极情感等宽泛的结构。有必要从暂时、个体和单元三个水平对工作幸福感进行研究。随着研究方法的进展, 工作幸福感的研究呈现出个体差异和个体内波动结合的趋势。工作幸福感多水平动态形成机制模型整合了组织和工作环境因素、个人特征以及人与环境的交互作用, 体现了工作幸福感的动态特征, 解释了人类基本心理需要的满足是工作幸福感形成的心理机制。外溢?交叉动态模型解释了幸福感在不同生活领域的外溢以及在工作团队成员或家庭配偶之间的传递, 有助于推动工作幸福感不同测量水平的效应研究。未来需要通过实证研究检验工作幸福感的动态因果模型, 探讨不同水平的工作幸福感对绩效的影响机制, 更多地研究心流体验、心理旺盛感、高兴和自豪等工作幸福感指标, 加强对工作幸福感的干预研究。     

智慧与幸福感的关系：基于多元幸福取向的视角

智慧与幸福是人类的普遍追求。智慧与自我实现幸福感(eudaimonia well-being)正相关得到研究者的普遍认同。智慧与享乐主义幸福感(hedonia well-being)是何种关系, 仍在争论中。从智慧发展的角度, 学者提出了积极人格发展观和发展历程观, 对智慧与幸福感的关系进行更深入的理论探讨。结合中国文化及智慧和幸福感的研究进展, 提出发展水平观：随着智慧发展水平不断提高, 个体幸福感的来源、持续时间以及对身心健康的影响存在差异。未来宜重点解决两个问题：(1)选择和编制适宜的智慧和幸福感测量工具; (2)澄清智慧与幸福感的因果关系。     

嫉妒与幸福感因果机制：基于追踪和日记法研究

追求幸福是人类永恒的主题。尽管影响幸福的因素很多, 但社会比较是影响个体幸福感最普遍的因素。基于社会比较理论视角, 分别采用纵向追踪研究和日记法研究探讨了向上社会比较中典型情绪——嫉妒与幸福感的因果关系机制, 并首次尝试建立了嫉妒与一般主观幸福感(SWB, Subject Well-being)因子的循环假设理论模型。在研究1中, 对290名参与者进行间隔1年的两次(T1和T2)追踪调查, 探讨特质嫉妒与主观幸福感双因子模型之间的关系。研究结果显示：(1) T1的特质嫉妒可以显著正向预测T2的消极情感(NA, Negative Affect)和SWB因子, 显著负向预测T2的积极情感(PA, Positive Affect)和生活满意度(LS, Life Satisfaction); (2) T1的一般SWB因子负向预测T2的特质嫉妒。在研究2中, 进一步采用日记法对178名参与者进行了持续14天的研究, 结果发现每日嫉妒仅能正向预测主观幸福感双因子中的NA。首次基于社会比较的理论视角, 采用多方法学视角深入揭示了嫉妒与主观幸福感的PA、NA和LS之间的复杂因果关系机制, 弥补了学术界在相关领域的不足。更重要的是, 还首次自主提出了嫉妒与一般SWB因子的循环假设理论模型, 对从社会比较理论视角去拓展、理解、重评SWB的社会基础提供了较新的思路。     

青少年人格、人口学变量与主观幸福感的关系模型

采用分层随机抽样的方法,抽取了379名中学生和大学生样本,在多元相关分析的基础上,结合文献分析,采用结构方程建模技术,探讨了我国青少年学生人口学变量、人格维度和主观幸福感(SWB)的结构关系。结果表明,人口学变量中的年级和经济状况变量既与SWB有直接的关系,又通过大五人格中的神经质维度或外倾性维度对SWB有间接的效应,其中,经济状况对主观幸福感的正面效应较大,而性别和城乡变量则仅通过神经质和外倾性对SWB有微弱的间接效应;大五人格维度中,宜人性与SWB没有显著关系,开放性和严谨性通过神经质或外倾性与SWB存在间接效应,神经质和外倾性则对SWB有较强的直接预测力;结构方程模型验证了人格、人口学变量与SWB的这种关系。     

自我实现的幸福——心理幸福感研究述评

心理幸福感是基于实现论的幸福感研究范式,研究者认为幸福并不只是情感上的体验,而更应该关注个人潜能的实现,从理论出发建构幸福感的结构,指导幸福感测量的发展。已有的研究表明,人口学变量、人格变量和生活事件等内外因素可以较为有效地预测心理幸福感水平。近年来,心理幸福感与主观幸福感之间呈现出整合的趋势。此外,中国人的幸福感研究在借鉴西方成果的同时,仍然需要立足于本土文化,做进一步的理论探讨和实证检验     

Identifying gender differences in the independent effects of personality and psychological well-being on two broad affect components of subjective well-being

Subjective well-being (SWB) is defined in terms of positive and negative affect whilst psychological well-being (PWB) reflects self-referent attitudes of mastery and self-acceptance. Whilst both SWB and PWB are associated with personality, concurrent analysis is limited. This study (n = 679) reports on a teacher sample in which personality, SWB and PWB were measured. Results indicated moderate correlations between variables. Hierarchical regression controlled for personality and identified PWB as a significant predictor of SWB. Separate predictors of negative and positive affect support the need to assess both SWB affective components. As the most significant predictor of positive affect the inclusion of PWB is needed in future well-being research.     

人格、文化与主观幸福感的关系及整合模型述评

在对主观幸福感的研究历史、两个独立的相关研究及其近期发展趋势作了回顾后,着重介绍了人格、文化与主观幸福感的整合模型（调节—缓和模型）,指出了这一模型的重要价值及其存在的不足。在此基础上,提出了模型进一步完善和发展的方向。     

When is Meaning in Life Most Beneficial to Young People? Styles of Meaning in Life and Well-Being Among Late Adolescents

The purpose of this article was to investigate the relationships between different dimensions of meaning in life and subjective and psychological well-being (PWB) among late adolescents. Three hundred and eighty four Polish participants completed The Personal Meaning Profile scale, The Satisfaction With Life Scale, The Positive and Negative Affect Schedule, The PWB scale, and the Meaning in Life Questionnaire. Two studies were conducted. In Study 1, the findings revealed that personal meaning had strong relations with subjective well-being (SWB) and PWB. In addition, the dimensions of personal meaning were more strongly associated with the cognitive dimension of SWB than with PWB. In Study 2, search for meaning had positive associations with SWB and PWB among those late adolescents who already had substantial meaning in life. Individuals who were in presence and search style had higher levels of SWB and PWB than those in only search style or presence style. The results demonstrate that purpose embedded in the concept of meaning in life appears central to the formation of adolescent well-being as young people come to establish overarching aims.     

Did COVID-19 really change our well-being? It's up to meaning in life: Evidence from two longitudinal studies

Since the outbreak of COVID-19, copious studies have explored whether and how COVID-19 has changed individuals' well-being. However, research has revealed mixed and inconsistent findings on this topic, with some suggesting that the pandemic hampered well-being, and others showing non-significant or even opposite patterns. Yet, little is known about what psychological factors could explain such discrepancies. The present study aims to fill this gap by proposing meaning in life (MIL) as a key moderator of the changes in well-being following the pandemic. Two studies reported here (total N = 19,828), which took within-person longitudinal approaches comparing subjective well-being (SWB; hedonic well-being) and psychological well-being (PWB; eudaimonic well-being) before and during COVID-19 (Study 1: 2018, 2019 vs. 2020, 2021; Study 2: 2019 vs. 2021), provided empirical evidence supporting our theoretical claims. Specifically, we found significant moderative effects of MIL in both studies, such that individuals who held a higher MIL amidst COVID-19 experienced an increase in SWB as well as PWB. In stark contrast, the two indicators of well-being declined over time among those who possessed a lower MIL during the pandemic. Overall, our results suggest that MIL serves as one of the significant moderators of the changes in well-being following COVID-19, which may address the previous conflicting findings in this field.     

SWB和PWB:两种幸福感取向的整合研究

使用主观幸福感量表和Ryff的心理幸福感量表对1000名高校在读学生进行调查。对Ryff的心理幸福感量表应用于中国文化背景下的结构效度进行分析的结果,表明该量表的整体结构效度较好,仅有一个题目所属的维度需要调整。采用结构方程全模型技术对心理幸福感的环境掌控和自我接纳两个维度和主观幸福感的三个维度之间的关系进行验证性因素分析。结果发现,环境掌控对消极情感有显著的直接效应,自我接纳对积极情感和生活满意度的直接效应显著,另外,积极情感还是自我接纳与生活满意度的部分中介。     

Optimizing well-being: the empirical encounter of two traditions

Subjective well-being (SWB) is evaluation of life in terms of satisfaction and balance between positive and negative affect; psychological well-being (PWB) entails perception of engagement with existential challenges of life. The authors hypothesized that these research streams are conceptually related but empirically distinct and that combinations of them relate differentially to sociodemographics and personality. Data are from a national sample of 3,032 Americans aged 25-74. Factor analyses confirmed the related-but-distinct status of SWB and PWB. The probability of optimal well-being (high SWB and PWB) increased as age, education, extraversion, and conscientiousness increased and as neuroticism decreased. Compared with adults with higher SWB than PWB. adults with higher PWB than SWB were younger, had more education, and showed more openness to experience.     

The Working for Wellness Program: RCT of an Employee Well-Being Intervention

This paper details the design and evaluation of a positive psychology-based employee well-being program. The effect of the program on well-being was evaluated using a mixed method design comprising of an RCT to assess outcome effectiveness, and participant feedback and facilitator field notes to assess process and impact effectiveness. Fifty government employees were randomly allocated to either an intervention or a control group (reduced to n = 23 for complete case analysis). The intervention group participated in the 6-week Working for Wellness Program and completed measures of subjective, psychological, affective and work-related well-being (SWB, PWB, AWB and WWB) at pre-intervention, post-intervention, and three and 6 month follow-ups. The control group completed the questionnaires only. As predicted, mixed ANOVAs revealed improvements in SWB and PWB for intervention group participants over time relative to control participants but these effects had reduced by time 4. There was a main effect of group on AWB in the predicted direction but no effect on WWB. Participant feedback indicated that the focus on strengths and group delivery were the most effective components of the program. Key issues were sample attrition and a lack of on-the-job support for change. Findings suggest employees can learn effective strategies for sustainably increasing their subjective and psychological well-being.     

Moving beyond the pleasure principle: Within and between-occasion effects of employee eudaimonia within a school organizational climate context

Eudaimonic notions of well-being have increasingly figured in the well-being literature. The impact of such constructs in the organizational psychology literature has been more limited. Within an Organizational Health Research Framework (OHRF), we present findings that demonstrate the importance of eudaimonic, or psychological well-being (PWB), constructs which have been purported to be more temporally stable than affective dimensions of subjective well-being (SWB). Several hypotheses were tested on three school teacher samples from around the globe. Of particular emphasis, both cross-sectional and longitudinal analyses indicated that the predictive model demonstrated that individual PWB is the strongest predictor of employees' positive affect while positive organizational climate was the strongest predictor of school morale and distress. In conclusion, we found support for the role of eudaimonic constructs within the OHRF, identifying independent effects for individual and organizational characteristics on employee well-being, and with differential effects on positive and negative domains of SWB.     

Affect Balance as Mediating Variable Between Effective Psychological Functioning and Satisfaction with Life

Well-being is a multidimensional construct which includes hedonic and eudaimonic aspects. Hedonic well-being is focused on happiness, while eudaimonic well-being is focused on developing of human potential. Most hedonic psychologists have used measures of subjective well-being (SWB), which have two components: a cognitive evaluation of the satisfaction with one’s life as a whole, and an affective component that refers to predominance of positive over negative affect (or affect balance). Eudaimonic well-being, sometimes labelled psychological well-being (PWB), includes subjective evaluations of effective psychological functioning. Ryff’s (1989a) model of PWB, which is included within the eudaimonic perspective, conceives well-being as a multidimensional construct made up of life attitudes like self-acceptance, positive relation with others, autonomy, environmental mastery, purpose in life, and personal growth. Research has revealed that SWB and PWB are related, but, they are also distinguishable, since they were differentially related to various criteria. The main goal of the present study was to explore how these two different aspects of well-being are related. Two hundred and fifty-five individuals (114 male and 141 female, mean age = 36.46, standard deviation = 10.83) participated in the study. All the components of well-being were strongly interrelated, and mediational analysis showed that affect balance mediated the relationships between some positive life attitudes and satisfaction with life. Future research, using longitudinal designs, should clearly establish the causal relationships between the different aspects of well-being.