Possession and Applicability of Signature Character Strengths: What Is Essential for Well-Being,Work Engagement,and Burnout?

Signature character strengths can foster health-related outcomes in work and private life, thus being particularly important for endangered occupational groups like physicians. However, situational circumstances need to allow character strengths demonstration (applicability) first to enable their application. Therefore, this study addresses the role of (1) applicability of signature character strengths in work and private life beyond their possession and (2) relationships with well-being, work engagement, and burnout dimensions (emotional exhaustion, depersonalization, and reduced personal accomplishment). Hospital physicians (N = 274) completed an online survey examining their signature character strengths and applicability, well-being, work engagement, and burnout dimensions. The top-five individual signature character strengths were fairness, honesty, judgment, kindness, and love. Hierarchical multiple linear regressions revealed that the possession as well as the applicability of signature character strengths was important in work and private life, but to different degrees. Possessing fairness, honesty, or kindness indicated significant positive relations with subjective well-being, whereas judgment and kindness seemed to negatively interact with reduced personal accomplishment. Hospital physicians’ applicability of fairness, honesty, judgment, and love was particularly essential for their psychological well-being and work engagement, whereas the applicability of fairness (reduced personal accomplishment) and judgment (emotional exhaustion, depersonalization) at work interacted negatively with the respective outcomes. Therefore, creating awareness for individual signature character strengths as well as providing applicability in hospitals and private life could be a promising approach to improve physicians’ well-being and consequently patient care as well as the performance of the health-care system in general.

     

Identifying thriving Workplaces in Hospitals: Work Characteristics and the Applicability of Character Strengths at Work

In most of their work settings, the health and well-being of hospital physicians are at risk. Trends of work intensification and changing laws in the European Union and beyond have heightened the call for taking a closer look at the workplace and training conditions of hospital physicians. This study aims to identify specific work characteristics (such as autonomy, social support, cognitive demands, and skill adequacy), in order to determine conditions for the applicability of individual character strengths at work and in turn for increased work engagement and well-being. We examined our hypotheses based on cross-sectional (N = 173) and longitudinal self-report data (N = 72) of hospital physicians in Austria. The results identified significant indirect effects of skill adequacy, cognitive demands, autonomy, and social support at work – via the applicability of individual character strengths at work – on work engagement and general well-being. Longitudinal analyses additionally confirmed autonomy as a thriving work characteristic for promoting the applicability of individual character strengths over time (time lag: 6 months). This study revealed the value of enabling and preserving the applicability of character strengths in a hospital work setting and focused – for the first time – on its predicting work characteristics. Furthermore, it emphasizes the importance of securing skill adequacy early in the training of young physicians and encouraging, as well as, sustaining autonomy in their daily work life.

     

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.     

When the job is a calling: The role of applying one's signature strengths at work

This study investigates the role of applying the individual signature strengths at work for positive experiences at work (i.e. job satisfaction, pleasure, engagement, and meaning) and calling. A sample of 111 employees from various occupations completed measures on character strengths, positive experiences at work, and calling. Co-workers (N?=?111) rated the applicability of character strengths at work. Correlations between the applicability of character strengths and positive experiences at work decreased with intraindividual centrality of strengths (ranked strengths from the highest to the lowest). The level of positive experiences and calling were higher when four to seven signature strengths were applied at work compared to less than four. Positive experiences partially mediated the effect of the number of applied signature strengths on calling. Implications for further research and practice will be discussed.     

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.     

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.     

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.     

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.     

Measuring well-being: A comparison of subjective well-being and PERMA

We compared Seligman’s PERMA model of well-being with Diener’s model of subjective well-being (SWB) to determine if the newer PERMA captured a type of well-being unique from the older SWB. Participants were 517 adults who completed self-report measures of SWB, PERMA, and VIA character strengths. Results from four analytic techniques suggest the factor underlying PERMA is capturing the same type of well-being as SWB. Confirmatory factor analysis yielded a latent correlation of r = 0.98 between SWB and PERMA. Exploratory structural equation modeling found two highly related factors (r = 0.85) that did not map onto PERMA and SWB. SWB and PERMA factors showed similar relationships with 24 character strengths (average correlation difference = 0.02). Latent profile analyses yielded subgroups of people who merely scored high, low, or mid-range on well-being indicators. Our findings suggest that while lower-order indicators SWB and PERMA have unique features, they converge onto a single well-being factor.     

基于整合视角的幸福感内涵研析与重构

幸福感是一个关注个体最佳心理功能和体验的概念, 国内外对幸福感的研究主要分为两个取向——主观幸福感（subjective well-being, SWB）和心理幸福感（psychological well-being, PWB）, SWB关注个体享乐, PWB关注个体潜能实现。在对现有文献研究的基础上, 分析了SWB和PWB的特点及其间的区别与联系, 并在一个系统的视角下, 从主体行为感知角度对幸福感进行整合, 提出了个体幸福感整合模型, 呈现了基于主体同一性的幸福感整合路径及特点。在此基础上, 重新界定了幸福感的概念, 从时间维度分析了个体幸福感的整体变化趋势。     

How ‘other people matter’ in a classroom-based strengths intervention: Exploring interpersonal strategies and classroom outcomes

Interventions that identify and develop character strengths have been shown to benefit well-being, academic engagement and achievement. Strengths research within positive psychology has focused primarily on individual outcomes with less attention on group or relationships effects. This study (N?=?193) examined the effect of a classroom-based strengths intervention on class cohesion and friction, relatedness, engagement, well-being and strengths use. A six-session programme was trialled with 9–12-year-old students. Students learned to recognise strengths and practised strengths-related goal setting. At three-months post-test, multi-level modelling indicated that intervention group participants scored significantly higher on class cohesion and relatedness need satisfaction, and lower on class friction than the non-randomised control group. Programme participants also reported higher levels of positive affect, classroom engagement, autonomy need satisfaction and strengths use. School-based strengths interventions may influence individual perceptions of class climate, engagement and student relatedness in addition to individual well-being.     

Does Higher Education Increase Hedonic and Eudaimonic Happiness?

An increasing number of studies suggest that the relationship between higher education and subjective well-being (SWB) is either insignificant or negative. Most of these studies, however, use life satisfaction as a proxy for SWB. In this study, using longitudinal data from the Household Income and Labor Dynamics in Australia survey, I examine the link between higher education and three different measures of subjective well-being: life satisfaction and its different sub-domains (evaluative), positive and negative affect (hedonic), and engagement and purpose (eudaimonic). Three substantial results emerge: (1) people with higher education are more likely to report higher levels of eudaimonic and hedonic SWB, i.e., they view their lives as more meaningful and experience more positive emotions and less negative ones; (2) people with higher education are satisfied with most life domains (financial, employment opportunities, neighborhood, local community, children at home) but they report lower satisfaction with the amount of free time they have; (3) the positive effect of higher education is increasing, but at a decreasing rate; the SWB gains from obtaining a graduate degree are much lower (on the margin) compared to getting a college degree.     

Strength balance and implicit strength measurement: New considerations for research on strengths of character

Jack of all trades, master of none seems apropos to character strengths. Research indicates that readily endorsed and intrinsically motivating strengths (i.e. signature strengths) are most useful in promoting well-being; improving less-developed strengths receives less emphasis. Unfortunately, that research focuses exclusively on explicit self-report. We tested whether strength balance (i.e. jack of all strengths) impacts well-being beyond mastering signature strengths by conducting a multivariate regression with signature strengths and strength balance predicting life satisfaction and psychological need (relatedness, competency, and autonomy) satisfaction. We also developed a novel, strength-based implicit association test (IAT) to complement explicit measurement. Our study (N?=?140 adults) results suggest that signature strengths and strength balance uniquely predicted greater well-being. Though our IAT possessed poor internal consistency, it provides valuable information regarding the design of future implicit measures of character strengths. Strength balance and implicit strength measurement may offer new opportunities to further understanding of personality and well-being.     

Implicit Theories of Well-Being Predict Well-Being and the Endorsement of Therapeutic Lifestyle Changes

The current studies investigated whether beliefs concerning the malleability or immutability of well-being (i.e., incremental and entity implicit theories of well-being, respectively) are predictive of hedonic and eudaimonic well-being and of the endorsement of activities conducive to well-being. Studies 1 and 2 demonstrated that, relative to entity theory endorsement, the endorsement of an incremental theory of well-being predicted greater hedonic and eudaimonic well-being. Moreover, regression analyses showed that these associations remained when including scores on measures of socially desirable responding, implicit theories of ability, and related variables of striving for personal growth, hope, and character strengths usage. Study 3 showed that greater endorsement of an incremental theory of well-being predicted greater perceived utility of well-being activities. Study 4 showed that an experimentally-induced incremental theory of well-being caused greater endorsement of well-being activities than an experimentally-induced entity theory of well-being. These findings suggest that amenability toward, and responsiveness to, existing well-being interventions may be fostered by an incremental theory of well-being. Furthermore, they suggest that cultivating an incremental mindset regarding well-being may facilitate adaptive functioning and, thereby, serve as a well-being intervention.     

Character Strengths – Stability,Change, and Relationships with Well-Being Changes

Character strengths are positively valued personality traits that are assumed to be stable across time and situations, but also malleable due to cultivation or deliberate intervention. Also, studies showed that character strengths are robustly related to well-being. Consequently, character strengths have often been used in interventions aimed at increasing well-being. However, the stability of character strengths and the longitudinal relationships with well-being are widely unexplored: First, previous reports on the stability of character strengths have mainly focused on one assessment instrument only and second, they did not consider other indicators of stability (and malleability) besides rank-order stability, (i.e., mean-level stability). In this longitudinal study, we assessed character strengths and well-being at two time points and examined the stability and malleability of character strengths and the convergence of changes in character strengths and well-being by means of correlation analyses. Two samples (n₁ = 601, n₂ = 1162) completed different measures of character strengths and instruments for the assessment of well-being, ill-being, and health within up to three and a half years. Results showed that character strengths are stable over longer time periods (test-retest reliabilities ranging from r_tt = .60–.83) and that relationships between changes in strengths and well-being are highly parallel to what has been reported in cross-sectional studies (strongest relationships for zest, hope, curiosity, and love). Furthermore, results suggest that some strengths, most predominantly humor, but also spirituality and prudence might be more amenable for change than others. These results might bear important information for selecting character strengths in interventions.

     

What is Psychological Well-Being, Really? A Grassroots Approach from the Organizational Sciences

Research on psychological well-being (PWB) in organizational settings is now facing two major challenges. First, conceptual confusion surrounds PWB (Danna and Griffin 1999; Diener 1994; Ryff 1989), and the debate about the superiority of concurrent hedonic, eudaimonic, and integrative approaches is still open. Second, researchers in the organizational sciences mainly study context-free PWB while measuring organizational correlates, despite contextualized non-cognitive measures having proven their incremental validity over context-free measures (e.g. English 2001; Hunthausen et al. 2003). In an attempt to address these issues from a new perspective, an inductive approach was proposed. To confer good content validity to our model of PWB at work (PWBW), a preliminary bottom-up qualitative phase was carried out. On this basis, a quantitative study was conducted. From the 80 manifestations of PWBW obtained, a new instrument was generated and administered to 1,080 workers, supplemented by measures of context-free PWB and distress, of positive and negative affect, and of life satisfaction. Exploratory factor analyses revealed that PWBW can be conceptualized through 5 dimensions, namely, Interpersonal Fit at Work, Thriving at Work, Feeling of Competency at Work, Desire for Involvement at Work, and Perceived Recognition at Work. The questionnaire showed satisfactory internal consistency. Correlational analyses support the “related but distinct” nature of PWBW with regard to context-free hedonic and eudaimonic PWB dimensions and psychological distress indicators. In sum, the study led to the development of a grounded conceptualization of PWBW based on a work frame-of-reference and tied to a reliable and valid measure.     

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.     

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.     

Leisure and Subjective Well-Being: A Model of Psychological Mechanisms as Mediating Factors

Leisure is a key life domain and a core ingredient for overall well-being. Yet, within positive psychology, its definition and the psychological pathways by which it evokes happiness are elusive (Diener and Biswas-Diener 2008). In this paper, we seek to address these issues by delineating leisure and presenting a conceptual framework linking leisure to subjective well-being (SWB). Leisure is defined as a multidimensional construct, encompassing both structural and subjective aspects. Respectively, it is the amount of activity/time spent outside of obligated work time and/or perceived engagement in leisure as subjectively defined. To explain the effects of leisure on SWB, a quantitative summary of theories from 363 research articles linking leisure and SWB was conducted. Based on our findings, we propose five core psychological mechanisms that leisure potentially triggers to promote leisure SWB: detachment-recovery, autonomy, mastery, meaning, and affiliation (DRAMMA). These psychological mechanisms promote leisure SWB which leads to enhanced global SWB through a bottom-up theory of SWB. We discuss how future research can use this conceptual model for understanding the interplay between leisure and SWB.