Integrating Positive Psychology Into Counseling: Why and (When Appropriate) How

Counseling psychology has a historical commitment to enhancing human strengths, a focus that has enjoyed broader interest with the recent emergence of positive psychology. However, theory and evidence linking strength enhancement to counseling goals are still relatively nascent. The authors outline rationales and practical strategies for integrating strength promotion into counseling practice. Forgiveness and spirituality are used as examples illustrating the opportunities, limitations, and challenges of making strength promotion practical (and reimbursable) in counseling.     

Assessor cognitive processes in an operational assessment center

The purpose of this study was (a) to provide additional tests of C. E. Lance, Newbolt, et al.'s (2000) situational specificity (vs. method bias) interpretation of exercise effects on assessment center postexercise dimension ratings and (b) to provide competitive tests of salient dimension versus general impression models of assessor within-exercise evaluations of candidate performance. Results strongly support the situational specificity hypothesis and the general impression model of assessor cognitive processes in which assessors first form overall evaluations of candidate performance that then drive more specific dimensional ratings.     

The affective underpinnings of job perceptions and attitudes: a meta-analytic review and integration

Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to.54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed.