Distinguishing between authenticity and personality consistency in predicting well-being: A mixed method approach

Introduction

The relationship between role personality consistency and well-being is somewhat ambiguous, with past research relying on methods confounded by social desirability or role stereotypes, or conflating consistency with authenticity.

Succès de carrière et bien-être psychologique au travail des conseiller-e-s de l’accompagnement professionnel : rôle médiateur de la satisfaction des besoins psychologiques

Within the framework of complex links between well-being and performance, this study aimed at examining the relations between objective and subjective career success and psychological well-being at work (PWBW) as well as the mediating effects of psychological needs satisfaction (PNS). French career counselors (n = 138) completed a questionnaire. Results showed that psychological needs satisfaction of autonomy, relatedness and competence had a mediating effect between objective career success (financial and hierarchical) and subjective career success (social and psychological), and the well-being. More exactly, three types of PNS had a mediating effect between the social and psychological career success and the PWBW while autonomy and relatedness PNS mediatized the relation between financial career success and PWBW. Only need satisfaction for relatedness mediatized the link between hierarchical success and PWBW. Occupational success would be a positive health at work resource. Facilitating forms of success and SBP becomes a promising track in health. The investigation can be widened to other jobs linked to counseling and to other different business sectors.     

Présence attentive et créativité au travail : examen du rôle médiateur du bien-être et de l’auto-efficacité créative

This study aims to broaden the understanding of mindfulness outcomes in work context, specifically the influence of mindfulness on creativity. This influence can be direct and indirect, when it is shaped by well-being and creative self-efficacy. A cross-sectional study was carried out using a sample of 172 full time Brazilian workers. The research findings suggest that the relationship between mindfulness and creativity is better explained through well-being and creative self-efficacy. The double mediation model was confirmed. The research highlights the understanding of emerging literature on mindfulness at work by establishing personal conditions that promote or inhibit well-being at work, which in turn enhances creativity and contributes to building up the knowledge about this topic.     

Well-being in major depression and social phobia with and without comorbidity

Background/Objective: Lower levels in well-being have been observed in individuals with Major Depression (MDD) and Social Phobia (SP), but well-planned direct comparisons with control individuals, not suffering from a mental disorder, are lacking. Furthermore, MDD is highly comorbid with anxiety disorders, and SP with depressive disorders. This study is among the first to examine differences in well-being in individuals with a clinical diagnosis of MDD or SP compared to individuals with no such diagnosis and to test differences in well-being within the combined diagnostic categories respective with and without anxiety-depressive comorbidity. Method: Participants were 119 individuals with a diagnosis of MDD, 47 SP and 118 controls. Results: Results revealed that overall well-being as well as emotional, psychological, and social well-being were lower in the MDD and SP group compared to the control group. Individuals with comorbidity reported lower well-being than individuals without comorbidity. Conclusions: These findings have clinical implications as presence of comorbidity may require a different therapeutic approach than with no comorbidity.     

PERMA and the building blocks of well-being

Seligman (2011) hypothesized that PERMA (Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment) are the elements of well-being. Goodman, Disabato, Kashdan & Kaufmann (2017) reported strong evidence that subjective well-being is the final common path of such elements and their data are entirely consistent with Seligman’s hypothesis. They argued, incorrectly however, that he suggested that PERMA constituted a different kind of well-being rather than just its building blocks. The complicated issue, one that transcends psychometrics, of how to decide on elements of well-being is discussed.     

中学生学习主观幸福感的影响因素及其教育建议

学习主观幸福感对中学生整体生活的满意程度和心理健康有着重要的影响。本文分析了影响中学生学习主观幸福感的主要因素：学习体验、归因倾向、学习成绩、自我效能感及社会支持,并在此基础上提出了针对学校、教师及家庭的教育建议。     

A daily diary study of coping in the context of the job demands-control-support model

We examined one of the processes thought to underpin Karasek and Theorell’s job demands-control-support model (1990). This is that control and support accentuate better well-being by fostering problem-focused coping with work demands. We also examined whether other forms of coping implemented through control and support are related to indicators of well-being. In a daily diary study of 29 workers in a public hospital, we found higher levels of subsequent goal attainment were associated with problem-focused coping implemented by executing control. Problem-focused coping implemented by eliciting support was associated with higher concurrent and subsequent levels of pleasant affect. We found other forms of coping were also associated with affect and goal attainment. The results have implications for elaboration of the DCS model.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Wellness as Fairness

I argue that distinct conditions of justice lead to diverse wellness outcomes through a series of psychosocial processes. Optimal conditions of justice, suboptimal conditions of justice, vulnerable conditions of injustice, and persisting conditions of injustice lead to thriving, coping, confronting, and suffering, respectively. The processes that mediate between optimal conditions of justice and thriving include the promotion of responsive conditions, the prevention of threats, individual pursuit, and avoidance of comparisons. The mechanisms that mediate between suboptimal conditions of justice and coping include resilience, adaptation, compensation, and downward comparisons. Critical experiences, critical consciousness, critical action, and righteous comparisons mediate between vulnerable conditions of injustice and confrontation with the system. Oppression, internalization, helplessness, and upward comparisons mediate between persisting conditions of injustice and suffering. These psychosocial processes operate within and across personal, interpersonal, organizational and community contexts. Different types of justice are hypothesized to influence well-being within each context. Intrapersonal injustice operates at the personal level, whereas distributive, procedural, relational, and developmental justice impact interpersonal well-being. At the organizational level, distributive, procedural, relational and informational justice influence well-being. Finally, at the community level, distributive, procedural, retributive, and cultural justice support community wellness. Data from a variety of sources support the suggested connections between justice and well-being.     

The importance of including quality-of-life indices in international social and economic development activities

Psychology has not been a visible player in international social and economic development efforts. Through its demonstrated commitment to the concept of quality of life, psychology has an opportunity to help shape foreign policy and to improve the lives of countless people around the globe. Poverty has reached unacceptable limits of humanitarian tolerance and political consequence throughout the world. The United Nations estimates that 20% of the world's population now lives in conditions of absolute poverty in which there is an absence of even the bare essentials for living. Social and economic development efforts have often failed despite good intentions because they have often concentrated on improving peoples' material level of living but not their quality of life. This article addresses the need to include quality-of-life (QOL) indices in international social and economic development efforts. In addition, the article calls attention to the need to use valid cross-cultural measurement strategies (i.e., culturally equivalent) when assessing QOL across cultural and national boundaries. Current approaches to social and economic development rely heavily on interventions that do not reflect the actual peoples' perceptions of life satisfaction and subjective well-being. Self-serving political and economic national interests have kept new approaches to development from being implemented. New interventions must be holistic, decentralized, integrated, empowering, participatory, and human-resource directed, and must include culturally equivalent objective and subjective quality-of-life indices as the arbiters of success.