根据调节焦点理论,人们在实现目标的过程中存在两种调节焦点:促进焦点驱动人们关注理想,防御焦点驱动人们避免失误.虽然调节焦点理论源自社会心理学,但近年来却越来越多地被用于解释组织现象,对管理研究产生了重要影响.在回顾调节焦点内涵的基础上,归纳了常见的操作化方法,梳理了调节焦点理论在组织管理研究中的应用,并提出未来研究的发展方向.

采用整群抽样法对重庆市和河南省某两所大学800名大一至大三年级学生进行问卷调查,建立结构方程,考察性格优势、优势运用、压力性生活事件和主观幸福感的关系.结果发现:(1)优势运用在性格优势和主观幸福感之间起部分中介作用,即性格优势既对主观幸福感产生直接影响,也通过优势运用对主观幸福感产生间接影响;(2)压力性生活事件调节优势运用的中介作用,即优势运用对主观幸福感的影响随着个体所体验到的压力性生活事件的增加而提升;优势运用对主观幸福感起着有调节的中介作用.

性格优点是通过个体的认知、情感和行为而反映出来的一组积极人格特质,它是积极心理学的核心研究领域。研究表明性格优点存在跨文化的普遍性,并且性格优点与优良表现、主观幸福感以及创伤后成长呈显著的正相关。同时,研究表明遗传、年龄、性别以及个体的宗教信仰可能会影响个体性格优点的发展及其表现。文章对性格优点未来的研究方向及其应用进行了探讨。

综合运用社会交换、资源保存等理论,探讨挑战性与抑制性两种压力源与工作投入、反生产力行为之间的关系,进而分析交易型领导与变革型领导对上述关系的调节作用。研究发现:挑战性压力与抑制性压力对反生产力行为均具有显著正向影响;交易型领导会显著增强挑战性压力对工作投入的正向影响,削弱抑制性压力对工作投入的负向影响;变革型领导会显著强化挑战性压力对工作投入的正向影响,削弱挑战性压力对反生产力行为的正向影响。

As part of a large-scale project, this study investigated the differences between satisfied and dissatisfied Iranian junior secondary school English teachers in terms of their job performance. To this end, 64 Iranian English teachers and 1774 of their students completed a validated questionnaire specifically developed to investigate EFL teachers' job performance. The results indicated that satisfied teachers significantly differed from their dissatisfied counterparts in terms of their job performance suggesting that the observed differences in their job performance might have mainly been caused by the degree to which they were satisfied with their profession. The results also showed a significant difference between students' evaluation of their teachers' job performance and the teachers' self-evaluation of their job performance. Furthermore, through a semi-structured interview, the most crucial factors contributing to poor job performance of dissatisfied Iranian secondary school EFL

Several scholars have suggested that character strengths are interdependent and should be in balance for a meaningful and fulfilling life, but this hypothesis has not been tested. Therefore, the aim of this study was to assess if the degree of agreement between selected character strength pairs was positively related to meaning in life and if the level of difference between pairs was negatively associated with meaning in life. Using polynomial regression with response surface mapping, results indicated that honesty and kindness, love and social intelligence, and hope and gratitude had the strongest relations to meaning in life when both pairs were in agreement. When one character strength was higher than its pair, this predicted lower levels of meaning in life. The exception was bravery and fairness where the degree of discrepancy predicted meaning life when bravery was higher than fairness. These results suggest that balance among character strengths is important for meaning in life.

This study examined the relation between signature strengths use and satisfaction with a sample of diverse undergraduate students. We measured strengths use and satisfaction in both the life and academic domains and identified two possible moderators of this relation: the level of one signature strengths and the presence of calling. Results revealed a three way interaction between signature strengths use, signature strengths level, and calling in the prediction of life satisfaction and a two way interaction between signature strengths use and calling in the prediction of academic satisfaction. Contrary to our hypotheses, people low in calling and high in signature strengths level showed the strongest relation between signature strengths use and life satisfaction. For the academic domain, participants low in calling showed the strongest relation between strengths use and academic satisfaction but those high in calling still benefited from using their strengths. Implications for future research and limitations of the study are discussed.

Both conventional understanding and positive psychology recognise an important link between people's character strengths and how they perform their jobs. However, no research to date has focused on the relationship of employees' wisdom strengths, potential mediating effects and creative task performance. Utilising a large heterogeneous sample (N = 974) of working adults, this study found that participants' levels of the character strengths of wisdom were positively related to their performance on a creative task and negatively related to their reported level of stress. In addition, stress was found to be negatively related to creative task performance, with reported stress partly mediating the relationship between participants' wisdom and their performance on the creative task. Implications for incorporating character strengths in the development of HRM theory and practice conclude the article.

Stereotype threat as an example of serious interpersonal strain at workplace can lead either to impaired work engagement or it can motivate workers to strengthen their efforts to disconfirm a stereotype and can result in excessive work engagement. Thus, the basic aim of the study was to examine whether stereotype threat is related to burnout or to work engagement. The mediating role of the negative and positive emotions were also tested in the classical approach. Mediational analysis revealed a linear relation of stereotype threat and burnout, mediated by negative emotions and a quadratic relationship between stereotype threat and work engagement. In the latter analysis none of the mediators were significant. Therefore, the results showed that both burnout and work engagement are associated with stereotype threat at the workplace, probably depending on the stage of response to the stereotype threat. Further research should confirm these associations in a longitudinal study.

According to systematic reviews, religious beliefs and practices are related to higher life satisfaction, happiness, and positive affect (Koenig and Larson, 2001). The present research extends previous findings by comparing satisfaction with life and character strengths of non-religious people, religious people, who practice their religion and people that have a religious affiliation but do not practice their religion. We assessed life satisfaction (SWLS), character strengths (VIA-IS) and the orientations to happiness (OTH) in a sample of N = 20538 participants. People with a religious affiliation that also practice their religion were found to be more satisfied with their life and scored higher on life of meaning than those who do not practice their religion and than non-religious people. Also religious people who practice their religion differed significantly from those who do not practice their religion and non-religious people regarding several character strengths; they scored higher on kindness, love, gratitude, hope, forgiveness, and on spirituality. There were no substantial differences between people who had no religious affiliation and those with a religious affiliation that do not practice their religion (all [Formula: see text]s < 0.009). Altogether, the present findings suggest that people profit from a religious affiliation if they also actively practice their religion.

Abstract This study of Spanish early adolescents aimed to extend knowledge about the relationship between character strengths and life satisfaction (LS) and to explore gender differences in the prediction of LS. A sample of 457 adolescents aged 11–14 years completed questionnaires to assess LS and 24 character strengths. Results from simple correlation analysis showed that 18 strengths were positively and significantly correlated with LS, the highest coefficients being those for love, hope, authenticity and persistence. However, since strengths are inter-correlated, regression modelling was performed in order to determine which of these strengths are the best predictors of LS, and to identify any gender differences in this association. The results showed that love and hope were the most relevant strengths for predicting LS, with a positive relationship being observed for both girls and boys. This finding highlights the importance of positive thinking and of maintaining positive relationships during early adolescence. Gender differences were observed, however, for authenticity as a predictor of LS. Specifically, this variable made a significant contribution to the model in girls, for whom higher scores on authenticity were associated with greater LS. This result is interpreted in terms of gender differences in the timing of maturation. The findings help to further our understanding of the association between subjective well-being and character strengths in early adolescence, a critical stage of human development. In addition, the results suggest that intervention programmes based on character strengths in this developmental stage should mainly target the so-called ‘strengths of the heart’.

Positive psychology interventions that integrate a person's strengths into treatment result in improvements in life satisfaction and well-being. Character strengths classified within six core virtues (wisdom/knowledge, courage, humanity, justice, temperance, and transcendence) have been the subject of substantial research. Though a number of studies have been conducted in the general population, little is known about the character strengths of individuals with first episode psychosis (FEP). Moreover, positive psychology principles, in particular a focus on personal strengths, have been increasingly integrated into FEP treatment and was a core component of Individual Resiliency Training (IRT), the individual therapy component of NAVIGATE tested in the Recovery After an Initial Schizophrenia Episode Early Treatment Program. As such, the present study offers an examination of character strengths among 105 FEP clients in specialized early intervention treatment. The present study included two primary aims: 1) to conduct a descriptive analysis of character strengths of FEP individuals and 2) to examine exploratory associations between character strengths and changes in symptomatic and recovery variables over six months. Results revealed that the most commonly identified strengths were: Honesty, Authenticity, and Genuineness (40.95%), Kindness and generosity (37.14%), Fairness, equity, and justice (29.52%), Gratitude (29.52%), and Humor and playfulness (29.52%). Three virtues (Humanity, Justice, and Transcendence) were significantly associated with improvements in symptoms, psychological well-being, and interpersonal relations over six months. Overall, the present study offers a glimpse into how persons with FEP view their strengths and how certain clusters of strengths are related to important outcomes.

This paper addresses the question as to whether previously reported findings on a positive relation between character strengths, satisfaction with life, and orientations to happiness (OTH) can be replicated for peer ratings of character strengths. A sample of 334 Swiss adults completed questionnaires and collected informant ratings by 634 peers. Self- and peer ratings converged well and suggest that, primarily: the strengths of hope, zest, and curiosity – but also gratitude and love – play key roles in the interplay of strengths and satisfaction with life. Peer ratings of strengths also related positively with the endorsement of a pleasurable, engaged, and meaningful life. Further analyses show that the OTH predict satisfaction with life beyond self- and peer-rated character strengths. There, the engaged life (i.e. endorsement of flow) was most relevant. This study supports earlier findings that argue for an important role of character strengths when describing the well-being of a person.

This study investigated the hierarchy of strengths in a sample of 228 Chinese prospective and in-service teachers in Hong Kong. Confirmatory factor analysis provided support for a hierarchical model with 24 first-order factors of strengths subsumed under six second-order factors of strength domains. Teachers who reported greater life satisfaction, experiencing more positive and less negative emotions tended to be those with higher levels of emotional strengths and strengths of hope and zest. Implications of the findings on the relationships between strengths and subjective well-being for helping teachers to promote and cultivate strengths to combat teacher stress and burnout are discussed.

ABSTRACT The purpose of this article is to initiate an effort to establish the constructs calling and vocation within counseling psychology. First, updated definitions of calling and vocation, developed with an eye toward stimulating research and providing useful practice applications, are proposed. Next, the authors explain how the constructs apply to the domain of human work, review empirical and theoretical work related to calling and vocation and their role in human functioning, and differentiate the terms from each other and related constructs. Finally, directions for basic and applied research on calling and vocation are suggested, and implications for career counseling practice are outlined.

The purpose of this study was to investigate the relationship between character strengths, virtues, self-efficacy, and transformational leadership. The focus was to connect the possible precursors of character strengths and virtues to transformational leadership, something which has not been researched before. Most of the existing research about transformational leadership has focused on studying the effects of, and not possible precursors to, transformational leadership. Based on connections found between self-efficacy and transformational leadership, as well as individual strengths of character and self-efficacy in previous research, it was also expected that self-efficacy would have a moderating effect between the independent and dependent variables in this research (Fitzgerald & Schutte, 2009; J. Liu, Siu, & Shi, 2010; Martinez, Salanova, Lorente, & Jose, 2011). The participants in the study were 173 Norwegian leaders from various industries. Of these, 71.7% were males between 18-67 years. The research used a quantitative, nonexperimental and cross-sectional research design. Ten multiple regression analyses were computed on the data material. The two virtues of courage and wisdom and knowledge were found to be predictors of transformational leadership style in these Norwegian leaders. Self-efficacy was also found to moderate the relationship between the virtues of courage, humanity, temperance, and transformational leadership. The fact that both transformational leadership and character strengths can be developed opens new content in leadership development programs. As many of the character strengths are universally seen as appreciated values in both world religions and among everyday people, they can be seen as universally and religiously applicable across many of the world's countries (Seligman & Csikszentmihalyi, 2004; Seligman, Steen, Park, & Peterson, 2005), which again can heighten the character strengths' value and importance for universally accepted leadership and also contribute to an international conceptualization of global leadership theory.

Character strength is described as a positive and organized pattern of emotions, thoughts, and behaviors. It serves as a schema that organizes categories of information toward the self, others, and th

Strengths are positive qualities that significantly contributed to well-being of individuals and community. Therefore, a reliable and valid measure of strengths for research and practice is needed. The Brief Strengths Scale (BSS) is a newly developed tool for measuring the three-dimensional strengths model (i.e., temperance, intellectual, and interpersonal strength). However, empirical support for the measurement invariance of the BSS has not been obtained. This study examined the three-factor structure of BSS across gender, age, education, and marriage groups in a community sample (n65=65375) using multi-group confirmatory factor analysis. After removing one item of each subscale from the original version, the revised model provided a good fit to the data at different subgroups. The revised nine-item BSS indicated that measurement invariance across gender and age groups was achieved. In addition, the measurement was more influenced by social-cultural factors than biological factors.

Objectives: The present study examined the factorial invariance and functional equivalence of the Values in Action Inventory of Strengths (VIA-IS) among the Chinese. Methods: A total of 839 undergraduate students completed the 240-item Simplified Chinese version of the VIA-IS online. Another 40 students participated in qualitative interviews to examine the meaning and function of the items in Chinese culture. Results: A total of 144 items were removed from the original version questionnaire (240-item) because of low item-loading and lack of cultural validity. A Chinese Virtues Questionnaire-96 (CVQ-96) in simplified Chinese containing 96 items (4 items per strength) was adopted. Three subscales (interpersonal, vitality, and cautiousness) were developed after exploratory factor analysis and confirmatory factor analysis. Conclusion: A theoretically meaningful 3-factor model of virtue, comparable to some virtue structures proposed in previous studies conducted in Western countries, was obtained. The inventories being developed can facilitate positive social work assessment and intervention.

The present study examined the efficacy of a strength-based intervention program among Chinese undergraduates to increase satisfaction with life. A total of 285 undergraduates enrolled in an 18-week elective course participated in this study. A 2 (informed about the purposes of the intervention vs. not informed about the purposes of the intervention) 2 (strength-training intervention vs. experiential control) experimental design was adopted. The Values in Action Inventory of Strengths (VIA-IS) was completed during week two of the course to obtain the personal character strengths profile of each participant. The Satisfaction with Life Scale was adopted as an indicator for this study. Baseline (2nd week), short-term post-test (9th week), and long-term follow-up (18th week) test scores were obtained. All participants increased their satisfaction with life from the baseline to the peaks after the 6-week interventions, and then showed a slow downward trend. In the short-term, the students who were informed about the purpose of the study, as well as those in the strength-training group exhibited more increase in satisfaction with life. However, in the long-term, only those students in the strength-training group sustained the change in satisfaction with life. Strength-based intervention to promote satisfaction with life among Chinese undergraduates was effective. Placebo effect gradually decreased with the passage of time, and eventually disappeared. The results can facilitate the easy-to-use positive intervention in university context.

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Based on an international sample of 238 adults, we found that general character strengths underuse and overuse were related to negative outcomes, while optimal use was related to positive outcomes. The overuse of social intelligence and humility, and underuse of zest, humor, self-regulation and social intelligence was associated with social anxiety. Using discriminant analysis, this combination successfully re-sorted 87.3% of the participants into those that do and do not have clinical levels of social anxiety. These findings suggest that strengths are in fact multifaceted, providing novel insight into the role that sub-optimal-use facets play in undesirable outcomes, providing a glimpse of psychopathology through the lens of positive psychology.

The impact of nine strengths-based positive interventions on well-being and depression was examined in an Internet-based randomized placebo-controlled study. The aims of the study were to: (1) replicate findings on the effectiveness of the gratitude visit, three good things, and using character strengths interventions; (2) test variants of interventions (noting three good things for 2 weeks; combining the gratitude visit and three good things interventions; and noting three funny things for a week); and (3) test the effectiveness of the counting kindness, gift of time, and another door opens-interventions in an online setting. A total of 622 adults subjected themselves to one of the nine interventions or to a placebo control exercise (early memories) and thereafter estimated their degrees of happiness and depression at five times (pre- and post-test, 1-, 3-, and 6 months follow-up). Eight of the nine interventions increased happiness; depression was decreased in all groups, including the placebo control group. We conclude that happiness can be enhanced through some "strengths-based" interventions. Possible mechanisms for the effectiveness of the interventions are discussed.

One purpose of this study was to extend integrity research in organizations into the ranks of middle management. We therefore examined whether middle-level managers' behavioral manifestations of integrity related to ratings of their performance. Results of hierarchical regression analysis indicated that direct report ratings of a middle-level manager's integrity were positively related to boss ratings of that manager's performance. A second purpose of this study was to understand differences in integrity's relative importance to performance among other character strengths, and as a function of context (e.g., managerial level). We extend research in this area by showing, through relative weight analysis, that integrity was relatively less important to middle-level managers' current performance compared to other character strengths (e.g., social intelligence). In contrast, integrity was relatively more important for the performance of top-level executives roles middle-level managers may hold in the future. Implications of these results for future research and practice as well as the current study's limitations are discussed.

The present study investigated a profile-based perspective of six dimensions of character strengths (i.e., heart strengths, heart/self-focused strengths, heart/others-focused strengths, mind strengths, mind/self-focused strengths, and mind/others-focused strengths), with the aim of identifying an optimal combination of Peterson's (2006) character strengths. A second aim was to examine whether profile membership was associated with mental health markers. We predicted that at least two qualitatively distinct profiles would emerge: the “heart” strengths profile and the “mind” strengths profile. We also predicted that a “heart” strengths profile would be more strongly associated with markers of mental health than a “mind” strengths profile. Respondents ( N 02=02595, M age 02=0234.1102years, SD 02=0213.18) completed measures assessing endorsement of character strengths and a range of mental health markers. A latent profile analysis identified an optimal 4-profile solution based on these six dimensions of strengths. Emergent profiles were Profile 1 ( Low Strengths ), Profile 2 ( Mind Strengths ), Profile 3 ( Heart Strengths ), and Profile 4 ( High Strengths ). As expected, profile membership was significantly associated with mental health markers. Notably, strengths of the heart (e.g., zest, hope, kindness) contributed to more favorable presentations. Therefore, cultivating strengths associated with the heart dimension might enhance mental health.

Abstract The present chapter was aimed at presenting an overview of the findings on the relations between character strengths and well-being. In order to get a broader picture about these relations, not just eudaimonic well-being but also hedonic well-being was considered. Within the scope of the chapter at hand, focus was on subjective well-being as indicator of hedonic well-being as well as on psychological well-being as indicator of eudaimonic well-being. Following the definitions of these constructs, research findings on the correlations between character strengths and well-being (i.e., subjective well-being: positive affect, negative affect, and global life satisfaction; psychological well-being: environmental mastery, personal growth, purpose in life, autonomy, self-acceptance, and positive relationships) are presented. None of the character strengths systematically showed a correlation coefficient that indicated a detrimental relation between a strength and (indicators of) subjective and psychological well-being. On the contrary and as expected, character strengths seem to be important individual factors facilitating well-being. Across all indicators of well-being (i.e., subjective well-being and psychological well-being) zest, hope, and curiosity were the most substantial correlates among the character strengths. Moreover, in addition to zest, hope, and curiosity, further character strengths were relevant for specific indicators of subjective well-being and psychological well-being as well. In-depth interpretations of the most important relations are presented and discussed. Finally, concluding remarks and open questions are presented, and future directions for research are discussed.

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 (N65=65111) 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.

AbstractWe hypothesized that the amount of positive experiences at work (job satisfaction, pleasure, engagement, meaning) is a function of the extent to which the situational circumstances at the workplace allow for the application of an individual signature character strengths. For the description of the individual a reliable and valid instrument already exists, but not for the environment. Hence, the newly developed Applicability of Character Strengths Rating Scales (ACS-RS) with information on its reliability and validity were also presented. A sample of 1,111 adults filled in the ACS-RS and measures for possession of character strengths and positive experiences at work. The ACS-RS was reliable by means of internal consistency and inter-rater reliability. It proved to be valid in several ways being sensitive to: (a) the differences in the applicability of trait-relevant behavior in formal versus informal situations by showing higher applicability of the character strengths in the latter; (b) the differences between traits regarding their applicability across situations; (c) people disposition to choose situations fitting their dispositions by showing positive relationships between the degree of possession and applicability. Moreover, correlations between applicability of strengths and positive experiences increased with the individual centrality of the strengths. The more signature strengths were applied at the workplace, the higher the positive experiences at work. This study showed that character strengths matter in vocational environments irrespective of their content. Strengths-congruent activities at the workplace are important for positive experiences at work like job satisfaction and experiencing pleasure, engagement, and meaning fostered by one job.

It was hypothesized that character strengths relate to job performance. Both constructs were investigated with respect to their currently known dimensions (i.e., 24 character strengths; job performance: task performance, job dedication, interpersonal facilitation, organizational support) to get a comprehensive overview of their co-occurrence. Two samples, 318 and 108 employees, respectively, filled in measures assessing character strengths as traits and their usefulness at work, and the job performance dimensions. For Sample 2, also supervisors judged the employees job performance. Based on this set of two samples we show replicable associations between character strengths and job performance (self-reports and supervisory ratings). Furthermore, the number of individual strengths beneficial at work was related to job performance. These promising findings open a new field for research on human performance.

Personality traits have often been highlighted to relate to how people cope with stressful events. The present paper focuses on character strengths as positive personality traits and examines two basic assumptions that were derived from a core characteristic of character strengths (i.e., to determine how individuals deal with adversities): (1) character strengths correlate with coping and (2) buffer the effects of work-related stress on job satisfaction. Two different samples (i.e., a mixed sample representing various occupations [N = 214] and a nurses sample [N = 175]) filled in measures for character strengths, coping, work-related stress, and job satisfaction. As expected, intellectual, emotional, and interpersonal strengths were related to coping. Interpersonal strengths played a greater role for coping among nurses, as interactions with others are an essential part of their workday. Furthermore, intellectual strengths partially mediated the negative effect of work-related stress on job satisfaction. These findings open a new field for research on the role of personality in coping with work-related stress. Character strengths are trainable personal characteristics, and therefore valuable resources to improve coping with work-related stress and to decrease the negative effects of stress. Further research is needed to investigate this assumed causality.

Abstract Cross-sectional research indicated that the application of signature strengths at work seemed to be crucial for perceiving a job as a calling. The present study aimed at testing this assumed causality in a random-assignment, placebo-controlled web-based intervention study. The intervention group (n = 83) was instructed to use their four highest character strengths more often at work for 4 weeks. Meanwhile the control group (n = 69) reflected about four situations (independent from the current workplace) where they excelled. For the evaluation of the effects of the two conditions, participants completed measures on calling and global life satisfaction before (Pretest), directly after the four-week training period (Posttest 1), and 3 (Posttest 2) and 6 months (Posttest 3) later. Calling significantly increased in the intervention group but not in the control group from Pretest to Posttest 1, and remained constant until Posttest 3. Global life satisfaction significantly increased in the intervention group but not in the control group from Pretest to Posttest 2 and from Posttest 1 to Posttest 3. That indicated that the changes on global life satisfaction were less steep than the changes in calling and lagged, but significant long lasting changes were observed likewise. Results supported the assumption that the application of strengths at work impacts calling and life satisfaction. Limitations as well as implications for research and practice are discussed.

Research has shown that character strengths are positively linked with well-being in general. However, there has not been a fine-grained analysis up to date. This study examines the individual relational aspects between the 24 character strengths, subjective well-being (SWB), and different aspects of psychological well-being (PWB) at two times of measurement (N= 117). Results showed that overall the “good character” was significantly stronger related with PWB than with SWB. The character strength “hope” was at least moderately correlated with the PWB aspects meaning, optimism and autonomy, and “zest” with the PWB aspects relationships and engagement. “Persistence” showed the highest correlation with the PWB aspect mastery. Out of the 24 character strengths, the happiness-related strengths (hope, zest, gratitude, curiosity, and love) were more likely to correlate with PWB and SWB than any other character strength. This study offers a more fine-grained and thorough understanding of specific relational aspects between the 24 character strengths and a broad range of well-being aspects. Future studies should take up a detailed strategy when exploring relationships between character strengths and well-being.

Abstract Using their strengths and virtues enables individuals to build resilience and alleviate mental health issues. However, most existing instruments for measuring strengths are too lengthy to provide effective assessment for clinical screening. A brief instrument with good factorial and ecological validity is needed to measure strengths, especially among individuals with mental health issues. In this study, the authors developed a brief inventory, the Brief Strengths Scale-12 (BSS-12), to assess 3 strengths: Temperance Strength, Intellectual Strength, and Interpersonal Strength. Two studies were conducted. Study 1 was conducted in Hong Kong. Service recipients (n = 149) from a psychiatric rehabilitation organization were recruited to establish the factor structure and construct validity of the BSS-12. In Study 2, 203 university undergraduates from mainland China were recruited to examine the factorial invariance of the BSS-12 in a different culture and population. Each factor demonstrated satisfactory internal consistency, content validity, and discriminant validity. The BSS-12 may be a useful tool for assessing strengths in clinical and nonclinical settings for service planning and the evaluation of intervention effectiveness. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Theoretical perspectives in positive psychology have considered the possession and use of strengths equally but in applied research more studies focused on having them, probably due to the absence of psychometrically adequate scales. Therefore, the aim of this study was to assess the psychometric characteristics of the German language version of the Strengths Use Scale (SUS) and to explore relationships between strengths use and several indicator measures of well-being: the presence of positive and the absence of negative affect, self-esteem as identity aspect, vitality as self-regulatory resource, and stress for capturing the evaluation of difficulties and obstacles impinging on well-being. The original English version of the SUS was translated following recommended independent forward-backward translation techniques. Exploratory and confirmatory factor analyses were conducted, including a German-speaking convenience sample of university students (N= 374). Additionally, the relations of strengths use and well-being indicators were analyzed. Factorial validity revealed a single-factor structure of the German version of the SUS, explaining 58.4% variance (factor loadings: 0.58 to 0.86), approving the scale design and showing high internal consistency (Cronbach 0.95). The hypothesized positive relationships of strengths use with positive affect, self-esteem, and vitality were confirmed as well as the negative relationships with negative affect and stress. The German version of the SUS is psychometrically sound and data indicate that individual strengths use and well-being related measures interact. The instrument can be recommended for future research questions such as if and how the promotion of applying individual strengths during education enhances levels of well-being, or how the implementation of strengths use in job-design guidelines or working conditions can result in higher levels of well-being or healthiness.

We praise and admire creative people in virtually every domain from the worlds of art, fashion and design to the fields of engineering and scientific endeavour. Picasso was one of the most influential artists of the twentieth century, Einstein was a creative scientist and Jonathan Ive is admired the world over as a great designer. We also sometimes blame, condemn or withhold praise from those who fail creatively; hence we might say that someone's work or ideas tend to be rather derivative and uninspired. Institutions and governmental advisory bodies sometimes aspire, claim or exhort us to enable individual creativity, whether this is held to be good for the individual as such or in virtue of promoting wider socio-economic goods. It is at least a common thought that people are more self-fulfilled if they are creative and society more generally is held to be all the better for enabling individual creativity.

Background Positive effects of humor on older patients with depressive symptoms have been repeatedly reported. Empirical evidence however is rare. We investigated the efficacy of a standardized humor therapy group in a clinical context especially for older depressed patients.Patients and methods An experimental group with treatment (49 patients) was compared with a control group with no treatment (50 patients) in a semi-randomized design. Included were patients with major depression according to ICD-10. A set of questionnaires (Geriatric Depression Scale, Short Form Health Survey, State-Trait-Cheerfulness Inventory, and Satisfaction with Life Scale) was administered pretreatment and posttreatment.Results Both groups showed improvement for depression, suicidal tendency, state cheerfulness, and state bad mood. Only participants of the humor group showed changes of state seriousness and satisfaction with life (pConclusion Our results indicate an additional benefit of this specific therapeutic intervention for older depressed patients. Copyright (c) 2012 John Wiley & Sons, Ltd.

Abstract We introduce 2 novel types of job crafting—crafting toward strengths and crafting toward interests—that aim to improve the fit between one’s job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person–job fit. Moreover, we hypothesized that this indirect effect would be stronger for older workers compared with younger workers. Results of an experimental field study indicated that participating in the job crafting intervention leads to strengths crafting, but only among older workers. Strengths crafting was, in turn, positively associated with demands–abilities and needs–supplies fit. Unexpectedly, participating in the job crafting intervention did not influence job crafting toward interests and had a negative effect on crafting toward strengths among younger workers. However, our findings suggest that some types of job crafting interventions can indeed be an effective tool for increasing person–job fit of older workers.

This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.

Positive psychology has identified six virtues comprising 24 character strengths of humans. This study examines the relationships among these character strengths, including Happiness, Life Purpose and Life Satisfaction as valued by Singapore Chinese, Malays, Indians and Other Asians and Caucasians. A sample of Singapore adults (N = 304) completed an online survey in English comprising four measures, the Values in Action Inventory of Strengths, the Orientations to Happiness Scale, the Satisfaction with Life Scale and the Life Engagement Test. Results show that Zest, Hope, Curiosity, Capacity to Love and Gratitude are the top five character strengths of the sampled Singaporeans. Happiness orientation through pursuing a Life of Meaning is preferred by all four ethnic groups. Ethnic differences are found for character strengths of Kindness, Humour, Gratitude, and Religiousness and Spirituality. Life of Meaning and Life of Engagement, Happiness orientations and character strengths of Curiosity and Perseverance are direct predictors of Life Purpose. In turn, Life Purpose and character strengths of Capacity to Love and Gratitude are found to be direct predictors of Life Satisfaction. Despite its other limitations, this study lays the groundwork for future studies using more robust sampling strategies and greater participation from the major ethnic groups in Singapore.

In this paper, the effects of character strengths on the physiological reactivity to social anxiety induced by the Trier Social Stress Task were reported. On the basis of their scores in the Chinese Virtues Questionnaire, 30 college students were assigned to either high- (n= 15) or low-character-strength (n= 15) groups. Their psychological stress and physiological data across three laboratory stages (namely, baseline, stress exposure, and post-stress) were collected. Results indicated that individuals with high character strengths exhibited rapid cardiovascular recovery from baseline to post-stress even if high- and low-character-strength groups showed similar patterns of cardiovascular arousal in response to the stress at baseline and stress exposure. These results prove that character strengths are stress-defense factors that allow for psychological and physiological adaptation to stress.

Abstract Signature strengths are individuals highest-ranked strengths, those that they own, celebrate, and frequently exercise. Their use has been theorized to elicit positive affect, and contribute significantly to individuals functioning and well-being. The present study examined two elements of these ideas in the work arena: (a) Associations of strengths use at work with work outcomes (work meaningfulness, engagement, job satisfaction, performance, organizational citizenship behavior, and counterproductive work behaviors), focusing on differences in the associations of signature-strengths use, lowest-strengths use, and happiness strengths-use at work; (b) The role of positive affect in mediating these associations. The results, based on self-reports of an international sample of 1031 working individuals, generally indicated that the use of all kinds of strengths had positive correlates. As expected, using signature strengths had the highest, robust unique contribution to behavioral outcomes (performance, organizational citizenship behavior, and lower counterproductive work behavior). But unexpectedly, using happiness strengths (and not signature strengths) had the highest, robust unique contribution to psycho-emotional work-related outcomes (work meaningfulness, engagement, and job satisfaction). Positive affect mediated the association between strengths use and all work-related outcomes for the three kinds of strengths, when each was examined separately. However, when uses of the three kinds of strengths were examined together, positive affect mediated the effects of lowest strengths use and those of happiness strengths use, but not the effects of signature strengths use. These findings highlight the differential benefits of using different kinds of strengths, and suggest that additional (and different) mechanisms may underlie these effects.

Character strengths are positive, morally valued traits of personality. This study aims at assessing the relationship between character strengths and subjective well-being (i.e., life satisfaction, positive and negative affect) in a representative sample of German-speaking adults living in Switzerland (N = 945). We further test whether this relationship is consistent at different stages in life. Results showed that hope, zest, love, social intelligence and perseverance yielded the highest positive correlations with life satisfaction. Hope, zest, humor, gratitude and love presented the highest positive correlations with positive affect. Hope, humor, zest, honesty, and open-mindedness had the highest negative correlations with negative affect. When examining the relationship between strengths and well-being across age groups, in general, hope, zest and humor consistently yielded the highest correlations with well-being. Additionally, in the 27-36 years group, strengths that promote commitment and affiliation (i.e., kindness and honesty) were among the first five positions in the ranking of the relationship between strengths and well-being. In the 37-46 years group, in addition to hope, zest and humor, strengths that promote the maintenance of areas such as family and work (i.e., love, leadership) were among the first five positions in the ranking. Finally, in the 47-57 years group, in addition to hope, zest and humor, strengths that facilitate integration and a vital involvement with the environment (i.e., gratitude, love of learning) were among the first five positions in the ranking. This study partially supports previous findings with less representative samples on the association between character strengths and well-being, and sheds light on the relative importance of some strengths over others for well-being across the life span.

The incremental value of character strengths in the prediction of resilience, after the effects of other well-known resilience-related factors (i.e. positive affect, self-efficacy, optimism, social support, self-esteem, life satisfaction) and sociodemographic variables are accounted for, is examined. Using a cross-sectional design, participants (N = 363 adults) completed online measures of character strengths, resilience, and resilience-related factors. A principal component analysis of character strengths was conducted and five factors were extracted, which could be interpreted as emotional, interpersonal, intellectual, restraint, and theological strengths. All strengths factors, except theological strengths, yielded significant positive correlations with resilience. A hierarchical regression showed that strengths predicted an additional 3% of the variance in resilience over and above sociodemographic variables, positive affect, self-efficacy, optimism, social support, self-esteem, and life satisfaction. Emotional strengths and strengths of restraint were significant positive predictors. Implications, limitations, and future research are discussed.

Purpose – The purpose of this paper is to investigate the impact of changes of medical condition burden index (MCBI) and stress on absenteeism and discuss implications for policy/program design. Design/methodology/approach – Sample: US utility employees that participated in Health Risk Appraisals (HRA) during 2009 and 2010 (n=3,711). Methods: the MCBI was created by summing number of medical conditions. Absenteeism was measured from administrative records. Change in MCBI and stress and impact on absenteeism was assessed according to incremental change, by low/high categorizations, and by using multivariate regression. Findings – Incrementally, greater changes in MCBI or stress generally resulted in corresponding absenteeism change. For both MCBI and stress, high categories were associated with greater absenteeism compared to those in low categories. Those remaining in the low MCBI category decreased absenteeism (610.10 days/year; p=0.01). Changes from low to high MCBI resulted in increased absenteeism (+0....

Research on virtues and character strengths has increased over the last decade. A total of 283 young participants from Portugal completed a measure of character strengths (Furnham and Lester in Eur J Psychol Assess 28:95–101, 2012 ) grounded on the values in action inventory of strengths (Peterson and Seligman in Character strengths and virtues: a handbook of classification, APA Press, Washington, DC, 2004 ). Participants also completed well-being measures, and a Big Five personality trait measure. The study examined the factor structure of self-assessed character strengths as well as demographic (particularly gender), well-being and personality correlates of the virtues which are the “higher order” classification of the strengths. Our results provided evidence for a four-dimensional model, though somewhat different from the theoretical formulation. Females typically scored higher on character strengths than males. Regressions investigating demographic, well-being and personality determinants of these strengths evidenced personality factors (particularly openness and agreeableness) were always most powerful predictors of the self-reported strengths than demographic and well-being measures. Limitations of the research are discussed and directions for future investigation are suggested.

ABSTRACT The VIA Classification is a widely used framework for helping individuals discover, explore, and use those qualities that are strongest in them their character strengths. The VIA Inventory of Strengths is an accessible and widely used assessment instrument that measures 24 universally valued strengths. Research has found a number of important links between these character strengths and valued outcomes (e.g., life satisfaction, achievement). The practice of character strengths has not been studied as extensively; however, a number of practices, strength-based models, and applications are emerging with good potential.

Abstract The first third of the book reviews the latest research and best practices of mindfulness and of character strengths. The second third of the book outlines the integration of these areas, discussing practices and concepts around "strong mindfulness" (i.e., bringing character strengths to mindfulness practices) and "mindful strengths use" (i.e., bringing mindfulness to character strengths practices). The latter third of the book offers a manualized program called Mindfulness-Based Strengths Practice (MBSP) that integrates these areas of positive psychology. MBSP marks the first science-based program designed to work with character strengths and is one of the first mindfulness-programs designed to explicitly boost what is best in human beings rather than to counter illness, pain, and psychological/medical disorders. Handouts, audio CD with practices, lecture points, cautions, case examples, and intervention exercises are relayed to make it easy for researchers to study the 8-week MBSP program and for equipped practitioners to apply it with their clients. Adaptations to various settings and populations are discussed.

There has been limited focus in the disability field on assessing and intervening to promote strengths of character. However, character strengths have received significant attention in the broader field of positive psychology. This paper provides an overview of the growing science of character strengths and explores why and how character strengths are relevant to people with intellectual and developmental disabilities and a strengths-based perspective in the disability field. We offer key concepts, research findings, and interventions from the science of character that can provide a framework for the intellectual and developmental disabilities field to begin to build on strengths of character to enhance the systems of supports and quality of life outcomes experienced by people with intellectual and developmental disabilities.

Character refers to qualities within individuals that lead them to desire and to pursue the good. We propose that strengths of character are a neglected but critically important resource for organizations. Character matters because it leads people to do the right thing, and the right thing can be productive and profitable.

How are character strengths related to recovery? A retrospective web-based study of 2087 adults found small but reliable associations between a history of physical illness and the character strengths of appreciation of beauty, bravery, curiosity, fairness, forgiveness, gratitude, humor, kindness, love of learning, and spirituality. A history of psychological disorder and the character strengths of appreciation of beauty, creativity, curiosity, gratitude, and love of learning were also associated. A history of problems was linked to decreased life satisfaction, but only among those who had not recovered. In the case of physical illness, less of a toll on life satisfaction was found among those with the character strengths of bravery, kindness, and humor, and in the case of psychological disorder, less of a toll on life satisfaction was found among those with the character strengths of appreciation of beauty and love of learning. We suggest that recovery from illness and disorder may benefit character. 'Tis an ill wind that blows no good.

Why are certain character strengths more associated with life satisfaction than others? A sample of US adults (N65=6512,439) completed online surveys in English measuring character strengths, orientations to happiness (engagement, pleasure, and meaning), and life satisfaction, and a sample of Swiss adults (N65=65445) completed paper-and-pencil versions of the same surveys in German. In both samples, the character strengths most highly linked to life satisfaction included love, hope, curiosity, and zest. Gratitude was among the most robust predictors of life satisfaction in the US sample, whereas perseverance was among the most robust predictors in the Swiss sample. In both samples, the strengths of character most associated with life satisfaction were associated with orientations to pleasure, to engagement, and to meaning, implying that the most fulfilling character strengths are those that make possible a full life.

Abstract Happiness, good mental health and the possession of character strengths have been proposed in the context of positive psychology as important conditions for achieving a life full of gratification. However, there is a scarcity of studies examining those conditions in Eastern cultural contexts, in order to replicate findings from the Western countries. In this vein, the present study aims to explore the influence of strengths on happiness and mental health in the multicultural context of United Arab Emirates and it is hypothesised that certain strengths are better predictors of happiness and mental health than others, also after controlling for potential sociodemographic confounders. A sample of young university students, in the majority coming from eastern countries was assessed through the Global Happiness Scale, the GHQ-12 and the VIA-IS-120. The results of the regression analyses revealed that the group of character strengths under the denomination of Transcendence together with being young was associated with higher levels of happiness and better mental health. In addition, the possession of strengths of Restraint was associated with less happiness, whilst being a man indicated a better mental health. Such results have important implications regarding the replication of previous results from Western contexts in the context of UAE, highlighting the need for implementation of culturally context-tailored strategies for achieving happiness and mental health through the use of character strengths.

Character strengths were tested in relation to subjective (life satisfaction) and physical (self-evaluated health and physical fitness) well-being (440 adults). Health-behaviors and the mediating role of health-behaviors in explaining the relationship between character and well-being were also considered. Emotional, intellectual strengths and strengths of the heart were positively associated with life satisfaction and physical fitness. Emotional strengths correlated positively with the self-evaluation of feeling healthy. All strengths (except for modesty and religiousness) were related to health-behaviors; e.g. healthy eating and watching ones food consumption were associated with self-regulation and intellectual strengths. Health behaviors partially mediated the relation of broader strengths factors on subjective and physical well-being. The largest indirect effects were found for leading an active way of life. The study suggests that there are positive relations between character strengths and subjective but also physical well-being. Furthermore, potential mechanisms, which might account for these relations (i.e. health-behaviors) are assessed.

AbstractThere is a growing body of research devoted to the examination of character strengths as conceptualized by Values-In-Action (VIA) strengths classification system. However, there remains a dearth of research examining generic strengths use and its relationship with well-being, health-related quality of life (HRQOL), and VIA character strengths. In this crosssectional study, 135 undergraduate university students completed measures of strengths use, subjective well-being (SWB), self-esteem, self-efficacy, and HRQOL, and endorsed five top VIA strengths. Results revealed strengths use is a unique predictor of SWB, but not HRQOL. The VIA strengths of hope and zest were significant positive predictors of life satisfaction. The most commonly-endorsed VIA strengths were: love, humor, kindness, social intelligence, and open-mindedness. The least-endorsed VIA strengths were: leadership, perseverance, wisdom, spirituality, and self-control. Overall, results suggest an important link between generic strengths use and specific VIA strengths and their impact on SWB.

This preliminary research study examined the impact of Strengths Gym, a character strengths-based positive psychological intervention program, on adolescent life satisfaction. Using a quasi-experimental treatment-control condition design, the study compared student outcomes for life satisfaction, positive and negative affect, and self-esteem for 319 adolescent students aged 12–14 (M65=6512.98): 218 adolescent students who participated in character strengths-based exercises in the school curriculum, and 101 adolescent students who did not participate in character strengths-based exercises in the school curriculum. Results revealed that adolescents who participated in character strengths-based exercises experienced significantly increased life satisfaction compared to adolescents who did not participate in character strengths-based exercises. Overall, results provide encouraging preliminary support for the application of character strengths-based exercises in the school curriculum as a means of increasing life satisfaction and well-being among youths.

Abstract these interventions work may facilitate development of more effective interventions, while expanding the field of character strengths interventions to include a broader range of activities and approaches may also offer benefits. Research examining individual factors, such as strengths use, psychological need satisfaction, goal-setting and goal-striving provides promising leads to explain how strengths interventions work. However, the effect on intervention efficacy of relational or contextual factors, such as intervention environment or facilitator attitude to strengths, has not yet been explored. Implications for interventions in school settings are considered.

Well-functioning teamwork has frequently been linked to increased work satisfaction and performance. However, there is a paucity of research on the different types of roles in teams. Recently, a new model of role behavior in teams was proposed (comprising seven such team roles: Idea creator, information gatherer, decision-maker, implementer, influencer, energizer, and relationship manager), but an assessment instrument was lacking so far. The present study describes the construction of an instrument for the assessment of these roles in two samples (N = 291 and 274) and examines their relationships with character strengths and job satisfaction. Results show that the team roles are positively related to job satisfaction and most character strengths. The findings support the important role of character strengths in work-related settings and lay ground for further studies on team roles.

Abstract Positive psychology has flourished in the last 5 years. The authors review recent developments in the field, including books, meetings, courses, and conferences. They also discuss the newly created classification of character strengths and virtues, a positive complement to the various editions of the Diagnostic and Statistical Manual of Mental Disorders (e. g., American Psychiatric Association, 1994), and present some cross-cultural findings that suggest a surprising ubiquity of strengths and virtues. Finally, the authors focus on psychological interventions that increase individual happiness. In a 6-group, random-assignment, placebo-controlled Internet study, the authors tested 5 purported happiness interventions and 1 plausible control exercise. They found that 3 of the interventions lastingly increased happiness and decreased depressive symptoms. Positive interventions can supplement traditional interventions that relieve suffering and may someday be the practical legacy of positive psychology.

Previous research on upper echelon (i.e., top-level) executives has focused on how character flaws or lapses in ethical judgment lead to detrimental outcomes. Research is lacking that specifically examines whether character strengths that are reflected in the behaviors of top-level executives are related to positive outcomes. Therefore, this study examined behavioral manifestations of the character strengths of integrity, bravery, perspective, and social intelligence as influences on executive performance in the context of top-level executive leadership of for-profit and not-for profit organizations. Using matched-report data from 191 top-level, U.S. executives' direct reports and bosses and board members, this study found positive relationships between direct reports' ratings of executive integrity, bravery, and social intelligence and bosses' and board members' ratings of executive performance. These character strengths each accounted for variance in executive performance above and beyond direct reports' ratings of executives' developing and empowering behaviors and other control variables. Among the character strengths examined, integrity was found to have the most contribution in explaining variance in executive performance via relative weight analysis. The theoretical and practical implications of these findings are discussed.

Three studies were conducted to build, test, and compare a model of character-based leadership. The first qualitative study used the critical incident technique (Flanagan, 1949) and Peterson and Seligman's (2004) comprehensive theoretical framework of character strengths to develop and construct a scale. The second study tested the scale's psychometric properties. Exploratory factor analysis indicated that character-based leadership is a three-dimensional construct and demonstrates adequate content validity. The third study tested the new scale against organizational and personal outcome measures. The resulting structural model provided a strong fit. Relationships emerged between leader wisdom and employee affective commitment, leader humanity and employee wellbeing, employee organizational citizenship behaviours (OCBs), employee cognitive trust, and employee affective trust, and between leader temperance and employee trust. Copyright 2011 ASAC. Published by John Wiley & Sons, Ltd.

Student leadership development is often touted as an important aspect of character development in schools. However, many school leaders find themselves in positions of responsibility without a few models of student leadership to help conceptualize their approach. While it is easy to say that they can learn this on the job, there is a benefit in adopting a systematic approach to leadership development. This chapter documents the reflection of two student leaders throughout 2012–2013, and the integration of well-being concepts in their leadership style at St. Peter’s College, Adelaide. It reports on an Appreciative Inquiry Summit the student leaders designed and delivered after a consultation with Martin Seligman, David Cooperrider, and Lea Waters. This chapter is a case study of their leadership experience and demonstrates the process they adopted to contribute to the school’s vision and mission throughout the year. John Vrodos and Tom McNeil were Captain and Vice-captain of St. Peter’s College, Adelaide in 2013. From the outset and throughout the year, these student leaders decided to integrate well-being and positive psychology approaches in their leadership. This chapter is a co-authored reflection of their experiences in 2013, with particular reference to a National Student Leadership Summit the boys hosted. Student leadership has long been a feature of St. Peter’s College, Adelaide. The origins of the prefect structure can be linked to the educational philosophy of Dr. Thomas Arnold that swept through the British Empire at the height of colonial expansion. With the rise of Victorian England, it was natural that colonial versions of the great English public schools, like St. Peter’s College, would adopt this approach, drawing on the experience of schools such as Eton, Winchester, Harrow, and Rugby.