The PERMA+4 Positive Functioning at Work Scale: Spanish Adaptation and Validation.

BACKGROUND: Donaldson & Donaldson (2021b) developed a scale to assess Positive Functioning at Work, adding four new blocks to strengthen the original PERMA framework in the workplace. The aim of the present study was to validate this scale in a Spanish sample. METHOD: 698 Spanish workers participated, 59% were women and 41% were men, 71.6% were employees and 71.2% belonged to the basic worker level. RESULTS: Confirmatory Factor Analysis showed a good fit of the nine-factor model (χ2/df = 2.441; RMSEA = .056, 90% IC (.049, .063); SRMR =. 062; CFI = .926; TLI = .916), the bifactor model (χ2/df = 1.703; RMSEA = .044, 90% CI [.037, .050]; SRMR = .050; CFI = .959; TLI = .952) and the ESEM model (χ2/df = 1.736; RMSEA = .041, 90% CI [.033, .049]; SRMR = .017; CFI = .976; TLI = .942). The adapted scale also demonstrated good internal consistency, with a Cronbach's α of .90 for the scale, and evidence of discriminant, criterion, predictive, and incremental validity with other well-being and performance measures, as well as measurement invariance across educational levels. CONCLUSIONS: This scale provides a comprehensive measurement tool that can help in the design of workplace programs and interventions.

Well-Being as a predictor of academic success in student veterans and factor validation of the PERMA + 4 well-being measurement scale.

Objective: The study sought to test whether well-being predicts academic performance for student service members/veterans (SSM/Vs) and to assess the factor structure of the PERMA + 4 measurement scale for use in this student population. Participants: Post-9/11 SSM/Vs (N = 199) from seven colleges and universities in the U.S. completed an online survey. Methods: A cross-sectional survey research design was used to assess PERMA + 4 and academic success. The PERMA + 4 framework and the measurement scale were examined using confirmatory factor analysis (CFA), and logistic regressions to determine if PERMA + 4 predicted academic performance in SSM/Vs. Results: Findings indicate that PERMA + 4 is a predictor of SSM/Vs academic performance, and CFA confirmed the factor structure of PERMA + 4 for use with SSM/Vs. Conclusions: The findings suggest that screening for the building blocks of well-being in SSM/Vs with a validated and comprehensive multidimensional instrument could be useful for mitigating transition challenges into college life and informing appropriate supports.

Building Program Evaluation Capacity Through an Online Training for Graduate Students at Schools and Programs of Public Health.

OBJECTIVES: Program evaluation is an essential function for public health professionals that is necessary to acquire funding for public health programs and support evidenced-based practice, but coverage of program evaluation principles and methodology within the master of public health (MPH) curriculum is inconsistent and may not adequately prepare students to conduct program evaluation activities postgraduation, especially on culturally responsive program evaluation. We examined the effectiveness of an online training course on program evaluation topics. METHODS: In July 2021, we recruited current and recently graduated MPH students from accredited US universities to measure the effectiveness of a 1-hour online training course in program evaluation. We distributed pre- and postsurveys to eligible participants. We assessed program evaluation skills on a 4-point Likert scale to determine improvements in knowledge (from 4 = extremely knowledgeable to 1 = not knowledgeable), attitudes (from 4 = strongly agree to 1 = strongly disagree), and self-efficacy (from 4 = strongly agree to 1 = strongly disagree). RESULTS: Among 80 MPH students who completed the survey, respondents indicated mean (SD) increases from presurvey to postsurvey in knowledge (from 2.13 [0.66] to 3.24 [0.54]) and attitudes (from 3.61 [0.51] to 3.84 [0.30]) toward program evaluation and in self-efficacy in conducting program evaluation (from 2.92 [0.71] to 3.44 [0.52]). CONCLUSION: The course may be an effective approach for training public health professionals about program evaluation. Our results provide a basis for revising the way program evaluation is taught and practical recommendations for integrating program evaluation competencies within public health curricula, such as by incorporating a self-paced training course for continuing education.

Momentary PERMA: An Adapted Measurement Tool for Studying Well-Being in Daily Life.

PERMA is a multidimensional framework that explains well-being through five hedonic and eudaimonic psychological elements-Positive emotions, Engagement, Relationships, Meaning, Accomplishment. Soon after the PERMA framework was proposed, PERMA-Profiler was introduced as a validated assessment tool for measuring these five elements of well-being from a global perspective. The current study aimed to shed further light onto the measurement of PERMA elements, extending it beyond global evaluations, to daily life assessments and the examination of individual differences in their dynamic characteristics. We introduce mPERMA (momentary PERMA), as an EMA-adapted version of the PERMA-Profiler measure, to assess well-being in daily life. Using data collected in an Ecological Momentary Assessment (EMA) study (N = 160), we first demonstrate the factor structure of mPERMA through a multilevel factor analysis and next examine within-person means and the dynamics of change (e.g., intra-individual variability) in the PERMA elements. Findings revealed that mPERMA displays convergent validity with two global measures of hedonic and eudaimonic well-being, namely Flourishing and Subjective Well-Being. Moreover, dynamical characteristics of the five elements of well-being measured over time, map onto their corresponding hedonic or eudaimonic global measures of well-being. Results of this paper present how dynamical features of well-being in daily life provide novel insights into predicting global well-being. Supplementary Information: The online version contains supplementary material available at 10.1007/s10902-023-00684-w.

The Leader Vitality Scale: Development, Psychometric Assessment, and Validation.

One of the most important units of analysis for positive organizational psychology research is leaders and future leaders in the workplace. Leaders often have a large responsibility for and influence on the well-being and performance of their followers. They also face the unique challenge of serving their followers and the organization while needing to maintain their own vitality and well-being. Vitality can provide a foundation of energy resources to a leader to serve at their full capacity. This study develops and empirically examines a new three factor scale to measure leader vitality which includes physical, psychological, and emotional components. In study 1, a total of 175 participants (including n = 128 leaders) completed the Leader Vitality Scale (LVS) and other positive psychology related measures. Exploratory factor analysis and then confirmatory factor analysis showed that the LVS is hierarchical with three distinct factors, with overall vitality as the higher-order factor. Correlational tests with two established vitality scales for general use showed that the LVS is positively related to existing scales, demonstrating convergent validity. In study 2, data was gathered from 92 top level leaders in the C-Suite (n = 25), vice presidents (n = 23), directors (n = 21), and managers (n = 23) of organizations across the United States. Results showed that LVS scores significantly correlated with life satisfaction, positive emotions, positive functioning at work, and psychological capital. Overall, these findings suggest that the LVS is a valid measure for assessing leader vitality, and can used in future studies of well-being and positive functioning at work.

Using the science of positive psychology in the formative evaluation of social justice interventions: A case example.

The pursuit of culturally responsive approaches for designing and evaluating programs to promote social justice has become of the utmost importance to the evaluation community in the past decade. A strengths-focused evaluation approach has great promise for empowering individuals, groups, communities, and organizations, and identifying program strengths to build upon in addition to illuminating program deficits. However, there is a dearth of literature on using a strengths approach to evaluate interventions and programs to promote social justice. Drawing from the two disciplines of positive psychology and evaluation, this article illustrates a strengths-focused approach to formative evaluation using a case example of a halfway house for previously incarcerated women. The findings exemplify the positive psychological phenomena that emerge as a result of focusing the evaluation on program strengths. The case demonstrates that the application of a strengths-focused approach to evaluating social justice interventions can be empowering for institutions and the communities they serve.

PERMA+4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0.

A growing body of empirical evidence suggests that positive emotions, engagement, relationships, meaning, and accomplishments (PERMA) may be a robust framework for the measurement, management and development of wellbeing. While the original PERMA framework made great headway in the past decade, its empirical and theoretical limitations were recently identified and critiqued. In response, Seligman clarified the value of PERMA as a framework for and not a theory of wellbeing and called for further research to expand the construct. To expand the framework into organizational contexts, recent meta-analyses and systematic literature reviews showed that physical health, mindset, physical work environments and economic security could be seen as essential contextually relevant building blocks for work-related wellbeing and are therefore prime candidates to expand the PERMA framework for use within organizational contexts. Through expanding the original PERMA framework with these four factors, a new holistic approach to work-related wellbeing and work performance was born: the PERMA+4. As such, the purpose of this brief perspective paper is to provide a conceptual overview of PERMA+4 as holistic framework for work-related wellbeing and work performance which extends beyond the predominant componential thinking of the discipline. Specifically, we aim to do so by providing: (1) a brief historical overview of the development of PERMA as a theory for wellbeing, (2) a conceptual overview of PERMA+4 as a holistic framework for work-related wellbeing and work performance, (3) empirical evidence supporting the usefulness of PERMA+4, and (4) charting a course for the second wave of positive organizational psychological research.

Following the Science to Generate Well-Being: Using the Highest-Quality Experimental Evidence to Design Interventions.

The second wave of devastating consequences of the COVID-19 pandemic has been linked to dramatic declines in well-being. While much of the well-being literature is based on descriptive and correlational studies, this paper evaluates a growing body of causal evidence from high-quality randomized controlled trials (RCTs) that test the efficacy of positive psychology interventions (PPIs). This systematic review analyzed the findings from 25 meta-analyses, 42 review papers, and the high-quality RCTs of PPIs designed to generate well-being that were included within those studies. Findings reveal PPIs have the potential to generate well-being even during a global pandemic, with larger effect sizes in non-Western countries. Four exemplar PPIs-that have been tested with a high-quality RCT, have positive effects on well-being, and could be implemented during a global pandemic-are presented and discussed. Future efforts to generate well-being can build on this causal evidence and emulate the most efficacious PPIs to be as effective as possible at generating well-being. However, the four exemplars were only tested in WEIRD (Western, Educated, Industrial, Rich, and Democratic) countries but seem promising for implementation and evaluation in non-WEIRD contexts. This review highlights the overall need for more rigorous research on PPIs with more diverse populations and in non-WEIRD contexts to ensure equitable access to effective interventions that generate well-being for all.

The Generalizability of HERO across 15 Nations: Positive Psychological Capital (PsyCap) beyond the US and Other WEIRD Countries.

Recent meta-analyses of positive organizational psychology interventions (POPIs) suggest that interventions that target and improve hope, efficacy, resilience, and optimism (HERO) can be highly effective at improving well-being and positive functioning at work. However, many studies to date have been conducted with samples from the US and other Western, educated, industrialized, rich, and democratic (WEIRD) societies, which raise the concern about the generalizability of theory-driven POPIs. The aim of this study was to examine if the underlying mechanism of one of the most successful POPIs to date, positive psychological capital (PsyCap) based on the HERO model, predicts positive functioning at work across diverse geographical regions and cultures. Using Qualtrics Panel data collected from 3860 employees across 15 nations (Australia, Brazil, China, France, Germany, Great Britain, India, Ireland, Italy, Japan, Netherlands, New Zealand, Philippines, South Africa, and the United States), we found that PsyCap is strongly associated with workplace proactivity, proficiency, adaptivity, and overall work performance across all 15 nations. The results suggest that efforts to develop PsyCap may be effective across national cultures and could be a robust approach for enhancing positive functioning in the global workplace.

Empowerment evaluation: An approach that has literally altered the landscape of evaluation.

The quest for credible and actionable evidence to improve decision making, foster improvement, enhance self-determination, and promote social betterment is now a global phenomenon. Evaluation theorists and practitioners alike have responded to and overcome the challenges that limited the effectiveness and usefulness of traditional evaluation approaches primarily focused on seeking rigorous scientific knowledge about social programs and policies. No modern evaluation approach has received a more robust welcome from stakeholders across the globe than empowerment evaluation. Empowerment evaluation has been a leader in the development of stakeholder involvement approaches to evaluation, setting a high bar. In addition, empowerment evaluation's respect for community knowledge and commitment to the people's right to build their own evaluation capacity has influenced the evaluation mainstream, particularly concerning evaluation capacity building. Empowerment evaluation's most significant contributions to the field have been to improving evaluation use and knowledge utilization.