Character Strengths and Emotion Self-Regulation in Brazilian Workers / Fortalezas del carácter y autorregulación emocional en trabajadores brasileños

Las fortalezas del carácter y la autorregulación de las emociones son recursos psicológicos relevantes para ayudar a los trabajadores a hacer frente a las demandas actuales en trabajo. La presente investigación tuvo como objetivo probar la asociación y el poder predictivo de las fortalezas del carácter con respecto a la autorregulación emocional. Un total de 203 participantes con edades entre 18 y 68 años respondieron el cuestionario sociodemográfico, la Escala de Fortaleza del Carácter - Breve (EFC-Breve) y la Escala de Autorregulación Emocional - Adulto (EARE-AD). Los resultados indicaron asociaciones de débiles a fuertes entre los factores CSS-Brief y ESRS-AD. La fortaleza intrapersonal y las fortalezas intelectuales e interpersonales predijeron las estrategias de autorregulación emocional susceptibles de ser adoptadas por los trabajadores. La evidencia recopilada sugirió diferencias significativas en ESRS-AD y CSS-Brief con respecto a las características sociodemográficas de los participantes. Estos resultados se han producido independientemente del nivel jerárquico y del departamento de trabajo de los trabajadores.(AU)

Character strengths and emotion self-regulation are relevant psychological resources to help workers cope with current demands in the workplace. The present investigation aimed to test the association with and the predictive power of the character strengths regarding emotion self-regulation. A total of 203 participants aged 18 to 68 years answered the so-ciodemographic questionnaire, Character Strength Scale –Brief (CSS-Brief), and the Emotion Self-Regulation Scale –Adult (ESRS-AD). The findings indicated weak to strong associations between the CSS-Brief and ESRS-AD factors. The intrapersonal strength and the intellectual and in-terpersonal strengths predicted the emotion self-regulation strategies likely to be adopted by the workers. The gathered evidence suggested significant differences in the ESRS-AD and CSS-Brief regarding the participants’ so-ciodemographic features. These results have occurred regardless of the workers’ hierarchical level and job department.(AU)

Measuring PERMA+4: validation of the German version of the Positive Functioning at Work Scale.

This study investigates the association between the PERMA+4 model and psychological safety, while also examining the validation of the Positive Functioning at Work (PFW) scale in a German-speaking population. The study discovered strong association between PERMA+4 and psychological safety, which raises important questions and potential concerns regarding the jangle fallacy. Similar to the PERMA model, PERMA+4 should be considered a framework for attaining psychological safety. The German version of the PFW scale demonstrated satisfactory fit with the model, indicating its factorial validity. To gain insights into promoting workplace wellbeing, it is recommended to conduct longitudinal studies to determine whether psychological safety is a cause or result of PERMA+4. This study enhances our understanding of workplace wellbeing and emphasizes the association between PERMA+4 and psychological safety.

Positive Organizational Psychology Factors as Serial Multiple Mediators of the Relationship between Organization Support and Job Satisfaction Among Peer Support Specialists.

BACKGROUND: Research has demonstrated the effectiveness of peer support specialists in helping people with severe mental illness increase community tenure, decrease hospitalization, boost treatment satisfaction, improve social functioning, and increase quality of life. OBJECTIVE: The purpose of the present study was to evaluate positive organizational psychology constructs as serial multiple mediators of the relationships between perceived organizational support and job satisfaction among peer support specialists. METHODS: One hundred and twenty-one peer support specialists from the Texas statewide peer certification training programs and the National Association of Peer Supporters participated in the present study. These peer support specialists completed an online survey composed of self-report measures related to perceived organizational support, positive organizational psychology factors, and job satisfaction. A serial multiple mediation (SMMA) analysis was conducted to evaluate autonomous motivation to work, work engagement, and organizational commitment as mediators of the relationship between perceived organizational support and job satisfaction. RESULTS: The SMMA model accounted for 49% of the variation in job satisfaction scores (R2 =. 49, f2 = 0.96 [> 0.35], a large effect size). Autonomous motivation to work, work engagement, and organizational commitment were significantly associated with job satisfaction after controlling for the effect of perceived organizational support. CONCLUSIONS: Perceived organizational support increased autonomous motivation to work, work engagement, organizational commitment, and job satisfaction. Peer support specialists are integral members of the interdisciplinary mental health treatment team. Leaders of community-based mental health and rehabilitation agencies who are committed to hire and retain peer support specialists must provide strong organizational support and develop interventions to increase peer support specialists' autonomous motivation to work, work engagement, and organizational commitment as a job retention and career development strategy.

Incidence of Leader-Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance.

Within the scope of the Theory of Demands and Labor Resources, the Healthy & Resilient Organizations (HERO) Model, and the Leader-Member Exchange (LMX) Theory, this research contrasts a mediation model in which evidence on the factors that affect work performance is integrated, thus establishing the direct and indirect relationships between LMX quality, communication satisfaction, employee work engagement, and self-rated work performance. A total of 488 workers participated in this research. Adequate goodness of fit was found in the model (χ2 = 3876.996, df = 3715, p = 0.031; χ2/df = 1.044; CFI = 0.999; TLI = 0.999; SRMR = 0.056; RMSEA = 0.010): the LMX-work performance relationship is mediated by communication satisfaction and work engagement, whereas the LMX-work engagement relationship is mediated by communication satisfaction. This has led to the conclusion that, as employees consider the relationship with their superiors to be of higher quality, the satisfaction they experience in terms of organizational communication increases, and as organizational communication satisfaction increases, the extent to which employees feel more vigorous, involved and concentrated, and absorbed by work also increases, which, in turn, leads them to perceive their work performance to be higher.

We Need Engaged Workers! A Structural Equation Modeling Study from the Positive Organizational Psychology in Times of COVID-19 in Chile.

The COVID-19 pandemic has substantially impacted mental health­workers at institutions are not exempt. In our research, from positive organizational psychology, specifically from the healthy and resilient organization (HERO) model, we analyzed the relationship between healthy organizational practices−engagement and workers' burnout, and evaluated the mediation role of engagement between healthy organizational practices and worker burnout levels during the COVID-19 pandemic, through structural equation models of a cross-sectional survey-based study. We collected data from a sample of 594 Chilean workers. Our results of the correlations and structural equations demonstrate the relationship between PHOs with engagement (ß = 0.51; p < 0.001) and burnout (ß = −0.44; p < 0.001), in addition to the mediating effect of engagement between HOP with burnout (ß = −0.66; p < 0.001). In conclusion, our findings suggest that healthy organizational practices promoted worker engagement and decreased worker burnout during the COVID-19 pandemic, contributing to the postulates of the HERO model. In addition, we were able to visualize a similar scenario, which showed that burnout during a pandemic decreases when worker engagement mediates the relationship with HOP.

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.

Applying a Positive (Organizational) Psychology Lens to the Study of Employee Green Behavior: A Systematic Review and Research Agenda.

Employees can play a decisive role in combatting climate change by engaging in green behavior at work. Research on employee green behavior has recently gained traction, with research results pointing to the considerable influence of positive variables (e.g., personal values, positive affect) on employee green behavior. While such positive variables lie at the heart of the scholarly discipline positive organizational psychology, there is scant research at the intersection of positive organizational psychology and employee green behavior. The current manuscript aims to give impetus to such research. To this end, the manuscript presents a systematic review of the literature on positive predictors of employee green behavior and identified 94 articles that investigate such predictors. We explicitly map these investigated predictors onto a positive (organizational) psychology frame of reference. Subsequently, we use the findings of the review to identify gaps and outline concrete suggestions for future research at the intersection of positive organizational psychology and employee green behavior, addressing both theoretical and methodological suggestions.

Job Crafting and Work Engagement: The Mediating Role of Work Meaning.

One of the most widely researched personal resources is job crafting, for which several studies have confirmed the existence of a positive relationship with engagement. Some authors suggest that it would be necessary to go deeper into the mechanisms that can help us explain this relationship. Therefore, the aim of this study is to ascertain the possible influence of the meaning of work on the relationship between job crafting and engagement. The sample is composed of 814 workers (50.4% women) with an average age of 41.68 years (SD = 9.78). The results were obtained by simple mediation analysis using PROCESS. The meaning of work mediates the relationship between job crafting and engagement, this influence being especially significant in the case of cognitive crafting. This study confirms the positive relationship between job crafting and engagement. However, in the case of some types of job crafting, increased levels of engagement only occur if the individuals also manage to increase the levels of meaning attributed to the work role. Therefore, in order to improve the well-being levels of working people, it would also be necessary to help them understand how these changes help them to attribute more meaning to their work.

Positive Organizational Psychology: A Bibliometric Review and Science Mapping Analysis.

Positive organizational psychology (POP) is a research area that focuses on the positive aspects of optimal functioning at work. Although consolidated and with a large volume of publications, no bibliometric analysis has been performed that allows knowing its high-level structure, developments, and distribution of knowledge since its origins. The objective is to analyze the 7181 articles published in POP on the Web of Science Core Collection (WoSCC). A retrospective bibliometric analysis and science mapping were performed. The title, authors, institutions, countries, scientific categories, journals, keywords, year, and citations were extracted from WoSCC. Impact factor, quartile, and country were collected from Journal Citation Reports (JCR) 2019. Authors were classified according to the proposal of Crane, and Bradford's law was calculated. The results show that it is an area with more than 100 years of experience, divided into three stages of different productivity and visibility, highlighting a decrease in its visibility in recent years. With a multidisciplinary and international interest, psychology and business and economics stand out, especially in countries such as the United States, the United Kingdom, and the Netherlands. Four popular study topics emerged: well-being at work, positive leadership, work engagement, and psychological capital.

La relación entre la edad, el engagement y la disposición al cambio organizacional / The relationship between age, engagement and disposition to organizational change

Resumen La gestión de recursos humanos como función estratégica en las organizaciones de trabajo constituye en la actualidad una actividad de alta complejidad que implica importantes retos para los líderes de gestión humana a nivel global, debido a los procesos de cambio constante que viven las organizaciones de todo tipo. Estos procesos están dados tanto por exigencias provenientes de las transformaciones del entorno como por los requerimientos internos de ajuste en las organizaciones para mantener su productividad y competitividad en la dinámica de los mercados actuales, condiciones que imprimen serias implicaciones en la gestión del cambio y su relación con el comportamiento, desempeño y compromiso de los trabajadores. El objetivo de esta investigación fue identificar la posible relación entre la edad, el engagement, y la disposición al cambio organizacional, ya que estas variables resultan tener un papel clave en la gestión de recursos humanos en el contexto actual del mundo del trabajo, según se concluye de estudios previos que muestran relaciones entre diferentes tipos de compromiso y procesos de cambio organizacional. La presente investigación se enmarca en la perspectiva de la psicología positiva, un enfoque reciente que busca alejarse del énfasis en lo patológico del comportamiento para centrarse en los aspectos positivos y el potencial del ser humano. Esta perspectiva de la psicología en el campo del estudio del comportamiento organizacional se ha denominado "psicología organizacional positiva". Para lograr los objetivos de identificar la relación entre las variables, se realizó un estudio predictivo, que se orienta fundamentalmente a indagar la relación funcional entre dos o más variables, con un diseño correlacional simple en el que no se utilizan formas de control de variables extrañas que puedan tener influencia en la relación funcional investigada. La muestra estuvo compuesta por 808 personas divididas en dos submuestras (35.5 % colombianos y 65.5 % ecuatorianos), seleccionadas de manera no probabilística accidental. Para la evaluación de las variables se utilizó el autorreporte en la edad, el cuestionario Utrecht Work Engagement Scale (UWES) y el instrumento Disposición al Cambio Organizacional. Los resultados mostraron relaciones significativas entre las variables disposición al cambio organizacional y engagement, tanto a nivel general como en las submuestras. Sin embargo, al indagar sobre el posible papel moderador de la edad entre las otras dos variables, no se encontraron evidencias al respecto. Otros análisis sugieren la posibilidad de un efecto mediado por aspectos culturales que puede incidir en la disposición al cambio. El presente estudio constituye un importante aporte en la comprensión del comportamiento humano en el trabajo en relación con procesos de cambio organizacional, específicamente la asociación de este con variables como el engagement y la edad. Sin embargo, sucesos recientes como la situación mundial derivada de la pandemia por el virus SARSCOV2 y su impacto en las dinámicas de trabajo sugieren la necesidad de avanzar en estudios complementarios al realizado por los autores y que se presenta en este artículo, puesto que las actividades laborales han migrado para muchas personas del contexto de la empresa al contexto del hogar, lo que pone en escena otras variables que podrían incidir en la relación aquí indagada.

Abstract Human resource management as a strategic function in work organizations is currently a highly complex activity that implies significant challenges for human management leaders at a global level, due to the processes of constant change that all kind of organizations must experience, due to demands arising from the transformations of the environment and the internal requirements of adjustment in organizations to maintain their productivity and competitiveness in the dynamics of current markets, conditions that have serious implications in the management of change and its relationship with behavior , performance and commitment of the workers.. In this context, the human resources area has the important task of contributing to the management of human talent to achieve high levels of commitment from people in organizations and facilitate change processes, if organizational leaders want to achieve strategic objectives in a much more effective way. To achieve this, it is necessary to identify key variables that affect human behavior in work contexts and understand the possible relationships between these variables. The main objective of this research was to identify the relationship between age, engagement, and disposition to organizational change since these variables turn out to have a key role in human resource management in the current context of the world of work. The present investigation is framed in the perspective of positive psychology, a recent approach that seeks to move away from the emphasis on the pathological behavior to focus on the positive aspects and potential of the human being. This is the perspective of psychology in the field of the study of organizational behavior has been called positive organizational psychology. To achieve the objectives of identifying the relationship between the variables, a predictive study with a simple correlational design was performed. This kind of study is mainly oriented to investigate the functional relationship between two or more variables in which no forms of control of strange variables are used. The sample was made up of 808 people divided into two sub-samples (35.5 % Colombian and 65.5 % Ecuadorian), selected in an accidental non-probabilistic way; The self-report on age, the Utrecht Work Engagement Scale (UWES) questionnaire and the instrument Disposition to organizational change were used to evaluate the variables. The results showed significant relationships between the variables disposition to organizational change and engagement, both in general and in the subsamples; however, when investigating the possible role of age in moderating the other two variables, no evidence was found in this regard. Other analyzes suggest the possibility of an effect mediated by cultural aspects that may affect the readiness to change. However, recent events such as the world situation derived from the SARSCOV2 virus pandemic and its impact on work dynamics, suggest the need to advance in complementary studies to the one carried out by the authors and presented in this article, since the Work activities have migrated for many people from the context of the company to the context of the home, which highlights other variables that could affect the relationship investigated here.

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.

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.

Key concepts for managing organizations and employees turning towards the Fourth Industrial Revolution.

The Fourth Industrial Revolution (4IR) brings radical changes for employees, organizations and societies. These changes are accompanied by unforeseeable challenges on cognitive, affective and behavioural levels, as well as fundamental questions that require a response. Work and meaning of work are changing. Organizations have to address employees' perceptions, and deal with rapid technological innovation, new work and employment concepts, as well as global and local power shifts. This conceptual article proposes selected key concepts for managing organizations and employees, namely creativity, positive emotions and solution-focus as keys to meaning-making in the 4IR. The aim of this article is to explore selected key concepts in managing 4IR organizations on a conceptual level and to stimulate future theoretical reflections and discourses of positive psychology (PP) and positive organizational psychology (POP) impacts within the 4IR transformations. Conclusions are drawn and provides recommendations for theory and practice.

Inventario de Flow en el Trabajo: evidencias de validez de la estructura interna y criterio / Inventário de Flow no Trabalho: evidências de validade da estrutura interna e critério / Work-related Flow Inventory: internal structure and criterion validity evidence

El objetivo de este estudio fue adaptar y validar el Inventario de Flow en el Trabajo de Bakker en Argentina. Se utilizó un diseño empírico-instrumental transversal sobre una muestra no probabilística de 442 trabajadores (53% mujeres; Medad=33,5 años; DPedad=19,6). Los análisis de ecuaciones estructurales exploratorios indicaron la adecuación de un modelo trifactorial con 10 ítems invariables entre distintas ocupaciones. Los valores de la varianza media extraída y de su raíz cuadrada, de la proporción heterorasgo-monorasgo, del coeficiente alfa ordinal y del coeficiente de confiabilidad compuesta, demostraron la adecuada validez convergente-discriminante y confiabilidad. Las correlaciones positivas con pasión por el trabajo, satisfacción e implicación laboral indicaron apropiada validez concurrente. Los resultados obtenidos demuestran que la versión argentina del instrumento presenta adecuadas propiedades psicométricas. (AU)

O objetivo deste estudo foi adaptar e validar o Inventário de Flow no Trabalho de Bakker na Argentina. Um desenho empírico-instrumental transversal foi utilizado em uma amostra não probabilística de 442 trabalhadores (53% mulheres, Midade=33,5 anos, DPidade=19,6). Análises de equações estruturais exploratórias indicaram a adequação de um modelo tri-fatorial com 10 itens invariante entre diferentes ocupações. Os valores da variância extraída média e da sua raiz quadrada, da proporção heterorasgo-monorasgo, do coeficiente alfa ordinal e do coeficiente de confiabilidade compósita demonstraram adequada validade convergente-discriminante e confiabilidades. As correlações positivas com paixão, satisfação e implicação no trabalho indicaram apropriada validade concorrente. Esses resultados mostram que a versão argentina do instrumento possui propriedades psicométricas adequadas. (AU)

The objective of this study was to adapt and validate the Work-related Flow Inventory from Bakker's study in Argentina. A crosssectional empirical instrument design was used in a non-probabilistic sample of 442 workers (53% women, Mage=33.5 years, SD=19.6). Analyses of exploratory structural equations indicated adequacy of a tri-factorial model with 10 invariant items between different occupations. The values of the mean extracted variance and its square root, the heterotrait-monotrait ratio, the ordinal alpha coefficient and the composite reliability coefficient demonstrated adequate convergent-discriminant validity and reliability. Positive correlations with passion, work satisfaction and engagement indicated appropriate concurrent validity. Results show that the Argentine version of the instrument presents adequate psychometric properties. (AU)

Riesgos psicosociales: la psicología organizacional positiva como propuesta de promoción, prevención e intervención / Psychosocial risks: positive organizational psychology as a proposal for promotion, prevention and intervention

El objetivo de este trabajo fue conceptualizar las bases de una psicología organizacional positiva para la prevención de problemas y riesgos psicosociales en el contexto organizacional. Se utilizaron fuentes bibliográficas de primer y segundo orden. El análisis se realizó a partir de las categorías encontradas en el esquema teórico. Existe la necesidad de plantear un modelo comprehensivo que, basado en investigación empírica, permita disminuir, prevenir o erradicar los riesgos psicosociales en el contexto organizacional. La psicología organizacional positiva ofrece un modelo que podría facilitar el desarrollo de este modelo. Argumentamos que es necesario desarrollar, desde la psicología organizacional positiva, un programa de intervención que nos permita estructurar tanto las condiciones del trabajo como los recursos laborales que tienen las personas.

Conceptualize the basis of a positive organizational psychology to the prevention of problems and psychosocial risks in the organizational context. Bibliographical sources of first and second order where used. The analysis is based from the categories found in the theoretical framework. There is a need to develop a comprehensive model, based on empirical research that allows reducing, preventing or eliminating psychosocial risks in the organizational context. Positive Organizational Psychology presents a model that could facilitate the development of this model. We argue that it is necessary to develop, from positive organizational psychology, an intervention program that allows us to structure both working conditions as labor resources that people have.