The Wiley Blackwell Handbook of the Psychology of Positivity

and Strengths‐Based Approaches at Work

Wiley Blackwell Handbooks in Organizational Psychology

Series Editor: Jonathan Passmore

The aim of the Wiley Blackwell Handbooks in Organizational Psychology is to create a set of uniquely in‐depth reviews of contemporary research, theory and practice across critical sub‐domains of organizational psychology. Series titles will individually deliver the state‐of‐the‐art in their discipline by putting the most important contemporary work at the fingertips of academics, researchers, students and practitioners. Over time, the series will grow in into a complete reference for those seeking to develop a comprehensive understanding of the field.

Published

The Wiley‐Blackwell Handbook of the Psychology of Coaching and MentoringEdited by Jonathan Passmore, David B. Peterson, and Teresa Freire

The Wiley‐Blackwell Handbook of the Psychology of Leadership, Change and Organizational DevelopmentEdited by H. Skipton Leonard, Rachel Lewis, Arthur M. Freedman, and Jonathan Passmore

The Wiley Blackwell Handbook of Psychology of Training, Development and Performance ImprovementEdited by Kurt Kraiger, Jonathan Passmore, Sigmar Malvezzi, and Nuno Rebelo dos Santos

The Wiley Blackwell Handbook of the Psychology of Occupational Safety and Workplace HealthEdited by Sharon Clarke, Tahira Probst, Frank Guldenmund, and Jonathan Passmore

The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths‐Based Approaches at WorkEdited by Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore

Forthcoming

The Wiley Blackwell Handbook of the Psychology of Team Working and Collaborative ProcessesEdited by Eduardo Salas, Ramon Rico, Neal Ashkanasy, and Jonathan Passmore

The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention Edited by Harold Goldstein, Elaine D. Pulakos, Carla Semedo, and Jonathan Passmore

The Wiley Blackwell Handbook of the Psychology of the Internet at WorkEdited by Guido Hertel, Dianna L. Stone, Richard D Johnson, and Jonathan Passmore

The Wiley Blackwell Handbook of the

Psychology of Positivity and Strengths‐Based Approaches at Work

Edited by Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore

This edition first published 2017© 2017 John Wiley & Sons, Ltd

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Library of Congress Cataloging‐in‐Publication Data

Names: Oades, Lindsay G., editor. | Steger, Michael F., editor. | Fave, Antonella Delle, editor.Title: The Wiley Blackwell handbook of the psychology of positivity and strengths-based

approaches at work / edited by Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, Jonathan Passmore.

Description: Hoboken: Wiley, 2016. | Includes bibliographical references and index.Identifiers: LCCN 2016014426| ISBN 9781118977651 (cloth) |

ISBN 9781118977644 (Adobe PDF) | ISBN 9781118977637 (epub)Subjects: LCSH: Positive psychology.Classification: LCC BF204.6.W56 2016 | DDC 158.7–dc23LC record available at https://lccn.loc.gov/2016014426

A catalogue record for this book is available from the British Library.

Set in 9.5/11pt Galliard by SPi Global, Pondicherry, India

1 2017

Contents

About the Editors viiAbout the Contributors ixForeword xvSeries Preface xviiSupported Charity: Railway Children xix

1 The Psychology of Positivity and Strengths‐Based Approaches at Work 1Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore

Part I Individual Approaches to Positive Psychology at Work 9 2 The Psychology of Positivity at Work 11

Suzy Green, Michelle McQuaid, Alicia Purtell, and Aylin Dulagil 3 Psychological Strengths at Work 34

Robert Biswas‐Diener, Todd B. Kashdan, and Nadezhda Lyubchik 4 Hope at Work 48

Christian A. Wandeler, Susana C. Marques, and Shane J. Lopez 5 Creating Meaning and Purpose at Work 60

Michael F. Steger 6 Optimal Motivation at Work 82

Christopher P. Niemiec and Gordon B. Spence 7 Flow at Work 99

Mihaly Csikszentmihalyi, Sonal Khosla, and Jeanne Nakamura 8 Mindfulness at Work 110

Gordon B. Spence 9 Resilience at Work 132

Andrew Denovan, Lee Crust, and Peter J. Clough 10 Mental Fitness at Work 150

Paula Robinson and Lindsay G. Oades

vi Contents

11 Positive Relationships at Work 171Sue Roffey

12 Humility at Work 191Don E. Davis, Joshua N. Hook, Cirleen DeBlaere, and Vanessa Placeres

13 Compassion at Work 210Tim Anstiss

Part II Organizational Approaches to Positive Psychology at Work 231

14 Good Work: The Meaning‐Centered Approach (MCA) 233Paul T. P. Wong, Itai Ivtzan, and Tim Lomas

15 Workplace and Organizational Well‐Being 248Lindsay G. Oades and Aylin Dulagil

16 Positive Approaches to Organizational Change 272Stefan P. Cantore

17 Positive Approaches to Leadership Development 297Doug MacKie

18 Employee Engagement 317Sebastiaan Rothmann

19 Job Crafting 342Gavin R. Slemp

20 Positive Approaches to Mid‐Life Careers 366Sung‐Kyung Yoo and Hyjin Lee

21 Positive Organizations and Maturing Workers 389Jeanette N. Cleveland, Gwenith G. Fisher, and Kevin M. Walters

22 Positive Psychological Assessment for the Workplace 415Aaron Jarden and Rebecca Jarden

Part III International Business Applications of Positive Psychology 439

23 Well‐Being in Health Professionals: Positive Psychology at Work 441Ulrich Wiesmann

24 The Well‐Being of Teachers and Professors 466Brittany Branand and Jeanne Nakamura

25 The Well‐Being of Information Technology Professionals 491Kamlesh Singh and Mohita Junnarkar

26 Well‐Being in the Arts and Crafts Sector 508Antonella Delle Fave and Gaja Zager Kocjan

27 The Well‐Being of Workers in the Agricultural Sector 527Lawrence Soosai‐Nathan and Antonella Delle Fave

Index 546

About the Editors

Lindsay G. Oades, PhD Lindsay (MBA with Distinction, PhD) is an Associate Professor and Deputy Director (Learning & Teaching) at the Centre for Positive Psychology, University of Melbourne, Australia. He is also the program coordinator of the Masters in Applied Positive Psychology (MAPP). In 2013 he received an Australian Government citation for outstanding contribution to student learning. He speaks at conferences around the world, and has published more than 100 peer‐reviewed journal articles and scholarly book chap-ters cited over 2,100 times. His research interests concern the applications of well‐being in workplaces, health and education systems. In particular, he has developed intervention and organizational development programs to assist mental health services to become more recovery oriented, drawing on the empirical bases of positive psychology and well‐being science. His current developing research program focuses on positive systems and well‐being literacy. In 2015 he received a Vice‐Chancellor’s Award for excellence in research commercialiation. He is a co‐editor for the multidisciplinary International Journal of Wellbeing; Managing Director of Life Sculpture Pty Ltd, non‐executive Director of the Reach Foundation, and sits on the scientific advisory panel for the Institute of Coaching, at Harvard University’s McLean Hospital. Lindsay is on the leadership team of the Wellbeing Collaborative for the Mental Health Commission of New South Wales. Lindsay enjoys traveling and cultural and outdoor adventures with his wife and two sons.

Michael F. Steger, PhD Michael is an Associate Professor of Counseling Psychology and Applied Social Psychology at Colorado State University, USA. He also is the Director for the Laboratory for the Study of Meaning and Quality of Life. His research interests concern better understanding the factors that promote human flourishing and ameliorate psychological suffering. In particular, he has focused on researching how people generate the sense that their lives are meaningful, as well as investigating the benefits of living a meaningful life. He speaks at organizations and conferences around the world, and has published more than 100 peer‐reviewed journal articles and scholarly book chapters. His published works include two books, Designing Positive Psychology and Purpose and Meaning in the Workplace. He currently serves as co‐Editor‐in‐Chief of the journal Psychology of Well‐Being, as well as on the editorial board of several additional journals. He  is the developer of the Work and Meaning Inventory, and also of the Meaning in

viii About the Editors

Life Questionnaire, which has become the most widely used measure of meaning and purpose in the world.

Antonella Delle Fave, PhD Antonella specializes in Clinical Psychology and is Professor of Psychology at the Medical School, Università degli Studi di Milano, Italy. Her research interests include the study of well‐being indicators, daily experience fluctuation patterns, and the process of psychological selection across cultures and among individuals experi-encing conditions of diversity and adversity. She developed intervention projects in the domains of health and education. Together with international partners she launched and implemented the project “Eudaimonic and Hedonic Happiness Investigation,” aimed at identifying well‐being components across cultures. She is currently conducting research and clinical studies aimed at integrating the biopsychosocial perspective of Western medi-cine and the Indian traditional view of health. She contributed to the development of positive psychology, as founding member and President of the International Positive Psychology Association (IPPA), the European Network of Positive Psychology (ENPP), and the Società Italiana di Psicologia Positiva (SIPP). Author of over 150 scientific articles and books, since 2010 she is Editor-in-Chief of the Journal of Happiness Studies.

Jonathan Passmore, D.Occ.Psych Jonathan is Professor of Psychology at the University of Evora, Portugal, and teaches at Winchester Business School and is Managing Director of Embrion, a psychology consulting company working across Europe, the Middle East, and Africa with a team of 20 trainers and psychologists. He is a chartered psychologist, holds five degrees, and has an international reputation for his work in coaching and leadership. He has published over 20 books on the themes of leadership, personal development, and change, including editing the Association for Coaching series of coaching titles. He speaks widely at conferences across the world from the United States to Europe and Asia and has published over 100 peer‐reviewed journal papers and book chapters. His work has been recognized by awards from a number of professional bodies including the Association for Coaching Global Coaching Award in 2010, the British Psychology Society Research SGCP Award for his research into safety coaching in 2012, and the Association for Business Psychologists Chairman’s Award for Excellence in 2015. He sits on the editorial board of several journals including Coaching: An International Journal and the International Coaching Psychology Review. Jonathan lives with his wife and two small children in the United Kingdom. In his spare time he keeps bees and likes to swim, walk, and run.

About the Contributors

Tim Anstiss, PhD, is a medical doctor focusing on behavioral medicine, well‐being improvement, and staff development. A former international athlete (pole vault) and Gladiators contender, Tim was one of the “Slough 50” in the BBC documentary “Making Slough Happy.” He has a postgraduate diploma in Occupational Medicine.

Robert Biswas‐Diener, PhD, is the Managing Director at Positive Acorn as well as a prolific writer, with over 55 academic publications and several books, editor, speaker, trainer and coach. His areas of research include positive psychology interventions, strengths use and development, cross‐cultural research, well‐being, flourishing, and life satisfaction.

Brittany Branand is a PhD student at Claremont Graduate University, USA, and is cur-rently a Senior Research Analyst for NORC (National Opinion Research Center) at the University of Chicago, where she evaluates innovative grant‐funded interventions. Within the developmental positive psychology field, her research focuses on interpersonal rela-tionships, including mentoring relationships, relationships in the college community, and romantic relationships in older adulthood.

Stefan P. Cantore, PhD, is Principal Teaching Fellow in Organisational Behaviour and Human Resource Management at the University of Southampton Business School, UK. Stefan has a particular interest in the role played by conversation in organization develop-ment and consulting relationships. He combines teaching with writing and organizational consultancy.

Jeanette N. Cleveland, PhD, is Professor of Industrial/Organizational Psychology at Colorado State University, USA, and elected Fellow of the Society for Industrial and Organizational Psychology and the APA. She earned her PhD from Penn State University. Her research interests include work attitudes, performance decisions, workforce diversity issues, and work–family issues.

x About the Contributors

Peter J. Clough, PhD, holds the Chair in Applied Psychology at Manchester Metropolitan University, UK. His research interests revolve around mental toughness and its relation-ship with performance within sport, education, and business.

Lee Crust is a Senior Lecturer in sport and exercise science at the University of Lincoln, UK, where he directs the MTOUGH research team. He is a chartered sport and exercise psychologist and has published both qualitative and quantitative research concerning mental toughness.

Mihaly Csikszentmihalyi, PhD, is the author of 14 books translated into 29 languages, and over 250 research articles. He is on the Board of the International Positive Psychology Association, an organization he co‐founded in 2001.

Don E. Davis, PhD, is an Assistant Professor of Counseling Psychology at Georgia State University, USA. He earned his PhD in Counseling Psychology from Virginia Commonwealth University. His research interests focus on positive psychology, particu-larly virtues associated with the strengthening and repair of relationships (e.g., forgiveness, humility, or gratitude).

Cirleen DeBlaere, PhD, is an Assistant Professor of Counseling Psychology at Georgia State University, USA. She earned her PhD in Counseling Psychology from the University of Florida. Her research and clinical interests focus on the experiences of individuals with marginalized identities, particularly individuals with multiple marginalized identities.

Andrew Denovan is a Lecturer in Psychology at Manchester Metropolitan University, UK. His research interests include stress, adjustment, positive psychology, well‐being, and the student experience in higher education. He is also interested in research methods.

Aylin Dulagil is a coaching and positive organizational psychologist with experience in positive psychology, employee engagement, leadership development, human resources, and organizational development. Aylin has worked as both an internal and external con-sultant over the last 20 years delivering organizational development initiatives to a number of Australian organizations covering a range of industries and sectors. Aylin is currently completing a PhD examining the impact of organizational climate and manager behaviors on the strengths use of individuals.

Gwenith G. Fisher, PhD, is Assistant Professor of Industrial/Organizational Psychology at Colorado State University, USA. She earned her PhD at Bowling Green State University. Her research examines individual and work factors related to worker health and well‐being with a focus on aging workforce and work/non‐work issues.

Suzy Green, PhD, is a Clinical and Coaching Psychologist and Founder of The Positivity Institute. Suzy lectured on Applied Positive Psychology in the Coaching Psychology Unit, University of Sydney, Australia, for 10 years and is an Honorary Vice President of the International Society for Coaching Psychology. Suzy also currently holds Honorary Academic positions at the University of Western Sydney, University of Wollongong, University of Melbourne, and Australian Catholic University, and she is an Affiliate of the Well‐being Institute, University of Cambridge, UK.

Joshua N. Hook, PhD, is an Assistant Professor of Counseling Psychology at the University of North Texas, USA. He earned his PhD in Counseling Psychology from

About the Contributors xi

Virginia Commonwealth University. His research interests focus on humility, forgiveness, religion/spirituality, and multicultural counseling.

Itai Ivtzan, PhD, is passionate about the combination of psychology and spirituality. He is a positive psychologist, a senior lecturer, and the program leader of MAPP (Masters in Applied Positive Psychology) at the University of East London (UEL), UK. He has published many books, journal papers, and book chapters and his main interests are spirituality, mindfulness, meaning, and self‐actualization. If you wish to get additional information about his work or contact him, please visit www.AwarenessIsFreedom.com

Aaron Jarden, PhD, is a Senior Lecturer in Psychology at Auckland University of Technology, New Zealand. He is president of the New Zealand Association of Positive Psychology, co‐editor of the International Journal of Wellbeing, lead investigator for the Sovereign New Zealand Wellbeing Index, and Senior Scientist for Work on Wellbeing.

Rebecca Jarden is a lecturer in nursing at Auckland University of Technology (AUT), New Zealand. She is a registered nurse with a background in critical care nursing, and her research and practice interests include: critical care nursing, quality in health care, student and workplace engagement and motivation, with a particular focus on well‐being.

Mohita Junnarkar, PhD, completed her post‐doctoral fellowship in the area of positive psychology. Her expertise deals with studying psychometric properties of various scales and validation of same for Indian population. She has to her credit national and interna-tional peer reviewed journal papers in the area of psychometric validation of positive psy-chology constructs.

Todd B. Kashdan, PhD, has published over 150 peer‐reviewed articles and is a co‐author of The Upside of Your Dark Side, among other books. He is Professor of Psychology and Senior Scientist at the Center for the Advancement of Well‐Being at George Mason University, USA.

Sonal Khosla, MA, is a student of Positive Developmental Psychology and Evaluation at Claremont Graduate University, USA. Currently she works as a research assistant at the Quality of Life Research Center, under the supervision of Dr Jeanne Nakamura and Dr Mihaly Csikszentmihalyi.

Gaja Zager Kocjan is a psychologist and teaching assistant at the Department of Psychology, University of Ljubljana, Slovenia. Her main research interests include positive psychology and personality psychology. Currently her primary focus is on various indica-tors of employee well‐being.

Hyjin Lee completed her BA in Psychology at the University of British Columbia, Canada, and her MA in Counselling Psychology at Ewha Womans University, South Korea. She has worked in a Human Resources consulting firm in South Korea. Her current work special-izes in Assessment and Development Centers, and People Development.

Tim Lomas, PhD, is a Lecturer at the University of East London (UEL), UK, where he is the programme leader for the MSc in Applied Positive Psychology and Coaching Psychology. Tim has authored numerous books and papers in positive psychology, including a recent textbook on Applied Positive Psychology.

xii About the Contributors

Shane J. Lopez, PhD, served as a Senior Scientist at Gallup and Research Director of the Clifton Strengths Institute, as well as a much-revered professor at the University of Kansas where he played a seminal role in the founding and flourishing of positive psychology. His work on the links between hope, strengths development, academic success, and overall well-being led to insights and collaboration among scholars around the world. He exem-plified how giving life to one’s positive characteristics could create and strengthen positive institutions. Dr. Lopez passed away in 2016, prior to the publication of his work in this volume.

Nadezhda Lyubchik works at Positive Acorn and has a number of publications on topics spanning social and positive psychology. Her areas of research include social relationships, cross‐cultural research, public policy development and assessment, socio‐cognitive neuro-science and positive psychology interventions.

Doug MacKie, PhD, is a business psychologist and executive coach with over 25 years’ experience in the assessment and development of executive, leadership, and team capabil-ity within top companies in Australia, Asia, and the UK. He has presented at international conferences and published in leading journals on strength‐based approaches to leadership development, the importance of effective evaluation, and assessing Return on Investment in coaching engagements. He is the author of a forthcoming text on strengths‐based lead-ership coaching in organizations, based on his research in this area.

Susana C. Marques, PhD, is a researcher, full member, of the Center of Psychology at University of Porto, Portugal, and professor at the Faculty of Psychology and Education at the same university. Much of her research focuses on hope and how it can be used to help individuals, groups, and organizations flourish.

Michelle McQuaid is a best‐selling author, workplace well‐being teacher, and playful change activator. An Honorary Fellow at the Melbourne Graduate School of Education at the University of Melbourne, Australia, she holds a Masters of Applied Positive Psychology from the University of Pennsylvania, USA, and is currently completing her PhD. She writes for Psychology Today, Huffington Post, and Live Happy and her work has been fea-tured in Forbes, the Harvard Business Review, The Wall Street Journal, and more.

Jeanne Nakamura, PhD, is Associate Professor, Division of Behavioral and Organizational Sciences, Claremont Graduate University, USA, where she co‐directs the positive psychol-ogy concentration and the Quality of Life Research Center. She has investigated positive psychology in an adult‐developmental context, including engagement and creativity, men-toring and good work, and aging well.

Christopher P. Niemiec, PhD, is a Senior Lecturer and Research Associate in Psychology and the Director of Undergraduate Studies in the Department of Clinical and Social Sciences in Psychology at the University of Rochester, USA. He also holds an honorary appointment as Visiting Associate Professor in the Faculty of Business at the University of Wollongong Sydney Business School in Australia. His program of research has extended principles from self‐determination theory in social, personality, and developmental psy-chology, and has applied those principles to the domains of education, health, and organi-zational behavior.

Vanessa Placeres is an Associate Professional Counselor. She earned her Master’s degree in Counseling, Marriage and Family Therapy from California State University, Fresno,

About the Contributors xiii

USA. She is currently working toward obtaining her Education Specialist in School Counseling. Her research interests focus on positive psychology, specifically bullying and forgiveness.

Alicia Purtell is an organization development specialist. She holds a BA from Sydney University, Australia, a Post-Graduate Certificate in Business from Macquarie Graduate School of Management, a Masters of Coaching Psychology from Sydney University. She is also currently completing a Post‐Graduate Diploma in Psychology at Sydney University. Alicia has previously worked as a Senior Associate with The Positivity Institute and is cur-rently the People and Culture Director – BCWA (Beer, Cider and Wine Australia) at Lion.

Paula Robinson, PhD, following a career as a senior executive, is now a registered, con-sulting psychologist, specializing in the science, application, and integration of traditional Psychology and Positive Psychology. Over the past 15 years, Paula has completed numer-ous research studies, academic lectures, advisory roles, keynote presentations and strategic positive change programs for government, private organizations, schools, and the wider community.

Sue Roffey, FRSA, is an educational psychologist, academic, and author. The founder of Wellbeing Australia, she is currently Associate Professor (adjunct) at Western Sydney University, Australia, and affiliated to the Well‐being Institute at Cambridge, UK. Her many publications have an international readership and she works across the world as an educational consultant and speaker.

Sebastiaan Rothmann, PhD, is full professor in Industrial Psychology at the North‐West University, South Africa, and Director of the Optentia Research Programme. His research interest is the assessment and development of human potential and flourishing in institu-tions within a multicultural context. He has published more than 160 articles and chapters in peer‐reviewed journals and handbooks.

Kamlesh Singh, PhD, is actively engaged in positive psychology research, with a special focus on testing of various constructs, and development and validation of interventions for different populations. She published several book chapters and papers in national and international peer‐reviewed journals. She is member of the board of directors of International Positive Psychology Association (IPPA), and founding member and secre-tary of National Association of Positive Psychology (NPPA) in India. For more details, please visit: http://web.iitd.ac.in/~singhk/

Gavin R. Slemp, PsyD, is a lecturer, academic, and Associate Director of Undergraduate Programs in the Centre for Positive Psychology, University of Melbourne, Australia. With a background in Organizational Psychology, his research interests are primarily in the areas of employee well‐being, motivation, job crafting, and cross‐cultural psychology.

Lawrence Soosai‐Nathan, PhD, a Roman Catholic priest, is a psychotherapist with an eclectic approach and a holistic well‐being perspective. Alongside being a trainer, he serves presently as Head of the Department of Psychology at the Anugraha Institute of Social Sciences, a rural college affiliated to Madurai Kamaraj University (Tamil Nadu, India), and is committed to the empowerment of the rural youth, especially the girls.

Gordon B. Spence, PhD, is Course Director of the Master of Business Coaching, Sydney Business School, University of Wollongong, Australia. He is a registered psychologist,

xiv About the Contributors

lecturer, researcher, and practicing executive and workplace coach. His doctoral disserta-tion focused on the integration of mindfulness practice into evidence‐based coaching and his current research interests include autonomous motivation, employee engagement, and workplace well‐being. He is also past co‐chair of the Science Advisory Council, Institute of Coaching, McLean Hospital/Harvard and author of several peer‐reviewed book chapters and journal articles.

Kevin M. Walters is a graduate student in Industrial/Organizational Psychology at Colorado State University, USA, and a trainee in Occupational Health Psychology through the Mountains and Plains Education and Research Center. His research focuses on improving positive aspects of the work environment, such as health, job satisfaction, and meaningfulness of work.

Christian A. Wandeler, PhD, is an Assistant Professor in research methods and statistics, California State University, Fresno, USA. His research interests are in the development of hope and motivation, self‐determination at the workplace, teacher training, and quality of vocational education and training.

Ulrich Wiesmann is the Associate Director of the Institute of Medical Psychology and the Head of the Psychotherapeutic Service at the University of Greifswald, Germany. As a psychotherapist, he specializes in the treatment of trauma disorders and has long experi-ence as a supervisor for clinical teams. As a researcher, he is interested in the psychology of positive aging.

Paul T. P. Wong, PhD, is Professor Emeritus of Trent University, Canada, and Adjunct Professor of the Clinical PhD Program at Saybrook University, USA. He is a Fellow of the American Psychological Association (APA) and the Canadian Psychological Association (CPA), and President of the International Network on Personal Meaning (www.meaning.ca) and the Meaning‐Centered Counselling Institute. Editor of the International Journal of Existential Psychology and Psychotherapy, he has also edited two influential volumes on The Human Quest for Meaning. A prolific writer, he is one of the most cited existential and positive psychologists. The originator of Meaning Therapy and International Meaning Conferences, he has been invited to speak worldwide.

Sung‐Kyung Yoo, PhD, is Professor of Psychology at Ewha Womans University in South Korea. She earned her PhD at the University of Minnesota, USA, and obtained the Distinguished International Scholar award from the University of Minnesota. She is a Fulbright Visiting Scholar at Harvard University. Her research interest is career issues across developmental stages and gender in Asian culture.

Foreword

One important function of handbooks is to provide a comprehensive view of the latest information and most reliable findings related to a central topic. Almost no one reads a handbook from beginning to end, but we usually use them to identify what we know and do not yet know about certain subjects. Handbook chapters are generally considered to be the most reliable sources for advanced learning. They help us discover what’s new, what’s interesting, and what we have a difficult time finding elsewhere.

This handbook fulfills the highest aspirations to which handbooks aspire. It is edited by some of the best known scholars in the field of positive organizational psychology, and their choices of chapter topics and contributors are outstanding. The chapter contribu-tors are not only luminary and internationally known for their work, but they represent the most diverse set of scholars yet to be compiled into one volume. Authors represent Africa, Asia, Australia–New Zealand, Europe, and North America. They address topics that are often neglected in the organizational psychology literature, and they highlight the application of positive organizational psychology across an impressive array of work con-texts – including different sectors (e.g., education, health care, arts and crafts, agriculture, IT), different demographics (e.g., mid‐career, aging), and different practices (e.g., job crafting, relationships, motivation, leadership, organizational change).

As can be expected, the fields of positive psychology and strengths‐based approaches to work have met with their share of critics and detractors. These approaches to work have been accused of being biased toward the existing Western value system. They are Euro‐centric and U.S.‐centric and perpetuate a narrow values‐bias, say the critics. More-over, the term “positive” connotes more pizzazz than substance, and this work has gar-nered attention merely because the term sounds commonsense. Research findings are often invalid, overstated, and misleading, say the detractors, and misinterpreting or over‐claiming results are common. Positive organizational psychology is merely a focus on “happiology,” and the results perpetuate increased conformity among workers and lack of freedom.

Oades, Steger, Delle Fave, and Passmore have created a volume that provides an excel-lent example of counter‐arguments to the critics. The perspectives are diverse. The research is rigorous and carefully crafted. The arguments are sound and well documented. And, the applications are impressive and innovative. The chapter authors are not novices or

xvi Foreword

inexperienced scholars. They represent some of the best minds available. I am confident, therefore, that you will find The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths‐Based Approaches at Work to be an excellent source for the latest thinking and the most current findings about positive organizational psychology at work.

Kim CameronRussell William Kelley Professor of Management and Organizations

and Professor of Higher EducationUniversity of Michigan, USA

Series Preface

Welcome to this fifth book in the Wiley Blackwell Industrial and Organizational Psychology (O/I) series. This title in the series focuses on positive psychology (PP) at work and builds on the previous four titles in the series on leadership and change, coaching and mentoring, training and development, and health and safety.

Over recent years we have seen a growth in positive psychology, which itself is rooted in humanistic approaches from the 1950s and 1960s. However the past decade or more of research in this field has provided quantitative evidence of the well‐being and performance benefits of adopting positive approaches. While organizational psychology has tradition-ally focused on what works, as opposed to what does not work, PP offers opportunities for psychologists at work to further enhance and support their clients, helping to make work more fulfilling and more enjoyable while attaining higher levels of performance.

We believe this series differs in four ways from other titles in the field.Firstly, the focus of the title is aimed at the academic researcher and student, as opposed

to the practitioner, although scholar practitioners may also find this an interesting read. The aim of this book is to offer a comprehensive coverage of the main topics of inquiry within the domain and in each of these to offer a comprehensive critical literature review of the main topic areas. Each chapter is thus an attempt to gather together the key papers, book chapters, and ideas and to present these for the serious researcher, student, and academic as a starting point for research in the key topics of I/O psychology in a focused (10,000‐word) chapter. The book thus aims to operate as a starting point for any in‐depth inquiry into the field.

Secondly, while many books take a UK/European or a US/North American approach with contributors drawn predominantly from one continent or the other, in this series we have made strenuous efforts to create an international feel. For each title in the series we have drawn contributors from across the globe, and encouraged them to take an inter-national, as opposed to national or regional, focus. Such an approach creates challenges. Challenges in terms of language and spelling, but also in the way ideas and concepts are applied in each country or region. We have encouraged our contributors to highlight such differences. We encourage you as the reader to reflect on these to better understand how and why these differences have emerged and what implications they have for your research and our deeper understanding of the psychological constructs that underpin these ideas.

xviii Series Preface

Thirdly, the chapters avoid offering a single perspective, based on the ideas of a single contributor. Instead we have invited leading writers in the field to critically review the literature in their areas of expertise. The chapters thus offer a unique insight into the  literature in each of these areas, with leading scholars sharing their interpretation of the literature in their area.

Finally, as series editor I have invited contributors and editors to contribute their roy-alties to a charity. Given the international feel of the title, we selected an international charity – The Railway Children – a charity that supports run‐away and abandoned chil-dren across the world. This means approximately 10 percent of the cover price has been donated to charity and in this way we collectively are making a small contribution to making the world a slightly better place.

With any publication of this kind there are errors; as editors we apologize in advance for these.

Jonathan PassmoreSeries Editor, I/O Psychology

Supported Charity

Railway Children

Railway Children supports children alone and at risk on the streets of India, East Africa, and the UK. Children migrate to the streets for many reasons, but once there they experience physical and sexual abuse, exploitation, drugs, and even death. We focus on early intervention, getting to the street kids before the street gets to them, and where possible we reunite them with their families and communities.

In addressing the issue we work through our three step change agenda to,

• Meet the immediate needs of children on the streets – we work with local organiza-tions to provide shelter, education or vocational training, counselling and, if possible, reintegration to family life.

• Shift perception in the local context – we work with local stakeholders to ensure that street children are not viewed as commodities to be abused and exploited – but as chil-dren in need of care and protection.

• Hold Governments to account – if we are to see a long‐term, sustainable change for the children with whom we work, we must influence key decision‐makers, ensuring that provisions for safeguarding children are made within their policies and budgets.

Last year we reached over 27,000 children; 14,690 of these were in India where we reunited 2,820 with their families. In the UK we launched our research, “Off the Radar,” which revealed the experiences of over 100 of the most detached children in the UK. Many of these children received no intervention either before leaving home or once they were on the streets. We have made recommendations that include emergency refuge for under 16 s and a wrap‐round of other services, such as Misper schemes, local helplines, outreach and family liaison, to allow children and young people to access interventions in a variety of ways.

To find out more about our work, or to help us support more vulnerable children, please go to www.railwaychildren.org.uk or call 00 44 1270 757596.

The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths-Based Approaches at Work, First Edition. Edited by Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore. © 2017 John Wiley & Sons, Ltd. Published 2017 by John Wiley & Sons, Ltd.

The Psychology of Positivity and Strengths‐Based Approaches at Work

Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore

1

Introduction

In this short introductory chapter, we aim to explore the nature of the psychology of positivity and how strengths‐based approaches are used with individuals and organiza-tions. We define positive psychology and describe strengths‐based approaches and the relevance of both to work. Finally, we will briefly set out for the reader what follows in this edited handbook.

What Is Positive Psychology?

The science of positive psychology provides most of the empirical base for what is termed the “psychology of positivity” in the title of this handbook. Positive psychology has emerged as the scientific study of positive human functioning and flourishing intrapersonally (e.g., biologically, emotionally, cognitively), interpersonally (e.g., relationally), and collectively (e.g., institutionally, culturally, and globally) (Seligman & Csikszentmihalyi, 2000).

It may be considered to include three levels of research: the subjective level, the individual level, and the group level. Research at the subjective level includes valued subjective experiences and is broken down into past, present, and future constructs: the past involving well-being, contentment, and satisfaction; the present involving flow and happiness; and the future involving hope and optimism. The individual level involves research into individual traits that are positive, such as character strengths (including those that guide our interactions with others), talent, and the capacity for vocation. Finally, the group level involves research into “civic virtues and the institutions that move individuals towards better citizenship: responsibility, nurturance, altruism, civility, moderation, tol-erance and work ethic” (Seligman & Csikszentmihalyi, 2000, p. 5). All three levels are relevant to the workplace, and we have attempted to represent each in the preparation

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of this handbook: Part I maps well onto the subjective and individual levels and Part II maps onto the group level. In particular, the established area of research in positive organizational scholarship has much relevance for research within Part II (Cameron & Dutton, 2003; Cameron & Spreitzer, 2012).

What Are Strengths‐Based Approaches?

Well‐being may be viewed as a key outcome of positive psychology endeavors. The use of strengths, and particularly character strengths, may be viewed as a key process of positive psychology. The concept of character strengths is based in a tradition that emphasizes virtues as inducements to behave well, in contrast with traditions that focus on rules to be followed. Peterson and Seligman (2004) developed a classification of strengths comprising 6 universal virtues and 24 character strengths. The Values in Action Inventory of Strengths Survey (VIA) identifies character traits expressed across all areas of life: home, family, social life, and work. For this title, work is the key area of focus.

In addition to exploration of specific character strengths and strengths‐use, which is covered directly in Chapter 3, this guidebook is strengths‐based more broadly. That is, the approaches taken across the chapters seek to approach individuals and organizations from a strengths perspective – looking for what is working well, how individuals are lever-aging strengths, seeking optimal performance – compared to traditional approaches which may be diagnostic, problem‐solving, seeking root causes, and so on. A strength‐based approach is often contrasted with a deficit‐based approach. It is an approach where one aims to approach the positive, rather than escape or avoid the negative. It is an approach where the presence of positive attributes is what is sought, not only the absence of negative attributes. It is one in which we guard against the negativity bias, one in which revenue is considered important and not only cost reduction, one in which human and environ-mental contribution becomes paramount. This is similar to the approach within positive organizational scholarship, as described by Professor Kim Cameron in the Foreword. Both the psychology of positivity and the related area of strengths provide a fertile theoretical and growing empirical base to understand the behavior of individuals and groups in an organizational context. The specific research developments are now introduced.

Research Developments in the Psychology of Positivity and Strengths‐Based Approaches at Work

Our hope is that this handbook will be a useful resource for postgraduate researchers, stu-dents, and academics, who are looking for a comprehensive and critical review of the liter-ature as a platform for their own research. Also scholar‐practitioners can refer to this handbook to understand the depth and scope of the literature to enhance evidence‐based practices and generate practice‐based research. Importantly and more broadly, our hope is that the knowledge base described in this title will contribute to making workplaces more positive and meaningful places to work and developing organizations as contexts that can better leverage the strengths of their employees.

This book is structured using three parts focused on individual approaches to positive psychology at work, organizational approaches to positive psychology at work, and business or sector‐based applications of positive psychology. Together these sections progress the reader through an ecological journey from the individual, to the organization, and then consider whole sectors on an international scale.

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Part I comprises 12 chapters that describe classical positive psychological constructs and evidence in the workplace.

In Chapter 2 Green, McQuaid, Purtell and Dulagil set the foundation for this guide by reviewing the theories and evidence surrounding the psychology of positivity at work, including Fredrickson’s broaden‐and‐build theory (Fredrickson, 2001; Fredrickson & Joiner, 2002). These authors assert that positive organizational scholars have become intrigued by the potential benefits that positive emotions (e.g., joy, gratitude, and hope) and “positivity” more broadly (encompassing emotions, thoughts, and behaviors), have to offer employees and organizations.

Biswas‐Diener, Kashdan, and Lyubchik – Chapter 3 – explore the important area of psychological strengths at work. In addition to critically reviewing important literature, this chapter provides a useful comparison between well‐known strengths frameworks of VIA, StrengthsFinder, and Realise2, and important exploration of the malleability of strengths (Linley, Nielsen, Wood, Gillett, and Biswas‐Diener, 2010; Peterson & Seligman, 2004; Peterson, Stephens, Park, Lee, & Seligman, 2009).

Chapter 4 takes the reader to the future‐oriented construct of hope. Wandeler, Marques, and Lopez provide a description of hope theory that addresses fundamental motivational, cognitive, and emotional components of human thinking, feeling, and action, and thus is well suited to be applied to the context of work. They assert that usually hope is consid-ered as a characteristic of an individual, but organizations can also be considered hopeful (Wandeler, Baeriswyl, & Shavelson, 2011).

Steger  –  Chapter  5  –  proposes that meaningful work holds the promise of being the ‘next big thing’ among organizations seeking a lever for improving organizational performance (Dik, Byrne, & Steger, 2013). Steger explores how meaningful work repre-sents an opportunity to go beyond the standard maximization of effort and outcome to the improved well‐being of the wider range of people associated with organizations. He suggests that not only is there meaning at work, but explores the idea of work itself as meaning (Steger & Dik, 2010). This chapter relates to the Good Work chapter – Chapter 14 – described below.

In Chapter  6, Niemiec and Spence introduce the archetypal workplace construct of motivation. Based particularly in self‐determination theory (SDT), this chapter explores optimal motivation at work. The authors explain that optimal motivation – marked by volition and self‐regulation – is likely to be facilitated by contextual support for satisfac-tion of basic psychological needs: autonomy, competence, and relatedness (Baard, Deci, & Ryan, 2004). In addition to theoretical description, the chapter provides a critical review of recent empirical literature (Güntert, 2015).

In Chapters 7 and 8 the focus moves to issues of attention and absorption at work. In Chapter 7 Cziksentmihalyi, Khosla, and Nakamura describe flow theory (Csikszentmihalyi, 1990) and its relevance to the workplace and work itself. Based on a review of 10 years of literature, the chapter summarizes facilitators, inhibitors, and outcomes of flow.

In Chapter 8 Spence elucidates the recently popular area of mindfulness at work. Spence helps the reader wrestle with that considerable confusion that has arisen due to poorly defined approaches to mindfulness, which vary in its presentation as a state, trait, atten-tional process, mode of being, or committed lifestyle choice (Cavanagh & Spence, 2013). Notwithstanding these challenges, Spence reports how the positive impact of mindfulness on working adults is now being confirmed by meta‐analytic studies, such as Sharma and Rush (2014) and Virgili (2015).

In Chapters 9 and 10 the notion of having something in reserve to deal with work chal-lenges is addressed by exploring resilience and mental fitness respectively. Denovan, Crust, and Clough explore resilience at work in Chapter 9. These authors necessarily take the time

4 The Psychology of Positivity

to define the contested term resilience comparing it to other concepts including hardiness and mental toughness (Clough & Strycharczyk, 2012). The authors conclude by arguing for the need for future research with tighter ways of defining and measuring resilience.

Chapter  10 introduces the concept of mental fitness and its application at work. Robinson and Oades (Robinson, Oades, & Caputi, 2014) assert that mental fitness, based on an analogy to physical fitness, can make intentional efforts toward managing one’s psychological well‐being more accessible and more likely. They use strength, endur-ance, and flexibility as factors to achieve this. The chapter critiques related literature and provides workplace examples to elaborate this new empirical construct.

The final trio of chapters in this section involve relational concepts, positive relation-ships, and issues of humility and compassion at work. In Chapter 11 Roffey provides a critical overview of the broad and important issue of positive relationships at work. Quot-ing Reis and Gable’s (2003) assertion that relationships may be the most important source of life satisfaction and well‐being, Roffey covers how the changing nature of organizations has impacted upon relationships with work and relationships at work.

Davis, Hook, DeBlaere, and Placares – Chapter 12 – examine the interesting phenomenon of humility at work. They posit that we seem to struggle with narcissistic tendencies more so than in years past (Twenge & Campbell, 2009). Given this observation the chapter explores how humility may impact upon one’s work life, and they note that since 2010 the scientific study of humility has grown considerably.

Chapter 13 examines compassion at work. Anstiss uses Jazaieri et al. (2013) to define compassion as ‘a complex multidimensional construct that is comprised of four key com-ponents: (1) an awareness of suffering (cognitive component), (2) sympathetic concern related to being emotionally moved by suffering (affective component), (3) a wish to see the relief of that suffering (intentional component), and (4) a responsiveness or readiness to help relieve that suffering (motivational component)’. Anstiss argues that this research area now needs to progress from descriptive studies, theory building, and the development of plausible models to more rigorous and systematic model testing, single and multicom-ponent interventional studies, and research into casual pathways and mechanisms.

Part II comprises nine chapters that describe organizational approaches that involve positive psychology and well‐being.

Wong, Itzvan, and Lomas commence the section – Chapter 14 – with exploration of the concept of good work based on a meaning‐centered approach (Wong, 2006). These authors provide a critical review of previous approaches from positive psychology toward organizations. They argue that there is a somewhat unrecognized link between work and meaning in life.

In Chapter 15 Oades and Dulagil outline a three‐level conceptualization of individual, group, and organizational well‐being. They argue against the “individualist fallacy” in organizational research, which sometimes inadvertently reduces analysis to the level of the individual. They propose that systems thinking will be fruitful for future organizational research in workplace and organizational well‐being (Schneider & Somers, 2006).

Cantore – Chapter 16 – examines the important area of organizational change. The author explores the role of pessimism and optimism in how people conceptualize orga-nizations and change with them. He draws on concepts such as positive deviance from positive organizational scholarship (Cameron & Dutton, 2003) to outline the emergence of positive organizational development.

In Chapter 17 MacKie asserts that positive leadership development offers access to a range of new theoretical and evidence‐based approaches that have the potential to refine and enhance how leaders and leadership are developed in organizations drawing on the works of writers such as Luthans and Avolio (2003).

The Psychology of Positivity 5

Rothmann  –  Chapter  18  –  addresses the growing interest in employee engagement from Kahn’s (1990) notion of personal engagement of individuals in their work, repre-sented by the person’s investment of cognitive, physical, and emotional energy into their role performances. Schaufeli, Salanova, González‐Romá, V., and Bakker (2002) claim that although engagement is negatively related to burnout, it is an independent and distinct concept characterized by three dimensions, namely vigor, dedication, and absorption at work. Rothmann critiques the current approaches to employee engagement calling for a new unifying model to support future empirical research.

In Chapter 19 Slemp summarizes and critiques the literature on job crafting – defined as “the physical and cognitive changes individuals make in the task or relational boundaries of their work” (Wrzesniewski & Dutton, 2001, p. 179). Slemp concludes that job crafting gives people a way to inject new organization into their work experiences, allowing them to steer their work tasks, relationships, and cognitions in a direction that is consistent with their intrinsic motives and preferences. He argues that this ultimately creates a different, more intrinsically driven experience of the job. Yoo and Lee – Chapter 20 – examine the interesting area of how people make career transitions at mid-stages of their career. These authors report that, for many, mid‐career has been considered a plateaued period marked by the experience of mastery and maintenance (Slay, Taylor, & Williamson, 2004). To understand the nature of mid‐career transition, Yoo and Lee review the evolution of the notion of mid‐career, discussing the impact of environmental and individual factors on mid‐career changes. They assert that future researchers need to move beyond the tradi-tional approach to take into consideration the impacts of culture, gender, and types of work on the mid‐career transition, as well as emerging new career patterns.

In Chapter 21 Cleveland, Fisher, and Walters explore the impact of the increasing length of our work life due to increased life expectancies (Phillips & Siu, 2012). These authors discuss positive aspects of aging in relation to work – particularly the benefits of aging, the positive contribution of older workers in the workplace, and implications of positive aging for human resource management in organizations.

Chapter 22 concludes this section, with Jarden and Jarden providing a critical analysis of existing well‐being measures in the workplace. The chapter summarizes the benefits of well‐being at work and the case for well‐being assessments and the use of positive psychological assessment. Suggestions are provided as to what to assess in organizations, and how this should be assessed. The authors propose a new framework for conceptually evaluating organizational well‐being research.

Part III, comprising five chapters, considers different sectors of business, and how specific typologies of job impact on work life. This section deliberately adopts an international focus.

In Chapter  23 Wiesmann investigates the well‐being of health professionals  –  those professionals who have direct contact with patients. The World Health Organization defines the health workforce, as “all people engaged in actions whose primary intent is to enhance health” (World Health Organization, 2006, p. 1). Wiesmann provides a critical review of attempts to improve well‐being in this context and asserts that, to date, positive psychology has given no theoretical input into “positive leadership” or “human resource management” in health institutions. Given the importance and size of this workforce worldwide, this represents a great opportunity.

Branand and Nakamura – Chapter 24 – move the context from health to education by examining the well‐being of teachers and professors. These authors explore the concept of generativity as it relates to educators and serious challenges to persistence and well‐being – burnout (Vailliant & Milofsky, 1980). A critical literature review of teacher and faculty well‐being at work examines the impact of work on both hedonic and eudaimonic dimensions of well‐being.

6 The Psychology of Positivity

In Chapter 25 Singh and Junnarkar explore the well‐being of information technology professionals (Diedericks & Rothmann, 2014). They open the chapter with an important fact: globally approximately a billion people work in information technology, however the sector still faces a shortfall of employees (Young, Marriott, & Huntley, 2008). Given the scope of this workforce, the promotion of workers’ well‐being in this sector will have broad importance.

Delle Fave and Zager Kocjan  –  Chapter  26  –  examine the arts and crafts sector, summarizing studies focused on the challenges and benefits of creativity (Bille, Bryld Fjællegaard, Frey, & Steiner, 2013). As research into the well‐being of people working in these domains has been largely neglected, the authors summarize the sparse studies investigating well‐being among people who work as artists or skilled craftsmen, both in Western societies and in other countries and cultures. Importantly, these authors assert that findings derived from studies conducted on artists and craftsmen may provide useful suggestions for designing interventions aimed at increasing job satisfaction and work‐related well‐being among other professional categories more exposed to the risk of disen-gagement, repetitiveness, and lack of meaningful challenges.

In Chapter  27 Soosai‐Nathan and Delle Fave examine the well‐being of workers worldwide so essential to us all – farmers and personnel enrolled in the agricultural sector. Similar to information technology employees, it is estimated that approximately one billion people are officially employed in agriculture. Agriculture of course involves dealing with the unpredictability of climate, which has direct impact on work outcomes (Kennedy, Maple, McKay, & Brumby, 2014). While there is a limited number of studies on the well-being of workers in agriculture, there is evidence for the importance of positive relationships, mastery, self‐efficacy, and connection with nature.

Conclusion

In this title we have taken a strongly academic approach to workplace applications of positive psychology including strengths and positivity. This is in contrast to popular texts such as Lyubomirsky (2008), which offers material for practitioners. The aim is to offer an up‐to‐date edited title, with leading international scholars providing comprehensive and importantly critical reviews of wide areas of literature related to the psychology of posi-tivity and strengths in the workplace.

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