IntroductionConstructing positive and supportive relationships is fundamental for healthy workers and healthy organizations and to cope with the current challenging work scenario. Organizations need to acknowledge the relevance of the relationships for workers and organizational well-being and adopt managing practices that enhance healthy relationships for sustainability and sustainable development.MethodsThe current research sought to investigate the associations between positive relational management (PRM) and human capital sustainability leadership (HCSL), taking into account personality traits. The big five questionnaire (BFQ), the PRM Scale (PRMS), and the HCSL Scale (HCSLS) were administered to 191 Italian workers.ResultsFindings displayed that PRM was able to add incremental variance over personality traits referring to HCSL.DiscussionIn terms of strength-based prevention perspectives for healthy organizations, PRM may be a favorable construct linked to HCSL.
IntroductionThe psychology of sustainability and sustainable development aims to contribute to the establishment of a culture of sustainability regarding the 2030 Agenda and its 17 sustainable development goals.MethodsIn this framework, this study examined the associations between acceptance of change and well-being (hedonic and eudaimonic sides), controlling for the effects of personality traits, in 284 Italian university students.ResultsAcceptance of change explained additional variance over personality traits regarding hedonic and eudaimonic well-being.DiscussionAcceptance of change could thus represent a promising well-being resource from the perspective of strength-based prevention, opening future perspectives to face the challenges of sustainable development, particularly concerning Goal 3 of the 2030 Agenda: “Good health and well-being.”
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