Building Positive Psychological Resources

Gilbert, Elisabeth; Foulk, Trevor; Bono, Joyce E.

doi:10.1002/9781118993811.ch33

Cited by 6 publications

(4 citation statements)

References 109 publications

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“…Consistently, interventions aiming at promoting positive workplaces usually address job enhancement, intrinsic motivation, flexible working conditions, social exchanges, positive recognition, and participation (Henry, 2015). Living in such workplaces, in turn, promotes workers’ happiness and physical health (Bono et al, 2013; Salanova et al, 2013; Gilbert et al, 2017). These effects have been found in teachers, too (Bradshaw et al, 2008; Waters, 2011; Ross et al, 2012).…”

Section: Discussionmentioning

confidence: 99%

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

et al. 2019

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The present study aims to expand the understanding of the effects of dispositional happiness and self-esteem, as dispositional traits, on the health of teachers, as well as to understand the role played by the working environment in generating positive affection, thus mediating between the dispositional traits and teachers’ health. Two hundred and eighty-two full-time in-service teachers (93.6% female) from Rome (Italy) took part in this study. Their ages ranged from 26 to 55 (M = 40.49 years, SD = 5.93). Participants’ teaching experience ranged from 1 to 31 years (M = 9.95 years, SD = 5.65). 30.6% of participants taught in kindergarten (for children aged 0–5 years), 42.6% in primary schools (for children aged 6–11 years), 15.8% in middle schools and 10.9% in high schools. A questionnaire was administered, containing: the Subjective Happiness Scale (SHS); the Rosenberg Self-Esteem Scale (RSES); The adapted version for teachers of the School Children Happiness Inventory (Ivens, 2007); the Physical and Mental Health Scales (SF12). The data were analyzed using the MPLUS software, version 8. Our results showed that teacher happiness at work partially mediates the relationship between dispositional happiness and teacher health, and fully mediates the relationship between self-esteem and teacher health. To the best of our knowledge, the mediational role of teacher happiness has not been addressed before, concerning these dimensions. At the same time, our findings confirmed the role of self-esteem in endorsing health-related behaviors, thus promoting physical and mental health. Moreover, according to our study findings, when teachers acknowledge their workplace as a context in which they feel happy, the impact of dispositional happiness and self-esteem on health conditions is higher. Effective measures to promote teachers’ well-being are discussed.

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Section: Discussionmentioning

confidence: 99%

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

et al. 2019

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“…However, our findings failed to support the hypothesis regarding the direct relationship between generativity opportunities and older workers’ bridge employment intentions. One possible explanation is that generativity opportunities might function as a distal antecedent that can be linked to bridge employment intentions only through other proximal factors or mediators (Gilbert et al, 2017), such as work meaningfulness. Indeed, our study indicated that the relationship between generativity opportunities and older workers’ bridge employment intentions was completely mediated via work meaningfulness such that there was no direct effect of generativity opportunities on bridge employment intentions.…”

Section: Discussionmentioning

confidence: 99%

“…Illuminating the underlying mechanisms through which the preretirement work-related psychosocial factors influence bridge employment intentions will add new insights into the bridge employment literature. Further, for organizations who want to rehire retirees, more effective interventions can be developed by identifying the underlying mechanisms (i.e., mediators) of the proposed relationships, as mediators are more proximal and thus stronger predictors of the bridge employment intentions (Gilbert, Foulk, & Bono, 2017). We propose that work meaningfulness is one important underlying mechanism.…”

Section: Work Meaningfulness and Its Mediating Rolementioning

confidence: 99%

The Roles of Job-Related Psychosocial Factors and Work Meaningfulness in Promoting Nurses’ Bridge Employment Intentions

Peng

Jex

et al. 2019

Journal of Career Development

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This study examined the relationships between preretirement job-related psychosocial factors (i.e., generativity opportunities, workplace incivility, and relational job crafting) and older workers’ bridge employment intentions, as well as the mechanism (i.e., work meaningfulness) underlying these relationships. A sample of 384 nurses who were 50 years old or older was used to test the hypothesized relationships. The results indicated that workplace incivility and relational job crafting, but not generativity opportunities, were significantly and directly related to bridge employment intentions. The associations of workplace incivility and relational job crafting with bridge employment intentions were partially mediated by work meaningfulness, and the relationship between generativity opportunities and bridge employment intentions was fully mediated by work meaningfulness. Implications of these findings and future directions were discussed.

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“…Whether called thriving, flourishing, prospering, or actualization, organizations have the capacity to shape healthy identities (Dailey & Zhu, 2017) and foster well‐being. Applied research in this area pertains more to organizational‐level efforts (e.g., policies, practices, and benefits) that: (a) promote work‐life balance, wherein employee roles inside and outside of work enrich and enhance the other, partly through human resource benefits (Muse, Harris, Giles, & Feild, ; Kossek, Valcour, Lirio; 2014); (b) enhance happiness at work (Amabile & Kramer, ; Nielsen et al, 2017; Nierenberg, Alexakis, Preziosi, & O’Neill, 2017; Simmons, ); (c) promote positive leadership behaviors such as virtue, servant and transformational leadership, and healthy role modeling (e.g., Kelloway, Weigand, McKee, & Das, ; Kuoppala, Lamminpää, Liira, & Vainio, ; Montano, Reeske, Franke, & Hüffmeier, ; Van Dierendonck, Haynes, Borrill, & Stride, ); and (d) build positive psychological resources such as mindfulness, work breaks, positive reflection, and gratitude in the work setting (Gilbert, Foulk, & Bono, ; Virgili, ). A meta‐analysis of randomized trials of positive psychological interventions (39 studies, n = 6,139) showed positive effects of these types of efforts on improved well‐being and reduced depression (Bolier et al., ).…”

Section: Part 2—elements Of Integral Modelmentioning

confidence: 99%

Integral Organizational Wellness^™: An evidence‐based model of socially inspired well‐being

Bennett

2018

J Appl Biobehavioral Res

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for her assistance in manuscript preparation.Evidence indicates that our relationships with coworkers and supervisors significantly influence our health and well-being. The field of workplace health promotion-historically and currently-either ignores or fails to leverage insights from this evidence. In ways similar to individuals who look for a "magic pill" or diet to fix a health problem, employers also seek quick, external answers to health problems in their workforce. The current paper describes the development of an integral model to guide employers, researchers, and consultants in health promotion efforts.The paper is divided into three parts, from a broad perspective (Part 1) to the development of the model (Part 2) to providing specific empirical examples of the model in action (Part 3). Part 1 explains why integrative efforts are necessary and how they can work. Part 2 describes features of the model and shows how they are currently being utilized by employers but without integration. Part 3 reviews empirical interventions developed by my colleagues and I over the past 20 years. These are designed to impact one of five leverage points in work settings: leadership development; team training; well-being champions; climate assessments and surveys; and linking employee assistance (EAP) and wellness services.BENNETT inspired well-being: employee wellness, organizational development, and efforts to prevent mental health problems/substance abuse (e.g., employee assistance programs).Unfortunately, these three practices typically operate in isolation, and ignore important social relationships among employees. Wellness programs tend to address individual-level physical health symptoms, neglecting underlying risks, and opportunities in the work culture. Organizational development (OD) and leadership programs often target broad-scale culture changes that only have a distal impact on employee health. Mental health/substance use issues are typically addressed through socially removed (external, third-party) employee assistance programs (EAP) and related health benefits.

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Building Positive Psychological Resources

Cited by 6 publications

References 109 publications

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

The Roles of Job-Related Psychosocial Factors and Work Meaningfulness in Promoting Nurses’ Bridge Employment Intentions

Integral Organizational Wellness^™: An evidence‐based model of socially inspired well‐being

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Building Positive Psychological Resources

Cited by 6 publications

References 109 publications

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

Effect of Teachers’ Happiness on Teachers’ Health. The Mediating Role of Happiness at Work

The Roles of Job-Related Psychosocial Factors and Work Meaningfulness in Promoting Nurses’ Bridge Employment Intentions

Integral Organizational Wellness™: An evidence‐based model of socially inspired well‐being

Contact Info

Product

Resources

About

Integral Organizational Wellness^™: An evidence‐based model of socially inspired well‐being