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Ryff's (1989b) Psychological Well-Being (PWB) scales measure six related constructs of human functioning. The present paper examined the validity of Ryff's 6-factor PWB model, using data from a life events study (N = 401) and an organisational climate study (N = 679). Previous validation studies, using Confirmatory Factor Analysis (CFA), have identified alternative PWB models, but limitations include the use of shorter scale versions with items relating to a number of life domains within the same PWB factor, and failure to examine the influence of participants' socio-demographic characteristics on PWB. In this study, Exploratory Factor Analysis (EFA) mostly found consistency in the PWB items and structure between the two studies whereby a 3-factor model delineated between items relating to Autonomy, Positive Relations and a superordinate factor comprising the other PWB factors. Using CFA, Goodness of Fit indices reached acceptable levels for the adjusted PWB model identified by the EFA, whilst differences between adjusted models of PWB previously identified in the literature were hardly evident. Post-hoc analysis by gender demonstrated socio-demographic effects on the structure and items that comprise PWB. Further development of PWB measures is needed to reflect its hierarchical and multi-dimensional nature. In the scales' current form, the construct validation of the PWB factors will continue to be problematic and will fail to adequately evaluate the nature and impact of PWB.Decades of research have related notions of positive mental and physical health with the absence of such adverse states as depression, anxiety, and physical illness. However, a number of 2 researchers have proposed that well-being is not necessarily the antithesis to these constructs of ill-being (Kahneman, 1999;Ryff, 1989a). A major challenge is to identify relevant dimensions of well-being and to understand how these dimensions are shaped by various human experiences.Ryan and Deci (2001) have described two distinct, yet related approaches with which most psychological theories of well-being could be aligned. The Hedonic, or Subjective WellBeing (SWB) approach, focused on immediate human functioning and experience, and was associated with perceptions of pleasure, displeasure, satisfaction, and happiness. With philosophical roots in antiquity and more recently in Priestley and Bentham's 'greatest happiness principle', models of SWB have perhaps been the most frequently reported on within the wellbeing literature (Diener, Suh, Lucas, & Smith, 1999). Alternatively, a Eudaimonic or Psychological Well-Being (PWB) model emphasises those mechanisms that are associated with healthy human functioning and adjustment. Whilst daily SWB fluctuates with life experiences (Headey 2000, Heady & Wearing, 1989, PWB is a relatively stable construct that captures those aspects of human functioning more likely to lead to adaptive human functioning and positive experiences (Ryan & Deci, 2001). Such theories are not new. As with SWB, PWB is grounded in an...

Mood profiling has been a popular assessment strategy since the 1970s, although little evidence exists of distinct mood profiles beyond the realm of sport and exercise. In the present study, we investigated clusters of mood profiles derived from the six subscales of the Brunel Mood Scale using the In The Mood website. Mood responses in three samples (n = 2,364, n = 2,303, n = 1,865) were analyzed using agglomerative, hierarchical cluster analysis, which distinguished six distinct and theoretically meaningful profiles. K-means clustering further refined the final parameter solution. Mood profiles identified were termed the iceberg, inverse iceberg, inverse Everest, shark fin, surface, and submerged profiles. Simultaneous multiple discriminant function analysis showed that cluster membership was correctly classified with a high degree of accuracy. Chi-squared tests indicated that the six mood profiles were unequally distributed according to the gender, age, and education of participants. Future research should investigate the antecedents, correlates and consequences of these six mood profile clusters.

This study examined the underlying structure of transfer climate and those aspects of transfer climate that were related to pre-training self-efficacy, pre-training motivation, and post-training transfer implementation intentions. Positive and negative affectivity (PA and NA) were also measured in order to better understand the relationship of these variables to trainees' perceptions of the transfer climate and the other training-related variables. Transfer climate was best represented by two underlying constructs, although these were correlated. After controlling for PA and NA, none of the transfer climate variables were significantly related to pre-training self-efficacy, while only positive reinforcement was significantly related to pre-training motivation. Pre-training selfefficacy was also a significant predictor of pre-training motivation, even after controlling for PA and NA. Negative Affectivity was the only significant predictor of post-training transfer implementation intentions. Further research needs to clarify whether PA and NA are contributors to the trainees' perceptions of the transfer climate or are a product of these perceptions.Key words: transfer climate, self-efficacy, motivation, positive affectivity, negative affectivity, transfer implementation intentions.Assessing the antecedents of transfer 3 Assessing the antecedents of transfer intentions in a training context Transfer climate is a generic construct that has been used to describe those aspects of the work environment that directly influence the generalisation and maintenance of knowledge and skills learned during training (Rouiller & Goldstein, 1993). These authors proposed a model of the transfer climate based on social learning theory. The model featured two broad categories of antecedents and consequences:antecedents, or situational cues, serve to remind trainees of their training or provide them with opportunities to use their training, whereas consequences affect the likelihood that trainees will continue to use their skills. Rouiller and Goldstein found that these two major components of transfer climate accounted for significant unique variance in transfer of training. The present study set out to examine the structure of a measure designed to capture these two transfer climate constructs and to determine whether they have a direct influence on transfer motivation and transfer intentions or whether this influence is potentially mediated by other constructs such as self-efficacy and affectivity. We begin by tracing recent developments in the conceptualization of the construct of transfer climate and reviewing competing accounts of how it influences transfer intentions and behaviors. Baldwin and Ford (1988) proposed a model of training transfer wherein the transfer climate construct included a range of characteristics of the work environment such as support from one's supervisor and peers for transfer of learning, situational constraints, and opportunity to use one's knowledge and skills on the job. In addition to environ...

Abstract. Theorists have argued the importance of the latent and manifest benefits of employment and their relationship with psychological well-being. However, no one scale has been devised that adequately and reliably measures all five latent and one manifest benefit together. The aims of this study were to develop such a scale that would satisfy standards for psychometric adequacy, and to present evidence for its validity. In the scale development phase, in-depth interviews with 33 unemployed adults and comments from labor market experts were used in the item generation process. In Study 1, 307 unemployed adults were surveyed, and item analysis, interitem and item-total correlations and factor analysis were used to reduce the item pool to a 36-item scale, with six homogeneous and reliable subscales. In Study 2, 250 unemployed adults were surveyed and the scale was subjected to confirmatory factor analysis and tested for associations with psychological distress, neuroticism, and various demographic variables. As a result, a reliable and valid 36-item Latent and Manifest Benefits (LAMB) scale was developed. Implications for use in research are discussed.