Best-Practice Guidelines for Positive Psychological Intervention Research Design

Providing Services During Times of Change: Can Employees Maintain Their Levels of Empowerment, Work Engagement and Service Quality Through a Job Crafting Intervention?

“…Moreover, a timetable was maintained during each training session. This standardization process was conducted in order to actively maintain intervention fidelity (van Zyl et al, 2019).…”

Positive Psychological Coaching Definitions and Models: A Systematic Literature Review

“…First, Continuous Process 1 relates to "learning transfer." Learnings occurring from the coaching process should be transferred to the work environment in order to aid the client to both practice these skills in a real life setting and to also be empowered to take ownership of the learning process (van Zyl et al, 2019). The coach can provide "homework" to aid the client in developing new skills and capabilities or to ensure engagement with and adherence to the coaching process (Hayes and van Zyl, 2019).…”

Editorial: Positive Organizational Interventions: Contemporary Theories, Approaches and Applications

“…This special issue further highlights that the effectiveness of POIs is fundamentally a function of its intentional design. Although various attempts have been made to provide structured guidelines on designing POIs and Positive Psychological Interventions (van Zyl et al, 2019 ), no clearly validated frameworks or protocols for such exist. This special issue highlights six elements of designing impactful POIs (see Figure 1 ).…”

“…Positive Organizational Interventions (POIs) have emerged as popular mechanisms to facilitate the personal/professional development and well-being of individuals as well as optimizing the growth potential of organizations (van Zyl and Rothmann, 2019a ). These interventions draw from positive psychological principles, processes, and practices in order to produce positive outcomes for the individual (e.g., work engagement), the team (e.g., collaboration, team flow) and ultimately, the organization (e.g., innovative work behaviors) (Costantini et al, 2019 ).…”

“…Contemporary literature suggests the lack of effectiveness of POIs is a function of a plethora of factors ranging from insufficient duration of the intervention, inappropriate dissemination methods, inadequate consideration of cultural and contextual factors, to a failure to build interventions around validated theoretical models, poor measurement strategies and person-activity misfit (Stander and van Zyl, 2019 ; van Zyl et al, 2019 ). In essence, the problem stems from poor POI design, implementation and evaluation methods which is exasperated by a lack extensive POI intervention protocols and methodologies within the academic literature.…”