Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect

Meyers, Maria Christina; Woerkom, Marianne van

doi:10.1007/s10902-016-9745-x

Cited by 129 publications

(145 citation statements)

References 49 publications

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“…The duration of the interventions varied between overnight implementation (Van Steenbergen et al, 2017), half a day (Meyers & Van Woerkom, 2017) and 12 months (Schelvis et al, 2017;White, Butterworth & Wells, 2017), with seven conducted over 0-4 weeks, 15 over 5-8 weeks, nine over 2-6 months, and four over 6-12 months. The duration of one study was unclear (Coo & Salanova, 2017).…”

Section: Please Insertmentioning

confidence: 99%

“…The JD-R model does not state a causal relationship between well-being and engagement, however, some studies observed such a relationship statistically. Imamura et al (2015) found that positive change in depression partially mediated between a psychoeducational online intervention and work engagement at both three and six months post-intervention and Meyers and Van Woerkom (2017) found that positive affect mediated between personal resource building and work engagement as well as life satisfaction and reduced burnout. One study also observed that improved daily vigour mediated between a daily respite intervention and post-intervention vigour (Steidle, Gonzalez-Morales, Hoppe, Michel, & O'Shea, 2017).…”

Section: Mediators Of Work Engagement Interventionsmentioning

confidence: 99%

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Work engagement interventions can be effective: a systematic review

Knight

Patterson

Dawson

2019

European Journal of Work and Organizational Psychology

127

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Work engagement is associated with important individual and organisational outcomes (e.g., employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work. Effectiveness of work engagement interventions new, in-depth insights and knowledge around the characteristics of engagement interventions, how and why they work, and the difficulties faced during their implementation. We provide a more detailed synthesis of the specific intervention foci, delivery methods and content of interventions, their quality (a term we use here to refer to study design & associated factors such as sample sizes & type of control group), degree of successful implementation and effectiveness. These factors are, as yet, underexplored in the literature. This knowledge is important for guiding the efficient deployment of resources towards interventions appropriate for specific contexts and participants and which are most likely to yield positive results. This review responds to a call by Bailey, et al. (2015) to further knowledge around which engagement interventions are most effective and under which conditions. The literature clearly demonstrates the benefit of a qualitative exploration of how and why interventions work, which can allow, for instance, a more detailed exploration of study quality and degree of intervention implementation. Nielsen and Miraglia (2017) highlight how qualitative evaluations prevent erroneous conclusions from purely statistical evaluations, guide analysis of underlying mediators and moderators, and can investigate what kinds of intervention components work in different contexts, and why. For example, need satisfaction could be a mediator ...

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Section: Please Insertmentioning

confidence: 99%

Section: Mediators Of Work Engagement Interventionsmentioning

confidence: 99%

Work engagement interventions can be effective: a systematic review

Knight

Patterson

Dawson

2019

European Journal of Work and Organizational Psychology

127

View full text Add to dashboard Cite

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“…Other inventions made in organizations have shown positive effects and that is an incentive to think that it is possible to generate positive changes in the company [14] [15].…”

Section: Happiness Intervention At Workmentioning

confidence: 99%

Happiness and Optimism Interventions at Work: Gender Differences

Sanín-Posada¹,

Soria²,

Vera-Villaroel³

2018

OALib

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The aim of this quasi-experimental study was to analyze the changes derived from happiness and optimism interventions in 12 groups of employees chosen at random in two Colombian companies. For the happiness intervention, three conditions were applied: Expressing Gratitude, Acts of Kindness and Pencil in the Mouth. In the case of optimism, three other conditions were used: Breaking the Routine, Reformulating Goals and Resignifying Failure. In addition, answers from a control group, a placebo group and another group on a waiting list were included. 93 people completed the questionnaires at both Time 1 (before the intervention) and Time 2 (after the intervention). Testing of related samples was performed to verify the changes according to each condition. The results show that the condition of kindness alone and combined with the reformulation of goals tended to have more positive effects on happiness levels. There were differences in the effectiveness associated with gender and the employees' previous levels of happiness and optimism. The practical applications of these findings in the work context and their influence on work performance are discussed.

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“…Of all interventions referred, only the last one was done in a work context, and it was not mentioned whether there were any differences with respect to its effectiveness in terms of gender. Other inventions made in organizations have shown positive effects and that is an incentive to think that it is possible to generate positive changes in the company (Meyers & van Woerkom, 2016;Salanova, Llorens, Acosta, & Torrente, 2013).…”

Section: Happiness Intervention At Workmentioning

confidence: 99%

“…Dese hace ya una década se especificó que no hay homogeneidad ni acuerdo en los investigadores sobre su definición (Alarcón, 2006) e incluso Seligman insiste en volver a hablar de Bienestar Subjetivo en lugar de felicidad (Seligman, 2016). Pese a esto ha habido acercamientos que nos permiten proponer una conceptualización general y entender que la felicidad es un fenómeno multidimensional que incluye estados afectivos positivos, tiene efectos favorables en el trabajo y la empresa y puede ser gestionada dentro de la organización ( Meyers, & van Woerkom, 2016;Wright & Cropanzano, 2000). Esto en la medida que, a pesar de la adaptación hedónica, existen condiciones favorecedoras de la felicidad en el trabajo ( Salanova, Llorens, Acosta, & Torrente, 2013;Seligman, 2011).…”

Section: Conclusion and Limitationsunclassified

Felicidad y optimismo en el trabajo. Hallazgos de investigaciones científicas

Posada¹

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Hallazgos de investigaciones científicas"Ya no basta con entender los fenómenos de bajo desempeño, las razones de las conductas desviantes, el estrés, la adicción al trabajo, el burnout, el tecno-estrés, el acoso psicológico, la baja motivación, entre otros. Comprender la satisfacción, compromiso, engagement, buen clima de trabajo y la felicidad laboral es una exigencia actual de la sociedad y sus empresas, consientes ahora de que la evitación y control de lo negativo tiene un impacto menor al de la gestión de lo positivo". Esta tesis Doctoral presenta siete trabajos desarrollados por el autor alrededor de los temas de Felicidad y Optimismo en el contexto del trabajo. Los hallazgos sustentan la importancia de abordar estos temas en la organización y revelan que es posible ser más felices y optimistas. Todos los derechos reservados. Se prohíbe la reproducción total o parcial de esta obra, por cualquier procedimiento y en cualquier medio sin la autorización expresa de su autor. Autor Felicidad y optimismo en el trabajo Hallazgos de investigaciones científicas Alejandro Sanín Posada Departamento de Psicología Evolutiva, Educativa, Social y Metodología Enero de 2017 Directora Dra. Marisa Salanova SoriaLa investigación fue financiada con recursos propios y con los aportados por el Centro de Investigación en Comportamiento Organizacional CINCEL (Colombia), la estancia doctoral con una beca ofrecida por la Agencia Chilena de Cooperación Internacional para el Desarrollo AGCID, en el marco de la Alianza de Pacifico y el trabajo cuyo producto fue el Capítulo 6 fue cofinanciado por Cincel y por la Universidad de Antioquia (Colombia). 6 FELICIDAD Y OPTIMISMO EN EL TRABAJO PRÓLOGO ¿Qué por qué estudié un doctorado y la felicidad en el trabajo? Son muchos años dedicados a lo mismo y tanto esmero e interés deben tener una razón. El doctorado no estaba dentro de mis planes, al menos no en los de corto plazo. Sin embargo, si está leyendo esto es porque algo cambió. Permítame contarle brevemente qué, antes de que empiece con la lectura del resto del trabajo.En 2010 mi esposa, que en esa época era mi novia, decidió que quería estudiar una maestría. Yo había terminado una especialización hacía un año y estaba listo para sumergirme de nuevo en la academia, así que le dije que haría lo mismo. Ella buscó varias opciones; los horarios y lugares que encontró eran perfectos. Sin embargo, en su lugar de trabajo le dijeron que era difícil concederle permiso para salir más temprano. Ella solo necesitaba 30 minutos tres días a la semana, los cuáles propuso recuperar llegando más temprano o extendiendo su jornada de trabajo. La negativa se mantuvo. Así que con su característica firmeza dijo "Renuncio a mi trabajo. Y ya que no tengo ataduras, aprovecho y me voy a estudiar a otro país" por supuesto ella sabía que si elegía bien podía resultarle más barato.Yo, por mi parte, estaba feliz con mi trabajo. Tenía autonomía, le encontraba sentido a lo que hacía, podía aplicar mis fortalezas características. Disfrutaba de la cotidianidad y retos que me...

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Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect

Cited by 129 publications

References 49 publications

Work engagement interventions can be effective: a systematic review

Work engagement interventions can be effective: a systematic review

Happiness and Optimism Interventions at Work: Gender Differences

Felicidad y optimismo en el trabajo. Hallazgos de investigaciones científicas

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