From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration

Facilitating well-being and Performance through the Development of Strengths at Work: Results from an Intervention Program

“…In educational settings, research revealed that strengths knowledge, use and development helped foster students' well-being and academic achievement (Duan et al 2014;Park and Peterson 2008;Proctor et al 2011;Quinlan et al 2015;Seligman et al 2009). In the workplace, research conducted on strengths use and development yielded similar results, with increases in employee well-being, engagement and job satisfaction Ruch 2012, 2013;Littman-Ovadia and Steger 2010;Peterson et al 2010), as well as work performance (Asplund and Blacksmith 2012;Clifton and Harter 2003;Dubreuil et al 2014;Harzer and Ruch 2014;Hodges and Asplund 2010;Kong and Ho 2015).…”

“…Likewise, strengths have also been shown to predict flow and absorption through the engaged life orientation to happiness (Buschor et al 2013;Peterson et al 2007), while flow has been associated to well-being (Fritz and Avsec 2007;Wanner et al 2006) and performance at work (Demerouti 2006;Eisenberger et al 2005;Kuo and Ho 2010), in sports (Bakker et al 2011;Schuler and Brunner 2009;Stavrou et al 2007) and academic settings (Engeser and Rheinberg 2008). More recently, research has further confirmed the plausibility of this general model, as strengths use was associated with work performance through the pathways of harmonious passion, subjective vitality and concentration (Dubreuil et al 2014). …”

“…Until now, only a small number of studies have proposed and tested strengths-based interventions Gander et al 2013;Mitchell et al 2009;Proctor et al 2011;Rashid 2015;Rust et al 2009;Seligman et al 2005). More specifically in the workplace, while many studies reported positive associations between strengths, well-being Ruch 2012, 2013;LittmanOvadia and Steger 2010;Peterson et al 2010) and work performance (Asplund and Blacksmith 2012;Clifton and Harter 2003;Dubreuil et al 2014;Harzer and Ruch 2014;Hodges and Asplund 2010;Kong and Ho 2015), only a few proposed and tested strengths development interventions (Clifton and Harter 2003;Forest et al 2012;Hodges and Asplund 2010) and to our knowledge, only two precisely described the protocol used in their intervention Harzer and Ruch 2015).…”

“…According to this approach, each individual naturally possess a series of strengths, and personal investment in the identification, use and development of these strengths can foster positive outcomes such as well-being, performance, optimal functioning and fulfillment (Clifton and Harter 2003;Dubreuil et al 2014;Forest et al 2012;Peterson and Seligman 2004). In the last decade, various conceptualizations of strengths have been developed, which slightly differ in their definition, classification and measurement.…”

Flow at Work: a Self-Determination Perspective

“…Moreover, several studies have shown that strengths use is positively related to self-and other-ratings of job performance (Dubreuil et al 2014;Harzer and Ruch 2014;Van Woerkom et al 2016a). Using a sample of German employees in various organizations and jobs, Harzer and Ruch (2016) showed that a strengths use intervention led to an increase in the perception of one's job as a calling as well as an increase in life satisfaction.…”