In Memory of Edward Diener: Reflections on His Career, Contributions and the Science of Happiness

Ng, Weiting; Tov, William; Veenhoven, Ruut; Rothmann, Sebastiaan; Chambel, María José; Chen, Sufen; Cole, Matthew; Consiglio, Chiara; Costantini, Arianna; Datu, Jesus Alfonso Daep; Blasi, Zelda Di; Llorens, Susana; Huber, Alexandra; Kelders, Saskia M.; Klibert, Jeffrey; Knoop, Hans Henrik; Mayer, Claude Helene; Nel, Mirna; Salanova, Marisa; Schotanus-Dijkstra, Marijke; Shankland, Rébecca; Shimazu, Akihito; Klooster, Peter M. ten; Vera, María del Mar Sánchez; Zondervan‐Zwijnenburg, Mariëlle; Zyl, Llewellyn Ellardus van

doi:10.3389/fpsyg.2021.706447

Cited by 13 publications

(12 citation statements)

References 34 publications

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“…All three types of patience have been associated with various positive life-and work-related outcomes (Cagande et al, 2020). High levels of patience have been associated with higher agreeableness, mindfulness, goal effort, progress on goals, and satisfaction with achieving goals and lower neuroticism and anxious attachment (Schnitker, 2012;Cagande et al, 2020;Ng et al, 2021). In addition to the commonalities, interpersonal patience was correlated with higher self-esteem, hope, and life satisfaction and lower avoidant attachment and loneliness (Schnitker et al, 2017b).…”

Section: Humilitymentioning

confidence: 99%

The Future of Evidence-Based Temperance Interventions

Worthington

Zyl

2021

Front. Psychol.

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Positive psychology has accumulated a large and ever-growing body of scientific knowledge about human strengths and virtues. However, research on positive psychology interventions (PPIs) to develop such is still in its infancy. In this brief position paper, we summarize the status of PPIs in one of the positive psychology’s most important virtues: temperance. Temperance refers to the capacity to manage habits and protect against excess and is composed of forgiveness, humility, and (we include) patience. Specifically, we examine the current state-of-the-science in the conceptualization of temperance, explore the efficacy of temperance interventions, and reflect upon what the future may hold in this research domain. In this paper, we first highlight the challenges and opportunities for expanding the theoretical conceptualization of temperance and reflect upon the challenges in temperance-related PPIs. For each aspect of temperance, we propose a specific research agenda. Second, we explore what is needed for PPIs to promote temperance and how growth in temperance intervention research can be fostered. Generally, while forgiveness interventions are well established, we recommended that both humility and patience interventions need more viable evidence-based research on existing and new interventions. Third, we advanced several recommendations regarding how to promote more research in new interventions. These recommendations included attracting more funders to the area, developing new interventions, and employing new technology. Because intervention research in temperance is in its infancy, the future looks rosy for PPI researchers as we move into a second generation of positive psychology research.

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Section: Humilitymentioning

confidence: 99%

The Future of Evidence-Based Temperance Interventions

Worthington

Zyl

2021

Front. Psychol.

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“…Here the focus is on aspects that enhance perceptions of physical health, such as a sense of dedication, vigor, absorption, or vitality when engaged in physical activity ( van Berkel et al, 2013 ; Seligman, 2008 ). Similarly, it pertains to the absence of subjectively perceived health complaints (such as aches and pains), a sense of durability or confidence about one’s body, a feeling of control over health-related matters, optimism about longevity and future health, and high levels of overall life satisfaction ( Jackson, 2007 ; Seligman, 2008 ; Ng et al, 2021 ). Physical health can also be developed at work and has been shown to effectively supplement the effects of more traditional work-related wellbeing programs ( Biddle et al, 2021 ).…”

Section: A Holistic Approach To Wellbeing At Work: the Perma+4 Frameworkmentioning

confidence: 99%

“…Yet no theoretical argument underpinning these factors as components, rather than mere correlates of wellbeing, was provided ( van Zyl, 2013 ; Wong and Roy, 2017 ). Further, the PERMA approach negates other factors known to be essential to work-related wellbeing such as the impact of the work or physical environment ( Lyubomirsky et al, 2005 ), positive physical health ( Seeman, 1989 ), growth mindsets ( Dweck and Yeager, 2019 ) and economic prosperity ( Biswas-Diener and Patterson, 2011 ; Ng et al, 2021 ). Similarly, Goodman et al (2017) found that PERMA does not attribute any unique variance in wellbeing when compared to other types of wellbeing indicators.…”

Section: Introductionmentioning

confidence: 99%

PERMA+4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0

2022

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A growing body of empirical evidence suggests that positive emotions, engagement, relationships, meaning, and accomplishments (PERMA) may be a robust framework for the measurement, management and development of wellbeing. While the original PERMA framework made great headway in the past decade, its empirical and theoretical limitations were recently identified and critiqued. In response, Seligman clarified the value of PERMA as a framework for and not a theory of wellbeing and called for further research to expand the construct. To expand the framework into organizational contexts, recent meta-analyses and systematic literature reviews showed that physical health, mindset, physical work environments and economic security could be seen as essential contextually relevant building blocks for work-related wellbeing and are therefore prime candidates to expand the PERMA framework for use within organizational contexts. Through expanding the original PERMA framework with these four factors, a new holistic approach to work-related wellbeing and work performance was born: the PERMA+4. As such, the purpose of this brief perspective paper is to provide a conceptual overview of PERMA+4 as holistic framework for work-related wellbeing and work performance which extends beyond the predominant componential thinking of the discipline. Specifically, we aim to do so by providing: (1) a brief historical overview of the development of PERMA as a theory for wellbeing, (2) a conceptual overview of PERMA+4 as a holistic framework for work-related wellbeing and work performance, (3) empirical evidence supporting the usefulness of PERMA+4, and (4) charting a course for the second wave of positive organizational psychological research.

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“…Realizing that measurement issues related to subjective well-being (SWB) were understudied and pivotal, Diener, Emmons, Larsen, and Griffin [ 1 ] developed the 5-item Satisfaction With Life Scale (SWLS) to form the foundation for future scientific work. With a citation count exceeding 30,000, the SWLS has been translated into 39 different languages (see eddiener.com/scales, accessed on 1 March 2022) and has become the most widely used measure for assessing the life satisfaction component of SWB [ 2 , 3 , 4 ]. This component is simply defined as a cognitive, overall evaluation of one’s life [ 5 ].…”

Section: Introductionmentioning

confidence: 99%

Measurement Invariance and Construct Validity of the Satisfaction With Life Scale (SWLS) in Community Volunteers in Vietnam

Arrindell

Esquiva

Espejo

et al. 2022

IJERPH

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Worldwide, the Satisfaction With Life Scale (SWLS) has become the most widely used measure of life satisfaction. Recently, an authorized Vietnamese-language version has been introduced. Using a convenience sample comprising community volunteers from Ho Chi Minh City (N = 1073), confirmatory support was found for the cross-national constancy of the one-dimensional structure underlying the SWLS. Corrected item–total polyserial correlations and Omega coefficient were satisfactory. Using multi-group confirmatory factor analysis, configural, metric, and scalar invariance of the SWLS factorial structure were tested by gender, age, marital status, income, and educational level. Strong evidence of scalar invariance was found for gender and education, on which relevant subgroups did not differ in terms of latent means. Partial scalar invariance was found for marital status (item 4 and 5) and income (item 4). Being involved in an intimate relationship or having a higher income were associated with higher latent means. Scalar invariance in relation to age was very poor. Accordingly, caution must be exerted when comparing age groups. A high SWLS score was predictive of good self-rated health. Implications of the findings are briefly discussed.

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In Memory of Edward Diener: Reflections on His Career, Contributions and the Science of Happiness

Cited by 13 publications

References 34 publications

The Future of Evidence-Based Temperance Interventions

The Future of Evidence-Based Temperance Interventions

PERMA+4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0

Measurement Invariance and Construct Validity of the Satisfaction With Life Scale (SWLS) in Community Volunteers in Vietnam

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