Abstract:MIchaeL f. steger, Joo Yeon shIn, YerIn shIM, and arIssa fItch-MartIn over 50 years ago, Time magazine began a story with the question, "What is a chair?" ("art: architects' furniture," 1957). to many of us, the answer is so simple that we might suspect a trap. a chair is something one sits on. perhaps the prototypical chair pops into one's mind: four legs, a back, a flat or subtly contoured surface perpendicular to the legs and back. perhaps some armrests. Yet, it is also easy to conjure up images of chairs w… Show more
“…Employees' sense of meaning at work has been defi ned as their perception that the work contributes to others, or that the work promotes a social benefi t or purpose ( Steger, Littman-Ovadia, Miller, Menger, & Rothmann, 2013 ;Steger, Shin, Shim, & Fitch-Martin, 2013). This sense of meaning at work has been negatively associated with burnout ( Malach-Pines, 2011 ) and positively associated with job satisfaction and well-being ( Littman-Ovadia & Steger, 2010 ).…”
Attachment security in relationships is associated with several positive outcomes. Recently, researchers have applied attachment theory to employee-supervisor relationships. Two studies examined associations of supervisors' provision of attachment-related security with work-related outcomes and related underlying mechanisms. Participants completed measures of their supervisors' security provisions and of their own job satisfaction, organizational commitment, burnout, and performance. Supervisors' security provisions were associated with positive work-related outcomes, which were mediated by closeness behaviors (Study 1; N = 150, M age = 33.3 yr., SD = 9.6). These associations were also mediated by employees' sense of meaning at work when the supervisor was of the same sex (Study 2; N = 120, M age = 26.5 yr., SD = 5.0). Findings supported attachment-related dynamics in employee-supervisor relationships and suggested psychological mechanisms underlying these effects.
“…Employees' sense of meaning at work has been defi ned as their perception that the work contributes to others, or that the work promotes a social benefi t or purpose ( Steger, Littman-Ovadia, Miller, Menger, & Rothmann, 2013 ;Steger, Shin, Shim, & Fitch-Martin, 2013). This sense of meaning at work has been negatively associated with burnout ( Malach-Pines, 2011 ) and positively associated with job satisfaction and well-being ( Littman-Ovadia & Steger, 2010 ).…”
Attachment security in relationships is associated with several positive outcomes. Recently, researchers have applied attachment theory to employee-supervisor relationships. Two studies examined associations of supervisors' provision of attachment-related security with work-related outcomes and related underlying mechanisms. Participants completed measures of their supervisors' security provisions and of their own job satisfaction, organizational commitment, burnout, and performance. Supervisors' security provisions were associated with positive work-related outcomes, which were mediated by closeness behaviors (Study 1; N = 150, M age = 33.3 yr., SD = 9.6). These associations were also mediated by employees' sense of meaning at work when the supervisor was of the same sex (Study 2; N = 120, M age = 26.5 yr., SD = 5.0). Findings supported attachment-related dynamics in employee-supervisor relationships and suggested psychological mechanisms underlying these effects.
“…Steger, Shin, Shim, and Fitch‐Martin () described eudaimonia as a behavior involving a balanced self‐expression so that behavior could be consistent with one's values, autonomy, and intentionality. A checklist of eudaimonic behaviors (e.g., persevering at a valued goal) and hedonic behaviors (e.g., watching a movie) was developed to estimate daily levels or trait levels of eudaimonia and hedonia (Steger, Kashdan, & Oishi, ).…”
Eudaimonic well-being that protects mental and physical health has received increasing attention. This investigation aimed to review which comprehensive instruments for measuring eudaimonic well-being were applied with clinical populations (reporting mental or physical illnesses), beyond Ryff's Psychological Well-Being Scale. Articles citing at least 1 of the measures of eudaimonic well-being identified by previous theoretical work were extracted from medical and psychological electronic databases and screened. Only investigations involving clinical populations were included and reviewed. An initial screening identified 5,065 articles using eudaimonic well-being measures, out of which only 28 articles encompassed clinical populations and could be included. Sixteen involved patients with mental disorders and 12 populations with medical conditions. In these articles, only 4 measures of eudaimonic well-being were used (Mental Health Continuum, Flourishing Scale, General Causality Orientations Scale, and Orientations to Happiness Subscales), out of the 12 currently available in literature. The Mental Health Continuum was the most used instrument, particularly in adults with depression, whose levels of eudaimonic well-being are impaired, but may be improved by specific interventions. Autonomy appeared to influence patients' motivation to treatment, both in mental and physical disorders. The need for a larger consensus regarding specific measures of eudaimonic well-being for clinical populations emerged. The importance of including assessment of positive functioning as an indicator of recovery in clinical domains is discussed.
“…According to Steger, Shin, Shim, and Fitch‐Martin, meaning is the degree to which people have achieved comprehension (through making sense of their lives and experience, developing a coherent mental model of their selves, the world around them, and their fit and interactions with the world) and have achieved purpose (through discerning, committing to, and pursuing overarching lifelong goals, aims, and aspirations). (, p. 166)…”
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