The Strengths Use Scale: Psychometric Properties, Longitudinal Invariance and Criterion Validity

Zyl, Llewellyn Ellardus van; Arijs, Diane; Cole, Matthew; Gliíska-Newes, Aldona; Roll, Lara Christina; Rothmann, Sebastiaan; Shankland, Rébecca; Stavros, Jacqueline M.; Verger, Nicolas B.

doi:10.3389/fpsyg.2021.676153

Cited by 19 publications

(17 citation statements)

References 74 publications

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“…Positive psychology has accumulated a large and ever-growing body of scientific knowledge about character strengths and virtues (Van Zyl et al, 2021). However, research on positive psychology interventions (PPIs) to help people develop their character is still in its infancy .…”

Section: Introductionmentioning

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: Introductionmentioning

confidence: 99%

The Future of Evidence-Based Temperance Interventions

Worthington

Zyl

2021

Front. Psychol.

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“…Holding a growth mindset is characterized by the belief that one’s intellectual abilities and talents are malleable and can be developed over time ( Tang et al, 2019 ). Individuals with a growth mindset tend to choose more challenging tasks that help stretch their current capabilities to facilitate personal growth and development ( van Zyl et al, 2021 ). These individuals tend to see failures as opportunities to grow and are more likely to dissect mistakes in order to avoid similar situations in the future ( Tang et al, 2019 ).…”

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

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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“…Excluded were all manuscripts that were (1) published in languages other than English; (2) non-peer-reviewed books and articles (e.g., popular psychology or management books), (3) manuscripts focusing on developing instruments, empirical work or coaching intervention validations, (4) unpublished master and doctoral theses, (5) textbooks and conference proceedings, (6) publications with a focus on non-psychological and/or nonbehavioral coaching (e.g., physical strengths conditioning in professional sports), (7) publications with a focus on positive coaching outcomes, and (8) publications that do not include the specific use of tools/techniques/interventions 1 .…”

Section: Eligibility Criteriamentioning

confidence: 99%

“…The success of a PPC approach rest strongly on the optimization of identified strengths. Coaching interventions should therefore not only involve the identification of strengths, but also focus on using strengths in an innovative way or as a means to achieve a goal (7,38,46). Identified strengths can be cultivated through practice and developing related knowledge and skills so that they can ultimately be productively applied (58).…”

Section: Positive Psychological Coaching Tools and Techniquesmentioning

confidence: 99%

“…This approach seemed to be favored by both practitioners and clients as it promotes growth, optimizes psychological strengths, and shifts the focus away from addressing psychopathology or professional inefficiencies (4,5). From this perspective, it positions personal growth and goal achievement as a function of the identification, awareness, and active utilization of one's signature strengths (6,7). This, in turn, largely removes the stigma attached to the use of psychological services and lowers the threshold for utilization/participation (8).…”

Section: Introductionmentioning

confidence: 99%

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Positive Psychological Coaching Tools and Techniques: A Systematic Review and Classification

et al. 2021

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Positive psychological coaching (PPC) has emerged as a popular “paradigm” for practitioners interested in the professional development of people. A recent review consolidated the literature on PPC and produced a 5-phase positive psychological coaching model aimed at facilitating professional growth. However, little is known about practically operationalizing each phase of the coaching process (i.e., how to facilitate each phase and which underlying tools and techniques could be employed to do so). As such, the purpose of this systematic review was to address this limitation by (a) determining which coaching tools and techniques are proposed within the coaching literature and (b) classifying the identified tools and techniques into the respective phases of PPC model. The investigation used a two-step approach by conducting a systematic literature review (to identify various PPC tools/techniques) followed by an iterative heuristic classification process (to assign these PPC tools/techniques to a known PPC model). The systematic literature review resulted in 24 peer-reviewed publications on positive psychological coaching, providing 117 different coaching tools that could be condensed into 18 overarching coaching techniques. The iterative classification process showed that most techniques and tools are useful in at least two phases. Interestingly, experts still vary in opinion on the timing and application of these specific techniques and tools within the positive psychological coaching process. This study provides researchers and practitioners with practical guidelines to facilitate a positive psychological coaching process.

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The Strengths Use Scale: Psychometric Properties, Longitudinal Invariance and Criterion Validity

Cited by 19 publications

References 74 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

Positive Psychological Coaching Tools and Techniques: A Systematic Review and Classification

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