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The levels of analysis of positive psychology have been summarized to be at the subjective level (i.e., positive subjective experience such as well being and contentment with the past, flow and happiness in the present, and hope and optimism into the future); the micro, individual level (i.e., positive traits such as the capacity for love ...
The emerging field of positive psychology also helps to creatively manage organizational behaviors and to increase productivity in the workplace through applying positive organizational forces. [5] Recent research on job satisfaction [6] and employee retention have created a great need to focus on implementing positive psychology in the workplace.
Despite a large body of positive psychological research into the relationship between happiness and productivity, [1] [2] [3] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment.
There is no accepted "gold standard" theory in positive psychology. The work of Seligman is regularly quoted, [56] as is the work of Csikszentmihalyi, and older models of well-being, such as Ryff's six-factor model of psychological well-being and Diener's tripartite model of subjective well-being.
It was created by Christopher Peterson and Martin Seligman, researchers in the field of positive psychology, in order to operationalize their handbook Character Strengths and Virtues (CSV). [1] The CSV is the positive psychology counterpart to the Diagnostic and Statistical Manual of Mental Disorders (DSM) used in traditional psychology. [1]
Central theories are Diener's tripartite model of subjective well-being, Ryff's Six-factor Model of Psychological Well-being, Corey Keyes' work on flourishing, and Seligman's contributions to positive psychology and his theories on authentic happiness and P.E.R.M.A.
Psychological well-being can also be affected negatively, as is the case with a degrading and unrewarding work environment, unfulfilling obligations and unsatisfying relationships. Social interaction has a strong effect on well-being as negative social outcomes are more strongly related to well-being than are positive social outcomes. [9]
Participants were either asked to write about a positive event where someone was kind to them to induce low motivational intensity, write down a goal they want to accomplish and the steps it will take to accomplish it to induce high motivational intensity, or write about a typical day in their life, as a neutral control condition.