Psicología Positiva,Felicidad y Bienestar. Positive Psychology,Happiness & Well-being

(Available in free full text) The claim that most people are happy and satisfied, assuming that high self-ratings on numerical scales indicate good lives, is cross-checked against extensive verbal reports in a large-scale mixed-methods validation study. For a sample of 500 qualitative interviews conducted in Austria, the usual 10-point-scale self-ratings of life satisfaction and happiness were linked to the content of respondents’ actual narrations. Additionally, the narrated well-being was classified according to an alternative evaluation scheme by external raters. The results show that many persons report substantial restrictions to their hedonic experience in spite of high or even very high ratings, and that the narrated well-being evaluation is much more critical than the self-rating. Therefore it is argued that a naïve interpretation of high self-rating values as top life experience systematically ignores negative aspects of life. The claimed predominance of happiness should be substantially reformulated. In particular, more attention should be drawn to resilient satisfaction in the presence of substantial psychological burden, and to the non-negligible group of highly positive life satisfaction ratings which lack evidence of corresponding hedonic experience in the life narratives.

Via Dr James Hawkins

Cross-sectional research indicated that the application of signature strengths at work seemed to be crucial for perceiving a job as a calling. The present study aimed at testing this assumed causality in a random-assignment, placebo-controlled web-based intervention study. The intervention group (n = 83) was instructed to use their four highest character strengths more often at work for 4 weeks. Meanwhile the control group (n = 69) reflected about four situations (independent from the current workplace) where they excelled. For the evaluation of the effects of the two conditions, participants completed measures on calling and global life satisfaction before (Pretest), directly after the four-week training period (Posttest 1), and 3 (Posttest 2) and 6 months (Posttest 3) later. Calling significantly increased in the intervention group but not in the control group from Pretest to Posttest 1, and remained constant until Posttest 3. Global life satisfaction significantly increased in the intervention group but not in the control group from Pretest to Posttest 2 and from Posttest 1 to Posttest 3. That indicated that the changes on global life satisfaction were less steep than the changes in calling and lagged, but significant long lasting changes were observed likewise. Results supported the assumption that the application of strengths at work impacts calling and life satisfaction. Limitations as well as implications for research and practice are discussed.

Via Dr James Hawkins