The Application of Signature Character Strengths and Positive Experiences at Work

We hypothesized that the amount of positive experiences at work (job satisfaction, pleasure, engagement, meaning) is a function of the extent to which the situational circumstances at the workplace allow for the application of an individual's signature character strengths. For the description of the individual a reliable and valid instrument already exists, but not for the environment. Hence, the newly developed Applicability of Character Strengths Rating Scales (ACS-RS) with information on its reliability and validity were also presented. A sample of 1,111 adults filled in the ACS-RS and measures for possession of character strengths and positive experiences at work. The ACS-RS was reliable by means of internal consistency and inter-rater reliability. It proved to be valid in several ways being sensitive to: (a) the differences in the applicability of trait-relevant behavior in formal versus informal situations by showing higher applicability of the character strengths in the latter; (b) the differences between traits regarding their applicability across situations; (c) people's disposition to choose situations fitting their dispositions by showing positive relationships between the degree of possession and applicability. Moreover, correlations between applicability of strengths and positive experiences increased with the individual centrality of the strengths. The more signature strengths were applied at the workplace, the higher the positive experiences at work. This study showed that character strengths matter in vocational environments irrespective of their content. Strengths-congruent activities at the workplace are important for positive experiences at work like job satisfaction and experiencing pleasure, engagement, and meaning fostered by one's jo

The relationships of character strengths with coping, work-related stress, and job satisfaction

Personality traits have often been highlighted to relate to how people cope with stressful events. The present paper focuses on character strengths as positive personality traits and examines two basic assumptions that were derived from a core characteristic of character strengths (i.e., to determine how individuals deal with adversities): (1) Character strengths correlate with coping and (2) buffer the effects of work-related stress on job satisfaction. Two different samples (i.e., a mixed sample representing various occupations [N = 214] and a nurses sample [N = 175]) filled in measures for character strengths, coping, work-related stress, and job satisfaction. As expected, intellectual, emotional, and interpersonal strengths were related to coping. Interpersonal strengths played a greater role for coping among nurses, as interactions with others are an essential part of their workday. Furthermore, intellectual strengths partially mediated the negative effect of work-related stress on job satisfaction. These findings open a new field for research on the role of personality in coping with work-related stress. Character strengths are trainable personal characteristics, and therefore valuable resources to improve coping with work-related stress and to decrease the negative effects of stress. Further research is needed to investigate this assumed causality

Your Strengths are Calling: Preliminary Results of a Web-Based Strengths Intervention to Increase Calling

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

Eltern als formelle Diagnostiker: Wie gut eignen sich Eltern als TestleiterInnen bei der Intelligenztestung ihrer Kinder?

Im Rahmen dieser Untersuchung wurde geprüft, mit welcher Güte Eltern, die Intelligenz ihrer Kinder mittels eines Intelligenztests messen können. Dafür wurden 45 Familien, deren Zwillingskinder im Mittel 9 Jahre alt waren, mit den Test- und Fragebogenmaterialien beschickt. Vier Wochen nach der elternbasierten Testung, besuchte ein diagnostisch geschulter Versuchleiter die Familien und führte eine Intelligenzretestung durch. Neben den beiden Intelligenztestversionen kamen Fragebögen zum Einsatz, die Familienklima, Motivation und Lernumgebung messen. Die g-Faktorwerte der eltern- und testleiterbasierten Testungen korrelierten zu r = .52. Zudem zeigten sich bei den elternbasierten Testungen drei verschiedene Versuchsleitereffekte: (1) psychosoziale Effekte der familiären Kontrolle und intrinsischen Motivation des Kindes, (2) Erwartungseffekte des von den Eltern eingeschätzten Fähigkeitsselbstkonzeptes in Mathematik sowie (3) intentionale Effekte durch nicht instruktionsgemässes Hilfeverhalten der Eltern während der Testung. Damit deuten die Befunde dieser Arbeit an, dass Eltern diagnostischen Ansprüchen nicht genügen. Die Alternative von Telefontestungen wird diskutiert

Beyond being timid, witty, and cynical: big five personality characteristics of gelotophobes, gelotophiles, and katagelasticists

The study examines the personality correlates of gelotophobia (fear of being laughed at), gelotophilia (joy of being laughed at), and katagelasticism (joy of laughing at others) in the framework of the five - factor model. In a sample of 1,774 adults, gelotophobes were introverted neurotics with lower inclinations of openness. Furthermore, adjectives like shy, inhibited, and insecure were indicative for gelotophobia. Gelotophilia related to extraversion, low neuroticism and low conscientiousness. Gelotophiles could be well described by adjectives like cheerful, talkative, original, witty, and uninhibited. Katagelasticists were found to be younger males with low scores inagreeableness and conscientiousness. Adjectives like cynical and vengeful correlated robustly with katagelasticism. Results are discussed with respect to the current literature. Suggestions for future research are given

Different forms of life satisfaction and their relation to affectivity

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