自我同情的力量和PERMA+4:员工勃发展的双路模式
Scott I Donaldson1, Margaret L Kern2, Martin Suchta3
1Division of General Internal Medicine, Rutgers Robert Wood Johnson Medical School, New Brunswick, NJ 08901, USA.
Behavioral sciences (Basel, Switzerland)
|December 30, 2025
概括
这项研究表明,自我同情有助于解释PERMA+4如何积极影响员工的福祉和绩效. 干预措施应针对PERMA+4和自我同情,以获得最佳结果.
科学领域:
- 积极心理学的积极心理学.
- 组织行为 组织行为
- 职业健康心理学 职业健康心理学
背景情况:
- 研究将PERMA+4 (积极情绪,参与,关系,意义,成就+4其他因素) 与员工幸福感和绩效联系起来.
- 在这种关系中,自我同情的调解作用尚未得到充分理解.
研究的目的:
- 调查PERMA+4的双路径模型和与工作相关结果的自我同情.
- 检查自我同情作为一种心理机制,将PERMA+4与员工的功能联系起来.
主要方法:
- 利用调解和潜在的个人资料分析与576名全职员工的样本.
- 通过在线调查评估PERMA+4,自我同情,心理功能和与工作相关的结果.
主要成果:
- 自我同情部分调解了PERMA+4对心理资本 (PsyCap),积极和消极的工作影响 (JAWS),工作压力和营业额意图的影响.
- 隐性个人资料分析发现了两个不同的员工个人资料:"繁荣者"和"扎者",繁荣者表现出更高的幸福感.
结论:
- 研究结果支持一种双路径模型,其中PERMA+4和自我同情共同促进员工勃发展.
- 建议综合积极心理学干预,针对PERMA+4和自我同情,以提高员工福祉和组织成果.
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