- Oxford Library of Psychology
- Oxford Library of Psychology
- About the Editors
- Foreword: The Abundant Organization
- Oxford Handbook of Positive Psychology and Work
- Finding the Positive in the World of Work
- The Changing World of Work
- Generation Me and the Changing World of Work
- What is Authentic Leadership Development?
- Enablers of a Positive Strategy: Positively Deviant Leadership
- Change and Its Leadership: The Role of Positive Emotions
- Working Positively Toward Transformative Cooperation
- Strengths: Your Leading Edge
- Toward a Positive Psychology for Leaders
- Employee Engagement and the Psychology of Joining, Staying in, and Leaving Organizations
- Work as Meaning: Individual and Organizational Benefits of Engaging in Meaningful Work
- More than Meets the Eye: The Role of Employee Well-Being in Organizational Research
- Positive Engagement: From Employee Engagement to Workplace Happiness
- Using Coaching and Positive Psychology to Promote a Flourishing Workforce: A Model of Goal-Striving and Mental Health
- Mindfulness at Work: Paying Attention to Enhance Well-Being and Performance
- Work-Life Balance: The Roles of Work-Family Conflict and Work-Family Facilitation
- Strengths Development in the Workplace
- Strengths of Character and Work
- Dream Teams: A Positive Psychology of Team Working
- Positive Organizational Scholarship Leaps into the World of Work
- Look Before You Leap or Dive Right In? The Use of Moral Courage in Response to Workplace Bullying
- An Integrated Model of Psychological Capital in the Workplace
- Building the Positive Workplace: A Preliminary Report from the Field
- Good for What? The Young Worker in a Global Age
- What's Wrong with Being Positive?
- Building Positive Organizations
Abstract and Keywords
This chapter describes a preliminary study of the Values in Action (VIA) strengths of character and their relationship to work satisfaction across a variety of occupations. Relying on a large Internet sample (N = 7348) of adults from the United States, we found that across occupations, character strengths of curiosity, zest, hope, gratitude, and spirituality were associated with work satisfaction. We also found interpretable differences across occupations for several strengths of character, although these were small in magnitude. Good character is not the province of workers in any given occupation, despite obvious differences across jobs in educational requirements, status, and salary. Our data provided some support for the notion of complementary fit between strengths of character and work satisfaction. If a worker in a given occupation scored higher on a less typical strength of character within that occupation, then he or she was more likely to be satisfied with work. The chapter concludes with directions for research and implications for practice.
Christopher Peterson, Department of Psychology, University of Michigan, Ann Arbor
John Paul Stephens, Department of Organizational Behavior, Weatherhead School of Management, Case Western Reserve University, Cleveland, Ohio
Nansook Park, Department of Psychology, University of Michigan, Ann Arbor
Fiona Lee is a Professor of Psychology and an Associate Chair of the Department of Psychology at the University of Michigan.
Martin E. P. Seligman, Psychology Department and Positive Psychology Center, University of Pennsylvania, Philadelphia, PA, USA
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