Building Positive Organizations: A Typology of Positive Psychology Interventions

Research indicates that Positive Psychology Interventions (PPIs) in the work context have a small positive impact on improving desirable work outcomes, and a small to moderate effect on reducing undesirable work outcomes, suggesting that the effects of PPIs are not trivial, but also not large. Where...

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Autor principal:	Marianne van Woerkom
Formato:	article
Lenguaje:	EN
Publicado:	Frontiers Media S.A. 2021
Materias:	positive psychology positive psychology intervention (PPI) employee well-being positive organizational scholarship (POS) positive institutions transfer of training Psychology BF1-990
Acceso en línea:	https://doaj.org/article/e324e54de0ea448984c92af43a4f6857
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spelling	oai:doaj.org-article:e324e54de0ea448984c92af43a4f68572021-11-16T07:47:53ZBuilding Positive Organizations: A Typology of Positive Psychology Interventions1664-107810.3389/fpsyg.2021.769782https://doaj.org/article/e324e54de0ea448984c92af43a4f68572021-11-01T00:00:00Zhttps://www.frontiersin.org/articles/10.3389/fpsyg.2021.769782/fullhttps://doaj.org/toc/1664-1078Research indicates that Positive Psychology Interventions (PPIs) in the work context have a small positive impact on improving desirable work outcomes, and a small to moderate effect on reducing undesirable work outcomes, suggesting that the effects of PPIs are not trivial, but also not large. Whereas this may be related to the difficulty of changing oneself or one’s happiness levels, the relatively small effects of PPIs may also be due to the predominant use of one-off interventions instead of more structural interventions that reflect policy level commitment. Furthermore, since most PPIs tend to focus on the individual, one could question the long-term effectiveness of such interventions, especially when the work environment remains unchanged. In this manuscript, I introduce a typology of PPIs in organizations by distinguishing between the organizational level they target (the individual or group level), and between one-off and structural interventions. I argue that different types of interventions can strengthen each other, and that to make a sustainable contribution to the optimal functioning of workers, PPIs need to comprise a wide variety of one-off and structural interventions targeting both individuals and groups in organizations. Furthermore, I make suggestions for improving the long-term effectiveness of PPIs by drawing on the literature on transfer of training, nudging, and positive design.Marianne van WoerkomMarianne van WoerkomFrontiers Media S.A.articlepositive psychologypositive psychology intervention (PPI)employee well-beingpositive organizational scholarship (POS)positive institutionstransfer of trainingPsychologyBF1-990ENFrontiers in Psychology, Vol 12 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	positive psychology positive psychology intervention (PPI) employee well-being positive organizational scholarship (POS) positive institutions transfer of training Psychology BF1-990
spellingShingle	positive psychology positive psychology intervention (PPI) employee well-being positive organizational scholarship (POS) positive institutions transfer of training Psychology BF1-990 Marianne van Woerkom Marianne van Woerkom Building Positive Organizations: A Typology of Positive Psychology Interventions
description	Research indicates that Positive Psychology Interventions (PPIs) in the work context have a small positive impact on improving desirable work outcomes, and a small to moderate effect on reducing undesirable work outcomes, suggesting that the effects of PPIs are not trivial, but also not large. Whereas this may be related to the difficulty of changing oneself or one’s happiness levels, the relatively small effects of PPIs may also be due to the predominant use of one-off interventions instead of more structural interventions that reflect policy level commitment. Furthermore, since most PPIs tend to focus on the individual, one could question the long-term effectiveness of such interventions, especially when the work environment remains unchanged. In this manuscript, I introduce a typology of PPIs in organizations by distinguishing between the organizational level they target (the individual or group level), and between one-off and structural interventions. I argue that different types of interventions can strengthen each other, and that to make a sustainable contribution to the optimal functioning of workers, PPIs need to comprise a wide variety of one-off and structural interventions targeting both individuals and groups in organizations. Furthermore, I make suggestions for improving the long-term effectiveness of PPIs by drawing on the literature on transfer of training, nudging, and positive design.
format	article
author	Marianne van Woerkom Marianne van Woerkom
author_facet	Marianne van Woerkom Marianne van Woerkom
author_sort	Marianne van Woerkom
title	Building Positive Organizations: A Typology of Positive Psychology Interventions
title_short	Building Positive Organizations: A Typology of Positive Psychology Interventions
title_full	Building Positive Organizations: A Typology of Positive Psychology Interventions
title_fullStr	Building Positive Organizations: A Typology of Positive Psychology Interventions
title_full_unstemmed	Building Positive Organizations: A Typology of Positive Psychology Interventions
title_sort	building positive organizations: a typology of positive psychology interventions
publisher	Frontiers Media S.A.
publishDate	2021
url	https://doaj.org/article/e324e54de0ea448984c92af43a4f6857
work_keys_str_mv	AT mariannevanwoerkom buildingpositiveorganizationsatypologyofpositivepsychologyinterventions AT mariannevanwoerkom buildingpositiveorganizationsatypologyofpositivepsychologyinterventions
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Building Positive Organizations: A Typology of Positive Psychology Interventions

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