POSI TI VE

PSYC H O LO GY
AT WO RK
 2

CONTE NT S

1. W H AT IS POSI TI VE PSYCH OLO GY?

2. H
 OW CAN POSI TI VE PSYCH OLOGY HE LP TO PROMOTE HE A LTHY
WO R K P L AC E S ?

3 . T H E P E R M A M OD E L OF PSYCH OLOGICA L WE L LBE ING

4 . CH A R ACT E R STRE NGT H S

5 . CO MPAS S ION ( FO R ON E SE LF A ND FOR OTHE RS)

6 . L H WA F R A M E WORK

7 . F U RT HE R R E AD I NG AND AD D I TIONA L RE SOU RC E S

 3

1. W HAT IS POSITIVE

PSYCHOLOGY?

The science of positive psychology is relatively ‘Flourishing’ can be defined as “A state of positive
new. It emerged in the late 1990s and has mental health; to thrive, to prosper and to fare well
grown rapidly in the last 25 years. Prior to that, in endeavours free of mental illness, filled with
psychologists were overwhelmingly focussed emotional vitality and function positively in private
on understanding and addressing negative and social realms” (Michalec, Keyes, & Nalkur, 2009).
behaviours and conditions i.e. human dysfunction
Professor Martin Seligman, one of the key founders
and suffering.
of the positive psychology movement, describes it
The study of positive psychology, in contrast, as being organised around 3 pillars –
is concerned with our optimal functioning -
• the study of positive emotions, experiences
understanding and promoting the factors that help
and states,
people and communities maximise their potential
and flourish. • the study of positive characteristics and traits –
particularly strengths and virtues,

• the study of positive institutions e.g.

democracy and strong families.
 4

2. H
 OW CAN POSITIVE
PSYCHOLOGY HE LP TO
PROMOTE HE ALTHY
WORKPL ACE S ?

Historically, educational institutions and workplaces Many organisations show a responsive approach
have largely tended to fixate on weaknesses - to health and wellbeing issues, for example
evaluating what isn’t working, and developing providing counselling to those with mental health
processes and people to continually improve. concerns and occupational health services
for people who need to take time off work.
More recently, however, using positive psychology
Whilst these provisions are important, having a
principles within organisations, experts have realised
proactive and preventative approach to health
the importance and power of using a strengths-
and wellbeing at work is actually the key driver for
based approach. This kind of approach is aimed
good employee wellbeing (Chartered Institute of
at creating and sustaining work environments that
Personnel and Development, 2018).
support human potential and develop individual and
collective wellbeing. Examples of preventative measures include
identifying and addressing sources of stress,
The research is in its infancy, but there is a growing
cultivating a good management culture based on
evidence base to show that positive psychology
mutual trust and respect, training people in the
can be successfully applied across a range of
skills needed to develop resilience, and promoting
organisational needs, including recruitment and
healthy lifestyle choices.
selection, learning and personal development, and
health and wellbeing.
 5

2. H
 OW CAN POSITIVE
PSYCHOLOGY HE LP TO
PROMOTE HE ALTHY
WORKPL ACE S ?
The diagram below can help illustrate this point. Research tells us that individuals with higher levels
It shows health and wellbeing as a continuum – of happiness tend to have higher life satisfaction,
from ‘suffering’ at the lower end, to ‘thriving’ at perform better in leadership positions, receive
the upper end. All of us could place ourselves at higher performance ratings and higher pay. (Achor,
some point on this continuum at any given time. 2010). Importantly, a major systematic review of
Addressing the symptoms of poor health and over 200 studies found that happiness precedes
wellbeing (‘responsive’ measures) may only bring these successful outcomes, including individual
an individual to the ‘neutral’ mid-point. Having a work performance and whether employees
proactive and preventative approach, however, experience fulfilling and productive work. “Success
ensures support for people at every part of the orbits happiness, not the other way around.”
continuum and draws us into the ‘thriving’ zone. (Lyubomirsky, King, & Diener, 2005).

Positive psychology, with its emphasis on optimal Studies also show that higher levels of wellbeing
performance and flourishing, clearly aligns with link to important organisational outcomes, such
those activities detailed in the ‘green zone’ – so it as lower levels of sickness absence (Black, 2008),
can be used to complement traditional responsive increased productivity (Ford, Cerasoli, Higgins, &
measures and promote overall and sustained good Decesare, 2011) and higher employee engagement
health within the workplace. and retention (World Economic Forum and Right
Managment, 2010).

Thriving

Promotion of wellbeing
• Good management practices
• Skills development - resilience training
• Healthy lifestyle promotion

Neutral
Management of symptoms
• Mental health first aid
• EAP/counselling
• Occupational health services

Suffering

Figure 1: The Wellbeing Continuum

 6

3. T
 HE PERMA MODEL OF
PSYCHOLOGICAL WELLBEING
The PERMA model is an evidence-based model psychological distress, so proactively building
and theory of wellbeing which describes 5 key on the different components not only increases
characteristics of an individual when they are wellbeing, but also decreases the experience
flourishing (Seligman M. E., 2011). of distress (Forgeard, Jayawickreme, Kern, &
Seligman, 2011).
This model has been rigorously tested and found
to be positively associated with physical health, When brought together with the elements of diet,
vitality, life satisfaction, job satisfaction and exercise and sleep, the PERMA model can serve as
commitment to one’s organisation. The PERMA a guiding framework when developing an employee
model is also a good predictor of the absence of wellbeing strategy within an organisation.

P E R M A
Positive Emotion Engagement Relationships Meaning Accomplishments

Meaning and
Also known as
Refers to feeling purpose in life can
achievement,
supported and be found through
mastery or
valued by others, establishing a sense
Not just happiness, competence.
and having a sense of value or worth,
positive emotions Also known as It is found by
of belonging and generally by serving
include interest, awe, ‘flow’, engagement working towards
connectedness to something greater
joy, hope, gratitude, is described as a goal, showing
a group or groups than ourselves. It
pride, love and complete absorption perseverance
of people. People will be different
compassion. They in an activity. True and passion, and
are inherently for everyone, and
can be cultivated engagement occurs achieving results
social creatures can be found via
and learned, and when the level which enable a
and there is a one’s career, family,
are not just an of challenge and sense of pride.
wealth of evidence religion, a creative
outcome, but also skill are perfectly Importantly, levels
to show that the endeavour, or a
an important part aligned, and an of wellbeing and
social environment social or political
of developing our individual is using ‘flourishing’ are
plays a critical role cause. Having
resources and their ‘character greater when we are
in our physical meaning in life helps
improving our strengths’. internally motivated
and psychological us focus on what
physical health. to achieve (i.e. rather
health. is really important
than by external
in times of stress,
rewards e.g. fame or
and is vital to our
money).
wellbeing.

Figure 2. PERMA model of psychological wellbeing (Seligman M. E., 2012)

 7

3. T
 HE PERMA MODEL OF
PSYCHOLOGICAL WELLBEING
SPOTL IGH T O N PO SI T I VE E M OTI ON: (Fredrickson, 2001) explains that negative
E V I D E N C E S U MM ARY emotions (such as anxiety or fear) can produce
an automatic threat response in our bodies and
The powerful impact of positive emotion on our
narrow our attention to support specific action
health has been well documented. Research
e.g attack or escape. Positive emotions, on the
shows that increasing positive emotions helps
other hand, act to quell the automatic arousal and
protect us against stress and depressed mood
broaden one’s attention, thinking and behavioural
(Folkman & Moskowitz, 2000). In addition, the
patterns. This means our minds open up and we
occurrence of positive emotions has been linked
are able to think more creatively and flexibly.
with improvements in immune system functioning
(Mahoney, Burroughs, & Lippman, 2002); lower Furthermore, this broadening effect also allows us
incidence of strokes (Ostir, Markides, Peek, & to build personal resources that lead to improved
Goodwin, 2001); lower risk of AIDS mortality in HIV wellbeing and resilience. These include intellectual
patients (Moskowitz, 2003); better recovery from resources (e.g. problem solving skills), physical
cardiovascular disease (Middleton & Byrd, 1996) and resources (e.g. coordination), social resources
longevity of life (Danner, Snowdon, & Friesen, 2001). (e.g. forming and maintaining relationships) and
psychological resources (e.g. optimism and
The ground-breaking work of Professor Barbara
resilience). Then, as these resources develop and
Fredrickson explains how and why positive
are utilised, they induce more positive emotions
emotions contribute to such beneficial health
that continue the upward spiral.
outcomes. The ‘Broaden and Build’ theory

Enhanced health,
survival and fulfillment

Building enduring
personal resources (e.g.,
social support, resilience,
skills and knowledge)

Positive Novel thoughts,

Broadening
Emotions activities, relationships

Figure 3. The ‘Broaden and Build’ diagram (Fredrickson, 2001)

 8

3. T
 HE PERMA MODEL OF
PSYCHOLOGICAL WELLBEING
In the workplace, positive emotions can therefore Each of these have been proven to not only give
help people think and act in a flexible and open us a quick mood boost, but also, if performed
way, and develop useful resources which enable habitually over time, they can help raise our
motivation, performance, conflict resolution and ‘happiness baseline’ (Achor, 2010). Different things
innovative thinking. In the longer term, a focus work for different people though, so it’s important
on building positive emotion and resources can for people to try a range of ideas and find what
also improve physical and psychological health, works best for them.
increase resilience and reduce ill health and
Practising gratitude – reflecting on things you are
sickness absence.
grateful for and appreciating what is going well in
your life is one of the best ways known to increase
H OW TO B U IL D PO SI T I VE E M OTI ON
positive emotions, especially during challenging or
I N T H E WO R KPL ACE
uncertain times (Emmons & McCullough, 2003).
There are a number of ways that we can improve
Gratitude exercises can be encouraged in the
our mood and increase positive emotions in our
workplace, for example at the start of a meeting.
every-day lives. Below we focus on just three:
Some people also find that gratitude journaling at
• Practising gratitude the end of the day is very beneficial.

• Anticipation The not-for-profit organisation Action for

Happiness has lots of free resources and more
• Mindfulness
information: https://www.actionforhappiness.org/
take-action/find-three-good-things-each-day
 9

3. T
 HE PERMA MODEL OF
PSYCHOLOGICAL WELLBEING

Anticipation – looking forward to something Mindfulness meditation involves sitting silently and
pleasurable has also been shown to boost focusing on your breathing and paying attention to
happiness levels. One study found that just the present moment. You can also use mindfulness
thinking about watching a favourite film raised in other aspects of life, e.g. when walking or eating.
people’s endorphin levels (the chemical released in Like any skill, it takes practice and patience, but
our bodies to relieve pain and induce wellbeing) by can have a powerful impact on our mental health,
27%! (Achor, 2010). calmness and contentment. Research even shows
that practising mindful meditation regularly can
So, having something to look forward to is a
permanently rewire the brain to raise happiness
powerful way of improving positive emotions. And
levels, reduce stress and improve immune system
it’s useful to realise that it’s not just the actual
functioning (Shapiro, Schwartz, & Santerre, 2005).
event that brings the reward of feeling good, it’s
the anticipation of it as well. In the workplace, this You could consider bringing a qualified practitioner
could mean scheduling a team social event for later into your organisation to teach mindfulness skills.
in the month or ensuring people have a holiday There are also a number of free apps on the Good
booked in the diary that they can look forward to. Thinking website:

Mindfulness is a technique you can learn which https://www.good-thinking.uk/apps/

involves making a special effort to be fully present
• ‘Be Mindful’: a clinically-proven online
and aware in the moment. With practice, you
mindfulness course approved by the NHS.
can teach yourself the skills of noticing what’s
happening in your mind, body and surroundings, • ‘Meditainment’: an app that uses established
and being aware of your thoughts and feelings guided meditation and visualisation techniques
without distraction or judgement. to help you explore and reflect on a range of
wellbeing topics.

Organisations could signpost these to their

employees and encourage them to give them a try.
 10

4. C
 HAR ACTE R STRE NGTHS

Character strengths are widely-valued positive The ‘Values in Action’ classification of character
traits that are reflected in our thoughts, emotions strengths defines 6 virtues and 24 strengths
and behaviours. Experts have shown that they can that are deemed to be important to a ‘good life’
be applied in both our personal and working worlds (Peterson & Seligman, 2004). This provides a
to support our optimal functioning and wellbeing. valuable framework for organisations to raise
Importantly, whilst our strengths may be grounded awareness around strengths-focused approaches;
in our individual biology, they also have broad help people understand their own strengths
potential for development. through simple assessment tools; and apply
positive psychology in the workplace e.g. personal
development via coaching.

L EDGE HU
OW MA
KN NI
TY
&
M Love of Learning Love
O
Perspective Kindnes
IS
W

Judgement Social Intelligence

Creativity
Curiosity
TRA

Spirituality
Zest
C O U R AG E

NSCENDENCE

Gratitude
Bravery Humour
Honesty Hope
Perseverance Appreciation of
Beauty & Excellence

Teamwork Humility
Leadership Prudence
Fairness Foregiveness
Self-Regulation
E
JU C
ST A N
IC P ER
E
TEM

Figure 4. Values in Action Strengths of Character (Peterson and Seligman, 2004)

 11

4. C
 HAR ACTE R STRE NGTHS

CH AR ACT E R STRE N GTH S: E VI D E NCE HOW TO DE V E LOP C HA R ACTE R

SU MMARY STRE NGTHS IN THE WORKPL ACE
Research shows that simply by knowing and Organisations are well positioned to help people
using our strengths, we can generate optimism, understand their strengths. The majority of us are
self-confidence and an enhanced sense of not truly aware of our strengths, either because
vitality (Clifton & Anderson, 2001). People that we just take them for granted or because our built
use their character strengths have also been in ‘negativity bias’ tends to make us focus on our
shown to have fewer psychological problems weaknesses more (Niemiec, 2013).
(Niemiec, 2013), higher levels of wellbeing (Park,
You can encourage employees to complete an
Peterson, & Seligman, 2004) and to be more likely
online questionnaire called the VIA Survey of
to experience engagement (Seligman, Steen,
Character Strengths which is available at the Penn
Park, & Peterson, 2005).
University Authentic Happiness website.
Furthermore, research conducted in organisational
https://www.authentichappiness.sas.upenn.edu/
settings (Lavy & Littman-Ovadia, 2017) showed
testcenter
that employees’ use of their strengths at
work linked positively to their job satisfaction, (This is a free service, though you will need to
productivity and their organisational citizenship follow a brief registration process first.)
behaviour (i.e. the positive, discretionary actions
that people carry out at work that go beyond their This tool helps you assess and understand your
formal job description/responsibilities) individual strengths and you receive a free report
by email following completion.
In addition, the more a workplace environment
enables an individual to apply their strengths, the Once understood, character strengths information
higher the levels of pleasure and meaning they will can be used positively in a wide range of areas to
enjoy at work (Harzer & Ruch, 2013). enhance employee engagement, wellbeing and
performance, including:
So, encouraging people to know and use their
strengths at work, and striving to align individuals’ • Recruitment and selection
strengths with their job environment, is clearly • Performance appraisal and management
beneficial for both the individual and the
organisation. • Career development

• Strengths-based coaching at work

• Job-crafting (actions that employees

take to reshape their jobs to improve its
meaningfulness and ‘fit’)

• Team-building, communication and reducing

conflict
 12

5. C
 OMPAS SION

Using compassion is a powerful yet simple example

of the positive action people can take to enhance
their wellbeing and that of others. Cynics might
think this is just a “fluffy” idealistic option, but the
fact is that there is a clear and growing evidence
base to show it really works!

SE L F- C O M PAS SI O N
Self-compassion is all about treating yourself with
the same care, kindness and concern that you
would show a good friend if they were struggling in Even in times of crisis, self-compassion has an
some way. important role to play in wellbeing and resilience –
a recent study in Hong Kong conducted during the
Dr Kristen Neff, one of the pioneers and leading
pandemic found that practising self-compassion
researchers in the field of self-compassion, breaks
helped people feel less threatened and distressed,
it down into 3 components:
and more able to see potential benefits in the
• Recognising our flaws, failures and difficulties situation, such as having more time for relaxation
in a kind, non-judgemental way, and avoiding (Lau, Chan, & Ng, 2020).
self-criticism.
In addition, empirical evidence also suggests that
• Understanding that we are not alone in our people who are self-compassionate are more
difficulties - everyone suffers at some time or likely to hold positive psychological qualities such
another. as happiness, optimism, curiosity and personal
initiative (Neff, Rude, & Kirkpatrick, 2007).
• Taking a balanced approach to our negative
emotions – neither suppressing them, nor
C OMPAS SION TOWA RDS OTHE RS
allowing them to ‘take over’ our lives.
Compassion differs to empathy - empathy refers to
E V I D E N C E S U MM ARY our ability to consider another person’s perspective
and feel their emotions, whilst compassion also
Research shows that practising self-compassion
includes the desire to help. Showing compassion
protects us (or ‘buffers’) the negative effects of
towards others can also be called ‘pro-social’
suffering, and that people that are compassionate
behaviour or carrying out ‘acts of kindness’.
towards themselves are much less likely to be
stressed, anxious or depressed than people Giving back to others (e.g. via volunteering or
who are self-critical (MacBeth & Gumley, 2012). community ventures) also features in the well-
Positive links have also been established between known ‘Five Ways to Wellbeing’ framework (Aked,
self-compassion and sleep quality and resilience Marks, Cordon, & Thompson, 2008) which prompts
(Kemper, Mo, & Khayat, 2015). Furthermore, having people to improve their health through proactive
this ‘inner warmth’ has been shown to improve the and positive action. (You can find out more about
immune system and enhance physical health by the framework and applying it at your organisation,
decreasing cortisol levels (our body’s main stress by referring to the first factsheet in this series “Five
hormone) (Phillips & Hine, 2019). Ways to Wellbeing”.)
 13

5. C
 OMPAS SION

E V I D E N C E S U MM ARY pay their acts of kindness forward – demonstrating

278% more prosocial behaviours than the Control
Much of the research in this field focuses on the
group! The researchers concluded that practicing
impact of kindness on the giver. A systematic
everyday kindness at work is reinforcing and
review and meta-analysis of 21 studies of this
contagious (Chancellor, Margolis, Jacobs Bao, &
type found that performing acts of kindness had
Lyubomirsky, 2018).
a significant modest (small to medium) impact on
both well-being and happiness of those performing
B U IL DING C OMPAS SION IN TH E
the act (Curry, Rowland, Van Lissa, McAlaney, &
WORKPL ACE
Whitehouse, 2018).
Compassion for oneself and for others can be
In addition, studies show that performing acts
promoted in the workplace in a range of ways.
of kindness can increase feelings of autonomy
and competence (both of which are known to be Building a workplace culture that values kindness
fundamental to our overall psychological wellbeing) is critical, and this can be achieved through stated
(Nelson, et al., 2015). values, leadership behaviours, management
practices, reward systems, and specific
In another study, researchers examined happiness
communication campaigns to educate and engage
levels in people who were given an amount
colleagues.
(between $5 and $20) to spend in a day. Those
who were randomly assigned to spend money on For an excellent overview on creating a
others experienced a significantly greater increase compassionate workplace, see this thought piece
in happiness than those assigned to spend money from the Chartered Institute of Personnel and
on themselves (Dunn, Aknin, & Norton, 2008). Development:
Interestingly, this finding contrasted with what the
https://www.cipd.co.uk/news-views/changing-work-
participants predicted would make them happier
views/future-work/thought-pieces/compassion-
– a significant majority thought that personal
workplace
spending would make them happier than prosocial
spending. This latter discovery suggests the For additional ideas and a free guidebook on
importance of educating people in the benefits of creating kindness in the workplace, visit the not-
helping others. for-profit Random Acts of Kindness website. The
direct link to the Guidebook pdf is below:
Finally, in the workplace specifically, there is
evidence to suggest that being kind to others https://www.randomactsofkindness.org/workplace/
creates a ‘virtuous cycle’ which benefits not only RAK_7_steps_to_create_kindness_in_the_
the giver and the receiver, but also the broader workplace.pdf
organisation. In a study set in a Spanish corporate
You can also access free resources, exercises and
environment, employees were randomly assigned
more information on self-compassion on Dr Kristen
as Givers, Receivers and Controls. Givers
Neff’s website: https://self-compassion.org/
practiced 5 secret acts of kindness for Receivers
resources-2/
over a 4 week period. Both groups were seen to
benefit in well-being, in both short-term and long-
term measures. The fascinating additional benefit,
however, was that Receivers were then inspired to
 14

6. L
 HWA FR AME WORK

H E A LT H Y H E A LT H Y H E A LT H Y
W O R K P L AC E WO R K P L AC E WO R K P L AC E
F O U N DAT I O N AC H I E V E M E N T E XC E L L E N C E
2021 2021 2021

The London Healthy Workplace Award (LHWA) is an

accreditation scheme led by the Mayor of London
and supported by Public Health England. It acts
as a template for good practice and recognises
London employers who invest in their employee’s
health and wellbeing. There are three main awards
for SMEs and larger organisations: Foundation,
Achievement and Excellence. There is also a Micro Ideas for implementing positive psychology
Award (for business with < 10 employees) and a resources to benefit your LHWA application:
Communal Workspace Award.
Example: Achievement Award, Employee
There are five steps to getting accredited. Knowledge and Resilience pillar

Step 1 – Once you have registered you interest A6.1 Mental health awareness/resilience/stress
(see link below) you will be put in touch with your management training
local borough’s Healthy Workplace Lead. They will
Suggestion: Integrate positive psychology theory
provide you with free support
into existing mental health training and education,
Step 2 – Your Healthy Workplace Lead will go and raise awareness amongst employees. For
thought the self-assessment framework with you example, a poster of the ‘PERMA’ model could be
– this will help you to decide which award your displayed in a communal space.
organisation should apply for
A6.3 Employees are supported to do their jobs
Step 3 – Your Healthy Workplace Lead will work
Suggestion: Positive psychology resources such
closely with you and your organisation to explore
as the ‘Values in Action’ character strengths model
the initiatives you already have in place and gather
and tools can be used to enhance learning and
evidence
development schemes.
Step 4 – When you are happy with your finished
To find out more about the LHWA, email
application, you will send your form/scorecard to
the Greater London Authority Health Team at:
the London Healthy Workplace Award panel.
LondonHealthyWorkplace@london.gov.uk
Step 5 – You will know the outcome of your
To sign-up to the award – and say “yes, I’m
application within two weeks. You will then receive
interested” – click here
your accreditation and an invitation to the awards
ceremony which celebrates fantastic work on
health and wellbeing in the workplace.
 15

6. L
 HWA FR AME WORK

MICRO COMMUNAL
SMEs & LARGE
ORGANISATIONS WORKSPACE
ORGANISATIONS
10 workers or fewer PROVIDERS

H E A LT H Y H E A LT H Y H E A LT H Y
W O R K P L AC E
W O R K P L AC E W O R K P L AC E

MICRO F O U N DAT I O N COMMUNAL

2021 2021 WO R K S PAC E
2021

H E A LT H Y
W O R K P L AC E

AC H I E V E M E N T
2021

H E A LT H Y
W O R K P L AC E

E XC E L L E N C E
2021
 16

7. F
 URTHE R RE ADING AND
ADDITIONAL RE SOURCE S
Achor, S. (2010) The Happiness Advantage: NHS UK – Useful information and resources about
the seven principles that fuel success and mindfulness
performance at work. London: Virgin Books.
Web: https://www.nhs.uk/mental-health/self-help/
tips-and-support/mindfulness/
CIPD Research Report – Strengths based
performance conversations: an organisational field
Peters, S. (2012). The Chimp Paradox: The Mind
trial.
Management Programme to Help You Achieve
Web: https://www.cipd.co.uk/Images/performance- Success, Confidence and Happiness. London:
conversations-report_tcm18-29743.pdf Vermilion.

CIPD Compassionate Workplace article Seligman, M. (2011). Flourish: A New Understanding

of Happiness and Wellbeing and How to Achieve
Web: https://www.cipd.co.uk/news-views/
Them. London: Nicholas Brealey Publishing.
changing-work-views/future-work/thought-pieces/
compassion-workplace
Roffey Park Compassionate Leadership Guide

Grant, A. (2014) Give and Take: Why helping others Web: https://www.roffeypark.ac.uk/wp-content/
drives our success. London: Weidenfeld and uploads/2020/07/Compassionate-Leadership-
Nicolson. Booklet.pdf

Lyubomirsky, S. (2007). The How of Happiness. TED Talk – Shawn Achor

London: Sphere.
Web: https://www.ted.com/talks/shawn_achor_the_
happy_secret_to_better_work?language=en
 17

7. F
 URTHE R RE ADING AND
ADDITIONAL RE SOURCE S
REFERENCES Emmons, R., & McCullough, M. (2003). Counting
blessings versus burdens: an experimental
Achor, S. (2010). The Happiness Advantage:
investigation of gratitude and subjective wellbeing in
the seven principles that fuel success and daily life. Journal of Personality and Social Psychology .
performance at work. London: Virgin Books.
Folkman, S., & Moskowitz, J. (2000). Positive
Aked, J., Marks, N., Cordon, C., & Thompson, S.
affect and the other side of coping. American
(2008). Five ways to wellbeing. A report presented
Psychologist , 647.
to the Foresight Project on communicating the
evidence base for improving people’s well- Ford, M. T., Cerasoli, C., Higgins, J., & Decesare,
being. . The New Economics Foundation, Centre A. (2011). Relationships between psychological,
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Stress, 25(3), 185-204.
Black, C. (2008). Working for a Healthier Tomorrow.
London: TSO. Forgeard, M., Jayawickreme, E., Kern, M., &
Seligman, M. (2011). Doing the Right Thing:
Chancellor, J., Margolis, S., Jacobs Bao, K., &
Measuring Wellbeing for Public Policy. International
Lyubomirsky, S. (2018). Everyday prosociality in
Journal of Wellbeing .
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getting and glimpsing. Emotion, 507. Fredrickson, B. (2001). The role of positive
emotions in positive psychology: the broaden
Chartered Institute of Personnel and Development.
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(2018). Health and well-being at work. London:
Psychologist , 218-26.
Chartered Institute of Personnel and Development.
Harzer, C., & Ruch, W. (2013). The application
Clifton, D., & Anderson, E. (2001). StrengthsQuest.
of signature character strengths and positive
Washington: The Gallup Organisation.
experiences at work. Journal of Happiness Studies ,
Curry, O., Rowland, L., Van Lissa, C. Z., McAlaney, 14, 965-983.
J., & Whitehouse, H. (2018). Happy to help? A
Kemper, K., Mo, X., & Khayat, R. (2015). ARe
systematic review and meta-analysis of the effects
Mindfulness and Self Compassion associated
of perfomring acts of kindness on the well-being
with Sleep and Resilience in Health Professionals?
of the actor. Journal of Experimental Social
Journal of Alternative and Complementary
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