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Growing evidence suggests that online positive‐psychological interventions effectively increase well‐being, and a wealth of evidence describes cognitive‐affective responses to such interventions. Few studies, however, have directly compared responses across popular exercises such as the best‐possible‐self intervention, the gratitude letter, or self‐compassionate writing. In addition, current evidence is ambiguous regarding the effects of potential moderator variables such as trait gratitude and emotional self‐awareness. To address these issues, we randomized 432 German adults to perform either optimism, gratitude, self‐compassion, or control writing interventions in an online setting. Participants reported trait gratitude and trait emotional self‐awareness before the interventions, as well as momentary optimism, gratitude, self‐compassion, positive affect, and current thoughts immediately after the interventions. Results indicate higher momentary optimism after the best‐possible‐self intervention and higher momentary gratitude after the gratitude letter than after the control task. There were no differences when comparing the best‐possible‐self intervention with the gratitude letter. Both interventions increased the number of positive self‐relevant thoughts. The self‐compassion condition showed no effects. Moderation analysis results indicate that neither emotional self‐awareness nor trait gratitude moderated the intervention effects. Future studies should compare responses across different positive‐psychological interventions using more comprehensive exercises to ensure larger effects. [ABSTRACT FROM AUTHOR]

The Strength Use and Deficit Correction (SUDCO) Questionnaire has been shown to be a reliable instrument for the measurement of its four dimensions perceived organizational support for strengths use, perceived organizational support for deficit correction, strengths use behavior, and deficit correction behavior in the context of organizations. This paper aims to adapt and validate the SUDCO for the German-speaking population (SUDCO-G). Three studies were conducted. Confirmatory factor analyses and correlations with other psychological constructs on the data of three German samples (N1 = 302; N2 = 243, N3 = 295) were performed. The twenty-four item SUDCO-G exhibits the anticipated factorial structure with four factors and an acceptable model fit in all three studies (CFI =.920-.937, TLI =.911-.929, RMSEA =.063-.079, SRMR = 0.52-.075). The associations of the four dimensions to other constructs concur with previous findings (study 2) and the subscales of the SUDCO-G also show positive relations with general strengths use, meaning of work and Psychological Capital (study 3). We conclude that the SUDCO-G is a reliable and valid instrument for the use in the German-speaking population. [ABSTRACT FROM AUTHOR]

One of the flagship exercises in positive psychology is the best-possible-self (BPS) intervention, which has been repeatedly shown to increase positive affect. Yet little is known about the intervention's underlying psychological mechanisms. We propose that goal ambivalence and positive future expectations should operate as mediators because both variables might be affected by the BPS intervention and have been shown to promote positive affect. To investigate this issue, we randomized clusters of 188 psychology undergraduates to write about either their best possible future or their previous day. Participants reported goal ambivalence, positive future expectations, and positive affect before, immediately after, and 1 week after the intervention. Path analysis results indicated that the BPS intervention increased positive affect and decreased goal ambivalence up to 1 week later. Neither goal ambivalence nor positive future expectations mediated the effect of the BPS intervention on positive affect in the week after its implementation. Future studies should investigate how repeated administrations of the BPS intervention affect goal ambivalence over time and whether resulting lower levels of distress might explain the intervention's effect on depressive symptoms. [ABSTRACT FROM AUTHOR]

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As organizational research turned its focus to Corporate Social Responsibility (CSR), interest also grew in the individual’s perspective on CSR. When looking for cross-cultural comparisons of the effects of CSR, measurement invariance is of utter importance as a questionnaire might not be equivalent in all investigated samples and thus bias results. We examined a previously published questionnaire assessing different aspects of personal CSR ratings. Factorial validity and measurement invariance was tested by means of confirmatory factor analysis and Bayesian structural equation modeling in five samples (total N = 1120): 2 US-American, 2 German, and 1 English-speaking Indian sample. In an exploratory-confirmatory approach, the originally proposed factor structure was altered to finally comprise four facets of CSR: employee-related CSR, environmental CSR, philanthropy and customer-related CSR. Measurement invariance tests showed evidence for small differences of the English and German version as well as significant divergences of the measurement model in the Indian sample. In conclusion, we show the validity of the questionnaire for a circumscribed Western context but are hesitant about further transfers. Future research on perception of CSR in non-western contexts might depend on new and tailored questionnaires. [ABSTRACT FROM AUTHOR]

At present, little is known about the corporate characteristics that support a socioeconomic development towards degrowth. Addressing this research gap, we conducted interviews with companies which have joined the Economy for the Common Good, a social movement which identifies the common good as the purpose of economic activity. Our analysis was guided by Latouche's (2009) eight 'R's which, he claims, should trigger a transformation towards degrowth: re-evaluate, reconceptualize, restructure, redistribute, relocalize, reduce, re-use and recycle. Among the companies we studied, we observed a change in values in line with Latouche's claim. In their management practices, the companies are guided by values such as fairness, cooperation, diversity, independence, democracy, transparency, and ecological sustainability. This is exemplified by democratic ownership and decision-making structures, cooperative trade relations, a preference for local suppliers and the redistribution of surpluses. Furthermore, for these companies, profits are of reduced significance as an indicator of success. Nevertheless, some companies in our sample do still consider further company growth to be necessary. But, as the limitation of the company's size is just one possible way in which a company can contribute to an overall reduction in economic growth, the companies bear due to their compliance with Latouche's strategies the potential to contribute to a societal transition towards degrowth. [ABSTRACT FROM AUTHOR]

With the Psychological Capital Questionnaire (PCQ) being the standard measure to assess psychological capital (PsyCap) in the context of organizations, this paper aims to broaden this domain-specific approach by introducing a measure with universal claim. Two studies were conducted to create and validate a German self-report scale (CPC-12) measuring PsyCap. We performed confirmatory factor analyses and correlations with other positive psychological constructs on the data of two German samples (N1 = 321; N2 = 202). The twelve-item CPC-12 exhibits the anticipated factorial structure with a very good model fit and associations to other constructs concur with previous findings with other measures of PsyCap. [ABSTRACT FROM AUTHOR]

Based on a follower-centred approach to transformational leadership, the meaning of team consensus for relevant organizational outcome measures is examined. It is argued that high consensus among followers with regard to their respective leaders' behaviour is an indicator of consistent transformational leadership. It is also hypothesized that the team consensus concerning leadership moderates the relation between transformational leadership and outcome criteria. Furthermore we expect leader-team agreement in leadership evaluation between the leader and the group to be related to followers' and customers' reactions. Data was collected from 27 supervisors and 233 subordinates representing 36 service-oriented organizations. Independent measures were taken from 1463 customers. For data analysis a multilevel approach was employed. The results show that consensus is an important predictor for commitment, Organizational Citizenship Behaviour (OCB), and customer satisfaction, and moderates the relationship of transformational leadership with commitment and OCB. Agreement is related to commitment and customer satisfaction and moderates the relationship between leadership and commitment. The findings are discussed in a practical light with regard to the consequences of consensus about leadership within a group and of agreement between a group and the respective leader. Moreover, practical implications are given for the improvement of commitment, OCB, and customer satisfaction. [ABSTRACT FROM AUTHOR]

The Common Good Balance Sheet (CGB) is an instrument to measure a company's contribution to the common good. In our study, we investigate whether employees from companies with higher CBG scores perceive more corporate social responsibility than employees from companies with lower CBG scores and whether relationships can be found between the achieved CGB scores and employees' job-related attitudes and behaviors. We conducted an online survey of 332 employees from eight German companies with published CGBs. According to results from multiple linear regression analyses, employees from companies with higher CGB scores perceive more CSR and are more satisfied with their jobs and payments. In addition, they report less job demands, more organizational support, more work meaningfulness and more organizational citizenship behaviors towards their company. Employees identify more with their company if high transparency and co-determination is practiced. However, the value and social impact of the companies' products is not related to employees' organizational identification. Moreover, employees from companies with high CGB scores do not report more organizational citizenship behaviors towards their colleagues. Our results indicate that the CGB is a tool that measures aspects concerning job-related attitudes and behaviors and allows comparability between companies. However, aspects relevant to job satisfaction may still be missing in the CGB scoring. [ABSTRACT FROM AUTHOR]