Department of Psychology, George Mason University.
College of Business, University of Colorado.
J Occup Health Psychol. 2017 Apr;22(2):129-137. doi: 10.1037/ocp0000035. Epub 2016 Apr 21.
Owing to the importance of employee psychological well-being for a variety of work- and non-work-related outcomes, practitioners and scholars have begun to broaden the scope of workplace well-being interventions by incorporating principles from positive psychology. Among such positive interventions, gratitude exercises have arguably emerged as the "gold standard" practice, with much research pointing to their effectiveness. However, existing workplace interventions lack a true (i.e., no intervention) control group, and effects have been observed for some-but not all-outcomes tested. Therefore, the purpose of this brief report was to conduct a concise but methodologically rigorous evaluation of the effectiveness of 2 positive psychology workplace interventions in improving employee affect, and to examine potential moderators of intervention effectiveness. Ninety-two employees in a large social services agency were assigned to (a) a gratitude intervention, (b) an intervention in which participants alternated between the gratitude activity and one involving increasing social connectedness, or (c) a wait list control condition, for 1 month. Neither intervention produced a main effect on any of the 3 affective outcomes measured. However, agreeableness, conscientiousness, and job tenure were significant moderators of intervention effectiveness. We discuss the implications of these preliminary results in an effort to advance the literature on workplace positive psychology interventions. (PsycINFO Database Record
由于员工心理健康对各种工作和非工作相关结果的重要性，从业者和学者开始通过将积极心理学的原则纳入工作场所幸福感干预措施的范围来拓宽工作场所幸福感干预措施的范围。在这些积极的干预措施中，感恩练习可以说是“黄金标准”实践，大量研究表明其有效性。然而，现有的工作场所干预措施缺乏真正的（即无干预）对照组，并且仅在某些而非所有测试结果中观察到效果。因此，本简要报告的目的是对 2 种积极心理学工作场所干预措施在改善员工情绪方面的有效性进行简明但方法严谨的评估，并检验干预效果的潜在调节因素。一家大型社会服务机构的 92 名员工被分配到（a）感恩干预组、（b）参与者在感恩活动和增强社会联系活动之间交替进行的干预组或（c）等待名单对照组，为期 1 个月。这两种干预都没有对测量的 3 种情感结果中的任何一种产生主要影响。然而，宜人性、尽责性和工作年限是干预效果的显著调节因素。我们讨论了这些初步结果的意义，以努力推进关于工作场所积极心理学干预措施的文献。
