Using personal and psychological strengths leads to increases in well-being over time: A longitudinal study and the development of the strengths use questionnaire

By Alex M. Wood, P. Alex Linley, John Maltby, T. Kashdan, Robert Hurling. 2011

522 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/08e69a089004aaba180d7fcee2b42e5b93bdd33b

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Citations in the corpus

From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration (2014, background): “Recent research has also supported these affirmations, revealing significant associations between strengths use and feelings of energy and aliveness (i.e. subjective vitality, Forest et al., 2012; Govindji & Linley, 2007; Wood et al., 2011), as well as between vigor (a concept similar to subjective ”
A dynamic approach to psychological strength development and intervention (2011, unknown): “Scholars tend to emphasize the benefits of a strengths focus, in part, because this is what the results of research suggest (e.g., Govindji & Linley, 2007; Seligman et al., 2005; Stefanyszyn, 2007; Wood et al., 2011).”
Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect (2017, background): “Results of prior research have supported an association between identifying and working on one’s strengths and positive affect (van Woerkom and Meyers 2015; Wood et al. 2011), self-efficacy as a component of PsyCap (Zwart et al. 2015), and satisfaction with life (Douglass and Duffy 2015).”
When the job is a calling: The role of applying one's signature strengths at work (2012, background): “While it might be more parsimonious to ask for the use of strengths in general (Wood, Linley, Maltby, Kashdan, & Hurling, 2011 ), or to utilize single-item measures for the frequency of strength application (Littman-Ovadia & Steger, 2010 ), such approaches do not allow for the discrimination of th”
Promoting positive outcomes through strengths interventions: A literature review (2017, background): “For example, building on Quinlan et al.’s (2012) recommendation of focusing on ‘noticing strengths use in others’, the role of social recognition, which has been proposed as a basic psychological need (Maslow, 1943) deserves more attention in future research. The importance of strengths intervention”
How ‘other people matter’ in a classroom-based strengths intervention: Exploring interpersonal strategies and classroom outcomes (2015, background): “, 2005) and that strengths use predicted positive affect (Wood et al., 2011), Awesome Us participants reported significantly higher strengths use at follow-up than the control group.”
The Application of Signature Character Strengths and Positive Experiences at Work (2013, background): “It might be more parsimonious to ask for the use of strengths in general (Wood et al. 2011) or utilize single-item measures for the frequency of application of each of the character strengths (Littman-Ovadia and Steger 2010).”
Strengths use and work engagement: a weekly diary study (2016, methodology): “Although perceptions may be more important than objective reality in terms of understanding what people feel, think, and do (Wood et al., 2011), future research should try to include more objective indicators of proactive behaviour, and possibly also more objective indicators of organizational…”
Strengths use and deficit correction in organizations: development and validation of a questionnaire (2016, background): “, the VIA-IS; Peterson & Seligman, 2004), recent studies have indicated that it is the use of strengths, no matter what these strengths are, that leads to valuable outcomes, such as work engagement and well-being (Harzer & Ruch, 2013; Keenan & Mostert, 2013), and reduced stress and greater self-este”