Harmonious passion as an explanation of the relation between signature strengths’ use and well-being at work: Test of an intervention program

By Jacques Forest, Geneviève A. Mageau, Laurence Crevier-Braud, Éliane Bergeron, Philippe Dubreuil, Geneviève L. Lavigne. 2012

234 citations recorded by the source corpus.

Subfields: Applied Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/d5c4f035e1f391edec5f83b603bb9896c3ce5ad2

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Citations in the corpus

Promoting positive outcomes through strengths interventions: A literature review (2017, methodology): “…in a new way’ intervention of Seligman et al. (2005) which first identifies one’s strengths using the VIA-IS and then asks the participants to use one of their top five strengths in a new and different way each day for one week (e.g. Forest et al., 2012; Mongrain & Anselmo-Matthews, 2012).”
Fired up with passion: Investigating how job autonomy and passion predict burnout at career start in teachers (2014, background): “Forest et al. (2012) recently found that the use of signature strengths (i.e. capacity for a particular way of behaving, thinking or feeling that is authentic and energizing to the user) facilitates harmonious passion and fosters psychological well-being at work.”
The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, background): “In addition, while passion for work has been found important for wellbeing and ill-being (Forest et al., 2012; Forest et al., 2011; Lavigne, Forest, & Crevier-Braud, 2012; Vallerand et al., 2010), studies have yet to empirically test the extent to which HP and OP for work actually explains variance ”
From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration (2014, methodology): “Research on passion has consistently demonstrated that increases in harmonious passion were associated with increases in subjective vitality (Forest et al., 2012; Forest, Mageau, Sarrazin, & Morin, 2011; Li, 2010), which has also been associated with work performance (Carmeli et al.”
Character Strengths and Intellectual and Developmental Disability: A Strengths-Based Approach from Positive Psychology (2017, unknown): “…which have found beneﬁt from it, including youth (Madden, Green, & Grant, 2011), older adults (Proyer, Gander, Wellenzohn, & Ruch, 2014), employees (Forest et al., 2012), people with traumatic brain injuries (Andrewes, Walker, & O’Neill, 2014) as well as across various cultures (Duan, Ho, Tang,…”
My Better Self (2017, background): “The use of individuals’ most dominant character strengths seemed to have particularly positive effects: Working students who made use of at least two of their signature strengths (defined as the five most dominant core strengths) in a new way at work, over a 2-week period, reported higher levels of ”
Workplace gossip and frontline employees’ proactive service performance (2019, background): “Employees may thus obtain a sense of control over their work, helping them to autonomously internalize their work as part of their identity and develop more harmonious passion for their work (Forest et al., 2012).”
A self-determination perspective of strengths use at work: Examining its determinant and performance implications (2016, background): “The few studies that have examined employees’ strengths use have demonstrated its link to job satisfaction, well-being, and meaning in life (e.g. Forest et al. 2012; Harzer & Ruch, 2012, 2013; Littman-Ovadia & Steger, 2010).”