Interventions to enhance eudaemonic psychological well-being: A meta-analytic review with Ryff's Scales of Psychological Well-being.

This meta-analysis enhances our insight into the effectiveness of interventions aimed at improving eudaemonic well-being. The focal outcome of these interventions is Ryff's Scales of Psychological Well-being. We summarized experimental studies and concluded whether a specific intervention approach improves individual positive functioning by assessing the six dimensions of psychological well-being and the composite score of well-being. Our study confirmed that eudaemonic well-being can be improved. The strongest influence is seen in integral programs that link directly to Ryff's conceptual model. Breaking down to dimensional scores, existing interventions had the strongest influence on Environmental Mastery, Personal Growth, and Self-Acceptance. The weakest influence was on Autonomy and Positive Relations with Others. Overall, our result is an important contribution to the well-being literature in that it shows, more convincing than previous meta-analyses due to its exclusive and comprehensive focus on Ryff's model, that psychological eudaemonic well-being can be enhanced by targeted intervention programs.

Synergistic effect of autonomy and relatedness satisfaction on cognitive deconstruction.

We connected self-determination theory (SDT) and escape theory to deepen the understanding of the antecedents of cognitive deconstruction by introducing autonomy and relatedness satisfaction. Based on three laboratory experiments, results showed a limited determining role of autonomy satisfaction (Experiment 1); however, the causal relationship strengthened when autonomy satisfaction was in conjunction with relatedness satisfaction (Experiments 2 and 3). Relatedness satisfaction constantly predicts all symptoms of cognitive deconstruction. Importantly, all independent explanatory powers of the two require satisfactions when explaining that the symptoms of cognitive deconstruction were qualified by their interaction terms. Regardless of relatedness satisfaction, autonomy satisfaction always positively relates to time orientation. The relationship between autonomy satisfaction and meaninglessness is only negative when relatedness satisfaction is low. The relationship between autonomy satisfaction and delayed gratification is only positive when relatedness satisfaction is high.

Servant Leadership in Japan: A Validation Study of the Japanese Version of the Servant Leadership Survey (SLS-J).

PURPOSE: The purpose of this study is to develop and validate a Japanese version of the Servant Leadership Scale and to clarify the relationship between servant leadership (SL) and well-being among Japanese workers. METHODS: After the Japanese version of the SLS (SLS-J) and of its short form (SLS-J-short) were developed in conformity with the guidelines (Wild et al., 2005), a web-based survey was administered to 516 Japanese employees (20 or older and have a supervisor). Confirmatory factor analysis (CFA) was conducted to evaluate a construct validation of the SLS-J and the SLS-J-short. Convergent validity was estimated with theoretically related constructs (e.g., transformational leadership, supervisory support, and interpersonal justice) and potential consequences of SL (e.g., affective commitment, work engagement, job satisfaction, organizational citizenship behavior (OCB), psychological distress, and work performance). Intraclass correlation coefficient (ICC) using the test-retest method was conducted with 104 of the initial respondents to assess internal consistency reliability. Additionally, the effects of SL on employees' work engagement and the mediating role of employees' affective commitment were estimated. RESULTS: CFA confirmed that an eight-factor model (SLS-J) and a five-factor model (SLS-J-short) had the most satisfactory fits for the two scales with Japanese workers. Tests of convergent validity and reliability showed sufficiency for each of the dimensions of SLS-J and SLS-J-short. Additionally, it was revealed that SL has an impact on employees' work engagement through a mediation of affective commitment at a cross-sectional level, and the indirect association between SL and work engagement via affective commitment remained afterward. CONCLUSION: SLS-J and SLS-J-short were confirmed to have good reliability and validity for Japanese workers. Also, this study found that SL has an important role in enhancing the engagement of workers.

Effectiveness and feasibility of a mindful leadership course for medical specialists: a pilot study.

BACKGROUND: Medical specialists experience high levels of stress. This has an impact on their well-being, but also on quality of their leadership. In the current mixed method study, the feasibility and effectiveness of a course Mindful Leadership on burnout, well-being and leadership skills of medical specialists were evaluated. METHODS: This is a non-randomized controlled pre-post evaluation using self-report questionnaires administered at 3 months before (control period), start and end of the training (intervention period). Burn-out symptoms, well-being and leadership skills were assessed with self-report questionnaires. Semi-structured interviews were used to qualitatively evaluate barriers and facilitators for completion of the course. RESULTS: From September 2014 to June 2016, 52 medical specialists participated in the study. Of these, 48 (92%) completed the course. Compared to the control period, the intervention period resulted in greater reductions of depersonalization (mean difference = - 1.2, p = 0.06), worry (mean difference = - 4.3, p = 0.04) and negative work-home interference (mean difference = - 0.2, p = 0.03), and greater improvements of mindfulness (mean difference = 0.5, p = 0.04), life satisfaction (mean difference = 0.4, p = 0.01) and self-reported ethical leadership (mean difference = 0.1, p = 0.02). Effect sizes were generally small to medium (0.3 to 0.6) and large for life satisfaction (0.8). Appreciation of course elements was a major facilitator and the difficulty of finding time a major barrier for participating. CONCLUSIONS: A 'Mindful Leadership' course was feasible and not only effective in reducing burnout symptoms and improving well-being, but also appeared to have potential for improving leadership skills. Mindful leadership courses could be a valuable part of ongoing professional development programs for medical specialists.

How medical specialists experience the effects of a mindful leadership course on their leadership capabilities: a qualitative interview study in the Netherlands.

OBJECTIVES: Medical leaders are facing leadership challenges that ask for a leadership style that takes care of both themselves and their coworkers. Mindfulness may support this leadership style. We explored how a 'Mindful leadership for medical specialists' course affected medical specialists' leadership. DESIGN: We conducted a qualitative study based on in-depth interviews. The grounded theory method was used to analyse the data. SETTING: A university medical centre in the Netherlands. PARTICIPANTS: Seventeen medical specialists (six male) with an average age of 51 years (ranging from 40 to 66 years). INTERVENTIONS: The mindful leadership course consisted of 10-weekly 5-hour sessions that focused on cultivating mindfulness and compassion. In addition, sessions included didactic and interactional teaching about leadership theories. RESULTS: Four categories emerged from the data: (A) Self - Attitude: psychological attitude towards self, (B) Self - Behaviour: behaviour towards self, (C) Other - Attitude: psychological attitude towards others, and (D) Other - Behaviour: behaviour towards others. Themes were defined within these categories: awareness of self, open mind, insight and appreciation of self (A), emotional and cognitive self-regulation, letting go of unhelpful behaviour and developing helpful behaviour (B), differences in attitude to others such as awareness of (impact on) others, keeping an open mind about others, allowing difficult emotions associated with others, appreciating of others (C), and communicating more effectively, providing direction, empowering and caring for others (D). CONCLUSIONS: The results help us understand the core elements of mindful leadership, both with respect to one's psychological attitude and behaviour towards oneself and others. More research on mindful leadership and the effects on self and others is needed. Mindful leadership courses could be a valuable part of clinical training and might contribute to more sustainable healthcare organisations.

Introducing a Short Measure of Shared Servant Leadership Impacting Team Performance through Team Behavioral Integration.

The research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioral integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to collect data in two similar studies. Study 1 included 244 undergraduate students in 61 teams following an intense HRM business simulation of 2 weeks. The following year, study 2 included 288 students in 72 teams involved in the same simulation. The most important findings were that (1) shared servant leadership was a strong determinant of team behavioral integration, (2) information exchange worked as the main mediating process between shared servant leadership and team performance, and (3) the essence of servant leadership can be captured on the key dimensions of empowerment, humility, stewardship and accountability, allowing for a new promising shortened four-dimensional measure of shared servant leadership.

Leading people positively: cross-cultural validation of the Servant Leadership Survey (SLS).

Servant Leadership emphasizes employee's development and growth within a context of moral and social concern. Nowadays, this management change towards workers´ wellbeing is highlighted as an important issue. The aims of this paper are to adapt to Spanish speakers the Servant Leadership Survey (SLS) by van Dierendonck and Nuijten (2011), and to analyze its factorial validity through confirmatory factor analysis and measurement invariance in three countries. A sample of 638 working people from three Spanish-speaking countries (Spain, Argentina and Mexico) participated in the study. In all three countries, confirmatory factor analyses corroborate the eight factor structure (empowerment, accountability, standing back, humility, authenticity, courage, forgiveness and stewardship) with one second order factor (servant leadership) (in all three samples, CFI, IFI > .92, TLI > .91, RMSEA < .70). Also, factor loadings, reliability and convergent validity were acceptable across samples. Furthermore, through measurement invariance analysis, we detected model equivalence in all three countries including structural residual invariance (ΔCFI = .001). Finally, cultural differences in some dimensions were found and discussed, opening the way for future cross-cultural studies.

Measuring spirituality as a universal human experience: development of the Spiritual Attitude and Involvement List (SAIL).

Many cancer patients experience spirituality as highly supportive while coping with their disease. Most research as well as most questionnaires in this field is religious orientated. The Spiritual Attitude and Involvement List was developed to enable research on spirituality among religious and nonreligious people. It consists of seven subscales that measure connectedness with oneself, with others and nature, and with the transcendent. Among a student, a healthy population, a healthy interested, a curative cancer, and a palliative cancer sample factorial, convergent and discriminant validity were demonstrated, as well as adequate internal consistency and test-retest reliability.

Measuring spirituality as a universal human experience: a review of spirituality questionnaires.

Spirituality is an important theme in health research, since a spiritual orientation can help people to cope with the consequences of a serious disease. Knowledge on the role of spirituality is, however, limited, as most research is based on measures of religiosity rather than spirituality. A questionnaire that transcends specific beliefs is a prerequisite for quantifying the importance of spirituality among people who adhere to a religion or none at all. In this review, we discuss ten questionnaires that address spirituality as a universal human experience. Questionnaires are evaluated with regard to psychometric properties, item formulation and confusion with well-being and distress. Although none of the questionnaires fulfilled all the criteria, the multidimensional Spiritual Well-Being Questionnaire is promising.

The Servant Leadership Survey: Development and Validation of a Multidimensional Measure.

PURPOSE: The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. DESIGN/METHODOLOGY/APPROACH: Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. FINDINGS: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. IMPLICATIONS: With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. ORIGINALITY/VALUE: The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.

[Vitality and inner resources as relevant components of psychological well-being]. / Vitalidad y recursos internos como componentes del constructo de bienestar psicológico.

Vitality and inner resources as relevant components of psychological well-being. The multidimensional model of well-being, created by Carol Ryff, proposes the following dimensions to study psychological well-being (PSWB): self-acceptance, positive relations with others, autonomy, environmental mastery, purpose in life, and personal growth. One of the main criticisms aimed at this proposal is that it is based on excessive ethnocentrism in the operationalization of the PSWB construct linked to contemporary individual societies. Because of this, the first aim of this study was to extend the PSWB model with two dimensions: inner resources and vitality. Through a cross-validation approach, exploratory and confirmatory factor analyses were performed. The results showed better psychometric data in reliability and validity for the scales of the extended model of PSWB. To examine the PSWB construct in depth, we conducted a second study to analyze the relationship between the extended version of PSWB and subjective well-being models, and their predictive capacity of positive and negative human functioning, i.e., self-esteem and depression. Results showed complementation and compensation effects from both models that denote their close connection and singularity.

[Spanish adaptation of the Psychological Well-Being Scales (PWBS)]. / Adaptación española de las escalas de bienestar psicológico de Ryff.

The aim of this paper is to adapt to Spanish the D. van Direndonck version of Carol Ryff's Psychological Well-Being Scales, and to analyse its consistency and factorial validity. All the scales exhibited good internal reliabilities, with Cronbach alpha's ranging from 0.83 (Self-acceptance) to 0.68 (Personal growth). However, confirmatory factor analyses didn't corroborate the six-factor model (Self-acceptance, Positive relations, Autonomy, Environmental mastery, Purpose in life, and Personal growth) with a second order factor called Psychological Well-Being . To improve the psychometric properties, a new reduced version was proposed that indeed will facilitate the application. The scales of the new version maintain and raise its internal consistency (Cronbach alpha's 0.84 to 0.70). Furthermore, the scales shown an excellent fit to the theoretical model proposed by D. van Dierendonck.

Job control and burnout across occupations.

Researchers have reported that, for individual workers, low job control is associated with high burnout; however, as yet it is unclear whether this association holds for occupations as well. Whether differences in job control between occupations as assessed by eight expert judges could account for individual-level and occupational-level differences in burnout rates. Data were obtained from 9,503 incumbents of 28 occupations in The Netherlands (M age = 37.9 yr., SD = 8.7; 50% were men). Burnout was measured on the Maslach Burnout Inventory. Occupational-level job control was inversely correlated with burnout, explaining 16% of the variation in occupational-level burnout. Thus, between-occupation differences in job control are somewhat systematically related to burnout.

Leadership behavior and subordinate well-being.

The authors used a longitudinal design to investigate the relation between leadership behavior and the well-being of subordinates. Well-being is conceptualized as people's feelings about themselves and the settings in which they live and work. Staff members (N = 562) of 2 Community Trusts participated 4 times in a 14-month period. Five models were formulated to answer 2 questions: What is the most likely direction of the relation between leadership and well-being, and what is the time frame of this relation? The model with the best fit suggested that leadership behavior and subordinate responses are linked in a feedback loop. Leadership behavior at Time 1 influenced leadership behavior at Time 4. Subordinate well-being at Time 2 synchronously influenced leadership behavior at Time 2. Leadership behavior at Time 4 synchronously influenced subordinate well-being at Time 4.