Rethinking the hedonic treadmill within the context of Broaden and Build theory: developing resources through positive employees

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Show simple item record Mills, Maura Josephine 2010-05-04T13:33:22Z 2010-05-04T13:33:22Z 2010-05-04T13:33:22Z
dc.description.abstract Entrenched within the sphere of positive psychology, the present series of studies takes a progressive approach to understanding and furthering the practical application of constructs subsumed within the subfield of positive organizational behavior (POB). The progression begins with Study 1, which analyzes the factorial structure and psychometric footholds of the primary measurement instrument for Psychological Capital (PsyCap), one of the newer positive psychological constructs. This study suggested that both the measurement of this construct in addition to its factor structure may need to be reevaluated in order to best conceptualize the multifactorial nature of this variable. In turn, Study 2 involves resilience, one of the four aspects of PsyCap, and suggests that it may play an important role in molding employees’ work experiences. Specifically, Study 2 explores the relations between workload and eudaimonic and hedonic well-being over a two-week period, finding that workload is negatively related to eudaimonic well-being, but, interestingly, positively related to hedonic well-being. However, hypotheses suggesting that resilience and role salience may independently moderate workload’s relations with eudaimonic and hedonic well-being were not supported. Finally, recognizing the potential value of these positive psychological constructs (resilience and well-being in particular) for employers and employees alike, Study 3 aimed to develop interventions capable of increasing individuals’ positive personal resources, whereby they may enhance their ability to endure work challenges and even thrive in the face of such challenges. Findings indicated that the intervention targeting resilience did not result in significant differences between a control group and the intervention group. The intervention targeting well-being resulted in no differences in hedonic well-being, but did evidence differences on the personal growth aspect of eudaimonic well-being. Overall, these three studies taken together speak to the applicability of positive organizational behavior constructs in the workplace, and how such constructs might be enhanced in employees. en_US
dc.language.iso en_US en_US
dc.publisher Kansas State University en
dc.subject Positive psychology en_US
dc.subject Positive organizational behavior en_US
dc.subject Resilience en_US
dc.subject Well-being en_US
dc.subject Intervention en_US
dc.subject Hierarchical linear modeling en_US
dc.title Rethinking the hedonic treadmill within the context of Broaden and Build theory: developing resources through positive employees en_US
dc.type Dissertation en_US Doctor of Philosophy en_US
dc.description.level Doctoral en_US
dc.description.department Department of Psychology en_US
dc.description.advisor Clive J. A. Fullagar en_US
dc.subject.umi Psychology, Industrial (0624) en_US 2010 en_US May en_US

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