Abstract
ABSTRACT Prior research has highlighted the possibility that current affect may be interchangeable with state assessments of other dimensions of subjective well-being. In the present study, we conducted a systematic replication and extension by examining the relationship between state assessments of affect and eudaimonic well-being (meaning, core self-evaluation, authenticity, and gratitude) in a 14-day diary assessment (N = 207 with 2,147 assessments). We utilized multi-level structural equation modeling (ML-SEM) with affect as a time-varying covariate and found that the impact of affect for these outcomes was less consequential than for assessments of state satisfaction, and that the impact of positive affect on these dimensions was stronger than that of negative affect.
Highlights
Fo iew Examining within-person relationships between state assessments of affect and eudaimonic well-being using multi-level structural equation modeling
On within-person variability in state assessments of EWB, or does state EWB provide unique information ly on state well-being over and above current affect? We answer this question here through a systematic replication and extension of Jayawickreme and colleagues (2017a) where we examined the impact of affect on state assessments of four distinct dimensions of EWB: meaning, core self-evaluation, authenticity, and gratitude
As scholars of well-being endeavor to examine patterns of momentary well-being states over time, it is important to investigate whether state-based measurement of well-being indexes dimensions of well-being that are separable from current affect
Summary
Fo iew Examining within-person relationships between state assessments of affect and eudaimonic well-being using multi-level structural equation modeling. Brandon Weiss ev University of Georgia iew Keywords: meaning, purpose, affect, authenticity, core self-evaluations, gratitude, well-being, within-person differences. Jayawickreme and Tsukayama are joint lead authors on this article. This research was made ly possible by a grant from the John Templeton Foundation (24322; PI Eranda Jayawickreme). The contents and the opinions expressed in this article are those of the authors and do not represent the views of the John Templeton Foundation. Correspondence concerning this article should be addressed to Eranda Jayawickreme, Department of Psychology & Program for Leadership and Character, Wake Forest University, P.O. Box 7778, Winston-Salem, NC 27109.
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