Abstract
In the present study, the researchers empirically examined the factor structure of the PERMA framework (positive emotions, engagement, positive relationships, meaning, accomplishment) of subjective well-being and conceptual links between the PERMA framework and specific job performance dimensions (task performance, innovative behavior, organizational citizenship behavior, proactive behavior). Specifically, the researchers conducted multi-group comparisons for the factor structure of the PERMA framework (N = 704) and PERMA- performance links with online samples of participants from the United States (N = 147) and China (N = 202). After conducting these tests, we incorporated hierarchical multiple regression and relative weight analysis with each sample to identify which PERMA dimensions were focal predictor variables in explaining variance in the performance dimensions. Implications regarding the usefulness of the PERMA framework in future cross-cultural organizational research are discussed.
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