Abstract
Previous research demonstrated that the applicability of signature character strengths at work is associated with employee well-being. However, there is a lack of research on possible antecedents of the applicability of signature character strengths in the occupational domain. In this study we examined whether the perceived socio-moral climate of medical departments has a positive impact on the applicability of hospital physicians’ signature character strengths and whether it relates to work engagement, hedonic subjective well-being (SWB) and eudaimonic psychological well-being (PWB). Based on cross-sectional data of N = 165 hospital physicians in Austria, we tested mediation models with perceived socio-moral climate as predictor, applicability of signature character strengths as mediator, and work engagement, SWB and PWB as outcomes. Additionally, we collected longitudinal data (time-lag T1-T2: 6 months) from a subsample (n = 69) for testing the relationship between the perceived socio-moral climate and the applicability of signature character strengths over time. The cross-sectional results showed indirect effects of the perceived socio-moral climate on work engagement and eudaimonic well-being via the applicability of signature character strengths at work. Results from a cross-lagged panel analysis suggested an impact of socio-moral climate at T1 on the applicability of signature character strengths 6 months later (T2), but also an even stronger reversed effect of the applicability of signature character strengths at T1 on perceived socio-moral climate at T2.
Highlights
Based on the paradigm of positive psychology (Gable and Haidt 2005; Seligman and Csikszentmihalyi 2000), the role of individuals’ character strengths in the conduct of a happy, fulfilling, and flourishing life attracted increasing scholarly attention (Niemiec 2013; Park et al 2004; Peterson and Seligman 2004)
We propose that a specific form of organizational climate – the so called socio-moral climate (SMC, Pircher Verdorfer et al 2015; Weber et al 2008) – is a social context factor increasing the applicability of individual character strengths at work, and contributing to the well-being of employees
We propose that a perceived SMC is a social context factor at work, which is able to increase the applicability of individual signature character strengths at work (ASCS-W) and contributes to employee well-being
Summary
Based on the paradigm of positive psychology (Gable and Haidt 2005; Seligman and Csikszentmihalyi 2000), the role of individuals’ character strengths in the conduct of a happy, fulfilling, and flourishing life attracted increasing scholarly attention (Niemiec 2013; Park et al 2004; Peterson and Seligman 2004). A substantial body of research has demonstrated that character strengths and their application in the occupational domain are related to positive individual and organizational outcomes (e.g., Forest et al 2012; Gander et al 2012; Harzer and Ruch 2012, 2013; Hausler et al 2017b; Littman-Ovadia and Steger 2010; Littman-Ovadia et al 2017). The existing research in this field focused on the potential positive consequences of using character strengths at work, largely disregarding potential antecedents: Are there specific work conditions or context factors increasing opportunities for employees to apply their character strengths in the workplace? We propose that a specific form of organizational climate – the so called socio-moral climate (SMC, Pircher Verdorfer et al 2015; Weber et al 2008) – is a social context factor increasing the applicability of individual character strengths at work, and contributing to the well-being of employees. Hospital physicians are an occupational group characterized by heavy workloads, a high risk of job burnout (e.g., Mata et al 2015; Prins et al 2007; Shanafelt et al 2003; Wurm et al 2016), as well as special moral challenges and moral distress in everyday work life (Kälvemark et al 2004)
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