Abstract
A growing body of empirical evidence suggests that positive emotions, engagement, relationships, meaning, and accomplishments (PERMA) may be a robust framework for the measurement, management and development of wellbeing. While the original PERMA framework made great headway in the past decade, its empirical and theoretical limitations were recently identified and critiqued. In response, Seligman clarified the value of PERMA as a framework for and not a theory of wellbeing and called for further research to expand the construct. To expand the framework into organizational contexts, recent meta-analyses and systematic literature reviews showed that physical health, mindset, physical work environments and economic security could be seen as essential contextually relevant building blocks for work-related wellbeing and are therefore prime candidates to expand the PERMA framework for use within organizational contexts. Through expanding the original PERMA framework with these four factors, a new holistic approach to work-related wellbeing and work performance was born: the PERMA+4. As such, the purpose of this brief perspective paper is to provide a conceptual overview of PERMA+4 as holistic framework for work-related wellbeing and work performance which extends beyond the predominant componential thinking of the discipline. Specifically, we aim to do so by providing: (1) a brief historical overview of the development of PERMA as a theory for wellbeing, (2) a conceptual overview of PERMA+4 as a holistic framework for work-related wellbeing and work performance, (3) empirical evidence supporting the usefulness of PERMA+4, and (4) charting a course for the second wave of positive organizational psychological research.
Highlights
Positive psychology has emerged as one of the most rapidgrowing sub-disciplines in psychology (Martín-del-Río et al, 2021)
Positive Organizational Psychology” (POP) aims to apply the scientific method to investigate the positive states, − traits and – behaviors associated with work-related wellbeing and work performance, which, in turn, spawned a myriad of new theories (e.g., Appreciative Inquiry), constructs [e.g., Psychological Capital (PsyCap)], measuring instruments (e.g., Team flow index) and approaches to organizational interventions (e.g., Positive Psychological Coaching; van Zyl et al, 2020; Richter et al, 2021)
Such an approach would provide the discipline with a means to develop and grow, and provide practitioners with a holistic framework on which to assess and develop wellbeing at work. The purpose of this brief perspective paper is to provide a holistic theoretical framework for workrelated wellbeing and work performance which extends beyond the predominant componential thinking of the discipline. We do this through providing: (1) a brief historical overview of the development of PERMA as a theory for wellbeing, (2) a conceptual overview of PERMA+4 as a holistic framework for work-related wellbeing and work performance, (3) empirical evidence supporting the usefulness of PERMA+4, and (4) charting a course for the second wave of positive organizational psychological research
Summary
Positive psychology has emerged as one of the most rapidgrowing sub-disciplines in psychology (Martín-del-Río et al, 2021). POP aims to apply the scientific method to investigate the positive states, − traits and – behaviors associated with work-related wellbeing and work performance, which, in turn, spawned a myriad of new theories (e.g., Appreciative Inquiry), constructs [e.g., Psychological Capital (PsyCap)], measuring instruments (e.g., Team flow index) and approaches to organizational interventions (e.g., Positive Psychological Coaching; van Zyl et al, 2020; Richter et al, 2021). Each new element should be independently defined and measured in relation to others With these six criteria, Seligman (2008) addressed a number of the criteria underpinning the creation of robust theories: clarifying the purpose of the theory (through highlighting that it is an approach to rather than of wellbeing), highlighting what additional types of approaches/elements are needed for its expansion, setting specific criteria for theory development and evaluation and inviting further theorizing (Wallis, 2010).
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