Index

• abundance scenario
• acceptance
• Acceptance and Commitment Therapy (ACT)
• adaptability
• Adult Hope Scale
• adversity
• Age Cube of Work
• Age Matrix
• agency
  • hope
  • positive relationships
  • see also autonomy; self‐determination theory
• aging populations
• agricultural sector workers
  • agritourism and voluntourism
  • concepts and definitions
  • empowerment programs
  • future research
  • international business applications
  • life satisfaction
  • mastery and self‐efficacy
  • multidimensional structure of farmers’ well‐being
  • natural environment
  • paradoxes of farming
  • promoting well‐being through participation
  • relationships and inter‐connectedness
  • socio‐economic conditions
  • therapeutic role of farming
  • well‐being
• agritourism
• AI see Appreciative Inquiry
• AID see Attitude, Identity, and Development
• altruism
• amplifying effects
• amplition
• AOF see organic family farming
• application of strengths
• Appreciative Inquiry (AI)
• ART see attention restoration theory
• arts and crafts sector
  • concepts and definitions
  • craftspeople
  • creativity and technique
  • deliberative and implementation mindsets
  • engagement
  • flow theory
  • future research
  • gender
  • identity
  • international business applications
  • job satisfaction and work environment
  • musicians and performers
  • personal and social well‐being in leisure activities
  • poets
  • professional artists
  • professions beyond leisure and therapy
  • promotion of well‐being through non‐professional practice
  • self‐determination theory
  • therapeutic role and rehabilitation programs
  • well‐being
  • work organization and well‐being
• aspirations
• ASPIRE principles
• attention and awareness theories
• attention restoration theory (ART)
• attitude
  • maturing workers
  • motivation
  • positive relationships
  • psychological strengths
  • well‐being
• Attitude, Identity, and Development (AID) method
• authenticity
• autonomy
  • agricultural sector workers
  • arts and crafts sector
  • health professionals
  • information technology professionals
  • job crafting
  • mid‐life careers
  • mindfulness
  • motivation

• behavior
• boredom
• boundaryless career model
• broaden‐and‐build theory
  • meaning‐centered approach
  • psychology of positivity at work
  • resilience
• buffering effects
• burnout
  • health professionals
  • hope
  • job crafting
  • teachers and professors
• business performance

• Calling and Vocation Questionnaire (CVQ)
• calling orientation
• calling theories
• career change
• career commitment
• career development
• career orientation
• career satisfaction
• CARMA model
• challenge
• change, organizational see organizational change
• Chartered Institute for Personnel and Development (CIPD)
• citizenship
• classic personality theory
• coaching
  • see also mentoring
• cognitive crafting
• cognitive functioning
• collaboration
• commitment
  • career commitment
  • humility
  • organizational commitment
• common theories of talent
• communication skills
  • see also interpersonal relations
• community
• Community Supported Agriculture (CSA)
• compassion 
  • actions and rationale for increasing compassion at work
  • altruism
  • as a process which unfolds
  • attributes and aspects of
  • benefits
  • can it be increased
  • compassionate action
  • compassionate responding
  • Compassion Cultivation Training
  • concepts and definitions
  • context
  • empathy
  • evolutionary psychology and aspects of work climate
  • future research
  • individual approaches
  • influencing factors
  • leadership
  • leading with and for compassion at work
  • Medline citations for the term compassion
  • organizational norms
  • organizational practices
  • patterns of internal organization
  • quality of relationships
  • self‐compassion
  • shared beliefs
  • shared values
  • sympathy
  • three circles model of emotional regulation
  • why it matters
• competence
  • job crafting
  • maturing workers
  • motivation
• competencies
• competency trap
• complex adaptive systems theory
• conflict
• connectedness
• convoy model of social relations
• coping strategies
  • information technology professionals
  • job crafting
  • resilience
• corporate social responsibility (CSR)
• count‐your‐blessings approach
• craftsmanship orientation
• creating meaning and purpose see meaningful work
• creativity
  • arts and crafts sector
  • positive relationships
  • psychology of positivity at work
• CSA see Community Supported Agriculture
• culture
  • agricultural sector workers
  • hope
  • humility
  • job crafting
  • mid‐life careers
  • psychological strengths
  • psychology of positivity at work
• CVQ see Calling and Vocation Questionnaire

• Day Reconstruction Method (DRM)
• decision latitude
• decision‐making
  • agricultural sector workers
  • engagement
  • humility
  • leadership development
  • maturing workers
  • meaning‐centered approach
  • organizational change
  • positive relationships
  • psychological strengths
  • psychology of positivity at work
  • resilience
  • well‐being of teachers and professors
  • workplace and organizational well‐being model
• deep‐and‐wide hypothesis
• default mode network (DMN)
• deliberative mindset
• depersonalization
• depression
  • agricultural sector workers
  • arts and crafts sector
  • information technology professionals
  • psychological strengths
• developmental readiness
• dialogic organization development
• diversity
• Domain‐Specific Hope Scale
• downside of positivity
• DRM see Day Reconstruction Method

• eco‐psychology
• educators see teachers and professors
• EEO see equal employment opportunity
• effective communication see communication skills
• EHS see Expressed Humility Scale
• embodied cognition
• emotion
  • Fredrickson’s ten positive emotions
  • negative emotions
  • neurology of emotion
  • positive emotions
  • socio‐emotional selectivity theory
  • theories of emotion
  • three circles model of emotional regulation
• emotional contagion
• emotional exhaustion
  • see also burnout
• emotional intelligence
  • arts and crafts sector
  • positive relationships
  • psychological strengths
• empathy
• employee engagement see engagement
• empowerment
• engagement
  • academic versus practitioner perspectives
  • arts and crafts sector
  • conceptualization of
  • context
  • drivers of
  • employee engagement in selected countries
  • employee engagement versus employee well‐being
  • Engagement Inventory
  • fluctuating versus enduring engagement
  • future research
  • Gallup Survey
  • hard versus soft approaches
  • health professionals
  • human resource management practices
  • individual perspectives
  • Intellectual, Social, Affective Engagement Scale
  • job crafting
  • job demands‐resources model
  • measurement of
  • motivation
  • oganizational factors
  • organizational perspectives
  • outcomes of
  • participation
  • personal engagement model
  • person‐environment fit
  • positive relationships
  • prevalence of
  • psychology of positivity at work
  • relational context
  • role of the context
  • satisfaction‐engagement approach
  • self‐determination theory
  • social exchange theory
  • strengths use
  • teachers and professors
  • theories and models of
  • thriving
  • trust
  • Utrecht Work Engagement Scale
  • work design
  • workplace and organizational well‐being model
• Engagement Inventory
• enjoyable work
• enjoyment
• environment
• environmental integration
• environmental mastery
  • agricultural sector workers
  • health professionals
  • teachers and professors
• equal employment opportunity (EEO)
• equality
• ESM see Experience Sampling Method
• eudaimonic well‐being
  • agricultural sector
  • arts and crafts sector
  • health professionals
  • information technology professionals
  • job crafting
  • teachers and professors
  • workplace and organizational well‐being model
• Experience Sampling Method (ESM)
• explicit knowledge
• Expressed Humility Scale (EHS)
• external regulation
• extrinsic motivation

• fairness
• fair trade organization (FTO)
• family–work interference
• farm animal welfare (FAW)
• farmers see agricultural sector
• financial performance
• financial rewards
• Fish philosophy
• five‐fold career adapt‐abilities competency framework
• flourishing
• flow 
  • arts and crafts sector 
  • autotelic experience
  • challenges
  • development of
  • facilitators
  • flow experience
  • future research
  • goals
  • implications for the workplace
  • individual approaches
  • inhibitors
  • literature review
  • negative affect
  • optimal experience
  • outcomes
  • percentages of studies examining facilitators and inhibitors of flow at work
  • percentages of studies examining outcomes of flow at work
  • performance
  • positive relationships
  • psychology of positivity at work
  • reconstructing enjoyable work
  • skills
  • teachers and professors
  • what is work
• forgiveness
• Fredrickson’s ten positive emotions
• FTO see fair trade organization
• Future Search

• Gallup strengths framework
• Gallup Survey
• gender
  • arts and crafts sector
  • mid‐life careers
  • organizational change
  • positive relationships
• general fluid intelligence (Gf)
• generativity
• genetically modified organisms (GMO)
• Gf see general fluid intelligence
• globalization
• GMO see genetically modified organisms
• goals
  • flow
  • hope
  • job crafting
  • motivation
• gratitude

• happiness
• Happiness at Work Survey tool
• happy worker hypothesis
• hardiness
• health see mental health; physical health
• health professionals
  • burnout studies across health professional groups
  • concepts and definitions
  • empowerment
  • future research
  • international business applications
  • job crafting
  • job satisfaction
  • mindfulness
  • occupational stress/burnout
  • positive psychology framework
  • preventing work‐related stress
  • promoting positive consequences
  • qualities of human wellness
  • resilience
  • resources and positive states in health personnel
  • self‐care
  • self‐determination or autonomy
  • well‐being
  • work engagement
• health promotion
• heart‐felt positivity
• hedonic well‐being
  • agricultural sector
  • arts and crafts sector
  • health professionals
  • information technology professionals
  • job crafting
  • teachers and professors
  • workplace and organizational well‐being model
• heliotropic effects
• HH see Honesty‐Humility subscale
• high‐involvement approach
• high‐quality connections
• Honesty‐Humility (HH) subscale
• hope 
  • Adult Hope Scale
  • agency thinking
  • burnout at work
  • context
  • culture
  • desirable outcomes at work
  • development of hope at the workplace
  • Domain‐Specific Hope Scale
  • future research
  • goals
  • high‐involvement approach
  • hope theory
  • individual approaches
  • low‐cost strategies for raising levels of
  • mental health
  • mentors
  • other valued outcomes at work
  • pathways thinking
  • performance
  • physical health
  • practical approaches
  • promoting hope at the individual level
  • promoting hope at the organizational level
  • relation to performance
  • resources
  • State Hope Scale
  • stress
  • well‐being
  • work environments
• HR see human resources
• HRD see human resource development
• HRM see human resource management
• human capital
• human resource development (HRD)
• human resource management (HRM)
• human resources (HR)
  • information technology professionals
  • maturing workers
  • mid‐life careers
• humility 
  • commitment
  • context
  • culture
  • definitions
  • description of method of studies included in review
  • Expressed Humility Scale
  • future research
  • Honesty‐Humility subscale
  • humility contagion
  • individual approaches
  • interpersonal aspects of
  • measuring humility in organizational leaders
  • morality
  • perceptions
  • personality
  • sacrifice‐behavior
  • social bonds
  • social oil hypothesis
  • theory and research
• humility contagion

• identity
  • arts and crafts sector
  • humility
  • job crafting
  • maturing workers
  • mid‐life careers
• ILO see International Labour Organization
• implementation mindset
• inclusion
• individual approaches
  • flow
  • hope
  • humility
  • meaningful work
  • mental fitness
  • mid‐life careers
  • mindfulness
  • motivation
  • positive relationships
  • psychological strengths
  • psychology of positivity
  • resilience
• individual competencies
• individual differences
• individualist fallacy
• information technology professionals
  • concepts and definitions
  • domains and elements of well‐being
  • factors affecting well‐being of IT professionals
  • flourishing
  • future research
  • international business applications
  • job‐related factors affecting well‐being
  • meaning of well‐being and its factors
  • positive organizational behavior
  • well‐being
  • well‐being initiatives
  • work–home balance
• innovation‐inspired positive organization development
• integration
• intellectual abilities
• Intellectual, Social, Affective Engagement Scale
• internalization
• international business applications
  • agricultural sector
  • arts and crafts sector
  • health professionals
  • information technology professionals
  • teachers and professors
  • well‐being
• International Labour Organization (ILO)
• interpersonal behaviors
• interpersonal relations
  • agricultural sector workers
  • health professionals
  • information technology professionals
  • job crafting
  • maturing workers
  • teachers and professors
  • see also positive relationships
• interpersonal relationships, compassion
• interpretative phenomenological analysis (IPA)
• intrinsic motivation
• introjected regulation
• IPA see interpretative phenomenological analysis
• IT see information technology

• JCM see Job Characteristics Model
• JD‐R see job demands‐resources
• Job Characteristics Model (JCM)
• job crafting 
  • aligning work with sociality preferences
  • cognitive crafting
  • collaboration
  • components and sub‐components
  • concepts and definitions
  • contextual correlates
  • creating meaningful cognitions about work
  • engagement
  • environmental integration
  • future research
  • health professionals
  • job demands‐resources model
  • maturing workers
  • methodology
  • negative possible outcomes
  • organizational approaches
  • person–job fit
  • pursuing self‐concordance
  • relational crafting
  • self‐determination theory
  • task crafting
  • teachers and professors
  • theoretical basis and possible outcomes
  • using strengths and talents
• job demands‐resources (JD‐R) model
  • arts and crafts sector
  • engagement
  • health professionals
  • job crafting
  • maturing workers
  • teachers and professors
  • workplace and organizational well‐being model
• job satisfaction
  • agricultural sector workers
  • arts and crafts sector
  • health professionals
  • job crafting
  • mid‐life careers
  • motivation
  • teachers and professors
  • workplace and organizational well‐being model
• job security

• kindness
• kinship orientation

• language
• leadership
  • compassion
  • engagement
  • humility
  • maturing workers
  • meaning‐centered approach
  • meaningful work
  • positive relationships
  • psychology of positivity at work
  • servant leadership
  • virtuous leadership
• leadership development
  • coaching
  • context
  • developmental readiness
  • effectiveness of positive leadership development
  • emerging models of positive leadership
  • emotional contagion
  • explicit theories of positive leadership
  • future research
  • implicit theories and positive leadership
  • limitations of positive leadership development
  • organizational approaches
  • origins of
  • positive leadership assessment
  • positive leadership development
  • positive leadership theory
  • positive organizational behavior
  • positive organizational psychology
  • positive organizational scholarship
  • psychological capital
  • strengths and performance
  • strengths‐based leadership psychometrics
  • team leadership
  • training
  • trait‐based approach
• lifelong learning
• life of affiliation
• life of engagement
• life of enjoyment
• life purpose
• life satisfaction
• lifespan approach
• life‐span, life‐space (LSLS) theory

• manager‐employee relations 
• managerial need support
• Maslach Burnout Inventory–Human Services Survey (MBI–HSS)
• mastery
  • agricultural sector workers
  • arts and crafts sector
  • collaborative model
  • health professionals
  • hierarchical model
  • teachers and professors
• maturing workers 
  • age theories using a positive psychology lens
  • application of positive psychology to workplace practices
  • attraction and selection of older workers
  • career development
  • concepts and definitions
  • consequences for individuals
  • consequences for the organization
  • convoy model of social relations
  • decision to continue, retire, or exit the organization
  • future research
  • job crafting
  • job demands‐resources model
  • leadership
  • lifespan approach to work motivation and age
  • measures of age
  • organizational approaches
  • organizational climate for age diversity and inclusion
  • performance appraisal and feedback
  • positive organizational scholarship and theories of age
  • Prism of Age, Age Matrix, and Age Cube of Work
  • selection‐optimization‐compensation model
  • socio‐emotional selectivity theory
  • successful aging
  • training programs
  • work attitudes
  • work‐based age measures
• MBI–HSS see Maslach Burnout Inventory–Human Services Survey
• MCM see Multidimensional Calling Measure
• meaning‐centered approach 
  • applications of the PURE strategy
  • assessment of different levels of purpose
  • bridges of understanding
  • broaden‐and‐build theory
  • case study in organizational excellence
  • community
  • context
  • critical review and its approach to organizations
  • deep‐and‐wide hypothesis
  • enjoyment
  • existential paradigm shift
  • future research
  • imperative of purpose
  • leadership
  • levels of extrinsic motivation
  • levels of intrinsic motivation
  • organizational approaches
  • positive corporate culture
  • positive organizations
  • power of responsible action
  • PURE way to flourishing
  • PURE way to move forward
  • PURE way to reduce wasteful spending
  • REACH: Recognizing and Encouraging an Atmosphere of Community and of Hope
  • servant leadership
  • virtuous leadership
• meaningful work 
  • benefits of
  • Calling and Vocation Questionnaire
  • calling as one among many work orientations
  • calling orientation
  • calling theories
  • career orientation
  • CARMA model
  • context
  • correlates of
  • craftsmanship orientation
  • facilitators of
  • fostering
  • future research
  • individual‐level predictors
  • interpersonal predictors
  • Job Characteristics Model
  • kinship orientation
  • leadership
  • living a calling versus anticipating a calling
  • meaningful work assessment
  • meaningful work theory
  • meanings of work
  • measures
  • mental fitness
  • mid‐life careers
  • Multidimensional Calling Measure
  • predictors of
  • resilience
  • review of assessment tools
  • self‐transcendence
  • serving orientation
  • SPIRE model
  • spiritual dimension of calling
  • strengths
  • suicide
  • technology
  • three‐level model of meaningful work
  • unidimensional measurement strategy
  • weaknesses
  • Work and Meaning Inventory
  • workplace characteristic predictors
  • workplace spirituality
• meditation
• Medline database
• mental fitness 
  • attention and awareness theories
  • barriers to well‐being at work
  • expert’s views of
  • fitness
  • fitness requires intentional activities
  • future research
  • individual approaches
  • interventions
  • language
  • measurement
  • mental fitness domains and work place relevance
  • mental health at work
  • modern meaning and use of the term fitness
  • multifactorial model of
  • prevention
  • psychological literature
  • Psychological Well‐being Scale
  • resiliency theories
  • risk assessment
  • self‐determination theory
  • social learning theory
  • social support theories
  • theories of acceptance
  • theories of emotion
  • theories of meaning and purpose in life
  • well‐being at work
  • what is mental fitness
  • why mental fitness
  • workplace and organizational well‐being model
• mental health
  • agricultural sector workers
  • arts and crafts sector
  • hope
  • information technology professionals
  • job crafting
  • maturing workers
  • mental fitness
  • teachers and professors
• Mental Health Continuum (MHC)
• Mental Health Continuum ‐ Short Form (MHC‐SF)
• mental toughness
• mentoring
  • hope
  • maturing workers
  • teachers and professors
• metacompetencies
• Me, We, Us Framework
• MHC see Mental Health Continuum
• MHC‐SF see Mental Health Continuum ‐ Short Form
• mid‐life careers 
  • aging populations
  • background of mid‐career transition
  • boundaryless career model
  • changing views on mid‐career
  • concepts and definitions
  • facilitating a positive approach
  • five‐fold career adapt‐abilities competency framework
  • future research
  • Human Resource Development
  • Human Resource Management
  • individual approaches to positive psychology
  • lifelong learning
  • life‐span, life‐space theory
  • mid‐career transition
  • mid‐life career transition
  • mid‐life crisis theory
  • organizational approaches
  • protean career model
  • relevant theories on mid‐career transition
  • self‐awareness
  • time of maintenance/time of transition
  • transtheoretical model of change
  • understanding mid‐career transition
• mid‐life crisis theory
• Milan Charter (2015)
• mindfulness 
  • autonomy support
  • beneficial effects of
  • collective and social‐level outcomes
  • definitions
  • definitions, characteristics, and examples of organizational mindfulness
  • external regulation
  • features of need‐satisfying and need‐frustrating workplaces
  • future research
  • health professionals
  • impact of organizational support
  • individual approaches
  • individual well‐being related outcomes
  • individual work‐related outcomes
  • interaction of mindfulness and work climate for individual workers
  • interaction of mindfulness and workplace perceptions
  • internalization and integration
  • intrinsic and extrinsic motivation
  • introjected regulation
  • manager‐employee relations
  • mindfulness‐based interventions
  • mindful organizing
  • motivating style
  • organismic dialectic and basic psychological needs
  • organizational mindfulness
  • positive psychological assessment
  • self‐determination theory
  • stress
  • supportive work climate/high mindfulness
  • supportive work climate/low mindfulness
  • systematic reviews and meta‐analyses in literature
  • teachers and professors
  • unsupportive work climate/high mindfulness
  • unsupportive work climate/low mindfulness
  • varying levels of integration and ownership
  • violence of Work and how mindfulness helps
  • workplace and organizational well‐being model
• mMBSR see modified Mindfulness‐Based Stress Reduction course
• mobility
  • mid‐life careers
  • positive relationships
  • teachers and professors
• modified Mindfulness‐Based Stress Reduction course (mMBSR)
• morality
• motivation 
  • aspirations
  • autonomous self‐regulation
  • autonomy
  • competence
  • context
  • depersonalization
  • emotional exhaustion
  • engagement
  • extrinsic motivation
  • future research
  • individual approaches
  • information technology professionals
  • internalization
  • interpersonal behaviors
  • intrinsic life goals
  • intrinsic motivation
  • job crafting
  • managerial need support
  • maturing workers
  • meaning‐centered approach
  • mid‐life careers
  • mindfulness
  • physical health
  • positive relationships
  • relatedness
  • resilience
  • satisfaction
  • self‐determination theory
  • social attitudes
  • social context
  • well‐being
• Multidimensional Calling Measure (MCM)

• natural environment
• negative affect
• negative emotions
• negotiation
• neuroticism
• normal functioning

• OCB see Organizational Citizenship Behavior
• occupational stress
  • agricultural sector workers
  • health professionals
  • hope
  • information technology professionals
  • job crafting
  • mindfulness
  • positive psychological assessment
  • resilience
  • stress‐illness relationship
  • teachers and professors
  • workplace and organizational well‐being model
  • see also burnout
• occupational therapy
• OECD see Organization for Economic Cooperation and Development
• OHF see Organizational Health Framework
• Open Space
• optimal motivation
• optimism
• organic family farming (AOF)
• organismic dialectic
• organizational approaches
  • employee engagement
  • job crafting
  • leadership development
  • maturing workers
  • meaning‐centered approach
  • mid‐life careers
  • organizational change
  • workplace and organizational well‐being model
• organizational change 
  • appreciative inquiry
  • community psychology
  • context
  • critique
  • dialogic organization development
  • future research
  • Future Search
  • gender
  • innovation‐inspired positive organization development
  • Open Space
  • optimism
  • Organizational Citizenship Behavior
  • pessimism
  • philosophical perspectives
  • positive approaches to
  • positive organizational behavior
  • positive organizational scholarship
  • research literature
  • strengths
  • transformational change
  • trends and emerging positive approaches
  • weaknesses
  • World Cafe
• Organizational Citizenship Behavior (OCB)
• organizational climate
• organizational commitment
  • health professionals
  • information technology professionals
  • teachers and professors
  • workplace and organizational well‐being model
• organizational culture
• organizational excellence
• Organizational Health Framework (OHF)
• organizational mindfulness
• organizational norms
• organizational performance
• organizational practices
• organizational resources
• organizational support
• Organization for Economic Cooperation and Development (OECD)

• PAL see positive approach to leadership
• palliative care
• participation
• pathways thinking
• patient‐centered communication skills
• performance
  • flow 
  • hope
  • leadership development
  • organizational performance
  • psychological strengths
  • workplace and organizational well‐being model
• performance anxiety
• performance appraisal and feedback
• peripheral vision
• PERMA model
• personal engagement model
• personal growth
• personal identity see identity
• personality traits
  • health professionals
  • humility
  • job crafting
  • leadership development
  • psychological strengths
  • teachers and professors
• Personal Wellbeing Index (PWI)
• person‐environment fit
• person–job fit
• physical activity
• physical health
  • agricultural sector workers
  • arts and crafts sector
  • health promotion
  • hope
  • information technology professionals
  • job crafting
  • maturing workers
  • mental fitness
  • motivation
  • positive relationships
  • psychology of positivity at work
  • resilience
• play
• POB see positive organizational behavior
• POS see positive organizational scholarship
• positive affect
• positive approach to leadership (PAL)
• positive behavior
• positive corporate culture
• positive emotions
  • psychology of positivity at work
  • resilience
  • workplace and organizational well‐being model
• positive organizational behavior (POB)
  • information technology professionals
  • leadership development
  • maturing workers
  • organizational change
  • positive psychological assessment
• positive organizational psychology
• positive organizational scholarship (POS)
  • leadership development
  • maturing workers
  • organizational change
  • positive psychological assessment
• positive psychological assessment 
  • assessment measures in applied research
  • benefits of well‐being at work
  • concepts and definitions
  • current workplace well‐being assessment practice
  • dream list of assessment measures
  • future research
  • global outcome measures
  • ideal organizational well‐being assessments
  • implementing well‐being assessment in organizations
  • measures of drivers of well‐being
  • measures suggested by positive psychological assessment experts
  • Me, We, Us Framework
  • organizational approaches
  • poor assessments in, and of, workplaces
  • potential benefits of well‐being assessment at work
  • PRISMA diagrams
  • well‐being promotion research
  • workplace well‐being research
  • see also individual assessment tools
• positive psychology
  • definition
  • research developments
  • see also psychology of positivity
• positive relationships 
  • agency
  • ASPIRE principles
  • attitude
  • conflict
  • context
  • creativity
  • effective communication
  • emotional intelligence
  • engagement
  • equality
  • fairness
  • Fish philosophy
  • flow
  • future research
  • gender pay gap
  • globalization
  • gratitude
  • high‐quality connections
  • inclusion
  • individual approaches
  • intellectual abilities
  • kindness
  • leadership
  • mobility
  • motivation
  • neurology of emotion
  • people’s relationship with work
  • physical health
  • play
  • positive relational values and practices
  • positivity
  • relationships at work
  • respect
  • safety
  • social capital
  • social intelligence
  • teamwork
  • technology
  • trust
  • well‐being
  • why promote positive relationships at work
  • working conditions
• poverty
• PRISMA diagrams
• Prism of Age
• productivity
  • psychology of positivity at work
  • workplace and organizational well‐being model
• PROPEL approach
• protean career model
• PsyCap see psychological capital
• PsychINFO database
• psychological capital (PsyCap)
• psychological context
• psychological empowerment
• psychological environment
• psychological ownership
• psychological strengths 
  • abundance scenario
  • attitude
  • Attitude, Identity, and Development method
  • behavior
  • classic personality theory
  • common theories of talent
  • comparison of common strengths frameworks
  • competency trap
  • creating a strengths context
  • cross‐cultural research
  • cues associated with strengths
  • culture
  • depression
  • development of strengths
  • emotional intelligence
  • future research
  • Gallup strengths framework
  • happiness
  • identifying strengths
  • individual approaches
  • job crafting
  • malleability of strengths
  • overview of strengths
  • psychological context
  • R2 Strengths Profiler
  • situational contexts
  • social context
  • strengths at work
  • strengths intervention
  • strengths labels
  • strengths practice
  • strengths spotting
  • Values in Action framework
  • weaknesses
  • well‐being
  • work performance
• psychological well‐being (PWB)
• psychology of positivity 
  • Acceptance and Commitment Therapy
  • adversity
  • amplifying effects
  • application of strengths
  • Appreciative Inquiry
  • broaden‐and‐build theory
  • broaden effects of positive emotions
  • buffering effects
  • build effects of positive emotion
  • business performance
  • connectedness
  • creativity
  • culture and engagement
  • downside of positivity
  • embodied cognition
  • employee engagement
  • employees practices
  • explanations for positive effects
  • flow
  • Fredrickson’s ten positive emotions
  • future research
  • happiness
  • heart‐felt positivity
  • heliotropic effects
  • individual approaches
  • leadership
  • negative emotions
  • negotiation
  • Organizational Citizenship Behavior
  • organizational performance
  • peripheral vision
  • physical activity
  • physical health
  • positive affect
  • positive behavior
  • positive emotions, well‐being, and health
  • positivity at work
  • positivity ratios
  • productivity
  • resource building
  • science of positivity
  • Social Network Analysis
  • subjective well‐being
  • well‐being
• PURE see Purpose, Understanding, Responsibility, Enjoyment
• purpose
  • health professionals
  • meaning‐centered approach
  • workplace and organizational well‐being model
  • see also meaningful work
• Purpose, Understanding, Responsibility, Enjoyment (PURE)
• PWB see psychological well‐being
• PWI see Personal Wellbeing Index

• Quality of School Life Scale (QSLS)
• quality of work life (QoWL)

• R2 Strengths Profiler 
• REACH: Recognizing and Encouraging an Atmosphere of Community and of Hope
• recalibrating
• reciprocity
• refocusing
• reframing
• rehabilitation programs
• relatedness
  • job crafting
  • motivation
• relational crafting
• resilience 
  • academic resilience
  • agricultural sector workers
  • as a recovery process
  • biopsychospiritual balance model
  • broaden‐and‐build theory
  • concepts and definitions
  • coping
  • decision‐making
  • development of
  • effects of negative emotions
  • ego‐resilience
  • first‐wave resiliency
  • flourishing
  • future research
  • hardiness
  • health professionals
  • individual approaches
  • individual differences
  • life of affiliation
  • life of engagement
  • life of enjoyment
  • meaning
  • mental fitness
  • mental toughness in sport
  • mental toughness in the workplace
  • motivation
  • normal functioning
  • physical health
  • positive affect
  • positive emotions
  • positive psychology
  • second‐wave resiliency
  • stress
  • stress‐illness relationship
  • teachers and professors
  • trait model
  • trauma
  • well‐being
  • working with others
• resources
  • hope
  • organizational resources
  • psychology of positivity at work
  • see also job demands‐resources model
• respect
• responsibility
• retention and turnover
  • job security
  • maturing workers
  • teachers and professors
  • workplace and organizational well‐being model
• retirement
• risk assessment
• role ambiguity
• role stress
• Rta concept
• Ryff and Singer’s psychological well‐being model

• sacrifice‐behavior
• safety
• satisfaction‐engagement approach
• Satisfaction with Life Scale (SWLS)
• SCCT see social cognitive career theory
• school‐wide positive behavioral interventions and supports (SWPBIS)
• SDT see self‐determination theory
• selection‐optimization‐compensation (SOC) model
• self‐acceptance
• self‐awareness
• self‐care
• self‐concordance
• self‐determination theory (SDT)
  • arts and crafts sector
  • engagement
  • health professionals
  • job crafting
  • mental fitness
  • mid‐life careers
  • mindfulness
  • motivation
  • teachers and professors
  • workplace and organizational well‐being model
• self‐directed learning
• self‐efficacy
  • agricultural sector workers
  • information technology professionals
  • job crafting
  • teachers and professors
• self‐transcendence
• servant leadership
• serving orientation
• shared beliefs
• shared values
• situational contexts
• skills
• SNA see Social Network Analysis
• social bonds
• social capital
  • agricultural sector workers
  • positive relationships
• social cognitive career theory (SCCT)
• social context
• social environment
• social exchange theory
• social intelligence
• socialization
• social learning theory
• Social Network Analysis (SNA)
• social oil hypothesis
• social support
  • agricultural sector workers
  • health professionals
  • maturing workers
  • mental fitness
  • mentoring
  • teachers and professors
• socio‐economic climate
• socio‐emotional selectivity theory (SST)
• SPIRE model
• spiritual dimension of calling
• Spiritual Well‐Being Scale (SWS)
• sport
• SST see socio‐emotional selectivity theory
• staffing issues
• State Hope Scale
• stereotyping
• strengths
  • engagement
  • leadership development
  • meaningful work
  • organizational change
  • see also psychological strengths
• strengths‐based approaches
  • definition
  • research developments
  • see also psychological strengths
• stress see occupational stress
• structural empowerment
• subjective well‐being (SWB)
• suffering
• suicide and suicidality
• Super’s life‐span, life‐space (LSLS) theory
• SWB see subjective well‐being
• SWLS see Satisfaction with Life Scale
• SWPBIS see school‐wide positive behavioral interventions and supports
• SWS see Spiritual Well‐Being Scale
• sympathy

• tacit knowledge
• talent
• task crafting
• teachers and professors
  • concepts and definitions
  • count‐your‐blessings approach
  • engagement
  • external or organizational resources
  • flow theory
  • future research
  • generativity
  • gratitude and forgiveness
  • internal or personal resources
  • international business applications
  • job demands‐resources
  • mentoring
  • mindfulness
  • mindset of engagement
  • occupational stress/burnout
  • positive psychology interventions
  • self‐determination theory
  • social cognitive career theory
  • theoretical aspects of hedonic and eudaimonic well‐being
  • workplace and organizational well‐being
  • workplace and organizational well‐being model
• teamwork
• technology 
  • see also information technology professionals
• three circles model of emotional regulation
• thriving
• tourism
• training
  • information technology professionals
  • leadership development
  • maturing workers
  • mid‐life careers
• trait‐based approach see personality traits
• transtheoretical model of change (TTM)
• trauma
• trust
• TTM see transtheoretical model of change
• turnover see retention and turnover

• understanding
• Utrecht Work Engagement Scale

• Values in Action (VIA) framework
• virtuous leadership
• virtuousness
• voluntourism
• vulnerability

• WAMI see Work and Meaning Inventory
• Warwick‐Edinburgh Mental Well‐Being Scale (WEM‐WBS)
• wasteful spending
• WBVHSQ see Whole Body Vibration Health Surveillance Questionnaire
• weaknesses
  • meaningful work
  • organizational change
  • psychological strengths
• well‐being
  • agricultural sector
  • arts and crafts sector
  • engagement
  • health professionals
  • hope
  • information technology professionals
  • international business applications
  • job crafting
  • maturing workers
  • mental fitness
  • mindfulness
  • motivation
  • positive psychological assessment
  • positive relationships
  • psychological strengths
  • psychology of positivity at work
  • resilience
  • teachers and professors
  • workplace and organizational well‐being model
• WEM‐WBS see Warwick‐Edinburgh Mental Well‐being Scale
• WHO see World Health Organization
• Whole Body Vibration Health Surveillance Questionnaire (WBVHSQ)
• WHOQoL see World Health Organization Quality of Life scale
• Work and Meaning Inventory (WAMI)
• work design see job crafting
• work environment
  • arts and crafts sector
  • hope
  • information technology professionals
• work–family interference
• work–home balance
• working conditions
• working hours
• work–life integration
• workload
  • health professionals
  • information technology professionals
  • job crafting
  • teachers and professors
• workmanship of risk
• work nature
• Work on Wellbeing tool
• workplace and organizational well‐being model (WOWM)
  • amplition
  • at group or team level
  • at individual level
  • at organizational level
  • benefits of
  • complex adaptive systems theory
  • context
  • emotional contagion
  • employee turnover
  • employee well‐being
  • engagement
  • environment
  • eudaimonic well‐being
  • existing constructs relevant to different levels of well‐being in an organizational context
  • factors contributing to individual well‐being in the workplace
  • financial performance
  • future research
  • group morale
  • happy worker hypothesis
  • hedonic well‐being
  • human resource development initiatives
  • individualist fallacy
  • job attitudes
  • job demands‐resources model
  • job satisfaction
  • mental fitness
  • mindfulness
  • occupational stress
  • organizational approaches
  • organizational climate
  • organizational commitment
  • Organizational Health Framework
  • organizational virtuousness
  • performance
  • positive emotions
  • productivity
  • psychological ownership
  • purpose
  • reciprocity
  • Ryff and Singer’s psychological well‐being model
  • self‐determination theory
  • teachers and professors
  • teamwork
  • workplace and organizational well‐being model
• workplace perceptions
• workplace spirituality
• Workplace Well‐being Programs (WWP)
• work‐related quality of life (WRQoL)
• World Cafe
• World Health Organization Quality of Life scale (WHOQoL)
• World Health Organization (WHO)
• World Wide Opportunities on Organic Farms (WWOOF)
• WOWM see workplace and organizational well‐being model
• WRQoL see work‐related quality of life
• WWOOF see World Wide Opportunities on Organic Farms
• WWP see Workplace Well‐being Programs