Journal ArticleDOI
Using personal and psychological strengths leads to increases in well-being over time: A longitudinal study and the development of the strengths use questionnaire
TLDR
This article presented the first test of whether strength use leads to improved well-being and validated the Strengths Use Scale, which is an important longitudinal predictor of wellbeing, and the new scale is a reliable and valid measurement tool.About:
This article is published in Personality and Individual Differences.The article was published on 2011-01-01. It has received 419 citations till now.read more
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The psychology of talent management: A review and research agenda
TL;DR: In this article, the authors identify a number of discrepancies between practitioner and academic interest, between talent management discourse and practice, theoretical perspectives (i.e., talent as capital; talent as individual difference, talent as giftedness; talent in identity; talent strength; and talent as the perception of talent), tensions, and assumptions, which can serve as a basis for theory building, methodological advances, and new empirical work.
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Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory.
TL;DR: It is concluded that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands.
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A dynamic approach to psychological strength development and intervention
TL;DR: In this article, the authors adopt dynamic, within-person approaches from personality science to research, assessment, and interventions on strengths, where strengths are highly contextual phenomena that emerge in distinctive patterns alongside particular goals, interests, values, and situational factors.
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Talent — Innate or acquired? Theoretical considerations and their implications for talent management
TL;DR: In this article, the authors focus on the meaning of the term "talent" by answering the following question: Is talent predominantly an innate construct, is it mostly acquired, or does it result from the interaction between (specific levels of) nature and nurture components?
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Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis
TL;DR: In this article, a review adopts a phenomenon-driven approach in reviewing the talent management literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate.
References
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Journal ArticleDOI
Development and validation of brief measures of positive and negative affect: The PANAS scales.
TL;DR: Two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS) are developed and are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period.
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Positive psychology: An introduction.
TL;DR: The authors outline a framework for a science of positive psychology, point to gaps in the authors' knowledge, and predict that the next century will see a science and profession that will come to understand and build the factors that allow individuals, communities, and societies to flourish.