Validation and test of central concepts in positive work and organizational psychology

Intro -- Contributors and members of the Nordic research group -- Content -- Preface -- Abstract -- 1. Introduction -- 1.1 Positive psychology in work -- References -- 1.2 Reliability and validity of the instruments -- References -- 2. Validation -- 2.1 Work engagement (including job resources) -- References -- 2.2 Optimism -- References -- 2.3 Flow - a positive experience -- Study 1 -- Study 2 -- References -- 2.4 Positive well-being and depression -- References -- 2.5 Intention to leave or stay -- References -- 2.6 Values in organization -- References -- 2.7 Organizational commitment and meaning at work -- References -- 2.8 Validation of self-rated recovery items against morning salivary cortisol -- References -- 2.9 Relationship between a long-term health measure and self-rated health and symptoms in the Swedish working population -- References -- 3. Test of working model -- 3.1 Do engaged employees perform better at work? The motivating power of job resources and work engagement on future job performance. -- References -- 3.2 Do better job resources mean higher job satisfaction and better work ability? -- References -- 3.3 Resources and job performance: The mediating role of flow. -- References -- 3.4 Are work-related experiences of positive affect associated with employee well-being and the quality of the psychosocial work environment? -- References -- 3.5 Job demands and job resources as predictors for turnover mediated by health and meaning at work and organizational commitment. -- 4. Conclusions -- 4.1 On the development of a positive work-life psychology -- 4.2 Empirical studies of positive factors in a Nordic working life context -- 4.3 Final words -- References -- Sammenfatning -- Tiivistelmä