Identifying and promoting strengths and resources in organizations.

Addressing weaknesses and problems in organizations.

Improving employee satisfaction and engagement.

Increasing productivity and profitability.

Psychological capital.

Job burnout.

Organizational citizenship behavior.

Work-life balance.

Positive emotions, Engagement, Relationships, Meaning, Accomplishment.

Positive emotions, Engagement, Resilience, Meaning, Achievement.

Positive emotions, Energy, Relationships, Meaning, Accomplishment.

Positive emotions, Engagement, Resilience, Meaning, Advancement.

Creating a supportive and empowering work environment.

Setting high performance standards and demanding results.

Micromanaging employees and closely monitoring their work.

Providing employees with negative feedback and criticism.

There is a positive relationship between employee well-being and organizational performance.

There is a negative relationship between employee well-being and organizational performance.

There is no relationship between employee well-being and organizational performance.

The relationship between employee well-being and organizational performance is complex and depends on various factors.

The belief that one can take interpersonal risks without fear of negative consequences.

The feeling of being constantly under pressure and scrutiny at work.

The perception that one's job is secure and stable.

The experience of being treated fairly and respectfully at work.

Implementing a mindfulness-based stress reduction program for employees.

Conducting a survey to identify employee grievances and complaints.

Enforcing strict disciplinary policies to maintain order and control.

Setting unrealistic performance targets to motivate employees.

Positive emotions can enhance creativity and problem-solving abilities.

Positive emotions can lead to increased job satisfaction and engagement.

Positive emotions can improve communication and collaboration among employees.

All of the above.

The state of being fully engaged and absorbed in a challenging activity.

The feeling of being overwhelmed and stressed at work.

The experience of being bored and unmotivated at work.

The perception that one's job is meaningless and purposeless.

The ability to bounce back from setbacks and challenges.

The tendency to dwell on negative experiences and emotions.

The belief that one is helpless and powerless to change their circumstances.

The expectation that things will always turn out badly.

Social support can buffer the negative effects of stress and adversity.

Social support can lead to increased job demands and expectations.

Social support can undermine an individual's sense of self-reliance and independence.

Social support can create a sense of isolation and loneliness.

Focusing on developing employees' skills and talents.

Identifying and addressing employees' weaknesses and deficiencies.

Setting challenging performance goals and holding employees accountable.

Providing employees with negative feedback and criticism.

The process of actively shaping and adapting one's job to better fit their needs and preferences.

The practice of assigning employees to jobs that match their skills and qualifications.

The process of redesigning jobs to make them more efficient and productive.

The practice of rotating employees through different jobs to broaden their experience.

Trust and open communication.

Micromanagement and close supervision.

Fear and intimidation.

Unrealistic performance expectations.

Meaning and purpose can enhance employee motivation and engagement.

Meaning and purpose can lead to increased job stress and burnout.

Meaning and purpose are irrelevant to employee well-being.

Meaning and purpose can undermine an individual's sense of self-worth.