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Optimism at Work: Developing and Validating Scales to Measure Workplace Optimism
- 1. Dissertation Defense submittedby: Sara Frost Committee Chair: Mitch Kusy, Ph D Committee Member: Carol Baron, Ph D Committee Member: Amy Climer, Ph D February 2021 Optimism at Work: Developing & Validating Scales to Measure Workplace Optimism
- 2. Agenda: • Purpose • LiteratureReview • Methodology • Findings • Leading Change
- 3. Why do wecare about creating an optimistic workplace? What is an optimistic workplace anyway? How do we measure optimism at work? What did we fi nd out about optimism at work? What’s next?
- 4.
- 5. Let’s start with WhyHalf Water Half Air
- 6. Copyright Life isGood Company 2020
- 8.
- 9.
- 10. Existing Measures • Optimismand Pessimism Scale • Attributional Style Questionnaire • Expanded Attributional Style Questionnaire • Workplace Explanations Survey • The Life Orientation Test Revised • Maslach Burnout Inventory • Optimism Profile
- 11.
- 12. • Revise &Validate the Optimism Profile • Develop & Validate Scales for Measuring • Optimistic Leadership and • Organizational Optimism • Validate two Existing Scales • Explore the influence of optimism at work • Pilot the new scales Goals
- 13. Phase 1 Measures Life OrientationTest – Revised Maslach Burnout Inventory General Survey Optimism Profile Optimistic Leadership Organizational Optimism Demographic Questions Sampling Purposive - personal, professional, and academic networks Analyses Descriptive statistics, Exploratory/Con fi rmatory Factor, Correlational, and Regression n = 697
- 14. Phase 2 Phase 2:Approach Pilot survey 20 individuals Focus Group 5 individuals • Life Orientation Test – Revised • Optimism Profile • Optimistic Leadership Scale • Organizational OptiMeasure • Demographic Items • Focus Group Discussion
- 15. • Connection withLife is Good Playmakers • Covid-19 ✦ Job Loss ✦ Reduced Hours ✦ Shifting definitions • Familiarity with Optimism • Missing Item Limitations
- 16.
- 17. Position & Age Demographics 76.6% 23.4% EntryLevel and Junior Level Mid-Level or Above 8% 44.3% 34.1% 12.2% 1.1% 18 to 24 25 to 34 35 to 49 50 to 64 65+ 52.3% of respondents were 50 years of age or older Mean response for position was 55.6 indicating more mid-level position respondents Response Insights: Position Level Age
- 18. QUESTION 1: What factorsemerged from the Optimism Pro fi le?
- 19. Optimism Profile: EmergentFactors
- 20. Optimism Profile: EmergentFactors
- 21. Optimism Profile: EmergentFactors
- 22. Optimism Profile: EmergentFactors
- 23. QUESTION 2: What factorsemerge from the items designed to measure optimistic leadership?
- 24.
- 25. QUESTION 3: What factorsemerge from the items designed to measure organizational optimism?
- 26.
- 27. QUESTION 4: Are theMaslach Burnout Inventory-General Survey and Life Orientation Test-Revised validated with this study’s sample, and do these instruments o ff er con fi rmatory and discriminatory validation for the Optimism Pro fi le?
- 28. Life Orientation Test -Revised CMIN/DF = 1.381, CFI = .998, RMSEA = .023
- 29. Maslach Burnout Inventory -General Survey CMIN/DF = 1.602 CFI = .937 RMSEA = .078
- 30. Discriminant Analysis Highest correlation wasbetween Joyful Engagement and Cynicism (-0.547, p < .01) Lowest correlation was between Joyful Engagement and Pessimism (-0.279, p < .01) Correlations Empowered Connection Joyful Engagement Overall Score MBI-GS Cynicism -.363** -.547** -.441** MBI-GS Exhaustion -.348** -.417** -.374** MBI-GS Personal E ffi cacy .311** .421** .373** LOT-R Optimism .336** .334** .349** LOT-R Pessimism -.309** .-279** -.310** Maslach Burnout Inventory - General Survey (MBI-GS) Life Orientation Test-Revised (LOT-R) **p < .01
- 31. QUESTION 5: Do theOptimism Pro fi le factors in fl uence Organizational OptiMeasure scores?
- 32. Regression Analysis with theOptimism Profile Run Independent Variable Dependent Variable Run 1 Position Level Overall Optimism Pro fi le Organizational OptiMeasure Run 2 Position Level Empowered Connection Organizational OptiMeasure Run 3 Position Level Joyful Engagement Organizational OptiMeasure Runs 4,5,6 included Celebrations, Resources, and Friendships
- 33. The Influence ofPersonal Experience of Optimism at Work on Organizational Optimism of the Organizational OptiMeasure was in fl uenced by the Overall Optimism Pro fi le 40.6% of the Organizational OptiMeasure was in fl uenced by Joyful Engagement 28.2% of the Organizational Opti- Measure was in fl uenced by Empowered Connection and Position Level 41.9% Casual Workplace Friendships NEGATIVELY impacted Organizational Optimeasure Celebrations and Resources POSITIVELY in fl uenced Organizational OptiMeasure
- 34. QUESTION 6: Do theLife Orientation Test-Revised factors predict the Optimism Pro fi le?
- 35. Regression Analysis with theOptimism Profile Run Independent Variable Dependent Variable Run 1 Age, Position Level Life Orientation Test - Revised Optimism and Pessimism Overall Optimism Pro fi le Run 2 Age, Position Level Life Orientation Test - Revised Optimism and Pessimism Empowered Connection Run 3 Age, Position Level Life Orientation Test - Revised Optimism and Pessimism Joyful Engagement
- 36. The Influence ofDispositional Optimism on Personal Experience of Optimism at Work of the Overall Optimism Pro fi le variable was in fl uenced by Optimism 15.8% 15.6% 13.8% of Empowered Connection was in fl uenced by Position Level and Optimism of Joyful Engagement was in fl uenced by Position Level and Optimism
- 37. QUESTION 7: Do theresults from the factor-validated scales align with the participants’ perceptions of their organization?
- 38. Pilot Test Findings Component Phase1 Participants Phase 2 Participants % di ff erence Life Orientation Test - Revised Combined Score 3.90 4.05 3.0 Optimism Pro fi le Joyful Engagement 3.77 4.84 17.8 Optimism Pro fi le Empowered Connection 4.41 4.96 9.2 Optimistic Leadership 4.06 5.01 15.8 Organizational OptiMeasure 3.01 4.99 33.0
- 39.
- 40. The four elements ofan optimistic workplace The Frost Optimistic Workplace Model
- 41.
- 42. What’s Next? • Exploreadditional items and related factors • Evaluate workplace optimism training • Examine relationships between factors • Explore influence of workplace optimism Future Research
- 43. What’s Next? • Assessoptimism at work • Create opportunities for ✦ Empowered Connection ✦ Joyful Engagement • Train optimistic leaders Future Practice
- 44. Thank you toeveryone who has been part of my journey to help me to fi nd the beauty and power of optimism.
- 45. Thank you toeveryone who has been part of my journey to help me to fi nd the beauty and power of optimism.
- 46.