Joseph Chancellor

Delivering happiness: translating positive psychology intervention research for treating major and minor depressive disorders.

Despite the availability of many treatment options, depressive disorders remain a global public health problem. Even in affluent nations, 70% of reported cases either do not receive the recommended level of treatment or do not get treated at all, and this percentage does not reflect cases of depression that go unreported due to lack of access to health care, stigma, or other reasons. In developing countries, the World Health Organization estimates that <10% receive proper depression care due to poverty, stigma, and lack of governmental mental health resources and providers. Current treatments do not work for everyone, and even people who achieve remission face a high risk of recurrence and residual disability. The development of low-cost effective interventions that can serve either as initial therapy for mild symptoms or as adjunctive therapy for partial responders to medication is an immense unmet need. Positive activity interventions (PAIs) teach individuals ways to increase their positive thinking, positive affect, and positive behaviors. The majority of such interventions, which have obtained medium-size effect sizes, have been conducted with nondepressed individuals, but two randomized controlled studies in patients with mild clinical depression have reported promising initial findings. In this article, the authors review the relevant literature on the effectiveness of various types of PAIs, draw on social psychology, affective neuroscience and psychophamacology research to propose neural models for how PAIs might relieve depression, and discuss the steps needed to translate the potential promise of PAIs as clinical treatments for individuals with major and minor depressive disorders.

Positive Activities as Protective Factors Against Mental Health Conditions

Applying Nolen-Hoeksema and Watkinss (2011) transdiagnostic risk factor heuristic to our work on positive activities (i.e., practices that characterize naturally happy people, like expressing gratitude and practicing generosity), we propose that such activities may serve as protective factors that mitigate proximal risk factors both directly and by intervening with the mechanisms that give rise to them. First, we discuss theoretical and empirical support for the importance of well-being and the mechanisms that explain how positive activities promote well-being (by boosting positive emotions, positive thoughts, positive behaviors, and need satisfaction; Lyubomirsky & Layous, 2013). Second, we outline examples of how positive activities can mitigate two particular proximal risk factors (rumination and loneliness) and counteract environmental triggers (i.e., moderators) that might amplify them (e.g., through adaptive coping). Third, we argue that positive activities can be taught to youth to instill positive patterns of emotions, thoughts, and behaviors that may serve as protective factors over the course of their lifetimes. Lastly, we propose that certain positive activities might be particularly well-suited to certain individuals and to specific risk factors.

Thinking About Rumination: The Scholarly Contributions and Intellectual Legacy of Susan Nolen-Hoeksema

Our article reviews and celebrates Susan Nolen-Hoeksemas remarkable contributions to psychological and clinical science, focusing on her vast body of theoretical and empirical work and her influence on colleagues and students. Susan spent her career trying to understand how and why a style of regulating emotions called rumination increases vulnerability to depression and exacerbates and perpetuates negative moods. More broadly, we describe research by Susan and her colleagues on the predictors of depression in childhood and adolescence; gender differences in depression and rumination in adolescence and adulthood; roots, correlates, and adverse consequences of ruminative response styles; and rumination as a transdiagnostic risk factor for not only depression but also a host of psychological disorders, including anxiety, substance abuse, and eating disorders. Susans intellectual legacy is evident in her impressive publication and citation record, the clinical applications of her work, and the flourishing careers of the students she mentored.

An Upward Spiral Between Gratitude and Humility

In two experiments and one diary study, we examined the relationship between self- and other-oriented processes by considering how gratitude can influence humility and vice versa. Humility is characterized by low self-focus, secure sense of self, and increased valuation of others. Gratitude is marked by a sense that one has benefited from the actions of another. In the first experiment, participants who wrote a gratitude letter showed higher state humility than those who performed a neutral activity. In the second experiment, baseline state humility predicted the amount of gratitude felt after writing a gratitude letter compared to a neutral activity. Finally, in a 14-day diary study, humility and gratitude mutually predicted one another, even after controlling for the other’s prior level. Our results suggest that humility and gratitude are mutually reinforcing.

State humility: Measurement, conceptual validation, and intrapersonal processes

Abstract Humility is a core psychological process theoretically marked by low self-focus, secure identity, and balanced awareness of strengths and weaknesses. We began with a consensual definition of humility before theoretically unpacking it. First, using 25 samples and 2622 adults, we developed the Brief State Humility Scale, which demonstrates strong construct validity and good reliability, is sensitive to experimental manipulation, and is uncorrelated with social desirability. Second, using this measure, we replicated previously reported relationships involving interpersonal processes; revealed links between state humility and intrapersonal processes (e.g. affect, creativity, and personality); and demonstrated key theoretical differences between state humility and modesty. This framework highlights new avenues for humility research and suggests how humility plays a critical role in emotional experience.

Everyday Prosociality in the Workplace: The Reinforcing Benefits of Giving, Getting, and Glimpsing.

A functional analysis of prosociality considers how predispositions for prosocial behavior prompt, reinforce, and propagate kind behaviors in the real world. To examine the effects of practicing, receiving, and observing everyday prosociality—as well as the mechanisms underlying these effects—we randomly assigned employees in a Spanish corporate workplace (N = 111) to be Givers, Receivers, and Controls. Givers practiced 5 acts of kindness for a personalized list of Receivers over 4 weeks. We found that Givers and Receivers mutually benefited in well-being in both the short-term (e.g., on weekly measures of competence and autonomy) and the long-term (e.g., Receivers became happier after 2 months, and Givers became less depressed and more satisfied with their lives and jobs). In addition, Givers’ prosocial acts inspired others to act: Receivers paid their acts of kindness forward with 278% more prosocial behaviors than Controls. Our results reveal that practicing everyday prosociality is both emotionally reinforcing and contagious (inspiring kindness and generating hedonic rewards in others) and that receiving everyday prosociality is an unequivocally positive experience (which may further reinforce Givers’ actions). Prosociality’s benefits shed light on its surprising ubiquity in humanity compared with our closest evolutionary cousins.

Reframing the ordinary: Imagining time as scarce increases well-being

Abstract We explored a counterintuitive approach to increasing happiness: Imagining time as scarce. Participants were randomly assigned to try to live this month (LTM) like it was their last in their current city (time scarcity intervention; n = 69) or to keep track of their daily activities (neutral control; n = 70). Each group reported their activities and their psychological need satisfaction (connectedness, competence, and autonomy) weekly for 4 weeks. At baseline, post-intervention, and 2-week follow-up, participants reported their well-being – a composite of life satisfaction, positive emotions, and negative emotions. Participants in the LTM condition increased in well-being over time compared to the control group. Furthermore, mediation analyses indicated that these differences in well-being were explained by greater connectedness, competence, and autonomy. Thus, imagining time as scarce prompted people to seize the moment and extract greater well-being from their lives.

The propagation of everyday prosociality in the workplace

Abstract Prosocial behaviors typically benefit those who perform them but can create mixed emotions in recipients. Yet, how does prosociality affect the well-being of those who merely observe it? The current study aimed to answer this question by experimentally prompting employees to perform prosocial acts at work (Givers), be the recipient of such acts (Receivers), or to do neither (Observers). Our focus was on everyday prosociality, which involves kind acts directed at those in one’s social circle, rather than at individuals in need. Social proximity to Givers, but not Receivers, positively predicted boosts in well-being. Indeed, social proximity to Receivers was associated with a nonsignificant trend toward decreased well-being. However, both social proximity to Givers and social proximity to Receivers predicted increases in prosocial behavior among Observers. These results suggest that prosocial behavior and its emotional benefits propagate through social networks, particularly for those in close social proximity to prosocial actors.

Clustering by Well-Being in Workplace Social Networks: Homophily and Social Contagion

Social interaction among employees is crucial at both an organizational and individual level. Demonstrating the value of recent methodological advances, 2 studies conducted in 2 workplaces and 2 countries sought to answer the following questions: (a) Do coworkers interact more with coworkers who have similar well-being? and, if yes, (b) what are the processes by which such affiliation occurs? Affiliation was assessed via 2 methodologies: a commonly used self-report measure (i.e., mutual nominations by coworkers) complemented by a behavioral measure (i.e., sociometric badges that track physical proximity and social interaction). We found that individuals who share similar levels of well-being (e.g., positive affect, life satisfaction, need satisfaction, and job satisfaction) were more likely to socialize with one another. Furthermore, time-lagged analyses suggested that clustering in need satisfaction arises from mutual attraction (homophily), whereas clustering in job satisfaction and organizational prosocial behavior results from emotional contagion. These results suggest ways in which organizations can physically and socially improve their workplace.