positive psych txt jan 14

Why has psychology historically measured weaknesses more than strengths?

Psychology historically focused on diagnosing and treating mental illness rather than studying human strengths. Global classification systems like the DSM-5-TR and ICD-11 provide standardized systems for identifying disorders, but there is no universally adopted classification system for strengths. This imbalance led to far more sophisticated tools for measuring “what’s wrong” than “what’s strong.” Positive psychology emerged to correct this imbalance by developing scientific ways to classify and measure strengths.

What is the definition of a psychological strength used in this chapter?

A strength is a capacity to think, feel, or behave in ways that promote optimal functioning and valued outcomes. Strengths support well-being, achievement, and effective functioning rather than merely the absence of disorder.

What was Menninger’s “yardstick” idea of mental health?

Menninger proposed viewing mental health along a continuum:
• Positive end: peaceful, productive, creative, healthy, happy
• Negative end: confused, chaotic, destructive, miserable, criminal
He argued mental health is a life process rather than a set of sickness labels and emphasized “life instincts” such as hope, faith, and love.

Why do weakness classification systems dominate psychology?

Two globally accepted diagnostic systems exist for illness:
• ICD-11 (World Health Organization) — all diseases
• DSM-5-TR (American Psychiatric Association) — mental disorders
No equivalent global strengths classification exists, although two major strength systems are widely used:
• Clifton StrengthsFinder
• VIA Classification of Strengths

What is the core idea behind Clifton’s approach to strengths?

Donald Clifton proposed studying what is right with people rather than what is wrong. He defined talent as naturally recurring patterns of thought, feeling, or behavior that can be productively applied. A strength is talent combined with skills and knowledge that produces consistent near-excellent performance.

How was the Clifton StrengthsFinder developed?

Researchers conducted semi-structured interviews with high performers across roles (students, employees, leaders). They identified recurring success patterns, which became 34 talent themes. These were turned into a self-report forced-choice assessment that outputs a person’s top signature themes.

What are key features of the Clifton StrengthsFinder 2.0?

177 forced-choice items
• Respondents choose which option describes them more
• Produces top 5 signature talent themes
• Designed for personal and organizational development

What are the psychometric strengths and weaknesses of the Clifton StrengthsFinder?

Strengths:
• Good test-retest reliability (stable over time)
• Acceptable internal consistency overall
• Converges with Big Five personality traits

Limitations:
• Some subscales have weaker reliability
• Forced-choice format may distort rankings
• Not sensitive to change over time
• Not validated for hiring or clinical diagnosis
• Not suitable for comparing people competitively

What is the Youth Strengths Explorer and who is it for?

A strengths assessment for youth ages 10–14. It identifies 10 developmental strength themes and provides top 3 themes with workbooks for children, parents, and educators to support early strengths development.

What is the VIA Classification of Strengths?

A scientific framework classifying 24 character strengths organized under broader virtues. It was created to define human strengths, identify highest potential, and evaluate success of positive youth and well-being programs.

What are the 24 VIA character strengths organized under?

Originally grouped under 6 virtues:
• Wisdom / Knowledge
• Courage
• Humanity
• Justice
• Temperance
• Transcendence

Later research supports a 3-virtue structure:
• Caring
• Inquisitiveness
• Self-Control

What VIA assessments exist?

VIA-IS (adult full version)
• VIA-IS-R (revised, 196 items)
• VIA-IS-P (positively worded short form)
• VIA-IS-M (mixed wording form)
• VIA-Youth (ages 10–17)
All produce top “signature strengths.”

What is the psychometric evidence for VIA strengths?

Strong internal consistency for 24 strengths
• Good test-retest stability
• Family/friend ratings correlate with scores
• Strengths correlate with life satisfaction
• Virtue category structure is weaker and debated
→ The 24 strengths are reliable; virtue groupings are less stable.

Why does culture matter in strengths measurement?

Both CSF and VIA were created in Western contexts. Cultures differ in how they define, value, and express strengths. Translation alone does not guarantee meaning equivalence. Without cultural testing, assessments may produce biased or misleading results across groups.

What is conceptual vs linguistic equivalence in measurement?

Conceptual equivalence: Does the culture define the construct the same way?
• Linguistic equivalence: Does translation preserve meaning?
Both must be satisfied for fair cross-cultural measurement.

What is test bias in strengths assessments?

A test is biased if it systematically over- or under-estimates scores for certain cultural or identity groups. Measurement invariance testing is used to determine whether a scale functions the same across groups.

What is measurement invariance (MI/E)?

A statistical method to test whether a psychological measure assesses the same construct in the same way across different cultural or demographic groups. It is essential for fair cross-group comparison.

What evidence exists for cross-cultural VIA equivalence?

Some international studies show similar factor structures across nations, but samples are often highly educated and virtue-interested, which may hide real cultural differences. More research is needed across diverse populations.

What is the difference between between-group and within-group cultural comparisons?

Between-group: Comparing different cultures or countries
• Within-group: Examining differences inside one society (gender, race, SES, sexuality)
Both are necessary to detect real cultural differences vs measurement bias.

How should strengths assessments be used for self-improvement?

They should be used as starting points for intentional action, not fixed labels. A recommended strategy is to identify top strengths and practice using one strength multiple times per day for several days to build habits linked to higher well-being.

What was Shane Lopez’s key lesson from using strengths assessments?

He realized he already used his strengths daily but became more fulfilled by using them intentionally. He focused on only three strengths rather than trying to improve many at once.

What strengths did Shane Lopez focus on and how did he apply them?

Futuristic: Daily walks to think about future goals
• Maximizer: Surrounding himself with people who improve ideas
• Gratitude: Writing weekly thank-you notes

Results:
• Greater creativity and productivity
• Stronger relationships
• Deeper emotional satisfaction

What is the difference between trait and state measures?

• Trait measures: Assess stable characteristics (e.g., CSF, VIA)
• State measures: Assess temporary experiences or emotions (used in interventions and daily tracking)

What psychometric qualities define a good positive psychology measure?

• Reliability (consistency)
• Validity (measures intended construct)
• Clear factor structure (EFA + CFA)
• Evidence of cultural equivalence
Absence of these is a red flag.

What is the overall takeaway about measuring strengths in positive psychology?

Psychology has strong systems for diagnosing disorder but weaker universal systems for strengths. CSF and VIA are the two major frameworks. Both have solid evidence but cultural limitations. Strength assessments work best when used intentionally, cautiously, and with awareness of cultural context.