Chapter 1: Every Light Casts a Shadow: Toward a Balanced Perspective on Positive Psychology at Work

The guiding principles of positive psychology (e.g., encouraging thriving, fostering growth) are admirable, yet their application in workplaces has been questioned on several fronts. For example, having too much of a positive construct, such as engagement, may have negative consequences, such as overload or work-nonwork conflict. Organizations may have misguided motivation to encourage happiness while dismissing mental health issues or ignoring information arising from negative emotions (e.g., unfairness at work). Therefore, we consider situations in which “feeling good may be bad” and “feeling bad may be good.” We identify ways in which organizational research can move forward by ensuring strong methodology and by understanding how to use negative information (e.g., encouraging respect while still allowing dissention). We argue that responsibility for employee well-being must be shared, such that individuals take responsibility for their own health, and organizations provide structures and resources that allow individuals to maximize their own health and potential while still accommodating employees with physical and mental health issues.