In the former 20 years, professional identity has arisen as a different study domain in the area of language instruction and education. Educators’ professional identity frames educators’ explanation of their functions, academic changes, and alterations in syllabi, class exercises, utilization of approaches and strategies, and their connection to other problems in the academic setting. Also, well-being is one of the elements in which its influence and connection with identity are noted in various studies. However, their roles in professional development have (...) not been examined; hence, this review of literature aimed to investigate the role of these constructs in professional development which is regarded as a noteworthy aspect of teacher quality. In a nutshell, some implications are proposed for the scholastic stakeholders. (shrink)

In poor and remote areas, teachers frequently encounter serious ongoing challenges and experience teacher exhaustion due to the uneven distribution of resource supply, and a shortage of professional support. Maintaining teachers’ professional wellbeing in an unfavorable teaching environment has become a major challenge. The current study explores teachers’ professional wellbeing in the context of a five-month-long professional development program designed for teachers in areas of deep poverty in China. This study adopted the method of narrative enquiry and collected diaries written (...) before and after the program from 46 primary school English teachers. Based on the manually analyzed data, it was found that teachers’ overall wellbeing at work was enhanced in terms of their professional meaning, engagement, and achievement. The systematic analysis of the diaries helped to better understand how the program exerted such an effect on teachers’ learning experiences and their wellbeing. (shrink)

One of the most important units of analysis for positive organizational psychology research is leaders and future leaders in the workplace. Leaders often have a large responsibility for and influence on the well-being and performance of their followers. They also face the unique challenge of serving their followers and the organization while needing to maintain their own vitality and well-being. Vitality can provide a foundation of energy resources to a leader to serve at their full capacity. This study develops and (...) empirically examines a new three factor scale to measure leader vitality which includes physical, psychological, and emotional components. In study 1, a total of 175 participants completed the Leader Vitality Scale and other positive psychology related measures. Exploratory factor analysis and then confirmatory factor analysis showed that the LVS is hierarchical with three distinct factors, with overall vitality as the higher-order factor. Correlational tests with two established vitality scales for general use showed that the LVS is positively related to existing scales, demonstrating convergent validity. In study 2, data was gathered from 92 top level leaders in the C-Suite, vice presidents, directors, and managers of organizations across the United States. Results showed that LVS scores significantly correlated with life satisfaction, positive emotions, positive functioning at work, and psychological capital. Overall, these findings suggest that the LVS is a valid measure for assessing leader vitality, and can used in future studies of well-being and positive functioning at work. (shrink)

COVID-19 created a transformational shift in the working environment for much of the labour force, yet its impact on workers is unclear. This study uses longitudinal data to examine the wellbeing of 621 full-time workers assessed before and during the first lockdown in the United Kingdom. We employ fixed effects analyses to investigate the impact of the restrictions and mandatory homeworking on cognitive, emotional, and psychological wellbeing. Within the sample, the rate of full-time homeworking increased from 2 to 74% between (...) waves. We identify significant changes in 9 of the 15 measures assessed, with a general pattern of improvements in wellbeing during lockdown. Overall levels of stress, self-rated mental health, positive emotions and life and job satisfaction are not adversely affected by the restrictions. There is a reduction in the burnout symptoms of disengagement and exhaustion and in the frequency with which negative emotions are experienced at work. Workers feel more autonomous, closer to their co-workers, and more attached to their organisations. However, homelife satisfaction declines. These findings highlight the possibility that the COVID-19 pandemic and large-scale transition to homeworking was associated with unchanged or improved worker wellbeing. This study has important implications for governments and employers regarding a global shift to homeworking. (shrink)