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Glossary Terms
| Term (EN) | Definition | Exam Relevance |
|---|---|---|
| Flourishing | Optimal human functioning combining engagement, meaning, virtue, and wellbeing (Seligman) | Core concept |
| Eudaimonia | Aristotelian concept: flourishing through virtue and realising human potential | Foundational term |
| Positive Psychology | Scientific study of strengths, virtues, and optimal functioning (Seligman & Csikszentmihalyi, 2000) | Background |
| PERMA | Seligman's (2011) 5 flourishing elements: Positive emotions, Engagement, Relationships, Meaning, Accomplishment | Key model |
| Flow | Complete absorption when skills match challenge (Csikszentmihalyi, 1990); E in PERMA | Flow theory |
| Hedonic Wellbeing | Wellbeing based on pleasure and absence of pain; subjective happiness | Contrast to eudaimonic |
| VIA Classification | Seligman & Peterson (2004): 24 character strengths under 6 virtues | Key classification |
| Signature Strengths | Top 3–7 VIA strengths that feel most natural and energising | Application of VIA |
| 6 Core Virtues | Wisdom, Courage, Humanity, Justice, Temperance, Transcendence (VIA) | VIA structure |
| RIASEC/RAISEC | Holland's 6 personality/environment types: Realistic, Investigative, Artistic, Social, Enterprising, Conventional | Key model — expected Q |
| Congruence | Match between Holland personality type and work environment type; predicts satisfaction | P-E fit core |
| Holland Code | 3-letter code representing a person's dominant, secondary, and tertiary RIASEC types | Vocational assessment |
| Person-Job Fit (PJ) | Match between individual's abilities/values and specific job demands/rewards | P-E fit type |
| Person-Organisation Fit (PO) | Match between individual values/personality and organisational culture | P-E fit type |
| ASA Model | Schneider (1987): Attraction-Selection-Attrition; explains organisational culture homogeneity | P-E fit theory |
| Self-Determination Theory (SDT) | Deci & Ryan (1985): Autonomy, Competence, Relatedness as universal psychological needs | Motivation theory |
| Intrinsic Motivation | Engaging in activity for inherent satisfaction, not external reward; sustains flourishing | SDT core |
| Job Crafting | Proactive reshaping of job tasks, relationships, and perceptions (Wrzesniewski & Dutton, 2001) | Active flourishing |
| Task Crafting | Changing type, scope, or number of job tasks to better fit strengths | Job crafting type |
| Cognitive Crafting | Changing perception of job — seeing it as a calling rather than just tasks | Job crafting type |
| Calling | Work orientation where job is intrinsically meaningful; highest flourishing orientation (Wrzesniewski, 1997) | Work orientations |
| POS | Positive Organisational Scholarship; Cameron, Dutton & Quinn (2003); studies virtuous organisations | Organisational flourishing |
| High-Quality Connection (HQC) | Dutton (2003): brief positive interactions that energise both parties | POS concept |
| Deliberate Practice | Ericsson (1993): focused practice with feedback; enables elite performance and flourishing | Excellence path |
| Nishkama Karma | Bhagavad Gita: action without attachment to results; parallel to intrinsic motivation | Indian tradition |
Sources: Seligman (2011) Flourish; Seligman & Csikszentmihalyi (2000) American Psychologist; Csikszentmihalyi (1990) Flow: The Psychology of Optimal Experience; Seligman & Peterson (2004) Character Strengths and Virtues; Holland (1959, 1997) Making Vocational Choices; Deci & Ryan (1985, 2000) Self-Determination Theory; Wrzesniewski & Dutton (2001) Administrative Science Quarterly; Schneider (1987) Personnel Psychology; Cameron, Dutton & Quinn (2003) Positive Organizational Scholarship; Kristof-Brown (2005) Journal of Applied Psychology; Aristotle Nicomachean Ethics; Bhagavad Gita; Kautilya Arthashastra; RPSC 2026 Official Syllabus.