Donaldson and others probed the factors linked to the popular PERMA framework at an organizational level: positive emotions, engagement, relationships, meaning, and accomplishments. They share that “empirical evidence suggests that positive emotions, engagement, relationships, meaning, and accomplishments (PERMA) may be a robust framework for the measurement, management and development of wellbeing. . . . recent meta-analyses and systematic literature reviews showed that . . . physical work environments . . . could be seen as essential contextually relevant building blocks for work-related wellbeing and are therefore prime candidates to expand the PERMA framework. . . . The [physical] work environment is therefore seen as a complex psychophysical system which is a function of both the objective physical stimuli at work (e.g., building design, air quality, and natural lighting) but also elements subjectively experienced by employees (e.g., perceptions of physical safety or connectedness to others. . . . When there is considerable effort required to focus due to environmental distractions (such as noise, heating or poor ventilation) cognitive resources are depleted thus increasing stress and strain.”
Stewart Donaldson, Llewellyn van Zyl, and Scott Donaldson. 2022. “PERMA+4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0.” Frontiers in Psychology, vol. 12, https://doi.org/10.3389/fp-syg.2021.817244