This paper reports the results of four studies on the relationship between virtues and indicators of work engagement, satisfaction and psychological wellbeing among four groups of respondents (Canadian and Turkish nurses, physicians, and female managers) in two countries (Canada and Turkey). A virtue is any psychological process that enables a person to benefit oneself and others. Data were collected from respondents using anonymously completed questionnaires. Three virtues were considered: optimism, gratitude and proactive behavior. In general, scores on the three virtues were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicated that virtues accounted for significant increments in explained variance on most of the outcome measures used in the various studies. Suggestions for increasing the levels of virtues through training are offered. This paper contributes to the emerging literature in positive organizational scholarship on the relationship of virtues to individual health and performance in work settings.

Much of the research and writing on work experiences, employee attitudes and organizational performance over the past 50 years has focused on negative experiences and outcomes`what is wrong' in organizations. This was consistent with the past 60 years in the field of psychology with its emphasis on pathology and illness, and the past 40 years in the fields of organizational behavior and management with their emphasis on concepts such as job dissatisfaction, withdrawal behaviors, work-family conflict and alienation. Recent developments in these fields, however, have taken a different emphasis: an emphasis on human flourishing and individual strengths represented by positive psychology (Seligman and Csikszentmihalyi, 2000), and `what is right' in organizations represented by positive organizational scholarship (Cameron et al., 2003) and positive organizational behavior (Luthans, 2002). Positive psychology and positive organizational scholarship focus on positive individual qualities such as hope, gratitude and resilience and positive outcomes such as meaning, engagement, thriving and organizational excellencethe best of human and work conditions.

We conducted four studies examining the relationship between stable individual traits termed virtues and work experiences, work and extra-work satisfactions and psychological wellbeing. This emphasis is consistent with recent developments in positive psychology, positive organizational scholarship, and the `strengths' movement (Seligman, 2002; Cameron et al., 2003; and Buckingham, 2007).

Soft Skills Journal, Work Engagement, Psychological Process, Hierarchical Regression Analyses, Organizational Scholarship, Human Resource Management, Organizational Resources, Career Satisfaction, Occupational Groups, Problem Solving Skills, Psychological Wellbeing.