The Power of Self-Compassion and PERMA+4: A Dual-Path Model for Employee Flourishing

A growing body of research has linked PERMA+4 to employee well-being and performance, yet the role of self-compassion as a psychological mechanism remains unexplored. This study tested a dual-pathway model using mediation and latent profile analyses to examine how PERMA+4 and self-compassion jointly influence work-related outcomes. A sample of full-time employees (N = 576) completed an online survey assessing PERMA+4, self-compassion, and psychological functioning. Mediation analyses showed that self-compassion partially mediated the relationship between PERMA+4 and PsyCap (β = 0.10), JAWS-positive (β = 0.04), JAWS-negative (β = −0.08), job stress (β = −0.10), and turnover intentions (β = −0.05). Latent profile analysis identified two psychological profiles: Flourishers and Strugglers. Flourishers reported higher well-being across all outcomes. These findings offer support for a dual-pathway model of flourishing and provide practical implications for organizations seeking to improve employee well-being through integrated positive psychology interventions targeting both PERMA+4 and self-compassion.