<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1677-0471</journal-id>
<journal-title><![CDATA[Avaliação Psicológica]]></journal-title>
<abbrev-journal-title><![CDATA[Aval. psicol.]]></abbrev-journal-title>
<issn>1677-0471</issn>
<publisher>
<publisher-name><![CDATA[Instituto Brasileiro de Avaliação Psicológica (IBAP)]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1677-04712026000100208</article-id>
<article-id pub-id-type="doi">10.15689/ap.2026.25.e24865</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[Evidências adicionais de validade da Escala PERMA no Trabalho]]></article-title>
<article-title xml:lang="en"><![CDATA[Additional evidence of the validity of the PERMA at Work Scale]]></article-title>
<article-title xml:lang="es"><![CDATA[Evidencias adicionales de la validez de la Escala PERMA en el Trabajo]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Gabardo-Martins]]></surname>
<given-names><![CDATA[Larissa Maria David]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Louro]]></surname>
<given-names><![CDATA[Evânia Silva]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rocha]]></surname>
<given-names><![CDATA[Hayumy Lima]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rodrigues]]></surname>
<given-names><![CDATA[Fernanda Settercerze]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Brasil]]></surname>
<given-names><![CDATA[Filipi Junger Branco]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Vieira]]></surname>
<given-names><![CDATA[Bruna Abreu]]></given-names>
</name>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Alves]]></surname>
<given-names><![CDATA[Ludimila Pereira]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Sanches Leão]]></surname>
<given-names><![CDATA[Juliana da Silva]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[dos Santos Costa Júnior]]></surname>
<given-names><![CDATA[Cláudio Eduardo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Tinoco]]></surname>
<given-names><![CDATA[Amanda]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidade Salgado de Oliveira - UNIVERSO  ]]></institution>
<addr-line><![CDATA[Niterói RJ]]></addr-line>
<country>Brasil</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2026</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2026</year>
</pub-date>
<volume>25</volume>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://pepsic.bvsalud.org/scielo.php?script=sci_arttext&amp;pid=S1677-04712026000100208&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://pepsic.bvsalud.org/scielo.php?script=sci_abstract&amp;pid=S1677-04712026000100208&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://pepsic.bvsalud.org/scielo.php?script=sci_pdf&amp;pid=S1677-04712026000100208&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[RESUMO O PERMA no trabalho conceitua-se como um fenômeno do alcance de emoções positivas, engajamento, relacionamento positivo, realização e significado. Objetivou-se buscar evidências adicionais de validade da Escala PERMA no Trabalho, no contexto brasileiro. A amostra constituiu-se por 568 trabalhadores, de ambos os sexos. A Análise Fatorial Confirmatória demonstrou que o modelo de 15 itens, divididos em cinco fatores de primeira ordem e um fator de segunda ordem, foi o que apresentou os melhores índices de ajuste. Ademais, encontrou-se que os parâmetros dos itens da Escala PERMA no Trabalho são invariantes para os grupos gênero (masculino e feminino) e setor (público, privado e autônomo/liberal). Por fim, evidenciaram-se correlações positivas e significativas entre o PERMA no trabalho e as variáveis externas: satisfação no trabalho, engajamento no trabalho e afetos positivos no trabalho. Concluiu-se que o instrumento apresentou propriedades psicométricas adequadas que possibilitam seu uso em futuras investigações sobre a temática.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT PERMA at work is conceptualized as the achievement of positive emotions, engagement, positive relationships, accomplishment, and meaning in the workplace. This study aimed to seek additional evidence of validity for the PERMA at Work Scale in the Brazilian context. The sample consisted of 568 workers of both sexes. Confirmatory Factor Analysis indicated that the 15-item model, divided into five first-order factors and one second-order factor, presented the best fit indices. Furthermore, the parameters of the PERMA at Work Scale items were found to be invariant across gender groups (male and female) and sector (public, private, and self-employed). Finally, positive and significant correlations were observed between PERMA at work and external variables, including job satisfaction, job engagement, and positive affect at work. The findings indicate that the instrument demonstrates adequate psychometric properties, supporting its use in future research on the topic.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN El PERMA en el trabajo se conceptualiza como un fenómeno del alcance de emociones positivas, compromiso, relaciones positivas, realización y significado. Su objetivo fue buscar evidencias adicionales de validez de la Escala PERMA en el Trabajo en el contexto brasileño. La muestra estuvo formada por 568 trabajadores, de ambos sexos. El Análisis Factorial Confirmatorio mostró que el modelo de 15 ítems, dividido en cinco factores de primer orden y un factor de segundo orden, fue el que presentó los mejores índices de ajuste. Además, se encontró que los parámetros de los ítems de la Escala PERMA en el Trabajo son invariantes para los grupos de género (masculino y femenino) y sector (público, privado y autónomo/liberal). Finalmente, se evidenciaron correlaciones positivas y significativas entre el PERMA en el trabajo y las variables externas: satisfacción laboral, compromiso laboral y afectos positivos en el trabajo. Se concluyó que el instrumento mostró propiedades psicométricas adecuadas que posibilitan su utilización en futuras investigaciones sobre el tema.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[trabalho]]></kwd>
<kwd lng="pt"><![CDATA[psicologia positiva]]></kwd>
<kwd lng="pt"><![CDATA[psicometria]]></kwd>
<kwd lng="pt"><![CDATA[estudo de validação]]></kwd>
<kwd lng="en"><![CDATA[work]]></kwd>
<kwd lng="en"><![CDATA[positive psychology]]></kwd>
<kwd lng="en"><![CDATA[psychometrics]]></kwd>
<kwd lng="en"><![CDATA[validation study]]></kwd>
<kwd lng="es"><![CDATA[trabajo]]></kwd>
<kwd lng="es"><![CDATA[psicología positiva]]></kwd>
<kwd lng="es"><![CDATA[psicometría]]></kwd>
<kwd lng="es"><![CDATA[estudio de validación]]></kwd>
</kwd-group>
</article-meta>
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