Kellerman & Seligman (2021) introduced the PRISM model in their book "Tomorrowmind." The purpose of the study was to create a simple psychological scale to test the psychological effects of the PRISM model.

1. Development and validation
of the PRISM Scale for
Tomorrowmind
YOGA TOKUYOSHI
129
World Congress on
Positive Psychology
2-5, July 2025 / Brisbane,
Queensland, Australia

2. Objective
Kellerman & Seligman (2021)
introduced the PRISM model in
their book "Tomorrowmind."
The purpose of the study was
to create a simple
psychological scale to test the
psychological effects of the
PRISM model. 2

3. The PRISM Scale consists of one factor
(five items):
Resilience and Cognitive Agility (R), Meaning
and Mattering (M), Rapid Rapport to Build Social
Support (S), Prospection (P), and Creativity and
Innovation (I).
The PRISM model was developed using
examples from the Tomorrowmind and
Positive Psychology.
The PRISM scale consists of
one factor and 5 items.
Development of Scale
3

4. The PRISM model is used for
the items of the scale
P：Prospection
R：Resilience and Cognitive Agility
I： Creativity and Innovation
S：Rapid Rapport to Build Social Support
M：Meaning and Mattering
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5. Method
•The reliability and validity of
PRISM to be developed will be
tested using classical test theory,
item response theory and
correlation analysis.
•PRISM Scale was developed
using examples from Personality
based on theories of PRISM
and Positive Psychology.
5

6. The study was conducted via the
web-based survey.
Factor analysis, item response theory
analysis, and verification of reliability and
validity were conducted based on the
developed scale.
Survey :Subject N=4937
Mean age =36, SD=16
A study conducted exclusively on working professionals.
6
Method

7. Parallel Analysis Scree Plot
◆Parallel Analysis
Scree Plot（1.0）
Parallel analysis
suggests that the
number of factors
= 2
The number of
components = 1
This test was
selected one
factor.
PWELS-SES (Total 10 items)
Results

8. PRISM
Scale
Prospection
Meaning
Innovation Resilience
Social
Support
Exploratory factor analysis
8
GFI = .985,
AGFI= 0.96,
RMSEA= 0.08
90% CI: (0.07, 0.09)
N= 4937
PRISM Scale
(5 items)

9. Table of Basic Statistics for
the PRISM Scale, α, ω
coefficients, and H
coefficient.
Mean SD α ω Ht（NIRT）
PRISM 15 4 .89 .91 .65
Note: M = Mean Score, SD = Standard Deviation, Ht coefficient represents the
total Ht coefficient. The Ht coefficient is derived from Item Response Theory
(IRT) using Mokken Scale Analysis.
N = 4,937 (Male: 2,264, Female: 2,673)
Mean age = 36 years, SD = 17.
A high reliability coefficient and strong items were demonstrated.

10. Ceiling and floor effects were not observed in the item analysis.
Item Scalability Coefficient (Hi)
Hi indicates how well each item contributes to the unidimensional structure of the scale.
Values above 0.30 are acceptable, and values above 0.60 suggest strong scalability.
In this study, all items showed Hi > 0.63, indicating a highly consistent and reliable measurement of the latent
construct (Ligtvoet, Van der Ark, te Marvelde, & Sijtsma, 2010).
Factor Mean SD Factor loading Hi
P：Prospection 3.1 1.0 .81 .66
R：Resilience 3.0 1.0 .78 .63
I： Innovation 3.0 1.0 .83 .67
S：Social Support 2.9 1.0 .76 .64
M：Meaning 3.0 1.0 .78 .64
Basic statistics, item analysis, etc.

11. Gender Differences in PRISM Scale Scores
• Women scored slightly
higher than men on
the PRISM_Scale(Mean
difference = 0.298, p
= 0.014).
• This difference is
statistically
significant,suggesting
it is unlikely due to
chance.
• However, the effect
size is small (smd ≈
0.07),indicating a
minimal practical
difference. 11

12. IRT: Item Response Category Characteristic
Curve and Item Information Curves
12
Total Information = 49.3 Information in (-4, 4) = 49.26 (99.91%)

13. Psychological Network Analysis of PRISM
13
Innovation
Prospection
Meaning
Social
Support
Resilience
Using EBICglasso-based psychological network analysis
The strongest edge (0.38)
was found between
Resilience and Prospection,
suggesting that adaptive
coping is closely linked with
future-oriented thinking.
Social Support reveals
moderate associations with
Innovation (r = 0.29) and
Meaning (r = 0.29),
indicating that a strong
sense of interpersonal
support contributes to
psychological safety,
creative strengths, and life
meaning.

14. Big5 Personality Test
The Big Five personality traits, also known
as the five-factor model (FFM) and the
OCEAN model, is a taxonomy for
personality traits.
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①Openness to experience (inventive/curious vs. consistent/cautious)
②Conscientiousness (efficient/organized vs. easy-going/careless)
③Extraversion (outgoing/energetic vs. solitary/reserved)
④Agreeableness (friendly/compassionate vs. challenging/detached)
⑤Neuroticism or Emotional instability
(sensitive/nervous vs. secure/confident)
A validation study utilizing the Ten-Item Personality Inventory (TIPI) was conducted.
Gosling, S. D., Rentfrow, P. J., & Swann, W. B., Jr. (2003). A very brief measure of the
Big-Five personality domains. Journal of Research in Personality, 37, 504–528.

15. Correlation Analysis between PRISM and the
Big Five Personality Traits (TIPI)
15
Conscientious
ness
Extraversion Agreeableness
Emotional
instability
Openness to
Experience
Prospection .30 .32 .19 -.31 .31
Resilience .30 .28 .22 -.32 .29
Innovation .30 .31 .18 -.31 .35
Social Support .25 .29 .15 -.25 .29
Meaning .28 .25 .22 -.26 .30
PRISM Total .34 .35 .23 -.35 .37
PRISM and its subscales showed positive correlations with conscientiousness,
extraversion, and openness, and negative correlations with neuroticism. These
findings suggest that personality traits significantly contribute to individuals'
psychological strengths as measured by the PRISM framework.
All *p<.05

16. Correlation Analysis between PRISM and
the Big Five Personality Traits (TIPI)
16

17. 35 Flourishing Inventory
Rashid expanded PERMA into a 7-factor model, adding Resilience
and health-related aspects, leading to the 35-item Flourishing
Inventory for comprehensive well-being assessment.
https://strengthsbasedresilience.com/assessments/flourishing
①Positive Emotions
②Engagement
③Relationships
④Meaning
⑤Accomplishment
⑥Health
⑦Resilience 17

18. Correlation Analysis between PRISM and
35 Flourish Inventory
P1_Positive_Emotions P2_Engagement P3_Relationships P4_Meaning P5_Accomplishment P6_Health P7_Resilience
Prospection .57 .62 .55 .61 .63 .57 .63
Resilience .52 .59 .51 .56 .57 .52 .60
Innovation .54 .61 .54 .61 .61 .55 .60
Social Support .51 .56 .51 .59 .57 .51 .55
Meaning .53 .59 .54 .60 .60 .53 .58
PRISM .64 .71 .63 .71 .71 .64 .71
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◆35 Flourish Inventory（PERMA＋2）
The PRISM scale showed generally strong correlations with all dimensions of the
Flourish model. Notably, it was most strongly associated with Engagement,
Accomplishment, and Positive Emotions, suggesting that the psychological
strengths captured by PRISM significantly contribute to active and agentic aspects
of well-being.

19. The Utrecht Work Engagement
Scale(UWES) (Schaufeli et al., 2019)
The Utrecht Work Engagement Scale (UWES) is a self-rating
questionnaire aimed at measuring an Individual
characteristics in “Work Engagement”
UWES-3 was selected, each or every dimension of work
engagement:
• 【Vigor】(1)“At my work, I feel bursting with energy”
• 【Dedication】 (2) “I am enthusiastic about my job”
• 【Absorption】 (3) “I am immersed in my work”
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra-
short measure for work engagement: The UWES-3 validation across five countries.
European Journal of Psychological Assessment, 35, 577-
591.http://dx.doi.org/10.1027/1015-5759/a000430

20. Organizational Mattering Scale
（Reece et al., 2021)
① 【Recognition】：
An external sense of being recognized and
valued by others.
②【Achievement】：
An internal sense of how one's work
contributes to the success of the organization.
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Reece, A., Yaden, D., Kellerman, G., Robichaux, A., Goldstein, R., & Schwartz, B.
(2021). Mattering is an indicator of organizational health and employee
success. The Journal of Positive Psychology, 16(2), 228-248.
The Organizational Mattering Scale (OMS) is a psychological tool
designed to measure how much individuals feel their
contributions matter within an organization. It assesses
employees' sense of recognition and achievement, which are
key factors in workplace engagement and satisfaction.

21. 21
Correlation analysis among PRISM,
Organizational Mattering Scale, and
Work Engagement.
All *p<.05
OMS
Achievement
OMS
Recognition
OMS
Total
Vigor Dedication Absorption
WORK
Engagement
Total
Prospection .59 .61 .63 .54 .50 .50 .58
Resilience .59 .59 .62 .51 .49 .47 .56
Innovation .61 .61 .64 .55 .50 .51 .59
Social
Support .58 .57 .61 .54 .48 .51 .58
Meaning .61 .62 .65 .55 .52 .51 .60
PRISM .71 .71 .75 .64 .59 .60 .69

22. 22

23. Balancing Positive and Negative
Information to Enhance Psychological
Strength: A Response Surface Analysis
Using the PRISM Scale
• Positive information
significantly increased
PRISM scores.
• Negative information had
a small but negative
effect.
• There was a nonlinear
effect: too much positive
input reduced the benefit.
• The shape of the surface
was a saddle, meaning
PRISM is highest when
both types of information
are moderately balanced.
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PRISM Total

24. Discussion
■PRISM Scale showed excellent Exploratory
factor analysis (1 Factors, α=.89) in a sample of=
4,937 individuals.
■Criterion-related validity was also determined
among Big5, Flourish Inventory, Work
Engagement.
■The results of this study confirmed the
reliability and validity of the proposed scale for
evaluating in individuals.
■However, it will be necessary to conduct a
psychological experiment and Intervention based
on Personality psychology.
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25. The future can be found in Osaka, Japan.