# A scoping review and research agenda: Psychological flexibility and wellbeing in organisations

## TL;DR

This paper reviews how psychological flexibility impacts workplace wellbeing and suggests future research directions to better understand and apply it.

## Contribution

The paper provides a scoping review and research agenda for psychological flexibility in organizational contexts.

## Key findings

- Most studies focus on reducing negative outcomes like burnout rather than promoting positive wellbeing.
- Research on psychological flexibility is concentrated in high-stress professions like healthcare.
- There is a need for clearer definitions and improved measurement methods for psychological flexibility.

## Abstract

As workplaces increasingly recognise the importance of employee mental wellbeing, research into psychological flexibility and psychological inflexibility (PF/PI) has grown. PF, rooted in Acceptance and Commitment Therapy (ACT), is the capacity to pursue valued goals despite stressors and internal challenges, whereas PI reflects rigid attempts to avoid or control unwanted internal experiences, even when doing so undermines wellbeing or goal pursuit. Our systematic search across five databases identified 88 studies that had examined the relationship between PF/PI and wellbeing in workplace contexts. The findings indicate a surge in research since 2020, with PF (and, as such, PI) predominantly measured using the Acceptance and Action Questionnaire‐II (AAQ‐II). Most studies focus on mitigating negative wellbeing outcomes, such as burnout and psychological distress, rather than fostering positive wellbeing. PF/PI research is concentrated in high‐stress professions, particularly healthcare, with limited exploration in other sectors. Finally, PF/PI research is dominant in Western research. Recommendations for future research directions were established, including a clearer construct definition, development in measurement approaches, longitudinal and intervention‐based designs and broader occupational and cultural representation. Ultimately, this review highlights the need for a more nuanced and precise understanding of PF/PI to optimise its role in enhancing workplace wellbeing.