This study examines how cognitive, behavioral and experiential avoidance differs between clinical patients (N = 100), the general population (N = 100), and undergraduate students (N = 54). For this purpose, a Spanish adaptation of the Cognitive-Behavioral Avoidance Scale (CBAS; Ottenbreit & Dobson, 2004) was made. Confirmatory factor analysis supports the four factors structure similar to the original one, yet question the value of three of the items (CFI = .929, RMSEA = .057, SRMR = .051, χ2(333) = 603.28, p < .001, χ2/df = 1.81). Effect sizes calculated using Cohen’s ƒ2 were between 0.30 and 2.57 in all cases, and only one item showed value < 0.35. The internal consistency for the total scale was .95, and adequate alpha values for the four subscales were found (α between .74 and .93). Statistical differences were found between the clinical and non-clinical groups, and also between the clinical and undergraduate groups (GLM, p < .001). The validity was verified using correlations with AAQ-II, MAAS, BDI-II and BAI. There is a correlation between cognitive-behavioral avoidance and experiential avoidance in both the clinical and control groups (rho = .382, rho = .361, p < .01). Patients with higher levels of cognitive-behavioral avoidance have higher levels of depression (rho = .36, p < .01). A score of 53 is suggested as the optimum cut-off point, because at this point, sensitivity and specificity are both 86%. The results suggest that cognitive-behavioral avoidance represents a significant factor in psychopathology. Recommendations for future studies are discussed.

Supporting the application of positive psychology in the workplace, the Shirom Melamed Vigor Scale (SMVS), which assesses vigorous feelings at work, was adapted to the Thai context. The Thai SMVS contains 14 items as in the original scale and was validated using a sample of 585 employed participants in Thailand. Results of a confirmatory factor analysis are consistent with the conceptual model of vigour as consisting of physical strength, cognitive liveliness, and emotional energy, with a suggestion that a 13-item scale can also be used. As expected, vigour has been found to be conceptually distinct from some similar constructs, and independent from job burnout. Vigour also showed unique predictive effects on employees’ health. These results support the previously-proposed conceptual framework of vigour and indicate crucial roles of positive emotion in the work setting. In concordance with a positive organisational psychology approach, applications of the Thai vigor scale are discussed with respect to its potential for enhancing employees’ wellbeing and productivity.