Positive Organizational Psychology Interventions

Design and Evaluation

Stewart I. Donaldson, Christopher Chen, Stewart I. Donaldson, Christopher Chen

• Publisher: Wiley-Blackwell
• Year: 2021
• Print ISBN: 9781118977361, 9781118977378
• eBook ISBN: 9781118977385
• Edition: 1
• Topic: Business
• Subtopic: Leadership
• Index: Business

POSITIVE ORGANIZATIONAL PSYCHOLOGY INTERVENTIONS

DISCOVER THE LATEST ADVANCEMENTS IN THE FIELD OF POSITIVE ORGANIZATIONAL PSYCHOLOGY

Positive Organizational Psychology Interventions: Design and Evaluation delivers a concise description and synthesis of positive organizational psychology theory, empirical research, and evidence-based applications. Based on a thorough review of the peer-reviewed literature by the accomplished and distinguished editors, the book offers readers an encapsulation of the growth of the field and the latest state-of-the-art theory and research-driven interventions in this emerging area.

You'll discover the breadth and depth of the field of positive organizational psychology grounded in empirical research and evidence-based practice, thereby avoiding some of the frivolousness and optimism sometimes associated with the field. The book provides an honest and balanced view of positive organizational psychology by acknowledging the limitations of the research, relevant critiques, and the extent to which findings can be applied.

Finally, the volume will serve as a useful tool to inspire ideas for further evidence-based research and intervention design, and for facilitating class exercises, discussions, projects, and more. Readers will also benefit from the inclusion of:

A thorough introduction to positive organizational psychology and research methods commonly used in positive organizational psychology

An exploration of positive psychological states, traits, and processes in the workplace, as well as strength and virtues at work

Practical discussions of flow and work engagement, job crafting, strengths-focused performance reviews, positive organizational capacity building, positive cultural humility, a positive approach to sexual harassment prevention, and positive leadership development

An analysis of positive organizational development and positive human resource practices, as well as workplace well-being, thriving, and flourishing

Perfect for undergraduate and graduate students in psychology programs, Positive Organizational Psychology Interventions will also earn a place in the libraries of practitioners of positive psychology who seek a one-stop reference for the latest developments in positive organizational psychology scholarship.

1
Designing Positive Organizational Psychology Interventions

Stewart I. Donaldson, Christopher Chen, & Scott I. Donaldson

The contemporary version of the science of positive psychology introduced by Professors Martin Seligman and Mihaly Csikszentmihalyi at the turn of the 21^st century (Seligman & Csikszentmihalyi, 2000) rests on the shoulders of some of the earlier pioneers and thought leaders in the discipline and profession of psychology. Most notably, William James and Abraham Maslow introduced the concepts of optimal functioning, self-actualization, and positive psychology decades before the current perspective was launched (see James, 1908; Maslow, 1954). Nevertheless, Seligman and Csikszentimihalyi’s vision and call to the next generation of psychological scientists is what led to an explosion of activity worldwide, and the development of a substantial peer-reviewed scientific literature on well-being, excellence, and optimal human functioning over the past two decades (Donaldson et al., 2020a; Donaldson et al., 2020b; Donaldson et al., 2015; Kim et al., 2018).

While there are now more than 50 regional and national positive psychology professional organizations across the world (see Kim et al., 2018), one of the largest professional organizations of positive psychologists in the world today is the International Positive Psychology Association (IPPA) with several thousand members from more than 70 countries. The IPPA describes positive psychology as a field that focuses on the study and practice of positive emotions, strengths, and virtues that make all individuals, institutions, and communities thrive, and has a three-part mission:

1. To promote the science of positive psychology and its research-based applications.
2. To facilitate collaboration among researchers, teachers, students, and practitioners of positive psychology around the world and across academic disciplines.
3. To share the findings of positive psychology with the broadest possible audience.

The IPPA currently has five divisions, with the largest division of over 1,000 members focused on positive organizational psychology (POP). The IPPA Positive Work and Organizations Division’s mission is to serve as a bridge between research and practice and facilitate collaboration to increase the incorporation of positive psychology in academic research related to organizations and the practice of positive psychology in the organizational context, thereby positively transforming the way the world works.

Positive Organizational Psychology

Donaldson and Ko (2010) defined POP “as the scientific study of positive subjective experiences and traits in the workplace and positive organizations, and its application to improve the effectiveness and quality of life in organizations.” They identified two related multidisciplinary streams of scholarship and research, positive organizational behavior (POB; Luthans, 2002) and positive organizational scholarship (POS; Cameron et al., 2003), that greatly contributed to the understanding of POP topics such as positive leadership, positive organizational development and change, positive psychological capital (PsyCap), organizational virtuousness and ethics, well-being at work, work engagement, flow at work, and the like.

Inspired by the new vision for the addition of a positive approach to psychological science, Fred Luthans, Professor of Organizational Behavior at the University of Nebraska, published his seminal work on POB in 2002 (see Donaldson et al., 2020b). He defined POB as “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace” (Luthans, 2002a, p. 59). He envisioned POB capacities, such as hope, optimism, resiliency, and self-efficacy, as something one can measure, develop, and use to improve performance (see Donaldson et al., 2020b; Warren et al., 2017).

A year later, Cameron et al. (2003) provided an even more expansive vision for POS, which is “concerned primarily with the study of especially positive outcomes, processes, and attributes of organizations and their members” (Cameron et al., 2003, p. 4). POS is focused on understanding the drivers of positive behavior in the workplace that would enable organizations to rise to new levels of achievement (Roberts et al., 2005). POS seeks to study organizations characterized by “appreciation, collaboration, virtuousness, vitality, and meaningfulness where creating abundance and human well-being are key indicators of success” (Bernstein, 2003).

Donaldson and Ko (2010) suggested that POP serves as an umbrella term that covers POB, POS, and other related labels (e.g., positive psychology at work) with regard to their research topics, foci, and the level of analysis. More recently, Warren et al. (2017) proposed the umbrella term positive work and organizations (PWO), which encourages integration among POP, POB, and POS. The unifying framework enriches traditional organizational behavior approaches, such as applied organizational psychology, organizational behavior, and management. It also influences technology, hospitality, management, law, and financial planning as a consequence of the growing popularity of the positive perspective in the workplace (Warren et al., 2017). The goal of this book is to understand specific practices, programs, and interventions that can be designed based on the large and growing body of scientific literature to improve work life and organizational effectiveness. We will broadly call these efforts positive organizational psychology interventions (POPIs). We will first briefly review the scientific evidence for positive psychology interventions (PPIs) more generally, and then discuss the effectiveness of POPIs, which are the application of PPIs in the workplace.

Positive Psychology Interventions

Donaldson et al. (under review) recently systematically reviewed and analyzed the findings from 22 meta-analyses and 231 randomize...

Table of contents

• Cover
• Title page
• Copyright
• Dedication
• Table of Contents
• About the Editors
• About the Contributors
• Preface
• Chapter 1: Designing Positive Organizational Psychology Interventions
• Chapter 2: Flow: Sustaining Focus at Work in the Age of Distraction
• Chapter 3: Crafting Your Best-Self: Integrating Job Crafting and Positive Psychology Interventions
• Chapter 4: Positive Performance Reviews Using Strengths-Based Goal Setting
• Chapter 5: Positive Capacity Building for Social Impact Organizations
• Chapter 6: Positive Cultural Humility in Organizations: Improving Relationships in the Workplace
• Chapter 7: Bystander Intervention: A Positive Approach to Sexual Harassment Prevention
• Chapter 8: Promoting Optimal Well-Being Among Law Enforcement Employees
• Chapter 9: Implementing a Positive Leader Development Program
• Chapter 10: Evaluating Positive Organizational Psychology Interventions
• Index
• End User License Agreement