Positive Organizational Behavior
Debra Nelson, Cary L Cooper, Debra Nelson, Cary L Cooper
- 240 páginas
- English
- ePUB (apto para móviles)
- Disponible en iOS y Android
Positive Organizational Behavior
Debra Nelson, Cary L Cooper, Debra Nelson, Cary L Cooper
Información del libro
Positive Organizational Behaviour is emerging as a truly contemporary movement within the classic discipline of organizational behaviour.
The best work of leading scholars is gathered together in one edited collection. Chapters study the states, traits and processes that compromise this exciting new science. In addition to mapping the field, this collection goes one step further and invites noted experts to identify the methodological challenges facing scholars of Positive Organizational Behaviour.
Positive Organizational Behaviour constitutes the study of positive human strengths and competencies, how it can be facilitated, assessed and managed to improve performace in the workplace. Its roots are firmly within positive psychology but transplanted to the world of work and organizations.
This book showcases the cutting edge of this an exciting and challenging new area within Organizational Behaviour. It should be read by anyone who is interested in extending their knowledge of this field.
Preguntas frecuentes
Información
PART ONE
INTRODUCTION AND FRAMEWORKS
1
Positive Organizational Behavior: An Inclusive View
- Fred Luthans, Carolyn Youssef and Bruce Avolio put forth their description of psychological capital (PsyCap), which consists of the states confidence/efficacy, hope, optimism and resiliency. They further provide guidance as to how the four PsyCap components can be developed and managed in organizations to foster enhanced performance and competitive advantage.
- Jim Quick and Marilyn Macik-Frey investigate the current state-of-the-science-and-practice concerning healthy, productive work by examining the attributes of healthy individuals and organizations, and by analyzing the current dominant models. They expand the POB arena by introducing individual traits and interpersonal processes into the dialogue. Specifically, they propose interpersonal interdependence and communication competence as critically important factors in studying healthy, productive work.
- Bret Simmons and Debra Nelson present the Holistic Model of Stress, which accentuates the positive form of stress (eustress) and provides a more comprehensive view of the stress experience, including both positive and negative stress responses and consequences. They introduce the concept of savoring eustress as a contrast to coping with distress, and call for research on eustress generation; that is, ways to enhance the pleasurable and motivating aspects of stress at work. Their chapter illustrates the way that the positive movement can bring about a more balanced perspective (positive and negative) to the study of stress, which has consistently focused on the negative.
- Neal Ashkanasy and Claire Ashton-James outline how organizations can engender positive emotion, a necessary precondition for positive organizational behavior. Their multi-level model of emotion includes neuropsychological and cognitive correlates of positive emotion, individual differences, communication of positive emotion, promulgation of positive emotion within groups and creation of positive emotional climates in organizations.
- Gretchen Spreitzer and Kathleen Sutcliffe note that there is more research on slow death at work than exists about thriving, a process characterized by a sense of vitality and a sense of learning at work. The authors examine key antecedents of thriving, and present the features of the work context that produce thriving. They also discuss the positive outcomes of thriving, including self-development, health and performance, and propose that groups, units and organizations can experience collective thriving, which can lead to group and organization-level salutary outcomes.
- Arie Shirom points out that vigor has long been studied as a reflection of physical strength, but it has hardly been studied at work. His focus is on vigor as an affective experience at work reflecting three types of energetic resources: physical strength, emotional energy and cognitive liveliness. Shirom’s model of vigor includes antecedents, probable moderators and positive consequences of vigor, including health, life and job satisfaction, job performance and organizational effectiveness.
- Linda Treviño and Michael Brown take a uniquely positive approach to ethics and leadership. In their chapter, they develop the construct of ethical leadership and differentiate it from the transformational and authentic approaches to leadership, acknowledging some overlaps. Ethical leadership specifically looks at leadership from the followers’ perspectives. The authors also present their 10-item instrument for measuring ethical leadership.
- Pam Perrewé, Gerald Ferris, Jason Stoner, and Robyn Brouer argue that political skills comprise a central role in the positivity movement because they encompass a positive skill set that is essential for success in contemporary organizations. Political skills have both a dispositional element and an element that can be shaped and developed. The authors demonstrate that political skills have positive effects on job performance, leader effectiveness, reputation and career success, and also that political skills reduce experienced stress in the workplace.
- Kim Cameron analyzes the complexities of forgiveness at both the individual and organizational levels. Forgiveness is an internal state, an interpersonal act and a process. Dispositional forgiveness is the institutionalized capacity to move past trauma and take on a positive orientation. This chapter emphasizes the positive effects of forgiveness on employee behavior, productivity and quality.
- Thomas Britt, James Dickinson, Tiffany Greene-Shortridge and Eric McKibben provide a balanced look at the construct of engagement at work. In reviewing several conceptualizations of engagement, they note that the common factor is that the engaged individual is dedicated to successful work performance through emotional investment. They review the research on predictors of job engagement, and its effects on health and performance. Although engagement is a positive psychological state, it can have negative consequences under certain conditions. Britt et al. remind researchers to build these conditions into their models to provide a more comprehensive view of adaptive functioning at work.
- Tim Judge and Charlice Hurst also take a balanced approach in reviewing the positive aspects and possible costs of positive core self-evaluations (CSE) at work. CSE is a constellation of four traits – self-esteem, locus of control, neuroticism and generalized self-efficacy – and it underscores the idea that some individuals are born with predispositions toward positive feelings and behaviors. Although CSE is related to a host of valued individual and organizational outcomes, the authors note that future research should explore its limitations and costs more fully.
- Tom Wright tackles two important methodological challenges faced by researchers in the positive movement. One challenge is the decision of whether the variable of interest is a state (typical of the POB domain) or a trait (typical of the POS domain). He suggests supplementing the typical test–retest analysis with tests for parallel and strictly parallel models in order to achieve conceptual clarity and empirical rigor. Further, he suggests moving away from the disease model to study cardiovascular health, using pulse pressure, the composite cardiovascular health measure.
- Laura Little, Janaki Gooty and Debra Nelson bring us full circle in terms of this book by returning to the four variables comprising psychological capital (PsyCap) and examining their construct validity in two separate studies. Convergent, discriminant and predictive validity is investigated for commonly used measures of hope, optimism, resiliency and self-efficacy. Unfortunately, the news is not positive, and they call for more rigorous theory development and measurement development in order to advance the study of POB.