Positive organizational behavior
Positive Organizational Behavior (POB) is defined 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). [Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1): 57-72.]
For a positive psychological capacity to qualify for inclusion in POB, it must be positive and must have extensive theory and research foundations and valid measures. In addition, it must be state like, which would make it open to development and manageable for performance improvement. Finally, positive states that meet the POB definitional criteria are primarily researched, measured, developed, and managed at the individual, micro level. [Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23: 695-706.]
The state-like criterion distinguishes POB from other positive approaches that focus on positive traits, whereas its emphasis on micro, individual-level constructs separates it from positive perspectives that address positive organizations and their related macro-level variables and measures. Meeting the inclusion criteria for POB are the state-like psychological resource capacities of self-efficacy, hope, optimism, and resiliency and, when combined, the underlying higher-order, core construct of
Positive psychological capitalor PsyCap. [Luthans, F., & Youssef, C. M. in 2007a. Emerging positive organizational behavior. Journal of Management, 33:321-349.]
POB is the application of
Positive psychologyto the workplace. Its focus is on strengths and on building the best in the workplace under the basic assumption is that goodness and excellence can be analyzed and achieved.
Origins of POB: The Positive Psychology Movement
Although POB research is relatively new, its core ideas are based on ideas of earlier scholars. POB origins developed from the Positive Psychology movement, initiated in 1998 by
Martin Seligmanand colleagues. Positive Psychology aims to shift the focus in psychology from dysfunctional mental illness to mental health, calling for an increased focus on the building of human strength.The levels of analysis of positive psychology have been summarized to be at the subjective level (i.e., positive subjective experience such as well being and contentment with the past, flow and happiness in the present, and hope and optimism into the future); the micro, individual level (i.e., positive traits such as the capacity for love, courage, aesthetic sensibility, perseverance, forgiveness, spirituality, high talent, and wisdom); and the macro group and institutional level (i.e., positive civic virtues and the institutions that move individuals toward better citizenship such as responsibility, altruism, civility, moderation, tolerance, and a strong work ethic). [Seligman, M., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5–14.]
Development of POB
By integrating positive psychology to organizational setting,
Fred Luthanshas pioneered the positive organizational behavior research in 1999. Since then, Luthans and colleagues have been attempting to find ways of designing work settings that emphasize people's strengths, where they can be both their best selves and at their best with each other.
Despite initial studies and conceptualizations, the field of POB is still in its infancy. Further research regarding the precise antecedents, processes, and consequences of positive psychological behavior is needed. The challenge currently awaiting POB is to bring about a more profound understanding the real impact of positive states for organizational functioning and how these states can be enhanced within the work place.
Positive psychological capital
[http://www.cba.unl.edu/people/profile.asp?id=996 Fred Luthans, profile in University of Nebraska-Lincoln]
Wikimedia Foundation. 2010.
Look at other dictionaries:
Positive psychological capital — is defined as the positive and developmental state of an individual as characterized by high Self Efficacy, Optimism, Hope and Resiliency. [• Luthans F., Youssef, C.M. (2004). Human, social, and now positive psychological capital management:… … Wikipedia
Organizational citizenship behavior — (hereafter, OCB) has been studied since the late 1970s. Over the past three decades, interest in these behaviors has increased substantially. Organizational behavior has been linked to overall organizational effectiveness, thus these types of… … Wikipedia
Organizational culture — is defined as “A pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that have worked well enough to be considered valid… … Wikipedia
Organizational ethics — is the ethics of an organization, and it is how an organization ethically responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture. Although, it is akin to both organizational behavior… … Wikipedia
Organizational orientations — Organizational orientation is defined as an individual s predisposition toward work, motivation to work, job satisfaction, and ways of dealing with peers, subordinates, and supervisors on the job (Papa 2008). It can also be referred to the… … Wikipedia
Organizational studies — Organizational studies, sometimes known as organizational science, encompass the systematic study and careful application of knowledge about how people act within organizations. Organizational studies sometimes is considered a sister field for,… … Wikipedia
Behavior-based safety — (BBS) is the ”application of science of behavior change to real world problems”. [Staff. “How Does Behavioral Safety work?” Cambridge Center for Behavior Studies. ] BBS “focuses on what people do, analyzes why they do it, and then applies a… … Wikipedia
Organizational dissent — is the expression of disagreement or contradictory opinions about organizational practices and policies (Kassing, 1998). Since dissent involves disagreement it can lead to conflict, which if not resolved, can lead to violence and struggle. As a… … Wikipedia
Organizational commitment — in the fields of Organizational Behavior and Industrial/Organizational Psychology is, in a general sense, the employee s psychological attachment to the organization. It can be contrasted with other work related attitudes, such as job… … Wikipedia
Positive affectivity — Positive Affect (PA) reflects the extent to which a person feels enthusiastic, active, and alert. High PA is a state of high energy, full concentration, and pleasurable engagement, whereas low PA is characterized by sadness, lethargy, distress,… … Wikipedia