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Key Elements: This involves effective communication, timely feedback, and providing a transparent view of the company culture and values to attract top talent. Importance: Positive candidate engagement not only enhances the employer brand but also ensures a smooth transition for candidates from being prospects to potential employees.
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).
The emerging field of positive psychology also helps to creatively manage organizational behaviors and to increase productivity in the workplace through applying positive organizational forces. [5] Recent research on job satisfaction [6] and employee retention have created a great need to focus on implementing positive psychology in the workplace.
Despite a large body of positive psychological research into the relationship between happiness and productivity, [1] [2] [3] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment.
Perceived organizational support (POS) is the degree to which employees believe that their organization values their contributions and cares about their well-being and fulfills socioemotional needs. [ 1 ] [ 2 ] POS is generally thought to be the organization's contribution to a positive reciprocity dynamic with employees, as employees tend to ...
Just as positive psychology focuses on exploring optimal individual psychological states rather than pathological ones, organizational scholarship focuses attention on the generative dynamics in organizations that lead to the development of human strength, foster resiliency in employees, enable healing and restoration, and cultivate ...
Positive change is defined as every change that the organization undergoes for its own benefit and has more positive psychological and behavioral consequences than negative ones. The role of positive emotions is that they help workers cope with the organizational change by broadening their point of view, encourage open decision making and ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]