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A common idea in work environment theories is that demands match or slightly exceed the resources. With regards to research concerning positive outcomes within the employment setting, several models have been established like Demand Control, [13] Job Demands-Resources, [14] and Job Characteristics. [15]
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 ...
Traits are expressed in work behavior as responses to trait-relevant situational cues; Sources of trait-relevant cues can be grouped into three broad categories or levels: task, social, and organizational; and; Trait expressive work behavior is distinct from job performance, the latter being defined in the simplest terms as valued work behavior.
Another way in which HR practitioners can use the research on trait leadership is for leadership development programs. Although inherent personality traits (distal/trait-like) are relatively immune to leadership development, Zaccaro suggested that proximal traits (state-like) will be more malleable and susceptible to leadership development ...
While intelligence (general mental ability) is the strongest known predictor of job performance, that is less true for fields that are information-rich and require much instructional learning. Conscientiousness is another good predictor, but correlates with intelligence and is sometimes excluded from meta-analyses.
Despite a large body of positive psychological research into the relationship between happiness and productivity, [289] [290] [291] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to success in business. However a growing number of scholars, including Boehm and ...
As a relatively new field of research, positive psychology lacked a common vocabulary for discussing measurable positive traits before 2004. [1] Traditional psychology benefited from the creation of DSM, as it provided researchers and clinicians with the same set of language from which they could talk about the negative. As a first step in ...
Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work, whereas individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. A supervisor who uses nonverbal immediacy, friendliness, and ...