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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 ...
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).
Counterproductive work behavior – Employee behavior that goes against the legitimate interests of an organization; Empowerment – Autonomy and self-determination in people and communities; Flow (psychology) – Full immersion in an activity; Human resources – Organization's workforce
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.
Job satisfaction can be indicative of work behaviors such as organizational citizenship, [70] and withdrawal behaviors such as absenteeism, [71] and turnover. [72] Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. [73]
Positive organizational scholarship (POS), also referred to as positive organizational behavior (POB), began as an application of positive psychology to the field of organizational behavior. An early use of the term was in Positive Organizational Scholarship: Foundations of a New Discipline (2003), edited by Ross School of Business professors ...
A positive and good work behavior of an individual leads to higher performance, productivity and great outputs by the team or an individual. From the organizational perspective it is the most important area where Human Resource managers should focus.
The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. [2] The theory proposes that positive-inducing (e.g., uplifts) as well as negative-inducing (e.g., hassles) emotional incidents at work are distinguishable and have a ...