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Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". [2] " Negative emotions, such as fear , anger , stress , hostility , sadness , and guilt , however increase the predictability of workplace deviance ,", [ 3 ] and how the outside world views the ...
Positive psychology in the workplace focuses on shifting attention away from negative aspects such as workplace violence, stress, burnout, and job insecurity; it shifts attention to positive and hopeful attributes, resilience, confidence, and a productive work culture that emphasizes professional success and human success. [2]
A waitress at a restaurant is expected to do emotional labor, such as smiling and expressing positive emotion towards customers. The sociologist Arlie Hochschild provided the first definition of emotional labor, which is displaying certain emotions to meet the requirements of a job. [1]
The driving force behind workplace positive psychology is the notion that satisfied employees are more productive, creative and create a better working environment.
The resulting summary for this theory is the mnemonic acronym PERMA: Positive Emotions, Engagement, Relationships, Meaning and purpose, and Accomplishments. [51] [54] Positive emotions include a wide range of feelings, not just happiness and joy, [55]: ch. 1 but excitement, satisfaction, pride, and awe, amongst others. These are connected to ...
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.
77% of Americans expressed positive emotions such as happiness (45%) and gratitude (37%) when asked how they feel when they think about retirement, according to the study of 1,000 U.S. adults.
Emotional labour or emotion work is required to achieve the effect required by the organization. [74] As a consequence, workers may 'act' as opposed to 'feel' positive or negative emotions at work to remain compliant with an organizational code of conduct.