Abstract
The general perspective of organizational behaviour (OB) has been characterized more by negativity than positively. The introduction of a positive approach into OB is known as positive organizational behaviour (POB), which focuses on employees' positive emotions and strengths to enable them to thrive and reinforce the organization. The study assesses the effects of POB constructs on eustress amongst construction employees in Nigeria. Data were collected from 326 respondents practising in the construction firms using a quantitative survey and analyzed using both descriptive and inferential surveys, including structural equation modelling (SEM). The study identified five constructs of POB models and five parameters of eustress that have a significant influence on eustress. The study focuses on identifying the areas that can propel positive mental health among construction employees to improve their performances and increase work productivity. Therefore, it recommends that construction stakeholders should consider adopting company policies that can drive their implementations. Keywords: Construction employees, distress, occupational eustress, positive organizational behaviour delivery.
Highlights
Today's psychology movement has dramatically shifted from researching what is wrong with people and how to fix it to make peoples’ lives more productive and fulfilling by nurturing their talents (Luthans, 2002)
The introduction of a positive approach into OB is known as positive organizational behaviour (POB), which focuses on employees' positive emotions and strengths to enable them to thrive and reinforce the organization
The study assesses the effects of POB models on occupational eustress amongst construction employees in Nigeria
Summary
Today's psychology movement has dramatically shifted from researching what is wrong with people and how to fix it to make peoples’ lives more productive and fulfilling by nurturing their talents (Luthans, 2002). This prompted the earlier adoption of positive approach into psychology as positive psychology by well-known research-oriented psychologists such as Seligman and Csiksentmihalyi (2000), Diener (2000), Peterson (2000), and Synder (2000)]. There exists a high demand for the improved work performance of which employees' well-being plays a role This provides the need to formulate frameworks and models to manage employees' capabilities toward improved work performance. The application of positively-oriented models to foster human strengths is targeted towards reinforcing the organization
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