Positive Organizational Behavior Research Articles

How Passion for Work Shapes Work-Family Interactions: A Conceptual Framework Exploring the Roles of Psychological Capital and Self-Regulation Failure

The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one’s passion. Both work and family are essential life domains in many people’s lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars.

Innovative behavior, empowerment, and work engagement: Joint curvilinear effect on well-being

The relationship between innovative behavior and psychological well-being has been well documented. Organizations believe that innovative behavior is essential for their survival and can increase their effectiveness, promoting employee happiness. However, the causal orientation discrepancies between self-determination theory and conservation of resources theory predict the complexity of this relationship. I examined the curvilinear relationship between innovative behavior and psychological well-being, as well as the moderating effects of empowering leadership and work engagement on this relationship. Analysis revealed an inverted U-shaped relationship between innovative behavior and psychological well-being, which was strengthened by empowering leadership and work engagement. Furthermore, psychological well-being positively influenced in-role performance. By revealing the effects on performance, this study contributes to the literature on innovation and positive organizational behavior, and provides practical implications and suggestions for future research on possible nonlinearities among the examined variables.

DESIGN FOR MANUFACTURING AND ASSEMBLY (DfMA) – WHAT AFFECTS ITS ADOPTION IN THE CONSTRUCTION PROJECTS?

There is a consensus among industry leaders and scholars that the construction sector will lose its competitive advantages if its lethargy to adopt Industry 4.0 technologies continues. As a response, the construction industry has been advocating the more extensive use of the Design for Manufacturing and Assembly (DfMA) in projects. Research studies on this topic mainly reported technological advancement but rarely addressed the factors that lead to the development of positive organizational behavior towards the implementation of DfMA. A systematic literature review will be adopted to achieve the research aims. A total number of 18 behavioral traits were identified through the method, including client's interest, stakeholders support, availability of DfMA related resources, companies' capability, early involvement of all parties in design, development of DfMA-friendly procurement approach, the use of digital technology, government involvement, etc. The findings will shed light on DfMA adoption on behavioral aspects for global DfMA adoption in the construction industry.

A positive psychological approach for improving the well-being and performance of employees

PurposeToday’s competitive business world presents unanticipated challenges to enterprises worldwide. So, the well-being of the employees may be a sustained competitive edge for corporations in improving employee performance. Positive psychology served as the foundation for this study, investigating the interplay between employee well-being and task performance by incorporating organizational-specific factors like organizational virtuousness (OV) and individual-specific factors such as Psychological Capital (PsyCap).Design/methodology/approachIn total, 639 dyadic responses were gathered from the banking sector, encompassing employees in both private and public banks in India, along with their immediate supervisors. The hypotheses were subsequently examined by applying Structural Equation Modeling (SEM).FindingsOV and PsyCap are considerably associated with the well-being of employees and task performance, according to the findings. Employee well-being mediates the relationships between the perceptions of Organizational Virtuousness (OV) and task performance, as well as between PsyCap and task performance.Research limitations/implicationsThe intense competition and series of scandals in Indian banks urge the introduction of some behavioral precautionary measures. Banks need to understand and intervene in positive organizational behavior and help the employees build strong PsyCap to enhance their well-being and task performance to gain a competitive edge.Originality/valueThe present study integrated Positive Organizational Behavior (POB) and Positive Organizational Scholarship (POS) to enhance work performance.

SECOND ORDER ANALISIS DIMENSI 5C TEAMWORK TERHADAP KINERJA TENAGA KESEHATAN PADA RUMAH SAKIT PEMERINTAH

The level of public health cannot be separated from the quality of health services so that high hospital accreditation status is needed considering that hospital accreditation reflects the high and low quality of services that hospital administrators can provide to their patients. This requires optimal human resource management to improve the performance of hospital health workers. One of the dominant factors in the performance of health workers is positive organizational behavior, namely through teamwork. Teamwork describes actions that are planned and managed optimally by each member of the organization to maximize performance. For this reason, this research was carried out to test the influence of the dimensions of the teamwork variable on the performance of hospital health workers. A total of 10 dimensions and 30 indicators were used with a survey method carried out by distributing Google forms. The population in this study was four government hospitals in Banten province using a proportional random sampling method of 150 respondents. The research results show that the 30 indicators used to measure dimensions and latent variables have good validity and reliability. The results of the inner model analysis show very high goodness of fit index values ​​for each dimension which describes high suitability or no discrepancy between the observed values ​​and the expected values ​​in the research model. The results of hypothesis testing showed that the sixteen hypotheses constructed had T-statistic values ​​> 1.96 and P-values ​​< 0.05 so all hypotheses were accepted. The results of this research also found a novelty where the teamwork variable was more dominantly influenced by the comporting dimension, while the health worker performance variable was more dominantly influenced by the assurance dimension. Considering the very high results of the influence of each dimension and the influence of exogenous to endogenous, this is an input for hospital management to be able to improve interpersonal relationships through improving good teamwork in work teams to create conducive conditions and increase employee performance

Work engagement among higher education teachers: exploring the influence of human values and subjective well-being

PurposeIn today’s competitive environment, understanding employee well-being and work engagement (WE) is crucial. This study explores the relationship between values, well-being and WE within positive organizational behavior (POB). The research aims to provide insights for promoting employee well-being and enhancing WE.Design/methodology/approachUsing a cross-sectional approach, three hundred and seventy-two teachers from higher education institutes in India participated by completing questionnaires. Covariance-based structural equation modeling (CB-SEM) was employed to examine the mediation effect.FindingsHuman values i.e. benevolence (BE) and universalism (UN) significantly impacted teachers' WE. These relationships were mediated by positive emotions (PE), negative emotions (NE) and satisfaction with life (SWL). Interestingly, UN exhibited a positive relationship with PE and SWL and a negative relationship with NE. These findings contradict existing theories and may be attributed to India’s cultural aspects, particularly the concept of karma orientation.Research limitations/implicationsThe quantitative results obtained through CB-SEM could be complemented by future qualitative studies. Employing longitudinal research might yield different results. Generalizing the findings to other populations requires caution.Practical implicationsInstitutions should prioritize human values in teacher recruitment and development to improve engagement. Promoting PE, managing NE and enhancing SWL can boost WE. Future research should explore mediation with other variables and use longitudinal studies to understand cultural impact and intervention strategies.Originality/valueThe study contributes to knowledge on WE within positive organizational behavior by examining BE and UN. Additionally, exploring the mediating effect of PE, NE and SWL adds further value.

POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction

This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Organizational Citizenship Behaviour) had no significant effect, Olc (Organizational Learning Culture) and OCB (Organizational Citizenship Behaviour) had a significant positive effect, Job Satisfaction and OCB Organizational Citizenship Behaviour have a positive and significant effect, POS (Perceived Organizational Support) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant, Olc (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant. 
 Keywords: POS (perceived organizational support), OLC (organizational learning culture), OCB (organizational citizenship behavior), job satisfaction.

국제개발협력 분야 경과적 일자리 근로자에 대한 사회적 지지가 직무소진에 미치는 영향 분석

The purpose of this study is to examine the influence on job burnout of KOICA Program Coordinators, one
 of transitional jobs generated by South Korea's Official Development Assistance(ODA) program. Transitional
 jobs, one of the direct job creation projects, are expected to have stepping-stone effects, facilitating the
 transition to better jobs with more work experience and capacity. However, there have been less interest and
 analysis on work condition and positive organizational behavior of transitional workers, especially in the field of
 international development cooperation, in spite of their contribution toward aid effectiveness and their potential
 as key human resources in the future. In this respect, this study analyzed the influence of perceived support
 from Coordinators' supervisor and organization on their job burnout, and how subfactors of
 self-determination--autonomy, competence, and relatedness-- moderate these effects. Specifically, the analysis
 used 86 valid responses from a survey conducted on Coordinators who worked for more than one year
 between 2011 and 2020, and a OLS Regression was performed. The findings indicate that percieved support
 from superiors has a direct and significant effect on alleviating job burnout, and all self-determination
 subfactors also have positive moderating effects that amplified this alleviation. These insights deepen the
 understanding of the work environment and burnout among workers in transitional positions, underscoring the
 significance of perceived supervisor support and self-determination factors in managing their job burnout. This
 study extends the research domain of organizational behavior toward transitional jobs in international
 development cooperation and offers implications for the necessary to establish organizational management
 strategy promoting their positive work experiences.

Counting on strengths: harnessing character strengths to stimulate innovative work behaviour

Purpose Proposing a strengths-based perspective for innovative work behaviour (IWB), the purpose of this paper is to explore character strengths (CS) as antecedents to IWB. Extending the literature and operating in the framework of positive organisational behaviour, this paper considers creative self-efficacy a crucial link between CS and IWB. The role of growth mindset and learning organisation in facilitating IWB, presented as a conceptual model, contributes to the theory in this field, aiding in developing an overarching theory to understand IWB. Design/methodology/approach A narrative literature review was performed on the CS, IWB and positive organisational behaviour literature to adapt theories and develop propositions for the conceptual model. Findings This paper develops a conceptual framework proposing direct relationships between CS and IWB. This study posits creative self-efficacy (CSE) as the mediator between this relationship and growth mindset, learning organisation as the moderators for the link between CS and CSE and CSE and IWB. Research limitations/implications The paper presents a conceptual framework focusing on the positive personality traits of employees, precisely their CS. This study explores how leveraging these strengths can enhance their capacity for IWB. The suggested model also prompts additional research in understanding IWB. Originality/value To the best of the authors’ knowledge, the conceptual framework proposed is the first to explore the diverse individual differences factors and the role of contextual facilitation in enhancing employees’ IWB. This study contributes to the growing field of positive organisational behaviour and assists HR managers in tapping into employees’ internal resources. This paper’s theoretical and practical discourse can inspire future research and encourage a strengths-based view of workplace processes.

Factors Influencing Sustainable and Positive Organizational Behavior: the Example of Higher Education in Kazakhstan

Factors Influencing Sustainable and Positive Organizational Behavior: the Example of Higher Education in Kazakhstan

Unlocking the Power of Health Safety and Welfare Practices: Exploring the Impact on Organizational Citizenship Behavior in Bangladesh’s Fish Processing Industry

Abstract Purpose: This study explores the relationship between Occupational Health and Safety (OHS) practices and Organizational Citizenship Behavior (OCB) among fish processing workers in Bangladesh. It seeks to understand how OHS practices impact employees’ voluntary, extra-role behaviors and contribute to organizational well-being. Methods/Design/Approach: A cross-sectional survey was conducted among a sample of fish processing workers in Bangladesh. Data were collected using structured questionnaires that assessed vital variables, including OHS practices, OCB, and demographic information. Statistical analyses, including correlation and multiple regression, were employed through SPSS to examine the associations between OHS practices and OCB. Findings: The findings of this study reveal several significant relationships; notably, health and safety policies and communication, health and safety rules, health and safety resource and training, and workplace welfare management were essential predictors of organizational citizenship behavior, highlighting the critical role of these organization health safety practices in fostering positive organizational citizenship behavior. Practical Implications: These findings hold valuable practical implications for organizations in the fish processing industry and beyond. Organizations can enhance their workplace safety policies, regulations, and training programs by recognizing the positive impact of OHS practices on OCB. Additionally, investing in workplace welfare measures can promote a culture of voluntary contributions to the organization, ultimately benefiting employees and employers. Originality: This study contributes to the literature by shedding light on the relationship between OHS practices and OCB in a specific and underexplored context: the fish processing industry in Bangladesh. It underscores the significance of OHS practices in driving positive workplace behaviors and organizational outcomes, enriching the body of knowledge on this subject.

Strategic Managerial Shift at Retail Stores to Boost Positivity Among Employees in Post-Pandemic Scenario

Retail is one of the most severely impacted sectors by the COVID-19 pandemic. The end of a pandemic is no relief for managers as the recovery phase is all the more challenging. In the 'new normal,' consumers' reluctance to visit stores adds to retail store managers' global challenges. Store managers had to rethink their business plans to innovate for sustenance. The article demonstrates a novel approach to discovering the strategic shift of the managers of the retail stores for apparel to boost positivity from the employees' subjective perspective in the post-pandemic era. Dynamic, ingenious, and morally stable leadership styles help to draw insights for exploring the mechanism with which the managers of the retail stores of apparel brands induce positive organizational behavior—the links of the constructs of a theoretical model frame into hypotheses. The sample is of 300 employees in apparel retail stores. Structural equation modeling empirically validated the approaches. The findings revealed that only an ingenious leadership style could induce positivity among the current employees in apparel retail stores. The study will give valuable insights into the applications of store managers to implement novel strategic decisions in their leadership styles.

Role of managerial support in the relationship of psychological resilience with career satisfaction

Today, retaining employees is difficult due to changes in information and communication technologies, increasing competition speed, and other environmental factors. Therefore, organisations’ management daily increases their interest in positive psychology to retain employees and reveal their strengths. One concept that accompanies positive psychology and positive organisational behaviour is resilience (Luthans, 2002). It is known that individuals who are more psychologically resilient can produce positive outcomes by overcoming adverse emotional events (Shirazi, Laei, & Mosavi, 2016). Career satisfaction (CS), another concept of work, appears as a concept that is likely to be affected by changes in organizational structure, mobility, and employee expectations (Kraimer, Greco, Seibert, & Sargent, 2019). However, CS is one of the most important results of the individual’s career success (Hofmans, Dries, & Pepermans, 2008). In this context, this study aims to reveal the role of management support in the relationship between CS and psychological resilience (PR). The data collected from 200 white-collar employees was evaluated using the SPSS Programme and the Hayes Process. As a result of the analysis, it was determined that MS is a moderator in the relationship between PR and CS.

Today, tomorrow, and then forever: Exploring how workflow experience is sustained from a work–home perspective

Abstract This study explores how employees’ flow experience at work emerges, is sustained, and continuously grows over time. Based on the job demand-resource model, we propose the intraday upward spiral of flow: Challenging demands and job resources activate employees’ flow experience, further encouraging them to seek more challenges and resources. Furthermore, drawing on the perseverative cognition theory and spill-crossover model, we propose the inter-day upward spiral of flow: The antecedents (or consequences) of flow can overflow from work to the family domain and result in employees’ positive rumination, thus promoting the next-day flow experience. Our diary study generated 1,208 data points from 142 employees over 10 working days. We found that in the morning, challenging demands and job resources positively affected the participants’ flow, further encouraging them to pursue more challenging demands and job resources in the afternoon and thus enter this state again. Moreover, the afternoon’s challenging demands and job resources promoted the respondents’ problem-solving pondering at night, which further increased their next-morning challenging demands, job resources, and, thus, their flow. Through this study, we expand the emerging literature on positive organizational behavior and provide information for practitioners on how to build and sustain employees’ peak states.

The Effectiveness of Female Authoritative Leadership Style Research

Background and Aims: From the perspective of female authoritarian leadership, this study reveals the role of individualized transactions in the leadership effectiveness of female authoritarian leaders. Materials and Method: Through literature research, first understand the research status of female leaders' leadership style, analyze the unresolved problems in the existing relevant research, and on this basis, look for important influencing factors from the perspective of management and psychology. Questionnaire method. In the data collection process of this study, the questionnaire survey method is mainly used to collect primary data from the surveyed objects in a specific area. The questionnaire method first needs to find the measurement scales of all the key variables in the theoretical model proposed in this research. Results: The results show that female authoritarian leadership negatively affects job performance; collective psychological ownership plays a mediating role between female authoritarian leadership, employee satisfaction, and task performance. In addition, the positive impact of collective psychological ownership and employees' organizational citizenship behavior has been confirmed by data. Conclusion: Female authoritarian leadership hampers job performance, mediated by collective psychological ownership while fostering positive organizational citizenship behavior. Thus, this paper provides guidance for leaders to choose effective management practices.

Can Ethical Leaders Enhance Knowledge Sharing? The Role of Psychological Capital and Anticipated Reciprocal Relationships

The aim of the paper is to empirically investigate the influence of ethical leadership and psychological capital on knowledge sharing in business organizations. Furthermore, the paper investigates the mediating role of psychological capital and moderating role of anticipated reciprocal relationships in the relationship of ethical leadership with knowledge sharing. The analysis has been conducted on data gathered from 248 members of information technology (IT) companies by making use of survey questionnaire. Hypotheses are tested by analysing the data using structural equation modelling (SEM) and PROCESS macro. The study found that ethical leadership and psychological capital have positive effect on knowledge sharing. Ethical leadership also impacts psychological capital positively. Further, psychological capital acts as a mediator and anticipated reciprocal relationships act as moderator in the relationship of ethical leadership and knowledge sharing. This study establishes new antecedents of knowledge sharing, emphasizes the importance of ethical aspects of leadership in managing knowledge resources and enrich literature of Knowledge Management (KM), leadership, positive organizational behavior and human resources management. It further gives new perspectives to practitioners by recognizing the significance of ethical leadership, psychological capital and anticipated reciprocal relationships to enhance knowledge sharing. To the best of authors’ knowledge, this study is one of few initial studies to examine the linkages between ethical leadership, knowledge sharing and psychological capital as well as the role of anticipated reciprocal relationships therein.

Corporate Psychological Responsibility: CPR Is Needed

Corporate Psychological Responsibility (CPR) is the responsibility of an organization to focus on psychological factors that impact employees to create a competitive advantage for all stakeholders (Sweet, 2020). This manuscript seeks to introduce a framework and model for CPR. A literature review of components that impact employees psychologically in motivational theory and in positive organizational behavior was conducted to identify elements that should be managed to become a psychologically responsible organization. Five pillars of CPR are introduced: health and safety, psychological capital, positive relationships, valued rewards, and fair organizational policies/practices. Organizations that take CPR seriously can create a competitive advantage.

Effect of positive organizational behavior on subjective well-being in the workplace in the tourism sector of Jordan

Employee subjective well-being, which contributes to work stability, increases productivity, and in turn improves the performance of both employees and the organization, is critical in modern business organizations for a variety of reasons that affect the performance and sustainability of those organizations, as well as the numerous benefits they achieve.The purpose of this study is to discover the impact of positive organizational behavior on the subjective well-being of employees in Jordanian tourism industry. The analytical-descriptive methodology was used to attain the study’s goal. The sample consisted of 392 workers of Jordanian tourism organizations (22 companies) within the upper and middle administrative levels, who were chosen using a simple random procedure. The questionnaire that included items to measure the dimensions of independent and dependent variables was distributed to them.The study concluded that there is a medium level of positive organizational behavior and subjective well-being in the workplace for the study sample. All dimensions of positive organizational behavior (self-efficacy, optimism, hope, and flexibility) have a statistically significant effect on subjective well-being. That is, the higher the level of positive organizational behavior, the higher the subjective well-being of workers. AcknowledgmentThis study is funded by the Al-Hussein Bin Talal University, fund decision number (393/2021).

Enhancing the employee experience: exploring a global positive climate to influence key employee outcomes

PurposeOrganizational climates reflect employee perceptions of the way organizational culture is actualized and most studies explore one or two climates only. The present study uses a positive organizational behavior approach and conservation of resources theory to explore a global positive climate (GPC) encompassing five climates: perceive organizational support, psychosocial safety climate, organizational mindfulness, worthy work and inclusion climate. The GPC is used to predict employee engagement and job satisfaction, with psychological capital as a mediator. Beyond this, high performance work systems (HPWS) are included as a moderator of GPC to test the potential way HR practices might interact with positive climates to achieve superior outcomes.Design/methodology/approachA large sample (n = 1,007) of New Zealand workers across a wide range of occupations and industries. Confirmatory factor analysis (CFA) of the data was used and moderated mediation tests were conducted.FindingsGPC is significantly related to psychological capital, employee engagement and job satisfaction, and while psychological capital also predicts the outcomes, and has some mediation effects on GPC influence, GPC remains significant. HPWS is significantly related to psychological capital only and interacts with GPC leading to the highest psychological capital and employee engagement. Significant moderated mediation effects are found, with the indirect effect of GPC increasing as HPWS increase.Research limitations/implicationsThis research is important because it provides empirical evidence around a GPC and shows how organizations and HRM managers can enhance key employee attitudes through building a strong climate and providing important HR practices.Originality/valueBeyond unique effects from GPC, the findings provide useful theoretical insights toward conservation of resources theory.

Implementation strategies of a crm system from an endomarketing perspective to foster positive organizational behavior

A company with a strategic vision oriented towards business relationships seeks to adopt tools that help it achieve this goal. One of these tools could be Customer Relationship Management (CRM), which places the employee at the center of the organization, thus improving employee satisfaction and engagement. This, in turn, leads to optimized profitability and increased productivity in any type of business. Despite the existence of previous research on this topic, it is still necessary to deepen the analysis of the implications of the implementation of CRM tools.