Positive Organizational Psychology Research Articles

Mapping Emotional Intelligence and Psychological Capital Research: A Bibliometric Analysis and Future Research Agenda

This study explores the scholarly literature on emotional intelligence (EI) and psychological capital (PsyCap) using a comprehensive bibliometric analysis to map the research landscape and propose future directions. Data was collected from the Scopus database using specific search queries related to EI and PsyCap, with inclusion and exclusion criteria established to refine the dataset. A total of 39 articles published between 2007 and 2023 were selected for analysis. Utilizing bibliometric techniques through VOSviewer, patterns of citation and collaboration within the field were quantified, capturing descriptive statistics related to citation data and performing network analysis on authors, countries, publications, citations, and keywords. Key documents, sources, authors, organizations, and countries contributing to the discourse on PsyCap and EI were identified, providing insights into the evolution and trends within this field. The analysis revealed longitudinal trends in research output and explored the intersectionality of EI and PsyCap with other individual differences and personality traits. The findings contribute to a deeper understanding of knowledge growth in positive organizational psychology, informing evidence-based practices, and guiding future research endeavors.

Positive Psychology: Seeing Work-Life Balance as Positivity Value from Millenials Perspective

The necessity to oversight numerous positive organizational phenomena gave rise to positive organizational psychology. The nature of job relationship has drastically changed over the past decades, affecting not just the sort of labor performed but also when and how much it is completed. Many people today perform a variety of jobs, including part-time jobs, temporary jobs and several occupations. In addition, as more people work several jobs, there is a corresponding rise in the amount of overtime that these people put in. The individual’s capacity to balance their work and personal lives has drawn a lot of study attention and is a real concern for both individuals and organization. Millenial generation interact with older generations in different ways. The millenial generation matures and becomes more adaptable to new situations and all potential outcomes, which is why it is frequently referred to be a generation that is particularly comfortable with chage. Compared to the previous generation, the millenials worker gives work-life balance more consideration. Stress and burnout at work are the consequences of an unbalanced work-life. This study used literature review method by collecting data through several literatures and journals related to positive psychology, the concept of positivity, work-life balance and millenials. Data gathering using automated searches on sites like Research Gate, Google Scholar, and Sage Journal. This research uses 9 scientific articles as a data source. The result of this study is to understand how the millenials perspective seeing work-life balance as a positive value in a company. This study examines millenials perceive the implementation of work-life balance in the workplace positively. Companies can utilize this information to effectively acquire millenials talent and employ the best resources to entice this type of potential.

Positive Organizational Psychology – a New Lens to Answer Questions Regarding Employee Strengths, Foster Resilience and Healing to the Work Environment

Positive organizational psychology is related to the study of positive subjective experiences and traits in the workplace and positive organizational behaviour so that employees find ways to capitalize on their existence. This paper attempts to find motivational factors and positive organizational patterns which will enhance the employee’s strength, improve their resilience capabilities, and heal the work environment. Positive Organizational Psychology focuses on the wellbeing of employees as a basic need of the organization. Developing confidence, fostering reliance in day-to-day activities will improve the psychological capital of the organization. By adapting the concept “RHEO” which means flow, current, or stream. An employee can achieve positive organizational psychology by adopting RHEO, which means to flow with the overall atmosphere of the organization with the help of Resilience, Hope, Effectuality Optimism, and feeling fully immersed in an activity.

Happiness and productivity as government device in telework at the pandemic time

This article delineates the configuration of the government device based on the discursive and non-discursive practices of positive organizational psychology and its discourse of happiness and its relationship with autonomy, care and productivity in the period of the Covid 19 pandemic, which brought about great changes in the world of work, a device emerged that produced a subject that in the interactions with others had to discipline itself to contain the contagion by Sars-Cov-2 and at the same time continue to be productive, this productivity would be managed from some knowledge such as those of positive organizational psychology, legal and institutional provisions, regulations and guidelines. These strategies of governmentality organized some forms of teleworking, some techniques, ascetic, exercises, workshops, management of well-being that aim to make the subject organize on himself a set of subjective practices to achieve tranquility, creativity and productivity.

Meaningful Leadership and Employees’ Well-being: Process through Meaningful Work

Based on the principle of intrinsic motivation of self-determination theory, the purpose of the present research was to unearth the effect of meaningful leadership on followers’ positive emotional well-being indirectly through meaningful work. The following 665 workers were recruited from varied organizations and surveyed 3 times over a period of one month. To test the current study’s hypotheses, we checked whether meaningful work explained meaningful leadership’s relationship with employees' positive emotional well-being in the form of intrinsic motivation. Structural equation modelling was applied interesting of a mediation model in Mplus. The results suggested that the employees who perceive their leaders’ behaviors as meaningful recognize their work more meaningful and ultimately have positive emotional well-being. Overall, the results of our study support and contribute to the positive organizational psychology literature, specifically empirically found that meaningful leadership contributes to the meaningful work of the followers and positive emotional well-being. Further, suggested measures for managers to improve the well-being of employees

Meaningful group culture: development of a multidimensional measure using multilevel assessment

PurposeThere is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However, lack of appropriate measuring instruments is halting the progress in this field. Laid down in this article are the conceptual and empirical perspective regarding a positive group culture, i.e. meaningful group culture (MGC) and elaboration of what MGC is and how to measure it. For this study, the MGC is defined as a culture of humane orientation and explained through five dimensions: ideology infused, caring for employees, pro diversity, helping and employee-centric organization identification. The purpose of this paper is to address this issue.Design/methodology/approachTo further elucidate, development and validation of the MGC instrument was carried out in three phases. In the very first phase, content and face validity was assessed by experts. Following it, the second phase construct validity was undertaken through exploratory factor analysis of the results from the use of the instrument on a sample of 540 professionals. To end with, in the third phase, multilevel confirmatory analysis was conducted on an organizational sample of 397 individuals and 106 groups.FindingsThe results of the Multilevel Confirmatory Factor Analysis (MCFA) provided further evidence of confirmation that the extraction of five factors was appropriate, and reliability analysis showed the MGC to be both valid and reliable. Consequently, the applications of the tool to Human Resource Development (HRD) professionals are suggested.Research limitations/implicationsTo broaden the coverage and enhance generalizability, the study focused on multi-sector convenient based sample.Practical implicationsHRD professionals can use it as a diagnostic tool for deeper exploration into systematic and organizational issues. The use of it can provide a window for addressing the developmental needs within the organizations.Originality/valueThis study is possibly one of the first to develop a psychometrically valid scale to measure higher order measure of a work group culture through multilevel assessment of the model.

Позитивная организационная психология: обзор зарубежных исследований (ценное прошлое, актуальное настоящее и возможное будущее)

Introduction. The article is a review of foreign studies carried out in line with positive organizational psychology - a field of interdisciplinary scientific knowledge whose purpose is to study the factors that lead a person and an organization to prosperity. The article identifies the key thema tic blocks included in the semantic field of modern positive organizational psychology. Theoretical analysis. The theoretical review shows that over the past ten years, in accordance with the ever-increasing demand for empirically proven principles for developing and implementing positive psychological interventions in organizations, there has also been a rapid increase in the number of research projects devoted to this issue, which make a certain contribution to the development of existing theoretical models and further evolution of the ideas of positive organizational psychology. Meanwhile, the results of the theoretical analysis showed that in foreign interdisciplinary research there is still room for discussions between supporters and opponents of using positive lenses wih the aim to focus and solve certain organizational problems. Сonclusion. The article makes a conclusion about the practical significance of attracting domestic organizational psychologists’ attention to the study of the positive aspects of the functioning of both the organization itself and the person in the context of the organization.

Positive Organizational Psychology Factors as Serial Multiple Mediators of the Relationship between Organization Support and Job Satisfaction Among Peer Support Specialists.

Research has demonstrated the effectiveness of peer support specialists in helping people with severe mental illness increase community tenure, decrease hospitalization, boost treatment satisfaction, improve social functioning, and increase quality of life. The purpose of the present study was to evaluate positive organizational psychology constructs as serial multiple mediators of the relationships between perceived organizational support and job satisfaction among peer support specialists. One hundred and twenty-one peer support specialists from the Texas statewide peer certification training programs and the National Association of Peer Supporters participated in the present study. These peer support specialists completed an online survey composed of self-report measures related to perceived organizational support, positive organizational psychology factors, and job satisfaction. A serial multiple mediation (SMMA) analysis was conducted to evaluate autonomous motivation to work, work engagement, and organizational commitment as mediators of the relationship between perceived organizational support and job satisfaction. The SMMA model accounted for 49% of the variation in job satisfaction scores (R2 =. 49, f2 = 0.96 [> 0.35], a large effect size). Autonomous motivation to work, work engagement, and organizational commitment were significantly associated with job satisfaction after controlling for the effect of perceived organizational support. Perceived organizational support increased autonomous motivation to work, work engagement, organizational commitment, and job satisfaction. Peer support specialists are integral members of the interdisciplinary mental health treatment team. Leaders of community-based mental health and rehabilitation agencies who are committed to hire and retain peer support specialists must provide strong organizational support and develop interventions to increase peer support specialists' autonomous motivation to work, work engagement, and organizational commitment as a job retention and career development strategy.

How does psychological resilience influence subjective career success of Internet marketers in china? A moderated mediation model.

In this study, the research objective of psychological resilience refers to the emerging professional group of Internet marketers under the background of the COVID-19 pandemic environment. This paper studies the effect of the psychological resilience of Internet marketers on their subjective career success. The result shows that Internet marketers’ psychological resilience has a positive impact on their subjective career success. The work engagement of Internet marketers plays a mediating role in the relationship between psychological resilience and subjective career success. Meanwhile, Internet marketers’ workload positively moderates the mediating effects of work engagement. This study starts from the perspective of positive psychology to investigate the psychological resilience of Internet marketers and broadens the scope of application of positive organizational behavior and psychology.

Authentic Leadership and Employee Resilience: A Moderated Mediation Analysis.

Authentic leadership is essential for predicting employee resilience. However, despite fruitful findings, more adapted models of authentic leadership – employee resilience based on empirical findings can serve as a guide to understand the complex mediators and moderators in different industries such as in construction engineering project organizations during the turbulent pandemic. This study, therefore, based on the organizational identification theory and flow theory through the lens of positive organizational psychology, aims to disentangle the authentic leadership—employee resilience association by investigating their underlying mechanism and their boundary condition. To test our hypothetical model, we applied a cross-sectional design with data collected from a large sample of 884 employees from a big enterprise in China. Findings from confirmatory factor analysis, structural equation modeling analysis, and Hayes’s conditional process model indicated that: authentic leadership positively predicted employee resilience through the partial mediation effect of organizational identification, and such a mediation model was moderated by the experience of flow. In other words, flow moderated the relationships between authentic leadership, organizational identification, and employee resilience. Findings provide evidence for cultivating leaders’ authenticity in promoting their subordinates’ resilience; findings also highlight the significance of organizational identification in bridging authentic leadership and employee resilience and the essential role of flow experience in supporting the relationships mentioned above.

We Need Engaged Workers! A Structural Equation Modeling Study from the Positive Organizational Psychology in Times of COVID-19 in Chile.

The COVID-19 pandemic has substantially impacted mental health—workers at institutions are not exempt. In our research, from positive organizational psychology, specifically from the healthy and resilient organization (HERO) model, we analyzed the relationship between healthy organizational practices–engagement and workers’ burnout, and evaluated the mediation role of engagement between healthy organizational practices and worker burnout levels during the COVID-19 pandemic, through structural equation models of a cross-sectional survey-based study. We collected data from a sample of 594 Chilean workers. Our results of the correlations and structural equations demonstrate the relationship between PHOs with engagement (β = 0.51; p < 0.001) and burnout (β = −0.44; p < 0.001), in addition to the mediating effect of engagement between HOP with burnout (β = −0.66; p < 0.001). In conclusion, our findings suggest that healthy organizational practices promoted worker engagement and decreased worker burnout during the COVID-19 pandemic, contributing to the postulates of the HERO model. In addition, we were able to visualize a similar scenario, which showed that burnout during a pandemic decreases when worker engagement mediates the relationship with HOP.

The Leader Vitality Scale: Development, Psychometric Assessment, and Validation.

One of the most important units of analysis for positive organizational psychology research is leaders and future leaders in the workplace. Leaders often have a large responsibility for and influence on the well-being and performance of their followers. They also face the unique challenge of serving their followers and the organization while needing to maintain their own vitality and well-being. Vitality can provide a foundation of energy resources to a leader to serve at their full capacity. This study develops and empirically examines a new three factor scale to measure leader vitality which includes physical, psychological, and emotional components. In study 1, a total of 175 participants (including n = 128 leaders) completed the Leader Vitality Scale (LVS) and other positive psychology related measures. Exploratory factor analysis and then confirmatory factor analysis showed that the LVS is hierarchical with three distinct factors, with overall vitality as the higher-order factor. Correlational tests with two established vitality scales for general use showed that the LVS is positively related to existing scales, demonstrating convergent validity. In study 2, data was gathered from 92 top level leaders in the C-Suite (n = 25), vice presidents (n = 23), directors (n = 21), and managers (n = 23) of organizations across the United States. Results showed that LVS scores significantly correlated with life satisfaction, positive emotions, positive functioning at work, and psychological capital. Overall, these findings suggest that the LVS is a valid measure for assessing leader vitality, and can used in future studies of well-being and positive functioning at work.

Hotel employees’ occupational stigma narratives: perceived attributes, formation paths and destigmatization mechanisms

Purpose Hotel employees’ occupational stigma is often overlooked. Exploration of hotel employees’ occupational stigma representations, perception pathways and destigmatization provides an empirical basis for positive organizational behavior and psychology in the hotel industry. Therefore, this study aims to better understand the mechanism underlying inherent of occupational stigma. Design/methodology/approach This study adopts a five-factor narrative analysis involving stigma narrative interviews with a purposed sampling of hotel employees (n = 18). Based on occupational stigma and resource conservation theories, this study designed a five-factor narrative analysis structure chart as the basis for data analysis. Findings Findings indicate the existence of four quadrants of perceived occupational stigma attribute distribution, two paths of perceived occupational stigma formation and a more systematic occupational destigmatization mechanism path. Research limitations/implications The occupational destigmatization path and countermeasures proposed in this study can resolve talent drain and eliminate stereotyping in the hotel industry, which promote the industry’s rapid recovery and sustainable healthy development, providing the practical management guidelines for public communication via social media, and offer practical significance for existing hotel human resource management in modules such as organizational culture and training. Originality/value This study broadens investigations of occupational stigma in a single, static context and explains the relationship between hotel employees’ stigma perceptions and destigmatization paths. Further, the mechanism of emotional energy distribution on spatial stigma was identified. These results have practical implications for organizational culture, training and employee care in hotel human resource management.

Correlation of human capital sustainability leadership style and resilience of the managers in airline operations group of an AIRLINE Company

correlation of human capital sustainability leadership style and resilience of the managers in airline operations group of an AIRLINE Company

PERMA+4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0.

A growing body of empirical evidence suggests that positive emotions, engagement, relationships, meaning, and accomplishments (PERMA) may be a robust framework for the measurement, management and development of wellbeing. While the original PERMA framework made great headway in the past decade, its empirical and theoretical limitations were recently identified and critiqued. In response, Seligman clarified the value of PERMA as a framework for and not a theory of wellbeing and called for further research to expand the construct. To expand the framework into organizational contexts, recent meta-analyses and systematic literature reviews showed that physical health, mindset, physical work environments and economic security could be seen as essential contextually relevant building blocks for work-related wellbeing and are therefore prime candidates to expand the PERMA framework for use within organizational contexts. Through expanding the original PERMA framework with these four factors, a new holistic approach to work-related wellbeing and work performance was born: the PERMA+4. As such, the purpose of this brief perspective paper is to provide a conceptual overview of PERMA+4 as holistic framework for work-related wellbeing and work performance which extends beyond the predominant componential thinking of the discipline. Specifically, we aim to do so by providing: (1) a brief historical overview of the development of PERMA as a theory for wellbeing, (2) a conceptual overview of PERMA+4 as a holistic framework for work-related wellbeing and work performance, (3) empirical evidence supporting the usefulness of PERMA+4, and (4) charting a course for the second wave of positive organizational psychological research.

Emerging Frontline Leaders' Voices in Response to COVID-19 Crisis.

The COVID-19 pandemic has significantly affected healthcare institutions, introducing new challenges for nurse leaders and their colleagues. However, little is known about how the pandemic has specifically affected the lives of these leaders and what methods and strategies they are using to overcome pandemic-related challenges. The aim of this study was to examine the effect of the 2019 pandemic on emerging healthcare leaders and highlight methods and strategies they used to overcome pandemic-related challenges. The participants in this study represent a diverse group of interprofessional healthcare faculty enrolled in a transformational leadership course (Paths to Leadership) when the pandemic first appeared. Three months into the pandemic, the leadership cohort was invited to participate in this qualitative study, exploring four questions: Q1: How have you transformed your working styles in response to the pandemic? Q2: How have you adjusted your personal life in response to the pandemic? Q3: How have you used leadership skills learned from Paths to Leadership during the pandemic? Q4: What lessons have you learned from the pandemic? Participant narratives were analyzed by a team of nurse researchers using conventional qualitative content analysis. Themes for Q1 (working styles) included shifted from face-to-face to telework, faced novel disease and decisions, worked more from home, and challenged to maintain contact with professional peers and team. Themes for Q2 (personal life) included accommodate adults working and children learning from home, looked for and found the positive, and continue to struggle. Themes for Q3 (leadership skills) included reflective practice, listening, holding, and reframing. Finally, themes for Q4 (pandemic lessons) included leadership, human connection, be prepared, taking care of ourselves, and connecting with nature. The 2019 pandemic brought hardships and opportunities to faculty members enrolled in an interprofessional transformational leadership course. In conjunction with this course, the pandemic provided a unique opportunity for participants to apply newly acquired relationship building, positive organizational psychology, and reframing skills during a time of crisis. Nursing leaders, whose educational offerings may be immediately "put to the test," may find our lessons learned helpful as they develop strategies to cope with unanticipated future challenges.

Subjective Well-Being and Its Intrinsic and Extrinsic Motivational Correlates in High Performance Executives: A Study in Chilean Managers Empirically Revisiting the Bifactor Model.

This study analyzes the relationship between work satisfaction, family satisfaction, and general well-being in high performance managers in Santiago, Chile. The importance of the satisfaction of intrinsic and extrinsic needs and motivations was examined to advance in the development of a positive organizational psychology, which investigates the factors that reinforce well-being. Seventy-five executives from large and medium-sized companies were surveyed and 8 in-depth interviews were carried out. The main predictors of well-being are, from family satisfaction, the family’s ability to cope with stress and, from work satisfaction, extrinsic aspects such as material conditions of the job and stability, and intrinsic aspects such as recognition and the ability to organize one’s own work. The more general regression model shows that extrinsic job and family satisfaction predict general well-being, not intrinsic satisfaction. The results are discussed in the framework of classical models of motivation, such as Herzberg’s, their relationship to Deci and Ryan’s self-determination theory, and the current study of well-being in organizations.

Strengths-first Talent Management: The Marriage of Personality Science and Applied Positive Organizational Psychology

Strengths-first Talent Management: The Marriage of Personality Science and Applied Positive Organizational Psychology

When leaders forgive: encouraging radical innovation in more altruistic organizations

PurposeThere is general agreement on the importance of innovation to improve business performance and competitiveness. In recent years, many studies have sought to unravel what conditions are conducive to innovation. Following this trend, the present study seeks to broaden the understanding of the antecedents of radical innovation. To this end, and drawing on positive organizational psychology, the study focuses on the role of leaders and the importance of improving working conditions within companies, favoring innovation in more respectful and prosocial organizations.Design/methodology/approachThe study provides, through structural equations, empirical evidence of the relationship between leader's forgiveness and radical innovation, using altruism as an explanatory variable. The study was conducted in a population of 11,594 Spanish companies. A sample frame of 554 questionnaires from 277 different firms was obtained.FindingsResults confirm the hypotheses proposed in the model. Forgiveness, analyzed as a leader behavior, promotes altruism within companies and, in turn, radical innovation.Originality/valueThis is one of the few empirical studies that analyzes the consequences of leader's forgiveness in the organizational context.

The Longitudinal Link between Organizational Citizenship Behaviors and Three Different Models of Happiness.

A growing body of research conducted in general life settings has found positive associations between happiness and prosocial behavior. Unfortunately, equivalent studies in the workplace are lacking. Organizational citizenship behaviors (OCBs), the prosocial behaviors at work, have not been properly studied in relation to happiness, despite the positive consequences of both constructs for workers and companies. In response, our research aims to better understand this relationship from several angles. First, using a three-wave longitudinal design, we explored how OCBs and happiness are related to each other over time. Second, happiness was measured from a broad perspective, and three conceptualizations were adopted: the hedonic (e.g., positive affect and life satisfaction), the eudaimonic (e.g., relatedness and autonomy), and the flourishing (e.g., meaning and engagement) approaches. Thus, not only the prospective link between OCBs and happiness was tested, but it was also explored using the three models of happiness previously mentioned. Third, we conducted this longitudinal design in a less typical sample than previous research (i.e., Chile). We found results that supported our main hypotheses: (1) OCBs are prospective positive predictors of hedonic happiness, eudaimonic happiness, and flourishing; (2) the three models of happiness also prospectively predict OCBs. Our findings suggest that OCBs foster a broad range of happiness facets, which in turn fosters back the emergence of more OCBs, leading to a virtuous circle of prosociality and well-being in the workplace. This positive spiral benefits not only workers’ quality of life, but also organizations’ profitability and sustainability. Theoretical and applied implications for the field of Positive Organizational Psychology are discussed.