Positive mindset: PsyCap’s roles in PERMA+4 and positive organizational psychology, behavior, and scholarship 2.0

IF 3.1 4区 管理学 Q2 BUSINESS
Stewart I. Donaldson, Jennifer Villalobos
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引用次数: 0

Abstract

This paper explores the role of mindset and Positive Organizational Psychology (POP) in modern workplaces amid increasing acknowledgment of mental and emotional attitudes influencing how individuals perceive and interact with the world. It discusses the shift in focus from traditional problem-centric approaches in behavioral sciences to a balanced perspective that encompasses both strengths and deficits, as advocated by Seligman and Csikszentmihalyi. This shift has given rise to Positive Organizational Behavior (POB) and Positive Organizational Scholarship (POS), emphasizing human resource strengths and psychological capacities. The paper draws on the PERMA+4 framework, an extension of Seligman’s original model incorporating Physical Health, Mindset, Work Environment, and Economic Security alongside Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment to emphasize the unique role of Positive Mindset. It specifically describes promising research on work-related well-being and optimal work performance, evidence-based practices, and programs at the worker, supervisor/leader, group, and organizational level of analysis. Relatedly, this paper illustrates how one of the most empirically sound constructs within the positive psychology literature, Psychological Capital (PsyCap), can be used to cultivate the essential building block of Positive Mindset toward well-being practices, programs, and applications and more broadly, positive organizational psychology, behavior, and scholarship 2.0 research and applications at multiple levels of analysis. PsyCap theory, research, and evidence-based practices and applications will be discussed in light of how employees’ Positive Mindsets improve the quality of workplaces and the effectiveness of organizations.
积极心态:PsyCap 在 PERMA+4 和积极组织心理学、行为学和学术 2.0 中的作用
本文探讨了心态和积极组织心理学(POP)在现代工作场所中的作用,因为越来越多的人认识到,心理和情感态度会影响个人对世界的看法以及与世界的互动。报告讨论了行为科学的重点从传统的以问题为中心的方法向塞利格曼和辛辛那提所倡导的包含优势和不足的平衡视角的转变。这一转变催生了积极组织行为(POB)和积极组织学术(POS),强调人力资源的优势和心理能力。本文借鉴了 PERMA+4 框架,该框架是塞利格曼原始模型的延伸,将身体健康、心态、工作环境和经济安全与积极情绪、参与、关系、意义和成就结合在一起,以强调积极心态的独特作用。本文具体介绍了与工作相关的幸福感和最佳工作表现方面的前景研究、循证实践以及工人、主管/领导、团体和组织分析层面的计划。与此相关的是,本文阐述了积极心理学文献中最具实证性的构架之一--心理资本(PsyCap)--如何用于培养积极心态的基本构件,以实现幸福实践、计划和应用,以及更广泛意义上的积极组织心理学、行为学和学术 2.0 在多个分析层面上的研究和应用。将根据员工的积极心态如何提高工作场所的质量和组织的效率,讨论 PsyCap 理论、研究和循证实践与应用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.60
自引率
5.00%
发文量
38
审稿时长
31 days
期刊介绍: Organizational Dynamics domain is primarily organizational behavior and development and secondarily, HRM and strategic management. The objective is to link leading-edge thought and research with management practice. Organizational Dynamics publishes articles that embody both theoretical and practical content, showing how research findings can help deal more effectively with the dynamics of organizational life.
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