Positive Organizational Scholarship: Foundations of a New DisciplineKim Cameron, Jane Dutton Berrett-Koehler Publishers, 09/08/2003 - 450 من الصفحات Scholarship establishes a new field of study in the organizational sciences. Just as positive psychology focuses on exploring optimal individual psychological states rather than pathological ones, Positive Organizational Scholarship focuses attention on optimal organizational states --- the dynamics in organizations that lead to the development of human strength, foster resiliency in employees, make healing, restoration, and reconciliation possible, and cultivate extraordinary individual and organizational performance. While the concept of positive organizational scholarship encompasses the examination of typical and even dysfunctional patterns of behavior, it emphasizes positive deviance from expected patterns. Positive Organizational Scholarship examines the enablers, motivations, and effects associated with remarkably positive phenomena --- how they are facilitated, why they work, how they can be identified, and how researchers and managers can capitalize on them. The contributors do not adopt one particular theory or framework but draw from the full spectrum of organizational theories to understand, explain, and predict the occurrence, causes, and consequences of positivity. Positive Organizational Scholarship rigorously seeks to understand what represents the best of the human condition based on scholarly research and theory. This book invites organizational scholars to build upon and extend the positive organizational phenomena being examined. It provides the definitional, theoretical, and empirical foundations for what will become a cumulative body of enduring work. |
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الصفحة 5
... individuals to craft meaningful work through fostering individual “callings,” in contrast to a more typical focus on employee productivity or morale (see Chapter 19 by Wrzesniewski); or, how the cascading dynamics of empowerment create ...
... individuals to craft meaningful work through fostering individual “callings,” in contrast to a more typical focus on employee productivity or morale (see Chapter 19 by Wrzesniewski); or, how the cascading dynamics of empowerment create ...
الصفحة 7
... individuals. This brand of psychology devel- oped the assumption that human beings are inherently fragile and flawed ... individual traits such as character, tal- ents, and interests; and positive institutions such as families ...
... individuals. This brand of psychology devel- oped the assumption that human beings are inherently fragile and flawed ... individual traits such as character, tal- ents, and interests; and positive institutions such as families ...
الصفحة 11
... individuals and organizations that are associated with positive outcomes . Chapters also discuss extraordinarily positive orga- nizing processes . Part 2— “ Upward Spirals and Positive Change ” —identi- fies the generative dynamics ...
... individuals and organizations that are associated with positive outcomes . Chapters also discuss extraordinarily positive orga- nizing processes . Part 2— “ Upward Spirals and Positive Change ” —identi- fies the generative dynamics ...
الصفحة 12
... individuals. Chapter 8 by Clifton and Harter reviews a variety of empirical studies that support the proposi- tion that building strengths is the most efficient focus for individual and or- ganizational improvement efforts. The authors ...
... individuals. Chapter 8 by Clifton and Harter reviews a variety of empirical studies that support the proposi- tion that building strengths is the most efficient focus for individual and or- ganizational improvement efforts. The authors ...
الصفحة 13
... individuals and or- ganizations. Wrzesniewski focuses on the powerful effects of work orienta- tions referred to as “callings” and how individuals can craft their work to make it more meaningful. Pratt and Ashforth use core concepts of ...
... individuals and or- ganizations. Wrzesniewski focuses on the powerful effects of work orienta- tions referred to as “callings” and how individuals can craft their work to make it more meaningful. Pratt and Ashforth use core concepts of ...
المحتوى
| 29 | |
Upward Spirals and Positive Change | 159 |
Positive Meanings and Positive Connections | 259 |
Conclusion | 359 |
References | 371 |
Index | 449 |
About the Contributors | 457 |
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عبارات ومصطلحات مألوفة
Academy of Management Administrative Science Quarterly anticipated emotions Appreciative Inquiry authentic leadership Bagozzi Cameron capacity Chapter cognitive context Cooperrider coordination courageous principled action create deviant behavior downsizing Dutton dynamics effects employees empowerment energy example experience facilitate focus focuses foster Fredrickson Gallup Organization ganizational goals gratitude high-quality connections HQCs human individuals knowledge creation leaders learning Luthans Management Journal meaning meaningfulness ment moral motivation negative emotions nizational norms one’s optimism orga organizational behavior organizational form organizational studies organizations outcomes participants performance perspective Peterson posi positive deviance positive emotions positive organizational scholarship positive psychology practices Quinn relational relationships resilience Review role scholars self-efficacy Seligman sensemaking Snyder social capital social network Social Psychology strengths structure theory tion tional tive transcendent behavior transformational leadership University Press values virtues Weick well-being workplace Worline Wrzesniewski York zational