What Is Positive Organizational Behavior?

Active organizational behavior is a new research field that emerged in the field of organizational behavior only in the 21st century. It was formally proposed by Rosens in 2002, emphasizing the development and management of human psychological superiority. Unlike traditional organizational behavior, which focuses on the field of management and employee dysfunction, conflict, and work pressure, active organizational behavior studies focus on how to take a positive approach and how to play it. Employee advantage to improve the performance level of the organization. His research scope includes confidence / self-efficacy, hope, optimism, subjective well-being, emotional intelligence, etc., and has basic characteristics such as positivity, independence, measurability, developability, and help to improve work performance.

Positive organizational behavior

"Active Organizational Behavior", this book starts with the basic background and the concept of psychological capital, and explains how to carry out active, efficient, and pleasing corporate management, from stimulating the employees' full commitment to shaping the most appropriate leadership role. It is one of the founding and classic works in this field to maximize the advantages of enterprises and improve their performance.

Positive organizational behavior

Positive Psychology Movement and Active Organizational Behavior

The positive psychology movement is a response to the tendency that previous psychological research only focused on the negative and morbid aspects of human functions and behaviors, and people's own advantages and positive characteristics that could make life meaningful did not receive enough attention. Research in the entire field of psychology begins with three goals: repairing existing mental illnesses, preventing problems, and discovering and realizing human potential. However, for a long time, the whole society has paid too much attention to what problems people have, and almost all the attention in research and practice has been devoted to how to identify and treat psychological problems and correct errors. A few years ago, a small group of psychologists, led by former American Psychological Association chairman Seligman, began to realize the need and importance of a positive orientation for discovering human strengths. Therefore, they launched the Positive Psychology Movement, whose purpose is to shift at least part of the focus of psychological research from the worst things in life to some of the best things in life. Their mission is to use scientific methods to discover and promote the factors that make individuals, groups, organizations, and communities prosper.

With the goal of improving performance in the field of work, combined with serious negative tendencies in previous research, organizational behaviorist Luthans realized the need to introduce the above-mentioned trends and orientations into organizational behavior research. He referred to this new and positive organizational behavior model based on the positive psychology movement as a positive organizational behavior (Positive Organization Behavior) (POB). Specifically, active organizational behavior is the research and application of human resources advantages and psychological capabilities that are actively oriented and can be measured, developed, and effectively managed to achieve performance goals. The definition includes criteria set by Luthans to determine the areas and concepts studied by the POB. Specifically, the concept of POB research must not only be related to enthusiasm, but also must be relatively new to the field of traditional organizational behavior, effective measurement and development methods exist, and most importantly, can help improve work today. Field performance. The standard that is easy to develop requires that the concepts included in the POB are stateful, so traits such as personality, attitude, and motivation in traditional organizational behavior are excluded. Furthermore, the concepts included in the POB are applicable to the development of managers. , Also applicable to the development of ordinary employees. The mission of an active organizational behaviorist is to identify, identify, and correlate positive psychological capabilities that meet these criteria with important organizational results.

Sub-concepts included in POB

The concepts that meet the criteria for POB definition are self-efficacy, hope, optimism, subjective well-being, and resilience. They are the most typical POB orientations. representative.

Part I Introduction and Overall Framework Chapter 1. Introduction to Active Organizational Behavior Chapter 2. Psychological Capital: Investing and Development in Active Organizational Behavior Chapter 3. Healthy and Effective Work: Active Power Based on Communication Skills and Interpersonal Dependence Chapter 4 Benign Stress at Work: The Expansion of the Overall Stress Model. Part II. Positive States, Traits, and Processes. Chapter 5. Positive Emotions in Organizations: A Multi-Level Analysis Framework. Chapter 6. Organizational Prosperity. Chapter 7. Vitality as Positive Emotions at Work. Analysis of Dependent and Result Variables Chapter 8 Ethical Leadership: A Developing Concept Chapter 9 Active Role of Political Skills in Organizations Chapter 10 Forgiveness in Organizations Chapter 11 Self-Investment in Work Chapter 12 Positive Core The Benefits and Possible Costs of Self-Evaluation: A Review and Prospects Part III Methodological Issues in Active Organizational Behavior Research Chapter 13 Two Methodological Challenges Facing Active Organizational Behavior Researchers Chapter 14 Positive Psychological Capital: Positive Is the measurement tool accurate? ^[1]