Introduction: Contributions to the Discipline of Positive Organizational Scholarship

By Kim Cameron, A. Caza. 2004

412 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0855f36212d85d0facefbb5fe49f15567f529942

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Widening the lens: Rethinking distance, diversity, and foreignness in international business research through positive organizational scholarship (2016, background): “This would be very true to the original Positive Organizational Scholarship idea (Cameron & Caza, 2004).”
Leadership efficacy: Review and future directions (2008, background): “By doing so we hope to bridge the recent focus on positive organizational behavior (Luthans et al., 2007; Luthans and Youssef, 2007) with the more macro focus of positive organizational scholarship (Cameron and Caza, 2004; Cameron et al., 2003).”
The State of Play in Coaching Today: A Comprehensive Review of the Field (2010, background): “The aims of POS are to understand the organizational dynamics and factors that foster strengths, resilience, and well-being and to explore ways of facilitating the emergence of excellence and positive human change in organizational settings (see Cameron & Caza, 2004).”
Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors (2008, background): “Based on positive psychology (Seligman & Csikszentmihalyi, 2000), we propose the newly emerging fields of positive organizational scholarship (Cameron & Caza, 2004; Cameron, Dutton, & Quinn, 2003; Roberts, 2006) and positive organizational behavior (Luthans, 2002a, 2002b; Nelson & Cooper, 2007;…”
Positive organizational behavior: Engaged employees in flourishing organizations (2008, background): “Scholarship refers to the scientific, theoretically derived, and rigorous investigation of that which is positive in organizational settings’’ (Cameron & Caza, 2004, p. 731).”
Positive Organizational Scholarship (2007, positive): “POS scholarship includes a growing body of theoretical work (for reviews, see Cameron & Caza, 2004; Cameron, Dutton, & Quinn, 2003) and an emerging set of empirical studies (for example, see two special issues (Cameron & Caza, 2004) and (Bakker & Schaufeli, forthcoming) and publications in…”
Compassion at the counter: Service providers and bereaved consumers (2006, background): “Consistent with the ethos of positive organizational scholarship (Cameron & Caza, 2004), they argue that: If we attempt to understand the nature and significance of compassion in ways typical of our field (e.g., aiming to identify the competitive edge associated with compassion or questioning the…”
The “point” of positive organizational behavior (2009, background): “Finally, how do POB and PsyCap as outlined above differ from positive organizational scholarship (POS, see Cameron & Caza, 2004; Cameron, Dutton, & Quinn, 2003)?”
Impact of psychological capital on innovative performance and job stress (2015, background): “In recent years, organizational behaviour research has significantly shifted from seeing individuals as coping with weaknesses to seeing them as able to enhance their strengths and wellbeing in the workplace (Cameron & Caza, 2004; Wright, 2003).”
Having the will and finding the way: A review and meta-analysis of hope at work (2013, background): “First, while Cameron and Caza (2004) asserted that positive constructs are worthy of study in and of themselves, Luthans and Avolio (2009) pointed out that positive constructs should demonstrate performance impact. In our meta-analysis, we found that hope was significantly and positively related to ”
Potential Added Value of Psychological Capital in Predicting Work Attitudes (2006, background): “…and human resource performance have been two recent developments: the more macro-oriented positive organizational scholarship or POS movement (Cameron & Caza, 2004; Cameron, Dutton, & Quinn, 2003) and the more micro-oriented, state-like positive organizational behavior or POB approach…”
The ‘What’, ‘Why’ and ‘How’ of Employee Well-Being: A New Model (2009, background): “Authors working on positive organizational behaviour (e.g., Luthans and Youssef 2007; Youssef and Luthans 2007) and positive organizational scholarship (e.g., Cameron and Caza 2004 ) have also made significant progress in this regard.”
Islamic Banking Sustainability: A Review of Literature and Directions for Future Research (2016, background): “…that advocates for any positive dispositions and actions that would enhance and sustain positive output in an organization, such as trust, positive deviance, and extraordinariness (Cameron and Caza 2004; Cameron, Dutton, and Quinn 2003; Spreitzer and Sonenshein 2004; Sutcliffe and Vogus 2003).”
Sociocultural Integration in Mergers and Acquisitions: Unresolved Paradoxes and Directions for Future Research (2013, background): “POS does not represent a single theory or research stream but rather compromises an expanded perspective of positivity (Cameron & Caza, 2004).”