Positive organizational behavior: an idea whose time has truly come

By T. A. Wright. 2003

433 citations recorded by the source corpus.

Subfields: Applied Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/51045c616e095b41aedf34d2942424392cdf2d05

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Citations in the corpus

On Being Positive: Concerns and Counterpoints (2006, background): “In their different ways, humanistic writers/therapists such as Carl Rogers, Abraham Maslow, Rollo May, and Victor Frankl have concerned themselves with the positive features of human functioning (Bohart & Greening, 2001; Lazarus, 2003; Shapiro, 2001; Taylor, 2001; Tennen & Affleck, 2003; Wright, 200”
How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism (2009, background): “Hence, the recent call for more balanced approaches that include job strain as well as betterment of employees (Bakker & Schaufeli, 2008; Luthans, 2003; Wright, 2003) does not come as a surprise.”
Impact of positive psychological capital on employee well-being over time. (2010, background): “Soon after, Luthans (2002a, 2002b) introduced the term positive organizational behavior or POB to bring this positive psychology to the workplace (also see Cameron, Dutton, & Quinn, 2003, and Wright, 2003).”
Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources (2010, background): “Finally, the typology of positive identity perspectives builds on the efforts of organizational scholars to expand the domain of inquiry in organizational studies through explicit application of a positive lens, and it unearths new research questions for researchers interested in identity (Cameron, ”
The Effects of Proximity and Empathy on Ethical Decision-Making: An Exploratory Investigation (2009, background): “Based on Fredrickson’s (2001) broaden-andbuild theory of positive emotions, we suggest that individuals who experience compassion for others broaden their thoughts and actions to facilitate decision-making and also enhance their personal development and growth (Wright, 2003).”
Positive organizational behavior: Engaged employees in flourishing organizations (2008, background): “Thus employees are needed who feel energetic and dedicated, and who are absorbed by their work. In other words, organizations need engaged workers. This is illustrated by Ulrich (1997), who writes in his seminal book ‘‘Human Resources Champions’’: ‘‘Employee contribution becomes a critical business ”
The State of Play in Coaching Today: A Comprehensive Review of the Field (2010, background): “…rather than research based on interventions specifically designed to enhance workplace well-being and individual or organizational performance (e.g., Luthans, 2002; Muse, Harris, Giles, & Feild, 2008; Spreitzer, Sutcliffe, Dutton, Sonenshein, & Grant, 2005; Wright, 2003; Zhong, 2007).”
Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors (2008, background): “…been offered: “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement” (Luthans, 2002b, p. 59; also see Luthans & Youssef, 2007; Nelson & Cooper, 2007; Wright, 2003).”
Participative Decision Making in Schools: A Mediating-Moderating Analytical Framework for Understanding School and Teacher Outcomes (2010, background): “Current literature (e.g., Quick & Quick, 2004; Wright 2003) emphasizes the importance of teacher well-being as a crucial criterion for evaluating school’s functioning.”
Collective psychological capital: Linking shared leadership, organizational commitment, and creativity (2018, background): “We noticed that in recent years, the positive organizational behavior (POB) perspective proposed by Wright (2003) has received considerable attention in the field of organizational behavior.”
A study of the impact of three leadership styles on integrity violations committed by police officers (2007, background): “Another question is whether the effect of the three leadership aspects differs with respect to positive behavior (Dunlop and Lee, 2004; Wright, 2003) and negative behavior.”
Positive Organizational Behavior in the Workplace (2007, background): “…identified with this positive approach to the workplace—POB (see Luthans, 2002a, 2002b, 2003; Luthans & Youssef, 2007a; Luthans, Youssef, & Avolio, 2007; Nelson & Cooper, 2007; Wright, 2003) and positive organizational scholarship (POS; Cameron & Caza, 2004; Cameron, Dutton, & Quinn, 2003).”
How Ethical Leadership Shapes Employees’ Job Performance: The Mediating Roles of Goal Congruence and Psychological Capital (2014, background): “With this study, we weigh in on this topic by providing support for scholarly conceptual positions, indicating that PsyCap is related to in-role job performance (Luthans 2002; Wright 2003).”
Antecedents of academic performance of university students: academic engagement and psychological capital resources (2019, background): “PsyCap is a derivative from positive organizational behavior (Luthans & Youssef, 2007; Nelson & Cooper, 2007; Wright, 2003) and positive organizational scholarship (Cameron & Spreitzer, 2012), both of which are recognized movements in the organizational literature that apply positive psychology…”