Effects of Positive Practices on Organizational Effectiveness

By Kim Cameron, Carlos Mora, Trevor Leutscher, Margaret Calarco. 2011

302 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5feb3f929621c612043b6be6613a400ce33bcb74

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

Systems informed positive psychology (2020, background): “Like positive organizational scholarship (Cameron et al., 2011), SIPP goes beyond eliminating and managing what is problematic and necessary, focusing on what is good, right, and possible.”
Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, background): “Such positive impact may emerge as the result of three kinds of effects (Cameron et al., 2011).”
Assessing Employee Wellbeing in Schools Using a Multifaceted Approach: Associations with Physical Health, Life Satisfaction, and Professional Thriving (2014, methodology): “, Chan, 2011; Kyriacou 2001). Although studying teacher illbeing has been informative, it has not given us a comprehensive understanding of teacher wellbeing. Indeed, a positive psychology approach suggests that mental health ranges from extremely negative to extremely positive (Huppert & So, 2013; ”
Understanding team resilience in the world's best athletes: A case study of a rugby union World Cup winning team. (2015, background): “Positive emotions also seemed to buffer the team from the potential 12 negative effects of stressors by enabling the team to absorb threat and possible harm 13 (Cameron et al., 2011), and by facilitating the expression of latent tensions (Hatch, 1997).”
Revisiting Relational Coordination: A Systematic Review (2021, unknown): “Relational coordination may also support the specific behaviors and routines that have been found to promote a positive work environment (Cameron et al., 2011; Geue, 2018).”
The added value of the positive: A literature review of positive psychology interventions in organizations (2013, background): “Based on the theoretical model by Cameron et al. (2011), researchers should also consider including diverse positive affective states (e.g., job satisfaction) and positive individual behaviors (e.g., engagement) as possible mediators in their research models.”
Cultivating a resilient top management team: The importance of relational connections and strategic decision comprehensiveness (2013, background): “Similar patterns occur when positive practices also buffer the organization from the negative effects of trauma or distress by cultivating resilience, as well as through the heliotropic effect, the basic tendency toward positive energy, such that positive practices shape positive norms vital for col”