Composing The Reflected Best-Self Portrait: Building Pathways For Becoming Extraordinary In Work Organizations

By L. Roberts, Jane E. Dutton, Gretchen M. Spreitzer, Emily D. Heaphy, Ryan W. Quinn. 2005

365 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6db5ce11023ae3442fd85b9bbd6c37305cea7207

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

The feedforward interview (2010, neutral): “Therefore, in the spirit of positive organizational scholarship (Roberts et al., 2005), we suggest that FFI and its effectiveness could be and should be empirically evaluated both with experiential and quantitative methods.”
Special Issue: Frontiers of Organization Science, Part 2 of 2: A Socially Embedded Model of Thriving at Work (2005, background): “People can experience learning and vitality without necessarily encountering significant, sustained hardship or challenge, such as when one is challenged with a new opportunity such as a promotion or new project assignment (Roberts et al. 2005).”
Developing trust with peers and leaders: Impacts on organizational identification and performance during entry (2013, background): “People can come to appreciate their membership in an organization more fully, and to contribute more effectively, when they develop strong interpersonal relationships that help them clarify their own previously unexamined needs and potentials and better understand how they can contribute (Roberts et”
Happiness at work. (2010, neutral): “Note that ‘strengths’ as conceptualized by Buckingham and Clifton (2001), Peterson and Seligman (2004) and Roberts et al. (2005b) are different from the cognitive skills that have been the target of employee selection research for a century.”
Positive Organizational Scholarship (2007, neutral): “In this account, positive self meaning fosters an expanded capacity for action as a person feels more competent, efficacious and has a better sense of the strengths that they exhibit in the eyes of others (Roberts et al., 2005).”
Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect (2017, background): “…strengths by means of strengths questionnaires (e.g., Peterson and Seligman 2004), feedback from third people (cf. the reflected best self portrait; Roberts et al. 2005), individual reflections, or more open-ended approaches (Quinlan et al. 2012), typically resulting in a list of three to seven…”
Ethically adrift: How others pull our moral compass from true North, and how we can fix it (2013, background): “We hand off control of our moral compasses to others all too easily, resulting in behavior that is inconsistent with our best selves (Roberts et al., 2005).”
The Grateful Workplace: A Multilevel Model of Gratitude in Organizations (2017, background): “These emails are then sharedwith the entire team (Roberts et al., 2005).”