Positive and negative emotional attractors and intentional change

By Anita R Howard. 2006

87 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/bc204d89f73e7636f58242a9ac510a0f0137a268

How researchers see this paper

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

In Applied Psychology

1. Richard K. Ladyshewsky
2. Jing-Jyi Wu
3. Cheng-Hsien Li
4. Richard Boyatzis
5. Shaw-Chiang Wong
6. Maciej Karwowski

In Clinical Psychology

1. Richard K. Ladyshewsky
2. Jing-Jyi Wu
3. Cheng-Hsien Li
4. Richard Boyatzis

In Social Psychology

1. Richard K. Ladyshewsky
2. Mallory Anderson
3. Jing-Jyi Wu
4. Cheng-Hsien Li
5. Eric E. Hall
6. Richard Boyatzis
7. Angela M. Passarelli
8. Shaw-Chiang Wong

Citations in the corpus

• LEADERSHIP DEVELOPMENT FROM A COMPLEXITY PERSPECTIVE (2008, background): “Howard (2006) suggested that changes initiated during this stage are more successful.”
• The Structural Relationships Between Optimism and Innovative Behavior: Understanding Potential Antecedents and Mediating Effects (2011, background): “…as optimism, may enhance flexible cognition, trigger intrinsic motivation, invigorate self-confidence, and encourage creative thinking and behavior (Fredrickson, 2001; Fredrickson & Joiner, 2002; Hirt, Devers, & McCrea, 2008; Howard, 2006; Isen, 1999; Luthans et al., 2007; Sadi & Al-Dubaisi, 2008).”
• An overview of intentional change from a complexity perspective (2006, background): “It is then up to the leadership (again the first degree of interaction appears critical) to synthesize these into the needed experience for most of the people in the social group at that level.”
• The manager as coach as a driver of organizational development (2010, background): “Those high in emotional intelligence are more likely to understand their own motives, as well as those of others, and build social relationships which positively influence performance (Howard, 2006).”
• A Strengths-Based Approach to Outdoor and Adventure Education: Possibilities for Personal Growth (2010, background): “Research on intentional change supports the notion that effective developmental efforts co-activate positive and negative emotions by moving between the ideal (strength building) and real (gap analysis) and are anchored in the positive (Boyatzis & Akrivou, 2006; Howard, 2006).”
• Sustainable Behavior in the Business Sphere (2014, unknown): “This awareness is aroused by employees’ emotions, which generate interest in the topic and focus the employee’s attention (Howard, 2006) on relevant sustainability issues.”