Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.

/pdf/positive-psychological-capital-measurement-and-relationship-51q6i4tzxj.pdf

Positive psychological capital: measurement and relationship with performance and satisfaction

The Political Consciousness of Post-Industrialism@@@The Silent Revolution: Changing Values and Political Styles among Western Publics.

https://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1035&context=managementfacpub

Positive Organizational Behavior in the Workplace The Impact of Hope, Optimism, and Resilience

Summary ThiseditorialintroducesaspecialissueoftheJournalof OrganizationalBehavioronpositive organizationalbehavior(POB). POB emphasizes the need for more focused theory building, research, and effective application of positive traits, states, and behaviors of employees in organizations. We argue that in order to make a substantive contribution to organizational science, POB will need to show the added value of the positive over and above the negative. In addition, the emerging concept of employee engagement is briefly introduced. The papers in the special issue describe exciting positive organizational behavior studies that each tap into an interesting direction in which POB research might go. Copyright# 2008 John Wiley & Sons, Ltd.

https://www.wilmarschaufeli.nl/publications/Schaufeli/286.pdf

Positive organizational behavior: Engaged employees in flourishing organizations

Introduction Positive Organizational Scholarship (POS) and Positive Psychology are focused on understanding the conditions and processes that explain flourishing (Gable and Haidt, 2005). What differentiates POS is an explicit interest in understanding and explaining flourishing in organizational contexts (including individuals, groups, units and whole organizations). Flourishing refers to being in an optimal range of human functioning (Keyes, 2002) and is indicated at the individual level by goodness, generativity, growth and resilience (Fredrickson & Losada, 2005). At the collective level of groups and organizations, flourishing may be indicated by creativity, innovation, growth, resilience, thriving virtuousness or other markers that a collective is healthy and is performing in an “above normal” or positively deviant range. POS also focuses on the development of individual, group and collective strengths that represent forms of individual and collective excellence. POS unites existing domains of organizational inquiry focused on flourishing. This includes work on flourishing indicators such as creativity, engagement, flow, growth, health and well-being, as well as contributors to flourishing that consider features of the organization, group and job contexts. POS opens up new topics of study, such as compassion, courage, energy and energy networks, forgiveness, resilience, thriving, and work callings—just to name a few. 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 mainstream organizational journals). In this brief review of POS, we will trade depth for breadth to provide the reader with a basic understanding of POS as both a domain and lens.

Positive organizational scholarship

Knjiga daje neke odgovor(e) na pitanje sto najbolje radne organizacije cini najboljima - u podrucju pozitivne psihologije

http://bib.irb.hr/datoteka/506761.POZITIVNA_fin_3.pdf

Positive psychology at work

Past research has revealed that relative importance a person places on extrinsic life goals as oposed to intrinsic ones is related to lower well-being. But sometimes it is more important why a goal is being pursued than the content of the goal. Materialistic aspirations will not decrease people's well-being if they help them to achieve basic financial security or some intrinsic goals. On the other hand, if social comparison or seeking power drives extrinsic orientation, these aspirations may be detrimental for well-being, since they do not satisfy satisfy our basic psychological needs. Research from Croatia and other, less rich countries suggest that extrinsic aspirations are not necessarily deterimental but may even contribute to well-being. This finding suggests that various factors can moderate the relationship between aspirations and well-being. Intrinsic life goals may probably be affordable only for people who are well off enough. The meaning of financial success in transitional and poor countries may not necesseraly be associated with purchase and consumption. On the contrary, it may bring opportunities and possibilities of selfexpression and self-growth. Individualistic societies allow individuals to pursue their intrinsic goals while collectivistic cultures stress extrinsic ones. Although this extrinsic orientation may detract their well-being, the sense of individual well-being may not be as important to them as the survival of the group they belong to or so called social well-being.

/pdf/life-goals-and-well-being-are-extrinsic-aspirations-always-3xpt80xs5o.pdf

Life Goals and Well-Being: Are Extrinsic Aspirations Always Detrimental to Well-Being?

Background: According to Self-Determination Theory (Deci and Ryan, 1991 ; Ryan, 1995) personal well-being is a direct function of the satisfaction of basic psychological needs. These are the needs for autonomy, competence, and relatedness. Factors in the person or situation that facilitate autonomy, competence, and relatedness are expected to enhance well-being, whereas factors that detract from fulfillment of these needs should undermine well-being.Several lines of research (Kasser and Ryan 1993, 1996, 2001) have shown that investment in, or success at, so-called intrinsic goals (those closely related to basic needs) is associated with enhanced wellbeing. On the other hand, investment in and/or success at extrinsic goals (those presumed to be unrelated to basic needs) does not enhance, and often detracts from, well-being. Aims: The present study examined the relationship between intrinsic and extrinsic goals, satisfaction of basic psychological needs and life satisfaction and vitality. Life satisfaction and vitality are considered aspects of well-being. Method: Five questionnaires, Aspiration Index (Kasser & Ryan, 1996), The Basic Psychological Needs Scale (Deci and Ryan, 1997), Subjective vitality scale (Ryan and Frederick, 1997) and The Satisfaction With Life Scale (Diener, 1985) were administered to 373 college students (from 19 to 21 years old). The Aspiration Index include the extrinsic aspirations of wealth, fame, and image and the intrinsic aspirations of meaningful relationships, personal growth, and community contributions. The Basic Psychological Needs Scale has 21 items concerning the needs for competence, autonomy, and relatedness. Results /Theoretical advancements: Factor analysis of Aspiration index items showed two factors – intrinsic and extrinsic goals. The same structure was found for analysis of ratings of the importance of goals, present achievemnt of goals and expectation of goal achievement in future. Hierarchical regression analyses revealed that best predictors of life satisfaction were expectation of achieiving intrinsic goals in the future, satisfaction of needs for competence and autonomy and importance of extrinsic goals. On the other hand, vitality was best predicted by present achievement of extrinsic goals, expectation of achieiving intrinsic goals in the future and satisfaction of needs for competence and relatedness. It was hypothesized that intrinsic goals would predict life satisfaction and vitality indirectly through satisfaction of basic psychological needs. Extrinsic goals, on the other hand, would not be related to life satisfaction.Results from path analysis demonstrated that effect of present achievement of intrinsic goals on life satisfaction was significant both directly and indirectly (through satisfaction of basic needs). The present achievement of extrinsic goals, on the other hand, was not related to life satisfaction. Conclusions: It was concluded that well-being is related to various aspects of both intrinsic and extrinsic goals. It seems that there is an indirect effect of intrinsic goals on life satisfaction both directly and indirectly (through satisfaction of basic needs).

Extrinsic vs. Intrinsic Life Goals, Psychological Needs and Life Satisfaction

The present study explored whether participants can be classified into groups according to their intrinsic and extrinsic life goals and how these groups differ in satisfaction of basic psychological needs and well-being. Four questionnaires were administered to 835 college students: Aspiration Index (Kasser and Ryan, 1996), The Basic Psychological Needs Scale (Gagnè, 2003), Subjective Vitality Scale (Ryan and Frederick, 1997) and The Satisfaction with Life Scale (Diener at al., 1985). K-Means cluster analysis was used to classify individuals on the basis of their life aspirations: importance, present attainment and likelihood of future attainment. The same four-cluster solution was obtained for all three measures. The first cluster included individuals high on extrinsic and low on intrinsic life goals. The second contained students high on intrinsic and low on extrinsic aspirations. The third group included students with high scores on both intrinsic and extrinsic goals, and the fourth those with low scores on both kinds of goals. The group with high scores on both intrinsic and extrinsic goals had the highest scores on measures of well-being, followed by the group with high intrinsic and low extrinsic aspirations. These two groups had also higher values for all basic psychological needs compared to groups with low scores on intrinsic values. These findings suggest that both intrinsic and extrinsic goals can contribute to well-being.

/pdf/aspirations-and-well-being-extrinsic-vs-intrinsic-life-goals-1zqjfd10tc.pdf

Dubravka Miljković

Papers

Positive psychology at work

Life Goals and Well-Being: Are Extrinsic Aspirations Always Detrimental to Well-Being?

Extrinsic vs. Intrinsic Life Goals, Psychological Needs and Life Satisfaction

Aspirations and well-being: extrinsic vs. intrinsic life goals

Pozitivna psihologija: znanstveno istraživanje ljudskih snaga i sreće