The detection of psychiatric illness by questionnaire

Emotion and Adaptation

Many scholars assume that the fundamental questions about work design have been answered. However, a global shift from manufacturing economies to service and knowledge economies has dramatically altered the nature of work in organizations. To keep pace with these important and rapid changes, work design theory and research is undergoing a transformation. We trace the highlights of two emerging viewpoints on work design: relational perspectives and proactive perspectives. Relational perspectives focus on how jobs, roles, and tasks are more socially embedded than ever before, based on increases in interdependence and interactions with coworkers and service recipients. Proactive perspectives capture the growing importance of employees taking initiative to anticipate and create changes in how work is performed, based on increases in uncertainty and dynamism. Together, these two perspectives challenge the widely held belief that new developments in work design theory and research are no longer needed....

7 Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives

This paper identifies the development of and gaps in knowledge in business and management research on resilience, based on a systematic review of influential publications among 339 papers, books and book chapters published between 1977 and 2014. Analyzing these records shows that resilience research has developed into five research streams, or lines of enquiry, which view resilience as (1) organizational responses to external threats, (2) organizational reliability, (3) employee strengths, (4) the adaptability of business models or (5) design principles that reduce supply chain vulnerabilities and disruptions. A review of the five streams suggests three key findings: First, resilience has been conceptualized quite differently across studies, meaning that the different research streams have developed their own definitions, theories and understandings of resilience. Second, conceptual similarities and differences among these streams have not yet been explored, nor have insights been gleaned about any possible generalizable principles for developing resilience. Third, resilience has been operationalized quite differently, with few insights into the empirics for detecting resilience to future adversity (or the absence thereof). This paper outlines emerging research trends and pathways for future research, highlighting opportunities to integrate and expand on existing knowledge, as well as avenues for further investigation of resilience in business and management studies.

Resilience in business and management research: a review of influential publications and a research agenda

The recently recognized core construct of psychological capital or PsyCap (consisting of the positive psychological resources of efficacy, hope, optimism, and resilience) has been demonstrated to be related to various employee attitudinal, behavioral, and per formance outcomes. However, to date, the impact of this positive core construct over time and on important employee well-being outcomes has not been tested. This study meets this need by analyzing the relationship between a broad cross-section of employees’ (N = 280) level of PsyCap and two measures of psychological well-being over time. The results indicated that employees’ PsyCap was related to both measures of well-being and, importantly, that PsyCap explained additional variance in these well-being measures over time. The limitations, needed future research, and practical implications conclude the article.

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Impact of positive psychological capital on employee well-being over time.

The positive core construct of psychological capital (or simply PsyCap), consisting of the psychological resources of hope, efficacy, resilience, and optimism, has recently been demonstrated to be open to human resource development (HRD) and performance management. The research stream on PsyCap has now grown to the point that a quantitative summary analysis of its impact on employee attitudes, behaviors, and especially performance is needed. The present meta-analysis included 51 independent samples (representing a total of N � 12,567 employees) that met the inclusion criteria. The results indicated the expected significant positive relationships between PsyCap and desirable employee attitudes (job satisfaction, organizational commitment, psychological well-being), desirable employee behaviors (citizenship), and multiple measures of performance (self, supervisor evaluations, and objective). There was also a significant negative relationship between PsyCap and undesirable employee attitudes (cynicism, turnover intentions, job stress, and anxiety) and undesirable employee behaviors (deviance). A sub-analysis found no major differences between the types of performance measures used (i.e., between self, subjective, and objective). Finally, the analysis of moderators revealed the relationship between PsyCap and employee outcomes were strongest in studies conducted in the United States and in the service sector. These results provide a strong evidence-based recommendation for the use of PsyCap in HRD and performance programs. Theoretical contributions, future research directions, and practical guidelines for HRD conclude the article.

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Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance.

Summary After defining and providing the current status of psychological capital (PsyCap), we address the need to better understand its stability (i.e., state vs. trait). Specifically, we issue a call for longitudinal research. The balance of this ‘‘incubator’’ article examines the relevance, potential obstacles, and advantages of this design in meeting PsyCap’s future research needs. Copyright # 2008 John Wiley & Sons, Ltd.

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A call for longitudinal research in positive organizational behavior

Two studies were conducted including one involving a longitudinal research design to understand better the influential role of the positive psychological capacities of hope, efficacy, optimism, resilience, as well as positive emotions on individual stress, anxiety, and well-being. Study 1 (N = 1,316) was conducted to validate a hypothesized relationship between the positive capacities and well-being. Next, in Study 2 (N = 172), data were collected from participants at 12 points in time over 4 months and random coefficient modeling was used to test hypotheses between variables in a cognitive mediational theoretical framework. Results suggest positive psychological capacities can be a source of positive emotions. In addition, positive emotions and stress mediate the relationship between positive psychological capacities and well-being. A discussion of implications and future research conclude the article.

A Longitudinal Analysis of Positive Psychological Constructs and Emotions on Stress, Anxiety, and Well-Being

Advances in Theory and Research on Authentic Leadership

A total of 57 intervention-based leadership studies that included sufficient data on leader and follower gender were included in this meta-analysis. By intervention, the authors mean any study where the researcher overtly manipulated leadership as the independent variable through training, assignment, scenarios, or other means. Results showed a significant difference in the effect sizes for leadership interventions conducted with all-male and majority-male participants versus all-female and majority-female participant studies; however, these differences varied based on the setting of the intervention, the theoretical basis of the intervention, and the type of outcome. Implications for further research on gender differences with respect to examining cause—effect impact of leadership interventions are discussed.

Ketan H. Mhatre

Papers

Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance.

A call for longitudinal research in positive organizational behavior

A Longitudinal Analysis of Positive Psychological Constructs and Emotions on Stress, Anxiety, and Well-Being

Advances in Theory and Research on Authentic Leadership

The Moderating Effect of Gender on Leadership Intervention Impact An Exploratory Review