Institution
Bellevue University
Education•Bellevue, Nebraska, United States•
About: Bellevue University is a education organization based out in Bellevue, Nebraska, United States. It is known for research contribution in the topics: Positive organizational behavior & Genome. The organization has 126 authors who have published 179 publications receiving 9892 citations. The organization is also known as: Bellevue College.
Topics: Positive organizational behavior, Genome, Human capital, Positive psychological capital, Positive psychology
Papers published on a yearly basis
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01 Jan 2006TL;DR: The PsyCap Questionnaire (PCQ) is a measurement tool and the PsyCap Intervention (PCI) as a development aid as discussed by the authors, which can be used to measure the impact of positive organizational behavior.
Abstract: Although there are as many answers to the question of how organizations can gain competitive advantage in today's global economy as there are books and experts, one lesson seems very clear: traditional answers and resources are no longer sufficient. This seminal book offers not only an answer regarding how to gain competitive advantage through people, but also a brand new, untapped human resource-psychological capital, or simply PsyCap. Generated from both the positive psychology movement and the authors' pioneering work on positive organizational behavior, PsyCap goes beyond traditionally recognized human and social capital. But PsyCap is not a vague or unscientific concept: to be included in PsyCap, a given positive construct must be based on theory, research, and valid measurement, must be open to development, and must have measurable performance impact. The positive constructs that have been determined to best meet these PsyCap criteria, efficacy (confidence), hope, optimism, and resiliency, are covered in separate chapters in Psychological Capital. After exploring other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage, the authors summarize the research demonstrating the performance impact of PsyCap. They go on to provide the PsyCap Questionnaire (PCQ) as a measurement tool, and the PsyCap Intervention (PCI) as a development aid. Utility analysis indicates that investing in the development of PsyCap as presented in this book can result in a very substantial return. In total, Psychological Capital provides theory, research, measurements, and methods of application for the new resource of psychological capital, a resource that can be developed and sustained for competitive advantage.
1,516 citations
TL;DR: In this paper, two studies (N = 1,032 and N = 232) test hypotheses on the impact that the selected positive psychological resource capacities of hope, optimism, and resilience have on desired work-related employee outcomes.
1,436 citations
TL;DR: A review article examines representative positive traits (Big Five personality, core self-evaluations, and character strengths and virtues), positive state-like psychological resource capacities (efficacy, hope, optimism, re siliency, and psychological capital), positive organizations (drawn from positive organization scholarship), and positive behaviors (organizational citizenship and courageous principled action) as discussed by the authors.
1,281 citations
VU University Amsterdam1, University of Pennsylvania2, University of Maryland, Baltimore3, Cornell University4, New Mexico State University5, Qatar Airways6, Louisiana Tech University7, Université du Québec8, Stockholm School of Economics9, University of Buenos Aires10, University of Alberta11, University of Indonesia12, University of Queensland13, Bellevue University14, London Business School15, Western Illinois University16, University of Memphis17, Fudan University18, Boğaziçi University19, University of Reading20, University of South Africa21, Athens University of Economics and Business22, Ludwig Maximilian University of Munich23, University of Calgary24, University of Burgundy25, National Sun Yat-sen University26, Hong Kong Polytechnic University27, Indian Institute of Management Ahmedabad28, City University of Hong Kong29, Lincoln University (New Zealand)30, University of Lethbridge31, Wayne State University32, University College Dublin33, Indiana University34, Kuwait University35, Technion – Israel Institute of Technology36, University of Giessen37, The Chinese University of Hong Kong38, University of Zurich39, Fordham University40, Complutense University of Madrid41, University of Nebraska–Lincoln42, INCAE Business School43, National University of Malaysia44, Opole University45, Hong Kong Baptist University46, Tbilisi State University47, Ohio State University48, University of Wrocław49, Alexandria University50, University of San Francisco51, Melbourne Business School52, Bentley University53, University of Los Andes54, I-Shou University55, Johannes Kepler University of Linz56, International Labour Organization57, Smith College58, Copenhagen Business School59, Chungnam National University60, National University of Singapore61, Tilburg University62, Hong Kong University of Science and Technology63, Thammasat University64, Sewanee: The University of the South65, FernUniversität Hagen66, Soochow University (Suzhou)67, University of St. Gallen68, Kumamoto University69
TL;DR: In this paper, the authors focus on culturally endorsed implicit theories of leadership (CLTs) and show that attributes associated with charismatic/transformational leadership will be universally endorsed as contributing to outstanding leadership.
Abstract: This study focuses on culturally endorsed implicit theories of leadership (CLTs). Although cross-cultural research emphasizes that different cultural groups likely have different conceptions of what leadership should entail, a controversial position is argued here: namely that attributes associated with charismatic/transformational leadership will be universally endorsed as contributing to outstanding leadership. This hypothesis was tested in 62 cultures as part of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) Research Program. Universally endorsed leader attributes, as well as attributes that are universally seen as impediments to outstanding leadership and culturally contingent attributes are presented here. The results support the hypothesis that specific aspects of charismatic/transformational leadership are strongly and universally endorsed across cultures.
1,227 citations
TL;DR: For example, this paper found that psychological capital was positively related to extrarole organizational citizenship behaviors (OCBs) and negatively to organizational cynicism, intentions to quit, and counterproductive workplace behaviors, with one exception, psychological capital also predicted unique variance in these outcomes beyond demographics, self-evaluation, personality, and person.
620 citations
Authors
Showing all 128 results
| Name | H-index | Papers | Citations |
|---|---|---|---|
| Philippe Berthelot | 29 | 113 | 2828 |
| Gilles Thuret | 28 | 209 | 3095 |
| R.M. Joeckel | 24 | 79 | 1472 |
| Alain Viallon | 18 | 35 | 1269 |
| Stephane Guyomarc'h | 16 | 23 | 777 |
| John Kyndt | 16 | 25 | 811 |
| H. Raberin | 14 | 35 | 743 |
| J. Hafid | 14 | 32 | 706 |
| C. Venet | 13 | 17 | 956 |
| P. Flori | 13 | 33 | 649 |
| Jianqiang Hao | 12 | 20 | 384 |
| Jean-Claude Bertrand | 11 | 14 | 636 |
| Carolyn M. Youssef | 11 | 15 | 5020 |
| Ghassan Maalouf | 11 | 48 | 451 |
| Cassie A. Eno | 10 | 25 | 717 |