Share these talks and lectures with your colleagues
Invite colleaguesWe noted you are experiencing viewing problems
-
Check with your IT department that JWPlatform, JWPlayer and Amazon AWS & CloudFront are not being blocked by your network. The relevant domains are *.jwplatform.com, *.jwpsrv.com, *.jwpcdn.com, jwpltx.com, jwpsrv.a.ssl.fastly.net, *.amazonaws.com and *.cloudfront.net. The relevant ports are 80 and 443.
-
Check the following talk links to see which ones work correctly:
Auto Mode
HTTP Progressive Download Send us your results from the above test links at access@hstalks.com and we will contact you with further advice on troubleshooting your viewing problems. -
No luck yet? More tips for troubleshooting viewing issues
-
Contact HST Support access@hstalks.com
-
Please review our troubleshooting guide for tips and advice on resolving your viewing problems.
-
For additional help, please don't hesitate to contact HST support access@hstalks.com
We hope you have enjoyed this limited-length demo
This is a limited length demo talk; you may
login or
review methods of
obtaining more access.
Printable Handouts
Navigable Slide Index
- Introduction
- What is positive organizational behavior (POB)?
- Translating the formal definition
- The origins of POB
- Positive psychology
- The emergence of POB
- Positive organizational scholarship (POS)
- POS vs. POB
- What makes POB unique?
- The trait-state continuum
- Why organizations like “state-like” constructs
- The foundational POB capacities
- Where did the POB capacities come from?
- Capacity 1: hope
- An example of hope
- Hope measurement
- Capacity 2: optimism
- Example of optimism (1)
- Example of optimism (2)
- Optimism measurement
- Capacity 3: resilience
- Resilience measurement
- Capacity 4: self-efficacy
- Self-efficacy measurement
- Psychological capital (PsyCap)
- Why the term capital?
- PsyCap as a core construct
- Other core constructs
- Research on PsyCap construct
- How to measure PsyCap
- The impact of PsyCap
- The impact of PsyCap on performance over time
- PsyCap and leadership
- PsyCap leaders and followers
- PsyCap and teams
- Training PsyCap
- Summary (1)
- Summary (2)
- Thank you
This material is restricted to subscribers.
Topics Covered
- Psychological capacities
- Positive psychology
- Positive organizational scholarship
- POS
- POB
- Human strengths
- Flourishing
- Trait-state continuum
- State-like constructs
- Hope
- Optimism
- Resilience
- Self-efficacy
- Psychological capital
- PsyCap
- Developmental capacities
- Human Capital
- Core construct
- Psychological capital questionnaire
- PCQ
- Performance impact
- Performance improvement
- Positive leadership
- Psychological capital and teams
- Training interventions and psychological capital
Talk Citation
Peterson, S.J. (2018, September 27). Positive organizational behavior [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved December 10, 2024, from https://doi.org/10.69645/SCQV1359.Export Citation (RIS)
Publication History
Transcript
Please wait while the transcript is being prepared...
0:00
Hello, my name is Suzanne Peterson.
I'm Professor of Management at the W.P.
Carey School of Business at
Arizona State University.
This talk focuses on 'Positive
Organizational Behavior' or simply, POB.
Although the value of positivity at work
is certainly been assumed over the years,
only recently has it become a major
area of focus for theory building,
research, and practice.
Specifically, the talk today will not only
define POB in more specific terms and
differentiate it from other
areas of positivity, but it also
seeks to increase one's appreciation for
the value of positivity at work.
0:40
So what is positive
organizational behavior or POB?
Well, the formal definition
is: The study and
application of positively-oriented
human resource strengths and
psychological capacities that
can be measured, developed and
effectively managed for performance
improvement in today's workplace.
1:01
Let's translate the formal definition.
As I said, POB refers to a set of
psychological capacities that must meet
some specific criteria.
First, the capacities must be positive,
for example,
POB would be concerned with the study
of optimism rather than pessimism, and
would also be concerned with the study
of eustress rather than stress.
Second, the capacities must be theory- and
research-based and validly measurable.
What that means is, all the POB capacities
must have a rich theoretical foundation,
have years of research (empirical and
conceptual) done on them and
have measurement tools
designed to assess them.
These tools must have gone
through validity testing, so
that they can be used in study after study
to be able to measure the POB capacities.
Third, the POB capacities must be
state-like or open to change and
development.
What that means is, instead of being
trait-like or more fixed attributes
that people might be born with or
have developed at an early age.
The POB capacities are psychological
states, meaning they can change.
One day you might feel or
perceive the world one way and
the next day you might feel or
perceive it differently.
That makes them open to change,
development and
training, because they're
not fixed stable attributes.
Finally, the POB capacities
must have performance impact.
From a POB perspective, this study is
only concerned with those capacities
that have the ability to potentially
impact the performance at work.