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This study aims to discuss epistemological and theoretical fundamentals of Positive Organizational Behavior (POB) scientifical research based on Positive Psychology (PP) contributions. The method applied consists in a theoretical essay, exploring POB and PP literature. Thus, the importance of considering the variety of epistemologies that can lead to different methodological and theoretical approaches to work-related psychosocial phenomena is defended. To achieve this, the positivist approach in social sciences is problematized. Next, the contributions of positive psychology in organizations to POB studies are discussed. Following this, the relationship between the objectivist approach and the sociological paradigms proposed by Burrell and Morgan (1979) is presented in PP and POB studies. The study concludes that the clarity of academic research on epistemological bases can imply a deeper and more contextualized understanding research, people and organizations' development, fostering to a critical and reflective vision. [ABSTRACT FROM AUTHOR]

The purpose of this study is to find potential effect of organizational justice (OJ) perceptions on the development of psychological capital (PsyCap) attributes, among school teachers. A stratified sample of 400 teachers (male and female) of primary, secondary, and higher secondary schools was extracted from the district of Dera Ismail Khan, Pakistan. To measure OJ perception and PsyCap, a structured questionnaire was adapted using two scales (OJ-18, and CPC-12), respectively. Results implied that teachers' perceptions of OJ and positive organizational behavior have significant positive relationship with PsyCap. More specifically, all the three sub-constructs of OJ i.e. Procedural Justice (PJ), Distributive Justice (DJ and Interactional Justice (IJ) have significant positive effect over PsyCap attributes among schoolteachers. It is concluded that developing justice perceptions; can aid in identification, measurement and subsequently development of PsyCap attributes among schoolteachers. [ABSTRACT FROM AUTHOR]

This study explores non-profit sport employees' perceptions of micro-corporate social responsibility (CSR) initiatives' influence on their engagement, job satisfaction, and organizational citizenship behaviors. The study fills a critical gap in research concerning micro-CSR and non-profit sport organizations which is meaningful as micro-CSR has the potential to improve individual and organizational performance. Drawing on the positive organizational behavior literature, the study tests the mediating role of employees' psychological capital (PsyCap) using conditional process analyses and the bootstrap method to estimate the significance of indirect effects. To test these relationships, a cross-sectional survey was administered to 120 non-profit sport employees from state and regional golf associations across the United States. The findings indicate that PsyCap mediates the relationship between the employee perceptions of CSR and job engagement, job satisfaction, and organizational citizenship behaviors. This study expands the micro-level CSR literature by examining the importance of employees' positive perceptions of CSR. The study also contributes to the understanding of PsyCap as an underlying mechanism linking CSR with positive outcomes at the individual level. [ABSTRACT FROM AUTHOR]

Positive psychological capital (PsyCap) is a key measure of workplace positivity, yet its organizational impact may be somewhat limited by current measurement practices. Given its state-like and malleable nature, organizations need accurate yet brief measures to allow for repeated measurement of PsyCap. A very short PsyCap instrument could be used in various ways by organizations to measure and track employee positivity, thus enabling management to make decisions with more insight. Similarly, for researchers, a much shorter scale could dramatically improve research efficiency and response rate, opening up new perspectives in PsyCap research. In this paper, initial evidence is provided for the validity of a short PsyCap measure across multiple samples of working adult populations (N = 1331 in total) from four different countries (United States, China, Germany, and Hungary). Consistent with prior research, we propose a five-item PsyCap measure, the PCQ-5, consisting of one item from the dimensions of self-efficacy, resilience, and optimism and one item for each facet of the hope dimension (agency and pathways). The proposed PCQ-5 shows internal consistency reliability and good fit for a single factor global PsyCap model across all samples. Moreover, like the PCQ-24, the PCQ-5 is associated with meaningful workplace outcomes such as job performance, job satisfaction, OCBs, voice, and helping behaviors, and it is negatively related to deviant behaviors like CWBs. [ABSTRACT FROM AUTHOR]

The present study was conducted to design and test a model of some antecedents of positive organizational behavior. The design of the current study was correlation using structural equation modeling. The participants in the research were employees who were chosen using a stratified random sampling method and answered the questionnaires on a leader-member exchange, organization-oriented self-esteem, positive organizational behavior, perceived organizational support, role ambiguity, and psychological ownership. Evaluation of the proposed model was done through structural equation modeling. The bootstrap method was also used to check the indirect relationships in the proposed model. The results showed that the proposed model has a good fit with the data. The findings also indicated the significance of the direct effect of the variables of psychological ownership, leader-member exchange, and perceived organizational support on positive organizational behavior. Indirect relationships through organizational self-esteem were also confirmed. Based on the findings of the present research, which confirms the fit of the proposed research model with the data, as well as direct and indirect relationships, it is recommended to pay attention to the variables affecting positive organizational behavior. [ABSTRACT FROM AUTHOR]

The purpose of the study was to design an original questionnaire for diagnosing positive organizational behavior (POB) of employees and further test its psychometric indicators of validity and reliability. The author of the concept of POB F. Luthans did not offer any diagnostic tool for assessing it; therefore, the authors decided to create own questionnaire. A theoretical analysis of the concept and existing scales for diagnosing the five components of POB (self-efficacy, hope, optimism, subjective well-being and emotional intelligence) was conducted. The empirical study was in the form of an online survey. The sample consisted of 172 respondents, aged 22 to 60, who worked in various fields of activity. The psychometric indicators of the POB questionnaire were assessed, including the reliability and consistency of the items, the correspondence of the theoretical conceptualization to the factorial structure of the questionnaire. The construct validity of the questionnaire was tested using The Satisfaction With Life Scale by E. Diener et al. (adapted by D. Leontiev and E. Osin) and The Life Orientation Test by M. Scheier et al. (adapted by T. Gordeeva, O. Sychev and E. Osin). As a result of the confirmatory factor analysis, a five-factor structure of the questionnaire was formed, which corresponded to the ideas about the five-component structure of POB in F. Luthans’ theoretical concept. The reliability was assessed by analyzing the values of Cronbach’s alpha. The results showed sufficient reliability and consistency of the items of the questionnaire (the value of Cronbach’s alpha of the total scale of POB was 0.890). The assessment of construct validity confirmed the presence of significant relationships between the individual subscales of the POB questionnaire and the scales of satisfaction with life and life orientation, which indicated the substantive similarity of the scales. The study showed that the created measuring tool had sufficient validity and reliability and could be used for further research purposes.

The need for positive organizational behavior research has resulted in the popularization of the concept of work engagement. Many researchers have examined its proximal antecedents, but little scientific attention has been focused on emotions and the non-work domain of employees’ lives. Thus, the aim of this research was to study the relationship between recovery experiences, job-related affective well-being, and work engagement. A total of 279 Croatian employees participated in an online study. They filled in Job Affective Well-Being Scale, Recovery Experiences Questionnaire, short Utrecht Work Engagement Scale, and a demographic questionnaire. The results demonstrated that recovery strategies and positive workplace emotions explained 63,4% variance of work engagement. Positive emotions mediated the relationship between recovery experiences and work engagement when recovery was measured as relaxation, developing mastery experiences, and high control over leisure time. Negative emotions mediated only relationship between relaxation and work engagement. Altogether, this study expends previous knowledge and confirms the interaction between employees’ work and non-work domains of life. [ABSTRACT FROM AUTHOR]

The quality of a student-athlete's experience can be a product of the services provided by their sponsoring sport organization. In an attempt to improve the student-athlete experience, this study was positioned to examine how collegiate sport services could use academic psychological capital (PsyCap) and student-athlete engagement to promote school satisfaction and psychological well-being. A total of 248 National Collegiate Athletic Association Division I student-athletes participated in this study. Results indicated that academic classification moderated academic PsyCap's influence on engagement. In addition, the academic PsyCap of the student-athletes positively influenced school satisfaction and psychological well-being, but student-athlete engagement fully mediated the relationship between academic PsyCap and psychological well-being. This empirical evidence provides new knowledge on the relationships among student-athletes' motivational cognitive constructs, educational engagement, school satisfaction, and psychological well-being in the context of highly competitive collegiate sports. Theoretical and practical implications are discussed, including incorporating the results with services provided to student-athletes. [ABSTRACT FROM AUTHOR]

The purpose of this article is to conceptualize a novel theoretical occurrence—team physical activity (PA)—and its relevance for researchers and organizations. By building a testable model of the consequences and contingencies of team PA, we integrate the science of teamwork with the scholarly domain of employee health and well-being. Hence, we clarify the construct of team PA, present a three-dimensional typology, and outline a model drawing on neuroscience, positive organizational behavior, and teams research. Our propositions and subsequent discussion proffer an outline of potential benefits for organizations when they increase the utility and frequency of team PA. We also suggest ways in which researchers can advance scholarship in this area. [ABSTRACT FROM AUTHOR]

Communication quotient of a manager helps him to adjust his communication style. In this research, the researcher has investigated the positive organizational behavior and demographic factors affecting the communication quotient of managers in the keshavarzi Bank. This research is applied in terms of purpose and descriptive in terms of data collection. The statistical population includes managers, assistants and experts of the keshavarzi bank in the whole of Tehran province in the number of 387 people, and based on Morgan 's table, the sample number was calculated to be 193 people, who were selected using random sampling method. The research tools were the standard psychological capital questionnaires of Luthans et al. (2007) and Burmester 's communication competence (1988). The validity of the questionnaires was confirmed based on face and content validity, 0.893, and Cronbach\'s alpha method was used for the reliability of the questionnaire, and its values were 0.79 for the psychological capital questionnaire and 0.83 for the communicative competency. Data analysis was done at two descriptive and inferential levels using the correlation method. The findings showed that demographic factors and variables of positive organizational behavior have created a positive and significant relationship with communication quotient. But among the personality traits, only gender variable 25 percent and marriage variable 35 percent; And in the dimensions of positive organizational behavior, only the dimension of optimism 30 percent was able to explain the changes in communication quotient.

Retail is one of the most severely impacted sectors by the COVID-19 pandemic. The end of a pandemic is no relief for managers as the recovery phase is all the more challenging. In the 'new normal,' consumers' reluctance to visit stores adds to retail store managers' global challenges. Store managers had to rethink their business plans to innovate for sustenance. The article demonstrates a novel approach to discovering the strategic shift of the managers of the retail stores for apparel to boost positivity from the employees' subjective perspective in the post-pandemic era. Dynamic, ingenious, and morally stable leadership styles help to draw insights for exploring the mechanism with which the managers of the retail stores of apparel brands induce positive organizational behavior--the links of the constructs of a theoretical model frame into hypotheses. The sample is of 300 employees in apparel retail stores. Structural equation modeling empirically validated the approaches. The findings revealed that only an ingenious leadership style could induce positivity among the current employees in apparel retail stores. The study will give valuable insights into the applications of store managers to implement novel strategic decisions in their leadership styles. [ABSTRACT FROM AUTHOR]

Compared with incremental innovation, breakthrough innovation is essential to sustaining competitive advantage, but breakthrough innovation has the characteristics of high standards and strict requirements. As the main body and foundation of enterprises, the attitude and behavior of employees play a vital role in enterprise innovation. Based on the positive organizational behavior theory and knowledge management theory, the purpose of this paper is to investigate the relationship between psychological capital and breakthrough innovation, and we also integrate tacit knowledge sharing and task interdependence into the research framework, so as to further explore the influence mechanism of employees’ psychological capital on breakthrough innovation. Utilizing a quantitative method, this study takes employees of Yunnan coffee enterprises as investigation objects, the data was analyzed using regression analysis through SPSS 24.0, and the existence of mediation was further verified by Bootstrap test. The results showed that the psychological capital of employees have a positive impact on breakthrough innovation; tacit knowledge sharing partially mediates the relationship between psychological capital and breakthrough innovation; and task interdependence plays a moderating role, that is, the stronger the task interdependence, the stronger the influence of employee psychological capital on breakthrough innovation. This study enriches the research on the influencing factors of breakthrough innovation of Yunnan coffee industry, expands the application scenarios of the related theory, emphasizes that the importance of psychological capital and the breakthrough innovation is the result of the interaction and value-added linkage of various internal and external resources. [ABSTRACT FROM AUTHOR]

Self-report and monomethod bias threaten the validity of positive work and organizations research. The current study used multitrait-multimethod analyses to examine the relationship between PERMA+4 and work role performance (adaptivity, proactivity, and proficiency) beyond self-report and monomethod bias. Findings from 221 coworker pairs demonstrated convergence between self-reported and collateral-reported PERMA+4 (r >.85) and work role performance (r >.85). A multitrait-multimethod matrix showed that monomethod trait interrelationships were systematically higher than heteromethod trait interrelationships with inflated correlations ranging from.07 to.20. Monomethod parameter estimates and coefficients of determination were generally higher than in bias corrected self-reports, knowledgeable collateral-reports, and heteromethod parameter estimates. The results provide support for the validity of the relationship between PERMA+4 and work role performance, but also suggest the importance of including procedural design and statistical control methods in positive work and organizations surveys to correct for self-report and monomethod bias. [ABSTRACT FROM AUTHOR]

The Georgia 4-H program is the largest youth organization in the state andempowers youth participants to become autonomous and productive members ofsociety. 4-H involvement has been linked to positive youth development outcomes, including leadership and vocational skills, increased self-confidence, and meaningful relationships. The focus of this study was to identify key strengths ofthe 4-H program, as indicated by Foundation Advisory Board members (some ofwhom were 4-H alumni), to guide future programming and curriculum efforts.Strengths were examined through an appreciative inquiry using organizationalmeasures, including positive youth development as conceptualized by T he Five C’s Model (Lerner et al., 2000) and positive organizational behavior as conceptualized by the C . H.O .S.E. characteristics (Luthans, 2002). Through a modified Delphi approach, an expert panel (n =31) identified and reached consensus regarding perceived strengths of the Georgia 4-H program. Eighty-seven items were retained after the Delphi process and were analyzed using the constant comparative method (CCM). Of these 87 items, 41 received a unanimous individual consensus rating. Seven themes emerged following the CCM analysis, including 4-H Organization – General; 4-H Organization – Leadership andSupport; Leadership and Professional Development; Character and Life SkillsDevelopment; Youth Development; Diversity, Accessibility, and Inclusion; and Programming and Opportunities.

Entrepreneurs substantially increase job growth, social mobility, and economic development. Yet, many potential entrepreneurs never start a business due to the fear of failure and the perceived difficulties. Entrepreneurs may unleash their potential and contribute to their societies if we better understand how and when entrepreneurial resilience develops. I examine how three entrepreneurs reproduced the rags-to-riches plot, a revelatory plot for entrepreneurial resilience when the protagonists are businesspeople, over their life courses. I use the positive deviance sampling strategy, and select Vitali Hakko, İdris Yamantürk, and Ataman Özbay to conduct a multiple case study to address this research question. I follow the abstractionist narrative paradigm to analyze these entrepreneurs’ autobiographies and archival data, and offer an actor-centered and analytically generalizable theoretical framework. According to this analysis, the generating mechanism ‘chasing and stretching’ enables entrepreneurs to reproduce the rags-to-riches plot without walking down a dark path. While trauma memories, awareness of limitations and voluntary self- restriction constitute the aggregate dimension ‘stretching’, emphasizing trauma, love of work, embracing difficulties, and setting grand goals shape the other aggregate dimension ‘chasing’. The interwoven mechanism ‘chasing and stretching’ helps entrepreneurs to improve their own and the world’s living conditions while embracing strong work ethics. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the relationship between the leadership behaviors of the school principals and the psychological capital of the teachers. The population of the research consists of 28,745 primary and secondary public school teachers in nine districts of Ankara. The sample of the study consists of a total of 731 teachers selected through stratified sampling. The "Psychological Capital Scale" and the "Leadership Practices Inventory" was used. Gender, school type, and seniority variables significantly differentiate the teachers' perceptions of the school principals' leadership behaviors and the teachers' psychological capital levels. The teachers' perceptions of their psychological capital were the lowest in the humor dimension and the highest in the wisdom dimension. The regression analysis indicates that according to the teachers' perceptions, the principals' leadership behaviors are a significant predictor of the teachers' psychological capital. [ABSTRACT FROM AUTHOR]

Prior research on the effects of leader humility implies that the more humility the leader exhibits, the greater the positive effect on recipients (e.g., followers and teams). However, little or no attention has so far been paid to the effects on the actors (e.g., leaders), who espouse humble behavior. In response to recent calls to theorize and examine how humility impacts these actors, this research draws on moral licensing theory, adopting an actor-centric approach to examine the mechanisms through which leader humility can lead to unethical behavior, such as unethical behavior for an organization (pseudobeneficial) and unethical behavior toward the organization (detrimental). Ultimately, we propose leader relational accountability as a moderator to mitigate the moral licensing effect of humble leaders. Results from a survey study provide support for the proposed hypotheses. [ABSTRACT FROM AUTHOR]

Abstract Background Positive Organizational Behavior (POB) as an application of positive psychology provides the opportunity to nurses to deliver an effective and high-quality service. This study aims to predict positive organizational behavior based on structural and psychological empowerment among Nurses. Method In this descriptive-analytical study, the selected population was the nurses working in university hospitals affiliated to Kermanshah University of Medical Sciences, of which 152 people were selected using quota sampling strategy and according to the set entry criteria. The research data were collected using the standard questionnaires of Kanter’s Structural Empowerment, Spreitzer’s Psychological Empowerment, and Luthans’ Positive Organizational Behavior, and were then entered into SPSS16 software. Results There are significant and direct relationships between the elements of structural empowerment with positive organizational behavior (r = 1.496), and psychological empowerment with positive organizational behavior (r = 1.379). Overall structural and psychological empowerment criteria predict 29% of variance in positive organizational behavior among nurses. Conclusion This study highlights the importance of structural and psychological empowerment as strong predictors for positive organizational behavior.

Psychological capital is a focal component of authentic leadership theory. The importance and growing popularity of psychological capital stem from its positive effect on desirable employee work-related attitudes and behaviors, which is particularly pronounced in the service industries. However, empirical research on the relationship between authentic leadership and psychological capital in the hospitality industry is scarce. In order to fulfil this gap in the literature, the present study investigates the influence of authentic leadership on hotel employees’ psychological capital, additionally examining the moderating role of organizational structure. Hypotheses were tested using hierarchical multiple regression analysis on a sample of 226 employees from 24 hotels in Croatia. The findings confirmed that managers who demonstrate authentic leadership behaviors are able to positively impact hotel employees’ psychological capacities of hope, optimism, resilience and self-efficacy. However, there was no empirical evidence to support the hypothesized moderation effect of organic organizational structures in the said relationship.

This study provides a new perspective on servant leadership research by examining the social influence of the servant leadership of individuals who are not in a supervisory position. Drawing on servant leadership and social learning theories, we examine how the servant leadership of managers in support roles can initiate a social learning process that shapes the leadership style of line managers and thereby influences employee outcomes throughout the organization. To facilitate the integration between servant leadership and social learning theories, we also examine the role of efficacy beliefs in enhancing the effectiveness of the social learning process. Using nested, time-lagged data from 667 store managers, 121 line managers, and 23 human resource managers (i.e., support managers), we find that support managers' servant leadership positively influences organizational members' perceptions of overall justice and leader-member exchange through line manager servant leadership. In turn, employees' favorable perceptions stemming from line manager servant leadership enhance the employees' organizational commitment and job satisfaction. The results also indicate that high leadership self-efficacy augments line managers' effectiveness in emulating servant leadership behaviors from support managers and reinforces the indirect effects on organizational members' favorable perceptions. [ABSTRACT FROM AUTHOR]

This study explores gratitude as a multidimensional and work-specific construct. Utilizing a sample of 625 employees from a variety of positions in a medium-sized school district in the United States, we developed and evaluated a new measure, namely the Work Gratitude Scale (WGS), which encompasses recognized conative (intentional), cognitive, affective, and social aspects of gratitude. A systematic, six-phased approach through structural equation modeling (SEM) was used to explore and confirm the factorial structure, internal consistency, measurement invariance, concurrent, convergent, and discriminant validity of the WGS. The results supported a 10-item measure with three dimensions: "grateful appraisals" (three items), "gratitude toward others" (four items), and "intentional attitude of gratitude" (three items). Thereafter, first-order, second-order, and bifactor confirmatory models were estimated and compared. Work gratitude was found to be best described by a second-order construct with three underlying first-order dimensions. Measurement invariance was supported in relation to gender. Concurrent validity was supported in relation to two existing dispositional gratitude scales, namely the Gratitude Questionnaire and the Gratitude, Resentment, and Appreciation Scale (GRAT). Convergent validity was supported in relation to the Core Self-Evaluations Scale (CSES) and the Psychological Capital Questionnaire. Discriminant validity was supported in relation to various demographic factors such as age, gender, occupation, and tenure. The findings support the WGS as a multidimensional measure that can be used in practice to measure overall work-related gratitude and to track the effectiveness of gratitude-related workplace interventions. [ABSTRACT FROM AUTHOR]

Aim: Human resource management can create a better working life for employees to develop a happy organizational environment. To achieve this goal, it is necessary to discover and understand the mechanism of positive emotions in the workplace. In this regard, this study aimed to investigate the humor model of employees in the workplace in Parsian Gas Refining Company. Methods: This research was conducted for applied-developmental purposes using a qualitative approach and the theory of data basis. Semistructured interviews were conducted with 15 college experts and managers of Parsian Gas Refining Company to determine the components of the humor model in the workplace using a purposive sampling method, observing the saturation rule. In the quantitative part, a researchermade questionnaire was used based on the qualitative aspect of the research to evaluate the suitability of the developed conceptual model. The validity of the questionnaire was calculated using the content validity ratio, and its reliability was evaluated by comparing the reliability of the two coders. Results: The analysis of the interviews led to the extraction of 51 concepts, which were clas sified into six categories: causal factors, central phenomena, contextual factors, intervening factors, strategies, and consequences. Conclusions: Mental and physical rest of workers is essential in today's work environment. One of the most effective means to achieve this goal and create a pleasant work environment is humor in the workplace. The results of this study could help managers identify strategies to promote or prevent the occurrence of such behaviors. [ABSTRACT FROM AUTHOR]

This study explores gratitude as a multidimensional and work-specific construct. Utilizing a sample of 625 employees from a variety of positions in a medium-sized school district in the United States, we developed and evaluated a new measure, namely the Work Gratitude Scale (WGS), which encompasses recognized conative (intentional), cognitive, affective, and social aspects of gratitude. A systematic, six-phased approach through structural equation modeling (SEM) was used to explore and confirm the factorial structure, internal consistency, measurement invariance, concurrent, convergent, and discriminant validity of the WGS. The results supported a 10-item measure with three dimensions: “grateful appraisals” (three items), “gratitude toward others” (four items), and “intentional attitude of gratitude” (three items). Thereafter, first-order, second-order, and bifactor confirmatory models were estimated and compared. Work gratitude was found to be best described by a second-order construct with three underlying first-order dimensions. Measurement invariance was supported in relation to gender. Concurrent validity was supported in relation to two existing dispositional gratitude scales, namely the Gratitude Questionnaire and the Gratitude, Resentment, and Appreciation Scale (GRAT). Convergent validity was supported in relation to the Core Self-Evaluations Scale (CSES) and the Psychological Capital Questionnaire. Discriminant validity was supported in relation to various demographic factors such as age, gender, occupation, and tenure. The findings support the WGS as a multidimensional measure that can be used in practice to measure overall work-related gratitude and to track the effectiveness of gratitude-related workplace interventions.

Today, with globalization, developments in information and communication technologies, almost all organizations continue their activities in dynamic environment that brings great risks and competitive pressures. In this highly dynamic and turbulent business environment, it is considered an important priority for organizations to be innovative in order to survival and gain sustainable competitive advantage. Employees play an important role in the organizational innovation or innovation process. In particular, it can be said that the innovative behavior of employees is vital for the innovation performance of an organization. The main purpose of this research examined the relationship between psychological capital and innovative behavior with psychological safety as mediator. The sample of the research consisted of 320 participant working in the textile industry. Explanatory and confirmatory factor analysis, descriptive statistics, correlation, and bootstrap regression analyses are used to analyze the data obtained from the participants by the questionnaire method. The outcomes of research indicate that psychological capital significantly innovative behavior both directly and indirectly through psychological safety. In addition, the research also confirm the partially mediator role of psychological safety between psychological capital and innovative behavior. In this study, theoretical and practical implications for employees' innovative behaviors at work are presented. [ABSTRACT FROM AUTHOR]

Are Zen workplaces the foture ofCOVID survived workplaces? The purpose of this paper is to understand fUturistic Zen workplaces from the South Asian perspective. From the existing literature on the culturally rich heritage of South Asia, crucial factors like workplace ostracism, workplace belongingness, counterproductive work behavior, organizational citizenship behavior, mindfUlness, and wellbeing were chosen for the study. A systematic study of 200 research papers was carried out to understand the concepts defining Zen Workplaces of Future from 2016-2020. The study then narrowed dawn these research articles to 50 relevant research articles to arrive at the six constructs chosen for the study. A literature review has been done systematically to understand the historical and cultural background of Zen Practices in South Asia and how can these be brought to the CO VID survived fUturistic workplaces. Due to the limitation of studies in the fUturistic context of Zen Workplaces, in South Asia with the chosen set of crucial factors, the research was initiated in this direction. A conceptual framework is developed based on the insights derived from the reviewed literature. The paper studies belongingness and organizational citizenship behavior as positive organizational behavior, counterproductive work behavior and ostracism as challenges to the workplaces of the foture and mindfUlness and wellbeing as positive interventions in the building off uturistic Zen Workplaces. [ABSTRACT FROM AUTHOR]

The purpose of this study is to present a model for teachers’ productivity with positive organizational behavior approach. The research method was mixed. In the qualitative strategy, meta-synthesis method and fuzzy Delphi were employed, and in the quantitative strategy, descriptive-survey method was used. At the fuzzy Delphi stage, 12 education and management faculty members of some state universities, Payame Noor University and Islamic Azad University and at the quantity side, a statistical sample of 384 primary and secondary school teachers were selected. Using the meta-synthesis method, 3 categories, 4 subcategories, 22 concepts and 79 indicators were identified. The model we obtained is founded on three main constructs: a. input construct, including cognitive an behavioral factors, b. process construct, including planning and deploying, creating appropriate learning environment, and c. output construct, including effectiveness and efficiency. In terms of confirmatory factor analysis, the second order has a good fit.

Örgütsel verimlilik açısından çalışanların iş tatmin düzeylerinin yükseltilmesinde en önemli faktör olarak algılanan örgütsel destek ve psikolojik sermaye kavramları öne çıkmaktadır. Bu çalışmada da algılanan örgütsel desteğin iş tatmini üzerindeki etkisinde psikolojik sermayenin aracı rolünün olup olmadığı araştırılmıştır. Bu amaçla Gaziantep ilinde 4 ve 5 yıldızlı otellerde çalışan 267 çalışandan anket aracılığıyla ile veri toplanmıştır. Verilerin analizinde doğrulayıcı faktör analizi, korelasyon, güvenirlilik analizleri yapılmış ve yapısal eşitlik modeli ile modelin uyum iyiliği testleri ve regresyon analizi yapılmıştır. Aracılık rolünü test edebilmek için ise dolaylı etkilerin anlamlılığına bakılmış ve bunun için boostrap yöntemi kullanılmıştır. Analiz neticesinde psikolojik sermayenin algılanan örgütsel destek ile iş tatmini arasındaki ilişkide kısmi aracılık rolü olduğu tespit edilmiştir.

Purpose: The purpose of this study was to investigate the effects of a neuro-linguistic programming course on job stress, positive organizational behavior and job motivation among physical education teachers of Khorasan Razavi province of Iran. Material: The statistical population of the study consisted 150 physical education teachers of Khorasan Razavi province. 40 physical education teachers were selected as statistical sample. At first, the questionnaires of job stress of Steinmetz (2002), Luthans Psychological Capital questionnaire (2007) and Hackman job motivation questionnaire (1976) were administered to the subjects and then the subjects received the presented protocol. At the end of the course questionnaires were re-presented. Data were analyzed using repeated measures ANOVA and Bonferroni post hoc test at 5% error level. Results: The results showed that neuro-linguistic programming had a significant increase in job motivation and positive organizational behavior and a significant decrease in teachers' job stress (P

Introduction: Today, organizations need employees who have high levels of energy and psychological capacity to identify and use resources and promote positivism in the organizations. The weakness of traditional management approaches in understanding the exact motivation of employees and improving their performance, given the internal environment of organizations, requires a new approach based on intrinsic motivation and self-management, which is called work-oriented positivism. Materials & Methods: In this regard, the present study aimed to design a positive-oriented organizational behavior model in government organizations with an emphasis on Iranian Islamic values. Also, the reliability of the modle questionnaire based on Cronbach's alpha test was confirmed. This research is a descriptive-correlational and basic study in terms of purpose. Findings: Data analysis of the study was performed using SPSS software which was expressed using different tests such as T-test, correlation coefficient and analysis of the relationship between variables. In order to prioritize and determine the importance of each component of the research, the software expert choice was used, which performs the prioritization work based on the hierarchical analysis process method. Discussion & Conclusions: Based on the findings, the priority of the components of each of the research variables was expressed and when comparing the dimensions of the proposed conceptual model with the components of Lutans' positive positivist organizational behavior model, it can be said that the proposed model is in accordance with other components of Islamic values, ​​ which were approved by experts under the title of Islamic Organizational Positive Behavioral Organizational Behavior.

Introduction: Job satisfaction is considered as an important factor for increasing efficiency and individual satisfaction in the organization. The purpose of this study was to test the structural model of positive organizational behavior and job satisfaction with the mediating role of job stressors. Methods: Research design was correlation through structural equation modeling (SEM) and the sample consisted of 150employees that working in university of Bojnord, who were selected by stratified random sampling method. Participants in this study were measured using occupational stress, psychological capital, and job satisfaction questionnaires. Reliability and validity all of the questionnaires were accepted. Structural equation modeling (SEM) through Amos-23 and SPSS-23 software packages was used for data analysis. In addition, Preacher and Hayes’ SPSS Macro program was used for testing mediation. Results: The results showed that the proposed model fits the data properly. Positive organizational behavior has a direct effect on job satisfaction and job stressors (p

The aim of this study is to investigate the predictive relationship between authentic leadership and trust to supervisor. The data were collected from 104 employees from a variety of jobs and industries in a collectivistic culture, Turkey. In the scope of this study, existing scales are used to collect data. Employees completed the ten-itemed one factor solution trust to supervisor scale and sixteen-itemed four factor solution authentic leadership scale. Structural equation modeling was conducted to test the research hypothesis. The structural equation modeling results showed a strong positive relationship between authentic leadership and trust to supervisor. The results are discussed along with practical implication, suggestions for future research and limitations.

Background: Positive Organizational Behavior (POB) as an application of positive psychology provides the opportunity to nurses to deliver an effective and high-quality service. This study aims to predict positive organizational behavior based on structural and psychological empowerment among Nurses. Method: In this descriptive-analytical study, the selected population was the nurses working in university hospitals affiliated to Kermanshah University of Medical Sciences, of which 152 people were selected using quota sampling strategy and according to the set entry criteria. The research data were collected using the standard questionnaires of Kanter's Structural Empowerment, Spreitzer's Psychological Empowerment, and Luthans' Positive Organizational Behavior, and were then entered into SPSS16 software. Results: There are significant and direct relationships between the elements of structural empowerment with positive organizational behavior (r = 1.496), and psychological empowerment with positive organizational behavior (r = 1.379). Overall structural and psychological empowerment criteria predict 29% of variance in positive organizational behavior among nurses. Conclusion: This study highlights the importance of structural and psychological empowerment as strong predictors for positive organizational behavior. [ABSTRACT FROM AUTHOR]

The purpose of this study was designing and testing a model of some antecedents (perceived organizational support, leader-member exchange, role ambiguity, Psychological ownership, organization-based self-esteem) of positive organizational behavior. The Statistical Population included all employees of Khuzestan Regional Electric Company. From this Population, 350 employees were selected by stratified random sampling method. The participants responded to positive organizational behavior, organization-based self-esteem, leader-member exchange, Psychological ownership, perceived organizational support and role ambiguity questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested using the bootstrap procedure. Results indicated that the proposed model fitted the data properly. Findings also showed that the direct effects of psychological ownership, perceived organizational support and leader-member exchange on positive organizational behavior were confirmed. Also, the mediating role of organization-based self-esteem on all relationships was supported. According to findings regarding fitness of the proposed model with the data and direct and indirect relationships, concerning the antecedent variables of positive organizational behavior was recommended.

Summary: The complex nature of work tasks leads many organizations to organize work around teams, which must develop the capacity to cope with and adapt to a variety of adverse situations. However, our knowledge and understanding of what enables and inhibits the development of resilient teams, that is, change in teams' resilience capacity, have yet to be fully developed. Drawing on the build hypothesis of broaden‐and‐build theory, we explore the dynamic emotional, social, and cognitive elements that underlie change in team resilience capacity. We posit that a change in a team's emotional culture of joy predicts change in team resilience capacity through both social and cognitive mechanisms (i.e., change in mutuality and change in reflexivity). The results from a two‐wave study involving 91 teams (comprising 1291 individual responses) indicate that the positive relationship between change in the emotional culture of joy and change in team resilience capacity is mediated by change in mutuality and change in reflexivity. This research advances the emerging literature on team resilience by theoretically delineating the underlying affective, social, and cognitive collective mechanisms that lead to within‐team variability in team resilience capacity. [ABSTRACT FROM AUTHOR]

Abstract: This research examined the effect of psychological capital and the totality of work on the subjective well-being of employees. This study involved 169 employees of PT X, a state-owned mining company in Jakarta. Sampling conducted using non-probability sampling with accidental sampling technique. The instruments used consisted Flourishing Scale and Scale for Positive and Negative Scales (SPANE) modified by Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) from Luthans et al. (2007), Utrecht work engagement Scale (UWES-9) from Balducci, Fraccaroli, and Schaufeli (2010). Data analysis technique was multiple regression analysis. Based on the results of major hypothesis testing, the first conclusion obtained from this study is that there is a significant influence of psychological capital and work engagement on the subjective well-being of employees of PT X. Then, the results showed that four variables regression coefficient value was significant, that is; (1) self-efficacy; (2) spirit; (3) dedication; and (4) absorption while three other variables are not significant. All of these variables have a positive effect on employee’s subjective well-being. Abstrak: Penelitian ini dimaksudkan untuk menguji pengaruh modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawan. Penelitian ini melibatkan 169 karyawan PT X, BUMN dalam bidang pertambangan di Jakarta. Pengambilan sampel yang dilakukan menggunakan non probability sampling dengan teknik accidental sampling. Alat ukur yang digunakan terdiri atas Flourishing Scale (FS) dan Scale of Positive and Negative Scale (SPANE) yang dimodifikasi dari Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) dari Luthans et al. (2007), Utrecht work engagement Scale (UWES-9) dari Balducci, Fraccaroli, and Schaufeli (2010). Teknik analisis data adalah analisis regresi berganda.Hasil uji hipotesis menunjukkan bahwa terdapat pengaruh yang signifikan modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawanPT X. Kemudian, hasil uji hipotesis menunjukkan bahwa terdapat empat dimensi yang nilai koefisien regresinya signifikan, yaitu: (1) self-efficacy; (2) semangat; (3) dedikasi; (4) keterlarutan, sementara 3 variabel lain tidak signifikan.

At present, after the financial, social and human capitals, psychological capital can be as a source of sustainable competitive advantage for organizations. Positive psychological capital, is a relatively new concept that today enterd in the field of organizational behavior from positive psychology and remembered as a competitive advantage . This capital is expandable and provides good potential for excellence in employee performance. The aim of this study was to investigate the impact of welfare facilities on the promotion of positive psychological capital by quasi-experimental study of positive psychological capital changes in staff, before and after using welfare facilities, by Luthans questionnaire (2007). The population of this study includes employees of National Iranian Oil Company that have used services of Mahmoodabad recreational and training complex in in the first six months of 2016. The results of the random sample (344 people), show that the dimensions of positive psychological capital has increased significantly.

One of the problems that employees face today in organizations is ethical problems. Many organizations resort to unethical acts due to the intensified competition in achieving efficiency and profitability. This article has been conducted to examine the relationship between the ethical climate and positive organizational behavior at Shahrud University of Medical Sciences. To do this, 224 employees at Shahrud University of Medical Sciences were selected randomly. The research was done based on a survey. The examined questionnaires included standardized questionnaires of ethical climate and positive organizational behavior. SPSS-19 was used to analyze the data in this study. The reliability of the questionnaires was estimated using Cronbach's alpha. Thus, Cronbach's alpha was obtained 0.844 and 0.730 respectively for the ethical climate of the organization and positive organizational behaviors. The results showed that there is a positive and significant relationship between the ethical climate of the organization and positive organizational behaviors of the staff at Shahrud University of Medical Sciences. Additionally, there are significant relationships among the instrumental ethical climate and the ethical climates of independence, caring, organizational rules and regulations, professional ethical rules and regulations and positive organizational behaviors among the staff at Shahrud University of Medical Sciences.

Focusing on human strength and flourishing, positive organizational behavior opened a new era in organizational behavior studies and reshaped scholars’ and practitioners’ demands from leadership. More human focused leaders have become acceptable and popular including servant leadership, one of the main points we have focused in this study. In our research model, being inspired from positive organizational behavior and one of its famous constructs, positive psychological capacities; the developable, measurable and managable psychological powers of individuals, we designed a model testing effects of servant leadership on psychological capacities of individuals in organizational settings and psychological capitals effect on employee productivity. We tested our model on white collar workers in İstanbul region of Turkey, by applying face to face and online surveys. Later, we analyzed our data in SPSS 20.0 program and we found that as we have supposed servant leadership behavior of leaders has a positive effect on positive psychological capacities of individuals which in turn effects positively their productivities. [ABSTRACT FROM AUTHOR]

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Introduction: One of the most important indicators of development and excellence of an organization is the presence of committed and loyal manpower. Thus, this study aims to investigate the relationship between positive organizational behaviors and organizational commitment among nurses working at Emam Khomeyni Hospital of Jiroft, Iran in 2017. Method: This study is correlative-descriptive. The statistical population consisted of all the nurses working at Jiroft Hospital and they were all selected as samples. The data were analyzed using SPSS v25. Independent t-tests were applied to investigate the relationships between demographic specifications, organizational behavior, and organizational commitment, while correlation coefficient was employed to study the relationship between the main variables and Regression test and Pearson Correlation Coefficient were used to examine the relationship between organizational commitment and organizational behaviors and its dimensions. Results: the results indicated that there was an inverse and significant relationship between organizational behavior and organizational commitment in general (p<0.001) and in emotional dimension (p<0.001) and normative dimension (p<0.01) in particular. Moreover, a positive and significant relationship was observed between positive organizational behavior and organizational commitment (p=0.03). Conclusion: since positive behaviors are of great importance for performance evaluation systems among nurses and, at the same time, can affect a variety of their attitudes, including organizational commitment, it is suggested to improve nurses' understanding of positive organizational behavior and organizational commitment to allow them to have better opportunities to better provide services in their workplace. [ABSTRACT FROM AUTHOR]

Nowadays, particular attention and investment on positive aspects is necessary for organizations success. In this regard, positive organizational behavior and its various aspects create psychological capital which, in researchers' view, can provide competitive advantage for organizations. Obtaining competitive advantage is of high importance and priority for organization in different industries. With regard to high completion in food industries and based on thorough investigations, Kaleh food industries, known as a famous brand inside and outside Iran, were selected as the case study.The data collection instrument was questionnaire. The Reliability and Validity of the questionnaire were confirmed by Cronbach's alpha and Construct and Content Reliability, respectively. For data analysis, correlation coefficient, average test and t-test were calculated, and construct equation modeling was presented. The findings of the study confirmed the significant effect of all four dimensions of positive organizational behavior on competitive advantage.