Comportamiento organizacional positivo: Implicaciones para la organización actual
DOI:
https://doi.org/10.18041/2382-3240/saber.2013v8n2.1908Keywords:
Positive organizational behavior, healthy organizations and positive psychologyAbstract
The purpose of this study is to describe the concept of Positive Organizational Behavior (POB) and to analyze its possibilities of application in the development of organizations in unstable settings. The above assumes different ways of direction; the POB can contribute to this development, becoming an essential aspect of organizations. At the same time several aspects of POB were addressed such as engagement, welfare, flow, empowerment, and motivation. The opportunity that POB offers to organizations was discussed emphasizing the importance to continue research in this field of studies.
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References
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24. Keles, H. N., & Özkan, T. K. (2011). Positive organizational behavior variables and the effects of boredom proneness on perceived organizational support. International Journal of Management and Information Systems, 15(4), 133-139.
25. Khan, W.A. (1990). Psicological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692-724.
26. Kim, S. (2006). Public service motivation and organizational citizenship behavior in Korea. International Journal of Manpower,27(8), 722-740.
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28. Krishnaveni, R., & Ramkumar, N. (2006). Impact of developmental climate on individual’s behavior in the organization. South Asian Journal of Management, 13(1), 46-60.
29. Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior, 23 (6), 695-706.
30. Luthans, F. (2003). Positive organizational behavior: implications for leadership and HR development and motivation. In L. W. Porter., G. A., Bigley., & R. M., Steers. (Eds.), Motivation and work behavior (pp. 178-195). New York: McGraw-Hill/Irwin.
31. Maslow, A. H. (1954). Motivation and Personality. New York: Harper.
32. Mostert, K., & Rathbone, A. D. (2007). Work characteristics, work -home interaction and engagement of employees in the mining industry. Management Dynamics, 16(2), 36-52.
33. Nielsen, K. & Cleal, B. (2010). Predicting flow at work: Investigating the activities and job characteristics that predict flow states at work. Journal of occupational health Psycology, 15 (2), 180-190.
34. Manzoor, Q. (2012). Impact of employees motivation on organizational effectiveness. Business Management and Strategy,3(1), 1-12.
35. Rich, B. L. (2006). Job engagement: Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation. University of Florida. ProQuest Dissertations and Theses, 1-197.
36. Rodríguez-Carvajal, R., Moreno-Jiménez, B., de Rivas-Hermosilla, S., Álvarez-Bejarano, A., & Sanz-Vergel, A. (2010). Positive psychology at work: Mutual gains for individuals and organizations. Revista De Psicología Del Trabajo y De Las Organizaciones, 26(3), 235
37. Rojas, M. (2009). Economía de la Felicidad. Hallazgos relevantes respecto al ingreso y el bienestar. El trimestre económico. Vol. 26. 3 pg 537.
38. Salanova, M., Bakker, A. B., & Llorens, S. (2006). Flow at work: Evidence for an upward spiral of personal and organizational resources. Journal of Happiness Studies, 7(1), 1-22.
39. Salanova, M. (2008a.). Organizaciones saludables y desarrollo de recursos humanos. Revista de Trabajo y Seguridad Social, CEF, 303, 179-214.
40. Salanova, M. (2008b). Organizaciones saludables: una perspectiva desde la psicología positiva. En C. Vasquez, y G. Hervas (ed), Psicología Positiva Aplicada. Bilbao: Desclee de Brouwer.
41. Sayyed, M. A., Amiri, S., and Asadi, A. (2011). A survey of relationship between organizational commitments and organizational citizenship behavior: Case study: Regional water organization of mazandaran province. Interdisciplinary Journal of Contemporary Research in Business, 3(5), 360-368.
42. Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
43. Schaufeli, W.B., Taris, T.W. & Bakker, A.B. (2008). It takes two to tango. Workaholism is working excessively and working compulsively. The Long work hours culture. Causes, consequences and Choices, Esmerald, Bingley, pp 203-226.
44. Schimazu, A. & Schaufeli, W.B. (2009). “Is workaholismo good or bad for employee wellbeing? The distinctiveness of workaholism and work engagement among japanese employees” Industrial Health, 47 (5), 495-502.
45. Seibokaite, L., & Endriulaitiene, A. (2012). The role of personality traits, work motivation and organizational safety climate in risky occupational performance of professional drivers. Baltic Journal of Management, 7(1), 103-118. 46. Seligman, M.E., & Csikszentmihalyi, M. (2000). Positive Psychology: an introduction. American Psychologist, 55 (1), 5-14.
47. Stajkovic, A. D., & Luthans, F. (2001). Differential effects of incentive motivators on work performance. Academy of Management Journal, 44(3), 580-590.
48. Verbos, A. K., Gerard, J. A., Forshey, P. R., Harding, C. S., and Miller, J. S. (2007). The positive ethical organization: Enacting a living code of ethics and ethical organizational identity. Journal of Business Ethics, 76(1), 17-33.
49. Williams, S., and Wong, T. S. (1999). Mood and organizational citizenship behavior: The effects of positive affect on employee organizational citizenship behavior intentions. The Journal of Psychology, 133(6), 656-668.
50. Wilson, M. G., DeJoy, D. M., Vandenberg, R. J., Richardson, H. A. y McGrath, A.L. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and Organizational Psychology, 77 (1), 565 –588.
51. Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly come. Journal of Organizational Behavior, 24(4), 437-442.
52. Yew-Kwang, N. (2008). Environmentally responsible happy nation index: Towards an internationally acceptable national success indicator. Social Indicators Research, 85(3), 425-446.
2. Bagheri, G., Hassan, Z. M., & Amighi, F. (2011). The relationship between empowerment and organizational citizenship behavior of the pedagogical organization employees. Iranian Journal of Management Studies, 4 (2), 53-62.
3. Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2005). The crossover of burnout and work engagement among working couples. Human Relations, 58(5), 661-689.
4. Bakker, A. B. (2005). Flow among music teachers and their students: The crossover of peak experiences. Journal of Vocational Behavior, 66(1), 26-44.
5. Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologists, 37, 122-147.
6. Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
7. Baptiste, N. R. (2008). Tightening the link between employee wellbeing at work and performance. Management Decision, 46(2), 284-309.
8. Bowen, D.E. & Lawler, E.E. (1992). The empowerment of service workers: what, why, how and when? Sloan Management Review, 33 (3), 31-9.
9. Contreras, F., Barbosa, D., Juárez, F., Uribe, A. F., & Mejía, C. (2009). Estilos de liderazgo, clima organizacional y riegos psicosociales en entidades del sector salud. Un estudio comparativo. Acta Colombiana de Psicología, 12 (2), 13-26.
10. Corbett, D. (2004). Excellence in Canada: Healthy organizations - achieve results by acting responsibly. Journal of Business Ethics, 55(2), 125-133.
11. Corine, v. W., Peeters, M., Schaufeli, W., & Marcel, v. D. (2011). Understanding workaholism and work engagement: The roleC of mood and stop rules. Career Development International, 16(3), 254-270.
12. Csikszentmihalyi, M. (1997). Finding Flow: The Psychology of Engagement with everyday life. Harper Collins, New York.
13. Csikszentmihalyi, M. (1999). If we are so Rich, why arent we happy? American Psychologist, 54 (10), 821-827.
14. De Smet, A., Loch, M., & Schaninger, B. (2007). Healthy organizations. Leadership Excellence, 24(9), 14-15.
15. Demerouti, E. (2006). Job characteristics, flow, and performance: The moderating role of conscientiouness: Journal of Occupational Health Psycology, 11 (3), 266-280.
16. Dikkers, J. S., Jansen, P. G., Lange, A.,H., Vinkenburg, C. J., & Kooij, D. T. (2010). Proactivity, job characteristics, and engagement: A longitudinal study. Career Development International, 15(1), 59-77.
17. Fluegge, E. R. (2008). Who put the fun in functional? fun at work and its effects on job performance. University of Florida).ProQuest Dissertations and Theses, 1-99.
18. George, J.M. (1991). State or trait: Effects of positive mood on prosocial behaviors at work. Journal of Applied Psychology, 76, 299-307.
19. Goetzel, R.Z.,Guindon, A.M.,Turshen, I.J., & y Ozminskowski, R.J. (2001). Health and productivity management: Establishing key performance measures, benchmarks, and best practices. Journal of Occupational and Environmental Medicine, 43 (1), 10-17.
20. Goldman, K. (2004). The Possibility of healthy organizations: towards a new framework for organizational theory and practice. Journal of Applied Sociology/Sociological Practice,21(2), 57-79.
21. Haernesk, R., Schon, K, & Backstrom, I. (2005). How successful Swedish organizations achive sustainable health. International Journal of Management Practice, 1 (3), 233-250.
22. Isen, A.M. (1970). Success, failure, attention and reaction to others: The warm glow of success. Journal of Personality and Social Psychology, 15, 294-301.
23. Jiang, J. Y., Sun, L., & Law, K. S. (2011). Job satisfaction and organization structure as moderators of the effects of empowerment on organizational citizenship behavior: A self-consistency and social exchange perspective. International Journal of Management, 28(3), 675-693.
24. Keles, H. N., & Özkan, T. K. (2011). Positive organizational behavior variables and the effects of boredom proneness on perceived organizational support. International Journal of Management and Information Systems, 15(4), 133-139.
25. Khan, W.A. (1990). Psicological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692-724.
26. Kim, S. (2006). Public service motivation and organizational citizenship behavior in Korea. International Journal of Manpower,27(8), 722-740.
27. Kimbrough, L. C. (2007). Perceptions of leader ethical behavior and its relationship to organizational effectiveness: An exploratory study. Capella University). ProQuest Dissertations and Theses, 1-153.
28. Krishnaveni, R., & Ramkumar, N. (2006). Impact of developmental climate on individual’s behavior in the organization. South Asian Journal of Management, 13(1), 46-60.
29. Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior, 23 (6), 695-706.
30. Luthans, F. (2003). Positive organizational behavior: implications for leadership and HR development and motivation. In L. W. Porter., G. A., Bigley., & R. M., Steers. (Eds.), Motivation and work behavior (pp. 178-195). New York: McGraw-Hill/Irwin.
31. Maslow, A. H. (1954). Motivation and Personality. New York: Harper.
32. Mostert, K., & Rathbone, A. D. (2007). Work characteristics, work -home interaction and engagement of employees in the mining industry. Management Dynamics, 16(2), 36-52.
33. Nielsen, K. & Cleal, B. (2010). Predicting flow at work: Investigating the activities and job characteristics that predict flow states at work. Journal of occupational health Psycology, 15 (2), 180-190.
34. Manzoor, Q. (2012). Impact of employees motivation on organizational effectiveness. Business Management and Strategy,3(1), 1-12.
35. Rich, B. L. (2006). Job engagement: Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation. University of Florida. ProQuest Dissertations and Theses, 1-197.
36. Rodríguez-Carvajal, R., Moreno-Jiménez, B., de Rivas-Hermosilla, S., Álvarez-Bejarano, A., & Sanz-Vergel, A. (2010). Positive psychology at work: Mutual gains for individuals and organizations. Revista De Psicología Del Trabajo y De Las Organizaciones, 26(3), 235
37. Rojas, M. (2009). Economía de la Felicidad. Hallazgos relevantes respecto al ingreso y el bienestar. El trimestre económico. Vol. 26. 3 pg 537.
38. Salanova, M., Bakker, A. B., & Llorens, S. (2006). Flow at work: Evidence for an upward spiral of personal and organizational resources. Journal of Happiness Studies, 7(1), 1-22.
39. Salanova, M. (2008a.). Organizaciones saludables y desarrollo de recursos humanos. Revista de Trabajo y Seguridad Social, CEF, 303, 179-214.
40. Salanova, M. (2008b). Organizaciones saludables: una perspectiva desde la psicología positiva. En C. Vasquez, y G. Hervas (ed), Psicología Positiva Aplicada. Bilbao: Desclee de Brouwer.
41. Sayyed, M. A., Amiri, S., and Asadi, A. (2011). A survey of relationship between organizational commitments and organizational citizenship behavior: Case study: Regional water organization of mazandaran province. Interdisciplinary Journal of Contemporary Research in Business, 3(5), 360-368.
42. Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
43. Schaufeli, W.B., Taris, T.W. & Bakker, A.B. (2008). It takes two to tango. Workaholism is working excessively and working compulsively. The Long work hours culture. Causes, consequences and Choices, Esmerald, Bingley, pp 203-226.
44. Schimazu, A. & Schaufeli, W.B. (2009). “Is workaholismo good or bad for employee wellbeing? The distinctiveness of workaholism and work engagement among japanese employees” Industrial Health, 47 (5), 495-502.
45. Seibokaite, L., & Endriulaitiene, A. (2012). The role of personality traits, work motivation and organizational safety climate in risky occupational performance of professional drivers. Baltic Journal of Management, 7(1), 103-118. 46. Seligman, M.E., & Csikszentmihalyi, M. (2000). Positive Psychology: an introduction. American Psychologist, 55 (1), 5-14.
47. Stajkovic, A. D., & Luthans, F. (2001). Differential effects of incentive motivators on work performance. Academy of Management Journal, 44(3), 580-590.
48. Verbos, A. K., Gerard, J. A., Forshey, P. R., Harding, C. S., and Miller, J. S. (2007). The positive ethical organization: Enacting a living code of ethics and ethical organizational identity. Journal of Business Ethics, 76(1), 17-33.
49. Williams, S., and Wong, T. S. (1999). Mood and organizational citizenship behavior: The effects of positive affect on employee organizational citizenship behavior intentions. The Journal of Psychology, 133(6), 656-668.
50. Wilson, M. G., DeJoy, D. M., Vandenberg, R. J., Richardson, H. A. y McGrath, A.L. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and Organizational Psychology, 77 (1), 565 –588.
51. Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly come. Journal of Organizational Behavior, 24(4), 437-442.
52. Yew-Kwang, N. (2008). Environmentally responsible happy nation index: Towards an internationally acceptable national success indicator. Social Indicators Research, 85(3), 425-446.
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Published
2013-07-01
Issue
Section
Business, Logistics and Financial Management
How to Cite
Fierro Ulloa, I. J. (2013). Comportamiento organizacional positivo: Implicaciones para la organización actual. Saber, Ciencia Y Libertad, 8(2), 103-111. https://doi.org/10.18041/2382-3240/saber.2013v8n2.1908
