Comportamiento organizacional positivo: Implicaciones para la organización actual
DOI:
https://doi.org/10.18041/2382-3240/saber.2013v8n2.1908Palabras clave:
Comportamiento organizacional positivo, Organizaciones saludables, Psicología positivaResumen
El propósito de este estudio fue describir el concepto de Comportamiento Organizacional Positivo (COP) y analizar sus posibilidades de aplicación al desarrollo de las organizaciones actuales, inmersas en entornos altamente inciertos. Lo anterior supone formas distintas de dirección, y la aproximación desde el COP puede ofrecer un valor diferencial Se analizaron algunos conceptos que hacen parte de esta aproximación como son el engagement, el bienestar, el flow, el empoderamiento y la motivación. Se discuten las oportunidades que el COP como perspectiva de abordaje puede ofrecer a las organizaciones y se enfatiza en la importancia de continuar desarrollando investigaciones en esta área.
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Referencias
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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.
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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.
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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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Publicado
01-07-2013
Número
Sección
Gestión Empresarial, Logística y Financiera
Cómo citar
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
