Organizational

UNIT 12 POSITIVE ORGANIZATIONAL Development

BEHAVIOUR*
Structure
12.0 Introduction
12.1 Objectives
12.2 Meaning and Definition of Positive Organizational Behaviour
12.3 Positive Psychology and Positive Organizational Behaviour
12.3.1 Self-efficacy/Confidence
12.3.1.1 Sources of Efficacy

12.3.1.2 Need for Self-efficacy in Positive Organizational Development

12.3.2 Hope
12.3.2.1 Hope and Workplace

12.3.3 Optimism
12.3.3.1 Optimism and Workplace

12.3.4 Resilience
12.3.4.1 Ways to Improve Resilience in Workplace Setting

12.4 Emotional Intelligence in Workplace

12.5 Let Us Sum Up
12.6 Unit End Questions
12.7 Glossary
12.8 Answers to Self Assessment Questions
12.9 Suggested Readings and References

12.0 INTRODUCTION
The present unit explains about the concept of positive organizational behavior.
Positive psychology is relatively a new field which reflects the relevance
of hope, optimism and resilience among individuals as well as society. The
present unit will discuss about the ways through which an organization can
enhance positive behavior of its employees. It discusses the impact of self-
efficacy, hope, optimism and resilience among employees that can contribute
towards organizational development. At the end of the unit, the relevance of
emotional intelligence towards positive organizational development will also
be discussed.

12.1 OBJECTIVES
With the help of this unit, you will be able to:
• Define positive organizational behaviour;
183
*
Dr Arisudan Tiwari, DIPR, New Delhi
Organizational • Explain the component of positive organizational behavior;
Processes
• Discuss the relevance of self-efficacy towards positive organizational
development;
• Explain the relevance of hope and optimism at workplace;
• Describe the ways of enhancing resilience at workplace; and
• Elucidate the relevance of emotional intelligence at workplace.

12.2 MEANING AND DEFINITION OF POSITIVE

ORGANIZATIONAL BEHAVIOUR
Organizations face multiple challenges and threats today- threats to effectiveness,
efficiency, increased completion and changing customer demands and the
constant challenges to maintain congruence among Organizational dimensions
such as strategy, culture and processes. Keeping Organizational healthy and
viable in today’s word is a daunting task. There are several basic behavioral
science principles and practices that can be applied in Organizations for increasing
the individual and Organizational effectiveness. Such, systematic and planned
process by which the functioning of Organizations is improved is called as
Organizational Development. Organizational development (OD) programs are
the interventions and activities that are conducted in the Organizations aimed
at improving the functioning of individuals, teams and the whole Organization,
and imparting the necessary skills and knowledge in the members for improving
their functioning.
These programs are long term, planned and sustained efforts for improving the
“fit” between the individual and the Organization, between the Organization
and the environment etc and among the various Organizational outcomes such
as strategy, structure and processes.
Positive Organizational behavior has recently recognized many positive
constructs such as s positive affectivity (PA), positive reinforcement, procedural
justice, job satisfaction and commitment, pro-social and organizational
citizenship behavior etc. Luthans (2002a) defines positive Organizational
behavior as “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” (p.
59).

12.3 POSITIVE PSYCHOLOGY AND POSITIVE

ORGANIZATIONAL BEHAVIOUR
Positive psychology is relatively new field focusing on positive aspects of human
existence given by Martin Seligman 1999 and were subsequently developed
by Luthans and his colleagues in 2004 in the USA. Positive organizational
structure includes strategies and methods that are effective and beneficial to
achieve the desired goal and positive psychology deals with how positive
attitude and hope can enhance the efficiency of an individual on any desired
task. There are mainly three levels of positive psychology given by Seligman
184 mentioned below-
1) Valued subjective experiences. Postive
Organizational
2) Positive individual traits. Behaviour

3) Civic virtues and the institutions that moves the individual toward better
citizenship.
Positive Organizational behaviour involves psychological component which
called as “PsyCap” that has shown positive correlation with desired employee
attitudes, behaviours and performance etc. the next topic covers the overall
dimensions of psychological capital.
• Psychological capital or “PsyCap”
Any Organization would want to actualize their goal with high level of
productivity which depends on the psychological and physical participation
of human resources. The concept of psychological capital depends upon the
positive aspects of human life and hence the main components of psychological
capital include self-efficacy, hope, optimism, and resiliency. Hence, PsyCap is
defined as –
“an individual’s positive psychological state of development that is characterized
by: (1) having confidence (self-efficacy) to take on and put in the necessary effort
to succeed at challenging tasks; (2) making a positive attribution (optimism)
about succeeding now and in the future; (3) persevering toward goals and,
when necessary, redirecting paths to goals (hope) in order to succeed; and (4)
when beset by problems and adversity, sustaining and bouncing back and even
beyond (resiliency) to attain success”(Luthans, Youssef, et al., 2007a, p. 3).
Positive psychological capital focuses on positive aspects underlying the
cognitive process, human motivation and striving for success which results
in better performance in workplace. (Peterson SJ, 2011). There are four basic
components of psychological capital which are as follows-
• Self-efficacy: It involves the confidence of an individual or perceived ability
about how to achieve a particular goal.
• Hope: It involves the interaction of two processes which are mainly agency
and pathway.
• Optimism: It is a trait through which a person defines the internal factors a
fixed and global whereas the external factors are not fixed and are specific
to attribution.
• Resilience: A positive way of coping with challenges and difficult
situations.

12.3.1 Self-efficacy/Confidence
Bandura’s social cognitive theory explains how environment, personal cognitions
and behavior interact with each other to determine the overall outcome of the
response. This theory consists of a theoretical framework which emphasis on
how an individual uses symbolization, self regulation and self-reflection to deal
with a particular situation successfully and reflects back on their experiences
to deal in future. A definition provided by Stajkovic and Luthans says “Self- 185
Organizational efficacy refers to an individual’s conviction about his/her abilities to mobilize
Processes the motivation, cognitive resource and course of action needed to successfully
execute a specific task and context.”
Self-efficacy is different from other organizational concepts such as which
are especially with self-esteem, expectancy concepts and locus of control
etc. Whenever we talk about self-esteem is global construct of one’s own
worthlessness. Here the major focus is on current self, whereas, in self-efficacy
is about success in future tasks or situation. Another concept which is similar
to self- efficacy is expectancy which involve the outcome or consequences of
any behavior whereas self- efficacy deals with one’s ability to execute certain
behavior pattern. The last concept which is similar to self- efficacy is locus
of control which involves attribution of action-outcome contingencies’. Some
people believe in internal factors such as effort, hard work etc. whereas some
focus on external factors such as task difficulty, luck etc.
12.3.1.1 Sources of efficacy
There are various sources of self - efficacy such as mastery experiences, vicarious
experience, social persuasion and physiological & psychological arousal. They
are described briefly below:
• Mastery experience: Individual’s situational (complexity of task) and
cognitive processing (perception of one’s variable) affects the performance
which affects self-efficacy of the individual. Mastery in any specific task
alters one’s perception and judgment which later on helps in development
of strong positive self-efficacy.
• Vicarious experiences or modeling: Sometimes individual learn through
modeling (copying) someone whose behaviour reinforces them and they try
to imitate those behavior, through observational learning. It is important to
take into account the demographics of the model such as sex, age, education
etc and the task performed. The more similarities with the model more will
be the effect of observational learning.
• Social persuasion: Whenever an individual is given a proper objective
feedback, constant support and positive appreciation that increase self-
efficacy in contrast to a situation where the individual is not given any
kind of appreciation or support. Social persuasion works more effectively
when the individual is struggling to perform any new or difficult task.
• Emotional cues: Individual should always have a balance between physical
and psychological arousal to succeed effectively at any task. Extremely
negative energy occurs if the person feels tired or mentally exhausted;
hence good positive energy for both physical and mental health increases
the self-efficacy of an individual.
12.3.1.2 Need for Self-efficacy in Positive Organizational Development
Self-efficacy theory has been widely used in many clinical and counseling
purposes to help people facing anxiety, to develop resistance against addictive
substances, to enhance education achievement. New awareness in Organization
setup aims to enhance various aspects that are briefly described as follows-
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• Selection: Knowing the self-efficacy of an individual can help the Postive
organization to predict his/her performance in the future. People who are Organizational
Behaviour
highly motivated and have high self-efficacy will perform better in the task
assigned to them. Generally there are many self-efficacy questionnaires
available in work place setting which can be used not only for selection
purpose but can also be extended for placement and career planning.
Assessment conducted after certain time gap can reflect cluster of potentials
and abilities that can be relevant to career advancements.
• Leadership: An effective leadership is always an important part of
Organization success and a successful leader always poses high self-efficacy
level. According to Bortaiz 1982 job competency is an act as an underlying
characteristic of an individual that results in effective in any job. Having
high level of managerial competencies can help the organization develop
in every aspect. Here it is important to distinguish between generalized
competencies and managerial competencies wherein the former deals
with overall perceived ability to deal with a task while the later includes
both perceived and actual competencies which is the ability to deal with
various aspects of Organization such as technical, conceptual and human
relation. Hence, knowing and developing such skills can benefit both the
Organization and self.
• Training and vocational counseling: There are many implications of
self-efficacy in training as in actual real life work setup high level of self-
efficacy is required to achieve any organizational goal. Hence, self-efficacy
paradigm can be very effective if it is transferred to the real life setting.
Films can be made and tested for a modeled performance for trainees.
Another way may be to trace the instances in the past which may result in
low self esteem and later on work on it to avoid the same problem in the
future. Similarly in case of vocational counseling perceive competencies
can be tested and the area of interest can also be discovered. Mastery can be
done for any area which has got many opportunities but low self-efficacy.
• Performance, appraisal, goal and incentive: Self regulation is an
important tool to maintain attainable goal and motivate oneself to attain that
goal. Research has shown specific incentive technique require high level
of self-efficacy which involves persuasive and feedback ability. Whenever
extremely negative appraisal for performance is given the level of self-
efficacy is decreased that reduces the motivation to work towards the goal.
• Group and Organizational performance: Working in organization requires
good overall self-efficacy which can be measured using many techniques.
For example one may integrate ones performance individually and compare
with total group performance level, another technique includes individual
taking an average of their own performance and introspecting on the scores.
The organizational context plays an important role where resistance to
change acts as a barrier for positive Organization development. Group think
is one of the phenomena which are not uncommon in Organizational setup.
Sometimes people have extreme level of optimism which can encourage
them to take risks affecting the Organization development.

187
Organizational Hence, above are the areas that can be focused and improved upon to have and
Processes maintain positive Organizational development.
Self Assessment Questions (SAQ I)
Fill in the following blanks:
1) The main components of psychological capital include ...............................
....................................................................................................... .
2) ............................ theory has been widely used in many clinical and
counseling purposes to help people facing anxiety, to develop resistance
against addictive substances, to enhance education achievement.
3) ............................... is a trait through which a person defines the internal
factors a fixed and global whereas the external factors are not fixed and are
specific to attribution.
4) Positive psychological capital focuses on positive aspects underlying the...
.............................................................. which results in better performance
in workplace.

12.3.2 Hope
Hope capitalizes on an individual’s self-initiated, goal-directed motivations
and behaviors. Having hopes from somebody or on oneself determines the
mechanisms to achieve a goal. One among such mechanism is agency or
internalized control that creates the determination and motivation (willpower)
to accomplish one’s goals. Another component of hope involves those pathways
through which the goal is achieved by overcoming the obstacles which is called
way power. The component of hope involves the quality of goals being set
depending upon the increase in the intensity of the challenges being based and
the selection of new mechanism to deal with the challenges effectively.
Snyder, Irving, and Anderson (1991) define hope as “a positive motivational
state that is based on an interactively derived sense of successful (1) agency
(goal-directed energy) and (2) pathways (planning to meet goals)” (p. 287).
Snyder and his colleagues have developed a scale related to hope and that scale
is called as “state hope scale”. The components in the scale have high correlation
between hope and work related goal expectancies. Researchers have supported
the fact that high level of hope always helps an individual to deal with any kind
of difficult or challenging situation as hope always provides positive attitude
and viewpoint about any situation.
Some of the characteristics of hope involve the following features-
• Hope involves both willpower and way power
Initially people used to consider hope as a feeling which involves thoughts that
make the person believe that goals are attainable and they can be met. This was
considered to be unidirectional approach whereas in bi-directional approach of
hope both the will and way plays an essential role. Here the person tries to figure
out what are the possible mechanisms through which a goal can be attained and
188 along with this the person also maintains a belief that the goal is attainable.
• Hope as state type and not trait type characteristics Postive
Organizational
Snyder (2000) described hope as being a relatively enduring mind-set but also Behaviour
emphasized that there exists a more transitory state form of hope that can be
developed and managed. His theory notes that fluctuations in this “state hope”
serve as the variable base upon which the more enduring “trait hope” is built.
Although the malleability of hope may be strongest in children and young
people, even mature adults are open to change in overall hope.
• Hope can be validly measured
Many scales have been developed in order to measure the state and trait aspect
of hope which has got good convergent and discrimitant validity. A scale of
12-item Adult Dispositional Hope Scale validly measures the self-reported
hopefulness trait of an individual. Another scale called as Specific Hope
Scale was developed to measure an individual’s level of hope specific to six
life arenas: social, romance/relationship, academic, family, leisure, and work/
occupation (Sympson, 1999).
• Role of hope in goal setting and empowerment process
Hope as a construct differs from both self-efficacy and optimism. Locke and
Latham (1990) who initially focused on the process of attaining a goal and the
factors that influences the goal directed behavior such as motivation, arousal
etc. the agency part of hope connects with aspects like arousal and persistence
whereas the pathway part of hope deals with the mechanisms and process. Hope
theory suggests that motivation and willpower can be enhanced by engaging
employees not only in the establishment of goals but also in the creation and
choice of pathways to achieve those goals. Hence, having an explicit goal is
equally important as much the process of attaining it.
12.3.2.1 Hope and workplace
Many of the researches have shown that having high level of hope is always
beneficial for the Organization as in every level of the hierarchy there is a hope
that is maintained to achieve some attainable target for goal. In an Organization
both will power and way power play essential role which creates a lot of future
perspective for the Organization. It was shown in a research that people who had
high hope worked more intrinsically towards achieving a goal. There needs to
be more exploration research done in the future as the present researches shows
how certain elements of hope effects performance and personal motivation.
Hence, more research has to be done in order to understand how other factors
other than performance are affected by the level of hope.

12.3.3 Optimism
Positive psychology emphasize more on optimism to enhance the overall
development of the individual. For example, Seligman and Schulman (1986)
found that optimistic insurance agents were more successful than pessimistic
insurance agents. Being optimistic always helps the individual to stay balanced
and fit both mentally and emotionally. Organizational culture includes a set of
beliefs, values and traditions that are meant to be followed by all the employees
of the Organization. Sometime stress and pressure can affect the productivity,
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Organizational commitment and job satisfaction of the individual. Hence, maintain a good
Processes amount of optimism can help the Organization to maintain positivity and high
productivity.
Below are some of the dimensions explained which talks about the nature of the
construct “optimism”
 Optimism as Human nature
The concept of optimism is an old terminology which got immense acceptance
in recent years as early philosophers and psychiatrist used to consider optimism
as a difficult concept to incorporate in reality. Later on after few years many
cognitive psychologists in 1970s started considering optimism as an cognitive
concept that effects any individuals decision making and problem solving
capacities. It is now in the recent years when the concept gained immense
acceptance from different fields like anthropologist, psychiatrist, evolutionary
psychologist who consider optimist as core part of human nature and an essential
trait that helps an individual to deal effectively and grow positively.
 Optimism as an individual difference
According to Seligman optimism is considered as an attribution style that
explains cause of any positive consequences be personal, permanent, and
pervasive causes and cause for negative consequences be through external,
temporary, and situation-specific ones. As a result of this optimistic people tend
to develop a very positive approach while dealing with a problem where in they
build positive expectancies that motivate them to achieve any goal and select
more adaptive coping strategies for future. On the other hand pessimistic person
focus on integral factors such as their hard work and effort and consider the
situation to be long lasting global.
12.3.3.1 Optimism and Work Place
As explained above both hope and self-efficacy involves internalized and
agentic characteristics whereas in optimism the person also considers the
external factors that could be responsible for the outcome or consequences.
For example, an individual who is optimistic will weigh both positive and
negative outcome at the same time while dealing with a problem. Researchers
have suggested that optimism involves cognitive, motivational and emotional
components. Martin Seligman who gave the concept of learned helplessness
explained that an individual who is under stress and not able to cope the problem
develops learned helplessness after a period of time. This work involves the
attribution styles which are either generalized or exploratory style focusing on
different aspects. The concept of optimism is developed in opposite to learned
helplessness which focuses on how to focus on positive aspects of the situation
and positive outcome of the situation. Generally pessimistic people face learned
helplessness where they assume responsibility for unfavorable situations that
are beyond their control or give credit to someone (or something) else for their
own accomplishments or they set up unrealistic standards of goal achievement
that are not attainable which can make them experience more failures than
successes.

190
According to C. Peterson, (2000) optimism needs to be flexible and realistic Postive
that allows recognition of positive achievements in oneself and others and Organizational
Behaviour
accountability and acceptance of responsibility for challenges and difficult
situations. Therefore, optimism is considered to an essential and significant trait
of an individual for dealing with difficult problems/situations in both personal
and professional life. But in some workplace setting there are some downsides
of optimism because sometime optimistically driven behavior may be aimed
at some pointless pursuits which are called as false optimism. Therefore
optimism is considered to an important trait of an individual in both personal
and professional settings.

12.3.4 Resilience
Adults generally experience few traumatic events in normal day to day life.
To cope with such difficulties and challenges a person needs to be resilient.
Many internal and external forces play a role in developing resilience in an
individual. Three major concepts of developing resilience are (a) identifying
resilient qualities of individuals and support systems that predict social and
personal success; (b) understanding the process of coping with stressors,
adversity, change, or opportunity resulting in the identification, fortification,
and enrichment of protective factors; and (c) identifying the motivational forces
within individuals and groups and the creation of experiences that foster the
activation and use of these forces.
There are many ways to provide resilient environment in an organization
such as proactively avoiding situations which are aggression provoking. Such
resilience can be developed through good social support from both professional
and personal level. A good rapport and trust will be developed when the
organization provides comfortable environment and a positive employee-
employer psychological contract. An ethical and trustworthy Organization
tries to reduce develop mutual benefit, and where employees can regain
organizational commitment and job satisfaction. There are different methods
to develop resilience such as asset focused and process focused. The earlier
process deals with assets which human capital such as knowledge, skills, and
abilities and social networks of support or social capital. In such technique
resilience would increase “employability” of the employee through paying
their education or promoting developmental workshops and cross-training, and
rewarding those seeking to better themselves. A process- oriented approach
involves self-efficacy which acts as a mediator in resilience.
12.3.4.1 Ways to Improve Resilience in Workplace Setting
As explained above there are many ways to improve resilience in work place
setup some of the ways are mentioned as follows:
Strategies using positive emotions: Fredrickson’s (1998) explained that people
try to broaden their thought action repertoires for building out their personal
resource. Positive emotions always as a trigger for developing such thoughts.
People who have faced trauma and overcame it try to focus on positive emotions
which makes them more resilient and strong as personality.
Strategies using self enhancement: enhancing characteristics such as being
confident, positive and optimistic can be achieved through focusing on self 191
Organizational enhancement. Researchers have shown that Organization should encourage
Processes qualities of being adaptive, explorative and open to new experiences so that
they can work on themselves for better personality development.
Strategies using attribution: It involves perception or inference of causes, people
who focus on negative events and blame themselves have lower resilience
whereas people who focus on positive events and have constant belief in them
have high resilience. Hence, every individual should monitor their attributional
style to ensure about their progress in both personal and professional life.
Strategies using hardiness: It involves self-perceptions of commitment, control,
and challenge that help in managing stressful circumstances. The concept of
hardiness is based on the fact that one can find a meaning of life by being
committed, have a belief in brining a change around the surrounding and a
belief that one can grow from both positive and negative life experiences.

12.4 EMOTIONAL INTELLIGENCE IN

WORKPLACE
Other than this there is one more concept which adds on to the feature of positive
Organizational development which is emotional intelligence. In general average
intelligence is always considered to be an important aspect of selection in any
Organization. Recent evidences show how emotional intelligence is important
for a success in any Organization. The next topic explains briefly about the
need for emotional intelligence in workplace.
Emotional intelligence is considered to be a valuable and crucial aspect needed
for positive organizational development. The concept of emotional intelligence
was given Salovey and Mayer (1990) which was explained as an ability that
are more specific to social environment than just general intelligence. A person
who is high on emotional intelligence always tries to understand others feelings
and tries to maintain one’s own feelings and thought. On the other hand,
Goleman explained emotional intelligences as “the capacity for recognizing our
own feelings and those of others, for motivating ourselves, and for managing
emotions well in ourselves and in our relationships” (Goleman 1998a, p. 317).
Following are some of the dimensions of emotional intelligence with workplace
examples:

EI Dimensions Characteristics Workplace Example

Knowing one’s own feelings Rio recognizes that he is
at the moment, having self very angry at the moment
Self awareness understanding and tries to avoid making
any important decision.
Managing one’s own John holds back his angry
emotions to facilitate rather impulse on a customer who
than hindering the task, try is unfair at his part but tries
to avoid negative feelings to get more information
and focus on finding a about the facts.
Self management solution to a problem.

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 Postive
Stay the course towards Zain tries to complete his Organizational
desired goal, overcome work by overcoming his Behaviour
negative feelings created by obstacles (both personal and
Self motivation the challenges and obstacles. professional e.g. frustration,
lack of resources etc.

Trying to be sensitive Yukti figured that her

about others feelings, helps collueges were mentally
to create good bond and frustrated and tired so they
Empathy rapport, gives sense of needed some break, so
information about what she took them for bowling
others feel and want.. during lunch break.
Developing social skills Jammy figured from the
to have smooth interacting non verbal cues of his
sessions, able to guide subordinates that they were
Social skills other’s emotions and the not ready for buying the
way they act. new policy presented so he
interacted with others to
know their reasons.
Many researches in the field of emotional intelligence have shown that
having high emotional intelligence makes more career success. People try
to understand the situation in every point of view where they focus on their
emotions and regulate them to keep themselves motivated. At the same time
they try to understand others emotional and perspective to deal effectively
with the situation. In the Organization knowing the ways employees use or
handle any challenging situations can benefit the Organizational members to
focus on effective modification strategies and encourage them to maintain
positive attitude and emotional state. Hence, Organization need to emphasis on
emotional regulation and emotional intelligence so that a positive motivating
environment is created leading to successful Organizational development.
Self Assessment Questions (SAQ II)
State whether the following are ‘True’ or ‘False’:
1) A good rapport and trust will be developed when the organization provides
comfortable environment and a positive employee-employer psychological
contract. ( )
2) The concept of resilience was given Salovey and Mayer (1990). ( )
3) Having hopes from somebody or on oneself cannot determine the
mechanisms to achieve a goal. ( )
4) According to C. Peterson, (2000) optimism needs to be rigid and realistic
that allows recognition of positive achievements in oneself and others. ( )

13.2 LET US SUM UP

It can be summed up from the above unit that positive organizational behaviour
can significantly contribute towards organizational development. In the present
unit the concept of positive organizational behaviour was explained. You were 193
Organizational also informed about the ways through which an organization can enhance
Processes positive behavior among its employees. It discussed about the impact of self-
efficacy, hope, optimism and resilience among employees that can contribute
towards organizational development. At the end of the unit, the relevance of
emotional intelligence towards positive organizational development was also
discussed.

12.6 UNIT END QUESTIONS

1) Discuss the psychological component of positive organizational
behaviour.
2) Explain the sources of efficacy and discuss its contribution towards positive
organizational development.
3) Elucidate upon the relevance of hope and optimism At workplace.
4) Discuss the meaning and relevance of emotional intelligence at
workplace.

12.7 GLOSSARY
Self-efficacy : According to American Psychological
Association, self-efficacy refers to ‘ an
individual’s subjective perception of his or
her capability to perform in a given setting
or to attain desired results, proposed by
Albert Bandura as a primary determinant
of emotional and motivational states and
behavioral change’.
Hope : According to American Psychological
Association, hope refers to. ‘ the expectation
that one will have positive experiences or that
a potentially threatening or negative situation
will not materialize or will ultimately result in
a favorable state of affairs’.
Optimism : According to American Psychological
Association, optimism refers to, ‘the attitude
that good things will happen and that people’s
wishes or aims will ultimately be fulfilled’.
Resilience : The American Psychological Association
(2014) defines resilience as ‘the process of
adapting well in the face of adversity, trauma,
tragedy, threats or even significant sources of
stress’

194
 Postive
12.8 ANSWERS TO SELF ASSESSMENT Organizational
QUESTIONS Behaviour

SAQ I
1) self-efficacy, hope, optimism, and resiliency
2) Self-efficacy
3) Optimism
4) cognitive process, human motivation and striving for success
SAQ II
1) True
2) False
3) False
4) True

12.9 SUGGESTED READINGS AND REFERENCES

American Psychological Association. The road to resilience. Washington, DC:
American Psychological Association; 2014.
Cavus, M. F., & Gokcen, A. (2015). Psychological capital: Definition,
components and effects. Journal of Education, Society and Behavioral Science,
244-255.
Erkmen T, Esen E. Work done in 2003- 2011 Year of Investigation on
Psychological Capital as categorical. Mustafa Kemal University Journal of the
Institute of Social Sciences. 2012;9(19):89- 103. Turkish..
Fredrickson, B. L. (1998). What good are positive emotions? Review of General
Psychology, 2 (3), 300-319.
Goleman, D. (1998a), Working with Emotional Intelligence, Bantam, New
York, NY.
Luthans, F. 2002a. The need for and meaning of positive organizational
behavior. Journal of Organizational Behavior, 23: 695-706.
Luthans, F. 2002b. Positive organizational behavior. Developing and managing
psychological strengths. Academy of Management Executive, 16(1): 57-72.
Luthans, F., Youssef, C. M., & Avolio, B. J. 2007a. Psychological capital:
Developing the human competitive edge. Oxford, UK: Oxford University
Press.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the
psychological capital of resiliency. Human resource development review, 5(1),
25-44.

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Organizational Luthans, F., & Jensen, S. M. (2002). Hope: A new positive strength for human
Processes resource development. Human resource development review, 1(3), 304-322.
Peterson SJ, Luthans F, Avolio BJ, Walumbwa FO, Zhang Z. Psychological
capital and employee performance: A latent growth modeling approach.
Personnel Psychology. 2011; 64: 427-450.
Peterson, C. 2000. The future of optimism. American Psychologist, 55: 44-55.
Salovey, P. and Mayer, J.D. (1990), “Emotional intelligence”, Imagination,
Cognition and Personality, Vol. 9, pp. 185-211
Seligman, M. E. P., & Schulman, P. (1986). Explanatory style as a predictor of
productivity and quitting among life insurance sales agents. Journal of Personality
and Social Psychology, 50(4), 832–838. https://doi.org/10.1037/0022-
3514.50.4.832.
Sympson, S. (1999). Validation ofthe Domain Specific Hope Scale: Exploring
hope in life domains. Unpublished doctoral dissertation, University of Kansas,
Lawrence.
Vakola, M., Tsaousis, I., & Nikolaou, I. (2004). The role of emotional intelligence
and personality variables on attitudes toward Organizational change. Journal of
managerial psychology.
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior
in the workplace: The impact of hope, optimism, and resilience. Journal of
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