Special Issue "Challenges in Positive Organizational Psychology"
A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601).
Deadline for manuscript submissions: closed (31 December 2022) | Viewed by 45193
Interests: positive organizational psychology; healthy and resilient organizations; burnout; engagement; technostress; work addiction; trust; compassion; psychosocial interventions
Interests: positive organizational psychology; healthy and resilient organizations; leadership; compassion; psychosocial interventions
Interests: work and organizational psychology; positive organizational psychology; risk factors at work; organizations interventions; mythology; burnout; work engagement; organizational trust; leadership
Interests: positive organizational psychology; occupational health psychology; work and academic engagement; job boredom; psychological capital; mental health and wellbeing; team learning and resilience; quantitative research methods
Recently, positive psychology has been extended to the organizational context. Organizations are more conscious about the relevance of adopting more positive strategies in order to promote organizational excellence, financial success, and employee wellbeing. In this context, positive organizational psychology (POP) is gaining more ground. POP is defined as the scientific study of optimal functioning of the health of people and groups in organizations, the effective management of psychosocial wellbeing at work, and the development of healthy organizations (Salanova, Martínez and Llorens, 2005; Salanova, Llorens, and Martínez, 2016). POP’s objective is to describe, explain, and predict optimal functioning in these contexts, as well as amplify and enhance psychosocial wellbeing as well as the quality of work and organizational life. Positive organizations are made up of physically and psychologically healthy people who develop in positive work environments and organizational culture (Salanova and Llorens, 2016). The core of the POP is to discover the characteristics that promote a complete organizational life; to this end, there is a need to answer two pivotal questions: what characterizes positive employees and what positive organizations look like. Furthermore, from an organizational perspective, these characteristics have to be addressed at different levels, not only at the individual level, but also at the inter-individual, group, organizational, and social levels. Some key constructs defined in POP include wellbeing, happiness, positive emotions, work engagement, flow, efficacy beliefs, commitment, or positive organizations. Despite the increasing interest in POP, some questions are still open.
This Special Issue focuses on the challenges of POP, including:
- Meta-analysis, systematic and integrative reviews of POP;
- Empirical results on psychological antecedents and consequences of POP;
- Psychological working mechanisms in POP development over time;
- Design and/or evaluation of the impact of positive psychological interventions.
Dr. Susana Llorens Gumbau
Dr. Marisa Salanova
Dr. Hedy Acosta
Dr. Israel Sánchez-Cardona
Manuscript Submission Information
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- Positive psychology
- Positive organizational psychology
- Healthy organizations
- Resilient organizations
- Positive psychological intervention